TABLE OF CONTENTS

ARTICLE 1 -SCOPE AND RECOGNITION ... ... ......... ... .... .. ........ ... ................... .. ................................... . 1

ARTICLE 2 -UNION SECURITY .................. ... ................... .. .. ... ................ ................. ........... .. .... ........... .. 1

ARTICLE 3- UNION DUES ........ ............ ................ ... ...... ... ..... .. -....... ..... .. .. ..... .. ......... ... .. ................ ......... 4

ARTICLE 4- MANAGEMENT FUNCTIONS ...................................... .... ........................................... ..... 4

ARTICLE 5- NO STRIK.ES OR LOCK-OUTS ................................. .......................................... .. ............ 5

ARTICLE 6 -UNION REPRESENTATION AND ACTIVITY ........ .................. .......... ............................ 5

ARTICLE 7- DISCRIMINATION ................................................... .. ..... ........ ...... .................. .. ... .. ... .. ....... 6

ARTICLE 8- GRIEVANCE PROCEDURE ..................................................... ........................................ . 6

ARTICLE 9- DISCHARGE, SUSPENSION AND DISCIPLINE .... ......................... .. ........................ ...... 7

ARTICLE 10- ARBITRATION ........................................................ ..................................... ........... .. ....... 8

ARTICLE 11 -SENIORITY .............................. ... .... ........ ........... ................... .. .......................................... 9

ARTICLE 12-LEAVEOF ABSENCE ........................ ........................ ......... ... ........................................ 11

ARTICLE 13 -HEALTH & SAFETY ........................................ .. ....................................... ..... ................. 11

ARTICLE 14- TEMPORARY TRANSFERS ............... .............. .. ............................................. .......... .... 12

ARTICLE 15 -HOURS OF WORK AND OVERTIME .......... ............................. .. ........ .......................... 12

ARTICLE 16 -PAID HOLIDAYS ............................... ............... ..... ....... ................ ............................... .. 13

ARTICLE 17- VACATIONS ................................................................... ......... ............. .... .. ........ ..... ....... 14

ARTICLE 18- REPORTING TIME ............................. ....... .. .......... ... ......... ............ .......... .. ............ ....... .. 15

ARTICLE 19-DEATHLEAVEALLOWANCE ..................... .... ............ ..................... .. .. .... .. ..... .. .... ..... 15

ARTICLE 20 -BENEFITS ........................... .. .... ... ........ ................. ........................ ... ........ ..... .... ... ...... ....... 16

ARTICLE 21- CANADIAN CITIZENSHIP HEARING ................................................ .. ....................... 16

ARTICLE 22 -JURY DUTY ................................................ .. .... .. ...... ........................................... .. .......... 16

ARTICLE 23 -JOB POSTING ................ ... ................ ..... ........ .... ................. .......... .............. .. ............ .. .... 17

ARTICLE 24- UNIFORMS ..... .. .. ............ ......... .... ........ ....... ........................ ........................................ ..... 17

ARTICLE 25 -WAGES ......................... .......... ....... .. ... ..................................... ..... .. .................................. 18

ARTICLE 26- TERM OF AGREEMENT .................................................................................. ............. 19

BETWEEN:

COLLECTIVE AGREEMENT

SCANDINAVIAN BUILDING SERVICES LTD. (176 Yonge Street, Toronto, Ontario)

(hereinafter called "the Employer")

- and-

LIUNA LOCAL 183

(hereinafter called "the Union")

ARTICLE 1 -SCOPE AND RECOGNmON

1.01 This Agreement shall cover all employees of Scandinavian Building Services Ltd.

at, 176 Yonge Street, in the Municipality of Metropolitan Toronto, save and except Supervisors,

persons above the rank of Supervisor, Office, Clerical and Sales Staff.

1.02 The Employer agrees to recognize and bargain collectively and exclusively with

. the Union for all employees of the Employer as defined in Article 1.01 above.

1.03 The Employer agrees to provide the Union upon request an updated list of

employees covered by this Agreement, their classification, employee status and updated contact

infom1ation including addresses, phone numbers, etc.

