City of Welland-UNIFOR 523 2015 Contract Agreement

COLLECTIVE AGREEMENT
between
The Corporation of the

City of Weiland
and
UNIFOR Local 523
For the Period of:
January 1, 2015 to December 31, 2017
QJ
UniFOR
local523
INDEX
ARTICLE NO. SUBJECT PAGE NO.
1 RECOGNITION -------------------------------------------------------------- 1
2 PURPOSE ------------------------------------------------------------------------------- 1
3 RELATIONSHIP ----------------------------------------------- 1
4 UNION SECURITY ---------------------------------------------------------------- 2
5 NO STRIKE CLAUSE -------------------------------------------------------------------- 2
6 CORPORATE RIGHTS-------------------------------------------- 2
7 GRIEVANCE PROCEDURE------------------------------------------------------ 2
8 ARBITRATION---------------------------------------------------------------------------- 4
9 SENIORITY ----------------------------------------------- 4
10 LEAVE OF ABSENCE----------------------------------------------------------- 8
11 HOURS OF WORK AND OVERTIME------------------------------------------------ 9
12 VACATIONS---------------------------------------------- 12
13 SAFETY, HEALTH AND SANITATION ------------------------------------------- 14
14 RECOGNIZED HOLIDAYS-------------------------------------------------------------- 16
15 HEALTH AND WELFARE------------------------------------------ 17
16 BULLETIN BOARD ------------------------------------------------------------------- 20
17 PAY PERIODS----------------------------------------------------------------------------- 20
18 JURY DUTY-------------------------------------------------------21
19 BEREAVEMENT LEAVE ---------------------------------------------------------------- 21
20 JOB CLASSIFICATION AND WAGE RATES---------------------------------------- 21
21 ARENA EMPLOYEES ------------------------------------------ 22
22 HOURS OF WORK FOR ARENA EMPLOYEES----------------------------------- 22
23 MISCELLANEOUS-------------------------------------------------------------------------23
24 SUCCESSOR RIGHTS--------------------------------------------------- 24
25 MODIFICATION OR TERMINATION OF CONTRACT-----------------------------24
LETTERS OF UNDERSTANDING
#1 RE: TRAINING ---------------:.-------------------------------------------------------------- 25

#2 RE: CONTRACTING OUT ------------------------------------------ 26
#3 RE: PAID EDUCATION LEAVE (P.E.L.) -------------------------------------- 27
#4 RE: CANAL LANDS ------------------------------------------------------------------- 28
#5 RE: CLARIFICATION OF ARTICLE 15.09-EXTENDED HEALTH
BENEFIT WITH DRUG PLAN----------------------------------------------------- 29
#6 RE: PUBLIC PRIVATE PARTNERSHIP--------------------------------------------- 30
#7 RE: CLASSIFICATION REVIEW---------------------------------------- 31
#8 RE: CONTINUATION OF WORK AFTER REGULAR SHIFT---------------- 32
#9 RE: CALL IN PROTOCOL FOR OVERTIME OPPORTUNITIES-------------- 33
#10 RE: FULL TIME LABOURER POSITION WITH
WELLAND RECREATIONAL CANAL CORPORATION----------------- 34
#11 RE: TWENTY (20) MINUTE PAID LUNCH------------------------------------------- 35
SCHEDULE "A"
JOB CLASSIFICATION RATES ---------------------------------------------------- 36-37
SCHEDULE "B" RED CIRCLED CLASSIFICATIONS--------------------------- 38

ARTICLE 1 RECOGNITION:
1.01 The Corporation recognizes the Union as the exclusive bargaining agent for all hourly
rated employees of the Infrastructure Services Department, Public Works Division,
consisting of: Arena, Facilities, Fleet, Parks, Roads, Sewer, Stores, and Water
Sections, except office staff, Foreperson, Working Forepersons (limited to Five (5) in
number), Water Quality Coordinator, and those above the rank of Foreperson and
Working Foreperson.
ARTICLE 2 PURPOSE:
2.01 The agreement is entered into by the Parties hereto in order to provide for orderly
collective bargaining relations between the Corporation, its employees and the Union.
It is the desire of both parties to cooperate in maintaining a harmonious relationship
between the Corporation and its employees and to provide an amicable method of
settling any difference or grievance relating to the general working conditions which
may arise from time to time.
ARTICLE3 RELATIONSHIP:
3.01 The Employer and the Union agree that there shall be no discrimination harassment as
defined by the Ontario Human Rights Code, interference, restriction or coercion
exercised or practiced by either of them with respect to any employee by reason of age,
race, creed, colour, place of national origin, political or religious affiliation, sex, marital
status, or by reason of any employee's membership or lack of membership or activity in
the Union. Furthermore, the Employer and the Union agree that their representatives
and members will adhere to the provisions contained in the Human Rights Code of
Ontario, as amended.
3.02 (a) The Union will not engage in Union activity during working hours or hold meetings at
any time on the Corporation's premises without the permission of the General Manager
or his designate.
(b) Five (5) Stewards, each of whom shall be employed in and represent one (1) of
the following sections:
Roads
Water & Sewer
Parks
Arena
Facilities/Fieet/Stores
3.03 The Union recognizes the responsibilities imposed upon it as the exclusive bargaining
agent of the unit and consequently agrees that it will cooperate with the Corporation .
3.04 (a) The Committee recognizes a Union Bargaining Committee of five (5) employees which
shall include the Chair and four (4) union representatives.
(b) The Corporation will pay the Union Bargaining Committee's wages for those days of
negotiations that fall on a Committee member's regular scheduled day of work ,
including the day the contract is ratified .
3.05 The Union Shop Chair or designate will provide written notification to the immediate
supervisor five (5) days prior to the date requested for up to four (4) hours of paid
representation time per week. The request will be reviewed and granted at the
discretion of the immediate supervisor.
3.06 The parties agree to meet every six (6) weeks to discuss issues of concern raised by
either party (excluding grievances) . Such meetings shall be known as
Labour/Management Meetings.
3.07 Whenever the singular or masculine is used in this Agreement, it shall be considered as
if the plural or feminine has been used where the context so requires.
ARTICLE4 UNION SECURITY:
4.01 (a) The Corporation shall, during the life of this agreement, after thirty (30) days of
employment, deduct as a condition of continued employment, weekly dues in the
amount fixed by the Union from the pay of each employee. Such deductions shall be
remitted to the Financial Secretary of the Local Union not later than fifteen (15) days
after the month in which such deductions were made. The Corporation shall, when
remitting such dues, name the employees along with the amount from whose pay such
deductions have been made.
4.02 All employees, save and except, rink persons, pool lifeguards, watchperson, ice
patrol supervisors shall have Union dues and the applicable initiation fee (as
designated by the union) deducted after thirty (30) days of employment. A copy of the
written authorization for such will be sent to the union .
ARTICLE 5 NO STRIKE CLAUSE:
5.01 The Union agrees that during the life of this agreement there will be no strike, picketing
or stoppage of work either complete, sympathetic or partial, and the Corporation agrees
that there will be no lockout.
ARTICLES CORPORATION RIGHTS:
6.01 The Union recognizes the rights of the Corporation to manage its business in all
respects in accordance with its obligation and in pursuance of its policies and to make
and alter from time to time rules and regulations which shall not be inconsistent with the
provisions of this agreement.
6.02 The Union recognizes the Corporation's right to hire, to direct the working forces, to
promote, transfer, demote, layoff, suspend or discharge employees for cause, provided
however, that these rights shall not be applied in any discriminatory manner or in
contravention to any provisions of this agreement.
6.03 The Corporation and the Union recognizes that this agreement is subject to all
government regulations as they apply to employees who have served, are now serving
or may in the future serve in the armed forces.
6.04 The Union office shall be notified by the Corporation of any hires, quits, terminations ,
lay-offs or recalls, save and except, rink persons, pool lifeguards, parks watchperson ,
ice patrol supervisors.
ARTICLE 7 GRIEVANCE PROCEDURE:
7.01 (a) Should any differences arise between the Corporation and any of the employees from
the interpretation, application, administration or alleged violation of the provisions of this
agreement, an earnest effort will be made to settle such differences without undue
delay in the following manner.
(b) Any differences should first be taken up verbally by the aggrieved employee and/or
Steward, provided that it is presented within five (5) full working days, directly with the
foreman concerned . Both the union and the Foreman will record the date of the
meeting.
7.02
If this meeting does not resolve the differences between the parties, a written
grievance, signed by the griever, will be submitted within thirty (30) full working days to
the employee's immediate Non-Union Supervisor. The Employer will respond to the
subject nature of the grievance outlining reason(s) for denying or resolving the
grievance. Management will give a written decision within five (5) full working days to
the employee with a copy to the Union Steward whose name is on the grievance form
and forward a copy to the Union Office. If the differences are not resolved at Step 1,
the griever may proceed to Step 2.
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7.03
If the grievance is not settled in Step 1, the aggrieved employee will refer the grievance
within five (5) full working days to the General Manager or his/her designate. The
General Manager will convene a meeting consisting of the griever and union
representative. The General Manager will respond in writing to the griever, with a copy
to the Union, within five (5) full working days of the meeting. If the differences are not
resolved at Step 2, the griever may proceed to Step 3.
7.04
(a) If the grievance is not settled in Step 2, the aggrieved employee will refer the grievance
through the Union Grievance Committee to the City Manager, via the Human
Resources Department, within fifteen (15) full working days. The City Manager will
convene a hearing with not more than three (3) members of the Union Grievance
Committee, excluding the griever, within fifteen (15) full working days of receipt. The
City Manager will give his decision, in writing, to the griever, with a copy to the union.
within fifteen (15) full working days after the hearing.
b) The City Manager has the right to have present at this and all subsequent meetings, if
required, any advisor, legal or otherwise, which he feels necessary to effect a
satisfactory settlement of such matters.
(c) The Union Grievance Committee or the City Manager will allow a representative of the
Union to be present at such hearing and all subsequent hearings in order to reach a
satisfactory settlement of such matters.
7.05 A claim by an employee that he has been unjustly discharged or disciplined will be
treated as a grievance if such grievance is lodged in writing with the General Manager
Infrastructure Services within five (5) full working days from the date of the discipline or
the date of the discharge. The Corporation will notify the Union at the time of the
discipline or discharge of a regular employee . If the employee is reinstated, he shall be
compensated for the time lost, and there shall be no break in such employee's
continuous service.
7.06 Saturdays, Sundays and Statutory holidays will not be counted in determining the time
within which action is taken in each of the foregoing stages of the grievance procedure.
All time limits specified in the foregoing stages may be extended by mutual agreement.
7.07 The Grievance Committee will consist of not more than three {3) employees from
amongst the officers and stewards.
7.08 It is understood that the Grievance Committee have their regular work to perform on
behalf of the Corporation, and that if it is necessary to service a grievance during
working hours, they will not leave their work without obtaining permission of their
Manager, foreman or General Manager. Such permission will not be unreasonably
withheld. When resuming their regular work, they will report to the Manager or their
General Manager and will give any reasonable explanation which may be required with
respect to their absence.
7.09 (a) It is clearly understood that the Grievance Committee and other officers will not absent
themselves from their regular duties unreasonably in order to deal with the grievance of
employees, and that in accordance with this understanding, the Corporation will
compensate such employees for any regular working time spent in dealing with the
employee's grievance at their regular rate of pay.
(b) It is further understood that time spent in grievance meetings in excess of the
employee's regular working hours will be compensated for at the appropriate premium
rate for the day in question and that there is no eligibility for any meal allowance in such
instance.
7.10 Any disciplinary infraction, including present disciplinary records, will be cleared after
two (2) years if there has been no recurrence during that period.
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7.11 POLICY GRIEVANCE:
When it is evident that a grievance is of such nature that it is beyond the jurisdiction of
a Supervisor. the Chairperson may present such a grievance directly to Management
as a Policy Grievance and it will go directly to the Human Resources Department.
A Policy Grievance is defined and limited to one which alleges:
(i) An incorrect interpretation or administration of the Agreement which may affect

