collective agreement between the saskatoon public … · ii) part-time employees scheduled for...

COLLECTIVE AGREEMENT

BETWEEN

THE SASKATOON PUBLIC LIBRARY BOARD

AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL NO. 2669

COVERING THE PERIOD FROM APRIL 1, 2013 TO DECEMBER 31,2016

CANADIAN UNION OF PUBLIC EMPLOYEES', LOCAL NO. 2669

ARTICLE

ARTICLE 1. TERM OF AGREEMENT 1ARTICLE 2. COVERAGE 1ARTICLE 3. RECOGNITION 2ARTICLE 4. RESOLUTIONS 3ARTICLE 5. FAIR EMPLOYMENT PRACTICES 3ARTICLE 6. HOURS OF WORK 3ARTICLE 7. VACATIONS 6ARTICLE 8. PUBLIC HOLIDAYS 6ARTICLE 9. SICK LEAVE 7ARTICLE 10. MATERNITY, ADOPTION, AND PARENTAL LEAVE 8ARTICLE 11. COMPASSIONATE LEAVE 9ARTICLE 12. JURY AND WITNESS DUTY 10ARTICLE 13. STAFF DEVELOPMENT 10ARTICLE 14. LEAVE WITHOUT PAY 11ARTICLE 15. APPOI NTMENTS 11ARTICLE 16. SENIORITY 13ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAYOFFS 14ARTICLE 18. SUPERIOR DUTy 15ARTICLE 19. TECHNOLOGICAL CHANGE 15ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETY 17ARTICLE 21. SUPERANNUATION AND RETIREMENT.. 17ARTICLE 22. GROUP LIFE INSURANCE 17ARTICLE 23. GRIEVANCE PROCEDURE 18ARTICLE 24. CENSURE 20ARTICLE 25. GENDER 20ARTICLE 26. CAR ALLOWANCE 20ARTICLE 27. WAGES 20ARTICLE 28. DENTAL and MEDICALNISION CARE PLAN 21

MiSCELLANEOUS 21

WAGE SCHEDULES - Effective April 1, 2013 to December 31, 2013 22WAGE SCHEDULES - Effective January 1,2014 to December 31,2014 27WAGE SCHEDULES - Effective January 1, 2015 to December 31, 2015 32WAGE SCHEDULES - Effective January 1, 2016 to December 31, 2016 37

APPENDIX A - CASUAL EMPLOYEES 42APPENDIX B - PAGES 40

MEMORANDA OF AGREEMENT:

VISUAL DISPLAY TERMINALS 47ALICE TURNER LETTER .48SELF-FUNDED LEAVE PLAN 49JOB SHARING AGREEMENT 53HOURS OF WORK FOR PAGES 55JOB EVALUATION 58PAY EqUiTY 70REVIEW OF ARTICLE 6 - HOURS OF WORK 71

ALPHABETICAL INDEX

ARTICLE PAGE

ARTICLE 15. APPOINTMENTS , 12ARTICLE 26. CAR ALLOWANCE , 20ARTICLE 24. CENSURE 20ARTICLE 11. COMPASSIONATE LEAVE 9ARTICLE 2. COVERAGE 1ARTICLE 28. DENTAL and MEDICALNISION CARE PLAN 21ARTICLE 5. FAIR EMPLOYMENT PRACTICES 3ARTICLE 25. GENDER 20ARTICLE 23. GRIEVANCE PROCEDURE 18ARTICLE 22. GROUP LIFE INSURANCE 18ARTICLE 6. HOURS OF WORK 3ARTICLE 12. JURY AND WITNESS DUTy 10ARTICLE 14. LEAVE WITHOUT PAy 11ARTICLE 10. MATERNITY, ADOPTION, AND PARENTAL LEAVE 8ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETy 17ARTICLE 8. PUBLIC HOLIDAyS 6ARTICLE 3. RECOGNITION 2ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAyOFFS 14ARTICLE 4. RESOLUTIONS 3ARTICLE 16. SENIORITY 13ARTICLE 9. SICK LEAVE 7ARTICLE 13. STAFF DEVELOPMENT.. 10ARTICLE 21. SUPERANNUATION AND RETIREMENT 18ARTICLE 18. SUPERIOR DUTy 15ARTICLE 19. TECHNOLOGICAL CHANGE 16ARTICLE 1. TERM OF AGREEMENT 1ARTICLE 7. VACATIONS 6ARTICLE 27. WAGES 20

MISCELLANEOUS 21

WAGE SCHEDULES - Effective Apri/1, 2013 to December 31, 2013 22WAGE SCHEDULES - Effective January 1,2014 to December 31,2014 27WAGE SCHEDULES - Effective January 1,2015 to December 31, 2015 32WAGE SCHEDULES - Effective January 1,2016 to December 31, 2016 37

APPENDIX A - CASUAL EMPLOYEES .42APPENDIX B - PAGES,.; ;;.~.cc; ~ ;;;; ; ; ;c.;..-. 44

MEMORANDA OF AGREEMENT:

ALICE TURNER LETTER, , .. , , , .48HOURS OF WORK FOR PAGES " 55JOB EVALUATION , , " ,.. , ,.. , ' ' ,., ,.. , , , , ,.. , 58JOB SHARING AGREEMENT ", .. , ", , ,.. ,., , " ,.. , 53PAY EQUiTY " ,., , , ,.,., , , ,., .. ,., " , , 70REVIEW OF ARTICLE 6 - HOURS OF WORK 71SELF-FUNDED LEAVE PLAN , , ,., , ,.. ,."., " " ,., ,,, ,,, .. ,,,,,.,,,.,.,.,, ,, .. 49VISUAL DISPLAY TERMINALS "".,,,.,,,,.,,,,,,,,,,.,,., .. ,,,'.,,,,.,,,,.,,,.,,,,,,,,,, .. ,.,, ,, ... ,,,,,.,,,,,.,,., .. ,, ... 47

ii

Agreement made on the 21st day of February, 2014

BETWEEN:

The Saskatoon Public Library Boardhereinafter referred to as the "Employer"

- and-The Canadian Union of Public Employees'

Local No. 2669hereinafter referred to as the "Union"

The purpose of this Agreement is to provide harmonious relationships, encourage efficiency andeffectiveness in library operations,

And to recognize the mutual value of joint discussions and negotiations in all matters pertainingto working conditions and employment,

And to promote the morale, well-being and security of all employees in the bargaining unit of theUnion.

The parties therefore agree to the following:

ARTICLE 1. TERM OF AGREEMENT

Revised This agreement shall come into force and take effect on and from the first (1st)day of April, 2013, and shall continue in force until the thirty-first (31st) day ofDecember, 2016, and from year to year thereafter unless either party giveswritten notice to renegotiate the Agreement, such written notice to be given notmore than sixty (60) days nor less than thirty (30) days prior to December 31,2016.

ARTICLE 2. COVERAGE

Revised a) All employees employed by the Saskatoon Public Library Board, except:Director of Libraries; Deputy Library Director; Manager, Finance; ExecutiveAssistant to the Director of Libraries; Administrative Assistants; Manager,Youth and Circulation Services; Manager, Central Library Public Services;Manager, Human Resources; Human Resources Officer; Pay and BenefitsCoordinator; Representative Workforce Development Coordinator; Manager,Marketing and Communications; Manager, Adult and Information Services;Manager, Information Technology Services; Manager, Cliff Wright Branch,Manager, J.S. Wood Branch, Manager, Rusty Macdonald and MayfairBranches, Manager, Carlyle King and The Library on 20th StreetBranches; Manager, Branch Public Services; Building Superintendent; andMaintenance staff.

Revised

b) A temporary employee shall be defined as an employee in a term position ofa duration exceeding three (3) months but less than one (1) year. Such aposition may be full-time or part-time. In the event a position is part-time,applicable benefits will be prorated. Should a temporary position exceedtwelve (12) months, prior approval of the Union must be obtained. Suchtemporary employees shall, at the commencement of employment, beinformed in writing, with a copy to the Union, of the anticipated duration of theperiod of employment or nature of the project. Temporary employees will notbe eligible for pension, but may receive group insurance, and will receive sickleave benefits, subject to applicable Articles.

c) A permanent employee shall be defined as an employee who hassuccessfully completed the necessary probationary period of six (6) calendarmonths and holds a permanent bulletined position. Such a position may befull-time or part-time. In the event that a position is part-time, applicablebenefits will be prorated.

d) A casual employee works on an "as required basis" and may be scheduled inadvance where possible. The terms and conditions of this Agreement applyto casual employees only as specified, and for the purpose of thisAgreement please refer to Appendix A.

ARTICLE 3. RECOGNITION

a) The Saskatoon Public Library Board recognizes C.U.P.E. Local No. 2669 asthe sole Union representing the employees covered by this Agreement, andthrough which it will deal in matters related to working conditions and wages.No employee shall be required or be permitted to make a written or verbalagreement with Management that will conflict with the terms of this CollectiveAgreement.

b) Every employee who is now or hereafter becomes a member of thebargaining unit, shall maintain her membership in the Union as a condition ofher employment, and every new employee whose employment commenceshereafter, shall, within thirty (30) days after the commencement in heremployment, apply for and maintain membership in the Union as a conditionof her employment, provided that any employee in the appropriate bargainingunit who is not required to maintain her membership or apply for and maintainher membership in the Union, shall as a condition of her employment, tenderto the Union the periodic dues uniformly required to be paid by the membersof the Union. ..... - ..

c) The Employer shall deduct initiation fees, assessment and monthly dues fromthe earnings of each employee. Such funds deducted from an employee'searnings on behalf of the Union, shall be remitted to the person designatedby the Union twice (2X) monthly.

The Union shall furnish the Employer with dues authorization cards. TheEmployer agrees to have all new employees sign the dues authorizationcards within thirty (30) days of commencement of employment.

d) A representative of the Union will be given a private opportunity to speak tonew employees as a group at new employee orientation sessions.

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ARTICLE 4. RESOLUTIONS

All non-confidential reports of the Board, which affect the employees covered bythis Agreement shall be forwarded to the Secretary of the Union.

ARTICLE 5. FAIR EMPLOYMENT PRACTICES

a) No Discrimination

The Board and the Union wiil continue their present policy of nodiscrimination, with respect to any person in regard to employment, or anyterm or condition of employment because of age, race, creed, sex, sexualpreference, nationality, ancestry, place of origin, physical disabiiity, maritalstatus, political affiiiation or membership in the Union.

b) Intellectual Freedom

The Union and the Library Board agree to be governed by the IntellectualFreedom statement of the Canadian Library Association in their provision oflibrary services to the community. Internally, matters of professionaldiscussion should be governed by the same principles.

Em ployees have the right to express their views whether or not they differfrom those of management or fellow employees provided they are notpresented as the views of the Saskatoon Public Library.

ARTICLE 6. HOURS OF WORK

a) i) The normal work week is five (5) days, thirty-six and one quarter (36Y..)hours, or 7Y.. hours per day. It is understood that employees shall notrequire sixteen (16) hour rest periods between shifts however, this shallnot occur more than two (2) evenings per week.

Ii) Notwithstanding the above, subject to the needs of the departmentor branch, and the agreement of affected individual employees, workschedules may be implemented whereby employees will be allowed towork six (6) days in one (1) week followed by four (4) days in the secondweek without two (2) consecutive days off and without overtimecompensation. Either party, upon giving (60) days' written notice to theother party, may withdraw from this provision.

b) i) All full-time and part-time employees shall work not more than one (1)Sunday in four (4) and no more than one (1) Saturday in four (4). Theseemployees may notify the employer in writing that they waive thisprovision and are avaiiable to be scheduled more Sundays andSaturdays. Employees may withdraw from this availability provision byproviding sixty (60) days' written notice to the employer.

Where requirements of a department deem it necessary, full-time andpart-time employees may work two (2) Saturdays in four (4). In suchcases, employees will not be required to work one (1) Sunday in four (4);

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ii) Part-time employees scheduled for booktrailer and Mayfair Branch maybe required to work Saturdays as required.

c) i) All full-time and part-time employees shall not be required to work morethan two (2) evenings per week;

ii) Part-time employees scheduled for booktrailer and Mayfair Branch maybe required to work evenings as required;

iii) Notwithstanding 6 c) i) above employees may request to work moreevenings per week provided that the total hours of work do not exceedtheir posted permanent hours.

d) i) During those months of the year that the Board deems it necessary thatthe Library remain open on Sunday, all full-time employees who areregularly scheduled to work Sundays shall work an additional fifteen (15)minutes per seven and one quarter (7%) hour shift as outlined in 6 a)above. This time shall be accumulated and credited along with theSunday hours credit earned in 6 d) ii) towards an Earned Day Off (EDO)for every four (4) weeks.

