collective agreement between united steel, paper and ... · 7.4 . if an application for a job in a...

COLLECTIVE AGREEMENT

BETWEEN

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL

UNION On behalf of its Local 8300-03

(Hereinafter referred to as ;'USW" or "the Union")

)

AND

THE COUNCIL OF EMPLOYERS, comprised of each of ACTRA and ACTRA Toronto

(Hereinafter referred to as "the Employer")

EFFECTIVE OCTOBER 1, 2013 TO SEPTEMBER 30,2016

ARTICLES 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35

APPENDICES

TABLE OF CONTENTS

Recognition and Application Definitions Management Direction Probationary Period Documentation Employees' Responsibilities Vacancies or New Jobs Length of Service Part-Time Employees- Salaries Temporary and Part-Time Employees - Benefits Hours of Work Overtime Payment Premiums and Fees Retirement Plan Paid Holidays Vacations Sick Leave Other Leave With Pay Parental Leave Leave With Pay For Jury Duty, Etc. Extended Leave of Absence and Educational Upgrade Expenses Travel Life Insurance Pay Period Supplementary Health Benefits Personal Harassment Policy Grievance Procedure Complaint and Discipline Procedure Union Security Union Representation Joint USW/Employer Committee Reorganization and Technological Change Job Security Health and Safety Duration, Termination and Renewal Signature Page

11 Appendix 'A' • USW Salary Ranges

Appendix A 1-2 Salary Grid 1- 10

2 2 3 3 4 4 4 6 7 7 8 9 10 10 11 12 12 13 14 15 15 16 18 18 18 20 24 25 27 28 29 29 30 32 32 33

• ACTRA Job Descriptions 11 Letters of Understanding# 1- 5

Job Descriptions 1-42 Letter Pages 1 - 5

USW Agreement Page 1

ARTICLE 1 - RECOGNITION AND APPLICATION

1.1 The terms of this Agreement are the result of negotiations between the USW and the Council of Employers comprised of each of ACTRA and ACTRA Toronto. The parties agree that "ACTRA" includes ACTRA National and ACTRA Performers' Rights Society and ACTRA Branches or local unions including those in Newfoundland and Labrador, Maritimes, Montreal, Ottawa, Manitoba, Saskatchewan, and Alberta. The Council of Employers, comprised of each of ACTRA and ACTRA Toronto, recognizes the USW as the sole and exclusive bargaining agent for all persons employed or engaged by the Council of Employers (comprised of each of ACTRA and ACTRA Toronto), except the Executive Director of ACTRA, the Administrative Director of the Alliance, the Branch Manager of ACTRA Toronto, the Director of Management Information Services, the Comptroller, those represented by the COPE, those represented by the CAW, Local3000, and members of ACTRA engaged to perform temporary stewarding assignments.

1.2 Should the Employer contemplate creating new categories of work prior to the hiring of an employee in the new classification, there shall be agreement with the USW concerning the job description and the salary range. A person may be placed in the new position, in the interim, subject to subsequent agreement on the aforementioned terms between the USW and the Employer.

1.3 (a) The purpose of the Agreement is to maintain a harmonious relationship between the Employer and the employees; to define the hours of work, rates of pay and conditions of employment; to provide for an amicable method of settling differences which may from time to time arise; to promote the mutual interest of the Employer and its employees and to promote and maintain such conditions of employment.

(b) It is recognized that the Employer is a membership based organization. As such, the efforts of staff are to further the objectives of the organization by providing service to the membership.

ARTICLE 2 - DEFINITIONS

2.1 Employee: A person who is employed by the Employer and is covered by the recognition clause of this Agreement (Article 1 ).

2.2 Permanent Employee: A person employed in a continuing position who is not a temporary employee.


2.3 Temporary Employee: A person employed for a specific project that has a finite termination date.

2.4 Part Time Employee: A person employed on a regular basis working less than the full-time hours of work described in Article 11.

2.5 Permanent Full-Time Employee: ·A person employed to work the hours of work described in Article 11.1 of this Agreement.

2.6 Probationary Employee: An employee who is serving an initial probationary period per Article 4.1.

2. 7 Seniority: The length of service with the employer calculated as the time from the date of hire unless seniority has been lost.

2.8 Collective Agreement: Includes addenda and side letters between the USW and the Employer during negotiations and during the term of the Agreement.

ARTICLE 3 • MANAGEMENT DIRECTION

3.1 Employees will be under the direction of Management personnel who will be responsible for employees performing their duties in accordance with the policies of the Employer.

ARTICLE 4 - PROBATIONARY PERIOD

4.1 Employees shall serve an initial probationary period of three (3) months from the date of hire. There shall be a written evaluation of the employee's performance at the end of the three (3) month period at which time the Employer may extend the probationary period for a further three (3) months or place the probationary employee on full or part time status, or terminate. A probationary employee shall not be entitled to medical benefits during the initial three (3) month period. If the probationary period is extended, the probationary employee will be entitled to medical benefits provided in this Agreement. A probationary employee shall receive the probationary rate as defined in Appendix A. Upon completion of the three (3) month probation, an employee shall receive an increase in annual salary of not less than five hundred and fifty dollars ($550) effective with the beginning of the first week following the end of the three (3) month probationary period or the end of the six (6) month probationary period, if the probationary period is extended.

4.2 When an employee is hired in a temporary position and is subsequently hired in the same position on a permanent basis, and the temporary


employee has been in that position for a six (6) month period or more, there shall be no probationary period.

When the employee has been in the temporary position for less than six (6) months, the remainder of the six (6) month period will be considered as probationary.

When an employee is hired in a temporary position and is subsequently hired in a permanent position other than their temporary position, the probationary period applicable to the permanent position shall be six (6) months less the time worked as a temporary employee, but shall not be less than three (3) months.

ARTICLE 5- DOCUMENTATION

5.1 All employees of the Employer shall complete such forms and papers as are deemed to be required for continued employment, such as the Employer application form, income tax, unemployment insurance, social insurance, retirement plan, hospital and Medicare, group life and others as may be required by law and by the Collective Agreement herein.

5.2 Upon written request, the Employer shall provide the Union with copies of documents for the employees covered by this collective agreement. Such documents mayinclude Letters of Hire, Temporary Employee Cont~acts, Notices of Intent to Hire Temporary Employees, Probation Letters, Discipline Notices, External Job Advertisements, etc.

ARTICLE 6 - EMPLOYEES' RESPONSIBILITIES

6.1 As a condition of continued employment with the Employer, employees shall not: a) accept an engagement in the jurisdiction of the Employer; b) take part in any endeavour that would involve undesirable

exploitation of his/her fellow employees or the members of ACTRA or the Employer itself;

c) disclose confidential or unpublished information acquired by the employee in the course of employment with the Employer;

d) act in a manner contrary to his/her duty of fidelity as an employee of the Employer.

ARTICLE 7- VACANCIES OR NEW JOBS

7.1 Whenever vacancies occur or new jobs are created within the scope of the Collective Agreement, notice of such vacancies or new jobs shall be sent


to all USW members and be posted in all the Employer offices for a period of five (5) working days.

7.2 The notice shall state the nature of the job, job description and the qualifications required. The starting salary will also be posted.

7.3 Where the job posting departs from previous guidelines in posting notices for that category of employment, the proposed posting shall be provided to the USW Executive. ·If no response is received within three (3) working days, the notice shall be posted. If the USW wishes to propose changes to the .posting, a meeting will be held within one (1) week and every attempt shall be made to reach a mutually satisfactory solution.

7.4 . If an application for a job in a position covered by this Collective Agreement is filed by a member of the USW bargaining unit, and if such USW employee can demonstrate that he/she has the qualifications and abilities as determined by the Employer, or who can demonstrate that within a reasonable period of time that he/she can acquire said qualifications and abilities, then such employee shall be given the job, unless the work record of the individual mitigates against such a decision. If more than one employee is qualified .as defined above, the employee with the greater seniority shall be awarded the position.

7.5 Whenever an employee with seniority is the successful applicant for a vacancy or new job, said employee shall be a probationary employee with respect to said job for a period of three (3) months from the date of the appointment.

7.6 In the event the employee with seniority fails to fulfil the requirements of the vacancy or new job within the above-rioted probationary period, the employer shall outline, in writing, his/her concerns to the employee. The employee shall return to his/her former job and other employees who have been appointed to fulfil the jobs created by such appointments shall return to their former positions.

7. 7 The employee shall have the option of returning to his/her former position at any time within the probationary period.

7.8 In the event there is a disagreement between the employer and an employ.ee .as to,the qualifications and abilities of the employee to fulfil the requirements of a job, the employee may grieve according to Article 27 of the Collective Agreement.

7.9 When a vacancy or new job under this collective agreement is not filled by a current member of the bargaining unit, and members on lay-off have been notified and the position is still. unfilled, the Employer may post the position publicly. lfthe position is not filled within three (3)· rt10nths of


public posting, it must be re-posted internally if the Employer continues to want to fill the vacancy or new job. When such posting has not been posted publicly within three (3) months of the internal posting, it must be re-posted internally. Within such posting must be the information indicating that the position is governed by a collective agreement with the USW. Applicants may request and receive a copy of this agreement prior to their first interview. In all cases, an applicant will be provided with the job description and salary grid before their first interview. In all cases, an agreement will be provided in case of a second interview.

7.10 When an employee is the successful candidate for a temporary position or promotion, the employee will continue to accrue seniority and the employee shall be returned to her/his position in the bargaining unit upon completion of the assignment.

ARTICLE 8 · LENGTH OF SERVICE

8.1 The length of service of employees shall be calculated from the date of their employment with the Employer (or its predecessor organization), while on continuous employment, including full-time, part-time and temporary assignments.

8.2 For the purposes of this Article, continuous employment means while the person is considered an employee regardless of whether or not he/she is on the payroll of the Employer.

8.3 Seniority shall continue to accumulate while the employee is on maternity leave or on leave of absence, whether paid or unpaid.

8.4 Seniority may be lost when:

a) an employee is discharged for just cause; b) an employee resigns in writing and/or resigns verbally and/or does

not return to work; c) an employee fails to return to work within fifteen (15) calendar days

of being recalled from layoff after having been notified by registered mail to the last known address to do so. If illness or o~her just cause prevents the employee from responding in time, the period shall be extended. It shall be the responsibility of the employee to keep the Employer informed of the current address.

d) an employee is laid off for more than twelve (12) months.

USWAgreement Page 6

ARTICLE 9- PART-TIME EMPLOYEES- SALARIES

9.1 The Employer may appoint part-time representatives of the Employer in localities and areas where a full-time representative is not required to meet special situations arising in the course of the activities of the Employer. Such part-time appointments. may also include the assignment of temporary duties in the areas of stewarding, administration, organizing and other proper activities of the Employer, such employees to become members of the USW after completing one (1) month of temporary employment. Part-time employees shall be paid for time worked by prorating the minimum salary for the category of work to which the part-time employee is assigned.

9.2 In the event that the Employer reduces a permanentfull-time employee's hours of work or the employee requests reduced hours and the Employer agrees to such a request, the employee's seniority shall continue to accumulate while on part-time basis. All benefits provided in this Agreement shall continue as if the employee was still full-time. Subsequently, if the Employer requires additional hours of work in that position, the above-mentioned employee will be offered increased hours prior to the Employer hiring additional staff (except in the cases of special projects, e.g. organizing).

ARTIClE 10- TEMPORARY AND PART-TIME EMPLOYEES- BENEFITS

10.1 Except in the case of replacement of a regular employee absent on leave, temporary assignments shall not normally be for periods in excess of six (6) months unless more time is required to complete the project or leave. The Union and the Employer shall negotiate the rate of pay of the temporary employee based on the nature of the work. Notwithstanding the foregoing, the Employer shall not contract out or in unless agreed by the Union.

1 0.2 A part-time employee who has regularly worked for a continuous period of not less than one year shall be enrolled in the AFBS. The Employer shall pay the cost of insurance benefits. The part-time employee shall contribute 2% of gross earnings to the Employer Retirement Plan. The ·Employer shall contribute an amount equal to 8% of the part-time employee' s gross earnings to the Employer Retirement Plan. Contributions towards health benefits coverage shall be provided on a prorata basis as follows:

Employees who work (x days per week) shall receive: 1 day or equivalent = 25% 2 days or equivalent = 50% 3 days or equivalent = 75% 4 days or equivalent = 1 00%


It shall be the responsibility of the Employer initially, to pay the cost of the premium of the part-time employee. The part-time employee shall reimburse to the Employer (by personal cheque made payable to the Employer), that portion owing by the employee. The Employer will notify the employee of the outstanding amount within forty-five (45) days. Where the employee is in default of this payment for a period greater than sixty (60) days, it shall be deemed that the employee has relinquished coverage under the relevant plans. Where the employee wishes to reenrol, he/she must first reimburse the Employer all outstanding portions of premiums owing. Full benefits coverage will be provided to those parttime employees on staff prior to October 1, 1987.

Vacation for such part-time employees shall be pro-rated based on the number of days regularly worked per week.

10.3 A temporary part-time employee who works for less than one (1) year shall be entitled to 4% of their annual earnings for purposes of vacation pay, and 5.75% in lieu of all staff benefits. Vacation pay shall be payable at the termination of the assignment (except where the law of the province in which such regularly employed part-time employee resides provides in excess of this payment) or upon termination of employment by either party and shall, in all instances conform to the relevant provincial laws.

10.4 A temporary employee who replaces a full-time employee for a period of longer than 6 months will be eligible for insurance benefits under AFBS (other than long-term disability and weekly indemnity) for the period of their assignment.

10.5 A temporary employee on an assignment of less than 6 months shall be paid an additional 5. 75% in lieu of all benefits, and 4% of their annual earnings for vacation pay. Vacation pay shall be payable at the termination of the assignment (except where the law of the province in which such temporary employee resides provides in excess of this payment) or upon termination of employment by either party and shall, in all instances conform to the relevant provincial laws.

ARTICLE 11 - HOURS OF WORK

11.1 The hours of work for full-time employees at the National office of the Employer shall be: a) Six and one-half (6 1/2) hours per day, thirty-two and one-half (32

1/2) hours per week, Monday to Friday inclusive, excluding a one (1) hour lunch period.


b) The scheduled hours of work shall be from 9:30a.m. to 5:00p.m. or 9:00 a.m. to 4:30 p.m., except where otherwise designated by the Employer in individual cases.

c) . Winter Hours: For eight (8) weeks, ending on the last Friday of February, the regular hours of work shall be six and one-half (6 1/2) hours per day, Monday to Friday, between the hours of 9:00 a.m. and 5:00 p.m.- thirty-two and one-half (32 1/2) hours per week. During this period, fifty percent (50%) of employees shall work the regular week and fifty percent (50%) shall work seven (7) hours per day, Monday to Thursday between the hours of 8:30 a.m. and 5:00 p.m. and four and one-half (4 1/2) hours between the hours of 8:30 a.m. and 1 :30 p.m. on Fridays, alternately. However, in the event the employee is absent from the work place due to illness on a Friday which is his/her scheduled half day, such employee shall accumulate said time for future use.

