between - ontario services/813-3281… · job description: legislative assistant ..... 63 job...

Collective Agreement

between

Ontario Public Service Employees Union on behalf of its Local 578

and

Ontario New Democratic Party Caucus

DURATION: April 1, 2015 - March 31, 2019

,#/\ OPSEU 11/LJsEFPO

Uncontrolled copy of 5-578-10179-20190331-20 CA

Sector 20 5-578-10179-20190331-20

TABLE OF CONTENTS ARTICLE# PAGE#

ARTICLE 1 - PURPOSE ................................................................................................. 1

ARTICLE 2 - RECOGNITION ......................................................................................... 1

ARTICLE 3- UNION SECURITY ................................................................................... 1

ARTICLE 4 - UNION LABEL .......................................................................................... 2

ARTICLE 5 - RIGHTS AND PRIVILEGES ..................................................................... 2

ARTICLE 6 - EMPLOYMENT PRACTICES ................................................................... 3

ARTICLE 7 - LAYOFF .................................................................................................... 5

ARTICLE 8 - UPGRADING/TRAINING .......................................................................... 7

ARTICLE 9 - BUMPING .................................................................................................. 8

ARTICLE 10 - SENIORITY ............................................................................................. 9

ARTICLE 11 - DISCHARGE ......................................................................................... 10

ARTICLE 12 -PERMANENT, PART-TIME AND TEMPORARY EMPLOYEES ........... 11

ARTICLE 13 - CONTRACTING OUT ........................................................................... 12

ARTICLE 14 - TECHNOLOGICAL CHANGE .............................................................. 13

ARTICLE 15 - LABOUR/MANAGEMENT COMMITTEE ............................................. 14

ARTICLE 17 - EMPLOYMENT-RELATED DISCRIMINATION AND HARASSMENT .. 19

ARTICLE 18-GRIEVANCE AND ARBITRATION ...................................................... 22

ARTICLE 19 - HEAL TH AND SAFETY ........................................................................ 23

ARTICLE 20 - PROBATIONARY EMPLOYEES .......................................................... 25

ARTICLE 21 - NO STRIKES OR LOCKOUT ............................................................... 26

ARTICLE 23 - HOURS OF WORK ................................................................................ 26

ARTICLE 24-WAGES ................................................................................................. 27

ARTICLE 25 - OVERTIME AND EXPENSES .............................................................. 28

ARTICLE 26 - PAID HOLIDAYS ................................................................................... 30

ARTICLE 27-VACATIONS ......................................................................................... 30

ARTICLE 28-SICK LEAVE AND PREVENTATIVE HEALTH CARE ......................... 32

ARTICLE 29-PREGNANCY, MATERNITY, PARENTAL, PATERNITY & ADOPTION LEAVES ........................................................................................................................ 33

ARTICLE 30 - LEAVE OF ABSENCE ........................................................................... 34

ARTICLE 31 - FRINGE BENEFITS .............................................................................. 37

ARTICLE 34 - SALARY AND TERM ............................................................................ 38

ARTICLE 35 - TERMINATION OF THE AGREEMENT ............................................... 39


APPENDIX A - SALARY LEVELS ................................................................................ 40

APPENDIX A - SALARY LEVELS ................................................................................ 41

APPENDIX B- BILINGUAL RIDINGS ......................................................................... 44

APPENDIX C - BARGAINING UNIT JOB DESCRIPTIONS ........................................ 45

JOB DESCRIPTION: RESEARCHER .......................................................................... 45

JOB DESCRIPTION: RESEARCHER/OUTREACH OFFICER .................................... 47

JOB DESCRIPTION: OUTREACH OFFICER (ETHNOCULTURAL) .......................... 49

JOB DESCRIPTION: ASSISTANT SYSTEMS ADMINISTRATOR ............................. 51

JOB DESCRIPTION: EXECUTIVE ASSISTANT TO THE HOUSE LEADER/ WHIP .. 53

JOB DESCRIPTION: PUBLIC RELATIONS DESIGN CO-ORDINATOR ..................... 55

JOB DESCRIPTION: MEDIA RELATIONS OFFICER/TRANSLATOR (FRENCH) ...... 56

JOB DESCRIPTION: MEDIA RELATIONS OFFICER - ETHNOCULTURAL AND REGIONAL- CENTRAL AND SOUTHWESTERN ONTARIO ..................................... 58

JOB DESCRIPTION: COMMUNICATIONS OFFICER ................................................ 62

JOB DESCRIPTION: LEGISLATIVE ASSISTANT ...................................................... 63

JOB DESCRIPTION: COMMUNICATIONS OFFICER-CORRESPONDENCE ·(BILINGUAL) ................................................................................................................. 64

JOB DESCRIPTION: CORRESPONDENCE CLERK .................................................. 65

JOB DESCRIPTION: CORRESPONDENCE CLERK AND RECEPTIONIST .............. 66

JOB DESCRIPTION: TELEPHONE RECEPTIONIST/BILINGUAL ............................. 68

JOB DESCRIPTION: LEADER'S ASSISTANT/DRIVER .............................................. 69

JOB DESCRIPTION: MEDIA RELATIONS CO-ORDINATOR .................................... 70

JOB DESCRIPTION: EXECUTIVE ASSISTANT TO MPP .......................................... 71

LETTER OF UNDERSTANDING #1 ............................................................................. 73

LETTER OF UNDERSTANDING #3 - CODE OF CONDUCT ...................................... 75

LETTER OF UNDERSTANDING #4 - ELECTION SUCCESS ..................................... 76

LETTER OF UNDERSTANDING #5-JOB DESCRIPTION ......................................... 77

LETTER OF UNDERSTANDING #6 - VOLUNTEER/INTERN POLICIES ................... 78


ARTICLE 1 - PURPOSE

1.01 The purpose of this Agreement is to establish mutually satisfactory relations between the Employer and its employees, to provide the machinery for the prompt and equitable disposition of grievances and to establish and maintain satisfactory working conditions, hours of work and wages for all employees who are subject to the provisions of this Agreement.

ARTICLE 2 - RECOGNITION

2.01 The Employer recognizes the Union as the sole bargaining agent for all its employees at Queen's Park including Executive Assistants, save and except the positions of Chief of Staff, Special Advisor, Executive Assistant to the Leader, Directors, Financial Assistant, and all Ministry-funded employees in the offices of Parliamentary Assistants and all employees in the Offices of the Cabinet Ministers and the Premier.

ARTICLE 3 - UNION SECURITY

3.01 All employees of the Ontario New Democratic Party Caucus who are members of the Union on the effective date of this Agreement, or who subsequently become members, shall remain members in good standing in the Union during the term of this Agreement as conditions of continued employment.

3.02 The Employer shall ensure that there is a check-off of Union dues and other amounts chargeable by the Union, from the salaries of all employees, and that this amount shall be forwarded to the Union no later than the 15th day of each month following the month the deductions are made. (OPSEU)

3.03 Except as provided in Article 3.04, any person hereafter employed who completes more than ten (10) consecutive working days shall be required to join the Union effective the date of employment. When interviewing job applicants, the Employer shall inform them of this requirement

3.04 Employees of temporary employment agencies who are on assignment to the Caucus who work longer than ten (10) consecutive working days may be exempted from the requirements of Article 3.03, at the Employer1s discretion, subject to an annual limit of thirty (30) person days worked in total. The Employer shall notify the Union of the hiring of any employees from a temporary employment agency on assignment to the Caucus.

3.05 In affirming present and past practices, the Employer agrees to provide bulletin boards for the use of the Union in posting approved bulletins. It also agrees to provide rooms for Union meetings and functions, schedules permitting.

3.06 New Employee Orientation

All new employees will have the opportunity to meet with a representative of the Union in the employ of the Caucus for a period of up to one hour during the

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employee's probationary period, without loss of regular earnings. The purpose of such meeting will be to acquaint the employee(s) with such representative of the Union and the Collective Agreement. Representatives of both Union and Management will offer orientation to new MPPs and new staff within four (4) weeks of the date of election/by-election or of the date of hire for a new employee, unless otherwise agreed by the parties, for the purpose of explaining the Collective Agreement and its application to MPPs and their staff.

3.07 Upon at least fourteen (14) calendar days written notice by the Union, leave-ofabsence without pay but with no loss of credits shall be granted for not more than four (4) consecutive working days for employee delegates for the purpose of attending the Annual Convention. No request shall be unreasonably denied.

3.08 When an employee is elected to a full-time position with OPSEU, the Employer shall grant a leave of absence without pay and no loss of credits paid by OPSEU and without loss of seniority for the duration of such leave. At the end of the assignment, the employee shall, upon two (2) weeks' notice be returned to the position held immediately prior to the commencement of the leave or to a comparable position with no decrease in pay should the original position be eliminated.

Where an individual is elected within OPSEU as an Executive Board Member, such an individual shall be granted leave of absence for the time off required to exercise the duties of such appointment. The Union will reimburse the Employer for any salary and benefits paid to the employee for the duration of said leave.

An employee who is selected for a temporary full-time position with the Union, or anybody with which the Union is affiliated, may be granted leave of absence without pay and without loss of seniority accrued to the date the leave commences. No such request shall be unreasonably denied.

3.09 Printing Costs of the Collective Agreement

The Employer and the Union desire all parties to be familiar with the provisions of the Collective Agreement and the rights and obligations under it. The parties agree not to send the Collective Agreement for printing if the Employer electronically posts the Collective Agreement on a folder accessible by all parties.

ARTICLE 4 - UNION LABEL

4.01 All electronic and printed matter produced in the office of the Employer by a member of the Union shall bear the Ontario Public Service Employees Union, Local 578 label (OPSEU 578) unless prohibited by the Legislative Assembly.

ARTICLE 5 - RIGHTS AND PRIVILEGES

5.01 The Employer continues to have the rights to manage the operations and direct the employees subject to the specific provisions of this Agreement.

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5.02 The Employer agrees that in administering this Collective Agreement, it will act reasonably, fairly, in good faith and in a manner consistent with the Collective Agreement as a whole.

5.03 The Employer agrees that all changes in working conditions such as expansion or reduction of operations, work schedules, s1,.1pervision, and any other changes which affect the interest of the employees, shall be fully discussed by the Labour/Management Committee.

ARTICLE 6 - EMPLOYMENT PRACTICES

6.01 The Union and the Employer agree that seniority, qualifications and ability to perform the work required shall be the basis of employment practices within the Unit.

6.02 In each section of this Agreement where recall, promotion, transfer, hiring, assignment or reassignment of positions occurs, the following practices and procedures shall apply:

(a) Vacancies shall be posted within two (2) weeks unless the Employer has informed the Union at the meeting of the Labour/Management Committee of the reasons why a vacancy shall not be posted.

(b) The job descriptions of employees covered by this Agreement shall be attached to the Agreement as Appendix C. Any alterations to these job descriptions shall be subject to joint consultation by the Labour/ Management Committee and to Section 24.03 of this Agreement.

(c) A standard interview instrument and exercise shall be devised and used in the conduct of each job competition.

(d) Subject only to specific provisions of this Agreement, notice of posting of permanent and temporary job vacancies and new positions, exclusive of upgrading/training provisions in Article 8, shall be posted on the NOP Caucus website for five (5) days and sent by email to all bargaining unit members, and shall include job title, classification, and a brief description of the job duties, including qualifications and necessary skills. In the case of job vacancies in an MPP's Queen's Park office, the name of the Member in whose office the vacancy occurs shall appear on the posting.

(e) Notice of posting shall be mailed to laid-off employees on the seniority list by the Employer, in such a way as to ensure that these employees have the same period of notice.

(f) When an employee is absent during the period that a vacancy has been posted but has indicated in writing to the Employer thats/he wishes to apply for such vacancy, such written communication shall be considered a valid application for the job posting.

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(g) Where an internal applicant, including applicants on the seniority list, does not receive the position applied for, s/he will be notified in writing of the reason(s) s/he was not accepted, before the next applicant is considered.

(h) The candidate with the highest seniority shall be interviewed first and awarded the position, provided the candidate has the ability to perform satisfactorily the work required to fill the vacancy. Candidates who have previously held the vacant position, temporarily or permanently for at least six (6) months, will be deemed to have the required abilities, shall not be tested, and must be recalled or assigned to the position, except for a temporary employee who is replacing a permanent employee on a leave of absence as described in Article 13.02. If a decision is made not to hire the candidate with the highest seniority, further interviews shall be done in order of the seniority of the applicants.

(i) If one or more of the candidates provides the Union with a written request to do so, the Union may request the Employer to provide the designate in a confidential manner and without prejudice to any other action, a complete verbal report of the reasons for the Employer's decision.

(j) Only when Article 6.02 subsections (a) to (h) has been exhausted and subject only to specific provisions of this Agreement, shall the position be advertised beyond the bargaining unit. External applicants shall go through the same interview process and meet the standards set for internal applicants.

For external postings, the Employer recognises in most cases that circulating the posting as widely as possible is in the best interests of the organization.

6.03 Promotions and Transfers

(a) A job shift is any permanent movement from one job to another.

(b) Promotion is hereby defined as a shift from a job position at a lower salary range to one at a higher salary range as a result of posting under the Collective Agreement.

6.04 Shifts within the same salary range occur under the following conditions:

(a) A transfer is defined as a voluntary shift of employees between job positions which is arranged through consultation and agreement of the employee(s) and supervisor(s) concerned. In arranging transfers, the Employer shall give first choice to the employee with the greatest seniority and having the ability to perform satisfactorily the work required.

(b) Assignment is a shift by Management of: Executive Assistants and Legislative Assistants from one Member to another.

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No assignment shall be undertaken until all transfer options have been exhausted.

6.05 All employees who shift jobs with the Employer shall remain in the job for thirty (30) working days except as provided in Article 9.02. If at the end of the thirty (30) days either the employee or the Employer is not satisfied, the employee shall return to the position previously held with the Employer unless that position no longer exists, in which case the bumping provisions of this Agreement shall apply.

6.06 An employee who moves to a job at a different salary range shall receive the rate commensurate with the combination of seniority/overall length of service and qualifications. An employee who has been promoted shall receive an increase. At no time shall this increase result in a rate higher than the maximum for the job.

6.07 An employee applying for a different job position shall not be tested on her/his ability to perform functions which s/he performs in her/his current position. When testing occurs, it shall be consistent among applicants and shall reflect the content of the work required.

6.08 The Employer shall notify the Union of the composition of all hiring committees and if the Union has objections, the Union may bring those matters to the Labour/Management Committee. If the Labour/Management Committee is unable to resolve the differences, the Union may bring these matters to the next meeting of the Caucus Executive, the decision of which shall be final. The Union has the right to non-voting participation on all hiring committees. Where a Union member agrees to sit on a hiring committee at the request of the Employer, a second nonvoting Union member may participate.

6.09 The Employer will direct managers of new staff to provide orientation in the first (1 51) week of employment, providing information about benefits, procedural information for use of equipment and may assign a co-worker to act as a resource for the first (P1) week of employment. The Employer will ensure that any employee assigned mentoring duties is properly trained and has needed resources available.

ARTICLE 7 - LAYOFF

7 .01 A layoff is defined as any reduction in the work force caused by lack of work. During the implementation of this Article, the Labour/Management Committee shall attempt to find mutually agreeable means by which a layoff can be avoided. The Employer will provide the Labour/Management Committee with staffing information and reorganization plans once the Leader and Caucus have developed them, within ten (10) days.

7.02 When a layoff is occasioned by budgetary cutbacks due to election losses and either more than forty percent (40%) of Caucus seats are lost or the Employer loses official party status, the Employer may issue mass preliminary layoff notices to every member of the bargaining unit on the day following such an occasion. An Executive Assistant or Legislative Assistant to a re-elected MPP will not be issued a mass preliminary layoff notice.

