COLLECTIVEAGREEMENT - OPSEU · COLLECTIVEAGREEMENT BETWEEN. THELIQUORCONTROLBOARDOFONTARIO ... the...

COLLECTIVE AGREEMENT

BETWEEN '.

THE LIQUOR CONTROL BOARD OF ONTARIO

(herei nafter referred to as the "Emp loyer" )

- and the

ONTARIO PUBLIC SERVICE EMPLOYEES UN IONon beha lf of its LIQUOR BOARD EMPLOYEES DIVIS ION

(hereinafter referred to as the "U n ion" )

TERM OF TH IS AGREEMENT

From and incl ud i ng Apri l 1 , 20 1 3up to and i ncl ud i ng March 3 1 , 20 1 7

Sector 26

9-998-654-20 1 70333 1 -26

Contents

PREAMBLE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

ARTICLE 1 - Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

ARTICLE 2 - Harassment and Discrimination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ARTICLE 3 - Relationships . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ARTICLE 4 - Dues and Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 5 - Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 0

ARTICLE 6 - Job Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 0

ARTICLE 7 - Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5

ARTICLE 8 - Paid Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

ARTICLE 9 - Vacation and Vacation Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

ARTICLE 1 0 - Attendance Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

ARTICLE 1 1 - Attendance Bonus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

ARTICLE 1 2 - Termination Payments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

ARTICLE 1 3 - Sickness and Injury Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

ARTICLE 14 - Special or Compassionate Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

ARTICLE 1 5 - Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 0

ARTICLE 1 6 - Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

ARTICLE 1 7 - Court Witness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30

ARTICLE 1 8 - Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 0

ARTICLE 1 9 - War Disability Pension . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 1

ARTICLE 20 - Pregnancy, Parental and Adoption Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 1

ARTICLE 2 1 - Employees ' Group Insurance and Medical Benefits Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 3

ARTICLE 22- Assignments and Job Postings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42

ARTICLE 23 - Uniforms, Attire and Special Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44

ARTICLE 24 - Statutory Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

Page l of 1 74

ARTICLE 25 - Entitlement on Death . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

ARTICLE 26 - Salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46

ARTICLE 27 - Employee Files and Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

ARTICLE 28 - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47

ARTICLE 29 - Stock and Cash Shortages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

ARTICLE 30 - Utilization of Permanent Part-Time, Seasonal, and Casual Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

ARTICLE 3 1 - Expenses ofMoving on Transfer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50

ARTICLE 32 - Casuals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 0

ARTICLE 3 3 - Provincial Health and Safety Committee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

ARTICLE 34 - Permanent Part-Time Employees - Application . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56

ARTICLE 3 5 - Other Applicable Articles - Permanent Part-Time Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7

ARTICLE 36 - Definitions - Permanent Part-Time Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7

ARTICLE 37 - Seniority - Permanent Part-Time Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 8

ARTICLE 3 8 - Hours ofWork and Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 8

ARTICLE 39 - Paid Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60

ARTICLE 40 - Vacation and Vacation Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 1

ARTICLE 4 1 - Attendance Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

ARTICLE 42 - Termination Payments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

ARTICLE 43 - Sickness and Injury Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63

ARTICLE 44 - Special and Compassionate Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

ARTICLE 45 - Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

ARTICLE 46 - Pregnancy, Parental and Adoption Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

ARTICLE 47 - Uniforms, Attire and Special Allowances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67

ARTICLE 48 - Job Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 68

ARTICLE 49 - Employees ' Group Insurance and Medical Benefits Plans. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 1

ARTICLE 50 - Technological Change . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

ARTICLE 5 1 - Unforeseen Work ,at Stores . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

ARTICLE 52 - Call In of Permanent Part-Time and/or Casual Employee ' s From Other Stores . . . . . . . . . . . . . . . . . . . . . . . . . 78Page 2 of 1 74

ARTICLE 53 - Term ofAgreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79

APPENDIX 1 - Excluded Positions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 4

APPENDIX 2 - Mediation-Arbitration Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 6

APPENDIX 3 - Labour/Management Committees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 8

APPENDIX 4 - Seasonal Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 20

MEMORANDUM OF AGREEMENT - RE: Allocation ofAdditional Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 2

LETTER OF AGREEMENT - Re: Enhanced Severance - Privatization - . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 33

Permanent Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 3

LETTER OF AGREEMENT - Re: Enhanced Severance - Privatization - Casual Employees . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 5

LETTER OF AGREEMENT - Fixed Term Employment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 6

LETTER OF AGREEMENT - Kilometre Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3 8

LETTER OF AGREEMENT - Leave of Absence for Union Business on a Full -Time Basis . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 39

LETTER OF AGREEMENT - French Language Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 40

LETTER OF AGREEMENT - Permanent Vacancy Review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 4 1

LETTER OF AGREEMENT - On-Call Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 44

LETTER OF AGREEMENT - Employment Equity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 45

LETTER OF AGREEMENT - Store Maintenance Duties . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 46

LETTER OF AGREEMENT - Sunday Openings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 47

LETTER OF AGREEMENT -RE: Transferred from Department 739 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 48

LETTER OF AGREEMENT - RE: Agency Stores . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 49

LETTER OF AGREEMENT - RE : Contracting Out . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 50

MEMORANDUM OF AGREEMENT - Re: Allocation of Overtime Hours . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5 1

in the Retail Stores and Depots . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5 1

LETTER OF AGREEMENT - RE: Logistics Call In Protocol . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 53

MEMORANDUM OF AGREEMENT - Re: Overtime Equalization for Logistics Facilities . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 54

Appendix A - Definition of DEPARTMENTS and CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5 8

LETTER OF AGREEMENT - Re: Applicability ofOvertime & Shift Rotation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5 9

in Logistics Facilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 59Page 3 of 1 74

LETTER OF AGREEMENT - RE: Bargaining Unit Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 60

LETTER OF AGREEMENT - RE: Scheduling . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 6 1

LETTER OF AGREEMENT - RE: Health and Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 62

LETTER OF AGREEMENT -RE: Interpretation ofArticle 27 .3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 63

LETTER OF AGREEMENT - RE: JOBS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 64

Note: The references to applicability and sub-headings under each heading that are set out in theCollective Agreement are presented as ageneral guide and are not to be relied on to set a precedentor hind the parties.

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PREAMBLE

. The genera l pu rpose of th is Ag reement is to estab l ish and continue harmon ious re lationsbetween the Employer and the employees covered by th is Ag reement and cons istent therewithto provide p rocedures for the prompt and j ust d ispos it ion of d ifferences and g rievances .

. It is understood that the provisions of th is Agreement apply equally to male and female employees .

ARTICLE 1 - Recognition(Applicable to Permanent Full-time, Permanent Pare-time, Seasonal, Casual)

1 . 1 (a) The Employer recogn izes the U n ion as the exclus ive bargain ing agent for a l l employees i nthe class ifications shown i n the Salary and Classification Schedu le appended hereto saveand except those class ifications set out in Append ix 1 . The Employer agrees to review withthe U n ion , any new excl uded c lass ifications before commencing recru iting/postingprocedu res . Shou ld the pa rties d isag ree as to whether such new class ifications are to beexcluded , the matter sha l l be referred to the Ontario Labour Relations Board and the criteriafor excl usions as per the Onta rio Labou r Relations Act shal l determ ine the status of suchclass ifications .

(b) So le ly for the matters dea lt with i n Article 32 , Casuals , the Employer recogn izes the Un ion asthe excl us ive ba rga i n i ng agent for employees employed as casuals . The parties a lso agreethat th is provision conti nues to app ly to casual employees , du ring any period of time theyreta i n seasona l status i n accordance with the terms set out in the append ix app l icab le to

seasona l employees .

(c) The Union acknowledges that it is the excl us ive function of management to :

1 .2

1 . 3

� mai nta in order , d iscip l ine and efficiency;

� h i re , d ism iss , transfer , classify, ass ig n , appoi nt, promote , demote , layoff, reca l l , suspendor otherwise d iscip l ine employees subject to the right to g rieve as provided for i n th isAg reement ;

� manage the operation and without restricting the genera l ity of the forego i ng , the right top lan , d i rect and control operations , d i rect its employees , determ ine complement , methodsand the number , location and class of employees as requ i red from time to time , thesched u l i ng and ass ignment of work , cessation of operations and al l other rights andresponsib i l it ies not specifica l ly mod ified e lsewhere in th is ag reement.

The Employer ag rees that these functions wi l l be exercised i n a manner consistent with thep rovisions of th is Ag reement.

The U nion wi l l be provided with copies of the class standards and any amendments as theyare made from time to time . P rior to the implementation of amendments the U nion wi l l beprovided with the opportun ity to consider and respond to the Employer's proposa ls .

I n the event the Employer introduces a new classification during the life of the Agreement, it sha l limmediately notify the Union of such classification and the proposed rate . If there is d isagreementas to the rate the Employer and the Union shall meet to d iscuss a rate for the classification and ,fa i l ing settlement, the Un ion may process a grievance, commencing under Article 28 .5 .

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1 .4 (a) The Employer ag rees to recogn ize Un ion Representatives , which i ncl udes elected Loca lU n ion Pres idents , Loca l Un it Stewards , Stewards , Officers of the Union 's executive ,OPSEU Staff Representatives assigned to the LBED and other Un ion members authorizedto engage in officia l Un ion bus iness , as des ignated by the Union .

(b)

1 , 6

1 . 5

(c)

The U nion sha l l provide the Employer with an updated l ist annua l ly of its Un ionRepresentatives , as defined i n Article 1 .4 (a) . The Un ion sha l l notify the Employer of anyrevisions to th is l ist, as they occu r.

(a)

For purposes of lay-off on ly, up to forty (40) Loca l Presidents , Un it Stewards , and members ofthe Divisiona l Executive Committee sha l l ho ld top sen iority i n h is/her Un ion Loca l , d uring thei rterm of office, provided the Employer has work ava i lable wh ich they are qual ified to perform.

A pool of n ine hund red (900) days sha l l be estab l ished for the use of UnionRepresentatives as defined in Article 1 .4 (a) in each ca lendar year. At the written request ofthe Un ion of at least seven (7) days , where practica l , and with the app roval of theEmployer, Un ion Representatives sha l l be entit led to be absent from work to attend to theirofficia l Un ion duties and such absences sha l l be charged aga i nst the established pool . If aUn ion Representative requ i res a portion of a day to attend to thei r officia l Un ion duties ,such absence sha l l be charged aga i nst the pool on a pro rata basis . The leave shal l bewithout loss of pay , cred its or regu la r days off.

I t is understood that th is clause also app l ies to the Negotiating Committee of the Un ion ,wh ich wi l l be comprised of a maximum of five (5) employees , for the pu rpose of preparingfor negotiations .

(b) (i ) The Employer sha l l a lso provide leave of absence without pay for Un ionRep resentatives as defined i n Article 1 .4(a) .

( i i ) Du ri ng such leaves of absence the salary of the U n ion Representative , as defined i nArticle 1 .4 (a) , sha l l be mai nta i ned with the Un ion re imbursi ng the Employer for anysa lary and benefits pa id for the Un ion Rep resentative . The parties ag ree that un ion timeoff invoices wi l l be reconci led by the parties with in forty five (45) ca lendar days ofsubmiss ions by the employer.

The Union sha l l make reimbu rsements with i n sixty (60) ca lendar days from the datesuch i nvoices have been reconci led by both parties .

( i i i ) The Un ion sha l l notify and seek approva l from the Employer at least seven (7) days inadvance for a l l requests for unpaid leaves .

(c) Where time is approved , under Article 1 . 5 (a) for a Casua l , PPT or Seasona l employee, theemployee sha l l be compensated for, and the pool charged for, regu lar hou rs of work forwh ich the employee is schedu led at the time of the request . Where the request is rece ivedprior to the schedu le bei ng posted , the employee wi l l be compensated , and the poolcharged for regu la r hours the employee wou ld otherwise have been schedu led at the timethe schedu le is posted , as per the requ i rements of the Col lective Ag reement.

The Local Un ion P resident or the Local Un it Steward , as app l icab le , sha l l be the officia l Un ionspokesperson for barga i n i ng un it employees in the Employer's workp laces assigned to h is/herrespective Local .

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1 . 7 A Committee composed of six (6) U n ion Representatives and s ix (6) members for theEmployer, the "Provincia l Labour Management Committee (PLMC)" , wi l l meet every th ree (3)months , or as requ i red , to d iscuss issues aris i ng out of th is Agreement or otherwise asmutua l ly ag reed upon .

1 . 8 Upon notification to and with app rova l of the Employer, a Loca l Un ion P res ident or h is/herappointed a lternate sha l l be entitled to be absent from work for the pu rpose of attend ing thefunera l of a member of the Local that he/she rep resents without loss of regu lar pay , vacationcred its or regu lar days off over and above the maximum al lowed under Article 1 . 5 .

1 . 9 The Employer ag rees to recogn ize and dea l with the Negotiating Committee of employeesselected by the Union wh ich may be assisted by assigned Un ion staff for the pu rpose ofnegotiati ng a renewal of th is Ag reement in conformity with the provisions hereof. The partiesag ree that th is paragraph l im its the number of LCBO members on the U n ion NegotiatingCommittee to five (5) .

1 . 1 0 Upon notification to and with the approval of the Employer the members of the Negotiati ngCommittee shal l be entitled to be absent from work for the purpose of attending co l lective

ag reement negotiations without loss of regu lar pay, vacation credits or regular days off overand above the maximum al lowed under Article 1 . 5 (a) .

1 . 1 1 It is understood that the leaves requested by the Union may be withhe ld if such leaves d isruptthe Employer's operations .

1 . 1 2 The ass ignment of seniority based rights under th is Ag reement sha l l be determined inaccordance with the fo l lowing provisions :

(a) Shou ld a compa rison be requ i red between the sen iority of permanent fu l l-t ime, permanentpart-time and/or casua l employees , incl ud ing but not l im ited to the d isp lacement ofemployees under Article 6 or 48 , employees with permanent fu l l-time sen iority sha l l beconsidered fi rst , then employees with permanent part-time sen iority and fina l ly employeeswith casual sen iority . Casua l employees who have attained seasona l status sha l l ma i ntainthe i r casua l sen iority for the pu rposes of th is Article .

(b) If, as the resu lt of be ing declared su rp l us under Article 6 of th is Ag reement a permanentfu l l-t ime employee has d isp laced a permanent part-time , seasona l or casua l employee theseniority of the su rp l us permanent fu l l-t ime employee shal l supersede the seniority of otherpermanent part-time , seasonal and casua l employees d u ring the period of h is/heremployment in a permanent part-time, seasona l or casua l posit ion .

(c) If, as the resu lt of be i ng declared su rp lus under Article 48 of th is Ag reement a permanentpart-time employee has d isp laced a casua l employee the sen iority of the su rp luspermanent part-time employee shal l supersede the sen iority of othe r casua l employeesdu ring the period of h is/her employment in a casua l position .

ARTICLE 2 - Harassment and Discrimination

(Applicable to Permanent Full-time, Permanent Part-time, Seasonal, Casual)

2 . 1 (a) The Employer and the Union agree that there wi l l be no intimidation , d iscrimi nation ,interference , restraint or coercion exercised or practiced by either of them or the i rrepresentatives or members because of an employee's membersh ip or non-membersh ip in

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the Un ion , or because of the exercise by an emp loyee of a right under th is Ag reement orunder the Crown Emp loyees Col lective Barga in ing Act .

(b) There sha l l be no d iscrimination or harassment practised by reason of race , ancestry , p laceof orig i n , co lour, ethn ic orig in , cit izensh ip , creed , sex , sexua l orientation , gender identity ,gender express ion , age , record of offences , marita l status , fami ly status , or d isab i l ity , asdefi ned i n the Ontario Human Rights Code.

2 . 2 An employee has the right to be accompanied by a Un ion Representative when fi l ing acompla i nt under the Employer's pol icy Manua l Section - Human Rights/Workp laceHarassment Prevention , Subjects : D iscrimination and Harassment Prevention and I nterna lResol utions Process .

2 .4

2 . 3 The Employer , emp loyees and the Union ag ree that they wi l l comply with thei r duty toaccommodate under the Ontario Human Rights Code or due to WS I B .

Vio lation by an employee of any of the forego ing provisions sha l l be cause for d ischarge ord iscip l i ne , subject to the provis ions of the Grievance Proced u re of Article 28 .

ARTICLE 3 - Relationships(Applicable to Permanent Full-time, Permanent Part-time, Seasonal, Casual)

3 . 1 (a) The Un ion ag rees that no employee or Un ion officia l wi l l so l icit membersh ip i n the U n ion ,co l lect d ues or engage i n any Union activity on the Employer's premises or du ri ng theworking hou rs of an employee , except as provided for i n th is Ag reement .

(b) Vio lation by an emp loyee of any of the forego i ng provis ions sha l l be cause for d ischarge ord iscip l ine , subject to the provis ions of the Grievance Procedure of Article 28 .

3 . 2 The Employer ag rees to perm it the use of the cafeteria i n Head Office by the U n ion for thepurpose of meeti ngs with its membersh ip provided such meeti ngs are conducted after workinghou rs and that written notice of such meetings is g iven to the Employer by the U nion and thatexpenses invo lved are the responsib i l ity of the Union .

3 . 3 It is ag reed the Employer and the Union may enter i nto loca l negotiations , such that areapp rop riate as not be i ng exc luded by the provis ions of the Crown Employees Col lectiveBa rga in ing Act . Such negotiations sha l l not be subject to the med iation and a rb itrationprocedu res under the Act, provided , however, that noth i ng sha l l preclude a g rievance al leg inga v io lation of the Col lective Agreement i n the sa id Act. Employees attend ing meeti ngs for th ispu rpose shal l be g iven time off with no loss of pay, or cred its to attend such meeting providedprior approva l has been g ranted by his/her Supervisor.

The Employer ag rees that Un ion Representatives , as defined in Article 1 .4 (a) may vis it theEmployer' s prem ises and confer with employees under proper authority of the Employer, wh ichsha l l not be un reasonably withhe ld .

3 .4 The Employer ag rees to permit the Union to post notices pertain ing to Un ion bus i ness i nEmployer's estab l ishments provided such notices rece ive the Employer's approval beforebei ng posted and such notices sha l l not be unreasonab ly withhe ld from posting .

Page 8 of 1 74

3 . 5 Prem ises Vis its

The Employer agrees that Un ion Representatives , as defined i n Article 1 .4 (a) may vis it theEmp loyer's p remises and confer with employees under proper authority of the Employer, wh ichsha l l not be un reasonab ly withhe ld . The Un ion ag rees to fo l low the Employer's po l icy"Premises Visits Protocol" , d u ri ng a l l Un ion Representative visits to the Employer's premises .

3 . 6 Union Member Orientation

The Employer ag rees to designate up to fifteen ( 1 5) m inutes for a Union Representative tohave the opportun ity to meet with employees duri ng the Employer's new orientation meeting .The U n ion Representative orientation time sha l l be sched u led ten (1 0) mi nutes prior to thestart of the lunch time. The Union Representative sha l l be entitled to be absent from work forthe pu rpose of attend i ng the orientation meeting without loss of pay or cred its . Time off wi l l bei nvo iced d i rectly to the Liquor Board Employees' D ivis ion of OPSEU as per the terms of Article1 . 5 (b) of the Col lective Agreement.

I t is understood that the Employer may withho ld the Union orientation privileges set out i n th isArticle if they d isrupt the Employer's orientation meeting .

ARTICLE 4 - Dues and Information

4 . 1 Each employee shal l have deducted from his/her regu lar pay the equ ivalent of the membersh ipdues of the Union .

4 . 2 The term "membersh ip dues" sha l l mean the regu lar dues of the Union as du ly authorized byits membersh ip in conform ity with the Constitution of the Union .

4 . 3

4 . 5

4 . 7

4 . 6

4 .4

The deductions made pu rsuant to Article 4 . 1 sha l l continue for the term of th is Agreement. Al lmon ies so ded ucted sha l l be remitted to the Union with in two (2) weeks of the date that thedeductions were made.

(a) The Employer sha l l supp ly the Un ion with l ists on written request showing the names of themembers of the barga i n i ng un it of the Un ion together with the i r departments and/or storenumbers , class ification , socia l i nsu rance number and gender, present sa lary step , date ofappointment, date of conti nuous service , sen iority and home address , not more than twicea yea r.

(b) The Emp loyer sha l l provide the Un ion , each February, with the names , rates of pay andwork location for any seasona l employees employed on December 3 1 of the previous year .

The Employer sha l l a lso supply ; on written request by the Union , no more than twice yearly al isting of a l l employees with in the barga in ing un it a lphabetica l ly by classification .

The Employer ag rees to supp ly the Union , month ly , with the names and dates of termi nation ofany fu l l-time employees in the barga i n i ng un it .

The Union sha l l supp ly to the Employer a l ist conta i n ing the names of Un ion Representatives ,as defined i n Article 1 .4 (a) , the i r store or department numbers and the numbers and locationsof the stores or departments for which they are responsib le . Changes to th is l ist sha l l be i nwriti ng as they occur.

Page 9 of 1 74

4 . 8 The Un ion ag rees to compensate the Employer for d i rect costs associated with any req u i redsystems , systems deve lopment, and computer time requ i red to produce information . TheUn ion wi l l p rovide anci l la ry items (i .e . tapes , ree ls , d iscs , etc . ) requ i red to the appropriatestandards of the Employer .

4 . 9 The Employer wi l l continue to provide information wh ich wi l l i nclude the employee's socia linsurance number and gender. Th is information wi l l be provided in a form and formatapprop riate to the needs of the Union .

ARTICLE 5 - Seniority

(Applicable to Permanent Full-time, Permanent Part-time)

5 . 1 Un less otherwise specified in th is Agreement, an employee's seniority wi l l accumulate uponcompletion of a probationary period of not less than six (6) months and wi l l be ca lcu lated fromhis/her first day of work of h is/her most recent appointment to the permanent staff of the Employer.

5 . 2 A casua l employee who is appo i nted to permanent staff sha l l begin employment as permanentstaff with a fixed sen iority date that sha l l be equal to h is/her fi rst day of employment aspermanent staff.

5 . 3 An emp loyee wi l l lose a l l sen iority and h is/her employment sha l l be deemed to be term i nated if:

(a) An employee resigns or reti res ; or

(b) An employee is d ismissed un less such d ismissa l is reversed th rough the g rievanceprocedure ; or

(c) An employee is absent without leave i n excess of ten ( 1 0) consecutive worki ng days .

5 .4 Where two (2) or more employees have the same permanent fu l l-t ime sen iority date , thefol lowi ng sha l l be used as a tie-breaking method :

(a) For those employees appointed to permanent staff p rior to Ju ly 1 , 1 996 , the a lphabetica ll isti ng by employee su rname shal l be used as a tie-breaker.

(b) For those permanent fu l l-time employees appointed to permanent staff on or after Ju ly 1 ,1 996 , the employee's casua l sen iority date shal l be the fi rst tie breaking method . I n theevent of an ongo ing tie , the fina l t ie breaking method shal l be the ass igned employeenumber, with the lowest number be ing the most sen ior.

ARTICLE 6 - Job Security(Applicable to Permanent Full-time, Seasonal and Casual: with applicability limited in respect ofSeasonal andCasual employees to 6. 7 (!) (iii) and 6. 1 7 exclusively. 6. 7(e) shall also be applicable exclusively to Seasonalemployees.)

6 . 1 (a) Where a lay-off may occu r for a period in excess of n inety (90) ca lendar days by reason ofshortage of work or funds or the abol it ion of a position or other materia l change inorgan ization , the identification of a su rp lus employee in an estab l ishment and subsequentass ignment , d isp lacement or lay-off shal l be in accordance with sen iority subject to thecond itions set out i n th is article .

Page 1 0 of 1 74

(b ) The Union sha l l meet with the employer to exp lore a lternative ways to m itigate the impactof the su rp lus .

(c) An employee, sha l l be accompan ied and represented by the Loca l Pres ident or des ignateand/or OPSEU Staff Representative when an employee is being advised of h is/her optionsas per Article 6 .

6 . 2 For the pu rpose of th is Article :

(a) An "estab l ishment" is an employee's headquarters at or from wh ich an employee normallyperforms h is/her duties .

6 .4

6 . 3 (a)

(b) ( i) A "work area" i ncl udes al l Employer estab l ishments with i n the geograph ic posting areaof any given estab l ishment.

( i i ) I n the event that there are fewer than five (5) estab l ishments i n the work area definedunder ( i) above, the five (5) estab l ishments nearest the given estab l ishment sha l lconstitute that estab l ishment's work area .

( i i i ) The cu rrent geog raph ic posti ng areas sha l l not be altered by the Emp loyer d u ring theterm of th is ag reement un less otherwise agreed between the parties .

(c) It is understood that when it is necessa ry to assign su rp lus employees in accordance withth is a rticle , the provis ions of Article 22 shal l not app ly .

Where an employee is identified as su rp l us , he/she sha l l be ass igned on the basis ofh is/her sen iority to a vacancy in h is/her work area , provided he/ she is qua l ified to performthe work and the sa la ry maximum of the vacancy is not g reater than two percent (2%)above nor s ixteen percent ( 1 6%) be low the maximum salary of h is/her class in thefo l lowing sequence :

� a vacancy which is in the same class or pos it ion as the employee's class or position ;

� a vacancy i n a class or pos it ion in which the employee has served s ince h is/herappo intment date ;

� another vacancy .

(b) Where an employee is assigned under (a) above to a pos ition in a class with a lowermaximum salary than the maximum salary for the class of the position from which he/shewas ass igned , he/she sha l l contin ue to be entitled to sa lary progress ion in accordance withArticle 22 . 1 to the maximum salary of the higher classification , i nclud ing any revis ion of themaximum salary of the h igher classification that takes effect during the sa lary cycle i nwh ich the ass ignment takes effect.

With mutua l consent (employee and Employer) , a su rp lus employee sha l l be ass igned on thebas is of h is/her sen iority to a vacant position in another work area provided he/she is qua l ifiedto perform the work and the sa lary maximum of the vacancy is not g reater than two percent(2%) above nor sixteen percent ( 1 6%) below the maximum salary of h is/her class . I n thosecases where the employee accepts a position outside of h is/her work area and the d istancefrom his/her residence is g reater than fifty (50) ki lometres the Employer ag rees to the

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re imbu rsement of approved relocation expenses up to five thousand dol lars ($5 , 000 . 00) .App roved re location expenses are identified in the Employer's Admin istration Manual .

6 . 5 An employee who does not accept an ass ignment in accordance with Article 6 . 3 , sha l l be la idoff and the provis ions of Article 6 . 7 sha l l not app ly .

6 . 6 Where an employee has not been assigned to a vacancy in accordance with Articles 6 . 3 or6 .4 , he/she sha l l be subject to lay-off in accordance with the fo l lowing app l icab le provisions .

6 .7 An employee who has completed h is/her p robationa ry period and who is subject to lay-off as asu rp l us employee sha l l have the right to d isp lace an employee who sha l l be identified by theEmployer in the fo l lowi ng manner and sequence:

(a) With in the su rp lus employee's work a rea , the Employer wi l l identify the employee with theleast sen iority in the same class i n wh ich the su rp lus employee is presently worki ng and ifsuch employee has less sen iority than the surp l us employee , he/she sha l l be disp laced bythe su rp lus employee, provided that the surp lus employee is qualified to perform the workof such employee .

(b) Fai l ing the opportun ity for d isp lacement under (a) above, the Employer wi l l review the classesin the same class series with in the surp lus employee's work area , in descend ing order, u nti l aclass is found in wh ich the employee with the least sen iority in the class has less sen ioritythan the surp lus employee. Such employee shal l be d isplaced by the su rp lus employee,provided that the su rp lus employee is qual ified to perform the work of such employee.

(c) Fa i l ing the opportun ity for d isplacement under (b) above , the Employer wi l l review theclasses i n any other class series in which the su rp lus employee has served since his/herappo intment date with i n the su rp l us employee's work area, in descend ing order , u nti l aclass is found i n which the employee with the least sen iority i n the class has less sen ioritythan the su rp lus employee . Such employee sha l l be d isp laced by the su rp l us employee,p rovided the su rp l us employee is qua l ified to perform the work of such employee .

(d) Fa i l ing the opportun ity for d isp lacement under (c) above , the Employer wi l l review anypermanent part-time positions with in the surp lus employee's work area in descend ing orderof hours unti l a position is found where the surp lus employee has more sen iority than theemployee occupying the position . Such employee shal l be displaced by the surplusemployee, provided the surp lus employee is qual ified to perform the work of such employee.

(e) I n log istics faci l it ies where seasona l employees exist , and fa i l ing the opportun ity ford isp lacement under (c) above , the Employer wi l l identify any seasonal employees with i nthe su rp lus employee's work area . The surp l us employee wi l l d isp lace the seasona lemployee with the least sen iority provided that the su rp lus employee is qua l ified to performthe work of such employee. Article 6 . 1 6 wi l l app ly in the event a permanent fu l l-timeemployee is assigned to seasona l employment under th is provis ion .

(f) ( i) Fa i l ing the opportun ity for d isp lacement under (d) above, the Employer sha l l reviewcasua l work requ i rements in the su rp l us employee's work area unti l a work site isfound where the su rp lus employee's sen iority exceeds the casua l employee'ssen iority. Such employee(s) sha l l be d isplaced by the su rp lus employee provided thatthe su rp l us employee agrees to such a p lacement.

Page ! 2 of 1 74

( i i ) A permanent fu l l-t ime employee who d isp laces a permanent part-time employee sha l lreta in h is/ her permanent fu l l-t ime seniority du ri ng h is/her status as a permanent parttime employee.

( i i i) A permanent fu l l-t ime employee who d isp laces a seasona l or casua l employee sha l lreta in h is/her permanent fu l l-time seniority d uri ng h is/her status as a seasonal orcasua l employee.

(g) An employee may elect to waive one ( 1 ) or more of thei r d isp lacement rights under Article6 . 7 for the pu rpose of avo id i ng the need to trave l to a new estab l ishment.

6 . 9

6 . 1 0

6 . 8 Where no d isp lacement is poss ib le under Article 6 . 7 or where an employee chooses not toexercise those rig hts , he/she sha l l be la id off.

An employee who intends to exercise h is/her rights under Article 6 .7 must notify the Employeras fa r i n advance as possib le but not later than two (2) weeks from the date the employee isnotified of bei ng su rp lus . Where the employee fa i ls to notify the Emp loyer with in the two (2)weeks specified , he/she sha l l be deemed to have opted to be la id off.

An employee who is d isp laced by an employee who exercises h is/her rig hts under Article 6 . 7shal l be decla red su rp lus and the provis ions of th is article sha l l app ly .

6 . 1 1 Notice of lay-off or pay in l ieu

An employee sha l l rece ive a notice of lay-off or pay i n l ieu thereof as fo l lows :

One ( 1 ) weeks ' notice for each year of sen iority with a m i n imum of fou r (4) weeks and amaximum of fifteen ( 1 5) weeks , with cop ies of such notice to the Union .

6 . 1 2 Recal l

6 . 1 3

6 . 1 4

6 . 1 5

An employee who is la id off shal l be placed on a reca l l l i st .

An employee on the reca l l l ist , or an employee who has exercised h is/her rights under Artic les6 .7 (d) or 6 . 7 (e) , sha l l be notified of a l l vacancies , includ ing those posted i n accordance withArticle 22 . Notices sha ll be forwarded by registered mai l to the employee 's last known add ress .Such employee sha l l be ass igned to the vacancy if:

(a) he/she app l ies therefore with i n fourteen ( 1 4) days , and

(b) he/she has the greatest seniority amongst the elig ible appl icants, includ ing those who are beingconsidered in accordance with Article 22 .5 (a) and he/she is qua lified to perform the work.

(c) Employees assigned under th is article sha l l not be required to serve a probationary period .

Except as specified in Article 6 .4 , relocation expenses resu lt i ng from any ass ignments underth is article sha l l be the respons ib i l ity of the employee .

Where an employee who has been la id off is assigned under th is article to the same position ora position in the same class as the pos ition he/she occupied at the time of lay-off, he/she sha l l

Page 1 3 of 1 74

be ass igned to the step with in the sa la ry range app l icab le to the pos ition , equ ivalent to the stepat which he/she was paid at the time of lay-off.

6 . 1 6 Where an emp loyee is assigned under th is article to a position with a class ification having ad ifferent maximum salary than the maximum salary of the employee's posit ion prior toassignment or lay-off, the employee sha l l be pa id at the rate closest to but not g reater than therate he/she was receivi ng prior to the ass ignment or lay-off. Th is provis ion sha l l not app ly to anemp loyee promoted under Article 6 . 1 3 .

6 . 1 7 Where an employee who has been la id off or who has d isp laced a seasona l or casual employeeis reass igned to a permanent position h is/her sen iority sha ll be deemed to be continuous .

6 . 1 8 An employee shal l be removed from the reca l l l ist after two (2) yea rs of conti n uous lay-off.

6 . 1 9 I n no case wi l l the Employer tra i n a new employee for a vacancy or a new position where thereis a su rp lus employee who has not been assigned under any other provision of th is Article orany person who has rights under Article 6 . 1 3 who cou ld qua l ify for the vacancy th rough thesame tra i n i ng program , and where that su rp lus emp loyee or other person agrees to acceptretra i n i ng i n l ieu of a l l other rig hts set out i n th is Article .

6 . 20 The Employer sha l l provide the Un ion with reca l l l i sts and amendments thereto .

6 . 2 1 Separation Al lowance

Where an employee resigns from h is/her employment with the Employer with in two (2) weeksafter receiving notice of lay-off under Article 6 . 1 1 he/she sha l l be entitled to a separationa l lowance as fo l lows :

(a) One thousand dol lars ($ 1 , 000 . 00) for one ( 1 ) year of sen iority or more , but less than five (5)years .

(b) Two thousand dol lars ($2 , 000 . 00) for five (5) years of sen iority or more , but less than ten( 1 0) years .

(c) Three thousand dol lars ($3 , 000 . 00) for ten ( 1 0) years of sen iority or more , but less thanfifteen ( 1 5) years .

(d) Fou r thousand dol lars ($4 , 000 . 00) for fifteen ( 1 5) years of sen iority or more , but less thantwenty (20) years .

(e) F ive thousand dol lars ($5 , 000 . 00) for twenty (20) years of sen iority or more .

I n add ition and upon request , he/she sha l l be provided assistance with resume preparation , jobsearch ski l l s , and where poss ib le , notification of any retra in ing and/or job skil l deve lopmentopportun ities , provided the employee requests the ass istance with in twelve ( 1 2) months ofresignation .

Page 1 4 of 1 74

ARTICLE 7 - Hours ofWork and Overtime

(Applicable to Permanent Full-time, Seasonal and Casual: with applicability limited in respect ofSeasonal andCasual employees to 7. 6 (b) exclusively)

7 . 1 For the pu rpose of th is Article :

(a) "Overtime" means a period of work computed to the nearest fifteen ( 1 5) minutes and ,

( i ) performed on a regu lar worki ng day in excess of the regu la r worki ng period cons istingof at least fifteen ( 1 5) mi nutes , or,

( i i ) performed on a hol iday or other day that is not a regu lar working day but sha l l notoccu r where the work performed is due to shift rotation .

(b) The starting time of the work week sha l l be Monday, 1 2 : 0 1 a .m .

(c) For payro l l pu rposes , the start of the work week shal l be Sunday at ! 2 : 0 1 a .m .

7 . 2 (a) The Employer sha l l prescribe the number of hou rs in each working day not exceed ing e ight(8) hou rs for the various departments or estab l ishments of the Employer. Norma l hou rs ofwork wi l l be as fo l lows :

( i ) Reta i l - Stores and Depot

The work week for stores sha l l be from 1 2: 0 1 a .m . Monday to 1 2 :00 m idn ight Saturday .

Day_ Shifts ( 1 h r. u npa id lunch)8 : 00 a .m . to 5 : 00 p .m .8 : 30 a .m . to 5 : 30 p .m .9 : 00 a .m . to 6 : 00 p .m .

9 : 1 5 a .m . to 6 : 1 5 p .m . (where 6 : 00 p .m . is the normal closing forthat day)

Afternoon Sh ifts ( 1 /2 h r. u npa id lunch)1 2 : 00 noon to 8 : 30 p .m .1 : 00 p .m . to 9 : 30 p .m .

2 : 00 p .m . to 1 0 : 30 p .m.3 : 00 p .m . to 1 1 : 30 p .m .

Afternoon Sh ifts

(Depots On ly)( 1 /2 h r. u npa id lunch)1 2 : 00 noon to 8 : 30 p .m .

1 : 00 p .m . to 9 : 30 p.m .2 : 00 p .m . to 1 0 : 30 p .m .3 : 00 p .m . to 1 1 : 30 p .m .4 : 00 p .m . to 1 2 : 30 a .m .

5 : 00 p .m . to 1 : 30 a .m .

Ni ,qht Sh ifts 1 1 : 00 p .m , to 7 : 30 a .m .( 1 /2 h r unpa id l u nch)

Page 1 5 of 1 74

Emp loyees i n reta i l stores who work on the n ight sh ift sha l l be scheduled for a m in imumof one ( 1 ) fu l l week , Monday th rough Friday inclusive , in accordance with 7 . 1 6 be low.N ight sh ifts implemented under th is a rrangement sha l l not be subject to the rotationa lrequ i rements of Article 7 . 1 4 .

( i i ) Log istics - Faci l ities and Private Stock

The work week for Faci l it ies and P rivate Stock sha l l be from 1 2 : 0 1 a .m . Monday to

1 2 : 00 midn ight Friday .

Day Sh ift ( 1 /2 h r. u npaid lunch)4 : 20 a .m . to 1 2 :20 p .m .8 : 00 a .m . to 4 : 00 p .m .

7 : 00 a .m . to 3 : 00 p .m .7 :45 a .m . to 3 :45 p .m .

8 : 00 a .m . to 4 : 00 p .m .

(VAX System Operators)(Secu rity)(Tiers and Tunnels - Du rhamand a sing le mai ntenanceemployee also works th is sh ift)(other employees)

The second fifteen ( 1 5) m inute rest period , as described in Article 7 . 1 3 , wi l l beschedu led for the last fifteen ( ! 5) m inutes of the schedu led sh ift.

Afternoon Sh ift ( 1 /2 h r. u npaid lunch)1 2 :20 p .m . to 8 :20 p .m .3 :00 p .m . to 1 1 : 00 p .m .3 :45 p .m . to 1 1 :45 p .m .

4 : 00 p .m . to 1 2 : 00 m idn ight

(VAX System Operators)(Secu rity)(Du rham Faci l ity - Tiers andTunnels on ly)(other employees)

The second fifteen ( 1 5) minute rest period , as described in Article 7 . 1 3 , wi l l beschedu led for the last fifteen ( 1 5) m inutes of the schedu led sh ift.

N iqht Sh ift ( 1 /2 h r. u npaid l unch)8 : 20 p .m . to 4 :20 a .m .1 1 : 00 p .m . to 7 : 00 a.m .1 1 :45 p .m . to 7 :45 a .m .

1 2 : 00 mid n ight to 8 : 00 a .m .

(VAX System Operators)(Security)(Durham Faci l ityTiers and Tunnels on ly)

(other employees)

The second fifteen ( 1 5) minute rest period , as described in Article 7 . 1 3 , wi l l beschedu led for the last fifteen ( 1 5) m inutes of the scheduled sh ift.

N ight sh ifts implemented under th is arrangement sha l l not be subject to the rotationa lrequ i rements of Article 7 . 1 4 . Th is is not app l icab le to those employees currently worki ngi n classifications operati ng on a three (3) sh ift rotation . (e . g . VAX System Operators ,Secu rity Officers , Mai ntenance employees and Console Operators)

(i i i) LCBO Head Office and Warehouse Offices

(Monday th rough Friday, i nclusive)Page 1 6 of 1 74

Between 7 : 30 a .m . and 9 : 30 a .m. to between 3 : 30 p . m . and 5: 30 p .m .

Log istics Warehouse Offices (Operations Clerks)(Monday th rough Friday , i nclus ive)

Day Sh ift ( 1 /2 h r. u npa id l u nch)Between 7: 30 a .m . and 9 : 30 a .m . to between 3 : 30 p .m . and 5: 30 p .m .

Afternoon Shift ( 1 /2 h r. u npa id lunch)4 : 00 p .m . to 1 2 : 00 midn ight

N ight Sh ift ( 1 /2 h r. unpa id lunch)

1 2 : 00 m idn ight to 8 : 00 a .mo

Secu rity Staff at the Head Office Desk

Secu rity staff at the Head Office desk sha l l be schedu led as fol lows on a seven (7) dayschedu le :

Day Sh ift6 : 30 a .m . to 2 : 30 p .m .

Afternoon Sh ift

2 : 30 p +m . to 1 0 : 30 p .m .

N_jght Sh ift1 0 : 30 p .m . to 6 : 30 a .m .

The sh ifts worked by these employees are subject to the rotationa l requ i rements set outin Article 7 . 1 4 . These employees sha l l a lso rece ive , on the n ight sh ift a fifteen ( 1 5)m inute rest break duri ng each ha lf sh ift.

( iv) Reta i l POS/Help Desk

The work week for the POS Help Desk sha l l be Monday to Saturday, i nclus ive . POS HelpDesk hours of work sha ll not be changed further without negotiation with the Union .

Sh ifts

7 : 30 a .m . to 4 : 30 p . m . ( 1 hr. unpa id lu nch)8 : 30 a .m . to 5 : 30 p . m . ( 1 h r. unpa id lu nch)1 1 : 1 5 a . m . to 7:45 p .m . ( 1 /2 h r. u npa id supper)Afternoon Sh ift

3 : 00 p .m . to 1 1 : 30 p .m . ( 1 /2 h r. u npa id supper)

(Satu rday)

Day Sh ift

7 : 30 a .m . to 4 :00 p .m . ( 1 /2 hr. unpaid lunch)8 : 30 a .m . to 5 : 00 p .m . ( 1 /2 hr. u npaid lunch)1 1 : 1 5 a .m + to 7 :45 p .m . ( 1 /2 h r. u npa id lu nch)

Page 1 7 of 1 74

Afternoon Sh ift

3 : 00 p .m . to 1 1 : 30 p .m . ( 1 /2 h r. u npa id supper)

(Sunday)

Day_ Sh ift

The POS Help Desk wi l l be open from 8 :30 a .m . to 6 : 30 p .m . Schedu l i ng of hours sha l lbe i n accordance with the operationa l requ i rements of the Desk . The schedu l ing ofSunday hou rs sha l l be in accordance with the Letter of Agreement - Sunday Open ings .I f an employee is schedu led to work a sh ift greater than five (5) hou rs , he/she shal l takea fifteen ( 1 5) m inute pa id b reak in the fi rst ha lf of the schedu le , a ha lf-hou r unpaidlunch/supper break duri ng the sh ift, and the second rest period wi l l be scheduled at theend of the schedu led sh ift.

N ight Shift (As Requ i red for POS Insta l lations)1 1 : 00 p .m . to 7 : 30 a .m . (½ h r. unpa id lunch)

(v) Head Office Computer Operators(Monday th rough Friday, inclusive)

D_D_a_Y Shift7 : 00 a .m . to 3 : 1 5 p .m . ( 1 h r. u npa id lunch)

Afternoon Shift

3 : 00 p .m . to 1 1 : 1 5 p . m . ( 1 h r. u npaid l unch)

N ight Sh ift1 1 : 00 p .m . to 7 : 1 5 a .m . ( 1 h r . u npaid l u nch)

The sh ifts worked by these employees are subject to the rotationa l requ i rements set outi n Article 7 . 1 4 .

(vi ) Contact Centre (Hou rs of Work)(Monday through Satu rday, i nclusive)

Sh ifts : Permanent fu l l time employees at the Contact Centre shal l normal ly work forty(40) hou rs per week and eight (8) hours per day and sha l l be scheduled as fo l lows:

*Day ShiftBetween 7 : 30 a .m . and 1 1 : 30 a .m . to between 4 : 30 p .m . and 8: 30 p .m .

( 1 hr. unpa id l u nch)*Afternoon Sh ift

Between t 2 : 00 p .m . and 3: 00 p .m . to between 8 : 30 p .m . and 1 1 : 30 p .m .( 1 /2 hr. u npa id lunch)

The schedu l ing of hou rs of work on a Sunday sha l l be in accordance with the Letter ofAgreement- Sunday Openings , provided they are qua l ified . The sh ifts shal l be posted inaccordance with Articles 7 .4 (a) ( i) , 32 . 1 (a) and 38. 2(a) of the Col lective Agreement.

*C larification : start and fin ish ing times wi l l be in th irty (30) m inute i ncrements .

Page 1 8 of 1 74

(b) Normal hou rs of work may be subject to change by the Employer depend i ng upon loca lcond it ions .

(c) Employees c lass ified as Stationary Eng ineers , F ie ld Aud itors , Systems Officers 1 , SystemsOfficers 2 and Systems Officers 3 who perform authorized work i n excess of thei rrespective hou rs , i n excess of e ight (8) hours per day or forty (40) hou rs per week or sevenand one qua rter (7 1 /4) hou rs per day or th i rty s ix and one quarter (36 1 /4) hou rs per week,they sha l l be pa id at overtime rates as defined i n Article 7 .6 and 7.7 .

(d ) Where an employee covered by section (a) (i) above is requ i red to work before twelve ( 1 2)hou rs have elapsed s ince the completion of the employee's previous sh ift, he/she sha l l bepa id time and one-ha lf ( 1 1 /2) for those hou rs that fa l l with in the twelve ( 1 2) hou r period .

(e) An employee who is schedu led to work the second sh ift on one day wi l l not be schedu led towork beyond 6: 00 p .m . on the day immediate ly fol lowing , if scheduled to work the day sh ift.

7 .4

7 . 5

7 . 3 Hours per week may vary accord ing to the classification of the pos ition and i n accordance withthe schedu le in wh ich the class ification is l i sted (Salary and C lassification Schedu le attachedto th is Ag reement) .

(a) ( i ) Hou rs of work sha l l be posted at least th ree (3) weeks in advance for eachestab l ishment and there sha l l be no change in the schedu le after it has been postedun less notice is g iven to the employee one ( 1 ) week i n advance of the starting time ofthe sh ift as orig ina l ly schedu led . If the employee is not notified one ( 1 ) week in advancehe/she sha l l be pa id at the same hourly rate wh ich wou ld app ly to overtime hou rsworked on that day for a l l hou rs worked outs ide h is/her posted schedu led hou rs .

( i i ) Hours of work may be changed without any premium or penalty if ag reed upon betweenthe emp loyee and management .

