collective bargaining agreement · ii) part-time employees scheduled for booktrailer and mayfair...

COLLECTIVE AGREEMENT

BETWEEN

THE SASKATOON PUBLIC LIBRARY BOARD

AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL NO. 2669

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

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CANADIAN UNION OF PUBLIC EMPLOYEES', LOCAL NO. 2669

ARTICLE PAGE ARTICLE 1. TERM OF AGREEMENT .......................................................................... 1 ARTICLE 2. COVERAGE ............................................................................................. 1 ARTICLE 3. RECOGNITION ........................................................................................ 2 ARTICLE 4. RESOLUTIONS ........................................................................................ 3 ARTICLE 5. FAIR EMPLOYMENT PRACTICES .......................................................... 3 ARTICLE 6. HOURS OF WORK .................................................................................. 3 ARTICLE 7. VACATIONS ............................................................................................. 5 ARTICLE 8. PUBLIC HOLIDAYS ................................................................................. 6 ARTICLE 9. SICK LEAVE ............................................................................................ 7 ARTICLE 10. MATERNITY, ADOPTION, AND PARENTAL LEAVE .............................. 7 ARTICLE 11. COMPASSIONATE LEAVE ...................................................................... 9 ARTICLE 12. JURY AND WITNESS DUTY .................................................................... 9 ARTICLE 13. STAFF DEVELOPMENT ........................................................................ 10 ARTICLE 14. LEAVE WITHOUT PAY .......................................................................... 10 ARTICLE 15. APPOINTMENTS ................................................................................... 11 ARTICLE 16. SENIORITY ............................................................................................ 12 ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAYOFFS .............................. 14 ARTICLE 18. SUPERIOR DUTY .................................................................................. 15 ARTICLE 19. TECHNOLOGICAL CHANGE ................................................................. 15 ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETY ............................................. 16 ARTICLE 21. SUPERANNUATION AND RETIREMENT .............................................. 17 ARTICLE 22. GROUP LIFE INSURANCE .................................................................... 17 ARTICLE 23. GRIEVANCE PROCEDURE ................................................................... 18 ARTICLE 24. CENSURE .............................................................................................. 19 ARTICLE 25. GENDER ................................................................................................ 20 ARTICLE 26. CAR ALLOWANCE ................................................................................ 20 ARTICLE 27. WAGES .................................................................................................. 20 ARTICLE 28. DENTAL and MEDICAL/VISION CARE PLAN ....................................... 20 MISCELLANEOUS ....................................................................................................... 21 WAGE SCHEDULES - Effective April 1, 2013 to December 31, 2013 ........................... 22 WAGE SCHEDULES - Effective January 1, 2014 to December 31, 2014 ..................... 27 WAGE SCHEDULES - Effective January 1, 2015 to December 31, 2015 ..................... 32 WAGE SCHEDULES - Effective January 1, 2016 to December 31, 2016 ..................... 37 APPENDIX A - CASUAL EMPLOYEES ........................................................................ 42 APPENDIX B - PAGES ................................................................................................. 40 MEMORANDA OF AGREEMENT: VISUAL DISPLAY TERMINALS .................................................................................................... 47 ALICE TURNER LETTER…………………………………………………………………………………48 SELF-FUNDED LEAVE PLAN ....................................................................................................... 49 JOB SHARING AGREEMENT ....................................................................................................... 53 HOURS OF WORK FOR PAGES .................................................................................................. 55 JOB EVALUATION ........................................................................................................................ 58 PAY EQUITY……………………………………………………………………………………………….70 REVIEW OF ARTICLE 6 – HOURS OF WORK ……………………………………………..………. 71

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ALPHABETICAL INDEX ARTICLE PAGE ARTICLE 15. APPOINTMENTS ................................................................................ 12 ARTICLE 26. CAR ALLOWANCE ............................................................................. 20 ARTICLE 24. CENSURE .......................................................................................... 20 ARTICLE 11. COMPASSIONATE LEAVE .................................................................. 9 ARTICLE 2. COVERAGE ......................................................................................... 1 ARTICLE 28. DENTAL and MEDICAL/VISION CARE PLAN .................................... 21 ARTICLE 5. FAIR EMPLOYMENT PRACTICES ...................................................... 3 ARTICLE 25. GENDER ............................................................................................ 20 ARTICLE 23. GRIEVANCE PROCEDURE ............................................................... 18 ARTICLE 22. GROUP LIFE INSURANCE ................................................................ 18 ARTICLE 6. HOURS OF WORK ............................................................................... 3 ARTICLE 12. JURY AND WITNESS DUTY .............................................................. 10 ARTICLE 14. LEAVE WITHOUT PAY....................................................................... 11 ARTICLE 10. MATERNITY, ADOPTION, AND PARENTAL LEAVE ........................... 8 ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETY .......................................... 17 ARTICLE 8. PUBLIC HOLIDAYS .............................................................................. 6 ARTICLE 3. RECOGNITION .................................................................................... 2 ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAYOFFS ........................... 14 ARTICLE 4. RESOLUTIONS .................................................................................... 3 ARTICLE 16. SENIORITY ........................................................................................ 13 ARTICLE 9. SICK LEAVE ......................................................................................... 7 ARTICLE 13. STAFF DEVELOPMENT ..................................................................... 10 ARTICLE 21. SUPERANNUATION AND RETIREMENT .......................................... 18 ARTICLE 18. SUPERIOR DUTY .............................................................................. 15 ARTICLE 19. TECHNOLOGICAL CHANGE ............................................................. 16 ARTICLE 1. TERM OF AGREEMENT ...................................................................... 1 ARTICLE 7. VACATIONS ......................................................................................... 6 ARTICLE 27. WAGES .............................................................................................. 20 MISCELLANEOUS .................................................................................................... 21 WAGE SCHEDULES - Effective April 1, 2013 to December 31, 2013 ........................ 22 WAGE SCHEDULES - Effective January 1, 2014 to December 31, 2014 .................. 27 WAGE SCHEDULES - Effective January 1, 2015 to December 31, 2015 .................. 32 WAGE SCHEDULES - Effective January 1, 2016 to December 31, 2016 .................. 37 APPENDIX A - CASUAL EMPLOYEES ................................................................. ….42 APPENDIX B - PAGES .............................................................................................. 44 MEMORANDA OF AGREEMENT: ALICE TURNER LETTER………………………………………………………………………………48 HOURS OF WORK FOR PAGES ............................................................................................... 55 JOB EVALUATION ..................................................................................................................... 58 JOB SHARING AGREEMENT .................................................................................................... 53 PAY EQUITY ............................................................................................................................... 70 REVIEW OF ARTICLE 6 – HOURS OF WORK……………………………………………..…… .. 71 SELF-FUNDED LEAVE PLAN .................................................................................................... 49 VISUAL DISPLAY TERMINALS ................................................................................................. 47

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Agreement made on the 21st day of February, 2014

BETWEEN:

The Saskatoon Public Library Board

hereinafter referred to as the "Employer" - and -

The Canadian Union of Public Employees' Local No. 2669

hereinafter referred to as the "Union" The purpose of this Agreement is to provide harmonious relationships, encourage efficiency and effectiveness in library operations, And to recognize the mutual value of joint discussions and negotiations in all matters pertaining to working conditions and employment, And to promote the morale, well-being and security of all employees in the bargaining unit of the Union. The parties therefore agree to the following: ARTICLE 1. TERM OF AGREEMENT

This agreement shall come into force and take effect on and from the first (1st) day

of April, 2013, and shall continue in force until the thirty-first (31st) day of December, 2016, and from year to year thereafter unless either party gives written notice to renegotiate the Agreement, such written notice to be given not more than sixty (60) days nor less than thirty (30) days prior to December 31, 2016.

ARTICLE 2. COVERAGE

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

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b) A temporary employee shall be defined as an employee in a term position of a duration exceeding three (3) months but less than one (1) year. Such a position may be full-time or part-time. In the event a position is part-time, applicable benefits will be prorated. Should a temporary position exceed twelve (12) months, prior approval of the Union must be obtained. Such temporary employees shall, at the commencement of employment, be informed in writing, with a copy to the Union, of the anticipated duration of the period of employment or nature of the project. Temporary employees will not be eligible for pension, but may receive group insurance, and will receive sick leave benefits, subject to applicable Articles.

c) A permanent employee shall be defined as an employee who has successfully

completed the necessary probationary period of six (6) calendar months and holds a permanent bulletined position. Such a position may be full-time or part-time. In the event that a position is part-time, applicable benefits will be prorated.

d) A casual employee works on an "as required basis" and may be scheduled in

advance where possible. The terms and conditions of this Agreement apply to casual employees only as specified, and for the purpose of this Agreement please refer to Appendix A.

ARTICLE 3. RECOGNITION a) The Saskatoon Public Library Board recognizes C.U.P.E. Local No. 2669 as

the sole Union representing the employees covered by this Agreement, and through which it will deal in matters related to working conditions and wages. No employee shall be required or be permitted to make a written or verbal agreement with Management that will conflict with the terms of this Collective Agreement.

b) Every employee who is now or hereafter becomes a member of the bargaining

unit, shall maintain her membership in the Union as a condition of her employment, and every new employee whose employment commences hereafter, shall, within thirty (30) days after the commencement in her employment, apply for and maintain membership in the Union as a condition of her employment, provided that any employee in the appropriate bargaining unit who is not required to maintain her membership or apply for and maintain her membership in the Union, shall as a condition of her employment, tender to the Union the periodic dues uniformly required to be paid by the members of the Union.

c) The Employer shall deduct initiation fees, assessment and monthly dues from

the earnings of each employee. Such funds deducted from an employee's earnings on behalf of the Union, shall be remitted to the person designated by the Union twice (2X) monthly.

The Union shall furnish the Employer with dues authorization cards. The

Employer agrees to have all new employees sign the dues authorization cards within thirty (30) days of commencement of employment.

d) A representative of the Union will be given a private opportunity to speak to

new employees as a group at new employee orientation sessions.

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ARTICLE 4. RESOLUTIONS All non-confidential reports of the Board, which affect the employees covered by this Agreement shall be forwarded to the Secretary of the Union.

ARTICLE 5. FAIR EMPLOYMENT PRACTICES a) No Discrimination The Board and the Union will continue their present policy of no discrimination,

with respect to any person in regard to employment, or any term or condition of employment because of age, race, creed, sex, sexual preference, nationality, ancestry, place of origin, physical disability, marital status, political affiliation or membership in the Union.

b) Intellectual Freedom The Union and the Library Board agree to be governed by the Intellectual

Freedom statement of the Canadian Library Association in their provision of library services to the community. Internally, matters of professional discussion should be governed by the same principles.