the collective interests of the Bargaining Unit;
(ii) A breach of an announced or existing policy of the Corporation concerning

benefits or rights established under the Collective Agreement;
A Policy Grievance shall go directly to Step #3.
ARTICLE8 ARBITRATION:
8.01 Any grievance (including a Union policy grievance) not settled as a result of the
foregoing procedure as set out in Article 7. can be arbitrated as provided for under the
Labour Relations Act.
8.02 Application for arbitration as provided for in Article 8.01 must be filed within thirty (30)
calendar days of such notification unless extended by mutual agreement between the
Corporation and the Union.
8.03 The parties are in agreement that the selections of an Arbitrator. for any/all Grievances
proceeding to Arbitration, will be from the list contained in this Article. Furthermore, that
the first name appearing on this list will be the first requested and if the first individual is
unavailable, the parties will progress through the list in order until an acceptance to our
request is attained.
The list of Arbitrators is as follows;

1. Randy Levinson
2. Bill Marcotte
3. lan Hunter
4. David Whitehead
5. Felicity Briggs
6. Kevin Burkett
ARTICLE9 SENIORITY:
9.01 (a) Seniority of employees will be recognized and will be based on length of service with
the Corporation. An employee shall achieve seniority after accumulating sixty (60)
working days and his seniority date shall be the first day he worked . Seniority shall not
apply to any casual employee engaged for any period of less than six (6) months. Until
a new employee works sixty (60) days he shall be considered a probationary employee.
Workers who exercise seniority within their department to a posted vacancy shall carry
their corporate seniority going forward .
(b) Employees shall be known as regular employees, and Casual employees with:
(i) A regular employee being one whom the Corporation expects will work year
round, but the word regular employee does not constitute a guarantee of year
round employment and;
(ii) Casual employee being an employee who is engaged in employment for any
period of less than six (6) continuous months. The number of casual workers
will not exceed 35 at any given time.
(c) Regular employee seniority shall not apply to any Casual employee engaged for any
period of less than six {6) continuous months respectively.
9.02 In determining the length of service for the purpose of seniority, continuity of service
shall not be considered interrupted if:
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{i) absence from the Corporation's service is due to illness or accident and
attested to by a physician's certificate;
{ii) absence from the Corporation's service is due to leave of absence granted by
Council.
9.03 The Union and the Corporation mutually agree that Casual employees hired for a period
which does not exceed six {6) months in all shall not be entitled to a seniority rating .
Provided that, if the Corporation decides to retain or transfer the Casual employee to a
regular position, the said employee, so far as seniority is concerned will have his
seniority date retroactive to the first day that he became a Casual employee, provided
that there has been no break in service between his Casual and regular employment.
Previous Casual experience where there was a break in service will not be counted for
the purpose of seniority.
9.04 Seniority shall not be lost, except for any one of the following reasons :
{i) voluntary termination of employment of the employee;
{ii) discharge for cause not reversed by the grievance procedure or arbitration;
(iii) failure to report absence from work for five (5) working days without reasonable
cause;
(iv) after a layoff if the employee fails to return to work within seven {7) working
days after he has been notified by the Corporation by registered post or fails to
advise the Corporation within seven {7) days of receipt of notice to return to
work of his intention so to return. Due consideration will be given to cases
where the employee, through reason beyond his control, is unable to report on
the date and at the time specified;
(v) employees may be laid off for a period of three (3) years without losing their
seniority, and while laid off, seniority will accumulate;
(vi) if employee retires.
9.05 It shall be the duty of employees to notify the Corporation promptly of any change of
their address and contact phone number. If an employee should fail to do this, the
Corporation will not be responsible for failure of a notice to reach such employee.
9.06 Employees transferred from the Bargaining Unit to a position outside the Bargaining
Unit shall continue to accumulate seniority for a period of two (2) years from the date of
transfer.
9.07 All regular employees will be placed on a Corporation wide seniority list in order of their
date of hire. The seniority lists shall be posted and copies will be supplied to the Union.
These lists shall be amended and revised every six (6) months, if necessary. In the
event of a posting where two employees have the same seniority date a coin toss will
determine who is awarded the position.
The above will only apply to regular employees who have completed their probationary
period.
9.08 {a) In filling vacancies (including new jobs), in making promotions, transfers, lay-offs or
recalls and in the exercising of bumping rights, the following factors shall be
considered:
(i) seniority;
(ii) knowledge, efficiency and ability to do the work;
(iii) physical ability to perform the functions of the position
Where in the judgment of the Corporation, which shall not be exercised in an arbitrary
or discriminatory manner, unless factors (ii) and (iii) are significantly greater, factor (i)
shall govern.
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(b) The position will be awarded to the successful applicant upon notification by Human
Resources. The successful applicant cannot apply for the position he vacated for a
period of 6 months.
(c) If the parties do not agree with the recommendation the senior applicant shall be
advised of the reasons in writing by the Human Resources Department and the matter
may proceed through the grievance procedure if necessary.
(d) The parties agree that training opportunities will be offered as per Letter #2- "Training".
The successful candidate will be given the opportunities to acquire the necessary
qualifications (i.e. licenses and certifications) within a reasonable time frame as
established by the Employer (save and except Trade papers and diplomas) .
(e) The result of the job posting shall be posted within five (5) working days after the
closing of the job posting. The new wage classification will begin no later than 21 days
from the date of the results of posting.
9.09 Job postings will be observed in the Public Works Division . Employees currently filling
temporary vacancies are ineligible to apply for any other temporary vacancy during the
tenn of their current temporary position.
9.10 Permanent vacancies in any job classification shall be posted on the bulletin board for a
period of five (5) working days (excluding Saturday, Sunday and Holidays). Employees
applying for such jobs shall be chosen in accordance with Article 9.08.
9.11 No new employees shall be hired in the Public Works Division , before regular
employees are given a chance to qualify for such job vacancy.
Temporary Vacancies
9.12 (a) Temporary vacancies which the Corporation intends to fill will be posted after thirty (30)
calendar days, or sooner if there are reasonable grounds to believe or project that the
temporary vacancy will last longer than thirty (30) calendar days.
(b) Temporary vacancies will be posted for three (3) working days.
(c) Temporary vacancies that are posted will be filled according to Article 9.08.
(d) Temporary vacancies of one (1) day or less will be filled by offering the position to the
senior qualified employee in that classification who is not working in his classification
unless it is operationally unfeasible or operationally disruptive to do so.
(e) When the Corporation initiates a temporary transfer as anticipated in (d), the senior
qualified employee in the classification will be given the opportunity to claim the
position, if no one claims the position, the junior qualified employee in the classification
will be assigned.
(f) Temporary vacancies will be filled within five (5) working days, commencing with the
first day after the closing of the posting as per the provisions of Article 9.08(a).
(g) Temporary vacancies, extending beyond one (1) day which are not posted will be filled
by offering the vacancy to the senior qualified employee.
Temporary Vacancies (Arenas)
9.13 (a) Temporary vacancies in the Arena, when there is ice in the Arena, and when the
vacancy is estimated to be seven (7) calendar days or less, will be filled in a manner
deemed best by the Corporation (i.e. rink persons, overtime, or leave unfilled). For
absences longer than seven (7) days senior qualified employee will be offered the
vacancy. If no one claims the position the junior qualified employee in the classification
will be assigned.
(b) Articles 9.13 and 9.14 do not apply to temporary vacancies caused by employees being
absent on vacation.
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Payment for Temporary Transfers
9.14 (a) All employees transferred from their division or from their classification at the request of
the Corporation will maintain their regular rate of pay unless the transfer is to a higher
rated classification, at which time they will be paid the rate of the job.
(b) All employees transferred from their division or from their classification at the request of
the individual will be paid the rate of the job.
(c) The transfer of arena employees to the Parks in the summer will be considered to be a
Corporation initiated transfer.
9.15 The temporary move of employees to any classification within the Public Works
Division during emergency situations shall not be considered as a transfer.
Layoffs:
9.16 (a) When a reduction in the work force or layoffs, are necessary, the Corporation will
submit to the Union a list of employees who are to be laid off at least seven (7) calendar
days prior to the date of such layoffs.
(b) Employees will be given a layoff notice of seven (7) calendar days, or notice in
accordance with the provisions of the Employment Standards Act, whichever is greater.
Probationary employees will be given a minimum of one (1) days notice of layoff.
(c) Probationary employees will be laid off first and any further reductions in the work force
will be by Division in reverse order of Corporate seniority. Employees displaced due to
a reduction in the work force will have the right to bump employees with less seniority in
their Division subject to the provisions of Article 9.08.
(d) Employees displaced from their Division will have the right to bump employees with
less Corporate seniority in other Divisions subject to the provisions of Article 9.08.
Recalls:
9.17 (a) The Corporation shall provide the Union with a list of employees to be recalled prior to
such recall.
(b) Employees will be recalled in order of Corporate seniority in the reverse order of which
they were laid off subject to the provisions of Article 9.08.
(c) Employees eligible for recall will be notified in writing by the Corporation sent to the last
recorded address appearing in the personnel file. Employees are required to notify the
Corporation within seven (7) calendar days from the date of notification whether or not
they are returning on the date and time specified.
(d) Employees may for a valid reason, as determined by the Corporation, request a
temporary delay of recall to work. Such employees would become eligible for the next
recall of employees by the Corporation.
(e) If a reply is not received within seven (7) calendar days from the employee being
recalled, the provisions of Article 9.04 (iv) will apply.
9.18 Without restricting its right to determine the method by which municipal services are to
be provided, the Corporation agrees that no regular employee with three (3) or more
years Corporate seniority shall be laid off from work as a direct result of technological
change in methods.
The Corporation agrees that if an employee is reduced to a lower paying classification

due to the above, the employee will maintain his higher rate unless he subsequently
transfers.
9.19 The Stewards and Officers of the Union shall be exempt from lay-off or transfer during
their terms of office, not to exceed six (6) in number.
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9.20 (a) Casual employees shall receive the following percentage of the minimum rate of the
contract or the classification that they are specifically assigned (which is not filled by a
regular employee) save and except, rink boys, concession attendants, pool guards,
parks and arena police, ice supervisors, parking attendant, ticket takers and ushers.
First Season: 80% (eighty percent)