Scheduling of the additional fifteen (15) minutes shall be determined by:• operational requirements; and,• mutually within each department or branch between the employer

and employee;

ii) All full-time employees who work Sunday will work five (5) hours,however, they will receive their regular rate of pay for seven and onequarter (7%) hours; and in addition will be credited two and three-quarter(2%) hours towards an Earned Day Off (EDO). The credited hours inconjunction with the hours earned in 6 d) i) shall be credited towards anEarned Day Off (EDO);

iii) The earned day Off (EDO) shall be regularly scheduled within the four (4)week rotation in which it is earned. When changes to rotations occur, payadjustments shall be made to reflect the new schedule;

iv) Employees who earn an EDO shall be paid for the earned day taken offas if they worked the normal hours as outlined in 6 a);

v) Whenever possible, the Earned Days Off (EDO) shall be scheduledadjacentto the regUianlays off including-Public Holidays or as otherwisemutually agreed between the employer and employee;

vi) Employees shall accumulate credit for the Earned Day Off (EDO) duringany period of sick leave, vacation, Public Holiday, Compassionate Leave,Jury and Witness Leave, Union Leave and any other authorized paidleaves (e.g. committee work) except Staff Development Leave;

vii) Where an Earned Day Off (EDO) falls on a Public Holiday, it will berescheduled in accordance with 6 d) v).

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Revised

e) Wherever possible, every employee shall have two (2) consecutive regularlyscheduled days off each week.

f) Other than full-time, employees who work on a Sunday shall be paid at therate of one and one-half time (1 %X) their regular rate of pay for all hoursworked.

g) i) Full-time employees who are regularly scheduled to work a Sunday intheir rotation will receive pay at the rate of time and one-half (1 %X) for alltime worked beyond seven and one half (7%) hours in a day other than aSunday where overtime will be paid at the rate of double time (2X) for alltime worked beyond five (5) hours;

ii) Full-time employees who are not regularly scheduled to work a Sunday intheir rotation will receive pay at the rate of time and one-half (1 %X) for alltime worked beyond seven and one-quarter (7Y.) hours per day or thirtysix and one-quarter (36Y.) hours per week;

h) Other than full-time, employees will be paid at the rate of time and one half(1 %X) for all time worked beyond seven and one-quarter (7Y.) hours per dayand thirty-six and one-quarter (36Y.) hours in a week.

i) i) All overtime will be on a voluntary basis;Ii) Any employee who works overtime will do so at the request, discretion

and approval of the Department/Branch Head or Manager;Iii) The Employer and the Union agree that the employee may take time off

in lieu of overtime pay.

j) Any changes in hours of Library opening will be made by the Library Boardafter consultation with the Union.

k) Employees shall receive a shift differential of one dollar ($1.00) per hour forall hours worked between 5:00 p.m. and 8:00 a.m.

I) Two (2) fifteen (15) minute rest periods per seven and one-quarter (7Y.) hourday are allowed for all employees, these to occur approximately midwaythrough each half of the shift. One fifteen (15) minute rest period will beallowed during a five (5) hour Sunday shift.

m) Opportunity for additional hours of work may be made available:

i) first to the available, qualified and trained part-time employees in thebranch or main branch department;

ii) second to any available qualified and trained casual employees.

n) Information Technology employees who are specifically designated to standby will receive one (1) hours' pay at their regular rate of pay for each eight (8)hour period or portion thereof. Should an Information Technology employeewho is on stand-by be called and fails to respond or report, the stand-bypremium will not be paid.

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ARTICLE 7. VACATIONS

a) Subject to clause 7(e), vacation leave is granted on the basis of seniority andefficient functioning of each Department. Employees may take their earnedvacation leave upon completion of their probationary period.

b) Vacation Entitlement

i) Professional librarians are entitled to four (4) weeks vacation after one(1) year accumuiated service. All other employees are entitled to three(3) weeks vacation after one (1) year's accumulated service.

ii) Ail other staff are entitled to four (4) weeks vacation after three (3) yearsaccumulated service.

iii) All staff are entitled to five (5) weeks vacation after fifteen (15) yearsaccumulated service.

iv) Ail staff are entitled to six (6) weeks vacation after twenty-four (24) yearsaccumulated service.

c) If an employee should experience illness or injury of a serious nature duringvacation leave or immediately prior to vacation leave, provided the illness orinjury is documented by a physician, time off for these reasons will becharged against the employee's sick leave and not vacation leave.

d) After completion of two (2) years service following the actual date ofemployment, employees may accumulate up to two (2) years vacationcredits, subject to the approval of the Director of Libraries, whose decisionshall be final and not subject to appeal.

Revised e) If conflicts arise in the selection of vacation dates, the most senior employeewithin the Department concerned shall be granted first selection of vacationdates, subject to the operational requirements of the Department asdetermined by the Manager, and provided vacation requests are received atleast one hundred and twenty (120) calendar days in advance. An employeewho exercises her seniority in this regard may not again exercise herprivilege under this Clause in the subsequent year.

f) Casual and temporary employees will receive vacation pay each pay period.

ARTICLE 8. PUBLIC HOLIDAYS

a) For the purpose of this Agreement, the following are considered publicholidays with pay: (1) New Year's Day (2) Family Day (3) Good Friday (4)Easter Monday (5) Victoria Day (6) Canada Day (7) Saskatchewan Day (8)Labour Day (9) Thanksgiving Day (10) Remembrance Day (11) ChristmasDay (12) Boxing Day.

b) If an applicable municipal, provincial or federal legislative authority shoulddeclare a pUblic holiday, other than those in Article 8(a), the Employerrecognizes the right of the employee to have such holiday as a paid day ofrest.

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c) When a pUblic holiday falls on an employee's regular day off or part of a dayoff she shall receive an extra day's payor time off in lieu of such holiday. Forfull-time employees accumulating hours for purposes of earning an EarnedDay Off (EDO), hours of work in excess of thirty (30) and for all otheremployees, hours of work in excess of twenty-nine (29) hours in the week inwhich the public holiday occurs, shall be paid for at time and one-half (1Y:1X)their regular rate of pay. The foregoing shall not apply where an alternativepublic holiday is declared, (i.e.) where Christmas falls on a Sunday andMonday is declared a legal holiday.

d) Employees required to work on statutory or proclaimed holidays shall be paidat time and one half (1 Y:1X) for all hours worked and an additional day off inlieu to be taken at a time mutually agreed upon between the DepartmentHead/Branch Head and the employee.

e) Full-time temporary employees shall receive statutory holiday pay if theholiday occurs during the term of their employment.

ARTICLE 9. SICK LEAVE

a) Permanent employees working greater than eighteen (18) hours per week willbe eligible for sick leave after completion of three (3) months service.

b) The sick ieave plan will consist of short-term disability coverage of up to onehundred and twenty (120) working days, the cost of which will be borne bythe Library Board. Part-time employee benefits will be prorated.

c) If an employee who has been absent on sick leave returns to work for aperiod of thirty (30) calendar days, that employee will requalify for the fullbenefit provided in (b) above. Employees, as described in (a), who exhaustthe benefit provided in (b) will be eligible for long-term disability as describedin (d) below.

d) An insured long-term disability plan, funded by equal contributions frompermanent employees as described in (a) above and the Library Board will beimplemented. After exhausting short-term disability benefits as described in(b) and (c) and/or failing to requalify for short-term disability benefits in themanner specified in (c), permanent employees may acquire benefits from along-term disability plan, the nature of which will be as per agreementbetween management and the Union, subject to carrier approval.

e) All other employees will be eligible for sick leave after completion of three (3)months accumulated service. Employees shall accumulate sick leave creditsat a rate of one and one-quarter (1 1/4) working days per month ofaccumulated work time (pro-rated). Employees who have a break in servicein excess of three (3) months will not be eligible for sick leave until completionof a further three (3) months accumulated work time.

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ARTICLE 10. MATERNITY. ADOPTION, AND PARENTAL LEAVE

a) An employee who has completed twelve (12) continuous months ofemployment with the Employer, and who makes written application to theDirector of Libraries and provides a medical certificate from a qualifiedmedical practitioner certifying that she is pregnant and specifying theestimated date of birth, or submits proof of the adoption of a child, shall beentitled to maternity leave without pay. The request for leave together withthe required medical certificate, must be submitted not later than four (4)weeks prior to the date on which she wishes to commence leave except inthe case of adoption where such leave will commence on the date requested.The maximum leave to be granted is fifty-two (52) weeks, and may beapportioned in any combination prior to and after date of confinement, butmay not commence more than twenty-six (26) weeks before the estimateddate of birth.

Revised b) All maternity and adoption leave shall continue for an agreed period up to amaximum of fifty-two (52) weeks. Employees shall give a minimum offourteen (14) days notice of their intent to return to work. Where theemployee and the Manager concerned agree that the portion of the leavefollowing the actual date of birth, or adoption, should be less than six (6)weeks then the Employer may permit the employee to resume heremployment at the time agreed provided that at or before the time theemployee resumes her employment she provides her Employer with acertificate from a qualified medical practitioner, certifying that resumption ofemployment at the time so agreed will not, in her opinion, endanger thehealth of the employee.

c) Should an employee not return to work within fifty-two (52) weeks aftercommencement of the leave, she shall be deemed to have terminated heremployment with the Employer.

d) Effective November 27, 2002, permanent employees working greater thaneighteen (18) hours per week, except casual employees and Pages, shall beeligible for this benefit, provided she has completed at least twenty (20)weeks within the fifty-two (52) weeks of employment with the Libraryimmediately preceding the day on which the requested leave is tocommence, and is on maternity leave in the course of her employment and iseligible for Employment Insurance benefits pursuant to The EmploymentInsurance Act (Canada):

i) The Employer shall pay ninety-five percent (95%) of the employee'sregular salary for the first two (2) week period.

ii) The Employer shall pay the difference between the EmploymentInsurance benefits and ninety-five percent (95%) of the employee'sregular salary for thirteen (13) additional weeks.

iii) Any permanent employee who works less than full time, but works greaterthan eighteen (18) hours per week, shall receive this benefit on a prorated basis.

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e) Where the pregnancy of an employee would reasonably interfere with theperformance of the employee's duties, the Employer may require theemployee to take a maximum of three (3) months leave prior to the estimateddate of birth. The onus for establishing that the pregnancy would reasonablyinterfere with the duties shall lie with the Employer who will require theemployee to provide evidence of her fitness for duty from her attending, dulyqualified physician.

f) Notwithstanding anything contained elsewhere in this Agreement, anemployee on maternity or adoption leave shall not accumulate either sick orvacation credits during the period of maternity or adoption leave, nor shallthey be entitled to pay for sick leave or any public or special holiday that mayoccur during a period of maternity or adoption leave.

g) Employees returning from maternity or adoption leave shall return to theirformer position provided no unforeseen organizational change occursaffecting the position and be paid at the same step of the same salary rangeas in effect at the time of proceeding on said leave, and with no loss ofseniority or benefits accrued to the commencement of the maternity oradoption leave.

h) The parties hereto acknowledge that individual circumstances may justify avariance of the time limits as set out above.

i) Parental Leave Without Pay

An employee who has been in the employment of the Public Library for acontinuous period of at least twelve (12) months, and who submits to theDirector of Libraries a written application for parental leave without pay atleast four (4) weeks before the day specified by him in the application as theintended day of leave commencement, is eligible for unpaid leave notexceeding six (6) weeks to be taken in any combination, of three (3) weeksbefore or following the estimated birth of the child. In cases of adoptionleave, the leave will commence on the date requested.

ARTICLE 11. COMPASSIONATE LEAVE

Revised Compassionate leave with pay up to a maximum of five (5) working days withinseven (7) calendar days, dependent on circumstances, may be granted at thediscretion of the Director of Libraries or designate. Compassionate leave may beinterpreted as time for attendance at the funeral, time to deal with funeralarrangements or with a family crisis connected with serious illness or death in theirnmediate family. Immediate family is interpreted as husband, wife, brother,sister, father, mother, son, daughter, grandparent, grandchild, or some otherrelative or person with whom the employee has experienced a very closerelationship. Upon proof of travel difficulties encountered which prevent anemployee from returning to work within the allotted time, an additional leave up toa maximum of two (2) working days may be allowed.

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ARTICLE 12. JURY AND WITNESS DUTY

An employee who is requested and/or required for jury duty or to act as a witnessin court action except for an appearance arising as a result of a personalmisdemeanour or civil action shall be granted leave of absence with regular pay.Any monies received by the employee from such attendance, from sources otherthan the Employer, shall be paid to the Employer.

ARTICLE 13. STAFF DEVELOPMENT

a) The Union and the Employer jointly agree that staff development andorientation ensures that the employee gains the necessary skills to performthe best possible job and is instrumental in providing for a more fulfilling worksituation. All employees within the bargaining unit will be eligible for staffdevelopment privileges.

b) An employee attending an in-service function approved by Administration onher regularly scheduled days off, shall be compensated with equal time offwithin two (2) weeks of attending or at a time mutually agreed upon with thesupervisor.

c) After four (4) calendar years of service, and where operations permit, anemployee may be eligible for study leave for the purpose of:

i) participating in approved courses directly related to the employee'sposition;

ii) completing course work while enrolled in either the Library TechnicianProgram or the Master of Library Science Program.

Potential study leave time will be earned at a rate of .5 days per month ofaccumulated service. At the conclusion of any study leave, time credits willagain begin to accrue to the employee.

If an employee has more than ten (10) calendar years of service, potentialstudy leave time will be earned at a rate of .75 days per month ofaccumulated service.