( i i i) Days off for store employees wi l l be on a rotationa l basis un less otherwise mutua l lyagreed to in writ ing by the employee and h is/her supervisor. However, the Employeragrees to provide for employees who work in stores other than those that observe aweek ly clos ing day, fifteen ( 1 5) Saturdays off on a rotationa l basis as part of thei r regu la rdays off each contract year. Days off for employees working a day sh ift in doub le sh iftstores wi l l be on a rotationa l basis , Monday th rough Friday, un less otherwise mutua l lyag reed to in writ ing by the employee and h is/her supervisor. Saturday wi l l normal ly be theday off for employees engaged on the second sh ift . The provision whereby fifteen ( 1 5)Saturdays off on a rotationa l basis each contract year wi l l be exclusive of vacationperiods , paid hol idays and leaves-of-absence with pay as defined in th is Agreement .

(b) A store employee may, with proper notification , opt to have h is/her schedu led day off occu rimmed iate ly before and after h is/her vacation period .

(c) Where an emp loyee works i n a store that observes a weekly closing day the employee isa l lowed to substitute the Satu rday as the employee's weekly day off, in the week the pa idho l iday occu rs provided the Employer's operations are not d isrupted .

Where an employee is not instructed to work overtime unti l the day during wh ich the overtimeis to be performed , the employee sha l l be re imbu rsed for the cost of one ( 1 ) mea l to ten do l lars($ 1 0 . 00) , provided the employee works three (3) hou rs or more overtime.

Page 1 9 of 1 74

7 . 6 Overtime

� (a) Authorized work performed in excess of the employee's normal work day shal l be paid atthe rate of one and one half ( 1 1 /2) times the normal hou rly rate of the employee un lessotherwise p rovided in th is Ag reement. Al l work performed on any second consecutive dayof overtime shal l be paid at double the employee's norma l rate of pay. I t is understood thatan employee is to rece ive doub le rates when the employee works on the employee'ssecond sched u led day off.

(b) Where there is a requ i rement for overtime to be worked , it sha l l fi rst be offered to fu l l-timeemployees on a rotationa l basis . Where sufficient personnel do not vo l unteer , suchovertime sha l l then be offered to permanent part-time employees or in log istics faci l ities toSeasonal employees and then to casual employees . Fa i l i ng sufficient vo l unteers , overtimewould be ass igned to the least senior qua l ified employee.

7 . 8

7 . 9

7 . 7

(c) F ie ld Aud itors , Systems Officers 1 , Systems Officers 2 , and Systems Officers 3 whoperform authorized work under Article 7 . 2 sha l l take l ieu days i n payment of such overtimework provid i ng work demands on Field Aud itors , Systems Officers 1 , Systems Officers 2 ,and Systems Officer 3 a re such to perm it the Employer to g rant such lieu days no later thanthe end of the second month fo l lowing the month in wh ich the overtime occu rred . Whereth is is not the case, persons in these classifications sha l l be paid overtime rates inaccordance with Article 7 .6 (a) .

(d ) Where an emp loyee is requ i red to work on a Sunday as part of that employee's regu larsh ift , the employee is to be paid at the rate of one and one half ( 1 1 /2) times the regu larhou rly rate of the employee.

(e) Where an employee is requ i red to work on a Sunday, provided the Sunday is not part of theemployee's regu lar sh ift, the employee shal l be paid at the rate of one and one half ( 1 1 /2)the regu la r hou rly rate of the employee.

Overtime rates sha l l be app l icab le from the time an employee completes h is/her normal workday determi ned from the time he/she commences work , but on ly if a mi n imum of fifteen ( 1 5)minutes in excess of the normal hou rs are worked , and overtime rates sha l l be pa id to thenearest fifteen ( 1 5) mi nutes . An employee who works th ree (3) hou rs in excess of h is/hernormal working hours sha l l rece ive one ha lf ( 1 /2) hou r off with pay for a l unch period .

Authorized work performed i n excess of five (5) regu lar days d u ring any week, or five (5) daysless one ( 1 ) day for each pa id ho l iday (as defi ned in Article 8) du ring that week, sha l l be paidat the overtime rates , subject to the other provisions of th is Ag reement.

Schedu led overtime worked sha l l be paid to the incumbent in accordance with the provis ionsherein estab l ished . I n the event such overtime is declared unnecessary, employees who reportfor work at the start of the schedu led overtime sh ift wi l l be provided with at least one ha lf ( 1 /2) ofthe orig ina l ly schedu led work. The p rovisions of th is clause sha l l not app ly where the employeehas been notified by the Employer not to report for sa id sh ift at least twelve (t 2) hou rs beforethe start of the sh ift. Further, the provis ions of th is clause sha l l not app ly in the event that theEmployer's inabi l ity to provide work is due to reasons beyond its contro l as , for example , but notl im ited to : fi re , flood , major mechanica l d ifficu lties , includ ing hyd ro power interruptions .

Page 20 of 1 74

7 . 1 0 (a) Where an employee is requ i red to report for any period of work on a day that is not aregu lar worki ng day , or on h is/her schedu led day off, he/she sha l l be entit led to a cred it ofa m in imum of fou r (4) hours of pay at overtime rates , but where an employee performswork for more than four (4) hours after be ing so requ i red to report for work, he/she sha l l beentit led to a m in imum of the normal da i ly hou rs of work at the overtime rate as set out inthe Sala ry and Classification Schedu le .

(b) An employee who leaves h is/her p lace of work and is subsequently ca l led back to workp rior to the starti ng time of h is/her next schedu led sh ift sha l l be paid a min imum of fou r (4)hours of pay at the overtime rate .

7 . 1 1

7 . 1 2

Two (2) or more ki nds of overtime wi l l not be pa id for the same hou rs worked .

Acting Pay

(a) The Employer ag rees to pay a premium of e ighteen dol lars ($ 1 8 . 00) per day to anemployee acting for the Store Manager i n h is/her absence , provided he/she is assigned toact for a m i n imum of th ree (3) consecutive hou rs . Such prem ium wi l l not be paid to anAssistant Manager in charge of the second sh ift. However, it would be app l icab le to otheremployees i n charge of the store duri ng the Manager's absence , wh i le working the secondsh ift.

(b) An employee (other than those in (a) above) des ignated by the Employer to rep laceanother emp loyee in a h ig her classification sha l l receive a prem ium of two dol lars ($2 . 00)per hour for each hou r such duties are performed provided he/she works one ( 1 ) sh ift in theh igher class ification . Acti ng pay sha l l not exceed the maximum of the sa lary range of theh igher classification .

7 , 1 3 Rest Periods

(a) There sha l l be one ( 1 ) fifteen ( 1 5) m inute rest period du ri ng each ha lf ( 1 /2) sh ift or each ha lf( 1 /2) work day. Such rest period sha l l be at times designated by the Store Manager orDepartment Head (except with respect to rest periods referred to i n Article 7 . 2) .

Employees covered by Article 7 .2 (a) (i i i) :

(b) The second rest period as descri bed i n Article 7 . 1 3 (a) wi l l be schedu led at the end of theschedu led sh ift , except , where at the request of the employee and where reasonab leaccommodation can be made and with the approva l of the Manager, the rest period may beschedu led at some other time du ring the latter ha lf of the sh ift;

(c) The p rescribed hou rs of work wi l l conform with those estab l ished i n Section 7 . 2 (a) and inthe Salary and Classification Schedu le for the app l icable Classifications .

7 . 1 4 Sh ift Rotation

Where employees are requ i red to work on a sh ift basis such employees sha l l work the sh iftson a rotationa l bas is un less otherwise mutua l ly ag reed to i n writ i ng by the employee andh is/her supervisor.

7 , 1 5 Sh ift Prem ium

(a) An employee sha l l receive a sh ift premium of one dol lar ($ 1 . 00) per hour for a l l regu larhou rs worked between 6 : 00 p .m . and 7 :00 a .m . Where more than fifty percent (50%) of the

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hou rs , i ncl us ive of lunch and rest periods , fal l with in th is period the prem ium sha l l be pa idfor a l l hou rs worked .

(b) An employee worki ng on the n ight sh ift as defined in 7 . 2 (a) above , shal l be pa id a prem iumof two dol lars ($2 . 00) per hou r for each hou r worked .

(c) An employee who works the n ight sh ift and receives the premium set out in (b) above sha l lnot a lso be el ig ib le for the premium set out in Article 7 . 1 5 (a) .

(d ) Sh ift prem ium shal l not be cons idered as part of an emp loyee 's bas ic hou rly rate .

7 . 1 6 N ight Sh ift

Except for employees which are currently working on a th ree (3) sh ift basis (VAX Operators ,Secu rity Guards , Maintenance and Console Operators) such work sha l l be offered in thefo l lowi ng manner and sequence:

(a) N ight sh ift requ i rements sha l l be posted with i n the app l icab le work-s ite . The posting sha l lspecify that successfu l appl icants sha l l not be required to remain on the night sh ift inexcess of six (6) months . I n the event that the requ i rement exceeds s ix (6) months , theresha l l be a subsequent posting and the incumbent employees wi l l be entit led to re-app lyshou ld they be i nterested .

(b) Employees i nterested i n the n ight sh ift shal l app ly to the posting and the n ight sh iftrequ i rements sha l l be fi l led in order of seniority from qual ified app l icants .

7 . 1 7 It is understood and ag reed that other arrangements rega rd ing hou rs of work and overtime maybe entered i nto between the parties with respect to variab le work days or variab le work weekswh ich incl udes compressed work week a rrangements .

7 . 1 8 Shift Rotation for Log istics Employees

(a) Th is Article (7 . 1 8) is appl icable to permanent fu l l time employees working in Durham, London ,Toronto , Ottawa and Thunder Bay log istics facil ities and replaces the provisions of Articles'7 . 1 4 and 7. 1 6 of the Collective Agreement for Logistics employees on ly . Preferred sh ifts wi l l befixed (non-rotational) , on a semi-annual basis January I st to June 30th and Ju ly 1 st to December3 1 st .

(b) For the purposes of th is Article Warehouse Worker 3 and Warehouse Worker 4class ifications wi l l be one classification .

For departments outs ide of Warehouse Operations , specifica l ly Mai ntenance, Conso le andVax Operators and Secu rity:

The employees in these departments who were h i red prior to January I st , 2005 wi l l beexcl uded from the terms of th is Article and wi l l fo l low a regu lar sh ift rotation . Any employeehi red i nto one of these departments after January 1 st, 2005 , wi l l be subject to the terms ofth is Article as deta i led be low.

(c) The Employer sha l l determine the necessary sh ift requi rements based upon operationa lneeds , job function and required ski l ls . Permanent fu l l t ime employees wi l l be ass igned toregu lar sh ifts as defined in Article 7 on the fol lowing bas is :

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( i ) Qual ified permanent fu l l t ime employees wi l l be sol icited to identify the i r p referred sh iftfi rst by sen iority on a vo luntary basis to fu lfi l l the requ i rements in (c) above.

(i i ) Fa i l ing sufficient vo l unteers , the employer wi l l f i l l the remain ing sh ift requ i rementsCasua l employees sta rting with the j un ior most Casua l . (NOTE : For the pu rposes of th isclause Seasonal employees wi l l be cons idered to be Casual employees . )

( i i i ) Where there are no qua l ified Casua l Employees , the employer wi l l fi l l the remain ing sh iftrequ i rements by assign ing qual ified permanent fu l l t ime employees starting with thejun ior most permanent fu l l time employee.

( iv)Where a permanent fu l l t ime employee is not qua l ified to be assigned to the sh ift ofh is/her preference with in h is/her classification and j un ior qua l ified employees with i n thesame aforementioned classification have been ass igned to that sh ift, then such

employee may request to be incl uded i n tra i n ing in itiatives undertaken by the emp loyerat h is/her Reta i l Service Centre , .provided such tra in ing i n itiatives d i rectly re late to therequ i red qua l ifications for the shift of h is/her preference . The employer wi l l endeavor toprovide the necessary tra in i ng with i n s ix (6) months .

(v) Where a permanent fu l l t ime employee is not assigned to his/her sh ift of preferencewith in h is/her class ification because there are no jun ior employees with i n the sameaforementioned class ification qua l ified to perform the work on the shift that he/she hasbeen assigned to , the employer wi l l endeavor to provide the necessary tra i n i ng to aj un ior employee with in a s ix (6) month period .

NOTE : Clause ( iv) above addresses the situation i n wh ich employees are not rece iv ingthe i r sh ift p reference because they are not qua l ified to perform the work .

C lause (v) above add resses the situation in which employees are not be ingass igned to the i r sh ift preference because more jun ior employees a re notqua l ified to perform the work on the sh ift they have been assigned to .

(d) Employees requesting a change to the i r regu la r sh ift must forward their request i n writ i ngto the i r Manager on or before December 1 St for the January I st to June 30th period , or on orbefore May 1 t for the Ju ly 1 st to December 3 1 st period .

(e) It is understood that no PFT employees wi l l be assigned to a sh ift other than day sh ift whi lea casua l is schedu led to the same job task on the day sh ift.

(f) Al l d isputes under th is Article wi l l first be referred to the Local Labou r ManagementCommittee for reso lution . Fa i l ing reso l ution , the affected employee(s) may fi le a g rievanceat Stage 2 of the g rievance procedu re .

ARTICLE 8 - Paid Holidays(Applicable to Permanent Full-time)

8 . 1 An employee sha l l be entitled to the fo l lowi ng pa id hol idays each year: New Year's Day ,Fam i ly Day , Good F riday, Easter Monday , Victoria Day, Canada Day, C ivic Hol iday , Labou rDay , Thanksgivi ng Day, Remembrance Day, Ch ristmas Day , Boxi ng Day , and any specia lho l iday as procla imed by the Governor-Genera l or Lieutenant Governor. If , d u ri ng the term of

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th is Ag reement, a pub l ic ho l id ay is proclaimed by the Governor-General , such ho l iday sha l l bedeemed to be a paid ho l id ay .

8 . 2 Specia l ho l idays as procla imed by the Governor-Genera l or Lieutenant Governor as referred toin Article 8 . 1 wh ich are g ranted duri ng vacation leave shal l be computed as pa rt 'thereof but noother ho l id ays sha l l be computed there in .

8 . 3

8 . 5

8 . 7

8 ,6

8 .4

Where a pa id ho l iday occu rs on a Saturday or Sunday that is not a regu lar working day for thatemployee's class ification , employees shal l be g ranted a day in l ieu of such pa id ho l iday asal located by the Employer.

I n add ition to the entitlement to hol iday pay , where an employee is requ ired to perform work on apaid hol iday (refer to Article 8 . 1 ) , he/she shall also be entitled to receive payment in the amountof two (2) times thei r regu lar stra ight time hou rly rate for a ll hou rs worked on the holiday .

For the pu rpose of th is Article : "ho l iday" means a day on which a hol iday fa l ls or the day that isa l lowed in l ieu thereof when the employee is requ i red to work on the day of the hol iday .

I n add ition to the entitlement to hol iday pay, where an employee is requi red to report for any periodof work on a paid holiday (refer to Article 8 . 1 ) , he/she sha l l be paid a minimum of four (4) hou rs attwo (2) times their normal hourly rate of pay. Where an employee performs work in excess of four(4) hou rs , he/she sha l l be entitled to a min imum of the normal dai ly hours of work at two (2) timesthei r regu lar hou rly rate of pay as set out in the Salary and Classification Schedu le .

Employees in receipt of premium payments conta ined i n th is article are not entit led to anyother premiums conta ined in the col lective ag reement, with the exception of the p rem iums setout i n Article 7 . 1 2 (a) .

ARTICLE 9 - Vacation and Vacation Credits

(Applicable to Permanent Full-time)

9 . 1 An employee may request vacation leave of absence on ly to the l imit of h is/her accumu latedvacation cred its . Accumu lated vacation cred its sha l l be reduced by the vacation leave ofabsence taken .

9 .2 An employee who leaves the Employer after serving less than s ix (6) months service shall receivevacation pay at the rate of four percent (4%) of sa lary paid to the employee during th is period .

9 . 3 Pay in l ieu of vacation cred its is payab le on separation or on death of an employee from theEmployer when an employee has been with the Employer for s ix (6) months or more .

9 .4 (a) An employee may accumu late vacation cred its to a maximum of twice his/her rate ofaccrua l but sha l l be requ i red to reduce his/her balance of credits to a maximum of one ( 1 )year's accrua l by each December 3 1 st.

(b) Where the Employer is unable to g rant an employee his/her vacation entitlement fo l lowi ngproper notice in accordance with the estab l ished procedu res , the employee sha l l not losevacation cred its or pay .

9 . 5 An employee wi l l be cred ited with h is/her vacation for a calendar year at the beg i nn ing of eachca lenda r year.

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9 , 6 Al l vacation p lanners sha l l be posted i n a common visib le area for reta i l , depot and warehouses ites .

9 , 7 (a) Vacation cred its sha l l be accumu lated pro rata for each month of service as fo l lows:

( i) one and one-quarter (1 1 /4) days per month for up to and includ ing eight (8) years of service;

( i i ) one and two-th i rd s ( 1 2/3) days per month after eight (8) years of service ;

9 . 1 0

9 . 1 1

9 . 9

9 , 8

( i i i) two and one-twelfth (2 1 /1 2) days per month after s ixteen ( 1 6) years of service ; or

( iv)two and one-ha lf (2 1 /2) days per month after twenty s ix (26) years of service .

(b ) Where an employee has completed twenty-five (25) years of service there is added on thatoccas ion on ly , five (5) days vacation cred its .

(c) An employee who has completed twenty-five (25) or more years of service and is i n atleast h is/her s ixty-fifth (65th) year and who has advised the Employer in writi ng of h is/herintention to reti re d u ring the ca lenda r year sha l l be entitled to one ( 1 ) week pre-reti rementleave du ring the twelve ( 1 2) month period immed iately preced i ng the employee'sreti rement date . It is understood and ag reed , however, that shou ld the emp loyee 'sreti rement date coi ncide with the ann iversary of h is/her twenty-fifth (25th) yea r of servicehe/she shal l not be entit led to the five (5) days vacation cred its provided for above and themaximum vacation entit lement under th is subsection in any year shal l be six (6) weeks .

Except as provided under Article 9 . 9 be low, an employee is entitled to vacation cred its underArticle 9 .7 i n respect of a ca lendar month in wh ich he/she is at work or on leave of absencewith pay for at least one ( ! ) fu l l day.

Vacation cred its a re credited i n fu l l for the fi rst month to new employees who commence workon the fi rst working day of the month . Vacation credits a re reduced to th ree-quarter (3/4) dayfor the fi rst month to new employees starting on or after the second worki ng day and on orbefore the twe lfth ( 1 2th) worki ng day of that month . Vacation cred its are not cred ited for thefi rst month to new employees starting after the twelfth ( 1 2th) work ing day of that month .

Where vacation leave-of-absence is app l ied under Article 1 3 .2 an employee may apply to theEmployer for leave of absence without pay, after return to duty from sick leave and with in a twelve( 1 2) month period , equa l to the vacation credits applied to h is/her deficit of attendance cred its .

P rovided the Employer operation is not d isrupted approva l wi l l be g iven to the preference ofemployees in sched u l ing of vacation and no change wi l l be made i n such vacation sched u leexcept by mutua l ag reement between the Employer and the employee.

9 , 1 2 Request process

On the bas is of sen iority , approva l wi l l be g iven to an employee's request to observe at leasttwo (2) consecutive weeks of vacation which may occur du ri ng the period from the Mondaynearest May 1 st to the fi rst Satu rday in October, provided the Employer operation is notd isrupted . Requests made after March 3 1 st wi l l be considered on a fi rst come , fi rst servedbasis . Th is section app l ies for vacation pu rposes on ly and store managers with in theba rga in i ng un it are excl uded from the sen iority requirements i n th is section on ly.

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ARTICLE 10 - Attendance Credits


1 0 . 1 I n th is Article "attendance year" means the period from the 1 st day of January i n a year to andi nclud i ng the 3 1 st day of December in the same year.

1 0 . 2 An employee is entit led to an attendance cred it of fifteen ( 1 5) days in respect of eachattendance year at the commencement of each attendance year and such attendance creditswi l l be added to those accumu lated by the employee .

1 0 . 3 An employee who commences h is/her employment after the fi rst regu lar working day of anattendance yea r is entitled :

(a) to an attendance cred it in days computed by multip lyi ng by one and one-quarter ( 1 1 /4) thenumber of whole months remai n ing i n the attendance yea r calcu lated from and i nclud ingthe date of commencement of h is/her service ; a nd

(b) where he/she commences h is/her service after the fi rst regu lar worki ng day but not laterthan the twelfth ( 1 2th) regu lar working day of h is/her fi rst month of service , to an attendancecred it of th ree-quarters (3/4) of a day i n respect of h is/her first month of service .

1 0 .4 An employee is entit led to attendance cred its under Article 1 0 . 2 in respect of a calendar monthin which he/she is at work or on leave of absence with pay for at least one ( 1 ) fu l l d ay.

1 0 . 5 Notwithstand ing the provisions of Article 1 0 .4 , an employee is not entitled to attendance cred itsunder Article 1 0 . 2 in respect of a month i n which the employee is absent from work :

(a) without leave;

(b) by removal from employment for cause; or

(c) without pay for the whole ca lendar month .

ARTICLE 11 - Attendance Bonus


1 1 . 1 I n th is Article ,

(a) "Attendance year" means the period from the 1 st day of January in a year to and incl ud ingthe 3 1 st day of December in the same yea r; and

(b) "Unused attendance cred its" means attendance cred its to which an employee is entitled forthe attendance year less any attendance credits used duri ng that attendance year.

1 1 . 2 With i n fou r (4) weeks after the close of an attendance year an employee sha l l :

(a ) E lect to have al l h is/her unused attendance cred its for the attendance year added to h is/hertota l of accumu lated attendance cred its ; or

(b) If he/she has not e lected under cla use (a) , be pa id a bonus of;Page 26 of 1 74

( i ) one-fifth ( 1 /5) of h is/her unused attendance cred its for that attendance yea r, where theemployee has completed at least one ( 1 ) but less than ten ( 1 0) years of service ,

( i i) one-quarter ( 1 /4) of h is/her unused attendance cred its for that attendance year , wherethe employee has completed ten ( 1 0) or more years of service and has accumulatedless than two hund red and sixty (260) days of attendance cred its ,

( i i i ) one-th i rd ( 1 /3) of h is/her unused attendance credits for that attendance year, where theemployee has completed ten ( 1 0) or more yea rs of service and has two hund red andsixty (260) or more days of accumulated attendance cred its , and the employee'sattendance cred its for that attendance year sha l l be reduced by the amount ofattendance cred its for which he/she was paid the bonus .

1 1 . 3 The bonus referred to in Article 1 1 .2 (b) shall be :

(a) Determi ned from the employee's length of serv ice and accumu lated attendance cred its , asof the I st day of Janua ry i n the attendance yea r , and

(b) Calcu lated at the rate of sa lary the employee was receiving on the 3 1 st day of December i nthe attendance year.

ARTICLE 12 - Termination Payments


1 2 . 1 P reamble

(a) For the purposes of th is Article ,

( i ) "Attendance Gratu ity" is an amount computed by mu ltip lying one-half ( 1 /2) of thenumber of days of an employee's accumulated attendance cred its by the annua lsa lary to which he/she was entit led at the date he/she ceased to be an employee andd ivid i ng the product by 260 . 8928 .

(i i ) "Severance Pay" is an amount computed by mu ltiplyi ng the tota l n umber of yea rs ofservice of an employee by the weekly sa lary to wh ich he/she was entit led at the datehe/she ceased to be an employee .

(b) The tota l amount pa id to an employee in respect of an Attendance Gratu ity or SeverancePay shal l not exceed the annua l sa lary of the employee at the date when he/she ceased tobe an employee .

(c) Any Severance Pay to which an employee is entit led sha l l be reduced by an amount equa lto any payment to which the employee is entit led under Article 25 . 1 (b) .

(d) Employees who are terminated for cause or who abandon the i r positions are not e l ig ib le forseverance pay .

1 2 .2 An employee who has completed one ( 1 ) year of continuous service and who ceases to be anemployee by reason of:

( i ) death ;

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( i i ) reti rement with el ig ib i l ity for a pens ion pu rsuant to the Ontario Publ ic Service EmployeesU n ion (OPSEU) Pens ion Plan ;

( i i i ) term i nation due to inab i l ity to perform his/her duties by reason of menta l or phys ica li ncapacity with el ig ib i l ity for a d isab i l ity pens ion under the OPSEU Pens ion Plan ;

( iv) layoff;

is entit led to receive Severance Pay or an Attendance Gratu ity, wh ichever is g reater.

ARTICLE 13 - SiCkness and Injury Leave(Applicable to Permanent Full-time)

1 3 . 1 Except as herein provided no employee sha l l rece ive pay for absence caused by s ickness orinj u ry i n excess of h is/her accumu lated cred its .

1 3 .2 Where , after having served one ( 1 ) year, an emp loyee is absent by reason of sickness or i nju ryfor a period in excess of h is/her accumu lated cred its , the employee has the option to useaccumu lated cred its for overtime and for vacation leave of absence to reduce the emp loyee'sdeficit of attendance cred its .

1 3 . 3 An employee may be g ranted pay for not more than th i rty (30) days of excess absence andany payments in excess of cred its shall be charged aga i nst the futu re cred its to wh ich theemployee becomes entit led , and any unpaid ba lance shal l be deducted from the amount paidthe employee or the employee's persona l representative under Article 25 .

1 3 .4 After five (5) days absence caused by sickness or i njury, no leave with pay sha l l be a l lowedun less a certificate of a lega l ly qua l ified med ica l practitioner is forwa rded to the Employercertifying that the employee is unable to attend to h is/her officia l duties due to s ickness orinj u ry and the anticipated date of return . Notwithstand i ng th is provis ion , the Employer mayrequ i re an emp loyee to submit the certificate requ i red hereunder in respect of a period ofabsence of less than five (5) days .

1 3 . 5 Where an employee is absent from work by reason of a cond ition for wh ich the Workp laceSafety and I nsu rance Board assumes l iab i l ity, the employee shal l be e l ig ib le for CompensationLeave for a period not exceed ing three (3) months or a tota l of sixty-five (65) worki ng dayswhere such absences are intermittent for each un re lated cla im . Du ring such leave the

employee sha l l rece ive fu l l salary with no red uction of accrued cred its but vacation andattendance cred its sha l l contin ue to accumu late du ring the period .

1 3 .6 Where an award is made under the Workplace Safety and I nsurance Act to an employee thatis less than the regu la r sa lary of the employee and the award appl ies for longer than the periodset out in Article 1 3 . 5 and the employee has accumu lated cred its , the regu la r sa lary may bepaid to the employee and the d ifference between the regu lar sa lary paid and the compensationawarded sha l l be converted to its equ iva lent time and deducted from the employee'saccumu lated cred its .

1 3 . 7 An employee to whom Article 1 3 . 5 or 1 3 . 6 appl ies is not entit led to be in recei pt ofcompensation from the Workp lace Safety and I nsu rance Board in respect of the absencescovered by these articles .

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1 3 . 8 Where an employee receives an award under the Workp lace Safety and I nsurance Act, andthe award app l ies for longer than the period set out in Article 1 3 . 5 and the employee hasexhausted a l l accumu lated cred its , ( i .e . : attendance and vacation) , the employee wi l l beconsidered on leave without pay .

1 3 . 9 The Sick Cred it Pool Plan estab l ished pursuant to an Arb itration Award , dated Apri l 4 , 1 979 , sha llbe adm in istered in accordance with the Letter of Agreement ag reed to on February 29 , 1 980 .

1 3 . 1 0 (a) Where for reasons of health an employee is frequently absent or unable to perform his/herduties the Employer may requ i re h im/her to subm it to a med ica l examination at theexpense of the Employer.

(b) I t is ag reed that where the employee is unab le to accept, the choice of the doctor under1 3 . 1 0 (a) above , that arrangements wi l l be made to se lect another doctor who wou ld bemutua l ly acceptable to the employee and the Employer.

1 3 . 1 1 The Employer sha l l not requ i re an employee, after h is/her Workplace Safety and I nsuranceBoa rd (WS I B) cla im has been den ied , to repay monies received from the Employer underArticle 1 3 , unti l such employees' WS IB appeals have been exhausted or when such appealshave been determi ned by a WS I B Tribuna l .

ARTICLE 14 - Special or Compassionate Leave(Applicable to Permanent Full-time)

1 4 . 1 (a) The Employer may g rant leave of absence with pay for not more than eight (8) days in anyattendance year as defined i n Article 1 0 . 1 to an employee upon any specia l orcompass ionate grounds and the period of the leave shal l be charged against theattendance cred its of the employee un less otherwise herein provided .

(b) Up to fou r (4) days leave under Article 1 4 . 1 (a) may be g ranted for the fo l lowi ng reasons :

( i) p rofessiona l , lega l and/or med ica l appointments that cannot be scheduled outs ide theemp loyee's work hours ;

(i i ) parenta l and/or fam i ly re lated respons ib i l ities .

(c) Leaves specified under 1 4 . 1 (b) wou ld be subject to the fo l lowi ng provis ions :

( i) the employee appl ies for such leave at least seven (7) days in advance of the periodrequ i red , or as soon as such period is known ; and

( i i) the leave requested is approved by the employee's immed iate supervisor or h is/herdesignate .

(d) For the pu rpose of admin istration , approved leave specified under 1 4 . 1 (b) shal l be chargedaga inst the employee's attendance cred its as fol lows :

( i) up to two (2) hou rs : one quarter ( 1 /4) day cred it;

( i i ) between two (2) hou rs and fou r (4) hou rs : one half ( 1 /2) day cred it;

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1 4 . 2

( i i i ) between fou r (4) hou rs and s ix (6) hours : th ree quarter (3/4) day cred it;

( iv) more than s ix (6) hou rs : one ( 1 ) fu l l day credit.

(e) App rova l for such leave sha l l not be un reasonably withheld , however it is understood by theparties that app rova l may be den ied if it d isrupts the Employer operations .

Leave of absence with pay may be g ranted for specia l or compassionate purposes :

(a) Up to s ix (6) months with the approval of the Employer; and

(b) Over s ix (6) months upon the recommendation of the Employer and with the approva l of theLieutenant Governor in Counci l .

ARTICLE 15 - Mil itary Leave

(Applicable to Permanent Full-time and Permanent Part-time)

1 5 . 1 Leave of absence for not more than five (5) days with pay and not more than five (5) dayswithout pay may be g ranted in a year for the pu rpose of taking Canad ian Forces ReserveTra in i ng . An employee may, however, use five (5) days of h is/her vacation cred its i nstead ofthe leave without pay.

ARTICLE 16 - Leave Without Pay


1 6 . 1 Leave of absence without pay and without accumu lation of cred its may be granted to anemployee by the Employer .

ARTICLE 17 - CourtWitness


1 7 . 1 Where an emp loyee is absent by reason of a subpoena to serve as a witness or a j u ror theemployee may at h is/her option :

(a) Treat the absence as leave without pay and reta i n any fee he/she rece ives as a witness ;

(b) Deduct the period of absence from his/her vacation leave-of-absence cred its or h is/herovertime cred its and reta i n any fee he/she receives as a witness ; or

(c) Treat the absence as leave with pay and pay to the Employer a l l monies received from thecourt and submit to the Employer an expense account coveri ng the amount of out-ofpocket expenses i ncurred which the employee is entit led to recover.

ARTICLE 18 - Bereavement Leave

(Applicable to Permanent Full-time, Seasonal and Casual: with applicability limited in respect ofSeasonal andCasual employees to 18. 2 exclusively)

1 8 . 1 (a) An employee sha l l be a l lowed fou r (4) consecutive days of leave of absence with pay ,incl usive of the day of the funeral in the event of the death of an employee's mother, father,

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b rother, s ister, step-mother, step-father, son , daughter, step-son , step-daughter, spouseand such leave sha l l not be cha rged aga i nst attendance cred its .

(b) I n the event the funera l proceed ings are not concluded with in the fou r (4) consecutive days ofleave of absence with pay, as specified in Article 1 8 . 1 (a) above, the employee shal l bea l lowed to use the fourth (4th) day of leave of absence with pay on a later date that is notconsecutive to the th i rd (3'°) day of leave of absence to add ress outstand ing mattersconcern ing the funera l proceed ings , includ ing interment. I n such event, the fourth (4th) day ofleave of absence with pay must be used with in six (6) ca lendar months of the date of death .

1 8 . 2 (a) An employee sha l l be a l lowed three (3) consecutive days of leave of absence with pay ,inclus ive of the day of the funera l i n the event of the death of an employee's mother-in-law,father-in-law, brother-in-law, sister-i n - law, son-in-law, daughter-in-law, g randparents , spouse'sgrandparents , great-grandparents , spouse's great-grandparents , grandchi ld , ward or guard ianand such leave sha l l not be charged aga inst attendance cred its .

1 8 . 3

(b) I n the event the funera l proceed ings a re not concluded with in th ree (3) consecutive days ofleave of absence with pay, as specified i n Article 1 8 . 2 (a) above , the employee shal l bea l lowed to use the th i rd (3 rd) day of leave of absence with pay on a later date that is notconsecutive to the second (2nd ) day of leave of absence to add ress outstand ing matterscencern ing the funera l proceed ings , i nclud ing interment. I n such event, the th i rd (3rd) day ofleave of absence with pay must be used with in s ix (6) ca lenda r months of the date of death .

An employee who would otherwise have been at work sha l l be a l lowed one ( 1 ) day leave ofabsence with pay in the event of the death and to attend the funera l of h is or her aunt andunc le .

ARTICLE 19 - War Disability Pension(Applicable to Permanent Full-time)

1 9 . 1 Employees who are i n recei pt of a War Disab i l ity Pension wi l l be a l lowed up to six (6) daysleave of absence per annum without loss of pay or attendance cred its to attend for med ica ltreatment re lated to the d isab i l ity. Such leave may i ncl ude absences wh i le hosp ita l ized .

ARTICLE 20 - Pregnancy, Parental and Adoption Leave(Applicable to Permanent Full-time)

20 . 1 Pregnancy Leave

The Employer agrees to provide for pregnancy leave, without pay and in accordance with theprovisions of the Ontario Employment Standards Act to a pregnant employee whose due date is atleast th i rteen ( 1 3) weeks after she commenced employment. During such leave, the Employer shal lcontinue the Denta l , Basic Life Insurance, LTIP , and Supplementary Health & Hospital I nsurance,includ ing Vision/Hearing Care, coverage provided under Article 2 1 of this agreement for a maximumof seventeen (t 7) weeks. Cred its wi l l continue to accumulate for th is seventeen (1 7) week pedod.

20 . 2 (a) An employee entit led to pregnancy leave under Article 20 . 1 , who provides the Employerwith proof that she has app l ied for and is el ig ib le to rece ive employment i nsu rance benefitspursuant to Section 22 of the Employment I nsurance Act , sha l l be paid an a l lowance inaccordance with the Supp lementa l Unemployment Benefit Plan .

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(b) I n respect of the period of pregnancy leave , payments made accord ing to the Supp lementalUnemployment Benefit P lan wi l l cons ist of the fo l lowi ng :

( i) for the fi rst two (2) weeks coveri ng the employment insu rance waiti ng period , paymentsequ iva lent to n i nety-th ree percent (93%) of the actua l gross weekly pay for herclassification , which she was receiving on the last day worked prior to thecommencement of the pregnancy leave, i ncl ud ing any retroactive sa la ry adj ustment towh ich she may become entit led ;

AND

(i i) up to a maximum of fifteen ( 1 5) add it iona l weeks , payments equ iva lent to the d ifferencebetween the sum of the weekly employment i nsurance benefits the employee is el ig ib leto receive and any other earn ings rece ived by the employee , and ninety-th ree percent(93%) of the actua l g ross weekly rate for her class ification which she was receiving onthe last day worked prior to the commencement of the pregnancy leave , incl ud ing anyretroactive sa lary adjustment to which she may become entit led .

20 . 3 An emp loyee on pregnancy leave under Article 20 . 1 sha l l a lso be entit led to an add itiona lparenta l leave of absence without pay of up to th i rty-five (35) weeks in accordance with theEmployment Standards Act . The request for th is add itiona l leave must be made in writ i ng atleast fou r (4) weeks prior to the exp i ration of her pregnancy leave and must commenceimmed iate ly fo l lowing the p regnancy leave . Du ring such leave , the Employer sha l l conti nue theDenta l , Bas ic Life I nsurance , LTI P , and Supp lementary Health and Hosp ita l I nsurance ,i ncl ud ing Vision/Hea ring Care , coverage provided under Article 2 1 of th is ag reement for amaximum of th i rty-five (35) weeks . C red its wi l l continue to accumu late for th is th i rty-five (35)week period .

20 .4 An employee retu rn ing from a leave of absence under Artic le 20 . 1 , 20 .3 or 20 . 5 sha l l beass igned to h is or her former class ification and be paid at the step in the salary range that she orhe had attained when the leave of absence was granted , or in the step in the sa lary range she orhe wou ld have attained had she or he worked th roughout the leave , whichever is g reater.

20 . 5 Parental Leave

20 .6

(a) The Employer ag rees to p rovide parenta l leave without pay of up to th irty-seven (37)weeks to an employee, who has not received pregnancy leave under Article 20 . 1 , and whohas been employed for at least th i rteen ( 1 3) weeks , in accordance with the Onta rioEmployment Standards Act . Du ring such leave , the Employer sha l l conti nue the Denta l ,Bas ic Life I nsu rance , LTIP , and Supp lementary Health and Hospita l I nsu rance , includ ingVision/Hea ring Care coverage provided under Article 2 1 of th is agreement for a period ofup to th irty-seven (37) weeks . Cred its wi l l contin ue to accumu late for th is th i rty-seven (37)week period .

(b) To receive the leave set out in Article 20 .5 (a) above, an employee must supp ly the Employerwith proof of the ch i ld 's b irth or an adoption certificate when applying for parenta l leave.

(a) An employee entit led to parenta l leave under Article 20 . 3 or 20. 5 who prov ides theEmployer with proof that he/she has appl ied for and is el ig ib le to rece ive emp loymenti nsurance benefits pu rsuant to Section 23 of the Employment I nsu rance Act, sha l l be paidan al lowance in accordance with the Supplementa l Unemployment Benefit P lan .

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(b) I n respect of the period of parenta l leave , payments made accord ing to the Supp lementa lUnemployment Benefit P lan wi l l cons ist of the fol lowing :

For natura l fathers or adoptive parents on ly:

( i ) for the fi rst two (2) weeks covering the employment insurance waiting period ,payments equ iva lent to n inety-th ree percent (93%) of the actua l gross weekly pay forh is/her class ification which he/she was receivi ng on the last day worked prior to thecommencement of the parenta l leave , i nclud ing any retroactive sa la ry adj ustment towh ich he/she may become entitled ;

AND

For natu ra l and adoptive parents :

( i i) up to a maximum of ten ( 1 0) add it iona l weeks payments equ iva lent to the d ifferencebetween the sum of the weekly employment insu rance benefits the employee is e l ig ibleto receive and any other earn ings received by the employee, and ninety-three percent(93%) of the actua l gross weekly pay for h is/her , class ification wh ich he/she wasreceiving on the last day worked prior to the commencement of the parenta l leave,includ ing any retroactive salary adjustment to wh ich he/she may become entitled .

ARTICLE 21- Employees' Group Insurance and Medical Benefits Plans(Applicable to Permanent Full-time, Seasonal with applicability in respect to Seasonal employees limited byAppendix 4 - Section 1 2.)

The Parties ag ree the deta i ls set out herein under Article 2 1 are i ntended merely as a conven ientreference to the more important terms and provisions of the benefits . The master contracts coveringthese plans sha l l be the govern ing documents and the entit lement to benefits is determ ined so lely bythe I nsu rance Ca rrier.

2 1 . 1 Ontario Health Insurance Plan (OH IP)

(a) The Ontario Health I nsu rance Plan (OH IP) as may be amended from time to time isava i lab le to employees and el ig ible dependents as Ontario res idents as "Bas ic Health andHosp ita l ization I nsu rance" .

(b) The Employer shal l pay for such coverage th rough the appl icab le payrol l tax .

2 1 . 2 Supplementary Health and Hospital ization

(a) The p lan is intended to cover a number of med ica l and hosp ita l costs not covered underOH I P .

(b) Th is p lan sha l l contin ue as heretofore in effect for employees and el ig ib le dependents .

(c) P lan Deta i ls

(i ) th is p lan sha l l cover the employee , the employee's spouse and a l l other dependentsunder twenty-one (2 1 ) years of age, or a dependent who is between the ages of twenty

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one (2 1 ) and twenty-five (25) and is a fu l l-t ime student attend ing an educationa linstitution or a menta l ly or physica l ly handicapped ch i ld of an employee, provided suchchi ld is unma rried , twenty-one (2 1 ) yea rs of age or over, dependent upon suchemployee for support and was menta l ly or physica l ly handicapped and insu red as adependent immediate ly prior to age twenty-one (2 1 ) ;

( i i) A pay-d i rect prescription d rug card wi l l be issued to a l l el ig ible employees to be uti l izedat pharmacies which honou r th is card system , upon completion of the en ro l lmentprocess wh ich incl udes the pos itive en ro l lment of a l l covered ind ividua ls (employeesand dependents) and spousa l coord ination of benefits i nformation . I n instances wherethe pay-d i rect d rug card cannot be uti l ized , the cla im may be subm itted to the i nsu rancecarrier on the prescribed paper form .

The fo l lowing is the d rug plan coverage provided for e l ig ib le employees and dependentsunder either method of cla im subm ission :

(a) N inety percent (90%) of reasonab le and customary med ica l ly necessaryexpenses incu rred for d rugs and med ici nes requiri ng a prescription by law,vacci nations and serums (defined as preventative vaccines for Hepatit is A and/orB , I nfluenza , Men ing itis and Chicken Pox with a d rug identification number (D I N) ,and a l lergy serums as prescribed by a phys ician and admin istered by a qua l ifiedhea lth care practitioner if they are not covered by a provincia l hea lth p la n) , andother specified l ife-susta i n ing d rugs as defined and admin istered by the i nsu rerand subject to change from time to time if they are :

( i) Prescribed by a phys ician , nu rse practit ioner, where app l icab le , or dentistfor the treatment of a d iagnosed i l lness or inj u ry , and

( i i ) D ispensed by a l icensed pharmacist or by a phys ician or dentist lega l lyl icensed to d ispense d rugs ,

(b) Such covered prescription drugs and med icines wi l l be subject to genericsubstitution and an eight do l la rs ($8. 00) maximum d ispensing fee for eachprescription . If the prescription specifica l ly prescribes no generic substitution ,then the b rand name d rug wi l l be covered .

( i i i ) E l ig ib le expenses incl ude :

(a) Charges by a l icensed hospita l for room and board and for hosp ital services andsupplies furnished for care and treatment, up to one hundred and seventy dollars($ 1 70.00) per day, effective September 1 , 2005 (for expenses incurred after thatdate) .

(b ) Charges for private duty nu rsing in you r home by a registered g rad uate nursewho is not ord inari ly a res ident in you r home and is not related to you or to you rdependents , provided the service was recommended and approved by a l icensedphys ician or surgeon .

(c) Artificia l l imbs and eyes , crutches , sp l ints , casts , trusses and braces .

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(d) Renta l of wheelcha i rs , hosp ita l beds or i ron l u ngs requi red for temporarytherapeutic use . A wheelcha i r may be pu rchased if recommended by theattend ing phys ician and if rental cost would exceed the pu rchase cost .

(e) Oxygen and its adm i n istration .

(f) Heari ng a ids and eye g lasses if requ i red as a resu lt of accidenta l i nju ry .

(g) Ambu lance services .

(h) Denta l services and suppl ies wh ich are provided by a dental su rgeon with in aperiod of e ighteen ( 1 8) months fol lowing accident for treatment of accidenta li njury to natura l teeth incl ud ing replacement of such teeth or for the setting of ajaw fractured or d is located i n an accident, excl ud i ng any benefits payable underany p rovincia l med ica l p lan .

( i ) Cha rges for the services of a ch i ropractor, osteopath , ch i ropod ist, natu ropath ,pod iatrist , phys iotherapist, speech therapist , massage therap ist andacupunctu rist to a maximum of th i rty-five dol lars ($35 . 00) per visit for each vis itnot subsid ized by OH I P . I n any event , the re imbu rsement for the combinedservices of the l isted practitioners shal l not exceed Two Thousand Dol lars($2 , 000 . 00) per year.

(j ) Charges for the services of a psycholog ist up to fifty do l la rs ($50 .00) per ha lf( 1 /2) hou r for i nd ividua l psychotherapy and/or testi ng and th i rty-five do l lars($35 . 00) for a l l other vis its .

(k) Fees for services rendered outside of Ontario , by a phys ician , su rgeon or aspecia l ist lega l ly l icensed to practice med ici ne , in excess of the charges whichare a l lowed under the P rovincia l Health I nsu ranCe Plan , but not to exceed theamount specified in the Ontario Med ica l Association Tariff.

( I ) Charges for su rgery by a pod iatrist , performed i n a podiatrist's office to amaximum of one hundred and s ixty do l lars ($ 1 60 . 00) . It is not necessa ry for theemployee or dependents to be confined to hosp ita l to be el ig ib le for benefitsunder th is p lan .

(d ) The Employer sha l l pay one hund red percent ( 1 00%) of the premiums as may be amendedfrom time to time.

(e) (i ) The Employer ag rees to pay one hund red percent ( 1 00%) of the month ly premiums forvision care and hearing a id coverage under the Supplementary Health and Hosp ital P lan .

( i i) Th is coverage provides for vision care to a maximum of three hund red dol lars ($300 . 00)per i nsu red person in any twenty-four (24) month period from the date of expense forthe pu rchase of prescribed lenses and frames, or contact lenses .

( i i i ) Th is coverage provides for heari ng a id coverage to a maximum of two thousand fivehund red dol lars ($2 , 500 . 00 [2 x $ 1 ,250 . 00/ear] ) in any th irty six (36) month period .

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(f) Th is coverage provides for re imbu rsement of the costs of the employee's and dependent'seye exams not covered under the P rovi ncia l Hea lth P lan , to a maximum of eighty do l lars($80 . 00) pa id once every two years .

2 1 . 3 Basic Life I nsurance

(a) The Employer shall provide l ife insurance to each active employee in the amount of one hundredpercent ( 1 00%) of salary or twenty thousand dollars ($20 ,000 .00) , whichever is greater.

(b) Upon reti rement under the OPSEU Pens ion Plan Text, Basic Life I nsurance shal l beprovided at no cost, for those el ig ib le , but reduced as fo l lows :

( i) at the fi rst of the month coincid i ng with or next fol lowi ng date of reti rement to fivethousand dol lars $5 , 000 . 00) ;

( i i) on October 1 , coincid i ng with or next fol lowi ng date of reti rement to fou r thousand fivehund red do l lars ($4 , 500 . 00) . Th is amount wi l l conti nue for the remainder of l ife .