11.2 Part-Time Employees: The hours of work for part-time employees shall be agreed upon by the USW, the employee concerned, and the Employer.

ARTICLE 12- OVERTIME PAYMENT

12.1 All hours worked in excess of six and one-half (6 1/2) hours per day or thirty-two and one-half (32 1/2) hours per week, and authorized by the Employer, shall be accumulated by the employee on the following basis.

By mutual agreement with the Employer: a) overtime can be compensated either through time off or through an

appropriate payment; b) overtime will be compensated on the basis of one and a half (1.5)

hours for each hour of overtime worked, and double time after midnight. All hours worked on Saturday, Sunday, statutory holidays, or holidays respective of the employee's religious beliefs shall be accrued at two times the pro-rated hourly rate for that employee.

c) Lieu. time may accrue for a maximum of ninety (90) days, prior to the end of which time the lieu time must have been taken, or lieu time will be lost;

d) Double time for lieu time will not apply to overtime work related to IPA and NCA bargaining. Work related to bargaining will include any time assigned to prepare for bargaining, the bargaining sessions, and any time devoted to pressure tactics, strikes and related activities.

12.2 Any additional duties outside the normal work day and/or overtime will be assigned and authorized in writing by the Employer with a copy given to


the employee. Overtime shall be calculated each pay period based upon properly authorized depositions for such overtime period.

12.3 Evening Branch Council and membership meetings where the employee is required or requested to attend will be treated as time worked. In the event an employee is required to pay out-of-pocket expenses due to extension of the work day, approved expenses shall be reimbursed.

12.4 Turnaround: Where an employee has commenced work at the regular time and is required to work or attend a Branch meeting which results in the extension of the day beyond midnight, all hours worked beyond midnight shall be accumulated at two (2) times the regular rate for purposes of this Article.

12.5 Any employee who is requested to work, and agrees to work during their period of previously scheduled vacation will have such leave rescheduled. Any costs incurred by the employee who has agreed to work will be borne by the Employer. Such agreement will be provided in writing to the employee and the USW prior to the employee performing the work.

ARTICLE 13 - PREMIUMS AND FEES

13.1 The Employer agrees to provide full-time Employees resident for income tax purposes in the Province of Ontario with a $300 annual payment. This sum will assist Employees in paying for recent income tax increases portrayed by the Government of Ontario in its 2004 budget as helping to fund health care. The Employer will pay this amount to each eligible Employee no later than December 31st of 2013, 2014 and 2015.

13.2 In the event any province introduces or amends a health care premium or health care tax, the parties agree to meet immediately to discuss compensation for those full-time Employees, resident for income tax purposes in the province affected, affected.

ARTICLE 14- RETIREMENT PLAN

14.1 All full-time employees represented by the USW shall be enrolled in the Employer Retirement Plan as of the first day of employment.

14.2 Such employees shall contribute an amount equal to two percent (2%) of the employee's gross earnings to the Plan and the Employer shall contribute an amount equal to eight percent (8%) of the employee's gross earnings for the Retirement Benefit to the Plan. Employees may make additional contributions within the limitations defined in the Income Tax Act.


14.3 The Employer will match additional voluntary contributions made by employees with eight (8) or more years of service, subject to a ceiling of four percent (4%) of gross annual salary or the yearly legal maximum RRSP contribution.

14.4 RRSP contributions and deductions will be remitted to the ACTRA Fraternal Benefit Society (AFBS) in the month following the month in which they are accrued.

14.5 The Employer will provide USW members with details of the RRSP investments portfolio administered by the ACTRA Fraternal Benefit Society. The Employer will endeavour to have a staff member appointed to the Board of Governors of the ACTRA Fraternal Benefit Society

14.6 All permanent full-time and part-time employees represented by the USW will have the right to access once per year the portion of their RRSP that they contribute (without administration charge).

14.7 When an employee leaves the employ of the Employer, they may choose to keep their RRSP investments with AFBS.

14.8 The administration of Employee RRSPs will cost Employees nothing, during the term of this agreement.

ARTICLE 15- PAID HOLIDAYS

15.1 The offices of the Employer shall be closed on the following holidays without loss of pay to the employee:

New Year's Day Canada Day Good Friday Thanksgiving Day Victoria Day Christmas Day Civic Holiday Boxing Day Christmas Eve Day New Year's Eve Day Labour Day Easter Monday,

and such other holidays as are proclaimed legal holidays by federal, provincial or municipal authorities.

The offices of the Employer will be closed between Christmas Eve Day and New Year's Day, provided that the offices will be closed for no more than seven working days.

ARTICLE 16 - VACATIONS

Full-time and part-time employees who come under Article 8.2 shall be granted vacation in accordance with the following formula:


16.1 No vacation with pay shall be granted during the probationary period. From time to time, a probationary employee may have made commitments previous to being hired. In these instances, by mutual agreement, such time off if granted wi'll be without pay and will extend the probationary period accordingly.

16.2 Employees on active employment shall be entitled to take vacations with pay such that these vacations shall be taken by mutual agreement between the Employer and the employee concerned.

16.3 Employees shall accrue the following vacation credits: 1 - 3 years employment 15 days per annum 4 - 7 years employment 21 days per annum 8 - 11 years employment 25 days per annum 12 - 15 years employment 30 days per annum.

Employees who were employed continuously prior and subsequent to 1/1/90 shall continue to be entitled to accumulate up to 35 days of vacation if they have worked for 16 or more years of employment. Any employee (except Carmela Algeri) who was not employed prior to 1/1/90 shall not be so entitled.

16.4 There shall be no accumulation of vacation credits beyond the year in which they are earned. Notwithstanding the above, an employee may carry over a maximum of ten (1 0) days for one (1) year.

16.5 Where a holiday listed above falls within the annual vacation leave period, the employee concerned shall be entitled to one (1) day's leave at the end of the annual vacation leave period.

16.6 Upon termination of employment, the employee shall receive payment for annual leave accrued to the date of termination of employment, based on and payable on the schedule and method by which such accrued entitlement was acquired.

ARTICLE 17 - SICK LEAVE

17.1 A sick leave form shall be filed by the employee with the Employer on each occurrence of sick leave being requested. Failure to file such sick leave form may result in the deduction of pay for the period during which the employee was absent.

17.2 Sick leave with pay shall be granted by the Employer to any full-time employee up to a maximum of twelve ( 12) working days in any calendar year and shall accumulate up to a maximum of twenty-four (24) days in any two year period.


17.3 Permanent full-time and permanent part-time employees with a spouse and/or legally dependant children and/or legally dependant parents shall be granted sick leave with pay up to a maximum of eighteen (18) working days in any calendar year and shall accumulate up to a maximum of thirtysix (36) days in any two (2) year period. It is understood that the accumulation of sick days shall be pro-rated for part-time employees.

17.4 At the discretion of the Employer, a medical certificate by a qualified physician or surgeon may be required for sick leave in excess of three (3) days duration.

17.5 It is agreed that an employee may choose to apply some or all of accumulated sick leave for weekly indemnity benefits or in lieu of such benefits without affecting eligibility for Weekly Indemnity Benefits.

17.6 ·(a) When an employee has been absent for more than one (1) month due to a non-occupational disability, and has not applied for the Weekly Indemnity Benefit (WIB), the employer reserves the right to request an Independent Medical Exam (I ME) at the employer's expense. The union shall be notified of all examinations requested by the employer. The parties agree that these provisions will be applied in accordance with the terms and conditions of the Human Rights Code.

(b) With respect to employees off work due. to non-occupational disability, all group benefits will be suspended if the WIB is not applied for. If the WIB has been applied for and refused, and such refusal is under appeal, group benefits shall continue for a maximum of six (6) months from date of application. Should the appeal be denied, group benefits will be suspended and will not be reinstated until the employee returns to work.

(c) Seniority rights will be lost and employment will be terminated in any case where an employee has been off work for twenty-four (24) months without qualifying for the WI B. The parties recognize and agree that the provisions of this clause must be interpreted and applied in a manner consistent with the provisions of the Human Rights Code.

ARTICLE 18 ·OTHER LEAVE WITH PAY

18.1 Employees will be granted reasonable time off with pay by the immediate supervisor for: a) urgent personal business which must be attended to during working

hours; b) a death in the family in which case the employee will be allowed

five:(5) days bereavement leave with pay and, in addition, travel time commens!Jrate with the individual' s circumstances;

c) medical and dental appointments;


d) observance of religious holidays of the employee's faith; e) a household move.

Wherever possible, appointments requiring absence should be arranged for the beginning or the end of the regular work day to minimize absence.

Time off will be granted when these appointments must be taken during work time because they are beyond the control of the employee. The employer may require the employee to document this.

ARTICLE 19- PARENTAL LEAVE

19.1 Parental leave (including leave to care for an adopted child) may be granted by the Employer up to a maximum period of fifty two (52) weeks if the employee has been on continuous employment for at least twelve (12) months. An employee must return to work following any leave of absence or parental leave for a minimum period of six (6) months before becoming re-eligible for parental leave pay.

19.2 The Employer shall pay the applicable premium for the Employer Insurance Plan for the period of parental leave up to a maximum period of twelve ( 12) months. If the employee elects to terminate employment with the Employer rather than return to work from such parental leave, the employee shall refund to the Employer the amount of premium paid during the period of leave.

19.3 Paternity/partner leave with pay will be granted for a period of five (5) -days for birthing and adoption responsibilities.

19.4 During the period of parental leave, an employee who qualifies is entitled to parental leave allowance as follows:

a) for the first two (2) weeks, an employee shall receive no salary

b) employees will receive a lump sum payment equivalent to ninetyfive percent (95%) of two (2) weeks salary; and,

c) for up to a maximum of fifty (50) additional weeks, the employee shall receive payments equivalent to the difference between unemployment insurance benefits the employee is eligible to receive and ninety-three percent (93%) of her weekly rate of pay.

d) The parental leave allowance can be taken any time in one (1) consecutive period, between the sixth (6th) week before the expected birth week and fifty-two (52) weeks after the actual birth.


ARTICLE 20- LEAVE WITH PAY FOR JURY DUTY, ETC.

20.1 Any employee required to attend or serve on a jury or attend as a witness in any court of justice, coroner's jury, board of arbitration, board of conciliation, or to attend to any inquiry authorized by law, or where required by law to attend as a witness, shall be granted leave with pay to fulfil such duties and such time shall not be deducted from any leave entitlement.

ARTICLE 21- EXTENDED LEAVE OF ABSENCE AND EDUCATIONAL UPGRADE

21.1 The Employer may grant an extended leave of absence without pay up to a maximum of three (3) calendar months.

21.2 For the purpose of upgrading an individual's qualifications relating to his/her employment, the Employer may grant extended leave of absence for up to one (1) year. The Employer may grant educational leave or time off within continuing employment for purposes of ·educational upgrading.

21.3 The Employer agrees in principle to the USW proposal to permit banking of portion of salary with automatic entitlement to extended leave on· a four (4) years salary over five (5) years basis. The details will be worked out with the first applicant.

21.4 Where an employee enrolls in an educational course which is related to employment with the Employer, is for the purpose of advancement with the Employer, or is a course designed to foster personal development and, therefore, improve the ability of the employee to cope with the work demands, the Employer shall pay the costs of the tuition fees, texts and other obligatory costs-per semesteL Prior to the enrolment, the employee must receive approval from the Employerand, upon request, the employee must provide the Employer certification of successful completion of the course. If an employee fails to produce such certification at the completion of the course or semester, he/she will reimburse the Employer the funds. ·

21.5 Subject to prior approval by the Employer or his/her designate, the Employer will pay one hundred percent (tOO%) of the cost of a smoking cessation course within thirty (30) days of completion of the course. lfthe employe<:) resumes smoking within one (1) year, he/she will refund to the Employer the cost incurred.

ARTICLE 22 - EXPENSES

22.1 Any employee required to perform duties on behalf of the Employer outside of his/her regular working hours or outside the city or locality of the


office in which the employee is employed or assigned for regular duty shall be paid in accordance with the following allowance upon filing of the proper forms and expense accounts.

22.2 Travel by air or railway to and from the assignment. Where air travel is involved, the employee shall use the lowest available fare for flights departing and arriving at a reasonable time. Rail transportation shall be by first class. Such travel must be verified by vouchers and/or receipts.

22.3 In the category of Steward, or where an employee performs a significant amount of on-set stewarding as part of his/her duties, the possession of an automobile may be an employment requirement. Where the Employer has made such a requirement, the following payments shall apply.

Car and vehicle allowances shall be paid as per the rates set by the Canadian Automobile Association (CAA) on the following basis: a) Car availability nineteen dollars and forty cents ($19.40), for those

who, as a condition of their employment, require a car and it is used for such stewarding.

b) Car usage twelve and one half cents ($0.125) per kilometre for travel where a) above is paid, and will not include portal-to-portal travel.

Where an employee does not use his/her vehicle to a significant degree for the purposes of stewarding, the mileage allowance which shall be paid will be fifty-one point eight cents ($0.518) per kilometre.

The above allowances shall be updated during the life of this Collective Agreement to reflect adjustments to rates set by the Canadian Automobile Association (CAA).

No home-to-home mileage shall be paid except where the employee is required to return to the office because of a need to attend the business of the Employer (i.e. meetings).

In all instances, there will be strict adherence to Revenue Canada rules and regulations.

22.4 Where travel or duties outside his/her regular working hours include meals, the following remuneration shall be applicable: Actual receipted expenses to a maximum of:

Breakfast $12.00 per day Lunch $20.00 per day Dinner $30.00 per day Total $62.00 per day

22.5 A gratuity allowance of five dollars ($5.00) per day on assignments.


22.6 Where required and authorized, hotel accommodation (less any amount paid for personal use) shall be paid.

22.7 The Employer agrees that it has an obligation to help ensure the safety of its employees. Without limiting the generality of the foregoing, where the physical location of the office requires and as agreed with the Employer, the employee shall be reimbursed the costs of taxis for employees required to work in the evening.

22.8 Stewarding - Special Clothing: The Employer shall provide any special clothing that may be required in order to complete a stewarding assignment.

22.9 Special Travel Expenses:The Employer shall pay the. telephone calls home for each two (2) days of overnight travel to a maximum of ten dollars ($1 0.00) per day, receipt required. The daily expense schedule shall be paid as United States dollars for travel to the U.S.

22.10 Child Care: Pre-authorized child care expenses incurred by employees for evening and weekend work shall be paid.

22.11 Discretionary Allowance: The Employer recognizes that the voluntary attendance of employees on their own time at screenings, performances and other events featuring ACTRA members only enhances the employees' acquaintance of the working lives of the ACTRA membership. As well; the visible presence of ACTRA staff at cultural events serves valuable public relations and organizing purposes. These events represent a substantial out-of-pocket expense for the Employee. Towards that end, the Employer agrees to reimburse the employee for expenses incurred in connection with these events; subject to the prior approval of the Employer. These expenses can include admission fees, childcare, parking and meals. The employee will be reimbursed upon presentation of receipts to the Employer, and the employee will be required to show ACTRA members' involvement in the event.