ARTICLE 2- UNION SECURITY

2.01 All employees of the Employer who are members of the Union on the effective date

of this Agreement shall remain members of the Union as a condition of continued employment.

2.02 All employees of the Employer who are hired after the effective date of this

Agreement shall be required to become and remain members of the Union as a condition of

continued employment.

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2.03 The Employer shall deduct from every employee any dues, initiation fees or

assessments levied by the Union on its members.

2.04 The Union shall indemnify and hold harmless the Employer against any and all

liability which may arise by reason of the check-off by the Employer of dues in accordance with

this Agreement.

2.05

(a)

(b)

2.06

No Individual Agreements

No employee shall be compelled to or allowed to enter into any individual contract

or agreement with the Employer concerning the conditions of employment varying

the conditions of employment herein.

Notwithstanding the above, the wage rates outlined in this Agreement are minimum

wage rates and they do not prevent the Employer from paying a higher wage rate.

Ri.ght to Have Steward Present

An employee, who is subject to disciplinary action (i.e. written reprimands,

suspension or termination) that is to be recorded within the employee's Personnel File, shall have

the right to have a Steward to represent him/her at such meetings. The Employer agrees that the

employee shall be notified in advance of the purpose of such meeting. It shall be the responsibility

of the Employer to contact the Steward and if one is not available the employee being disciplined

may request the presence of another co-worker at such meeting.

A Union Steward, who is subject to discipline, shall have the right to the presence

of a Union Representative or another officially appointed Union Steward.

This provision shall not apply to those discussions that are of an operational nature

and do not involve imposition of disciplinary action.

2.07

(a)

Harassment

All employees have the right to work in an environment free from harassment.

Harassment will be grounds for the imposition of discipline pursuant to this

Scandinavian Building Services Ltd. - 176 Yonge Street (201 7-2020) Page2

2.08

2.09

Agreement. Where an employee alleges that harassment has occurred on the job,

the employee shall have the right to grieve under this Agreement.

(b) "Sexual harassment" means any unwelcome sexual advances, remarks or demands

for sexual favours of an unwelcome or physical nature, insulting or offensive

comments or conduct of a sexual nature.

(a)

Health and Safety

Employees shall report any work-related accident/injury to his/her immediate

supervisor as soon as it occurs and follow through with all responsibilities outlined

in the Workplace Safety and Insurance Act.

(b) Employees returning from Sick leave must provide a cleared Fitness for Duty report

by a medical practitioner to ensure they are physically able to perfom1 their duties

and maintain their safety at work.

No employee covered by this Collective Agreement, shall as a result of same suffer

and/or incur any loss or reduction in hours, wages or any other benefits and/or conditions of

employment monetary or othe1wise for purposes of benefit coverage, etc.

2.10 Employee Attendance at Staff Meetings

(a) Where an employee is directed by the Employer to attend a staff meeting, in-service

or a committee meeting during his/her regular working hours, the employee shall

be compensated at his/her regular hourly rate for the time spent in such attendance

(including their lunch and/or break times).

(b) Where an employee is directed by the Employer to attend a staff meeting, in­

service or committee meeting outside ofnonnal working hours, he/she shall be

credited with equivalent time off at his/her basic rate of pay.

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ARTICLE 3 - UNION DUES

3.01 During the term of this Agreement, the Employer agrees to deduct, on each pay

day, regular monthly Union dues as certified by the Union and to remit the amount so deducted to

the authorized Representative of the Union.

3.02 Dues deductions shall be forwarded to the Union no later than the fifteenth (15 1h)

of the month following the month for which the dues were deducted, together with a list of the

names and Social Insurance Numbers of those employees for whom deductions have been made.

Instances where dues have not been deducted from an employee, the reason - e.g.

leave of absence - shall be stated.

3.03 The Employer will send to the Union within a week of their hiring, the names,

addresses, telephone numbers and classifications where applicable, of new employees.