Second Season and successive seasons: 90% (ninety percent)
Casual employees hired into a skilled trades position namely, (refrigeration operator,
mechanic, plumber, meter calibrator/installer) shall receive the regular job rate for the
skilled trade position. The employer agrees that casual skilled trades employees will
not be hired to replace a regular full-time skilled trades position which becomes vacant.
(b) Casual employees will be paid time and one-half after completing eight (8) hours of
work per day, between Monday and Friday, inclusive. All hours worked on a Saturday
will be paid for at time and one-half and all hours worked on a Sunday will be paid at
double time.
9.21 It is understood that the Corporation will assure, whenever possible to temporarily
transfer regular Arena employees for summer employment within the other sections
covered by this Agreement. It is agreed that no part-time or casual will be hired or
recalled to fill positions which could be filled by such Arena employees.
ARTICLE 10 LEAVE OF ABSENCE:
10.01 Leave of absence without pay for a reasonable period when approved will be allowed
by the Corporation. Such leave shall not be for taking employment elsewhere, and
seniority shall accumulate during such leave. An employee requesting a leave of
absence shall do so in writing setting out the reasons for the leave and the duration.
10.02 (a) An employee selected to a Union position or selected by the Union to do work which
takes him from his employment with the Corporation shall, upon written request of the
Union, receive a temporary leave of absence without pay for the period of the service of
the Union and upon his return, shall be reinstated at work to that in which he was
engaged last prior to his leave of absence without pay, provided however, that unless
otherwise mutually agreed, not more than five (5) such leaves of absence without pay
shall be granted in any year.
(b) Employees chosen by the Union to attend conventions will be given five (5) days leave
of absence on request, without pay.
(c) An employee who takes a Union position with Local 523 or the Unifor, while covered
under 10.02 (a) above, shall not be able to apply for any vacancies while working for
the Union.
(d) When a regular employee applies for a short term unpaid leave of absence for Union
Business, and when that application is granted by the Corporation, the Corporation
agrees to pay to the employee his regular earnings. The Corporation will bill back to
the Union all wages paid to the employee. When the leave exceeds thirty (30) calendar
days the Corporation will bill back to the Union all related payroll costs including
benefits.
10.03 Payment for Statutory Holidays while on an approved Leave of Absence will be in
accordance with Employment Standards.
10.04 Leave of Absence for the purpose of family health care will be granted as per the
provisions of the Employment Standards Act. as amended .
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ARTICLE 11 HOURS OF WORK AND OVERTIME:
11 .01 {a) Winter Hours

Working hours for the day shift shall be eight {8) hours per day, forty {40) hours per
week, Monday to Friday inclusive, commencing at 7:00 a.m. to 11:00 a.m. and from
11:30 a.m. to 3:30p.m .. {Afternoon shift shall be from 3:15p.m. to 11 :15 p.m.). These
hours of work shall be in place from the first week of October to the last week of April.
Shift workers will be paid time and one-half after forty {40) hours per week and after
eight {8) hours per day.
{ii) Mechanics, Mechanic Leadhand and Stockkeepers of the Fleet Division will
rotate weekly on the following shift schedules for Winter and Summer hours:
Mechanics Winter Hours

Shift 1 -6:00a.m. to 2:30 p.m. - 30 minute unpaid lunch at 11 :00 a.m. to 11:30 a.m.
Shift 2- 7:00 a.m. to 3:30 p.m. - 30 minute unpaid lunch at 11:00 a.m. to 11 :30 a.m.
Stock Keepers Winter Hours

Shift 1 -6:00a.m. to 2:30 p.m. - 30 minute unpaid lunch at 11:00 a.m. to 11 :30 a.m.
Shift 2- 7:00 a.m. to 3:30 p.m.-30 minute unpaid lunch at 11:00 a.m. to 11 :30 a.m.
Shift 3-7:15 a.m. to 3:45p.m.- 30 minute unpaid lunch at 12:00 p.m. to 12:30 p.m.
Mechanics Summer Hours

Shift 1 -6:00a.m. to 2:00p.m. - 20 minute paid lunch at 11 :00 a.m. to 11 :20 a.m.
Shift 2- 7:00a.m. to 3:00p.m.- 20 minute paid lunch at 11:00 a.m. to 11:20 a.m.
Stock Keepers Summer Hours

Shift 1 -6:00a.m. to 2:00p.m. - 20 minute paid lunch at 11:00 a.m . to 11 :20 a.m.
Shift 2- 7:00a.m. to 3:00 p.m . - 20 minute paid lunch at 11 :00 a.m. to 11 :20 a.m.
Shift 3- 7:15a.m. to 3:15p.m. - 20 minute paid lunch at 12:00 p.m. to 12:20 p.m.
{b) Summer Hours

Between the first week of May and the last week in September, hours of work shall be
as follows:
{i) Day Shift 7:00 a.m. - 3:00 p.m.
(ii) Afternoon Shift 2:45 p.m. - 10:45 p.m.
(iii) All employees shall be entitled to one 15 minute wash-up period at the
Municipal Service Building prior to the end of the work day.
(iv) A paid 20 minute lunch period will be included in the eight (8) hour work day.
Lunch will be taken at the work site between 11 :00 a.m. and 11:20 a.m., when
operationally feasible. In inclement weather or under special circumstances
lunch will be taken at the closest City owned facility, under the direction of the
Supervisor or Leadhand.
(v) Due to Arena ice schedule requirements, Arena staff shall work to a posted
schedule beginning approximately mid-August. The schedule can be altered
by the Employer provided it's for a legitimate business need and the Union is
provided with 30 days prior notice.
(c) It is agreed that if during regular working hours the materials from stores that may be
required for use after regular working hours can be identified, the material shall be
assembled by the stock keepers and placed outside the lock-up.
It was also agreed that if at the end of the working day or shortly before the end of the
working day, a situation arises that may result in the need to issue materials from
stores, that the stock keeper may be asked to work overtime.
With regard to the removal of materials or items from the stores area after regular
working hours:
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(a) a working foreman will not be allowed access to the stores; and a stock keeper
will be called in as per the regular overtime call-in procedures to access any
material or items from stores if required by the working foreman .
(b) a general foreman or an engineering supervisory person of higher authority

may access the stores when they are working, based on the following
conditions:
(i) They do not remove more than four (4) items; or total value of issues
not to exceed $300.00 and
(ii) if they remove more than four (4) items, or total value of issues
exceeds $300.00 a stock keeper must be called as per regular
overtime call-in procedures; and
(iii) failure to follow this agreement as outlined in (a) and/or (b) will be
considered a violation of the contract and subject to grievance.
(d) Each employee shall be allowed a ten (10) minute rest period in each half of their
regular eight (8) hour shift. These rest periods shall be taken in the general area of the
work, and the time of the rest period shall be at the discretion of the foreman in charge.
11.02 All hours other than those written in Section 11.01 and/or Saturday will be paid for at
time and one-half. Work for Sunday will be paid at double time.
11 .03 (a) When an employee, because of failure of the Corporation to inform him by notice or
otherwise that no work will be available, reports for work on schedule in good faith and
is advised that there is no work of any kind available, he shall receive four (4) hours pay
at his regular rate.
(b) Casual employees in the Public Works Division who report to work and would be
normally sent home because of inclement weather shall be offered a minimum of two
(2) hours work.
11 .04 (a) Employees working the evening shift (majority of hours before 12:00 a.m.) shall receive
a ninety cents ($0.90) per hour premium for all hours worked.
Effective as of January 1st, 2007, this premium will become ninety five cents ($0.95)
per hour.
(b) Employees working the night shift (majority of hours after 12:00 a.m.) shall receive a
ninety five cents ($0.95) per hour premium for all hours worked.
Effective as of January 1st, 2007, this premium will become one dollar ($1.00) per hour.
(c) Arena employees working an eight (8) hour afternoon shift shall receive a ninety cents
($0.90) shift bonus.
Effective as of January 1st, 2007, this shift bonus will become ninety five cents ($0.95) .
(d) Arena employees working an eight (8) hour evening shift shall receive a ninety cents
($0.90) shift bonus
Effective as of January 1st, 2007, this shift bonus will become ninety five cents ($0.95).
(e) Arena employees working an eight (8) hour night shift shall receive a ninety five cents
($0.95) shift bonus.
Effective as of January 1st, 2007, this shift bonus will become one dollar ($1 .00).
11 .05 An employee called from home by the Corporation to perform any work outside his
regularly scheduled hours shall receive four (4) hours pay at regular rate or pay for
hours actually worked at the prevailing overtime rate, whichever is the greater.
11 .06 In order to maintain compliance with the provisions of the Highway Traffic Act, as
amended, all employees are to comply with the following;
(a) Employees cannot accumulate more than thirteen (13) hours driving time in any twenty
four (24) hour period.
(b) Once an employee has accumulated thirteen (13) hours driving time, such employee is
required to be off duty for a minimum of eight (8) consecutive hours before resuming
driving.
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11 .07 Opportunities for overtime shall be distributed by the Corporation as equally as is
practical among the employees in a Section who normally perform the work involved.
Supplemental overtime remaining will be offered to employees in other Sections who
are capable of performing the work.
A summary of overtime hours worked, will be posted weekly to indicate the overtime of
each employee.
In the event of any disagreement as to whether or not an employee received a