ARTICLE 23 - TRAVEL LIFE INSURANCE

23.1 Employees travelling on assignment or authorized to travel on the business of the Employer shall be covered by a blanket Travel Life Insurance Policy of two hundred thousand dollars ($200,000.00) (minimum). The cost of premiums shall be paid by the Employer.

A certificate outlining the benefits of the policy shall be issued to the employees concerned.


ARTICLE 24- PAY PERIOD

24.1 Employees will be paid every two (2) weeks. Payment shall be made on the basis of twenty-six (26) pay periods in each calendar year and shall be made not later than the Monday following the Friday week end. The pay period shall be the regular work week from Monday to Friday inclusive.

ARTICLE 25- SUPPLEMENTARY HEALTH BENEFITS

25.1 Benefit terms: a) All full-time Employees shall be covered by AFBS health and dental

benefits similar in their terms and conditions to Level 7 coverage for ACTRA members, as they stood when this agreement was negotiated, plus a package of Supplementary Benefits chosen by the USW, funded from a surplus generated by change to this benefit plan. The terms of these benefits are detailed in the revised Policy GLand GH 2000 (ACTRA Employees), a copy of which will be provided to the parties by ACTRA Fraternal.

b) Where dependant coverage is available under the plan, the Employer shall pay the costs of providing coverage for the employee and the full cost of family coverage, including same-sex and common-law families.

c) In addition, the parties agree that current life insurance, AD&D, and short term disability benefits will continue to be provided to Employees and paid for by the Employer: the terms of these benefits are detailed in the revised Policy GL and GH 2000 (ACTRA Employees), a copy of which will be provided to the parties by ACTRA Fraternal.

d) Long-term disability will continue to be provided on the terms in the relevant agreement between AFBS and the supplier of this benefit, a copy of which will be provided to the parties by ACTRA Fraternal.

25.2 Benefits for retirees: Upon retirement of a full-time Employee, the Employer shall continue to provide life insurance, dental benefits, and extended health care, it being understood that for the purposes of this article, retirement shall be defined as age sixty-five, or when the combination of age and years of service adds up to seventy-five (75).

25.3 Definition of ''full-time employee": For purposes of this Article, full-time Employees shall be considered to be those who are full-time and permanent Employees and who work the hours of work provided in Article 11.


25.4 Employer contribution; surpluses and deficits: a) To fund the benefits described in Article 25, the Employer will

contribute a sum equivalent to 14.5% of Employees' total gross annual salaries during each year of this agreement. For the purposes of this article, "total gross annual salaries" means the total salaries as defined in the USW salary grid, plus applicable longevity pay, to be paid to the Employees in each year of this agreement;

b) The Employer agrees to hold in trust surplus amounts, subject to points 25.4 (c) and 25.4 (d) below. The Employer agrees to pay interest on surplus balances, annually at the actual rate of interest earned.

c) It is agreed that the Employer and the USW will jointly review the financial balances of these benefits annually on the day prior to the staff conference. The USW may then choose to direct the surplus funds described in 25.4(b) above to staff benefits at its sole discretion. In the event that the plan is in deficit over the lifetime of this agreement, and the USW chooses not to direct the funds described in 25.4(b) to cover the deficit, then the Supplementary Benefits added in these discussions to level 7 coverage (which are identified in the enabling policies appended) will be discontinued for the balance of the agreement. The Employer will immediately inform the USW of any material change to the benefits, costs or forecasts discussed in this article.

d) The Employer undertakes to fund the benefits, as defined in article 25.1 and the appended policies (excluding those defined as "SUpplementary"), even if costs associated with those benefits exceed the Employer contribution of 14.5%. However, benefits defined as "Supplementary" in 25.1 must be funded within the total 14.5% contribution. If these funds are insufficient, these Supplementary Benefits are discontinued (or such portion that cannot be funded, as agreed.)

25.5 In the instance of a dispute between the handbook and the policy, the policy shall prevail. New Employees must receive a copy of the Benefits Handbook upon hire.

ARTICLE 26 • PERSONAL HARASSMENT POLICY

26.1 The Employer Obligiltions

The Employer shall maintain a working environment which is free from discrimination and harassment.


26.2 a)

a) Discrimination and Harassment Training . The Employer will provide prevention training for both Bargaining Unit and non-Bargaining Unit Employees and Managers on the following basis:

Training providers will be agreed upon jointly by the Employer and the Union. The Employer shall bear all costs associated with training, which shall be provided during regular working hours.

The schedule for training will be set by the Employer according to needs, with the understanding that training will be provided on a regular basis to compensate for changes in legal and Collective Agreement definitions, and new Employees and that training will commence as soon as possible but no later than January 1, 2008.

It is the Employer's responsibility to facilitate the scheduling of training sessions in all of its workplaces.

b) Violence in the Workplace To protect the employees who interact with the public and with ACTRA members, the Employer will draft a workplace violence prevention policy with accompanying procedures. These will include policies regarding employees who work alone, handle cash or have evening/ after-hours duties. The Employer will create a crisis response plan involving police and security response.

The Employer will provide orientation to the policies and procedures contemplated in this section and will provide training in conflict resolution and managing difficult people to all front-line staff and stewards.

To ensure the safety of front-line employees, the Employer will ensure that the workplace is properly equipped, in consultation with the Union.

Definitions Definition of Harassment: Includes engaging in any behavior in the workplace that is directed at, and is offensive to an employee or endangers an employee, or undermines the performance of that job, or threatens the economic livelihood of the employee, or is demeaning to the employee. Also includes engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of works or action by the Employer, supervisor, member or co-worker in the bargaining unit, which disrespects or causes humiliation to a bargaining unit employee.

Prohibited discriminatory behavior includes, but is not limited to, any discrimination on the basis of race, national or ethnic origin, ancestry,


(

creed, colour, citizenship, place of residence, age, sex/gender, sexual preference or orientation, gender identity, gender expression, marital status, family status, number of dependents, pregnancy or childbirth, physical or mental disability, conviction for which a pardon has been granted, political or religious affiliation or· beliefs, or membership or activity in any trade union.

b) Definition of Sexual Harassment: Sexual harassment includes, but is not limited to, comment or conduct of a sexual nature, including sexual advances, requests for sexual favours or acts, suggestive comments or. gestures, repeated or persistent leering at a person's body, or physical contact, including assault, when any one or more of the following conditions is satisfied: i) the comment or conduct is accompanied by a reward, or the

express or implied promise of reward, for compliance; ii) the conduct or comment is accompanied by reprisal, or an express

or implied threat or reprisal, for refusal to comply; or iii) the conduct or comment is accompanied by the actual denial of

opportunity, or the express or implied threat of the 1'denial of opportunity, for the failure to comply.

Sexual. Harassment will not be tolerated.

26.3 Resolution of Discrimination, Harassment and/ or Violence Complaints At the purview of the Complainant (the aggrieved employee), allegations of discrimination or harassment raised by or against any Employee(s) in the Bargaining Unit shall be subject to the following procedure(s):

Internal Investigation The Complainant may bypass the following Internal Investigation Procedure and advance their complaint directly to grievance should they so choose. They also maintain the right to pursue complaints through the applicable legislative procedure regardless of the Collective Agreement governed procedure chosen.

The Employer will react promptly to any allegation under this section.

The Employer will appoint one Manager atACTRA Toronto and one Manager at ACTRA National who will be the designated Investigator under this section. Should a case arise whe,reby the usual Investigator is somehow involved in the complaint as Complainant, Respondent (the individual alleged to have engaged in .any discrimination or harassment) or Witness, the Union will inform Management and if necessary, a suitable substitute Investigator will be appointed.

The Investigator must be informed in writing of the Complainant's


awareness of the circumstances giving rise to the complaint. The Investigator will immediately furnish the Union with a copy of the complaint if it has not otherwise been provided.

The matter will be treated in as confidential a manner as possible.

The Investigator will investigate the complaint by separately and confidentially interviewing the Complainant, Respondent and any witnesses. The Union reserves the right to have a representative present during interviews.

The Respondent will be briefed by the Investigator as to the nature of the complaint. The Respondent may choose not to participate in the Internal Investigation ..

The Investigator may deem it appropriate to hold further interviews with the Complainant, Respondent or Witnesses.

The Investigator will collect other relevant documentary evidence which may include attendance records, performance reviews, emails, etc.

The Investigator will also consider whether special expertise is required to investigate (i.e. a computer expert to retrieve evidence from a computer).

The Investigator must consider whether criminal charges may arise or have arisen from the alleged conduct, in which case criminal charges will not be undermined and proper authorities should be notified.

Accurate records of the investigation will be kept by the Investigator, including where the interview was conducted, by whom and who was present. The investigation may be recorded in interviewer notes, by a note taker, via tape recording (upon permission of the parties), etc.

Interviews will be scheduled at times and places to ensure confidentiality. An off-site location may be preferable.

The Investigator will ensure that all parties are familiar with the complaint and investigative procedure including confidentiality issues, who is responsible for decisions related to the complaint and what remedies are possible.

The interview with the Complainant should yield: i) Who was involved; ii) What is alleged to have occurred; iii) When and where it is alleged to have occurred; iv) Whether there are any witnesses; v) Whether any records or documentation have been kept; and


vi) What he/ she hopes will result from the complaint.

Upon collating the information, the Investigator will then offer to meet with the Respondent. They will provide the Respondent with sufficient information to enable him/ her to understand the specific nature of the complaint. The Respondent will have the opportunity to respond to the complaint and provide other relevant information, including names of other persons who may have information, and possible ulterior motives that the Complainant may have in making a complaint.

The Investigator will prepare a report summarizing the nature of the complaint, the position of the parties, the investigation, and his/ her findings. The report will include recommendations to resolve the issues.

A copy of the report will be delivered to the Complainant, the Respondent and the Union.

The Employer will take appropriate action based on the Investigator's report.

Where the Bargaining Unit Member Complainant or Respondent feels that the resolution is unsatisfactory, they may pursue the .grievance procedure in Article 27 to appeal the resolution.

26.4 Where an arbitrator appointed under Article 27 concludes that Article 26 has been breached, the Arbitrator may direct (but is not limited to) the following:

a) that the Complainant not be required to work in a proximity to a Respondent found to have engaged in any discrimination or ·harassment conduct; and

b) that any Employee who is found to have engaged in discrimination or harassment conduct be reassigned to another Department or Branch or to be. assigned to hours which may otherwise contravene the provisions of Article 11, without regard to the Respondent's seniority; and

c) that the Employer pay the Complainant compensation for all losses following from and reasonably connected to the discrimination or harassment ,conduct.

In any arbitration case arising out of or relating to discrimination or harassment conduct, where an Arbitrator finds that such conduct has occurred, the Arbitrator shall. impose a remedy which is designed to only affect the Respondent insofar as thcit is possible.andwhere there is any detriment to be suffered regarding job classification, seniority, wages, etc., such detriment shall fall upon the Respondent and not upon other Bargaining Unit Members. The Arbitrator may: directa transfer of the Respondent without regard to his! her seniority.


ARTICLE 27 - GRIEVANCE PROCEDURE

27.1 In order to provide an orderly and speedy procedure for the settling of grievances, the Employer a·cknowledges the rights and duties of the USW Executive Committee and/or their designates.

27.2 A grievance shall be defined as any difference arising from the interpretation, application or alleged violation of the Collective Agreement or where the employer has acted without just cause.

27.3 Should an employee have or the Employer receive a complaint relating to the employee's working conditions, or terms or employment, and where this complaint has not been resolved to the employee's satisfaction, such complaint shall be filed by the USW Executive in writing to the Employer. The Employer shall respond within seven (7) days of receipt of the grievance relating to the Employer's position on the matter. The President of the USW Executive shall receive copies of the exchange of correspondence.

27.4 Pursuant to clause 27.3 above, if the matter is not resolved to the satisfaction of the employee and/or the USW, a meeting will be held within thirty (30) days at a convenient time and location. Attending this meeting shall be the Employer, the employee and if the employee so desires the President of the USW Executive or the President's designate at the employee's option.

27.5 Pursuant to clause 27.4, if the matter is not resolved to the satisfaction of the USW, the matter may be referred to arbitration. The USW shall notify the Employer of its intention within thirty (30) days of the grievance meeting. The parties shall select an arbitrator acceptable to both, however, in the event that the arbitrator is not selected within thirty (30) days, the selection shall be vested in the appropriate provincial Ministry of Labour or Labour Canada, as appropriate.

27.6 The arbitrator shall not add to, delete, amend or modify the provisions of the Collective Agreement.

27.7 The decision of the arbitrator, and any awards related thereto, shall be final and binding upon all parties involved in the dispute. The expenses of the arbitration shall be shared equally by the Employer and the USW.

27.8 The time allowance in this Article may be extended by mutual agreement in writing between the Parties.


ARTICLE 28 - COMPLAINT AND DISCIPLINE PROCEDURE

28.1 Complaint Procedure a) In the event a complaint is lodged by a member of ACTRA against

an employee, if action is sought, the complaint shall be referred to the Employer. In no case shall a verbal complaint by a member of ACTRA be treated by the Employer as grounds for action or institution of discipline. Before any action is taken on the complaint, the complaint shall be referred in writing:

i) in the case of National employees, to the National President and National Executive Director; OR

ii) in the case. of a Branch Representative, Administrative Assistant, Steward or other Branch personnel to either the National Executive Director and the National President or to the appropriate Branch Council at the discretion of the employee concerned. Copies of such complaint shall be sent to the employee concerned, the National Executive Director and the President of the USW Executive.

In the event the complaint is resolved, such resolution shall be in writing and distributed to all parti.es originally notifi.ed and to the member who made the complaint.

In the event the complaint lodged by the ACTRA member against an employee is not deemed by the Employer to require action, this complaint procedure need not be put into effect UNLESS there is a written request from: i) the employee concerned; or ii) the USW

that the complaint procedure be activated.

b) In the event an,employee .is not satisfied with the disposition of the matter in a) above, or in the event the complaint is not dealt with within thirty (30) days, the employee may consider this as an employee grievance and initiate the Grievance Procedure outlined in Article 27.

c) Pursuant to a) above, if the matter is not resolved, a meeting will be held at a convenient time and location. Attending this meeting shall be the Employer, the employee and if the employee so desires, the President of the USW Executive or the President's designate at the employee's option.