Employees have the right to express their views whether or not they differ from those of management or fellow employees provided they are not presented as the views of the Saskatoon Public Library.

ARTICLE 6. HOURS OF WORK

a) i) The normal work week is five (5) days, thirty-six and one quarter (36¼)

hours, or 7¼ hours per day. It is understood that employees shall not require sixteen (16) hour rest periods between shifts however, this shall not occur more than two (2) evenings per week.

ii) Notwithstanding the above, subject to the needs of the department or branch, and the agreement of affected individual employees, work

schedules may be implemented whereby employees will be allowed to work six (6) days in one (1) week followed by four (4) days in the second week without two (2) consecutive days off and without overtime compensation. Either party, upon giving (60) days’ written notice to the other party, may withdraw from this provision.

b) i) All full-time and part-time employees shall work not more than one (1)

Sunday in four (4) and no more than one (1) Saturday in four (4). These employees may notify the employer in writing that they waive this provision and are available to be scheduled more Sundays and Saturdays. Employees may withdraw from this availability provision by providing sixty (60) days’ written notice to the employer.

Where requirements of a department deem it necessary, full-time and part-

time employees may work two (2) Saturdays in four (4). In such cases, employees will not be required to work one (1) Sunday in four (4);

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

c) i) All full-time and part-time employees shall not be required to work more

than two (2) evenings per week; ii) Part-time employees scheduled for booktrailer and Mayfair Branch may be

required to work evenings as required; iii) Notwithstanding 6 c) i) above employees may request to work more

evenings per week provided that the total hours of work do not exceed their posted permanent hours.

d) i) During those months of the year that the Board deems it necessary that the

Library remain open on Sunday, all full-time employees who are regularly scheduled to work Sundays shall work an additional fifteen (15) minutes per seven and one quarter (7¼) hour shift as outlined in 6 a) above. This time shall be accumulated and credited along with the Sunday hours credit earned in 6 d) ii) towards an Earned Day Off (EDO) for every four (4) weeks.

Scheduling of the additional fifteen (15) minutes shall be determined by:

operational requirements; and,

mutually within each department or branch between the employer and employee;

ii) All full-time employees who work Sunday will work five (5) hours, however,

they will receive their regular rate of pay for seven and one-quarter (7¼) hours; and in addition will be credited two and three-quarter (2¾) hours towards an Earned Day Off (EDO). The credited hours in conjunction with the hours earned in 6 d) i) shall be credited towards an Earned Day Off (EDO);

iii) The earned day Off (EDO) shall be regularly scheduled within the four (4)

week rotation in which it is earned. When changes to rotations occur, pay adjustments shall be made to reflect the new schedule;

iv) Employees who earn an EDO shall be paid for the earned day taken off as

if they worked the normal hours as outlined in 6 a); v) Whenever possible, the Earned Days Off (EDO) shall be scheduled

adjacent to the regular days off including Public Holidays or as otherwise mutually agreed between the employer and employee;

vi) Employees shall accumulate credit for the Earned Day Off (EDO) during

any period of sick leave, vacation, Public Holiday, Compassionate Leave, Jury and Witness Leave, Union Leave and any other authorized paid leaves (e.g. committee work) except Staff Development Leave;

vii) Where an Earned Day Off (EDO) falls on a Public Holiday, it will be

rescheduled in accordance with 6 d) v). e) Wherever possible, every employee shall have two (2) consecutive regularly

scheduled days off each week.

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f) Other than full-time, employees who work on a Sunday shall be paid at the rate of one and one-half time (1½X) their regular rate of pay for all hours worked.

g) i) Full-time employees who are regularly scheduled to work a Sunday in

their rotation will receive pay at the rate of time and one-half (1½X) for all time worked beyond seven and one half (7½) hours in a day other than a Sunday where overtime will be paid at the rate of double time (2X) for all time worked beyond five (5) hours;

ii) Full-time employees who are not regularly scheduled to work a Sunday in

their rotation will receive pay at the rate of time and one-half (1½X) for all time worked beyond seven and one-quarter (7¼) hours per day or thirty-six and one-quarter (36¼) hours per week;

h) Other than full-time, employees will be paid at the rate of time and one half

(1½X) for all time worked beyond seven and one-quarter (7¼) hours per day and thirty-six and one-quarter (36¼) hours in a week.

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

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

lieu of overtime pay. j) Any changes in hours of Library opening will be made by the Library Board

after consultation with the Union. k) Employees shall receive a shift differential of one dollar ($1.00) per hour for

all hours worked between 5:00 p.m. and 8:00 a.m. l) Two (2) fifteen (15) minute rest periods per seven and one-quarter (7¼) hour

day are allowed for all employees, these to occur approximately midway through each half of the shift. One fifteen (15) minute rest period will be allowed during a five (5) hour Sunday shift.

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

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

ii) second to any available qualified and trained casual employees. n) Information Technology employees who are specifically designated to stand-

by will receive one (1) hours’ pay at their regular rate of pay for each eight (8) hour period or portion thereof. Should an Information Technology employee who is on stand-by be called and fails to respond or report, the stand-by premium will not be paid.

ARTICLE 7. VACATIONS

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

b) Vacation Entitlement i) Professional Librarians are entitled to four (4) weeks vacation after one (1)

year accumulated service. All other employees are entitled to three (3) weeks vacation after one (1) year’s accumulated service.

ii) All other staff are entitled to four (4) weeks vacation after three (3) years

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

accumulated service. iv) All staff are entitled to six (6) weeks vacation after twenty-four (24) years

accumulated service. c) If an employee should experience illness or injury of a serious nature during

vacation leave or immediately prior to vacation leave, provided the illness or injury is documented by a physician, time off for these reasons will be charged against the employee's sick leave and not vacation leave.

d) After completion of two (2) years service following the actual date of

employment, employees may accumulate up to two (2) years vacation credits, subject to the approval of the Director of Libraries, whose decision shall be final and not subject to appeal.

e) If conflicts arise in the selection of vacation dates, the most senior employee

within the Department concerned shall be granted first selection of vacation dates, subject to the operational requirements of the Department as determined by the Manager, and provided vacation requests are received at least one hundred and twenty (120) calendar days in advance. An employee who exercises her seniority in this regard may not again exercise her privilege under this Clause in the subsequent year.

f) Casual and temporary employees will receive vacation pay each pay period. ARTICLE 8. PUBLIC HOLIDAYS

a) For the purpose of this Agreement, the following are considered public holidays

with pay: (1) New Year's Day (2) Family Day (3) Good Friday (4) Easter Monday (5) Victoria Day (6) Canada Day (7) Saskatchewan Day (8) Labour Day (9) Thanksgiving Day (10) Remembrance Day (11) Christmas Day (12) Boxing Day.

b) If an applicable municipal, provincial or federal legislative authority should

declare a public holiday, other than those in Article 8(a), the Employer recognizes the right of the employee to have such holiday as a paid day of rest.

c) When a public holiday falls on an employee’s regular day off or part of a day off she shall receive an extra day’s pay or time off in lieu of such holiday. For full-time employees accumulating hours for purposes of earning an Earned

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Day Off (EDO), hours of work in excess of thirty (30) and for all other employees, hours of work in excess of twenty-nine (29) hours in the week in which the public holiday occurs, shall be paid for at time and one-half (1½X) their regular rate of pay. The foregoing shall not apply where an alternative public holiday is declared, (i.e.) where Christmas falls on a Sunday and Monday is declared a legal holiday.

d) Employees required to work on statutory or proclaimed holidays shall be paid

at time and one half (1½X) for all hours worked and an additional day off in lieu to be taken at a time mutually agreed upon between the Department Head/Branch Head and the employee.

e) Full-time temporary employees shall receive statutory holiday pay if the holiday

occurs during the term of their employment.

ARTICLE 9. SICK LEAVE a) Permanent employees working greater than eighteen (18) hours per week will

be eligible for sick leave after completion of three (3) months service. b) The sick leave plan will consist of short-term disability coverage of up to one

hundred and twenty (120) working days, the cost of which will be borne by the Library Board. Part-time employee benefits will be prorated.

c) If an employee who has been absent on sick leave returns to work for a period

of thirty (30) calendar days, that employee will requalify for the full benefit provided in (b) above. Employees, as described in (a), who exhaust the benefit provided in (b) will be eligible for long-term disability as described in (d) below.

d) An insured long-term disability plan, funded by equal contributions from

permanent employees as described in (a) above and the Library Board will be implemented. After exhausting short-term disability benefits as described in (b) and (c) and/or failing to requalify for short-term disability benefits in the manner specified in (c), permanent employees may acquire benefits from a long-term disability plan, the nature of which will be as per agreement between management and the Union, subject to carrier approval.

e) All other employees will be eligible for sick leave after completion of three (3)

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

ARTICLE 10. MATERNITY, ADOPTION, AND PARENTAL LEAVE a) An employee who has completed twelve (12) continuous months of

employment with the Employer, and who makes written application to the

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Director of Libraries and provides a medical certificate from a qualified medical practitioner certifying that she is pregnant and specifying the estimated date of birth, or submits proof of the adoption of a child, shall be entitled to maternity leave without pay. The request for leave together with the required medical certificate, must be submitted not later than four (4) weeks prior to the date on which she wishes to commence leave except in the case of adoption where such leave will commence on the date requested. The maximum leave to be granted is fifty-two (52) weeks, and may be apportioned in any combination prior to and after date of confinement, but may not commence more than twenty-six (26) weeks before the estimated date of birth.

b) All maternity and adoption leave shall continue for an agreed period up to a

maximum of fifty-two (52) weeks. Employees shall give a minimum of fourteen (14) days notice of their intent to return to work. Where the employee and the Manager concerned agree that the portion of the leave following the actual date of birth, or adoption, should be less than six (6) weeks then the Employer may permit the employee to resume her employment at the time agreed provided that at or before the time the employee resumes her employment she provides her Employer with a certificate from a qualified medical practitioner, certifying that resumption of employment at the time so agreed will not, in her opinion, endanger the health of the employee.

c) Should an employee not return to work within fifty-two (52) weeks after

commencement of the leave, she shall be deemed to have terminated her employment with the Employer.

d) Effective November 27, 2002, permanent employees working greater than

eighteen (18) hours per week, except casual employees and Pages, shall be eligible for this benefit, provided she has completed at least twenty (20) weeks within the fifty-two (52) weeks of employment with the Library immediately preceding the day on which the requested leave is to commence, and is on maternity leave in the course of her employment and is eligible for Employment Insurance benefits pursuant to The Employment Insurance Act (Canada):

i) The Employer shall pay ninety-five percent (95%) of the employee’s

regular salary for the first two (2) week period. ii) The Employer shall pay the difference between the Employment

Insurance benefits and ninety-five percent (95%) of the employee’s regular salary for thirteen (13) additional weeks.

iii) Any permanent employee who works less than full time, but works greater

than eighteen (18) hours per week, shall receive this benefit on a pro-rated basis.

e) Where the pregnancy of an employee would reasonably interfere with the

performance of the employee's duties, the Employer may require the employee to take a maximum of three (3) months leave prior to the estimated date of birth. The onus for establishing that the pregnancy would reasonably interfere with the duties shall lie with the Employer who will require the employee to provide evidence of her fitness for duty from her attending, duly-qualified physician.