telephone call for call-in opportunity, the Parties agree to revert to the Employer's
telephone call log to resolve the disagreement.
11 .08 (a) A meal allowance of nine dollars ($9.00) shall be paid after completion of the first one
and one-half (1-1/2) hours of overtime and after each four (4) consecutive hours of
overtime with a thirty (30) minute paid period to eat.
Payment shall be made on a bi-weekly basis. The Policy regarding the meal allowance
payment will be as follows:
(b) Meal allowance paid at arena if contacted less than one (1) hour prior to the start of the
shift (scheduled day off); all other meals during scheduled work days as per agreement.
(c) Regular Shift
A meal allowance of $9.00 shall be paid after the completion of the first one and one-
half (IY2) hours of overtime. If work is to continue beyond the one and one-half (IY2)
hours of overtime, a thirty (30) minute paid period to eat will be allowed. A further meal
allowance will be due after each consecutive four (4) hours from the end of each thirty
(30) minute paid period to eat. By mutual agreement, where overtime is expected to
last more than one and one-half (IY2) hours but less than three (3) hours, the employee
may work straight through and be entitled to a meal allowance and an additional thirty
(30) minutes pay.
(d) Prearranged Shift
On a prearranged shift on Saturday and/or Sunday, no meal allowance or paid eating

time will be due. Only on completion of the eight hour prearranged shift and the
working of an additional one and one-half (IY2) hours of overtime will a meal allowance
be due, and the regular shift policy will apply.
(e) Snow Pickup or Snow Clearance
In the case of snow pickup or snow clearance operation work planned from 12 midnight
to 7:00 a.m., a meal allowance of $9.00 will be paid at the end of this period only if the
employee works the following four (4) hours of his regular shift. A further meal
allowance of $9.00 will be paid after the completion of half his regular shift at 12 noon
only if the employee works the following four (4) hours of his regular shift. A further
meal allowance of $9.00 will only be due after one and one-half (IY2) hours of overtime,
and the regular shift policy will apply. During the seven (7) hour snow pick up or snow
clearance shift, a ten (1 0) minute rest period will be due during the first four (4) hours
and a thirty (30) minute paid lunch break at 4:00 a.m. No rest period will be due during
the last two and one-half (2Y2) hours of this seven (7) hour shift.
(f) Call Outs
If an employee is called out, a meal allowance of $9.00 will be paid at the completion of
four (4) hours of overtime. If work is to continue beyond the four (4) hours, a thirty (30)
minute paid period to eat will apply. A further meal allowance will be due on the
completion of each consecutive four (4) hours of overtime from the end of each thirty
(30) minute paid period.
However, the starting of a regular shift breaks the consecutive four (4) hours of
overtime, and the regular shift policy will apply.
(g) NOTE: In all cases, only if work continues beyond the time that a meal allowance is due
will the thirty (30) minute paid period to eat apply.
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11 .09 The Corporation agrees that in the matter of snow removal, City trucks will be given first
opportunity for overtime unless the trucks are being used in normal snow-plowing.
11 .10 All employees covered by this contract shalf be entitled to two (2) ten-minute, wash-up
periods at the lunch room area: one (1) prior to the lunch hour and one (1) prior to the
end of the work day except as provided for in Article 11.01 (b) (iii).
Banked Overtime
11 .11 (a) Commencing in January of 1998, and renewed on the second pay period in each
calendar year thereafter, an employee may elect in writing to deposit his first eighty (80)
hours of overtime in his overtime bank, but at no time shalf the total time (based on
overtime pay) in the overtime bank exceed eighty (80) hours. Individuals who do not
declare by the second pay period of the calendar year, will have their declaration of the
previous year automatically renewed .
(b) Employees will not be allowed to bank time after the 31st day of August of each year
and once the employee elects not to deposit his overtime pay in the overtime bank he
ceases to have the right to bank any further overtime. All overtime earned above the
eighty (80) hour ceiling will be paid as per the contract.
(c) Contributors may withdraw time from the bank with mutual agreement of their
supervisor, and each hour of banked overtime used will be paid out at the employee's
rate of pay at the time the pay was banked. Any unclaimed credits on December 1st of
the calendar year will be paid to the employee at the rate of pay at the time the pay was
banked.
ARTICLE 12 VACATIONS:
12.01 (a) A regular employee shall be entitled to annual vacations as follows :
Vacations with Pay
After 1 year of employment 2 weeks

After 3 years of employment 3 weeks
After 9 years of employment 4weeks
After 30 years of employment, 1 extra day of vacation to a maximum of 7 weeks, as

follows;
31 years- 6 weeks + 1 day

32 years - 6 weeks + 2 days
35 years - 7 weeks
(b) The vacation year is the calendar year.
(c) Vacation entitlement is based on the number of years of employment on January 1st of
the vacation year. In calculating the number of years of employment all part years that
result from an employee starting in mid year will be deemed to be a full year on January
1st.
(d) An employee starting during the year will not be eligible for vacation until January 1st of
the next year at which time he will be deemed to have one (1) year of employment.
(e) Vacation payments will be made by direct deposit in the pay period the vacation is
taken. As a result, advance pay for vacations will not be issued.
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12.02 Vacation Scheduling
(a) There will be a close down for vacation purposes for the employees of the Fleet, Roads, Sewer,
Stores and Water Sections of the Public Works Division, during the period one week prior to the Civic
Holiday and one week following the Civic Holiday, and all employees, with the exception of a skeleton
crew, are obliged to take their holidays with pay at that time, or at such other time mutually agreed to
by the parties.
(b) Vacations will be granted by seniority.
(c) No more than fifteen (15) employees of the Fleet, Roads, Sewer, Stores and Water Sections of the
Public Works Division can take vacation from April 151 through to the 2"d week of November. The
allowable complement of fifteen (15) is defined in the chart below.
(d) No more than eight (8) employees of the Arena, Facilities, and Parks Sections of the Public Works
Division can take vacation from April 1"1 through to the 2"d week of December. The allowable
complement of eight (8) is defined in the chart below.
1
(e) During the months of January, February, March and from the 2"d week of November to December 31 "
of the calendar year, no more than four (4) employees of the Fleet, Roads, Sewer, Stores and Water
Sections of the Public Works Division can take vacation at any one time.
(f) Between the second Monday in February to the second Friday in March, appointments will be
scheduled for all permanent employees of the Public Works Division, commencing with the most
senior employee, to meet with their respective supervisor to schedule vacation . If the employee fails
to select his/her vacation during the above period, he/she forfeits his vacation seniority right and
management may assign vacation.
(g) Vacation requests for January, February and March can be submitted as early as December 151h and
will be approved on a first come, first serve basis.
Group# Classifications in Group Allowed