In any event, the potential maximum that may be accumulated will not exceedninety-seven (97) days.

d) Study leave may be combined with an extended leave as provided in Article14(a). An employee may apply to the Employer to have all or a portion of thetuition paid. In order to qualify for payment of tUition, approval must beobtained prior to commencement of the course, such payment to be madeonly upon successful completion of the course and upon providingsatisfactory receipts and proof of passing.

e) Employees shall maintain all rights and accumulate normal benefits while onpaid study leave.

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ARTICLE 14. LEAVE WITHOUT PAY

a) Leave of absence without pay not in excess of five (5) working days shall begranted, with accumulation of benefits, by the Department Head/BranchHead to any employee desiring such leave, provided reasonable notice isgiven to the Department Head/Branch Head and the operations of theDepartment permit. Granting of leave in excess of five (5) working days shallbe at the discretion of the Director of Libraries.

b) The Public Library Board recognizes the right of an employee to participate inpublic office.

An employee who seeks the nomination as a candidate for an elective publicoffice, such as a Member of the Saskatchewan Legislative Assembly or aMember of Parliament, shall, upon written request, be granted partial or fullleave of absence to seek such nomination. Should an employee become acandidate for elective office, the Board shall grant, upon written request,partial or full leave of absence for the duration of the campaign or earlier ifrequested.

Should an employee be elected to public office, the Board shall grant partialor full leave upon written request for the term of that office. Seniority shall beretained but not accumulated during any such absence.

c) A member of the Union, appointed as a delegate to attend a conference orconvention in connection with Union affairs or selected as a candidate forunion school, shall be granted leave of absence without pay to attend thesame, insofar as the normal operations of the Library permit, as determinedby the Director of Libraries. Written request for such leave must be given tothe Director of Libraries two (2) weeks before the proposed commencementof the leave. Permission to attend to such Union affairs shall not beunreasonably withheld by the Director of Libraries. The salary and benefits ofan employee on such leave will continue uninterrupted during her absence.Such salary and pro-rated benefit costs will be recovered from the Unionupon her return.

d) Any employee, who has completed one (1) year of service and who isselected for a full-time position with the Union, shall, on application, begranted leave of absence without pay for a period of up to, but not exceeding,one (1) year. No claim shall be entertained for any promotion effected duringher absence on leave. The employee's seniority shall be retained during theperiod of absence.

ARTICLE 15. APPOINTMENTS

a) Where permanent or temporary vacancies occur exceeding three (3) monthsduration, notice thereof, outlining the position, grade and qualificationsrequired shall be posted in all branches and Departments of the Library for

. seven (7) calendar days so that staff, including casuals, may apply.

The Union shall receive written notification of all vacancies and of thesuccessful applicant to any vacancy so posted.

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Revised

Revised

b) Seniority in accordance with Article 16 a) shall be the determining factor inselecting the successful applicant provided the applicant possesses therequired qualifications for the position vacancy.

c) Employees hired, promoted or transferred to another position are subject toprobation in the position for a period of six (6) months. During theprobationary period, the onus for establishing suitability for continuingemployment shall lie totally with the employee. Evaluation reports of eachprobationer are to be made at the end of three (3) months and six (6) monthsby her supervisor or Manager with copies of the reports given to theemployee and the Director of Libraries.

The probationary period may be extended by the amount of time theemployee does not work because of a paid or unpaid absence exceeding five(5) consecutive workdays occurring during the probationary period.

Employees promoted or transferred, if not considered capable within thisperiod, or if they request, may be reverted to their former position without lossof seniority. Other employees promoted or transferred as a consequence ofan original promotion or transfer also shall be returned to their formerpositions.

d) The probationary period of an employee newiy hired, may be extended to amaximum of nine (9) months.

e) Employees who have successfully completed the probationary period within aterm position shall be deemed to have completed a probationary period forthat position if:

i) the position is posted as a permanent position during the employee's termor within thirty (30) calendar days of the end of the employee's term, and

ii) the employee is the successful applicant for that position.

f) If no employee with permanent status in the system is appointed to a vacancyin accordance with Article 15 b) and c), then newly-hired employees ortemporary employees may apply during their probationary period. Suchemployees shall have the same status as external candidates.

g) No staff member shall be subject to transfer from one Department to anotheror from one location to another without prior consultation except in the caseof emergency.

h) The foregoing shall in no way compel the Library to fill any position orclassification which the Library desires to discontinue.

i) The Union shall be informed in writing when a position or classification is tobe discontinued or transferred to another Department. The anticipatedduration of a transferred position shall be given.

12

ARTICLE 16. SENIORITY

a) Employees hired previous to midnight on December 31, 2007, shall hold theirseniority as previously determined by accumulated hours worked; afterDecember 31, 2007, this seniority shall be considered fixed by numericalranking and in lieu of the date of hire.

For employees hired after midnight December 31, 2007, seniority for allemployees shall be determined by the date the employee last entered theservice of the Employer. When more than one employee has the same dateof hire, the order of seniority will be determined by the time of the offer ofemployment by the Employer.

Revised Provided casuai employees and pages have completed the probationaryperiod and have worked four hundred (400) hours, they may exerciseseniority when applying for any vacancies for which they have the necessaryqualifications. The probationary period may be extended to a maximum ofseven hundred (700) hours.

Seniority cannot be exercised during an employee's initial probationaryperiod; however, during subsequent probationary periods, seniority rights canbe exercised when applying for permanent positions. Seniority cannot beexercised during any probationary period when applying for temporarypositions.

b) Seniority shall cease if the employee:

i) voluntarily leaves the service of the Library;

ii) is discharged and such discharge is not revised through the grievanceprocedure;

iii) is absent without leave without reasonable cause;

iv) after layoff, fails to report to work within ten (10) working days oftransmittal of notification to return to work. Such notification shall beforwarded in writing to the last address on record with the Library;

v) overstays a vacation leave or an approved leave of absence withoutreasonable cause;

vi) accepts a permanent out-of-scope position and remains in it for longerthan sixty (60) days; or,

vii) has had her term employment ended and there is no former Library job torevert to.

The seniority of casual employees shall cease and is deemed terminated ifthere has been a break in service in excess of six (6) months.

13

c) No employee shall be transferred or promoted to a position outside thebargaining unit without her consent. If an employee is transferred orpromoted by the Saskatoon Public Library Board to an out-of-scope position,she shall retain her seniority if the position is temporary, or if it is permanentand she remains in the position for sixty (60) days or less. Such employeeshall have the right to return to her former position within the bargaining unitwithin sixty (60) days of the starting date of the out-of-scope position.Seniority is retained when an empioyee accepts a temporary appointmentoutside the bargaining unit.

Employees temporarily promoted or transferred outside the bargaining unitwith the Saskatoon Public Library Board shall have the right to return to theirformer position in scope on completion of the temporary position.

d) The Employer shall annually on July 1st, post a seniority list on Departmentalbulletin boards and send a copy of the seniority list to the RecordingSecretary or designate of the Union. The lists shall be deemed to beaccurate as of May 31. The lists shall include the ranking and the date theemployee last entered the service of the Employer. Employees shall beallowed a period of six (6) weeks from the date of posting in which to bringforward any errors appearing on the list. Upon proof of error, the Employershall revise the list.

ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAYOFFS

Revised a) Where possible, all employees resigning from their empioyment will give one(1) month's notice in writing to their Manager.

b) Except in cases of dismissal for just cause, one (1) month's notice in writingshall be given to any permanent employee whose services are terminated. Ifsuch notice is not given, a sum equal to one (1) month's salary is to be paidto such an employee in lieu of notice.

c) For any permanent employee whose length of service exceeds five (5) yearsbut is less than ten (10) years and whose services are terminated, theapplication of part (b) above, shall be revised to six (6) weeks' notice inwriting.

d) For any permanent employee whose length of service exceeds ten (10) yearsand whose services are terminated, the application of part (b) above shall berevised to eight (8) weeks notice in writing.

e) The principle of "Iast-on--first-off' according to seniority shall be appliedwhenever a reduction in staff becomes necessary, subject to maintenance ofthe efficiency of the work force. The Union shall be consulted, wheneverdeviation from this clause is considered necessary to maintain workforceefficiency.

f) If at any time, the Library is engaging additional employees, the permanentemployee last laid off, if qualified, is the first to be re-engaged.

14

g) i) In the case of job abolition or a reduction in hours, a permanent full-timeemployee, upon receipt of notice of layoff, may elect to "bump" anemployee of lesser seniority in the same classification level or lower,provided she possesses the required qualifications, skills and abilities tocomplete the duties of said position.

ii) In the case of job abolition, a permanent part-time employee, upon receiptof notice of layoff, may elect to "bump" a part-time employee of lesserseniority in the same classification level or lower, provided shepossesses the required qualifications, skills and abilities to complete theduties of said position.

iii) In the case of a reduction of hours below the minimum of those on theposting, a permanent part-time employee may only "bump" intopermanent part-time positions with hours less than or equal to themaximum number of hours stated on the posting currently held. In suchcase, an employee may only "bump" an employee of lesser seniority inthe same classification level or lower, provided she possesses therequired qualifications, skills and abilities to complete the duties of saidposition.

ARTICLE 18. SUPERIOR DUTY

When management requires an employee to replace and substantially performthe duties of a higher-paid employee for a period of three (3) consecutive days ormore, the employee shall receive the minimum step of the higher-paid position ora rate of pay equivalent to one (1) step higher than her present rate of pay whichever is greater - for the entire period. When there is more than one (1)qualified employee, seniority will apply. To ensure an equitable distribution ofsuperior duty opportunities amongst qualified employees, a qualified employeewho formally exercises her seniority and receives the superior duty appointmentshall not be permitted to again exercise her seniority rights for the next superiorduty pay opportunity for which she is qualified. Superior duty pay opportunitiesshall be granted to employees within the Department where the opportunityexists. If no qualified employee is present, consideration will be given to otherqualified employees in the bargaining unit.

ARTICLE 19. TECHNOLOGICAL CHANGE

a) In this section Technological Change means:

• the introduction by the Public Library into its work, undertaking orbusiness, of equipment or material of a different nature or kind than thatpreviously utilized by the Library in the operation of the work, undertakingor business;

• a change in the manner in which the Employer carries on the work,undertaking or business that is directly related to the introduction of thateqUipment or material; or,

15

• the removal by an Employer of any part of her work, undertaking orbusiness.

b) Information Exchange:

A joint committee formed of five (5) Union and five (5) Managementrepresentatives will meet three times (3X) per year and upon request of eitherparty to discuss Management's plans with regards to new technology and toconsider the possible effects of the change.

c) The parties acknowledge that after having discussed possible proposalsregarding the introduction of technological change, that the Union maysubmit views regarding such change to the Library Board within six (6)weeks of having been advised of the potential change as provided for in theInformation Exchange Committee as described in (b) above.

d) The Employer shall notify the employees affected and the Union as soon aspossible before the introduction of any technological change in the workplace,with written notice of such change to be given three (3) months in advance.

e) The Employer shall give notice in writing as provided for in part (d) when itproposes to effect a technological change. Such notice shall state:

i) the nature of the technological change;

ii) the date upon which the Employer proposes to effect the technologicalchange;

iii) the number and type of employees likely to be affected by thetechnological change; and,

iv) the effect that the technological change is likely to have on the terms andconditions or tenure of employment of the employees affected.

f) The parties shall negotiate the impact of the technological change as per TheTrade Union Act.

g) No permanent employee shall be dismissed or have her regular hoursreduced by the Employer because of technological change. An employeedisplaced by such change will be guaranteed employment in the system at noreduction in salary. If the employee refuses such transfer she shall be subjectto layoff.

h) Employees whose jobs are affected by the introduction of technologicalchange and who require special training to retain 'their' current position shallbe allowed the necessary time to receive such training during their normalworking hours.

i) Electronic Monitoring

The parties recognize that volume measurement may be necessary to obtainan objective evaluation of the level of production of a group, a section or anoffice. However, there shall be no electronic monitoring of an individual'swork output for the purpose of evaluating performance.

16

ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETY

a) Occupational Health Committees will be established to appropriatelyrepresent the places of work of employees. The Committees will consist ofequal numbers of employee and management representatives.

b) The Committee shall have a continuing concern with respect to the healthand safety of the employees of the Library as herein represented. Meetingsshall take place at a minimum of once quarterly and a maximum of oncemonthly or more frequently if the Committee as a whole decides, and minutesof the same made available to the Employer and the Union.

c) The Employer Chairperson shall cause the names of the Committeemembers to be posted on the Employer's bulletin board.

d) The duties of the Committee include:

i) The receipt, consideration and disposition of complaints respecting thehealth and safety of the employees.

ii) The participation in the identification and control of health and safetyhazards within the place of employment.

iii) Cooperation with the Occupational Health Services of the Province.

iv) The maintenance of records in connection with the receipt and dispositionof complaints and the attendance to other matters relating to the duties ofthe Committee as. may be contained in The Occupational Health Act.

v) The setting up of emergency meetings of the Committee to deal with anemergency problem.

e) Time spent by the employees in performance of their duties as members ofthe Occupational Health Committee shall be considered as time worked andpayment made on the basis of straight-time earnings only.

f) Such Committee shall not deal with matters which ordinariiy are or become asubject for negotiations between the Employer and the Union.