28.2 Unsatisfactory Work Performance and Discipline a) Unsatisfactory Work

i) Except for probationary employees, when an employee's performance is unsatisfactory, a meeting shall be convened between the employee and a representative of management. Prior to such a meeting the employee shall be notified in writing of the matter to be discussed and shall have the option of representation by either the President of the USW Executive, or designate, at the meeting. Notice shall provide the opportunity for the USW and the employee to consult prior to the complaint hearing.

ii) The employee shall receive a letter detailing the employer's concerns within seven (7) days following the meeting. The USW shall receive a copy of the letter in such instance. A written reply from the employee or the USW, if made, shall form part of the record.

iii) If the above procedure is not followed, such expression of dissatisfaction shall not become a part of the employee's record for use against him/her at any time. The employee's and/or USW's reply to such complaint, accusation or expression of dissatisfaction shall become part of his/her record.

iv) Should the employer determine that some form of discipline shall be imposed, the employee may exercise the rights provided by Article 27 and/or file a written statement of reply.

b) Discipline Procedure i) It is agreed that a permanent employee shall not be

disciplined, suspended or terminated from employment without just cause. The burden of proof for establishing cause shall, in all cases, rest with the employer. No discipline shall be imposed until the employee has an adequate opportunity to explain his/her position. An employee shall have the right to be represented at any meeting at which discipline is contemplated. The employee may choose to be represented by a member of the USW Executive or any fellow member of the USW.

ii) Any discipline imposed and the reasons for same shall be confirmed in writing within a reasonable period of time.

iii) Where an employee is dissatisfied with the nature of the discipline imposed, the employee may institute a grievance pursuant to Article 27.

iv) The employee shall be permitted to review their employee record twice per year and the USW shall have access to an employee's record on the written authority of the employee concerned. A notation of disciplinary action or reprimand shall not be used against an employee after a one (1) year


period provided that such employee has not received any other notation during that period. Should the employer feel that it is appropriate for a notation to remain on record for longer than such one (1) year period notwithstanding the absence of other notations, a meeting shall be convened with the employee prior to the expiry of the one (1) year period to explain the reasons for an extension, which, in any case, shall be not more than one (1) year. An employee dissatisfied may institute a grievance pursuant to Article 27.

v) In the event an employee of retirement age, sixty (60) or over, is to be discharged for just cause, such employee shall in no event be denied full earned retirement benefits.

ARTICLE 29 - UNION SECURITY

29.1 The Employer shall deduct Union dues including where applicable, initiation fees and assessments, on a .biweekly basis, from the total earnings of each employee covered by this agreement. The amount of dues shall be calculated in accordance with the Union's constitution.

29.2 All dues, initiation fees and assessments shall-be remitted to the Union forthwith and in any event no lat~r than the fifteen days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the International Secretary Treasurer of the United Steel Workers, AFL-CIO-CLC, PO Box 13083 Postal Station 'A', Toronto, · Ontario M5W 1 V7 in such form as shall be directed by the International Union of the Company along with a completed Dues Remittance Form R-115. A Copy of the Dues Remittance Form R"115 will also be sent to the Union office designated by the area Coordinator.

29.3 The remittance and the R-115 form shall be accompanied by a statement containing the following information: a) A list of the names of all employees from which dues were

deducted and the amount of dues deducted; b) A list of the names of all employees in the bargaining unit from

whom no deductions have been made and the reasons; c) This information shall be sent to both union addresses identified in

article 29.2 in such form as shall be directed by the Union to the Company.

29.4 The Union shall indemnify and save the Company harmless against all claims or other forms of liability .that may arise, out of any actions taken by the Company in compliance with this article.

29.5 The Company, when preparing T-4 slips for the employees, will enter the amount of Union dues paid to the employee during the previous year.


29.6 The Employer will issue an up-to-date seniority list quarterly each year. A copy of such seniority list shall be mailed to the Toronto area office of the Union. Such Union list shall contain the employees' job classification, current rate of pay and the employee's latest address on file with the Employer, name of the employee and date of hire.

ARTICLE 30- UNION REPRESENTATION 30.1 The Employer acknowledges the right of the union to appoint or otherwise

select union stewards for the purpose of representing employees in the handling of complaints and grievances.

30.2 The Employer shall be notified by the union of the names of the union stewards and the areas they are representing and any changes made thereto.

30.3 The Employer agrees to recognize and deal with a union grievance committee of not more than two (2) employees plus the local union president or unit chairperson.

30.4 When the legitimate business of a union steward requires an absence from work they shall first receive permission from their immediate supervisor. Such permission will not be unreasonably withheld.

30.5 The Employer agrees that stewards and the unit chairperson shall not suffer loss of pay, or seniority, for time spent in the handling of grievances.

30.6 Members of the union will be allowed reasonable time off for attendance at union meetings during working hours. Such time off must be authorized in advance by branch manager or regional executive director. Permission will not be unreasonably withheld.

30.7 Employees who have been elected or appointed by the union to attend union conventions or conferences or other union business shall be granted a leave of absence by the employer. The union will notify the Employer in writing, as early as possible prior to the start of the leave, of the names of the members requiring leave. Seniority will accumulate during such period.

30.8 The Employer agrees to continue the pay of any employee absent from work on union business and the union shall reimburse the Employer for such wage payment upon receipt of a monthly statement. Such leave of absence shall be authorized in writing by the union.

30.9 The Employer agrees to grant an employee leave of absence without pay for up to one (1) year to work in an official capacity for the union, provided


such request is made by an authorized representative of the union. The Employer shall continue to maintain the employee's coverage on all benefit plans, and the union shall reimburse the Employer for the premium cost of such benefits provided the premium costs are itemized by the Employer.

ARTICLE 31 - JOINT USW/EMPLOYER COMMITTEE

31.1 The Parties agree to establish a Joint Committeefrom the USW and the Employer to consider development of a personnel policy to assist in individual employee pursuits and development. The Committee's mandate will include: a) developing methods of improving service to the ACTRA

membership; b) clarifying internal communications - who calls who for what; c) ensuring that workplace health and safety issues are addressed in

a timely manner; d) improving consultation with staff and staff training with respect to

technological change; e) to review job descriptions from time to time; f) facilitating joint activity between the Employer and the USW on arts

issues.

The Joint Committee shall not be empowered to spend monies outside the financial budget of the Employer nor authorize ,expenditures of any kind without the approval of the Employer. The Joint Committee shall consist of four ( 4) representatives of the Employer and four ( 4) representatives of the USW. Employees participating on the Committee shall be compensated pursuant to Article 30.8. The Committee shall have its first meeting within thirty (30) days of the ratification of this Agreement and shall meet quarterly thereafter.

ARTICLE 32- REORGANIZATION AND TECHNOLOGICAL CHANGE

32.1 The Employer shall.ensure that employees are not displaced from employment or suffer reduction in pay as a result of the introduction of any new technology or major internal reorganization.

32.2 The Employer will ensure that there will be no reduction in pay, loss of seniority, or displacement from employment of an employee resulting from a reorganization of functions due to the integration of employees and services between the Employer and another Guild or organization through a merger or affiliation with such other Guilds or organizations.


32.3 In recognition of the need for input and the experience of the USW staff, the Employer will meet and openly discuss all issues of pertinence to the USW staff in advance of any action in matters addressed in Article 32. The USW staff are accepted and recognized as participants in administrative changes resulting from any technological change, merger or affiliation of organizations or major internal reorganization.

ARTICLE 33 - JOB SECURITY

33.1 In the interest of harmonious relations and for the mutual benefit of the USW Local and the Employer, the Employer will make every effort to ensure stability and job security. In the event that the Employer must reduce the size of the work force as a result of fiscal restraints, the provisions of this Article shall apply.

33.2 Prior to implementing any layoff, the Employer shall advise the USW of the specific employee(s) involved at least ten (1 0) weeks in advance of the commencement of the layoff. At the time of advising the USW of impending layoff, the parties shall meet to discuss ways of reducing the impact of the layoffs on the bargaining unit.

33.3 Where employees are to be laid off, such layoffs shall proceed in inverse order of seniority within the bargaining unit. Whenever a layoff in a location and/or classification is necessary, seniority shall establish which employee shall be laid off. In any case, an employee to be laid off may displace a person with less seniority within the bargaining unit, provided they possess the occupational qualifications of the job filled by the junior employee.

33.4 Employees on layoff shall continue to accumulate seniority for twelve (12) months. When vacancies occur, employees on layoff shall be recalled in order of seniority provided that the recalled employee possesses the occupational qualifications of the job. Following twelve ( 12) months on layoff, an employee shall lose the right to recall. When an employee is recalled, the Employer will provide reasonable time for any necessary notice or individual personal arrangement.

/

33.5 To allow for the exercising of seniority rights within the entire bargaining unit, the Employer shall negotiate relocation allowances where a transfer of the individual concerned has been mutually agreed. In an attempt to minimize the impact of the layoff, the Employer may negotiate with individuals to make whatever monetary arrangements are mutually satisfactory to the individual and the Employer. These arrangements may include monetary bonuses, alternate working arrangements, etc. The USW shall be consulted about the terms of any such arrangement prior to


implementation. Where the arrangement affects the general interest of the bargaining unit, the USW shall be asked to approve the arrangement.

33.6 The Empl9yer and the USW will cooperate in assisting laid off employees to obtain employment ~lsewhere. In particular, it is agreed that reasonable time off will be given for employment search including attendance at job interviews during the notice period. Also, the Employer's facilities may be used for preparation of a resume, letters of reference, etc.

33.7 It is understood that reduction in the size of the work force shall result in a reduction in the level of service provided by the Employer. It is agreed that the Employer, the USW and the employees in the department(s) involved shall cooperate in redefining the priorities of the department(s) and reassigning the necessary work. The Employer shall communicate as much information as possible to its membership concerning the services to be curtailed.

33.8 a)

b)

Employees on layoff shall be covered for all benefits provided through the Fraternal Benefit Society, except for Weekly Indemnity and Long Term Disability. Such coverage shall extend until thirty (30) days after the employee has commenced other permanent employment, or one ( 1) year from the date of layoff, whichever occurs first The cost of premiums shall be borne by the Employer. Retirement Plan: Employees on layoff shall have the option of deregistering the RRSP, transferring the funds to another RRSP or maintaining the account through the Fraternal Benefit Society.

33.9 The provisions of this Article are subject to the Grievance Procedure and employees may exercise their rights under Article 27 if they feel there has been a violation of the Agreement. In addition, an employee may request an opportunity to review individual circumstances with the Joint Committee provided in Article 31 prior to launching a formal grievance.

33.10 Separation Pay a) Where the employer terminates the employment relationship, the

employee shall receive the following: i) far length of service up to one ( 1) year, four ( 4) week's notice

or pay in lieu of notice; ii) for length of service over one (1 )year, four (4} week's notice

or pay in lieu of notice; plus one (1) week's pay for each year of service or major portion thereof, to a maximum of twelve (12) week's pay.

Where minimum provincial laws exceed this, the relevant provincial law shall govern.


b) It is agreed that when an employee is discharged for "just cause", for gross misconduct (e.g. misappropriation of the Employer's funds), such employee shall lose all eligibility for separation pay.

c) If at the end of the recall period, an employee has not been recalled, the employee is terminated and shall receive his/her separation pay, provided in a) above. An employee on layoff who finds other employment may choose to waive his/her right to recall. If such right to recall is waived, the employee shall still receive his/her separation pay.

ARTICLE 34 - HEALTH AND SAFETY

34.1 The Employer and the Union agree to abide by the appropriate provincial health and safety act.

ARTICLE 35- DURATION, TERMINATION AND RENEWAL

35.1 This Agreement shall become effective on the 1st day of October, 2013 A.D., and shall continue in effect up to and including the 30th day of September, 2016 A.D.

35.2 Either party desiring to renew or amend this Agreement may give notice in writing of its intention during the last ninety (90) days of its operations.

35.3 If notice of the intention to renew or amend is given by either party pursuant to the provisions of the preceding paragraph, such negotiations shall commence not later than (15) days after such notice or as soon thereafter as is mutually agreed.

35.4 If pursuant to such negotiations, an Agreement is not reached on the renewal or amendment of the Agreement prior to the current expiration date, the Agreement shall continue in effect in accordance with the terms of the Ontario Labour Relations Act.

35.5 All employees shall accrue full salary and benefits including RRSP benefits retroactive as agreed to for all paid hours.


Duly Executed by the Parties hereto this 2. ':f day of ~ o , 2:.C;?\ J. , A.D.

SIGNED ON BEHALF OF THE COUNCIL OF EMPLOYERS

SIGNED ON BEHALF OF THE UNION


APPENDIX "A"

SALARY RANGE AND JOB DESCRIPTIONS

ARTICLE 1 - SALARY RANGE

When first hired, an employee shall be placed in the salary grid as agreed between the employee and the Employer. Thereafter, the employee shall progress through the levels of the grid on the anniversary date of employment.

When an existing employee receives a promotion, the placement within the new salary grid shall be agreed between the employee and the Employer. However, the employee shall receive not less than the salary level next highest to that currently received by such employee. Further movement through the new grid shall be based upon the anniversary date in the new position.

The Employer will inform all new hires that the position is under this Collective Agreement and provide a copy of the Agreement to the new Employee along with introductions to the Steward and/or Unit Chairperson. In the case of new hires and promotions, the employee will be advised that they can consult with their USW representative if they so wish.

ARTICLE 2 - TEMPORARY INCREASE IN RESPONSIBILITIES

Where an employee is temporarily assigned the responsibilities of a co-worker in a higher rated category, whether inside or outside the bargaining unit for a period of one (1) full day, and where such assumption is not part of the regular function of such individual, the employee shall receive an immediate and temporary salary review to compensate for the additional responsibilities, which salary adjustment shall be $40.00 per day, but no more than the employee's applicable grid level for the higher rated category.

ARTICLE 3- LONGEVITY PAY

Commencing with the anniversary date subsequent to reaching Level 6 on the salary grid, longevity shall be payable as follows:

a) Two dollars ($2.00) per week per year of full-time employment with ACTRA for the first ten (1 0) years of service;

b) for each additional full year of employment, three dollars ($3.00) per week.

For part-time employees such longevity payment shall be calculated and paid on a prorated basis.

Appendix A Page 1

ARTICLE 4 • HUMANITY FUND

ACTRA agrees to deduct on a bi-weekly basis the amount of two ($.02) cent per hour from the wages of all employees in the bargaining unit for all hours worked and prior to the 15th day of the month following, to pay the amount so deducted to the .. Humanity Fund .. and to forward such payment to the United Steelworkers National Office, 234 Eglinton Avenue East, Toronto, ON M4P 1 K?, and to advise in writing both the Humanity Fund at the aforementioned address and the Local Union that such payment has been made, the amount of such payment and the names and addresses of all employees in the bargaining unit on whose behalf such payment has been made.

Appendix A Page 2

USW SALARY RANGES

Administrative Assistant Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $46,760 $47,695 $48,649 Start $47,411 $48,359 $49,326

Level1 $49,020 $50,001 $51,001 Level2 $50,493 $51,503 $52,533 Level3 $52,006 $53,046 $54,107 Level4 $53,566 $54,637 $55,730 LevelS $55,176 $56,279 $57,405 Level6 $56,829 $57,966 $59,125

Administrator- Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $59,979 $61 '179 $62,403 Level2 $61,781 $63,016 $64,277 Level3 $63,632 $64,905 $66,203 Level4 $65,540 $66,851 $68,188 Level S $67,507 $68,857 $70,234 Level 6 $69,532 $70,922 $72,341

Assistant Branch Representative -Toronto Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $73,174 $74,638 $76,131 Level2 $75,367 $76,875 $78,412 Level3 $77,632 $79,184 $80,768 Level4 $79,962 $81,561 $83,192 Level S $82,359 $84,006 $85,687 Level6 $84,828 $86,524 $88,255

Assistant Branch Representative - Montreal Oct 1, 2013 Oct 1,2014 Oct 1,2015



Salary Grid Page 1

USW SALARY RANGES

Assistant Branch Representative - Other Oct 1, 2013 Oct 1,2014 Oct 1,2015



Assistant Director ~ Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $71,028 $72,448 $73,897 Level2 $73,158 $74,621 $76,113 Level3 $75,355 $76,862 $78,399 Level4 $77,615 $79,·167 $80,751 LevelS $79,942 $81,541 $83,172 Level6 $82,342 $83,989 $85,669.

