OFFICE OF JUN 0 9 2000

COLLECTIVE BARGAINING IIII~II ATllIo

COLLECTIVE AGREEMENT

between

YOUNG WOMENS CHRISTIAN ASSOCIATION f

OF PETERBOROUGH VICTORIA AND HALIBURTON

(hereinafter called the Employer)

- and-

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

_-+-----~~~ (hereinafter called the Union)

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CONTRACT PERIOD

APRIL 199 - MARCH 312002

RATIFIED

MAY 18 2000

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TABLE OF CONTENTS

Article Description Page No

1 Purpose 4

2 Scope and Recognition 4

3 Management Rights 5

4 Union Membership 5

5 Union Dues 5

6 No Discrimination 6

7 Strikes and Lock-Outs 6

8 Orientation 6

9 Correspondence 7

10 LabourlManagement Committee 7

11 ~epresentation 7

12 Grievance Procedure 8

13 Discharge and Discipline 10

14 Arbitration 11

15 Personnel Records 11

16 Seniority 12

17 Job Posting 16

18 Bulletin Boards 18

19 Hours of Work 18

20 Statutory Holidays 20

21 Leaves of Absence 21

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bull 22 Bereavement Leave 23

23 Expense Reimbursement 23

24 Employee Development 24

25 Relief Workers 24

26 Service 27

27 Tenn 27

Appendix A - 1997 Certificate 28

Appendix A Certificate 29

Appendix B - 1997 Wage Schedule 30

Appendix B(2) - 1998 Wage Schedule 31

Appendix B(3) - 2000 Wage Grid 32

Appendix c Benefits 35

Appendix D Vacation 38

Appendix E - 1997 - Seniority Calculation 40

Appendix F - 2000 Memoranda of Agreement dated October 71999 and May 2 2000 41

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COLLECTIVE AGREEMENT

between

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

(hereinafter called the Employer)

- and-

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

(hereinafter called the Union)

Contract period April 1199 - March 312002 Ratified May 182000

ARTICLE 1 - PURPOSE

l01 The purpose of this collective agreement is to provide for orderly collective bargaining relations between the Employer and its employees It is the desire of both parties to co-operate in maintaining a satisfactory relationship and to provide an amicable method of settling any difference or grievance relating to the general working conditions as they may arise

102 It is now desirable that all matters pertammg to the working conditions of employees as agreed between the parties be drawn up in a collective agreement

ARTICLE 2 - SCOPE AND RECOGNITION

201 The Employer recognizes the Union as the exclusive bargaining agent of all employees in the bargaining unit certified by the Ontario Labour Relations Board on the 18th day of February 1991 (File No 2688-90-R) a copy of the applicable certificates are appended to this agreement as Appendix A

202 The Employer agrees to recognize the officers and agents of the Union as the representatives of the bargaining unit employees The Union agrees to advise the Employer of the names ofthe persons referred to herein

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203 No employee shall be required or permitted to make any written or verbal agreement with the Employer which may conflict with the terms ofthis agreement

ARTICLE 3 - MANAGEMENT RIGHTS

301 The Union recognizes that the management of the YWCA and the direction of the working force are fixed exclusively with the Employer and shall remain solely with the Employer In this regard the Union acknowledges it is the exclusive function of the Employer to

(a) maintain order discipline and efficiency

(b) hire discharge transfer classify promote retire and discipline employees provided that a claim by an employee who has completed her probationary period that she has been discharged or disciplined without just cause may be the subject ofa grievance and dealt with as hereinafter provided

(c) generally operate the YWCA and without restricting the generality of the foregoing to determine all work procedures kinds of equipment to be used and to select and direct the use of all materials required in the operation of the Employer and to establish and enforce reasonable rules of conduct in the interests of the safety and well being of its employees clients and the public generally

302 The Employer agrees that it will reasonably exercise these rights in a manner consistent with the provisions of this agreement

ARTICLE 4 - UNION MEMBERSHIP

401 All employees hired into the bargaining unit after the coming into effect of this agreement who successfully complete their probationary period shall as a condition of continued employment become a member of the Union

ARTICLE 5 - UNION DUES

501 The Employer shall deduct from each pay ofeach employee regular Union dues and initiation fees The Union agrees to advise the Employer in writing ofthe amount of any dues required and initiation fees which are to be deducted and shall save the Employer harmless from any action relating to the deduction

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502 The deductions referred to above shall be fOlwarded to the Secretary-Treasurer of the National Union not later than the 15th day of the month following their deduction

The cheque shall be accompanied by a list of the names addresses and classifications (if any) of all employees from whom dues deductions and initiation fees were made

503 The Employer shall type on each employees Income Tax Statement (Fonn T4) the amount of Union dues paid by that employee during the previous year

ARTICLE 6 - NO DISCRIMINATION

601 The Employer and the Union agree that there shall be no intimidation discrimination interference restraint or coercion exercised or practised by either of them or by any of their representatives or members because of any employees membership in the Union or because of any employees activity in the Union or because any employee exercised her right under the Ontario Labour Relations Act

602 The Employer and the Union agree that there shall be no discrimination against any employee because of their age gender race creed colour nationality ancestry place of origin marital status sexual orientation or political or religious affiliation

ARTICLE 7 - STRIKES AND LOCK-OUTS

701 There shall be no strike or lock-out so long as the collective agreement continues to operate The tenn strike and the tenn lock-out shall have their meaning as set forth in the Labour Relations Act RSO 1990 as amended

ARTICLE 8 - ORIENTATION

801 The Employer agrees to acquaint new employees that a collective agreement is in effect and with the conditions of employment set out in the articles dealing with Union Membership and Dues Check-Off Further the Employer will arrange an opportunity for an officer of the Union to meet with new employees during regular working hours and without loss of pay for a period not to exceed thirty (30) minutes during the first month of employment for the purpose of advising the employee ofmatters pertinent to Union membership

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ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

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When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

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STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

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1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

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ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

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1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

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(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

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(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

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2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

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their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

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The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

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Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

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-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

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3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

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New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

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An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

3

bull 22 Bereavement Leave 23

23 Expense Reimbursement 23

24 Employee Development 24

25 Relief Workers 24

26 Service 27

27 Tenn 27

Appendix A - 1997 Certificate 28

Appendix A Certificate 29

Appendix B - 1997 Wage Schedule 30

Appendix B(2) - 1998 Wage Schedule 31

Appendix B(3) - 2000 Wage Grid 32

Appendix c Benefits 35

Appendix D Vacation 38

Appendix E - 1997 - Seniority Calculation 40

Appendix F - 2000 Memoranda of Agreement dated October 71999 and May 2 2000 41

4

COLLECTIVE AGREEMENT

between

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

(hereinafter called the Employer)

- and-

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

(hereinafter called the Union)

Contract period April 1199 - March 312002 Ratified May 182000

ARTICLE 1 - PURPOSE

l01 The purpose of this collective agreement is to provide for orderly collective bargaining relations between the Employer and its employees It is the desire of both parties to co-operate in maintaining a satisfactory relationship and to provide an amicable method of settling any difference or grievance relating to the general working conditions as they may arise

102 It is now desirable that all matters pertammg to the working conditions of employees as agreed between the parties be drawn up in a collective agreement

ARTICLE 2 - SCOPE AND RECOGNITION

201 The Employer recognizes the Union as the exclusive bargaining agent of all employees in the bargaining unit certified by the Ontario Labour Relations Board on the 18th day of February 1991 (File No 2688-90-R) a copy of the applicable certificates are appended to this agreement as Appendix A

202 The Employer agrees to recognize the officers and agents of the Union as the representatives of the bargaining unit employees The Union agrees to advise the Employer of the names ofthe persons referred to herein

5

203 No employee shall be required or permitted to make any written or verbal agreement with the Employer which may conflict with the terms ofthis agreement

ARTICLE 3 - MANAGEMENT RIGHTS

301 The Union recognizes that the management of the YWCA and the direction of the working force are fixed exclusively with the Employer and shall remain solely with the Employer In this regard the Union acknowledges it is the exclusive function of the Employer to

(a) maintain order discipline and efficiency

(b) hire discharge transfer classify promote retire and discipline employees provided that a claim by an employee who has completed her probationary period that she has been discharged or disciplined without just cause may be the subject ofa grievance and dealt with as hereinafter provided

(c) generally operate the YWCA and without restricting the generality of the foregoing to determine all work procedures kinds of equipment to be used and to select and direct the use of all materials required in the operation of the Employer and to establish and enforce reasonable rules of conduct in the interests of the safety and well being of its employees clients and the public generally

302 The Employer agrees that it will reasonably exercise these rights in a manner consistent with the provisions of this agreement

ARTICLE 4 - UNION MEMBERSHIP

401 All employees hired into the bargaining unit after the coming into effect of this agreement who successfully complete their probationary period shall as a condition of continued employment become a member of the Union

ARTICLE 5 - UNION DUES

501 The Employer shall deduct from each pay ofeach employee regular Union dues and initiation fees The Union agrees to advise the Employer in writing ofthe amount of any dues required and initiation fees which are to be deducted and shall save the Employer harmless from any action relating to the deduction

6

502 The deductions referred to above shall be fOlwarded to the Secretary-Treasurer of the National Union not later than the 15th day of the month following their deduction

The cheque shall be accompanied by a list of the names addresses and classifications (if any) of all employees from whom dues deductions and initiation fees were made

503 The Employer shall type on each employees Income Tax Statement (Fonn T4) the amount of Union dues paid by that employee during the previous year

ARTICLE 6 - NO DISCRIMINATION

601 The Employer and the Union agree that there shall be no intimidation discrimination interference restraint or coercion exercised or practised by either of them or by any of their representatives or members because of any employees membership in the Union or because of any employees activity in the Union or because any employee exercised her right under the Ontario Labour Relations Act

602 The Employer and the Union agree that there shall be no discrimination against any employee because of their age gender race creed colour nationality ancestry place of origin marital status sexual orientation or political or religious affiliation

ARTICLE 7 - STRIKES AND LOCK-OUTS

701 There shall be no strike or lock-out so long as the collective agreement continues to operate The tenn strike and the tenn lock-out shall have their meaning as set forth in the Labour Relations Act RSO 1990 as amended

ARTICLE 8 - ORIENTATION

801 The Employer agrees to acquaint new employees that a collective agreement is in effect and with the conditions of employment set out in the articles dealing with Union Membership and Dues Check-Off Further the Employer will arrange an opportunity for an officer of the Union to meet with new employees during regular working hours and without loss of pay for a period not to exceed thirty (30) minutes during the first month of employment for the purpose of advising the employee ofmatters pertinent to Union membership