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Upon issuing such a notice, the Employer shall meet with the Labour/ Management Committee within five (5) working days to discuss plans to restructure Caucus staff to meet the changed circumstances and to minimize the number of layoffs. The Employer will contact the OPSEU Staff Representative who will either attend the meeting or ensure that there is proper support for the LMC.

Once the Employer has determined the staffing requirements under the restructuring, final layoff notices shall be issued in reverse order of seniority by position.

The bumping provisions of this Agreement shall apply in this case.

7 .03 Except as provided under Article 7 .02, when a layoff is occasioned by the resignation or death of an MPP or by an MPP's loss of his/her seat in an election or by-election, the Employer shall discuss with the Union in the Labour/ Management Committee, not fewer than two (2) days in advance of the intended layoff, the way in which the Employer intends to carry out the layoff procedure in accordance with the principles set out in this Agreement.

The bumping provisions of this Agreement shall apply in this case.

7.04 When a layoff is for any reason other than those provided under Articles 7.02 and 7.03, the following procedures shall apply:

(a) At least one month prior to the intended layoff(s), the Employer shall notify the Union, in writing, of the intended layoff(s) and shall call a Labour/ Management Committee meeting to discuss the matter. Where all avenues of resolution under Article 7 .01 have been exhausted, and the Employer intends to lay off one or more employees, the Employer shall notify the Union, in writing, of the way in which the Employer intends to carry out the layoff procedure in accordance with the provisions of this Article.

(b) Within one (1) week of the receipt of such notification, the Employer shall consult with the Union via the Labour/Management Committee concerning the circumstances giving rise to the decision to lay off employee(s), the basis of selection of the individual employee(s) affected, and possible alternative positions for such employee(s). The Employer agrees that, to the best of its ability, it will decide and notify the Union of all the positions to be eliminated and that such notice will be provided prior to the commencement of the bumping process. The consultation process shall take place at least one (1) week prior to the final layoff notice(s) being issued to the affected employee(s).

(c) The parties may agree through the Labour/Management Committee to develop a special protocol to override Article 6 in special circumstances.

7.05 Employees shall be laid off in reverse order of seniority. Employees who have passed their probationary period shall be given a minimum of eight (8) weeks' notice of layoff. In addition to this, employees shall receive severance pay at the

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rate of two (2) weeks' pay per year of service, subject to approval by the Legislative Assembly. In any case, any employee receiving a final notice under Article 7.02 shall have at least two (2) weeks' notice period following the issuance of the final notice of layoff.

7.06 Notice of layoff shall be provided to all individuals who are being laid off, with copies to the Union within the same working day. The notice period shall be computed from the date of receipt of written notification of layoff for those employees at work, and two (2) working days following the mailing of such notice to any employee who is absent from the workplace on the date of notification.

7 .07 Before any layoff notices are issued to any employee, the Employer will offer a Voluntary Exit Option (VEO) to all employees. If more employees express interest in this option than expected layoffs, the VE Os will go to the most senior employees.

ARTICLE 8- UPGRADING/TRAINING

8.01 The Employer and the Union agree that is in the best interests of both parties to maintain, enhance, and upgrade the skills and knowledge of employees. The Employer shall pay the cost of a course provided it relates to the employee's present position or furthers the objectives of Caucus, and is approved in advance by the management. If the employee fails the course due to negligence, the Employer has the right to seek reimbursement for all costs related to the course.

8.02 Any and all proposals for group upgrading shall be brought to the Labour/ Management Committee and shall include:

(a) An outline of the skills to be acquired;

(b) the time commitment of the employee seeking to upgrade as well as other employees, including management, who will be involved in the training program;

(c) any materials or facilities required;

(d) any additional expenses; and

(e) an assessment of the benefit of such upgrading to the Caucus and the employee.

The Labour/Management Committee, having considered the proposal, shall, if agreement can be reached, make a recommendation to the Employer/Director. If agreement cannot be reached, the Labour/Management Committee shall so advise the Employer/Director.

8.03 In deciding whether or not to accept a proposal for upgrading, the Employer shall take into account the amount of training required, the Employer's ability to provide the training required, the relevant skills and qualifications of applicants and the recommendation or advice of the Labour/Management Committee.

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8.04 An employee who undertakes an upgrading program which involves the acceptance of a temporary appointment, shall have the right to return to his/her permanent position at the completion of the assignment unless that position no longer exists, in which case the bumping provisions of this Agreement shall apply.

8.05 When an employee is assigned some or all duties of an information technology position that employee will receive all required training at the Employer's expense. The employee will receive said training at the first available opportunity.

8.06 The Employer shall ensure that new employees are provided with training identified and provided by the Employer, including those offered by the Legislative Assembly, relating to the functions of their new positions within forty-five (45) days of hire.

8.07 Anti-Discrimination Training

The Employer will arrange for all employees, management and all MPP's to receive Anti-Discrimination and Harassment training within a maximum of one (1) year from ratification.

The Employer will select an outside party to do the training.

Separate training sessions will be held for employees and ManagemenUMPP's.

ARTICLE 9 - BUMPING

9.01 An employee who has received a final layoff notice shall have the right to bump any employee with less seniority who has not received a final layoff notice, subject to having the ability to perform satisfactorily the work required. The right to bump shall include the right to bump up.

The employee's intention to exercise such bumping rights shall be declared within five (5) working days of the receipt of the final layoff notice and the bumping process shall be initiated within the same period.

An employee who chooses not to exercise his/her bumping rights shall continue to enjoy full seniority rights in accordance with Article 10 of this Agreement.

The Employer will provide an up-to-date seniority list and a list of any vacant positions to the affected employee of the Union.

9.02 Bumping shall take place in order of seniority and shall be subject to the employee1s having the ability to perform satisfactorily the work required.

The process for determining the ability of the employee wishing to bump, to perform satisfactorily the work required in the position sought, shall follow the interview process outlined in Article 6 or Article 16, as appropriate, including the recourse provided in the event the employee is not successful.

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Where feasible, such employee may bump into a position requiring new or greater skills, provided that the core skill sets required, as laid out in the job descriptions in Appendix C of this Agreement, can be clearly identified and a training program arranged to ensure that those skills are acquired in a training period not to exceed ten (10) working days, the cost of which shall be borne by the Employer.

The training period shall be included in the thirty-five (35) working day period covered in Article 9.03.

9.03 An employee who bumps into a position with the Employer pursuant to this Article shall remain in the new job for thirty (30) working days or thirty-five (35) working days if additional training as provided in Article 9.02 is required. If, during this period either the employee or the Employer is not satisfied with the new employment situation, a transfer shall be arranged if at all possible.

If a transfer cannot be arranged, the employee shall be assigned as provided in Article 6.

ARTICLE 10 - SENIORITY

10.01 Seniority shall be accumulated on the basis of length of service with the Employer and in the bargaining unit as defined in the recognition clause in Article 2.01, and shall be accorded to each employee at the completion of the probationary period, as defined in Article 10.02, effective from the first day of employment. For the purpose of job posting and job shifts, a probationary employee shall be deemed to possess seniority dating from the beginning of the probationary period.

Any temporary employee who subsequently becomes a permanent employee shall be deemed to have accumulated seniority for a period or periods actually worked with the Employer and in the bargaining unit as defined in the recognition clause in Article 2.01, over the two years prior to the date of becoming a permanent employee.

10.02 Employees shall be probationary during the first six (6) months of employment.

10.03 Seniority shall be broken when an employee voluntarily leaves the service of the Employer or is discharged with just cause. In the case of an employee who is grieving a decision to discharge, seniority shall be continued unbroken unless the grievance is withdrawn, and shall remain unbroken if the decision to discharge is reversed.

Seniority shall be broken and an employee terminated by:

(a) A failure to return to work when recalled following acceptance of a position within ten (10) working days of being recalled unless presenting a reasonable explanation; or

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(b) A failure to return to work without leave for three (3) days unless presenting a reasonable explanation.

10.04 The seniority status of an employee who is laid off shall be retained and shall continue to accumulate for a period of five (5) years, or for up to six (6) months after a subsequent election is held, whichever is the lesser period.

10.05 Seniority status shall continue to accumulate during the period of a leave of absence, including leave of absence for sick leave, LTD and leave under a claim for benefits under the Workplace Safety and Insurance Act, 1997.

10.06 The Employer shall maintain a seniority list showing the date upon which each employee's service commenced. Updated seniority lists shall be e-mailed to Union members every six (6) months. Any change to seniority lists must be discussed at the Labour/Management Committee prior to it being implemented; any disagreement will be dealt with using the grievance arbitration procedure.

ARTICLE 11 ~ DISCHARGE

11.01 For the purposes of this Article, the Employer is defined as, in the case of an Executive Assistant or Legislative Assistant, the Member and Chief of Staff or designate.

11.02 If in any discussion of work performance or conduct, disciplinary action such as a verbal or written warning is being considered, the employee must be so informed pri9r to the discussion. An employee is entitled to have a Union representative present at any discussion of work performance or conduct with the Employer, whether or not a decision to discharge is being considered.

11.03 Whenever the Employer is dissatisfied with an employee's work performance or conduct, such dissatisfaction and possible resolutions must be discussed promptly, prior to any consideration of discharge.

If, subsequently, the Employer considers a decision to discharge, the Employer's grounds for considering such action must be limited to dissatisfaction with work performance or conduct previously discussed.

11.04 No employee who has completed his/her probationary period shall be discharged without just cause.

11.05 An employee is entitled, prior to the imposition of discharge, to be notified at a meeting with the Employer of the grounds for considering such action. The employee shall be accompanied by a Union representative who shall be advised in advance of the time and place of the meeting where a full discussion will also be held of possible resolutions, without resorting to discharge, to the Employer's dissatisfaction with the employee 1s work or conduct.

If the Employer decides to proceed with discharge on the grounds discussed in the meeting, the employee and the Union shall be notified in writing of these same

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grounds. In subsequent grievance procedures, including arbitration, the Employer shall be limited to such grounds.

11.06 In the event of a claim that an employee has been dismissed without just cause, discharge shall be stayed until the grievance is settled, withdrawn, or decided in arbitration.

It shall be at the discretion of the Employer to require the absence of the employee from the workplace until the grievance has been resolved. Where such absence is required, the employee shall continue to be entitled to all pay and benefits.

ARTICLE 12 - PERMANENT, PART-TIME AND TEMPORARY EMPLOYEES

12.01 A permanent part-time employee is one who is hired to work regularly less than the work week provided in this Agreement, for a maximum of nineteen (19) hours per week.

A permanent part-time employee will be paid not less than the proportion of the base rate established for the job classification which his or her weekly work schedule bears to the regular work week. Benefits applicable to permanent parttime staff shall be similarly prorated. Earning shall be increased in accordance with the equivalent service based on the progression rates as shown in Article 24. The probationary period shall be one hundred and twenty (120) days worked or six (6) months from date of hire, whichever comes first.

12.02 Temporary Employees

A temporary employee is a person hired for a specific purpose or reason with the intent that the duration of the employment is limited and includes any person to be hired and the specific purpose or reason for doing so. A temporary employee who completes six (6) months continuous service shall become a permanent employee and shall be deemed to have completed the probationary period, except where a temporary employee is replacing a permanent employee on a leave of absence or who has assumed other duties which extend for more than six (6) months. Such employees' earnings shall be increased in accordance with the progression rates shown in Appendix A. Where a temporary employee replaces a permanent employee on a leave of absence, the temporary employee shall remain a temporary employee for the replacement period even if this period extends to more than six (6) months.

12.03 A Temporary employee sha·ll earn one and one-half (1%) days' vacation credit per calendar month of service. The vacation credits are to be taken at a time mutually agreed upon between the employee and Employer. Vacation time cannot be carried over from one calendar year to another. Where a temporary employee's contract is terminated, not completed or not renewed, all vacation credits owed will be honoured through extension of the contract. In an election year all vacation must be taken before the end of the period of the employment contract.

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In lieu of health benefits temporary workers will receive an amount equal to four percent (4%) of their basic hourly salary for all hours worked exclusion of overtime, paid bi-weekly.

12.04 All temporary workers will be paid for statutory holidays that fall within their contractual period. When a temporary employee is required to work any of these holidays he/she will be paid two (2) times their regular rate, as per the Employment Standards Act.

ARTICLE 13 - CONTRACTING OUT

13.01 The Employer and the Union agree that it is in the best interests of both to minimize the contracting out of tasks normally done by the bargaining unit employees. In particular, the parties agree that contracting out shall not result in the layoff of bargaining unit employees or a reduction in the number of bargaining unit positions. The parties further agree that the use of temporary contracts or special projects shall not be used as an alternative to the seniority provisions of this Collective Agreement nor shall they confer upon temporary employees any preferential treatment should a vacancy occur within the bargaining unit.

13.02 Except as provided herein, the Employer shall not contract out work that is normally done by bargaining unit employees.

13.03 If the Employer wishes to undertake a special project, enter into a temporary contract, or hire a temporary replacement for an existing employee, the Employer shall discuss. such plans with the Union at a Labour/Management Committee meeting to determine whether or not the contract or special project is for work normally done by the bargaining unit. If the matter is urgent, a special meeting of the Labour/Management Committee may be called for this purpose.

13.04 lf it is agreed by the Labour/Management Committee that the proposed contract or special project is not work normally done by the bargaining unit, the Employer may proceed to fill the position, taking into account the provisions of Article 6 of this Agreement and with consideration of the employees on the seniority list. Once the position is filled, the Employer shall inform the Union of the name of the person hired, the scope of that person's authority and the expected time frame for the contract or special project.

13.05 In exceptional circumstances, if it is ascertained that the proposed contract or special project is for work normally done by the bargaining unit, but the Employer's need is extremely urgent and the Union agrees that there is no capacity within the existing complement to accomplish the special project, the Labour/Management Committee may agree on an expedited process to meet the specific circumstances.

13.06 In all other cases, if it is ascertained that the proposed contract or special project is for work normally done by the bargaining unit, the employment practices and procedures outlined in Article 6.02 of this Agreement shall be followed. The Employer shall provide the Union with the terms of reference of the contract,

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including the expected duration of the contract, the skills required for the task, the timelines/deadlines of the proposal, and the amount and method of payment.

13.07 A Labour/Management Committee shall be called to discuss any proposed extension to the original contract or the issuing of a subsequent contract to the same individual.

13.08 In accepting the contract, the employee agrees to complete the terms of the contract for the compensation offered.

13.09 The decision of the Employer shall be final and shall not be grievable unless the temporary contract involves an amount greater than five thousand dollars ($5,000) paid cumulatively per individual or contract(s).

13.10 An employee hired on a contract under this section shall have the right to return to his/her permanent position at the completion of the contract unless that position no longer exists, in which case the bumping provisions of this Agreement shall apply.

ARTICLE 14- TECHNOLOGICAL CHANGE

14.01 Technological change means the introduction by the Employer of equipment and/or new programs for existing technology significantly different in nature or kind from that previously utilized and a change, related to the introduction of such equipment and/or new programs in the manner in which one or more affected employees carry out work, and the nature of the work performed.

(a) The Employer shall notify the Union in writing of any planned introduction of technological change prior to contractual commitment and at least two months prior to its introduction to the workplace.

(b) No regular employee shall be dismissed or have her/his hours reduced by the Employer because of technological change.

(c) Where feasible, when new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employees shall at the expense of the Employer, be given training to acquire the skills necessitated by the new method of operation. There shall be no reduction in wages during the training period of any such employee.

(d) An employee who is displaced from his/her job by virtue of technological change will suffer no reduction in normal earnings.

(e) When there is an employee who is displaced by technological change, where a vacancy occurs, no posting to fill that vacancy will be made so long as there is any such employee who has seniority and with the ability to perform satisfactorily the work required the vacancy.

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(f) Where a change occurs in an employee's duties which would require greater skills as a result of technological change, a salary and job description review shall take place. Should the Employer and Union be unable to agree on a new wage rate or job description, the issues shall b~ submitted to Arbitration.

14.02 The Employer shall provide time-off with full pay and tuition while employees are attending training courses at the request of the Employer.

ARTICLE 15 - LABOUR/MANAGEMENT COMMITTEE

15.01 The Employer and the bargaining unit agree that it is in the best interests of both the Employer and the Union:

• to foster a workplace that is effective in presenting the message of the NOP Caucus and Members to the people of Ontario;

• to provide a forum for co-operation and mutual understanding, and to facilitate the creative resolution of disputes;

• to promote consistency between NOP practices and labour movement principles in the workplace;

• to ensure that labour relations are conducted in accordance with the Collective Agreement;

• to encourage active worker participation in the workplace.

For these reasons, both parties have agreed to establish a joint Labour/ Management Committee that will endeavour to create a workplace where both the Employer and the Union can work together to help create the conditions necessary to achieve these goals.

15.02 The Labour/Management Committee shall be a permanent joint committee of the two (2) parties. The Union and the Employer shall each be represented by a maximum of three (3) members to serve on a Labour/Management Committee. Each party shall keep the other informed of its nominees to the Labour/ Management Committee. This Committee shall meet at the request of either party. In any event, the Labour/Management Committee will meet every two (2) weeks when the House is in Session, or as needed within fourteen (14) calendar days of a request for a meeting when the House is not in Session. A regularly scheduled meeting may be cancelled if neither party has an item for the agenda. There will be a maximum of three (3) Union representatives and three (3) management representatives on the Labour/Management Committee. Upon reasonable prior notice, either party may bring in an additional person who is not a member of the Labour/Management Committee.

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15.03 In accordance with the principle of worker participation in the decision-making process, the Employer agrees that all proposals for the allocation of monies shall be fully discussed by the Labour/Management Committee before the distribution of such funds, but final decisions shall be at the discretion of management. Nothing in this Article precludes the right of the Union to meet with the Caucus Executive. It is further agreed that the Union shall be kept informed of Caucus negotiations with the Board of Internal Economy with respect to matters under discussion as they affect the members of the unit. Where possible, the Employer shall make no commitments respecting such matters without prior discussion at the Labour/Management Committee.

15.04 From time to time, the Employer and the Union may jointly agree to address matters of concern. These matters shall be agreed to ln the form of a Letter of Understanding and shall be attached to this Agreement in Appendix D, either during the course of negotiations or during the life of this Agreement, by the Labour/Management Committee. A matter so agreed shall be referred to the Labour/Management Committee and it shall be the responsibility the Committee to see that appropriate proposals are developed. To ensure that the resolution of such matters is pursued actively, a mutually agreed time limit shall be included in every Letter of Understanding. Where the resolution of such matters is beyond the control of either party, the Labour/Management Committee shall ensure that they are pursued through the House Leader or other appropriate channels to the agency or body with the authority to resolve the matter. A Letter of Understanding shall remain attached to this Agreement in Appendix D until it is mutually agreed that the contained matter has been resolved.

15.05 Minutes of the meetings of the Labour/Management Committee shall outline the issues discussed, shall detail any agreements reached, and shall detail any actions to be taken by each side as a result of the meeting or in preparation for the next regular meeting. The Minutes shall be signed by a representative of each party and shall be retained as a permanent record of the proceedings of the Labour/Management Committee.

15.06 The Chair of the Personnel Committee will inform the members of the Labour/ Management Committee when he/she is aware of matters scheduled for the Board of Internal Economy which will affect bargaining unit employees or the operation of the Caucus or Member offices.

15.07 An education subcommittee may be created by mutual agreement

ARTICLE 16-BILINGUAL RIDINGS AND POSITIONS

16.01 The clauses of this Article set out the procedures by which ridings or positions may be designated as requiring another language in addition of English (bilingual), redesignated (to yet another language) or removed from designation. The language other than English which is required in bilingual ridings or positions shall be specifically designated.

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16.02 A list of ridings designated as bilingual shall be appended to the Collective Agreement. If and when changes to the list occur, an updated list shall be given to the Union and posted on its bulletin board.

16.03 The procedure for designating a particular riding or position as bilingual shall be as follows:

The Employer shall notify the Union of any application from a Member or from a supervisor for the designation of a riding or position, as the case may be, and such notice shall be provided as soon as possible after such application is received. The Union shall be entitled to make a submission respecting that application to the Caucus Executive during its consideration of the application and after the application has been discussed in the Labour/Management Committee.

The Employer shall notify the Union promptly of its intention to designate a particular riding or position giving at least one (1) months' notice of implementation of such designation. This application will be discussed in the LMC meeting (within four [4] weeks) before any decision is made.

16.04 The following criteria, indicative of the need for bilingual services, shall be:

(a) census data, from the most recent census, indicates that the language complexion of the riding is such that a particular language group, other than English, comprises a significant amount of the population in the riding;

and/or

(b) assessment of the correspondence, telephone calls and personal contacts with constituents handled by the Queen1s Park office indicates that at least a third (1/3) of all such contact should be conducted in a specific language other than English as a condition of providing satisfactory service to constituents;

In order to be designated, a riding must meet the conditions set out in Article 16.04 and must fulfil either: (a) one (1) of the above criteria fully and another substantially; or (b) both of the above criteria substantially.

16.05 The French Language shall be accorded special status. Any riding falling wholly or predominantly within areas of the Province designated by the Provincial Government for French language services shall be eligible for automatic designation as bilingual (English-French), provided only that it is designated in accordance with the requirements of Article 16.07 and meets the conditions set out in Article 16.04.

16.06 Designation, redesignation or removal from designation of ridings shall not be implemented until such time as there is a vacancy in the existing staff position which will be affected by such a change, or until a transfer can be arranged. Whenever a vacancy occurs in the Executive Assistant or Legislative Assistant

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position of a designated riding, the Union shall have the right to require that the designation be reviewed to determine whether or not it continues to meet the criteria set out in Article 16.11. Should the result of such a review be a finding that the riding no longer meets those criteria, it shall be subject to dedesignation. Such dedesignation shall not be implemented until a vacancy occurs or a transfer can be arranged.

16.07 Designation of ridings shall be subject to grievance by the Union, provided that the ground for such a grievance shall be confined to: a claim that the provisions of Articles 17.03, 17.04, 18.05, 18.06, and 18.07 have not been complied with in whole or in part; or a contention that, from current experience with existing staff, the riding can be satisfactorily serviced without the use of the designated language. Redesignation and designation shall be grievable on corresponding grounds. Such grievances shall not impede the implementation of the change, subject to restrictions set out in Articles 17 .03 and 17 .04.

16.08 Other existing Caucus staff positions may be designated bilingual only where there is a vacancy in the position, and such designations shall be by mutual agreement of the Employer and the Union. Any proposed designation of positions pursuant to this clause shall be thoroughly discussed by the Labour/ Management Committee.

16.09 Bilingual Positions Excluding Executive or Legislative Assistant Positions

The existing positions designated as bilingual in Caucus Services and the Leader's Office (excluding Executive Assistant or Legislative Assistant positions) are as follows and require the French Language Skill levels indicated:

French Language Coordinator French Language Translator Receptionist Correspondence Officer (Bilingual) Leaders Office Assistant (Bilingual) Communication Officer/Designer (Bilingual)

Superior Level Superior Level Superior Level (oral) Advanced Level Intermediate Level (mid) Intermediate Level (mid)

Levels of competence shall be determined by an outside evaluator approved by the Management Board Secretariat and agreed upon the Labour/Management Committee at the expense of the Employer.

When an existing or new bilingual position becomes vacant within Caucus services or the Leader's Office, this procedure shall be followed:

(a) For the positions requiring an advanced or intermediate skill level, employees who test at the appropriate skill level or who, in the opinion of the testing agency, are able to acquire that skill level within a period of six (6) months, shall be recalled in order of seniority. If no such employee is available, or agrees to recall, the position shall be posted, and employees with the skills as outlined above would be considered for the position in order of seniority. An employee whose progress in upgrading or whose ability to perform the work required in the designated language at the end

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of the upgrading period proves to be unsatisfactory, as determined by the evaluator agreed upon above, shall return to his or her original position unless that position no longer exists, in which case the bumping provisions of this Agreement shall apply.

(b) For the positions requiring a superior skill level, the upgrading period is limited to thirty (30) working days but all other provisions of 16.10 (a) shall apply.

(c) Only when no employee on the seniority list or holding an existing position is qualified for one of the designated bilingual positions outlined above shall the position be open to external applicants. External applicants must test as fully qualified and shall not be entitled to an upgrading period.

16.10 Bilingual Executive or Legislative Assistant Positions Excluding Executive or Legislative Assistant to the Francophone Affairs Critic.

Levels of competence shall be determined by an outside evaluator approved by the Management Board Secretariat and agreed upon by the Labour/Management Committee at the expense of the Employer.

The designation of existing bilingual ridings shall be reviewed by the Labour/ Management Committee following each electoral redistribution.

When an existing or new bilingual Executive Assistant or Legislative Assistant position (excluding the Legislative Assistant to the Francophone Affairs Critic) becomes vacant this procedure shall be followed:

(a) The position shall be posted, and interested employees who test at an Intermediate skill level or who, in the opinion of the testing agency, are able to acquire that skill level within a period of six (6) months, would be considered for the position in order of seniority. An employee whose progress in upgrading or whose ability to perform the work required in the designated language at the end of the upgrading period proves to be unsatisfactory as determined by the evaluator agreed upon above, shall return to his or her original position with the Employer.

If that position no longer exists, the bumping provisions of Article 9 of this Agreement shall apply.

(b) Only when no employee on the seniority list or holding an existing position is qualified for one of the designated bilingual positions outlined above shall the position be open to external applicants. External applicants must test as

· fully qualified and shall not be entitled to an upgrading period.

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16.11 Bilingual Executive or Legislative Assistant to the Francophone Affairs Critic.

The position of Executive Assistant or Legislative Assistant to the Francophone Affairs Critic shall require an Advanced level of French Language skills. Levels of competence shall be determined by an outside evaluator approved by the Management Board Secretariat and agreed upon by the Labour/Management Committee at the expense of the Employer.

When a vacancy occurs, this procedure shall be followed:

(a) Employees who test at an advanced skill level or who, in the opinion of the testing agency, are able to acquire that skill level within a period of thirty (30) working days, shall be recalled in order of seniority. If no such employee is available or agrees to recall, the position shall be posted, and employees with the skills as outlined above would be considered for the position in order of seniority. An employee whose progress in upgrading or whose ability to perform the work required in the designated language at the end of the upgrading period proves to be unsatisfactory as determined by the evaluator as agreed upon above shall return to his or her original position unless that position no longer exists, in which case the bumping provisions of this agreement shall apply.

(b) Only when no employee on the seniority list or holding an existing position is qualified for the designated bilingual positions outlined above shall the position be open to external applicants. External applicants must test as fully qualified and shall not be entitled to an upgrading period.

16.12 Existing Rights Not Diminished

The rights of any employee occupying the above-designated positions on the effective date of this Agreement shall not be diminished in any way by this Article.

16.13 Language Skill Upgrading

Employees who fill positions under Articles 16.10, 16.11 and/or 16.12 and who require upgrading to qualify for bilingual positions shall have the cost of such training paid for in advance by the NOP Caucus. The Labour/Management Committee shall by agreement determine the provider and the scheduling of the upgrading training in each individual case.

ARTICLE 17 ~EMPLOYMENT-RELATED DISCRIMINATION AND HARASSMENT

17 .01 The Employer and the Union agree to conduct their affairs in accordance with the Ontario Human R;ghts Code and agree that there shall be no discrimination on the basis of citizenship, race, place of origin, ethnic origin, colour, ancestry, disability, age, creed, sex/pregnancy, gender identity, gender expression, family status, marital status, sexual orientation, receipt of public assistance or record of offences in regard to hiring, promotion, transfer, layoff, dismissal, rates of pay or other terms or conditions of employment, but, in view of the special nature of the employment

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by reason of the status of the Employer as a political party Caucus, the Employer may take political affiliations, beliefs or activities into account in hiring and continuance of employment, which right of the Employer shall be exercised reasonably.

17 .02 Employees have all the rights of self-expression within the Ontario New Democratic Party and the New Democratic Party of Canada which are enjoyed by all members of the Party, and such rights shall in no way be infringed.

17 .03 It is understood that employment by the Employer does not involve personal services unrelated to the employee's job description, such as paying for birth certificates out of an employee's own funds, picking up dry cleaning, going to the bank or making coffee.

17.04 All employees covered by this Agreement have the right to freedom from harassment, workplace violence, and sexual harassment by. the Employer, any agent of the Employer or by another employee.

Harassment is defined:

(a) as unwelcome and/or vexatious comments or conduct based on grounds prohibited under the Human Rights Code or this Agreement; and/or,

(b) as defined in the Occupational Health and Safety Act as engaging in a course of vexatious comments or conduct against an employee in a workplace, and includes bullying, personal abuse and intimidation which the person knows or ought reasonably to know might cause offence or humiliation to another person or group; or when submission to such conduct is made either implicitly or explicitly a condition of employment or advancement in employment; or when the conduct has the purpose of effect of interfering with a person's work performance or creating an intimidating, hostile of offensive work environment.

Workplace violence is defined as:

(a) the exercise of physical force by a person against a worker in a workplace that causes or could cause physical injury to the worker; or,

(b) an attempt to exercise physical force against a worker in the workplace that could cause physical injury to a worker; or,

(c) as a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against a worker in a workplace that could cause physical injury to the worker.

Sexual Harassment is defined as:

(a) any conduct, comment, gesture, or contact of a sexual nature; or,

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(b) a sexual solicitation or advance made by a person in a position to confer, grant or deny a benefit or advancement to the employee where the person making the solicitation or advance knows, or ought reasonably to know that it is unwelcome; or,

(c) a reprisal or a threat of reprisal for the rejection of a sexual solicitation, or advance, where the reprisal is made or threatened by a person in a position to confer, grant or deny a benefit or advancement to the employee.

17.05 For the purposes of this Article, "employment-related discrimination and harassment" includes, but is not limited to, discrimination and harassment at the office, at office-related social functions, in the course of work assignments outside the office, at work-related conferences, meetings or training sessions, during workrelated travel, and over the telephone or through e-mail.

17 .06 For the purposes of this Article, retaliation against an individual for making a complaint under this Article, whether on behalf of oneself or another individual; or for having participated or co-operated in any investigation under this Article; or for having been associated with a person who has made a complaint under this policy or participated in these procedures, shall be treated as harassment and shall be subject to this Article.

17.07 The parties agree that, when a claim or complaint is made that this Article has been violated, the time limits set out in Article 18 do not apply, provided that the complaint is investigated within a reasonable length of time following receipt of the complaint of the conduct and having regard for all the circumstances of the conduct, including the well-being of all parties to the complaint. Rather, the parties agree that the Labour/Management Committee shall discuss and agree on a procedure to handle claims of discrimination and harassment. It is understood and agreed by the parties that the ultimate responsibility for compliance with this Article rests with the Employer. If a claim or complaint cannot be resolved, either party may refer it to arbitration.

17 .08 Where a complaint under this Article is made against an employee's supervisor, or any person with supervisory responsibilities at a higher level over the employee, any oral complaint or written grievance which would normally be presented to that supervisor(s) may be presented directly to the Employer or to any person appointed by the Personnel Committee of Caucus specifically to deal with complaints or grievances under this Article. It is agreed that a designee so assigned will not be a person who is subject to the complaint giving rise to the grievance.

17.09 An employee who makes a complaint under this Article may be accompanied and represented by an employee representative at the time of discussion of the complaint, at each stage of the grievance procedure, and in the course of any investigation.

17.10 Where an employee makes a complaint to the Ontario Human Rights Tribunal relating to conduct which is subject of the complaint under this Article, the arbitrator

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may, as he or she sees fit, adjourn the arbitration, stay the claim or complaint, or dismiss the claim or complaint under this Article.

ARTICLE 18-GRIEVANCE AND ARBITRATION

18.01 The procedure for resolving differences which may arise with regard to the meaning or interpretation, application or alleged violation of the Agreement shall be as follows:

Step 1

The Steward and the aggrieved employee shall approach the employee's supervisor within ten (10) working days of the disputed incident in an attempt to resolve the dispute.

Step 2

If the dispute is not resolved within three (3) working days of the approach, the grievance shall be submitted in writing to the Emplyer within five (5) working days, who shall call a meeting of the Caucus Personnel Committee, the employee's supervisor, and the Union's Grievance Committee within five (5) working days of notification to discuss the dispute and attempt to resolve it The Employer shall notify the Union within fifteen (15) working days of the decision of the Caucus Personnel Committee.

Step 3

Any dispute not resolved shall be submitted to a mutually agreed upon Arbitrator whose decision shall be final and binding upon the parties. The compensation of the Arbitrator shall be borne equally by the Employer and Union. The intention to proceed to Arbitration of a dispute shall be communicated to the Employer within fifteen (15) working days of the notification of the decision of the Caucus Personnel Committee by the aggrieved employee. All time limits under this Article may be extended by mutual agreement, to be confirmed in writing. In this Article, notice will be deemed to have been given on the date on which it is delivered. Whenever the Employer is required to notify the Union of any matter relating to a grievance, it shall be sufficient notice if the Employer provides written notice to the Chief Steward, or designate. Whenever the Union is required to notify the Employer of any matter relating to a grievance, it shall be sufficient notice if the Union provides written notice to the Chief of Staff, or designate.

lf the direct supervisor is the Chief of Staff, the Step 1 meeting will be with the Chief of Staff. The Step 2 meeting will be held with the designated HR representative.

If the grievance has to do with any form of Harassment or Discrimination, the employee shall follow the process set out in Article 17.

18.02 Where it appears that two (2) or more employees have the same grievance, the Union may process the grievances as one (1) grievance subject to all applicable provisions under the grievance procedure.

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18.03 Any difference arising directly between the Employer and the Union involving the interpretation or alleged violation of this Agreement and which could not be the subject of a grievance by an individual employee, may be submitted in writing at Step 2 and dealt with as a grievance.

18 .04 Where the Arbitrator finds that the Employer has violated this Agreement and such violation has resulted in the loss of earnings for the employee(s) concerned, he/she shall have the right to direct compensation for such employee(s) to the extent that is fair and equitable.

18.05 The Arbitrator shall not have the jurisdiction to alter or change any of the provisions of this Agreement.

18.06 Mediation - Arbitration:

(a) Notwithstanding the grievance procedure in this Collective Agreement, the parties to the Collective Agreement may, at any time, agree to refer one or more grievances under this Collective Agreement to a single mediator/ arbitrator for the purpose of resolving the grievances in an expeditious and informal manner.

(b) The mediator/arbitrator shall endeavour to assist the parties to settle the grievance by mediation. If the parties are unable to settle the grievance by mediation the mediator/arbitrator shall determine the grievance by arbitration.

(c) - A mediator/arbitrator appointed under the above Article shall begin proceedings within forty-five (45) days of the referral to mediation/ arbitration, unless a later date is agreed to by the parties.

(d) The mediator/arbitrator may adopt such procedures as are necessary to allow an expeditious resolution of the issue(s) in dispute. Decisions by a mediator/arbitrator may be made in such a manner as the mediator/ arbitrator chooses, however a written decision shall be made at the request of either party.

(e) In every such case the arbitrator shall issue a brief written decision no later than twenty (20) days from the start of the hearing.

ARTICLE 19 - HEAL TH AND SAFETY

19.01 The Employer shall, subject to the limitations faced by the Employer, make all reasonable provisions for the health and safety of the employees during work hours.

19.02 A Health and Safety Committee made up of at least one (1) representative of the Employer and at least one (1) representative of the Union shall be established.

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The Union may, from time to time, bring to the attention of the Employer any suggestions regarding health and safety and any other suggestions for improvement in the conditions of work.

The Health and Safety Committee shall be responsible for administering the health and safety provisions of this Collective Agreement. The administrative support for this Committee shall be provided by the Employer.

19.03 Adjustments of lighting, seating and other aspects of office design and equipment shall be discussed in the Labour/Management Committee, based on recommendations from the Joint Health and Safety Committee. The Employer shall reimburse such employees for: prescriptions, examination fees and direct costs of lenses and frames, or contact lenses, where these items are related to work on the computer monitor or not covered by the benefit plan. The Employer's costs for eyewear are limited to one hundred and fifty dollars ($150.00) for each employee requiring lenses and frames or contact lenses. This benefit under this clause can only be used by an employee when lenses and frames or contact lenses are required as a result of work on the computer monitor. Such expenses do not include replacement costs for lost items or items reissued or changed where there is no change in the prescription. The Employer shall keep records of all health and safety complaints made to the Health and Safety Committee by employees who work on computer monitors.

In the event that employees who operate computer monitors experience work related or other health problems, such as eye-strain or headaches, theemployee shall be entitled to be placed in alternative employment at equal pay, and the Employer has the right to make all such assignments necessary to effect such a placement.

19.04 The Employer shall not use mechanical or electronic devices to measure the productivity of employees.

19.05 The Employer shall, as far as present knowledge permits, post informative notices regarding hazardous chemicals being used in the workplace, their proper handling and possible health hazards associated with their use. The Employer shall provide for proper procedures and equipment for those workers who frequently handle chemicals.

The Employer shall, at the request of the Joint Health and Safety Committee, conduct on-site air sampling, noise testing and hearing loss testing programs, by qualified personnel with recognized Government approved equipment. The results of the testing and sampling will be made available to the Joint Health and Safety Committee as soon as they are received.

The Employer shall provide to employees, at no cost to them, those medical services, physical examinations and other appropriate tests including the audiometric examinations and lung function tests at a frequency and extent necessary to determine whether the health of such employees is being adversely

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affected. The Employer shall also provide the special tests required for employees in jobs with special requirements.

No substance, equipment, etc. shall be knowingly introduced into the worksite that has not been thoroughly tested as to its potential health effects upon any person who is exposed to it. The Joint Health and Safety Committee shall make every effort to secure documentary proof that the use of the substance, equipment, etc., will not cause any adverse health effects. Members of the Committee shall have the right to veto such use.

19.06 Employees shall refuse to work or do particular work, where they have reason to believe that any equipment, machine, device or part of the work environment is likely to endanger them or their health. Where such refusal takes place, an employee Health and Safety representative shall immediately be advised and shall have the right to shut down the workplace area involved. The Union Health and Safety Committee representative shall immediately notify and consult with an Employer Health and Safety Committee representative.

The matter, if not then resolved, shall be immediately referred to the Labour/ Management Committee and resolved prior to the re-commencement of work by employees.

19.07 In addition to WHMIS training, the Employer shall allow one occupational health training day per year for all bargaining unit staff during working hours. The Employer shall pay the wages of staff choosing to participate in the seminar. Facilities shall be made available by the Employer and course content shall be decided by the Joint Health and Safety Committee. The occupational health training shall not be held on a day the House is in session.

19.08 The Employer shall sponsor up to five (5) employees per year, designated by the Union, to attend a one-day CPR course, without loss of wages.

ARTICLE 20 - PROBATIONARY EMPLOYEES

20.01 During the six (6) month probationary period, new employees shall be entitled to all the rights and privileges of this Agreement except as otherwise provided herein.

20.02 Re: Probation period - that at the time a new person is hired, an evaluation date must be set on their first (1 51) day of work for evaluation to happen after they have been in the position for three (3) months so that their work habits, improvements and knowledge of the position thus far can be evaluated. A member of the Unit must be present. One (1) week prior to the six (6) month probation time - the final evaluation must be done with Unit member present. If an employee wishes not to have a Steward present, they will put such in writing on the Steward Refusal form.

20.03 The Employer shall have the right of discharge or lay off employees during their probationary period and such discharge or layoff shall not be the subject of a grievance.

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20.04 Employees who are laid off or discharged prior to completing their probationary period shall be given three (3) weeks' notice of layoff or discharge, as the case may be, or pay in lieu thereof. It is understood and agreed that in the event of layoff, but not discharge, this notice period or pay in lieu thereof shall constitute time worked for purposes of calculating completion of the probationary period.

20.05 Employees laid off during their probationary period shall retain recall rights for a period of one (1) year from the date of the layoff. The Employer agrees to recall such employees in accordance with their length of service, provided they have the ability to perform satisfactorily the work required.

ARTICLE 21 - NO STRIKES OR LOCKOUT

21.01 There shall be no strikes on the part of the Union or lockouts on the part of the Employer during the life of this Agreement. This section shall not be construed as prohibiting employees from respecting picket lines authorized by the Union.

ARTICLE 22 - NOTICE OF RESIGNATION

22.01 Employees who have completed their probationary period shall give a minimum of three (3) weeks' notice of resignation. All employees within the probationary period shall give three (3) weeks' notice of resignation.

ARTICLE 23 - HOURS OF WORK

23.01 The office shall be open from 8:30 a.m. to 5 p.m. Monday to Thursday and from 8:30 a.m. to 4 p.m. on Friday. It is agreed, however, that the Telephone Receptionist and the Bilingual Leader's Office Assistant may be required to start work at 8:30 a.m.

23.02 The workweek for all employees shall be thirty-two (32) hours, with the hours being arranged through the Supervisor. No employee shall be required to work hours outside of the hours set out in Article 23.01, except by mutual agreement. The Telephone Receptionist and the Bilingual Leader's Office Assistant shall arrange their hours in such a way that the switchboard will be covered from 8:30 a.m. to 5 p.m. Monday to Thursday and from 8:30 a.m. to 4 p.m. on Friday.

23.03 Employees may wish to have the opportunity to adopt flexible hours/compressed workweeks. The option shall be given to work four (4) longer workdays, having the fifth (Sth) day or part thereof off, subject to completing the required hours of work in one (1) week. An arrangement to establish flexible hours/compressed workweek and the scheduling thereof must be agreed to by both the Employer and the employee. Such requests shall not be unreasonably denied.

23.04 Employees shall be granted one (1) hour for lunch.

23.05 Employees shall be granted a fifteen (15) minute break both morning and afternoon without loss of pay.

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23.06 Employees enrolled in accredited French language courses shall be permitted to attend classes during regular working hours provided that classes are scheduled in such a way so as not to interfere with the orderly conduct of business, and so as not to reduce the regular thirty-two (32) hour work week as outlined in Article 23.02. Prior approval by the Employer must be obtained as to the cost and duration of each course. Upon successful completion of the course, the Employer shall reimburse to the employee the full tuition paid.

ARTICLE 24 - WAGES

24.01 All employees covered by this Agreement shall be paid, according to the wage scale as detailed in Schedule A of this Agreement.

24.02 When the Employer creates a new classification, the rate of the classification shall be discussed by the Labour/Management Committee. If the Committee is not able to agree to the rate for the new classification, the dispute may be referred to arbitration for resolution.

If the Employer takes the position that a new classification should be excluded from the bargaining unit, the issue shall be discussed by the Labour/Management Committee. If the Committee is not able to agree whether the new classification should be included or excluded from the bargaining unit, the dispute may be referred to arbitration for resolution.

24.03 Job descriptions for employees covered by this Agreement are attached, as Appendix C. It is understood that these are guidelines and not subject to grievance. Alterations are subject to joint consultation by the Labour/Management Committee.

The responsibilities detailed in job descriptions for many positions are so extensive and demanding that to fulfil some responsibilities satisfactorily may render it impossible for a conscientious employee to discharge other responsibilities in an acceptable manner. The supervisor is responsible for establishing priorities among the various responsibilities of employees. The supervisor is, in the case of an Executive Assistant or Legislative Assistant, the Member, and in all other cases, the employee 1s supervisor. At least once a year, a Member shall discuss duties with his/her Executive Assistant(s) or Legislative Assistant(s) and put in writing a general list of duties for each Executive Assistant or Legislative Assistant. It is understood that these lists of duties are not subject to grievance.

An employee shall not be held responsible for a failure to complete work within the requirements of his or her responsibilities, as specified in his or her job description, where the reason for such failure is the imposition of other requirements upon such employee or upon other employees working with him or her, by supervisors or by Members of the Caucus.

27


24.04 Employees who are required to assume all of the duties and responsibilities of anyone paid at a higher rate of pay shall be paid at the appropriate higher rate of pay. When employees are required to assume all of the duties and responsibilities of anyone paid at a higher rate, the Employer shall notify the Union.

Employees who are required to assume some of the duties and responsibilities of anyone paid at a higher rate shall be paid an honorarium of five hundred dollars ($500.00) bi-weekly for a period not to exceed three (3) months unless otherwise agreed between the parties. When employees are required to assume some of the duties and responsibilities of anyone paid at a higher rate, the Employer shall notify the Union.

24.05 Employees who are assigned under the provisions of this Collective Agreement shall not suffer a reduction in wages.

ARTICLE 25 - OVERTIME AND EXPENSES

25.01 (a) For employees specified below, overtime work shall be compensated at the end of each legislative sitting by half (1/2) day per week of the session off, with pay. Employees hired or assuming duties during a sitting shall be granted proportionate days off with pay. A legislative sitting is defined as a sitting of the Legislature of not less than six (6) weeks. This clause is applicable but not restricted to Researcher, Outreach, Systems Administrator, Executive Assistant to House Leader, Executive Assistant to MPP, Electronic Media Producer, French Media/Translator, Communications and List Coordinator, Media Relations Officer, Communications Officer, Executive Assistant or Legislative Assistant, Caucus Assistant, Research Assistant, Leader's Office Assistant, Media Relations Coordinator, all of whom regularly work overtime. The scheduling of these days will be in consultation with their supervisor.

(b) On 31 December of each year the Employer shall notify each member of the unit of the total amount of sessional overtime credits accumulated between 1 January and 31 December of that calendar year.

On 30 June of each year the Employer shall notify each member of the amount of sessional overtime credits used and outstanding for information purposes.

(c) All sessional overtime shall be scheduled according to the terms of Article 27.

When an employee has not used all their sesslonal overtime credits by December 31 they shall have to option to:

(i) carry the unused portion of their sessional overtime credits over for two (2) calendar years, or more by mutual agreement, or

28


(ii) with mutual consent, receive pay-in-lieu for the same number of days.

(d) In scheduling overtime days off, if any dispute should arise, the matter shall be referred to the Labour/Management Committee.

25.02 Overtime and work on holidays, Saturday and Sunday must be duly authorized in the case of Executive Assistants or Legislative Assistants, by their Member, and in the case of other employees, by their Director. Employees shall have the right to refuse to work overtime. First refusal of any overtime shall be given to the employee who would normally do the work before any non-employee is hired to do overtime. The authorization shall specify whether the overtime is to be compensated by time-off in lieu of overtime pay or overtime pay.

25.03 Notification of anyone working overtime for pay as set out in Article 25.01 (a) shall be given to the Chief Steward for the information of the Union.

25.04 Employees shall be reimbursed for all reasonable expenses incurred during the performance of their duties.

25.05 In the case of duties which are performed away from Queen's Park, expenses shall include but not be limited to, the following: childcare, mileage for automobile transportation which shall be paid at the applicable civil service rate; air, train, bus, taxi or other commercial transportation for which receipts shall be provided wherever practicable; other out-of-pocket expenses. A claim for reimbursement of expenses shall include an acknowledgement by the appropriate supervisor - in the case of Executive Assistants or Legislative Assistants by their member, and in the case of other employees, by their Director or the Emplyer - that the expenses were incurred during the performance of the employee's duties.

25.06 In the case of duties which are performed at Queen's Park, expenses shall include but not be limited to the following: childcare, meals, up to a limit of twenty dollars ($20.00) per meal for which receipts shall be provided, where an employee works in excess of three (3) hours longer than the normal six and one half (6Yi) hour days on regular working days or in excess of three (3) hours in total on any other day; other out-of-pocket expenses. A claim for reimbursement of expenses shall include acknowledgement by the appropriate supervisor - in the case of Executive Assistants or Legislative Assistants, by their Member, and in the case of other employees, by their Director or the Emplyer - that the expenses were incurred during the performance of the employee's duties.

When required to work overtime which would terminate after 8 p.m. November to April inclusive and after 9 p.m. for the remainder of the year, employees shall be compensated for expenses incurred for transportation by taxi to their residence with receipt.

25.07 Translation services authorized by the Employer, provided by an employee in the unit, outside of normal office hours, shall be compensated at the rate of twentyfive cents ($.25) per word. Where translation services are provided by the

29


Executive Assistant or Legislative Assistant for his/her own Member, outside of normal office hours, the work must be authorized by the Member.

ARTICLE 26 - PAID HOLIDAYS

26.01 Employees shall be paid for the following holidays:

Christmas Day Boxing Day · New Year's Day Thanksgiving Day Remembrance Day Christmas Eve Day Family Day

Canada Day Civic Holiday Labour Day Good Friday Easter Monday Victoria Day

Five (5) floating holidays (on days to be mutually agreed);

Working days between Christmas Eve Day and New Year's Day;

One (1) day to be taken at a mutually agreeable time, in the last year of the Agreement;

Such other holidays as are declared to be holidays for the Public Service of Ontario, or are granted by the Executive of Caucus.

26.02 If such paid holiday except for Christmas Eve day, Boxing and New Year's Day falls on a day which is not a regular working day, either the immediately preceding working day or the first working day thereafter shall be considered the holiday.

26.03 To be entitled to holiday pay, an employee must work his/her regularly scheduled work day the day before and the day following the holiday unless absent in accordance with the paid leave of absence, sick leave, vacation, and any other paid leave provisions of this Agreement. Employees on unpaid leave of absence during the workday before and the workday following the holiday and not entitled to holiday pay. Employees on layoff during the five (5) working days preceding the holiday or the five (5) working days following a paid holiday are not entitled to holiday pay.

ARTICLE 27 - VACATIONS

27 .01 Annual vacation credits shall be accorded all employees, as follows, and shall be calculated on the basis of 31 December of any calendar year;

For the first three (3) years of service, annual vacation credits shall accrue at the rate of one and one-half (1 %) days per month worked;

After three (3) years of service, annual vacation credits shall accrue at a rate of two (2) days per month worked;

30


After six (6) years of service, annual vacation credits shall accrue at a rate of two and one-half (2%) days per month worked.

27 .02 On the tenth (10th), fifteenth (15th), and twentieth (20th) anniversaries of an employee's hiring, the employee will be granted an additional week of paid vacation .

. 27 .03 Vacations shall be taken at a time mutually agreed upon and in a consecutive period if the employee desires, but the Employer reserves the right to refuse to grant any vacation while the Legislature is in session. It is in the best interest of the Employer and the employees to schedule vacations to be taken in the summer period in an orderly and fair manner. Accordingly, the notice of the scheduling shall be circulated on 1 June of each year, with the intent that, to the greatest degree possible, the schedule will be completed by 30 June.

27 .04 When a recognized holiday, as specified in Article 26.01 falls within an employee's vacation period, such holiday shall not be counted as vacation, and another dayoff shall be granted or the date of return shall be one (1) full day later or the vacation shall commence one (1) day earlier, as arranged with the Employer.

27 .05 On 31 December of each year the Director of Human Resources and Administration shall notify each member of the unit of the total amount of vacation credits accumulated between 1 January and 31 December of that calendar year.

On 30 June of each year the Director of Human Resources and Administration shall notify each member of the amount of vacation credits used and outstanding for information purposes.

27.06 All vacation shall be scheduled according to the terms of Article 27. When an employee has not used all his/her vacation credits by December 31, he/she will have the option to:

(a) carry the unused portion of his/her vacation over two (2) calendar years, or more by mutual agreement, or

(b) with mutual consent, receive pay-in-lieu for the same number of days.

27 .07 Both parties agree that, for Health and Safety reasons, each employee must take a minimum of three (3) weeks' vacation or earned time-off per year.

27.08 In scheduling vacations, if any dispute should arise, the matter shall be referred to the Labour/Management Committee.

27 .09 A maximum of fifty percent (50%) of Caucus Services staff may be on vacation at any one time.

There may be an overlap in any one (1) week, during the complete vacation year, when a maximum of sixty percent (60%) of employees may be on vacation at any one (1) time. The Telephone Receptionist and the major replacement for this

31


position shall arrange their vacations so that they will take their vacations at different times.

27.10 Employees shall stand-in for other employees with the same job description during vacation periods.

27.11 Additional Vacation Entitlement

· In addition to the vacation entitlements contained in Article 27 .01, each employee shall be entitled to a one time additional entitlement as follows:

April 1, 2015 5 days April 1, 2016 5 days April 1, 2017 5 days April 1, 2018 10 days

The additional vacation entitlement may not be cashed out, and will be subtracted from in lieu payments the employee may be entitled to under Article 27 .06 (a) and (b).

These days must be used by March 31, 2019. This clause expires on March 31, 2019.

ARTICLE 28-SICK LEAVE AND PREVENTATIVE HEALTH CARE

28.01 Employees who suffer illness or injury shall receive their full salary for the first eighteen (18) working days of absence in a calendar year.

28.02 Employees absent in excess of eighteen (18) working days in a calendar year shall receive seventy-five percent (75%) of their salary for the balance of their sick leave in that year for up to one hundred and twelve (112) working days absence.

28.03 lt is understood that the benefits described in Articles 28.01 and 28.02 are not cumulative from one calendar year to the next.

28.04 Employees absent for a period in excess of one hundred and thirty (130) consecutive working days shall be eligible for L TIP benefits as described in the booklet Sick Leave and Insurance Plans for Management and Excluded Employees.

28.05 Employees may supplement the seventy-five percent (75%) benefit described in Article 28.02 to one hundred percent (100%) of regular pay by using the appropriate amount of accumulated credits of overtime and vacation.

28.06 All new permanent employees shall be required to complete twenty (20) working days before qualifying to use sick benefits under this Article.

32


28.07 Sick leave or preventative health care may be used in the event of an employee's, an employee's child, or an employee's partner's sickness, accident, medical or dental appointments, and in the event of serious sickness or accident of a partner or dependent family member. Medical or dental appointments which require an absence of less than three (3) hours from the workplace shall not be deducted from an employee's sick leave. In the event of sickness or accident, the Employer may, at its discretion, require the production of a medical certificate.

28.08 In the event that an employee falls ill while on vacation, his/her vacation credits shall be increased by the number of working days the illness lasts. Production of a medical certificate shall be necessary in such cases, and the appropriate sick leave deduction shall be made.

28.09 Where an employee no longer qualifies for sick leave, LTD or WSIB benefits but is only able to perform light duties/modified work, the Employer shall endeavour to provide light duties/modified work employment. The Employer may reassign duties or require employees to stand-in for one another temporarily where such action is required to facilitate compliance with this clause. The employee shall provide from the attending physician a detailed description of what duties are appropriate and shall provide on a bi-monthly basis a report from the physician with respect to the continuation of the light duty/modified work employment.

28.10 The seniority of an employee who has made a claim under the Workplace Safety and Insurance Act shall continue to accrue. The employee shall have full seniority rights as defined in Article 10.6 and be reinstated in his/her pre-accident position, or duties suitable to the worker's ability, on returning to the workplace. No consideration of dismissal shall be given because of a claim under the Workplace Safety and Insurance Act, 1997.

28.11 Temporary full-time employees shall earn sick leave credits at the rate of one and one half (1 y;) days per month. Temporary part-time employees shall earn credits on a pro rata basis. The provisions of Articles 28.01 and 28.02 shall not apply.

28.12 Temporary employees shall be entitled to maintain their pay during sick leave to the extent of their earned sick leave credits.

28.13 Unused sick leave credits will be lost when a temporary employee's contract expires, unless it is renewed without a break in service, in which case, they shall continue to accrue.

28.14 Temporary employees may use their sick leave credits in the event of illness of family members on the same terms as permanent employees described in Article 28.07.

ARTICLE 29-PREGNANCY, MATERNITY, PARENTAL, PATERNITY & ADOPTION. LEAVES

29.01 Pregnancy Leave

33


(a) Employees shall be entitled to pregnancy leave in accordance with the provisions of the Employment Standards Act.

(b) The Employer shall grant to any permanent employee ninety-three percent (93%) of her salary for the two (2) week waiting period of Employment Insurance maternity benefits and the difference between 'ninety-three percent (93%) of her salary and her Employment Insurance benefits for the remaining fifteen (15) weeks.

29.02 Parental Leave

(a) Employees shall be entitled to parental leave in accordance with the provisions of the Employment Standards Act (up to thirty-five [35] weeks).

(b) The Employer shall grant to any permanent employee the difference between ninety-three percent (93%) of his/her salary and his/her Employment Insurance parental benefits (up to thirty-five [35] weeks).

(c) In accordance with the Employment Standards Act, 2000 as amended, parental leave entitlements shall be extended to adoptive parents.

29.03 In addition to the benefits provided in Articles 29.01 and 29.02 of this Agreement, the Employer shall also grant to any permanent employee two (2) weeks (consecutive) paid parental leave and up to seven (7) months unpaid parental leave at the discretion of the employee. The employee shall give the Employer reasonable notice of the date of intended return.

ARTICLE 30 - LEAVE OF ABSENCE

30.01 Jury and Witness Duty

Employees called for jury duty or witness duty shall be granted time-off with full pay, with the understanding that all money received for such jury or witness duty will be turned over to the Employer with the exception of reimbursement for expenses.

30.02 Bereavement and Illness

Employees shall be granted reasonable time-off with full pay in the case of bereavement or serious illness of a parent, wife, husband, partner, brother, sister, child, mother-in-law, daughter-in-law, father-in-law, son-in-law, grandparent, grandchild, former guardian, ward, fiance, or any other relative who has been residing in the same household or for whom an employee is required to administer bereavement responsibilities. A relative shall include a person related by marriage, adoption, or common law.

30.03 Union Business

Employees shall be granted reasonable time-off to perform Union duties required by this Collective Agreement and by Letters of Understanding. The Union will make every effort to schedule its meetings outside the regular thirty-two (32) hour work

34


week. When circumstances arise that require Union activities to be dealt with during the thirty-two (32) hour work week, the Employer shall determine whether a replacement is required and shall be responsible for providing a replacement where required.

30.04 Paid Educational Leave

Each month the Employer shall pay into a Work Futures Training fund, fifty cents ($.50) per permanent position per week to be paid to the local on a monthly basis. The fund so created shall be administered by the Union for the purpose of funding paid educational leave for Union members. Scheduling of time away from work shall be mutually agreed by the employee and his/her immediate supervisor. The Union shall provide the Employer with a list of all participants and courses so funded.

30.05 Unpaid Educational Leave

Employees shall be granted leave without pay for up to one (1) day per week in order to pursue outside research or education, provided that no more than three (3) employees shall take advantage of such leave in any one (1) week.

In addition, upon application from an employee to the Caucus Personnel Committee, the Employer may grant one (1) week leave for the purpose of acquiring skills which the Employer deems to be work related. The Employer will determine whether the leave will be with or without pay; whether or not tuition expenses will be paid by the Employer and when the leave shall be scheduled.

30.06 Special Leave

Employees shall be granted time-off with full pay as follows:

Marriage of a Child Day of Wedding Serious Household or Domestic Emergency Citizenship Hearing day Moving Employee's Household

Up to three (3) days Up to one (1) day One (1) day

30.07 An employee is entitled to a leave of absence without pay because of an urgent matter that concerns:

• The employee; 11 The employee's spouse • A parent, step-parent, or foster parent of the employee or the

employee's spouse; • A child, step-child or foster child of the employee or the employee's

spouse; • A grandparent, step-grandparent, grandchild or step-grandchild of

the employee or of the employee's spouse; • The spouse of a child of the employee; • The employee's sister or brother;

35


• A relative of the employee who is dependent on the employee for assistance.

An employee who wishes to take leave under this section shall advise the Employer that he or she will be doing so. If the employee must begin the leave before advising the Employer, the employee shall advise the Employer of the leave as soon as possible after beginning it.

An employee is entitled to take a total of ten (10) days' leave under this section in each calendar year.

If an employee takes any part of a day as leave under this section, the Employer may deem the employee to have taken one (1) day's leave on that day for the purposes of this Article.

The Employer may require an employee who takes leave under this section to provide evidence reasonable in the circumstances that the employee is entitled to leave.

30.08 An employee shall be entitled to take a maximum of eight (8) weeks absence without pay for family medical leave to provide care and support to a family member who has a serious medical condition with a significant risk of death occurring within a period of twenty-six (26) weeks as prescribed by Section 49.1 of the Employment Standards Act, 2000. Eligibility for and the terms of such leave shall be governed by Section 49 of the Employment Standards Act, 2000.

An employee shall be entitled to take a maximum of thirty-seven (37) weeks' absence without pay to care for a critically-ill child pursuant to Section 49.4 of the Employment Standards Act, 2000. Eligibility for and the terms of such leave shall be governed by Section 49 of the Employment Standards Act, 2000.

An employee shall be entitled to take a maximum of fifty-two (52) weeks' absence without pay in the event of a crime-related disappearance of a child and one hundred and four (104) weeks' absence without pay in the event of a crime related death of a child pursuant to Section 49.5 of the Employment Standards Act, 2000. Eligibility for and the terms of such leave shall be governed by Section 49 of the Employment Standards Act, 2000.

30.09 Miscellaneous

The Employer shall give consideration to requests for leave of absence for other reasons, for reasonable periods of time and grant same where possible.

No leaves of absence without pay for extended vacation shall be considered until all holiday time has been apportioned.

Requests for leaves of absence shall be channelled through the Supervisor to the Personnel Committee.

36


Leaves are granted only by letter from the Employer.

Leaves shall be applied for at least one (1) month in advance. Such leave shall not be unreasonably denied.

An employee must have completed at least two (2) years' service and work at least four (4) years between leaves.

Leaves will be of one (1) week to twelve (12) months duration. Request for extension of leave for twelve (12) months must be received no less than sixty (60) days before the expiry of the leave. Request for extension of shorter leave periods will be pro-rated.

Leaves of absences without loss of seniority to work for the Federal NOP or Provincial NOP must have a mutually agreed upon start time by both employee and Employer and must come to Labour Management. No request will be unreasonably denied.

When necessary (e.g. an election call) an employee shall agree to amend the date of return if possible. The employee shall advise Caucus on a quarterly basis of future plans about returning, and may be required to accept that duties upon return may be different, but equivalent.

If the employee accepts a permanent position, leave is immediately cancelled. The only exception is that leave will be extended to cover probationary periods.

Only one leave per department or office (Caucus Administration and Systems, Caucus Communications, Outreach, Issues and Research, or Member's Offices) shall be permitted at any one time and no more than three (3) leaves simultaneously for the entire Caucus. If, in an office, there is a leave in force, on request, or which can otherwise be anticipated, under the provisions of the Article or any leave provisions of the Collective Agreement, the Employer reserves the right to schedule any request under Article 27 .OB, but not to use this reservation as exclusive grounds for rejection

The Employer, through the Caucus Personnel Committee and after consulting with the Labour Management Committee, reserves the right to waive certain of the above conditions in exceptional circumstances.

Caucus will ask the Board of Internal Economy to provide benefit packages to cover contract employees during leaves exceeding ninety (90) days.

This Article is not intended to diminish existing rights under the Collective Agreement.

ARTICLE 31 - FRINGE BENEFITS

31.01 Permanent employees shall be entitled to the benefits plan, as provided by the Legislative Assembly Office. In the event of any modification or cancellation of the

37


benefits receivable, the parties shall meet promptly and they shall use their best efforts to negotiate provisions to supplement or replace those which have been downgraded or terminated. The Employer undertakes to inform the Union of any such prospective modification or cancellation of the benefits as soon as they are known to be in prospect.

31.02 The Employer shall be responsible for any and all costs resulting from the employee's being sued for libel and slander arising from the authorized statements issued under the Employer's direction by an employee.

ARTICLE 32 - PENSIONS

32.01 Permanent employees shall participate in and be entitled to the benefits of the OPSEU Pension Trust as provided by the Legislative Assembly Office. In the event of any modification or cancellation of the benefits receivable under this plan, the parties shall meet promptly and they shall use their best efforts to negotiate pension provisions to supplement or replace those which have been downgraded or terminated. The Employer undertakes to inform the Union of any such prospective modification or cancellation of benefits under this plan as soon as they are known to be in prospect. The parties agree that pensions are deferred income.

ARTICLE 33 - VOLUNTEERING FOR ELECTIONS

33.01 No employee shall be penalized for not volunteering to work on any Federal, Provincial or Municipal election.

ARTICLE 34 - SALARY AND TERM

(a) All wage rates to be increased across the board as follows:

01/04/16: 2.0% base wage increase;

30/06/16: 0.75% lump sum**;


01/04/17: 0.75% lump sum**;


(b) The salary rates for all classifications are contained in Schedule A as per Article 24.01 will be adjusted accordingly.

** Not on grid

38


ARTICLE 35-TERMINATION OF THE AGREEMENT

35.01 This Agreement shall come into effect April 1, 2015, and shall remain in effect until March 31, 2019, and, unless written notice of a desire to bargain for a revised Agreement is given by either party to the other, shall automatically continue from year to year thereafter.

35.02 Either party may, not less than thirty (30) days or more than sixty (60) days before any expiry date hereof, give written notice of a desire to bargain for a revised Agreement.

35.03 Negotiations shall begin within ten (10) days following the receipt of notice pursuant to Article 35.02. During the period of such negotiations, this Agreement shall remain in full force and effect as provided for in the Ontario Labour Relations Act.

Dated this J;oµ._ day of s~f~$rt._ , 2017.

Signed on Behalf of the Ontario New Democratic Party Caucus (Employer)


39

Signed on Behalf of the Ontario Public Servic Employees Unio ocal 57. (Union)

APPENDIX A - SALARY LEVELS

2015 Wages 1 0.% Increase Start Per Hour 4 months Per Hour

Researcher $66,797.67 $40.14 $71,335.65 $42.87 Outreach $66,797.67 $40.14 $71,335.65 $42.87 Systems Administrator $66,797.67 $40.14 $71,335.65 $42.87 Executive Assistant to House

$66,797.67 $40.14 $71,335.65 $42.87 Leader

Electronic Media Producer $61,528.90 $36.98 $66,791.34 $40.14 French Media!Translator $61,528.90 $36.98 $66,791.34 $40.14 Commun. & List Coord. $61,528.90 $36.98 $66,791.34 $40.14

Media Relations Officer $60,253.50 $36.21 $65,529.87 $39.38 Media Relations Co-Ordinator $66,797.67 $40.14 $71,335.65 $42.87

Communications Officer $54,509.78 $32.76 $59,833.02 $35.96

Executive Assistant to MPP $68,350.67 $41.08 $68,965.49 $41.45 Legislative Assistant $56,910.00 $34.20 $58,009.00 $34.86 Caucus Assistant $56,910.00 $34.20 $58,009.00 $34.86 Leader's Office Assistant $56,910.00 $34.20 $58,009.00 $34.86 Research Assistant $53,856.25 $32.37 $57,463.34 $34.53

Dated this 2-a µ_ day of '$£.f~"~ f 2017.

Signed on Behalf of the Ontario New Democratic Party Caucus (Emp~yer)1,.,---

; {//. 12


40

Signed on Behalf of the Ontario Public Service---Employees Uni , Local 57 (Union)

,/

/J ,/ /

APPENDIX A - SALARY LEVELS

2016 Wages (2% Wage Increase) Start Per Hour 4 months

Researcher $68,133.62 $40.94 $72,762.36 Outreach $68,133.62 $40.94 $72,762.36 Systems Administrator $68,133.62 $40.94 $72,762.36 Executive Assistant to House.

$68,133.62 $40.94 $72,762.36 Leader

Electronic Media Producer $62,759.48 $37.72 $68, 127.17 French Mediaffranslator $62,759.48 $37.72 $68,127.17 Commun. & List Coard. $62,759.48 $37.72 $68, 127.17

Media Relations Officer $61,458.57 $36.93 $66,840.47 Media Relations Co-Ordinator $68,133.62 $40.94 $72,762.36

Communications Officer $55,599.98 $33.42 $61,029.68

Executive Assistant to MPP $69,717.68 $41.90 $70,344.80 Legislative Assistant $58,048.20 $34.88 $59,169.18 Caucus Assistant $58,048.20 $34.88 $59,169.18 Leader's Office Assistant $58,048.20 $34.88 $72,762.36 Research Assistant $54,933.38 $33.02 $72,762.36

*Effective June 30th 2016 - 0.75% Lump Sum Payment.

Dated this_2_o_k __ day of s.d"<n::::n?£1._ , 2017.



41

Signed on Behalf of the Ontario Public Service Employees Union, Loe (Union)

4

Per Hour $43.73 $43.73 $43.73

$43.73 -

$40.94 $40.94 $40.94

$40.17 $43.73

$36.68

$42.28 $35.56 $35.56 $35.56 $35.22

APPENDIX A - SALARY LEVELS (continued)

2017 Wages (1% Wage Increase) Start Per Hour 4 months Per Hour

Researcher $68,814.96 $41.35 $73,489.99 $44.16 Outreach $68,814.96 $41.35 $73,489.99 $44.16 Systems Administrator $68,814.96 $41.35 $73,489.99 $44.16 Executive Assistant to House

$68,814.96 $41.35 $73,489.99 $44.16 Leader

Electronic Media Producer $63,387.07 $38.10 $68,808.44 $41.35 French Media/Translator $63,387.07 $38.10 $68,808.44 $41.35 Commun. & List Coord. $63,387.07 $38.10 $68,808.44 $41.35

Media Relations Officer $62,073.16 $37.30 $67,508.87 $40.57 Media Relations Co-Ordinator $68,814.96 $41.35 $73,489.99 $44.16

Communications Officer $56,155.98 $33.75 $61,639.98 $37.05

Executive Assistant to MPP $70,414.86 $42.32 $71,048.25 $42.70 Legislative Assistant $58,628.68 $35.23 $59,760.87 $35.91 Caucus Assistant $58,628.68 $35.23 $59,760.87 $35.91 Leader's Office Assistant $58,628.68 $35.23 $59,760.87 $35.91 Research Assistant $55,482.71 $33.35 $59,198.73 $35.57

*Effective May 1st, 2017 - 0.75% Lump Sum Payment.

IL Dated this_Zo ____ day of -:J;ti?f;n~ , 2017.



42

Signed on Behalf of the Ontario Public Service Employees Unio ocal 578 (Union)

l c

i;

APPENDIX A - SALARY LEVELS (continued)

-----~-~-~~- -

2018 Wages (1 % Wage Increase) Start Per Hour 4 months

Researcher $69,503.11 $41.77 $74,224.89 Outreach $69,503.11 $41.77 $74,224.89 Systems Administrator $69,503.11 $41.77 $74,224.89 Executive Assistant to House

$69,503.11 $41.77 $74,224.89 Leader

Electronic Media Producer $64,020.94 $38.48 $69,496.52 French Mediaffranslator $64,020.94 $38.48 $69,496.52 Commun. & List Coard. $64,020.94 $38.48 $69,496.52

Media Relations Officer $62,693.89 $37.68 $68,183.96 Media Relations Co-Ordinator $69,503.11 $41.77 $74,224.89

Communications Officer $56,717.54 $34.09 $62,256.38

Executive Assistant to MPP $71,119.01 $42.74 $71,758.73 Legislative Assistant $59,214.97 $35.59 $60,358.48 Caucus Assistant $59,214.97 $35.59 $60,358.48 Leader's Office Assistant $59,214.97 $35.59 $60,358.48 Research Assistant $56,037.54 $33.68 $59,790.72

Dated this 20 µ.. day of s'£.f\f?-r.WL , 2011.



43

Signed on Behalf of the Ontario Public Se · Employees Unio (Union)

Per Hour $44.61 $44.61 $44.61

$44.61

$41.77 $41.77 $41.77

$40.97 $44.61

$37.42

$43.13 $36.27 $36.27 $36.27 $35.93

APPENDIX B.,..,. BILINGUAL RIDINGS

BETWEEN

THE ONTARIO NEW DEMOCRATIC PARTY CAUCUS

-AND-

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION, LOCAL 578

The ridings designated as bilingual are as follows and require an Intermediate (mid) level

of skill in the language specified: Cochrane North (French); Cochrane South (French);

Cornwall (French); Dovercourt (Italian); Downsview (Italian); Etobicoke (Italian); Lake

Nipigon (French); Nickel Belt (French); Oakwood (Italian); Tamiskaming (French); Ottawa

Centre (French); Beaches East York, Davenport, Hamilton East (Centre), Kenora Rainy

River, Niagara Centre (Welland), Nickle Belt, Ottawa Centre, Parkdale High Park,

Sudbury, Thunder Bay Superior North, Timiskaming Cochrane, Timmins James Bay,

Toronto Danforth, Trinity Spadina, York South Weston, York West.

1_,QlL 0/0 Dated this _____ day of S~f~fl<ft..C_ , 2017.



44

Signed on Behalf of the Ontario Public Service --------,._ Employees Union, al 578 (Union)

/ l

APPENDIX C _,BARGAINING UNIT JOB DESCRIPTIONS

JOB DESCRIPTION: RESEARCHER

SPECIAL TIES:

A specific job would include expertise in one of the following: • Health/Social policy • Environment/Municipal/Housing • Economic/Finance • Education

OBJECTIVES:

• To assist the Leader and Caucus in carrying out their public, parliamentary, party and caucus responsibilities by providing advice and information on strategic issues of concern, and ensuring a focussed strategic approach;

• To work closely with Caucus members and staff ensuring full co-ordination between the two groups and successful communication of the policies and priorities of Caucus.

RESPONSIBLE TO THE DIRECTOR OF RESEARCH FOR:

• Maintaining contact with and becoming thoroughly knowledgeable about political, community and stakeholder organizations and issues through regular gathering of information from media, community, government, stakeholders and other sources, especially related to matters of importance within assigned issue areas.

• Developing, maintaining and monitoring files on government programs, stakeholder organi::(;ations and their concerns, general issues, events, other matters of importance within assigned issues areas.

• Providing information and political analysis and advice to Caucus

• Generating ideas for effective, targeted political action to advance Caucus strategic goals.

• Preparing proposed questions for Question Period and attending related Strategy meetings, prepare Order Paper Questions and Freedom of Information requests, draft press releases, speaking notes, resolutions, motions and raw material for leaflets.

• Working with Legislative Counsel on private member bills and motions to amend government bills.

• Briefing Caucus members and preparing them on all aspects of contentious issues.

• Preparing a wide variety of reports and presentations for various audiences 45


• Representing the Caucus at meetings of stakeholder groups, etc., as assigned.

• Other related duties as required by the Director.

QUALIFICATIONS:

• Knowledge appropriate to the position, knowledge of the NOP, the Ontario Government and the workings of the Legislature.

• At least one year of recent experience specializing in economic issues, especially related to economic insecurity in middle- and modest-income households.

• Demonstrated commitment to advancing social justice.

• Excellent political judgement, and the ability to perceive and pursue news angles and political opportunities in the daily flood of information.

• Proven ability to work energetically without supervision, provide leadership, produce accurate and effective work according to deadlines, and maintain organized records.

• Excellent interpersonal and communication skills, ability to deal with the public, ability to work under pressure, good computer and office organization skills. Solid experience in investigative research/public relations. Ability to write succinctly, powerfully, quickly.

• Experience in the labour movement or NOP organization and election campaigns would be an asset. Bilingualism would be an asset.

46


JOB DESCRIPTION: RESEARCHER/OUTREACH OFFICER

OBJECTIVES:

• To assist the Leader and Caucus Members in carrying out their public, parliamentary, party and caucus responsibilities by providing advice and information on strategic issues of concern.

• To work closely with the Research and Tour/Outreach Staff ensuring full coordination between the two groups and successful communication of the policies and priorities of Caucus.

RESPONSIBLE TO THE DIRECTOR OF RESEARCH and DIRECTOR OF TOUR/ OUTREACH FOR:

• Maintaining contact with and becoming thoroughly knowledgeable about political, community and stakeholder organizations and issues through regular gathering of information from media, community, government, stakeholders and other sources.

• Developing, maintaining and monitoring files on government programs, stakeholder organizations and their concerns, general issues, events, and other matters of importance within assigned policy areas.

• Providing information and political analysis and advice to Caucus.

• Generating ideas for effective, targeted political action to advance Caucus strategic goals.

• Preparing proposed questions for Question Period and attending related Strategy meetings, Order Paper Questions and

• Freedom of Information requests, draft press releases, speaking notes, resolutions, motions and raw material for leaflets.

• Working with Legislative Counsel on private member bills and motions to amend government bills.

• Briefing the Leader and other Caucus members and preparing them on all aspects of contentious issues.

• Preparing a wide variety of reports and presentations for various audiences

• Representing the Caucus at meetings of stakeholder groups, etc. as assigned.

• Leader's and Critic's Tours, including event planning and execution.

• Other related duties as required.

QUALIFICATIONS:

• Knowledge, appropriate to the position, of the NOP, the Ontario Government and the workings of the Legislature.

47


• At least one year of recent experience specializing in research and outreach.

• Excellent political judgement, and the ability to perceive and pursue news angles and political opportunities in the daily flood of information.

• Proven ability to work energetically without supervision, provide leadership, produce accurate and effective work according to deadlines, and maintain organized records.

• Excellent interpersonal and communication skills, ability to deal with the public, ability to work under pressure, good computer and office organization skills.

• Solid experience in investigative research/public relations.

• Ability to write succinctly, powerfully, quickly.

• Willingness to work irregular hours including weekends and to travel.

• Experience in the NOP organization, Ontario Government would be an asset.

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JOB DESCRIPTION: OUTREACH OFFICER (ETHNOCUL TURAL)

OBJECTIVES:

• To assist the Leader and Caucus in carrying out their public, parliamentary, party and caucus responsibilities by advising on and implementing a comprehensive strategy for ethnocultural community outreach and development.

• To work closely with Media Relations, Tour, Research and MPP's Staff as a team to communicate successfully the policies and priorities of Caucus.

RESPONSIBLE TO THE DIRECTOR OF TOUR FOR:

• The director will set the priorities for this position from among the following duties:

• Establishing a strong profile for the ONOP Leader and Caucus in ethnocultural communities

• Bringing a thorough knowledge of political, community and stakeholder organizations and issues across the province, with a primary emphasis on ethnocultural issues and communities.

• Providing information and political analysis and advice to the Leader and Caucus Members to address developments, situations, issues and opportunities arising with respect to ethnocultural communities

• Facilitating and providing leadership with the planning, development and implementation of strategic Caucus initiatives with focus on ethnocultural communities in Ontario

• Liaise with NOP Ethnic Liaison Committees, NOP riding organizations across the province, and staff of the Ontario NOP to ensure a co-ordinated approach to communications with ethnocultural communities.

• Establishing a strong profile for the NOP Leader and Critics in ethnocultural media.

• Other duties as required by the Director or Chief of Staff.

QUALIFICATIONS:

• Understanding and knowledge of ethnocultural organizations in Ontario and demonstrated ability to work with a wide range of communities as required on short and long-term projects.

• Knowledge, appropriate to the position, of the NOP, the Ontario Government and the workings of the Legislature is essential.

• Excellent political judgment and the proven ability to think both conceptually and strategically.

49


• Proven ability to work co-operatively as member of a project team.

• Proven ability to work without supervision, provide leadership; produce accurate work according to deadlines, and maintain organized records.

• Excellent interpersonal and communications skills, ability to deal with the public, ability to work under pressure, good computer and office organization skills.

• Willingness to work irregular hours including weekends and to travel.

• Experience in NOP organization, Ontario Government, Ethnocultural organizations would be an asset.

• Ability to communicate in languages other than English and French would be an asset.

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JOB DESCRIPTION: ASSISTANT SYSTEMS ADMINISTRATOR

OBJECTIVES:

• To assist the Director, Information Technology in providing the necessary technical support to meet the information processing needs of the Caucus.

• To administer all systems and network operations of Members and Caucus systems and to develop and implement caucus-specific applications.

RESPONSIBLE TO THE DIRECTOR, INFORMATION TECHNOLOGY FOR:

• Developing and implementing systems applications designated as caucusspecific.

• Providing expertise and technical support for the existing Members and Caucus system by:

• assisting the Director, Information Technology in providing technical advice to Members and the Caucus;

• implementing and testing all vendor-supplied hardware, including processors, terminals, printers and cabling;

• configuring, installing and customizing all vendor-supplied upgrades or additions to software;

• providing hotline support for hardware/software problems.

• Customizing computer systems for all unique applications identified on the Members or caucus systems by:

• developing computer programs or modifying programs to meet the specific needs of Members or the Caucus;

• maintaining systems documentation that accurately reflects the current state of the Members and Caucus systems , including backup and systems maintenance procedures, profiles of authorized users, details of customized procedures, security policies and requirements, software documentation and details of hardware configurations.

• Providing systems maintenance and security for computer equipmenUareas by:

• arranging for movement of data files from user work areas to backup locations and the movement of data of files from user data areas to archive locations;

• monitoring user data storage to anticipate exhaustion of available space;

• implementing regular maintenance and participating in the connection and testing of each device added or relocated.

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• Assisting the Director, Information Technology in providing problem analysis and resolution on the Members and caucus computer systems by:

• performing initial problem diagnostics for ha·rdware and software, resolving if possible or providing a succinct problem description when placing calls for assistance to the vendor;

• maintaining a monthly resolution log for all hardware and software components of the Members and caucus system.

QUALIFICATIONS:

• Knowledge, appropriate to the position, of the NOP and/or the Canadian Labour Movement, the Ontario Government and public affairs.

• Post-secondary training in computer science.

• Minimum of 3 years' experience in medium to large scale systems environment. Knowledge of structured programming design techniques and structured documentation techniques.

• Working knowledge of 4th generation languages.

• Experience with high level programming languages including C, dBaselll, PL/1. DEC VAX and UNIX systems experience would be and asset.

• Knowledge of local area networks would be an asset.

• Basic knowledge of communications.

• Good communication skills.

• Must have problem solving abilities to support the various needs within the caucus.

• Must be willing to accommodate flexible hours to assist in back-ups, systems maintenance and equipment (software and hardware) installations.

• Experience in the Labour movement of NOP organizations and election campaigns would be an asset.

52


JOB DESCRIPTION: EXECUTIVE ASSISTANT TO THE HOUSE LEADER/ WHIP

SUMMARY:

• Reporting to the House Leader and Chief Whip, the incumbent provides assistance and advice in the carrying out of their parliamentary and political responsibilities.

DUTIES:

• To provide administrative assistance and support to the House Leader and Whip including co-ordinating their activities in relation to those of the Caucus and the Leader.

• At the direction of and in consultation with the House Leader or Whip, representing him/her if required, particularly in meetings with other House Leaders/Whips and/or their designates and at Caucus and Caucus Executive meetings.

• Attending meetings held by the House Leader or Whip and as requested, acting as Secretary during those meetings.

• Preparing and distributing the schedule of House and Committee activities, developing, and co-ordinating house duty schedule with Members and staff and dealing with requests for absences.

• Monitoring Committees and co-ordinating Committee duty schedule including substitutions.

• Monitoring the House when it is in session, attending Question Period and Strategy meetings, attending the House during Question Period and being available during late night sittings.

• Prepare House Leader/Whip's reports for Caucus meetings and Executive meetings.

• Assisting Members in their duties in the House; co-ordinating speakers to legislation and ensuring Members have the information they need to speak to legislation, keeping track of Members' rotation questions, preparing daily business sheets, informing Critics of upcoming Statements and legislation.

• Supervising co-ordination of Members statements and of Private Members' Public Business.

• Advising Caucus critics and researchers of up-coming legislation and House business on a regular basis.

• Providing advice and political strategy to the House Leader/ Whip on all matters relating to legislative activities in the House and Committees, including House rules and standing orders, researching and preparing points of Order and Privilege and preparing any other speaking material for the House Leader/ Whip as required.

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• Providing liaison with the staff of the House Leader/ Whip of the other Parties to negotiate, discuss and co-ordinate legislative procedure.

• Providing liaison with external groups and individuals relevant to the work of the House Leader/ Whip or the legislative work of Caucus.

• Works closely with the Chief of Staff, the House Leader's/Whip's E.A., and other staff to ensure implementation of the coordinated strategic focus.

• Schedules and co-ordinates the participation of MPPs in the House and Committees, and liaises with staff of MPPs and Caucus Services.

• Performing additional duties as required by the House Leader/ Whip or Chief of Staff.

QUALIFICATIONS:

• Knowledge, appropriate to the position, of the politics of Ontario and Canada of the NDP and/ or Labour movement, and of the Ontario Government and public affairs.

• Thorough understanding of legislative and parliamentary procedures, standing orders and committees.

• Demonstrated ability to think conceptually and strategically.

• Ability to deal with the public and to work with minimum supervision.

• Excellent communications skills, both written and verbal.

• Excellent interpersonal skills, ability to work under pressure, and ability to do general research.

• High level organization, computer and office administration skills.

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JOB DESCRIPTION: PUBLIC RELATIONS DESIGN CO-ORDINATOR

OBJECTIVE: • Working with the Director of Communications and/or Public Relations

Counsels to ensure the co-ordination of design and production for communications materials.

RESPONSIBLE TO THE DIRECTOR OF COMMUNICATIONS FOR:

• Co-ordinating the work of the Communications Officer (Design), Printroom Co-ordinator, Electronic Media Technician and/or Printroom Operator as it relates to the completion of communications materials for projects

• Provide design and desktop publishing advice and services to the Public Relations Counsels and/or the Director of Communications.

• Ensure the editing and proofreading of all materials prior to production and distribution.

• Responsible for co-ordinating the distribution of communications materials.

• Work with Public Relations Counsels and the Director on direct and targeted mail campaigns and other communications outreach projects.

• Responsible for co-ordinating the development of electronic communication plans and materials, including Internet communications and the use of electronic media.

• Provide advice and design work to MPP's Queen's Park and Constituency Offices.

• Design and coordinate production of products for individual MPPs.

• Liaise with Legislative Information Services on IT issues.

• Coordinate and manage outside suppliers.

• Provide advice and design/production work for Caucus projects.

• Support the development and management of database for Caucus and Leader.

• Other duties as required by the Director.

QUALIFICATIONS:

• Proven ability to co-ordinate and provide leadership for team projects and activities.

• Minimum five years' experience in communications design, multi-media techniques, marketing and public relations, or equivalent.

• Ability to manage diverse projects and co-ordinate department resources.

• Demonstrated ability to produce under pressure and work to deadlines.

• Strong interpersonal skills. • Experience of NOP organization and election campaigns is a strong asset • Bilingualism an asset.

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JOB DESCRIPTION: MEDIA RELATIONS OFFICER/TRANSLATOR (FRENCH)

OBJECTIVE:

• To assist the Leader, Deputy Leader and Caucus to broaden NOP media coverage across the province, particularly in francophone media and francophone communities.

• Will work closely with the communications, media and outreach staff to execute assigned projects, ensure that projects contain a francophone communications strategy and translate all materials into French, meeting established deadlines.


• Developing unique and consistent media opportunities for the Leader and Caucus in Ontario's francophone media, for example, preparing weekly columns, arranging special talk-back programs on radio and television in addition to standard press releases and stand-up interviews.

• Executing media relations and media-related activities and raising the profile of the Leader, Caucus and Party as widely as possible in the media, particularly the francophone media.

• Maintaining, updating and expanding an established francophone media list and a list of all francophone organizations and committees in Ontario.

• Establishing ongoing contact with the francophone media and key reporters and stakeholders in francophone communities.

• Writing and editing communications materials, including press releases.

• Ensuring that press releases, communications materials and Caucus website materials are translated into French in a timely fashion.

• Disseminating a large volume of materials to the media and community by fax and e-mail.

• Advising the Leader, Caucus, Party and Riding Associations on Frenchlanguage issues and francophone media relations strategies.

• Other duties as assigned.

QUALIFICATIONS:

• Minimum of five years' experience in media relations, public relations or communications fields.

• Thorough knowledge of and demonstrated experience working with media outlets across the province and with francophone media in particular.

• Working knowledge of the institutions of the francophone community.

• Solid writing and editing skills in French and English.

• Proven translation skills in French and English.

• Ability to both lead and work within a team environment. 56


• Expertise in developing and implementing successful communications, marketing and public relations strategies.

• Ability to work under pressure and meet tight deadlines.

• Proven organizational abilities.

• Working knowledge of provincial political issues, the NOP and its stance.

• Strong computer skills, internet skills, and web design.

• Willingness to work irregular hours and travel.

• Good interpersonal skills.

• Ability to juggle a variety of tasks and perform all of them well.

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JOB DESCRIPTION: MEDIA RELATIONS OFFICER- ETHNOCULTURAL AND REGIONAL - CENTRAL AND SOUTHWESTERN ONTARIO

OBJECTIVE:

• To assist the Leader and Caucus to broaden NOP media coverage across the province, particularly in ethnocultural media and regional media in central and Southwestern Ontario.

• Will work closely with the media, tour and MPP's staff to execute assigned projects and ensure that all communications initiatives are targeted to ethnocultural media across Ontario meeting established deadlines.


• Developing unique and consistent media opportunities for the Leader and Caucus in Ontario's ethnocultural media and regional media in central and southwestern Ontario. For example; preparing weekly columns, arranging special talk-back programs on radio and television in addition to standard press releases and stand-up interviews.

• Executing media relations and media-related activities and raising the profile of the Leader and Caucus as widely as possible in identified media outlets.

• Tracking ethnocultural media and producing reports and documenting outcomes for communications plans.

• Establishing and maintaining an ethnocultural and central and southwestern media lists for daily distribution of the Leader and Caucus messages. This requires establishing ongoing working relations with ethnocultural media and key reporters in identified regions.

• Coordinating and completing the writing, production, translation and distribution of press. releases, speeches, articles, op-eds, and other materials in a number of languages necessary as requested to ensure a wide distribution for NOP communications.

• Liaison with NOP organizations in ridings across the province and other stakeholders to raise the profile of Leader and Caucus.

• Developing media relations strategies and public relations projects and cocoordinating work with other Caucus Services Staff.

• Developing and maintaining relations with the media, and monitoring media activities and emerging trends, with a focus on ethnocultural media outlets.

• Accompany the Leader to ethnocultural media events ..

• Other duties as required by the Director

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QUALIFICATIONS:

• Minimum five years' experience in media relations or equivalent

• Demonstrated experience with ethnocultural media

• Experience in and knowledge of communications planning, marketing and public relations

• Thorough knowledge or and demonstrated experience working with media outlets across the province, particularly identified regions and ethnocultural media

• Proven hands-on ability to manage a variety of issues and projects simultaneously.

• Proven organization abilities and experience.

• Superior language skills and proven writing and editing ability.

• Strong computer and internet skills.

• Strong interpersonal skills, and the ability to work with team members.


• Experience in web design and maintenance would be an asset.

• Ability to communicate in languages other than English and French would be an asset.

59


JOB DESCRIPTION: MEDIA RELATIONS OFFICER - FRENCH AND REGIONAL NORTH AND EASTERN ONTARIO

OBJECTIVE: • To assist the Leader, and Caucus to broaden NOP media coverage across

the province, particularly in francophone media and northern and eastern Ontario media. Will work closely with media, tour and MP P's staff to execute assigned projects, ensure that projects contain a francophone communications strategy and translate all materials into French, meeting established deadlines.


• Developing unique and consistent media opportunities for the Leader and Caucus in Ontario's Francophone media and northern and eastern Ontario media. For example; preparing weekly columns, arranging special talk-back programs on radio and television in addition to standard press releases and stand-up interviews.

• Executing media relations and media-related activities and raising the profile of the Leader and Caucus as widely as possible in identified media outlets.

• Developing and maintaining relations with the media, and monitoring media activities and emerging trends, with a focus on Northern and Eastern Ontario and French Media outlets.

• Writing, editing, producing and distributing press releases, speeches, articles, op-eds, and other materials.

• Establishing and maintaining francophone and eastern and northern media lists for daily distribution of the Leader and Caucus messages. This requires establishing ongoing working relations with French media and key reporters in identified regions.

• Attends Question Period and Strategy meetings and prepares Questions for the Member.

• Ensuring that press releases, communications materials and caucus website materials are translated into French in a timely fashion.

• Developing and maintaining relations with the media, and monitoring media activities and emerging trends, with a focus on regional media outlets.

o Liaison with NOP organizations in ridings across the province and other stakeholders to raise the profile of the Leader and Caucus.

• Developing media relations strategies and public relations projects and coordinating work with the other Caucus Services staff.

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QUALi FICATIONS;

• Minimum five years' experience in media relations, or equivalent.

• Experience in and knowledge of communications planning, marketing, and public relations.

• Thorough knowledge of and demonstrated experience working with media outlets across the province, particularly identified Regions and French media.

• Proven ability to work in a team environment.

• Ability to plan and implement communications strategies.

• Proven ability to manage a variety of issues and projects simultaneously.

• Proven organrzational abilities and experience.

• Superior English and French language skills and proven writing and editing ability in both languages.

• Proven translation skills in French and English

• Strong computer skills.


• Proven ability to co-ordinate and lead team projects.

• Strong interpersonal skills and the ability to work with team members.

• Experience in web design and maintenance would be an asset.

61


JOB DESCRIPTION: COMMUNICATIONS OFFICER

OBJECTIVES:

• Responsible to the Director of Communications for providing communications support to the Leader and Caucus Members.


• Preparing, editing and laying out of Queen's Park newsletters and members' reports.

• Developing comprehensive communications strategies for MPPs, including a plan for direct mail.

• Working with Members and their staff to implement communications strategies.

• Working with Members to develop their mailing lists.

• Working with Members to develop and implement riding campaigns.

• Writing, copy editing and proof reading Members materials.

• Preparing news releases.

• Keeping informed about what's going on in the ridings of MPPs' assigned them.

• Working with Members' staff to prepare necessary paperwork.

• Working with the Director to prepare and produce direct mail campaigns.

• Keeping up-to-date records of Members' work.

• Other duties as required by the Director

QUALIFICATIONS:

• Knowledge appropriate to the position of the NOP and/or the Canadian Labour Movement and of the Ontario Government and public affairs.

• Ability to deal with the public; ability to work under pressure; good organizational and communication skills.

• Demonstrated ability to write and edit copy; computer and desktop publishing experience.

• Experience in communications planning and ability to develop and implement a direct mail campaign is required.

• Superior oral and written English. • A background in journalism, public relations or marketing would be an asset,

as would experience in the labour movement or NOP organization and election campaigns.

• The successful candidate will possess excellent communications skills, initiative, good political judgement and an ability to work cooperatively with others.

62


JOB DESCRIPTION: LEGISLATIVE ASSISTANT

OBJECTIVES: • To assist individual Caucus Members in their political and legislative duties.

RESPONSIBLE TO THE MEMBER FOR:

Public Relations

• Contacting Constituents and general public, by telephone, writing, and in person.

• Dealing with enquiries and solving problems ("case work") which come directly to Queen's Park, or which have to be referred from the constituency office for follow up.

• Contracting senior government personnel, professional people, officials from outside organizations, local government, the media, etc.

Administration

• Administering Member's office at Queen's Park and correspondence emanating from that office.

Advisory/Research Duties

• Keeping track of legislation and proceedings of legislature;

• Keeping informed of NOP policy and the Caucus' position of topics of current interest, and concern.

• Performing specialized re$earch.

• Making enquiries and collecting information in connection with Member's legislative responsibilities and particular community interest and problems.

• Deputizing as required for Member at appeal hearings (WCB, UIC, etc.), at meetings which he or she is unable to attend (take notes or participate).

QUALIFICATIONS:

• Knowledge appropriate to the position of the NOP and/or Canadian Labour movement and of the Ontario Government and public affairs.

• Good communication skills.

• Ability to work with the public.

• Ability to work with minimal supervision.

• Ability to work under pressure.

• Ability to do general research.

• The person filling this position will normally be expected to have to have the following basic office skills: typing shorthand or dictation, filing.

• Experience in the Labour movement or NOP organization and election campaigns would be an asset.

63


JOB DESCRIPTION: COMMUNICATIONS OFFICER - CORRESPONDENCE {BILINGUAL)

OBJECTIVES:

Responsible to the Director of Administration for handling the Leader's correspondence.

RESPONSIBLE TO THE DIRECTOR OF ADMINISTRATION FOR:

• Ensuring that all correspondence is answered swiftly and accurately.

• Editing and proof reading incoming and outgoing mail.

• Drafting responses to letters received by the Leader.

• Gathering information necessary to provide appropriate response letters.

• Preparing generic responses for Caucus Members on issues as required.

• Tracking all correspondence to the Leader.

• Ensuring that a database is maintained of all mail received by the Leader.

• Maintaining an electronic library of recurring correspondence.

• Maintaining a filing system for correspondence and other policy related material.

• Providing assistance to other support staff in order to facilitate consistent replies to correspondence received by other MPPs.

• Doing finished typing for correspondence.

• Other duties as required by the Director of Administration.

QUALIFICATIONS:


• The successful applicant will be a good writer who is able to: draft appropriate responses to public enquiries; deal with the public; work well under pressure; communicate clearly and be well organized. A background in journalism, marketing, direct response or communications is required. Must demonstrate superior oral and written French and English.

• Experience in the labour movement or NOP organization and election campaigns is an asset.

64


JOB DESCRIPTION: CORRESPONDENCE CLERK

OBJECTIVES:

• Responsible to the Director of Administration to assist the Communications Officer - Correspondence in the handling the Leader's correspondence.


• Assisting in the drafting and ·production of letters for the· Leader.

• Keeping a daily log of all incoming and outgoing correspondence.

• Doing finished typing for correspondence.

• Providing clerical assistance in the Leader's Office as needed, including filing, typing, answering the phone, photocopying and other duties.

• Working with the Communications Officer - Correspondence to maintain a electronic library of recurring correspondence.

• Circulating generic response letters to Caucus and Caucus staff.

• Other duties as required by the Director of Administration.

QUALIFICATIONS:


• Ability to deal with the public.

• Ability to work under pressure.

• Good organizational and communication skills.

• Computer literacy necessary.

• Good writing skills.

• Experience in the labour movement or NOP organization and election campaigns would be an asset.

65


JOB DESCRIPTION: CORRESPONDENCE CLERK AND RECEPTIONIST

OBJECTIVES: • Provides professional reception and telephone answering services to the

Leader's Offices and Caucus.

• Provides administrative support and secretarial assistance for Leader, Caucus, and Staff of Caucus Services Office.

• Prepares Leader's routine correspondence.

• Assists Media Relations staff in arranging news conferences/scrums, distributing news releases and co-ordinating interview requests.

RESPONSIBLE TO DIRECTOR OF ADMINISTRATION FOR:

• Providing reception, administrative assistance for the Leader's Office and Caucus Services Office as directed.

• Handling a wide range of incoming calls and making appropriate referrals when necessary.

• Maintaining files and information systems relevant to the Leader's Office and Caucus Services Office.

• Greeting and assisting visitors to MPP's offices and directing constituents and visitors to NOP and government offices.

• Sorting and distributing of incoming mail including electronic mail and telephone messages in a timely manner.

• Responds to Leader's correspondence in a highly professional manner.

• Keeping all directories up to date.

• Liaising with Legislative Assembly Staff and other branches of the government where necessary ..

• Other duties as required.

QUALIFICATIONS:

The successful applicant will have:

• Excellent organizational and interpersonal skills.

• Proven telephone reception experience in a busy, professional environment.

• Proven highly developed writing skills.

• Ability to work well under pressure, communicate clearly and be well organized.

• Proven highly developed writing skills.


66


• Proven, highly developed writing skills.

• Excellent office skills including electronic list management, databases, record keeping, word processing, etc.

• Proven political judgement.

• Knowledge of the NOP, the Ontario Government and public affairs.

• French Language skills preferred.

67


JOB DESCRIPTION: TELEPHONE RECEPTIONIST/BILINGUAL

OBJECTIVES:

• To provide reception and telephone answering services to the Caucus.


• Answering all lines that are switched over from Members' offices and Caucus staff on a regular basis.

• Directing. constituents and visitors to NOP and government offices.

• Assisting in daily and weekly mailing operation, when required.

• Maintaining a reporting system of issue calls received.

• Keeping reference files, where required.

• Assisting with clerical duties when extra help is required.

QUALIFICATIONS:

• Knowledge, appropriate to the position, of the NOP and/or the Canadian Labour Movement, the Ontario Government and public affairs.

• Superior oral skills in English and French.

• Good communications skills.


• Switchboard experience essential.

• Typing and computer experience an asset, preferably with Apple Macintosh.

• Experience in the labour movement, government or NDP organization and election campaigns would be an asset.

68


JOB DESCRIPTION: LEADER1S ASSISTANT/DRIVER

OBJECTIVES:

• To assist the Leader personally by providing reception and administrative support in the Leader's office, driving the Leader's car, and providing services as required by the Director of Administration so that the Leader

. can effectively perform h~s/her legislative and political duties.


• Working closely with other Leader's staff in preparing itineraries, making arrangements for meetings and ensuring efficient, timely transportation of the Leader.

• Ensuring the Leader's requirements for meetings are met and that the schedule is followed.

• Providing reception, telephone answering, administrative and secretarial assistance in the Leader's Office as directed by the Director of Administration or the Leader

• Ensuring regular maintenance of the Leader's car.

• Advancing the Leader's travel when necessary.

• Driving and providing personal assistance to the Leader whenever required, including the preparation of expense claims.

QUALIFICATIONS:

• Knowledge, appropriate to the position, of the NOP and/or the Canadian Labour Movements and of the Ontario Government and public affairs.

• Excellent office skills including word-processing, typing and filing.

• Excellent organizational skills and eye for detail

• Good communication skills and ability to deal with the public.

• Ability to work under pressure and ability to meet deadlines.

• Valid Ontario driver's license; a safe and responsible driving record.

• Willingness to work irregular hours, including weekends, and to travel.


69


JOB DESCRIPTION: MEDIA RELATIONS CO-ORDINATOR

OBJECTIVE: • Co-ordinate the development and implementation of media relations

strategies based on strategic themes and priorities, and assist the Leader and MPPs in delivering the NOP message to media across the province.


• Executing media relations and media related activities necessary to · disseminate the platform of the Leader, Caucus and Party as widely as possible.

• Thorough knowledge of political, community and stakeholder organizations and issues across the province.

• Thorough knowledge and previous experience working with media outlets across the province including the Queens Park Press Gallery.

• Facilitate and provide leadership in the development of contact list and area profiles to be used for all public appearances and media events.

• Liaise with NOP organizations in ridings across the province and other stakeholders to raise the profile of all local media events.

• Responsible for co-ordinating work with the other media relations/ communications/research and MPP's staff.

• Co-ordinating and completing the writing, production and distribution of press releases, speeches, articles, op-eds, and other materials.

• Develop media relations strategies and public relations projects

QUALIFICATIONS:

• Minimum five years' experience at a senior media relations position, or equivalent.

• Experience and knowledge in communications planning, marketing, and public relations.

• Demonstrated experience, knowledge and involvement with media outlets across Ontario.

• Proven ability to lead and work in a team environment.

• Proven ability to manage a variety of issues and projects simultaneously.


• Experience in NOP organization and election campaigns is mandatory.

• Proven ability to co-ordinate and lead team projects.

• Strong interpersonal skills., superior English language skills and proven writing and editing ability, strong computer skills

• Experience in web design and maintenance would be an asset, proficiency in a second language would be an asset.

70


JOB DESCRIPTION: EXECUTIVE ASSISTANT TO MPP

OBJECTIVES:

• To co-ordinate the Member's Queen's Park and Constituency Office and to carry out political and legislative duties on behalf of the Member.

RESPONSIBLE TO THE MEMBER FOR:

Management and Supervision (in consultation with the Member)

• Makes effective recommendations concerning the hiring of new employees at both the Member's Queen's Park and Constituency Office.

• Assigns duties, monitors workload and assignments.

• Makes effective recommendations concerning budgets and staffing levels, coordinates employee vacations, monitors attendance and determines overtime needs.

• Manages Member's Queen's Park office.

Administration and Correspondence

• Responds and resolves issues and problems or assigns matters to employees at Queen's Park or in the Constituency Office.

• Prepares specialized correspondence on behalf of the Member.

• Attends Question Period and Strategy meetings and prepares Questions for the Member.

• Liaises with stakeholders and community groups.

• Performs constituency outreach.

• Represents Members at events/meetings.

• Provides media relations support on behalf of the Member including, but not limited to, drafting advisories, press releases, and organizing press conferences.

Advisory/Research

• Monitors legislation and proceedings of the Legislature.

• Advises Member on policy and strategy.

• Identifies emerging issues.

• Provides support in developing specialized research.

• Ensures Member is provided with up to date information on all matters necessary for the Member to perform her/his legislative responsibilities.

71


QUALIFICATIONS:

• Comprehensive knowledge of the NOP, the Ontario Government and public affairs.

• Proven research skills, specifically the MPP's Critic areas.

• Excellent communications skills; including strong writing and computer skills, ability to work with the public; ability to work under pressure; and work to tight deadlines.

• Second Language, both oral and written is strongly desired.


• Familiarity with MPP's Constituency, Critic and Legislative responsibilities.

• Media Relations experience preferred.

72


LETTER OF UNDERSTANDING #1

BETWEEN


wANDM


The Employer and the Union agree to continue the practice of flexibility to accommodate OPSEU and COPE members working in both the Queen's Park Office and the constituency office up to a maximum of one (1) calendar week per calendar month per worker.

Dated this--=20=-----./A---day of S.£1¢rv;.£L._ , 2017.



LETTER OF UNDERSTANDING #2 - WORKLOAD

BETWEEN


-AND-

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNIONJ LOCAL 578

Principle

The Employer and the Union recognize and are committed to reviewing and resolving any workload issues that are presented to the Labour Management Committee for review.

Process

1. An employee who has a workload dispute shall first raise it as a complaint with his/her Supervisor. Failing resolution by the Supervisor, the employee may refer the dispute to the Labour Management Committee.

2. The Committee shall develop and update from time to time, processes and/or tools to measure the workload of individual employees. All workload complaints will be investigated by the Committee in a timely manner and the Committee shall make recommendations to the Employer on the outcome of the investigation and its suggested remedy of the workload dispute.

3. The Committee investigation, recommendations and action to alleviate identified workload issues, shall be concluded no later than sixty (60) days following receipt of the complaint.

Dated this_2_0_J-L __ day of s.&n:: r15£l



74

J 2017.

Signed on Behalf of the Ontario Public Service Employees Union, Lo (Union)

LETTER OF UNDERSTANDING #3 - CODE OF CONDUCT

BETWEEN


-AND-

THE ONTARIO PUBLIC SERVICE EMPLOYEES UNION~ LOCAL 578

The parties agree to convene a joint committee of Union and Management officials within thirty (30) days of ratification that shall work together in good faith to develop a Code of Conduct that will apply to all Members and Queen's Park staff. The Code of Conduct shall be completed within three (3) months of the date of ratification. The Code produced shall not be used to interpret this Collective Agreement nor shall it be subject to any grievance.

Dated this____.W"'""""-JA---day of S~~d- , 2011.



75

Signed on Behalf of the Ontario Public Service Employees Union, cal 578 (Union)

LETTER OF UNDERSTANDING #4 - ELECTION SUCCESS

BETWEEN


-AND-

THE ONT ARIO PUBLIC SERVICE EMPLOYEES UNION, LOCAL 578

The parties agree that, should NDP Caucus see the number of MPPs be increased in a provincial election held between the date of ratification and the expiration of this Collective Agreement, the Employer shall pay each bargaining unit member who was in the bargaining unit at the time of the election call, five hundred dollars ($500.00) calendar days of said election.

Dated this---=2=----=-ok ___ day of 5£R<ff:3:-ribd- , 2017.



76

Signed on Behalf of the Ontario Public Service ------Employees Unio ocal 578 (Union)

LETTER OF UNDERSTANDING #5-JOB DESCRIPTION

BETWEEN


-AND-


The parties agree to con·vene a joint committee of Union and Management officials within fourteen (14) days of ratification that shall work together In good faith to review and revise the job descriptions found in Appendix C. The parties agree that the review of job descriptions shall be completed within ninety (90) days of ratification of this Agreement, and agree that these time limits shall not include the duration of when a writ is dropped for an election or by-election.

}/-

Dated this_2_D ___ day of S£f ~5{£_, 2017.



77

Signed on Behalf of the Ontario Public Servic Employees Unio 8 (Union)

4-~

LETTER OF UNDERSTANDING #6-VOLUNTEER/INTERN POLICIES

BETWEEN


wANDw


The Employer and the Union commit to creating a policy (through the LMC) which addresses volunteer and intern opportunities with ONDP Caucus. It is understood by all parties that volunteers or interns will not be used to replace any employees.

Dated this_Z_o_JA-__ day of 5~f'1Vnt..EL._, 2017.



78

Signed on Behalf of the Ontario Public Service Employees Union, Local (Union)

between - ontario services/813-3281… · job description: legislative assistant ..... 63 job...

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