Assistant National Executive Director Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $78,025 $79,585 $81 '177 Start $78,675 $80,249 $81,854


Assistant Steward Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $47;848 $48,805 $49,781 Start $48,498 $49,468 $50,458


Salary Grid Page 2

USW SALARY RANGES

Awards Administrator Oct 1, 2013 Oct 1,2014 Oct 1,2015



Branch Clerk Oct 1, 2013 Oct 1,2014 Oct 1,2015



Branch Representative - Maritimes Oct 1, 2013 Oct 1,2014 Oct 1,2015



Branch Representative - Montreal Oct 1, 2013 Oct 1,2014 Oct 1,2015



Salary Grid Page 3

USW SALARY RANGES

Branch Representative - Other Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $64,526 $65,817 $67,133

Start $65,177 $66,480 $67,810 Level1 $67,319 $68,666 $70,039 Level2 $69,340 $70,727 $72,142 Level3 $71,422 $72,851 $74,308 Level4 $73,565 $75,036 $76,537 Level5 $75,773 $77,289 $78,835 Level6 $78,047 $79,608 $81,200

Claims Administrator- Performe.rs' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $57,499 $58,649 $59,822

Start $58,150 $59,313 $60,499

Level1 , $59,979 $61,179 $62,403 Level2 $61,781 $63,016 $64,277 Level3 $63,632 $64,905 $66,203 Level4 $65,540 $66,851 $68,188 LevelS $67,507 $68,857 $70,234 Level6 $69,532 $70,922 $72,341

Claims Officer- Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $52,130 $53,173 $54,236

Start $52,793 $53,849 $54,926 Level1 $54,377 $55,465 $56,574 Level2 $56,008 $57,128 $58,271 Level3 $57,689 $58,843 $60,020 Leve14 $59,420 $60,609 $61,821 LevelS $61,204 $62,428 $63,677 Level6 $63,040 $64,301 $65,587

Collective Bargaining/Researcher Coordinator Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $64,997 $66,297 $67,623

Start $65,647 $66,960 $68,299 Level 1 $67,702 $69,056 $70,437 Level2 $69,733 $71 '128 $72,551 ..

Level3 $71,826 $73,262 $74,727.

Level4 $73,980 $75,460 $76,969 LevelS $76,199 $77,723 $79,277

Level6 $78,485 $80,055 $81,656

Salary Grid Page 4

USW SALARY RANGES

Director of Communications and Research Oct 1, 2013 Oct 1,2014 Oct 1,2015



Director of Organizing Oct 1, 2013 Oct 1,2014 Oct 1,2015



Federal Government Outreach Coordinator Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $69,992 $71,392 $72,820 Level2 $72,091 $73,533 $75,003 Level3 $74,254 $75,739 $77,254 Level4 $76,482 $78,012 $79,572 LevelS $78,776 $80,352 $81,959 Level6 $81 '140 $82,763 $84,418

Human Resources Officer Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level 1 $60,376 $61,584 $62,816 Level2 $62,188 $63,432 $64,700 Level3 $64,051 $65,332 $66,639 Level4 $65,976 $67,295 $68,641 LevelS $67,954 $69,313 $70,699 Level6 $69,995 $71,394 $72,822

Salary Grid Page 5

USW SALARY RANGES

Intermediate Developer Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $66,662 $67,995 $69,355 Level2 $68,660 $70,033 $71,434 Level3 $70,720 $72,135 $73,577 Level4 $72,842 $74,298 $75,784 Level5 $75,027 $76,528 $78,058 Level6 $77,278 $78,823 $80,400

IT Specialist Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $59,979 $61,179 $62,403 Level2 $61,781 $63,016 $64,277 Level3 $63,632 $64,905 $66,203 Level4 $65,541 $66,852 $68,189 Level 5 $67,507 $68,857 $70,234 Level6 $69,532 $70,922 $72,341

National Organizer Oct 1, 2013 Oct 1,201.4 Oct 1,2015

Probationary $70;208 $71,612 $73,044 Start $70,858 $72,276 $73,721


Organizer Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $73,,175 $74,638 $76,131 Level2 $75,368 $76,875 $78,412

~

Level3 $77,632 $79,185 $80,768 Level4 $79,961 $81,561 $83,192 Level5 $82,359,. $84,006 $85,686 Level6 $84,828 $86,525 $88,255

Salary Grid Page 6

USW SALARY RANGES

Policy Analyst/Researcher Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $67,702 $69,056 $70,437 Level2 $69,733 $71 '128 $72,551 Level3 $71,826 $73,262 $74,727 Level4 $73,980 $75,460 $76,969 LevelS $76,199 $77,723 $79,277 Level6 $78,485 $80,055 $81,656

Public Relations Coordinator Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level 1 $50,828 $51,845 $52,882 Level2 $52,351 $53,398 $54,466 Level3 $53,924 $55,002 $56,102 Level4 $55,540 $56,651 $57,784 LevelS $57,206 $58,350 . $59,517 Level6 $58,923 $60,101 $61,303

Public Relations Officer Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level 1 $73,174 $74,638 $76,131 Level2 $75,367 $76,875 $78,412 Level3 $77,632 $79,184 $80,768 Level4 $79,962 $81,561 $83,192 LevelS $82,359 $84,006 $85,687 Level6 $84,828 $86,524 $88,255

Public Relations Officer- Montreal Oct 1, 2013 Oct 1,2014 Oct 1,2015



Salary Grid Page 7

USW SALARY RANGES

Reporting Officer- Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $59,979 $61,179 $62,403 Level2 $61,779 $63,015 $64,275 Level3 $63,632 $64,905 $66,203 Level4 $65,541 $66,852 $68,189 Level 5 $67,508 $68,858 $70,235 Level6 $69,533 $70,924 $72,342

Research Analyst- Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $50,183 $51' 187 $52,210

Start $50,833 $51,850 $52,887 Level1 $52,443 $53,492 $54,562 Level2 $54,017 $55,097 $56,199 Level3 $55,637 $56,750 $57,885 Level4 > $57,307 $58,453 $59,622 Level5 $59,026 $60,207 $61,411 Level6 $60,797 $62,013 $63,253

Rights Registrar -Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $62,840 $64,097 $65,379

Start $63,490 $64,760 $66,055 Level 1 $65,480 $66,790 $68,126

Level2 $67,445 $68,793 $70,169 Level3 $69,468 $70,858 $72,275 Level4 $71,553 $72,984 $74,444 Level5 $73,699 $75,173 $76,677 Level6 $75,911 $77,429 $78,977

Senior Claims Officer- Performers' Rights Society Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $62,840 $64,097 $65,379

Start $63,490 $64,760 $66,055 Level1 $65,480 $66,790 $68,126 Level2 $67,445 $68,793 $70,169 Level3 $69,468 $70,858 $72,275 Level4 $71,553 $72,984 $74,444 Level5 $73,699 $75,173 $76,677.

Level6 $75,911 $77,429 $78,977

Salary Grid Page 8

USW SALARY RANGES

Senior Commercial Advisor Oct 1, 2013 Oct 1,2014 Oct 1,2015



Senior Developer Oct 1, 2013 Oct 1,2014 Oct 1,2015



Senior Independent and Broadcast Production Advisor Oct 1, 2013 Oct 1,2014 Oct 1,2015



Steward- Toronto Oct 1, 2013 Oct 1,2014 Oct 1,2015



Salary Grid Page 9

USW SALARY RANGES

Steward- Montreal Oct 1, 2013 Oct 1,2014 Oct 1,2015


Level1 $57,978 $59,137 $60,320 Level2 $59,720 $60,914 . $62,132

Level3 $61,508 $62,738 $63,993 Level4 $63,354 $64,622 $65,914 Level5 $65,255 $66,560 $67,892 Level6 $67,213 $68,557 $69,929

Steward- Other Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $48,936 $49,915 $50,913

Start $49,587 $50,579 $51,590 Level1 $51' 159 . $52,182 $53,226 Level2 $52,694 $53,748 $54,823 Level3 $54,276 $55,361 $56,468 Level4 $55,904 $57,022 $58,162 Level5 $57,581 $58,732 $59,907 Level6 $59,308 $60,495 $61,704

Web Communications Coordinator Oct 1, 2013 Oct 1,2014 Oct 1,2015

Probationary $50,836 $51,852 $52,889

Start $51,486 $52,516 $53,566 Level1 $53,072 $54,134 $55,216 Level2 $54,664 $55,757 $56,872 Level3 $56,303 $57,429 $58,578 Level4 $57,993 $59,153 $60,336

Level5 $59,732 $60,927 $62,146 Level6' $61,525 $62,755 $64,010

Salary Grid Page 1 o

ACTRA JOB DESCRIPTION

Staff Agreement: United Steelworkers

Position Title: Administrative Assistant

Reporting Responsibilities: Reporting to and working under the direction of the National Executive Director or Director of Finance & Administration, or the Chief Officer of the Branch (Regional Executive Director, Branch Representative, Executive Director) or Management's designate. i.e Manager or Assistant Branch Representative.

Position Responsibilities:

Assisting in the administration of the ACTRA Collective Agreements, but limited to: • Providing engagers support in the completion of.the required ACTRA forms, but

not including interpretations and rulings thereof • Processing and checking of remittances, session and residual payments,

invoices, late payment penalties and contract service fees • Verification of information provided on cast lists and contracts. • Distribution of call sheets and coordination of OSLO's when requested by the

Stewards

Administration of membership, relevant to the Branch, including: • Processing of full and apprentice members and non-members • Dues invoices • Maintenance and updating membership records

Performing general office functions, relevant to the Branch/Department, which may include:

• Account Receivables and Payables • Ordering office supplies • Organizing staff training courses • Acting as contact.for on-going computerization • Maintaining filing systems • Support for local Branch initiated projects • Other related duties and projects generally considered to be within the job

category The parties acknowledge that these general office functions may be performed by other job categories ·

Qualifications:

• Strong administrative skills • Detail oriented • Computer literate • Ability to multi-task • Strong interpersonal skills • Able to converse comfortably in French is required for the position of the

Montreal Branch Administrative Assistant

Job Descriptions Page 1


Staff Agreement:

Position Title:

Reporting Responsibilities:


• General correspondence • Assisting with Historical Data

United Steelworkers

Administrative Assistant, ACTRA Performers' Rights Society

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society, and the Assistant Director, ACTRA Performers' Rights Society

• Maintenance of the Security Agreements registration data from all Branches • Coordinating reports for other Guilds or Unions and assisting in the compilation

of information needed to maintain the PRS databases with the assistance of the Director, ACTRA Performers' Rights Society.

• Performing general office functions required by the PRS, including but not limited to; organizational support, data maintenance, receiving of inquiries from Performers both in the office and via telephone, maintaining proper filing systems, mailings, initiating projects under the supervision of the Director, ACTRA Performers' Rights Society and providing general information to the membership

• Other related duties and projects generally cbnsideredto be within the job category

Qualifications:

• Strong administrative skills • Detail oriented • Computer literate in the Microsoft group of programs (MS Word, Excel, Access) • Ability to multi-task • Strong interpersonal skills



Staff Agreement:

Position Title:



United Steelworkers

Administrative Assistant, ACTRA Performers' Rights Society, Neighbouring Rights

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society.

• Assisting all eligible members in the completion of forms necessary to register their repertoire with the PRS

• Processing of all documentation which accompanies membership · • Matching and researching eligible repertoire for Performers registered with the

PRS in order to ensure accuracy and correct tracking in the NR database (this includes AF of M members assigned to the AF of M and to PRS)

• . Maintaining the NR database with the assistance of the Director. ACTRA Performers' Rights Society

• Performing general office functions required by the PRS, including but not limited to: organizational support, record keeping, receiving of inquiries from NR members both in the office and via telephone, maintaining proper filing systems, NR membership administration, NR member and repertoire list upkeep, mailings, initiating projects under the supervision of the Director, ACTRA Performers' Rights Society and providing general information to agents, managers, lawyers, and Performers with respect to Neighbouring Rights and the PRS.

• Other related duties and projects generally considered to be within the job category

Qualifications:

• Excellent administrative skills • Some knowledge of the music industry • Ability to input accurate information • Ability to pay close attention to detail with respect to numbers and words • Computer literate in the Microsoft Office group of programs ( MS Word, Excel,

Access) • Highly motivated and able to work independently



Staff Agreement:

Position Title:



United Steelworkers

Administrator, ACTRA Performers' Rights Society

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society and the Assistant Director, ACTRA Performers'

• Administration of the disbursement of fees collected by the Society. Assignment of royalty units, calculation of unit values, ensuring accurate payment to performers and ACTRA Fraternal Benefit Society.

• Assisting with inquiries from performers, age'nts, producers and distributors, concerning collection of fees and disbursements and initiating correspondence when necessary.

• Ensuring all monies received by ACTRA Perfor-mers; Rights Society is deposited with the Bookkeeper by providing supporting information and denomination. These may include royalty/residual payments, administration fees, Screen Actor Guild contributions, and payments to unknown or unidentifiable performers on Commercials.

• Maintaining all files and forms for PRS i.e. Production, Claims and Administration.

• Providing Data Entry personnel, Research Analyst and the Administrative Assistant with appropriate information and records.


Qualifications:

• Excellent administrative skills • Excellent public relations skills • Ability to read production files and input accurate information necessary for the

division of royalties • Ability to work comfortably with numbers • Ability to pay close attention to detail with respect to numbers and words • Computer literate in the Microsoft Office group of prbgrams (MS Word, Excel,




Staff Agreement:

Position Title:



United Steelworkers

Administrator, ACTRA Performers' Rights Society, Neighbouring Rights

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society, and the Assistant Director, ACTRA Performers' Rights Society

• Administration of the disbursement of levies, tariffs and royalties collected by the Society. Assignment breakdown and calculation of units and determination of unit values, ensuring accurate payment to performers and assignees.

• Assisting with inquiries from performers, managers, producers, distributors, manufacturers and others concerning the collection of fees and disbursements and initiating correspondence when necessary.

• Ensuring all payments remitted to the ACTRA Performers' Rights Society are deposited with all necessary supporting information and denomination. These may include royalty payments, levies, tariffs, administration fees, Neighbouring Rights Collective of Canada repayments, contributions, and payments to unknown or unidentifiable Performers.

• Maintaining all forms for PRS NR i.e. Assignment forms, repertoire registration forms, etc.

• Providing the Administrative Assistant with appropriate information and records necessary for the upkeep of the NR data records and disbursement system.


Qualifications:

• Excellent administrative skills • Excellent public relations skills • Knowledge of the Music industry and Copyright legislation which pertains to

Neighbouring Rights • Ability to input accurate information necessary for the unit assignment of

remuneration owed to Performers with sound recordings • Ability to work comfortably with numbers • Ability to pay close attention to detail with respect to numbers and words • Computer literate in the Microsoft Office group of programs (MS Word, Excel,



Staff Agreement:

Position Title:




United Steelworkers

Assistant Branch Representative/Communications

Reporting to and working under the direction of the chief officer of the Branch or his/her designate.

• The development and implementation of various programs to promote ACTRA, in order to increase work opportunities for its members.

• Supervising the development, implementation and evaluation of all internal and external publications, including media. To assist in the development and maintenance of current Internal Policies and Procedures Manual.

• Work with members and staff in creating the development of, and adherence to, consistent standards for Branch identity.

• To assist in the development of Training and Educational programs for Council, members and staff.

• To develop and provide a centralized process of communications for access to media, government and labour organizations

• To assist ACTRA in the development of Public Policy and co-ordination of various lobbying activities


Qualifications:

• Demonstrated experience in Desk Top Publishing; knowledge of DOS (Windows), WordPerfect, Quark, Pagemaker (or equivalent); spreadsheet (Excel), Internet. Preferable on Macintosh

• Excellent writing skills • Educational requirements: University education in communication disciplines or

equivalent work experience • Demonstrated ability to work in a committee and group environment.




Position Title: Assistant Branch Representative

Reporting Responsibilities: Reporting to and working under the direction of the chief officer of the Branch (Regional Executive Director, Executive Director or Branch Representative, as appropriate to location) or his/her designate.


• Assisting the chief officer in the implementation of Branch responsibilities in compliance with established procedures and policy.

• May act as the chief officer of the branch in their absence. • Assisting the chief officer of the branch and providing support on matters relating

to: -the administration of all ACTRA's Collective Agreements that are relevant within the assigned branch, including the setting of ACTRA Bonds -relations with producers and the community in general -negotiation of any applicable ACTRA agreements -Branch Council initiated activities -the ACTRA Fraternal Benefit Society

• Ensure that stewarding assignments are coordinated, in compliance with the direction set by the chief officer of the branch.

• Provide information and assistance to members, non-members, engagers and agents

• Supervision of Branch staff as required • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Demonstrated experience or ability in the: -interpretation of agreement and contract language -preparation of grievances

• Demonstrated ability to: -communicate effectively, orally and in writing -work independently

• Computer literacy • The ability to converse comfortably in the French language is required for the

position of Montreal Assistant Branch Representative



Staff Agreement:

Position Title:



United Steelworkers

Assistant Director, ACTRA Performers' Rights Society

Reporting to Director, ACTRA Performers' Rights Society

• Assisting the Director, ACTRA Performers' Rights Society with all facets of the collection of fees outstanding to Performers, ACTRA, ACTRA Performers' Rights Society and ACTRA Fraternal Benefit Society by advancing such claims with producers or distributors. Included in these fees would be unpaid royalties/residual fees, administration fees, insurance and retirement contributions, etc

• Preparing claims for legal action, arbitration or grievance when other methods of collection have failed.

• Participating (in varying degrees) in negotiation of national and local agreements, where the Society has a prescribed roli3 under the provision of such agreements or when ACTRA seeks to secure such a role in an agreement.

• Working in cooperation with the National Council of ACTRA, Branch staff and other performer and professional unions as instructed by the Director

• Working in cooperation with Branch Representatives, and/or Assistant Sranch Representatives and/or Stewards in identifying uncleared exhibitions of programs and the preparation of the concomitant residual royalty claim


Qualifications:

• Strong knowledge of the ACTRA Agreements and the ability to read and interpret collective agreements, legal documents and contracts.

• Strong computer skills and proven use of the Microsoft group of programs (MS Word, Excel, Access)

• Excellent written and verbal skills • Experience understanding of performers' needs • Ability to work independently and with others




Position Title: Assistant National Executive Director

Reporting Responsibilities: Reporting to the National Executive Director (NED), the Assistant National Executive Director is responsible for assisting the NED in the fulfilment of his/her responsibilities


• Administration of the terms of the various Collective Agreements: -Assists in the preparation of negotiations -Chairing and/or assisting in negotiations as assigned -Processing of National grievances and assisting and/or conducting their presentation and arbitration -Advising on Collective Agreement related matters

• Guild administration as it relates to the National Council of the appropriate Guild: -Attendance at National Council meetings related subcommittees and other related meetings and/or events -Assisting in the preparation of the aforementioned meetings -Presentation and explanation of material to the body

• Guild communication: -Providing advice, as required, to members, engagers on the terms of the applicable Collective Agreement -Providing advice and information, as required, to other staff, members, nonmembers and engagers on matters related to the administration of the Guild -Liaison with arts, labour and other related organizations -Liaison with staff and members, in general

Qualifications:

• Demonstrated experience in the: -Negotiation of Collective Agreements -Drafting of Agreement and contract language -Interpretation of Collective Agreement and contract language -Preparation and presentation of grievances

• Exposure to: -Canadian cultural area through related liaison activities of events with other arts and/or union organizations

• Demonstrated ability to: -Deal with producers, lawyers, production and other professional personnel -Communicate effectively -Analyse complicated material in both a qualitative and quantitative manner -Work independently to effect optimal solutions considering variances of particular situations encountered




Position Title: Assistant Steward

Reporting Responsibilities: Reporting to and working under the direction of the National Executive Director or Director of Finance & Administration, or the Chief Officer of the Branch (Regional Executive Director, Branch Representative, Executive Director) or Management's designate. i.e Manager or Assistant Branch Repre&entative.


Assisting in the administration of the ACTRA Collective Agreements, but limited to: • Providing engagers support in the completion of the required ACTRA forms · • Processing and checking of remittances, session and residual payments,

invoices, late payment penalties and contract service fees, initiating and pursuing inquiries regarding said payments

• Assist Stewards in addressing inquiries regarding interpretation of various agreements from production departments and payroll services, regardihg performer fees and rates .

• Organizes productions files and compiling all production information, contracts ahd remittance statements for eachproduction updating information of same

• Verification of information provided on cast lists and contracts. • Distribution of call sheets and coordination of OSLO's when requested by the

Stewards • Providing information and assistance to members, non-members, engagers,

agents and bargaining committees and other staff members, but not acting as a spokesperson for ACTRA in the region or initiating Branch Council activities

Administration of membership, relevant to the Branch, including: • Processing of full and apprentice members and non-members • Dues invoices • · Maintenance and updating membership records

Performing general office functions, relevant to the Branch/Department, which may include:

• Account Receivables and Payables • Organizing staff tra.ining courses • Acting as contact forori-going·computerization • Support for local Branch initiated projects



The parties acknowledge that these general office functions may be performed by other job categories

Qualifications:

• Strong administrative skills • Detail oriented • Computer literate • Ability to multi-task • Strong interpersonal skills • Able to converse comfortably in French if required




Position Title: Branch Clerk

Reporting Responsibilities: Reporting to and working under the direction of the chief officer of the Branch (Regional Executive Director, Executive Director, or Branch Representative as appropriate to location) or his/her designate.


• Provides organizational and other support functions • Membership administration and processing of branch deposits if required • Performance of clerical functions and data entry • Providing general Collective Agreement, Constitution and By-Law infomiation to

members, non-members and engagers but not including interpretations and rulings thereof

• Acting in capacity of secretary/receptionist • Maintenance of filing systems and local records • Other related duties and projects generally considered to be within the job

category

Qualifications:


• Computer literacy • Ability to converse comfortably in the French language is required for the position

of Montreal Branch Clerk



Staff Agreement:

Position Title:



United Steelworkers

Branch Representative

Reporting to the National Executive Director · and working under the direction of the National Executive Director, the Director of Finance and Administration, and Regional Executive Directors in co-operation with the respective Branch Council.

• Responsible for implementing policies and objectives as determined by nationally constituted bodies and locally elected councils under the overall direction of the National Executive Director.

• Acting as staff liaison between the membership of the local region and their engagers.

• Responsible for the administration of all ACTRA Collective Agreements relevant to the Branch. This includes: · -providing interpretations -ensuring compliance by members and engagers -resolution of problems including the initiation and presentation of local grievances related to the enforcement of the Collective Agreements. -Stewarding of workplace and working conditions.

• Negotiation of ACTRA local Agreements and variances to National Agreements as may be required by circumstances and sanctioned by the National Executive Director.

• Organizing to increase and strengthen local ACTRA jurisdiction through recruitment of performers to work solely under ACTRA contracts, and producers to become signatory to appropriate ACTRA Agreements.

• Maintaining and improving ACTRA's profile in the community and industry at large, as well as the marketing of the local ACTRA membership to the local and national industry.

• Supervision of Branch staff, as required • Office management and administration, as required • Assisting the local Branch Council in Branch initiatives • Other related duties and projects generally considered to be within the job

category


Qualifications:

• Demonstrated experience in the: -interpretation of agreement and contract language -preparation and presentation of grievances


• Computer literacy • Fluency in. both official languages is required for the position of Montreal

Branch Representative • The position may require travel.



Staff Agreement:

Position Title:



United Steelworkers

Claims Administrator, ACTRA Performers' Rights Society

Reporting to the Director, ACTRA Performers' Rights Society

• Initiating claims to producers and/or distributors under the collective agreements • Assisting the Director and Assistant Director, ACTRA Performers' Rights Society

with the collection of fees outstanding to performers, ACTRA, ACTRA Performers' Rights Society and ACTRA Fraternal Benefit Society. Included in these fees would be unpaid royalties/residual fees, administration fees, insurance and retirement contributions, payable in accordance with the various ACTRA agreements.

• Liaising with all ACTRA branches in order to keep PRS claims information data current

• Other related duties and projects generally considered to be within the job category.

Qualifications:


• Excellent written and verbal skills • Experience understanding performers need • Ability to work efficiently with others • Good knowledge of the ACTRA Agreements



Staff Agreement:

Position Title:



United Steelworkers

Claims Officer, ACTRA Performers' Rights Society

Reporting to the Director, ACTRA Performers' Rights Society or Management's Designate, i.e. Manager

• Assisting and/or basic initiating of the Society's claims to producers and/or distributors under the collective agreements

• General assistance with the collection of fees outstanding to performers, ACTRA, the Society and ACTRA Fraternal Benefit Society Included in these fees would be unpaid royalties/residual fees, administration fees, insurance and retirement contributions, payable in accordance with the various ACTRA agreements

• Some liaison with ACTRA branches may be required • Performing general office duties required by the Society, including but not limited

to organizational support, data maintenance, receiving of inquiries from performers both in the office and via telephone and e-mail, initiating projects under the supervision of the Director or Manager, ACTRA Performers' Rights Society and providing general information to the membership

• Other related duties and projects generally considered to be within the job category.

Qualifications:

• Computer literate in the Microsoft group of programs (MS Word, Excel, Access) • Ability to multi-task • Strong interpersonal skills • Good written and verbal skills • Knowledge of the ACTRA Agreements




Position Title: Collective Bargaining Researcher/Coordinator

Reporting Responsibilities: Reporting to and working under the direction of the National Executive Director or his/her designate


• Compilation of industry-relevant statistical research data to support collective bargaining proposals, negotiations and strategy

• Administration of an Internet-based members forum which will gather information on current collective agreements problems and proposals for negotiations

• Preparation of reports for the Wages and Working Conditions Committee • Assistance in the preparation of proposals for negotiations • Provision of advice and assistance to National and Branch staff in the

administration and enforcement of the ACTRA Collective Agreements • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Proven track record in the field of statistical research • Demonstrated experience in the:

-interpretation of collective agreements and contract language -drafting of agreements and contract language


• Computer literacy on an advanced level




Position Title: Director of Communications and Research

Reporting Responsibilities: Reporting to the National Executive Director

Narrative:

The Director of Communications and Research is responsible for the internal and external communications of the union as determined by the Board of Directors, Nationally elected Guild Councils and other representative bodies. These respon::;ibilities include communications to.members, public and media relations, public policy, lobbying, education and research. in accordance with the Alliance objectives, as set out in the Constitution as determined by nationally constituted bodies.

The Director of Communicc:~tions and Research represents the Alliance externally at industry and government functions, conferences and coalition meetings. (S)he liaises with federal representatives and arts, labour, regulatory and industry organizations in lobbying for strong film and broadcasting industries. The Director seeks to increase ACTRA's sphere of influence on the cultural life of Canada in an effort to improve the economic and social conditions ofACTRA members through improved status as professional artists.

(S) he has on-going staff responsibility for media relations.

In addition, the Director is responsible for internal communications including publications, the development and co-ordination of member education, collective bargaining research and policy research.

(S) He assists Guilds, Branches, Committees and special projects of the Alliance with their communications, public policy, lobbying research, public relations, publications and media relations needs.


• Development and implementation of the external and internal communications of the union including the national media and public relations functions of ACTRA : -Develops and implements communications strategy for the Alliance and its Board including issue management -Attends meetings of the Board of Directors -Serves as part of the ACTRA's senior management -Prepares and presents material to that body and other committees of ACTRA on issues relating to communications, public policy, lobbying, research, public relations,. publications and the media -Provides support to official Alliance spokespeople including the


-President, Guild Chairs, Board of Directors and National Executive Director in their external relations on National and Alliance issue -Supervises the production of communications vehicles for external audiences and within the Alliance including ACTRA's annual report and the regular member publications such as Actrascope -Carries the on-going staff responsibility for media relations as set out in the ACTRA's media relations policy -Co-ordinates ACTRA's public relations activities including the placement of advertising and the creation and distribution of promotional vehicles, ranging from the catalogue Face to Face with Talent to the pamphlet This is ACTRA.

• Development of public policy and co-ordination of lobbying activities: -Works with the National Executive Director in devising public policy positions -Originates and supervises the development and dissemination of written material on public policy issues

-Liaises with arts, labour, regulatory and industry representatives and lobbies federal and industry decision-makers for public policies and programs which foster strong indigenous broadcasting and film industries, not only to provide work opportunities for ACTRA members, but to provide Canadians with true programming choices -Provides advice and assistance to members and staff on those matters -Works to increase the Alliances influence on the cultural life of Canada for the improvement of the economic and social status of ACTRA members

through improved status as professional artists

• Development and co-ordination of member education, collective bargaining research and policy research: -Develops and oversees the dissemination of educational information and materials to members on internal Alliance and external issues -Solicits outside funding partners and services in kind for these projects where necessary -Provides advice to members and other staff on those matters -Provides research supportive to collective bargaining, public policy activities, committee projects and other ACTRA activities

• Department of Communications and Research administration: -Supervises staff in the Communications and Research department including, but not limited to, a publications officer, communications and research secretary and editorial assistants as required -Is responsible for expenditures by the department relating to lobbying and legislative representations, publications, public relations, -Is responsible for developing and implementing policies which make the department work effectively and to the satisfaction of ACTRA such as Actrascope's editorial guidelines


Qualifications:

• Demonstrated experience: -University education -In journalism with strong writing and editing skills -Knowledge of the .cultural industries -bilingualism (an asset)

• Exposureto: -Trade unions

• Demonstrated ability to: -Work with Boards of Directors, committees and industry groups -Represent the interests of the organization to external groups -Analyse complex, theoretical issues and communicate them effectively -Work independently to effect optimal solutions considering variances of particular situations encountered

Job Descriptions Page 2 o


Staff Agreement:

Position Title:



United Steelworkers

Director of Organizing

Reporting to and working under the direction of the National Executive Director (NED)

• Responsible for preparing a draft plan for organizing of performers in current jurisdiction, which plan will balance the 's organizing objectives with resources (staff and financial), and will place emphasis on organizing and strengthening existing jurisdiction.

• Responsible for preparing a draft plan for the organizing of performers and others in the recorded media with the main objective being to organize the unorganized.

• Responsible for executing organizing objectives and strategy once approved by the National Council.

• Responsible for coordinating organizing efforts nationally (in consultation with the NED)

• Assisting Branches/Local Unions in organizing Performers and others in Branches/Local Unions, which assistance can range from consultation to ongoing organizing

• Assisting Branches/Local Unions in administering the terms of national and local bargaining agreements, which assistance can include consultation, interpretation, and negotiations.

• As directed, assisting the National i=xecutive Director in the execution of his responsibilities, and other duties as assigned by the NED.

Qualifications:

• Extensive experience in organizing in a union context is essential • Knowledge of and background in the recorded media • Experience in working with Performers and understanding their needs • Ability to travel on short notice • Ability to work independently • Ability to communicate effectively • Computer literate


Staff Agreement:

Position Title:



United Steelworkers

Federal Government Outreach Coordinator

Reporting to and working under the direction of the National Executive Director or his designate, i.e. the Eastern Regional Executive Director.

The objective of this position is to support and :contribute to the implementation of ACTRA's Federal public policy agenda.

More specifically, the position will act as one of ACTRA's key liaisons with the Federal Government; assisting in facilitating relations between ACTRA Members and Staff involved in the Public policy file, and relevant Federal politicians and Bureaucrats.


• Assist in the development of public policy on focus areas, as identified by National Council and the National Executive Director.

• Organize meetings between ACTRA representatives, and relevant Federal bureaucrats and politicians.

• Draft and disseminate appropriate communication materials of such meetings and initiatives.

Qualifications:

• The ability to conduct original research. . • The ability to analyze complex, theoretical issues and distill them effectively in

order to draft internal briefs and discussion papers. • Proven experience in networking and demonstrable organizing skills. • Strong writing and editing skills and a track record of drafting press releases • Fluency in both official languages is an asset.




Position Title: Human Resources Officer

Reporting Responsibilities: Reporting to and working under the direction of the National Executive Director (NED)


• Reporting to the National Executive Director and working with the appropriate senior staff and department heads, the Human Resources Officer is responsible for: -Assist in staff selection, recruitment and initiation; -Identification of needs and, where applicable, delivery of training programs; -Succession planning and implementation of retirement policy; -Maintenance of all employees' records; -Workload analysis, vacation schedules, monitoring of leave provisions, hiring of casual personnel; -Assist in employee discipline procedure -Identification of requirements and assist in the preparation of proposals for negotiations and the development of new personnel policies (this shall not apply to the operation of this Agreement); -Assist in the regular assessment of ACTRA employees; -Preparation of payroll.

The Human Resources Officer shall respect the confidentiality of the information in his/her possession and will not use it nor release it to others without the permission of the National Executive Director.

The parties acknowledge that the Human Resources Officer may perform the above functions as management with respect to non-USW employees, however, his/her functions with respect to employees hired under this Agreement shall be limited to coordination and advice to the appropriate management representative.




Position Title: Intermediate Developer

Reporting Responsibilities: Reporting to and working under the direction of the IT Manager


• AMS o Development of standard and ad hoc reports o Running of ACTRA processes, such as tax receipts, member invoices and

apprentice invoices o Database maintenance o Programming of change requests o Porting of builds into production o Quality Assurance

• Face to Face . o Internal Maintenance o Reporting o Porting of builds into production o Quality Assurance

• ACTRA Website o Internal Maintenance o Porting of builds into production o Quality Assurance

• Maintenance ·and support of other appiications o RRM o Member cards

• Coordination of AMS help desk calls • Network administration as required • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Well-versed in the advancement of software trends and current computer technology ·

• Languages needed include:

I.ASP I.NET .HTML .VB

Candidates must have 2-3 years of IT experience with at least 1 year of experience in any two of the above skills, and must be deadline-oriented and devoted to producing high quality products.


Staff Agreement:

Position Title:



Computer Services:


United Steelworkers

IT Specialist

Reporting to and working under the direction of the Director of Finance and Administration.

• Maintenance of National Membership Database • Coordination of transfer of Membership Data to ACTRA PRS and AFBS • Coordination of reports and forms, such as dues invoices, tax receipts, work

permits, membership cards, work history reports, membership listings and labels • Inventory, maintenance and upgrades of ACTRA, ACTRA PRS and ACTRA

Branches hardware • Coordination of software upgrades for ACTRA, ACTRA PRS and ACTRA

Branches and maintenance of inventory of software and licenses • Set up and maintenance of network for ACTRA National, ACTRA PRS and

ACTRA Branches • Responsible for set up and maintenance of internal and external e-mail for

ACTRA National, ACTRA PRS and ACTRA Branches • Systems support for special projects undertaken by ACTRA National, ACTRA

PRS and ACTRA Branches

Office Services: • Coordination of maintenance and enhancements of the telephone and voice mail

system for ACTRA National, ACTRA PRS and ACTRA Toronto • Negotiation of leases/purchases and maintenance of the office equipment at the

ACTRA offices at 625 Church St. • Responsible for the hiring and supervision of the ACTRA Printer and coordination

of internal print shop activities • Coordination of changes to ACTRA forms and Collective Agreements • Coordination of re-order and timely delivery of printed material from outside

sources • Coordination of the distribution of printed material to ACTRA Branches • Coordination of the printing, mailing and liaison with scrutineers of any ACTRA

Referenda • Other related duties and projects generally considered to be within the job

category


Qualifications:

• Well-versed in the advancement of software trends and current computer technology

• Proven track record in the purchase and maintenance of hardware • Proven track record as an NT administrator with hands on experience with MS

Exchange server, set-up and administration • Proficient with current user software

Job Descriptions Page 2 6

Staff Agreement:

Position Title:




United Steelworkers

National Organizer

Reporting to and working under the direction of the National Executive Director or His/Her Designate

• Participation in the development of a national organizing plan complete with time lines, priorities and budgets.

• Responsible for executing organizing objectives and strategy approved by the National Council

• Responsible for coordinating organizing efforts nationally • Assisting Branches/Local Unions in organizing performers and others in the

Branches/Local Unions, which assistance can range from consultation to onlocation organizing


Qualifications:

• Extensive organizing experience in a trade union context is essential • Ability to:

-travel on short notice -work independently -communicate effectively

• Computer literacy • Fluency in both official languages is preferred. For the National Organizer based

in Montreal, fluency in both official languages is required.


Staff Agreement:

Position Title:




United Steelworkers of America

Organizer

Reporting to and working under the direction of the ACTRA Toronto Executive Director or designate

• Participation in the development of organizing plans complete with time lines, priorities and budgets.

• Responsible for executing organizing objectives and strategy approved by Council

• Responsible for coordinating branch organizing efforts • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Extensive organizing experience in a trade union context is essential

• Ability to: -travel on short notice -work independently -communicate effectively

• Computer literacy



Staff Agreement: United Steelworkers ;.

Position Title: Policy Analyst/Researcher, ACTRA

Reporting Responsibilities: Reporting to the Director of Research

Position Responsibilities: • Support ACTRA's bargaining, communication, royalty collection and public

policy initiatives by providing relevant research and analysis • Research and analysis of key public policy issues related to ACTRA and the

film and television industry • Prepare reports on public policy and industry issues, including writing regular

fact sheets, website content, speeches, presentations and bulletins for members

• Prepare regular reports and analysis based on data generated from the ACTRA databases

• Maintain relevant contacts within the labour movement and film and television industry, both in Canada and internationally.

·• Other related duties and projects generally considered to be within the job category.

Qualifications: • Proven track record in public policy research, writing and analysis • Experience in statistical analysis • Knowledge of the film and television industry • Understanding of the public policy and regulatory framework governing the

industry, an asset • Strong writing skills and demonstrated ability to communicate effectively • Ability to work independently. • Post-secondary education in a related field • Computer literacy on an advanced level, including proven use of MS Word,

Excel, Access




Position Title: Public Relations Coordinator

Reporting Responsibilities: Reporting to the ACTRA Toronto Executive Director and working under the direction of the National Public Relations Officer and the ACTRA Toronto Public Relations Officer


• Support to the National Public Relations Officer and the ACTRA Toronto Public Relations Officer

• Updating information on the ACTRA and ACTRA Toronto Websites • Coordination of printing of communication materials • Coordination of collection of information for lnterACTRA News and Branchline • Compilation of contact and' email lists . • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Ability to: -communicate effectively, orally and in writing -work independently

• Computer literacy on an advanced level with HTML experience • Detail oriented • Ability to multi-task • Strong Interpersonal skills




Position Title: Public Relations Officer

Reporting Responsibilities: Reporting to and working under the direction of the National Executive Director and the Director of Finance and Administration


• Maintaining information on ACTRA Website, including news items and bulletins • Coordinating information exchange between ACTRA Branches and ACTRA

National with respect to ACTRA Website and lnterACTRA News • Working with the external Communications Advisor to assist the NED in the

preparation of internal communications/publications such as lnterACTRA News and the NED Bulletin

• Working with the external Communications Advisor to assist the NED in the preparation of ACTRA public relations materials and press releases.

• Assisting the NED in preparation of communication materials relative to ACTRA collective agreement negotiations, eg. IPA Bulletins to members

• Assisting ACTRA National Organizers in the preparation of public relations materials to be used for the purpose of organizing, i.e. leaflets

• Other related duties and projects generally considered to be within the job category ·

Qualifications:

• Proven track record in the communications field • Demonstrated ability to:

-communicate effectively, orally and in writing -work independently

• Knowledge of: -trade unions -cultural industries

• Computer literacy on an advanced level • Fluency in both official languages is preferred




Position Title: Public Relations Officer- Montreal

Reporting Responsibilities: Reporting to and working under the direction of ACTRA National's Regional Executive Director.


• Maintaining information on the ACTRA Montreal Website, including news items and bull'etins.

• Working with the editor of The Grapevine in the preparation and timely publication ofthe newsletter.

• Assisting the National Public Relations Officer- When called upon -to provide content for Inter ACTRA.

• Overseeing the logistical preparation of ACTRA Montreal events, such as - but not limited to -Annual General Meetings, Town Hall meetings and the ACTRA Montreal Awards.

• Designing the PowerPoint presentations and providing other content for these events.

• Designing, updating and delivering the Apprentice Member Initiation Course. • Writing the appropriate press releases to announce such events. • Assisting ACTRA National Organizer in the preparation of public rerations

materials to be used for the purpose of organizing, i.e. leaflets • Other related duties and projects generally considered to be within the job

category

. Qualifications:


a) communicate effectively, orally and in writing b) work independently

• Knowledge of: a) trade unions b) cultural industries




Staff Agreement:

Position Title:



United Steelworkers

Public Relations Officer- Toronto

Reporting to and working under the direction of ACTRA Toronto Executive

. Director.

• Maintaining information on the ACTRA Toronto Website, including news items and bulletins

• Coordinating information exchange between ACTRA Toronto and ACTRA National with respect to the ACTRA Toronto Website and any other communications initiatives

• Working with the Communications committee in the preparation of internal communications/publications such as The Branch*Line and any required bulletins

• Working with the Communications committee in the preparation of ACTRA public relations materials and press releases

• Assisting the Communications committee in preparation of communication materials relative to ACTRA collective agreement negotiations, e.g. IPA Bulletins to members

• Assisting ACTRA National Organizers in the preparation of public relations materials to be used for the purpose of organizing, i.e. leaflets


Qualifications:


a) communicate effectively, orally and in writing b) work independently

• Knowledge of: a) trade unions b) cultural industries




Staff Agreement:

Position Title:



United Steelworkers

Reporting Officer, ACTRA Performers' Rights Society

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society and the Assistant Director, ACTRA Performers' Rights Society.

• Researching contract provisions as they relate to Use pee Payments and evehtual Producer reports.

• Ensuring that accurate payment to Performers, PRS and PRS NR is reflected in the reports received by the Producer, Distributor and the NRCC in conjunction with their elected option under the applicable IPA or the applicable copyright tariffs. ·

• Conducting audits, compiling and completing audit reports and summaries • Assisting with inquiries from Producers, Distributors, NRCC, accountants,

payroll companies, etc. only as they relate to reporting requirements. • Maintaining departmental computer files by updating system With all

approved reports as they are assessed. . • Whenever required, providing other PRS staffwiththe appropH~te

information needed for accurate record keeping for Production ahd Claim files.


Qualifications:

• Accounting and finance background • Extensive knowledge of Film and Television distribution reporting

practices • Ability to pay close attention to detail • Ability to manage a heavy workload and schedule projects to meet a

multitude of deadlines • Computer literate in the Microsoft Office group of programs (MS Word;

Excel, Access) • Highly motivated



Staff Agreement:

Position Title:

Reporting· Responsibilities:


United Steelworkers

Research Analyst, ACTRA Performers' Rights Society


• Researching, analysing and entering historical data such as use dates, producer information, contract information, agreements, declared uses and prepayment options

• Ability to recognize and cull relevant information from standard contracts, long form contracts, a variety of agreements and production correspondence

• Preparing reports and compiling data as needed for the pursuit of claims, grievances and/or arbitration

• Assisting with claims by pursuing outside sources, company websites etc. to gain additional information to further research PRS claims.

• Updating the PRS computer system by researching, analyzing and verifying historical data

• Some liaison with ACTRA branches may be required • Liaison for information relevant to ACTRA PRS communicated to the

public in consultation with the Director. • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Excellent computer skills and knowledge of the Microsoft Office group of programs (MS Word, Excel, Access)

• Excellent attention to detail • Ability to read and interpret contract language and elements of the various

ACTRA agreements • Strong interpersonal skills



Staff Agreement:

Position Title:



United Steelworkers

Rights Registrar, ACTRA Performers' Rights Society


• Assisting with the advancement of both historical and current IPA claims to producers and/or distributors by providing executed legal documents to the PRS department which support its claim efforts

• Assisting the Director and Assistant Director, ACTRA Performers' Rights Society with the collection of fees outstanding to Performers, ACTRA, ACTRA Performers' Rights Society and ACTRA Fraternal Benefit Society, by paying close attention to the documents that enforce, Use Fees, Distribution rights, tariffs and levies as well as the PRS Minor's Trust Account ·

• Liaison with all ACTRA branches and Producers in order to keep PRS security documentation provided by Producers/Distributors through the local ACTRA branches, up-to-date and entered in the PRS qatabase

• Monitoring, gathering and filing when necessary such documents as Bankruptcy claims, transfer of rights, assignment of rights and copyright registrations both in relevant territories

• Ensuring that all legal documentation submitted to the PRS is executed and/or released in a timely and efficient manner.