7

ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

8

When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

9

STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

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ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

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APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

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Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

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5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

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APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

4

COLLECTIVE AGREEMENT

between

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

(hereinafter called the Employer)

- and-

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

(hereinafter called the Union)

Contract period April 1199 - March 312002 Ratified May 182000

ARTICLE 1 - PURPOSE

l01 The purpose of this collective agreement is to provide for orderly collective bargaining relations between the Employer and its employees It is the desire of both parties to co-operate in maintaining a satisfactory relationship and to provide an amicable method of settling any difference or grievance relating to the general working conditions as they may arise

102 It is now desirable that all matters pertammg to the working conditions of employees as agreed between the parties be drawn up in a collective agreement

ARTICLE 2 - SCOPE AND RECOGNITION

201 The Employer recognizes the Union as the exclusive bargaining agent of all employees in the bargaining unit certified by the Ontario Labour Relations Board on the 18th day of February 1991 (File No 2688-90-R) a copy of the applicable certificates are appended to this agreement as Appendix A

202 The Employer agrees to recognize the officers and agents of the Union as the representatives of the bargaining unit employees The Union agrees to advise the Employer of the names ofthe persons referred to herein

5

203 No employee shall be required or permitted to make any written or verbal agreement with the Employer which may conflict with the terms ofthis agreement

ARTICLE 3 - MANAGEMENT RIGHTS

301 The Union recognizes that the management of the YWCA and the direction of the working force are fixed exclusively with the Employer and shall remain solely with the Employer In this regard the Union acknowledges it is the exclusive function of the Employer to

(a) maintain order discipline and efficiency

(b) hire discharge transfer classify promote retire and discipline employees provided that a claim by an employee who has completed her probationary period that she has been discharged or disciplined without just cause may be the subject ofa grievance and dealt with as hereinafter provided

(c) generally operate the YWCA and without restricting the generality of the foregoing to determine all work procedures kinds of equipment to be used and to select and direct the use of all materials required in the operation of the Employer and to establish and enforce reasonable rules of conduct in the interests of the safety and well being of its employees clients and the public generally

302 The Employer agrees that it will reasonably exercise these rights in a manner consistent with the provisions of this agreement

ARTICLE 4 - UNION MEMBERSHIP

401 All employees hired into the bargaining unit after the coming into effect of this agreement who successfully complete their probationary period shall as a condition of continued employment become a member of the Union

ARTICLE 5 - UNION DUES

501 The Employer shall deduct from each pay ofeach employee regular Union dues and initiation fees The Union agrees to advise the Employer in writing ofthe amount of any dues required and initiation fees which are to be deducted and shall save the Employer harmless from any action relating to the deduction

6

502 The deductions referred to above shall be fOlwarded to the Secretary-Treasurer of the National Union not later than the 15th day of the month following their deduction

The cheque shall be accompanied by a list of the names addresses and classifications (if any) of all employees from whom dues deductions and initiation fees were made

503 The Employer shall type on each employees Income Tax Statement (Fonn T4) the amount of Union dues paid by that employee during the previous year

ARTICLE 6 - NO DISCRIMINATION

601 The Employer and the Union agree that there shall be no intimidation discrimination interference restraint or coercion exercised or practised by either of them or by any of their representatives or members because of any employees membership in the Union or because of any employees activity in the Union or because any employee exercised her right under the Ontario Labour Relations Act

602 The Employer and the Union agree that there shall be no discrimination against any employee because of their age gender race creed colour nationality ancestry place of origin marital status sexual orientation or political or religious affiliation

ARTICLE 7 - STRIKES AND LOCK-OUTS

701 There shall be no strike or lock-out so long as the collective agreement continues to operate The tenn strike and the tenn lock-out shall have their meaning as set forth in the Labour Relations Act RSO 1990 as amended

ARTICLE 8 - ORIENTATION

801 The Employer agrees to acquaint new employees that a collective agreement is in effect and with the conditions of employment set out in the articles dealing with Union Membership and Dues Check-Off Further the Employer will arrange an opportunity for an officer of the Union to meet with new employees during regular working hours and without loss of pay for a period not to exceed thirty (30) minutes during the first month of employment for the purpose of advising the employee ofmatters pertinent to Union membership

7

ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

8

When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

9

STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

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ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

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APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

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Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

5

203 No employee shall be required or permitted to make any written or verbal agreement with the Employer which may conflict with the terms ofthis agreement

ARTICLE 3 - MANAGEMENT RIGHTS

301 The Union recognizes that the management of the YWCA and the direction of the working force are fixed exclusively with the Employer and shall remain solely with the Employer In this regard the Union acknowledges it is the exclusive function of the Employer to

(a) maintain order discipline and efficiency

(b) hire discharge transfer classify promote retire and discipline employees provided that a claim by an employee who has completed her probationary period that she has been discharged or disciplined without just cause may be the subject ofa grievance and dealt with as hereinafter provided

(c) generally operate the YWCA and without restricting the generality of the foregoing to determine all work procedures kinds of equipment to be used and to select and direct the use of all materials required in the operation of the Employer and to establish and enforce reasonable rules of conduct in the interests of the safety and well being of its employees clients and the public generally

302 The Employer agrees that it will reasonably exercise these rights in a manner consistent with the provisions of this agreement

ARTICLE 4 - UNION MEMBERSHIP

401 All employees hired into the bargaining unit after the coming into effect of this agreement who successfully complete their probationary period shall as a condition of continued employment become a member of the Union

ARTICLE 5 - UNION DUES

501 The Employer shall deduct from each pay ofeach employee regular Union dues and initiation fees The Union agrees to advise the Employer in writing ofthe amount of any dues required and initiation fees which are to be deducted and shall save the Employer harmless from any action relating to the deduction

6

502 The deductions referred to above shall be fOlwarded to the Secretary-Treasurer of the National Union not later than the 15th day of the month following their deduction

The cheque shall be accompanied by a list of the names addresses and classifications (if any) of all employees from whom dues deductions and initiation fees were made

503 The Employer shall type on each employees Income Tax Statement (Fonn T4) the amount of Union dues paid by that employee during the previous year

ARTICLE 6 - NO DISCRIMINATION

601 The Employer and the Union agree that there shall be no intimidation discrimination interference restraint or coercion exercised or practised by either of them or by any of their representatives or members because of any employees membership in the Union or because of any employees activity in the Union or because any employee exercised her right under the Ontario Labour Relations Act

602 The Employer and the Union agree that there shall be no discrimination against any employee because of their age gender race creed colour nationality ancestry place of origin marital status sexual orientation or political or religious affiliation

ARTICLE 7 - STRIKES AND LOCK-OUTS

701 There shall be no strike or lock-out so long as the collective agreement continues to operate The tenn strike and the tenn lock-out shall have their meaning as set forth in the Labour Relations Act RSO 1990 as amended

ARTICLE 8 - ORIENTATION

801 The Employer agrees to acquaint new employees that a collective agreement is in effect and with the conditions of employment set out in the articles dealing with Union Membership and Dues Check-Off Further the Employer will arrange an opportunity for an officer of the Union to meet with new employees during regular working hours and without loss of pay for a period not to exceed thirty (30) minutes during the first month of employment for the purpose of advising the employee ofmatters pertinent to Union membership

7

ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

8

When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

9

STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

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5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

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APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

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502 The deductions referred to above shall be fOlwarded to the Secretary-Treasurer of the National Union not later than the 15th day of the month following their deduction

The cheque shall be accompanied by a list of the names addresses and classifications (if any) of all employees from whom dues deductions and initiation fees were made

503 The Employer shall type on each employees Income Tax Statement (Fonn T4) the amount of Union dues paid by that employee during the previous year

ARTICLE 6 - NO DISCRIMINATION

601 The Employer and the Union agree that there shall be no intimidation discrimination interference restraint or coercion exercised or practised by either of them or by any of their representatives or members because of any employees membership in the Union or because of any employees activity in the Union or because any employee exercised her right under the Ontario Labour Relations Act

602 The Employer and the Union agree that there shall be no discrimination against any employee because of their age gender race creed colour nationality ancestry place of origin marital status sexual orientation or political or religious affiliation

ARTICLE 7 - STRIKES AND LOCK-OUTS

701 There shall be no strike or lock-out so long as the collective agreement continues to operate The tenn strike and the tenn lock-out shall have their meaning as set forth in the Labour Relations Act RSO 1990 as amended

ARTICLE 8 - ORIENTATION

801 The Employer agrees to acquaint new employees that a collective agreement is in effect and with the conditions of employment set out in the articles dealing with Union Membership and Dues Check-Off Further the Employer will arrange an opportunity for an officer of the Union to meet with new employees during regular working hours and without loss of pay for a period not to exceed thirty (30) minutes during the first month of employment for the purpose of advising the employee ofmatters pertinent to Union membership

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ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

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When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

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STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

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1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

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ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

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1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

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(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

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(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

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2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

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their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

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The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

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Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

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-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

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3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

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New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

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An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

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(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

7

ARTICLE 9 - CORRESPONDENCE

901 All correspondence between the parties hereto arising out of this agreement or incidental thereto shall pass to and from the Executive Director the President ofthe Union and CUPE National Representatives with a copy to the Correspondence Secretary of the Union

ARTICLE 10 - LABOURIMANAGEMENT COMMITTEE

1001 A LabourManagement Committee made up of four (4) bargaining unit staff and four (4) Employer representatives shall be established

This Committee shall meet at the request of either party at times mutually agreed

A party requesting a meeting shall advise the other party and provide an agenda of i terns to be discussed

The Committee shall have no authority to amend any portion of this agreement and shall set its own terms of reference

Time spent at such Committee meeting shall be considered as paid time but shall not be considered as overtime

ARTICLE II-REPRESENTATION

1101 The Union shall elect or otherwise appoint five (5) stewards from the bargaining unit each to represent one of the following areas

Crossroads 1 Crossroads 2 Community DevelopmentCentennial Crescent and Administration Womens Safety Network Relief Staff

The Union shall notify the Employer in writing of the names of its stewards

1102 The Union recognizes that stewards have regular duties to perform as employees of the Employer Such employees shall not therefore leave their regular duties for the purpose of conducting any business on behalf of the Union or to discuss any grievance without first obtaining the permission of their Supervisor

8

When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

9

STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

8

When returning to work an employee will report back to their Supervisor Time absent from work on the part of stewards when meeting with the Employer will be paid for by the Employer

1103 The National Representative of the Canadian Union of Public Employees may attend meetings between the Union and the Employer

A bargaining committee shall be elected by the Union and shall consist of not more than five (5) members who are employees of the Employer