ARTICLE 4 - MANAGEMENT FUNCTIONS

4.01 The Union understands and agrees to recognize that the exclusive function of the

operation shall continue to rest with the Employer. The exercise of these functions shall not be in

conflict with the tem1s of this Agreement. These functions include, but are not limited to the hiring

and directing of working forces, the detem1ination of the number of employees required to fill the

various job classifications, the right to promote, demote, transfer, discipline, suspend and discharge

employees for just cause; the determination ofthe qualifications of an employee to perform work;

the Employer's right to select and implement the type, quantity, methods and processes and means

of operating; the making, publication and enforcement of reasonable rules for the promotion of

safety, efficiency and discipline and for the protection of the employees and Employer.

4.02 Employer Policies

Employer policies shall be communicated and available to the employees

where applicable.

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4.03 Contracting Out/Bargaining Unit Work

The Employer agrees that it will not contract out any bargaining unit work referred

to in Article 1 above, under any circumstances.

The Employer further agrees that its representatives not covered by the terms and

conditions of this Collective Agreement shall not perform any bargaining unit work except for

purposes of instruction or in cases of emergency where bargaining unit members are not readily

available. See Attached Letter of Understandin g

ARTICLE 5- NO STIUKES OR LOCK-OUTS

5.01 The Union agrees that there will be no strikes and the Employer agrees that there

will be no lock-out as defined in the Ontario Labour Relations Act during the term of this

Agreement.

ARTICLE 6 - UNION REPRESENTATION AND ACTIVITY

6.01 The Union shall notify the Employer of the name of the Steward. The Union will

be entitled to one (1) Steward per shift for the bargaining unit.

The Union recognizes that the Steward is an employee of the Employer, and that

he/she will not leave his/her work during working-hours except to perform his/her duties under

this Agreement. The Steward shall first obtain permission from his/her supervisor before leaving

his/her work area. Such permission shall not be unreasonably denied.

When a Steward employed by the Employer is temporarily absent with permission

for the purpose of processing grievances, he/she shall receive his/her regular straight-time rate-of­

pay during each period of absence to a maximum of one and one-half (1 1/z) hours per month.

6.02 The Employer shall provide bulletin boards for the use of the Union at locker

rooms, or other appropriate locations as the parties may agree from time-to-time, upon which the

Union shall have the right to post notices, with prior approval from the Employer.

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6.03 The Employer will use its best efforts to facilitate the Union Representative's access

to the premises for the investigation and settlement of grievances, for the distribution of Union

materials and for Union meetings.

It is understood that the foregoing rights may have to be limited in accordance with

the building's security requirements.

6.04 The Employer agrees that the Union Steward shall be the last employee laid-off in

the event of a lay-off temporary or otherwise and shall be the first employee recalled after lay-off

so long as they are capable and willing to perform the available work.

In order to qualify for super seniority status, the Steward must have at least four (4)

years of seniority.

ART1CLE 7 - DlSCRIMINATION

7.01 There shall be no discrimination, intimidation or coercion by the Employer or the

Union or its members against any employee. Discrimination shall mean discrimination because

of sex, age, race, colour, creed, national origin, Union activity, physical handicap, contrary to the

Ontario Human Rights Code.

ARTICLE 8- GRIEVANCE PROCEDURE

8.01 A grievance shall be defined as any reasonable difference arising out of the

interpretation, application, administration or alleged violation of the Collective Agreement.

8.02 A grievance should be brought to the attention of the employee's immediate

supervisor within ten ( 10) working-days after the employee became aware of the circumstances

giving rise thereto.

Grievances shall be dealt with in the following manner:

The employee or group of employees may, with the assistance of his/her Steward,

submit a w1itten grievance to his/her immediate supervisor, who shall render his/her

decision within five (5) working-days;

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Failing satisfactory settlement at Step 1, the grievance may be submitted to

the Manager who shall reply in writing within five (5) working-days after

receipt of the grievance;

Failing satisfactory settlement at Step 2, the Steward, the Chief Steward, the

Grievor and the Union's Representative and advisor shall meet with

representatives of Management within eight (8) working-days, or at a time

mutually agreed upon, to discuss the grievance. The Employer will

schedule grievance meetings during the Grievor's working-hours.