ARTICLE 21. SUPERANNUATION AND RETIREMENT

Revised Permanent employees are included in the City of Saskatoon GeneralSuperannuation Plan and contributions to the General Superannuation Plan fundare deducted from salary as per the General Superannuation Plan scheme.

ARTICLE 22. GROUP LIFE INSURANCE

a) Participation in the Group Life Plan, in accordance with its provisions shall bea condition of employment for all employees appointed to permanentpositions in excess of eighteen (18) hours per week. Temporary and parttime employees working in excess of eighteen (18) hours per week shall havethe option of joining the Group Insurance Plan.

17

b) The following coverage shall apply to employees enrolled in the groupinsurance program:

i) Basic Coverage - Two times (2X) annual salary for all employees, thecost of such insurance shall be shared equally by the employee andEmployer.

ii) Optional Coverage - Three times (3X) annual salary, the cost of suchinsurance shall be shared equally by the employee and the Employer.

iii) Optional Coverage - Four times' (4X) annual salary, the cost of suchinsurance in excess of (ii) above shall be paid by the employee.

iv) Optional Dependent Coverage - Coverage of three thousand dollars($3,000) for the employee's spouse, and coverage of fifteen hundreddollars ($1,500) for each dependent shall be paid by the employee.

v) Optional, Retirement Coverage - Effective April 28, 2005, upon earlyretirement, the employee has the option of a fifty thousand dollar($50,000) life insurance policy to age sixty-five (65) by paying bothemployee and employer premiums. Application must be made at the timeof retirement.

ARTICLE 23. GRIEVANCE PROCEDURE

a) A grievance shall be defined as any difference or dispute between theEmployer and any employee, group of employees or the Union arising out ofan alleged violation of this Collective Agreement.

b) Step I

Revised

Revised

The Union Grievance Committee may, within twenty-one (21) working days ofalleged violation of the Agreement, state in writing, to the Manager the natureof the alleged violation and the specific Articles allegedly violated.

The Manager shall convene a hearing within two (2) weeks of receipt of thegrievance.

The Manager shall give a decision, in writing, within two (2) weeks of thehearing of the grievance. Failing a satisfactory solution, the Union mayproceed to Step II.

Step II

Within two (2) weeks of receipt of the decision of the Manager, the Unionmay submit the grievance in writing to the Director of Libraries. Within two (2)weeks of the receipt of the grievance, the Director of Libraries shall convenea hearing. The Director of Libraries shall notify the Union of the decision inwriting within two (2) weeks. Failing a satisfactory solution, the Union mayproceed to Step III.

18

Step III

Within four (4) weeks of the receipt of the decision of the Director of Libraries,the Union may refer the matter to a Board of Arbitration. If such referral is notmade within four (4) weeks, the grievance is considered abandoned.

It is also understood that prior to submission to arbitration either party has theright to submit the grievance to the Board of Directors of the SaskatoonPublic Library for their review. Notice of intention to proceed to the Board ofDirectors must be given within one (1) week of receipt of the Director ofLibraries decision. The Union will be advised of the date upon which thegrievance will be heard and shall have the right to appear before the Board ofDirectors at that time.

The decision of the Board will be conveyed to the Union within one (1) weekof the hearing.

If a grievance is referred to a Board of Arbitration, each party shall nominateone (1) member to such Board within seven (7) days following notice byeither party to the other that the grievance is being referred to a Board ofArbitration, and the third (3rd) member and Chairman of the Board shall beappointed by the two (2) members nominated by the parties involved. If thetwo (2) nominees cannot agree upon the appointment of the Chairman withinseven (7) calendar days after the parties have informed each other of theirrespective nominees, the Minister of Labour shall be requested to appoint thethird (3rd) member and Chairman ofthe Board.

The award of the Board shall deal with all aspects of the matter or matters indispute and shall be final and binding on both parties.

Each party shall pay its own costs and expenses in connection with the Boardand shall share equally the costs and expenses of the Chairman.

This section shall at all times be subject to the provisions of the laws of theProvince of Saskatchewan and regulations thereunder, and not in any sensebe in derogation of the rights of the respective parties hereto under the saidlaw.

The decision reached by the Arbitrator shall be final and binding on allparties. The Arbitrator shall not amend, modify or otherwise change thisCollective Agreement.

c) Should an employee be penalized, laid off, demoted or discharged and it islater established by proceedings under this section that such penalty, layoff,demotion or discharge was unjust or not in accordance with the provisions ofthis Agreement, she shall be immediately returned to her former status in allrespects and shall be compensated for all monetary loss suffered by reasonof such penalty, layoff, demotion or discharge provided, however, that if anemployee has been penalized in any way and the parties agree, or the Boardof Arbitration decides that such penalty was excessive, but that some penaltyought to be imposed, the parties may agree, or the Board of Arbitration maydecide, to impose a lesser penalty on such employee.

19

Revised d) The Employer agrees to cooperate with the stewards or acting stewards inthe performance of their duties while investigating disputes or presentingadjustments as provided in this section. The Union recognizes that eachsteward or acting steward is employed to perform full-time work for theEmployer and that they will not leave their work except to perform their dutiesunder the Agreement. Therefore, no steward or acting steward shall leaveher place of work without first obtaining the permission of her Manager. Saidpermission to be given within an hour. The Union shall advise the Employeras to the names of stewards or acting stewards.

ARTICLE 24. CENSURE

Copies of any written censure of an employee shall be given to the employeeand to the Union within thirty (30) working days. If this procedure is not followed,such expression of censure shall not become part of her record.

Revised An employee shall be allowed a written rebuttal or comment of any censurewhich, if submitted within thirty (30) days of the censure, will be included in theemployee's personnel record. Any written censure of an employee shall besubject to the Grievance Procedure. An employee may, upon receipt by theDirector of Libraries, Manager, Human Resources; Human Resource Officer; orManager, Finance of twenty-four (24) hours written notice, have access to herown personnel record.

Effective April 28, 2005, after three (3) years of subsequent employmentfollowing a minimum reprimand (written warning) during which no disciplinaryaction is taken, an employee may apply to the Employer to have the writtenwarning removed from her personnel record.

ARTICLE 25. GENDER

The use of "she" or "her" within this Collective Agreement shall refer to personsof the masculine gender wherever the facts or context so require.

ARTICLE 26. CAR ALLOWANCE

Revised Employees authorized and required to use their vehicles for the Library'sbusiness shall receive fifty-six cents (.56¢) per kilometre or nine dollars andeight cents ($9.08) per round trip, whichever is greater.

ARTICLE 27. WAGES

Wages for employees covered by this Agreement shall be as per WageSchedule. Part-time and casual employees accepting additional hours shall bepaid at the rate of pay of the classification level in which they are working.

20

Revised The rates of pay in the Wage Schedules shall be adjusted as follows:

April 1, 2013 - 2.5%January 1, 2014 - 2.2%January 1, 2015 - 2.65%January 1, 2016 - 2.65%

ARTICLE 28. DENTAL and MEDICAUVISION CARE PLAN

Revised

New

a) Dental Plan - The Employer shall provide payment capped at theamount of 1% of payroll for a dental benefit plan..

b) MedicalNision Plan - the Employer shall provide payment capped at theamount of 1% of payroll for a medical/vision plan.

All other amendments to the Collective Agreement, unless otherwise stated, willbecome effective the date of signing the Collective Agreement.

MISCELLANEOUS

1. Where a casual employee hired prior to December 5, 1990, has anestablished schedule with respect to hours of work, that schedule may remainin effect until she leaves or moves to a different position. (To be handledadministratively.)

2. Additional available hours of work will be divided as equitably as possibleamong part-time and then casual staff. A centralized call-in system will bedeveloped to assist this. (To be handled administratively.)

3. The new casual seniority list will include those casuals who were on staff asof the date of Certification (January 27, 1989). This list will also include thoseemployees whose status was other than permanent, and casual and withinthe scope of the Collective Agreement. (To be handled administratively.)

Signed this ~S--\-~yof__--'-fill_....l.I__" 201~S~i6)

Chairperson

21

C.U.P.E. LOCAL NO. 2669

U~b"~Wt~,.s-~~-t

Umo Negotiation Member

CUPE 2669Effective: April 01, 2013 to December 31, 2013

Pay Band 01Step(1st 1,885 hr.)(2nd 1,885 hr.)(maximum)

Page

Hourly$12.3000$12.5563$12.8125

Pay Period$966.04$986.17

$1,006.29

Monthly$1,932.08$1,972.34$2,012.58

Annual$23,184.96$23,668.08$24,150.96

Pay Band 02Step(1st 12 mo.)(2nd 12 mo.)(3rd 12 mo.)(4th 12 mo.)(maximum)

Acquisitions ClerkLocal History Support Clerk


Serials Acquisitions Clerk


Acquisition/CataloguerCataloguerPaging Supervisor AssistantPublic Services Support Clerk

Hourly$16.4059$17.1652$17.9865$18.8231$19.5504

Hourly$17.1652$17.9865$18.8231$19.5504$20.6202

Hourly$17.9865$18.8231$19.7061$20.6202$21.4202

22

Pay Period Monthly$1,288.52 $2,577.04$1,348.15 $2,696.30$1,412.66 $2,825.32$1,478.37 $2,956.74$1,535.49 $3,070.98

Processing Clerk


Paging Monitor


AV Acquisitions AssistantCommunity Relations ClerkPublic Service Clerk

Annual$30,924.48$32,355.60$33,903.84$35,480.88$36,851.76

Annual$32,355.60$33,903.84$35,480.88$36,851.76$38,868.24

Annual$33,903.84$35,480.88$37,145.28$38,868.24$40,376.16

CUPE 2669Effective: April 01, 2013 to December 31,2013


Branch Public Service AssistantCirculation Discharge SupervisorIT Services AssistantOutreach Services Assistant

Hourly$18.8231$19.7061$20.6202$21.4202$22.6187

Pay Period Monthly Annual$1,478.37 $2,956.74 $35,480.88$1,547.72 $3,095.44 $37,145.28$1,619.51 $3,239.02 $38,868.24$1,682.34 $3,364.68 $40,376.16$1,776.47 $3,552.94 $42,635.28

Children's Services AssistantInterlibrary Loan AssistantLocal History Service Assistant


Hourly$19.7061$20.6202$21.5962$22.6187$23.4983

Pay Period$1,547.72$1,619.51$1,696.17$1,776.47$1,845.56

Monthly$3,095.44$3,239.02$3,392.34$3,552.94$3,691.12

Annual$37,145.28$38,868.24$40,708.08$42,635.28$44,293.44

Pay Band 07Step Hourly(1st 12 mo.) $20.6202(2nd 12 mo.) $21.5962(3rd 12 mo.) $22.6187(4th 12 mo.) $23.4983(maximum) $24.8191

Children's Programming Assistant

Pay Period$1,619.51$1,696.17$1,776.47$1,845.56$1,949.29

Monthly$3,239.02$3,392.34$3,552.94$3,691.12$3,898.58

Annual$38,868.24$40,708.08$42,635.28$44,293.44$46,782.96


Fine Arts Library AssistantInformation Services AssistantYoung Adult Services Assistant

Hourly$21.5962$22.6187$23.6881$24.8191$25.7865

23


Fiction Services AssistantGraphic Production Assistant

Annual$40,708.08$42,635.28$44,651.04$46,782.96$48,606.48


Pay Band 09Step Hourly Pay Period Monthly Annual(1st 12 mo.) $22.6187 $1,776.47 $3,552.94 $42,635.28(2nd 12 mo.) $23.6881 $1,860.46 $3,720.92 $44,651.04(3rd 12 mo.) $24.8191 $1,949.29 $3,898.58 $46,782.96(4th 12 mo.) $25.7865 $2,025.27 $4,050.54 $48,606.48(maximum) $27.2208 $2,137.92 $4,275.84 $51,310.08

Branch Library Assistant Circulation Services SupervisorLocal History Library Assistant

Pay Band 10Step Hourly Pay Period Monthly Annual(1st 12 mo.) $23.6881 $1,860.46 $3,720.92 $44,651.04(2nd 12 mo.) $24.8191 $1,949.29 $3,898.58 $46,782.96(3rd 12 mo.) $25.9968 $2,041.79 $4,083.58 $49,002.96(4th 12 mo.) $27.2208 $2,137.92 $4,275.84 $51,310.08(maXimum) $28.5377 $2,241.35 $4,482.70 $53,792.40

AcqUisitions Supervisor Business LibrarianChildren's Program Specialist Children's ProgramlWeb SpecialistFine Arts Film Specialist IT Support TechnicianMusic Cataloguer Library Assistant/Page SupervisorVirtual Reference Assistant Music Library AssistantYoung Adult Program Specialist


AdultlYA Librarian AdultlYA Librarian/Page SupervisorChildren's Librarian Fiction SpecialistOutreach Librarian Fine Arts LibrarianLibrary Assistant/Page Supervisor

24

CUPE 2669Effective: April 01, 2013 to December 31,2013


IT Network Administrator Young Adult Services LibrarianSystem Trainer


Adult Collections Librarian Alice Turner Branch SupervisorCirculation Services Coordinator Communications CoordinatorIT Systems Administrator Legal LibrarianLiteracy Librarian Marketing CoordinatorOutreach Services Coordinator Virtual Reference LibrarianWeb Services Librarian