The Employer shall reimburse employees for regular hours actually lost due to negotiations up to the conclusion of conciliation but not thereafter

ARTICLE 12 - GRIEVANCE PROCEDURE

1201 The purpose of this article is to establish a procedure for the prompt and equitable settlement of grievances

1202 An employee who has a complaint relating to the interpretation application administration or alleged violation of this agreement shall inform her immediate Supervisor of her complaint within ten (10) business days of becoming aware of the matter The employee may have the assistance of a steward if desired

STEP NO 1

(a) The immediate Supervisor within five (5) days of being made aware of the employees complaint will arrange a meeting of all parties involved and the employees Union steward to discuss the complaint and attempt to find a resolution to the mutual satisfaction of all parties A minute taker will be present for this meeting and will be designated upon agreement of both parties

(b) The immediate Supervisor shall provide to her supervisor the Union and the grievor a written response to the complaint within three (3) business days of the meeting

(c) Should the grievance not be satisfactorily resolved the employee may with the assistance of her steward refer such matter on a written grievance form to STEP NO 2 within three (3) business days of receiving the written response from her immediate Supervisor The written grievance shall contain reasonable information describing the nature of the complaint

9

STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

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1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

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Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

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-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

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New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

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2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

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2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

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ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

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APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

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APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

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APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

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Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

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5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

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35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

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STEP NO 2

(la) If the next level of supervision is the Director of Shelter and Outreach or the Director ofFinance and Administration

Upon receipt of a written grievance as provided above the next level of supervision shall investigate the complaint and within three (3) business days

(i) may choose to arrange a meeting of all parties involved and attempt to find a resolution to the mutual satisfaction of all parties or

(ii) may choose to provide a written reply to the Union the grievor and the Executive Director

(1 b) If option (i) the Director shall provide a written response to the grievance within three (3) business days after the meeting to the Union the grievor and the Executive Director

(Ic) Should the grievance not be satisfactorily resolved the Union shall forward the grievance to the Executive Director within three (3) business days of receiving the written response

(2a) If the next level ofsupervision is the Executive Director

Upon receipt of a written grievance as provided above the Executive Director shall arrange a meeting of all parties involved within three (3) business days and attempt to find a resolution to the mutual satisfaction of all parties

(2b) The Executive Director shall provide a written response to the grievance within three (3) business days of this meeting to the Union the grievor and Supervisor(s) involved in the grievance

(3) If a grievance is not filed for arbitration within twenty (20) business days from the Executive Directors reply the matter shall be deemed settled

(a) A grievance by the Employer or a Policy Grievance of the Union shall proceed in the same manner as the grievance of an employee except that it shall be lodged by either party with the other in writing and shall commence as a final stage grievance

(b) A Policy Grievance shall be defined as a grievance which cannot otherwise be filed by an individual employee

1203

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

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ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

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1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

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(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

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(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

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2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

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-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

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New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

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An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

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(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

10

1204 (a) Time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Employer and the Union

(b) At each grievance step the expected response date shall be clearly stated in all written documentation

1205 Business days refers to Monday through Friday excluding statutory holidays

ARTICLE 13 - DISCHARGE AND DISCIPLINE

1301 An employee may only be discharged suspended or disciplined for just cause

Discharge

If an employee who has completed their probationary period is to be discharged they shall be provided with a reasonable time with a steward before leaving the Employers premises provided only that the employee is on those premises at the time ofdischarge

Discipline

Where an employee is being suspended or disciplined she shall be notified in writing by the Employer with a copy to the Union and where the employee is being suspended she shall have her steward in attendance

1302 An employee who is discharged or suspended may file a grievance at Step No2 of the Grievance Procedure within ten (10) working days after such discharge or suspenSIon

1303 Where a grievance relating to discipline suspension or discharge comes before an arbitrator the arbitrator may make a ruling

(a) confirming the actions ofthe Employer

(b) reinstating the employee with or without compensation for lost time or

(c) by disposing of the grievance in any other manner which is just and equitable

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

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APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

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APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

11

ARTICLE 14 - ARBITRATION

1401 Where a difference arises between the parties relating to the interpretation application or administration of this agreement including any question as to whether a matter is arbitrable or where an allegation is made that this agreement has been violated either party may after exhausting the Grievance Procedure established by this agreement submit the grievance to a sole arbitrator for resolution

The selection of an arbitrator shall be made within twenty (20) days of its referral by each party SUbmitting to each other the names of five (5) arbitrators of their choice The first name that coincides shall be deemed selected In the event no selection is made by this method the representatives of the parties shall discuss further candidates In the event no candidate is selected the parties will refer the matter to the Minister ofLabour to appoint an arbitrator

1402 The arbitrator shall hear and determine the grievance and it shall issue a decision which shall be final and binding upon the parties and upon any person affected by it

1403 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance

1404 Each of the parties hereto will jointly share the expenses of the sole arbitrator

1405 No matter may be submitted to arbitration which has not been properly carried through all steps of the Grievance Procedure

1406 The arbitrator shall not be authorized to make any decision inconsistent with the provisions of this agreement nor to alter add to modify or amend any part thereof

ARTICLE 15 - PERSONNEL RECORDS

1501 Each employee shall be entitled to review her personnel file on reasonable notice and in the presence of the Employer and to receive copies of the documents from the file as requested

1502 The Employer recognizes that the primary purpose of performance appraisals are for work related development thus a copy of the employees performance appraisal shall be given to the employee but will not be placed on her personnel file until it has been discussed with the employee and the employees response to such appraisals shall also be maintained on the file

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

12

1503 When a period of twelve (12) months has passed and no related disciplinary notation has been made against an Employees record their past record dated prior to the commencement of the twelve (12) month period shall not be used in assessing further discipline

ARTICLE 16 - SENIORITY

1601 The parties agree that the part-time and full-time bargaining units will be combined and the seniority lists merged

(a) Full-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to their most recent date of hiring except that the Employer may tempor~ly hire an employee for a limited term or task not to exceed six (6) months A full-time employee is one who regularly works more than twenty-four (24) hours per week

For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list full time employees who exceed an average of 24 hours per week in a six month period shall be credited with 5 of a years seniority for each six months of service in accordance with Appendix E -1997

Seniority for full time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(b) Part-time

The seniority of each employee covered by this collective agreement shall be established after the completion of six (6) calendar months of continuous employment and shall then date back to the most recent date of hiring except that the Employer may temporarily hire an employee for a limited term or task not to exceed six (6) months

(i) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list part time employees who work an average of one (l) hour up to fifteen (15) hours per week in a six month period shall be credited with 2 of a years seniority for each six months of service

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

13

(ii) Part time employees who work an average of more than fifteen (15) but less than twenty-four (24) hours per week in a six month period shall be credited with 3 of a years seniority for each 6 months of service

(iii) For purpose of calculating seniority as of April 1 2000 and the preparation of the April 21 2000 seniority list if zero (0) hours worked in six (6) months no seniority shall accumulate

Seniority for part time employees as of April 1 2000 shall be calculated in accordance with this provision and in accordance with Appendix E -1997

(c) Full-time and Part-time

(i) For purpose of calculating seniority as of October 12000 and subsequent seniority calculations an employees seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 1601(a) or (b) above as the case may be to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a twelve (12) month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid by the Employer and the Union subject to the annual maximum of 1820 hours Hours paid will exclude payments not based on hours such as bonuses

Effective April 1 2000 seniority will accumulate while an employee is on short-term Union business leave of less than two (2) weeks pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid)

Seniority will not accumulate during other leaves

1602 (a) Seniority is determined with reference to work in positions in the bargaining unit and shall not accumulate for periods outside the bargaining unit unless the parties mutually agree

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

14

(b) For determination of seniority as of April I 2000 absence due illness maternity leave vacation leave of absence does not interrupt seniority and seniority shall continue to accrue on the basis of regular hours worked in the previous six month seniority calculation period

Effective April I 2000 the provisions of Article 1601(c)(ii) shall determine accumulation of seniority during leaves of absence

Lay-off and Recall

1603 (a) In the event of a required reduction in the work force for whatever reason or reduction in an employees regularly scheduled hours the Employer will before the commencement of the notice period referred to herein meet with the LabourlManagement Committee to discuss the method of implementation including the areas ofcutback the employees to be affected and alternatives to lay-off

(b) Where there is no specific term of employment the Employer will give all employees who are to be laid off not less than fifteen (15) calendar days notice or pay in lieu thereof up to a maximum of fifteen (15) days regular straight time pay

(c) An employee declared surplus as the result of a work force reduction for whatever reason or affected by a reduction ofregularly scheduled hours may elect to claim the job held by an employee with lesser seniority in the bargaining unit provided the surplus employee has the qualifications ability training and capability to perform the job being claimed The surplus employee exercising this right will be placed at the same rate as they enjoyed in their previous position or if it is a lower paying position to the highest rate for the new position

(d) An employee whose position has been claimed by the above process shall be entitled to exercise similar bumping rights if applicable or be laid off to await recall as provided hereafter

(e) Full and part time employees with greater seniority can bump full or part time employees with lesser seniority

Recall From Lay-off

1604 a) Employees on layoff may be re-called in two ways

1 They may apply to be considered for any posted position or temporary appointment and be selected based on the criteria in Section 1702

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

15

2 If work in their own job category becomes available within 6 months of layoff that work will first be offered to qualified employees on the lay-off list according to seniority then to all other employees It is understood that the work offered could be a temporary appointment a contract or more or fewer hours If hours are different the employee on layoff may refuse the re-call without penalty

b) An employee who is appointed to a temporary position will return to their former position and rate of pay upon the expiry of the temporary term or in case of an employee recalled from layoff shall return to the layoff list with no renewed bumping rights However the time spent on temporary recall shall be added to the time for which said laid off employee is eligible for further recalls

c) An employee who works relief shifts while on layoff does not extend her time on the layoff list by so doing

1605 No new employees will be hired where qualified employees are on lay-off

1606 Seniority shall be forfeited and the employees employment shall be deemed terminated whenever an employee

(a) quits or retires

(b) is discharged and such discharge is not reversed through arbitration

(c) fails to report for work or overstays a leave for more than three (3) consecutive scheduled working days without a satisfactory explanation

(d) is laid off for a period in excess of the length of service of the employee to a maximum of twenty-four (24) months whichever is less

(e) fails to return to work after being recalled from lay-off in accordance with 1604 above

(f) Is a relief staff who has not worked a shift in six (6) months and who has not been granted a leave ofabsence

1607 Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 st and October 21 st of each year of this agreement Seniority lists will also be mailed to staff on layoff and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed correct However any employee who was absent for the full posting period other than staff on layoff and relief staff has five (5) days after