• Fielding telephone calls from producers/distributors, which relate to the proper execution of Security Agreements, Purchasers/Distributors Assumption Agreements, Trust and Estate documentation and other legal documentation relative to the PRS orPRS NR.


Qualifications:

• Strong computer skills and proven use of the Microsoft group of programs (MS Word, Excel, Access and extensive knowledge of the Internet)

• Excellent written and verbal skills • Experience interpreting standard legal agreements relating to the film,

television, music industries as well as stand.ard banking documents • Ability to work independently and with others while managing a varied

workload • Strong knowledge of the ACTRA Agreements

Job Descriptions Page 3 6


Staff Agreement:

Position Title:



United Steelworkers

Senior Claims Officer, ACTRA Performers' Rights Society

Reporting to and working under the direction of the Director, ACTRA Performers' Rights Society

• Advancing both historical and current IPA claims to producers and/or distributors

• Assisting the Director and Assistant Director, ACTRA Performers' Rights Society with the collection of fees outstanding to Performers, ACTRA, ACTRA Performers' Rights Society and ACTRA Fraternal Benefit Society. Included in these fees would be unpaid royalties/residual fees, administration fees, insurance .and retirement contributions.

• Liaising with all ACTRA branches in order to keep PRS claims information data current

• Preparing claims for processing and disbursement by the Administrator • Fielding inquiries relevant to collection of fees and disbursements. • Other related duties and projects generally considered to be within the job

category

Qualifications:


• Excellent written and verbal skills • Experience understanding performers' needs • Ability to work independently and with others • Strong knowledge of the ACTRA Agreements




Position Title: Senior Commercial Advisor

Reporting Responsibilities: Reporting to and working under the direction of the Manager, Commercial Production or his/her designate


• Development of an ACTRA Commercials Agreement Interpretation Manual

• Maintain SAG Contract/ACTRA Commercials Agreement comparison • Expansion of Quick Tips for Engagers booklet to provide engagers with a

users guide (precis) • Negotiation of ACTRA's Commercials Agreement

-Assisting in the preparation of proposals for negotiations -Participation in negotiations -Compilation of new Commercials Agreement

• Provide support on matters relating to: -The interpretation of ACTRA's Commercials Agreement -Outreach to produc~rs and the community -Branch Council initiated activities

• Conducting new member meetings for full and apprentice members • Conducting seminars for engagers, production houses, payroll service

companies, and casting/talent agents • Participation in meetings with ACA and ICA • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Extensive experience in the: -Interpretation and application of Commercials Agreement -Preparation of grievances -Participation in negotiations

• Demonstrated ability to: -Communicate effectively, orally arid in writing -Work Independently





Position Title: Senior Developer

Reporting Responsibilities: Reporting to and working under the direction of the IT Manager


• ·AMS o On-going Maintenance o Programming of Change Requests o On-going Development o Business Analysis

• Face to Face • Coordination of changes with outside vendor • Internal Maintenance • Business Analysis • Programming of Change Requests • Database Design, Creation and Maintenance

o ACTRA Website • Coordination of changes with outside vendor • Internal Maintenance • Business Analysis • Programming of Change Requests • Database Design, Creation and Maintenance

• Document writing • Assisting in project management • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Well-versed in the advancement of software trends and current computer technology

• Previous Database Architecture experience is a strong plus • . Required to have a good understanding of SQL Server • _ Languages needed include:

I 0 .ASP o .XML ~ .JSP o .NET

o .VB

Candidates must have 3-5 years of IT experience with at least 2 years' experience in any two of the above skills, and must be deadline-oriented and devoted to producing high quality products.




Position Title: Senior Independent & Broadcast Production Advisor

Reporting Responsibilities: Reporting to and working under the direction of the Manager, Independent & Broadcasting Production or his/her designate.


• Coordination of stewarding assignments • Attendance at pre-production meetings with stewards as requested • Bond administration

-Settjng & releasing production bonds -Responsible for ensuring that security & distribution agreements are obtained for every production

• Assisting in the training of staff as required • Provide support on matters relating to:

-The interpretation of ACTRA's Independent Production Agreement • Staff liaison and support for ACTRA committees (e.g. stunts, minors,

background) • Coordination of OSLO program, including training as necessary • Coordinate implementation of low-budget and local agreements • Participation in negotiations as assigned • Provide support for Branch Council initiated activities • Conducting new member meetings for full and apprentice members • Conducting seminars for producers, payroll service companies, and

casting/talent agents • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Extensive experience in the: -Interpretation of agreement and contract language -Preparation of grievances -Participation in negotiations

• Demonstrated ability to: -Communicate effectively, orally and in writing -Work Independently




Staff Agreement:

Position Title:



United Steelworkers

Steward

Reporting to and working under the direction of the chief officer of the Branch (Regional Executive Director, Executive Director or Branch Representative as appropriate to location) or Management's designate, i.e Manager or Assistant Branch Representative

• Ensuring compliance by members and engagers to ACTRA Collective Agreements whether through education or enforcement, including: -on set stewarding -ensuring compliance with bond requirements the value of which is determined by the Assistant Branch Representative or chief officer of the branch -initiating and pursuing inquiries regarding payments -resolving disputes at the local level, arising from local production, prior to the grievance stage without authorizing any waiver to the terms of the agreements -commencement of grievance procedures and, on occasion arguing local grievances before Joint Standing Committee -commencement of discipline proceedings, where required under the ACTRA Constitution and By-laws, but not including interpretations and rulings thereof.

• Providing information and assistance to members, non-members, engagers, agents, bargaining committees and other staff members, but not acting as a spokesperson for ACTRA in the region or initiating any Branch Council activities

• Maintenance of accurate and complete productions files • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Demonstrated experience in or ability in the: -interpretation of agreement and contract language -preparation of grievances


• Computer literacy • Ability to converse comfortable in the French language is required for the

position of Montreal Branch Steward



Staff Agreement:

Position Title:



United Steelworkers

Web Communications Coordinator

Reporting to the ACTRA Toronto Executive Director and working under the direction of the ACTRA Toronto Manager of Communications, Organizing & Membership Services

• Support to the National Public Relations Officer and the ACTRA Toronto Public Relations officer

• Updating information on the ACTRA and ACTRA Toronto websites • Assistance with preparation, content and design of website, presentation

and other communications and print materials • Assist other staff and members with use and technical support for the

ACTRA and ACTRA Toronto websites • Compilation of contact and email lists • Set up and distribution ofACTRA Toronto and ACTRA broadcast emails • Review; respond when appropriate and redirect email enquiries generated

through the ACTRA and ACTRA Torontowebsites • Other related duties and projects generally considered to be within the job

category

Qualifications:

• Ability to communicate effectively, orally and in writing • Ability to work in a team environment and independently ~ Computer literacy on an advanced level with HTML experience • Detail oriented • Ability to multi-task • Strong interpersonal skills


lAC T R A T 0 R 0 NT 0 p ·E R F 0 R..M E R s I

October 3, 2001

Carmela Algeri and Claire Martell ACTRA-USWA unit Co-chairs c/o ACTRA Montreal

Dear Carmella and Claire,

This letter seeks to clarify the relationship that will exist between the Employer and both Rita Ridgway and Indra Escobar, who have assumed the positions of Senior Commercials Advisor and Senior Independent Production and Broadcast Advisor respectively (pursuant to agreed new job descriptions).

For the purposes of articles 26, 27 and 28 of the ACTRAUSWA Collective Agreement, Rita Ridgway and Indra Escobar will report to me. For all other purposes, Rita and Indra will report to their managers, Judy Barefoot and Eda Zimler respectively

Best,

Brian Topp Executive Director ACTRA Toronto Performers

625 Church Street, Toronto, ON M4Y 2G1 T (416) 928-2278 or toll free 1 (877) 913-2278 F (416) 928-0429 E [email protected] www.actratoronto.com

Letter of Understanding

Between

ACTRA and the USW (."the Parties")

This letter sets out the Employer ("ACTRA")'s intentions with regard to the two Regional Directors' positions; certain understandings between ACTRA and the USW bargaining unit; and certain commitments ACTRA makes to the USW Bargaining Unit associated with this change.

ACTRA will be requiring the union's two Regional Executive Directors' to perform managerial functions. For this reason it is appropriate for these positions not to remain in the bargaining unit.

ACTRA makes the following commitments to the USW bargaining unit flowing from this change:

(1) It is not ACTRA's intention to abolish the Branch Representative positions in Calgary and Montreal, and these positions will be filled at an appropriate time, as finances permit and work pressures require.

(2) Further, it is not ACTRA's intention to create any additional management positions which will impact on work currently within the USW bargaining unit. It is not ACTRA's intention to abolish Branch Representative Positions in any other Branch.

It is understood and agreed by both Parties that part of the Regional Executive Director's current responsibilities includes functions associated with Branch Representative Positions in Calgary and Montreal Branches, and that those functions may continue to be performed by the Regional Executive Directors. At the expiry of this collective agreement on September 30, 2002, the matter may be reviewed jointly by ACTRA and the usw.

ATTACHMENT: Letter of Understanding

between

ACTRA and the USW

PROCESS FOR WRITING/ALTERING JOB DESCRIPTIONS

This letter seeks to clarify the process for writing and altering job descriptions in the USW-ACTRA agreement as set out in ARTICLE 7- VACANCIES OR NEW JOBS.

Without prejudice to the USW-ACTRA agreement, the parties agree to undertake the following process when new jobs or altered job descriptions are contemplated by the employer:

1) The USW will keep the employer informed of the members of its Job Descriptions Committee who are responsible for discussing job descriptions for ACTRA National and its Branches and also the member(s) of the committee responsible for discussing job descriptions at ACTRA Toronto.

2) The employer will notify the USW Executive and the USW Job Descriptions committee in a timely manner of its intention to write a job description for a new job, or alter the job description of an existing job prior to posting a notice about the job.

3) The USW Job Descriptions committee will meet with the employer's designate(s) in a timely manner to consult on the new/altered job description and make best efforts to come to mutual agreement on the Title, Reporting, Responsibilities and Qualifications and Salary Ranges of the job description.

4) Once a new or altered job description is agreed to, a copy of the new job description will be added to the electronic copy of the agreement maintained by the employer, and an electronic and a paper copy of the new/altered job description will be circulated to all USW members.

5) In the event of a dispute, both parties reserve their rights under the USW collective agreement.

Date:

Letter of Understanding Between

ACTRA and the USW

This letter seeks to clarify the relationship that exists between the Branch Representatives and the Employer. Specifically, those areas where the Branch Representative works with and reports to ACTRA Management should be delineated from those areas where the Branch Representative works with and reports to her/his Branch Council.

It is in this spirit that the reporting responsibilities and general statement contained in the Branch Representative job description should be read;

Reporting Responsibilities Reporting to the National Executive Director and working under the direction of the National Executive Director, the Director of Finance and Administration, and Regional Executive Directors in co-operation with the respective Branch Council.

General Statement Responsible for implementing policies and objectives as determined by nationally constituted bodies and locally elected councils under the overall direction of the National Executive Director.

As to the areas of responsibility and evaluation contained in the job description, the following delineation is envisioned;

Relations with Producers Acting as staff liaison between the membership of the local region and their engagers. The Branch Representative's efforts to maintain professional relations with engagers while defending the members' rights under the collective agreements will be executed under the supervision of and evaluated by ACTRA Management.

The Collective Agreements Responsible for the administration of all ACTRA Collective Agreements relevant to the Branch.

• Providing interpretations. Ensuring that a Branch Representative's interpretations are faithful to the intent of the collective agreement and applied in a fair and

consistent manner will be executed under the supervision of and evaluated by ACTRA Management. • Ensuring compliance by members and engagers. Ensuring compliance to our collective agreements will be executed under the supervision of and evaluated by ACTRA Management. • Resolution of problems including the initiation and presentation of local grievances related to the enforcement of the Collective Agreements. The Branch Representative's handling disputes with engagers arising from the application of the collective agreements will be executed under the supervision of and evaluated by ACTRA Management. • Stewarding of workplace and working conditions. The Branch Representative's efforts to ensure a safe and proper workplace will be executed under the supervision of and evaluated by ACTRA Management. • Negotiation of ACTRA local Agreements and variances to National Agreements as may be required by circumstances and sanctioned by the NED. The Branch Representative's handling of requests for variances in a manner that protects the members' interests and is consistent with the process in place will be executed under the supervision of and evaluated by ACTRA Management.

The Jurisdiction Organizing to increase and strengthen local ACTRA jurisdiction through the recruitment of performers to work solely under ACTRA contractsr and producers to become signatory to appropriate ACTRA contracts. The Branch Representative's response to threats to our jurisdiction coming from non-union engagers will be executed under the supervision of and evaluated by ACTRA Management.

Outreach and Promotion Maintaining and improving ACTRArs profile in the community and industry at large as well as marketing of the local ACTRA membership to the local and national industry. The Branch Representative's efforts to improve ACTRA's profile in the community will be executed under the supervision of and evaluated by the Branch Council. The Branch Representative's efforts to implement the 'Opportunity Project' will be executed under the supervision of and evaluated by ACTRA Management.

Office Administration Supervision of Staffr as requiredr and office management and administrationr as required.

The Branch Representative's effort to create a professional and efficient operation will be executed under the supervision of and evaluated by ACTRA Management.

Council Initiatives Assisting the local Branch Council in Branch initiatives The Branch Representative's contribution to Branch initiatives and her/his ability to work in partnership with local elected officials will be executed under the supervision of the Branch Council.

Other Duties Other related duties and projects generally considered to be within the job category. Such duties will be clearly enunciated and the reporting and evaluation mechanism will be determined on a case-by-case basis.

Notwithstanding this delineation, it is understood that harmonious relations are encouraged by the continuous sharing of information between the parties.

LETTER OF UNDERSTANDING #5

Regarding: Management Positions

ACTRA will inform the USW of all contemplated new managerial positions.

Such information will include a job description as well as the list of employees who will be supervised by the new manager and over whom the new manager will have hiring/firing power.

· When ACTRA Toronto's Manager of Membership, Communications and Organization is required to perform organizing duties, USW employees will be mentored in organizing through participation in these organizing efforts. These employees will be selected from a list in relevant departments in a manner sensitive to seniority and ability, among individuals who have expressed an interest in organizing. When an employee has participated in such activities, slhe will receive the temporary salary adjustment outlined in Appendix A, Article 2.

Signed ~= <:.::>. -z._ ( '2013.

ACTRA

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