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f) Notwithstanding anything contained elsewhere in this Agreement, an

employee on maternity or adoption leave shall not accumulate either sick or vacation credits during the period of maternity or adoption leave, nor shall they be entitled to pay for sick leave or any public or special holiday that may occur during a period of maternity or adoption leave.

g) Employees returning from maternity or adoption leave shall return to their

former position provided no unforeseen organizational change occurs affecting the position and be paid at the same step of the same salary range as in effect at the time of proceeding on said leave, and with no loss of seniority or benefits accrued to the commencement of the maternity or adoption leave.

h) The parties hereto acknowledge that individual circumstances may justify a

variance of the time limits as set out above. i) Parental Leave Without Pay

An employee who has been in the employment of the Public Library for a continuous period of at least twelve (12) months, and who submits to the Director of Libraries a written application for parental leave without pay at least four (4) weeks before the day specified by him in the application as the intended day of leave commencement, is eligible for unpaid leave not exceeding six (6) weeks to be taken in any combination, of three (3) weeks before or following the estimated birth of the child. In cases of adoption leave, the leave will commence on the date requested.

ARTICLE 11. COMPASSIONATE LEAVE

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

ARTICLE 12. JURY AND WITNESS DUTY

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

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ARTICLE 13. STAFF DEVELOPMENT

a) The Union and the Employer jointly agree that staff development and

orientation ensures that the employee gains the necessary skills to perform the best possible job and is instrumental in providing for a more fulfilling work situation. All employees within the bargaining unit will be eligible for staff development privileges.

b) An employee attending an in-service function approved by Administration on

her regularly scheduled days off, shall be compensated with equal time off within two (2) weeks of attending or at a time mutually agreed upon with the supervisor.

c) After four (4) calendar years of service, and where operations permit, an

employee may be eligible for study leave for the purpose of: i) participating in approved courses directly related to the employee's

position; ii) completing course work while enrolled in either the Library Technician

Program or the Master of Library Science Program. Potential study leave time will be earned at a rate of .5 days per month of

accumulated service. At the conclusion of any study leave, time credits will again begin to accrue to the employee.

If an employee has more than ten (10) calendar years of service, potential study leave time will be earned at a rate of .75 days per month of accumulated service. In any event, the potential maximum that may be accumulated will not exceed ninety-seven (97) days.

d) Study leave may be combined with an extended leave as provided in Article 14(a). An employee may apply to the Employer to have all or a portion of the tuition paid. In order to qualify for payment of tuition, approval must be obtained prior to commencement of the course, such payment to be made only upon successful completion of the course and upon providing satisfactory receipts and proof of passing.

e) Employees shall maintain all rights and accumulate normal benefits while on

paid study leave. ARTICLE 14. LEAVE WITHOUT PAY

a) Leave of absence without pay not in excess of five (5) working days shall be

granted, with accumulation of benefits, by the Department Head/Branch Head to any employee desiring such leave, provided reasonable notice is given to the Department Head/Branch Head and the operations of the Department permit. Granting of leave in excess of five (5) working days shall be at the discretion of the Director of Libraries.

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b) The Public Library Board recognizes the right of an employee to participate in

public office.

An employee who seeks the nomination as a candidate for an elective public office, such as a Member of the Saskatchewan Legislative Assembly or a Member of Parliament, shall, upon written request, be granted partial or full leave of absence to seek such nomination. Should an employee become a candidate for elective office, the Board shall grant, upon written request, partial or full leave of absence for the duration of the campaign or earlier if requested. Should an employee be elected to public office, the Board shall grant partial or full leave upon written request for the term of that office. Seniority shall be retained but not accumulated during any such absence.

c) A member of the Union, appointed as a delegate to attend a conference or

convention in connection with Union affairs or selected as a candidate for union school, shall be granted leave of absence without pay to attend the same, insofar as the normal operations of the Library permit, as determined by the Director of Libraries. Written request for such leave must be given to the Director of Libraries two (2) weeks before the proposed commencement of the leave. Permission to attend to such Union affairs shall not be unreasonably withheld by the Director of Libraries. The salary and benefits of an employee on such leave will continue uninterrupted during her absence. Such salary and pro-rated benefit costs will be recovered from the Union upon her return.

d) Any employee, who has completed one (1) year of service and who is selected

for a full-time position with the Union, shall, on application, be granted leave of absence without pay for a period of up to, but not exceeding, one (1) year. No claim shall be entertained for any promotion effected during her absence on leave. The employee's seniority shall be retained during the period of absence.

ARTICLE 15. APPOINTMENTS

a) Where permanent or temporary vacancies occur exceeding three (3) months

duration, notice thereof, outlining the position, grade and qualifications required shall be posted in all branches and Departments of the Library for seven (7) calendar days so that staff, including casuals, may apply.

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

b) Seniority in accordance with Article 16 a) shall be the determining factor in

selecting the successful applicant provided the applicant possesses the required qualifications for the position vacancy.

c) Employees hired, promoted or transferred to another position are subject to

probation in the position for a period of six (6) months. During the probationary period, the onus for establishing suitability for continuing employment shall lie totally with the employee. Evaluation reports of each probationer are to be made at the end of three (3) months and six (6) months by her supervisor or Manager with copies of the reports given to the employee and the Director of Libraries.

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The probationary period may be extended by the amount of time the

employee does not work because of a paid or unpaid absence exceeding five (5) consecutive workdays occurring during the probationary period.

Employees promoted or transferred, if not considered capable within this period, or if they request, may be reverted to their former position without loss of seniority. Other employees promoted or transferred as a consequence of an original promotion or transfer also shall be returned to their former positions.

d) The probationary period of an employee newly hired, may be extended to a

maximum of nine (9) months.

e) Employees who have successfully completed the probationary period within a term position shall be deemed to have completed a probationary period for that position if:

i) the position is posted as a permanent position during the employee’s term

or within thirty (30) calendar days of the end of the employee’s term, and ii) the employee is the successful applicant for that position.

f) If no employee with permanent status in the system is appointed to a vacancy

in accordance with Article 15 b) and c), then newly-hired employees or temporary employees may apply during their probationary period. Such employees shall have the same status as external candidates.

g) No staff member shall be subject to transfer from one Department to another

or from one location to another without prior consultation except in the case of emergency.

h) The foregoing shall in no way compel the Library to fill any position or

classification which the Library desires to discontinue. i) The Union shall be informed in writing when a position or classification is to be

discontinued or transferred to another Department. The anticipated duration of a transferred position shall be given.

ARTICLE 16. SENIORITY a) Employees hired previous to midnight on December 31, 2007, shall hold their

seniority as previously determined by accumulated hours worked; after December 31, 2007, this seniority shall be considered fixed by numerical ranking and in lieu of the date of hire.

For employees hired after midnight December 31, 2007, seniority for all

employees shall be determined by the date the employee last entered the service of the Employer. When more than one employee has the same date of hire, the order of seniority will be determined by the time of the offer of employment by the Employer.

Revised

13

Provided casual employees and pages have completed the probationary

period and have worked four hundred (400) hours, they may exercise seniority when applying for any vacancies for which they have the necessary qualifications. The probationary period may be extended to a maximum of seven hundred (700) hours.

Seniority cannot be exercised during an employee’s initial probationary period;

however, during subsequent probationary periods, seniority rights can be exercised when applying for permanent positions. Seniority cannot be exercised during any probationary period when applying for temporary positions.

b) Seniority shall cease if the employee:

i) voluntarily leaves the service of the Library; ii) is discharged and such discharge is not revised through the grievance

procedure; iii) is absent without leave without reasonable cause; iv) after layoff, fails to report to work within ten (10) working days of transmittal

of notification to return to work. Such notification shall be forwarded in writing to the last address on record with the Library;

v) overstays a vacation leave or an approved leave of absence without

reasonable cause; vi) accepts a permanent out-of-scope position and remains in it for longer than

sixty (60) days; or, vii) has had her term employment ended and there is no former Library job to

revert to.

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

c) No employee shall be transferred or promoted to a position outside the

bargaining unit without her consent. If an employee is transferred or promoted by the Saskatoon Public Library Board to an out-of-scope position, she shall retain her seniority if the position is temporary, or if it is permanent and she remains in the position for sixty (60) days or less. Such employee shall have the right to return to her former position within the bargaining unit within sixty (60) days of the starting date of the out-of-scope position. Seniority is retained when an employee accepts a temporary appointment outside the bargaining unit.

Revised

14

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

d) The Employer shall annually on July 1st, post a seniority list on Departmental

bulletin boards and send a copy of the seniority list to the Recording Secretary or designate of the Union. The lists shall be deemed to be accurate as of May 31. The lists shall include the ranking and the date the employee last entered the service of the Employer. Employees shall be allowed a period of six (6) weeks from the date of posting in which to bring forward any errors appearing on the list. Upon proof of error, the Employer shall revise the list.

ARTICLE 17. RESIGNATIONS, TERMINATIONS AND LAYOFFS

a) Where possible, all employees resigning from their employment will give one

(1) month's notice in writing to their Manager. b) Except in cases of dismissal for just cause, one (1) month's notice in writing

shall be given to any permanent employee whose services are terminated. If such notice is not given, a sum equal to one (1) month's salary is to be paid to such an employee in lieu of notice.

c) For any permanent employee whose length of service exceeds five (5) years

but is less than ten (10) years and whose services are terminated, the application of part (b) above, shall be revised to six (6) weeks' notice in writing.

d) For any permanent employee whose length of service exceeds ten (10) years

and whose services are terminated, the application of part (b) above shall be revised to eight (8) weeks notice in writing.

e) The principle of "last-on--first-off" according to seniority shall be applied

whenever a reduction in staff becomes necessary, subject to maintenance of the efficiency of the work force. The Union shall be consulted, whenever deviation from this clause is considered necessary to maintain workforce efficiency.

f) If at any time, the Library is engaging additional employees, the permanent

employee last laid off, if qualified, is the first to be re-engaged. g) i) In the case of job abolition or a reduction in hours, a permanent full-time

employee, upon receipt of notice of layoff, may elect to "bump" an employee of lesser seniority in the same classification level or lower, provided she possesses the required qualifications, skills and abilities to complete the duties of said position.

ii) In the case of job abolition, a permanent part-time employee, upon receipt

of notice of layoff, may elect to "bump" a part-time employee of lesser seniority in the same classification level or lower, provided she possesses the required qualifications, skills and abilities to complete the duties of said position.