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

16

their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

Corrections to the list if any will be initialled by the parties whose seniority is corrected The seniority list will then be signed and dated by the Executive Director and Union President or their designates with the label Final The previous Final seniority list will be deemed valid until a new Final one is approved

The seniority calculation will be done according to the provisions of Articles 1601 and 1602 or according to Article 2504 depending on whether the employee is a full timepart time employee or a relief worker

1608 The Employer agrees that employees laid off from employment may continue benefit coverage for Life Insurance Extended Health Care and Dental Coverage for a maximum period of six (6) months after lay-off by paying the premium to the Employer for these specific benefits The method of payment will be agreed between the Employer and the employee

1609 Any permanent qualified employee wishing to move to relief will have the right to exercise that option and retain their seniority A person shall be deemed qualified when they possess the education skills and ability necessary to perform the required work Such qualifications and requirements shall not be established in an arbitrary or discriminatory manner

ARTICLE 17 - JOB POSTING

1701 Where a vacancy or new job exists in the bargaining unit the Employer will post notice of the vacancy for a period of ten (10) working days in all locations covered by the collective agreement The notice will specify the nature of the job all qualifications required the location hours of work and rate of pay An employee who wishes to be considered for the position so posted shall signify a desire by making formal application in accordance with the provisions of the posting

1702 In filling any posted vacancy under this article the Employer will appoint the qualified senior applicant who possesses the knowledge training skill ability and capability necessary to perform the normal required work If no applications are received from qualified employees the Employer may hire from external sources

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

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Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

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APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

17

The successful applicant will be on a trial period of up to thirty (30) worked days During such period they may return or be returned by the Employer to their former position and pay rate

All job postings shall be mailed to all relief staff and employees on layoff personal leave of absence and maternity leave at their last known address as shown on the Employers records

1703 Any job of less than four (4) months duration which is vacant because of illness accident vacation leave of absence temporary transfers temporary promotions and temporary vacancies shall not be deemed to be vacant for the purpose of this article

1704 Management will inform the Union of any staff changes in the bargaining unit eg lay-offs new hirings and new positions

1705 The Employer shall provide the Union with new or amended job descriptions within sixty (60) days ofany substantial change to the position The Union shall have thirty (30) days following the receipt of the new or amended job description to raise any comments or concerns it wishes to make with the Employer

The provision ofjob descriptions to the Union shall not affect the Employers right to make changes to the job descriptions In the event of positions that are new or substantially changed during the currency of the collective agreement the Union may file a grievance ifit disputes the rate ofpay assigned or the bona fides of the job description

1706 Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hisher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix c and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

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(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

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2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

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ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

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APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

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APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

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MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

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APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

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Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

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35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

18

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

ARTICLE 18 - BULLETIN BOARDS

1801 The Union shall have the use of a bulletin board in each of the Employers premises These boards will be used by the Union only for the purpose of disseminating information concerning Union meetings elections social affairs and other nonshypolitical items which will be ofgeneral interest to employees

The Employer reserves the right to approve for posting all notices

ARTICLE 19 - HOURS OF WORK

1901 Notwithstanding the provisions set out herein respecting hours of work it is clearly understood that the Employer does not guarantee to provide work or employment for all or any part of the normally scheduled hours or any other hours

These provisions therefore are solely for the purpose of calculating overtime premIUms

1902 To the extent practical all work schedules will be arranged in consultation with the affected employees and may vary from location to location In the event a work schedule satisfactory to the Employer cannot be reached by this consensus the decision of the Employer shall prevail Work schedules shall cover a minimum period of four (4) weeks

1903 (a) Work schedules shall be posted covering various periods of time in accordance with the consultations set out in 1902 above Further it is understood that posted work schedules shall not prohibit the Employer from making necessary changes to reflect service to client needs In such cases a minimum of twenty-four (24) hours of notice of change shall be given to affected employees

(b) Notwithstanding the above it is understood and agreed that some employees may continue to work daily and weekly hours which are less than the regular hours set out in the work schedules referred to above

1904 (a) Employees with fixed hours

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

19

-e

Where the hours of work are fixed overtime at the rate of time and one-half (1-112) shall apply to all hours worked in excess of seven and one-half (7-112) hours in one (1) day or seventy (70) hours in any two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(b) Employees with flexible hours

Where employees work flexible hours taking time off to balance extra hours worked overtime premiums will apply where total hours worked exceed seventy (70) hours in any two (2) week period except where mutually agreed

Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess of seventy (70) in a two (2) week period

(c) Employees who work shifts

Where employees work shifts overtime premiums at a rate of time and one-half (1shy112) shall apply to all hours worked in excess of an employees regularly scheduled daily hours andor the normally scheduled hours of work for that two (2) week pay period except where otherwise agreed Where agreed by the Employer time in lieu at time and one-half (1-112) may be given instead of overtime premiums for hours in excess ofseventy (70) in a two (2) week period

For part-time employees overtime premiums will apply only where the daily hours of work exceed eight (8) hours in one (1) day or exceed the regularly scheduled shift hours at the work location whichever is greater or after seventy (70) hours in a two (2) week pay period

The parties may by mutual agreement vary the number of hours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime

Clarity Note

1 A part-time employee shall not receive overtime premIums in any circumstances where a full-time employee would not

2 Overtime premiums apply to hours which an employee is required by the Employer to work in excess of the normal scheduled hours set out in (a) (b) (c) above

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

-It 20

3 Where the parties have agreed to vary the number ofhours to be worked and the averaging period for the purpose of designing a schedule and for calculating overtime entitlement overtime premiums apply to hours which an employee is required by the Employer to work in excess of the agreed upon hours per day or over the averaging period

Call-in

1905 (a) An employee who is requested by her Supervisor to attend a meeting on her regularly scheduled day off and who attends such meeting shall be paid at her straight time hourly rate

(b) An employee who reports for work as scheduled who has not previously been advised not to attend on that day shall be provided with a minimum four (4) hour work opportunity or straight time pay in lieu thereof

(c) Where after the completion of an employees normal shift the employee is called at home and requested to return to work she shall be paid time and one-half (1-112) for each hour of attendance with a minimum payment of three (3) hours

1906 (a) Meals and paid meal time shall be provided when employees are required to remain on the premises during a meal time Such meal time shall be for a period of thirty (30) minutes

1907 (a) The following premiums shall be paid for all hours worked by employees on Saturdays and Sundays in all facilities that operate on a twenty-four (24) hour basis

effective Aprill 1992 One Dollar ($100) per hour worked

(b) The following premiums shall be paid for all hours worked by an employee after 11 00 pm or before 700 am in all facilities that operate on a twentyshyfour (24) hour basis

effective April 1 1992 One Dollar ($100) per hour for each hour worked

1908 It is understood that premiums will neither be duplicated nor pyramided

ARTICLE 20 - STATUTORY HOLIDAYS

2001 The following shall be recognized as statutory holidays and will be paid to all employees at the employees regular daily rate ofpay

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

21

New Years Day Good Friday Victoria Day Canada Day Civic Holiday (Effective 1993) Labour Day Thanksgiving Day Christmas Day Boxing Day

2002 The parties hereto recognize that continuity of service with their clients is essential Therefore at least fifty per cent (50) of the employees covered by this collective agreement may be required to work on the holidays set out above

2003 An employee required to work by the employer on a statutory holiday shall receive statutory holiday pay plus time and a half for the hours worked

If an employee is required to work by the employer more than one shift on a statutory holiday the subsequent shift shall be paid at time and a half for the actual hours worked

2004 If any of the above holidays fall or are observed during an employees vacation she shall be entitled to an extra days vacation with pay to be taken at a time mutually agreed between the employee and her Supervisor

2005 An employee who calls in sick on a statutory holiday who had been scheduled to work will be paid for a sick day at straight time for the scheduled hours and for a statutory day at straight time for the average statutory hours for their job

A schedule of average shifts for each job will be established by the labourmanagement committee for the purpose of calculating statutory pay

2006 Each employee is entitled to two (2) floating holidays paid at straight time to be taken with Supervisors approval Floating holidays are accrued at one day per six months worked

Floating holidays not used by the end of the calendar year shall be forfeited

ARTICLE 21 - LEAVES OF ABSENCE

2101 Depending upon the requirements of the service leaves of absence may be granted in writing and without pay to any employee for legitimate personal reasons Pennission to take an unpaid leave shall not be unreasonably withheld

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

22

An employee requmng a leave of absence will make her request in wntmg providing as much lead time as is reasonably possible During such leave seniority will accumulate The Employer shall respond within thirty (30) calendar days of receipt of request

2102 Pregnancy Parental and Adoption Leaves

Provision ofpregnancy parental and adoption leaves shall be in accordance with the Employment Standards Act Ontario as provided hereinafter

Pregnancy (including Parental)

(a) Upon written request leave of absence without pay and without loss of seniority shall be granted for pregnancy to a maximum of thirty-five (35) weeks to an employee who has thirteen (13) weeks of continuous service The employee returning to work after maternity leave shall provide the Employer with at least four (4) weeks notice

Note The thirty-five (35) weeks referred to herein comprise a period of seventeen (17) weeks of Pregnancy Leave and eighteen (18) weeks ofParental Leave

If an employee wishes a leave of absence longer than the maximum period of thirty-five (35) weeks then a request may be made to the Executive Director

Adoption and Parental Leave

(b) An employee adopting or newly parenting a child shall be entitled to an eighteen (18) consecutive weeks leave of absence as provided in the Employment Standards Act Ontario An employee on such leave shall be entitled to the same benefits provided to employees on maternity leave except that the maintenance of such benefits shall be for a maximum period ofeighteen (18) weeks from the commencement of the leave

(c) In cases where an employees absence qualifies as either Pregnancy or Parental Leave credits for seniority and credits for service for salary increments shall continue to accumulate

(d) During Pregnancy leaves of absence participation by the Employer and the employee with respect to their premium contribution toward the benefit plans outlined in Appendix c ofthis agreement shall be continued with the following exception

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

23

(i) where the employee gives notice in writing that shelhe does not intend to pay hislher required contributions

Union Business

2103 Dependent upon the requirements of the service leaves of absence shall be granted without pay to not more than two (2) employees at anyone time who are elected or otherwise appointed to represent the Union at conferences seminars conventions or other matters of Union business During such leave the employee(s) shall accumulate seniority and service for a maximum of two (2) weeks

The total period of absence for such activities shall not exceed ten (10) work days for an employee in any calendar year

ARTICLE 22 - BEREAVEMENT LEAVE

2201 In the case of death in the immediate family of an employee the Employer shall grant the employee five (5) working days leave of absence without loss of pay An employees immediate family shall for the purpose of this agreement mean parents partner or spouse child brother or sister