(c) I f any employee becomes tota l ly d isab led before h is/her s ixty-fifth (65th) bi rthday so thathe/she is unab le to perform any work for a continuous period of at least n i ne (9) months ,the Bas ic Life I nsu rance wi l l be kept i n force without cost to the employee as long as thetota l d isab i l ity continues subject to reductions at age sixty-five (65) described above.

(d) Conversion privi leges to standard l ife and term insurance of the i nsu rer are avai lab le uponleavi ng the employ of the Employer.

(e) The Employer sha l l pay one hund red percent ( 1 00%) of the premiums as may be amendedfrom time to time.

2 1 .4 Optional L ife I nsurance For Employees and Dependents

(a) An employee may pu rchase l ife insu rance add itiona l to the Bas ic L ife I nsu rance i n un its often thousand dol la rs ($ 1 0 , 000) up to a maximum of th ree hund red and fifty thousanddo l lars ($350 , 000) , or as may be amended from time to time. Th is option sha l l be ava i lab lewithout evidence of i nsurab i l ity for coverage amounts of up to forty thousand dol lars($40 , 000) when the employee fi rst becomes el ig ib le . If any appl ication for Optiona l LifeI nsurance is made for more than forty thousand dol la rs ($40 , 000) , or it is made more thanth i rty-one (3 1 ) days after fi rst becom ing e l ig ib le , evidence of i nsurab i l ity satisfactory to theinsu rer must be suppl ied . An app l ication from an employee to i ncrease the amount ofinsu rance cu rrently he ld wi l l a lso requ i re evidence of health satisfactory to the I nsu rer.

(b) The prem ium wi l l be determined by the amount of insurance and wi l l be adj usted withchanges i n the insu rance amount and i n the age of the employee as per the establ ishedfive (5) yea r age bands in the premium schedule . I n the event of death from any cause(exclud ing su icide with in the fi rst two (2) years of coverage) , the amount of Optiona l LifeI nsurance under the p lan wi l l be paid to the beneficiary named . Change of beneficiary(with in the l im its set by law) may be made at any time by completi ng a form wh ich may beobta ined from the H uman Resou rces Divis ion .

(c) At thei r option , employees may pu rchase l ife i nsu rance for dependents i n the fo l lowingamounts :

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For Spouse: I n un its of ten thousand dollars ($ 1 0 , 000) to a maximum oftwo hund red thousand do l lars ($200, 000) .

For Dependent Ch i ld ren : I n un its of one thousand dol lars ($ 1 , 000) to a maximum offive thousand dol lars ($5 , 000) .

Option is also ava ilable to have on ly one dependent covered (i .e . spouse on ly or onedependent ch i ld on ly) , or more than one dependent (i .e . spouse and/or al l dependent ch i ldren) .

(d ) Conversion privi leges are ava i lab le upon leaving the employ of the Employer for employeeand spouse insu rance on ly.

(e) The cost of the above p lans sha l l be borne sole ly by the employee .

2 1 . 5 Long Term income Protection Plan (LTIP)

(a) The LTIP Plan sha l l be contin ued and sha l l be upon the same basis as heretofore in effect .

(b) P lan Detai ls

(i ) LT I P benefits wi l l become payable if whi le i nsu red the employee becomes "tota l lyd isab led" - benefits conti n ue duri ng d isabi l ity to age s ixty-five (65) , after an e l im inationperiod of six (6) months , or the exp i ration of accumu lated attendance cred its ,wh ichever is the later.

( i i ) "Tota l d isab i l ity" under th is p lan means the continuous inab i l ity as the resu lt of i l l nessor inj u ry of the i nsu red employee to perform each and every duty of normal occupationduri ng the el im i nation period , and during the fi rst twenty-four (24) months of thebenefit period ; and thereafter, du ring the balance of the benefit period , the inabi l ity toperform any and every d uty of each ga i nfu l occupation for which the employee isreasonab ly fitted by education , tra i n ing or experience .

( i i i ) LT I P benefits sha l l be s ixty-six and two-th i rds percent (66 2/3%) of the employee'sg ross sa lary, earned on the last day worked , includ ing any retroactive sa laryadjustment to wh ich the employee is entitled .

( iv) Whi le the employee is receiving LTI P benefits , the Employer wi l l ma i nta in theemployee's pens ion contribution i n accordance with the OPSEU Pension Plan text.

(v) If the employee becomes d isab led aga in whi le sti l l i nsu red for th is benefit, the i ncomebenefits wi l l be payab le on comp letion of the el imination period however, if with in th ree(3) months after benefits have ceased , the employee has a recurrence of a d isab i l itydue to the same or a related cause , it wi l l not be necessary to satisfy the el imination

period aga i n .

(v i) An employee in receipt of LTIP benefits who is ab le to resume activity on a grad ualbas is du ring recovery, partia l benefits may be contin ued du ri ng rehabi l itativeemployment - "rehabi l itative employment" means remunerative employment wh i le notyet fu l ly recovered , fo l lowing di rectly after the period of tota l d isab i l ity for wh ichbenefits were received - when considering rehabi l itative employment benefits , LTIPwi l l take into account the employee 's tra in ing , education and experience - the

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rehabi l itative benefit wi l l be the month ly LTIP benefit less fifty percent (50%) ofrehab i l itative employment ea rn i ngs - the benefit wi l l conti nue du ring the rehab i l itativeemployment period up to but not more than twenty-fou r (24) months - rehab i l itativeemployment may be with the Employer or with another employer .

(vi i) LTI P was optiona l for employees appo i nted up to June 30th 1 97 1 - these employeesmay opt out of the LTIP plan in the futu re if they so des i re - employees appo inted Ju lyt , 1 97 1 and subsequently, do not have the p rivi lege of opting out of the LTI P benefit .

(vi i i) The LTI P benefit under ( i i i) wi l l be i ncreased for each employee who commenced torece ive LTIP benefits :

(a) From and incl ud ing January 1 , 1 98 1 , to and i nclud ing December 3 1 , 1 982 , byn inety do l lars ($90 . 00) per month ;

(b) From and incl ud ing January 1 , 1 983 , to and incl ud ing December 3 1 , 1 984, byseventy do l la rs ($70 . 00) per month ;

(c) F rom and i ncl ud ing January 1 , 1 985 , to and incl ud ing December 3 1 , 1 986 , by fiftyfive dol la rs ($55 . 00) per month ;

(d) From and includ ing January 1 , 1 987 , to and includ i ng December 3 1 , 1 988 , by fiftydol lars ($50 . 00) per month ;

(e) F rom and includ ing January 1 , 1 989 , to and i nclud ing December 3 1 , 1 990 , by th i rtydo l lars ($30 . 00) per month ;

(f) From and incl ud ing January 1 , 1 99 1 , to and i nclud ing December 3 1 , 1 992 , bytwenty do l la rs ($20 . 00) per month ;

(g) F rom and includ i ng January 1 , 1 993 , to and includ ing December 3 1 , 1 994, by tendo l lars ($ 1 0 . 00) per month ;

(h) From and i ncl ud ing January 1 , 1 995 , to and includ ing December 3 1 , 1 996 , by fivedol lars ($5 . 00) per month .

I n respect of each month the employee continues to receive LTI P benefits under thep lan .

(ix) The LTI P benefit to wh ich an employee is entit led under (i i i ) and (vi i i) above wi l l bereduced by the tota l of other d isabi l ity or reti rement benefits payable under any otherplan toward wh ich the Employer makes a contribution except for Workp lace Safetyand I nsu rance Benefits pa id for an unrelated d isab i l ity .

(c) The Emp loyer sha l l pay one hund red percent ( 1 00%) of the premium as may be amendedfrom time to time.

(d) ( i ) When an employee, who has been rece iving LTIP benefits, is ab le to retu rn to fu l l timeemployment the Employer may assign the employee to a vacancy which is in the sameclass or position as the employee's former class or position , for which he/she is qua l ified .

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(i i) Where there is no such position the employee may be ass igned to a lowerclassification for which he/she is qua l ified , in the work area .

0 i i) An employee who is assigned under th is clause shal l be paid at the same step he/shehad atta ined in the salary range of the class ification of the position he/she occup iedprior to d isab i l ity for a period of s ix months . At the end of that period he/she shal l bepaid at a rate with in the sa lary range of the classification of the pos ition to whichhe/she has been assigned .

( iv) Where there is no avai lable pos ition in the work area for which the employee isqual ified , he/she sha l l be declared su rp l us subject to the provisions of Article 6 .

(v) Where an employee does not accept an assignment under th is clause he/she shal l bela id off and the provisions of Articles 6 .7 sha l l not app ly .

(vi ) It is understood that when it is necessary to assign an employee under th is section theprovis ion of Article 22 sha l l not apply .

2 1 .6 Joint I nsurance and Benefit Committee

(a) The Committee sha l l be referred to as the Jo int I nsu rance Benefits Review Committee .

(b) (i ) The pu rpose of th is Committee is to faci l itate communications between the Employerand the Un ion on the subject of Group I nsu rance i ncl ud ing Bas ic L ife I nsu rance ,Optiona l Life I nsu rance , Supp lementary Health & Hosp ital ization I nsu rance ( i ncl ud i ngvis ion care) , Long Term I ncome Protection I nsu rance , Denta l P lan and such othernegotiated benefits as may from time to time be i ncluded in the Group I nsu rance Plan .

( i i ) It i s understood that the Group I nsu rance benefits to be provided to employees andthe cost sharing arrangements between the Employer and its employees shal l be asset out i n any app l icab le col lective ag reement or arb itration award , and the matters forconsideration by th is Comm ittee sha l l be on ly as set out in these terms of reference .

(c) The Comm ittee sha l l be composed of an equa l number of representatives from theEmployer and the Un ion with not more than e ight (8) representatives i n tota l . At meetingsof the Comm ittee , each party may be accompanied by an actuary and/or consu ltant toprovide techn ica l advice and counsel .

(d) ( i ) The duties of the Comm ittee shal l consist of the fo l lowi ng :

(a) Development of the specifications for the publ ic tenderi ng of any negotiatedbenefits which may be included i n the Group I nsurance Plan (to cover thebargain ing un it on ly) ;

(b) Determ ination of the manner in which the specifications wi l l be made avai lab le forpub l ic tendering ;

(c) Cons ideration and exam i nation of a l l tenders submitted i n response to thespecifications for tender and preparation of a report thereon;

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(d) Recommendation to the Government of Ontario on the selection of i nsu rancecarrier or ca rriers to underwrite the Group I nsurance Plans ;

(e) Review of the semi-annua l financia l reports on the Group Insu rance Plan ; and ,

(f) Review of the contentious cla ims and recommendations thereon , when such cla imp rob lems have not been resolved through the existi ng adm in istrative procedures .

( i i) The specifications for tender wi l l describe the benefits to be provided , the cost sharingarrangement between the Employer and its employees , the past financia l h istory of theinsurance plans , the employee data , the format for the retention i l lustration for eachcoverage and the financia l reporting requ i rements . Tenders shal l be enterta i ned by theCommittee from any ind ivid ua l insurance carrier acting solely on its own beha lf. Th issha l l not preclude such ca rder from arranging reinsurance as may be necessary .

( i i i) The basis for recommendation of an insu rance carrier(s) wi l l include the ab i l ity of theca rrier(s) to underwrite the p lan , compl iance of the carrier's quotation with thespecifications for tender, the carrier's service capabi l it ies and the expected long termnet cost of the benefits to be prov ided .

(e) ( i ) The Committee wi l l a lso meet every six (6) months to review the financia l experienceunder these coverages . The specifications for tender wi l l describe the i nformation tobe i ncluded in the sem i-annual financia l statements to be prepa red by the insurance

carrier(s) . These statements wi l l incl ude paid prem iums, pa id cla ims , changes inreserve requ i rements for open and for un reported cla ims , incu rred cla ims , theretention elements of comm issions , taxes , adm in istrative expenses , contingencyreserve cha rges and interest cred its on claims and other reserves . The insu rancecarrier(s) wi l l a lso be requ i red to report on the level and method of admin isteri ng theEmployer's and employee's deposit accounts .

( i i ) The Comm ittee shal l request the i nsurance carrier(s) to provide such add it iona li nformation for the Comm ittee's consideration as may be requ i red by either the

Employer or the Union .

( i i i ) I f the Joi nt I nsu rance Benefits Review Committee fa i ls to ag ree on a recommendationto the Government of Onta rio on the selection of insu rance carrier(s) to underwrite the

Group I nsu rance Plan , the members of the said Committee nominated by theEmployer and the Un ion may each make a recommendation i n writi ng to theGovernment of Ontario on the selection of the insurance carrier(s) supported byreasons for thei r respective recommendations .

(iv) I t is understood that the Government at a l l times reta ins the right to select whatever

carrier(s) (to underwrite the Group Insu rance Plan) it may cons ider what wou ld bestserve the "pub l ic interest" and , in so do ing , is under no ob ligation to se lect a ca rrier(s)that may be recommended by the Joint I nsurance Benefits Review Committee.

2 1 . 7 Dental Plan

(a) The Employer wi l l contin ue to pay one hund red percent ( 1 00%) of the premiums for dentalcoverage as provided for under Manu l ife Pol icy Number 1 0055 , or its equ iva lent, except forthe mod ifications as set out herein .

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Recal l exams and sca l i ng sha l l be l im ited to every n ine (9) months (except for ch i ld ren 1 2yea rs and under) ; ora l hyg iene instruction sha l l be restricted to once per l ifetime; pit andfissu re sealants restricted to dependent ch i ld ren six (6) to eighteen ( 1 8) years of age; andcombined basic [routine] and major treatment, sha l l be l im ited to a maximum of Th reeThousand Dol la rs ($3 , 000 . 00) per year, per insu red employee and Th ree Thousand Dol lars($3 , 000 . 00) per year for each of h is/her dependents . Crown and bridges coverage at 50percent (50%) reimbursement sha l l be included with in the Three Thousand Dolla r($3 , 000 . 00) maximum per year referenced above. Orthodontic treatment e l ig ible expensescovered at fifty percent (50%) to a l ifetime maximum of Three Thousand Dol lars($3 , 000 . 00) ( l im ited to el ig ib le dependents six (6) to e ighteen ( 1 8) years of age on the datethe i n itia l orthodontic app l iance is i nsta l led)

(b) Effective J u ly 1 , 20 1 3 (for expenses incu rred after that date) , the schedu le of fees sha l l bebased on the 20 1 3 Ontario Denta l Association Fee Sched u le .

Effective Ap ri l 1 , 20 1 4 (for expenses i ncurred after that date) , the schedu le of fees shal l bebased on the 20 1 4 Ontario Denta l Association Fee Sched ule .

Effective Ap ri l 1 , 20 1 5 (for expenses i ncu rred after that date) , the schedu le of fees shal l bebased on the 20 1 5 Onta rio Denta l Association Fee Schedu le .

Effective Apri l 1 , 20 1 6 (for expenses i ncu rred after that date) , the schedu le of fees shal l bebased on the 20 1 6 Ontario Denta l Association Fee Schedu le .

2 1 . 8 Accidenta l Death & Dismemberment

The Employer agrees to conti nue to make payro l l ded uctions equ iva lent to the premiums for thecu rrent Accidenta l Death and Dismemberment I nsu rance Plan admin istered by the Un ion . Al lmon ies so deducted sha l l be rem itted to the Union with in fifteen ( 1 5) days of the end of themonth i n wh ich the deductions were made a long with a list of names of employees from whomthe deductions were made.

2 1 . 9 Pensions

The parties ag ree to provide an information package regard ing pens ion entitlements and OPTen ro l lment criteria in the new employee orientation package .

2 1 . 1 0 Employee Assistance

(a) It is recogn ized that the success of the Employee Assistance Prog ram is enhanced by thecooperation and support of both the Employer and the U n ion . It is fu rther ag reed thatsubstantia l changes to the scope or framework of the Program shall on ly take place uponconsu ltation between the parties .

(b) Add itiona l ly , u nder the Employee Assistance P rog ram , a Trauma Response Service wi l l bemade avai lab le to a l l LCBO employees who, in the cou rse of thei r duties are subject toacts of vio lence . The Loca l Un ion Pres ident or Unit Steward , as app l icab le , wi l l be advisedforthwith whenever the Trauma Response Team is activated .

(c) Permanent fu l l time , permanent part time, seasonal , and casua l employees (who havesuccessfu lly completed the i r probationary period) sha l l have access to the EmployeeAssistance Prog ram .

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ARTICLE 22 - Assignments and Job Postings(Applicable to Permanent Full-time, Permanent Part.time, Seasonal: applicability limited by Appendix dSection 3, Casual: applicability limited by the provisions o. '/'32. 4)

22 . 1 Employees sha l l prog ress th rough the steps of the sa la ry ranges of their class ification inaccordance with the procedures of the Employer, as estab l ished from time to time, on thebas is of satisfactory written recommendations and subject to the approva l of the Employer.The Employer ag rees to perm it employees to exam ine the said written recommendations uponthe i r completion by the Supervisor or Department Head and wi l l provide a copy of theAssessment Report if so requested .

22 . 2 An employee p romoted to a h igher class ification set out i n any approved class ificationschedu le sha l l be entit led to a sa lary increase of at least one ( 1 ) step or an increase to them in imum of the range attached to the h igher class ification wh ichever is g reater and suchi ncreases wi l l be effeCtive upon the effective date of promotion .

22 . 3

22 .4

Where the class ification of a store is changed al l promotions resu lting there from , with i n thebarga in ing un it , sha l l be posted and fi l led in accordance with the provisions of Article 22.4 .

(a) ( i) I f a new job class ification with i n the barga i n i ng un it is created , or a permanent vacancyoccu rs in an existing job class ification , before inviting app l ications from persons notemp loyed by the Employer, or employees who are outs ide of the ba rga i n i ng un it , theEmployer wi l l post with i n the geog raph ic area as specified , notice of such new job orvacancy for a period of ten ( 1 0) working days duri ng wh ich employees with in sucharea may app ly. The notice sha l l stipu late qua l ifications , class ification , sa lary range ,department and location concerned .

(i i ) Seniority, for a non-barga in ing un it employee who is assigned to a position with in thebargain ing un it sha l l commence on the date he/she is assigned to such position andhe/she sha l l not receive a sen iority cred it for thei r employment prior to such ass ignment .

(b ) For the pu rpose of Article 22 . 5(a) , a promotion sha l l be deemed to incl ude :

( i ) the assignment of a permanent fu l l -t ime employee to another permanent fu l l-timeposition i n a class with a h igher maximum salary rate than the class of h is/her formerposition ; or

( i i ) the ass ignment of a permanent part-time employee to a permanent fu l l-t ime pos ition ifthere was no permanent fu l l-t ime employee el ig ib le and qua l ified for the pos it ion ; or

( i i i) the ass ignment of a permanent part-time employee to another permanent part-timepos it ion with a h igher weekly sa lary than h is/her former pos ition ; or

( iv) the assignment of a casua l to a permanent part-time pos ition in accordance with theprovis ions of Article 32 .4 .

(v) in Log istics , the ass ignment of a seasona l employee to an entry leve l permanent fu l lt ime position .

(c) Where the openi ng of a new operation necess itates the transferring of employees tocomplete the requ i red complement because of insufficient app l icants under Article 22 .4 (a) ,

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above, then preference with regard to transferring to the new location sha l l be g iven to theviews of the more senior employees .

(d) Where an employee is to be transferred , the emp loyee sha l l be given two (2) weeks noticeof transfer where practica l .

22 . 5

22 . 6

22 . 8

22 . 7

(a) Where employees a re being considered for promotion , sen iority wi l l be the determ in ingfactor provided the employee is qua l ified to perform the work .

(b) Where it is decided that it is necessa ry to make a temporary appointment to fi l l a temporary

vacancy , i nclud ing summer stores , which wi l l last five (5) worki ng days or more , or one (1 )day i n the case of stores , the Employer sha l l appo int the most senior employee i n the nextlowest class ification in the same class series in the depa rtment, section or store i nvo lved ,

who is qua l ified and ava i lab le to perform the work .

(c) For C and D Stores and Assistant Manager positions where qua l ifications and abi l ity arere lative ly equa l , sen iority sha l l be the determ in ing factor.

Where the Emp loyer se lects a cand idate fo r a position advertised by a Job Posting C ircu lar,from employee appl icants , the successfu l cand idate's name, department number and sen ioritysha l l be announced in writing with i n twenty (20) days of appointment to the pos ition . Shou ld noperson p resently employed by the Employer at the time of the opening be deemed to besatisfactory to the Employer's requ i rements , the Employer shal l so announce i n writing with intwenty (20) days of the clos ing date for rece iving app l ications to the Job Posting Ci rcu lar .

(a) Other than for postings invit i ng app l ications from employees , for pos it ions i n "Metropol itan"a rea stores , shou ld the Employer se lect an employee to be the successfu l cand idate to aposting advertis i ng a position , the Employer sha l l a nnounce the name, depa rtment numberand sen iority of the successfu l cand idate with i n twenty (20) days from the date ofappointment to the position .

(b) I n the case of posti ngs advertis ing positions in "Metropol itan" area stores , the Employersha l l announce the name, department number and seniority of a successfu l cand idatewith in twenty (20) days of appo i ntment.

NOTE : It is recogn ized that "unusua l " ci rcumstances may p revai l so as not to a l lowp roper selection of a person to fi l l a vacant position with i n the time l im itsp rescribed in Article 22 . 6 and 22 . 7 , in wh ich case add itiona l time may benecessary. The Emp loyer and the Un ion agree to cooperate so as to a l low forproper se lection of a person to fi l l any such vacancy .

(a) I n the event an employee who has been promoted is unable to perform the requ i rements ofthe pos it ion in a satisfactory manner with in a period not exceeding th ree (3) months fromdate of appo intment, the employee sha l l be reclassified to the employee's previousclass ification and assigned to the step in the sa lary range atta ined immediate ly prior topromotion .

(b) An employee who is demoted and to whom section (a) above does not app ly sha l l beass igned to a step in the new sa lary range closest to but less than the rate he/she wasreceiving at the time of demotion .

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22 . 9 It is ag reed that vacancies i n the positions of C Store Manager and A Store Ass istant sha l l beposted i n accordance with the provisions of the Col lective Agreement. The Employer fu rtherag rees not to transfer A Store Assistants to C Store Manager pos itions or vice-versa .

22 . 1 0 Retai l Stores

(a) Permanent fu l l time employees in reta i l stores may apply to postings for reta i l stores with inthe Reta i l D ivis ion , for the purpose of transfer , promotion or demotion , on the fo l lowingterms and conditions :

( i ) The posting is not for a Permanent Vacancy Review pos ition ;( i i ) The employee has a m in imum of three (3) years permanent fu l l t ime sen iority to be

considered for transfer requests ;

( i i i ) Upon transfer, the employee is inelig ible to app ly to or be considered for posti ngs for thepu rposes of transfer for a period of two (2) years from the date of transfer;

( iv) The employee is respons ib le for al l relocation expenses associated with the transfer ordemotion and sha l l not rece ive any payment or re imbursement from the Emp loyer inrespect of same , except where the employee has been promoted to a Manager pos it ion ;and

(v) For the pu rpose of transfer or p romotion , the employee's performance is satisfactory asdetermi ned by the Employer , and the employee receives a recommendation fromhis/her Supervisor .

(b) Where an employee is be i ng considered for transfer, promotion , or demotion to a postedvacancy , sen iority wi l l be the determin ing factor, provided the employee is qua l ified toperform the work .

(c) Upon demotion , an employee wi l l rece ive the wage rate closest to , but not g reater than theemployee's cu rrent wage rate for the pos ition the employee has been demoted to .

(d) For clarity , Article 22 does not, in any way, restrict management rights to transferemployees for operationa l or bona fide reasons . The employer wi l l provide the Loca lPres ident with a copy of an employee's transfer letter.

(e) I t is understood that for the pu rposes of layoff and identification of posting areas , thecu rrent Geog raphic Areas remai n in existence.

22 . 1 1 Al l posted pos itions sha l l be fi l led no later than sixty (60) ca lenda r days from the clos i ng dateof the job posti ng .

ARTICLE 23 - Uniforms, Attire and Special Allowances


23 . 1 The Employer sha l l supp ly to an employee in the store system an issue of five (5) long s leeveor short sleeve sh irts or b louses , every one ( 1 ) year and of a design app roved by theEmployer .

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23 . 2 Aprons of a design approved by the Employer wi l l be p rovided for use by store personnelinvo lved in hand l ing case stock .

23 . 3 (a) Maintenance employees , in LCBO Warehouses , wi l l be issued two (2) clean sh i rts and two (2)clean pairs of trousers per week, the cost of which sha l l be the responsibi lity of the Employer.

(b) Al l other employees , i n LCBO Warehouses , assigned to a classification which was p revious lyel ig ib le for un iforms , sha l l be issued a lump sum payment of fou r hund red do l lars ($400 . 00)payable on September 1 , 2000 and no later than the fi rst pay i n the month of Septemberannua l ly thereafter .

23 .4 (a) Safety footwear , which is des ignated as CSA approved , sha l l be worn by:

� employees who are requ i red to operate power l ifting equipment;o employees i n Warehouses and Depots ;

a l l Maintenance employees ;o Pri nting and Mai l i ng Department employees , where requ i red ;� those employees in other locations deemed necessary by the Employer

I t is understood that those employees in Reta i l Stores , as identified above , sha l l berequ i red to wear safety shoes .

(b) ( i ) Upon proof of pu rchase , the Employer sha l l subs id ize the cost of safety footwear forthose employees identified i n (a) above , to a maximum of one hundred and fifty do l lars($ 1 50 . 00) once every twelve ( 1 2) month period .

(i i) I n the event that earl ier rep lacement of safety footwear is requi red as the resu lt of wear ,such footwear sha l l be su rrendered to the Emp loyer and shal l be rep laced upon therecommendation of the employee's immed iate supervisor. Sa id replacement sha l l notexceed one hund red and fifty dol lars ($ 1 50 . 00) .

(c) Al l-weather jackets and/or work vests wi l l be made avai lab le for those warehousepersonnel whose work activities j ustify their use .

(d) Al l -weather jackets for i nclement weather wi l l be made ava i lab le at the app l icab le storeswhere the requ i red d uties necessitate store personnel to perform loading d uties outdoors insuch weather .

(e) Jackets or work vests wi l l be made ava i lab le at the appl icable stores where the dutiesnecess itate store personne l to perform duties i n a refrigerated "Cold Room" .

23 . 5 Employees physica l ly unable to wear safety footwear for medica l reasons, as certified by aphysician , shal l not be permitted to enter the work area un less a physician's certificate of exemptionhas been provided to the employee's immediate supervisor. Those employees so authorized shal lbe requ i red to wear safety toe caps , the cost of which shal l be borne by the Employer.

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ARTICLE 24 - Statutory Provisions(Applicable to Permanent Full-time, Permanent Part-time, Seasonal and Casual)

24 . 1 It is understood and ag reed that the provis ions of th is Ag reement do not confl ict in any waywith the provis ions and requi rements of relevant statutes , and i n particu lar do not confl ict inany way with the Liquor Contro l Act.

ARTICLE 25 - Entitlement on Death


25 . 1 Where an employee who has served more than s ix (6) months d ies , there sha l l be paid toh is/her persona l rep resentative or, if there is no personal representative , to such person as theEmployer determ ines , the sum of:

(a) Any regular sa lary due ;

(b) One-twelfth ( 1 /1 2) of h is/her annua l sa lary;

(c) H is/her sa la ry for the outstand i ng vacation and overtime cred its that have accrued ; and

(d) Any attendance g ratu ity or severance pay to wh ich he/she is entitled under Article 1 2 .

25 . 2 (a) The widow/widower or the dependents of the deceased may be paid up to five thousanddol lars ($5 , 000 . 00) of the above without the prior consent of the Provincia l Treasu rer.

(b) Any indebtedness to the Crown on the part of the deceased member, such as overpa id(advance) sa lary , and overd rawn attendance cred its , must be deducted from the aboveentit lement before payment is made.

ARTICLE 26 - Salaries

(Applicable to Permanent Full-time, Permanent Part-time, Seasonal and Casual)

26. 1 The Employer ag rees to pay and the Union ag rees to accept the sa laries for the class ifications

here in set forth i n the Salary and Classification Schedu le and The Schedu le of Casual Hou rlyWage Rates attached hereto .

26 . 2 Pay days for the emp loyees covered by th is Agreement sha l l be every second Thursday, n ine(9) days after the pay period is completed subject to other Articles herein stated .

26 . 3 (a) Al l emp loyees shal l be requ i red to rece ive h is/her sa lary in the form of a d i rect depos it .Such depos its sha l l be made to an account des ignated by the employee.

(b) Employees on d i rect deposit sha l l rece ive a record of each depos it (pay stub) in a mai ler ofa design approved by the Employer designed to ensu re confidentia l ity.

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ARTICLE 27 - Employee Files and Discipline(Applicable to Permanent Full-time, Permanent Part-time, Seasonal and Casual)

27 . 1 An employee's fi le wi l l be open for inspection by that employee at any reasonab le time duri ngoffice hou rs . With the written perm ission of the employee the fi le may be opened for inspectionto a representative of the Union provided that the above is cons istent with the p rovisions of theFreedom of I nformation and Protection of I nd ividua l Privacy Act.

27 . 2 No d iscip l i ne aga inst an employee sha l l be used in a subsequent d iscip l inary proceed ing ifsuch prior incident is more than three (3) years o ld .

27 . 3 An employee who is requ i red to attend a meeti ng for the purpose of discuss i ng a matter whichmay resu lt in d iscipl inary action be ing taken aga i nst the employee shal l be made aware of thepu rpose of the meeting and h is/her right to Un ion Representation in advance of the meeting .The employee sha l l be entit led to have a Un ion representative at such meeting provided th isdoes not resu lt i n undue delay.

27 .4 The Employer sha l l not d iscip l ine or d ism iss an employee without j ust cause.

ARTICLE 28 - Grievance Procedure


28 . 1 Defin itions :

(a) "Employee Representative" means a du ly authorized representative of the Un ion .

(b) "Grievance" means a difference aris ing from the interpretation , app l ication , adm in istrationor a l leged contravention of the provisions of th is Ag reement.

(c) "Days" means ca lendar days excl us ive of Satu rdays , Sundays and hol idays des ignated inArticle 8 , Paid Hol idays .

28 . 2 (a) An employee sha l l be accompanied and represented by an Emp loyee Rep resentative atSTAGES 2 and 3 of the Grievance P rocedure .

(b) An employee who has a g rievance and is requ i red to attend a meeting at STAGE 2 or 3 ofthe Grievance Procedure or a hearing at STAGE 4, sha l l be g iven time off with no loss ofpay or cred its to attend such meeting or hearing . Th is section wi l ! also apply to theEmployee Representative , representing the employee, if an employee of the Employer.Time off for the Employee Representative to attend a meeting or hearing , includ ingreasonable travel time , sha l l be charged against the pool of days estab l ished under Article1 . 5 .

(c) ( i) If requested , the Employer sha l l provide the Union with particu lars relating to ag rievance fi led by the Union on beha lf of a member or the Un ion itse lf du ri ng thegrievance proced u re .

( i i ) lf requested , the Un ion shall provide the Employer with particu lars re lating to agrievance fi led by the Un ion on behalf of a member or the Union itself du ring theg rievance procedu re .

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(d ) Copies of written decis ions p rovided by the Employer at STAGE 2 and STAGE 3 of th isp rocedu re sha l l be provided to the U nion .

28 . 3 STAGE 1 (Compla int Stage)

(a) (i ) An employee who has a compla int or a d ifference sha l l d iscuss the compla int ord ifference with h is/her supervisor, as des ignated by the Employer, with in ten ( 1 0) daysof the employee fi rst becoming aware of the circumstances giving rise to the compla i ntor d ifference.

28 . 5

28 .4

( i i ) U n less otherwise ag reed between the employee and h is/her supervisor, a meeting inrespect of an employee's compla int sha l l on ly be attended by the employee and h is/hersupervisor.

(b) The supervisor sha l l consider the compla i nt or d ifference and g ive h is/her response tothe employee with in ten ( 1 0) days of the d iscuss ion .

(c) I f the compla int or d ifference is not satisfactori ly resolved by the supervisor, it may beprocessed with in an add itiona l ten ( 1 0) days from the date of the supervisor' s response orthe expiration of the time limits set out in (b) above, in the fo l lowi ng manner.

STAGE 2

(a) The emp loyee may fi le a grievance i n writ i ng with h is/her suPervisor specifying the clauseor cla uses in th is Agreement a l leged to have been vio lated .

(b) The supervisor sha l l complete an investigation of the g rievance and p rovide the grievor withh is/her written decis ion with in fifteen ( 1 5) days of receiving the g rievance . The investigationmay i ncl ude a meeting with the employee afford i ng h im/her an opportun ity to be heard .

STAGE 3

(a) ( i ) I f the g rievance is not resolved under Article 28.4 , the employee may submit theg rievance to the Chai r or designee with in five (5) days of the date that he/she receivedthe decis ion under Article 28 .4 .

( i i ) I n the event that no decision i n writing is rece ived in accordance with the specified timel imits i n Artic le 28 .4 , the g rievor may subm it the g rievance to the Chai r or des igneewith i n five (5) days of the date that the supervisor was requ i red to g ive h is/her decisionin writi ng in accordance with Article 28 .4 .

(b) Where the g rievor has not had an opportun ity to be heard by the supervisor under Article28 .4 , the Chai r or des ignee sha l l ho ld a meeting with the employee with i n twenty (20) daysof receipt of the g rievance and shal l g ive the g rievor h is/her decision i n writ ing with i n ten( 1 0) days of the meeti ng .

(c) Where the Chai r or des ignee does not ho ld a meeting he/she shal l g ive the g rievor h is/herdecis ion with i n ten ( 1 0) days of receipt of the g rievance.

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28 .6 STAGE 4

28 . 7

If the g rievor is not satisfied with the decision of the Chair or designee or if a decision is notreceived with in the specified time limits, the grievor may apply to the Crown Employees GrievanceSettlement Board for a hearing of the grievance with in five (5) days of the date he/she received thedecision or within five (5) days of the expiration of the specified time limit for receiving a decision .An emp loyee cla im i ng he/she has been d ism issed without j ust cause sha l l be entitled to fi le ag rievance commencing at STAGE 3 provided he/she does so with in ten ( 1 0) days of the dateof the d ism issa l .

28 . 8 The Union sha l l have the right to lodge a g rievance based on a d ifference a rising d i rectly withthe Employer. However, such a g rievance sha l l not include any matter upon which anemployee is persona l ly entitled to g rieve . Such grievance sha l l fi rst be presented , in writi ng , tothe Employer with in twenty (20) days of the circumstances g ivi ng rise to the g rievance . Ameeti ng between representatives of the U n ion and the Emp loyer wi l l be he ld with in ten ( 1 0)days of rece ipt of the g rievance. The g rievance shal l be answered i n writing by the Employerwith i n ten ( 1 0) days of such meeting , fol lowi ng which or fa i l ing settlement of the g rievance; theUnion may submit the grievance to the Crown Employees Grievance Settlement Board with i n afu rther period of ten ( 1 0) days .

28 . 9 The Employer sha l l have the right to lodge a g rievance as defined above or re lati ng to theconduct of the Union or any officer or representative of the Un ion or the conduct of theemployee . Such g rievance shall fi rst be presented , in writing , to the Union with i n twenty (20)days of the circumstances g ivi ng rise to the g rievance. A meeti ng between representatives ofthe Un ion and the Employer wi l l be held with in ten ( 1 0) days of receipt of the g rievance . Thegrievance shal l be answered in writ ing by the U nion with in ten ( 1 0) days of such meeti ng ,fol lowing wh ich or fa i l ing settlement of the g rievance ; the Employer may subm it the grievanceto the Crown Employees Grievance Settlement Board with in a further period of ten ( 1 0) days .

28 . 1 0 (a) The Crown Employees Grievance Settlement Board shal l not be authorized to alter, mod ifyor amend any part of th is Ag reement nor sha l l the C rown Employees Grievance SettlementBoard g ive any decis ion inconsistent with the provisions of th is Ag reement .

(b) The determi nation of a g rievance by the Crown Employees Grievance Settlement Boardpu rsuant to the terms of th is Ag reement is fina l and b ind i ng upon the parties and theemp loyees covered by th is Agreement.

(c) At any STAGE of the Grievance Procedure , the time l im its imposed upon either party maybe extended , i n writi ng , by mutua l ag reement .

28 . 1 1 As an a lternative to the p rocedu res described at STAGE 4 in Article 28 .6 the parties maychoose to proceed with fina l d isposition of a g rievance by the use of Med iation/Arb itration . Th isa lternative sha l l be implemented with i n the provis ions of Append ix 2 of th is Ag reement andagreed as bei ng in conformity with the provisions of Article 28 . 1 0 of th is Ag reement .

28 . 1 2 Where a g rievance is not processed with in the time al lowed or has not been processed by theemployee or the Union with i n the time prescribed it sha l l be deemed to have been withd rawn .

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ARTICLE 29 - Stock and Cash Shortages

(Applicable to Permanent Full-time, Permanent Part-time, Seasonal, Casual)

29 . 1 The Employer ag rees not to requ i re reimbu rsement for stock shortages by the g roup ofemployees in the store i nvolved where the shortages are deemed by the Employer to bereasonab le except where the employee or employees invo lved are identified or such shortageoccu rs as a result of g roup action or a crimina l act.

29 . 2 A! l da i ly cash shortages of five do l lars ($5 .00) or less sha l l be absorbed by the Employer. Al lda i ly cash shortages in excess of five do l lars ($5 . 00) sha l l be the responsibi l ity of the cash ierand he/she shal l re imbu rse the Employer fifty percent (50%) of such cash shortages i n excessof five do l lars ($5 . 00) but not i nclud ing the five do l lars ($5 . 00) . All overages sha l l be reta inedby the Employer .

ARTICLE 30 - Utilization of Permanent Part-Time, Seasonal, and Casual

Employees(Applicable to Permanent Full-time, Permanent Part-time, Seasonal and Casual)

30 . 1 Permanent fu l l-t ime employees wi l l not be adversely affected by job train ing opportun itiesprov ided to permanent part-time , seasona l or casua l employees .

30 . 2 Permanent fu l l-t ime employees wi l l not be adverse ly affected by the uti l ization of seasona lemp loyees . The parties agree that the creation of the Seasonal Employee category wi l l notaffect the cu rrent practices with regard to job postings .

ARTICLE 3 1 - Expenses of Moving on Transfer(Applicable to Permanent Full-t ime)

3 1 . 1 Un less otherwise specified in the Col lective Agreement , el ig ib i l ity for and payment of re locationexpenses shal l be pa id in accordance with the provis ions of the Employer's po l icies as may beamended from time to time .

ARTICLE 32 - Casuals

(Applicable to Seasonal as limited by Appendix 4- Section 4-14. 1 and Casual)

The provisions of th is Col lective Ag reement sha l l app ly to casua ls except with respect to the fo l lowingmod ifications and exceptions l isted in Article 32 . 3 .

32 . 1 (a) Hou rs of work sha l l be posted at least two (2) fu l l weeks in advance for each estab l ishment.For schedu l i ng pu rposes , the work week for casual employees shal l commence at 1 2 : 0 1a .m . Monday and there sha l l be no sp l it sh ifts . For payro l l purposes, the start of the workweek shal l be Sunday at 1 2 : 0 1 a .m . The work performed i n the appl ication of Article 5 1 andArticle 52 sha l l not be cons idered to be sp l it sh ifts .

(b) There sha l l be no change in the schedu le after it has been posted unless notice is g iven tothe employee one ( 1 ) week i n advance of the starti ng time of the sh ift as orig i na l lyschedu led , or the employee and the Employer mutua l ly agree to change the schedu le . Ifthe employee is not notified one ( 1 ) week in advance , and there is no mutua l ag reement,

Page 50 of 1 74

the employee sha l l be paid for one half ( 1 /2) of the orig i na l ly scheduled work that is notworked . The provisions of th is clause shal l not app ly i n the event that the employer'sinab i l ity to provide work is due to reasons beyond its contro l as for example , but not l im itedto : fi re , flood , major mechan ica l d ifficu lties , includ ing hyd ro interruptions . It is understoodthat one ( 1 ) week referred to in Article 32 . 1 (b) means seven (7) calendar days .

(c) Casua ls , when schedu led to work on any day , sha l l not be scheduled for less than fou r (4)hou rs , except where the hou rs worked are for the pu rposes of tra in ing , staff meetings ,l unch rel ief, or re lief for the Manager or des ignate when performing business outside of thestore , in wh ich case , they sha l l not be schedu led for less than two (2) hou rs .

(d) ( i) Authorized work performed by a casual i n excess of:(a ) E ight (8) hou rs per day or forty (40) hours per week for employees pa id as Casuals

in Reta i l - Stores and Depots or

(b) Seven and one ha lf (7 1 /2) hou rs per day or th i rty-seven and one ha lf (37 1 /2)hou rs per week for employees paid as Casua ls --Log istics. or

(c) Seven and one quarter (7 1 /4) hours per day or th irty-six and one quarter (36 1 /4)hou rs per week for employees classified in the Schedu le of Casual Hou rly WageRate , exclud ing (a) and (b) above shall be pa id at the rate of one and one half ( 1 1 /2)times the employee's regu lar rate of pay.

(i i) Section (d ) (i ) above does not app ly to casua ls assigned to departments whoseemployees a re covered by va riab le work day or variab le work week arrangementsunder Article 7 . 1 6 .

(e) (i ) There sha l l be one ( 1 ) fifteen ( 1 5) m i nute pa id rest period du ring each fou r (4)consecutive hou rs of work , with the fo l lowi ng exception : Where an employee is workingalone on a Sunday , there sha l l be no rest period but the employee wi l l be paid for a l lhours worked p lus an add itiona l fifteen ( 1 5) mi nutes , p rovided the employee works am in imum of fou r (4) hou rs or more .

( i i ) I n add ition a casua l employee who is schedu led for a period in excess of five (5) regu la rhou rs sha l l rece ive one-ha lf ( 1 /2) hou r off without pay for a meal period . When a reta i lstore casua l employee is schedu led for n i ne (9) regu lar hou rs , he/she shal l rece ive onehou r off without pay for a meal period . Such meal period sha l l be schedu led i n such away that no employee works longer than five (5) regu lar hou rs without a meal period . Anemployee who is schedu led on the day shift to act for the store manager, in h is/herabsence , shal l be schedu led the same hours as the absent store manager, i nclud ing aone ( 1 ) hour mea! period without pay. This does not app ly to same day ca l l- i ns whereless than eight (8) hou rs are worked .

(i i i ) The Employer ag rees not to schedu le two (2) sh ifts with in a store that , if combined ,wou ld become one conti nuous shift of eight (8) hou rs or less , provided that the two (2)sh ifts a re not sepa rated by more than one ( 1 ) hou r and no overtime is i ncu rred . I t isunderstood that th is provision does not app ly to overlapp i ng sh ifts .

(f) The Employer ag rees to pay a premium of e!ghteen dol lars ($ 1 8 .00) per day to anemployee acting for the Store Manager in h is/her absence , provided he/she is assigned toact for a min imum of three (3) consecutive hou rs . Such premium wi l l not be pa id to an

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Assistant Manager in charge of the second sh ift . However, it wou ld be app l icab le to otheremployees in charge of the store du ri ng the Manager's absence, whi le wo rki ng the secondsh ift .

(g) Aprons of a des ign approved by the Employer wi l l be provided for use by store personnelinvo lved in handl ing case stock .

(h ) (i ) I t i s u nderstood that casua l employees i n a l l depots , warehouses , and those storeswhere they are requ i red to operate power l ifting equ ipment as part of the i r regu larduties , sha l l be re imbursed the cost of CSA app roved safety footwear uponcompletion of the i r probationary period . Th is re imbu rsement sha l l not exceed onehund red and fifty dol lars ($ 1 50 . 00) and sha l l be issued once every twelve ( 1 2) monthsthereafter.

00 I n the event that earl ier rep lacement of safety footwea r is requ i red as a resu lt of wea r,such footwea r sha l l be su rrendered to the Employer and sha l l be rep laced upon therecommendatio n of the emp loyee's immediate supervisor . Sa id rep lacement sha l l notexceed one hund red and fifty do l lars ($ 1 50 . 00) .

( i ) Where an emp loyee is not i nstructed to work ove rtime, u nti l the day du ri ng wh ich theovertime is to be performed , the employee sha l l be re imbu rsed for the cost of one ( 1 ) mea lto ten do l lars ($ 1 0 . 00) provided the employee works th ree (3) hou rs or more overtime .

(b)

0)

(k)

( I )

32 . 2 (a)

Casua l employees in reta i l stores sha l l be schedu led to work Sundays i n accordance withthe Letter of Ag reement - Sunday Open ings .

Where an employee performs work on a Sunday, he/she sha l l be entitled to rece ive paymentat time and one half ( 1 ½) thei r regu lar hou rly rate for a l l hou rs worked on that Sunday.

Casual employees shal l receive pregnancy and parenta l leave in accordance with theEmployment Standa rds Act .

Authorized work performed on any hol iday l isted in Article 8 . 1 sha l l be pa id at the rate of two(2) times the emp loyee' s regu lar rate of pay.

A casua l emp loyee sha l l rece ive e ight percent (8%) of gross pay, not i ncl ud ing vacation pay,wh ich sha l l be added to h is/her regu lar pay , to compensate for the paid ho l idays in Article 8and i n l ieu of benefits under Article 2 1 . Where , however, a casua l employee is i n receipt ofbenefits under Article 32 . 1 3 , the casua l employee sha l l rece ive fou r percent (4%) of g rosspay, not i nclud ing vacation pay , which sha l l be added to h is/her regu lar pay, to compensatefor the pa id ho l idays i n Article 8 and wi l l not rece ive any amount i n l ieu of benefits underArticle 2 1 .

(c)

(d)

A casua l employee sha l l receive vacation pay at the rate of fou r percent (4%) of g ross paydu ring the fi rst s ix (6) months and the rate of s ix percent (6%) of g ross pay thereafter,ca lcu lated and paid each pay.

Casua ls may observe up to th ree (3) weeks of vacation period provided such period is takenat a time acceptable to the Employer. The taki ng of such vacation itse lf wi l l not be a reasonto deny future work opportun ity that otherwise wou ld be avai lab le .