Revised

15

iii) In the case of a reduction of hours below the minimum of those on the posting, a permanent part-time employee may only "bump" into permanent part-time positions with hours less than or equal to the maximum number of hours stated on the posting currently held. In such case, an employee may only "bump" an employee of lesser seniority in the same classification level or lower, provided she possesses the required qualifications, skills and abilities to complete the duties of said position.

ARTICLE 18. SUPERIOR DUTY When management requires an employee to replace and substantially perform the duties of a higher-paid employee for a period of three (3) consecutive days or more, the employee shall receive the minimum step of the higher-paid position or a rate of pay equivalent to one (1) step higher than her present rate of pay - whichever is greater - for the entire period. When there is more than one (1) qualified employee, seniority will apply. To ensure an equitable distribution of superior duty opportunities amongst qualified employees, a qualified employee who formally exercises her seniority and receives the superior duty appointment shall not be permitted to again exercise her seniority rights for the next superior duty pay opportunity for which she is qualified. Superior duty pay opportunities shall be granted to employees within the Department where the opportunity exists. If no qualified employee is present, consideration will be given to other qualified employees in the bargaining unit.

ARTICLE 19. TECHNOLOGICAL CHANGE

a) In this section Technological Change means:

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

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

the removal by an Employer of any part of her work, undertaking or business.

b) Information Exchange: A joint committee formed of five (5) Union and five (5) Management

representatives will meet three times (3X) per year and upon request of either party to discuss Management's plans with regards to new technology and to consider the possible effects of the change.

c) The parties acknowledge that after having discussed possible proposals

regarding the introduction of technological change, that the Union may submit views regarding such change to the Library Board within six (6) weeks of having been advised of the potential change as provided for in the Information Exchange Committee as described in (b) above.

16

d) The Employer shall notify the employees affected and the Union as soon as

possible before the introduction of any technological change in the workplace, with written notice of such change to be given three (3) months in advance.

e) The Employer shall give notice in writing as provided for in part (d) when it

proposes to effect a technological change. Such notice shall state: i) the nature of the technological change; ii) the date upon which the Employer proposes to effect the technological

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

change; and, iv) the effect that the technological change is likely to have on the terms and

conditions or tenure of employment of the employees affected. f) The parties shall negotiate the impact of the technological change as per The

Trade Union Act. g) No permanent employee shall be dismissed or have her regular hours reduced

by the Employer because of technological change. An employee displaced by such change will be guaranteed employment in the system at no reduction in salary. If the employee refuses such transfer she shall be subject to layoff.

h) Employees whose jobs are affected by the introduction of technological change

and who require special training to retain 'their' current position shall be allowed the necessary time to receive such training during their normal working hours.

i) Electronic Monitoring

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

ARTICLE 20. OCCUPATIONAL HEALTH AND SAFETY a) Occupational Health Committees will be established to appropriately represent

the places of work of employees. The Committees will consist of equal numbers of employee and management representatives.

b) The Committee shall have a continuing concern with respect to the health and

safety of the employees of the Library as herein represented. Meetings shall take place at a minimum of once quarterly and a maximum of once monthly or more frequently if the Committee as a whole decides, and minutes of the same made available to the Employer and the Union.

c) The Employer Chairperson shall cause the names of the Committee members

to be posted on the Employer's bulletin board. d) The duties of the Committee include:

17

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

ii) The participation in the identification and control of health and safety

hazards within the place of employment. iii) Cooperation with the Occupational Health Services of the Province. iv) The maintenance of records in connection with the receipt and disposition

of complaints and the attendance to other matters relating to the duties of the Committee as may be contained in The Occupational Health Act.

v) The setting up of emergency meetings of the Committee to deal with an

emergency problem. e) Time spent by the employees in performance of their duties as members of the

Occupational Health Committee shall be considered as time worked and payment made on the basis of straight-time earnings only.

f) Such Committee shall not deal with matters which ordinarily are or become a

subject for negotiations between the Employer and the Union.

ARTICLE 21. SUPERANNUATION AND RETIREMENT Permanent employees are included in the City of Saskatoon General Superannuation Plan and contributions to the General Superannuation Plan fund are deducted from salary as per the General Superannuation Plan scheme.

ARTICLE 22. GROUP LIFE INSURANCE a) Participation in the Group Life Plan, in accordance with its provisions shall be

a condition of employment for all employees appointed to permanent positions in excess of eighteen (18) hours per week. Temporary and part-time employees working in excess of eighteen (18) hours per week shall have the option of joining the Group Insurance Plan.

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

i) Basic Coverage - Two times (2X) annual salary for all employees, the cost

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

insurance shall be shared equally by the employee and the Employer. iii) Optional Coverage - Four times (4X) annual salary, the cost of such

insurance in excess of (ii) above shall be paid by the employee. iv) Optional Dependent Coverage - Coverage of three thousand dollars

($3,000) for the employee's spouse, and coverage of fifteen hundred dollars ($1,500) for each dependent shall be paid by the employee.

Revised

18

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

ARTICLE 23. GRIEVANCE PROCEDURE

a) A grievance shall be defined as any difference or dispute between the

Employer and any employee, group of employees or the Union arising out of an alleged violation of this Collective Agreement.

b) Step I

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

The Manager shall convene a hearing within two (2) weeks of receipt of the grievance. The Manager shall give a decision, in writing, within two (2) weeks of the hearing of the grievance. Failing a satisfactory solution, the Union may proceed to Step II. Step II Within two (2) weeks of receipt of the decision of the Manager, the Union may submit the grievance in writing to the Director of Libraries. Within two (2) weeks of the receipt of the grievance, the Director of Libraries shall convene a hearing. The Director of Libraries shall notify the Union of the decision in writing within two (2) weeks. Failing a satisfactory solution, the Union may proceed to Step III. Step III Within four (4) weeks of the receipt of the decision of the Director of Libraries, the Union may refer the matter to a Board of Arbitration. If such referral is not made within four (4) weeks, the grievance is considered abandoned. It is also understood that prior to submission to arbitration either party has the right to submit the grievance to the Board of Directors of the Saskatoon Public Library for their review. Notice of intention to proceed to the Board of Directors must be given within one (1) week of receipt of the Director of Libraries decision. The Union will be advised of the date upon which the grievance will be heard and shall have the right to appear before the Board of Directors at that time. The decision of the Board will be conveyed to the Union within one (1) week of the hearing.

Revised

Revised

19

If a grievance is referred to a Board of Arbitration, each party shall nominate one (1) member to such Board within seven (7) days following notice by either party to the other that the grievance is being referred to a Board of Arbitration, and the third (3rd) member and Chairman of the Board shall be appointed by the two (2) members nominated by the parties involved. If the two (2) nominees cannot agree upon the appointment of the Chairman within seven (7) calendar days after the parties have informed each other of their respective nominees, the Minister of Labour shall be requested to appoint the third (3rd) member and Chairman of the Board. The award of the Board shall deal with all aspects of the matter or matters in dispute and shall be final and binding on both parties. Each party shall pay its own costs and expenses in connection with the Board and shall share equally the costs and expenses of the Chairman. This section shall at all times be subject to the provisions of the laws of the Province of Saskatchewan and regulations thereunder, and not in any sense be in derogation of the rights of the respective parties hereto under the said law. The decision reached by the Arbitrator shall be final and binding on all parties. The Arbitrator shall not amend, modify or otherwise change this Collective Agreement.

c) Should an employee be penalized, laid off, demoted or discharged and it is

later established by proceedings under this section that such penalty, layoff, demotion or discharge was unjust or not in accordance with the provisions of this Agreement, she shall be immediately returned to her former status in all respects and shall be compensated for all monetary loss suffered by reason of such penalty, layoff, demotion or discharge provided, however, that if an employee has been penalized in any way and the parties agree, or the Board of Arbitration decides that such penalty was excessive, but that some penalty ought to be imposed, the parties may agree, or the Board of Arbitration may decide, to impose a lesser penalty on such employee.

d) The Employer agrees to cooperate with the stewards or acting stewards in the

performance of their duties while investigating disputes or presenting adjustments as provided in this section. The Union recognizes that each steward or acting steward is employed to perform full-time work for the Employer and that they will not leave their work except to perform their duties under the Agreement. Therefore, no steward or acting steward shall leave her place of work without first obtaining the permission of her Manager. Said permission to be given within an hour. The Union shall advise the Employer as to the names of stewards or acting stewards.

ARTICLE 24. CENSURE

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

Revised

Revised

20

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

Effective April 28, 2005, after three (3) years of subsequent employment following

a minimum reprimand (written warning) during which no disciplinary action is taken, an employee may apply to the Employer to have the written warning removed from her personnel record.

ARTICLE 25. GENDER The use of "she" or "her" within this Collective Agreement shall refer to persons of the masculine gender wherever the facts or context so require.

ARTICLE 26. CAR ALLOWANCE

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

ARTICLE 27. WAGES Wages for employees covered by this Agreement shall be as per Wage Schedule.

Part-time and casual employees accepting additional hours shall be paid at the rate of pay of the classification level in which they are working.

The rates of pay in the Wage Schedules shall be adjusted as follows: April 1, 2013 – 2.5% January 1, 2014 – 2.2% January 1, 2015 – 2.65% January 1, 2016 – 2.65%

ARTICLE 28. DENTAL and MEDICAL/VISION CARE PLAN

a) Dental Plan – The Employer shall provide payment capped at the amount

of 1% of payroll for a dental benefit plan.. b) Medical/Vision Plan – the Employer shall provide payment capped at the

amount of 1% of payroll for a medical/vision plan.

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

Revised

Revised

New

Revised

21

MISCELLANEOUS

1. Where a casual employee hired prior to December 5, 1990, has an established schedule with respect to hours of work, that schedule may remain in effect until she leaves or moves to a different position. (To be handled administratively.)

2. Additional available hours of work will be divided as equitably as possible

among part-time and then casual staff. A centralized call-in system will be developed to assist this. (To be handled administratively.)