In the case ofthe death of an employees grandparents grandchild or parent-in-law daughter-in-law son-in-law sister-in-law or brother-in-law three (3) working days leave of absence without loss of pay shall be granted in accordance with the conditions set out above

The above provisions are granted on the understanding that the days required fall upon regularly scheduled work days on which the employee would otherwise have worked and that one (I) of the days referred to will be the day of the funeral

The term in-law in this article shall be understood to apply equally to the aforementioned family members of lesbian and gay and common law couples

ARTICLE 23 - EXPENSE REIMBURSEMENT

2301 Employees using their own vehicle on authorized Employer business shall be reimbursed as follows

Under 4000 km ($027) km effective April 1 1993 ($029) km

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

24

Over 4000 Ian ($025) Ian effective April 1 1993 ($027) Ian

2302 Employees will submit their expense accounts signed by their Supervisor to the Employer for payment

The Employer reserves the right of final approval of any expense account

Employees shall be reimbursed for approved expenses as soon as practical

ARTICLE 24 - EMPLOYEE DEVELOPMENT

2401 The Employer and the employees recognize the benefit of continuing education and reasonable efforts shall be made to provide employees with pertinent information regarding courses conferences seminars and workshops etc Notices of educational opportunities may be posted at the office

2402 Provided approval is first obtained from the Employer an employee may attend courses conferences seminars and workshops etc at her own expense for which she shall be allowed time offwork

2403 In cases where the Employer requires an employees attendance at courses conferences seminars workshops etc the Employer shall pay all reasonable expenses incurred by the employee concerned Attendance at such professional activities shall be without loss ofpayor benefits for scheduled hours on the day( s) in question

ARTICLE 25 - RELIEF WORKERS

2501 A relief worker is one who is employed on a relief basis to replace an employee absent due to illness vacation training leave of absence or Union business or to meet short-term service delivery needs in circumstances when a regular employee is not available without premium pay

The YWCA will maintain a roster of relief workers which is separate and distinct from regular full-time and regular part-time employees

Relief workers will be requested to work on an as needed basis for the purposes set out above Thus the hours of work offered and accepted will directly relate to the schedule being worked by the employee being relieved or to the short-term need It is understood that there are no set schedules of work for relief workers and it is also understood that they may elect to work or not when requested to do so

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

25

2502 It is understood and agreed that relief workers shall belong to the bargaining unit

2503 The provisions of Articles 1601 1603(b) 1608 20 22 Appendix C and Appendix D of the collective agreement do not apply to relief workers It is understood that 1603(c) and 1604 apply to reliefworkers within the Relief Worker Classification only and not across the whole bargaining unit

2504 (a) No relief worker shall be discharged or disciplined without just cause except that a relief worker shall be on probation until at least six (6) months after her first day of work and until she has completed four hundred (400) hours ofwork During the probationary period a relief worker may be discharged if in the opinion of her Supervisor(s) they are unsuitable for their duties Seniority of relief workers is established after the completion of the probationary period and shall then date back to their first day ofwork

(b) (i) For purpose of calculating seniority as of April 1 2000 the seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage ofmaximum full-time (70 hours in two weeks) Such seniority will be calculated using 4 in Appendix E - 1997 Relief workers accumulate seniority while on a leave of absence pregnancy parental or adoption based on the previous six (6) months seniority calculation period

(c) (i) For purpose of calculating seniority as of October 1 2000 and subsequent calculations a relief workers seniority will be determined by adding the seniority accumulated as of April 1 2000 in accordance with 2504(a) and (b) above to the seniority accumulated after April 1 2000 as determined in accordance with (ii) below

(ii) Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid in a manner that is consistent with the rules set out in Article 1601(c)(ii)

2505 (a) Relief workers will be paid in accordance with Appendix B - 1997 provisions for Relief Staff until October 1 2000 when the new Appendix B wage grid becomes effective

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

26

2506

2507

(b) (i) Vacation pay for relief workers will be added to each pay cheque in an amount equivalent to six percent (6) eight percent (8) or ten percent (10) of the relief workers earnings The percentage of vacation pay to which a relief worker is entitled shall be determined as follows Effective April 1 2000 there will be an initial determination of a relief workers seniority as at that date which will be treated as their completed continuous service as at that time Relief workers with less than five (5) years of continuous service shall have vacation pay paid at the rate of six percent (6) of their earnings Relief workers who have completed five (5) years of continuous service but less than ten (10) years of continuous service shall have vacation pay paid at the rate of eight percent (8) of their earnings and relief workers who have completed ten (10) years of continuous service shall have vacation pay paid at the rate of ten percent (10) of their earnings

After April 12000 vacation pay entitlement will accrue based on continuous service in accordance with (ii) below

(ii) Following the initial determination of an employees continuous service for vacation pay purposes an employees continuous service is determined by adding her continuous service as of April 1 2000 as determined in (i) above to her hours paid since that date Eighteen hundred and twenty (1820) hours are equivalent to one (1) year of continuous service A maximum of 1820 hours can be credited in any twelve (12) month period An employee will be entitled to be paid vacation pay at the five (5) year or ten (10) year rates at such time when her continuous service meets the necessary threshold requirement

(c) Relief staff who work on a statutory holiday shall receive stat holiday pay and time and a half for hours worked

Where the provisions of Article 25 conflict with any other provision ofthe collective agreement the provisions ofArticle 25 shall prevail

A relief worker may enroll in the benefits program at her own expense if the carrier permits

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

27

ARTICLE 26 - SERVICE

2601 Effective Aprill 2000 service accrues based on hours paid in the position with one (1) year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any twelve (12) month period

Service will accumulate while an employee is on short-term Union business leave of less than two (2) weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Service will not accumulate during other leaves

ARTICLE 27 - TERM

2701 This agreement shall be in full force and effect from April 1 1999 until March 31 2002 and shall continue from year to year unless either party gives to the other notice of its desire to bargain amendments within ninety (90) days prior to the expiry date Upon receipt of such notice the parties will forthwith meet for the purpose of bargaining

SIGNED at Peterborough Ontario this day ofMay 2000

FOR THE UNION FOR THE EMPLOYER

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

28

APPENDIX A - 1997 FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union ofPublic Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton in the counties of Peterborough Victoria and Haliburton

save and except supervisors persons above the rank of supervisor persons regularly employed

for not more than twenty-four (24) hours per week and students employed during the school

vacation period

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONTARIO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

29

APPENDIX A FILE NO 2688-90-R

The Labour Relations Act

Before The Ontario Labour Relations Board

Between

Canadian Union of Public Employees Applicant

-and-

Young Womens Christian Association of Peterborough Victoria and Haliburton

Respondent

Certificate

Upon the application of the applicant and in accordance with the provisions of the

Labour Relations Act THIS BOARD DOTH CERTIFY Canadian Union of Public Employees as

the bargaining agent of all employees of Young Womens Christian Association of

Peterborough Victoria and Haliburton regularly employed for not more than twenty-four (24)

hours per week and students employed during the school vacation period in the counties of

Peterborough Victoria and Haliburton save and except supervisors and persons above than rank

of supervisor

This certificate is to be read subject to the terms of the Boards decision(s) in this

matter and accordingly the bargaining unit described herein is to be read subject to any

qualifications referred to in the said decision(s) of the Board

DATED at Toronto this 18th day of February 1991

ONT ARlO LABOUR RELATIONS BOARD

(SEAL) T A INNISS REGISTRAR

Note The parties agree to combine into one bargaining unit effective January 11 1995

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

30

APPENDIX B - 1997

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON

WAGE SCHEDULE

STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM ePOSITION RATE RATE RATE RATE RATE RATE APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1

1997 1997 1997 1997 1998 1998

OUTREACH COUNSELLOR 1552 1918 1552 1928 1552 1947 SHELTER COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILDRENS COUNSELLOR 1426 1721 1426 1730 1426 1747 CHILD amp YOUTH WORKER 1426 1721 1426 1730 1426 1747 COMMUNITY DEVELOPMENT 1426 1721 1426 1730 1426 1747 WORKER CUSTODIAN 1361 1407 1361 1414 1361 1429 RELIEF WORKER - SHELTER 1316 1359 1316 1366 1316 1380 SECRET ARYRECEPTIONIST 1223 1398 1223 1405 1223 1420 YS BUYS CLERK 948 1110 948 1116 948 1127 titHOUSEKEEPER 853 1016 853 1021 853 1032

This wage scale includes these negotiated items 1 2 (two percent) increase to housekeepers wage rate and to the top of the scale retroactive to April 1 1997 2 05 (half a percent) increase to the hourly wage of all bargaining unit employees and to the top of the scale effective October 1

1997 3 1 (one percent) increase to hourly wages of all bargaining unit employees and to the top of the scale effective April 1 1998

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

--

31

MEMORANDUM OF AGREEMENT BETWEEN

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON (tbe employer) and CUPE LOCAL 3521(tbe union)

WHEREAS some new bargaining unit positions have been created since the Collective Agreement was ratified in June 1997 and WHEREAS these jobs have been evaluated by the unionmanagement Pay Equity Job Evaluation Committee therefore it is agreed between the Employer and the Union that these job titles and wage rates be added to those currently included in Appendix B - 1997 under the title Appendix B(2) - 1998 shy e

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON APPENDIX B(2) - 1998

WAGE SCHEDULE

POSITION STARTING MAXIMUM STARTING MAXIMUM STARTING MAXIMUM RATE RATE RATE RATE RATE RATE

APRIL 1 APRIL 1 OCT 1 OCT 1 APRIL 1 APRIL 1 1997 1997 1997 1997 1998 1998

FINANCE ASSISTANT 1426 1721 1426 1730 1426 1747 FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 INFORMATION AND COMMUNICAnONS FUNDRAISING WORKER - 1426 1721 1426 1730 1426 1747 SPECIAL EVENTS VOLUNTEER 1426 1721 1426 1730 1426 1747 COORDINA TOR

Signed at Peterborough this th day ofApril 1998

For tbe Union For tbe Employer

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

32

APPENDIX B(3)middot 2000

YWCA OF PETERBOROUGH VICTORIA AND HALIBURTON WAGE GRID EFFECTIVE OCTOBER 1 2000

Position Start Rate Year 1 Year 2 Custodian 1443 1473 1510

eStart Rate Year 3 Year 6 Year 12 Year 16 Year 18 Outreach Counsellor 1590 1640 1700 1820 1900 1985

Start Rate Year 3 Year 6 Year 12 Clinical Therapist 2213 2270 2327 2446

Start Rate Year 3 Year 6 Year 12 Year 16 Year 18 Shelter Counsellor 1478 1512 1577 1688 1714 1799 Childrens Counsellor 1478 1512 1577 1688 1714 1799 Child amp Youth Worker 1478 1512 1577 1688 1714 1799 Comm Deve) Worker 1478 1512 1577 1688 1714 1799

Start Rate Year 1 Year 3 Relief WorkermiddotShelter 1368 1410 1432 e

Start Rate Year 1 Year 3 ReJiefWorker-Specia) Events 1368 1410 1432

Start Rate Year 3 Year 6 Year 12 Year 16 Year18 Special Events Worker 1478 1512 1577 1688 1714 1799 Volunteer Co-ordinator 1478 1512 1577 1688 1714 1799 Info Comm Worker 1478 1512 1577 1688 1714 1799 Finance Assistant 1478 1512 1577 1688 1714 1799

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

33

Start Rate Year 1 Year 3 Year 6 Year 12 Year 16 SecretaryReceptionist 1275 1288 1314 1353 1431 1471

Position Start Rate Year 1 Year 2 Year 3 Ys Buys Clerk 1000 1060 1125 1179

Start Rate Year 1 Year 2 Year 3 eHousekeeper 901 958 1008 1079

Notes to Wage Grid

1 Initial placement of employees on tbe grid in October 2000 will be determined based on tbe employees seniority as sbown on tbe October 21 2000 final seniority list Tbe October 21 2000 final seniority list will be determined in accordance witb Articles 1601 and 1602 for full time and part time employees and Article 2504 for relief workers

2 Any increases arising from initial grid placement sball be effective October 1 2000 Prior to tbat date rates as sbown in Appendix B - 1997 and Appendix B(2) - 1998 will remain in effect

3 Tbere will be an annual review in October of eacb year of eacb employees placement on tbe grid Wbere tbe annual review discloses tbat an employee is entitled to move to tbe next grid step tbe increase sball be effective October 1 of etbat year

For clarity an employees grid placement in October 2001 or any subsequent year sball be determined by taking ber seniority as sbown on tbe October 21 2000 final seniority list as a base and adding to tbat base any service tbat tbe employee bas earned since tbe October 2000 seniority calculation Service sball be calculated as set out in Article 2601

4 Subject to note 1 wbicb deals witb initial implementation of tbe grid in October 2000 initial grid placement and movement on grid steps will be based on tbe employees service in tbe particular position

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

34

5 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom ofthe grid for the new job or would receive a two percent (2) wage increase whichever is greater

6 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or e part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

7 No employee shall have her pay rate reduced as a result of the implementation of the grid

e

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

35

APPENDIX c

BENEFITS

Except as otherwise provided the Employer shall pay One Hundred per cent (100) of the premium cost ofthe benefits set out below

All of the benefits mentioned in this Appendix shall be as more particularly described and set forth in the respective plan documents or policies of insurance which shall be made available for inspection by the Union and appended to this Appendix

All employees are eligible for the benefit plan upon completion of their probationary period except with respect to the RRSP benefit which shall commence following the completion of twelve (12) months continuous employment for fifteen( 15) hours per week on average

In the event of any dispute the terms of the above plan(s) documents or policies of insurance shall govern It is agreed the Employer may change the insurance carrier of any or all of these benefits provided there shall be no change to the benefits as set out

Eligibility

You are eligible and continue to be eligible for the benefit plan while meeting all of the following conditions

1 You are actively working for YWCA of Peterborough Victoria and Haliburton 2 You regularly work for YWCA of Peterborough Victoria and Haliburton at least

fifteen (15) hours each week 3 You have been continuously employed by YWCA of Peterborough Victoria and

Haliburton for a minimum of six (6) months 4 Resides in Canada 5 You are not laid off or fail to meet requirements of Article 1608

(a) Life Insurance Plus ADamp D

No deductible One Hundred per cent (100) ofpremium paid by Employer

Effective April 1 1993 Employee $3000000 Spouse $1000000 Each Child $500000

36

BENEFITS CONTINUED

(b) Extended Health Care

No deductible provides Eighty per cent (80) coverage for drugs requiring a prescription and described Supplemental Health Care Services Semi-private hospital accommodation is paid at One Hundred per cent (100)

Effective April 4 1995 the Employer will pay for a drug plan which provides Eighty per cent (80) coverage for drugs and which does not require the employee to pay the entire cost of the prescription up front The Employer and the Union shall through the LabourlManagement Committee seek out the most convenient and cost effective plan of this nature which does not require the employee to absorb the cost ofany administrative fee

(c) Vision Care

No deductible provides Eighty per cent (80) coverage

Effective April 1 1993 - Eighty per cent (80) of One Hundred and Seventy-Five Dollars ($17500) per person per twenty-four (24) months

(d) Dental Plan

No deductible provides Eighty per cent (80) coverage

Effective April 1 1999 - Reimbursement based on 1995 ODA Fee Schedule

(e) Short-Term Disability

The Employer shall provide an employee with a base of fourteen (14) paid sick days each calendar year Such days shall have no other cash value It is understood that sick days may be used in order to provide care for a dependant

Four (4) of the fourteen (14) sick days allotment to employees will be designated as well being days Employees may carry forward a maximum of six (6) unused sick days and two (2) unused wen being days to the following year up to a maximum of twenty-two (22) days The scheduling of well being days is subject to the approval of the employees supervisor

37

BENEFITS CONTINUED

(f) Long-Term Disability

Long-Term Disability benefit commences after the completion of the qualifying period of seventeen (17) weeks and continues as long as the employee is unable to do any job or reaches age sixty-five (65) Benefits shall be based upon sixty-six and two-thirds per cent (66-23) of the employees earnings at the time of being first disabled to a maximum ofTwenty-Five Hundred Dollars ($250000) per month

The employee shall pay One Hundred per cent (100) of the premium for this benefit

The insurance industry is presently reluctant to insure this benefit Therefore it is understood and agreed that should this benefit not be accepted for continued insurance coverage the Employer shall be saved harmless from the obligations set out herein

Note The Union on behalf of the bargaining unit accepts these benefits as full and complete settlement of the Employers obligations in respect of all or any amounts required by the Unemployment Insurance Act to be paid to or for the benefit of bargaining unit employees as a consequence of the reduction of any UIC premiums and discharges the Employer of the obligations as contained in that Act

(g) RRSP

Eligibility commences after one (1) year of service Individual portable transferable plan

Employer will match an employees RRSP contribution up to a maximum of two per cent (2) of the bi-weekly gross earnings ofthe employee

(h) Sick Leave Pool

Effective April 1 sf of each year the Employer will restore the sick leave pool to the level ofTwenty-Five Hundred Dollars ($250000) to assist eligible employees who are ill and who have exhausted sick leave entitlement The pool including eligibility criteria shall be jointly administered by the UnionlManagement Committee

37

BENEFITS CONTINUED

(f) Long-Term Disability

Long-Term Disability benefit commences after the completion of the qualifying period of seventeen (17) weeks and continues as long as the employee is unable to do any job or reaches age sixty-five (65) Benefits shall be based upon sixty-six and two-thirds per cent (66-23) of the employees earnings at the time of being first disabled to a maximum ofTwenty-Five Hundred Dollars ($250000) per month

The employee shall pay One Hundred per cent (100) of the premium for this benefit

The insurance industry is presently reluctant to insure this benefit Therefore it is understood and agreed that should this benefit not be accepted for continued insurance coverage the Employer shall be saved harmless from the obligations set out herein

Note The Union on behalf of the bargaining unit accepts these benefits as full and complete settlement of the Employers obligations in respect of all or any amounts required by the Unemployment Insurance Act to be paid to or for the benefit of bargaining unit employees as a consequence of the reduction of any UIC premiums and discharges the Employer of the obligations as contained in that Act

(g) RRSP

Eligibility commences after one (1) year of service Individual portable transferable plan

Employer will match an employees RRSP contribution up to a maximum of two per cent (2) of the bi-weekly gross earnings ofthe employee

(h) Sick Leave Pool

Effective April 1 sf of each year the Employer will restore the sick leave pool to the level ofTwenty-Five Hundred Dollars ($250000) to assist eligible employees who are ill and who have exhausted sick leave entitlement The pool including eligibility criteria shall be jointly administered by the UnionlManagement Committee

38

APPENDIX D

VACATION

FULL-TIME EMPLOYEES

ELIGIBILITY P AID V ACATION ENTITLEMENT

During first five (5) years of continuous Three (3) weeks per year with vacation pay service equivalent to six per cent (6) gross earnings

in the calendar year

Upon completion of five (5) years to ten (10) Four (4) weeks per year with vacation pay years continuous service equivalent to eight per cent (8) gross

earnings in the calendar year

Upon completion of ten (10) years continuous Five (5) weeks per year with vacation pay service equivalent to ten per cent (10) gross earnings

in the calendar year

PART-TIME EMPLOYEES

ELIGIBILITY VACATION ENTITLEMENT

During first five (5) years continuous service Three (3) weeks time off with vacation pay equivalent to six per cent (6) gross earnings in the calendar year

Upon completion of five (5) years to ten (10) Four (4) weeks time off with vacation pay years continuous service equivalent to eight per cent (8) gross

earnings in the calendar year

Upon completion often (10) years continuous Five (5) weeks time off with vacation pay service equivalent to ten per cent (10) gross earnings

in the calendar year

Vacation preference shall be granted in order of seniority within each work location for all requests submitted prior to May 1 st of each year Thereafter requests will be approved in order of dates submitted

Effective April 1 2000 there will be an initial determination of each full and part time employees vacation entitlement as at that date For full time and part time employees the

39

initial determination of vacation entitlement will be made based on their years of continuous service in accordance with the above provisions of Appendix D

After April 1 2000 vacation entitlement for full time and part time employees will accrue based on their years of continuous service ie hours paid with one (1) year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any twelve (12) month period After ~pril1 2000 an employees continuous service will be calculated by adding her years of continuous service as at April 1 2000 to her continuous service accrued based on hours paid after April 1 2000

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 sl will be paid out to the extent that such payout has not already occurred

40

Appendix E - 1997 - Seniority Ca1culation (Applicable to Ca1culation of Seniority Accrued up to April 12000)

I Seniority lists are prepared using the Final previous list and additional hours of service for the next six month seniority calculation period as per article 1607 of the collective agreement The seniority calculation period ends on the last day in the last complete pay period in March or September

2 Theoretical seniority credits for staff currently on probation are shown but do not apply until probation is completed (Article 1601)

3 Full-time and Part-time seniority is calculated on the sum of these hours regular overtime sick holiday and statutory holiday and vacation The total of these is placed within the following grid

Total hourswk for 6 months

0 I - 15 16 - 24 25 - gt

Total Hours for 6 months

0 1-390 391 - 624 625 +

Annual Seniority 0 04 06 10

6 month Seniority 0 02 03 05

4 Relief workers are listed separately Their seniority is credited based on the total regular overtime and statutory holiday hours worked in a six month period the total of which is applied as a percentage of full-time at 35 hours per week or 910 hours in six months (Article 2504) The formula is ( ofhours divided by 910 divided by 2 = seniority for six months)

5 Full-time employees who are on leave are credited with full-time seniority for the period in which the leave takes place Part-time employees on leave will be credited with seniority based on the previous six months seniority calculation period

41

APPENDIX F - 2000

NON-ECONOMIC ITEMS AGREED TO DURING COLLECTIVE BARGAINING NEGOTIATIONS

ON OCTOBER 4 1999

BETWEEN

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

- and

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

1 Amend Article 1101 of the Collective Agreement by adding the word Administration to Community DevelopmentCentennial Crescent

2 Add a provision to the Collective Agreement which reads as follows

Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hislher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix C and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

This section will also apply to external hin~s for temporary vacancies [See Article 1706 - Agreed As Amended)

42

The YWCA suggests that this provision be inserted in Article 17

3 The last two italicized sentences of Article 1703 shall be deleted

4 Appendix c ( e) Short-Tenn Disability shall be amended so that the second paragraph presently italicized reads as follows

Four (4) oj the Jourteen (14) sick days allotment to employees will be designated as well being days Employees may carry Jorward a maximum ojsix (6) unused sick days and two (2) unused well being days to the Jollowing year up to a maximum oj twentyshytwo (22) days The scheduling oJwell being days is subject to the approval ojthe employees supervisor

5 Add the following provision to Appendix D Vacation

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 51 will be paid out to the extent that such payout has not already occurred

In addition add a new sentence at the end of Article 2006 which reads as follows

Floating holidays not used by the end of the calendar year shall be forfeited

6 Amend the first paragraph of Article 1607 so that it reads as follows

Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 SI and October 21 sl of each year of this agreement Seniority lists will also be mailed to staff on lay-off and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed to be correct However any employee who was absent for the full posting period other than staff on layshyoff and relief staff has five (5) days after their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

7 Amend the last sentence of Article 1702 so it reads as follows

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

39

initial determination of vacation entitlement will be made based on their years of continuous service in accordance with the above provisions of Appendix D

After April 1 2000 vacation entitlement for full time and part time employees will accrue based on their years of continuous service ie hours paid with one (1) year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any twelve (12) month period After ~pril1 2000 an employees continuous service will be calculated by adding her years of continuous service as at April 1 2000 to her continuous service accrued based on hours paid after April 1 2000

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 sl will be paid out to the extent that such payout has not already occurred

40

Appendix E - 1997 - Seniority Ca1culation (Applicable to Ca1culation of Seniority Accrued up to April 12000)

I Seniority lists are prepared using the Final previous list and additional hours of service for the next six month seniority calculation period as per article 1607 of the collective agreement The seniority calculation period ends on the last day in the last complete pay period in March or September

2 Theoretical seniority credits for staff currently on probation are shown but do not apply until probation is completed (Article 1601)

3 Full-time and Part-time seniority is calculated on the sum of these hours regular overtime sick holiday and statutory holiday and vacation The total of these is placed within the following grid

Total hourswk for 6 months

0 I - 15 16 - 24 25 - gt

Total Hours for 6 months

0 1-390 391 - 624 625 +

Annual Seniority 0 04 06 10

6 month Seniority 0 02 03 05

4 Relief workers are listed separately Their seniority is credited based on the total regular overtime and statutory holiday hours worked in a six month period the total of which is applied as a percentage of full-time at 35 hours per week or 910 hours in six months (Article 2504) The formula is ( ofhours divided by 910 divided by 2 = seniority for six months)

5 Full-time employees who are on leave are credited with full-time seniority for the period in which the leave takes place Part-time employees on leave will be credited with seniority based on the previous six months seniority calculation period

41

APPENDIX F - 2000

NON-ECONOMIC ITEMS AGREED TO DURING COLLECTIVE BARGAINING NEGOTIATIONS

ON OCTOBER 4 1999

BETWEEN

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

- and

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

1 Amend Article 1101 of the Collective Agreement by adding the word Administration to Community DevelopmentCentennial Crescent

2 Add a provision to the Collective Agreement which reads as follows

Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hislher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix C and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

This section will also apply to external hin~s for temporary vacancies [See Article 1706 - Agreed As Amended)

42

The YWCA suggests that this provision be inserted in Article 17

3 The last two italicized sentences of Article 1703 shall be deleted

4 Appendix c ( e) Short-Tenn Disability shall be amended so that the second paragraph presently italicized reads as follows

Four (4) oj the Jourteen (14) sick days allotment to employees will be designated as well being days Employees may carry Jorward a maximum ojsix (6) unused sick days and two (2) unused well being days to the Jollowing year up to a maximum oj twentyshytwo (22) days The scheduling oJwell being days is subject to the approval ojthe employees supervisor

5 Add the following provision to Appendix D Vacation

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 51 will be paid out to the extent that such payout has not already occurred

In addition add a new sentence at the end of Article 2006 which reads as follows

Floating holidays not used by the end of the calendar year shall be forfeited

6 Amend the first paragraph of Article 1607 so that it reads as follows

Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 SI and October 21 sl of each year of this agreement Seniority lists will also be mailed to staff on lay-off and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed to be correct However any employee who was absent for the full posting period other than staff on layshyoff and relief staff has five (5) days after their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

7 Amend the last sentence of Article 1702 so it reads as follows

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

40

Appendix E - 1997 - Seniority Ca1culation (Applicable to Ca1culation of Seniority Accrued up to April 12000)

I Seniority lists are prepared using the Final previous list and additional hours of service for the next six month seniority calculation period as per article 1607 of the collective agreement The seniority calculation period ends on the last day in the last complete pay period in March or September

2 Theoretical seniority credits for staff currently on probation are shown but do not apply until probation is completed (Article 1601)

3 Full-time and Part-time seniority is calculated on the sum of these hours regular overtime sick holiday and statutory holiday and vacation The total of these is placed within the following grid

Total hourswk for 6 months

0 I - 15 16 - 24 25 - gt

Total Hours for 6 months

0 1-390 391 - 624 625 +

Annual Seniority 0 04 06 10

6 month Seniority 0 02 03 05

4 Relief workers are listed separately Their seniority is credited based on the total regular overtime and statutory holiday hours worked in a six month period the total of which is applied as a percentage of full-time at 35 hours per week or 910 hours in six months (Article 2504) The formula is ( ofhours divided by 910 divided by 2 = seniority for six months)

5 Full-time employees who are on leave are credited with full-time seniority for the period in which the leave takes place Part-time employees on leave will be credited with seniority based on the previous six months seniority calculation period

41

APPENDIX F - 2000

NON-ECONOMIC ITEMS AGREED TO DURING COLLECTIVE BARGAINING NEGOTIATIONS

ON OCTOBER 4 1999

BETWEEN

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

- and

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

1 Amend Article 1101 of the Collective Agreement by adding the word Administration to Community DevelopmentCentennial Crescent

2 Add a provision to the Collective Agreement which reads as follows

Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hislher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix C and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

This section will also apply to external hin~s for temporary vacancies [See Article 1706 - Agreed As Amended)

42

The YWCA suggests that this provision be inserted in Article 17

3 The last two italicized sentences of Article 1703 shall be deleted

4 Appendix c ( e) Short-Tenn Disability shall be amended so that the second paragraph presently italicized reads as follows

Four (4) oj the Jourteen (14) sick days allotment to employees will be designated as well being days Employees may carry Jorward a maximum ojsix (6) unused sick days and two (2) unused well being days to the Jollowing year up to a maximum oj twentyshytwo (22) days The scheduling oJwell being days is subject to the approval ojthe employees supervisor

5 Add the following provision to Appendix D Vacation

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 51 will be paid out to the extent that such payout has not already occurred

In addition add a new sentence at the end of Article 2006 which reads as follows

Floating holidays not used by the end of the calendar year shall be forfeited

6 Amend the first paragraph of Article 1607 so that it reads as follows

Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 SI and October 21 sl of each year of this agreement Seniority lists will also be mailed to staff on lay-off and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed to be correct However any employee who was absent for the full posting period other than staff on layshyoff and relief staff has five (5) days after their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

7 Amend the last sentence of Article 1702 so it reads as follows

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

41

APPENDIX F - 2000

NON-ECONOMIC ITEMS AGREED TO DURING COLLECTIVE BARGAINING NEGOTIATIONS

ON OCTOBER 4 1999

BETWEEN

YOUNG WOMENS CHRISTIAN ASSOCIATION OF PETERBOROUGH VICTORIA AND HALIBURTON

- and

CANADIAN UNION OF PUBLIC EMPLOYEES AND ITS LOCAL 3521

1 Amend Article 1101 of the Collective Agreement by adding the word Administration to Community DevelopmentCentennial Crescent

2 Add a provision to the Collective Agreement which reads as follows

Employees may be hired for a specific term not to exceed six (6) months to perform a special non-recurring task This term may be extended for up to a further six (6) months on mutual agreement of the Union and the YWCA

However this clause would not preclude such persons from using the Job Posting provision under the Collective Agreement and any successful applicant who has completed hislher probation period will be credited with the appropriate seniority

Temporary employees in short-term temporary positions or temporary vacancies shall be exempt from Articles 16 22 Appendix C and Appendix D Appendix B shall be applied to the extent that the temporary position is a position described in Appendix B

Should the temporary employee be the successful applicant to a permanent bargaining unit position the employee upon completion of probation will be given credit for seniority back dated to the date of hire in the temporary position provided that there has been no break in service

This section will also apply to external hin~s for temporary vacancies [See Article 1706 - Agreed As Amended)

42

The YWCA suggests that this provision be inserted in Article 17

3 The last two italicized sentences of Article 1703 shall be deleted

4 Appendix c ( e) Short-Tenn Disability shall be amended so that the second paragraph presently italicized reads as follows

Four (4) oj the Jourteen (14) sick days allotment to employees will be designated as well being days Employees may carry Jorward a maximum ojsix (6) unused sick days and two (2) unused well being days to the Jollowing year up to a maximum oj twentyshytwo (22) days The scheduling oJwell being days is subject to the approval ojthe employees supervisor

5 Add the following provision to Appendix D Vacation

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 51 will be paid out to the extent that such payout has not already occurred

In addition add a new sentence at the end of Article 2006 which reads as follows

Floating holidays not used by the end of the calendar year shall be forfeited

6 Amend the first paragraph of Article 1607 so that it reads as follows

Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 SI and October 21 sl of each year of this agreement Seniority lists will also be mailed to staff on lay-off and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed to be correct However any employee who was absent for the full posting period other than staff on layshyoff and relief staff has five (5) days after their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

7 Amend the last sentence of Article 1702 so it reads as follows

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

42

The YWCA suggests that this provision be inserted in Article 17

3 The last two italicized sentences of Article 1703 shall be deleted

4 Appendix c ( e) Short-Tenn Disability shall be amended so that the second paragraph presently italicized reads as follows

Four (4) oj the Jourteen (14) sick days allotment to employees will be designated as well being days Employees may carry Jorward a maximum ojsix (6) unused sick days and two (2) unused well being days to the Jollowing year up to a maximum oj twentyshytwo (22) days The scheduling oJwell being days is subject to the approval ojthe employees supervisor

5 Add the following provision to Appendix D Vacation

Employees may carry over earned vacation time earned up to December 31 sl into the next calendar year All time carried over must be used by March 31 SI Any time not used by March 31 51 will be paid out to the extent that such payout has not already occurred

In addition add a new sentence at the end of Article 2006 which reads as follows

Floating holidays not used by the end of the calendar year shall be forfeited

6 Amend the first paragraph of Article 1607 so that it reads as follows

Seniority lists will be supplied to the Local Union and posted on bulletin boards on April 21 SI and October 21 sl of each year of this agreement Seniority lists will also be mailed to staff on lay-off and relief staff If no claim is received to the contrary from an employee within thirty (30) days of the posting of these lists the seniority shall be deemed to be correct However any employee who was absent for the full posting period other than staff on layshyoff and relief staff has five (5) days after their return to the workplace to contest their seniority calculation Any change based on such a claim shall not have any retroactive effect on any seniority-based decisions which have been made prior to the Employer receiving written notice of the dispute

7 Amend the last sentence of Article 1702 so it reads as follows

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

43

bull All job postings shall be mailed to all relief staff and employees on lay-off personal leave of absence and maternity leave at their last known address as shown on the Employers records

8 Label the existing unnumbered paragraph in Article 1603 as paragraph (d) and add a paragraph 1603(e) which reads as follows

Full and part-time employees with greater seniority can bump full or part-time employees with lesser seniority

9 Amend Article 201 so that the reference to the bargaining units in the plural is changed to bargaining unit in the singular

10 Add Clinical Therapist to the job categories listed in Appendix B rate is to be discussed

11 A p~rc~ntag~ of ~arnings will b~ paid to r~li~f staff in li~u of b~n~fits with th~

p~rc~ntag~ amount to b~ discuss~d in th~ cont~xt ofoth~r ~conomic issu~s [Superseded]

12 Article 2504 shall be amended as follows

bull Amend Article 2504(b) so it reads as follows

The seniority of relief staff will be credited based on the total number of hours worked in a six (6) month period as a percentage of maximum full-time (70 hours in two weeks) Seniority will be calculated using Appendix E point 4

bull Add a new provision Article 2504(d) to read as follows

Upon obtaining permanent full-time or part-time employment with the Employer the employee will be credited for service and seniority for all time worked as a relief employee based on the seniority calculation used in Appendix E point 4

Such service shall be used in determining vacation entitlement If an employee moves from a permanent position to relief staff her vacation entitlement shall be calculated as for relief staff as described in Article 2505

13 Th~ parti~s agr~~ to chang~ th~ ~xpiry dat~ of th~ Coll~ctiv~ Agr~~m~nt to S~pt~mb~r Will Th~ y~ar of th~ Coll~ctiv~ Agr~~m~nt ~xpiry shall b~ discuss~d Nith ~conomic issoos [Superseded]

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

44 bull

14 All other non-economic proposals are withdrawn

15 All changes to the Collective Agreement will be effective on the date that the contract has been ratified by both parties except where the parties specifically agree to the contrary

SIGNED at Peterborough Ontario this i h day of October 1999

FOR THE UNION FOR THE EMPLOYER

Connie Thompson L Zimmer

Lil LeRoux D Yuile

Shirley Bell B McEwen

D Weatherup

Gwen Hewitt

45 bull

APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

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18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

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APPENDIX F - 2000

Memorandum of Agreement

Between

Young Womens Christian Association of Peterborough Victoria and Haliburton

(the Employer)

- and-

Canadian Union of Public Employees and its Local 3521

(the Union)

The parties agree to the tenns of this memorandum as constituting full settlement of all matters negotiated subject to ratification by the Employers Board of Directors and by the Unions membership and subject to agreement on specific changes to the Collective Agreement to reflect the parties agreement as set out herein

The undersigned representatives of the parties do hereby agree to recommend complete acceptance of all the tenns of this memorandum to their respective principals

The parties agree that the tenn of the Collective Agreement shall be from April 1 1999 to March 31 2002 The parties agree that the said Collective Agreement shall include the tenns of the previous Collective Agreement which expired on March 31 1999 provided however that the following amendments are incorporated

The parties agree that the amendments referenced below shall be effective on the date that the Agreement has been ratified by both parties except where a different effective date is specified

1 The Collective Agreement shall be amended in accordance with the attached agreement between the parties dated October 7 1999 except that any of the items listed in the October 7 1999 agreement that conflict with the items listed below will be of no force and effect It is expressly agreed that paragraphs 11 and 13 of the October 7 1999 agreement will be of no force and effect and the expiry date of the Collective Agreement will be March 31 2002

Paragraph 12 of the October 7 1999 Agreement will be of no force and effect and the parties agree instead to amend Article 2504 of the Collective Agreement so that it is consistent with the provisions below

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2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

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18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

46 bull

2 Effective October I 2000 the Employer will implement the attached wage grid based on employees status as at October 21 2000

3 Initial placement of employees on the grid in October 2000 will be determined based on the employees seniority as shown on the October 2000 final seniority list The final October 2000 seniority list will reflect the employees seniority as shown on the April 151

list plus any seniority credited to the employee for the period from April 1 2000 to October 12000 in accordance with paragraph 6 Any increases arising from the initial grid placement shall be effective October 1 2000

4 Following initial implementation of the grid the next review of employees placement on the grid shall take place in October 2001 and annually thereafter Employees placement on the grid shall be based on their status as of October 21 2001 and on October 21 in each subsequent year

For clarity an employees grid placement on October 21 2001 or in a subsequent year will be determined by taking her seniority as at October 2000 as a base and adding to that base any service that the employee has earned since the October 2000 seniority calculation Service shall be calculated as set out in 8 below

5 Where the annual review discloses that an employee is entitled to move to the next grid step the increase will be effective as of October 1 SI

6 Effective April 1 2000 seniority for the purpose of hiring layoff recall and bumping will accumulate based on hours paid with a maximum of 1820 hours being credited to an individual for a 12-month period Hours paid for purpose of this calculation will include hours paid for vacation holidays and other time paid for by the employer and the union subject to the annual maximum of 1820 hours Hours paid will not include payments not based on hours such as bonuses

7 Effective April 1 2000 seniority and service will accumulate while an employee is on short-term union business leave of less than 2 weeks in a calendar year pregnancy and parental leave and leaves due to accident sickness or disability (whether paid or unpaid) Seniority and service will not accumulate during other leaves

8 Effective April 12000 service accrues based on hours paid in the position with one year being equivalent to 1820 hours A maximum of 1820 hours of service can be credited in any 12 month period

9 Subject to the provisions of paragraph 4 dealing with initial implementation of the grid in October 2000 initial grid placement and movement on grid steps will be based on the employees service in the particular position

10 In cases where an employee moves from one job to another with the same grid as the job that the employee moved from the employee would be placed on the grid in the new job

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

47

so that they were receiving the same rate of pay that they were previously receiving Similarly the employees vacation entitlement would be unaffected and would remain the same

If an employee moves from one job to another job with a higher pay band the employee would be placed on the bottom of the grid for the new job or would receive a two percent (2) wage increase whichever is greater

11 Relief work service will be counted in determining grid step placement when the relief worker moves into a full time or part time position doing the same work she performed as a relief worker (ie where a relief worker in a shelter moves into a full time or part time shelter counsellor position or where a relief special event worker moves into a fundraising special event worker position)

When a relief worker moves into a different full time or part time job than the job she was performing she will be placed at the bottom of the grid for the new job or receive a two percent (2) increase whichever is greater

12 The term of the Agreement shall be from April 1 1999 to March 31 2002

13 No employee shall have her pay rate reduced as a result of the implementation of the grid

14 Effective April 1 2000 there will be an initial determination of each employees vacation entitlement as at that date For full time and part time employees the initial determination of vacation entitlement will be made based on their years of continuous service in accordance with Appendix D of the previous Collective Agreement For relief employees their seniority as at April 1 2000 will be used as the basis for determination oftheir entitlement to vacation pay in accordance with Article 2505

15 After April 1 2000 vacation entitlement for full time and part time employees will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

16 After April 1 2000 vacation pay entitlement for relief workers will accrue based on service ie hours paid with one year being equivalent to 1820 hours A maximum of 1820 hours can be credited in any 12 month period

17 Relief vacation pay will continue to be calculated separately and paid on each pay check as per Article 2505 of the Collective Agreement However it is agreed that effective April 1 2000 Article 2505 shall be amended to provide that relief workers who have 5 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 8 and that relief workers who have 10 years of service calculated in accordance with paragraph 8 shall receive vacation pay of 10 in lieu of the 6 rate specified

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18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell

48 bull

18 The Employer will top up the sick leave pool effective April 1 2000 to the level of Twenty-Five Hundred Dollars ($2500) and will top up the sick leave pool effective April 1st of each year to the level of Twenty-Five Hundred Dollars ($2500) to assist eligible employees who are ill and who have exhausted sick leave entitlement Appendix J paragraph G) will be amended to reflect this

19 Employees listed on the April 1 2000 seniority list and still in the employ of the YWCA on the date of ratification of this agreement by the union will be paid a signing bonus of $12500 (one hundred twenty five dollars) subject to any deductions required by law

20 Parties will finalize specific Collective Agreement language to reflect the above agreement by at the latest

21 All outstanding proposals and counterproposals not listed above are withdrawn

Dated May 200 at Peterborough

For the Employer For the Union

Lynn Zimmer Gwen Hewitt - Staff B McEwen Carol Wagner Donna Yuile Deb Weatherup

Elizabeth LeRoux Connie Thompson Shirley Bell