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32 . 3 The fo l lowing Articles sha l l not app ly to casua ls : Articles 5 , 8 to 1 7 incl us ive , 1 9 , 20 , 2 1 , 23 , 25 ,30 , 3 1 , 34 to 47 incl us ive and 49 . The app l ication of Article 6 sha l l be l im ited to 6 . 7(f) ( i i i ) and6 . 1 7 exclus ive ly . The appl ication of Article 7 sha l l be l im ited to 7 .6(b) exc lusive ly . Theappl ication of Article 22 is l imited by the provis ions of Article 32.4 , be low. The app l ication ofArticle 48 is l im ited to 48 .7(d) ( i i ) exclusively .

32 .4 Applyi ng for vacancies

(a) Casuals sha l l have the right to apply for certai n permanent part-time positions in accordancewith the provisions of Article 22 , Assignments & Job Posti ngs . They sha l l , however, on ly beel ig ib le to app ly for vacancies with in thei r geog raph ic areas if there is no permanent part-timeemployee promoted i n accordance with Article 22 . 5 (a) .

(b) The Employer ag rees to g ive consideration to the qual ifications and abi l ity of casua ls forpermanent fu l l-time vacancies at the entry level in thei r geograph ic area , subject to theprovisions of Article 32 .4 (c) , provided that no permanent part-time employees have applied .Where qua lifications and abi l ity are relative ly equa l , sen iority shall be the determin ing factor.

32 . 6

32 . 5

(c) Casua l employees i n retai l stores may apply to Permanent Vacancy Review posti ngs in reta i lstores province wide .

Sen iori ty

(a) ( i ) A casua l employee's sen iority wi l l accumulate upon completion of a p robationaryperiod of not less than s ix (6) ca lendar months and wi l l be ca lcu lated from h is/her firstday of work of h is/her most recent appo i ntment to the casua l staff of the Employer.Where an employee has worked less than four hund red (400) hou rs in the s ix (6)ca lenda r months , it wi l l be necessary to extend the probationary period . A casua lemployee i n log istics who atta i ns seasona l status sha l l retain h is/her casual sen iorityin accordance with the provis ion , for the period of h is/her seasona l status .

( i i) For the pu rposes of Artic le 32 .4 , 32 . 7 , 5 1 , 52 and the Memorand um of Ag reement"Schedu l ing of Add itiona l Hours" , where employees have the same seniority date , theemployee' s casual appointment date sha l l be the determ in ing factor . Whereemployees have the same casual appointment date , the employee identificationnumber ass igned by the Employer sha l l be the determ in ing factor, with the sen ioremployee havi ng the lowest number.

( i i i ) For the purposes of sen iority based rights under the Col lective Agreement , a sen iorityl ist wi l l be posted for the employees at each work p lace one ( 1 ) time pe r year.

(b) A casua l employee wi l l lose a l l sen iority and h is/her employment wi l l be deemed to havebeen termi nated if he/she is unava i lab le for work for a period of three (3) months or more ,

exclusive of any approved leave of absence .

Casual hou rs of work sha l l be a l located accord ing to the seniority of the casua l employeesassigned to the app l icab le work un it or department .

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32 .7 Med ical Examinations

(a) Where for reasons of health an employee is frequently absent or unab le to perform his/herduties the Employer may requ i re h im/her to submit to a medica l examination at theexpense of the Employer.

(b) It is ag reed that where the employee is unab le to accept the choice of the doctor under32 . 7 (a) above , that arrangements wi l l be made to se lect another doctor who wou ld bemutua l ly acceptab le to the employee and the Employer.

32 . 8 Bereavement Leave

(a) ( i ) A casua l employee , who wou ld otherwise be at work, sha l l be al lowed up to fou r (4)consecutive days of leave of absence with pay , for those hou rs schedu led , i nclusive ofthe day of the funera l , in the event of the death of an employee's mother, father,brother, s ister, step-mother, step-father , son , daughter , step-daughter, step-son orspouse.

( i i ) I n the event the funera l proceed ings are not concl uded with i n the fou r (4) consecutivedays of leave of absence with pay , for those hou rs schedu led , as specified in Artic le32 . 8(a) (i ) , the employee sha l l be a l lowed to use the fourth (4th) day of leave of absencewith pay , for those hou rs schedu led , on a later date that is not consecutive to the th i rd(3rd) day of leave of absence to add ress outstand i ng matters concern i ng the funera lp roceed ings , i ncl ud ing i nterment. I n such event , the fourth (4th) day of leave of absencewith pay , for those hou rs schedu led , must be used with i n six (6) ca lendar months of thedate of death .

(b) ( i) A casual employee, who would otherwise be at work , shall be allowed up to three (3)consecutive days of leave of absence with pay , for those hours schedu led , inclusive of theday of the funera l , in the event of the death of an employee's mother-in-law, father-in-law,brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandparents , spouse'sgrandparents , g reat grandparents , spouse's great-grandparents , grandch i ld , ward orguard ian .

( i i ) I n the event the funeral proceedings are not concluded with in three (3) consecutive days ofleave of absence with pay, for those hours schedu led , as specified in Article 32 .8 (b) ( i) , theemployee shall be al lowed to use the third (3ra) day of leave of absence with pay, for thosehours schedu led , on a later date that is not consecutive to the second (2nd ) day of leave ofabsence to address outstand ing matters concerning the funeral proceed ings , includ inginterment. I n such event, the th i rd (3rd) day of leave of absence with pay, for those hou rsschedu led , must be used with in six (6) calendar months of the date of death .

(c) A employee who would otherwise have been at work shall be al lowed one (1 ) day leave ofabsence with pay in the event of the death , for those hours schedu led , and to attend thefunera l of h is or her aunt and uncle .

32 .9 Severance Pay

Where a casual employee is entitled to severance pay under the Employment Standards Act, theEmployer agrees to determine the payment based on the average weekly hours of the employeeover the past twelve ( 1 2) ca lendar months , multipl ied by the employee's years of service .

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32 . 1 0 N ight Sh ift

Casua l employees sha l l on ly be schedu led on night sh ift (as defined in Article 7) on a voluntarybasis however , if insufficient numbers of permanent fu l l-t ime, permanent part-time , seasona l orcasual emp loyees vo lunteer for such sh ifts , casua l employees may be ass igned by reverseorder of seniority commencing with the most jun ior qual ified casua l employee.

32 . 1 1 A casua l employee working on the n ight sh ift as defined i n Article 7 . 2(a) , sha l l be pa id ap remium of two dol lars ($2 . 00) per hou r for each hou r worked .

32 . 1 2 Seasonal Status

Append ix 4 (Seasonal Employees Logistics) of th is Col lective Ag reement shal l app ly to thosecasua l employees assigned to any log istics faci l ity who achieved seasonal status i naccordance with such Article .

32 . 1 3 Casual Benefit Plan

Effective Apri l 1 , 20 1 4 casua l employees who have worked 1 300 hours in the previous ca lendaryear and who have five (5) years of casual seniority may opt into the Casual Benefit P lans underthe same benefit plans as fu l l time employees, subject to the fol lowing l imitations :

Bas ic Life I nsu rance- For employees on ly, i n the amount of ten thousand dol lars ($ 1 0 , 000 . 00)sha l l be provided to Casua l employees as defined above .

Denta l- for employees and the i r fami ly, routi ne (Bas ic) services as provided under the ManulifePol icy # 1 0055 , or its equiva lent up to a maximum of one thousand dol la rs ($ 1 , 000 . 00) peryear per covered person .

Supp lementary Health and Hosp ita l ization- on ly the prescription d rug plan wi l l app ly .

For the purposes of the Casua l Benefit P lan , it is understood that the fo l lowi ng articles do notapp ly to casua l employees :

21 . 1 , 2 1 .2 (a) (b) (c)(i i i) (d) (e) and (f) , 2 1 .3 in its entirety, 2 1 .4 in its enti rety, 2 1 .5 in its entirety, 2 1 .7(a)major treatment and three thousand dollars ($3 ,000) maximum coverage does not apply, and 2 1 .8 .

ARTICLE 33 - Provincial Health and Safety Committee


33 . 1 The Employer sha ll continue to make every reasonable provision for the health and safety of itsemployees, under the terms of the Occupational ' Health and Safety Act (OHSA) , during the hours oftheir employment. It is agreed that the Employer and Union shall cooperate to the fu l lest extentpossible in the prevention of accidents and in the promotion of health and safety of LCBO employees.

33 .2 Composition and Time Off

The PHSC shal l be composed of three (3) "Union representatives" selected by the Union , and three(3) "Employer representatives", selected by the Employer. It is understood that "Unionrepresentatives" means bargaining unit employees of the LCBO. Provided there is at least thi rty (30)calendar days notice in advance of the meeting , either party may invite one (1 ) person to attend

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meetings to provide expertise and/or advice to the committee on safety issues that are being dealtwith by the PHSC.

33 . 3

33 .4

The PHSC shal l meet once every th ree (3) months , or as requ i red .

Upon notification to and with the approva l of the Employer the OPSEU LBED members of theProvincial Hea lth and Safety Comm ittee (PHSC) shall be entit led to be absent from work for thepu rpose of attending meetings of the PHSC without loss of regu lar pay, vacation cred its , orregu lar days off over and above the maximum al lowed under Article 1 .5(a) . For greater cla rity,a l l t ime spent by Permanent fu l l t ime employees at the PHSC meetings , includ ing travel andcaucus time on the day of the meeting , shal l be paid for by the Employer without loss of pay orcredits , to a maximum of a regu lar day of work for each representative , for each meeting theyattend with the Employer representatives of the PHSC , provided no overtime is incu rred (thatday or week) as a resu lt. For casual , PPT and seasona l employees, they sha l l be compensatedas per the terms of Article 1 . 5 (c) ; with the exception be ing the "pool " wi l l not be charged .

33 . 5 Al l t ime lost, other than specified in the parag raph above, spent by the PHSC committeemembers to attend to PHSC bus iness sha l l be cha rged to the Pool of n ine hund red (900) daysidentified in Article 1 . 5(a) or sha l l be invo iced d i rectly to the Liquor Board Employees Div is ionof OPSEU as per the terms of Article 1 . 5 (b) of the Col lective Agreement.

33 . 6 Certification Train i ng

The Employer wi l l p rovide Certification Tra in ing for the cu rrent Un ion members of the PHSC .Members of the PHSC wi l l not be recogn ized as "workp lace des ignated certified members" asper the OHSA, as they do not represent a specific workp lace by serving as a member of thePHSC . I n the event there is a change in the composition of the Un ion representatives on thePHSC , the Employer agrees to provide Certification Tra in ing for new Un ion representatives ,provided that the tota l number of U n ion representatives that are provided Certification Tra in ingdoes not exceed th ree (3) i n any g iven ca lendar year.

33 . 7 Functions

The PHSC shal l have the authority to make recommendations to the Employer to correct anycond ition deemed to be unsafe to the wel lbe ing of a l l employees .

33 . 8 Responsibi l ity of Local Workplace Parties

Month ly workp lace i nspections , attendance at work refusa ls , meeting with the Min istry ofLabou r I nspectors du ri ng works ite vis its , a nd conducting accident investigations sha l l be theso le responsib i l ity of the loca l workp lace parties as defined under the OHSA.

ARTICLE 34 - Permanent Part-Time Employees - Application(Applicable to Permanent Part-time)

34 . 1 The on ly terms of th is Col lective Ag reement that app ly to permanent part-time employees arethose that are set out in Article 34 to 49 and those l isted in Article 35 - Other App l icable Articles- Permanent Part-Time Employees . No provision in th is Col lective Agreement other than thoseincluded in these articles shal l app ly to permanent employees in permanent part-time positions .

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ARTICLE 3 5 - Other Applicable Articles - Permanent Part-TimeEmployees(Applicable to Permanent Part-time)

35 . 1 The following articles of the Col lective Agreement shall also apply to permanent part-time employees:

Article 0 1

Article 02

Article 03

Article 04

Article 05

Article 1 5

Article 1 6

Article 1 7

Article 22

Article 24

Article 26

Article 27

Article 28

Article 29

Article 30

Article 33

Article 50

Article 5 1

Article 52

Recogn itionHa rassment and Discrimi nation

Relationsh ipsDues and I nformation

Sen iorityM i l itary LeaveLeave Without PayCourt Witness

Ass ignments & Job PostingsStatutory Provis ionsSalaries

Employee Fi les and Discip l ineGrievance Proced ure

Stock and Cash ShortagesUti l ization of Permanent Part-Time Employees & CasualsProvincia l Health & Safety CommitteeTechnolog ica l ChangeU nforeseen Work at Stores

Cal l i n of PPT and/or Casua l Employees F rom Other StoresArticle 53 Term of Ag reement Memorandum of Ag reement - Al location of Additiona l Hou rsLetter of Ag reement - Permanent Vacancy ReviewMemorandum of Settlement - Enhanced Severance for Barga in ing Un it Surp l us Employees

ARTICLE 36 - Definitions - Permanent Part-Time Positions

(Applicable to Permanent Part-time)

36 . 1 The regu larly schedu led hou rs of work for a permanent , part-time pos ition shal l be asdetermi ned by the Employer, provided they are:

(a) less than th i rty-s ix and one quarter (36 ¼) , th irty-seven and one ha lf (37 ½) or forty (40)hours per week, as app l icab le to the class ification to which the permanent part-timepos ition is ass igned , but not less than fifteen (1 5) hou rs per week; or

(b) less than twenty (20) fu l l days over a period of four (4) consecutive weeks , but not less thann ine (9) fu l l days of seven and one quarter (7 ¼) , seven and one ha lf (7 ½) or eight (8) hou rs ,as appl icable to the classification to which the permanent part-time position is assigned .

36 . 2 The "bas ic hou rly rate" of pay for permanent part-time employees is the basic hou rly rate forthe class .

36 . 3 The "weekly sa lary" of a permanent part-time employee is the bas ic hourly rate times theappl icab le weekly hours of work .

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36 .4 "Weekly hou rs of work" sha l l be the average of the regu larly schedu led weekly hou rs of aposition ca lcu lated over a period of fou r (4) consecutive weeks .

36 . 5 "Annua l sa lary" sha l l be the week ly sa lary multip l ied by 52 . 1 7857 .

36 . 6 Except by mutua l ag reement between the parties permanent part-time weekly hou rs of work ofa position sha l l be l imited to a maximum of five (5) days per ca lendar week.

ARTICLE 37 - Seniority - Permanent Part-Time Employees(Applicable to Permanent Part-time)

37 . 1 (a) Al l permanent part-time employees sha l l be assigned a "fixed" seniority date as fo l lows:

( i) Al l permanent part-time employees sha l l have their sen iority date calcu lated byuti l izi ng the fo l lowing formu la and the sen iority accumu lated as per the Ju ly 1 996permanent pa rt-time sen iority l i st:

Tota l Hours of Work

Fu l l Time Hours of Work

for the C lass (Weekly)

Divided by 52 . 1 7857 = Number of yearsof Fu l l Sen io rity

(i i) A permanent part-time employee who becomes permanent fu l l-time after Ju ly 1 , 1 996sha l l reta in h is/her fixed sen iority date as establ ished in (a) above and h is/her sen ioritysha l l contin ue unbroken .

( i i i ) For the pu rposes of Article 22 . 5(a) , 48 , 5 1 and 52 where employees have the sameseniority date , the employee identification number ass igned by the Employer sha l l bethe determi n i ng factor, with the sen ior employee having the lowest number.

(b) For the pu rposes of sen iority based rights under the Col lective Agreement, a sen iority l istwi l l be posted for the employees at each work p lace one ( 1 ) t ime per year.

ARTICLE 38 - Hours ofWork and Overtime

(Applicable to Permanent Part-t ime)

38 . 1 (a) "Overtime" means a period of authorized work cons isti ng of at least fifteen ( 1 5) minutesperformed i n excess of:

( i) eig ht (8) hou rs per day or forty (40) hours per week for employees working in theapp l icable class ification as identified in the Salary and Classification Sched u le ;

( i i) seven and one-ha lf (7 ½) hou rs per day or th i rty-seven and one-ha lf (37 ½) hou rs perweek for employees working in the applicable classifications as identified in the Salaryand Class ification Schedu le; or

( i i i ) seven and one-quarter (7 1/4) hours per day or th irty-six and one-quarter (36 ¼) hou rsper week for employees working i n the applicab le class ification as identified i n theSalary and Classification Schedu le ;

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computed to the nearest fifteen (1 5) minutes and sha ll be paid at the rate of one and one-half( 1½) times the basic hourly rate of the employee un less otherwise provided in the Agreement.

(b) The starting time of the work week shal l be Monday , 1 2 : 0 1 a .m .

(c) For payroll pu rposes , the start of the work week sha l l be Sunday at 1 2 : 0 1 a .m .

38 .2 Hours of Work

(a) Regularly schedu led hours of work sha l l be posted at least three (3) weeks in advance for eachestab lishment and shal l consist of at least two (2) hours in a day. Split sh ifts may be schedu ledprovided the min imum work period for any part of a shift is two (2) consecutive hours.

(b) Hou rs of work may be changed without any prem iums or penalty if agreed upon betweenthe employee and management.

(c) Where an employee is not instructed to work overtime unti l the day du ring which theovertime is to be performed , the employee sha l l be reimbu rsed for the cost of one ( 1 ) mealto ten dol lars ($ 1 0 . 00) , provided the employee works th ree (3) hou rs or more overtime.

38 . 3 An employee who is requ i red to work before twelve ( 1 2) hou rs have elapsed since thecompletion of the employee's previous sh ift sha l l be pa id time and one-ha lf ( 1 ½) for thosehou rs that fa l l with in the twelve ( 1 2) hour period .

38 .4 An employee who works th ree (3) hou rs in excess of the app l icab le daily hou rs referred to i nArticle 38 . 1 sha l l rece ive one-ha lf ( 1 /2) hou r off with pay for a meal period .

38 . 5 There sha l l be no dup l ication or pyramid ing of any p rem i um payments or compensati ng leaveprovided by th is Ag reement .

38 , 6 Actinq Pay

(a) The Employer ag rees to pay a premium of e ighteen dol lars ($ 1 8 . 00) per day to anemployee acting for the Store Manager in h is/her absence , provided he/she is assigned toact for a m in imum of th ree (3) consecutive hou rs . Such premium wi l l not be pa id to anAssistant Manager i n cha rge of the second sh ift. However, it would be appl icab le to otheremployees i n charge of the store duri ng the Manager's absence , whi le working the secondsh ift .

(b) An employee (other than those in (a) above) designated by the Employer to rep laceanother employee in a h igher class ification sha l l rece ive a prem ium of two dol lars ($2 . 00)per hour for each hour such duties are performed provided he/she works one ( 1 ) sh ift i n theh igher class ification . Acting pay shal l not exceed the maximum of the sa lary range of theh igher classification .

38 .7 Rest Periods

(a) There sha l l be one ( 1 ) fifteen ( 1 5) minute paid rest period du ring each four (4) consecutivehou rs of work.

(b) I n add ition an employee who is schedu led for a period in excess of five (5) hours shal l receiveone-half ( 1 /2) hour off without pay for a meal period . Such meal period shall be scheduled insuch a way that no employee works longer than five (5) hours without a meal period .

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38 , 8 Shift Prem ium and N ight Sh ift

(a) An employee sha l l rece ive a shift premium of one dol la r ($ 1 . 00) per hou r for a l l regu larhou rs worked between 6 :00 p .m . and 7 : 00 a .m . Where more than fifty per cent (50%) of thehours , inclus ive of l unch and rest periods fa l l with i n th is period , the prem ium shal l be paidfor a l l hou rs worked .

(b) An employee working on the night sh ift as defined i n Article 7 .2(a) , sha l l be pa id a prem iumof two dol lars ($2 . 00) per hou r for each hou r worked .

(c) An employee who works the n ight sh ift and receives the premium set out in (b) above sha l lnot a lso be el ig ib le for the premium set out in Article 38 . 8(a) .

(d ) Sh ift prem ium shal l not be cons idered as part of an employee's bas ic hourly rate .

(e) Employees sha l l app ly for n ight sh ifts in accordance with Article 7 . 1 6 .

(f) Where an employee performs work on a Sunday , he/she shal l be entit led to receivepayment at time and one half ( 1 ½) their regu lar hours for a l l hou rs worked on the Sunday.

38 . 9 It is understood and ag reed that other arrangements regard i ng hou rs of work and overtimemay be entered i nto between the parties with respect of va riab le work days or variab le workweeks wh ich includes compressed work week arrangements .

ARTICLE 39 - Paid Holidays(Applicable to Permanent Part-time)

39 . 1 An employee sha l l be entit led to a hol iday each yea r on each of the fo l lowing days :

New Year' s DayFami ly DayGood F ridayEaster MondayVictoria DayCanada Day

C iv ic Hol iday

Labour DayThanksgivi ng DayRemembrance Day

Ch ristmas DayBoxing Day

and any specia l ho l iday as procla imed by the Governor-Genera l or L ieutenant Governor.

39 .2 An employee sha l l be compensated for each of the hol idays to which he/she is entit led underArticle 39 . 1 . The compensation sha l l be a pro-rated portion of the normal da i ly hours of workfor the classification based on the ratio that h is/her weekly core hou rs of work bear to normal

weekly hou rs of work for the classification as prescribed by the Salary and Class ificationSchedu le . Such compensation sha l l be considered time worked for the pu rpose of determin ingregu larly sched u led hou rs and overtime.

39 . 3 When an employee works on a ho l iday l isted in Article 39 . 1 , in add ition to any compensation towh ich he/she may be entitled under Article 39 .2 , the employee shal l be paid at the rate of two(2) times the basic hourly rate for a l l hours worked with a min imum cred it of the number ofhours i n h is/her regu larly schedu led working day.

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39 .4 Employees in receipt of prem ium payments conta i ned i n th is article are not entit led to anyother p rem iums conta ined in the co l lective ag reement , with the exception of the premiums setout i n Article 38 . 6(a) .

ARTICLE 40 - Vacation and Vacation Credits


40 . 1 (a) An employee may take vacation leave of absence on ly to the l im it of h is/her accumu latedvacation cred its , up to forty (40) hou rs per week i n a normal work week. An employee maynot take vacation leave of absence du ri ng h is/her fi rst six (6) months service and his/heraccumu lated vacation cred its shal l be red uced by the vacation leave of absence taken .

(b) If the usage of vacation cred its resu lts in the employee receiving g reater than forty (40)hou rs of compensation in a week, then on ly the credits requ i red to atta in forty (40) hou rs ofcompensation wi l l be usab le , and the ba lance wi l l be retu rned to the employee .

40 . 2 An employee who leaves the Employer after less than six (6) months service sha l l receivevacation pay at the rate of four percent (4%) of Sa lary pa id to the employee during th is period .

40 . 3 Pay i n l ieu of vacation cred its is payab le on sepa ration or on death of an employee from theEmployer when an employee has been with the Employer for s ix (6) months or more .

40 .4 (a) An employee may accumu late vacation cred its to a maximum of twice h is/her rate ofaccrua l but sha l l be requ i red to reduce h is/her ba lance of cred its to a maximum of one ( 1 )yea r' s accrua l by each December 3 1 st .

(b) Where the Employer is unab le to g rant an employee his/her vacation entitlement fol lowingproper notice i n accordance with the estab l ished procedu res , the employee sha l l not losevacation cred its or pay.

40 . 5 An employee wi l l be credited with h is/her vacation for a ca lenda r year at the begi nn ing of eachcalendar year.

40 .6 (a) An employee sha l l earn a pro-rated portion of the vacation cred its shown below based onh is/her weekly average which is the ratio that h is/her week ly hours of work and theadditiona l hou rs worked d u ri ng the previous attendance yea r bear to the normal hou rs ofwork (weekly) for the class ification as prescribed by the Salary and Classification Schedu le .The weekly hou rs of work and the add itiona l hours worked d uri ng the previous attendanceyear sha l l be d ivided by fifty-two (52) to determi ne a weekly average .

Vacation cred its sha l l accumulate pro-rata for each month of service as fo l lows:

( i) one and one-quarter ( 1 1 /4) days per month for up to and includ ing eight (8) years of service;

( i i ) one and two-th i rd s ( 1 2/3) days per month after eight (8) years of service ;

( i i i ) two and one-twelfth (2 1 /1 2) days per month after sixteen ( 1 6) years of service ; or

(iv) two and one-ha lf (2 1 /2) days per month after twenty-s ix (26) years of service.

(b) Where an employee has completed twenty-five (25) years of service there is added on thatoccas ion on ly, that portion of five (5) days vacation credits represented by the ratio that

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his/her weekly hou rs of work bea r to the normal hou rs of work (weekly) for the classificationas p rescribed by the Salary and Class ification Schedu le .

(c) An employee who has completed twenty-five (25) or more years of service and is in at leasth is/her sixty-fifth (65th) year and who has advised the Employer in writing of h is/her intention toreti re during the ca lendar year sha l l be entitled to that portion of five (5) days pre-reti rementleave represented by the ratio that his/her weekly hours of work bear to the normal hours ofwork (weekly) for the classification as prescribed by the Salary and Classification Schedu leduring the twelve (1 2) month period immediately preced ing the employee's reti rement date . Itis understood and agreed , however, that shou ld the employee's retirement date coincide withthe ann iversary of h is/her twenty-fifth (25th) year of service he/she shall not be entitled toadd itional days of vacation provided for above. The maximum vacation entitlement under th issubsection in any year shal l be equ ivalent to six (6) times the weekly hours of work .

40 .7 An employee is entit led to vacation cred its under Article 40 .6 in respect Of a calenda r month i nwh ich he/she is at work or on leave of absence with pay for at least one ( 1 ) work day .

40 . 8 Where vacation leave of absence is applied under Article 43 .2 an employee may app ly to theEmployer for leave of absence without pay, after return to duty from sick leave and with in a twelve(1 2) month period , equal to the vacation cred its applied to h is/her deficit of attendance cred its .

40 . 9 The Employe r wi l l consider the preference of employees in the schedu l i ng of vacation .

ARTICLE 41 - Attendance Credits


4 1 . 1 I n th is Article "attendance yea r" means the period from the 1 st day of January in a year to andinclud i ng the 3 1 st day of December i n the same year.

4 1 .2 An employee is entit led to an attendance cred it of that portion of fifteen ( 1 5) days as his/her weeklyaverage which is the ratio that h is/her weekly hours of work and the additiona l hours worked duringthe previous attendance year bear to the normal hours of work (weekly) for the classification asprescribed by the Salary and Classification Schedu le in respect of each attendance year at thecommencement of each attendance year and such cred its wi l l be added to those accumulated bythe employee. The weekly hours of work and the additiona l hours worked during the previousattendance year sha ll be d ivided by fifty-two (52) to determine a weekly average.

4 1 . 3 An employee is entit led to attendance cred its under Article 4 ! .2 in respect of a calendar monthin which he/she is at work or on leave of absence with pay for at least one ( 1 ) work day .

4 1 .4 Upon commencement of employment an employee is entitled to an attendance cred it in dayscomputed by mu ltip lying by that portion of one and one-quarter ( 1 1 /4) as h is/her regu larweekly hours of work bear to the normal hou rs of work (week ly) for the class ification asprescribed by the Salary and C lassification Schedule times the number of whole monthsremain ing in the attendance year ca lcu lated from and includ ing the date of commencement ofh is/her service .

4 1 . 5 Notwithstanding the provisions of Article 4 1 . 3 an employee is not entitled to attendance cred itsunder Article 4 ! .2 in respect of a month i n which the employee is absent from work :

(a) Without leave ;

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(b) By removal from employment for cause ; or

4 1 . 6

(c) Without pay for the whole ca lendar month .(a) An employee may use attendance cred its agai nst schedu led hou rs of work.

(b) If the usage of attendance credits resu lts i n the employee receiving g reater than forty (40)hours of compensation in a week, then on ly the cred its requ i red to atta i n forty (40) hou rs ofcompensation wi l l be usab le , and the ba lance wi l l be retu rned to the employee.

ARTICLE 42 - Termination Payments(Applicable to Permanent Part-time)

42 . 1 (a) For the purposes of th is Article "Severance Pay" is an amount computed by mu ltip lying thetota l number of years of service of an employee by the weekly salary to which he/she wasentit led at the date he/she ceased to be an employee.

(b) The tota l amount pa id to an employee in respect of Severance Pay shal l not exceed theannua l sa lary of the employee at the date when he/she ceased to be an employee.

(c) Employees who are terminated for cause or who abandon their pos itions are not el ig ib lefor severance pay.

42 . 2 Severance Pay

An employee who has comp leted one ( 1 ) year of contin uous service as a permanent employeeand who ceases to be an employee by reason of:

(a) Death ;

(b) Reti rement with el ig ib i l ity for a pens ion pursuant to the OPSEU Pens ion Plan ;

(c) Term ination due to inab i l ity to perform his/her duties by reason of menta l or physica lincapacity with e l ig ib i l ity for a d isab i l ity pension under the OPSEU Pens ion Plan ; or

(d) Layoff

sha l l be entit led to Severance Pay.

ARTICLE 43 - Sickness and Injury Leave


43 . 1 Except as here in provided no employee sha l l receive pay for absence caused by s ickness orinj u ry in excess of h is/her accumu lated cred its .

43 . 2 Where , after havi ng served one ( ! ) year, an employee is absent by reason of sickness or inj uryfor a period i n excess of h is/her accumulated credits , the employee has the option to use anycred its accumu lated for overtime and for vacation leave of absence to reduce the employee'sdeficit of attendance cred its .

43 . 3 An employee may be g ranted pay for not more than fifteen ( 1 5) schedu led work days of excessabsence and any payments in excess of cred its sha ll be charged against the future cred its to which

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the employee becomes entitled , and any unpaid ba lance sha ll be deducted from the amount pa idthe employee or the employee's personal representative under Article 42 , Termination Payments .

43 .4 After five (5) days absence caused by sickness or injury, no leave with pay shal l be a l lowed unlessa certificate of a legally qualified med ical practitioner is forwarded to the Employer certifying that theemployee is unable to attend to h is/her official duties due to sickness or injury and the anticipateddate of return . Notwithstand ing th is provision , the Employer may require an employee to submit thecertificate requ ired hereunder in respect of a period of absence of less than five (5) days .

43 . 5

43 .7

43 . 9

43 . 8

43 . 6

Where an employee is absent from work by reason of a cond ition for wh ich the WorkplaceSafety and I nsurance Board assumes l iab i l ity the employee shal l be elig ib le for CompensationLeave for a period not exceed ing th ree (3) months or a tota l of s ixty-five (65) schedu led workdays where such absences are intermittent for each un re lated cla im . Du ring such leave theemployee sha l l receive weekly sa lary with no reduction of accrued cred its , but vacation andattendance cred its sha l l conti n ue to accumu late du ring the period .

Where an award is made under the Workplace Safety and I nsu rance Act to an employee that isless than the weekly salary of the employee and the award app l ies for longer than the period setout in Article 43 . 5 and the employee has accumulated cred its , the weekly sa lary may be paid tothe employee and the difference between the weekly salary paid and the compensation awardedsha l l be converted to its equ iva lent time and deducted from the employee's accumulated cred its .

An employee to whom Article 43 . 5 or 43 .6 appl ies is not entit led to be in receipt ofcompensation from the Workp lace Safety and I nsu rance Board in respect of the absencescovered by these articles .

Where an employee receives an award under the Workp lace Safety and I nsu rance Act, andthe award app l ies for longer than the period set out in Article 43 . 5 and the employee hasexhausted a l l accumu lated cred its , the employee wi l l be cons idered on leave without pay .

(a) Where for reasons of hea lth an employee is frequently absent or unab le to perform his/herduties the Employer may require h im/her to submit to a med ica l exam ination at theexpense of the Employer.

(b) I t is ag reed that where the employee is unab le to accept the choice of the doctor underArticle 43 . 9(a) above , that a rrangements wi l l be made to se lect another doctor who wouldbe mutua l ly acceptab le to the employee and the Employer.

43 . 1 0 The Employer sha l l not requ i re an employee, after h is/her Workplace Safety and I nsu ranceBoard (WS IB) cla im has been denied , to repay monies received from the Employer underArtic le 43 , unti l such employees' WSI B appeals have been exhausted or when such appealshave been determi ned by a WSI B Tribuna l .

ARTICLE 44 - Special and Compassionate Leave(Applicable to Permanent Part-time)

44 . 1 The Employer may grant leave of absence with pay for not more than three (3) schedu led workdays i n any attendance year as defined in Article 4 1 . 1 to an employee upon any specia l orcompassionate ground and the period of the leave shal l be charged against the attendancecred its of the employee unless otherwise here in provided .

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44 .2 Leave of absence with pay may be g ranted for specia l or compass ionate pu rposes :

(a) Up to s ix (6) months with the approva l of the Employer; and(b) Over six (6) months upon the recommendation of the Employer and with the approval of the

Lieutenant Governor i n Counci l .

ARTICLE 4S - Bereavement Leave


45 . 1 (a) An employee who wou ld have otherwise been at work sha l l be al lowed up to four (4)consecutive calenda r days of leave of absence with pay , inclus ive of the day of the funera lin the event of the death of an employee's mother , father, brother, sister, step-mother , stepfather, son , daughter, step-son , step-daughter, or spouse and such leave sha l l not becharged against attendance cred its .

(b) I n the event the funera l proceed ings are not concluded with in the four (4) consecutive days ofleave of absence with pay , as specified in Article 45 . 1 (a) above, the employee sha l l bea l lowed to use the fourth (4th) day of leave of absence with pay on a later date that is notconsecutive to the th i rd (3ra) day of leave of absence to address outstand ingthmattersconcern i ng the funera l proceedings , includ ing interment . I n such event, the fourth (4 ) day ofleave of absence with pay must be used with i n six (6) calendar months of the date of death .

45 . 2 (a) An employee who would have otherwise been at work sha l l be a l lowed up to three (3)consecutive days of leave of absence with pay , incl us ive of the day of the funera l i n theevent of the death of an employee's mother-in-law, father-i n-law, brother- in- law, s ister-i nlaw, son-in- law, daughter-i n- law, grandparents , spouse's grandparents , g reatgrandparents , spouse's g reat-grandparents , grandch i ld , ward or guard ian and such leaveshal l not be charged aga i nst attendance credits .

(b) I n the event the funeral proceedings are not concluded with in three (3) consecutive days ofleave of absence with pay , as specified in Article 45 .2 (a) above, the employee sha l l bea l lowed to use the th i rd (3rd) day of leave of absence with pay on a later date that is notconsecutive to the second (2nd) day of leave of absence to address outstand ing , matters

. . . . ro fconcern ing the funera l proceed ngs , nc ud lng nterment. I n such event, the th i rd (3 ) day oleave of absence with pay must be used with in six (6) ca lendar months of the date of death .

(c) An employee who would otherwise have been at work sha l l be a l lowed one ( 1 ) day leave ofabsence with pay in the event of the death and to attend the funera l of h is or her aunt anduncle .

ARTICLE 46 - Pregnancy, Parental and Adoption Leave(Applicable to Permanent Part-time)

46 . 1 Pregnancy Leave

The Employer ag rees to p rovide for pregnancy leave, without pay and in accordance with theprovis ions of the Ontario Employment Standards Act to a pregnant employee whose due dateis at least th irteen ( 1 3) weeks after she commenced employment. Du ring such leave , theEmployer sha l l continue the Denta l , Bas ic Life I nsurance, LTI P , and Supplementary Healthand Hospita l ization I nsu rance, includ ing Vis ion/Hearing Care , coverage provided under Article49 of th is ag reement for a maximum of seventeen ( 1 7) weeks , if the employee elects to

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continue to pay her portion of the app l icab le p rem iums for these 3 1arts . Cred its wi l l conti nue toaccumu late for th is seventeen (1 7) week period .

46 . 2 (a) An employee entitled to pregnancy leave under Article 46 . 1 , who provides the Employerwith p roof that she has appl ied for and is e l ig ib le to receive employment insurance benefitspursuant to Section 22 of the Employment I nsu rance Act , sha l l be paid an a l lowance inaccordance with the Supplementary Unemployment Benefit P lan .

(b) In respect of the period of pregnancy leave, payments made accord ing to the SupplementaryUnemployment Benefit P lan wil l consist of the fol lowing :

( i ) for the fi rst two (2) weeks covering the employment insurance waiti ng period ,payments equ iva lent to n i nety-th ree percent (93%) of the actua l g ross weekly sa laryfor her class ification , wh ich she was receivi ng on the last day worked prior to thecommencement of the pregnancy leave , incl ud i ng any retroactive salary adjustment towhich she may become entitled ;

AND

up to a maximum of fifteen ( 1 5) add itiona l weeks , payments equ iva lent to thed ifference between the sum of the weekly employment insurance benefits the

emp loyee is el ig ib le to receive and any other ea rn ings rece ived by the employee , andn inety-th ree percent (93%) of her actua l g ross weekly salary for the classificationwh ich she was receivi ng on the last day worked prior to the commencement of thepregnancy leave , i nclud ing any retroactive sa lary adjustment to which she maybecome entitled .

46 . 3 An employee on pregnancy leave under Article 46. 1 sha l l a lso be entitled to an add itiona lparenta l leave of absence without pay of up to th irty-five (35) weeks in accordance with theEmployment Standards Act . The request for th is add itiona l leave must be made i n writ i ng , atleast fou r (4) weeks prior to the exp i ration of her pregnancy leave and must commenceimmediately fo l lowing the pregnancy leave . Du ring such leave , the Employer sha l l conti n ue theDenta l , Basic Life I nsu rance , LTIP , and Supplementary Health and Hospita l ization I nsu rance,i ncl ud ing Vis ion/Hea ring ca re , coverage provided under Article 49 of th is Agreement for amaximum of th i rty-five (35) weeks , if the employee elects to conti nue to .pay her portion of theapp l icab le p rem iums for these plans . Credits wi l ! conti nue to accumulate for th is th irty-five (35)week period .

46 .4 An employee return ing from a leave of absence under Articles 46. 1 , 46 . 3 or 46 . 5 sha l l beassigned to h is or her former classification and be paid at the step in the salary range that she orhe had attained when the leave of absence was g ranted , or in the step in the salary range she orhe would have attained had she or he worked throughout the leave , whichever is g reater.

46 . 5 (a) The Employer ag rees to provide parenta l leave without pay of up to th irty-seven (37) weeksto an employee who has not received pregnancy leave under Article 46 . 1 , and who hasbeen employed for at least th irteen ( 1 3) weeks i n accordance with the Ontario EmploymentStanda rds Act. Du ring such leave , the Employer sha l l continue the Denta l , Basic LifeI nsu rance , LTI P , and Supp lementary Health and Hospita l I nsu rance , incl ud ingVision/Hearing Care , coverage provided under Article 49 of th is ag reement for a period ofup to th i rty-seven (37) weeks , if the employee elects to continue to pay h is/her portion ofthe appl icab le premiums for these p lans . Cred its wi l l continue to accumu late for th is th i rtyseven (37) week period .

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(b) To receive the leave set out in Article 46. 5 (a) above, an employee must supp ly the Employerwith proof of the ch i ld 's birth or an adoption certificate when applying for parental leave.

46 . 6 Parental Leave

(a) An employee entit led to parenta l leave under Article 46. 3 or 46 . 5 who provides theEmployer with proof that he/she has appl ied for and is e l ig ib le to receive employmentinsu rance benefits pu rsuant to Section 23 of the Employment I nsurance Act , sha l l be paidan a l lowance in accordance with the Supp lementary Unemp loyment Benefit P lan .

(b) I n respect of the period of parenta l leave, payments made accord ing to the SupplementaryUnemployment Benefit P lan wi l l cons ist of the fol lowi ng : For natu ra l fathers or adoptiveparents on ly :

( i ) for the fi rst two (2) weeks covering the employment i nsu rance waiting period ,payments equ iva lent to n inety-th ree percent (93%) of the actua l g ross weekly salaryfor h is/her class ification which he/ she was receivi ng on the last day worked prior tothe commencement of the parenta l leave , incl ud ing any retroactive salary adjustmentto wh ich he/she may become entit led ;

AND

For a l l natu ra l and adoptive pa rents :

( i i) up to a maximum of ten ( 1 0) add it iona l weeks payments equ iva lent to the d ifferencebetween the sum of the weekly .employment insu rance benefits the employee is e l ig ibleto rece ive and any other ea rn ings received by the employee , and n i nety-th ree percent(93%) of the actua l g ross weekly sa lary for h is/her classification wh ich he/she wasreceiving on the last day worked prior to the commencement of the parenta l leave,i nclud ing any retroactive sa lary adjustment to which he/she may become entitled .

ARTICLE 47 - Uniforms, Attire and Special Allowances(Applicable to Permanent Part-time)

47 . 1 The Employer sha l l supp ly to an employee in the store system an issue of five (5) long s leeveor short sleeve sh irts or b louses , every one ( 1 ) year and of a design approved by theEmployer. Aprons of a design approved by the Employer wi l l be provided for use by storepersonnel invo lved in hand l ing case stock .

47 . 2 (a) Safety footwear , wh ich is designated as CSA approved , sha l l be worn by:

° employees who are requ i red to operate power l ifting equipment;� employees in Warehouses and Depots ;� a l l Ma intenance employees ;

� Printi ng and Mai l ing Department employees , where requ i red ;� those employees in other locations deemed necessary by the Employer.

It is understood that those employees i n Retai l Stores , as identified above , sha l l berequ i red to wea r safety shoes .

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(b ) ( i ) Upon proof of pu rchase, the Employer sha l l subs id ize the cost of safety footwear forthose employees identified i n (a) above, to a maximum of one hund red and fifty dol lars($ 1 50 . 00) once every twelve ( 1 2) month period .

(i i ) I n the event that earl ier rep lacement of safety footwear is requ i red as the resu lt of wear,such footwear shal l be su rrendered to the Employer and sha l l be replaced upon therecommendation of the employee's immediate supervisor. Said rep lacement sha l l notexceed one hund red and fifty dol lars ($ 1 50 . 00) .

(c) Al l -weather jackets and/or work vests wi l l be made ava i lab le for those warehousepersonnel whose work activities j ustify thei r use .

(d) Al l-weather jackets for i nclement weather wi l l be made ava i lab le at the app l icab le storeswhere the requ i red duties necess itate store personnel to perform load ing duties outdoors insuch weather.

47 .3 Employees physically unable to wear safety footwear for med ical reasons , as certified by aphysician , shal l not be permitted to enter the work area un less a physician's certificate of exemptionhas been provided to the employee's immediate supervisor. Those employees so authorized sha l lbe requ i red to wear safety toe caps , the cost of which shal l be borne by the Employer.

ARTICLE 48 - Job Security(Applicable to Permanent Part-time, Casual: applicability limited to 48. 7(d)(ii) exclusively)

48 . 1 Where a lay-off may occu r for a period in excess of n inety (90) ca lendar days by reason ofshortage of work or funds or the abo l it ion of a pos ition or other materia l change in organ ization ,the identification of a su rp lus employee i n an estab l ishment and subsequent assignment ,d isp lacement or lay-off shal l be in accordance with sen iority subject to the cond itions set out inth is article .

48 .2 For the pu rpose of th is article :

(a) An "estab l ishment" is an employee's headquarters at or from which an employee normal lyperforms h is/her d uties .

(b) ( i) A "work area" incl udes a l l Employer estab l ishments with in the geograph ic posting areaof any g iven estab l ishment.

( i i ) I n the event that there are fewer than five (5) establ ishments i n the work area defi nedunder ( i ) above , the five (5) estab l ishments nearest the given estab l ishment sha l lconstitute that work area .

( i i i ) The cu rrent geog raph ic posti ng areas sha l l not be altered by the Employer d u ring theterm of th is agreement un less otherwise agreed between the parties .

(c) It is understood that when it is necessary to ass ign su rp lus employees i n accordance withth is article , the provis ions of Article 22 shal l not apply.

48 . 3 Surplus and Lay Off

Where an employee is identified as surplus , he/she shal l be assigned on the basis of his/herseniority to a permanent part-time vacancy in his/her work area , provided he/she is qua l ified to

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perform the work and the weekly salary of the vacancy is not greater than two percent (2%) abovenor sixteen percent (1 6%) below the weekly sa lary of his/ her posit ion in the following sequence:

a vacancy wh ich is i n the same class or pos ition as the employee's class or position ;° a vacancy i n a class or pos ition i n which the employee has served s i nce h is/her

appoi ntment date ;

° another vacancy.

48 .4 With mutua l consent (employee and Employer) , a su rp lus employee shal l be ass igned on thebasis of h is/her sen iority to a vacant permanent part-time position in another work area providedhe/she is qua l ified to perform the work and the weekly sa lary of the vacancy is not greater thantwo percent (2%) above nor sixteen percent ( 1 6%) below the weekly sa lary of h is/her class . I nthose cases where an employee accepts a position outside of h is/her work area and thed istance from his/her res idence is greater than fifty (50) ki lometres the Employer ag rees to thereimbursement of approved relocation expenses up to five thousand dol lars ($5 , 000 .00) .

48 . 5 An employee who does not accept an ass ignment i n accordance with Article 48 . 3 , sha l l be la idoff and the provis ions of Article 48.7 shal l not app ly .

48 . 6 Where an employee has not been ass igned to a vacancy in accordance with Articles 48. 3 or48 .4 , he/she shal l be subject to lay-off i n accordance with the fo l lowing app l icable p rovis ions .

48 . 7 Displacement

An employee who has completed h is/her probationary period and who is subject to lay-off as asu rp l us employee sha l l have the right to d isp lace an employee who shal l be identified by theEmployer in the fo l lowi ng manner and sequence:

(a) With in the su rp lus employee's work a rea , the Employer wi l l identify the permanent part-timeemployee with the least sen iority i n the same class in which the su rp lus employee ispresently worki ng and if such employee has less sen iority than the su rp lus employee,he/she sha l l be d isp laced by the su rp lus emploYee , provided that the surp lus employee isqua l ified to perform the work of such employee .

(b) Fa i l ing the opportunity for d isp lacement under (a) above , the Employer wi l l review theclasses in the same class series with in the su rp lus employee's work area , i n descend ingorde r, unti l a class is found in which the permanent part-time employee with the leastsen iority i n the class has less sen iority than the su rplus employee . Such employee shal l bed isp laced by the su rp lus employee , p rovided that the su rp l us employee is qua l ified toperform the work of such employee.

(c) Fa i l ing the opportun ity for d isplacement under (b) above, the Employer wi l l review theclasses in any other class series in which the surp lus employee has served since h is/herappointment date with in the su rplus employee's work area , in descending order, unti l a classis found in which the permanent part-time employee with the least sen iority in the class hasless sen iority than the su rplus employee. Such employee shall be displaced by the surplusemployee, provided the surp lus employee is qua l ified to perform the work of such employee.