1 1-Meter Repair Person 1 of3
1-Sr Meter Calibrator Installer/Plumber
1-Water Meter Installer/Calibrator
2 5- Water Sewer Operator 1 of5
3 3-Backhoe Operator 1 of 3 Backhoe Operator
1-Compressor Operator 1 of 3 Compressor Operator,
1-Sewer Equipment A Sewer Equipment A, B
1-Sewer Equipment B
4 2-Water System Analyst 1 of3
1-Sr Water System Analyst/frainer
5 1-Skilled Labour 1 of6
1-Labour (Sewer and Water)
2-Labour (Roads)
1-Sewer/Signs A
1-Sewer/Signs 8
6 1-Lead Hand Water/Sewer 1 of 3 Lead Hand Water/Sewer; Lead Hand
1-Lead Hand Water/Sewer PM Shift Roads
1-Lead Hand Roads
7 9- Truck Driver (Day Shift) 3 of10
1-Truck Driver (PM Shift)
8 3-Loader Operator 1 of5
1-Grader Operator
1-Sweeper Operator (MID Shift)
9 6-Mechanics 3 of 8 Mechanics, Welder, Lead Hand Fleet
1-Welder
1-Lead Hand Fleet
10 1-Stockkeeper A 1 of3
2-Stockkeeper B
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Group# Classifications In GrouJ! Allowed
11 3-Leadhand General 1 of 3 Leadhand General
3-Gardener, Landscape Technician 1 of 3 Gardener, Landscape Technician
1-Truck Driver 1 of 2 Labourer
1-Pesticide Sprayer 2 of 4 Truck Driver, Pesticide Sprayer, Tractor,
1-Backhoe Operator Backhoe Operator
1-Tractor
2- Labourer
12 3-Arbourist 1 of 4 Arbourist, Leadhand Forestry
1-Leadhand Forestry
13 1-Leadhand Maintenance 1 of 4 Leadhand Maintenance, Carpenter,
1-Carpenter Maintenance A/Plumber
2-Maintenance A/Plumber
14 3-Arena Attendant Ice in Arena
3-Refrigeration Operator 1 of 3 Arena Attendant
1 of 3 Refrigeration Operator
12.03 Leave of absence equal to the number of weeks of eligible vacation may be obtained
for the purpose of adding to vacation. Such leave of absence will be granted without
pay, subject to work load and at the discretion of the Manager.
12.04 (a) Vacations shall be taken in the year they fall due. An employee who leaves or is
terminated from the employment of the Corporation shall receive with this final pay his
regular vacation payment that he would have been entitled to if he had not terminated,
and an employee who terminates after he has received his regular vacation for that
year shall not be entitled to any further payment for vacation .
(b) For employees with less than one year employment, the vacations with pay provisions
of the Employment Standards Act, as amended, shall apply.
(c) Employees qualifying for sick leave requiring hospitalization or bereavement or any
other approved leave during vacation period , there shall be no deduction from vacation
credits for such absence. By mutual agreement, the period of vacation so displaced
shall either be added to vacation period or reinstated for use at a later date.
12.05 A regular employee may request to take ten (1 0) days of his vacation period in one (1)
day increments on the following basis subject to the provisions of paragraph 12.02:
(i) He must notify supervision of his desire to avail himself of this provision by no
later than April 1st of the year in which the vacation is to be taken.
(ii) Arena employees who wish to avail themselves of this provision must take and
complete this ten {1 0) day vacation option during the time that ice is not in the
arena.
{iii) The first five (5) days may be taken in increments of one or more days;
The second five (5) days may be taken on the basis of one day per month not
coinciding with the month in which the first five (5) days are taken.
12.06 Each Division shall be responsible for the portion of vacation due to the employee for
the months worked for that Division. The Division is responsible for the payment and
scheduling of days earned from said Division, and the Days earned must be taken
during the time worked for the said Division. Arena seniority governing priority of
choice and the number of employees away at one time is to be at the discretion of the
Manager.
ARTICLE 13 SAFETY. HEALTH AND SANITATION:
13.01 The Corporation shall observe all reasonable precautions for safety, health and
sanitation of its employees and shall supply such equipment as is necessary for these
purposes. All employees shall cooperate with the Corporation in the prevention of
accidents and if necessary, make representation to the Corporation as to the prevention
of accidents. A Safety Committee of six {6) members of the Bargaining Unit appointed
14
by the Union will meet with the Corporation to discuss matters of safety on a monthly
basis.
The Corporation agrees to continue to recognize the historic right of its workforce to
refuse unsafe work and agrees to continue to recognize a Certified Workplace Workers
Representative as well as to continue to provide all appropriate training for Certification.
Safety Boot Allowance
13.02 In January of each year, every permanent employee shall receive a safety boot
allowance as per the following:
January 1, 2015-$150.00
All safety boots must be equivalent to, or exceed, the current C.S.A. standard.
Work Clothes
13.03 (a) The Corporation agrees to provide the following work clothes and safety equipment:
Protective Equipment and Clothing
The Corporation shall supply the following necessary standard protective equipment
and clothing to regular and casual employees:
Winter Coat
Hard hats
Safety glasses with side shields
Ear protection
Safety vests
Life jackets
1 Short Sleeve Safety T-shirt
Rubber boots (insulated and non-insulated)
Rainwear
Gloves
All protective equipment must be selected and approved by the Corporation and
reviewed with the Joint Health and Safety Committee.
With the exception to the first time of issuance, replacement of all safety equipment will
be on an exchange basis and provision must be specific to the work being conducted
by the employee and/or specific to the employee's classification/function.
Concept of the Work Clothing Program
Employees would be allotted the following values in order to purchase work clothing
from suppliers approved by the Corporation.
January 1, 2015$135.00 (including taxes)
The Employee would select work clothing from a catalog listing prices provided by the
Corporation. The Corporation would arrange at the Municipal Service Centre for the
supplier to size and measure regular employees in February, casual employees in June
along with regular employees who were not available in January. Arrangements would
be coordinated for new employees on a case by case basis.
Work Clothing supplied is not eligible for exchange or return unless the wrong item or
size is received. The supplier would ship the clothing to the Municipal Centre labeled
with the employee's name. The stockroom staff would distribute clothing and prepare
PO(s). The Corporation would pay the invoices.
All clothing must be suitable for the work and function performed and according to
dress code.
15
In addition to the above:
The Asphalt Employees and Distributor Operators shall receive two (2) pair of summer
weight pants selected and maintained by the Corporation. Replacements will be
provided on an exchange basis.
Mechanics shall have coveralls and/or shop coats provided and cleaned by the
Corporation. Coveralls that are worn out or damaged as a result of work duties will be
replaced upon approval of Supervision.
Forestry employees shall be provided with fire retardant clothing as selected by the
Corporation in compliance with EUSA Safety Regulations. Replacement will be subject
to approval by the employee's immediate supervisor.
(b) In addition to the above, Arena employees shall receive two (2) pairs of pants, one (1)
jacket (hip-length, crested) and two (2) shirts (crested) . The wearing of such clothing is
a condition of employment and shall be cleaned and maintained by the employee.
Exhumation Work
13.04 Cemetery exhumation work shall not be part of Public Works Division employees'
duties
Tools - Mechanic
13.05 The Corporation agrees to replace Mechanics' tools only if broken or worn out on City
work.
Trade Certificates
13.06 The Corporation shall pay for the renewal of required trade licenses and certificates:
Licenses
13.07 (a) The Company agrees to refund the initial tuition paid by an employee for an approved
course leading to qualification for a "Z" license. Such course to be taken on an
employee's own time.
(b) In addition, on a yearly basis, the Company agrees to provide for a qualified instructor
to present a group refresher course, of approximately three (3) to four (4) hours, to
those employees currently holding a "Z" license. Such course to be taken on the
employee's own time. Such course to be scheduled at the discretion of the
Corporation.
ARTICLE 14 RECOGNIZED HOLIDAYS:
14.01 (a) There shall be thirteen (13) holidays with pay as follows and the Corporation may
declare a day in lieu, if the public holiday falls on a non-working day:
New Year's Day

Family Day Thanksgiving Day
Good Friday Christmas Day
Easter Monday Boxing Day
Victoria Day Day before Christmas or New Year's
Canada Day
Civic Holiday
Labour Day
An additional one (1) day as a "floater" to be taken during the calendar year (each year)
as pre-approved by the employee's Non-Union Supervisor.
(b) Heritage Day (when officially proclaimed by the Federal Government) and the day
before Christmas or New Year's, with the understanding that no more than 50% of
employees are absent from any Division.
16
(c) Closure of Easter Monday Holiday to Easter Sunday for Arena employees (Easter
Monday at straight time)
14.02 In the event that any employee is required to work on any holiday, he shall receive
holiday pay, plus double time for all hours worked.
14.03 An employee must work his regularly scheduled working day immediately preceding the
holiday and his regularly scheduled working day immediately following the holiday,
unless he is sick, death in the immediate family, through lack of work or if an employee
is on compensation. The exclusion in regard to sickness does not apply to a part-time,
seasonal, casual or temporary employee who must work his regularly scheduled
working day immediately preceding the holiday and his regularly scheduled working day
immediately following the holiday.
14.04 When one of the above paid holidays occurs during the employee's vacation, he shall
receive an extra day's vacation with pay.
14.05 When one of the above paid holidays occurs while the employee is on compensation ,
the employee shall be entitled to receive from the Workplace Safety and Insurance
Board and the Corporation combined 100 percent of his regular pay for such day.
ARTICLE 15 HEALTH AND WELFARE:
Short-Term and Long-Term Disability Plans
Short-Term Disability
15.01 (a) From and including the first (1st) day accident or first (1st) day of illness, each regular
employee will be paid his full pay during the first three (3) weeks of absence due to
illness or accident.
(b) Employees will be paid for an additional week for each year of service to a maximum of
seventeen (17) weeks inclusive of the said first three weeks at one hundred percent
(100%) of their regular pay. Employees absent in excess of the period for which they
are entitled to receive one hundred percent (100%) of their regular pay will receive
seventy-five percent (75%) for that period until seventeen (17) weeks are completed,
and deductions for C.P.P., E.l. and OMERS will continue during this seventeen (17)
week "Short-Term" disability period.
{c) During the "Short-Term" period of disability, periods of disability separated by less than
two (2) weeks {14 calendar days) of active employment will be considered the same
period of disability unless disability is due to solely unrelated causes. During the
"Short-Term" disability period, the employee's benefit plan will be continued.
(d) Short-Term disability will be paid out at the employee's standard daily wage.
15.02 (a) As the Corporation self insures the short term disability plan , any employee absent from
work for any reason will fully complete an absenteeism form for the first three (3) days
of absence. After three (3) days of absence, the employee will be required to complete
a "Doctor's Report of Illness/Injury" form. Failure to provide properly completed forms
when required shall result in short term disability payment being withheld.
(b) Any Doctor certificate required by the Corporation or its insurance company, except
pre-employment medicals, shall be paid for by the Corporation.
Long-Term Disability
15.03 (a) Continued disability beyond seventeen (17) weeks will be deemed to be long-term
disability. Pay will continue to be maintained at seventy-five percent (75%).
{b) Payments for weeks seventeen (17) to twenty-six {26) , inclusive, will be the
responsibility of the Corporation, while payments for weeks twenty-seven {27) and on
will be the sole responsibility of the Disability Insurance Plan, and individuals must meet
the qualifying conditions of the plan .
17
(c) On commencement of long-term disability, regular deductions will continue. Similarly,
the employee will file for disability claim under OMERS, either for waiver of premium or
disability pension benefits. Any long-term disability benefits will be reduced by disability
benefit payments received under C.P.P., OMERS, or from Workplace Safety and
Insurance Board, so that total benefits do not exceed eighty-five percent (85%) of
regular pay.
(d) During the long-term disability period, insurance plans as outlined in Article 15 (15.10),
will be continued on behalf of the employee by the Corporation. Long-term disability
income benefits will not extend beyond age sixty-five (65).
(e) Long-term Disability Insurance Plan, when in effect, will provide seventy-five percent
(75%) of income, based on own occupation for a minimum period of two (2) years.
(f) Long-term disability will be paid out at the employee's standard daily wage.
{g) Vacation and Statutory Holidays will not be pyramided while an employee is on S.T.D.
or LT. D. Employees may reschedule such vacation wherever possible.
15.04 (a) For purposes of this Article, "non-compensable accident" shall be deemed to mean,
{i) an accident suffered on the job for which compensation in lieu of wages is not
received from the Workplace Safety and Insurance Board, including
disallowance because of the Board's requirements for a minimum period of
disability; and
{ii) an accident suffered other than while at work.
{b) "Standard daily wage" shall be the product of the employee's basic hourly rate in
his/her normal classification multiplied by his/her standard number of daily hours.
(c) Employees on temporary upgrades, who use the short term disability plan, will be paid
the daily standard wage of the classification of the upgrade only after the employee has
worked ten {10) or more consecutive days in that classification and will be eligible for
the upgrade pay for a time equal to the number of days that he worked in the upgraded
classification.
Gratuities
15.05 There shall be paid to,
{i) an employee who retires under the provisions of any pension or compulsory
retirement by-law of the Corporation, or
{ii) the beneficiary, as determined by the Corporation of the employee who dies
while in the service of the Corporation , or
{iii) an employee on termination of employment, who has at the date of termination