3. The new casual seniority list will include those casuals who were on staff as of

the date of Certification (January 27, 1989). This list will also include those employees whose status was other than permanent, and casual and within the scope of the Collective Agreement. (To be handled administratively.)

Signed this _____ day of __________________, 2015.

SASKATOON PUBLIC LIBRARY BOARD C.U.P.E. LOCAL NO. 2669

Chairperson Union Negotiation Member

Director of Libraries Union Negotiation Member Union Negotiation Member

22

CUPE 2669

Effective: April 01, 2013 to December 31, 2013

Pay Band 01

Step Hourly Pay Period Monthly Annual

(1st 1,885 hr.) $12.3000 $966.04 $1,932.08 $23,184.96

(2nd 1,885 hr.) $12.5563 $986.17 $1,972.34 $23,668.08

(maximum) $12.8125 $1,006.29 $2,012.58 $24,150.96

Page

Pay Band 02


(1st 12 mo.) $16.4059 $1,288.52 $2,577.04 $30,924.48

(2nd 12 mo.) $17.1652 $1,348.15 $2,696.30 $32,355.60

(3rd 12 mo.) $17.9865 $1,412.66 $2,825.32 $33,903.84

(4th 12 mo.) $18.8231 $1,478.37 $2,956.74 $35,480.88

(maximum) $19.5504 $1,535.49 $3,070.98 $36,851.76

Acquisitions Clerk Processing Clerk

Local History Support Clerk

Pay Band 03


(1st 12 mo.) $17.1652 $1,348.15 $2,696.30 $32,355.60

(2nd 12 mo.) $17.9865 $1,412.66 $2,825.32 $33,903.84

(3rd 12 mo.) $18.8231 $1,478.37 $2,956.74 $35,480.88

(4th 12 mo.) $19.5504 $1,535.49 $3,070.98 $36,851.76

(maximum) $20.6202 $1,619.51 $3,239.02 $38,868.24

Serials Acquisitions Clerk Paging Monitor

Pay Band 04


(1st 12 mo.) $17.9865 $1,412.66 $2,825.32 $33,903.84

(2nd 12 mo.) $18.8231 $1,478.37 $2,956.74 $35,480.88

(3rd 12 mo.) $19.7061 $1,547.72 $3,095.44 $37,145.28

(4th 12 mo.) $20.6202 $1,619.51 $3,239.02 $38,868.24

(maximum) $21.4202 $1,682.34 $3,364.68 $40,376.16

Acquisition/Cataloguer AV Acquisitions Assistant

Cataloguer Community Relations Clerk

Paging Supervisor Assistant Public Service Clerk

Public Services Support Clerk

23

CUPE 2669


Pay Band 05


(1st 12 mo.) $18.8231 $1,478.37 $2,956.74 $35,480.88

(2nd 12 mo.) $19.7061 $1,547.72 $3,095.44 $37,145.28

(3rd 12 mo.) $20.6202 $1,619.51 $3,239.02 $38,868.24

(4th 12 mo.) $21.4202 $1,682.34 $3,364.68 $40,376.16

(maximum) $22.6187 $1,776.47 $3,552.94 $42,635.28

Branch Public Service Assistant Children's Services Assistant

Circulation Discharge Supervisor Interlibrary Loan Assistant

IT Services Assistant Local History Service Assistant

Outreach Services Assistant

Pay Band 06


(1st 12 mo.) $19.7061 $1,547.72 $3,095.44 $37,145.28

(2nd 12 mo.) $20.6202 $1,619.51 $3,239.02 $38,868.24

(3rd 12 mo.) $21.5962 $1,696.17 $3,392.34 $40,708.08

(4th 12 mo.) $22.6187 $1,776.47 $3,552.94 $42,635.28

(maximum) $23.4983 $1,845.56 $3,691.12 $44,293.44

Pay Band 07


(1st 12 mo.) $20.6202 $1,619.51 $3,239.02 $38,868.24

(2nd 12 mo.) $21.5962 $1,696.17 $3,392.34 $40,708.08

(3rd 12 mo.) $22.6187 $1,776.47 $3,552.94 $42,635.28

(4th 12 mo.) $23.4983 $1,845.56 $3,691.12 $44,293.44

(maximum) $24.8191 $1,949.29 $3,898.58 $46,782.96

Children's Programming Assistant

Pay Band 08


(1st 12 mo.) $21.5962 $1,696.17 $3,392.34 $40,708.08

(2nd 12 mo.) $22.6187 $1,776.47 $3,552.94 $42,635.28

(3rd 12 mo.) $23.6881 $1,860.46 $3,720.92 $44,651.04

(4th 12 mo.) $24.8191 $1,949.29 $3,898.58 $46,782.96

(maximum) $25.7865 $2,025.27 $4,050.54 $48,606.48

Fine Arts Library Assistant Fiction Services Assistant

Information Services Assistant Graphic Production Assistant

Young Adult Services Assistant

24

CUPE 2669


Pay Band 09


(1st 12 mo.) $22.6187 $1,776.47 $3,552.94 $42,635.28

(2nd 12 mo.) $23.6881 $1,860.46 $3,720.92 $44,651.04

(3rd 12 mo.) $24.8191 $1,949.29 $3,898.58 $46,782.96

(4th 12 mo.) $25.7865 $2,025.27 $4,050.54 $48,606.48

(maximum) $27.2208 $2,137.92 $4,275.84 $51,310.08

Branch Library Assistant Circulation Services Supervisor

Local History Library Assistant

Pay Band 10


(1st 12 mo.) $23.6881 $1,860.46 $3,720.92 $44,651.04

(2nd 12 mo.) $24.8191 $1,949.29 $3,898.58 $46,782.96

(3rd 12 mo.) $25.9968 $2,041.79 $4,083.58 $49,002.96

(4th 12 mo.) $27.2208 $2,137.92 $4,275.84 $51,310.08

(maximum) $28.5377 $2,241.35 $4,482.70 $53,792.40

Acquisitions Supervisor Business Librarian

Children's Program Specialist Children's Program/Web Specialist

Fine Arts Film Specialist IT Support Technician

Music Cataloguer Library Assistant/Page Supervisor

Virtual Reference Assistant Music Library Assistant

Young Adult Program Specialist

Pay Band 11


(1st 12 mo.) $25.9968 $2,041.79 $4,083.58 $49,002.96

(2nd 12 mo.) $27.2208 $2,137.92 $4,275.84 $51,310.08

(3rd 12 mo.) $28.5377 $2,241.35 $4,482.70 $53,792.40

(4th 12 mo.) $29.9168 $2,349.67 $4,699.34 $56,392.08

(maximum) $31.0880 $2,441.65 $4,883.30 $58,599.60

Adult/YA Librarian Adult/YA Librarian/Page Supervisor

Children's Librarian Fiction Specialist

Outreach Librarian Fine Arts Librarian

Library Assistant/Page Supervisor

25

CUPE 2669


Pay Band 12


(1st 12 mo.) $27.2208 $2,137.92 $4,275.84 $51,310.08

(2nd 12 mo.) $28.5377 $2,241.35 $4,482.70 $53,792.40

(3rd 12 mo.) $29.9168 $2,349.67 $4,699.34 $56,392.08

(4th 12 mo.) $31.0880 $2,441.65 $4,883.30 $58,599.60

(maximum) $32.8601 $2,580.83 $5,161.66 $61,939.92

IT Network Administrator Young Adult Services Librarian

System Trainer

Pay Band 13


(1st 12 mo.) $28.5377 $2,241.35 $4,482.70 $53,792.40

(2nd 12 mo.) $29.9168 $2,349.67 $4,699.34 $56,392.08

(3rd 12 mo.) $31.3418 $2,461.58 $4,923.16 $59,077.92

(4th 12 mo.) $32.8601 $2,580.83 $5,161.66 $61,939.92

(maximum) $34.1496 $2,682.11 $5,364.22 $64,370.64

Adult Collections Librarian Alice Turner Branch Supervisor

Circulation Services Coordinator Communications Coordinator

IT Systems Administrator Legal Librarian

Literacy Librarian Marketing Coordinator

Outreach Services Coordinator Virtual Reference Librarian

Web Services Librarian

Pay Band 14


(1st 12 mo.) $29.9168 $2,349.67 $4,699.34 $56,392.08

(2nd 12 mo.) $31.3418 $2,461.58 $4,923.16 $59,077.92

(3rd 12 mo.) $32.8601 $2,580.83 $5,161.66 $61,939.92

(4th 12 mo.) $34.1496 $2,682.11 $5,364.22 $64,370.64

(maximum) $36.0986 $2,835.18 $5,670.36 $68,044.32

Branch Supervisor Local History Coordinator

Fine Arts Coordinator Technical Services Coordinator

Mayfair Branch Supervisor

26

CUPE 2669


Pay Band 15


(1st 12 mo.) $31.3418 $2,461.58 $4,923.16 $59,077.92

(2nd 12 mo.) $32.8601 $2,580.83 $5,161.66 $61,939.92

(3rd 12 mo.) $34.4408 $2,704.98 $5,409.96 $64,919.52

(4th 12 mo.) $36.0986 $2,835.18 $5,670.36 $68,044.32

(maximum) $37.5171 $2,946.59 $5,893.18 $70,718.16

Information Services Coordinator Youth Services Coordinator

27

CUPE 2669

Effective: January 01, 2014 to December 31, 2014

Pay Band 01


(1st 1,885 hr.) $12.5706 $987.29 $1,974.58 $23,694.96

(2nd 1,885 hr.) $12.8325 $1,007.86 $2,015.72 $24,188.64

(maximum) $13.0944 $1,028.43 $2,056.86 $24,682.32

Page

Pay Band 02


(1st 12 mo.) $16.7668 $1,316.86 $2,633.72 $31,604.64

(2nd 12 mo.) $17.5428 $1,377.81 $2,755.62 $33,067.44

(3rd 12 mo.) $18.3822 $1,443.74 $2,887.48 $34,649.76

(4th 12 mo.) $19.2372 $1,510.89 $3,021.78 $36,261.36

(maximum) $19.9805 $1,569.27 $3,138.54 $37,662.48



Pay Band 03


(1st 12 mo.) $17.5428 $1,377.81 $2,755.62 $33,067.44

(2nd 12 mo.) $18.3822 $1,443.74 $2,887.48 $34,649.76

(3rd 12 mo.) $19.2372 $1,510.89 $3,021.78 $36,261.36

(4th 12 mo.) $19.9805 $1,569.27 $3,138.54 $37,662.48

(maximum) $21.0738 $1,655.14 $3,310.28 $39,723.36


Pay Band 04


(1st 12 mo.) $18.3822 $1,443.74 $2,887.48 $34,649.76

(2nd 12 mo.) $19.2372 $1,510.89 $3,021.78 $36,261.36

(3rd 12 mo.) $20.1396 $1,581.76 $3,163.52 $37,962.24

(4th 12 mo.) $21.0738 $1,655.14 $3,310.28 $39,723.36

(maximum) $21.8914 $1,719.35 $3,438.70 $41,264.40





28

CUPE 2669


Pay Band 05


(1st 12 mo.) $19.2372 $1,510.89 $3,021.78 $36,261.36

(2nd 12 mo.) $20.1396 $1,581.76 $3,163.52 $37,962.24

(3rd 12 mo.) $21.0738 $1,655.14 $3,310.28 $39,723.36

(4th 12 mo.) $21.8914 $1,719.35 $3,438.70 $41,264.40

(maximum) $23.1163 $1,815.55 $3,631.10 $43,573.20





Pay Band 06


(1st 12 mo.) $20.1396 $1,581.76 $3,163.52 $37,962.24

(2nd 12 mo.) $21.0738 $1,655.14 $3,310.28 $39,723.36

(3rd 12 mo.) $22.0713 $1,733.48 $3,466.96 $41,603.52

(4th 12 mo.) $23.1163 $1,815.55 $3,631.10 $43,573.20

(maximum) $24.0153 $1,886.16 $3,772.32 $45,267.84

Pay Band 07


(1st 12 mo.) $21.0738 $1,655.14 $3,310.28 $39,723.36

(2nd 12 mo.) $22.0713 $1,733.48 $3,466.96 $41,603.52

(3rd 12 mo.) $23.1163 $1,815.55 $3,631.10 $43,573.20

(4th 12 mo.) $24.0153 $1,886.16 $3,772.32 $45,267.84

(maximum) $25.3651 $1,992.17 $3,984.34 $47,812.08


Pay Band 08


(1st 12 mo.) $22.0713 $1,733.48 $3,466.96 $41,603.52

(2nd 12 mo.) $23.1163 $1,815.55 $3,631.10 $43,573.20

(3rd 12 mo.) $24.2092 $1,901.39 $3,802.78 $45,633.36

(4th 12 mo.) $25.3651 $1,992.17 $3,984.34 $47,812.08

(maximum) $26.3538 $2,069.83 $4,139.66 $49,675.92




29

CUPE 2669


Pay Band 09


(1st 12 mo.) $23.1163 $1,815.55 $3,631.10 $43,573.20

(2nd 12 mo.) $24.2092 $1,901.39 $3,802.78 $45,633.36

(3rd 12 mo.) $25.3651 $1,992.17 $3,984.34 $47,812.08

(4th 12 mo.) $26.3538 $2,069.83 $4,139.66 $49,675.92

(maximum) $27.8197 $2,184.96 $4,369.92 $52,439.04



Pay Band 10


(1st 12 mo.) $24.2092 $1,901.39 $3,802.78 $45,633.36

(2nd 12 mo.) $25.3651 $1,992.17 $3,984.34 $47,812.08

(3rd 12 mo.) $26.5687 $2,086.71 $4,173.42 $50,081.04

(4th 12 mo.) $27.8197 $2,184.96 $4,369.92 $52,439.04

(maximum) $29.1655 $2,290.66 $4,581.32 $54,975.84







Pay Band 11


(1st 12 mo.) $26.5687 $2,086.71 $4,173.42 $50,081.04

(2nd 12 mo.) $27.8197 $2,184.96 $4,369.92 $52,439.04

(3rd 12 mo.) $29.1655 $2,290.66 $4,581.32 $54,975.84

(4th 12 mo.) $30.5750 $2,401.36 $4,802.72 $57,632.64

(maximum) $31.7719 $2,495.37 $4,990.74 $59,888.88





30

CUPE 2669


Pay Band 12


(1st 12 mo.) $27.8197 $2,184.96 $4,369.92 $52,439.04

(2nd 12 mo.) $29.1655 $2,290.66 $4,581.32 $54,975.84

(3rd 12 mo.) $30.5750 $2,401.36 $4,802.72 $57,632.64

(4th 12 mo.) $31.7719 $2,495.37 $4,990.74 $59,888.88

(maximum) $33.5830 $2,637.61 $5,275.22 $63,302.64


System Trainer

Pay Band 13


(1st 12 mo.) $29.1655 $2,290.66 $4,581.32 $54,975.84

(2nd 12 mo.) $30.5750 $2,401.36 $4,802.72 $57,632.64

(3rd 12 mo.) $32.0313 $2,515.74 $5,031.48 $60,377.76

(4th 12 mo.) $33.5830 $2,637.61 $5,275.22 $63,302.64

(maximum) $34.9009 $2,741.12 $5,482.24 $65,786.88







Pay Band 14


(1st 12 mo.) $30.5750 $2,401.36 $4,802.72 $57,632.64

(2nd 12 mo.) $32.0313 $2,515.74 $5,031.48 $60,377.76

(3rd 12 mo.) $33.5830 $2,637.61 $5,275.22 $63,302.64

(4th 12 mo.) $34.9009 $2,741.12 $5,482.24 $65,786.88

(maximum) $36.8928 $2,897.56 $5,795.12 $69,541.44




31

CUPE 2669


Pay Band 15


(1st 12 mo.) $32.0313 $2,515.74 $5,031.48 $60,377.76

(2nd 12 mo.) $33.5830 $2,637.61 $5,275.22 $63,302.64

(3rd 12 mo.) $35.1985 $2,764.49 $5,528.98 $66,347.76

(4th 12 mo.) $36.8928 $2,897.56 $5,795.12 $69,541.44

(maximum) $38.3425 $3,011.42 $6,022.84 $72,274.08


32

CUPE 2669


Pay Band 01


(1st 1,885 hr.) $12.9037 $1,013.46 $2,026.92 $24,323.04

(2nd 1,885 hr.) $13.1726 $1,034.58 $2,069.16 $24,829.92

(3rd 1,885 hr.) $13.4414 $1,055.69 $2,111.38 $25,336.56

(maximum) $13.7102 $1,076.80 $2,153.60 $25,843.20

Page

Pay Band 02


(1st 12 mo.) $17.2111 $1,351.76 $2,703.52 $32,442.24

(2nd 12 mo.) $18.0077 $1,414.32 $2,828.64 $33,943.68

(3rd 12 mo.) $18.8693 $1,481.99 $2,963.98 $35,567.76

(4th 12 mo.) $19.7470 $1,550.93 $3,101.86 $37,222.32

(maximum) $20.5100 $1,610.86 $3,221.72 $38,660.64



Pay Band 03


(1st 12 mo.) $18.0077 $1,414.32 $2,828.64 $33,943.68

(2nd 12 mo.) $18.8693 $1,481.99 $2,963.98 $35,567.76

(3rd 12 mo.) $19.7470 $1,550.93 $3,101.86 $37,222.32

(4th 12 mo.) $20.5100 $1,610.86 $3,221.72 $38,660.64

(maximum) $21.6323 $1,699.00 $3,398.00 $40,776.00


Pay Band 04


(1st 12 mo.) $18.8693 $1,481.99 $2,963.98 $35,567.76

(2nd 12 mo.) $19.7470 $1,550.93 $3,101.86 $37,222.32

(3rd 12 mo.) $20.6733 $1,623.68 $3,247.36 $38,968.32

(4th 12 mo.) $21.6323 $1,699.00 $3,398.00 $40,776.00

(maximum) $22.4715 $1,764.91 $3,529.82 $42,357.84





33

CUPE 2669


Pay Band 05


(1st 12 mo.) $19.7470 $1,550.93 $3,101.86 $37,222.32

(2nd 12 mo.) $20.6733 $1,623.68 $3,247.36 $38,968.32

(3rd 12 mo.) $21.6323 $1,699.00 $3,398.00 $40,776.00

(4th 12 mo.) $22.4715 $1,764.91 $3,529.82 $42,357.84

(maximum) $23.7289 $1,863.67 $3,727.34 $44,728.08





Pay Band 06


(1st 12 mo.) $20.6733 $1,623.68 $3,247.36 $38,968.32

(2nd 12 mo.) $21.6323 $1,699.00 $3,398.00 $40,776.00

(3rd 12 mo.) $22.6562 $1,779.42 $3,558.84 $42,706.08

(4th 12 mo.) $23.7289 $1,863.67 $3,727.34 $44,728.08

(maximum) $24.6517 $1,936.14 $3,872.28 $46,467.36

Pay Band 07


(1st 12 mo.) $21.6323 $1,699.00 $3,398.00 $40,776.00

(2nd 12 mo.) $22.6562 $1,779.42 $3,558.84 $42,706.08

(3rd 12 mo.) $23.7289 $1,863.67 $3,727.34 $44,728.08

(4th 12 mo.) $24.6517 $1,936.14 $3,872.28 $46,467.36

(maximum) $26.0373 $2,044.97 $4,089.94 $49,079.28


Pay Band 08


(1st 12 mo.) $22.6562 $1,779.42 $3,558.84 $42,706.08

(2nd 12 mo.) $23.7289 $1,863.67 $3,727.34 $44,728.08

(3rd 12 mo.) $24.8507 $1,951.77 $3,903.54 $46,842.48

(4th 12 mo.) $26.0373 $2,044.97 $4,089.94 $49,079.28

(maximum) $27.0522 $2,124.68 $4,249.36 $50,992.32




34

CUPE 2669


Pay Band 09


(1st 12 mo.) $23.7289 $1,863.67 $3,727.34 $44,728.08

(2nd 12 mo.) $24.8507 $1,951.77 $3,903.54 $46,842.48

(3rd 12 mo.) $26.0373 $2,044.97 $4,089.94 $49,079.28

(4th 12 mo.) $27.0522 $2,124.68 $4,249.36 $50,992.32

(maximum) $28.5569 $2,242.86 $4,485.72 $53,828.64



Pay Band 10


(1st 12 mo.) $24.8507 $1,951.77 $3,903.54 $46,842.48

(2nd 12 mo.) $26.0373 $2,044.97 $4,089.94 $49,079.28

(3rd 12 mo.) $27.2728 $2,142.01 $4,284.02 $51,408.24

(4th 12 mo.) $28.5569 $2,242.86 $4,485.72 $53,828.64

(maximum) $29.9384 $2,351.36 $4,702.72 $56,432.64







Pay Band 11


(1st 12 mo.) $27.2728 $2,142.01 $4,284.02 $51,408.24

(2nd 12 mo.) $28.5569 $2,242.86 $4,485.72 $53,828.64

(3rd 12 mo.) $29.9384 $2,351.36 $4,702.72 $56,432.64

(4th 12 mo.) $31.3852 $2,464.99 $4,929.98 $59,159.76