(d ) ( i ) Fa i l ing the opportun ity for d isp lacement under (c) above, the Employer sha l l reviewcasua l work requ i rements i n the su rplus employee's work area unti l a work p lace isfound where the su rp lus employee's sen iority exceeds the casua l employee's seniority .Such employee sha l l be d isp laced by the surp lus employee provided that the surp l usemployee ag rees to such placement .

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( i i ) A permanent part-time employee who d isp laces a casua l employee sha l l reta i n h is/herpermanent part-time sen iority duri ng h is/her status as a casual employee.

(e) An employee may elect to waive one ( 1 ) or more of the i r d isp lacement rights under Article48 . 7 for the pu rpose of avoid ing the need to trave l to a .new estab l ishment .

48 . 8 Where no d isp lacement is possib le under Article 48 .7 or where an employee chooses not toexercise those rig hts , he/she sha l l be la id off.

48 . 9 An employee who i ntends to exercise h is/her rig hts under Article 48.7 must notify the Employeras far i n advance as poss ib le but not later than two (2) weeks from the date the employee isnotified of be ing su rp lus . Where the employee fai ls to notify the Employer with in the two (2)weeks specified , he/she sha l l be deemed to have opted to be la id off.

48 . 1 0 An employee who is d isp laced by an employee who exercises h is/her rights under Article 48.7sha l l be declared surp l us and the p rovis ions of th is article sha l l app ly .

48 , 1 1 Notice of Lay-off

An emp loyee sha l l receive a notice of lay-off or pay i n l ieu thereof as fo l lows:

One ( 1 ) weeks ' notice for each year of sen iority, with a min imum of four (4) weeks and amaximum of fifteen ( 1 5) weeks , with cop ies of such notice to the Union .

48 . 1 2 Recal l

An employee who is la id off shal l be p laced on a reca l l l ist.

48 . 1 3 An employee on the recal l l ist sha l l be notified of a l l permanent part-time vacancies , i nclud i ngthose posted i n accordance with Article 22 . Notices sha l l be forwarded by registered mai l tothe employee 's last known add ress . Such employee shal l be assigned to the vacancy if he/sheapp l ies therefore with in fourteen ( 1 4) days and either:

(a) he/she is qua l ified and has the g reatest sen iority amongst the el ig ib le app l icants , incl ud ingthose who are bei ng cons idered in accordance with Article 22 . 5(a) ; or

(b) he/she is the successfu l cand idate i n accordance with the provis ion of Article 22 .5(b) ,where app l icab le .

48 . 1 4 Except as specified in Article 48 .4 , relocation expenses resu lting from any assignments underth is article sha l l be the respons ib i l ity of the employee.

48 . 1 5 Where an employee who has been laid off is assigned under th is article to the same position ora position in the same class as the position he/she occupied at the time of lay-off, he/she sha l lbe ass igned to the step with in the salary range app l icab le to the position , equ iva lent to the stepat which he/she was paid at the time of lay-off.

48 . 1 6 Where an employee is assigned under th is article to a position with a class ification havi ng ad ifferent maximum salary than the maximum salary of the employee's pos ition p rior toass ignment or lay-off, the employee shal l be paid at the rate closest to but not g reater than therate he/she was receiving prior to the assignment or lay-off. This provision sha l l not app ly to anemployee promoted under Article 48 . 1 3 .

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48 . 1 7 Where an employee who has been la id off or who has d isp laced a casua l employee isreass igned to a permanent pos ition h is/her sen iority sha l l be deemed to be continuous .

48 . 1 8 An employee sha l l be removed from the reca l l l ist after two (2) years of contin uous lay-off.

48 . 1 9 I n no case wi l l the Employer tra in a new employee for a permanent part-time vacancy or a newpermanent part-time position where there is a surplus employee who has not been ass igned underany other provision of th is Article or any person who has rights under Article 48 . 1 3 who cou ldqual ify for the vacancy through the same tra in ing program , and where that surplus employee orother person agrees to accept retra in ing in l ieu of a l l other rights set out in this Article.

48 . 20 The Employer sha l l provide the Un ion with reca l l l ists and amendments thereto .

48 .2 1 Separation Al lowance

Where an employee res igns from h is/her employment with the Employer with i n two (2) weeksafter rece ivi ng notice of lay-off under Article 48. 1 1 he/she sha l l be entit led to a separationa l lowance as fol lows :

(a) One thousand dollars ($1 ,000.00) for one (1 ) year of seniority or more, but less than five (5) years .

(b) Two thousand dol lars ($2 , 000 . 00) for five (5) years of sen iority or more , but less than ten( 1 0) years .

(c) Three thousand do l lars ($3 , 000 .00) for ten ( 1 0) years of seniority or more , but less thanfifteen ( 1 5) yea rs .

(d) Fou r thousand dol la rs ($4 , 000 . 00) for fifteen ( 1 5) years of seniority or more , but less thantwenty (20) years .

(e) F ive thousand do l lars ($5 , 000 . 00) for twenty (20) years of sen iority or more .

I n add ition and upon request, he/she shall be p rovided assistance with resume prepa ration , jobsearch ski l l s , and where poss ib le , notification of any retra i n i ng and/or job ski l l deve lopmentopportun it ies , provided the employee requests the ass istance with in twelve ( 1 2) months ofresignation .

ARTICLE 49 - Employees' Group Insurance and Medical Benefits Plans(Applicable to Permanent Part-time)

The Parties ag ree the deta i ls set out herein under Article 49 are intended merely as a conven ientreference to the more important terms and provisions of these benefits . The master contractscoveri ng these p la ns sha l l be the govern ing documents and the entitlement to benefits is determinedsole ly by the I nsu rance Ca rrier.

49 . 1 Onta rio Health I nsurance Plan (OHIP)

(a) The Ontario Health I nsu rance Plan (OH I P) as may be amended from time to time isavai lab le to employees and el ig ib le dependents as Onta rio res idents as "Basic Health andHospita l ization I nsu rance"

(b) The Employer sha l l pay for such coverage th rough the appl icab le payro l l tax.Page 71 of 1 74

49 , 2 Supplementa ry Health and Hospitalization

(a) The plan is intended to cover a number of medical and hospital costs not covered under OH I P .

(b) Th is plan sha l l contin ue as heretofore in effect for employees and el ig ib le dependents .

(c) P lan Deta i ls

( i ) th is p lan sha l l cover the employee , the employee's spouse and a l l other dependentsunder twenty-one (2 1 ) yea rs of age , or a dependent who is between the ages of twentyone (2 1 ) and twenty-five (25) and is a fu l l-t ime student attending an educationa linstitution or a menta l ly or phys ica l ly hand icapped ch i ld of an employee , p rovided suchch i ld is unmarried , twenty-one (2 1 ) years of age or over, dependent upon suchemployee for support and was menta l ly or phys ica l ly hand icapped and insu red as adependent immed iate ly prior to age twenty-one (2 1 ) ;

( i i ) A pay-d i rect prescription d rug card wi l l be issued to a l l e l ig i b le employees to be uti l izedat pharmacies wh ich honou r th is card system , upon completion of the en ro l lmentp rocess wh ich includes the positive en rol lment of a l l covered ind ividua ls (employeesand dependents) and spousa l coord ination of benefits information . I n i nstances wherethe pay-d i rect d rug card cannot be uti l ized , the cla im may be subm itted to the insu rancecarrier on the prescribed paper form .

The fo l lowing is the d rug p lan coverage provided for e l ig ib le employees and dependentsunder e ither method of cla im submiss ion :

(a) N inety percent (90%) of reasonable and customary medical ly necessary expensesincurred for drugs and medicines requiring a prescription by law, vaccinations and serums(defined as preventative vaccines for Hepatitis A and/or B , I nfluenza, Mening itis andChicken Pox with a drug identification number (DIN) , and allergy serums as prescribed bya physician and admin istered by a qua lified health care practitioner if they are not coveredby a provincial hea lth plan) , and other specified life-sustaining drugs as defined andadmin istered by the insurer and subject to change from time to time if they are:

( i ) Prescribed by a phys ician , nurse practit ioner, where app l icab le , or dentist for thetreatment of a d iagnosed i l lness or inj ury, and

( i i ) D ispensed by a l icensed pharmacist or by a phys ician or dentist lega l ly l icensedto d ispense d rugs ,

( i i i )

(b) Such covered prescription drugs and med icines wi l l be subject to genericsubstitution and an eight do l lars ($8 . 00) maximum d ispens ing fee for eachp rescription . If the prescription specifica l ly prescribes no generic substitution , thenthe brand name d rug wi l l be covered .

E lig ib le expenses i ncl ude :

(a) Charges by a l icensed hosp ital for room and board and for hospital services andsupp lies furn ished for care and treatment, up to one hund red and seventy dol lars($ 1 70 . 00) per day, effective September 1 , 2005 (for expenses incurred after that date) .

(b) Cha rges for private duty nu rsi ng in you r home by a reg istered g raduate nu rse whois not ord i nari ly a resident in your home and is not re lated to you or to you r

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dependents , provided the service was recommended and approved by a l icensedphysician or su rgeon .

(c) Artificia l l imbs and eyes , crutches , sp l i nts , casts , trusses and braces .

(d) Renta l of wheelcha i rs , hosp ita l beds or i ron l ungs requ i red for tempo rarytherapeutic use . A wheelcha i r may be pu rchased if recommended by the attend i ngphysician and if renta l cost wou ld exceed the pu rchase cost.

(e) Oxygen and its adm in istration .

(f) Hearing a ids and eye g lasses if requ i red as a resu lt of accidenta l inj ury.

(g) Ambu lance services .

(h) Denta l services and supp l ies wh ich a re provided by a denta l su rgeon with in aperiod of e ighteen ( 1 8) months fol lowing accident for treatment of accidenta l i njuryto natura l teeth i ncl ud ing rep lacement of such teeth or for the setti ng of a jawfractu red or d islocated i n an accident, exclud ing any benefits payab le under anyprovi ncia l med ica l p lan .

( i) Charges for the services of a ch i ropractor, osteopath , ch i ropodist , natu ropath ,pod iatrist, phys iotherap ist, speech therap ist , massage therap ist and acupunctu ristto a maximum of th irty-five dol la rs ($35 . 00) per vis it for each vis it not subs id ized byOH I P I n any event, the reimbu rsement for the combi ned services of the l istedpractit ioners sha l l not exceed Two Thousand Dol lars ($2 , 000 . 00) per year.

(j ) Charges for the services of a psycholog ist up to fifty do l lars ($50 . 00) per ha lf ( 1 /2)hou r for ind ivid ua l psychotherapy and/or testi ng and th i rty-five dol lars ($35 . 00) fora l l other visits .

(k) Fees for services rendered outside of Onta rio , by a phys icia n , su rgeon or a

specia l ist lega l ly l icensed to practice med icine , in excess of the charges wh ich a rea l lowed under the Provincia l Hea lth I nsu rance Plan , but not to exceed the amount

specified in the Ontario Med ica l Association Tariff.

( I ) Charges for su rgery by a podiatrist, performed i n a podiatrist's office to a maximumof one hund red and s ixty do l lars ($ 1 60 . 00) .

(d ) If an employee elects to participate in the Plan , the Employer sha l l pay forty percent (40%) ,fifty percent (50%) , sixty percent (60%) , seventy percent (70%) , or e ighty percent (80%) ofthe month ly prem ium for the Supplementary Health and Hosp ita l ization Plan ( incl ud ingvision/hea ring) , wh ichever is closest to the percentage that the employee's weekly hou rs ofwork bear to the appl icab le weekly fu l l-t ime hou rs . The employee shal l pay the balance ofthe month ly prem ium th rough payrol l deduction .

(e) ( i) Th is coverage provides for vis ion ca re to a maximum of three hund red dol la rs ($300 . 00)per insu red person in any twenty-fou r (24) month period from the date of expense forthe pu rchase of prescribed lenses and frames, or contact lenses .

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( i i) Th is coverage provides for hearing a id coverage to a maximum of two thousand fivehund red dol lars ($2 , 500 .00 [2 x $ 1 ,250 . 00/ear]) i n any th i rty six (36) month period .

49 . 3

(f) This coverage provides for re imbu rsement of the costs of the employee's and dependent'seye exams not covered under the Provi ncia l Hea lth P lan , to a maximum of e ighty do l la rs($80) pa id once every two yea rs .

Basic Life i nsurance

(a) The Employer sha l l provide l ife insu rance to each active employee i n the amount of onehund red percent ( 1 00%) of annual salary or ten thousand dol lars ($ 1 0 , 000 . 00) , wh icheveris g reater.

(b) Upon reti rement under the OPSEU Pension Plan text, Bas ic Life I nsu rance sha l l beprov ided at no cost, but reduced to two thousand dol la rs ($2 , 000 . 00) on the fi rst of themonth coi ncid ing with or next fol lowing date of reti rement and th is amount wi l l be contin uedfor the remai nder of l ife .

(c) If any employee becomes tota l ly d isabled before h is/her s ixty-fifth (65th) b i rthday so thathe/she is unab le to perform any work for a continuous period of at least n i ne (9) months ,the Bas ic Life I nsu rance wi l l be kept in force without cost to the employee as long as thetota l d isab i l ity conti n ues subject to reductions at age sixty-five (65) described above.

(d ) Conversion privi leges to standa rd l ife and term insu rance of the insu rer are avai lab le uponleaving the employ of the Employer.

(e) The Employer sha l l pay one hund red percent ( 1 00%) of the prem iums as may be amendedfrom time to time.

49 .4 Optional Life I nsu rance For Employees and Dependents

(a) An emp loyee may pu rchase l ife i nsu rance add itiona l to the Basic Life I nsu rance in un its often thousand dol la rs ($ 1 0 , 000) up to a maximum of three hund red and fifty thousanddol la rs ($350 , 000) , or as may be amended from time to time. This option sha l l be avai lab lewithout evidence of i nsurab i l ity for coverage amounts of up to forty thousand dol lars($40 , 000) when the employee fi rst becomes el ig ib le . If any appl ication for Optiona l LifeI nsu rance is made for more than forty thousand dol lars ($40 , 000) , or it is made more thanth irty-one (3 1 ) days after fi rst becoming el ig ib le , evidence of i nsu rab i l ity satisfactory to theinsu rer must be supp l ied . An appl ication from an employee to increase the amount ofinsu rance cu rrently he ld wi l l a lso require evidence of hea lth satisfactory to the I nsu rer.

(b) The prem ium wi l l be determ ined by the amount of insurance and wi l l be adj usted withchanges in the insu rance amount and in the age of the employee as per the estab l ishedfive (5) year age bands i n the premium schedule . I n the event of death from any cause(excl ud i ng su icide with i n the first two (2) years of coverage) , the amount of Optiona l LifeI nsu rance under the p lan wi l l be paid to the beneficiary named . Change of beneficiary(with in the l im its set by law) may be made at any time by completing a form wh ich may beobta ined from the Human Resou rces Division .

(c) At their option , employees may purchase life insurance for dependents in the following amounts:

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For Spouse: I n un its of ten thousand do l lars ($ 1 0 ,000) to a maximum of twohund red thousand do l la rs ($200 ,000) .

For Dependent Ch i ld ren : I n un its of one thousand dol la rs ($ 1 , 000) to a maximum of fivethousand dol lars ($5 , 000) .

Option is also avai lable to have on ly one dependent covered (i .e. spouse only or one dependentch i ld only) , or more than one dependent (i .e . spouse and/or all dependent ch ild ren) .

(d) Convers ion priv i leges are ava i lable upon leaving the employ of the Employer for employeeand spouse insu rance on ly.

(e) The cost of the above p lans sha l l be borne so le ly by the employee.

49 . 5 Long Term Income Protection Plan (LTIP)

(a) The LTIP Plan sha l l be contin ued and shal l be upon the same basis as heretofore in effect.

(b) P lan Deta i ls :

( i) LTI P benefits wi l l become payable if wh i le i nsu red the employee becomes "tota l lyd isab led " - benefits contin ue during d isab i l ity to age s ixty-five (65) , after an el im i nationperiod of s ix (6) months , or the exp i ration of accumu lated attendance credits ,wh ichever is the later;

( i i) "tota l d isab i l ity" under th is p lan means the continuous i nab i l ity as the resu lt of i l l ness ori nj u ry of the i nsu red employee to perform each and every duty of norma l occupationdu ri ng the e l im i nation period , and du ring the fi rst twenty-four (24) months of thebenefit period ; and thereafter, during the ba lance of the benefit period , the inabi l ity toperform any and every duty of each gainfu l occupation for which the employee isreasonab ly fitted by education , tra in ing or experience;

( i i i ) LT I P benefits sha l l be sixty-s ix and two-th i rds percent (66 2/3%) of the employee'sweek ly sa lary, earned on the last day worked , includ ing any retroactive sa laryadjustment to which the employee is entit led ;

( iv) wh i le the emp loyee is receivi ng LTI P benefits , the Employer wi l l mainta in theemployee's pension contributions in accordance with the OPSEU Pension P lan text;

(v) if the employee becomes disab led again wh i le sti l l i nsu red for th is benefit, the incomebenefits wi l l be payab le on completion of the el im ination period , however, if with inth ree (3) months after benefits have ceased , the employee has a recurrence of ad isab i l ity due to the same or a re lated cause , it wi l l not be necessary to satisfy theel imi nation period again ;

(v i) an employee i n rece ipt of LTIP benefits who is ab le to resume activity on a gradua lbas is du ring recovery, partia l benefits may be continued du ring rehabi l itativeemployment - " rehab i l itative employment" means remunerative employment whi le notyet fu l ly recovered , fol lowing d i rectly after the period of tota l d isab i l ity for wh ich benefitswere received - when considering rehabi l itative employment benefits , LTI P wi l l takei nto account the rehabi l itative benefit wh ich wi l l be the month ly LTI P benefit less fifty

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percent (50%) of rehab i l itative emp loyment earn ings - the benefit wi l l contin ue du ringthe rehab i l itative employment period up to but not more than twenty-fou r (24) monthsrehab i l itative employment may be with the Employer or with another employer;

(v i i ) the LTI P benefit to which an employee is entit led under ( i i i) above wi l l be reduced bythe tota l of other d isab i l ity or reti rement benefits payable under any other p lan towardwh ich the Employer makes a contribution except for Workp lace Safety and I nsu ranceBenefits pa id for an unre lated disab i l ity .

49 .6 Dental Plan

(a) The Employer wi l l conti n ue to provide the option of a denta l coverage plan as provided forunder Manu l ife Pol icy Number 1 0055, or its equ iva lent, except for the mod ifications as setout here in . Reca l l exams and sca l ing sha l l be l im ited to every n ine (9) months (except forch ild ren 1 2 years and under) ; ora l hyg iene instruction sha l l be restricted to once per l ifetime;p it and fissu re sea lants restricted to dependent ch i ld ren s ix (6) to e ighteen (1 8) years of age;and combi ned bas ic [ routine] and major treatment, sha l l be l im ited to a maximum of Th reeThousand Dol la rs ($3 , 000 . 00) per year , per insu red employee and Th ree Thousand Dol lars($3 , 000 . 00) per year for each of h is/her dependents . C rown and bridges coverage at 50percent (50%) re imbu rsement sha l l be included with i n the Th ree Thousand Dol la r($3 , 000 .00) maximum per year referenced above. Orthodontic treatment el ig ib le expensescovered at fifty percent (50%) to a l ifetime maximum of Th ree Thousand Dol lars($3 , 000 . 00) ( l im ited to e l ig ib le dependents s ix (6) to e ighteen ( 1 8) yea rs of age on the datein it ial orthodontic app l ia nce is insta l led)

(b) Effective Ju ly 1 , 20 1 3 (for expenses i ncurred after that date) , the schedu le of fees shal l bebased on the 20 1 3 Ontario Denta l Association Fee Schedu le .

Effective Apri l 1 , 20 1 4 (for expenses i ncu rred after that date) , the schedu le of fees shal l bebased on the 20 1 4 Ontario Denta l Association Fee Schedu le .

Effective Apri l 1 , 20 1 5 (for expenses i ncu rred after that date) , the schedu le of fees sha l l bebased on the 20 1 5 Ontario Denta l Association Fee Schedu le .

Effective Apri l 1 , 20 1 6 (for expenses incurred after that date) , the schedu le of fees sha l l bebased on the 20 1 6 Onta rio Denta l Association Fee Schedu le .

(c) I f a n employee elects to pa rtici pate , the Employer sha l l pay forty percent (40%) , fiftypercent (50%) , s ixty percent (60%) , seventy percent (70%) or eighty percent (80%) of themonth ly prem i um for the Denta l P lan , wh ichever is closest to the percentage that theemployee's weekly hou rs of work bear to the app l icab le weekly fu l l-time hours . Theemployee sha l l pay the ba lance of the month ly prem ium through payro l l deduction .

49 . 7 Pensions

The pa rties ag ree to provide an information package regard i ng pens ion entit lements and OPTen rol lment criteria in the new employee orientation package.

49 . 8 Employee Assistance

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(a) I t is recogn ized that the success of the Employee Assistance Prog ram is enhanced by thecooperation and support of both the Emp loyer and the Un ion . I t is further ag reed thatsubstantia l changes to the scope or framework of the Prog ram shal l on ly take p lace uponconsu ltation between the parties .

(b) Add itiona l ly, u nder the Employee Ass istance Prog ram , a Trauma Response Service wi l l bemade avai lab le to a l l LCBO emp loyees who, in the cou rse of thei r duties are subject to actsof vio lence. The Local Un ion President or Un it Steward , as applicab le , wi l l be advisedforthwith whenever the Trauma Response Team is activated .

(c) Permanent fu l l t ime , permanent part time, seasonal , and casua l employees who havesuccessfu l ly completed the i r probationa ry period sha l l have access to the EmployeeAssistance Prog ram .

ARTICLE 50 - Technological Change(Applicable to Permanent Full-time, Permanent Part-time, Seasonal and Casual)

50 . 1 For the pu rpose of th is article "technolog ica l change" shal l be defined as the i ntroduction ofequ ipment or methods of operation wh ich is s ign ificantly d ifferent from that previous ly uti l ized .

50 . 2 I n the event of techno log ica l change the Employer wi l l make every reasonab le effort to

m i n im ize adverse effects on employees which may be caused by such change .

50 . 3 (a) The Employer sha l l g ive at least s ixty (60) days notice to the Union prior to the introductionof techno log ica l change , provid ing i nformation in writing as to the natu re of the change ,date of change, approximate number and location of employees l ike ly to be affected andthe expected effects on employees .

(b) Notwithstand ing the above, where the introduction of technolog ica l change wi l l resu lt i n thelay-off of an employee who has comp leted h is/her probationary period , the notice under (a)above sha l l be at least n i nety (90) days and sha l l be g iven to the Union and theemployee(s) affected .

(c) Where the de lay in introd uci ng a techno log ica l change wou ld have a sign ificant adverseeffect on the Employer's operations , the periods of notice i n (a) and (b) above shal l beprovided to the Un ion as exped itious ly as poss ib le .

50 .4 (a) Matters re lating to techno log ica l change and its effects sha l l be referred to the committeeestab l ished under Article 1 .7 for d iscuss ion with the objective of reach ing an understand i ngregard ing any specific arrangements that may be appropriate i n order to assist inmi n im izing the impact of such changes on employees .

(b) I t is understood that under (a) above the Committee may discuss rea l location and retra in ingprovis ions , if appropriate . Retra in ing costs sha l l be the respons ib i l ity of the Employer.

ARTICLE 51 - Unforeseen Work at Stores

(Applicable to Permanent Part-time and Casual)

5 1 . 1 When it is necessary to offer permanent part-time and/or casua l employees' work thatbecomes avai lable after the schedu le was posted , the fol lowing p roced u re sha l l app ly.

Page 77 of 1 74

5 1 . 2 For the pu rposes of cla rity , "schedu le" means hou rs of work posted as per Article 7 .4(a) ( i ) ,32 . 1 (a), and 38 .2(a) of the col lective ag reement. Further , it is not intended to app ly the termsof th is ag reement to overtime requ i rements .

5 1 . 3 (a) The work sha l l be offered by store in order of sen iority, to permanent part-time employeesfi rst, then to casua l employees , p rovided they are qua l ified to perform the work and noovertime is i ncurred .

(b) I n the event that the employee's ava i lab i l ity cannot be confi rmed at the time of offer, thenext most senior employee sha l l be offered the work.

(c) An employee who decl ines the offer as mentioned above wi l l not be subject to d iscip l i ne asa resu lt .

(d ) An employee who is not ava i lab le when the schedu le was posted wi l l be deemed notava i lab le unti l the next schedu le is posted un less the employee confi rms the i r ava i lab i l ity tothe Manager prior to when the work is offered .

(e) If the employee identified by (a) above is a l ready schedu led on the date the work isrequ i red , he/she must work the schedu led sh ift u n less there is mutua l agreement betweenthe Emp loyer and the employee, i n wh ich case, h is/her sched u le may be changed .

ARTICLE 52 - Call In of Permanent Part-Time and/or Casual Employee'sFrom Other Stores

(Applicable to Permanent Part-time, Casual)

52 . 1 When it is necessary to cal l i n pe rmanent part-time and/or casua l employees from other stores ,the fo l lowi ng procedu re wi l l app ly:

(a) For the pu rpose of th is agreement each store wi l l have a des ignated store that is to becontacted fi rst . Stores wi l l be des ignated by the Employer. I n remote a reas of the provi nceit may not be p ractica l to do so . The Employer agrees to provide the Un ion with a l istind icati ng the designation of stores as per th is Ag reement and changes as they occu r.

(b) Avai lab le employees at the contacted store sha l l be ca l led in , i n order of sen iority,permanent part-time employees fi rst, then casua l employees , provided they a re qua l ified toperform the work and no overtime is incu rred .

(c) I n the event that the employee 's ava i lab i l ity cannot be confi rmed at the time of offer, thenext most sen ior employee sha l l be offered the work .

52 . 2 I t is understood that employees are not entit led to sol icit work outs ide thei r home store .

52 . 3 An employee who declines the offer as mentioned above wil l not be subject to d iscipl ine as a resu lt .

52 .4 Permanent part-time and/or casua l employees must work schedu led sh ifts at thei r home store .Employees must fu lfi l l the i r ob l igation to work schedu led hours at thei r home store and cannotfa i l to appea r for work by virtue of having obta ined work at another store .

52 . 5 I n the event there is a need to ca l l- i n employees from a store other than the des ignated store ,the same procedure wi l l app ly .

Page 78 of 1 74

ARTICLE 53 - Term ofAgreement(Applicable to Permanent Full-time, Permanent Part-time, Seasonal, Casual)

53 . 1 Th is Ag reement wi l l contin ue i n effect unti l March 3 1 , 20 1 7 .

Th is Agreement sha l l contin ue automatica l ly thereafter for periods of one ( 1 ) year un less e itherparty notifies the other party in writing of its desire to enter into negotiations for renewal of th isAg reement i n wh ich event th is Ag reement sha l l conti n ue unti l a new Agreement is executed .

Page 79 of 1 74

SCHEDULE OF CASUAL HOURLY WAGE RATES:

Apri l 1, 2013 - March 31, 2017

Class

Code Class Title Effective Date Sa la ry Salary

02 1 Office Cle rk

( P reviously 40, 41 )

4/1/2013 $ 19 .21

6/5/2013 $ 18 .65 $ 19 .21

4/i/2014 $ 18 .65 $ 19 .21

4/1/2015 $ 19 .01 $19 .59

4/i/2016 $ 19 .38 $19 .97

023 Sen io r Office C le rk

P revious ly 70, 7 1 )

061 Stationa ry Eng ineer


065 Ma intenance Mecha n i c

( P revious ly 76, 77 )

063 Ma i ntena nce Se rvi ceperson


05 1 La b Tech n icia n

( P revio us ly 24, 25 )

4/1/2013 $21 .44

6/5/2013 $20.82 $2 1 .44

4/1/2014 $20 .82 $21 .44

4/1/2015 $2 1 . 23 $2 1 .86

4/1/2016 $2 1 .64 $22 .29

4/112013 $21 .86

6/5/2013 $21 .22 $22 .86

41112014 $21 .22 S21 .86

4/1/2015 $21 .63 $22 .29

4/1/2016 $22 .05 $22 .73

4/1/2013 $21 .06

6/5/2013 $20 .45 $2 1.06

4/1/2014 $20 .4S $21.06

4/1/2015 $20 .85 $21 .47

41112016 $21 .26 52 1 .89

4/1/2013 $26 .33

6/512013 $25 .56 $26 .33

4/1/2014 $2S .S6 $26 .33

4/1/2015 $26 .06 $26 .84

4/1/2016 $26 .57 $ 27 .36

4/1/2013 $29 .39

6/5/2013 $2&53 $29 .39

4/2/2014 $28 .53 $29 .39

4/1/2015 $29 .09 $29 .96

4/1/2016 $ 29 .66 $30 .54

Page 80 of 1 74

Class

Code Location Effective Date Range

069 Pa rt-t ime Store Cash ie rs 4/1/2013 $20.27

( Previously 26 ) 6/5/2013 $ 19 .68 $20.27

4/1/2014 $ 19 .68 $20.27

4/2/2015 $20 .06 $20.67

4/1/2016 $20 .45 $21 .07

Employees may be a l l owed to progress th ro ugh the sa l a ry ra nge on the emp loyee ' s a n n iversary date, upon sati sfactorywork performance and attenda nce .

WAGE GRID FOR CASUAL EMPLOYEES H I RED ON OR BEFORE SEPTEMBER 1, 2002

Class


012 Reta i l - Stores a nd Depots 4/1/2013 $ 14 ,94 $16 .44 $ 17.95 $20.27

4/1/2014 $ 14.94 $16 .44 $ 17 .95 $20.27

4/1/2015 $ 15 .23 $16 .76 $ 18 .30 $20,67

4/112016 $ 15 .53 $17 .09 $ 18 .66 $21 .07

(An n ua l i ncreases o n a nn iversary date )

013 Logi st ics 4/1/2023 $ 14.94 $ 16 .44 $ 17 .95 $20.27

4/1/2024 $14.94 $16 .44 $ 17 .95 $20.27

4/1/2015 $ 15 .23 $16 .76 $ 18 .30 $20.67

4/1/2016 $ 15 .53 $17 .09 $ 18 .66 $2 1 .07

(An n ua l i ncreases on ann iversary date )

014 Head Office - Cle rica l 4/1/2013 $ 14 .94 $ 16 .44 $ 17 .95 $20.27

4/1/2014 $ 14 .94 $ 16 .44 $ 17 .95 $20.27

4/1/2015 $ 15 ,23 $ 16 .76 $ 18.30 $20 .67

4/1/2016 $ 15 .53 $ 17 .09 $ 18 .66 $2 1 07

(Annua l i ncreases on ann iversary date )

Emp loyees may be a l lowed to progress through the sa l ary range on the emp loyee ' s a n n iversary date,

u po n satisfactory wo rk performa nce a nd atte nda nce .

WAGE GRID FOR CASUAL EMPLOYEES H IRED AFTER SEPTEMBER 1, 2002 AND BEFORE JUNE 5, 2013

Class


033 Reta i l - Stores a nd Depots 4/1/2013 $ 14.94 $ 16 .44 $ 17 .95 $ 19 .03 $20 .27

4/1/2014 $ 14.94 $ 16 .44 $ 17 .95 $19 .03 $20.27

4/1/2015 $ 15 .23 $ 16 .76 $ 18 .30 $ 19 .40 $20.67

4/1/2016 $ 15 .53 $ 17 .09 $18 , 66 $ 19 .78 $2 1 .07

(Annua l i nc reases on a n n iversary date )

Page 8 1 of 1 74

Class

Code Location

034 Logi stics

Effective Date Range

4/1/2013 $ 14 .94 $ 16 .44 $ 17 .95 $ 19 .03 $20.27

4/1/2014 $ 14 .94 $ 16 .44 $ 17 .95 $ 19 .03 $20.27

4/1/2015 $ 15 .23 $ 16 .76 $ 18 .30 $ 19 .40 $20.67

4/1/2016 $ 15 .53 $ 17 .09 $ 18 .66 $ 19 .78 $2 1 .07

(An n ua l i ncreases on a n n iversa ry date )

035 Head Office - Cle ri ca l 4/1/2013 $ 14 .94 $ 16 .44 $ 17 .95 $ 19 .03 $20.27

4/1/2014 $ 14 .94 $ 16 .44 $ 17 .95 $ 19 .03 $20 .27

4/1/2015 $ 15 .23 $ 16 .76 $ 18 .30 $ 19 .40 $20.67

4/1/2016 $ 15 .53 $ 17 .09 $ 18 .66 $ 19 .78 $2 1 .07

(An n ua l i ncreases on a n n iversary date )

Em ployees may be a l lowed to progress th rough the sa l ary ra nge on the emp loyee ' s ann iversary date, u pon satisfactory

work pe rforma nce a nd attenda nce .

WAGE GRID FOR CASUAL EMPLOYEES H IRED ON OR AFTER June 5, 2013

Class


052 Reta i l - Stores a nd Depots 6/5/2013 $ 14 .S l $14 .94 $ 16 .44 $ 17 .95 $ 19 ,03 $20 .27

41112014 $ 14.5 1 $14.94 $ 16 .44 $17 ,95 $ 19 .03 $20 ,27

4/1/2015 $ 14.79 $15 .23 $ 16 .76 $18 .30 $ 19 .40 $20.67

4/1/2016 $ 15 .08 $15 .53 $ 17 .09 $ 18 .66 $ 19 .78 $21 .07

(Annua l i n c reases on a nn ive rsary date )

053 Logisti cs 6/5_/2013 $ 14,5 1 $14 .94 $ 16 .44 $17 .95 $ 19 .03 $20 .27

4/1/2014 $ 14 .51 $14 .94 $ 16 .44 $17 ,95 $ 19 .03 $ 20.27

411/2015 $ 14.79 $ 15 .23 $ 16 .76 $ 18 .30 $ 19 ,40 $ 20.67

4/1/2016 $ 15 ,08 $15 . 53 $ 17 .09 $ 18 .66 $ 19 .78 $ 2 1 .07

(Annua l i n c reases on a nn ive rsa ry date )

054 Head Office - Cle rica l

(Ann ua l i ncreases on a nn iversary date )

6/5/2013 $ 14.Sl $14 .94 $ 16 .44 $ 17 .95 $ 19 .03 $ 20.27

4/1/2014 $ 14 .51 $ 14.94 $ 16 .44 $ 17 .95 $ 19 .03 $ 20.27

4/1/2015 $ 14 .79 $ 15 .23 $ 16 .76 $ 18 .30 $ 19 .40 $ 20.67

4/1/2016 $ 15 .08 $ 15 .53 $ 17 .09 $ 18 .66 $ 19 .78 $2 1 .07

Emp loyees may be a l l owed to progress through the sa l ary ra nge on the emp loyee ' s ann iversary date , u po n satisfactory

work perfo rma nce a nd attendance .

Page 82 of 1 74

SALARY AND CLASSIFICATION SCHEDULE:

Apri l 1 , 201 3 - March 3t , 201 7

NOTE:

1 .

.

Semi-annua l and annua l increases are dependent upon satisfactory performance and re

commendation from supervisor.

For the purpose of job security, job class series are separated by dotted lines .

C lass Hours of

Code Class Title Work

O3 LIQUOR STORE MANAGER 3

(03 'A' Store Assistant , 04 'C' Store Manager)

(Ann ual I ncreases)

4O

411 1201 3 Hourl y $29. 66 $30 . 35 $31 . 1 2 $31 . 89

Ann ua l $61 , 905 $63 , 345 $64 , 952 $66 , 559

411 1201 4 Hourly $29.66 $30 . 35 $31 . 1 2 $31 . 89

Ann ua l $6 1 ,905 $63 , 345 $64 , 952 $66 , 559

411 1201 5 Hourly $30.24 $30 .94 $3 1 .73 ;32 .51

Annua l $63, 1 1 5 $64 , 576 $66 , 225 $67 , 853

4/1 /201 6 Hourly $30.83 $3 1 .54 $32 .35 $33 . 14

Annua l $64 , 347 $65 , 828 $67 , 5 1 9 $69 , 1 68

O9 LIQUOR STORE MANAGER 2

( 'B' Store Assistant)

(Annual I ncreases)

4O

411 1201 3 Hourly $28 . 87 $29 .66 $30 . 35

Ann ua l $60 ,256 $6 1 ,905 $63 , 345

411 1201 4 Hourl y $28 . 87 $29 .66 $30 . 35

Ann ual $60 ,256 $6 1 ,905 $63, 345

4/1 /201 5 Hourly $29 .43 $30.24 $30.94Annual $61 ,425 $63 , 1 1 5 $64 , 576

4/1 1201 6 Hourly $30.00 $30 .83 $31 .54

Annua l $62 , 6 1 4 $64 , 347 $65 , 828

Page 83 of 1 74

Class

Code

05

Class Title

LIQUOR STORE MANAGER 1

( 'D' Store Manager)

(An nua l i ncreases)

Hours of

Work

40

411 1201 3 Hourly $27 .25 $28 . 04 $28 .75 $29 .66

An nua l $56 , 875 $58 , 523 $60 , 005 $61 , 905

411 1201 4 Hourl y $27 .25 $28. 04 $28 . 75

Ann ua l $56 , 875 $58 , 523 $60 , 005

411 /201 5 Hourly $27 .78 $28 .59 $29 .31An nua l $57 , 98 1 $59 ,67 1 $61 , 1 74

4/1 /201 6 Hourl y $28 .32 $29 . 15 $29 .88Ann ua l $59 , 1 08 $60 ,840 $62 , 364

$29 .66

$6 1 , 905

$ 30 .24

$63 , 1 1 5

$30.83

$64 , 347

07 LIQUOR STORE CLERK GRADE 3

(Customer Service Representative)

(Sem i-annual i ncreases to the th ird step , annua l thereafter)

4O

4/1 1201 3 Hourly $22.65

An nua l $47 ,274

$24 . 08 $25 .03 $25 . 77 $26 .48

$50 ,258 $52 ,241 $53 ,786 $55 ,268

411 1201 4 Hourl y $22 .65

Ann ua l $47 ,274

$24 . 08 $25.03 $25 . 77 $26 .48

$50 , 258 $52 ,24 1 $53 , 786 $55 ,268

411 1201 5 Hourly $23 .09An n ua l $48 , 1 92

$24.55 $25 .52 $26.27 $27 .00

$5 1 ,239 $53 ,264 $54 ,829 $56 ,353

4/1 /201 6 Hourl y $23 .54

Ann ua l $49 , 1 3 1

$25 .03 $26 .02 $26 .78 $27 .53

$52 ,24 1 $54 , 307 $55 , 894 $57 ,459

Page 84 of 1 74

Class Hours ofCode Class Title Work

1 5 LIQUOR STORE CLERK GRADE 2 PPT CASHIER

(Sem i-annua l i ncreases)

4O

4/1 /201 3 Hourly $25. 05 $26.48

Ann ua l $52 ,283 $55 ,268

411 1201 4 Hourly $25 .05 $26.48

Ann ual $52 ,283 $55 ,268

411 1201 5 Hourly $25 .54 $27 .00Annua l $53 , 306 $56 ,353

411 1201 6 Hou rly $26 .04 $27 .53Annual $54 , 349 $57 ,459

0 1 9 CLERK GRADE 5 (RETAI L DEPOTS ONLY)

(Annual I ncreases)

4O

411 1201 3 Hourl y $30 .77 $31 .67 $32 .62 $33 .65Ann ual $64 ,22 1 $66 , 1 00 $68 , 083 $70 , 232

411 1201 4 Hourly $30 . 77 $31 .67 $32 .62 $33 .65

Ann ual $64 , 22 1 $66 , 1 00 $68 , 083 $70 ,232

411 1201 5 Hour ly $31 .37 $32 .29 $33 .26 $34 .31Ann ual $65 ,474 $67 , 394 $69 ,41 8 $7 1 ,6 1 0

411 1201 6 Hou r ly $3 1 .98 $32 .92 $33 .91 $ 34 .98Annua l $66 ,747 $68 ,709 $70 ,775 $73 , 008

Page 85 of 1 74


043 CLERK GRADE 4 (CONTACT CENTRE)

(Annual I ncreases)

4O

4/1 /201 3 Hourly $27 . 27 $28.02 $28 . 82 $29.64

Annua l $56 , 9 1 6 $58 ,482 $60 , 1 5 1 $61 , 863

411 1201 4 Hourly $27 .27 $28 . 02 $28 . 82 $29 . 64

Ann ual $56 , 9 1 6 $58 ,482 $60 , 1 5 1 $61 , 863

4/1 /201 5 Hourl y $ 27 .80 $28 .57 $29 .38 $30.22Annual $58 ;023 $59 ,630 $6 1 , 320 $63 , 073

411 1201 6 Hou r ly $28 .34 $29 . 13 $29 .95 $30 .81Annua l $59 , 1 50 $60,798 $62 , 5 1 0 $64 , 305

042 CLERK GRADE 3 (GTA SERVICE CENTRE)

(Annua l I ncreases)

4O

411 1201 3 Hourly $25 . 1 5 $25 . 83 $26. 50 $27 . 20

Ann ua l $52 ,492 $53 , 9 1 1 $55, 309 $56, 770

411 1201 4 Hourl y $25 . 1 5 $25. 83 $26 . 50 $27 . 20

Ann ual $52 ,492 $53 ,9 1 1 $55 , 309 $56 , 770

411 1201 5 Hou r ly $25 .64 $26 .33 $27 .02 $27 .73An nua l $53 , 5 1 4 $54 , 954 $56 , 395 $57 , 876

411 1201 6 Hourly $26 . 14 $26 .84 $27 .55 $28 .27Ann ua l $54 , 558 $56 , 0 1 9 $57 , 501 $59 ,004

Page 86 of 1 74


032 MAINTENANCE SERVICEPERSON (RETAIL DEPOTS ONLY)

(Semi-annua l i ncreases to the second step , annual thereafter)

4O

4/1 /201 3 Hourly $30 . 50 $3 1 .28 $32 . 07 $32 . 90

Annua l $63 ,658 $65,286 $66 , 935 $68 ,667

4/1 /201 4 Hourly $30 . 50 $3 1 .28 $32 . 07 $32 . 90

Annual $63 ,658 $65 ,286 $66 , 935 $68 ,667

411 1201 5 Hourly $3 2 . 10 $31 .89 $32 .70 $33 .54Ann ua l $64 , 9 1 0 $66 , 559 $68 ,250 $70, 003

4/1 /201 6 Hourly $3 1 .71 $32 .5 1 $33 .34 $34 . 19Ann ua l $66 , 1 83 $67 , 853 $69 , 585 $71 , 359

029 CONTROL CONSOLE OPERATOR (RETAIL DEPOTS ONLY)


4O

411 1201 3 Hou rl y $30 . 33 $31 .40 $32 .43 $33 . 54 $34 .67Annua l $63 , 303 $65,536 $67 ,686 $70 , 003 $72 , 36 1

4/1 /201 4 Hourly $30 . 33 $31 ,40 $32 .43 $33 . 54 $34 .67An nual $63 , 303 $65 , 536 $67 ,686 $70,003 $72 ,36 1

4/1 /201 5 Hourly $30.92 $32 .01 $33 .06 $34 . 19 $35 .35Ann ua l $64 , 534 $66 , 809 $69 ,00 1 $71 , 359 $73 , 780

411 1201 6 Hourly $ 3 1 .52 $32 .63 $33 :71 $34.86 $36 .04Ann ua l $65 , 787 $68, 1 03 $70 , 358 $72 , 758 $75 ,22 1

Page 87 of 1 74

Class Hours of

Code Class Title Work

703 STATIONARY ENGINEER


4O

4/1 /201 3 Hourly $24 . 26 $25 .40 $26 .48

Ann ua l $50 ,634 $53 , 0 1 3 $55 ,268

411 /201 4 Hourly $24 .26 $25.40 $26.48

An nua l $50 ,634 $53 , 0 1 3 $55 ,268

411 1201 5 Hou rly $24 .73 $25 .90 $27 .00Annua l $51 ,6 1 5 $54 , 057 $56 , 353

4/1 /201 6 Hourl y $25 .2 1 $26 .41 $27 ,53Ann ua l $52 ,6 1 7 $55 , 1 2 1 $57,459

703 STATIONARY ENGINEER

(Semi-annual i ncreases to the second step, an nua l thereafter)

(Appl ies to Toronto Faci l ity on ly as per LOA dated August 1 3, 2003)

4O

411 /201 3 Hourly $31 . 90 $32 .68 $33 . 50 $34 .42

Annua l $66 , 580 $68 ,208 $69 , 9 1 9 $7 1 , 839

4/1 /2014 Hourl y $3 1 . 90 $32 . 68 $33. 50 $34.42

Ann ua l $66, 580 $68 , 208 $69 , 91 9 $7 1 , 839

411 1201 5 Hou rly $32 .52 $33 .32 $34. 15 $35 .09Annua l $67 , 874 $69 , 544 $7 1 ,276 $73 , 238

411 1201 6 Hourl y $33 . 15 $33 .97 $34 .82 $35 .77Ann ual $69 , 1 89 $70 , 900 $72 ,674 $74,657

Page 88 of 1 74


347 SENIOR SECURITY OFFICER


40

411 1201 3 Hourly $22.44 $23 . 36 $24 . 3 1 $25 .26 $26 . 32

Annua l $46 , 835 $48,756 $50 , 738 $52 , 72 1 $54 , 934

411 1201 4 Hourl y $22 .44 $23 . 36 $24 . 3 1 $25 .26 $26 . 32

Ann ua l $46 , 835 $48 , 756 $50 , 738 $52 , 72 1 $54 , 934

411 1201 6 Hourly $22 .88 23 .82 24,78 $25 .75 . 26.83Annua l $47 , 754 $49 ,7 1 6 $5 1 , 7 1 9 $53,744 $55 , 998

411 /201 6 Hourl y 23 .33 24 .28 $25 .26 $26 .25 $27 .35An n ua l $48,693 $50 ,676 $52 , 72 1 $54 , 787 $57 , 083

1 6 PRODUCT CONSULTANT

(Ann ua l i ncreases)

4O

411 1201 3 Hourly $24 . 08 $25 . 03 $25. 77 $26.48 $27 .25 $28 .04 $28 .68

Ann ua l $50 ,258 $52 ,24 1 $53 , 786 $55,268 $56 , 875 $58 , 523 $59 , 859

411 1201 4 Hou r ly $24 .08 $25 . 03 $25.77 $26 .48 $27 . 25 $28 . 04 $28 .68

An nual $50 , 258 $52 ,241 $53 ,786 $55,268 $56 , 875 $58 , 523 $59 , 859

411 1201 5 Hourly S24.55 25 .52 26 .27 27 .00 $27 .78 S28 .59 $29 .24Ann ua l $5 1 ,239 $53 ,264 $54 , 829 $56 , 353 $57 , 98 1 $59 ,671 $61 , 028

4/1 1201 6 Hou r ly $25 .03 26 .02 26 .78 27 .53 $28 ,32 $29 . 15 $29 .81Annua l $52 , 241 $54 , 307 $55 ,894 $57 ,459 $59 , 1 08 $60 , 840 $62 ,21 8

Page 89 of 1 74

Class

Code

1 8

C lass Title

IN STORE SPECIAL EVENTS COORDINATOR

(Annual I ncreases)

Hours of

Work

49

411 1201 3 Hourly $26 .05 $26 .88 $27 . 74 $28 .68

Ann ua l $54 , 370 $56 , 1 02 $57 , 897 $59 , 859

4/1 /201 4 Hourly $26. 05 $26 . 88 $27.74 $28 .68

Annual $54 , 370 $56 , 1 02 $57,897 $59 , 859

4/1 /201 5 Hourly 526 .56 527 .40 528 .28 529 .24Ann ua l $55 ,435 $57 , 1 88 $59 , 024 $61 ,028

411 1201 6 Hourly 527 .08 527 .93 528 .83 529 .81Annual $56 , 520 $58 , 294 $60 , 1 72 $62 ,2 1 8

438 SYSTEMS OFFICER 3

(Point of Sa le) (Annua l I ncreases)

4O

411 1201 3 Hourly $34 . 1 4 $35 . 83 $37 . 53 $39 .22 $40. 9 1

Ann ua l $71 ,255 $74, 782 $78 , 330 $81 , 858 $85 ,385

4/1 /201 4 Hourly $34 . 1 4 $35.83 $37 . 53 $39 .22 $40 . 9 1

Annual $71 ,255 $74 , 782 $78 , 330 $81 , 858 $85 , 385

4/1 /201 5 Hourly 534.81 536.53 538 .26 539 .99 541 .71Annua l $72,653 $76 ,243 $79 , 854 $83 ,465 $87 , 055

4/1 /201 6 Hourly 535 .49 537 .24 539 .01 540 .77 542 .52Ann ual $74 , 073 $77, 725 $8 1 ,4 1 9 $85 , 093 $88 ,745

Page 90 of 1 74

Class

Code

437

Class Title

SYSTEMS OFFICER 2

(Point of Sa le) (Ann ual I ncreases)

Hours of

Work

40

4/1 /201 3 Hourly $28 . 93 $30 .27 $3 1 .67 $33 . 1 6 $34 .7 1

Annua l $60 , 38 1 $63 , 1 78 $66 , 1 00 $69 ,2 ! 0 $72 ,445

4/1 /201 4 Hourly $28 . 93 $30 .27 $31 .67 $33. 1 6 $34.71

Annua l $60 , 381 $63 , 1 78 $66 , 1 00 $69 ,2 1 0 $72 ,445

411 /201 5 Hourl y ;29 .49 $ 30 .86 $32 .29 $33 .81 $35 .39Ann ua l $6 1 , 550 $64,409 $67 , 394 $70,566 $73, 864

411 1201 6 Hourly $30 .07 $31 ,46 $32 .92 $34 .47 $36 .08Ann ual $62 , 760 $65 ,662 $68 ,709 $7 1 , 944 $75 ,304

436 SYSTEMS OFF ICER 1

(Point of Sa le) (Annual I ncreases)

4O

4/1 /201 3 Hourly $25 .65 $26 . 59 $27. 5 1 $28. 52 $29 . 55

Ann ual $53 , 535 $55 ,497 $57 ,4 1 7 $59 ,525 $6 1 ,675

4/1 12014 Hourly $25 .65 $26. 59 $27 . 5 1 $28 . 52 $29. 55

Annua l $53 , 535 $55 ,497 $57 ,4 1 7 $59 , 525 $61 ,675

411 1201 5 Hourly $26 . 15 $27 . 11 $28 .05 $29 .08 $30. 13An nua l $54 , 579 $56 , 582 $58 , 544 $60 ,694 $62 , 886

4/1 /201 6 Hourl y $26 ,66 $27 .64 $28 .60 529 .65 $30.72Ann ual $55 ,643 $57 ,689 $59 ,692 $61 , 884 $64, 1 1 7

Page 91 of 1 74

Class Class Title Hours ofCode Work

709 BUILDING MAINTENANCE MECHAN IC 37 . 5

(Semi-annua l increases to the second step , annua l the reafter)

411 1201 3 Hourly $3 1 .28 $32 . 07 $32 . 90 $33 . 80

Annua l $6 1 , 205 $82 , 751 $64 , 375 $66 , 1 36

411 12014 Hourly $31 .28 $32 . 07 $32 . 90 $33 . 80

Ann ua l $61 , 205 $62 ,75 1 $64 , 375 $66 , 1 36

411 1201 5 Hourly $31 .89 $32 .70 $33 .54 $ 34 .46Ann ua l $62 , 399 $63 , 984 $65 ,628 $67 ,428

411 1201 6 Hourly $32 .5 1 $33 .34 34 . 19 $35 . 13Annual $63 ,6 1 2 $65,236 $66 , 899 $68 , 739

724 SENIOR CONTROL CONSOLE OPERATOR 37 .5

(Annual I ncreases)

411 1201 3 Hourly $33 . 54 $34 .67 $35. 59 $36 . 56

Annua l $65 , 628 $67 , 839 $69,639 $7 1 , 537

411 1201 4 Hourly $33 . 54 $34.67 $35.59 $36 . 56

Ann ua l $65 ,628 $67 , 839 $69 , 639 $7 1 , 537

411 1201 5 Hourl y $34 . 19 $35 .35 $36 .28 $37 .27Ann ua l $66 , 899 $69 , 1 69 $70 , 989 $72 , 926

411 1201 6 Hourl y $34 .86 $36 .04 $36.99 $38 .00Ann ual $68,2 1 0 $70 , 5 1 9 $72 , 378 $74 , 354

Page 92 of 1 74

Class

Code

723

Class Title

CONTROL CONSOLE OPERATOR

(Annual I ncreases)

Hours of

Work

37 . 5

411 1201 3 Hourly $30 . 33 $31 .40 $32 .43 $33 . 54 $34 . 67Ann ual $59 , 347 $61 ,440 $63 ,456 $65 ,628 $67,839

411 1201 4 Hourly $30 . 33 $31 .40 $32 .43 $33. 54 $34 . 67Annual $59 , 347 $61 ,440 $63 ,456 $65 ,628 $67 , 839

411 1201 5 Hourly $30 .92 $32 .01 $33 .06 $34 . 19 $35 .35Annua l $60 , 501 $62 ,634 $64 ,688 $66 , 899 $69 , 1 69

411 /201 6 Hourly $31 .52 $32 .63 $33 .7 1 $34 .86 $36 .04An nua l $61 ,675 $63 , 847 $65, 960 $68 , 2 1 0 $70 , 5 1 9

706 ELECTRON IC TECHNIC IAN

(Semi-annua l i ncreases to the second step , an nua l thereafter)

37 . 5

411 1201 3 Hourly $34 . 67 $35. 59 $36 . 56

An nual $67 , 839 $69 ,639 $7 1 , 537

4/1 /201 4 Hourly $34 .67 $35.59 $36 . 56

Annual $67 , 839 $69,639 $7 1 , 537

4/1 /201 5 Hourly $35 .35 $36 .28 $37 .27An nua l $69 , 1 69 $70, 989 $72 ,926

4/I I201 6 Hourly $36 .04 $36.99 $38 .00Annua l $70 , 5 1 9 $72 , 378 $74 , 354

Page 93 of 1 74

Class

Code

707

Class Title

MAINTENANCE ELECTRIC IAN

(SemFannual i ncreases)

Hou rs of

Work

37 . 5

411 1201 3 Hourly $33 . 80 $35. 59

Annua l $66 , 1 36 $69 ,639

411 1201 4 Hourly $33. 80 $35. 59

Annua l $66 , 1 36 $69 ,639

411 1201 5 Hourly $34 .46 $36 .28Annua l $67 ,428 $70,989

411 1201 6 Hourly $35 . 13 $36 .99Annua l $68 , 739 $72 ,378

708 MAINTENANCE MECHAN IC

(Semi-annua l i ncreases)

37 . 5

411 1201 3 Hourly $33 . 80 $35.59

Annua l $66 , 1 36 $69 ,639

411 1201 4 Hourly $33 .80 $35 .59

Ann ua l $66 , 1 36 $69 ,639

411 1201 5 Hourl y $34 .46 $35 .28Ann ua l $67 ,428 $70 , 989

4/1 /201 6 Hourl y $35 . 13 $36 .99Ann ua l $68 , 739 $72 , 378

Page 94 of 1 74

Class

Code

7 1 0

Class Title

MAINTENANCE SERVICEPERSON

(Semi-annua l i ncreases to the second step, annua l thereafter)

Hours of

Work

37 . 5

411 1201 3 Hourly $30. 50 $31 .28 $32 . 07 $32 . 90

Ann ua l $59 , 679 $61 , 205 $62 ,75 1 $64 , 375

411 1201 4 Hourly $30 . 50 $31 .28 $32 .07 $32 . 90

Annual $59 ,679 $6 1 ,205 $62 , 751 $64 , 375

411 1201 5 Hourly $3 1 . 10 $31 ,89 $32 .70 $33 .54Ann ua l $60 ,853 $62 , 399 $63 , 984 $65 , 628

411 1201 6 Hou rly $31 .71 ;32 .51 $33 .34 $34 . 19Annual $62 , 047 $63 ,6 1 2 $65 ,236 $66 , 899

7 1 9 STOREKEEPER

(Annual I ncreases)

37 . 5

411 1201 3 Hourly $25.44 $26.02 $26 .79 $27 . 5 1

Ann ua l $49 ,778 $50, 9 1 3 $52 ,420 $53 , 829

411 1201 4 Hou rl y $25 .44 $26 . 02 $26 . 79 $27 . 5 1

Annua l $49 , 778 $50 , 9 1 3 $52 ,420 $53 ,829

411 1201 5 Hourly $25 .94 $26 .53 $27 .31 $28 .05Ann ua l $50 , 757 $5 1 ,9 1 1 $53 ,437 $54 , 885

411 1201 6 Hourly $26 .45 $27 .05 $27 .84 $28 .60Annual $51 , 755 $52 , 929 $54 ,474 $55 , 962

Page 95 of 1 74

Class

Code

722

Class Title

VAX SYSTEM OPERATOR

(Semi-annua l i ncreases to the th i rd step, annua l thereafter)

Hours of

Work

37 5

411 1201 3 Hourly $25 . 28 $26 . 1 4 $26. 98 $27.96 $28. 84 $30 .27 $31 . 67Ann ua l $49 ,465 $51 , 1 48 $52 ,792 $54 , 709 $56 ,43 1 $59 229 $61 , 969

411 1201 4 Hourl y $25 .28 $26 . 1 4 $26 . 98 $27 . 96 $28 . 84 $30 .27 $3 1 .67Ann ual $49 ,465 $51 , 1 48 $52 , 792 $54 ,709 $56 ,431 $59 ,229 $6 1 , 969

411 1201 5 Hourly $25 .77 $26 .65 $27 .51 $28 .51 $29 .40 $30.86 $32 .29An nual $50 ,424 $52 , 1 46 $53 , 829 $55 , 785 $57, 527 $60 , 384 $63 , 1 82

4/1 /201 6 Hourly $26 .27 $ 27 . 17 $28 .05 $29 .07 $29 .97 $3 1 .46 $32 .92Annua l $5 1 ,402 $53 , 1 63 $54 , 885 $56 , 88 1 $58 ,642 $6 1 , 558 $64 ,4 1 4

71 2 WAREHOUSE FOREMAN/WOMAN 2


37 . 5

411 1201 3 Hourly $30 . 50 $31 . 28 $32 . 07

Ann ua l $59 ,679 $61 , 205 $62 , 75 1

411 12014 Hourl y $30 . 50 $3 1 .28 $32 . 07Ann ual $59 ,679 $6 1 ,205 $62 ,75 1

411 /201 5 Hourly $ 3 1 . 10 $3 1 .89 $32 .70An n ua l $60,853 $62 ,399 $63 ,984

4/1 /201 6 Hourly $31 .71 $32 .51 $33 .34An nua l $62 , 047 $63 ,6 1 2 $65 , 236

Page 96 of 1 74


71 3 WAREHOUSE FOREMAN/WOMAN 1 37 . 5

(Annual I ncreases)

411 /201 3 Hourly $28.75 $29 .63 $30 . 33

Ann ua l $56 ,255 $57 , 977 $59 , 347

4/1 /201 4 Hourly $28 . 75 $29 .63 $30 ; 33

Ann ual $56 , 255 $57 , 977 $59 , 347

4/1 /201 5 Hou rly $29 .3 1 $30 .2 1 $30.92Annual $57 , 35 1 $59 , 11 2 $60 , 50 1

4/1 /201 6 Hourly $ 29 ,88 $30 .80 $31 .52An r ua l $58 ,466 $60 , 266 $61 ,675

7 ! 6 WAREHOUSE WORKER 4 37.5

(An nua l I ncreases)

4/1 /201 3 Hourly $25 . 50 $26 . 35 $27 . 1 1 $27.95 $28 . 77

Ann ual $49 , 896 $5 1 ,559 $53 , 046 $54 ,690 $56 ,294

4/1 /2014 Hou r ly $25. 50 $26 . 35 $27 . 1 1 $27 . 95 $28 . 77

An nua l $49 ,896 $51 , 559 $53 , 046 $54 ,690 $56,294

4/1 /201 5 Hourly S26 .00 $26 .86 $27 .64 $28 .50 $29 .33Ann ua l $50 , 874 $52,557 $54 , 083 $55 , 766 $57 , 390

4/1 /201 6 Hourl y $26 .51 $27 .38 $28. 18 $29 .06 $29 .90Ann ual $5 1 , 872 $53 , 574 $55 , 1 40 $56 , 862 $58 , 505

NOTE: The final wage step shal l appl y to positions located at Durham, Toronto and London Warehouses .

Qual ified personnel sha l l progress to th i s step after completion of one year at previous step if so

recommended by supervisor .

Page 97 of 1 74

Class

Code

7 1 7

Class Title

WAREHOUSE WORKER 3

(Ann ua l I ncreases)

Hours of

Work

37 . 5

411 /201 3 Hour ly $24. 57

Ann ual $48 , 076

$25 .40

$49 , 700

$26 .2 1

$5 1 ,285

4!1 /2014 Hourly $24. 57

Annua l $48 ,076

$25 .40

$49 , 700

$26 .21

$5 1 ,285

4/1 /201 6 Hourly $25 .54 $26 .41 $27 .24Annua l $49 , 974 $5 1 ,676 $53 , 300

$25 .90

$50 ,678

4/1 /201 5 Hourly $25 .05Annua l $49 ,0 1 5

$26 .72

$52 ,283

7 1 8 UTILITIES PERSON 37 . 5

4/1 /201 3 Hourly $24 . 57

An nua l $48 , 076

4/1 1201 4 Hourl y $24. 57

Ann ua l $48 , 076

411 1201 5 Hourly $ 25 .05Ann ual $49 , 0 1 5

411 1201 6 Hourly $25 .54Annual $49 , 974

Page 98 of 1 74

Class

Code

O55

Class Title

CLERK GRADE 4 (Log istics Operations C lerks On ly)


Hours of

Work

37 . 5

7171201 3 Hourly $27 .27 $28 . 02 $28. 82 $29 .64

Ann ua l $53 , 359 $54 , 827 $56 , 392 $57 , 996

411 1201 4 Hourly $27 .27 $28 . 02 $28 . 82 $29 . 64

Ann ua l $53 ,359 $54 , 827 $56 ,392 $57 , 996

411 1201 5 Hourly $27 .80 $ 28 .57 $29 .38 $30 .22Annual $54 , 396 $55 , 903 $57 ,488 $59 , 1 3 1

411 /201 6 Hourly $28 .34 $29 . 13 $29 .95 $30.81Ann ual $55 ,453 $56 , 999 $58 ,603 $60 ,286

O56 CLERK GRADE 3 (Log ist ics Operations C lerks On ly)

(Annual i ncreases)

37 . 5

7171201 3 Hourly $25 . 1 5 $25 . 83 $26. 50 $27.20

Ann ua l $49 , 2 1 1 $50, 541 $51 , 852 $53 ;222

411 1201 4 Hourly $25 . 1 5 $25 . 83 $26. 50 $27 .20

Annua l $49 ,2 1 1 $50 , 54 1 $51 , 852 $53 ,222

411 /201 5 Hourl y $25 .64 $26 .33 $27 .02 $27 .73Annual $50 , 1 70 $51 , 520 $52 , 870 $54 ,259

411 1201 6 Hourly $26 . 14 $26 .84 $27 .55 $28 .27Ann ua l $51 , 1 48 $52 , 5 1 8 $53, 907 $55 , 3 ! 6

Page 99 of 1 74

Class

Code Class Title

605 CLERK GRADE 5


Hours of

Work

36 .25

4/1 /201 3 Hourly $30.77

Annual $58 ,20 1

$31 .67

$59 , 9O3

$32 .62

$6 1 , 700

$33 . 65

$63 ,648

411 1201 4 Hourly $30 . 77

Annual $58 , 20 1

$31 .67

$59 , 903

$32 .62

$61 , 700

4/1 /201 6 Hourly $31 .98Ann ua l $60 ,489

$32 .29

$61 ,076

$32 .92

$62 ,267

4/1 /201 5 Hourly $31 .37Ann ua l $59 , 336

$33 .26

$62 , 9 1 0

$33 .9 1

$64 , 1 40

$33 .65

$63 ,648

$ 34 .3 1

$64 , 896

$ 34 .98

$66 , 1 64

607 CLERK GRADE 4

(Annual I ncreases)

411 1201 3 Hourly $27 .27

Annual $51 ,580

$28.02

$52 ,999

$28 . 82

$54 , 5 1 2

$29 .64

$56, 063

36 .25

4/1 /201 4

411 1201 5 Hourly $27 .80Ann ua l $52 , 583

411 1201 6 Hourl y $28 .34Ann ua l $53 ,604

Hourly

An nua l

$27 .27

$51 , 580

$28 . 02

$52 , 999

$28.57

$54 , 039

$29 . 13

$55 , 099

$28 . 82

$54 , 5 1 2

$29 .38

$55 , 571

$29 .95

$56 ,650

$29 .64

$56 , 063

$30 .22

$57 , 1 60

$30.81

$58 ,276

Page 1 00 of 1 74


608 CLERK GRADE 3

(Ann ual increases)

36 .25

411 1201 3 Hourly $25 . 1 5 $25 . 83 $26 . 50 $27 .20

An nua l $47 , 571 $48 , 857 $50 , 1 24 $5 1 ,448

411 12014 Hourly $25 . 1 5 $25 . 83 $26 . 50 $27 .20

Annua l $47 , 57 1 $48 , 857 $50 , 1 24 $5 1 ,448

411 1201 5 Hourly $25 .64 $26.33 $27 .02 $27 .73An nua l $48 ,497 $49 , 802 $5 1 , 1 08 $52 ,45 1

411 1201 6 Hourl y $26 . 14 $26.84 $ 27 .55 $28 .27Ann ua l $49 ,443 $50,767 $52 , 1 1 0 $53 ,472

609 CLERK GRADE 2

(Sem i-ann ua l i ncreases to th i rd step , annual thereafter)

36 .25

4/1 /201 3 Hour ly $22 . 62 $23 . 1 7 $23 . 75 $24.36

Ann ua l $42 , 785 $43 , 825 $44 , 922 $46 ,076

411 1201 4 Hourly $22 .62 $23. 1 7 $23 .75 $24 . 36

Ann ua l $42 , 785 $43 , 825 $44, 922 $46 , 076

411 1201 5 Hourly $23 .06 $23 .62 $24 .21 $24 ,84Annua l $43 ,6 1 7 $44 ,677 $45 ,793 $46 , 984

411 /201 6 Hourly $23 . 51 $24 .08 $24 .68 $25 .32Annua l $44 ,469 $45 , 547 $46 ,682 $47 , 892

Page 1 0 1 of 1 74


630 SHIFT LEADER 36 .25


411 1201 3 Hourly $28. 93 $30.27 $31 .67 $33 . 1 6 $34 . 7 1

Ann ua l $54 , 720 $57 ,255 $59 , 903 $62 ,72 1 $65 ,653

4/1 /201 4 Hourly $28 .93 $30 . 27 $31 .67 $33. 1 6 $34.7 1

Ann ua l $54 ,720 $57 , 255 $59 , 903 $62 ,72 1 $65 ,653

411 1201 5 Hourly 529 .49 530.86 $ 32 .29 533 .81 535 .39Annual $55 , 780 $58 , 37 1 $6 1 , 076 $63 , 951 $66 , 939

411 1201 6 Hourly 530.07 53 1 .46 532 .92 534 ,47 536.08An nual $56 , 877 $59, 506 $62 , 267 $65 , 1 99 $68 ,244

63 1 COMPUTER OPERATOR GRADE 2 36 .25

(Sem i-annual i ncreases to the th i rd step , annual thereafter)

411 1201 3 Hou rly $25 .28 $26. 1 4 $26 . 98 $27 . 96 $28.84 $30 .27 $3 1 .67An nual $47 , 8 1 6 $49,443 $51 , 032 $52 ,886 $54,550 $57 ,255 $59 , 903

411 /201 4 Hourly $25.28 $26 . 1 4 $26 . 98 $27 . 96 $28 . 84 $30 .27 $3 1 . 67Annua l $47 ,8 1 6 $49 ,443 $5 1 , 032 $52 , 886 $54 , 550 $57 ,255 $59 , 903

411 1201 5 Hourly 25 .77 526.65 $ 27 .51 528.51 $29 .40 530.86 532 .29Ann ua l $48 , 743 $50 ,408 $52 ,034 $53 , 926 $56 ,609 $58 , 37 1 $6 1 , 076

411 1201 6 Hourl y 526 .27 527 . 17 528 .05 $29 .07 529 .97 531 .46 532 .92Ann ua l $49 ,689 $5 1 , 39 1 $53 , 056 $54 , 985 $56 ,687 $59 , 506 $62 , 267

Page 1 02 of 1 74

Class

Code

632

Class Title

COMPUTER OPERATOR GRADE 1

(Semi-annua l i ncreases)

Hours of

Work

36 .25

411 1201 3 Hourl y $22 .6 1 $23 . 23 $23 . 84 $24 . 54

Ann ua l $42 , 766 $43 ,939 $45 , 093 $46 ,4 1 7

411 1201 4 Hourl y $22 .6 1 $23 . 23 $23 . 84 $24 . 54

Ann ua l $42 , 766 $43 , 939 $45 , 093 $46 ,4 1 7

411 /201 5 Hourly $23 .05 $23 . 68 $24.31 $25 .02An n ua l $43 , 598 $44 , 790 $45 , 982 $47 , 325

4/1 /201 6 Hou r ly $23 .50 $24 . 14 $24 .78 $25 .51An n ua l $44 ,450 $45 ,660 $46 , 87 1 $48 ,25 1

487 DRAFTSPERSON

(SemFannua l i ncreases to the th ird step, annual thereafter)

36 .25

411 1201 3 Hourly $24 . 34 $25 . 03 $25 . 77 $26 .48 $27 .25Annual $46,038 $47, 344 $48 , 743 $50 , 086 $61 , 543

4/1 /201 4 Hourly $24 . 34 $25 .03 $25 .77 $26 .48 $27 .25Annual $46 , 038 $47 , 344 $48 ,743 $50 , 086 $5 1 , 543

411 1201 5 Hourly $24.82 525 .52 $26 .27 $27 .00 $27 .78Ann ual $46 , 946 $48 ,270 $49 ,689 $5 1 , 070 $52 ,545

4/1 120t 6 Hourl y $25 .30 $26 .02 $26 .78 $27 .53 $28 .32Ann ua l $47 , 854 $49 ,2 1 6 $50 ,654 $52 , 072 $53 , 567

Page 1 03 of 1 74

Class

Code

328

Class Title

D ISTRIBUTION ANALYST 3

(Annual I ncreases)

411 1201 3 Hourly $3&92 $35 .85 $37 .83 $40 . 00 $42. 1 5Annua l $64 , 1 59 $67 ,809 $7 1 , 554 $75 ,659 $79 ,726

411 12014 Hourly $3&92 $35 .85 $37 .83 $40 . 00 $42 . 1 5Annua l $64, 1 59 $67 , 809 $7 1 ,554 $75 ,659 $79 ,726

411 /201 5 Hourly $34.58 $36 .55 $38 .57 $40.78 $42 .97Annua l $65 ,407 $69 , 1 33 $72 ,954 $77 , 1 34 $81 ,277

411 /201 6 Hourly $35 .25 $37 .26 $39 .32 $41 .58 $43 .81Annua l $66,674 $70 ,476 $74,373 $78 ,647 $82 , 865

Hours of

Work

36 .25

329 DISTRIBUTION ANALYST 2

(Annual I ncreases)

411 1201 3 Hourly $33 .93 $35 . 54 $37.23 $38 . 84 $40. 50Ann ua l $64 , 1 78 $67 ,223 $70 ,420 $73 ,465 $76 ,605

411 12014 Hourl y $33 . 93 $35 . 54 $37 .23 $38 . 84 $40 . 50Ann ua l $64 , 1 78 $67 ,223 $70 ,420 $73 ,465 $76 , 605

411 1201 5 Hourl y $34 .59 $36 .23 $37 .96 $39 .60 $41 .29Ann ua l $65 ,426 $68 ,528 $7 1 ,800 $74, 902 $78 , 099

411 1201 6 Hourl y $35 .27 $36 .94 $38 .70 $40.37 $42 . 10Ann ual $66 , 7 1 2 $69,87 1 $73,200 $76 , 359 $79 ,631

36 .25

Page 1 04 of 1 74

Class

Code

330

Class Title

DISTRIBUTION ANALYST 1

(Annual I ncreases)

411 1201 3 Hourly $27 . 78 $28 .75 $29 . 76 $3& 81 $31 . 96Annual $52 , 545 $54 , 380 $56 , 290 $58 ,276 $60 ,451

411 1201 4 Hourly $27 . 78 $28.75 $29 . 76 $30 . 8 1 $31 . 96Annual $52 , 545 $54, 380 $56 , 290 $58 ,276 $60 ,451

411 /201 5 Hourly $28 ,32 $29 .31 $30 .34 $31 .41 $32 .58Annual $53 , 567 $55,439 $57 , 387 $59 ,4 1 1 $6 1 ,624

411 1201 6 Hourly $28 .87 $29 .88 $30 .93 $32 .02 $33 .22Ann ual $54 ,607 $56, 5 1 7 $58 , 503 $60 ,565 $62 , 835

Hours of

Work

36 .25

65O F IELD AUDITOR

(Annual I ncreases)

36 .25

411 1201 3 Hou r ly $30 . 84 $32129 $33.73 $35 . 37 $37 .06Ann ual $58 , 333 $61 , 076 $63 ,799 $66 , 90 1 $70 , 098

411 1201 4 Hou r ly $30 . 84 $32 .29 $33.73 $35. 37 $37 . 06Ann ual $58 , 333 $61 , 076 $63 ,799 $66 , 90 1 $70 , 098

411 1201 5 Hourly $31 .44 $32 .92 $34 .39 $36 .06 $ 37 .78Ann ual $59 ,468 $62 , 267 $65,048 $68,207 $7 1 ,460

4/1 /201 6 Hour ly $32 .05 $33 .56 $35 .06 $36 .76 $38 .52Ann ual $60 , 622 $63 ,478 $66 , 3 1 5 $69 , 531 $72 , 860

Page 1 05 of 1 74

Class

Code

53 1

C lass Title

LAB TECHNOLOGIST

(Annual I ncreases)

Hours of

Work

36 .25

411 1201 3 Hourly $33 .64 $35 . 1 0 $36 .46 $38 . 1 0 $39 .74Ann ua l $63 , 629 $66 ,39 1 $68 , 963 $72 , 065 $75 , 1 67

411 /201 4 Hourly $33 .64 $35. 1 0 $36 .46 $36 . 1 0 $39 .74Ann ual $63 ,629 $66 ,39 1 $68 , 963 $72 , 065 $75, 1 67

411 1201 5 Hourl y $34 .30 $35 :78 $37 . 17 $38 .84 $40.52Annual $64 , 878 $67 ,677 $70 ,306 $73 ,465 $76 ,642

411 1201 6 Hourly $34.97 $ 36 .48 $37 .90 $ 39 . 60 $41 .3 1Annua l $66 , 1 45 $69 , 00 1 $7 1 , 687 $74 , 902 $78, 1 37

506 LAB TECHNICIAN GRADE 3

(Annual I ncreases)

411 1201 3 Hourly $29 . 50 $30 . 39 $3 1 .27 $32 .20 $33. 1 3Ann ua l $55 ,798 $57 ,482 $59, 1 46 $60 , 905 $62 ,665

4/1 /2014 Hourl y $29 .50 $30 .39 $31 .27 $32.20 $33 . 1 3Annual $55,798 $57 ,482 $59 , 1 46 $60, 905 $62 ,665

4/1 1201 5 Hourl y $30.08 $30.98 $ 31 .88 $32 .83 $33 .78Annua l $56 , 896 $58,598 $60, 300 $62 ,097 $63,894

411 /201 6 Hourly $ 30 .67 $31 .58 $32 .50 $ 33 .47 $34.44Ann ual $58 , 0 1 1 $59 , 733 $61 ,473 $63, 308 $65 , 1 42

36 .25

Page 1 06 of 1 74

Class

Code

507

Class Title

LAB TECHNIC IAN GRADE 2

(Semi-annua l i ncreases to the th i rd step, annual thereafter)

Hours of

Work

36 .25

411 1201 3 Hourl y $25 . 32 $25 , 96 $26 .64 $27 . 34 $28 . 04Ann ua l $47 , 892 $49 , 1 03 $50 ; 389 $51 , 7 1 3 $53 , 037

4/1 /20i4 Hourly $25 , 32 $25 . 96 $26 .64 $27 . 34 $28 . 04Annual $47 , 892 $49 , 1 03 $50 , 389 $5 1 , 7 1 3 $53 , 037

Hourly $26 .31 $26 .99 $27 .69 $28 .41 $29 . 15Annua l $49 , 765 $5 1 , 05 1 $52 ,375 $53 ,737 $55 , 1 36

411 1201 6

411 1201 5 Hourly $25 .81 $26 .47 $27 . 16 $ 27 .87 $28 .59Annual $48 , 8 1 9 $50, 067 $5 1 , 372 $52 ,7 1 5 $54, 077

5 1 5 SEN IOR PRODUCTS TECHNICIAN


4/1 /201 3 Hourl y $35 . 85 $37 . 83 $40 . 00 $42 . 1 5Ann ua l $67 , 809 $71 , 554 $75 ,659 $79 ,726

36 .25

4/1 /201 4 Hourly $35 . 85 $37 . 83 $40 . 00 $42 . 1 5An nua l $67 ,809 $7 1 , 554 $75 ,659 $79 ,726

411 1201 5 Hourly $36 .55 $38 .57 $40.78 $42 .97An nual $69 , 1 33 $72 ,954 $77 , 1 34 $81 ,277

4/1 /201 6 Hourly $37 .26 $39 .32 $41 ,58 $43 ,81Annua l $70 ,476 $74 , 373 $78 ,647 $82 , 865

Page 1 07 of 1 74

Class

Code

51 8

C lass Title

PRODUCTS TECHN IC IAN


Hours of

Work

36 .25

4/1 /201 3 Hourl y $30 . 70 $31 . 82 $32. 93 $34 .03

Ann ual $58 , 068 $60 , 1 87 $62 ,286 $64,367

411 /2014 Hourly $30 . 70 $31 . 82 $32. 93 $34 . 03

Ann ual $58 , 068 $60 , 1 87 $62 ,286 $64 , 367

411 1201 5 Hourly $3 2 .30 $32 .44 $33 .57 $34 .69Annua l $59 ,203 $61 , 359 $63 ,497 $65 ,61 5

411 1201 6 Hourly $3 1 .9 1 $33 .07 $34 .23 $35 .37Annua l $60 , 357 $62 , 551 $64 , 745 $66, 90 1

655 MARKETING RESEARCH ANALYST

(Ann ua l I ncreases)

36 .25

411 1201 3 Hourly $33 .66 $35 .47 $37 . 32 $39 . 1 3 $40. 93

Ann ual $63 ,667 $67 , 091 $70 , 590 $74 , 0 1 3 $77 ,4 1 8

411 12014 Hourly $33 .66 $35 .47 $37 . 32 $39 . 1 3 $40 . 93Annua l $63,667 $67, 09 1 $70 , 590 $74 ,0 1 3 $77 ,4 1 8

4/1 /201 5 Hourly $34 . 32 $36 . 16 $38.05 $39 . 89 $41 .73An nua l $64 , 9 1 5 $68 , 396 $71 , 97 1 $75 ,451 $78 , 93 1

411 /201 6 Hourl y $34.99 $36 . 87 $38 . 79 $40 .67 $42 .54Ann ual $66 , 1 83 $69 , 739 $73 , 370 $76 , 926 $80,463

Page 1 08 of 1 74

Class

Code

656

Class Title

JUNIOR MARKETING RESEARCH ANALYST

(Annual I ncreases)

Hou rs of

Work

36.25

411 1201 3 Hourly $26 .89 $27 .96 $29 . 1 1 $30 .24 $31 . 5 1Ann ua l $50,862 $52 ,886 $55 ,06 1 $57 , 1 98 $59 , 600

411 12014 Hourly $26.89 $27 . 96 $29. 1 1 $30 .24 $31 . 5 1Annua l $50,862 $52 ,886 $55 , 06 1 $57 , 1 98 $59 , 600

411 /201 5 Hourly $27 .41 $28 .5 1 $29 .68 $30 .83 $32 . 12Annua l $5 1 , 845 $53 , 926 $56 , 1 39 $58 , 3 1 4 $60 , 754

411 1201 6 Hou r ly $27 .94 $29 .07 $30 . 26 $31 .43 $32 . 75Ann ua l $52 , 848 $54 , 985 $57 ,236 $59 ,449 $61 , 946

642 PURCHASING OFFICER 3

(Annual I ncreases)

411 1201 3 Hourly $33 .59 $34 . 87 $36 . 1 9 $37, 53 $38, 93Annua l $63,535 $65 ,956 $68 ,452 $70 ,987 $73 ,635

411 1201 4 Hou r ly $33 .59 $34 .87 $36 . 1 9 $37 . 53 $38.93Annua l $63, 535 $65 , 956 $68 ,452 $70 , 987 $73 ,635

411 1201 5 Hou r ly $34.25 $35 .55 $36.90 $38. 26 $39 .69Ann ua l $64 ,783 $67 ,242 $69 ,795 $72 , 368 $75 , 073

4/1 /201 6 Hourly $34.92 $36 .24 $37 .62 $39 .0 1 $40.46Ann ual $66, 050 $68 , 547 $7 1 , 1 57 $73 ,786 $76 , 529

36 .25

Page 1 09 of 1 74

Class

Code

64 1

Class Title

PURCHASING OFFICER 2


411 1201 3 Hourly $29 . 1 7 $30 . 04 $30 . 82 $31 .72 $32.67Annua l $55 , 1 74 $56 , 820 $58 ,295 $59 , 998 $6 1 ,794

411 12014 Hourly $29 . 1 7 $30 . 04 $30 . 82 $31 . 72 $32 .67Annua l $55 , 1 74 $56 , 820 $58 ,295 $59 , 998 $61 ,794

411 1201 6 Hourl y $ 29 .74 $30 .63 $3 1 .42 $32 . 34 $33 .3 1Annua l $56 ,252 $57 , 936 $59 ,430 $61 , 1 70 $63 ,005

411 1201 6 Hourl y $30 .32 $31 . 23 $32 .03 $32 . 97 $33 . 96Annua l $57 , 349 � $59 , 07 1 $60 , 584 $62 , 362 $64 , 234

Hours of

Work

36 .25

640 PURCHASING OFFICER 1

(Annual I ncreases)

36 .25

411 1201 3 Hourly $25 .44 $26 . 02 $26 . 79 $27 . 51 $28.27An nual $48 , 1 1 9 $49 , 2 1 6 $50 ,673 $52 , 034 $53 ,472

4/1 /201 4 Hourly $25 .44 $26 . 02 $26 . 79 $27 . 5 1 $28 .27Annual $48 , 1 1 9 $49 ,2 1 6 $50 ,673 $52 , 034 $53 ,472

411 1201 5 Hourly $25 .94 $26 . 53 $27 . 3 1 $ 28 .05 $28 . 82An n ual $49 , 065 $50 , 1 8 1 $5 1 ,656 $53 , 056 $54 , 5 1 2

411 1201 6 Hourly $26 .45 $27 .05 $27 .84 $28 .60 $29 . 38An nual $50 , 029 $51 , 1 64 $52 ,659 $54 , 096 $55 , 571

Page 1 1 0 of 1 74

Class

Code

247

Class Title

SEN IOR PROGRAMMER ANALYST


Hours of

Work

36 .25

4/1 /201 3 Hourly $34 . 0 1 $36 . 1 9 $38 .4 1 $40 .78 $43.2 1Annual $64 , 329 $68 ,452 $72 ,651 $77 , 1 34 $81 , 731

411 1201 4 Hourly $34 . 0 1 $36 . 1 9 $38 .4 1 $40.78 $43.2 1Annua l $64 , 329 $68 ,452 $72 ,651 $77 , 1 34 $81 , 731

411 1201 5 Hourl y $34 .67 $36 .90 $39 . 16 $41 .58 $44.05Ann ua l $65 , 577 $69 ,795 $74 ,070 $78 ,647 $83, 3 1 9

411 /201 6 Hourl y $35 . 35 $ 37 .62 $39 .92 $42 .39 $44.9 1Ann ua l $66 , 664 $71 , 1 57 $75 , 508 $80 , 1 80 $84,946



411 1201 3 Hourly $34. ! 6 $35 . 83 $37 . 53 $39 .22 $40. 9 1An nua l $64 ,61 3 $67 , 771 $70 , 987 $74, 1 84 $77, 380

411 1201 4 Hou rly $34 . 1 6 $35 . 83 $37. 53 $39 .22 $40. 9 1Annua l $64,6t 3 $67 , 77 1 $70 , 987 $74 , 1 84 $77 , 380

411 1201 5 Hou r ly $34.83 $36 .5 3 $38.26 $39 .99 $41 .7 1Ann ua l $65 , 880 $69 , 096 $72 , 368 $75 ,640 $78, 893

411 1201 6 Hourl y $35 .5 1 $37 . 24 $39 .01 $40 .77 $42 .52Ann ua l $67 , 1 66 $70 ,438 $73 , 786 $77 , 1 1 5 $80 ,425

36 .25

Page 1 1 1 of 1 74

Class

Code

434

Class Title

SYSTEMS OFFICER 2

(Annual I ncreases)

Hours of

Work

36 .25

411 1201 3 Hourl y $28 . 93 $30 .27 $3 1 .67 $33 . 1 6 $34.7 1Annual $54 , 720 $57 , 255 $59 , 903 $62 ,72 1 $65 ,653

4/1 /201 4 Hourly $28 . 93 $30 .27 $3 1 .67 $33. 1 6 $34 . 7 1Annua l $54 ,720 $57 ,255 $59 , 903 $62 , 72 1 $65 ,653

411 /201 5 Hourly $29 ,49 $30.86 $32 . 29 $ 33 .8 1 $35 . 39Annua l $55 ,780 $58, 37 1 $61 , 076 $63 , 951 $66 , 939

411 1201 6 Hourly $30 .07 $31 .46 $32 ,92 $34 .47 $36 .08Ann ual $56 , 877 $59 , 506 $62 ,267 $65 , 1 99 $68 , 244


(Annual I ncreases)

36 .25

4/1 /201 3 Hou rly $25.65 $26 . 59 $27 . 5 1 $28 . 52 $29 . 55Annual $48 , 5 1 6 $50 ,294 $52 , 034 $53,945 $55 , 893

4/1 /201 4 Hourly $25.65 $26.59 $27. 5 1 $28 . 52 $29 . 55Ann ual $48 , 5 1 6 $50 ,294 $52 , 034 $53 ,945 $55 ,893

4/1 /201 6 Hourly $26 .66 $27 .64 $28 .60 $29 .65 $30.7 2Annua l $50 ,427 $52 ,260 $54 , 096 $56 , 082 $58 , 1 06

411 1201 5 Hourl y $26 . 15 $27 . 1 1 $ 28 .05 $29 .08 $30, 13Ann ual $49 ,462 $5 1 ,278 $53 , 056 $55 , 004 $56 ,990

Page 1 1 2 of 1 74

Class

Code

1 79

Class Title

CATEGORY ANALYST


Hours of

Work

36 .25

411 1201 3 Hourly $34. 0 1 $36 . 1 7 $38 .4 1 $40 .78 $43 . 20

Annual $64 , 329 $68 ,41 5 $72 ,65 1 $77 , 1 34 $8 1 ,7 1 2

411 1201 4 Hourly $34 . 0 1 $36. 1 7 $3&41 $40 . 78 $43 .20

Ann ua l $64 , 329 $68 ,4 1 5 $72 , 65 1 $77 , 1 34 $81 , 7 1 2

411 1201 5 Hou rly $34 .67 $36 .88 $39 . 16 $41 .58 $44 .04Annual $68 , 577 $69 , 758 $74 , 070 $78 , 647 $83 , 300

411 1201 6 Hourly $35 .35 $ 37 .60 $39 .92 $42 . 39 $44.90Ann ua l $66 , 664 $71 , 1 1 9 $75 ,508 $80 , 1 80 $84 , 927

1 80 ANALYST


36 .25

411 1201 3 Hourl y $33 .66 $35.47 $37 . 32 $39 . 1 3 $40 . 93

Ann ua l $63 ,667 $67 , 091 $70 , 590 $74 ,0 1 3 $77 ,4 1 8

4/1 /201 4 Hou r ly $33.66 $35.47 $37 . 32 $39 . 1 3 $40.93

Annual $63 ,667 $67 , 09 1 $70, 590 $74 , 0 1 3 $77 ,4 1 8

411 /201 5 Hourly $34 . 3 2 $36 . 16 $38 .05 $39 .89 $41 .73Ann ua l $64 , 9 1 5 $68 , 396 $71 , 971 $75 ,45 1 $78 , 93 1

411 1201 6 Hour l y $34.99 $36 .87 $38.79 $40 . 67 $42 , 54An n ual $66 , 1 83 $69 ,739 $73, 370 $76 , 926 $80 ,463

NOTE: Divid ing l ines designate class series .

Page 1 1 3 of 1 74

APPENDIX 1 - Excluded Positions

Positions to be excl uded in add ition to those who would norma l ly be considered manageria l inaccordance with the Labou r RelatiOns Act .

Coord i nator IT Service Desk

Senior Systems AnalystService Desk AnalystSystems AnalystData Admin istrator

Database Admin istrator

Consulting Techn ica l Systems Specia l istSen ior Technica l Systems Specia l istAss istant Des ign Coord i natorAuto CAD Designer/Adm in istratorDesign Coord inatorLease-Real Estate Adm in istrator

Coord i nator Documentation and Tra in ing

Coord inator POS Services and SupportDocumentation Tra in ing Coord i nator

User Acceptance Testing Coord i natorFO I Adm in istrative Ass istant

Commun ications Consu ltant

Sen ior Communications Consu ltant

Coord i nator Environmenta l ManagementAud it C lerk

Ass istant - FLS

Loss P revention C lerk

Manuals Writer

HR Admin istrator

HR I nformation Systems Adm i n istratorPKCC Admin istrator

F inancia l Ana lystOperations AnalystP lanogram AnalystI nventory Coord inatorAssistant Construction Coord i nator

Sen ior Treasury AnalystTreasu ry AnalystBenefits Advisor

Reta i l Tra in ing Consu ltantTra i n i ng Consu ltantSpecia l Projects OfficerCoord i nator - Brewery, Disti l lery, WineryReta i l P lann ing Ana lystConstruction Coord inator

Sen ior Po l icy AnalystI nformation Systems Aud itorManagement Aud itorCoord inator of Strateg ic P lann ingManager of I nsu rance and RiskEconomic Pol icy Ana lyst

Page 1 1 4 of 1 74

Senior Economic Pol icy AnalystBenefits Counselor

Analyst - HR SystemsReception ist - Reg iona l OfficesF inancia l Qual ity Assu rance Analyst

Reception ist - HRSupervisor, Records ManagementAdmin istrative Assistant , Corporate Pol icySen ior F inancia l Analyst

Foreperson Sh ipp i ng and Receiving and Foreperson MPLDurham Faci l ity (Those i n such positions wh ich were excluded as of Ju ly 1 4 , 2000)

Page 1 1 5 of 1 74

APPENDIX 2 - Mediation-Arbitration Process

MEMORANDUM OF AGREEMENT

Between :


(here inafter ca l led the "Employer")

- and

THE ONTARIO LIQUOR BOARDS EMPLOYEES' UN ION

(hereinafter ca l led the "Un ion")

The Parties acknowledge that, there is a mutual interest in reducing the number of outstand ingg rievances and in effecting the qu ick d isposition of any compla ints or d ifferences submitted th rough theg rievance procedure . As a resu lt , the Parties ag ree to implement a Med-Arb process as a joi nt attemptto reduce the number of outstand ing grievances and to effect the qu ick d isposition of grievances .

( 1 ) Mutua l Agreement

It is understood that the Parties sha l l agree in writ ing , to those g rievances which sha l l proceedthrough the Med-Arb p rocess and not be subject to a formal hearing as contemplated underArticle 28 . 1 0 , u n less the Arb itrator determines that the case is more su ited for a formal hea ri ng .

(2) Non -Precedentia l Decis ions

The decis ion of the Arb itrator appo i nted under th is process sha l l be app l icab le on ly to the caseheard and sha l l not be used as a precedent for futu re cases . Further, a decis ion issued underth is process is not subject to appeal .

(3) Nature of Cases to be Heard

(a) D iscip l i ne cases , excl ud i ng d ism issa ls and suspens ions in excess of twenty (20) days ,except on ag reement of the parties .

(b) Those g rievances that do not i nvo lve novel prob lems and which have l im ited contractua ls ign ificance or complexity .

(c) Where the respective pos ition of the Parties with regard to the facts of the case is wel lknown and there is no d isag reement on the mean i ng of the provisions of the co l lectiveag reement, wh ich app l ies to a particu la r grievance.

(4) Pre-Heari ng Subm issions

I t is ag reed that both Parties sha l l provide the Arb itrator appoi nted to hear the particu larcase(s) , an ag reed statement of facts . Further, where there are d ifferences as to the facts athand , the Parties agree to provide each other and the Arb itrator a summary of those

Page 1 1 6 of 1 74

d ifferences . Th is documentation sha l l be provided no later than fourteen ( 1 4) days prior to thedate of the Med-Arb hea ring .

(5) Heari ng Format

(a) The heari ng sha l l be informa l i n natu re . No testimony by witnesses shal l be requ i redexcept as deemed necessary by the Arb itrator.

(b) There shal l be no formal ru les of evidence and the Arb itrator sha l l conduct any investigationdeemed necessary in an attempt to effect the qu ick d isposition of the g rievance.

(c) I n add it ion to those who are p resenti ng the cases , the Grievor and one ( 1 ) Employerrepresentative sha l l be present at the hearing .

(d) The cases sha l l not be presented by lawyers . Those presenting the cases sha l l mutua l lyag ree on the number of cases to be heard on a particu lar day and the location of the hearing .

(e) The Arb itrator sha l l attempt to med iate the matter at hand and where a med iatedag reement is not attainab le , sha l l issue a verba l decision on the matter. Th is decis ion sha l lbe confi rmed in writing , no later than two (2) weeks from the date of the hearing .

(f) Cases sha l l be schedu led on a quarterly basis .

(g) The Arb itrator sha l l be bound by the terms and cond itions of the col lective ag reement andsha l l not be authorized to amend any of the terms conta ined there i n .

(6) Selection of Arbitrato rs

Grievances which proceed through th is Med iation/Arbitration system shal l be heard by GSBarb itrators selected through the mutua l ag reement of both parties .

The Parties agree to include the Med-Arb process as part of the Col lective Ag reement .Furthermore ; the parties ag ree to make every effort to ensu re Med iation/Arb itration is uti l ized .

Al l requests under clause (3) and (6) above sha l l not be unreasonab ly withhe ld .

Date th is May 24 , 2002 .

For the Employer For the Union

Wayne ZacharDirector, Employee Relations

John Coones

Pres ident OLBEU

Page 1 1 7 of 1 74

APPENDIX 3 - Labour/Management Committees

MEMORANDUM OF AGREEMENT

BETWEEN :

THE LIQUOR CONTROL BOARD OF ONTAR IO

(here i nafter ca l led the "Employer")

- and


(here inafter ca l led the "Un ion")

Article 1 - General

1 . 1 Th is Memorandum covers a l l employees of the L iquor Contro l Board of Ontario who aremembers of the "Barga i n i ng Un it" as defined in Article 1 of the Col lective Agreement.

1 .2 The pu rpose of th is Memorandum is to permit d iscussion at both the loca l and provincia l leve land to provide the parties with the opportun ity to exp lore matters of mutua l interest and concern .

1 . 3 The authority for th is Memorandum is derived from Article 3 . 3 of the Col lective Agreement.

Article 2 - Exclusion From the Agenda

2 . 1 It is ag reed that the fo l lowi ng items wi l l not be the subject of th is Memorandum of Agreement.

(a) Any matter which may invo lve amendments to leg is lation or regu lation .

(b) Any matter which requ i res centra l agency approval , such as Management Board of Cabinet .

(c) Any matter which m ight more properly be the subject of an i nd ividua l g rievance.

(d) Any matter i nvolvi ng the interpretation and app l ication of the col lective agreement .

2 .2 I t is ag reed and understood the pu rpose of th is committee is to encou rage an exchange ofi nformation and ideas . Accord ing ly , any discuss ion du ring these meetings is to be cons ideredas non-precedentia l in natu re and sha l l not be used to the detriment of either Party i n anyfutu re proceedings .

Article 3 - Provincia l LabourlManagement Committee

3 . 1 E ither Party wi l l be represented by up to s ix (6) members on the Committee and wi l l meetevery th ree (3) months , or as requ i red .

3 .2 Notwithstand ing Section 3 . 1 above , either party may invite one ( 1 ) or more persons to provideexpertise and advice on specific items.

Page 1 1 8 of 1 74

3 . 3 The Provincia l Labour/Management Committee sha l l d iscuss on ly such matters that havecorporate wide impl ications , or outstand i ng matters that the Local Labour/ManagementCommittees were unab le to reach ag reement .

3 .4 Notwithstand i ng Section 3 . 3 above , either party to the Ag reement may formal ly request that aspecia l meeting of the Labour/Management Committee be held , provided both parties ag ree ,the meeting sha l l be convened with in fourteen ( 1 4) days of the formal request.

Artic le 4 - LocallLabour Management Committee

4 . 1 E ither Party wi l l be represented on the committee by th ree (3) members . I n add ition , aRepresentative of the Un ion and a Human Resou rce Advisor may attend these meeti ngs .

4 . 2 Notwithstand ing Section 4 . 1 above, either party may invite one (1 ) or more persons to provideexpertise and advice on specific items, provided prior agreement is obtained from the other party.

4 . 3 Meetings of the Local Labour/Management Committee shall be held once every th ree (3) monthsor as requ i red . Notification of agenda items shal l be provided at least ten (1 0) days in advance ofthe meeting . The minutes of the meeting sha l l be ci rculated to those members of the LocalLabour/Management Committee and a copy shall be provided to the President of the Union .

Dated th is 24th day of May, 2002 .

For the Employer For the Union


John Coones

P res ident OLBEU

Page 1 1 9 of 1 74

APPENDIX 4 - Seasonal EmployeesApplicable to Seasonal Employees(LCBO Logistics Facilities)

SECTION i - APPLICATION

This Append ix has been developed to cover the terms and cond itions of employment for seasonalemp loyees with i n the fol lowing faci l ities of the Logistics Divis ion of the LCBO:

4- 1 . 1 Toronto Warehouse , Thunder Bay Warehouse , Ottawa Warehouse, London Warehouse,Du rham Warehouse , Vintages (Department 738) , Department 739 and the Security Desk atHead Office/Free land Street.

4- 1 . 2 Subject to Appendix 4 , the seasona l periods of employment and the scheduling of employeeswi l l be subject to change by the Employer from year to year as determ i ned by the un iqueneeds of each warehouse . Accord ing ly, the number of employees who atta in , or lose seasona lstatus , as defined below, wi l l be subject to change .

SECTION 2 - SCHEDULING OF HOURS OF WORK

4-2 . 1 I n Log istics faci l it ies , hou rs of work wi l l be ass igned by Department i n the fol lowi ng order:

� fi rst to employees who have atta i ned seasonal status commencing with the seasonalemployee with the earl iest seasonal attainment date , and then

° to casua l employees i n order of sen iority

provided they a re qua l ified to perform the work , and no overtime is incu rred .

4-2 .2 It is understood that these ava i lable hou rs of work a re hou rs of work requ i red after hou rs of

work for permanent fu l l-time employees have been scheduled .

4-2 . 3 Shou ld two (2) or more seasona l employees have the same seasonal atta inment date theircasua l sen iority date sha l l be the determin ing factor with the employee with the greatest senioritycom ing first. Shou ld a further determination be requ i red the casua l appointment dates shal l bethe determin ing factor with the employee with the earl iest casual appointment date coming first.

4-2 .4 (a) There sha l l be one ( 1 ) fifteen ( 1 5) m inute paid rest period du ri ng each four (4) consecutivehou rs worked .

(b) A seasonal emp loyee who works in excess of five (5) regu lar hours sha l l receive one ha lfhour off without pay for a meal period .

SECTION 3 - PROMOTION TO A PERMANENT FULL-TIME VACANCY

4-3 . 1 P romotion of a Seasonal employee to a permanent fu l l-t ime vacancy, at the entry leve l , sha l lbe i n accordance with Article 22 . 5 (a) . An employee assigned to such pos ition sha l l a lso becovered by Articles 22 . 8 (a) and (b) .

4-3 . 2 A seasonal employee may also be required to fi ll a temporary vacancy provided that he/she isqual ified to do such work and he/she works within the department in which the temporary vacancy

Page 1 20 of 1 74

exists . Seasonal employee(s) shal l not be assigned such temporary vacancy unti l el ig iblepermanent fu l l time employees have first been considered in accordance with Article 22 . 5 (b) .

SECTION 4 - SEASONAL STATUS DEFINED

4-4 . 1 Casua l employees who work for seven hundred (700) hours or more, exclusive of overtime, in anyconsecutive twenty six (26) week period shall thereafter be considered to be seasona l employees .

4-4 . 2 The fo l lowi ng periods sha l l a lso be credited to an employee for the purposes of determin i ngwhether they achieve status as a seasonal employee:

° Where a paid ho l iday occu rs on a day that wou ld otherwise have been a regu lar worki ngday for such casual employee , du ring one of the above weeks, he/she shal l be cred itedwith seven and one ha lf (7 ½) hou rs .

Where an absence resu lt i ng from a hand icap as defined with in the Ontario H uman RightsCode , or pregnancy leave occu rs on a day that would otherwise have been a regu larworki ng day for such casua l employee, du ring one of the above weeks, he/she shal l becred ited for any hou rs they wou ld have otherwise worked .

SECTION 5 - LOSS OF SEASONAL STATUS

4-5 . 1 A seasona l employee may lose h is/her status as a seasonal employee and revert to casualstatus in the event that they do not work for seven hund red (700) hou rs , exclus ive of overtime,in any twenty s ix (26) week period for two (2) success ive ca lenda r year periods . The fo l lowingperiods sha l l a lso be cred ited to an employee for the pu rposes of determ in ing whether theyreta i n status as a seasonal employee:

� Where a paid ho l iday occu rs on a day that wou ld otherwise have been a regu lar workingday for such casual employee, d uri ng one of the above weeks, he/she shal l be cred itedwith seven and one half (7 ½) hours .

Where an absence resu lti ng from bereavement leave , pregnancy leave, parenta l leave, ahand icap as defi ned with in the Ontario Human Rights Code, or the accommodation of are l ig ious observance pu rsuant to the Ontario Human Rights Code, occurs on a day thatwou ld otherwise have been a regu lar worki ng day for such casual employee , du ri ng one ofthe above weeks , he/she shal l be cred ited for any hours they wou ld have otherwiseworked .

4-5 .2 The parties agree that upon term ination of a seasonal employee, that employee's seasonalstatus wi l l a lso be termi nated . Accord ing ly , if the termi nated employee is subsequently reh i redby the Employer he/she wi l l be required to re-atta in seasona l status . I n add ition the previousperiod of seasonal status incl ud i ng any accumulation of service sha l l not be cred ited to anysubsequent period of emp loyment shou ld the former employee be rehired . (For examp le , aterm ination may occur when an employee resigns vo l untari ly or when the employment of suchemployee is terminated for j ust cause by the Employer subject to the employee's right to g rievesuch term i nation . )

Page 1 2 1 of 1 74

SECTION 6 - SEN IORITY AND PROBATIONARY PERIOD

4-6 . 1 Article 32 . 5(a) sha l l conti nue to app ly to casua l employees who have achieved seasonalstatus . Seasona l employees sha l l reta i n the i r casua l sen iority date . I t is understood thatsen iority sha l l not be affected by a casual employee ach ieving or losing h is/her status as aseasonal employee. Sim i larly once an employee has completed h is/her probationary periodhe/she sha l l not be subject to a further probationary period as the resu lt of ach ieving or los i ngstatus as a seasonal employee .

4-6 . 2 For the pu rpose of Section 3 , Articles 6.7(e) , 6 . 1 7 and 7 . 6(b) where seasona l employees havethe same seniority date , the seasonal employee's casual appointment date shal l be thedetermin ing factor. Where employees have the same casua l appointment date , the emp loyeeidentification number ass igned by the Employer sha l l be the determin i ng factor, with the sen ioremployee having the lowest number.

SECTION 7 - PERIOD OF SERVICE FOR SEASONAL EMPLOYEES

4-7 . 1 The period of service for a seasonal employee sha l l commence at the date upon wh ich thecasua l employee fi rst atta i ns seasonal status . Where a seasonal employee loses h is/her statusfor a period of two (2) yea rs or more , service wi l l not be reta i ned . I t i s understood that no pastservice as a seasona l emp loyee wi l l be cred ited where the service has not been reta ined .Periods where an employee does not have seasona l status , wi l l not count towa rds theaccumulated service of the seasona l employee .

SECTION 8 - SERVICE COMMENCEMENTILOSS DATES

4-8 . 1 The commencement date for the pu rposes of service accumulation sha l l be the date uponwh ich the employee attai ns seasona l status , provided such employee attai ns status on the fi rstday of a ca lendar month . I f however status is attained after the fi rst day of a calendar monththe commencement date for service accumulation sha l l be the fi rst day of the month fo l lowi ng

the month duri ng wh ich status was attai ned .

4-8 . 2 The date upon which service sha l l cease to accumulate shal l be the date upon wh ich theemployee loses status , p rovided such employee loses status on the last day of a ca lendarmonth . I f however status is lost prior to the last day of a ca lendar month service accumulationsha l l cease on the last date of the month in which he/she loses status .

SECTION 9 - PAID HOLIDAYS

Entitlement to Pay In Lieu

4-9 . 1 A casua l employee who has attai ned seasona l status sha l l for the fi rst th i rty-six (36) months ofh is/her accumulated service as a seasonal employee receive payment in l ieu equiva lent to theamount appl icab le under Article 32 .2(b) of h is/her g ross sa lary in l ieu of pa id hol idays asdefined in Section 4-9 . 3 , below.

Page 1 22 of 1 74

Paid Hol iday Entitlement

4-9 . 2 A seasonal employee who has attained th i rty-s ix (36) months of accumu lated service as aseasonal employee sha l l be entit led thereafter to the provisions set out i n th is section , providedthey reta in the i r seasona l status .

4-9 . 3 An employee sha l l be entitled to the fol lowi ng pa id hol idays each yea r: New Year's Day,Fami ly Day , Good Friday , Easter Monday , Victoria Day, Canada Day, Civic Hol iday , LabourDay, Thanksg ivi ng Day , Remembrance Day, Christmas Day , Boxi ng Day, and any specia lho l iday as procla imed by the Governor-Genera l or Lieutenant Governor. If, d u ring the term ofth is Ag reement, a pub l ic hol iday is p roclaimed by the Governor-General , such hol iday sha l l bedeemed to be a paid ho l iday .

4-9 .4 Specia l ho l id ays as p rocla imed by the Governor-Genera l or Lieutenant Governor as referred toin Section 4-9 . 3 above, wh ich are g ranted du ri ng vacation leave shal l be computed as partthereof but no other ho l idays sha l l be computed therei n .

4-9 . 5 Where a pa id ho l iday occu rs on a Satu rday or Sunday that is not a regu lar working day for thatemployee's class ification , emp loyees shal l be g ranted a day i n l ieu of such paid hol iday asal located by the Employe r.

4-9 .6 I n addition to the entitlement to hol iday pay , where an employee is requ i red to perform work on apa id ho l iday (refer to Section 4-9 . 3 above) ; he/she sha l l a lso be entit led to receive payment in theamount of two (2) times thei r regu lar stra ight time hou rly rate for a l l hours worked on the hol iday .

4-9 . 7 For the purpose of th is Article :

" ho l iday" means a day on wh ich a ho l iday fa l ls or the day that is a l lowed in l ieu thereof whenthe employee is requ i red to work on the day of the ho l iday .

4-9 . 8 I n add it ion to the entit lement to hol iday pay , where an employee is requ i red to report for anyperiod of work on a paid hol iday (refer to section 4-9 . 3 above)= he/she sha l l be paid a min imumof fou r (4) hou rs at two (2) times the i r normal hourly rate of pay. Where an employee performswork i n excess of fou r (4) hou rs , he/she sha l l be entit led to a min imum of the normal da i lyhou rs of work at two (2) times the i r regu lar hourly rate of pay as set out in the Salary andClass ification Schedu le .

4-9 . 9 Employees in receipt of p remium payments conta ined in th is a rticle are not entitled to anyother prem iums conta ined in the Col lective Ag reement.

SECTION 1 0 - VACATION AND VACATION CREDITS

Entitlement to Pay In Lieu

4- 1 0 . 1 A casua l employee who has attai ned seasona l status for the first th i rty-six (36) months ofaccumu lated service as a seasonal employee shal l be entit led to the appl icab le provisions ofArticle 32 .2(b) of the Col lective Agreement,

Page 1 23 of 1 74

Vacation Entitlement

4- 1 0 . 2 A seasona l employee who has atta ined th i rty-s ix (36) months of accumulated service as aseasonal employee sha l l be entit led thereafter to the provis ions set out below, provided theyretai n the i r seasonal status .

4- 1 0 . 3 An employee may take vacation leave of absence only to the l imit of h is/her accumu latedvacation cred its , may not take vacation leave of absence du ring h is/her first s ix (6) months ofservice (wh ich i ncl udes a period served in the OPS immed iate ly prior to appointment to theEmployer) and h is/her accumulated vacation cred its sha l l be reduced by the vacation leaveof absence taken .

4- 1 0 .4 An employee who leaves the Employer after serving less than six (6) months service sha l lreceive vacation pay at the rate of four percent (4%) of sa lary paid to the employee du ringth is period .

4- 1 0 . 5 Pay i n l ieu of vacation cred its is payab le on separation or on death of an employee from theEmployer when an employee has been with the Employer for six (6) months or more.

4- 1 0 . 6 An employee may accumulate vacation cred its to a maximum of twice h is/her rate of accrua lbut shal l be requ i red to reduce h is/her ba lance of cred its to a maximum of one ( 1 ) year'saccrua l by each December 3 1 st.

4- 1 0 .7 Where the Emp loyer is unab le to g rant an employee h is/her vacation entit lement fol lowingproper notice i n accordance with the estab l ished procedures , the employee shal l not losevacation credits or pay .

4-1 0 . 8 An employee wi l l be cred ited with h is/her vacation for a ca lenda r year at the begi nn i ng ofeach ca lendar year.

(a) Vacation cred its sha l l be accumulated pro rata for each month of service as fo l lows:

( i) one and one-quarter ( 1 1 /4) days per month for up to and incl ud ing eight (8) years ofservice ;

(i i) one and two-th i rds ( 1 2/3) days per month after eight (8) years of service;

( i i i) two and one-twelfth (2 1 /1 2) days per month after s ixteen ( 1 6) yea rs of service ; or

(iv) two and one-ha lf (2 1 /2) days per month after twenty s ix (26) years of service .

(b) Where an employee has completed twenty-five (25) yea rs of service there is added onthat occas ion on ly, five (5) days vacation credits .

(c) An employee who has completed twenty-five (25) or more years of service and who is i nh is/her s ixty-fifth (65th) year sha l l be entit led to one ( 1 ) week pre-reti rement leave du ri ngthe twelve ( 1 2) month period immed iate ly preced ing the employee's reti rement date . I t isunderstood and ag reed , however, that shou ld the employee' s reti rement date co incidewith the ann iversary of his/her twenty-fifth (25th) year of service he/she sha l l not beentit led to the five (5) days vacation cred its provided for above and the maximumvacation entitlement under th is subsection i n any year shal l be six (6) weeks .

Page 1 24 of 1 74

4-1 &9 For the pu rposes of Section 4- 1 0 . 8 , the yea rs of service for a seasonal employee sha l lcommence with the date he/she fi rst atta i ns seasona l status , adjusted i n accordance withService Commencement/Loss Dates as set out above, however, vacation cred its shal l not

beg in to accumu late until he/she atta ins th i rty-s ix (36) months of accumulated service as aseasonal emp loyee. Only periods duri ng which the employee has status as a seasonal sha l lbe cons idered in determ in ing the fu l l d uration of the employee's years of service .

4- 1 0 . 1 0 Except as provided under Section 4- 1 0 . 1 1 be low, an employee is entit led to vacation cred itsunder Section 4- 1 0 . 8 in respect of a ca lendar month i n which he/she is at work or on leave ofabsence with pay for at least one ( 1 ) fu l l day . One ( 1 ) fu l l day sha l l be defined as seven andone ha lf (7 1 /2) hou rs worked on one ( 1 ) ca lenda r day .

4-1 0 . 1 1 Vacation credits a re credited i n fu l l for the fi rst month to new employees who commence

work on the fi rst worki ng day of the month . Vacation cred its are reduced to three-quarter(3/4) day for the fi rst month to new employees starti ng on or after the second working dayand on or before the twelfth ( 1 2th) working day of that month . Vacation cred its are notcred ited for the fi rst month to new employees starting after the twelfth ( 1 2th) working day ofthat month .

4- 1 0 . 1 2 Where vacation leave-of-absence is app l ied under Section 4- 1 1 . 1 4 the employee may applyto the Employer for leave of absence without pay , after retu rn to d uty from sick leave andwith in a twelve ( 1 2) month period , equa l to the vacation cred its appl ied to h is/her deficit ofattendance cred its .

4-1 0 . 1 3 P rovided the Employer operation is not d isrupted approval wi l l be g iven to the preference ofemployees i n schedu l ing of vacation and no change wi l l be made in such vacation scheduleexcept by mutua l agreement between the Employer and the employee. For clarity th isprovis ion app l ies on ly to employee(s) who attain cred its in Section 4- 1 0 . 2 above.

4-1 0 . 1 4 Any vacation cred its accumulated by a seasonal employee who loses h is/her seasonal statussha l l , at the option of the employee be:

� pa id out at the rate in effect at that timeschedu led as vacation days with pay commenci ng at the time the employee loses h is/herseasona l status

4-1 0 . 1 5 For the pu rposes of admin istration , usage of vacation cred its sha l l be cha rged aga i nst theemployees ' vacation cred its as fo l lows:

� up to two (2) hou rs ; one quarter ( 1 /4) day cred it:� between two (2) hours and four (4) hours ; one ha lf (½) day cred it:

� between fou r (4) hours and six (6) hours ; th ree quarters (3/4) day cred it;� more than six (6) hou rs ; one ( 1 ) fu l l day cred it .

4-1 0 . 1 6 A seasona l employee who becomes a permanent fu l l-time employee shal l reta i n h is/heraccumu lated vacation cred its .

Page 1 25 of 1 74

SECTION 1 1 - SICK LEAVE AND ATTENDANCE CREDITS

4-1 1 . 1 A seasona l employee who has atta i ned twelve ( 1 2) months of accumu lated service as aseasona l employee sha l l be entit led thereafter to the provisions set out below provided theyreta in the i r seasona l status .

Attendance Cred i

4- 1 1 .2 I n th is Article "attendance year" means the period from the 1 st day of January in a year toand i nclud ing the 3 1 st day of December in the same year.

4- 1 1 . 3 An employee is entit led to an attendance cred it of fifteen ( 1 5) days in respect of eachattendance year at the commencement of each attendance year and such attendance cred itswi l l be added to those accumu lated by the employee.

4-1 1 .4

4- 1 1 . 6

4-1 1 . 8

4- 1 ! . 9

4- 1 1 . 7

4-1 1 . 5

An employee who commences h is/her employment after the fi rst regu lar worki ng day of anattendance year is entit led :

(a) to an attendance cred it in days computed by mu ltip lying by one and one-quarter ( 1 1 /4)the number of whole months remain i ng in the attendance year ca lcu lated from andi nclud i ng the date of commencement of h is/her service ; and

(b) where he/she commences h is/her service after the first regu lar working day but not laterthan the twelfth ( 1 2th) regu lar working day of h is/her first month of service, to an attendancecred it of three-quarters (3/4) of a day in respect of h is/her first month of service .

For the purposes of these sections , the years of service for a seasonal employee sha l lcommence with the date he/she first attains seasonal status adjusted in accordance with ServiceCommencement/Loss Dates as set out above, however, attendance cred its shal l not beg in to

accumulate unti l he/she attains twelve (1 2) months of accumulated service as a seasonalemployee. Only periods during which the employee has status as a seasona l employee shall beconsidered in determin ing the fu l l d uration of the employee's years of service.

An employee is entit led to attendance cred its under Section 4- 1 1 . 1 3 in respect of a ca lendarmonth i n which he/she is at work or on leave of absence with pay for at least one ( 1 ) fu l l day.One ( 1 ) fu l l d ay shal l be defined as seven and one half (7 ½) hours worked on one ( 1 )ca lendar day .

Any attendance cred its accumu lated by a seasonal employee who loses h is/her seasona lstatus sha l l be pa id out at the rate i n effect at that time.

For the pu rpose of adm in istration , usage of attendance cred its shal l be charged against theemployees' attendance cred its as fo l lows:

� up to two (2) hours ; one quarter ( 1 /4) day cred it :

� between two (2) hou rs and fou r (4) hou rs ; one half (½) day credit:

� between four (4) hou rs and s ix (6) hou rs ; th ree quarters (3/4) day cred it;

� more than s ix (6) hours ; one ( 1 ) fu l l day cred it.

Notwithstand ing the provisions of Section 4-1 1 .4, an employee is not entit led to attendancecred its under Section 4- 1 1 . 3 in respect of a month in which the employee is absent from work:

Page 1 26 of 1 74

(a) without leave;

(b) by removal from emp loyment for cause ; or

(c) without pay for the whole ca lendar month .

Attendance Bonus

4- 1 1 . 1 0 I n th is Section ,

(a) "Attendance year" means the period from the 1 St day of January in a year to and inc lud ingthe 3 1 st day of December i n the same year; and

(b) "Unused attendance cred its" means attendance credits to wh ich an employee is entit ledfor the attendance year less any attendance credits used during that attendance year.

4- 1 1 . 1 1 With i n four (4) weeks after the close of an attendance year an employee sha l l :

(a) e lect to have a l l h is/her unused attendance credits for the attendance year added toh is/her tota l of accumu lated attendance cred its ; or

(b) if he/she has not e lected under clause (a) , be pa id a bonus of;

( i ) one-fifth ( 1 /5) of h is/her unused attendance cred its for that attendance yea r, where theemployee has comp leted at least one ( 1 ) but less than ten ( 1 0) years of service ,

( i i ) one-quarter ( 1 /4) of h is/her unused attendance cred its for that attendance yea r, wherethe employee has completed ten (1 0) or more yea rs of service and has accumu latedless than two hund red and s ixty (260) days of attendance cred its ,

( i i i ) one-th i rd ( 1 /3) of h is/her unused attendance cred its for that attendance year, wherethe employee has completed ten ( 1 0) or more years of service and has two hund redand sixty (260) or more days of accumulated attendance cred its , and the employee'sattendance cred its for that attendance yea r sha l l be reduced by the amount ofattendance cred its for which he/she was paid the bonus .

4- 1 1 . 1 2 The bonus referred to in Section 4- 1 1 . 1 1 (b) sha l l be ;

(a) Determ ined from the employee's length of service and accumu lated attendance cred its ,as of the 1 st day of January in the attendance year, a nd

(b) Ca lcu lated at the rate of sa lary the employee was receivi ng on the 3 1 st day of Decemberi n the attendance year .

S ickness Leave

4-1 1 . 1 3 Except as here in provided no employee sha l l rece ive pay for absence caused by s ickness ori nj ury in excess of h is/her accumulated cred its .

4- 1 1 . 1 4 Where , after havi ng served one ( 1 ) yea r, an employee is absent by reason of s ickness orinj ury for a period i n excess of h is/her accumulated cred its , the employee has the option touse accumulated cred its for overtime and for vacation leave of absence to reduce the

employee's deficit of attendance cred its .

Page 1 27 of 1 74

4- 1 1 . 1 5 An emp loyee may be g ranted pay for not more than th i rty (30) days of excess absence andany payments i n excess of cred its sha l l be charged aga i nst the futu re cred its to which theemployee becomes entit led and any unpa id ba lance sha l l be deducted from the amount pa idthe emp loyee .

4- 1 1 . 1 6 After five (5) days absence caused by s ickness or inju ry , no leave with pay sha l l be a l lowedun less a certificate of a lega l ly qual ified med ica l practitioner is forwarded to the Employercertifyi ng that the employee is unab le to attend to h is/her officia l duties due to s ickness ori nj ury, and the anticipated date of retu rn . Notwithstand i ng th is provision , the Employer mayrequ i re an employee to submit the certificate requ i red hereunder in respect of a period ofabsence of less than five (5) days .

4- 1 1 . 1 7 Where an employee rece ives an award under the Workp lace Safety and I nsu rance Act andthe employee has exhausted a l l accumulated cred its , ( i . e . attendance and vacation) , theemp loyee wi l l be cons idered on leave without pay.

4- 1 1 . 1 8 The Sick Cred it Poo l Plan established pursuant to an Arbitration Award , dated Apri l 4 , 1 979 , sha l lbe admin istered in accordance with the Letter of Agreement ag reed to on February 29, 1 980 .

4- 1 1 . 1 9 (a) Where for reasons of hea lth an employee is frequently absent or unab le to performhis/her duties the Employer may requi re h im/her to submit to a med ica l exam ination atthe expense of the Employer.

(b) I t is ag reed that where the employee is unab le to accept the cho ice of the doctor unde rSection 4- 1 1 . 1 9(a) above , that a rrangements wi l l be made to se lect another doctor whowou ld be mutua l ly acceptab le to the employee and the Employer.

4- 1 1 . 20 A seasona l employee who becomes a permanent fu l l-t ime employee sha l l reta i n h is/heraccumu lated attendance cred its .

SECTION 1 2 - GROUP INSURANCE AND MEDICAL BENEFITS

Entitlement to Pay in Lieu

4- 1 2 . 1 A casua l employee who has attai ned seasona l status sha l l for the first twelve ( 1 2) months ofh is/her accumu lated service as a seasona l employee shal l rece ive a payment equiva lent tothe amount appl icab le under Article 32 .2 (b) of h is/her g ross sa la ry i n l ieu of benefits asdefined in Article 4- 1 2 .2 (b) , where , however, a seasonal employee is i n rece ipt of benefitsunder Article 4- 1 2 .2 (a) , he/she sha l l not receive any payment i n l ieu of the benefits definedi n Artic le 4-! 2 . 2 (b) .

Entitlement to Insu rance Plans

4- 1 2 . 2 (a) Effective Apri l 1 , 20 1 0 seasonal employees i n the i r fi rst twelve ( 1 2) months of seasona lemployment and who have worked 1 300 hou rs in the previous ca lenda r year (Year 1based on 2009 hou rs) and who have five (5) years of casua l sen iority wi l l receivebenefits under the same benefit p lans as fu l l time employees du ring the i r fi rst twelve ( 1 2)months of seasona l emp loyment , subject to the fo l lowing l im itations :

Basic L ife I nsu rance- For employees on ly, in the amount of ten thousand dol lars($ 1 0 , 000 .00) sha l l be provided to seasona l employees as defined above.

Page 1 28 of 1 74

Denta l- for employees and the i r fami ly , routine (Bas ic) services as provided under theManu l ife Pol icy # 1 0055, or its equ iva lent up to a maximum of one thousand dol lars($ 1 , 000 . 00) per year per covered person .

Supp lementa ry Hea lth and Hospita l ization- on ly the prescription d rug p lan wi l l app ly.

For the pu rposes of the Seasona l Benefit P lan , it is understood that the fo l lowi ng articlesdo not app ly to seasona l employees :

2 1 . 1 , 2 1 . 2 (a) (b) (c) ( i i i ) (d ) (e) and (f) , 2 1 . 3 in its enti rety , 2 1 .4 in its enti rety, 2 1 . 5 in itsenti rety , 2 1 . 7 (a) major treatment and th ree thousand dol lars ($3 , 000) maximumcoverage does not app ly, and 2 1 . 8 .

(b) A seasona l emp loyee who has atta ined twelve ( ! 2) months of accumu lated service as aseasona l employee shal l be entitled thereafter to the p rovisions set out in Article 2 1 ofthe Col lective Ag reement, p rovided they reta in the i r status .

4- 1 2 . 3 Du ri ng th is period of entitlement, the respons ib i l ity for payi ng the cost of premiums for suchinsu rance benefits wi l l be specified for each benefit conta ined in Article 2 1 . The on lyexception to th is wi l l occu r when an employee with seasona l status is not worki ng . Du ri ngsuch a non-work ing period a seasona l employee may continue his/her benefit coverage bypayi ng h is/her own premiums as fo l lows:

(a) The employee wi l l be requi red to ind icate , i n advance, whether he/she intends tocontinue such benefits du ring a non-worki ng period . Such decis ion sha l l be g iven inwrit ing at atta inment of seasonal status ; however, the employee may amend suchdecision i n writ i ng . The employee's choice in effect on the Employer's records , two (2)months i n advance of the non-working period sha l l app ly during such period .

(b) Du ri ng such period the Employer sha l l conti n ue to pay the premiums appl icab le to suchcoverage , however, the employee wi l l be required to reimbu rse the Employer for anysuch payments . The Employer sha l l have the right to deduct such payments from theemployee's sa lary upon h is/her retu rn to work in the event such re imbu rsements a re notmade by the employee to the Emp loyer at the app ropriate time .

(c) Selection of specific benefit coverage (except Long Term Income Protection) wi l l be atthe d iscretion of the employee .

4- 1 2 .4 A seasonal employee who becomes permanent fu l l-t ime shal l have h is/her benefits continued .

SECTION 1 3 - UN IFORMS

4- 1 3 . 1 A seasonal employee sha l l be issued a l ump sum payment of two hund red dol lars ($200 . 00)payab le on September 1 , 20 1 3 and no later than the fi rst pay in the month of Septemberannua l ly thereafter.

Page 1 29 of 1 74

SECTION 14 - SCHEDULE OF SEASONAL HOURLY WAGE RATES

4- 1 4 . 1 Seasona l emp loyee hou rly wage rates sha l l be based on the fi rst step of the sala ry range ofWarehouse Worker 3 wage rate , as per the fol lowi ng p rog ress ion :

Du ration of Seasonal Status

% of First Step ofWarehouse Worker 3 Wage Rate

At atta i nment

At twelve ( 1 2) months of accumu lated serviceAt twenty-fou r (24) months of accumulated serviceAt th i rty-s ix (36) months of accumu lated service

88%

92%

96%

1 00%

Salary Increases wi l l be dependent upon satisfactory performance and recommendationfrom supervisor.

SECTION 1 5 - APPLICABILITY OF PROVISIONS OF COLLECTIVE AGREEMENT

4- 1 5 . 1 Except as may be specified with in th is Append ix on ly the fo l lowi ng a rtic les from therema inder of the Col lective Agreement are app l icab le to Seasona l employees as specifica l lynoted and/or mod ified :

Artic le 1

Article 2

Article 3

Article 4

Article 6

Article 7

Article 1 4 . 1

Article 2 1

Article 22

Article 24

Article 26

Article 27

Article 28

Article 29

Artic le 30

Article 32

(app l ication l im ited to 6 . 7 (e) and 6 . 1 7)(app l ication l im ited to 7 . 6(b))( restricted by the requ i rements of Append ix 4- 1 1 . 1 )(app l icab le as set out in Section 1 2 , above)(app l icab le as set out in Section 3 , above)

(app l icab i l ity l imited to 32 . 1 (a) , (b ) , (c) , (d) , (g ) , (h ) , (j ) , (k) , 32 . 5(a) ( i ) a nd ( i i i ) ,32 . 8(a) , (b ) and (c) , 32 . 9 , 32 . 1 0 , 32 . 1 1 , and 32 . 1 2)

Article 33

Article 50

Article 53

SECTION 1 6 - LETTERS AND MEMORANDA OF AGREEMENT

4- 1 6 . 1 Only the fol lowi ng specific Letters/Memoranda are app l icab le to Seasona l employees :

Med iation - Arbitration Process

Labou r Management CommitteesEnhanced Severance - Privatization - Casua l Employee

Page 1 30 of 1 74

Employment Ass istance Prog ramFixed Term EmploymentKi lometre Rates

Leave of Absence Un ion Busi ness

French Language ServicesPermanent Vacancy ReviewOn Cal l Pol icyEmployment Equ ity

Page 1 3 1 of 1 74

MEMORANDUM OF AGREEMENT - RE: Allocation ofAdditional Hours

BETWEEN :


(The "Employer")

- AND


(The "Un ion")

It shou ld be understood that the a l location of additiona l hou rs wi l l be assigned by store in order ofseniority , to PPT employees fi rst, then to Casua l employees , provided they are qual ified to performthe work and no overtime is i ncurred .

I n stores with PPT employees , it i s understood additiona l hou rs are hours of work avai lab le after PFTand PPT weekly core hou rs of work have been schedu led .

I n stores without PPT employees it is understood add itiona l hou rs are hou rs of work ava i lable afterPFT hou rs of work have been schedu led .


FOR THE EMPLOYER FOR THE UN ION


John Coones

P resident OLBEU

Page 1 32 of 1 74

May 24 , 2002

Mr. J . Coones , Pres ident

Ontario Liquor Boards Employees ' Un ion5757 Coopers AvenueMississauga , Onta rioL4Z 1 R9

LETTER OF AGREEMENT - Re: Enhanced Severance - Privatization

Permanent Employees

Dear Mr. Coones :

Where the privatization , i n whole or i n pa rt, of the LCBO resu lts in the closu re of a l l or part of theEmployer's estab l ishments or where a department as a whole is privatized , the fol lowing sha l l app lyto su rp l us permanent emp loyees where no reass ignment or d isp lacement is poss ib le as per Article 6and 48 of the Col lective Ag reement :

( 1 ) He/she sha l l receive six (6) months ' notice of layoff or term i nation or pay in l ieu thereof.

(2) P rior to the privatization of the estab l ishment or department the Employer wi l l make reasonab leefforts to ensu re that the new Employer(s) offer positions to employees on terms and cond it ionsthat are as close as poss ib le to the then existing terms and cond itions of employment of theemployees in the barga in ing un it, and where less than the fu l l complement of employees isoffered pos itions , to ensu re that offers a re made on the bas is of sen iority . Where an employeehas been transferred to a new Employer he/she wi l l cease to be an employee by reason of layofffor the pu rposes of Article 1 2 and 42 (Term ination Pay) . No other provisions of the Col lectiveAgreement wi l l app ly. Further, the employee wi l l not be entit led to term 3 of th is letter.

(3 ) ENHANCED SEVERANCE

Where an employee has not been transferred or decl ined to be transferred to the new employerhe/she wi l l be entitled to :

(a) Provided the employee has completed one ( 1 ) year of service and is not elig ib le fo r anun reduced pension or any other specia l pension option , he/she sha l l be entit led toseverance pay i n an amount computed by mu ltip lying the tota l number of yea rs of serviceof an employee by two (2) times the regu lar weekly salary to which he/she was entit led atthe date he/she ceased to be an employee and sha l l not exceed annual sa lary.

(b) On production of receipts from an authorized educational institute or employment counsel ingfirm he/she sha l l be entitled to reimbursement of up to five thousand dol lars ($5 , 000) as an

employment transit ion a l lowance. To be el ig ib le for reimbu rsement , receipts must bereceived with in twelve ( 1 2) months from the date the employee exited the Employer.

Page 1 33 of 1 74

(c) I n add it ion the Employer sha l l buy-out unused attendance cred its at the cu rrent hou rly rate ,to a maximum of th i rty (30) days cred its .

or

PENSION BRIDG ING

Pens ion bridg i ng provision as conta ined i n Appendix 1 4 of the Letter of Agreement between OPSEUand the Crown , dated March 29 , 1 996 (2 (a) and (b) ) subject to the approval of OPSEU Pens ion Trustand Revenue Canada .

(4) Where an employee affected by th is letter is appointed to a pos ition with the i r orig ina lEmployer after the in itia l ly p rojected termination date , and prior to the expiration of twenty-four(24) months , the employee wi l l pay to the Employer a l l mon ies , excl ud ing the employmenttrans it ion a l lowance , received under th is letter.

(5) Al l rig hts under the Col lective Agreement shall be forfeited when app lying th is letter, except asspecified under term 2 .

This letter shal l commence with the ratification of the co l lective ag reement .

You rs tru ly,

W. Zacha r

Director

Employee Relations

Page 1 34 of 1 74

May 24 , 2002

Mr. J . Coones , P res ident

Ontario L iquor Boards Employees ' Un ion5757 Coopers AvenueM ississauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Re: Enhanced Severance - Privatization

Casual Employees

Dear Mr . Coones :

Where the privatization , i n whole or in part , of the LCBO resu lts in the closu re of a l l or part of theEmployer's estab l ishments , the fo l lowing sha l l app ly to termi nated casua l employees that have five(5) years or more of sen iority :

( 1 ) The Employer wi l l make reasonab le efforts that the new Employer(s) offer positions toemployees on terms and cond itions that are as close as possib le to the then existi ng termsand cond itions of employment . Where an employee has been transferred to a new Employerhe/she wi l l be deemed to have res igned and no provis ions of the col lective ag reement wi l lapp ly . Further, the employee wi l l not be entit led to term 2 of th is letter.

(2) Where an employee has not been transferred to the new Employer he/she wi l l be entit led to :

(a) Severance pay in an amount determi ned as fo l lows:

The average weekly earn i ngs du ri ng the twelve ( 1 2) month period preceding the date ofnotice of termi nation multip l ied by the employee's years of sen iority.

(b) On production of receipts from an authorized educational institute or employment counsel ingfirm he/she sha l l be entitled to reimbursement of up to two thousand dol lars ($2 ,000) as an

employment transition a l lowance. To be el ig ib le for reimbursement, receipts must bereceived with in twelve ( 1 2) months from the date the employee exited the Employer.

(3) Where an employee affected by th is letter is appoi nted to a pos ition with thei r orig ina lEmployer after the in itia l ly projected termi nation date , and prior to the expi ration of twenty-fou r(24) months , the employee wi l l pay to the Employer a l l monies , excl ud ing the employmenttrans it ion a l lowance, rece ived under th is letter.

(4) Al l dghts under the Col lective Ag reement sha l l be forfe ited when app lyi ng th is letter.

Th is letter sha l l commence with the ratification of the col lective ag reement.

Yours tru ly ,

W. Zachar

Director

Employee Relations

Page 1 35 of 1 74

May 24, 2002


Onta rio Liquor Boards Employees' U n ion5757 Coopers AvenueM iss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Fixed Term Employment

Dear Mr. Coones :

I t is agreed that the fo l lowing terms sha l l apply to those employees h i red for a fixed term . Exceptdu ring the periods set out be low the Employer sha l l not uti l ize employees for a fixed term .

RETAIL DIVISION

. An hourly rate of

(a) Effective Apri l 1 , 20 1 3 an houdy rate of twelve dol lars and twenty one cents ($ 1 2 . 2 1 )

(b) Effective April 1 , 20 1 4 an hou rly rate of twelve do l la rs and twenty one cents ($ 1 2 .2 1 )

(c) Effective Apri l 1 , 20 1 5 an hou rly rate of twelve dol lars and forty five cents ($ 1 2 .45)

(d) Effective Apri l 1 , 20 1 6 an hou rly rate of twelve dol la rs and sixty-n ine cents ($ 1 2 .69)

. To provide Customer Service Representative services with no restrictions on the duties to beperformed .

. Periods of employment sha l l be ;

(a) From the 1 st Monday in May unti l Labour Day.

(b) From the 1 st Monday on or after November 1 5th up to and i nclud ing December 3 1 st .

LOGISTICS DIVISION

. An hou rly rate of

(a) Effective Apri l 1 , 20 1 3 an hou rly rate of twelve dol lars and twenty one cents ($ 1 2 . 2 1 )

(b) Effective Apri l 1 , 20 1 4 an hou rly rate of twelve do l la rs and twenty one cents ($ 1 2 . 2 1 )

(c) Effective Apri l 1 , 20 1 5 an hou rly rate of twelve dol lars and forty five cents ($ 1 2 .45)

(d ) Effective Apri l 1 , 20 1 6 an hourly rate of twelve dol lars and sixty-n ine cents ($ 1 2 . 69)

.

Employees shal l a lso receive vacation pay in accordance with the Employment Standards Act .

To provide Warehouse Worker services with no restrictions on the duties to be performed .Page 1 36 of 1 74

3 . Period of employment sha l l be from the fi rst Monday in May unti l Labou r Day.

No fixed term employee shal l be schedu led for work unti l a l l permanent fu l l-time, permanent parttime , seasona l and casua l employees who are ass igned to the work site have been schedu led inaccordance with the Col lective Agreement , includ i ng employees who may be el ig ib le for work underArticle 5 1 and the Memorandum of Ag reement - Al location of Add itiona l Hou rs .

No fixed term employee sha ll be schedu led for work wh ich has not been offered in accordance withseniority to any permanent fu l l-time and/or permanent part-time employee or seasona l employee who islaid off and on a recall l ist in the geog raph ic posting area in which the need for fixed term help arises .

Hou rs of work shal l be posted at least two (2) weeks in advance for each establ ishment .

Employees who may be temporari ly reca l led sha l l receive the maximum rate for casual employeesdu ring their period of temporary reca l l , i nclud i ng any other rights and benefits accorded to casua lemployees under Article 32 .

You rs tru ly ,

Wayne Zacha r,D i rector

Employee Relations

Page 1 37 of 1 74

May 24 , 2002

Mr . J . Coones , Pres ident

Ontario Liquor Boards Emp loyees ' Un ion5757 Coopers AvenueMiss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Kilometre Rates

Dear Mr. Coones :

Th is wi l l confi rm the Employer's ag ement with respe to ki lometm rates and al rnatmnsportation as l lows :

The fo l lowi ng p rovis ions sha l l be app l icab le to employees who use their own automobi les in theconduct of Board bus i ness :

The Employer ag rees to fu rn ish a lternative means of transportation to employees who a re requ i red totravel to cond uct Board business , shou ld any of the employees not wish to use their private ly-ownedautomobi les for such pu rposes .

An employee authorized to use h is ca r on approved Board bus iness , i nclud i ng travel l i ng to ass ignedduties away from his/her accustomed work location , sha l l be pa id ki lometer a l lowance in accordancewith LCBO pol icies and gu ide l i nes as conta ined in the LCBO Admin istration Manua l .

The parties acknowledge the rates pa id may be amended from time to time to reflect changes i nveh icle operating costs i ncurred by employees i n thei r use . Al l changes i n the rate wi l l be the same asthose paid to management and excluded employees .

You rs tru ly ,

Wayne ZacharDirector

Employee Relations

Page 1 38 of 1 74

May 24 , 2002

Mr. J . Coones , President

Ontario Liquor Board Employees' Un ion5757 Coopers AvenueMississauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Leave ofAbsence for Union Business on a FullTime Basis

Dear Mr. Coones :

This wi l l confi rm the Employer's agreement with respect to a leave of absence for a bargain ing un itemployee in order that the employee may perform the d uties and respons ib i l ities of a pos ition with theUnion on a fu l l-t ime basis .

I t is understood that unde r th is agreement the Un ion wi l l reimbu rse the Employer for the employee'ssa lary , the Employer's share of Superannuation , fri nge benefits , incl ud i ng med ica l , surg ical and l ifei nsu rance and the cost equ iva lent of attendance credits . A statement wi l l be issued , each month end ,by the Un ion to the Employer confi rmi ng the employee's use of attenclance and vacation cred its .

I t is understood that for pu rposes of i ncu rri ng any l iab i l ity to thi rd parties , the employee wi l l beconsidered to be an employee of the Union throughout the period of such leave and the Union wi l li ndemnify the Liquor Contro l Board of Ontario in respect to any such cla im .

I t is understood that the employee wi l l reta i n the job classification held at the time of commencementof the leave , as modified from time to time . Upon return to regu lar duty the employee wi l l bereappoi nted to such classification in the system .

You rs tru ly ,

Wayne ZacharDi rector

Employee Relations

Page 1 39 of 1 74

May 24 , 2002

Mr. J . Coones , President

Ontario Liquor Board Employees Union5757 Coopers AvenueMississauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - French Language Services

Dear Mr. Coones :

I n expanding its F rench Language Services the Employer agrees to the fol lowi ng :

To make reasonab le effort to min im ize adverse effects on employees wh ich may be caused by

the des ignation of b i l ingua l pos itions .

2 . To keep the Un ion apprised of the Employer's implementation p lans .

. To p rov ide the Union through the Provi ncia l Labou r Management Committee with anopportun ity to review any pol icy be ing proposed for French language tra in i ng app l icab le tobarga in ing un it employees . Employees d i rected by the Employer to undertake Frenchlanguage tra i n i ng sha l l do so at the Employer's expense and without loss of pay or cred its .

. To provide the Un ion with a l ist of al l worksites at which the Employer is required to provideservice i n French i n accordance with government or Employer po l icies . I nformation wi l l beprovided as to the method by which the services wi l l be provided at each works ite .

5 The des ignation of b i l i ngual posit ions , the standards of fluency requ i red , the tra in ing cou rses tothe P rovincia l Labou r Management Comm ittee specified under Article 1 .7 of the Col lectiveAg reement .

Yours tru ly ,


Employee Relations

Page 1 40 of 1 74

May 24 , 2002


Ontario Liquor Boards Employees' U n ion5757 Coopers AvenueMiss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Permanent Vacancy Review

Dear Mr. Coones:

( 1 ) Reta i l - Permanent Part-Time

(a) ( i ) Al l currently employed Permanent Part-Time employees who worked sixteen hundred(1 600) hours or more in the previous ca lendar year, sha l l be offered Permanent Fu l l-Timeemployment, by the end of February of the review year, with in the geog raph ic postingarea in which they are cu rrently employed , provided h is/her most recent performanceappraisal was rated at a level 3 or better and has a satisfactory attendance and discip l inerecord .

( i i ) Shou ld a Permanent Part-Time employee not qua l ify to be offered Permanent Fu l l -Timeemployment, he/she sha l l be considered as per these terms at subsequent annua lreviews , via the Regiona l Loca l Labour Management Committee.

( i i i) Once a Permanent Part-Time employee has been offered Permanent Fu l l-Timeemployment as per these terms , he/she shall have one ( 1 ) week to accept such offerand shal l be appo inted to Fu l l-Time status with i n th irty (30) days of acceptance of theEmp loyer's offer. Fa i lu re to respond wi l l be deemed as having not accepted the offer offu l l-t ime employment .

(b) Notwithstand ing the above, Permanent Part-Time employees who choose not to accept theoffer of Permanent Fu ll-Time employment shal l have the right to continue as Permanent PartTime employees and a l l rights cu rrently applicable to these employees sha l l continue toapp ly.

(2)

(c) It is understood that those pos itions vacated by Permanent Part-time employees acceptingPermanent Fu l l-Time employment shal l not be posted . Further, the terms and cond itionspertai n i ng to Permanent Part- Time employees wi l l cease to exist when the remai n ingPermanent Part-Time employees exit the organization .

Permanent Fu l l -Time Vacancies

Fol lowing the determ ination of the number of PPT employees to be offered Permanent Fu l lTime employment, casua l hou rs of work and in add ition in the case of log istics , seasona l hou rsof work , sha l l be reviewed d uri ng the annua l review by the Local-Reg ional Labou rManagement Comm ittee . The pu rpose of th is review sha l l be to determi ne if Permanent Fu l lTime vacancies exist. Specifica l ly , a casua l employee's work and in add ition in the case oflog istics , seasona l hours of work, sha l l be reviewed where he/she works in excess of:

Page 1 41 of 1 74

(3 )

(a) One thousand six hund red ( 1 ,600) hou rs or more for casua l employees worki ng i n posit ionswhich , if they were fu l l t ime , wou ld be i n a class ification with th i rty seven and a ha lf (37 . 5)prescribed hours of work per work week;

(b) One thousand seven hund red ( 1 ,700) hours or more for casual employees working inposit ions which , if they were fu l l t ime, wou ld be i n a class ification with forty (40) prescribedhou rs of work per work week;

(c) One thousand five hund red and fifty ( 1 , 550) hours or more for casual employees worki ng inpos itions which , if they were fu l l time, wou ld be in a class ification with th irty s ix and onequarter (36 . 25) prescribed hours of work per work week;

in the previous ca lendar yea r.

Exclus ions

It is ag reed that work resu lt i ng from the fo l lowing sha l l be excl uded from the review:

(a) Hou rs worked on Sunday

(b) Hou rs worked on a paid hol iday as l isted in Article 8 . 1

(c) Sickness and/or accident, not incl ud ing LTIP

(d) Vacation and leaves of absence includ i ng ju ry duty , bereavement, Un ion bus iness

(e) Temporary transfers/assignments

(f) Mod ified work prog rams

(g) Accommodation as requ i red by leg islation

(h) Overtime

(i ) Hou rs worked on the n ight sh ift

Work resu lting for the reasons l isted below sha l l no__tt be cons idered exclusions for the pu rpose ofdeterm in ing whether a permanent fu l l t ime vacancy exists :

� Specia l Event Coord inator absences

� Where the number of agency workers onsite equal or exceed the number of permanent fu l ltime absences on a regu lar sh ift defined in the Col lective Agreement in a Logistics Facil ity

(4) Reimbursement

Fol lowi ng th is rev iew, there sha l l be a re imbu rsement of up to one hund red twenty ( 1 20) hours(where a casual employee works in a pos ition which , if it was fu l l time , wou ld be in aclass ification for which a forty (40) hou r work week appl ies) , one hund red twelve and one-ha lf( 1 1 2 . 5) hou rs (where a casua l employee works in a position wh ich , if it was fu l l t ime, would be i na classification for which a th irty seven and half [37 . 5] hou r work week applies) and one hund redeight and th ree-quarters ( 1 08 . 75) hours (where a casual employee works i n a position which , if itwas fu l l time, would be in a class ification for which a th i rty s ix and one-quarter [36 .25] hour work

Page 1 42 of 1 74

week appl ies) for those hours that were excluded for vacation rep lacement . I t is understood thatto be re imbu rsed , sa id work must have been performed and excl uded du ring the review.

(5) General

(a) Should a casua l employee , and in add ition i n the case of Logistics , Seasona l employee ,work i n the same pos ition and Department/Store as per the hou rs l isted above for reasonsother than those l isted above, a vacancy sha l l be declared and posted i n accordance withthe provis ions of the Col lective Agreement p rovided it is not a l ready posted and/or there areno d isp laced permanent employees in h is/her work area .

(b) It is ag reed by the parties that sa id pos itions sha l l be fi l led no later than June 30th of thereview year. For the pu rposes of th is Article , " review yea r" sha l l mean the year i n which thehou rs were worked .

(i ) by Februa ry I st of the review year, the parties wi l l schedule meeting dates for eachReg ional-Loca l Labou r Management Committee .

( i i) The Employer sha l l provide the Union with a l l i nformation perta in ing to the review to theU n ion 2 weeks p rior to the annua l PVR review meeting .

(c) An employee sha l l be g iven up to twenty fou r (24) hou rs to accept a pos ition identifiedth rough the PVR process . I n the event the Emp loyer does not receive notification ofacceptance from the employee with i n the twenty fou r (24) hours , the offer wi l l be withd rawn .

(d) I n the event an employee is offered a PVR position , he/she may decline the fi rst job offer butsti l l sha l l be e l ig ib le for any other avai lab le remai n i ng pos ition (s) the employee had identifiedi n her/h is orig i na l app l ication provided that thei r sen iority perm its the ind ividua l to do so.

You rs tru ly,

W. Zachar

Di rector

Employee Relations

Page 143 of 1 74

May 24 , 2002


Ontario L iquor Boards Employees' U n ion5757 Coopers AvenueM iss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - On-Call Policy

Dear Mr. Coones :

I t is agreed that the fo l lowi ng terms sha l l app ly to those employees who are requ i red by the Employerto be on-ca l l :

1 . Employees sha l l be assigned to be "on-ca l l " on a rotationa l bas is .

2 . Compensation to employees who are "on-ca l l" wi l l be one ( 1 ) hou r of overtime at time andone- ha lf ( 1 1 /2 X) for each twenty-four (24) hour period during wh ich they are requ i red tobe "on-ca l l " .

3 . When an employee is requ i red to report to work wh i le on-ca l l , he/she sha l l be paid asfo l lows:

(i ) a m in imum of four (4) hou rs at time and one-ha lf ( 1 ½) when ca l led i n and ,

( i i ) time and one-ha lf ( 1 ½) for a l l hou rs worked where more than fou r (4) hours isrequ i red .

You rs tru ly ,


Employee Relations

Page 144 of 1 74

May 24 , 2002

Mr. J . Coones , Pres identOLBEU

5757 Coopers AvenueMississauga , Onta rioL4Z 1 R9

LETTER OF AGREEMENT - Employment Equity

Dea r Mr. Coones :

This letter wi l l confi rm the Employer's understanding of a joint Union/Management Committee onEmployment Equity .

Mandate : To advise both Union and Management at the LCBO on Employment Equ ity issues andpromote an atmosphere and pol icy framework that wi l l faci l itate prog ram development. The committeewi l l review employment po licies and procedu res , and recommend measu res to promote fa i rness ; toel iminate barriers impacting women , the d isab led , francophones , natives and visib le minorit ies .

Th is comm ittee sha l l be a sub-committee of the Provi ncia l Labou r/Management Committee and shal lbe composed of no more than th ree members from each party.

Time off wi l l be provided for members to perform comm ittee re lated tasks , as deemed necessary, bythe Employer, provided the Employer's operations a re not d isrupted .

You rs tru ly ,


Employee Relations

Page 1 45 of 1 74

May 24 , 2002

Mr. J . Coones , P res ident

Ontario L iquor Boards Employees ' Un ion5757 Coopers AvenueM iss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Store Maintenance Duties

Dear Mr. Coones:

Th is wi l l confi rm the Employer' s agreement with respect to the performance of certa in storemai ntenance duties as fo l lows :

The Employer ag rees it is not a job requ i rement for store employees to perform the fol lowing dutiesdu ring normal work ing hou rs :

o the stripp i ng of waxed floors and waxi ng resu lting there from ;

o the wash i ng of wal ls and pa i nti ng .

F .A . Macl nn is

Genera l Manager

(LCBO)

Page 1 46 of 1 74

May 24 , 2002

Mr . J . Coones , P res ident

Ontario Liquor Boards Employees' U n ion5757 Coopers AvenueMiss issauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - Sunday Openings

Dear Mr. Coones :

The LCBO and the U nion ag ree that work resu lt ing from the opening of LCBO's stores on Sundaysha l l be vol unta ry for Permanent Fu l l-Time (PFT) and Permanent Part-T ime (PPT) employees .

Sunday Work sha l l a lso be voluntary for Casual employees for whom such Sunday work would resu lti n overtime.

Sunday work sha l l be offered in the fol lowi ng manner and sequence:

(a) F i rst , to PFT employees on a volu ntary bas is in order of sen iority .

(b) Shou ld fewer than the requi red number of PFT employees vo lunteer, such Sunday workshal l then be offered to PPT employees , in order of seniority .

(c) Shou ld fewer than the requ i red number of PPT employees vol unteer, such Sunday worksha l l then be offered to Casual employees in order of seniority .

(d) Shou ld fewer than the requ i red number of casua l employees volunteer, such Sunday workmay be assigned to casua l employees who have worked less than forty (40) hou rs d u ri ngthat week.

Unless otherwise ag reed between the casual employee and the Employer, the maximum number ofhours that may be assigned shal l not exceed the d ifference between the number of hours worked bythe casua l du ri ng the regu lar work week and forty (40) hou rs with such hou rs not to exceed eight (8)hours on the Sunday .


FOR THE EMPLOYER

Wayne ZacharLiquor Control Board of Ontario

FOR THE UN ION

J . Coones , President

Ontario Liquor Boards Employees' Un ion

Page 1 47 of 1 74

May 24 , 2002

Mr . J . Coones , Pres ident

Ontario Liquor Boards Employees ' Un ion5757 Coopers AvenueM ississauga , OntarioL4Z 1 R9

LETTER OF AGREEMENT - RE : Transferred from Department 739

Dear Mr. Coones:

Permanent employees transferred from Department 739 shal l not be requ i red to rotate th rough thesh ifts at Department 941 ( i . e . afternoon sh ift employees wi l l be permanently on that sh ift whi le dayshift employees wou ld remai n i n the i r cu rrent day sh ift) . Th is is an ongoing g randfatheri ngarrangement not ava i lab le to new employees , nor employees who opt to rotate through shifts .

The Employer, where necessary , may temporari lY ass ign the above g randfathered employees to ad ifferent sh ift for the pu rposes of tra i n i ng , absentee rel ief, or other unforeseeable emergencies . Suchass ignments wi l l be of such a temporary nature so as not to extend beyond a two (2) week period .

Should a current 739 employee so request, the LCBO shal l not transfer such employee to a regularLCBO store once he/she has been reass igned to the new faci l ity . The exception to th is would be inthe event of a surp l us/layoff situation . Th is is an ongoing g randfatheri ng a rrangement not ava i lab le tonew employees nor employees who opt to accept transfer.

Yours tru ly ,

Wayne Zachar ,D i rector

Employee Relations

Page 1 48 of 1 7'4

Ju ly 25 , 2005

Mr. J . Coones

5757 Coopers AvenueM ISS ISSAUGA, ONL4Z 1 R9

LETTER OF AGREEMENT - RE : Agency Stores

Dear Mr. Coones:

The Employer ag rees :

(a) not to c lose any of its reta i l stores as a resu lt of the opening or operation of any franch iseand/or agency stores ;

(b) not to layoff any permanent fu l l t ime employees employed at the stores referenced in (a)above as a d i rect resu lt of the Agency Store Prog ram ;

(c) There wi l l be no reduction in store operational hou rs as a resu lt of the open i ng or operationof any franch ise and/or agency stores ;

(d ) it is ag reed that th is ag reement does not app ly to store consol idations , or store re locationswhere such conso l idations or re locations are not a resu lt of the openi ng of any franch iseand/or agency stores .

You rs tru ly,

Wayne ZacharDirector

Employee Relations

Page 1 49 of 1 74

Ju ly 26 , 2005

Mr. John Coones

5757 Coope AvenueMississauga , ONL4Z 1 R9

LETTER OF AGREEMENT - RE : Contracting Out

Dear Mr. Coones :

The Employer agrees there shal l be no new contracting out of work that is usua l ly performed bymembers of the barga i n i ng un it, if a layoff of any permanent fu l l t ime employees resu lts from suchcontracting out .

Th is letter is i n force and effect for the term of th is co l lective agreement or any extension under law.

You rs tru ly ,

Wayne Zachar,D i rector

Employee Relations

Page 1 50 of 1 74

MEMORANDUM OF AGREEMENT - Re : Allocation of Overtime Hours

in the Retail Stores and Depots

Between :

The Liquor Contro l Board of Ontario(The "Employer")

- AND

OPSEU , Liquor Board Employees Division(The "Union")

Th is proposa l is on ly app l icab le to the a l location of sched u led overtime hou rs ("overtime") in the reta i lstores th roughout Ontario and is intended to clarity Article 7 . 6 (b) of the Col lective Agreement forreta i l store employees on ly.

I t is understood that th is Ag reement is not appl icab le to the Letter of Ag reement "Sunday Openi ngs"and s ituations of unschedu led overtime which , for pu rposes of th is Agreement, is overtime that cannot

be anticipated and therefore cannot be scheduled in advance. Without l im iting the genera l ity of theforegoing and by way of example on ly th is would include emergencies such as response to a larms.

1 . Where there is a requ i rement for overtime work , overtime sh ifts must be identified and postedprior to canvass i ng a sh ift, the overtime opportun ity sha l l be offered on a vol untary basis i n thefo l lowi ng manner and sequence:

Overtime work opportun ities shal l be first offered to qualified permanent fu l l-time employees ineach retail store on a voluntary basis in a rotating cycle. For further clarity, th is means the firstovertime opportun ity fol lowing the execution of th is Memorandum of Agreement wi l l be offeredsequential ly to the most sen ior qual ified permanent fu l l-time employee on the seniority l ist at eachretai l store unti l the overtime opportunity has been fil led .

When the next overtime opportun ity arises , the employer wil l offer that overtime opportun ity tothe next qual ified permanent fu l l-time employee who appears on the seniority l ist immed iate lyfol lowing the employee who accepted the previous overtime opportunity and continuesequential ly down the l ist unti l that overtime opportunity has been fi l led . When the end of theseniority l ist has been reached the cycle wil l repeat itself.

2 . Where al l qua l ified permanent fu l l -t ime employees on the seniority l ist at a retai l store have beenoffered the overtime opportun ity and sa id opportunity sti l l exists , such overtime shal l then beoffered to the qual ified permanent part-time employees in the reta i l store and then to the qual ifiedcasual employees . Fa i l ing sufficient vol unteers , overtime wi l l be assigned to the least sen iorqua l ified employee .

3 . The employer sha l l ma i nta i n an updated seniority l ist in each reta i l store wh ich conta ins anupdated notation of wh ich permanent fu l l-time employee accepted the last ava i lab le overtimeopportunity so as to ensu re the proper a l location of the next overtime opportunity.

Page 1 5 1 of 1 74

, Permanent fu l l-t ime employees transferred to another reta i l store shal l be doveta i led into thesen iority l ist at such store . Transferred employees wi l l become el ig ib le to accept the next overtimeopportunity at the reta i l store they are transferred to based on thei r respective position on thesen iority l ist and the pos it ion of the overtime al location cycle , provided they are qua l ified .

5 . An employee who is or wi l l be on vacation sha l l be e l ig ib le to work overtime opportun ities on theSatu rday immed iately prior to , duri ng or fo l lowing h is/her vacation period , provided he/sheprovides a written statement ind icati ng h is/her ava i lab i l ity for such overtime and a contact numberprior to the posti ng of the app l icab le schedu le , provided he/she is qua l ified . Otherwise, shou ld anovertime opportun ity become avai lable , he/she is ine l ig ib le to work overtime d uri ng sa id vacationperiod and the offer wi l l be made to the next most sen ior qua l ified employee on the seniority l ist.

6 . It is agreed that the Union and the Employer shal l meet upon the request of either party, but not laterthan th irteen ( 1 3) months fol lowing the first day of the implementation of this agreement, to review th isMemorandum of Agreement and make any changes agreed to be necessary.

Dated th is 27th day of J u ly , 2005 .

For The Employer For the Union

Wayne Zacha r, D i rectorEmployee Relations

John Coones, Chai rpersonOPSEU , Liquor Board Employees Divis ion

Page 1 52 of 1 74

Ju ly 27 , 2005

Mr. John Coones , Cha i rperson

OPSEU , Liquor Board Employees Division5757 Coopers AvenueM iss issauga , ONL4Z 1 R9

Dear Mr. Coones :

LETTER OF AGREEMENT - RE: Logistics Call In Protocol

The Employer wi l l use the fol lowi ng Logistics Cal l I n Protoco l .

Unforeseen Work for Casual/Seasona l Emp loyees

The Parties ag ree that th is protocol wi l l be used to ca l l i n casua l and seasona l employees i n Log isticsFaci l it ies for work that is unforeseen when the schedu le is posted .

1 . An employee who is not schedu led must advise the Employer of h is/her sh ift ava i lab i l ity forunforeseen work;

An employee is to ca l l the telephone number(s) as provided by the Employer by 4 : 00 p .m .Thu rsday for unforeseen work that may occur the fo l lowing week;

3 . Unforeseen work that becomes ava i lab le sha l l be offered to an employee who hasind icated he/she is ava i lab le as per ( 1 ) above, in order of seniority, provided the employeeis qua l ified to perform the work and no overtime is incu rred ;

4 . The Employer sha l l on ly make one attempt to contact an employee who has compl ied with( 1 ) above.

5 . If the Employer does not establ ish contact with an employee or if the employee does notaccept the offer at the time of the Employer's contact, the next most senior employee whohas compl ied with ( 1 ) above may be offered the work ;

6 . An employee who decl ines the offer as mentioned above sha l l not be d iscip l i ned and wi l lcontin ue to be el ig ib le for subsequent unforeseen work offers ;

For clarity, "schedu le" referenced herein means hours of work posted as per Article 32 . 1 (a) of the Col lectiveAgreement: Further, the terms of th is agreement are not intended to apply to overtime situations .

You rs tru ly,

Wayne Zachar,D i rector

Employee Relations

Page 1 53 of 1 74

MEMORANDUM OF AGREEMENT - Re: Overtime Equalization for LogisticsFacilities

Between

The Liquor Control Board of Ontariohere in after referred to as "the Employer"

and

The Onta rio Liquor Boards Employees ' Un ionhere in after referred to as "the Un ion"

Th is proposa l is app l icab le to permanent fu l l time employees worki ng in Du rham , London , TorOnto ,Ottawa and Thunder Bay log istics faci l ities on ly and is intended to rep lace Article 7 . 6 (b) of theCol lective Ag reement for Log istics employees on ly.

Overtime wi l l be d istributed under the terms of th is agreement to permanent fu l l time employees by theclass ification that normally performs the work , except for Warehouse Worker 3 and Warehouse Worker4 classifications wh ich wi l l be deemed to be one class ification for the purpose of overtime d istribution .

1 . Overtime hours sha l l be ca lcu lated us ing a multipl ier rate equa l to that for which theEmployee would be paid for the hours offered or worked . Th is wou ld be app l icable to al l l ists .

2 . Where there is a requ i rement for overtime , work shal l be offered on a volunta ry bas is in thefol lowi ng manner and sequence.

a) Overtime sha l l be offered fi rst to permanent fu l l t ime employees with the least numberof accumulated overtime hou rs in the department , at work , by sh ift, by theclass ification that normal ly performs the work for which such overtime is requ i redbased on the employer's most recent l ist.

b) Where sufficient ful l time personnel do not volunteer, such overtime wil l be offered toseasonal employees in accordance with Appendix 4 Section 2 of the Col lective Agreement.

c) Where sufficient Seasona l personne l do not volunteer such overtime wi l l be offered toCasual employees in order of seniority i n the department, at work , by sh ift, by theclassification that normal ly performs the work for which such overtime is requ i red .

d) Fa i l i ng sufficient vo lunteers , overtime shal l be ass igned to the least sen ior qua l ifiedemp loyee begi nn ing with Casual employees, then Seasonal employees and thenpermanent fu l l time employees .

� NOTE : For the pu rposes of th is clause , the most recent l ist sha l l mean the employer'sda i ly adjusted l ist and not the weekly posted l ist.

� NOTE : Where there are more employees with the same number of accumu lated overtimehou rs than a re requ i red , such overtime wi l l be a l located in order of seniority .

Page 1 54 of 1 74

3 . The Employer sha l l ma inta i n a dai ly Overtime List of a l l hou rs worked and offered , by sh ift.

A separate and simi lar l i st by sh ift (Accommodation List) wi l l be maintained for al l employeesunable to perform the majority of the duties, based on information within the Employerspossession , and whose abi l ities restrict an employee to tasks that are l im ited in ava i labil ity.

Overtime for these employees wi l l be d istributed and subjected to the same ru les l isted underthe head ing of "Tracking and Admin istration" detailed below in th is Memorandum of Agreement.

S imi lar to the ru les stated below under the title of "Sh ift Changes" , if an employee movesfrom the "Accommodation List" to the "Overtime List" or from the "Overtime List" to the"Accommodation List" then the employee's accumulated tota l hou rs on the l ist he/she isdeparting from wi l l be de leted and his/her tota l hou rs on the l ist he/she is moving to wi l l bereflected as one hour greater than the employee cu rrently on that l ist with the g reatest totalhou rs . Th is "tota l hou rs p l us one" sha l l be ca lcu lated using the dai ly l ist summary for theday the trans ition occu rs .

A weekly summary of a l l Lists wi l l be posted in each department, by sh ift, no later than 4p .m . on the fi rst working day of the new work week. Such l ists sha l l conta in the fo l lowing :

a) Al l hours worked and offered for the previous week;

b) The tota l accumu lated hours worked and offered to date ;

c) Al l hou rs decl ined and the reasons that they were decl i ned .

A copy sha l l a lso be provided to the loca l Un ion Representative .

4 . Separate l ists shal l be mainta i ned for weekend and statutory hol iday sol icitation .

NOTE : Item 4 above wi l l not app ly to employees worki ng i n Maintenance , Contro ls andSecurity , who were hired prior to January 1 , 2005 .

Weekend and Statutory Hol iday Sol icitation

Overtime that has a starting time between 1 2 : 0 1 a .m . Saturday and 1 1 : 59 p .m . Sunday wi l l be offeredfi rst to permanent fu l l t ime employees with the least number of accumu lated hou rs , based on theweekend and statutory hol iday so l icitation list , in the department, by the classification that normal lyperforms the work. I t is understood that the employee with the least number of hou rs sha l l be so l icitedfrom amongst a l l sh ifts for that class ification .

Where the sol icitation of overtime, as defined above, commences with less than 2 ca lendar days , ofthe starti ng time of sa id overtime , management wi l l sol icit permanent fu l l time employees not on sh iftby phone.

Employees have 1 0 ca lendar days to ra ise queries regard ing the accu racy of the posted l ist exceptwhere an employee has been absent and in such cases must be made with in 1 0 ca lendar daysfollowing h is/her retu rn to work . Fa i l ing the submission of any queries , the employer's record sha l l bedeemed to be accurate .

Page 1 55 of 1 74

Tracking and Administration

Overtime hours wi l l be cha rged to employees where :

a) Hou rs a re offered and refused

b) They a re absent due to any reason i nclud ing vacation

For the pu rposes of th is agreement , vacation days sha l l be considered to fa l l between Monday andF riday . Employees who are on vacation shal l be e l ig ib le to work on any Satu rday or Sundayimmed iately prior to , du ring , or fo l lowi ng the i r vacation period , provided they sign a form ind icati ngthe i r ava i lab i l ity for such overtime prior to the commencement of the i r vacation .

c) hou rs that are offered and accepted by an employee who subsequently does not work for anyreason

Where it is necessary to ca l l in employees who a re not at work because it is not the i r regu la r sh ift,then , i n the event an employee's avai lab i l ity cannot be confi rmed at the time of offer, the employeewi l l be charged , and the next employee on the l ist wi l l be offered the work .

Overtime hou rs sha l l be reconci led and turned back to "zero" (0) January 1 and Ju ly 1 of each year.Where a l l employees in a class ification have "zero" accumu lated overtime hou rs , overtime wi l l beoffered in order of sen iority .

Employees who a re ass igned to a d ifferent classification with i n a department (e .g . : promotion ,transfer, demotion , etc . ) sha l l have their hou rs adj usted to be one hou r g reater than the hours of theemployee with the most hou rs i n that d ifferent class ification .

Sh ift Changes

a) Employees who request ass ignment to a d ifferent sh ift, and maintain the i r class ification sha l la lso have the i r hours adjusted to be one hou r g reater than the hou rs of the employee with themost hours for that class ification , on that sh ift in the same department. The most hou rs p l usone shal l be ca lcu lated using the dai ly l ist .

b) Where an employee's sh ift is changed by management, due to operationa l requ i rements , theEmployee's overtime hours sha l l be reconci led at the time of the shift change and thei r hoursfor the new sh ift adj usted to be one hou r g reater than the hou rs of the employee with the mosthours for that classification , on that sh ift in the same department.

Reviews of equalization records shall be held between loca l Un ion and Management on a quarterly basis .

The LCBO wi l l equal ize overtime to a maximum d ifference of 1 5 hours among those employeeswith in a depa rtment , class ification and sh ift, as defi ned in Append ix A.

Equa l ization wi l l be determined by comparing the overtime hours of an employee with the overtimehours of that employee i n the same department, class ification and shift who has the g reatest numberof overtime hou rs .

Where the difference between their overtime hours exceeds 1 5 then the amount by which the i rd ifference exceeds 1 5 wi l l be a l l that is paid to the employee being equa l ized .

Page 1 56 of 1 74

Employee

John Smith

Ti na Jones

Difference

Total hours worked or offered

300

275

25

- 1 5

1 0

Overtime equa l ization records shal l be reconci led January 1 and Ju ly 1 of each year. The weekend andstatutory hol iday sol icitation list shal l be reconci led at the same time but independently of the WeekdayOvertime and Accommodation Lists . Any equal ization adjustments sha l l be paid to Employees at thei rregu lar hourly rate in effect June 30th and December 3 1 st of the equa l ization period . These adj ustmentssha l l be paid in the pay period closest to the fi rst of the month fol lowing reconci l iation .

Overtime hou rs wi l l not be offered to an employee where such hours wi l l resu lt in the employee workingmore than two (2) fu l l sh ifts in any 24 hour period . To clarify , each employee must have a min imum of 1sh ift off, (not working) , in any 24 hour period . Accord ing ly, the employee wi l l not be charged .

It is ag reed that the Un ion and the Employer shal l meet upon the request of either party, but not laterthan th irteen ( 1 3) months fo l lowing the fi rst day of the renewal of th is ag reement , to review th isMemorandum of Ag reement and make any changes that the parties ag ree to be necessary.

NOTE : Th is Ag reement wi l l come into effect February 1 , 2005 .

Dated th is 29th day of December , 2004.

John Coones

A. R. KempFor the Union

Bruce Pizzolato

For the Employer

Page 1 57 of 1 74

Appendix A - Definition ofDEPARTMENTS and CLASSIFICATIONS

Department

Operations (#969)

Class ifications

. C lerks

o Forepersons* Warehouse Worker 3 and Warehouse Worker 4

Mai ntenance (#967) o Bu i ld ing Maintenance Mechan ic� E lectron ic Techn ician

� Mai ntenance Electrician

o Maintenance Mechanic

� Maintenance Serviceperson

� Storekeeper° Jan itors

° Fork L ift Truck Mechanic

Contro ls (#968) � Vax Systems Operators

� Contro l Conso le Operators

� Systems Analysts

PLC Systems Analysts

Stock Contro l

& Adm in . Services (#966)

� Office C lerks

Eng i neering (#963) � Pa l let Contro l Clerk

� Dist. Ana lyst

Secu rity (#962) - Senior Security Officers

It is understood that where there is more than one sh ift for a class ification , then each sh ift wi l l becons idered separate for equa l ization pu rposes .

Page 1 58 of 1 74

LETTER OF AGREEMENT - Re: Applicability of Overtime & Shift Rotation

in Logistics Facilities

Between

The Liquor Control Board of Ontario(herei n after referred to as "the Employer")

- and

The Onta rio Liquor Boa rds Employees ' Un ion(here in after referred to as "the Union")

Th is letter wi l l serve as an addendum to the above-noted Memorandums of Agreement datedDecember 29th , 2004; and wi l l confi rm the understand i ng between the Employer and the Union thatfurther to the two Memorandums of Agreement regard ing Shift Rotation and Overtime in a l l Log isticsfaci l ities as noted in those letters dated December 29 , 2004; that for the Toronto Log istics Faci l ity theapp l icab i l ity of those Memorandums of Ag reement is on ly to those employees working inDepartments #938 and #738 , specifica l ly the Private Ordering Service Centre and the Vintages Reta i lService Centre .

Those employees worki ng in Department #737 Bui ld i ng Maintenance and Department #91 0 PrivateOrdering Office are excluded from the terms and cond itions of those memorandums .

Dated the 1 5th day of Ma rch , 2005 .

For The Employer For the Un ion

For The Employer For the Union

For the Union

Page ! 59 of 1 74

J une 24 , 2009

Ms . Vanda Klumper , Cha i rpersonOPSEU , Liquor Board Employees Divis ion5757 Coopers AvenueM iss issauga , ONL4Z 1 R9

LETTER OF AGREEMENT - RE: Bargaining Unit Work

Dear Ms . Klumper:

Th is letter sha l l serve to confi rm that it is not the practice or the intention of Management to performwork that is typ ica l ly performed by barga i n i ng un it employees to avoid the sched u l ing of that work tobargain ing un it employees .

However , Management reserves the right to perform such work as it deems necessary in the i nterestof customer service , operationa l efficiency, safety , emergency or other bona fide reasons .

You rs tru ly ,

Wayne Zacha r,D i rector

Employee Relations

Page 1 60 of 1 74

May 1 6 , 20 1 3

Ms . M . Alvarado

Lead NegotiatorOntario Pub l ic Service Employees Union1 00 Lesm i l l Road

Toronto , OntarioM3B 3P8

LETTER OF AGREEMENT - RE : Scheduling

Upon the U n ion 's request, the Employer ag rees to meet with in 60 days fo l lowing ratification of the201 3 Col lective Ag reement to d iscuss concerns perta in i ng to the Union 's proposa ls for amendmentsto Article 7 .4 (a) (i i i) , i ncl ud ing doub le sh ift store schedu l i ng issues. The purpose of these d iscuss ionswi l l be to exp lore potentia l opportunities to add ress the concerns of both parties rega rd ing theproposed amendments . The meeti ng shal l be composed of th ree (3) "Un ion Representatives"selected by the Un ion and three (3) "Employer Rep resentatives" selected by the Employer .

Al l t ime off for such meetings sha l l be cha rged to the pool under Article 1 . 5 (a) .

The Un ion ag rees to adjou rn the outstand ing g rievances (GSB #201 2-0 1 37 , 0 1 38 , 0 1 39 , 0 1 40 , 0 1 4 1 ,0 1 42 , 0 1 43 , 0397 , and 0398) to provide time for mean ingfu l d iscussions .

You rs tru ly,

Wayne ZacharDirector, Emp loyee Relations , Corporate Health & Safety ServicesLiquor Control Board of Ontario

May 1 6 , 20 1 3Page 1 6 1 of 1 74

Ms. M . AIvarado, Lead NegotiatorOntario Pub l ic Service Employees Un ion1 00 Lesmi l l Road

Toronto , Onta rioM3B 3P8

LETTER OF AGREEMENT - RE : Health and Safety

Dea r Ms . Alvarado:

The Letter of Agreement confi rms that Hea lth and Safety issues were d iscussed extensive ly duringthe negotiations 20 1 3 .

The parties recogn ize the i r mutua l interest in ensu ring the health and safety of a l l Employees and a recommitted to cooperating fu l ly , i nd ividua l ly and col lective ly for the advancement of health and safety .The parties understand and wi l l comply with the i r duties and obl igations i n respect of theOccupationa l Hea lth and Safety Act and its regu lations . The Letter of Ag reement is not i ntended top revent the employer from develop ing , imp lementing , and mainta i n ing po l icies , prog rams andgu ide l i nes but rather to estab l ish a co l laborative re lationsh ip between the Employer, the U n ion , theP rovincia l Health and Safety Committee and Regiona l/Loca l Hea lth and Safety Comm ittees andHealth and Safety Representatives .

Furthermore , the PHSC shou ld estab l ish admin istrative practices for the shari ng of re levantinformation between the Employer and the Reg iona l/Loca l Hea lth and Safety Committees and toopen ly engage in d iscuss ions related to crit ica l inj ury prevention , work refusa ls , u nsafe work p lacesand workload .

I n add ition , the employer ag rees that at least one ( 1 ) member of the barga i n ing un it e lected/appointedto each workp lace safety comm ittee as requi red by OHSA is a certified member. Al l membersinclud ing those from the PHSC sha l l become certified no later than November 30 , 20 1 3 . Thecertification wi l l be done by the Workers Health and Safety Centre for certification tra i n ing to June 30 ,20 1 4 at wh ich time the parties wi l l review the conti nuation of the service provider. Al l cost associatedwith certification tra in ing as requ i red by law sha l l be compensated by the Employer.

You rs tru ly ,

Wayne Zachar,D i rector, Employee Relations , Corporate Health & Safety Services

Page 1 62 of 1 74

May 1 6 , 20 1 3

Mr. Wayne Zacha rDirector, Employee Relations & Corporate Health & Safety Services55 Lake Shore Blvd . East

Toronto , ONM5E 1 A4

LETTER OF AGREEMENT - RE : Interpretation ofArticle 27.3

Dea r Mr. Zachar:

Th is letter sha l l serve to confi rm the Union 's interpretation of Article 27 . 3 .

Where the Employer advises an employee that it wishes to discuss a matter that may resu lt in

d iscip l i ne aga i nst that employee, and the Employer advises the employee of the pu rpose in advanceof the meeting and that he or she sha l l be entit led to have a Union Representative at such meeting ,such d iscuss ion does not constitute a meeti ng for the pu rpose of Article 27 . 3 .

You rs tru ly ,

Steve N ield

Supervisor LBED Divis ionOntario Pub l ic Service Employees Un ion1 00 Lesm i l l Road

Toronto , Onta rioM3B 3P8

Page 1 63 of 1 74

May 1 6 , 20 1 3

Ms . M . Alvarado

Lead NegotiatorOntario Pub l ic Service Employees Union1 00 Lesm i l l Road

Toronto , Ontario

LETTER OF AGREEMENT - RE: lOBS

The Employer ag rees to post and fi l l a mi n imum of fifty (50) PFT barga i n i ng un it jobs per contractyea r for a tota l of two hund red (200) PFT barga in ing un it jobs du ri ng the term of the Col lectiveAg reement as fo l lows:

> Post and fi l l a min imum cumu lative tota l of 50 jobs by January 20 1 4

> Post and fi l l a m in imum cumulative tota l of 1 00 jobs by January 201 5

> Post and fi l l a mi n imum cumu lative tota l of 1 50 jobs by January 201 6

> Post and fi l l a m in imum cumulative tota l of 200 jobs by January 20 1 7

The number of positions mentioned above are in add ition to any pos itions declared as pa rt of thePVR process for each year.

The U n ion ag rees to withd raw al l seventeen ( 1 7) 20 1 2 PVR grievances .

The Employer ag rees to recru it/ h i re twenty a tota l of twenty (20) casual employees at the Log isticsService Centres with i n s ixty (60) days fol lowi ng ratification .

You rs tru ly ,

Wayne ZacharDirector, Employee Relations , Corporate Health & Safety ServicesLiquor Control Boa rd of Ontario

Page 1 64 of 1 74

Th is Ag reement executed i n the C ity of To ronto , on the day of z2Z J/ o 0/'/'

For the Emp loye r: For the Un io n :

M i r la G . A lva rado

Den ise Davis

t Jda Watson -rracy VydohJ l

Co l leen MacLeod

,O

Patti Davis Jenn Van Zetten

J u ha enson

Warren

Page 1 65 of 1 74

Ca lenda r fo r 20 1 3

Apri l

S M T W T F S

1 2 3 4 5 6

7 8 9 i0 ii 12 13

14 15 16 17 18 19 20

2 1 22 23 24 25 26 27

28 29 30

May

S M W T F S

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5 6 8 9 10 11

12 13 14 15 16 17 18

19 20 2 1 22 23 24 25

26 27 28 29 30 3 1

June

S M T W T F S

i

2 3 4 5 6 7 8

9 !O ! 1 12 13 14 15

16 17 !8 19 20 2 1 22

23 24 25 26 2"T 28 29

3O

Ju ly

S M T W T F S

1 2 3 4 5 6

7 8 9 !0 11 12 13

14 15 16 17 18 19 20

2 1 22 23 24 25 26 27

28 29 30 3 1

August

S M T W T F S

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4 5 6 7 8 9 10

1 1 12 !3 14 15 16 17

18 19 20 2 1 22 23 24

25 26 27 28 29 30 3 1

September

S M T W T F S

1 2 3 4 5 6 7

8 9 10 11 12 13 14

15 16 17 18 19 20 2 1

22 23 24 25 26 27 28

29 30

October

S M T W T F S

1 2 3 4 S

6 7 8 9 10 11 !2

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 3 1

November

S M T W T F S

1 2

3 4 5 6 7 8 9

10 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

December

S M T W T F S

1 2 3 4 5 6 7

8 9 10 1 1 12 13 I4

15 16 17 18 19 20 2 1

22 23 24 25 26 27 28

29 30 31

Page 1 66 of 1 74

Ca lenda r for 20 1 4

January

S M T W T F S

1 2 3 4

5 6 7 8 9 10 t t

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30 3 1

Apri l

S M T W T F S

1 2 3 4 5

6 7 8 9 10 11 12

13 14 1S 16 17 18 19

20 2! 22 23 24 25 26

27 28 29 30

Februa ry

S M T W T F S

i

2 3 4 5 6 7 8

9 i0 Ii 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28

May

S M T W T F S

1 2 3

4 S 6 7 8 9 i0

11 12 13 14 15 16 17

t8 19 20 21 22 23 24

25 26 27 28 29 30 3 1

March

S M T W T F S

1

2 3 4 5 6 7 8

9 I0 Ii 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28 29

30 31

June

S M T W T F S

1 2 3 4 5 6 7

8 9 !0 !1 12 13 14

t5 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

August

S M T W T F S

1 2

3 4 5 6 7 8 9

t0 11 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

3 1

October

S M T W T F S

1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30 3 1

November

S M T W T F S

t

2 3 4 5 6 7 8

9 10 11 12 13 14 15

16 17 18 19 20 2! 22

23 24 25 26 27 28 29

3O

July

S M T W T F S

1 2 3 4 5

6 7 8 9 !0 1! 12

13 14 1S 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 3 1

September

S M T W T F S

1 2 3 4 5 6

7 8 9 10 11 12 13

14 1S 16 17 18 19 20

21 22 23 24 25 26 27

28 29 30

December

S M T W T F S

1 2 3 4 5 6

7 8 9 - 10 t l 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27

28 29 30 3 1

Page 1 67 of 1 74

Ca lendar fo r 20 1 5

January

S M T W T F S

1 2 3

4 S 6 7 8 9 10

11 12 13 14 15 16 17

18 19 20 21 22 23 24

25 26 27 28 29 30 3 t

February

S M T W T F S

! 2 3 4 5 6 7

8 9 10 11 12 13 14

lS 16 17 18 19 20 21

22 23 24 25 26 27 28

March

S M T W T F S

t 2 3 4 5 6 7

8 9 10 1 1 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30 3 1

Apri l

S M T W T F S

1 2 3 4

5 6 7 8 9 10 11

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30

May

S M T W T F S

1 2

3 4 5 6 7 8 9

10 tl 12 13 14 15 16

17 18 19 20 2! 22 23

24 25 26 27 28 29 30

3 1

Ju ne

S M T W T F S

1 2 3 4 5 6

7 8 9 10 1 1 12 13

14 1.5 16 17 18 29 20

21 22 23 24 25 26 27

28 29 30

Ju ly

S M T W T F S

1 2 3 4

5 6 7 8 9 10 ii

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30 3 1

August

S M , T W T F S

1

2 3 4 5 6 7 8

9 10 11 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28 29

30 3 1

September

S M T W T F S

1 2 3 4 5

6 7 8 9 10 11 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30

October

S M T W T F S

1 2 3

4 5 6 7 8 9 10

tl 12 13 14 15 16 17

!g 19 20 2 ! 22 23 24

25 26 27 28 29 30 3 1

November

S M T W T F 5

t 2 3 4 5 6 7

8 9 10 1! 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30

December

S M T W T F S

1 2 3 4 5

6 7 8 9 i0 i i 12

13 14 15 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 3 1

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Ca l endar fo r 20 1 6

Janua ry

5 M T W T F S

1 2

3 4 S 6 7 8 9

tO Ii 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

3 1

February

S M T W T F S

1 2 3 4 5 6

7 8 9 10 11 12 13

14 3_5 16 17 18 19 20

2I 22 23 24 25 26 27

28 29

March

S M T W T F S

! 2 3 4 S

6 7 8 9 10 11 12

13 14 iS 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30 3 1

October

S M T W T F S

1

2 3 4 5 6 7 8

9 i0 ii 12 13 14 15

16 17 18 19 20 21 22

23 24 25 26 27 28 29

30 3 1

Ju ly

S M T W T F S

1 2

3 4 5 6 7 8 9

I0 Ii 12 13 14 15 16

17 18 19 20 21 22 23

24 25 26 27 28 29 30

3 1

May

S M T W T F S

1 2 3 4 5 6 7

8 9 10 1! 12 13 14

15 16 17 18 19 20 21

22 23 24 25 26 27 28

29 30 3 1

August

S M T W T F S

1 2 3 4 5 6

7 8 9 . 10 11 12 13

14 15 16 17 18 19 20

21 22 23 24 25 26 27

28 29 30 3 1

November

S M T W T F S

1 2 3 4 5

6 7 8 9 I0 i i 12

13 14 iS 16 17 18 19

20 21 22 23 24 25 26

27 28 29 30

Apri l

S M T W T F S

1 2

3 4 5 6 7 8 9

i0 Ii 12 13 14 15 16

17 18 19 20 2 1 22 23

24 25 26 27 28 29 30

June

S M T W T F S

1 2 3 4

5 6 7 8 9 10 1 1

12 13 14 1S 16 17 18

19 20 21 22 23 24 25

26 27 28 29 30

September

S M T W T F S

1 2 3

4 5 6 7 8 9 10

1 1 12 13 14 15 16 17

18 19 20 2 1 22 23 24

25 26 27 28 29 30

December

S M T W T F S

1 2 3

4 5 6 7 8 9 10

11 12 13 14 15 16 17

1S 19 20 21 22 23 24

25 26 27 28 29 30 3 1

Page 1 69 of 1 74

Ca lenda r for 20 1 7

January

S M T W T F S

1 2 3 4 5 6 7

8 9 i0 I i 12 13 9_4

15 16 17 IS 19 20 21

22 23 24 25 26 27 28

29 30 3 1

Feb rua ry

S M T W T F S

1 2 3 4

5 6 7 8 9 i0 ii

12 13 14 15 16 17 18

19 20 21 22 23 24 25

26 27 28

March

S M T W T F S

1 2 3 4

5 6 7 8 9 i0 ii

12 13 14 15 16 1 7 18

19 20 2 1 22 23 24 25

26 27 28 29 30 3 1

Page 1 70 of t 74

NOTES

Page 1 7 1 of 1 74

NOTES

Page 1 72 of 1 74

NOTES

Page 1 73 of 1 74

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