four {4) or more years of service with the Corporation,
Sick leave gratuity amounting to one-half {1/2) of the sick leave standing to his/her credit
at the rate of the employee's standard daily wage at the time of retirement or death, or
termination, as applicable, subject to a maximum of six (6) month's earnings.
15.06 (a) When an employee is unable to work as the result of an approved claim by the
Workplace Safety and Insurance Board, he/she shall receive payment in
accordance with the current legislation.
{b) It is agreed that an employee who is absent from work as a result of an illness
or injury, sustained at work, and who has been waiting for approval from the
W.S.I.B., for this current absence, will be advanced a sum of money for the
second week of absence onward, until such time of approval or denial by the
W.S.I.B. Payment will be provided only if the employee provides:
(1) evidence of disability, satisfactory to the Corporation;
18
(2) a written waiver, satisfactory to the Corporation, which states that any
payments will be refunded to the Corporation, following final
determination of the claim by the W.S.I.B.
If the W .S.I.B. denies the claim, the advanced moneys will be applied towards the
benefits to which the employee would be entitled to, under the short term portion of the
disability income plan. Any payment under this provision will continue for a maximum
of seventeen (17) weeks.
Any employee who is absent for less than an entire calendar week of five (5) days will
continue to only be paid upon approval by the W .S.I.B. for the current absence from
work.
15.07 All costs of doctor's certificates will be absorbed by the Corporation.
15.08 The premium costs for the Long-Term Disability Plan will be the total responsibility of
the Corporation.
15.09 The Corporation shall provide at no cost to employees the following :
(a) The Extended Health Benefit with Drug Plan,
(i) Drug Plan paid 100% by the Corporation (non-deductible);
(ii) the Corporation reserves the right to determine the carrier in future contracts
assuming equal coverage is provided;
(iii) payment of prescriptions by employee and recovery of cost from carrier shall
be the responsibility of the employee;
(iv) effective the first of the month following ratification, the Corporation's Drug
Plan will pay a total of $8.50 of the dispensing fee per prescription.
(b) Extended Health Plan to include provision for eye wear to $300.00 every two (2) years,
and hearing aids up to $450.00 annually per employee. Employees covered by this
agreement are entitled to $500.00 lifetime maximum towards corrective eye surgery.
After completion of the probationary period, the Employer will pay 100% of the cost of
prescription safety glasses to a maximum of $150.00 provided the safety glasses must
be for personal use of employee while at work with maximum of one (1) pair every two
(2) years. Safety glasses must be CSA approved safety frames.
(c) Green Shield Dental Plan ODA rates automatic update with a one year lag, January 1"1
of each year with a nine (9) month recall examination; children twelve (12) years of age
and under, a six (6) month recall examination.
(d) Orthodontic coverage with the City paying 100% of its premium, on a 50 - 50 cost
shared basis to a lifetime maximum of $2,500 per dependent.
(e) Crowns and Cap coverage on a 50 - 50 cost shared basis; $2,000 lifetime maximum,
effective the first day of the month following date of ratification .
Note: It was agreed upon by the Parties that the last $500.00 of lifetime maximum for
both (d) and (e) would be self-insured by the Corporation.
(f) The Corporation will pay $1000.00 lifetime max. per person listed under the Benefit
Plan, towards the purchase of an insulin pump, upon submitting a receipt to the Human
Resources Department.
(g) Life insurance for retirees for $10,000.00 at the date of retirement which shall be in
effect until age 70.
(h) All employees who retire prior to their normal retirement age and have obtained a 90
factor, or who have thirty (30) years or more of qualifying service, under provisions of
the Ontario Municipal Employees Retirement System will be entitled to receive, at no
cost, the following benefits until they reach the age 65:
19
(i) Extended Health Plan coverage, drugs, vision care, hearing aids and other
services;
(ii) Paid-up life insurance coverage for $10,000.00 at date of retirement which
shall be in effect until age 70.
(iii) Effective January 1, 2015 Out of Province Travel coverage 60 days.
15.1 0 Regular employees will be covered by a Life Insurance Plan for two times regular salary
or $40,000.00, whichever is greater and the cost of the plan shall be paid 100% by the
Corporation with the provision that all rebates due to the employees because of the
changes in Provincial Health Plans will be applied to payment of insurance coverage.
Plus Accidental Death and Dismemberment benefits.
15.11 The Corporation agrees to pay the employer's portion of the Ontario Municipal
Retirement Pension Plan. This plan is available to all regular or qualifying casual
employees of the Corporation and shall be compulsory on the part of all new
employees.
15.12 In the event of voluntary termination of a regular employee:
(i) the benefits for the short term and long term disability plan would be terminated
immediately.
(ii) employees with at least one (1) year seniority will have their Extended Health
Benefit Plans, Dental and Group Life Insurance continued until the last day of
the month, in the month which they leave.
15.13 In the event of the termination of a regular employee by the Corporation:
(i) the benefits for the short term and long term disability and all other health
benefits would be terminated immediately.
(ii) however, if the employee was on long term disability at the time he was
terminated, his long term disability would continue, as long as, he met the
conditions of the long term disability plan as set out by the carrier.
15.14 In the event of lay off of a regular employee:
(i) if a regular employee is laid off his Extended Health Benefit Plans, Dental and
Group Life will continue for three (3) full months following the month of lay off.
(ii) if a regular employee is laid off his short term and long term disability coverage
will cease immediately.
(iii) if however, the employee is on short term or long term disability at the time of
lay off, his benefits for S.T.D. and L.T.D. would continue, if he continued to
qualify for these benefits as determined by the plan or the carrier.
(iv) In the event a laid off employee is unable to return to work due to illness or
injury occurring during the lay off, he will be deemed to be recalled for all
purposes except S.T.D. and L.T.D. benefits.
ARTICLE 16 BULLETIN BOARD:
16.01 The Corporation agrees to provide a bulletin board at any facility where members of
Unifor Local 523 are based.
ARTICLE 17 PAY PERIODS:
17.01 The Corporation shall pay all employees every second Thursday.
20
ARTICLE 18 JURY DUTY:
18.01 When an employee is selected for jury duty, the Corporation agrees to make up the
difference between jury pay and his normal earnings. This is only done when he is on
actual jury duty, certified by Court Officials. When he is not required for actual jury
duty, he is obliged to report for work as soon as possible and work the balance of his
regular shift. If he loses any money due to this latter instance, his pay will be made up
in a like manner. Employees will be paid for lost wages if summoned by the Crown as
a Crown Witness.
ARTICLE 19 BEREAVEMENT LEAVE:
19.01 (a) In the event of the death of an immediate relative, leave of absence will be granted the
bereaved employee to attend the funeral. Such employee will be paid for the time
actually lost from work for which he is scheduled up to three (3) days, except in the
case of a spouse, son or daughter, step child, mother and father, brother and sister,
such employee will be paid for the time actually lost from work for which he is
scheduled up to five (5) days. It is understood that "step relatives" are "current step
relatives" only.
(b) Payment will be made upon application to the Manager and confirmation of such death.
The term "immediate relative" means the employee's:
Father Daughter Grandparent

Mother Brother-in-law Son-in-law
Father-in-law Sister-in-law Daughter-in-law
Mother-in-law Brother Wife (Spouse)
Sister Son Grandchild
(c) An employee will be granted one (1) working days' leave of absence with pay to attend
the funeral of the employee's aunt or uncle.
(d) It is understood that the three (3) days mentioned above and the five (5) days
mentioned above, can be any three (3) days and any five (5) days, as applicable to the
above, of the employee's choosing commencing from the time of death up to and
including the day after the funeral. In the event of a memorial service at a later date,
one ( 1) of the above days may be used to attend the memorial service.
(e) All days allotted on bereavement allowance are to be working days.
ARTICLE 20 JOB CLASSIFICATIONS AND WAGE RATES:
The Corporation shall draw up job descriptions, within six months of ratification, for
positions and classifications within the bargaining unit. Job descriptions will be
provided to the Union for review.
20.01 (a) Attached to this Agreement and forming an integral part thereof is Schedule "A" (Job
Classification Rates) setting forth all Public Works Division wage rates and
classifications.
(b) Sewer/Signs B assigned to Sewer/Sign A when a vacancy occurs. Sewer Equipment B

assigned to Sewer Equipment A when a vacancy occurs.
(c) Existing classification shall not be eliminated without at least prior notification of thirty
(30) days to the Union.
(d) No new job classification shall be added to the Wage Schedule unless prior notice is
given at least thirty (30) days in advance. Meetings will be held between the parties,
and failing agreement, such disputed job can be arbitrated if it is claimed the rate
established is not consistent with the wage schedule for comparable jobs.
21
(e) A list will be posted of all job classifications and employees carrying such classification
and his hourly rate. Such hourly rate shall not be changed unless an employee applies
for another job on a permanent basis.
(f) An employee on a lower rated job who is temporarily assigned to a higher rated job
shall receive the higher rate of pay for a minimum of four (4) hours. When an employee
works on such job during the first and second half of their shift, the employee shall
receive the higher rate of pay for the full shift.
(g) It is agreed that the overtime rate will be paid to the employee based on either, their
existing rate or the higher rate, whichever is greater.
(h) Mutual agreement to allow employees, who possess required license, who apply for
position of Vehicle Operator, to have up to five (5) days to prove they can operate the
vehicle.
(i) The Senior Refrigeration Operator scheduled on days Monday through Friday will
receive the Leadhand rate.
0) The items specified under job content are intended to outline the main elements of the
job but shall not be construed as a detailed list of all the work requirements that an
employee in any classification may be called on to perform .
(k) When an employee with labour classification operates a chain saw, he shall receive
10¢ per hour extra for the actual hours worked.
ARTICLE 21 ARENA EMPLOYEES:
21 .01 It is understood that the Corporation will assure, whenever possible, to employ
permanent arena employees for summer employment within City Divisions covered by
the Union agreements. It is agreed that no part-time or temporary employee will be
hired to fill positions which could be filled by such arena employees.
ARTICLE 22 HOURS OF WORK FOR ARENA EMPLOYEES:
22.01 The work week shall be eight (8) per day and forty (40) hours per week on a rotating
shift basis.
22.02 Rotating shift workers will be allowed a fifteen (15) minute paid lunch period. Single
day shift workers during the off-season will have a thirty (30) minute unpaid lunch
period between the hours of 11:30 a.m. and 12:00 p.m.
22 .03 All work performed over eight (8) hours in a day or forty (40) hours in a week shall be
paid at time and one-half (1Y:z) the employee's rate of pay. A bonus of one dollar
($1 .00) per hour shall be paid for all hours worked on Saturday and one dollar and fifty
cents ($1 .50) for all hours worked on Sunday during the season.
22.04 When more than one (1) shift is scheduled, employees shall rotate between shifts, and
such scheduled shifts shall be posted for the Arena season two (2) full weeks in
advance on the bulletin board, two weeks prior to Labour Day.
22.05 The Corporation shall post any change in the work schedule one (1) week in advance.
22.06 During the time when the ice is removed from both arenas, the hours of work and
overtime as outlined in Article 11 .01 and 11.02 of the existing contract will apply.
22.07 The employer will endeavour, to the extent possible, to distribute available overtime
hours as equitably as possible in the arenas, to those willing to work such overtime
hours.
22
22.08 The following shift schedule will commence for the 2015 ice season.
ARENA SCHEDULE
LEGEND- CREW 8, C, D - 2 People per Crew
CREWA-0
Monday - Friday Day Shift-8:00a.m.- 4p.m.
Afternoon Shift-4:00p.m.- 12:00 a.m.
Saturday- Sunday Day Shift-7:00a.m.- 3:00p.m.
Afternoon Shift-3:00p.m.- 11:00 p.m.
Sun Mon Tue Wed Thu Fri Sat

