collective agreement - ontario · 2017-03-25 · collective agreement between: roboclean building...

COLLECTIVE AGREEMENT

BETWEEN:

ROBOCLEAN BUILDING SERVICES INC

(UNIVERSITIES OF TORONTO, V ARlO US LOCATIONS)

(Hereinafter called "the Employer")

-And

L.I.U.N.A LOCAL 183

(Hereinafter called "the Union")

ARTICLE 1 -RECOGNITION

1.01 The Employer recognizes the Union as the exclusive bargaining agent for all

employees of the Employer engaged in Carpet Cleaning throughout the University

of Toronto in Various Locations as per Contract in Ontario. Where employees of

the Employer perform such work, save and except supervisory personnel, office

and clerical staff.

ARTICLE 2 -MANAGEMENT RIGHTS

2.01 The Union recognizes and acknowledges that the management of the facilities and

direction of the working forces are fixed exclusively in the Employer and without limiting the

generality of the foregoing the Union acknowledges that it is the exclusive function of the

Employer to:

(a) maintain order, discipline and efficiency and in connection therewith to make, alter

and enforce from time-to-time rules and regulations, policies and practices to be

observed by its employees, discipline or discharge employees for just cause

provided that a claim by an employee who has acquired seniority that he/she has

been discharged or disciplined without cause may be the subject of a grievance and

dealt with as hereinafter provided;

(b) select, hire, transfer, assign to shifts, promote, demote, classify, lay-off, recall,

retire employees or select employees for positions excluded from the bargaining

unit;

Roboclean Building Services Inc. (Universities ofToronto, Ontario 2016-2019

(c) establish and administer tests for the purpose of assisting the Employer in

determining an employee's qualifications, and require medical examinations for any

justifiable reason;

(d) determine the location of operations, and their expansion or their curtailment, the

direction of the working forces, the schedules of operations, the number of shifts;

determine the methods and processes to be employed, job content, quality and

quantity standards, the establishment of work or job classifications; change,

combine or abolish job classifications; determine the qualifications of an employee

to perform any particular job; the nature of tools, equipment and machinery used,

to use new or improved methods, machinery and equipment, change or discontinue

existing tools, equipment, machinery, methods or processes; decide on the number

of employees needed by the Employer at any time, the number of hours to be

worked and require employees to work overtime; the determination of financial

policies, including general accounting procedures and customer relations;

(e) Have the sole and exclusive jurisdiction over all operations, buildings, machinery,

equipment, cleaning materials and employees.

2.02 The Employer agrees that it will not exercise its functions in a manner inconsistent

with the provisions of this Agreement and the express provisions of this Agreement constitute the

only limitations upon the Employer's rights.

2.03 Employea· Policies

Employer policies shall be communicated and available to the employees where

applicable.

ARTICLE 3- UNION SECURITY

3.01 The Employer shall, for each pay period, deduct from the wages of each employee

in the unit affected by the Collective Agreement, the amount of regular Union dues as a condition

of employment. The Union shall notify the Employer in writing of the amount of regular Union

dues to be deducted in accordance herewith and the Employer may, for all purposes, rely upon

such written notification as conclusive evidences that the amounts so deducted are in accordance

Roboclean Building Services Inc. (Universities of Toronto, Ontario 2016-2019

with the Union's constitution and by-laws. The Union shall indemnify and save the Employer

harmless from any claims, suits, judgements, attachments and from any form of liability as a result

of making such deductions in accordance with the written direction of the Union and the Union

will refund directly to all employees any amount for which wrongful deductions were made by the

Employer in accordance with the written notification provided by the Union.

3.02 The Employer will remit the amount so deducted from the wages of each employee

to the Secretary/Treasurer of the Union no later than the fifteenth (151h) day of the month following

the deduction, together with the Social Insurance Number for each employee in respect of whom

a deduction has been made.

3.03 Employee Attendance at Staff Meetings

a) Where an employee is directed by the Employer to attend a staff meeting, m

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

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

attendance (including their lunch and/or break times).

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

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

credited with equivalent time off or his/her basic rate of pay, this is not limited to

negotiations for their renewal of their Collective Bargaining Agreement.

ARTICLE 4 - RELATIONSHIP

4.01 The Union agrees it will not discriminate against, coerce, restrain or influence any

employee because of his/her union membership or non-membership, his/her activity or his/her lack

of activity in any labour organization.

4.02 The Employer agrees that it shall not interfere with, restrain, coerce or discriminate

against employees in their lawful right to become and remain members of the Union and to

participate in its lawful activities.

4.03 With the employees' consent, on a form prescribed by the Union, the Employer

agrees to provide the Union upon request an updated list of employees covered by this

Roboclean Building Services 1nc. (Universities ofToronto, Ontario 2016-2019

agreement, their classification, and employee status and updated contact information including

addresses, phone numbers, etc.

ARTICLE 5 -NO STRIKES OR LOCK-OUTS

5.01 The Employer agrees that it will not cause or direct any lock-out of its employees

for the duration of this Agreement. The Union agrees that neither it, nor its Representatives will,

during the term of this Agreement, authorize, call, cause, condone, sanction, encourage, support

or take part in any strike, work stoppage, picketing, slowdown or curtailment or restriction of

production, or interference with work in the Employer's plant or premises.

ARTICLE 6 - UNION ACTIVITY ON EMPLOYER'S PREMISES

6.01 Except as expressly permitted by this Agreement, there shall be no Union activities

on Employer's time or on Employer's property without the prior permission of the Employer.

ARTICLE 7- UNION REPRESENTATION

7.01 The Employer acknowledges the right of the Union to appoint or otherwise select

one (1) Steward for the purposes of representing Employees in the handling of grievances.

7.02 The Union will inform the Employer in writing of the name of the Steward and any

subsequent change in the name of such Steward. The Employer shall not be asked to recognize

any Steward until such notification from the Union has been received.

7.03 No Steward shall leave his/her work station to investigate or process a grievance

without the prior consent of a member of management which consent shall not be unreasonably

withheld.

7.04 The Employer agrees that the Steward shall not suffer loss of pay (straight-time)

for reasonable time spent in the handling of grievances provided that such reasonable time shall

not, except in extraordinary circumstances expressly agreed to by the Employer, exceed in the

aggregate one (1) hour during any one (1) shift.

Roboclean Building Services inc. (Universities of Toronto, Ontario 2016-2019

7.05 The Union Steward shall exercise the privileges herein provided in such a manner

as to promote good order and discipline and with the least possible interference with the regular

duties of their employment. All time spent away from his/her work station by the Steward shall

be devoted to the handling of particular grievance necessitating his/her absence.

7.06 The Union Business Agent will not enter any premises of the Employer without

obtaining the prior consent of the Manager (above level of supervisor), which shall not be

unreasonably withheld.

7.07 No Individual A greements

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

or agreement with the Employer concerning the conditions of employment varying the conditions

of employment herein.

7.08 Right to Have Steward Present

An employee, who is subject to disciplinary action in the form of written

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

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

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

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

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

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

of a Union Representative or another officially appointed Union Steward.

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

and do not involve imposition of disciplinary action.

7.09

(a)

Harassment

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

harassment. Sexual harassment will be grounds for the imposition of discipline up

to and including immediate dismissal pursuant to this Agreement. Where an

employee alleges that sexual harassment has occurred on the job, the employee

shall have the right to grieve under this Agreement.


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

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

comments or conduct of a sexual nature or engaging in a course of vexatious

comment or conduct against a worker in a workplace because of sex, where the

course of comment or conduct is known or ought reasonably to be known to be

unwelcome

ARTICLE 8 - GRIEVANCE PROCEDURE

8.01 Should any dispute arise between the Employer and an employee or between the

Employer and the Union as to the interpretation, application, administration or alleged violation

of any of the provisions of this Agreement, an earnest effort will be made to settle such differences

without undue delay in the following manner.

Step 1

The employee involved shall, within and not after three (3) working-days of the date upon

which the incident giving rise to the grievances first occurred, present the grievances to

his/her supervisor either orally or in writing.

Step 2

If the grievance is not settled within three (3) working-days of the date the matter was taken

up with the Manager the Union may within and not after five (5) working-days of that

date, take the matter up with the Manager or his/her nominee. All grievances submitted at

Step 1 shall be in writing, and shall indicate the nature of the grievance, the Article alleged

to be violated, and the adjustment sought. The Manager or his/her nominee will upon

request meet with the Union within ten (1 0) working-days of the date the written grievance

is filed. The Manager of his/her nominee will give his/her answer or decision in writing

within fifteen (15) working-days ofthe date the written grievance was filed with him/her.

Step 3

If the grievance is not settled at Step 2, the Union may within and not after ten (1 0)

working-days of the date of the answer or decision of the Manager or his/her nominee at

Step 2 refer the grievance to arbitration under Article 9. Such notice shall state the specific

matter to be dealt with at arbitration and the specific relief sought by the party.


ARTICLE 9 -ARBITRATION

9.01 Any properly constituted gnevance concernmg the interpretation, application,

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

all of the steps of Article 8, but has not been satisfactorily settled may be referred to arbitration, in

accordance with the Ontario Labour Relations Act.

9.02 The Official Arbitrator shall hold a hearing within a reasonable time set by the

Ministry of Labour from the date of receiving a Notice to Arbitrate.

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

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

Reasons for the decision need not be given at the time of the decision but shall be

provided within a reasonable period of time thereafter.

9.04 The Arbitrator shall be provided with written records containing details of the

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

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

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

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

decision inconsistent with the terms and provisions of the Agreement.

9.06 Statutory Holidays, Saturdays and Sundays shall be excluded from the times

provided for the various steps. Time limits may be adjusted by agreement of the parties concerned.

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

ARTICLE 10- SENIORITY

10.01 (a) An employee will be considered a probationary employee for the first ninety (90)

calendar days of his/her employment, and will have no seniority rights during this

period. After ninety (90) calendar days, his/her seniority shall date back to hire at

the location.


(b) It is understood that notwithstanding the expiration of a probationary period,

nothing herein shall prevent the Employer from discharging an employee for

purposeful falsification of records, theft or other fraudulent conduct which is hereby

agreed to constitute just and sufficient cause for discharge.

10.02 A seniority list of all employees covered by this Agreement shall be posted in

January of each year.

10.03 In the event of a lay-off, employees with the least seniority, shall be laid-off first,

providing that the employees who remain on the job have, the necessary skill, ability, and

qualifications to perform the work in question.

10.04 In the event of a recall, employees will be recalled in the reverse order that they

were laid-off provided the employee to be recalled has the necessary skill, ability and qualifications

to perform the work in question.

10.05 An employee will lose all seniority and his/her employment shall be deemed to be

terminated ifhe/she:

(a) quits his/her employment;

(b) is discharged and not reinstated through the Grievance or Arbitration

Procedures;

(c) is absent from work for a period of two (2) consecutive working-days without

notifying the Employer;

(d) fails, upon being notified of a recall to work from lay-off, to report for work within

three (3) calendar days after such notification has been given by telephone or by

registered mail, unless approval has been received by the employee to postpone

his/her return. Where such notification is given by registered mail, it shall be

deemed to have been received by the employee five (5) days after it is mailed. It is

the employee's responsibility to ensure that his/her home address and telephone

number are current at all times. If the employee fails to do this, the Employer will


not be responsible for failure to notify;

(e) obtains a leave of absence for one purpose and uses it for another;

(f) accepts other employment during any leave of absence granted by the Employer;

(g) is absent from work because of sickness or accident for more than twelve (12)

consecutive months or his/her length of seniority, whichever is the lesser;

(h) is laid-off for more than twelve (12) consecutive months.

With the exception of b) above, the employee waives the right to grieve the termination of

his/her employment for the occurrences listed above.

ARTICLE 11 - SAFETY AND HEALTH

11.01 The Employer and the Union recognizes the importance of promoting safe working

conditions and the safe handling of equipment and chemicals at all times. It is equally recognized

to be in the best interests of all parties to at all times comply with the statutes and regulations which

pertain to the Employer's operation.

11.02 In the event that an employee alleges the existence of any unsafe practice or unsafe

conditions, any employee concerned has an obligation to immediately report such a practice or

condition to the Employer.

11.03

(a)

Health and Safety

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

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

in the Workplace Safety and Insurance Act.

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

by a medical practitioner to ensure they are physically able to perform his/her duties

and maintain their safety at work.


ARTICLE 12 -JURY DUTY

12.01 An employee who has completed the probationary period and who is summoned to

serve as a juror and reports for jury duty will be paid an amount equal to the difference of the daily

jury fee paid by the court for each day on which he/she reports or performs jury duty and the

amount he/she would have received from the Employer had he/she otherwise been scheduled to

work. The amount of such difference shall be calculated on the employee's regular straight-time

hourly rate to a maximum of eight (8) hours per day. The employee will be paid their regular

straight time hourly rate to a maximum of twenty work days.

ARTICLE 13 -LEAVE OF ABSENCE

13.01 The Employer may grant a leave of absence without pay to employees for personal

reasons, having due regard to the operations of the Employer, provided such request is made in

writing, reasonable notice of the request is given to the Employer whenever the circumstances

permit and the reasons for requesting the leave of absence are stated. When the Employer grants

a leave of absence, it shall be in writing, and shall set out the length of the leave of absence granted,

the purpose of it and the terms, if any, on which it is granted. The Employer reserves the right to

deny a leave of absence for personal reasons upon (except a leave to which the employee is entitled

by applicable legislation) in its discretion. The employee waives the right to grieve the Employer's

decision to deny a non-statutory personal leave of absence

ARTICLE 14 -BULLETIN BOARDS

14.01 The Employer agrees to provide a bulletin board for the purpose of posting Union

notices and official information provided such notices are signed by an authorized Union Officer

or Official and approved by the Employer.

ARTICLE 15 -BEREAVEMENT LEAVE

15.01 An employee who but for the bereavement would otherwise have been at work shall

be allowed up to three (3) consecutive days leave of absence from work on any normal work-day

that occurs during the three (3) days immediately following the day of the death of members of

his/her immediate family in order to make arrangements for the funeral or memorial service,

without loss of regular pay provided the employee attends the funeral or memorial service.


Immediate family shall mean father, mother, sister, brother, husband, wife, child, mother-in-law

of current spouse and father-in-law of current spouse, son-in-law, daughter-in-law, sister-in-law,

brother-in-law, grand-parent or grandchild.

In the event, the death occurs outside Canada, the employee shall be entitled to one

( 1) day's leave of absence with pay if he/she does not attend the funeral.

15.02 An employee who would otherwise have been at work shall be allowed one (1) day

leave-of-absence with pay in the event of the death to attend the funeral of his/her aunt, uncle,

niece or nephew.

15.03 In addition to the foregoing, an employee shall be allowed a leave-of-absence,

without pay, to attend the funeral of a relative listed in Articles 15.01 and 15.02, if needed for a

maximum of five days.

ARTICLE 16 -PAID HOLIDAYS

16.01 The following shall be recognized as holidays to be paid for on the basis of the

employee's straight-time hourly rate specified in this Agreement (See Schedule 'A') or days

celebrated in lieu thereof, regardless of the day on which it falls, subject to the following

conditions:

16.02 An employee will be paid for a holiday provided he/she,

(a) works his/her last full scheduled shift before and his/her first full scheduled shift

after such holiday if he/she is scheduled to work, unless he/she is excused by the

Employer; and

(b) is on the active payroll of the Employer and not on a leave of absence, sick leave,

Workers' Compensation or lay-off;

16.03 If any of the above holidays fall or are observed during an employee's vacation,

he/she shall be entitled to an extra day's pay at his/her straight-time hourly rate.

Roboclean Building Services Inc. (Universities ofToronto, Ontario 2016-2019 Page II

16.04 If any employee works any of the said holidays, he/she shall be paid for all hours

worked on the holiday at one and one-half (1 ~)times his/her regular straight-time hourly rate-of

pay in addition to his/her holiday pay as herein provided for.

ARTICLE 17- HOURS-OF-WORK AND OVERTIME

17.01 The regular work-week shall consist of up to forty-four (44) hours worked.

Scheduling of hours to continue as per present practice.

17.02 The Employer does not guarantee to provide work for an employee for regularly

assigned hours or for any other hours.

17.03 Employees will be allowed a one-half (Yz) hour lunch period without pay, if they

work more than five (5) consecutive hours.

17.04 Employees will be allowed one (1) fifteen (15) minute paid rest period during each

half(~) shift.

17.05 Overtime

Whenever an employee works in excess of forty-four ( 44) hours per week, he/she

shall be paid one and one-half (1 ~)times his/her regular straight-time hourly rate-of-pay.

ARTICLE 18 -WAGES

18.01 Payment of Wages

Wages shall be paid by direct deposit to each employee to the bank account

information provided by the employee.

The Employer shall provide with a statement which defines hours worked, overtime

hours, hourly rate (where applicable), deductions for Income Tax, Employment Insurance, Canada

Pension Plan, Union Dues, etc. The cheque statement shall be mailed to the last known address

provided by the employee in a sealed envelope if it is not handed directly to the employee.

Wages shall be in accordance with Schedule "A".

Roboclean Building Services inc. (Universities of Toronto, Ontario 2016-2019

18.02 Pay Error

Should any error occur in a pay cheque representing a short fall of more than one

day's pay and which is attributable to the Employer, the Employer agrees to correct the error within

two (2) business days, with a record of deductions, following notification of the error to the

Employer.

ARTICLE 19 -JOB POSTING

19.01 When a permanent vacancy is determined to exist or a new job classification is

created, the Employer will post a notice of vacancy for a period of five (5) working-days on a

bulletin board provided for this purpose. The notice shall state the classification in which the

vacancy exists, the nature of the duties, the qualifications required and the rate-of-pay. An

employee who wishes to be considered for the position so posted shall signify his/her desire by

making written application to the Manager. This excludes the position of Lead Hand and

supervisory positions above the level of Lead Hand. The Employer reserves the right to offer the

position of lead head to an individual at its discretion.

ARTICLE 20 -VACATION PAY

20.01

a)

Employees shall receive vacations with pay on the following basis:

Employees with less than one (1) year of service shall be entitled to one (1) day of

vacation for each month worked and shall receive Vacation Pay equal to four

percent (4%) ofthe employee's total wages.

b) Employees who, on June 1st of each year, have one ( 1) year or more of continuous

service but less than five (5) years, shall be entitled to two (2) weeks of vacation

and shall receive Vacation Pay equal to four percent ( 4%) of the employee's total

wages.

b) Employees who, on June P1 of each year have five ( 5) years but less than ten (1 0)

years of continuous service shall be entitled to three (3) weeks ofvacation and shall

receive Vacation Pay equal to six percent (6%) of the employee's total wages.


20.02

d) Employees who, on June I st of each year have ten (10) years but less than twenty

(20) year of continuous service shall be entitled to four ( 4) weeks of vacation and

shall receive Vacation Pay equal to eight percent (8%) of the employee's total

wages.

e) Employees who, on June I st of each year have twenty (20) years or more continuous

service shall be entitled to five (5) weeks of vacation and shall receive Vacation

Pay equal to ten percent (1 0%) of the employee's total wages.

For the purpose of this Article "total wages" shall not include the Vacation Pay

received during the year in question.

20.03 Vacation Pay to be paid out on the second pay period in June of each year, by

separate cheque.

ARTICLE 21 -REPORTING PAY

21.01 Unless employees are notified not to report to work, employees who report for work

at their regular starting time and for whom no work is available, shall receive as a minimum, either

four ( 4) hours or the number of hours they were scheduled to work, whichever is less, at the

straight-time hourly rate, or if no work is available at this time, shall receive either, four (4) hours,

or the number of hours they were scheduled to work pay at the straight-time hourly rate.

21.02 The provisions of this paragraph shall not apply in event of strikes, power failures,

or other conditions beyond the control of the Employer which prevent the Employer from

providing work or where the Employer is unable to advise the employee not to report for work

because the employee has changed his/her contact information and not advised the Employer.

ARTICLE 22- PAY ON DAY OF INJURY

22.01 Any employee injured on the job shall be paid for the balance of his/her shift on

which the injury occurred at the straight-time hourly rate if, as a result of such injury, the employee

is sent home by an officer or representative of the Employer, or the attending doctor, or is

hospitalized.


ARTICLE 23- UNIFORMS

23.01 The Employer will supply three (3) sets of uniforms as needed, including coats and

gloves if required for outdoor work.

23.02 The Employer shall reimburse employees who are required to wear safety boots up

to one hundred and twenty five dollars ($125.00) each contract year upon presentation of proper

receipt.

23.03 The Employer will with-hold an amount equal to $50.00 per set of uniforms. This

amount will be deducted in equal payments from the employee's first three pay periods. An

amount of 1 00% of the deduction will be returned to the employee upon return of all uniforms

including shirts, pants, gloves and jackets. The reimbursement will occur on employee's final

pay cheque conditional on the uniforms being returned on the last day the employee worked.

ARTICLE 24- DISCIPLINE

24.01 Personnel File

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

but not limited to, warnings and suspensions be removed from the Personnel File after twenty-four

(24) months has expired, provided that:

(a) No discipline is received for a period of twenty-four (24) months;

(b) The misconduct did not involve a violation of law or an issue constituting breach

of trust, insubordination, discrimination or harassment of any nature.

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

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

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

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


ARTICLE 25 -DURATION OF AGREEMENT

25.01 This Agreement shall be binding and remain in effect from September 1, 2016 to

August 31, 2019, and shall continue in force from year-to-year thereafter unless either party shall

furnish the other with written notice of termination or proposed revision at least one ninety (90)

days' notice to commence negotiations prior to expiry.

Dated at Toronto, Ontario this ;2.5' day of August, 2016

On behalf of the Employer:


APPENDIX 'A'

ARTICLE 1 - WAGES, CLASSIFICATIONS AND HOURS OF WORK

1) J>AJD HOLIDAYS

1.01 New Year's Day

Family Day

Good Friday

Victoria Day

Canada Day

Labour Day

Thanksgiving Day

Christmas Day

Boxing Day

* * One (1) Personal Day per Calendar Contract.

Qualifier: Three (3) months of service in the bargaining unit. Floater holidays must be

requested at least two (2) weeks in advance and must receive management's written approval.

ARTICLE 2- EXTENDED HEALTH BENEFITS

2.01 Full-Time Health Benefits

The Employer agrees to contribute for those employees in the employ of the

Employer, who are covered by this Agreement and work thirty seven and half

(3 7 .5) hours or more per week to the Local 183 Industrial Benefit Fund, for the

purpose of purchasing Plan "E" Taxes Included, as follows:

Sept 1116 Sept 1117 Sept 1118 Employer $165.00 $170.00 $175.00

The Employer and the Union are agreed to allow any member to self-pay an extra eighty dollars ($80.00) per month, taxes in, to upgrade for Plan "B".

It is understood that the Employer shall not be construed to be an insurer nor shall it have

any liability other than making the payment as aforesaid to the Trust Fund and that the Union

agrees to indemnify and save harmless the Employer against any or all claims which may be made

against it in respect of any claim by an employee for the insurance coverage provided for herein.

Remittances to be forwarded by the fifteenth ( 151h) of each month. (Example: June 15 remittance

[which represents the May work-month] provides July 1 benefit coverage).


ARTICLE 3- WAGES AND ALL CLASSIFICATIONS

Carpet Cleaning Technician Sept. 1/16 $ 15.50

Sept. 1/17 $ 15.85

"cpt. 1/18 $ 16.20

Any employee being paid over and above the rates listed above shall be Red Circled.

The employer reserves the right to assign a working lead hand. The lead hand will receive one

dollar and fifty cents ( $1.50) per hour above their current Carpet Cleaning Technician wage rate.

The employer reserves the right to select the Lead Hand at their sole discretion. The position will

not be posted nor is it to be a regularly assigned position.

It is agreed that the site supervisor/manager is permitted to perform carpet cleaning services during

training exercises, during absences of employees where a replacement was not available, or during

periods of sudden work orders/services orders that would interrupt regularly scheduled work

performance.

In order to qualify for benefits an employee must be employed for a minimum of 3 Months and

while on probation for the first 3 months, the rate of pay would be $ 0.50 cents per hour less in

their respective Category. This includes the initial personnel hired and future personnel.

NOTE AND FOR CLARIFICATION: It is understood that employee's will commence

enjoying their benefits two months after first contribution is received by the Insurance Company

.And/or LIUNA Local 183 Benefit Plan Administration.

In order to qualify for benefits an employee must be employed for a minimum of 3 months.

(Probation Time) It is understood that employees will commence entitlement to their benefits two

months after the first contribution is received by the Local 183 Industrial Benefit Fund.


collective agreement - ontario · 2017-03-25 · collective agreement between: roboclean building...

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