Branch Supervisor Local History CoordinatorFine Arts Coordinator Technical Services CoordinatorMayfair Branch Supervisor

25



Information Services Coordinator

Hourly$31.3418$32.8601$34.4408$36.0986$37.5171

26


Youth Services Coordinator

Annual$59,077.92$61,939.92$64,919.52$68,044.32$70,718.16

CUPE 2669Effective: January 01, 2014 to December 31,2014

Pay Band 01Step(1 st 1,885 hr.)(2nd 1,885 hr.)(maximum)

Page

Hourly$12.5706$12.8325$13.0944

Pay Period$987.29

$1,007.86$1,028.43

Monthly$1,974.58$2,015.72$2,056.86

Annual$23,694.96$24,188.64$24,682.32







Hourly$16.7668$17.5428$18.3822$19.2372$19.9805

Hourly$17.5428$18.3822$19.2372$19.9805$21.0738

Hourly$18.3822$19.2372$20.1396$21.0738$21.8914

27


Processing Clerk


Paging Monitor



Annual$31,604.64$33,067.44$34,649.76$36,261.36$37,662.48

Annual$33,067.44$34,649.76$36,261.36$37,662.48$39,723.36

Annual$34,649.76$36,261.36$37,962.24$39,723.36$41,264.40

CUPE 2669Effective: January 01,2014 to December 31,2014


Branch Public Service Assistant Children's Services AssistantCirculation Discharge Supervisor Interlibrary Loan AssistantIT Services Assistant Local History Service AssistantOutreach Services Assistant




Pay Band 08Step(1st 12 mo.)(2nd 12 mo.)(3rd 12 mo.)(4th 12 mo.)(maXimum)


Hourly$22.0713$23.1163$24.2092$25.3651$26.3538

28



Annual$41,603.52$43,573.20$45,633.36$47,812.08$49,675.92


Annual$45,633.36$47,812.08$50,081.04$52,439.04$54,975.84


Branch Library AssistantLocal History Library Assistant


Acquisitions SupervisorChildren's Program SpecialistFine Arts Film SpecialistMusic CataloguerVirtual Reference AssistantYoung Adult Program Specialist

Hourly$23.1163$24.2092$25.3651$26.3538$27.8197

Hourly$24.2092$25.3651$26.5687$27.8197$29.1655


Circulation Services Supervisor


Business LibrarianChildren's ProgramlWeb SpecialistIT Support TechnicianLibrary Assistant/Page SupervisorMusic Library Assistant


AdultNA LibrarianChildren's LibrarianOutreach LibrarianLibrary Assistant/Page Supervisor

Hourly$26.5687$27.8197$29.1655$30.5750$31.7719

29


AdultIYA Librarian/Page SupervisorFiction SpecialistFine Arts Librarian








30




31



Annual$60,377.76$63,302.64$66,347.76$69,541.44$72,274.08


Pay Band 01Step(1 st 1,885 hr.)(2nd 1,885 hr.)(3rd 1,885 hr.)(maximum)

Page

Hourly Pay Period Monthly Annual$12.9037 $1,013.46 $2,026.92 $24,323.04$13.1726 $1,034.58 $2,069.16 $24,829.92$13.4414 $1,055.69 $2,111.38 $25,336.56$13.7102 $1,076.80 $2,153.60 $25,843.20



Pay Band 03Step(1st 12mo.)(2nd 12 mo.)(3rd 12 mo.)(4th 12 mo.)(maximum)




Hourly$17.2111$18.0077$18.8693$19.7470$20.5100

Hourly$18.0077$18.8693$19.7470$20.5100$21.6323

Hourly$18.8693$19.7470$20.6733$21.6323$22.4715

32


Processing Clerk


Paging Monitor



Annual$32,442.24$33,943.68$35,567.76$37,222.32$38,660.64

Annual$33,943.68$35,567.76$37,222.32$38,660.64$40,776.00

Annual$35,567.76$37,222.32$38,968.32$40,776.00$42,357.84




Hourly$19.7470$20.6733$21.6323$22.4715$23.7289






Pay Period$1,699.00$1,779.42$1,863.67$1,936.14$2,044.97

Monthly$3,398.00$3,558.84$3,727.34$3,872.28$4,089.94

Annual$40,776.00$42,706.08$44,728.08$46,467.36$49,079.28



Hourly$22.6562$23.7289$24.8507$26.0373$27.0522

33



Annual$42,706.08$44,728.08$46,842.48$49,079.28$50,992.32


Annual$46,842.48$49,079.28$51,408.24$53,828.64$56,432.64






AdultlYA LibrarianChildren's LibrarianOutreach LibrarianLibrary Assistant/Page Supervisor

Hourly$23.7289$24.8507$26.0373$27.0522$28.5569

Hourly$24.8507$26.0373$27.2728$28.5569$29.9384

Hourly$27.2728$28.5569$29.9384$31.3852$32.6139

34




Business LibrarianChildren's ProgramNVeb SpecialistIT Support TechnicianLibrary Assistant/Page SupervisorMusic Library Assistant


AdultIYA Librarian/Page SupervisorFiction SpecialistFine Arts Librarian


Annual$59,159.76$61,977.60$64,980.00$67,530.24$71,384.40


IT Network AdministratorSystem Trainer


Adult Collections LibrarianCirculation Services CoordinatorIT Systems AdministratorLiteracy LibrarianOutreach Services CoordinatorWeb Services Librarian


Branch SupervisorFine Arts CoordinatorMayfair Branch Supervisor

Hourly$28.5569$29.9384$31.3852$32.6139$34.4729

Hourly$29.9384$31.3852$32.8801$34.4729$35.8258

Hourly$31.3852$32.8801$34.4729$35.8258$37.8705

35


Young Adult Services Librarian


Alice Turner Branch SupervisorCommunications CoordinatorLegal LibrarianMarketing CoordinatorVirtual Reference Librarian


Local History CoordinatorTechnical Services Coordinator

CUPE 2669Effective: January 01, 2015 to December 31, 2015



Hourly$32.8801$34.4729$36.1313$37.8705$39.3586

36



Annual$61,977.60$64,980.00$68,106.00$71,384.40$74,189.28


Pay Band 01Step(1 st 1,885 hr.)(2nd 1,885 hr.)(3rd 1,885 hr.)(maximum)

Page

Hourly Pay Period Monthly Annual$13.2456 $1,040.31 $2,080.62 $24,967.44$13.5217 $1,061.99 $2,123.98 $25,487.76$13.7976 $1,083.66 $2,167.32 $26,007.84$14.0735 $1,105.33 $2,210.66 $26,527.92





Pay Band 04Step(1st12 mo.)(2nd 12 mo.)(3rd 12 mo.)(4th 12 mo.)(maximum)


Hourly$17.6672$18.4849$19.3693$20.2703$21.0535

Hourly$18.4849$19.3693$20.2703$21.0535$22.2056

Hourly$19.3693$20.2703$21.2211$22.2056$23.0670

37


Processing Clerk


Paging Monitor



Annual$33,301.92$34,843.20$36,510.24$38,208.72$39,684.96

Annual$34,843.20$36,510.24$38,208.72$39,684.96$41,856.72

Annual$36,510.24$38,208.72$40,001.04$41,856.72$43,480.32




Hourly$20.2703$21.2211$22.2056$23.0670$24.3577




Hourly$21.2211$22.2056$23.2566$24.3577$25.3050

Pay Period$1,666.71$1,744.03$1,826.57$1,913.05$1,987.45

Monthly$3,333.42$3,488.06$3,653.14$3,826.10$3,974.90

Annual$40,001.04$41,856.72$43,837.68$45,913.20$47,698.80



Pay Period$1,744.03$1,826.57$1,913.05$1,987.45$2,099.16

Monthly$3,488.06$3,653.14$3,826.10$3,974.90$4,198.32

Annual$41,856.72$43,837.68$45,913.20$47,698.80$50,379.84



Hourly$23.2566$24.3577$25.5092$26.7273$27.7691

38



Annual$43,837.68$45,913.20$48,083.76$50,379.84$52,343.76

CUPE 2669Effective: January 01, 2016 to December 31, 2016

Annual$48,083.76$50,379.84$52,770.48$55,255.20$57,928.32





Hourly$24.3577$25.5092$26.7273$27.7691$29.3137

Hourly$25.5092$26.7273$27.9955$29.3137$30.7318




Business LibrarianChildren's ProgramMieb SpecialistIT Support TechnicianLibrary Assistant/Page SupervisorMusic Library Assistant


AdultlYA LibrarianChildren's LibrarianOutreach LibrarianLibrary Assistant/Page Supervisor

Hourly$27.9955$29.3137$30.7318$32.2169$33.4782

39


AdultlYA Librarian/Page SupervisorFiction SpecialistFine Arts Librarian








40




41



Annual$63,619.92$66,702.00$69,910.80$73,276.08$76,155.36

APPENDIX A

Revised CASUAL EMPLOYEES

Article 1 - Term of Agreement Applies

Article 2 - Coverage (a), (d) Applies

Article 3 - Recognition (a), (b), (c) Applies

Article 4 - Resolutions Applies

Article 5 - Fair Employment Practices (a), (b) Applies

Artlcie 6 - Hours of Work (f), (h), (i), (k), (I), (m), (n) Applies

Article 7 - Vacation

Article B - Public Holidays

Article 9 - Sick Leave

Article 10 - Maternity, Adoption, andParental Leave

Article 12 - JUry and Witness

Article 14 - Leave Without Pay (e)

Article 15 - Appointments (b)

Article 16 - Seniority (a)

Article 16 - Seniority (b)

Article 20 - Occupational Health and Safetv

Article 23 - Grievance Procedure

Article 24 - Censure

Casual employees shall receive vacation pay inaccordance with Labour Standards.

Casual employees shall receive public holiday paycaiculated in accordance with Labour Standards forthose public holidays listed under Article Ba).

Applies as follows:Sick LeaveWhile Casuals are appointed to temporary LibraryAssistant positions, Article ge) shall apply and theseArticle ge) acquired credits will not be carried overfor Casual status use. These acquired credits,however, will be retained for use in anothertemporary Library Assistant position, If the Casual isappointed to such a position within twelve (12)months.

Casual employees shall receive parental leave inaccordance with Labour Standards.

Applies

Casual employees may be granted leave of absencewithout pay and without the accumulation of anybenefit. Such leave request must be made at leasttwo (2) weeks in advance.

Applies

Applies as proposed in this Memorandum.

Applies as stated in this Memorandum and 16 b)(i),(ii),(iii), (vi) also apply, however, (Iv) and (vii) doesnot apply and (v) only applies with respect to anapproved leave of absence.

Applies

Applies

Applies

42

Article 25 - Gender

Article 26 - Car Allowance

Article 27 - Wages

Wage Schedule

Stepoto 1885 hours

1886 to 3770 hours

3771 to 5655 hours

Effective January 1, 2015Maximum (5656 plus) hours

Applies

Applies

Applies as stated in this Memorandum.

1st step of pay range

2nd step of pay range

3rd step of pay range

4th Step of pay range

43

APPENDIXB

PAGES

Article 1 - Term of Agreement

Article 2 - Coverage a)

Article 3 - Recognition a), b), c)

Article 4 - Resolutions

Applies

Applies

Applies

Applies

Article 5 - Fair Employement Practices a), b) Applies

Article 6 - Hours of Work I), k)

Hours of Work

Article 7 - Vacation

Article 8 - Public Holidays

Article 9 - Sick Leave

Applies

Applies as stated in this Memorandum of Agreementdated September 05, 2008, "Hours of Work for Pages".

Pages shall receive vacation pay in accordance withLabour Standards.

Pages shall receive pUblic holiday pay calculated inaccordance with Labour Standards for those publicholidays listed under Article 8a).

Applies as stated in this Memorandum as follows:

SICK LEAVEi) For this purpose, the definition of a shift shall be reguiar scheduled hours in a calendar day.

ii) Pages working an average of 15 reguiar scheduled hours per week, or greater, will be eligible for sickleave after completion of three (3) months service.

iii) Pages shall acquire sick leave credits at a rate of five (5) shifts per year. These credits will be appliedon January 1 of each year. The credits applied to new Pages or Pages who qualify during the yearas per ii) above, will be pro-rated in the initial calendar year, following the completion of three (3)months service as in ii) above.

iv) A Page's total unused sick credits shall not exceed thirty (30) shifts.

v) Page sick leave credits are only available for use during the Page's regular scheduled shifts. Pagesappointed to temporary Library Assistant positions shall retain their Page credits, for the duration ofthe temporary appointment, but will not continue to acquire or use these credits until they return totheir Page status. While appointed to temporary Library Assistant positions, Article ge) shall applyand these ge) acquired credits will not be carried over for Page status use. Effective November 27,2002, these acquired credits, however, will be retained for use in another temporary Library Assistantposition, if the Page is appointed to such a position within twelve (12) months.

vi) Average hours are calculated depending on the rotation of schedules in the DepartmenVBranchwhich are in effect on January l' of the calendar year. For new Pages or Pages changing permanentregular scheduled hours during the calendar year, an average of the rotation schedule will bedetermined at the time of appointment and sick leave credits pro-rated accordingly in that calendaryear.

Article 10 - Maternity, Adoption &Parental Leave

Pages shall receive parental leave in accordance withLabour Standards.

44

Article 11 - Compassionate Leave

Article 12 - JUry and Witness Duty

Article 16 - Seniority a), b)

Applies only to regular scheduled hours of work,effective midnight March 31,2001.

Applies

Applies as proposed in this Memorandum

Article 17 - Resignations, Terminationsand Layoffs

a), b), c), d)as follows:

Applies as stated in this Memorandum

RESIGNATIONS, TERMINATIONS AND LAYOFFS

a) Where possible, all Pages resigning from their employment will give one (1) month's notice inwriting to their Department Head/Branch Head.

b) Except in cases of dismissal for just cause, one (1) week's notice in writing shall be given to anyPage whose service is terminated. If such notice is not given, a sum equal to one (1) week'ssalary is to be paid to the Page in lieu of notice.

c) For any Page whose length of service exceeds five (5) years but is less than ten (10) years andwhose service is terminated, the application of part (b) above, shall be revised to six (6) weeks'notice in writing.

d) For any Page whose length of service exceeds ten (10) years and whose service is terminated,the application of part (b) above shall be revised to eight (8) weeks' notice in writing.

e) Where there is a permanent reduction in hours, the reduction shall be applied to the least senioremployee in the branch or designated area of the Frances Morrison Library. A lay-off of a Pageshall be defined as a reduction of 50% or more hours based on the average weekly hours workedby the least senior employee in the branch or designated area, over the previous twelve (12)months. It is understood that where there is a layoff in a branch or designated area, that theprinciple of seniority shall apply. The laid off employee shall be allowed to exercise seniorityrights as outlined below:

i) A Page, upon receipt of layoff notice, may elect to bump a Page having less seniority with thesame number or fewer hours, provided she possesses the required qualifications, skills andabilities.

iI) If, at any time the Library is engaging additional Pages, the Page last laid off, if qualified andpossessing the skiils and abilities, is the first to be re-engaged.

f) A Page who refuses to accept hours as assigned, as a result of a layoff, will be deemed to beplaced on the recall list.

g) A Page may remain on the recall list for up to three (3) years.

Article 20 - Occupational Health and Safety

Article 23 - Grievance Procedure

Article 24 - Censure

Article 25 - Gender

,Article 26 - Car Allowance

Applies

Applies

Applies

Applies

Applies

45

Article 27 - Wages

oto 1885 hrs1886 to 3770 hrs3771 to 5655 hrs

Effective January 1, 2015Maximum (5656 plus) hrs

$12.00$12.25$12.50

$12.75

Applies as stated in this Memorandum of Agreement

46

Visual Display Terminals

1. Any employee required to work intensively at a VDT and to constantly observe a VDT screenshall:

(a) not be required to do so for more than four (4) hours per day nor for periods longer thanfifty (50) minutes at anyone time.

(b) be given an eye test prior to the commencement of work unless they have had a test withinthe previous six (6) months.

(c) have an annual eye test.

(d) be reimbursed by the Employer for any eye test in addition to the one per alternate yearpaid for by the Saskatchewan Hospital Services Plan and which an ophthalmologist hasconfirmed is necessary, given the terminal working conditions.

(e) advise the eye specialist that operating a VDT is part of her job.

2. Blinds in the windows shall be repaired or purchased or another method of blocking light installedwhere necessary.

3. Terminal operators, with the cooperation of the Maintenance Department, shall conduct trialsinvolving removing some overhead lights to find the most comfortable illumination level.

4. Easily adjustable chairs and tables shall be purchased where necessary.

47

ALICE rbR1'IEA':S,A" 'S:r.:s, tHIE!' LrSIlAA

January 22, 1986

SASKATOONPUBLIC LIBRARY

SYSTEM

PresidentCUPE Local 2669Saskatoon Public Library System

Dear President:

The Saskatoon Public Library Board agreesthat any employee who is pregnant and is scheduled towork 'with Video Display Terminals (V.D.T.'s) ?hall.upon her request, be assigned to other duties in theBargaining Unit, Such assignment shall be withoutloss of payor benefits for the period between suchrequest and the commencement of h,er le~ve of absenceas 'provided in Article 10 (Parental Leave).

Yours truly

Alice Turner McFarlandChief Librarian

48

MEMORANDUM OF AGREEMENT FOR A SELF-FUNDED PLAN

I have read and agree to the terms and conditions of the Saskatoon Public Library Board Self-FundedLeave Plan attached hereto. I also agree to the following additional conditions.

1.

2.

The period of my plan shall commence -:and terminate _

I agree to take my self-funded leave commencing ,and terminating _

3. During the funding period of the plan I agree to be paid at a rate of of my salary.accept responsibiiity for any financial indemnity arising out of participation in this plan.

4. I agree during my self-funded leave to be paid in total the amount withheld during the fundingperiod of the plan in which I participated plus any accumulated interest.

5. I agree during the self-funded leave period to be responsible for one hundred percent (100%) ofthe premium costs resulting from my participation in employee benefit plans. I agree that theSaskatoon Public Library Board shall deduct such funds from each pay during my leave ofabsence.

Date Employee

49

MEMORANDUM OF AGREEMENT

BETWEEN


AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 2669

Preamble

The Self-Funded Leave Plan'is a system wherein employees ofthe Saskatoon Public LibraryBoard may be permitted to fund a paid leave for an extended period by means of an adjustmentto normal income over several yem·s. The 'plan is voluntary and is established in accordance witha defined formula of income adjustment and paid leave but in any case shall not result in anyincrease in costs to the Saskatoon Public Library Board. Similarly, the Saskatoon Public LibraryBoard assumes no responsibilities for any consequences arising out of the plan related to effectscon pension income through the Civic Employees Superannuation Plan or the Canada PensionPlan, or income tax anangements, or Unemployment Insurance or any other liability arising fromparticipation in the plan it being noted the period ofthe paid leave will be earned credited servicefor pension purposes (subject to Pension Board approval).

The duration of the paid leave shall be arranged a minimum oftwo (2) years in advance of thecommencement of sanle and for a mutually-agreeable period of time. The plan is designed toallow an employee a self-funded continuous leave of a minimum of six (6) months to amaximum of one (1) year in a six (6) year period. An employee may make a contribution basedon multiples of 5% up to 30% of gross earnings.

An employee may enroll in the plml in order to accommodate any undertaking such as aneducational progrmn, travel or other personal endeavor. The plan permits such activities aswould generally be impossible in the traditional employment situation.

50

Memorandum of Agreement8"ok"toon PubHo LlbrfU")' Board and the Canadian Union of Public Employees #2669

Description of the Plan

I. The Self-Funded Leave shall afford an employee the opportunity to enter into an agreementwith the Board to take a paid leave to the extent that ftmds have accrued during the ftmdingperiod as a result of salary deductions to the Plan.

2. During the funding period of the plan, all benefits shall be maintained at a level as if theemployee were being paid at 100% of salary. During the ftmding period, premium costs areshared by the employee and the Board. During the leave period, premium costs are born bythe employee.

3. Upon return from paid leave, an employee will be returned to her former position providedno unforeseen organizational change occurs affecting the position and remain in the employof the Board for a period of time equal to the leave.

4. Vacation credits and increments will not accumulate during the self-ftmded period.

. 5. In exceptional circumstances, such as fmancial hardship or resignation, and with the approvalofthe Board, an employee may withdraw from the plan and receive accrued ftmds andinterest as soon as possible, but no later than the end of the first taxation year thatcommences after the end of the funding period.

6. In the event of the death of an employee in the plan, accrued funds and interest will be paidto the employee's estate.

7. Deductions shall be made as required by Revenue Canada.

8. Employees in the bargaining unit will continue to contribute the amolmt specified by theUnion as the monthly dues.

9. Application for leave is made to the Director of Libraries, through the employee'sDepartment Head.

10. The decision to grant or withhold permission to join the plan will depend on the effect ofsuch leave· on the operation of the Library. Such leave shall not be unreasonably withheld.

11. Interest is credited at the rate of a one-year Guaranteed Investment Celtificate at the bankutilized by the Board and is credited on salary deductions made to the Plan and shan be paidto the employee as employment income in the year such as interest is earned.

51

Memorandum ofAgreementSagkatoon Public Library Board and the CBIllldiBll Union of Public Employees #2669

12. Throughout the period of the self-funded leave, the employee will not be allowed to receiveany salary or wages from the Board or any other person or partnership with whom the Boarddoes not deal with at arm's length other than amounts of the employee's salary or wages thatwere deferred during the funding period.

13. An employee must be employed by the Board for a minimum of two (2) calendar yearsbefore making application for Self-Funded Leave Plan.

14. An employee enrolling in the plan shall contribute to the plan in multiples of 5% of grosssalary up to 30% of salary. There shall be a minimum savings period of two (2) years.

IS. The employee's leave shall be no less than six (6) continuous months and no greater than one(I) year. Such leave shall commence immediately following completion of the fundingperiod and in no event later than six (6) years after enrollment in the plan.

16. Participation in the Plan including dates of the leave period and rate of deductions shall be setto the mutual satisfaction of the Board and the employee applying for Self-Funded Leave.Such shall be set in a Memorandum ofAgreement.

17. An employee may request a change of dates up to six (6) months before commencement ofleave, and may only do so once.

Signed this day '?,o"'" of-.--NJL'lJlC~"""'-"-"""'- ' 2007.

CUPE LOCAL 2669

7 ?".~.,.

SASKATOON PUBLIC LIBRARY BOARD

t3YAA~

~~

52

JOB SHARlNG AGREEMENT,-

I. The position to be shared is a fullctime permanent position being shared by two (2)employees who are coordinating their activities as if they were one. Usually this will beequal splitting ofaposition, and any other arrangements must be specifically approved byboth the Union and the Library.

The employee who originally filled the permanent full-time position is referred to as theincwnbent and the person entering that position is thejob sharer.

2. At the request of the incumbent, or a Department Head, the Library will consider job-sharing;and ifthe decision is favourable, the possibility will be discussed with the Union and theapplicable employee(s). If the arrangement is employer initiated, both employees filling theposition are referred to asjob sharers.

3. Ifjob-sharing is to take place, only the vacant portiones) will be posted.

4. Rates ofPay and Benefits:

The following shall be pro-rated based on time worked:• Salary;• Cost-shared benefit contributions;• Vacation pay, sick leave, compassionate leave and other approved leaves of absence;• Annual increments and other benefits based on service.

The Library will not be required to assume cumulative costs beyond that of one full-timeregular position (C.P.P. and UJ.C. premiums excepted). No overtime premium shall be paidfor the period when the two (2) job-sharing partners engage in the natural exchange ofworkinformation to facilitate the job-sharing arrangement.

Vacation leave and public holiday entitlement will be determined at the outset of any jobsharing arrangement and must be planned in advance for ongoing job-sharing. Thisentitlement shall be fairly administered.

5. If long term absence occurs due to an approve~ leave of absence, it is understood that theother employee will cover the period of absence whenever possible, should the library deemit necessary. In these instances, the regular rate ofpay shall be paid as though the positionwere full-time permanent. Should it not be possible for the other employee to cover theextended period of absence, then the vacancy may be filled. .(1" .

6. Ifeither employee wishes to return to full-time employment at atime when the other portionof their job-sharing position is not vacant, the individual must apply for a posted position.

7. If either one of the employees sharing a position resigns or transfers, the position reverts to afull time position. The remaining partner would then assume the responsibilities of theposition on a full time basis. If the remaining partner wishes to continue job sharing, the ..

53

Job Sharing AgreementSaskatoon Public Library Board and the Canadian Union ofPublic Employees #2669

shareability of the position would be reviewed. If the review de~ms the position shareable,then one halfofthe position will be posted.

8. The continuation of the arrangement depends on a level ofservice satisfactory to the DirectorofLibraries, who shall have the discretion to tenninate the arrangement with ninety (90)days' notice.

In the event this happens and the position reverts to its former complement ofduties, theincumbent whose job was being shared shall have fIrst priority to it. If the arrangement wasemployer initiated, the most senior job sharer will have first priority to the position.Employees who are not placed will be subject to conditions of the respective layoffarticle. Inthis situation, the Library is not obligated to special considerations such as an employee'sinterest in part-time work,

9. Either party to this Agreement may request a review of this Agreement at any time to addressany concerns andlor changes to this Agreement.

10, Either party may tenninate this Agreement by giving six (6) months' notice in writing to theother party.

Signed this day 30 t>- of;....-.J[\...>J)L<:b""N""'...""'b"""'- "2007.

SASKATOON PUBLIC LIBRARY BOARD

#c.#~

~

54

CUPE LOCAL 2669

MEMORANDUM OF AGREEMENTBETWEEN

THE SASKATOON PUBLIC LIBRARY BOARDAND

THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL NO. 2669

HOURS OF WORK FOR PAGES

This memorandum of agreement replaces the memorandum of agreement dated April 15, 2005.

This agreement will continue from year to year hereafter unless otherwise mutually agreed, andwill form part of the Collective Agreement

The parties hereby agree without prejudice to the following items with respect to Pages at theSaskatoon Public Library:

1. Regular Blocks of HoursPages shall only have regUlar scheduled hours of work in one Branch/Department Should it bedetermined that vacant hours will be filled, Management may divide available work into blocks,and notice of such work shall be placed in all Departments and Branches of the Library forseven (7) calendar days at which time Pages will notify the Branch/Department Heads of theirinterest in the available work.

Seniority in accordance with Article 16(a) shall be the determining factor in selecting thesuccessful Page provided the applicant possesses the required qualifications.

The initial probationary period for a Page shall be four hundred (400) hours. The probationaryperiod may be extended to a maximum of seven hundred (700) hours.

Pages hired or accepting regUlar scheduled hours in another Branch/Department are subject toprobation for a period of six (6) months. During the probationary period, the onus forestablishing suitability for continuing employment shall lie totally with the Page. Evaluationreports of each Page on probation are to be made at the end of three (3) months and six (6)months by her supervisor or Branch/Department Head with copies of the reports given to theemployee and the Director of Libraries. Pages accepting hours in another Branch/Department,if not considered capable within this period, or if they request, may be reverted to their formerstatus without loss of seniority.

Both the initial and six-month probationary periods may be extended by the amount of time theemployee does not work because of a paid or unpaid absence exceeding five (5) consecutiveshifts occurring during the probationary period.

2. Additional Call-In Hoursa) Opportunity for additional Page call-in hours of work may be made available in the

following order:

i) to the existing available Pages in the Branch/Department, in order of seniority,and then

ii) to the available, qualified Pages who are trained in the area and are on themaster call-in list, in order of seniority.

55

Management may divide available work into blocks as it determines necessary.In the event that call-in hours accepted by Pages result in unauthorized overtime, theseovertime hours shall be balanced over a period of three weeks.

b) When a Page has successfully completed her initial probation period in a regular block ofhours, her name may be added to the Master call-in list for Pages. The Page mustindicate the locations (branch/department) she wishes to be added to for call-in, and thehours she is available to work for call-in hours. Any changes to the requested locationsor available hours must be submitted, in writing by the Page, to Administration.

i) When a particular Branch/Department determines that more staff from thoselisted on their call-in list are to be trained, seniority shall be the determiningfactor in selecting a Page for training, provided the Page possesses thenecessary qualifications and availability.

3. Applying for Temporary Blocks of Hours

a) Exceeding Three Months Duration:

i) A notice outlining the block of hours and qualifications required, shall be posted inall branches and Departments of the Library for seven (7) calendar days so thatPages may apply.

ii) The successful applicant to a temporary block of hours gives up her regular blockof hours for the duration of the term if the temporary block is in a differentlocation than the regular block of hours held by the applicant. A page who holdsa regular block of hours may be awarded a temporary block of hours in additionto her regular hours prOVided each block of hours is in the same location and thehours do not conflict.

iii) Pages hired or accepting temporary blocks of hours are subject to probation for aperiod of six (6) months. During the probationary period, the onus forestablishing suitability for continuing employment shall lie totally with the Page,Evaluation reports of each Page on probation are to be made at the end of three(3) months and six (6) months by her supervisor or BranchlDepartment Head withcopies of the reports given to the employee and the Director of Libraries. Pagesaccepting hours in another Branch/Department, if not considered capable withinthis period, or if they request, may be reverted to their former status without lossof seniority.

Both the initial and six-month probationary periods may be extended by theamount of time the employee does not work because of a paid or unpaid absenceexceeding five (5) consecutive shifts occurring during the probationary period.

b) Less Than Three Months Duration:

Management may divide available work into blocks and offer as follows:i) to existing available Pages in the BranchlDepartment, in order of seniority.ii) to the available, qualified Pages who are trained in the area and are on the

master call-in list, in order of seniority.

56

4. Trading Individual Shifts for a Specified Temporary Period

a) The Page requesting a trade will be responsible for finding a Page within his/herBranch/Department interested in a trade of hours. The Pages must complete theappropriate form and submit it to their Page Supervisor. The trade will be subject to theapproval of the Page Supervisor. If unable to find someone interested in trading, thePage is required to report to work for all hours of their block; and the Page may apply forleave, in the following order, which will be subject to approval of the Branch/DepartmentHead, providing reasonable notice is given and operations permit (Note: granting of leavein excess of five (5) working days shall be at the discretion of the Director of Libraries).

i) available vacation leave or unpaid education leave, and thenii) leave of absence without pay

b) If a temporary trade is in effect and one of the two Pages resign, the remaining Page isrequired to revert to their original block of hours and may attempt to find another trade orrequest leave as in a) above.

6. Casual Employees

a) It is understood that casual employees may apply for regular blocks of Paging hours, asper #1 above, provided that upon receiving the Paging hours, they will relinquish allrights to casual work.

b) A casual employee who has been successful pursuant to a) above shall not be eligible toreturn to casual status for a period of at least six (6) months.

6. Library Assistant Call-In List

When the employer requires casual staff added to the "call-in" list, a notice outliningclassification and qualifications required shall be placed in all Department and Branches of theLibrary for seven (7) calendar days. Pages who possess the required qualifications and acceptcasual hours may retain their regular paging hours, but shall not be allowed to accept hours asper number 2 and/or 3 b) above.

This agreement is without prejudice and will not be used, produced, or referred to by either partyin any future grievance, arbitration, or any other matters undertaken by the parties subsequentto this date, except for the purposes of enforcing this agreement.

, ,-1-"'- A ~ (\Z-~0Signed this_,L.._~_dayof__-,-'_)~_''--__' 201f.Sx~ ')

AS REVISED AND SUPERSEDES THE PREVIOUS MOA DATED SEPTEMBER 6,2008

On behalf ofThe Saskatoon Public ibrary Board

57

On behalf ofC.U.P.E. Local No. 2669

Letter of Understanding. between

The Saskatoon Public Library Board(hereinafter referred to as the "Board")

andThe Canadian Union ofPublic Employees Local No. 2669

(hereinafter referre.d to as the "t]nion")

Re: Job Evaluation

The parties hereto commit to adopting the City of Saskatoon and C.U.P.E. Local No. S9joint Job Evaluation Plan (hereinafter referred to as the "Plan") as soon as possible' .following the completion of the Plan. All jobs represented by C.U.P.E. Local 2669 at theSaskatoon"Public Library shall be processed through the Plan (i.e. Saskatoon PublicLibrary and C.U.P.E. Local 2669 will use the Plan to conduct internal Job Evaluation atSaskatoon Public Library. Utilizing the PIan does not result in adoption of the C.U.P.E.Local S9 wage line). Article 16 shall be suspended effective the date ofsigning of thisAgreement, and will be voided upon implementation of the Plan. Theparties arecommitted to gender neutraljob evaluation to achieve internal equity among Union jobswith respect to equal pay for work of equal value in the Saskatoon Public Library.

The Saskatoon Public Library Board commits to set asidei'unding totaling $92,000 whichis approximately 2% of the bargaining unit payroll for the year 2001. The parties agreethat this will be expended to fund negotiated bargaining unit salary adjustments thatresult from the implementation of the Plan. .

Any employees in a classification which decreases in pay grade as a result ofjobevaluation will continue to receive general economic increases negotiated, for as long asthey continue to hold that position or for the first three years after the implementation ofthe job evaluation plan, whichever occurs first. After three years, no general economicincreases are to be applied to downward classification decisions.

.No classification reviews or appeals shall be dealt with during thejob evaluation plandeyelopment through to the implementation date of the new Plan for the SaskatoonPublic Library and C.U.P.E. Local 2669. All outstanding grievances relating to jobclassification are considered withdrawn and' the Union agrees to not file any furthergrievances related to classification review. .

The general terms of the Job Evaluation are as follows:a) The parties will establish a six member Joint Job Evaluation Steering Committee

(hereinafter referred to as "the Committee'') made up ofequal representation fromthe Employer and the Union. Committee members shall suffer no loss ofpay, orbenefits of the Collective Agreement, "for attendance at meetings and work' timeallocated by the Committee for related work.

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b) The Committee will operate on the basis ofconsensus and refer anydisagreements back to theirprincipals. . ..

c) lfthe Commillee accepts and agrees that there is aproblem, it shall have theauthority to modify the Plan as needed. . - .

d) The Committee will oversee evaluation and rating ofall jobs using the Plan.e)' Job evaluation will be completed as soon as possible following the completion of

the City ofSaskatoon and C.U.P.E. Local No. S9 joint Job Evaluation Plan.t) Salary adjustments, as a result ofimplemenling the Plan, shall be effective

midnight March 31, 2004. -The $92,000 to be expended for salary adjustmentswill be implemented upon completion ofall job evaluations and in accordancewith instructions of the Union. . .

g) All existing jobs within the classifications ofSchedule I, and any new positionswill be processed through the Job Evaluation Plan. .

h) The Committee shall deal with appeals arising out oflob Evaluation Assessments .by· following the process outlined for appeals established by the City ofSaskatoonand C.U.P.E. Local S910b Evaluation Plan.

i) Any additional salary adjustments are subject to negotiation between the partiesduring collective bargaining following March 31, 2004.

Signed this 26th day ofNovember, 2002

On Behalf ofThe Saskatoon Public Library Board

..

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Letter of Understandingbetween

The S3skatoon Public Library Board(hereinafter referred to as the "Board")

andThe Canadian Union of Public Employees Local No. 2669

(hereinafter referred to as the "Union")

Re: Job Evaluation

This Letter ofUnderstanding is further to the Letter ofUnderstanding ~etween theparties, relating to Job Evaluation, dated November 26,2002.

Whereas the parties have adopted a joint Job Evaluation Plan (hereinafter referred to asthe "Plan"); and,

Whereas all jobs represented by C.U.P.E. Local 2669 have been processed through thePlan, and the Joint Job Evaluation Committee has established a fifteen pay bandstructure; and,

Whereas the Board has set aside funding totalling $92,000 in accordance with the Letterof Understanding, dated November 26, 2002, to fund retroactive salary adjustments thatresult from implementation of the Plan; and,

Whereas implementation of the Plan would increase the current annual cost ofsalaries,by up to $112,604 (based on 2006 salary costs);

The Union and the Board agree to the following:

1. The Board will implement the Plan and provide funding, based on 2006 salaries,to a maximum of$112,604, which sum will be pro-rated for a partial year(ie.2007). The Plan shall be deemed to be implemented on March 16,2007, butresulting salary adjustments will not be paid until ratification of the 2007-2010Collective Agreement. The salary adjustments, referred to in this paragraph, willonly apply and be paid to staff actually employed by the Board on March 16,2007.

2. The $92,000 referenced ill the Letter of Understanding dated November 26, 2002,will be expended for retroactive salary adjustments, fro,1l1 midnight March 31,2004 to midnight March 15,2007, in accordance with instructions from theUnion.

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· 3. Article 16 is voided, and will no longer form part of the Collective Agreement.

....... ,

4. This Letter ofUnderstanding includes ,the 'Terns ofReference for the Joint JobEvaluation Plan' between the parties, dated Dec~mber, 2003 (attached).

Signed this/?- day of d:w£}


~;tM.W~

~~~~

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,2007.

TERJ."IS OF REFERENCEFor the Joint Job Evaluation Plan

_ ' betweenThe Saskatoon Public Library Board. and

The Canadian Union of Public Employees (CUPE) Local No. 26690, December, 2003 .

1. POLICY FRAMEWORK- '

The Saskatoon Public Library Board (the Employer) and the Canadian Union of PublicEmployees Local No. 2669 (the Union) are committed to equity, fairness and aninvestment in employees. This guideline document provides an overall policy framework·to achieve equal pay for work of equal value. The objective of this process is to achieveinternal eqUity through a method that respects pay equity principles.

The parties are committed to gender neutral job evaluation to achieve internal equityamong Union jobs with respect to equal pay for work ofequal value in the SaskatoonPublic Library, within the following framework: .

• That a process for implementation include:- A joint gender-neutnil job evaluation Plan consistent with the principles of equalpay for work of equal value.- A joint employer-employee representative committee.- Separate funding for salary adjustments resulting from implementation of the jobevaluation Letter of Understanding signed November 26'h, 2002 of the CollectiveAgreement ratified on November 27, 2002.

• There shall be no loss or reduction of employment as a result of this job evaluation.process.

.; The Employer will provide required consultant services at no cost to the Plan

• When the Plan is complete, salary adjustments will be implemented as per theUnion's instructions ~as per article f) in the Job Evaluation Leiter of Understandingsigned November 26 ,2002). . '

• The parties shall ensure the integrity of the process by maintaining confidentialityduring and after the project..

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..2. OOALS

The goals of the joi~t, gender-neutral job evaluation process are as follows:

a) To rectify any potential inequalities based on the principle ofequalpay for work of equal value as it applies to the jobs within CUPE Local 2669.

b) To ensure that any outcomes of an equal pay for work ofequalvalue compensation structure are maintained.

c) To establish the essential components of a pro~ess for implementation.d) To establish ajointjob evaluation maintenance process.e) 'To revise job descriptions, where required, as a result of this process.

3. EQUAL VALUE OBJECTIVES

Gender-neutral job evaluation impacting CUPE 2669 positions within the SaskatoonPub1ic Library will be conducted on the basis ofequal pay for work of equal valueprinciples that shall be consistent with the objective of achieving internal equity.

a. "Equal pay for work of equal value" is a principle wherebyjobs which are of the samevalue should be paid the same, even if those jobs are much different from one another.All jobs in an organization are measured against a common set ofcriteria to identify theirrelative wolth in the organization. The criteria are as follows: skill, effort, responsibilityand working conditions. Jobs, which are deemed of equal or comparable value, shall bepaid the same rates of pay regardless ofjob title.

"Equal pay for work of equal value" is deemed to be achieved when the employer adjustsits compensation practices so that all employees are assigned to aschedule of pay withthe same maximum hourly rate of pay as other employees performing work of equal orcomparable value.

b. "Internal equity" applies the principle of equal pay for work of equal value to all jobs(both male and female jobs) within CUPE Local 2669 positions. Once the principle ofequal pay for work of equal value has been applied to CUPE Local 2669's compensationstructure, all jobs are paid fairly as compared one to another, thereby achieving the goalof internal equity.

Regression analysis will serve as a tool to compensate the process to determine theappropriate value of the jobs.

4. TIMELINES FOR IMPLEJ.VlENTATION

The parties undertake to complete ·each ~tage of implementation in good faith. on thebasis of fair and reasonable timelines. The need to create aproperly developed andcomprehensive plan ofjob evaluation that addresses both the immediate arid long-termneeds of the parties is paramol,lnt.

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SQIQfY adjustments as a result of implementing the Plan shall be effectivemidnight March 31, 2004. The $92.000 to be expended for salaryadjustments will be implemented upon completion of all job evaluationsand in accordance with inStnlctions of the Union.Any additional salary adjustments are subject to negotiation betweenthe parties during collective bargaining following March 31. 2004.

5. JOINT JOB EVALUATION STEER.ti"lG COMiv!ITTEE (hereinafter called theCommittee)

The parties will establish a six member Joint Job Evaluation Steering Committee madeup of equal representation from the Employer and the Union. Committee members shall .suffer no loss of payor benefits of the Collective Agreement for attendance at meetingsand work time allocated by the Committee for related work.

Either party to the agreement may contact consultants to assist its representatives of theCommittee. Any such consultant shall not be entitled to vote and shall not be consideredto be a member of the Committee.

The Committee will include representation from a cross-section ofjob classes and will begender balanced to the extent possible. The Employer will appoint employerrepresentatives. The Union will appoint Union representatives.

To ensure consistency in implementing equal pay for work of equal value principles,membership on the Committee shall not vary, Wherever reasonably possible and·practical. But if a member leaves the Committee for any reason, the respective party mayappoint an appropriate replacement member. Members of the Committee shall beconsistent wherever possible with minimal use of alternatives. but shall not be undulyrestrictive.

The Committee shall meet as necessary at a mutually agreed upon time and place. Forthe purpose of conducting business, a quorum will be a minimum of two Employerrepresentatives and two Union representatives..

The Committee will appoint a chairperson on a rotating basis. The chairperson willprepare the agenda and chair the meeti ng.

The decisions of the Committee wiII be unanimous for evaluations and on any policy oroverall matter relating to the development and implementation of the Plan. Should theCommittee fail to reach unanimity; it will request the assistance of a mutually agreed .upon facilitator in order to reach a decision. The facilitator will be cost-shared betweenthe parties. Should the Committee still fail to reach a unanimous decision. the issue(s)will be referred back to the prinCipals for assistance in resolution. Should this fail. theprocess shall be abandoned. The decision for abandonment rests with the principals.Evaluation decisions of the Committee will be final and binding upon the parties.

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6. COMM:rrrEE RESPONS~lLrrIES

The Committee shall oversee the development and implementation of the Joint'JobEvaluation Plan. The parties commit to adopting the City ofSaSkatoon and CUFE LocalS9 joint Job Evaluation Plan as soon as possible following the completion of that Plan.The Committee has the following responsibilities:

-Develop a disclosure and communication strategy regarding the job evaluationprogram.-Ensure training as required for the Committee.-If the Committee accepts and agrees that there is a problem. it shall have theauthority to modify the Plan as needed. .-Detennine the data that will be used to develop a representative wage linethrough regression analysis.-Review and use the regression analysis results.-Finalize banding of the point ranges.-Record rating results and rationale for all decisions and maintain recordeddocumentation for future reference.-maintain integrity of the Plan

7. ADMI1'11STRATlVE SUPPORT SERVICES

The Employer will provide administrative support services to the Committee. as needed.The person(s) perfonning these functions shall not be a member of the ,Committee.These services shall be under the direction of the chairperson(s) and shail include: .

-the distribution of all Committee correspondence to the Conunitteechairperson(s)

-meeting coordination, preparation and distriqution of meeting agendas-the preparation and distribution of minutes and Committee documents-data entry, as directed, from the questionnaires and evaluation results.

The administrative support person will have no voice or decision-making role, but willattend meetings as reqUired.

8. JOB EVALUATION PROCEDURES

The following general procedures shall be used to evaluate jobs:

a. All incumbents shall complete the Job Summary and the Job EvaluationQuestionnaire (JEQ). Both will be forwarded to the manager. The manager'scomments wUl be documented and included as part of the Job EvaluationQuestionnaire. The manager may not unilaterally alter any of the incumbent'sresponses. The completed Summary and Questionnaire will be submitted ti? theCommittee. The employee may request a copy of the completed Summary.

65

b. Where further infonnation is required, the Committee will determine how theinfonnation should be obtained. Additional information shall be gathered insuch amanner as to minimize any disruption to the workplace

c. The Committee shall rate the position using all the information gathered. ThePlan evaluates at minimum skill, effort, responsibility and working conditions.Each factor is divided into sub-factors to provide a standard against which .each job is evaluated to determine its relative worth.

9. JOB RATINGS SERVE TO:

a. Group jobs having relatively similar point values (commonly referred to as,banding)..b. Provide a basis upon which wage rate relationships between jobs are established.c. ' Measure changes injob content.

10. APPLICATION OF THE PLAN

The following general rules shall apply:a. It is job content and not incumbent performance that is being evaluated.b. Jobs are evaluated without regard to existing wage rates.c. Jobs are placed at an appropriate degree level in each sub·factor by comparing the.

specific requirements of the job to the sub-factor definition and the description ofeach degree level; no interpolation of degrees (i.e. midpoints) is permitted.

d. The job analysis and rating of each job shall be relative to and consistent with the JobEvaluation Questionnaire responses and rating of all other jobs under the Plan;

e. Ratings shall include 'sore-thumbing' for consistencyf. The sub·factors must have an impact on all jobs being evaluated;g. Committee members shall not evaluate their own job Or the job of any family

member.

11. APPEALS PROCESS

a. Only employees or groups of employees who have completed a Job Evaluation.Questionnaire will be eligible to appeal the decisions of the Committee.

b,' The incumbent may, within 30 calendar days of receiving the evaluation results,. request reconsideration using the appropriate form. New supporting evidence must

be provided for the appeal to be heard. The request must be submitted to theCommittee stating the reAsons for disagreement with specific degree level(s), andproviding examples. Positions under appeal shall be completely open to review .within the terms of the Job Evaluation Plan. .

c. If an employee had been part of a group that submitted a Group Job EvaluationQuestionnaire, the rating decision is binding on all positions represented. Any appealof such a rating must be submitted as a group and will require a simple majority of allthe employees who signed the orlgiIial IEQ. . •

d.. Employees cannot appeal the salary schedule or placement in the salary schedule.They cannot request a review of another job.

66

e. Written appeals shall be made to the Committee. The Committee will verify theinformation received and, where further information is required, will determine howthe information should be obtained. Additional information shall be gathered in sucha manner as to minimize any disruption to the workplace. The incumbent may "request to make a presentation before the Committee. However, the Committee shalldetermine whether a presentation will be heard. In the case \\There the Committee istied, the appellant will be allowed to proceed with the presentation.

f. The decisions of the Committee will be unanimous. Note: refer to #5g. The Committee shall inform the incumbent and the manager ofits decision using the

appropriate form. Decisions shall be final and binding on all parties.h. Article 25 of the Collective Agreement (Grievance Procedure) does not apply to the

Job Evaluation process.

12. PROCEDURES FOR EYALUATING CHANGED JOBS

Whenever the employer or the incumbent identifies that the duties, responsibilities,educational or experience qualifications of the existing position have changed:

a. The incumbent or employer may request ajob evaluation review bycompleting and submitting the appropriate form to the Committee.

b. The Committee shall meet to rate each sub-factor, establish an appropriateevaluation and advise the incumbent and manager of the results of the reevaluation using the appropriate form. The rating of the job shall determinethe pay grade for the job.

c, Where the incumbent disagrees with the Committee's decision, an appeal maybe filed as per outlined appeals process.

d. No reviews of changes to jobs will be considered until six (6) monthsfollowing the·implementation of this Plan.

13. PROCEDURES FOR EYALUATI:NG NEW POSITIONS

When the employer establishes a new position of a nature not already classified, 'thefollowing shall apply: '

a. The employer shall compiete an interim Job Evaluation Questionnaire.b. The Committee shall meet and establish a temporary pay grade for the job,

based on the draft Job Evaluation Questionnaire.c. The job shall be posted as 'Under Review' and the appointee shall be paid the

temporary grade.

d. Twelve (12) months after appointment, the incumbent and manager shallcomplete a JEQ, which shall be submitted to the Committee. The Committeewill evaluate the position as per the procedures outlined above.' The Bay gradeshall be assigned to the position effective 12 months after the appointment ofthe incumbent. In the event that the pay rate of theJob decreases as a result ofthe twelve-month review, the incumbent shall continue to receive generaleconomic inc'reases negotiated, for as long as they continue to hold that

67

.• position or for the first three years after the date of the Committee's finaldecision, whichever occurs first.

68

. ,

LETTER OF UNDERSTANDING'BETWEEN

THE SASKATOON PUBLIC LIBRARY BOARDAND

, THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL No, 2669'

Re: Joint Job Evaluation Plan

The Employer and Union have established a Joint Job Evaluation·Plan and Terms of Reference. (December 2003) which will continue to be used to rate all new and changed jobs. The parties

are commit/ed to the principle,ofpay equity, .

The pa'rties recognize the value, objectives and principles as set out in the December 2003 JointJob Evaluation Plan. In order to improve the effectiveness, efficiency, and integrity of the planand proces~ the·Joint Job Evaluation Committee will update the Terms of Referenceaccordingly. .

This Letter of Understanding shall be effective for the term of the current collective bargainingagreement between the parties. "

Sign~d this 4 +kday of .~ .2014. '

BoardOn behaifofC.UP.E. Local No. 2669

~-~1E-1?_

-..'-,.......•.._- .. , .••.....-._-.

69

,. Letter ofUnderstandingbetween

The Saskatoon Public Library Board(hereinafter referred to as the "Board")

and ,The Canadian Union ofPublic Employees Local No. 2669

(hereinafter referred to as the "UnIon")

Re: Pay Equity

The parties are committed to the concept ofpay equity that is based on the principle ofequal pay for work ofequal value,

Considering the Board's affiliation with the City ofSaskatoon, and thai there are notenough male comparators within the Saskatoon Public Library to generate an appropriatecomparison, the parties agree to.ajoint study ofpay equity disparities between theSaskatoon Public Library and the City ofSaskatoon, in the following manner:

The study will compare pay equity disparities betw.een C.U.P.E. Local No. S9 andC.U.P.E. Local No. 2669. This will occur as soon as possible following thecompletion and implementation of the City ofSaskatoon and. C.U.P.E Local No.S9 joint Job Evaluation Plan, and the processing ofC.U.P.E. Local No. 2669classifications through the City ofSaskatoon and C.U.P.E Local No. 59 jointJobEvaluation Plan (as per Job Evaluation Letter ofUnderstanding, dated November26, 2002). Any salary adjustments are subject to negotiation between the partiesduring collective bargaining following March 31,2004.

Signed this 26th day ofNovember, 2002


~~J-v-~>

70

, ..."

~~SASKATO(jN~.~ '::

tl~eMmy····:·····

LEITER OF UNDERSTANDING #2014-01

BETWEEN

TABLED BYTHE SASKATOON PUBLIC

LIBRARY BOARD

This the 21st day of February, 2014

Without Prejudice; E. & O.E..


AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL NO. 2669

Re: Review of Article 6 - Hours of Work

It is mutually agreed that the parties to this Agreement will form a joint Union I ManagementCommittee to review Article 6 - Hours of Work for the purpose of rewriting the Hours of Worklanguage in the current Agreement ·prior to the commencement of the next round of contractnegotiations.

This Letter of Understanding shall expire on December 31, 2016.

Signed this~ day of_\..:-..'l._"J"'-- • 2014.

On behalf ofThe Saskatoon Public Library Board

71

On behalf ofC.U.P.E. Local No. 2669

collective agreement between the saskatoon public … · ii) part-time employees scheduled for...

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