(maximum) $32.6139 $2,561.50 $5,123.00 $61,476.00





35

CUPE 2669


Pay Band 12


(1st 12 mo.) $28.5569 $2,242.86 $4,485.72 $53,828.64

(2nd 12 mo.) $29.9384 $2,351.36 $4,702.72 $56,432.64

(3rd 12 mo.) $31.3852 $2,464.99 $4,929.98 $59,159.76

(4th 12 mo.) $32.6139 $2,561.50 $5,123.00 $61,476.00

(maximum) $34.4729 $2,707.50 $5,415.00 $64,980.00


System Trainer

Pay Band 13


(1st 12 mo.) $29.9384 $2,351.36 $4,702.72 $56,432.64

(2nd 12 mo.) $31.3852 $2,464.99 $4,929.98 $59,159.76

(3rd 12 mo.) $32.8801 $2,582.40 $5,164.80 $61,977.60

(4th 12 mo.) $34.4729 $2,707.50 $5,415.00 $64,980.00

(maximum) $35.8258 $2,813.76 $5,627.52 $67,530.24







Pay Band 14


(1st 12 mo.) $31.3852 $2,464.99 $4,929.98 $59,159.76

(2nd 12 mo.) $32.8801 $2,582.40 $5,164.80 $61,977.60

(3rd 12 mo.) $34.4729 $2,707.50 $5,415.00 $64,980.00

(4th 12 mo.) $35.8258 $2,813.76 $5,627.52 $67,530.24

(maximum) $37.8705 $2,974.35 $5,948.70 $71,384.40




36

CUPE 2669


Pay Band 15


(1st 12 mo.) $32.8801 $2,582.40 $5,164.80 $61,977.60

(2nd 12 mo.) $34.4729 $2,707.50 $5,415.00 $64,980.00

(3rd 12 mo.) $36.1313 $2,837.75 $5,675.50 $68,106.00

(4th 12 mo.) $37.8705 $2,974.35 $5,948.70 $71,384.40

(maximum) $39.3586 $3,091.22 $6,182.44 $74,189.28


37

CUPE 2669


Pay Band 01


(1st 1,885 hr.) $13.2456 $1,040.31 $2,080.62 $24,967.44

(2nd 1,885 hr.) $13.5217 $1,061.99 $2,123.98 $25,487.76

(3rd 1,885 hr.) $13.7976 $1,083.66 $2,167.32 $26,007.84

(maximum) $14.0735 $1,105.33 $2,210.66 $26,527.92

Page

Pay Band 02


(1st 12 mo.) $17.6672 $1,387.58 $2,775.16 $33,301.92

(2nd 12 mo.) $18.4849 $1,451.80 $2,903.60 $34,843.20

(3rd 12 mo.) $19.3693 $1,521.26 $3,042.52 $36,510.24

(4th 12 mo.) $20.2703 $1,592.03 $3,184.06 $38,208.72

(maximum) $21.0535 $1,653.54 $3,307.08 $39,684.96



Pay Band 03


(1st 12 mo.) $18.4849 $1,451.80 $2,903.60 $34,843.20

(2nd 12 mo.) $19.3693 $1,521.26 $3,042.52 $36,510.24

(3rd 12 mo.) $20.2703 $1,592.03 $3,184.06 $38,208.72

(4th 12 mo.) $21.0535 $1,653.54 $3,307.08 $39,684.96

(maximum) $22.2056 $1,744.03 $3,488.06 $41,856.72


Pay Band 04


(1st 12 mo.) $19.3693 $1,521.26 $3,042.52 $36,510.24

(2nd 12 mo.) $20.2703 $1,592.03 $3,184.06 $38,208.72

(3rd 12 mo.) $21.2211 $1,666.71 $3,333.42 $40,001.04

(4th 12 mo.) $22.2056 $1,744.03 $3,488.06 $41,856.72

(maximum) $23.0670 $1,811.68 $3,623.36 $43,480.32





38

CUPE 2669


Pay Band 05


(1st 12 mo.) $20.2703 $1,592.03 $3,184.06 $38,208.72

(2nd 12 mo.) $21.2211 $1,666.71 $3,333.42 $40,001.04

(3rd 12 mo.) $22.2056 $1,744.03 $3,488.06 $41,856.72

(4th 12 mo.) $23.0670 $1,811.68 $3,623.36 $43,480.32

(maximum) $24.3577 $1,913.05 $3,826.10 $45,913.20





Pay Band 06


(1st 12 mo.) $21.2211 $1,666.71 $3,333.42 $40,001.04

(2nd 12 mo.) $22.2056 $1,744.03 $3,488.06 $41,856.72

(3rd 12 mo.) $23.2566 $1,826.57 $3,653.14 $43,837.68

(4th 12 mo.) $24.3577 $1,913.05 $3,826.10 $45,913.20

(maximum) $25.3050 $1,987.45 $3,974.90 $47,698.80

Pay Band 07


(1st 12 mo.) $22.2056 $1,744.03 $3,488.06 $41,856.72

(2nd 12 mo.) $23.2566 $1,826.57 $3,653.14 $43,837.68

(3rd 12 mo.) $24.3577 $1,913.05 $3,826.10 $45,913.20

(4th 12 mo.) $25.3050 $1,987.45 $3,974.90 $47,698.80

(maximum) $26.7273 $2,099.16 $4,198.32 $50,379.84


Pay Band 08


(1st 12 mo.) $23.2566 $1,826.57 $3,653.14 $43,837.68

(2nd 12 mo.) $24.3577 $1,913.05 $3,826.10 $45,913.20

(3rd 12 mo.) $25.5092 $2,003.49 $4,006.98 $48,083.76

(4th 12 mo.) $26.7273 $2,099.16 $4,198.32 $50,379.84

(maximum) $27.7691 $2,180.99 $4,361.98 $52,343.76




39

CUPE 2669


Pay Band 09


(1st 12 mo.) $24.3577 $1,913.05 $3,826.10 $45,913.20

(2nd 12 mo.) $25.5092 $2,003.49 $4,006.98 $48,083.76

(3rd 12 mo.) $26.7273 $2,099.16 $4,198.32 $50,379.84

(4th 12 mo.) $27.7691 $2,180.99 $4,361.98 $52,343.76

(maximum) $29.3137 $2,302.30 $4,604.60 $55,255.20



Pay Band 10


(1st 12 mo.) $25.5092 $2,003.49 $4,006.98 $48,083.76

(2nd 12 mo.) $26.7273 $2,099.16 $4,198.32 $50,379.84

(3rd 12 mo.) $27.9955 $2,198.77 $4,397.54 $52,770.48

(4th 12 mo.) $29.3137 $2,302.30 $4,604.60 $55,255.20

(maximum) $30.7318 $2,413.68 $4,827.36 $57,928.32







Pay Band 11


(1st 12 mo.) $27.9955 $2,198.77 $4,397.54 $52,770.48

(2nd 12 mo.) $29.3137 $2,302.30 $4,604.60 $55,255.20

(3rd 12 mo.) $30.7318 $2,413.68 $4,827.36 $57,928.32

(4th 12 mo.) $32.2169 $2,530.32 $5,060.64 $60,727.68

(maximum) $33.4782 $2,629.38 $5,258.76 $63,105.12





40

CUPE 2669


Pay Band 12


(1st 12 mo.) $29.3137 $2,302.30 $4,604.60 $55,255.20

(2nd 12 mo.) $30.7318 $2,413.68 $4,827.36 $57,928.32

(3rd 12 mo.) $32.2169 $2,530.32 $5,060.64 $60,727.68

(4th 12 mo.) $33.4782 $2,629.38 $5,258.76 $63,105.12

(maximum) $35.3864 $2,779.25 $5,558.50 $66,702.00


System Trainer

Pay Band 13


(1st 12 mo.) $30.7318 $2,413.68 $4,827.36 $57,928.32

(2nd 12 mo.) $32.2169 $2,530.32 $5,060.64 $60,727.68

(3rd 12 mo.) $33.7514 $2,650.83 $5,301.66 $63,619.92

(4th 12 mo.) $35.3864 $2,779.25 $5,558.50 $66,702.00

(maximum) $36.7752 $2,888.32 $5,776.64 $69,319.68







Pay Band 14


(1st 12 mo.) $32.2169 $2,530.32 $5,060.64 $60,727.68

(2nd 12 mo.) $33.7514 $2,650.83 $5,301.66 $63,619.92

(3rd 12 mo.) $35.3864 $2,779.25 $5,558.50 $66,702.00

(4th 12 mo.) $36.7752 $2,888.32 $5,776.64 $69,319.68

(maximum) $38.8741 $3,053.17 $6,106.34 $73,276.08




41

CUPE 2669


Pay Band 15


(1st 12 mo.) $33.7514 $2,650.83 $5,301.66 $63,619.92

(2nd 12 mo.) $35.3864 $2,779.25 $5,558.50 $66,702.00

(3rd 12 mo.) $37.0888 $2,912.95 $5,825.90 $69,910.80

(4th 12 mo.) $38.8741 $3,053.17 $6,106.34 $73,276.08

(maximum) $40.4016 $3,173.14 $6,346.28 $76,155.36


42

APPENDIX A

CASUAL EMPLOYEES Article 1 – Term of Agreement Applies Article 2 – Coverage (a), (d) Applies Article 3 – Recognition (a), (b), (c) Applies Article 4 – Resolutions Applies

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

Article 6 – Hours of Work (f), (h), (i), (k), (l), (m), (n) Applies Article 7 - Vacation Casual employees shall receive vacation pay in

accordance with Labour Standards.

Article 8 – Public Holidays Casual employees shall receive public holiday pay calculated in accordance with Labour Standards for those public holidays listed under Article 8a).

Article 9 – Sick Leave Applies as follows:

Sick Leave While Casuals are appointed to temporary Library

Assistant positions, Article 9e) shall apply and these Article 9e) acquired credits will not be carried over for Casual status use. These acquired credits, however, will be retained for use in another temporary Library Assistant position, if the Casual is appointed to such a position within twelve (12) months.

Article 10 – Maternity, Adoption, and Casual employees shall receive parental leave in Parental Leave accordance with Labour Standards. Article 12 – Jury and Witness Applies Article 14 – Leave Without Pay (e) Casual employees may be granted leave of absence

without pay and without the accumulation of any benefit. Such leave request must be made at least two (2) weeks in advance.