If the grievance is not settled within five (5) working-days, it may be referred to

arbitration as hereinafter provided.

8.03 The Union or the Employer may initiate a grievance beginning at Step 2 of the

Grievance Procedure.

8.04 For the purpose of this Article, working-days shall not include Saturdays, Sundays

and Holidays.

ARTICLE 9- DISCHARGE, SUSPE NSION AND DISCIPLINE

9.01 An employee who has completed his/her sixty (60) working-day probation period

may be dismissed, but only for just cause, and only upon the authority of the Employer, as defined

in this Agreement.

Prior to the imposition of discipline or discharge an employee shall be given the

reason in the presence of his/her Steward if the Steward is present in the building.

9.02 An employee who is discharged or suspended shall file a grievance at Step 3 of the

Grievance Procedure within five (5) working-days after such discharge or suspension.

9.03 The Union shall receive copies of all disciplinary letters presented to employees.

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9.04

(a)

Personnel File

An employee shall have the right to request that any disciplinary action including,

but not limited to, warnings and suspensions be removed from the Personnel File

after twelve (12)_months has expired, provided that no discipline is received for a

period of twelve (12) months;

(b) The misconduct did not involve a violation of law or an 1ssue constituting

breach of tJ.ust.

An employee or Union Representative, with the employee's written authority, shall

be entitled to view the employee's Personnel File once every twelve (12) months and access to the

employees Personnel File shall be provided within fourteen (14) calendar days of the request. The

viewing of such files shall take place at the Employer's Human Resources Office.

ARTICLE 10- ARBITRATION

10.01 Any properly constituted grievance concernmg the interpretation, application,

administration or alleged violation of this Agreement, which has been properly processed through

all the Steps of Article 8, and, if applicable, Article 9.02, but has not been satisfactorily settled,

may be referred to arbitration.

10.02 Within thirty (30) calendar days of date of receipt of a request for arbitration, the

parties shall endeavour to agree on the name of an Arbitrator. If agreement is not reached, the

party requesting arbitration may then request the Ministry of Labour to appoint an Arbitrator and

advise the other party accordingly. Such request to the Minister of Labour must be made no later

than fourteen (14) calendar days following the thirty (30) day period referred to in this paragraph.

10.03 The Arbitrator shall, upon receiving a Notice to Arbitrate, arrange a hearing at the

earliest date. All concerned parties shall be given a minimum of eight (8) full days' notice.

10.04 The Arbitrator shall, after hearing all of the evidence and submissions from all

parties concerned, submit a final and binding decision in writing.

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10.05 The Arbitrator shall be provided with written records containing the detail of the

grievance, the section or sections of the Agreement which are alleged to have been violated and

the requested remedy, none of which is subject to change.

10.06 The Arbitrator shall not have the power to alter or change any of the provisions of

this Agreement; or to substitute any new provisions for any existing provisions, nor to render any

decision inconsistent with the terms and provisions of this Agreement.

10.07 Statutory Holidays and Sundays shall be excluded from the time provided for the

various Steps. Time limits may be adjusted by agreement of the parties concerned.

10.08 The Union and the Employer shall equally share any expenses of the Arbitrator.

ARTICLE 11 - SENIORITY

11.01 (a) In cases of lay-off or permanent reduction of the workforce, or recall from lay-off,

the employee with the greatest seniority provided that he/she has the skill and

ability to perform the required work, shall be the last to be laid-off and conversely

the first to be recalled from lay-off.

(b) In cases of applications for promotion or transfer, where two (2) or more employees

are relatively equal in skill, experience and ability, the employee with the greatest

seniority shall be given the promotion or transfer.

11.02 The Employer shall maintain a seniority list showing the date upon which each

employee's service commenced. Where two (2) or more employees commenced work on the same

day, preference shall be in accordance with the date of application for employment. An up-to-date

seniority list shall be sent to the Union and posted on all bulletin boards yearly.