1 2 3
c D D
B B B
4 5 6 7 8 9 10
D D DB B B B B
c c c c c D D
11 12 13 14 15 16 17
c c c c c D D
D D DB B B B B
18 19 20 21 22 23 24
D D DB B B B B
c c c c c D D
25 26 27 28 29 30 31
c c c c c D D
D D DB B B B B
Employer agrees to canvas by seniority the worker who is displaced to the Parks section as a result of
the above schedule.
ARTICLE 23 MISCELLANEOUS:
23.01 Driving Records
The parties recognize that all new employees must have a valid Class 'D' Drivers
License with a 'Z' endorsement as they are required, as part of their job duties, to drive
vehicles owned by the Employer which requires such licensing. Existing employees
must maintain their current DZ license.
The Corporation's liability insurance requires that all employees who drive Employer
owned vehicles must have a current and valid driver's license and the Employer must
be kept up-to-date by the employee on the current status of their driver's license.
The following regulations shall be followed by the Employer and all employees requiring
a valid driver's license:
(i) Prior to being hired as a Casual or Full-time employee, all candidates for
employment must present a current "Driver's Abstract." The candidate shall
obtain such from the Ministry of Transportation at their own expense.
(ii) All employees must notify their immediate Supervisor within forty-eight (48)
hours of any change in their driver's license status such as: suspension ,
restrictions added to license (i.e. must wear prescription eye glasses while
driving) etc.
(iii) Under the Highway Traffic Act, employees who drive vehicles for the
Corporation are required to notify the Employer if they are driving elsewhere
and using their driver's license in their other employment, unless otherwise
specified by the Highway Traffic Act.
23
(iv) The Employer has the right at any time to request a copy of any employee's
drivers license abstract, at the Employer's expense, from the Ministry of
Transportation.
ARTICLE 24 SUCCESSOR RIGHTS:
24 .01 Should the Corporation merge, amalgamate or combine any of its operations in whole
or in part with another Municipality or the Niagara Region or another Organization, the
Corporation agrees that the Other Municipality or Niagara Region or another
Organization will recognize the Union and apply the terms and conditions of this
agreement.
ARTICLE 25 MODIFICATION OR TERMINATION OF CONTRACT:
25.01 This agreement shall be in effect from the first (1st) of January, 2015 to the thirty-first
(31st) of December, 2017 and shall automatically be renewed from year to year
thereafter, unless either party gives notice to the other to modify or terminate the
Agreement.
25.02 Notice of modification or termination can only be given by one party to the other party
by registered mail no more than sixty (60) days and no less than thirty (30) days prior to
any anniversary date of this agreement.
24
LETTER OF UNDERSTANDING #1
RE: TRAINING
The Parties agreed that all training opportunities are to be posted so as to provide equitable
opportunity for all employees.
Accordingly, it was agreed that it would be the Employer's discretion as to who would take training
based on providing the first opportunity to those currently within the classification (pertaining to the
specific training).
12015.
For the Union For the Corporation
D.~ J ..:::r::.~
Doug Orr
National Representative ~~~Manager, Human Resources
25
RE: CONTRACTING OUT
During negotiations, the issue of contracting out work that is being performed by the membership of
Unifor, Local 523 was discussed. However, it is not the intention of the Employer to contract out work,
when the Employer can do such work as economically and efficiently.
The Employer will endeavour to minimize the contracting out of work in the interest of maximizing
employment and agrees that during the terms of this Collective Agreement that there will be no loss of
employment for Bargaining Unit members due to contracting out.
10 day notice will be provided to the Union of outsourcing activities of work customarily performed other
than capital projects and unforeseen emergencies. The Employer agrees to discuss outsourcing
activities as part of Union/Management regular meetings.
The parties agree to meet semi-annually to review capital projects.
In the event that the Employer finds it necessary to contract out such work, the following procedures will
apply:
1. Prior to such work being contracted out, the Employer and Union Representatives will meet to
discuss the nature, scope and reasons for the contracting out.
2. Where a matter requires Council approval, the Employer and Union Representatives will meet at
least two (2) weeks prior to the matter going to Council to discuss the nature, scope and
reasons for the contracting out. It is further agreed to by the Union that such discussions will
remain confidential between the parties.
3. During these discussions, the Union will have the opportunity to make recommendations that
would allow the work to be performed by our employees, providing that economic and efficiency
factors are met.
Furthermore, the Employer will attempt to utilize its own equipment and manpower on a number of
projects, whenever it is deemed possible. However, the Employer will require assurances that the
required manpower would be available on a continuous basis to ensure completion of such projects
within the scheduled time and cost factors.
'
Signed this n.r'day of ~ '2015.
For the Union: For the Corporation
Doug Orr sanne Mantesso

}!{~
National Representative General Manager, Human Resources
26
RE: PAID EDUCATION LEAVE (P.E.Ll
The Corporation agrees to pay into a special fund for the purpose of providing paid education leave for
the members of Unifor Local 523. Such leave will be for upgrading employee skills in all aspects of trade
union functions.
Such payment will be made annually on July 1st and will be in the amount of; thirty-six hundred dollars
($3600.00). The payment will be made into a trust fund established by The National Union, C.A.W. and
the cheque should be made payable to:
Unifor Leadership Training Fund,

Unifor Family Education Centre,
R.R. #1
Port Elgin, Ontario
NOH 2CO
The Corporation further agrees that members of the bargaining unit, selected by the Union to attend
such courses, will be granted a leave of absence for up to twenty (20) days class time, plus travel time
where necessary. Said leave of absence is to be intermittent over a twelve (12) month period from the
first day of leave.
Signed this {1-r- day of f1pu) '2015.
(}~
Doug Orr osanne Mantesso
~
27
RE: CANAL LANDS
At the Negotiations for the Collective Agreement covering the period from January 1•t. 2009 to December
31st, 2010, the Parties agreed to the following language.
The Employer commits to providing, by separate fetter, guidelines which it will adhere to for work being
done for the Canal Lands Corporation by the Corporation of the City of Weiland. Such guidelines will
include the following;
(i) That any position above the classification of Labourer will be posted;
(ii) That any full time position will be posted; and;
(iii) The yearly time limit for such work will not exceed 8 months.
This correspondence is intended to serve as the separate fetter outlining the guidelines regarding City of
Weiland employees (specifically, Unifor Local 523 employees) doing work for the Weiland Recreational
Canal Lands Corporation.
Signed this \1....-day of ~ '2015.
Doug Orr anne Mantesso

28
RE: CLARIFICATION OF ARTICLE 15.09- EXTENDED HEALTH BENEFIT WITH DRUG PLAN
During the recent bargaining between the Parties the matter of Benefits were discussed.
Consequently, the following clarification respecting the Benefit Plan is agreed to by the parties:
1. The Benefit Plan shall consist of language found in the Collective Agreement, as historically
amended from time to time by the expressed written agreement of the parties.
2. The language of the Benefit Plan Brochures historically provided to the employees shall assist in
forming the conditions of the plans, as may be amended from time to time by the Carrier, with the
expressed written agreement of the parties.
3. In the event of a dispute between the parties as to the terms, conditions and coverages of the
plan, the matter may be dealt with in accordance with the grievance procedure.
Signed this \ 1~ay of ¥ 12015.
Doug Orr osanne Mantesso