Article 15 – Appointments (b) Applies Article 16 - Seniority (a) Applies as proposed in this Memorandum. Article 16 – Seniority (b) Applies as stated in this Memorandum and 16 b)

(i),(ii),(iii), (vi) also apply, however, (iv) and (vii) does not apply and (v) only applies with respect to an approved leave of absence.

Article 20 – Occupational Health and Safety Applies Article 23 - Grievance Procedure Applies Article 24 - Censure Applies

Revised

43

Article 25 - Gender Applies Article 26 - Car Allowance Applies Article 27 - Wages Applies as stated in this Memorandum. Wage Schedule Step 0 to 1885 hours 1st step of pay range 1886 to 3770 hours 2nd step of pay range 3771 to 5655 hours 3rd step of pay range Effective January 1, 2015 Maximum (5656 plus) hours 4th Step of pay range

44

APPENDIX B

PAGES Article 1 – Term of Agreement Applies Article 2 – Coverage a) Applies Article 3 – Recognition a), b), c) Applies Article 4 - Resolutions Applies Article 5 – Fair Employement Practices a), b) Applies Article 6 – Hours of Work f), k) Applies Hours of Work Applies as stated in this Memorandum of Agreement

dated September 05, 2008, “Hours of Work for Pages”. Article 7 - Vacation Pages shall receive vacation pay in accordance with

Labour Standards.

Article 8 - Public Holidays Pages shall receive public holiday pay calculated in accordance with Labour Standards for those public holidays listed under Article 8a).

Article 9 - Sick Leave Applies as stated in this Memorandum as follows: SICK LEAVE i) For this purpose, the definition of a shift shall be regular scheduled hours in a calendar day. ii) Pages working an average of 15 regular scheduled hours per week, or greater, will be eligible for sick

leave after completion of three (3) months service. iii) Pages shall acquire sick leave credits at a rate of five (5) shifts per year. These credits will be applied

on January 1 of each year. The credits applied to new Pages or Pages who qualify during the year as per ii) above, will be pro-rated in the initial calendar year, following the completion of three (3) months service as in ii) above.

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

v) Page sick leave credits are only available for use during the Page’s regular scheduled shifts. Pages appointed to temporary Library Assistant positions shall retain their Page credits, for the duration of the temporary appointment, but will not continue to acquire or use these credits until they return to their Page status. While appointed to temporary Library Assistant positions, Article 9e) shall apply and these 9e) acquired credits will not be carried over for Page status use. Effective November 27, 2002, these acquired credits, however, will be retained for use in another temporary Library Assistant position, if the Page is appointed to such a position within twelve (12) months.

vi) Average hours are calculated depending on the rotation of schedules in the Department/Branch

which are in effect on January 1st of the calendar year. For new Pages or Pages changing permanent regular scheduled hours during the calendar year, an average of the rotation schedule will be determined at the time of appointment and sick leave credits pro-rated accordingly in that calendar year.

Article 10 – Maternity, Adoption & Pages shall receive parental leave in accordance with Parental Leave Labour Standards.

45

Article 11 – Compassionate Leave Applies only to regular scheduled hours of work,

effective midnight March 31, 2001. Article 12 – Jury and Witness Duty Applies Article 16 – Seniority a), b) Applies as proposed in this Memorandum Article 17 – Resignations, Terminations a), b), c), d) Applies as stated in this Memorandum and Layoffs as follows: RESIGNATIONS, TERMINATIONS AND LAYOFFS a) Where possible, all Pages resigning from their employment will give one (1) month’s notice in

writing to their Department Head/Branch Head. b) Except in cases of dismissal for just cause, one (1) week’s notice in writing shall be given to any

Page whose service is terminated. If such notice is not given, a sum equal to one (1) week’s salary is to be paid to the Page in lieu of notice.

c) For any Page whose length of service exceeds five (5) years but is less than ten (10) years and

whose service is terminated, the application of part (b) above, shall be revised to six (6) weeks’ notice in writing.

d) For any Page whose length of service exceeds ten (10) years and whose service is terminated,

the application of part (b) above shall be revised to eight (8) weeks’ notice in writing. e) Where there is a permanent reduction in hours, the reduction shall be applied to the least senior

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

i) A Page, upon receipt of layoff notice, may elect to bump a Page having less seniority with the

same number or fewer hours, provided she possesses the required qualifications, skills and abilities.

ii) If, at any time the Library is engaging additional Pages, the Page last laid off, if qualified and

possessing the skills and abilities, is the first to be re-engaged. f) A Page who refuses to accept hours as assigned, as a result of a layoff, will be deemed to be

placed on the recall list. g) A Page may remain on the recall list for up to three (3) years. Article 20 - Occupational Health and Safety Applies Article 23 - Grievance Procedure Applies Article 24 - Censure Applies Article 25 - Gender Applies Article 26 - Car Allowance Applies

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Article 27 - Wages Applies as stated in this Memorandum of Agreement 0 to 1885 hrs $12.00 1886 to 3770 hrs $12.25 3771 to 5655 hrs $12.50 Effective January 1, 2015 Maximum (5656 plus) hrs $12.75

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Visual Display Terminals 1. Any employee required to work intensively at a VDT and to constantly observe a VDT screen

shall: (a) not be required to do so for more than four (4) hours per day nor for periods longer than

fifty (50) minutes at any one time. (b) be given an eye test prior to the commencement of work unless they have had a test within

the previous six (6) months. (c) have an annual eye test. (d) be reimbursed by the Employer for any eye test in addition to the one per alternate year

paid for by the Saskatchewan Hospital Services Plan and which an ophthalmologist has confirmed is necessary, given the terminal working conditions.

(e) advise the eye specialist that operating a VDT is part of her job. 2. Blinds in the windows shall be repaired or purchased or another method of blocking light installed

where necessary. 3. Terminal operators, with the cooperation of the Maintenance Department, shall conduct trials

involving removing some overhead lights to find the most comfortable illumination level. 4. Easily adjustable chairs and tables shall be purchased where necessary.

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MEMORANDUM OF AGREEMENT FOR A SELF-FUNDED PLAN

I have read and agree to the terms and conditions of the Saskatoon Public Library Board Self-Funded Leave Plan attached hereto. I also agree to the following additional conditions. 1. The period of my plan shall commence and terminate . 2. I agree to take my self-funded leave commencing and terminating . 3. During the funding period of the plan I agree to be paid at a rate of of my salary. I

accept responsibility for any financial indemnity arising out of participation in this plan. 4. I agree during my self-funded leave to be paid in total the amount withheld during the funding

period of the plan in which I participated plus any accumulated interest. 5. I agree during the self-funded leave period to be responsible for one hundred percent (100%) of

the premium costs resulting from my participation in employee benefit plans. I agree that the Saskatoon Public Library Board shall deduct such funds from each pay during my leave of absence.

Date Employee

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MEMORANDUM OF AGREEMENT BETWEEN

THE SASKATOON PUBLIC LIBRARY BOARD AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL NO. 2669

HOURS OF WORK FOR PAGES This memorandum of agreement replaces the memorandum of agreement dated April 15, 2005. This agreement will continue from year to year hereafter unless otherwise mutually agreed, and will form part of the Collective Agreement.

The parties hereby agree without prejudice to the following items with respect to Pages at the Saskatoon Public Library: 1. Regular Blocks of Hours Pages shall only have regular scheduled hours of work in one Branch/Department. Should it be determined that vacant hours will be filled, Management may divide available work into blocks, and notice of such work shall be placed in all Departments and Branches of the Library for seven (7) calendar days at which time Pages will notify the Branch/Department Heads of their interest in the available work. Seniority in accordance with Article 16(a) shall be the determining factor in selecting the successful Page provided the applicant possesses the required qualifications. The initial probationary period for a Page shall be four hundred (400) hours. The probationary period may be extended to a maximum of seven hundred (700) hours.

Pages hired or accepting regular scheduled hours in another Branch/Department are subject to probation for a period of six (6) months. During the probationary period, the onus for establishing suitability for continuing employment shall lie totally with the Page. Evaluation reports of each Page on probation are to be made at the end of three (3) months and six (6) months by her supervisor or Branch/Department Head with copies of the reports given to the employee and the Director of Libraries. Pages accepting hours in another Branch/Department, if not considered capable within this period, or if they request, may be reverted to their former status without loss of seniority. Both the initial and six-month probationary periods may be extended by the amount of time the employee does not work because of a paid or unpaid absence exceeding five (5) consecutive shifts occurring during the probationary period. 2. Additional Call-In Hours

a) Opportunity for additional Page call-in hours of work may be made available in the following order:

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

and then ii) to the available, qualified Pages who are trained in the area and are on the

master call-in list, in order of seniority.

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

b) When a Page has successfully completed her initial probation period in a regular block of

hours, her name may be added to the Master call-in list for Pages. The Page must indicate the locations (branch/department) she wishes to be added to for call-in, and the hours she is available to work for call-in hours. Any changes to the requested locations or available hours must be submitted, in writing by the Page, to Administration.

i) When a particular Branch/Department determines that more staff from those

listed on their call-in list are to be trained, seniority shall be the determining factor in selecting a Page for training, provided the Page possesses the necessary qualifications and availability.

3. Applying for Temporary Blocks of Hours

a) Exceeding Three Months Duration:

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

ii) The successful applicant to a temporary block of hours gives up her regular block

of hours for the duration of the term if the temporary block is in a different location than the regular block of hours held by the applicant. A page who holds a regular block of hours may be awarded a temporary block of hours in addition to her regular hours provided each block of hours is in the same location and the hours do not conflict.

iii) Pages hired or accepting temporary blocks of hours are subject to probation for a

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

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

b) Less Than Three Months Duration: Management may divide available work into blocks and offer as follows: i) to existing available Pages in the Branch/Department, in order of seniority.

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

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LETTER OF UNDERSTANDING #2014-01

BETWEEN

THE SASKATOON PUBLIC LIBRARY BOARD

AND

THE CANADIAN UNION OF PUBLIC EMPLOYEES LOCAL NO. 2669

Re: Review of Article 6 – Hours of Work

It is mutually agreed that the parties to this Agreement will form a joint Union / Management Committee to review Article 6 – Hours of Work for the purpose of rewriting the Hours of Work language in the current Agreement prior to the commencement of the next round of contract negotiations. This Letter of Understanding shall expire on December 31, 2016.

Signed this _____ day of ____________________, 2014.

On behalf of On behalf of The Saskatoon Public Library Board C.U.P.E. Local No. 2669 _____________________________ _____________________________ _____________________________ _____________________________

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