Seniority is defined as length of service at the location identified in Article 1 -

Scope and Recognition.

11.03 A newly hired employee shall be on probation only for the first sixty (60) days

worked of his/her employment.

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After completion of the probationary period, seniority shall be effective from the

original date of employment.

11.04 An employee will lose his/her seniority and will be considered to have tenninated

employment for any of the following:

a) if the employee quits;

b) if the employee is discharged and such discharge is not reversed through the

Grievance Procedure;

c) ifthe employee is laid-off and fails to return to work within five (5) working-days

after he/she has been notified to do so by Registered Mail to the employee's last

known address;

d) if he/she overstays a leave of absence without just cause;

e) ifthe employee is absent from work for two (2) consecutive days without notifying

the Employer of reason for the absence;

f) if the employee has been on lay-off for a period of one (1) year.

In the event an unexpected accident, occurrence or illness prevents the employee

from advising the Employer immediately, the employee must do so as soon as possible, and must

supply a medical certificate where requested.

11.05 No employee shall be transferred to a position outside the bargaining unit without

his/her consent.

If an employee is transferred to a position outside of the bargaining unit, he/she

shall retain his/her seniority accumulated up to the date of leaving the unit, but will not accumulate

any further seniority.

Such employee shall have the right to retum to a position in the bargaining unit

during his/her trial period of thirty (30) days.

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ARTICLE 12- LEAVE OF ABSENCE

12.01 a) Subject to the provisions of this Article, an employee may request an extended

unpaid leave of absence of up to a maximum of thirty (30) days ("extended leave")

once every three (3) years. The employee's request for an extended leave must be

made in writing three (3) months in advance of the date the extended leave is to

commence. The employee shall not lose seniority during an extended leave granted

under this Article.

b) The granting of extended leave requests will be subject to any over-riding

operational requirements. The Employer will grant up to a maximum of two (2)

simultaneous or over-lapping extended leaves at one (1) time. But, no more than

one (I) overlapping or simultaneous extended leave shall be granted from any one

( 1) shift at a time.

c) Despite Article 1.02, an employee hired or engaged to fill-in for an employee on

extended leave shall be considered a temporary employee without any seniority not

covered by the Collective Agreement.

d) Leaves of absence under Article 12.01 a) taken from May to September must be

taken in conjunction with vacation entitlement.

12.02 An employee returning from such leave shall, subject to Article 11, be placed in

his/her former job, shift and floor, if applicable.

12.03 l\'laternity Leave

The Employer will abide by the Employment Standards Act of Ontario.

ARTICLE 13 - HEALTH AND SAFETY

13.01 The Employer and the Union agree to co-operate in matters pertaining to the health

and safety of employees during the hours of employment. The Employer shall provide a safe and

healthy working environment.

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13.02 The Employer agrees to the formation of a Safety Committee as set out in the

Occupational Health and Safety Act.

The members of this Committee will operate in accordance with the Act m

association with the Employer's representatives.

13.03 The Employer shall endeavour to obtain permission for the Union's access to the

premises where necessary for inspecting or investigating any suspected violation ofthe Act, subject

to the security requirements of the building.

13.04 An employee who is injured during working-hours, and is required to leave for

treatment or is sent home as a result of such injury, shall receive payment for the remainder of the

shift at his/her regular rate-of-pay, unless a doctor or nurse states that the employee is fit for further

work on that shift.

13.05 Transportation to the nearest physician or hospital for employees requiring medical

care as a result of an accident, shall be at the expense of the Employer.

ARTICLE 14- TEMPORARY TRANSFERS

14.01 An employee temporarily assigned, for the convenience of the Employer, to another

classification shall be paid the higher of the rate for his/her regular classification or the

classification to which he/she is temporarily transferred.

ARTICLE 15- HOURS-OF-WORK AND OVERTIME

15.01 Overtime at the rate oftime and one-half(l Y2) shall be paid for all hours worked in

excess offorty-four (44) hours per week, Sunday to Saturday.

lf an employee performs the work of a fellow employee who is away (i.e.: ill), the

employee will be paid the hours allocated to that floor. These hours will be paid at straight-time

and not considered to be overtime.

It is understood that employees will perform the above-mentioned work on a

voluntary basis.

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15.02 Employees working an eight (8) hour day shall receive a half (Y2) hour unpaid lunch

break and two (2) fifteen (15) minute paid breaks.

15.03 There shall be no pyramiding of overtime rates under the Articles of this

Agreement.

15.04 The Employer shall have the right to schedule overtime work amongst those

employees who normally perfom1 the work when it is required. However, the Employer will

consider any reasonable request from an employee to be excused from overtime work on any

particular occasion.

15 .05 Call-In

When an employee is called-in to work on his/her day-off, he/she shall be

guaranteed a minimum of four (4) hours pay.

15.06 Employees will be paid to the quarter (Y4) hour.

15.07 Employees shall be paid as per present practise.

15.08 The Employer agrees that no partial reduction of hours will be instituted to avoid a

lay-off in the event of an anticipated ongoing shortage of work.

ARTICLE 16- PAID HOLIDAYS

16.01 The Employer agrees that the following days will be recognized as holidays to be

paid for on the basis of the employees' straight-time hourly rate multiplied by the number of hours

the employee would have normally worked on such day or days celebrated in lieu thereof.

New Year's Day Civic Holiday

Family Day Labour Day

Good Friday Thanksgiving Day

Victoria Day Christmas Day

Canada Day Boxing Day

(2) Floating Days

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In the event any other day is proclaimed as a Statutory Holiday, such a day will

henceforth be recognized as an additional holiday.

To qualify for holiday pay, the employee shall work his/her scheduled working-day

immediately prior to and his/her scheduled working-day immediately following the holiday. An

employee who is absent on one (1) only of the qualifying days because oflay-off, death leave, or

certified illness or injury, for not more than six (6) consecutive working-days before or after such

holiday, shall still qualify for holiday pay.

Sick Days

Five (5) sick days.

16.02 Should any employee be required to work on a Statutory Holiday as stated above

he/she shall receive one and one-half ( 1 Yl) times his/her regular rate plus his/her holiday pay.

16.03 In the event of a holiday, as specified in this Article, falling within an employee's

vacation period, the Employer has_ the choite of either:

a) extending the vacation period by one (1) working-day with pay;

or

b) paying an extra day's vacation pay.

ln either case, the rate-of-pay will be the same as that used in calculating an

employee's holiday pay.

ARTICLE 17 - V ACATTONS

17.01

a)

An employee who has:

less than one (1) year of continuous service shall be entitled to four percent (4%)

vacation pay;

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b) one (1) year or more continuous service but less than five (5) years of continuous

service shall receive two (2) weeks' vacation per year with pay equal to four percent

(4%) of the amount of the employee's total wages in the previous year;

c) five (5) years or more continuous service shall receive three (3) weeks' vacation

per year with pay equal to six percent (6%) of the amount of the employee's total

wages in the previous year;

d) ten ( 1 0) years or more continuous service shall receive four ( 4) weeks' vacation per

year with pay equal to eight percent (8%) of the amount of the employee's total

wages in the previous year.

Vacation pay to be paid prior to employees commencing their vacation period by

separate cheque. If an employee does not take vacation time-off, vacation pay will be paid on the

anniversary of the sta1t date.

ARTICLE 18- REPORTING TIME

18.01 An employee who is sent home due to lack-of-work shall receive a minimum of

four ( 4) hours pay for his/her scheduled shift.

ARTICLE 19- DEATH LEAVE ALLOWANCE

19.01 In the event of the death of an employee's spouse, child, stepchild, mother, father,

brother, sister, grandparent, grandchild, mother-in-law, father-in-law, son-in-law, and daughter­

in-law, the Employer agrees to grant paid time-off from scheduled work up to four ( 4) scheduled,

consecutive days. The four ( 4) days must include or immediately precede or follow the day of the

funeral. In the event of a death (in the immediate family as defined above) outside Canada, one

(I) scheduled day-off with pay will be granted if the employee does not attend the funeral.

There will be one (1) day's paid leave in the event of the death ofthe employee's

sister-in-law or brother-in-law if the day is a scheduled work-day.

Proof of bereavement may be requested.

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ARTICLE 20 - BENEFITS

20.01 The Employer shall pay one hundred percent (100%) of the premiums for group

insured benefits plan(s) for eligible active full-time seniority employees. For the purpose of this

clause, "active full-time seniority employees" shall mean employees who have passed their

probationary period, who regularly work more than twenty-four (24) hours per week, and who are

not on a lay-off or on a leave under Article 12.

20.02 For greater certainty, the Employer may at its sole discretion change insurance

carriers and substitute different plan(s) from time-to-time.

20.03 Eligibility for coverage and qualifications to receive specific benefits entitlements

shall be determined in accordance with the provisions and criteria of the plan(s). The Employer

shall have no obligation under this Collective Agreement with respect to the administration of the

plan(s) or the provision ofplan(s) benefits, except to pay plan(s) premiums as described in 20.01.

ARTlCLE 21 - CANADIAN CITIZENSIDP HEARING

21.01 An employee shall be granted one (1) day's leave of absence with pay for the

purpose of attending formal hearing to obtain his/her Canadian Citizenship provided the employee

notifies the Employer of the hearing and presents proof of attendance.

ARTICLE 22 -JURY DUTY

22.01 Any employee called for jury duty or subpoenaed as a witness shall be reimbursed

by the Employer for the difference between jury or witness fees and the wages he/she would have

otherwise received. Employer's liability for jury duty pay is capped at one (1) month.

This clause does not apply to employees subpoenaed by the Union.

The employee will provide evidence that he/she reported for jury duty or was

subpoenaed as a witness.

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ARTICLE 23 - JOB POSTING

23.01 When a job vacancy occurs or when a new position is created, the Employer shall

post notice of the position on designated bulletin boards for a minimum period of four (4) working­

days.

Such notice shall contain the following infom1ation:

Nature of position, qualifications required, location (including floor, where

applicable) and wages.

Vacancies are to be awarded on the basis of skill, experience and ability being

equal, seniority shall govern the Employer.

When an employee successfully applies for a lateral transfer, such employee shall

not be permitted to apply for another lateral transfer for a period of six (6) months from the date

of transfer.

ARTICLE 24 - UNIFORMS

24.01 The Employer shall provide two (2) uniforms per year, including shirts, pants and

seasonal coats to all employees that shall be replaced at no cost to the employee as required.

24.02 The Employer will provide parkas for employees required to do outdoor work. (To

be replaced when required.)

24.03 The Employer will provide non-disposable rubber gloves as required.

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ARTICLE 25- WAGES

25.0 I The rates-of-pay under this Agreement shall be as follows:

Effective Effective Effective Classification 01-Ayr-2017 01-A:gr-2018 01-Ayr-2019 Heavy Cleaner (night) $14.36 $1.4.56 $14.76

Heavy Cleaner (day) $13.83 $14.03 $14.23

Cleaner $12.95 $13.15 $13.35

Lead Hand $15.42 $15.62 $15.82

Probationary employees shall be paid twenty-five cents ($0.25) per hour less than

the rate for their classification.

Wages shall be at least fifty cents ($0.50) above minimum wage.

ARTICLE 26 - TERM OF AGREEMENT

25.01 Upon ratification by the members of the bargaining unit, this Agreement shall be

binding and remain in effect from April 1, 2017 to March 31, 2020, and from year-to-year

thereafter unless either party gives the other notice in writing within ninety (90) days prior to the

expiry date of the contract that it desires to terminate or amend its provisions.

Where notice to amend, the Agreement is given, the provisions of this Agreement

shall continue in force until a new Agreement is signed, or the right to strike or lock-out accrues,

whichever first occurs. tl /f.,J~ Dated at , this rJ day of~20 17.

On behalf of the Employer:

~ Onb~

L .

Scandinavian Building Services Ltd. - 176 Yonge Street (2017-2020) Page 18