~
29
RE: PUBLIC PRIVATE PARTNERSHIP
Whereas both parties agree that the Arenas are understood to be part of the municipal infrastructure
inventory, therefore;
The Corporation and Union agree if a Public Private Partnership (P3) is entered into for an arena complex
to utilize UNIFOR Local 523 members to work in the facility under the terms and conditions of the
collective agreement.
'1"'day of
Signed this 1 12015.
Doug Orr
National Representative
sanneMan~
General Manager, Human Resources
30
RE: CLASSIFICATION REVIEW COMMITTEE
During the current negotiations the parties agreed to establish a Classification Review Committee to
review classification disputes. The Committee will consist of three representatives from the Employer and
three representatives from the Union.
The Parties further agree that a procedure be jointly established (by the members of the Committee) to
assist in the review of classification disputes.
It is further agreed that in the event the Committee is unable to reach a consensus once a review has
been conducted (based on the procedure established) it will be subject to step 3 of the grievance
procedure.
Signed this 1rrday of ~ '2015.
Doug Orr
osanne Mantess~
General Manager, Human Resources
31
RE: CONTINUATION OF WORK AFTER REGULAR SHIFT
On Thursday, February 19, 2009 the parties (the Union and Employer) met to discuss the issue of
"continuation of work after regular shift". The parties agreed to resolve the subject matter via a Letter of
Understanding.
The following is understood and agreed to by both Parties:
1. Any previous agreements pertaining to "continuation of work" are hereby rescinded.
2. Employees working on a crew will be given the option to continue working beyond their regular
scheduled shift in order to finish the task/project at hand.
3. An Employee unable to continue working as indicated in #2 will be replaced using the "Call in
Protocol".
Signed this \1....- day of ~ • 2015.
Doug Orr
32
RE: CALL IN PROTOCOL FOR OVERTIME OPPORTUNITIES
On Thursday, February 19, 2009 the parties (the Union and Employer) met to discuss the issue of "call in
protocol for overtime opportunities". The parties agreed to resolve the subject matter via a Letter of
Understanding.
The following is understood and agreed to by both Parties:
1. The "call in list" will include all full time employees with the exception of those off as result of
WSIB, bereavement, or who are serving a suspension on the day the overtime is available.
Signed this ,rr day of ~ 12015,
Doug Orr
osanneMan~
eneral Manager, Human Resources
33
RE: FULL TIME LABOURER POSITION WITH WELLAND RECREATIONAL CANAL CORPORATION
On Thursday, May 6, 2010 the parties (the Union and Employer) met to discuss the posting of a full time
Labourer position to be assigned to the Weiland Recreational Canal Corporation hereinafter referred to as the
"WRCC".
The following is agreed to by both Parties on a without precedent or prejudice basis for a period of two (2}
years (expires May 6, 2014):
1. The Employer agrees to post a Labourer position to be assigned to the WRCC for eight (8)
months and the Parks Department (or Public Works Department) for the remaining four (4)
months.
The Parties further agree that a Casual Labourer from the Parks Department will be assigned to
the WRCC for the same eight (8) month duration as the full time Labourer, but at no time will the
Casual Labourer start prior to, or end his employment after the full time Labourer.
Once the assignment with the WRCC ends the full time Labourer will return to the position he
vacated for the remainder of the year.
2. As this is being proposed on a trial basis, the Union and Corporation agree that resulting
vacancies will be posted as "temporary vacancies" in accordance with the provisions in the current
Collective Agreement.
3. The full time employee will be paid the Labourer rate or the rate of pay within the job classification
he is performing.
4. The successful applicant will report to the Executive Director of the WRCC.
5. Overtime as a result of work performed for the WRCC will be offered in accordance with the newly
established Overtime Procedure.
6. The Corporation and WRCC agree that grass cutting at Merritt Park will be performed by UNIFOR
members.
7. The Union acknowledges that planting and maintenance of the floral display at the Amphitheater
located in Merritt Park will continue to be performed by WRCC but if is agreed that UNIFOR
members may be utilized to assist as required .
8. The Union agrees to withdraw Grievance CA-09-36.
9. Should either party (the Employer or Union) wish to discontinue this agreement thirty (30) days
written notice will be given to the other party and a meeting will be held immediately following
notification to discuss the reasons for the discontinuation.
Signedthis ll,.,.. day of ~ '2015.
For the Corporation
Doug Orr
34
RE: TWENTY (20) MINUTE PAID LUNCH
On Monday, January 26, 2015, the Parties (Employer and Union) met to discuss the issue of a paid Twenty
(20) minute lunch to be included in the eight (8) hour workday during the winter.
It is understood and agreed that on a trial basis, a twenty (20) minute paid lunch will be taken at the work site
when operational feasible. During inclement weather, lunch will be taken at the closest City owned facility
under the direction of the supervisor.
The trial period will be two (2) weeks after the ratification of the contract by both parties to the first week of
May, 2016.
Continuation of the program shall be at the sole discretion of the Employer.
Signed this f1(day of ~ , 2015.
Doug Orr
National Representative eneral Manager, Human Resources
35
SCHEDULE "A"
JOB CLASSIFICATION RATES
As per August27,2012 Arb1trat1on
.
Rate Rate Rate
Job Title Band# Jan. 1, Jan. 1, Jan. 1,
2015 2016 2017
1.9% 1.5% 1.5%
Band1
Labourer 1 $23.78 $24.13 $24.49

Arena Attendant
Band 2
Truck Driver 2 $25.35 $25.73 $26.12

Loader Operator
Sewer Equipment B
Distributor Operator
Compressor Operator
Roller Operator
Riding Mower/Tractor Operator
Sewer Sign B
Band 3
Grader Operator 3 $26.47 $26.87 $27.27

Road Maintenance Operator
Stock Keeper B
Sewer Sign A
Sewer Equipment A
Backhoe Operator
Skilled Labourer
Sweeper Operator
Band4
Water/Sewer Operator 4 $26.74 $27.14 $27.55
Meter Repair Person
Water Systems Analyst
Refrigeration Operators
BandS
Pesticides Sprayer 5 $27.30 $27.71 $28.12
Carpenter
Forestry Tree Climber
Gardener A
Gardener B
36
Rate Rate Rate
Jan.1, Jan.1, Jan.1,
Job Title Band# 2015 2016 2017
Band 6
Lead Hand-Parks 6 $29.54 $29.98 $30.43
lead Hand-Forestry
Lead Hand Fleet
Lead Hand-Arena
lead Hand-General
Lead Hand-Roads
Lead Hand-Water & Sewer
Lead Hand-Afternoon
Stock Keeper A/Lead Hand
Landscape Tech/Lead Hand
Band 7
Mechanics 7 $29.97 $30.41 $30.87
Water Meter Install/Calibrator
General Maintenance Class A
Welder
Heating & Cooling Mechanic
BandS
Lead Hand Mechanic 8 $32.26 $32.75 $33.24
Sr. Water Meter Install/Calibrator
Sr. Water System Analyst/Trainer
37
SCHEDULE "B"
RED CIRCLED CLASSIFICATIONS
(These rates are in effect only while the incumbent is in the position, once the incumbent vacates
the position the Job Classification Rates in Schedule "A" become the rate for the position)
1.9% 1.5% 1.5%
CLASSIFICATION Jan.1,2015 Jan.1,2016 Jan.1,2017
Public Works
Senior Water System Analyst/Trainer 32.08 32 .56 33.05
Water System Analyst 27.21 27.62 28.03
Leadhand Mechanic 32.66 33.15 33.65
Mechanic 32.08 32 .56 33.05
Welder 29.26 29.70 30.15
Stockkeeper "A" 29.68 30.13 30.58
Stockkeeper "8" 27 .73 28.15 28.57
Lead Hand 29.68 30.13 30.58
Leadhand Plumber 30.25 30.70 31 .16
Senior Meter Calibrator Installer/Plumber 32 .08 32.56 33.05
Water Meter/Installer Calibrator* 29.28 29.72 30.17
Grader Operator 26.81 27.21 27.62
Sweeper Operator 26.03 26.42 26.82
Roller Operator 25.30 25.68 26.07
Compressor Operator 25.56 25.94 26.33
Sewer/Signs B 24.87 25.24 25.62
Distributor Operator 25.01 25.39 25.77
Backhoe Operator 26.83 27.23 28.15
Water/Sewer Operator 27.21 27.62 28 .03
Meter Repair Person 26.70 27.10 27.51
Parks
Landscape Technician 28.12 28.54 28 .97
Riding Mower/Tractor Operator 24.88 25.25 25.63
Welding 29.26 29.70 30.15
Gardner, Class "8" 25.50 25 .88 26.27
Pesticide Sprayer 25.50 25.88 26.27
Forestry Tree Climber 28.12 28.54 28.97
Backhoe Operator 26.83 27.23 27.64
General Maintenance: Class "A"* 29.28 29.72 30.17
Carpenter 29.28 29.72 30.17
Gardener Class "A" 28.12 28 .54 28.97
General Leadhand 29.68 30.13 30.58
Arena
General Leadhand 29.68 30.13 30.58
Arena Attendant 23.84 24.20 24.56
38
IN WITNESS WHEREOF the Parties hereto have caused this agreement to be executed by their duty
authorized officers and representatives
THE CORPORATION OF THE CITY OF WELLAND
AND
UNIFOR
AND IT'S LOCAL 523
FOR THE CORPORATION FOR THE UNION
~ nt~
General Manager Human Resources
D. Orr
UNIFOR National Representative
x_.,iW
S. Iannello R. lakas
General Manager, Infrastructure Serv. President, UNIFOR Local 523
iiJ~ ~~4
"'C Obillafd
Shop Chair, UNIFOR Local 523
J. Godbout
"---
Chief Steward, UNIFOR Local 523
(~
c-
D. Har1
--=-:~ ~
R. Flintoft
Manager Administrative & Support UNIFOR Negotiating Committee Member
Services
D. St ven
UNIFOR Negotiating Committee Member
39

City of Welland-UNIFOR 523 2015 Contract Agreement

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City of Welland-UNIFOR 523 2015 Contract Agreement

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COLLECTIVE AGREEMENT

The Corporation of the

UNIFOR Local 523

For the Period of:

January 1, 2015 to December 31, 2017

ARTICLE NO. SUBJECT PAGE NO.

#1 RE: TRAINING ---------------:.-------------------------------------------------------------- 25

SCHEDULE "B" RED CIRCLED CLASSIFICATIONS--------------------------- 38

ARTICLE 5 NO STRIKE CLAUSE:

ARTICLES CORPORATION RIGHTS:

ARTICLE 7 GRIEVANCE PROCEDURE:

A Policy Grievance is defined and limited to one which alleges:

(i) An incorrect interpretation or administration of the Agreement which may affect

(ii) A breach of an announced or existing policy of the Corporation concerning

The list of Arbitrators is as follows;

{i) voluntary termination of employment of the employee;

(vi) if employee retires.

Temporary Vacancies (Arenas)

The Corporation agrees that if an employee is reduced to a lower paying classification

First Season: 80% (eighty percent)

ARTICLE 10 LEAVE OF ABSENCE:

11 .01 {a) Winter Hours

Mechanics Winter Hours

Stock Keepers Winter Hours

Mechanics Summer Hours

Stock Keepers Summer Hours

{b) Summer Hours

{i) Day Shift 7:00 a.m. - 3:00 p.m.

(ii) Afternoon Shift 2:45 p.m. - 10:45 p.m.

(b) a general foreman or an engineering supervisory person of higher authority

In the event of any disagreement as to whether or not an employee received a

(c) Regular Shift

(d) Prearranged Shift

On a prearranged shift on Saturday and/or Sunday, no meal allowance or paid eating

(e) Snow Pickup or Snow Clearance

(f) Call Outs

12.01 (a) A regular employee shall be entitled to annual vacations as follows :

Vacations with Pay

After 1 year of employment 2 weeks

After 30 years of employment, 1 extra day of vacation to a maximum of 7 weeks, as

31 years- 6 weeks + 1 day

(b) The vacation year is the calendar year.

(b) Vacations will be granted by seniority.

Group# Classifications in Group Allowed

ARTICLE 13 SAFETY. HEALTH AND SANITATION:

Safety Boot Allowance

Protective Equipment and Clothing

Concept of the Work Clothing Program

January 1, 2015$135.00 (including taxes)

ARTICLE 14 RECOGNIZED HOLIDAYS:

New Year's Day

ARTICLE 15 HEALTH AND WELFARE:

Short-Term and Long-Term Disability Plans

{ii) an accident suffered other than while at work.

15.05 There shall be paid to,

{iii) an employee on termination of employment, who has at the date of termination

(1) evidence of disability, satisfactory to the Corporation;

15.07 All costs of doctor's certificates will be absorbed by the Corporation.

15.09 The Corporation shall provide at no cost to employees the following :

(a) The Extended Health Benefit with Drug Plan,

(i) Drug Plan paid 100% by the Corporation (non-deductible);

(iii) Effective January 1, 2015 Out of Province Travel coverage 60 days.

15.12 In the event of voluntary termination of a regular employee: