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SAULT STAR - TNG/CWA COLLECTIVE AGREEMENT

ADVERTISING

September 1, 2016 to August 31, 2021

PREAMBLE............................................................................................. ................ .2 SECTION 1 - RECOGNITION .................................................................................. 2 SECTION 2 - MANAGEMENT RIGHTS ................................................................... 3 SECTION 3 - UNION SECURITY ............................................................................. 4 SECTION 4 - GRIEVANCE PROCEDURE .............................................................. 4 SECTION 5 - NO STRIKE OR LOCKOUT....................................................... ....... 5 SECTION 6 - DELETED ........................................................................................... 5 SECTION 7 - UNION DUES ..................................................................................... 5 SECTION 8 - INFORMATION .................................................................................. 5 SECTION 9 - HOURS OF WORK ............................................................................ 6 SECTION 10 - OVERTIME ....................................................................................... 7 SECTION 11 - SENIORITY ...................................................................................... 8 SECTION 12 - REDUCTION IN THE WORK FORCE .............................................. 8 SECTION 13 - DISCHARGE AND DISCIPLINE ....................................................... 9 SECTION 14 - PROBATIONARY EMPLOYEES ...................................................... 9 SECTION 15 - PROMOTIONS ............................................................................... 10 SECTION 16 - SENIORITY PROTECTION............................................................ 10 SECTION 17 - LEAVES OF ABSENCE ................................................................. 11 SECTION 18 - EMPLOYEE EXPENSES ............................................................... 11 SECTION 19 - BULLETIN BOARD ........................................................................ 13 SECTION 20 - WORKPLACE ................................................................................ 13 SECTION 21 - RESPONSIBILITY ALLOWANCE .................................................. 13 SECTION 22 - CALL BACK.................................................................................... 14 SECTION 23 - SEVERANCE PAY ......................................................................... 14 SECTION 24 - OUTSIDE ACTIVITIES ................................................................... 14 SECTION 25- VACATIONS .................................................................................... 14 SECTION 26 - STATUTORY HOLIDAYS .............................................................. 17 SECTION 27 - PENSIONS ..................................................................................... 17 SECTION 28 - DELETED ....................................................................................... 18 SECTION 29 - HEALTH AND WELFARE .............................................................. 19 SECTION 30 - BEREAVEMENT LEAVE ................................................................ 19 SECTION 31 - JURY DUTY ................................................................................... 20 SECTION 32 - WAGES .......................................................................................... 20 DURATION OF AGREEMENT ............................................................................... 21 SCHEDULE “A” ...................................................................................................... 22 LETTER OF UNDERSTANDING RE: COLA .......................................................... 24 LETTER OF UNDERSTANDING RE: FREELANCE/SUB-CONTRACTORS..........25 LETTER OF UNDERSTANDING RE: CONTRACTING OUT ................................. 26 LETTER OF UNDERSTANDING RE: COMMISSION COMMITTEE .................... . 27 LETTER OF UNDERSTANDING RE: TRAINING ISSUES .................................... 28 LETTER OF UNDERSTANDING RE: AGE 65 ....................................................... 29 LETTER OF UNDERSTANDING RE: GROUP STRENGTH BENEFIT PLAN….…30

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ADVERTISING CONTRACT - LOCAL 746

PREAMBLE

THIS AGREEMENT IS MADE AND ENTERED INTO THIS 10th DAY OF JANUARY 2019, BY AND

BETWEEN THE SAULT STAR, A DIVISION OF POSTMEDIA CORPORATION, (HEREINAFTER

REFERRED TO AS THE EMPLOYER OR COMPANY), THROUGH ITS AUTHORIZED

REPRESENTATIVE AND TNG/CWA CANADA LOCAL 746 (HEREINAFTER REFERRED TO AS

THE UNION) BY ITS OFFICERS OR A COMMITTEE DULY AUTHORIZED TO ACT ON ITS

BEHALF.

SECTION 1 - RECOGNITION

1.01 THE EMPLOYER HEREBY RECOGNIZES THE UNION AS THE BARGAINING AGENT FOR

ALL EMPLOYEES OF THE EMPLOYER EMPLOYED IN THE ADVERTISING DEPARTMENT IN

SAULT STE. MARIE, ONTARIO, SAVE AND EXCEPT THE ADVERTISING MANAGER, RETAIL

ADVERTISING MANAGER, CLASSIFIED ADVERTISING MANAGER, BUSINESS DEVELOPMENT

MANAGER, PERSONS ABOVE THE RANK OF ADVERTISING MANAGER, RETAIL ADVERTISING

MANAGER, CLASSIFIED ADVERTISING MANAGER, AND BUSINESS DEVELOPMENT

MANAGER, PERSONS REGULARLY EMPLOYED FOR NOT MORE THAN TWENTY-FOUR (24)

HOURS PER WEEK, STUDENTS EMPLOYED DURING THE SCHOOL VACATION PERIOD AND

EMPLOYEES FOR WHOM ANY TRADE UNION HELD BARGAINING RIGHTS AS OF JULY 16,

1991.

1.02 AS SET OUT IN THE ONTARIO LABOUR RELATIONS BOARD DECISION OF AUGUST 16,

1991, THE PARTIES AGREE THAT POSITIONS WHICH ARE MANAGERIAL OR CONFIDENTIAL

WITH RESPECT TO LABOUR RELATIONS WITHIN THE MEANING OF THE LABOUR RELATIONS

ACT, ARE EXCLUDED FROM THE BARGAINING UNIT AND, IN THE EVENT OF ANY DISPUTE

WHICH CANNOT BE RESOLVED BETWEEN THEM WITH RESPECT TO WHETHER ANY

POSITION IS OR IS NOT MANAGERIAL OR CONFIDENTIAL IN MATTERS RELATING TO

LABOUR RELATIONS, THAT MATTER SHALL BE REFERRED TO THE BOARD PURSUANT TO

SECTION 106(2) OF THE LABOUR RELATIONS ACT FOR FINAL AND BINDING SETTLEMENT.

1.03(A) THE EMPLOYER UNDERTAKES THAT PART TIME AND TEMPORARY EMPLOYEES WILL

NOT BE EMPLOYED WHERE SUCH EMPLOYMENT WOULD DISPLACE A FULL TIME

EMPLOYEE.

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(B) IN THE EVENT OF THE ABSENCE OF FULL TIME EMPLOYEES, DUE TO MATERNITY AND

OTHER LEAVES OF ABSENCE, SICKNESS, DISABILITY, OR VACATIONS IT IS UNDERSTOOD

THAT THE HOURS OF WORK FOR PART TIME OR TEMPORARY EMPLOYEES MAY EXCEED

TWENTY-FOUR (24) HOURS PER WEEK, IN WHICH CASES THE UNION WILL BE NOTIFIED IN

WRITING PRIOR TO THE START OF THE SCHEDULING CHANGE.

(C) A PART TIME OR TEMPORARY EMPLOYEE WHO IS REPLACING A FULL TIME EMPLOYEE

DUE TO SICKNESS, DISABILITY, VACATION, OR A LEAVE OF ABSENCE OTHER THAN

MATERNITY MAY EXCEED 24 HOURS PER WEEK FOR UP TO 90 CALENDAR DAYS (UNLESS

EXTENDED BY MUTUAL AGREEMENT) WITHOUT CHANGING HIS/HER PART TIME OR

TEMPORARY STATUS.

(D) A PART TIME OR TEMPORARY EMPLOYEE WHO IS REPLACING A FULL TIME EMPLOYEE

ON MATERNITY LEAVE MAY EXCEED 24 HOURS PER WEEK FOR THE LENGTH OF THE

MATERNITY LEAVE WITHOUT CHANGING HIS/HER PART TIME OR TEMPORARY STATUS.

(E) IT IS UNDERSTOOD THAT WHEN SUCH AN EMPLOYEE REVERTS TO 24 HOURS OR LESS

PER WEEK, SECTIONS 12 AND 23 OF THE COLLECTIVE AGREEMENT SHALL NOT APPLY.

(F) THE EMPLOYER UNDERTAKES THAT IT WILL NOT USE A SUCCESSION OF SUCH PART

TIME OR TEMPORARY EMPLOYEES FOR THE PURPOSE OF AVOIDING A CHANGE IN STATUS

TO FULL TIME.

SECTION 2 - MANAGEMENT RIGHTS

2.01 THE UNION ACKNOWLEDGES THAT INSOFAR AS IT DOES NOT CONFLICT WITH THE

EXPRESS TERMS OF THIS AGREEMENT, IT IS THE EXCLUSIVE FUNCTION OF THE

EMPLOYER TO:

(A) HIRE, PROMOTE, DEMOTE, ASSIGN, LAY-OFF AND TRANSFER EMPLOYEES;

(B) GENERALLY MANAGE THE INDUSTRIAL ENTERPRISE IN WHICH THE EMPLOYER IS

ENGAGED, TO DIRECT THE WORKING FORCES, INCLUDING THE RIGHT TO PLAN, DIRECT

AND CONTROL OPERATIONS, TO, MAKE RULES AND REGULATIONS RELATING TO

DISCIPLINE AND SAFETY AND THE GENERAL CONDUCT OF EMPLOYEES; TO DETERMINE

THE PRODUCT OR PRODUCTS TO BE PRODUCED, THE SCHEDULE OF PRODUCTION AND

METHODS, PROCESSES AND MEANS OF PRODUCTION;

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(C) DISCHARGE OR DISCIPLINE EMPLOYEES PROVIDED THAT A CLAIM BY AN EMPLOYEE

THAT HE HAS BEEN DISCHARGED OR DISCIPLINED WITHOUT JUST CAUSE MAY BE THE

SUBJECT OF A GRIEVANCE.

SECTION 3 - UNION SECURITY

3.01 ALL PRESENT EMPLOYEES WHO ARE MEMBERS OF THE UNION SHALL REMAIN

MEMBERS OF THE UNION IN GOOD STANDING AS A CONDITION OF EMPLOYMENT.

3.02 ALL NEW EMPLOYEES ENTERING THE BARGAINING UNIT SHALL BECOME MEMBERS OF

THE UNION IN GOOD STANDING AS A CONDITION OF EMPLOYMENT AFTER COMPLETION OF

THE NINETY (90) CALENDAR DAY PROBATIONARY PERIOD.

SECTION 4 - GRIEVANCE PROCEDURE

4.01 IT IS THE MUTUAL DESIRE OF THE PARTIES THAT GRIEVANCES BE ADJUSTED AS

QUICKLY AS POSSIBLE. ANY GRIEVANCE ARISING FROM THE APPLICATION OR

INTERPRETATION OF THIS AGREEMENT SHALL FIRST BE DISCUSSED WITH THE

SUPERVISOR CONCERNED BY THE EMPLOYEE INVOLVED AND/OR THE UNION AS SOON AS

POSSIBLE OR WITHIN THIRTY (30) DAYS OF DISCOVERY OF THE INCIDENT OR

OCCURRENCE GIVING RISE TO THE GRIEVANCE WHICHEVER IS SOONER. THE

SUPERVISOR’S RESPONSE TO THE GRIEVANCE SHALL BE GIVEN NO LATER THAN SEVEN

(7) DAYS AFTER SAID DISCUSSION AND SHALL BE PROVIDED TO THE EMPLOYEE AND THE

UNION. FAILING SETTLEMENT, THE GRIEVANCE MAY BE TAKEN UP IN THE FOLLOWING

MANNER, PROVIDED IT IS PRESENTED WITHIN FIFTEEN (15) DAYS OF THE SUPERVISOR’S

REPLY.

4.02 THE UNION SHALL MAKE A WRITTEN PRESENTATION OF THE GRIEVANCE TO THE

EMPLOYER OR ITS REPRESENTATIVES. SUCH PRESENTATION SHALL OUTLINE THE

GRIEVANCE ALLEGED AND THE RELIEF SOUGHT. THE EMPLOYER OR ITS DESIGNATED

REPRESENTATIVES SHALL ANSWER ANY SUCH GRIEVANCE WITHIN SEVEN (7) DAYS OF ITS

SUBMISSION.

4.03 THE UNION MAY DESIGNATE A COMMITTEE, OF WHOM NOT MORE THAN TWO (2)

SHALL TAKE UP WITH THE EMPLOYER OR ITS REPRESENTATIVES ANY MATTER ARISING

FROM THE APPLICATION OR INTERPRETATION OF THE AGREEMENT AND THE EMPLOYER

OR ITS REPRESENTATIVES AGREE TO MEET THEM AS HEREINAFTER SET OUT.

4.04 IF ANY GRIEVANCE SUBMITTED IN ACCORDANCE WITH 4.01 IS NOT SETTLED WITHIN

THE PERIOD PROVIDED THEREIN (WHICH TIME MAY BE EXTENDED BY MUTUAL

AGREEMENT), THE GRIEVANCE MAY BE REFERRED BY NOTICE GIVEN BY THE COMMITTEE

WITHIN A FURTHER PERIOD OF THIRTY (30) DAYS TO THE EMPLOYER OR ITS

REPRESENTATIVES. THE EMPLOYER OR ITS REPRESENTATIVES SHALL MEET WITH THE

COMMITTEE WITHIN SEVEN (7) DAYS FOLLOWING RECEIPT OF SUCH NOTICE (WHICH TIME

MAY BE EXTENDED BY MUTUAL AGREEMENT). THE EMPLOYER OR ITS REPRESENTATIVES

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SHALL SUBMIT ITS ANSWER IN WRITING TO THE COMMITTEE WITHIN SEVEN (7) DAYS

AFTER SUCH MEETING.

4.05 IF ANY SUCH GRIEVANCE IS NOT SETTLED WITHIN THE PERIOD PROVIDED (WHICH

TIME MAY BE EXTENDED BY MUTUAL AGREEMENT), THE GRIEVANCE MAY BE REFERRED

TO ARBITRATION BY THE COMMITTEE.

4.06 THE TERMS OF THIS AGREEMENT SHALL REMAIN IN FORCE WHILE NEGOTIATIONS

AND/OR ARBITRATION PROCEEDINGS ARE BEING CARRIED OUT.

SECTION 5 - NO STRIKE OR LOCKOUT

5.01 IN VIEW OF THE ORDERLY PROCEDURE FOR SETTLING GRIEVANCES, THE COMPANY

AGREES THAT THERE WILL BE NO LOCKOUT OF ITS EMPLOYEES AND THE UNION AND THE

EMPLOYEES AGREE THAT THERE WILL BE NO STRIKE OR OTHER COLLECTIVE ACTION

WHICH WILL STOP, CURTAIL, OR IN ANY WAY, OTHERWISE INTERFERE WITH THE WORK OF

THE COMPANY'S OPERATIONS DURING THE TIME WHEN THE PROVISIONS OF THE

COLLECTIVE AGREEMENT ARE EFFECTIVE.

SECTION 6 - DELETE

SECTION 7 - UNION DUES

7.01 THE EMPLOYER AGREES TO DEDUCT MONTHLY FROM THE WAGES OF THE

EMPLOYEES COVERED BY THIS AGREEMENT, SUCH REGULAR UNION DUES AS ARE DUE

FROM SUCH EMPLOYEES. THE UNION WILL ADVISE THE EMPLOYER IN WRITING OF THE

SPECIFIC MONETARY AMOUNT OF SUCH DUES. THE EMPLOYER WILL REMIT SUCH MONIES

TO THE UNION AS SOON AS POSSIBLE FOLLOWING THE TIME OF DEDUCTION. THE UNION

AGREES TO SAVE THE EMPLOYER HARMLESS FROM ANY LIABILITY ASSERTED AGAINST IT

WITH REGARD TO THE COLLECTION OR REMITTANCE OF UNION DUES. THE EMPLOYER

SHALL PROVIDE THE UNION NOT LATER THAN FEBRUARY 28TH WITH A STATEMENT OF THE

AMOUNT OF DUES REMITTED TO THE UNION ON BEHALF OF EACH EMPLOYEE IN THE

BARGAINING UNIT IN THE PRECEDING CALENDAR YEAR.

SECTION 8 - INFORMATION

8.01(A) THE EMPLOYER SHALL SUPPLY THE UNION WITH THE FOLLOWING INFORMATION

FOR EACH NEW EMPLOYEE HIRED AFTER THE SIGNING OF THIS AGREEMENT:

(1) NAME, ADDRESS

(2) DATE OF HIRING

(3) CLASSIFICATION

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(4) RATE OF PAY

8.01 (B) THE COMPANY SHALL NOTIFY THE SECRETARY-TREASURER OF THE UNION EACH

PAY PERIOD OF ANY CHANGE IN THE EMPLOYEE WAGE RATES AS ESTABLISHED IN THIS

AGREEMENT.

8.01 (C) AN EMPLOYEE SHALL HAVE THE RIGHT TO VIEW HIS OR HER PERSONNEL FILE.

8.01 (D) THE UNION WILL SUPPLY THE EMPLOYER WITH THE NAMES OF ITS STEWARDS AND

OTHER LOCAL UNION REPRESENTATIVES AND KEEP THIS LISTING CURRENT.

SECTION 9 - HOURS OF WORK

9.01 SEVEN AND ONE-HALF (7 1/2) HOURS OF WORK SHALL CONSTITUTE A NORMAL DAY

OR NIGHT SHIFT. DAY SHIFTS SHALL BEGIN AND END BETWEEN SEVEN (7) A.M. AND SEVEN

(7) P.M. ANY SHIFT NOT BEGINNING AND ENDING BETWEEN SEVEN (7) A.M. AND SEVEN (7)

P.M. SHALL CONSTITUTE A NIGHT SHIFT. A NORMAL WORK WEEK WILL BE FIVE (5) DAYS OF

WORK.

9.02 AN UNPAID LUNCH PERIOD OF AT LEAST THIRTY (30) MINUTES AND NOT MORE THAN

ONE HOUR SHALL BE ALLOWED FOR EACH SHIFT. THIS TIME SHALL NOT BE COUNTED IN

ACCUMULATING HOURS OF WORK. THE UNPAID LUNCH PERIOD SHALL BE SCHEDULED

NEAR THE MIDDLE OF AN EMPLOYEE’S SHIFT DEPENDENT UPON WORK REQUIREMENTS.

EACH EMPLOYEE (EXCEPT OUTSIDE SALES STAFF) SHALL BE ALLOWED TWO (2) FIFTEEN

(15) MINUTE PAID BREAKS DURING EACH SHIFT. ONE BREAK SHALL BE IN THE FIRST HALF

OF THE EMPLOYEE’S SHIFT AND THE OTHER BREAK SHALL BE IN THE SECOND HALF OF

THE SHIFT AND SUCH TIME SHALL BE COUNTED IN ACCUMULATING HOURS OF WORK.

9.03 WORK SCHEDULES SHALL BE POSTED NO LATER THAN NOON ON THE WEDNESDAY

PRECEDING THE SUNDAY TO SATURDAY WEEK TO WHICH THEY APPLY, EXCEPT THAT

SCHEDULED STARTING TIMES MAY BE CHANGED IF NOTICE OF THE CHANGE IS GIVEN BY

NOON OF THE PREVIOUS DAY AND DAYS OFF MAY BE CHANGED BY GIVING TWO (2) WEEKS

NOTICE TO THE EMPLOYEE. DAYS OFF OR STARTING TIMES MAY BE CHANGED WITHOUT

NOTICE WHERE AN EMERGENCY ARISES. THERE SHALL BE A MINIMUM OF NINE (9) HOURS

BETWEEN THE CONCLUSION OF ONE REGULARLY SCHEDULED SHIFT AND THE BEGINNING

OF THE NEXT REGULARLY SCHEDULED SHIFT.

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9.04 NO EMPLOYEE WORKING A NORMAL DAY OR NIGHT SHIFT SHALL BE PAID FOR LESS

THAN SEVEN AND ONE HALF (7 1/2) HOURS, EXCEPT WHEN DISCHARGED FOR CAUSE OR

EXCUSED AT THE EMPLOYEE’S REQUEST.

9.05 (A) THE EMPLOYER WILL NOT SCHEDULE AN EMPLOYEE TO WORK BEYOND 4:00 P.M.

ON THE SHIFT PRIOR TO HIS/HER VACATION PERIOD SO LONG AS PRODUCTION NEEDS

ARE MET.

9.05 (B) THE COMPANY WILL SCHEDULE TWO CONSECUTIVE DAYS OFF IN EACH FINANCIAL

WEEK FOR ALL EMPLOYEES IN THE BARGAINING UNIT EXCEPT IN EMERGENCY

SITUATIONS.

9.06 AN ADVERTISING ASSEMBLER WHO WORKS A NIGHT SHIFT SHALL BE PAID A PREMIUM

OF $14.00 PER SHIFT.

SECTION 10 - OVERTIME

10.01 ALL TIME WORKED IN EXCESS OF A NORMAL SHIFT OR A NORMAL WORK WEEK

SHALL BE OVERTIME. OVERTIME SHALL BE WORKED WHEN REQUIRED BY THE EMPLOYER.

10.02 THE OVERTIME RATE SHALL BE TIME AND ONE-HALF FOR THE HOURS WORKED, OR,

BY MUTUAL AGREEMENT BETWEEN THE EMPLOYER AND THE EMPLOYEE, EQUAL TIME

OFF. IT IS UNDERSTOOD THAT EQUAL TIME OFF SHALL BE INTERPRETED TO MEAN EACH

HOUR OF OVERTIME SHALL CONSTITUTE ONE AND ONE-HALF (1 1/2) HOURS WHERE TAKEN

AS TIME OFF. ANY SUCH TIME OFF ACCRUED MUST BE TAKEN WITHIN (60) CALENDAR

DAYS UNLESS EXTENDED BY MUTUAL AGREEMENT BETWEEN THE EMPLOYER AND THE

EMPLOYEE.

10.03 IT IS UNDERSTOOD THAT THIS SECTION 10 SHALL NOT APPLY TO OUTSIDE SALES

REPRESENTATIVES.

10.04 COPIES OF OVERTIME RECORDS SHALL BE PROVIDED WHEN REQUESTED BY THE

UNION, BUT NOT MORE FREQUENTLY THAN ONCE A QUARTER.

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SECTION 11 - SENIORITY

11.01 FOR THE PURPOSES OF THIS AGREEMENT, SENIORITY SHALL BE DEFINED AS

LENGTH OF CONTINUOUS EMPLOYMENT WITH THE EMPLOYER. SENIORITY SHALL BECOME

EFFECTIVE ONLY AFTER AN EMPLOYEE HAS COMPLETED A NINETY (90) CALENDAR DAY

PROBATIONARY PERIOD AND SHALL THEN BE COMPUTED FROM THE DAY OF HIRE.

11.02 AN ADDITIONAL NINETY (90) CALENDAR DAY PROBATIONARY PERIOD WILL, UPON

MUTUAL AGREEMENT OF THE PARTIES, APPLY TO OUTSIDE SALES REPRESENTATIVES

HIRED SUBSEQUENT TO JANUARY 1, 2001. THE PURPOSE OF ANY SUCH EXTENSION

WOULD BE TO ENSURE THAT A NEW EMPLOYEE IS PROPERLY EVALUATED, AND NOT TO BE

USED FOR THE HIRING OF INDIVIDUALS FOR SHORT-TERM SPECIAL PROJECTS.

SECTION 12 - REDUCTION IN THE WORK FORCE

12.01 WHENEVER THE EMPLOYER DECREASES THE WORK FORCE, THE EMPLOYEES WILL

BE LAID OFF ON THE BASIS OF THE REVERSE ORDER OF SENIORITY WITHIN THEIR

CLASSIFICATION, PROVIDED THOSE REMAINING ARE QUALIFIED AND CAPABLE TO

PERFORM THE WORK REQUIRED.

12.02(A) EMPLOYEES LAID OFF DUE TO A REDUCTION IN THE WORK FORCE SHALL BE

PLACED ON A REHIRING LIST. WHEN HIRING FOR JOBS COVERED BY THIS AGREEMENT

(OTHER THAN FOR POSITIONS OF A TEMPORARY OR EMERGENCY NATURE) THE

EMPLOYER SHALL GIVE PREFERENCE TO SUCH PERSONS IN REVERSE ORDER TO THAT IN

WHICH THEY WERE LAID OFF UNTIL SUCH LIST IS EXHAUSTED, PROVIDED THAT THE

PERSONS TO BE RECALLED ARE QUALIFIED AND CAPABLE OF PERFORMING THE WORK

AVAILABLE. PERSONS SHALL BE MAINTAINED ON THE REHIRING LIST UNTIL RECALLED OR

UNTIL EIGHTEEN (18) MONTHS HAVE ELAPSED SINCE THE TIME OF LAYOFF, WHICHEVER

OCCURS FIRST.

THE EMPLOYER RECOGNIZES THAT EVERY REASONABLE EFFORT SHALL BE MADE TO

LESSEN THE IMPACT ON EMPLOYEES OF LOSS OF EMPLOYMENT AND WILL DISCUSS WITH

THE UNION 30 DAYS IN ADVANCE OF ANY LAYOFF, WAYS AND MEANS WHICH MAY LESSEN

THEIR IMPACT. DURING THE DISCUSSION, THE EMPLOYER SHALL INFORM THE UNION OF

THE NUMBER AND CLASSIFICATION AFFECTED. THE EMPLOYER SHALL ALSO NOTIFY THE

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AFFECTED EMPLOYEES IN ADVANCE OF THE PROPOSED LAYOFF. AT LEAST 30 DAYS IN

ADVANCE OF THE LAYOFF, THE EMPLOYER SHALL ACCEPT VOLUNTARY RESIGNATIONS

FROM BARGAINING UNIT EMPLOYEES IN THE CLASSIFICATIONS INVOLVED. THE NUMBER

OF BARGAINING UNIT EMPLOYEES TO BE LAID OFF SHALL BE REDUCED ACCORDINGLY.

SECTION 13 -DISCHARGE AND DISCIPLINE

13.01 A UNION REPRESENTATIVE SHALL BE PRESENT WHEN AN EMPLOYEE IS

DISCHARGED. IF AN EMPLOYEE IS TO BE DISCIPLINED HE/SHE MAY REQUEST THAT A

UNION REPRESENTATIVE BE PRESENT. THIS REQUEST SHALL BE GRANTED PROVIDED THE

UNION REPRESENTATIVE IS AVAILABLE IN THE BUILDING.

13.02 WHERE THE CONDUCT OR EFFICIENCY OF AN EMPLOYEE REACHES A STAGE WHERE

AN EXPRESSION OF EXTREME DISSATISFACTION IS NECESSARY, THE COMPANY SHALL SO

ADVISE THE EMPLOYEE IN WRITING. THE COMPANY WILL ALSO ADVISE THE UNION IN

WRITING.

13.03 WHEN AN EMPLOYEE IS DISCHARGED FOR ANY REASON, HE/SHE MAY DEMAND, AND

THE EMPLOYER SHALL GIVE IN WRITING, THE REASONS FOR DISCHARGE, PROVIDED SUCH

DEMAND IS MADE WITHIN SEVENTY-TWO (72) HOURS AFTER THE EMPLOYEE IS INFORMED

OF HIS/HER DISCHARGE.

13.04 IN THE EVENT A SALES REPRESENTATIVE LOSES HIS/HER DRIVER'S LICENCE AS A

RESULT OF A DRIVING OFFENSE, HIS/HER EMPLOYMENT WILL NOT BE TERMINATED, NOR

WILL HE/SHE BE RE-ASSIGNED TO ANOTHER POSITION, PROVIDED HE/SHE MAINTAINS A

SATISFACTORY LEVEL OF JOB PERFORMANCE, AND ALSO ARRANGES ALTERNATIVE

TRANSPORTATION AT HIS/HER OWN EXPENSE. PRIOR TO ARRANGING ALTERNATIVE

TRANSPORTATION THE EMPLOYEE MUST OBTAIN THE APPROVAL OF THE COMPANY AND

THE ALTERNATE DRIVER MUST PROVIDE AN INDEMNIFICATION AGREEMENT

SATISFACTORY TO THE COMPANY.

SECTION 14 - PROBATIONARY EMPLOYEES

14.01 THE EMPLOYER MAY DISMISS A PROBATIONARY EMPLOYEE FOR ANY REASON

PROVIDED IT DOES NOT ACT IN BAD FAITH.

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SECTION 15 - PROMOTIONS

15.01 WHERE THE EMPLOYER DETERMINES THAT A VACANCY EXISTS, PRESENT

EMPLOYEES, FOR WHOM THE JOB WOULD BE A PROMOTION, WILL BE GIVEN FIRST

OPPORTUNITY TO APPLY. NOTICE OF ANY VACANCIES SHALL BE POSTED ON THE

BULLETIN BOARD. EMPLOYEES ENTITLED TO APPLY MUST SUBMIT WRITTEN APPLICATION

WITHIN EIGHT (8) CALENDAR DAYS OF SUCH NOTIFICATION IN ORDER TO BE CONSIDERED.

WHERE TWO OR MORE EMPLOYEES APPLY, THE VACANCY WILL BE FILLED ON THE BASIS

OF SENIORITY, SKILLS, QUALIFICATIONS, AND ABILITY. WHERE SKILLS QUALIFICATIONS

AND ABILITY ARE EQUAL, SENIORITY SHALL GOVERN.

15.02 EMPLOYEES PROMOTED PURSUANT TO THIS CLAUSE WILL BE SUBJECT TO A

PROBATIONARY PERIOD OF THIRTY (30) CALENDAR DAYS IN WHICH THE EMPLOYER WILL

RETURN THE EMPLOYEE TO HIS/HER PREVIOUS CLASSIFICATION WHERE IT IS

DETERMINED THAT THE EMPLOYEE’S PERFORMANCE IS NOT SATISFACTORY.

15.03 NOTHING IN THIS ARTICLE WILL PRECLUDE AN EMPLOYEE FROM APPLYING FOR A

VACANCY WHICH WOULD BE A DEMOTION FOR SUCH EMPLOYEE.

SECTION 16 - SENIORITY PROTECTION

16.01 AN EMPLOYEE SHALL LOSE ALL SENIORITY RIGHTS AND EMPLOYMENT IN THE EVENT

THAT:

(A) THE EMPLOYEE QUITS.

(B) THE EMPLOYEE IS DISCHARGED FOR JUST CAUSE.

(C) THE EMPLOYEE HAS BEEN LAID OFF OR HAS BEEN AWAY FROM WORK FOR A PERIOD

OF EIGHTEEN (18) MONTHS, OR AWAY FROM WORK DUE TO ILLNESS OR ACCIDENT FOR A

PERIOD OF TWENTY-FOUR (24) MONTHS. PERSONS ON LONG TERM DISABILITY WILL

CONTINUE TO RECEIVE BENEFITS OF LONG TERM DISABILITY PURSUANT TO THE PLAN.

(D) THE EMPLOYEE FAILS TO REPORT FOR WORK WITHIN TEN (10) DAYS AFTER

NOTIFICATION OF RECALL TO WORK FOLLOWING LAYOFF.

(E) THE EMPLOYEE FAILS TO REPORT FOR WORK AFTER AN AUTHORIZED LEAVE OF

ABSENCE WITHOUT PROVIDING A REASONABLE EXPLANATION.

(F) THE EMPLOYEE HAS BEEN ABSENT WITHOUT PERMISSION OR PROPER NOTIFICATION

FOR THREE WORKING DAYS AND HAS NOT PROVIDED A REASONABLE EXPLANATION.

(G) THE EMPLOYEE RETIRES.

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SECTION 17 - LEAVES OF ABSENCE

17.01(A) LEAVES OF ABSENCE MAY BE GRANTED AT THE DISCRETION OF THE EMPLOYER.

THE EMPLOYER SHALL NOTIFY THE UNION OF ANY LEAVES OF ABSENCE GRANTED.

17.01 (B) AN EMPLOYEE GRANTED A LEAVE OF ABSENCE OF UP TO THREE MONTHS IN A

GIVEN 12-MONTH PERIOD SHALL ACCUMULATE SENIORITY WHILE ON SUCH LEAVE.

17.01 (C) AN EMPLOYEE GRANTED A LEAVE OF ABSENCE OF MORE THAN THREE MONTHS

IN A GIVEN 12-MONTH PERIOD SHALL NOT ACCUMULATE SENIORITY WHILE ON SUCH

LEAVE BUT SHALL RETAIN ALL SENIORITY ACCUMULATED PRIOR TO THE START OF SUCH

LEAVE.

17.02 MATERNITY AND PARENTAL LEAVE WILL BE IN ACCORDANCE WITH THE

EMPLOYMENT STANDARDS ACT OF ONTARIO. SENIORITY WILL CONTINUE TO ACCRUE

DURING THE LEAVE, AS IF THE EMPLOYEE WERE ACTIVELY AT WORK.

17.03 UPON REQUEST, A LEAVE OF ABSENCE WITHOUT PAY SHALL BE GRANTED TO ONE

EMPLOYEE ELECTED OR APPOINTED AS A DELEGATE TO CONVENTIONS OR SPECIAL

MEETINGS OF THE NEWSPAPER GUILD, FOR NOT MORE THAN A TOTAL OF TWO (2) WEEKS

IN ANY ONE CALENDAR YEAR, PROVIDED FOUR (4) WEEKS NOTICE IS GIVEN TO THE

EMPLOYER AND FURTHER PROVIDED SUCH ABSENCE WOULD NOT INTERFERE WITH THE

OPERATIONAL REQUIREMENTS OF THE EMPLOYER.

SECTION 18 - EMPLOYEE EXPENSES

18.01 (A) EMPLOYEES REQUIRED BY THE EMPLOYER TO USE THEIR PERSONAL

AUTOMOBILE IN THE PERFORMANCE OF DUTIES FOR THE EMPLOYER SHALL BE PAID

AUTOMOBILE EXPENSES IN ACCORDANCE WITH THE EMPLOYER’S MILEAGE POLICY. FOR

EMPLOYEES WHO ARE NOT REQUIRED BY THE EMPLOYER TO SO USE THEIR PERSONAL

AUTOMOBILE, TAXI AND BUS FARES WILL BE PAID BY THE EMPLOYER WHEN AN EMPLOYEE

IS REQUIRED BY THE EMPLOYER TO USE SUCH TRANSPORTATION IN THE COURSE OF

SUCH DUTIES. IT IS UNDERSTOOD BY THE PARTIES THAT THE PAST PRACTICE WILL

CONTINUE IN REGARD TO ALTERNATIVE TRANSPORTATION ARRANGEMENTS IN THE CASE

OF AN EMPLOYEE’S AUTOMOBILE BEING TEMPORARILY UNAVAILABLE AS A RESULT OF

SERVICING OR REPAIRS.

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18.01(B) THE COMPANY AGREES TO PAY WEEKLY MILEAGE ALLOWANCES OF 43 CENTS

PER KILOMETRE, EFFECTIVE APRIL 1, 2013, 46 CENTS PER KILOMETRE SEPTEMBER 1, 2013,

48 CENTS PER KILOMETRE SEPTEMBER 1, 2014 AND 50 CENTS PER KILOMETRE, EFFECTIVE

SEPTEMBER 1, 2015.

18.01(C) EMPLOYEES WHO ARE REQUIRED BY THE EMPLOYER TO USE THEIR PERSONAL

AUTOMOBILE IN THE PERFORMANCE OF DUTIES FOR THE EMPLOYER MUST SATISFY THE

BUSINESS MANAGER THAT THEY HAVE BUSINESS INSURANCE COVERAGE AND ARE

ADEQUATELY INSURED (MINIMUM PUBLIC LIABILITY AND PROPERTY DAMAGE REQUIRED --

$1,000,000). THE EMPLOYER AGREES TO PAY THE DIFFERENCE IN COST BETWEEN THE

EMPLOYEE’S PRIVATE AND BUSINESS INSURANCE COVERAGE.

UPON RECEIPT OF AN INVOICE SETTING OUT THE DIFFERENCE BETWEEN PERSONAL AND

BUSINESS INSURANCE, EMPLOYEES WILL BE REIMBURSED THE TOTAL DIFERENCE VIA

PAYROLL DEPOSIT. FOR CLARITY, THIS DIFFERENCE WILL BE SHOWN AS INCOME ON PAY

STATEMENTS WITH APPROPRIATE INCOME TAX, CPP AND EI DEDUCTIONS TAKEN AND

THEN ALSO REIMBURSED THE VALUE OF THE INCOME TAX, CPP AND EI SO THAT THE

EMPLOYEE IS MADE WHOLE.

18.02 THE COMPANY WILL CONTINUE THE PRESENT PRACTICE OF COMPENSATING

EMPLOYEES WHO INCUR AUTHORIZED EXPENSES RELATED TO THEIR JOB

RESPONSIBILITIES.

18.03 EMPLOYEES REQUIRED TO REMAIN OVERNIGHT ON ASSIGNMENT SHALL RECEIVE

REASONABLE EXPENSES FOR MEALS AND LODGING.

18.04 THE PUBLISHER AGREES TO DEAL FAIRLY WITH CLAIMS FOR DAMAGES TO

PERSONAL PROPERTY, CLOTHES ETC, IF THE DAMAGES WERE INCURRED DURING THE

COURSE OF BUSINESS.

18.05 THE EMPLOYER WILL REIMBURSE AN EMPLOYEE (EXCLUDING OUTSIDE SALES

REPRESENTATIVES) UP TO TWELVE DOLLARS ($12.00) FOR A MEAL WHERE THE EMPLOYEE

IS REQUIRED TO WORK TWO (2) HOURS BEYOND A SCHEDULED DAY OR NIGHT SHIFT ON

AN OVERTIME BASIS, PROVIDED THE EMPLOYEE SUBMITS A RECEIPT.

18.06 THE EMPLOYER WILL PROVIDE CELL PHONES AND A CELL PHONE PLAN FOR

EMPLOYEES WHO REQUIRE THEM DURING THE COURSE OF THEIR DUTIES.

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SECTION 19 - BULLETIN BOARD

19.01 THE COMPANY AGREES TO PROVIDE THE UNION WITH SPACE ON A SUITABLY

PLACED BULLETIN BOARD.

SECTION 20 - WORKPLACE

20.01 THE EMPLOYER AGREES TO FURNISH A CLEAN, HEALTHFUL AND SUFFICIENTLY

VENTILATED, HEATED AND LIGHTED PLACE FOR THE PERFORMANCE OF WORK. ALL

MACHINES OR APPARATUS OPERATED IN THE ADVERTISING DEPARTMENT OR IN ROOMS

ADJACENT THERETO FROM WHICH DUST, GASES OR OTHER IMPURITIES ARE PRODUCED

OR GENERATED, SHALL BE EQUIPPED IN SUCH A MANNER AS TO PROTECT THE HEALTH

OF THE EMPLOYEES.

SECTION 21 - RESPONSIBILITY ALLOWANCE

21.01 WHEN THE EMPLOYER TEMPORARILY ASSIGNS AN EMPLOYEE TO A HIGHER

CLASSIFICATION FOR ONE (1) SHIFT OR MORE, SHE/HE SHALL RECEIVE THE FIRST RATE IN

THE CLASSIFICATION TO WHICH SHE/HE IS ASSIGNED THAT IS ABOVE HER/HIS REGULAR

RATE, RETROACTIVE TO THE COMMENCEMENT OF THE ASSIGNMENT. THE AMOUNT OF

INCREASE SHALL NOT BE LESS THAN SEVENTY-FIVE CENTS ($.75) PER HOUR, EXCEPT

THAT IN NO CIRCUMSTANCES WILL SHE/HE BE PAID MORE THAN THE SCALE RATE FOR

THE HIGHER CLASSIFICATION.

21.02 WHEN AN EMPLOYEE IS TEMPORARILY ASSIGNED TO A LOWER CLASSIFICATION,

SHE/HE SHALL MAINTAIN HER/HIS CURRENT RATE.

21.03 NOTWITHSTANDING ARTICLE 21.01 ABOVE, WHEN THE EMPLOYER TEMPORARILY

ASSIGNS AN EMPLOYEE TO THE POSITION OF CLASSIFIED SUPERVISOR FOR ONE SHIFT

OR MORE SHE/HE SHALL RECEIVE A PREMIUM OF $1.00 PER HOUR ABOVE HER/HIS

REGULAR RATE, RETROACTIVE TO THE COMMENCEMENT OF THE ASSIGNMENT, EXCEPT

THAT IN NO CIRCUMSTANCES WILL SHE/HE BE PAID MORE THAN THE SCALE RATE FOR

THE CLASSIFIED SUPERVISOR.

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SECTION 22 - CALL BACK

22.01 ANY EMPLOYEE CALLED BACK TO WORK AFTER WORKING THE FULL HOURS OF

HIS/HER NORMAL SHIFT SHALL BE PAID NOT LESS THAN THREE (3) HOURS AT THE

OVERTIME RATE.

SECTION 23 - SEVERANCE PAY

23.01 IN THE EVENT OF A CONSOLIDATION OR SUSPENSION OF OPERATIONS OR A

REDUCTION OF THE WORK FORCE, EMPLOYEES WILL RECEIVE 2.6 WEEKS PER YEAR OF

SERVICE UP TO A MAXIMUM OF SIXTY (60) WEEKS.

23.02 WHEN AN EMPLOYEE ELECTS TO TAKE SEVERANCE PAY IN THESE CIRCUMSTANCES

HE/SHE WAIVES ALL RIGHTS OF RECALL UNDER THE PROVISIONS OF THIS CONTRACT.

SECTION 24 - OUTSIDE ACTIVITIES

24.01 EMPLOYEES SHALL BE FREE TO ENGAGE IN ACTIVITIES OUTSIDE WORKING HOURS

PROVIDED SUCH ACTIVITIES DO NOT CONFLICT WITH THE EMPLOYEE’S REGULAR DUTIES

OR WITH THE INTERESTS OF THE EMPLOYER.

SECTION 25- VACATIONS

25.01 (B) VACATION PAY WILL BE CALCULATED AT 1.923 PER CENT PER WEEK OF

VACATION ENTITLEMENT MULTIPLIED BY THE TOTAL EARNINGS OF THE EMPLOYEE IN THE

PREVIOUS CALENDAR YEAR, EXCEPT IN THE CASE OF A NEW EMPLOYEE. IT IS

UNDERSTOOD THAT TOTAL EARNINGS INCLUDE PREVIOUSLY PAID VACATION PAY.

25.01 (C) A NEW EMPLOYEE WILL RECEIVE VACATION PAY CALCULATED AT 4 PER CENT OF

HIS/HER TOTAL EARNINGS FROM THE DATE OF HIRE TO DECEMBER 31 OF THAT YEAR.

25.02 ANY EMPLOYEE WHOSE EMPLOYMENT IS TERMINATED, VOLUNTARILY OR

OTHERWISE, SHALL BE ENTITLED TO AND RECEIVE HIS/HER VACATION CREDIT ON A PRO-

RATED BASIS.

25.03 ANY EMPLOYEE SHALL RECEIVE AN ADDITIONAL DAY OF VACATION, OR A DAY'S PAY

IN LIEU THEREOF, FOR EACH RECOGNIZED HOLIDAY OCCURRING DURING HIS/HER

VACATION.

THE PARTIES AGREE TO THE IMPLEMENTATION OF THE NEW FISCAL VACATION POLICY

EFFECTIVE SEPTEMBER 1, 2019. (THE TRANSITION TO THIS PLAN IS FROM JANUARY 1, 2018

TO AUGUST 31, 2019). ANYONE CURRENTLY RECEIVING SIX WEEKS’ VACATION AT THE

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DATE OF RATIFICATION OF THIS AGREEMENT, OR DURING THE LIFE OF THIS COLLECTIVE

AGREEMENT EXPIRING AUGUST 31, 2021, OR EVEN THE NEXT COLLECTIVE AGREEMENT

SHALL BE GRANDFATHERED AT SIX WEEKS.

THE COMPANY MAINTAINS THE RIGHT TO SCHEDULE UNUSED AND NONSCHEDULED

VACATION TIME PRIOR TO THE END OF THE FISCAL YEAR.

EMPLOYEES CAN CARRY UP TO FIVE (5) DAYS OF VACATION FROM ONE YEAR TO THE

NEXT. EMPLOYEES WILL COMPLETE THE VACATION CARRYOVER FORM AND SUBMIT FOR

APPROVAL TO THE EMPLOYEE’S SUPERVISOR. THIS TIME MUST BE USED WITHIN THE

FIRST THREE MONTHS OF THE FISCAL YEAR UNLESS OTHER ARRANGEMENTS HAVE BEEN

MADE WITH THE EMPLOYEE’S SUPERVISOR.

PART TIME EMPLOYEES: VACATION PAY SHALL BE ADMINISTERED WITH THE CRITERIA AS

DEFINED IN THE EMPLOYMENT STANDARDS ACT. THE VACATION PAYMENT OF FOUR (4)

PER CENT SHALL BE PAID OUT EACH PAY CYCLE.

Service Vacation Entitlement Based on Years of Service

Less than 1 year accrue at a rate of 1.25 days/month

1 to 6 years accrue at a rate of 1.25 days/month (3 weeks/year)

7 to 14 years accrue at a rate of 1.67 days/month (4 weeks/year)

15 years and greater accrue at a rate of 2.08 days/month (5 weeks/year)

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25.04 ANYONE TAKING HIS OR HER FIRST CHOICE VACATION BETWEEN JANUARY 1ST TO

MARCH 31ST WILL RECEIVE ONE EXTRA DAY VACATION FOR EVERY WEEK WHICH IS TAKEN

IN THAT PERIOD (MAXIMUM TWO (2) DAYS) AND THE EXTRA DAYS FOR WHICH A PERSON

QUALIFIES MUST BE TAKEN AT THIS TIME. VACATION PAY FOR SUCH EXTRA DAYS WILL BE

CALCULATED BY DIVIDING THE TOTAL VACATION PAY OF THE EMPLOYEE AS DETERMINED

IN 25.01 (B) AND (C) ABOVE BY THE NUMBER OF BASIC VACATION DAYS TO WHICH HE/SHE

IS ENTITLED, AND SHALL BE IN ADDITION TO HIS/HER BASIC VACATION PAY ENTITLEMENT.

25.05 (A) A PERSON WHO IS OFF ON VACATION AND WHO BECOMES SICK DURING HIS/HER

VACATION SHALL NOT RECEIVE SICK PAY FOR THE PERIOD OF VACATION.

25.05 (B) A PERSON WHO IS OFF SICK WHEN HIS/HER SCHEDULED VACATION BECOMES

DUE SHALL HAVE HIS/HER VACATION RESCHEDULED TO A LATER DATE.

25.06 EMPLOYEES MAY HAVE A CHOICE OF VACATION SCHEDULE IN ACCORDANCE WITH

THEIR SENIORITY STANDING.

25.07 PREGNANCY/PARENTAL LEAVES IN ACCORDANCE WITH THE EMPLOYMENT

STANDARDS ACT SHALL BE CONSIDERED TO BE CONTINUOUS SERVICE FOR PURPOSES

OF THE ACCRUAL OF VACATION PAY. SUCH VACATION PAY WILL BE CALCULATED IN

ACCORDANCE WITH 25.01 (B) AND (C) ABOVE, BUT TOTAL EARNINGS WILL BE DEEMED TO

INCLUDE THE AMOUNT OF EARNINGS THE EMPLOYEE WOULD HAVE EARNED HAD SHE/HE

NOT BEEN ABSENT DURING THE PREGNANCY/PARENTAL LEAVE, BASED ON HER/HIS

STRAIGHT-TIME HOURLY RATE.

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SECTION 26 - STATUTORY HOLIDAYS

26.01 ALL WORK PERFORMED BY EMPLOYEES ON A STATUTORY HOLIDAY SHALL BE PAID

FOR AT DOUBLE TIME AND A FURTHER DAY OFF SHALL BE GRANTED WITHIN SIXTY (60)

CALENDAR DAYS OR THE EMPLOYEE SHALL RECEIVE A DAY’S PAY IN LIEU OF SAID DAY.

26.02 THE RECOGNIZED HOLIDAYS ARE: NEW YEAR’S DAY, VICTORIA DAY, CIVIC HOLIDAY,

THANKSGIVING DAY, BOXING DAY, GOOD FRIDAY, CANADA DAY, LABOUR DAY, FAMILY DAY,

CHRISTMAS DAY, THE EMPLOYEE’S BIRTHDAY, OR DAYS LEGALLY OBSERVED AS SUCH.

26.03 THE HOLIDAY SHALL BEGIN AT 12:01 A.M. ON THE HOLIDAY OR DAY LEGALLY

OBSERVED AS SUCH, AND CONTINUE FOR THE SUCCEEDING TWENTY-FOUR (24) HOURS.

ALL EMPLOYEES SCHEDULED TO WORK ON THE ABOVE NAMED HOLIDAYS SHALL RECEIVE

STRAIGHT TIME PAY WHEN NOT REQUIRED TO REPORT.

26.04 WHEN A HOLIDAY FALLS ON AN EMPLOYEE’S NORMAL DAY OFF, HE/SHE SHALL BE

GIVEN ANOTHER DAY OFF WITH PAY WITHIN SIXTY (60) CALENDAR DAYS ON A DATE

MUTUALLY AGREED UPON. IF WORK REQUIREMENTS PREVENT THE GRANTING OF SUCH

ADDITIONAL DAY OFF, THE EMPLOYEE SHALL BE PAID ONE DAY’S PAY IN LIEU THEREOF.

26.05 ANY SHIFT WHICH BEGINS ON A HOLIDAY OR DAY LEGALLY OBSERVED AS SUCH,

SHALL BE CONSIDERED A HOLIDAY SHIFT. THE REGULAR STARTING TIME OF ANY SHIFT

SHALL NOT BE CHANGED TO AVOID HOLIDAY PAY OR THE HOLIDAY PREMIUM RATE OF

PAY.

26.06 ANY EMPLOYEE REQUIRED TO WORK ON A STATUTORY HOLIDAY SHALL BE PAID A

MINIMUM OF SEVEN AND ONE HALF (7 1/2) HOURS AT THE APPLICABLE RATE UNLESS

OTHERWISE MUTUALLY AGREED UPON BY THE EMPLOYEE AND THE EMPLOYER.

SECTION 27 - PENSIONS

27.01 UNION MEMBERS WILL MOVE TO THE ITU PENSION PLAN EFFECTIVE 3 MONTHS FROM

RATIFICATION. EMPLOYER CONTRIBUTIONS OF 5% AND EMPLOYEE CONTRIBUTIONS OF

3.33%.

IT IS UNDERSTOOD THAT ACCRUED BENEFIT UNDER THE DEFINED BENEFIT PLAN WILL BE

HONOURED.

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SECTION 28 - DELETED

SECTION 29 - HEALTH AND WELFARE

THE EMPLOYER AGREES TO THE UNION’S PROPOSAL TO ENROL CURRENT SSM

EMPLOYEES IN THE GROUP STRENGTH PLAN. ANY NEW EMPLOYEES HIRED AFTER THE

RATIFICATION DATE WILL BE ELIGIBLE TO ENROL IN THE GROUP STRENGTH PLAN.

IT IS UNDERSTOOD THAT EMPLOYEES WILL BE COVERED BY THE EMPLOYER’S SHORT

TERM DISABILITY POLICY.

IT IS UNDERSTOOD THAT THE COMPANY RESERVES THE RIGHT TO REQUEST

DOCUMENTATION THAT SUBSTANTIATES CLAIMS FOR CASUAL ILLNESS OR ABSENTEEISM,

TO ITS SATISFACTION.

SECTION 30 - BEREAVEMENT LEAVE

30.01 IN THE EVENT OF A DEATH IN THE IMMEDIATE FAMILY OF AN EMPLOYEE, A LEAVE OF

ABSENCE WILL BE GRANTED FOR UP TO FIVE (5) CALENDAR DAYS COMMENCING WITH THE

DAY OF DEATH AND ENDING WITH THE DAY FOLLOWING THE FUNERAL FOR THE PURPOSE

OF MAKING THE ARRANGEMENTS AND ATTENDING THE FUNERAL. THE EMPLOYEE WILL BE

PAID AT HIS STRAIGHT TIME HOURLY RATE FOR THE NUMBER OF HOURS HE/SHE WOULD

OTHERWISE HAVE WORKED ON ANY SUCH DAYS OF ABSENCE. FOR THE PURPOSE OF THIS

PROVISION, IMMEDIATE FAMILY SHALL BE LIMITED TO THE EMPLOYEE'S WIFE, HUSBAND,

COMMON-LAW SPOUSE, MOTHER, FATHER, SON, DAUGHTER, ADOPTED CHILD, STEP-

CHILD, BROTHER, SISTER, GRANDMOTHER, GRANDFATHER, GRANDCHILD AND PARENTS-

IN -LAW.

IN THE EVENT OF A DEATH IN THE IMMEDITE FAMILY OF AN EMPLOYEE, A DEFERRED

LEAVE OF ABSENCE WILL BE GRANED IN CASES WHERE THE MEMORIAL/BURIAL SERVICE

HAS BEEN POSTPONED TO A LATER TIME (I.E. SPRING/SUMMER). THE EMPLOYEE WILL

NOTIFYHIS/HER MANAGER AND BE ENTTILED TO SPLIT OR SAVE ALL OR A PORTION OF

THE ENTITLED BEREAVEMENT DAYS FOR THE MEMORIAL/BURIAL SERVICE.

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30.02 IN THE EVENT OF THE DEATH OF A SON-IN-LAW, DAUGHTER-IN-LAW, SISTER-IN-LAW,

OR BROTHER-IN-LAW, THE EMPLOYEE WILL BE GRANTED A LEAVE OF ABSENCE FOR TWO

(2) CONSECUTIVE DAYS, INCLUDING THE DAY OF THE FUNERAL AND WILL BE PAID AT HIS

REGULAR STRAIGHT TIME HOURLY RATE FOR THE NUMBER OF HOURS HE/SHE WOULD

OTHERWISE HAVE WORKED ON THAT DAY.

30.03 BEREAVEMENT LEAVE WITHOUT PAY IN EXCESS OF THAT OUTLINED ABOVE MAY BE

GRANTED ON COMPASSIONATE GROUNDS.

30.04 THE TERM "COMMON-LAW SPOUSE" IN PARAGRAPH 30.01 ABOVE SHALL BE DEFINED

IN ACCORDANCE WITH SECTION 29 OF THE FAMILY LAW ACT. WHERE THOSE CRITERIA

ARE MET, THE TERM "COMMON-LAW SPOUSE" WILL HAVE THE SAME EFFECT AS THE

TERMS "WIFE" AND "HUSBAND".

SECTION 31 - JURY DUTY

31.01 PROVIDED THE EMPLOYEE NOTIFIES THE COMPANY AS SOON AS POSSIBLE THAT

SHE/HE WILL BE REQUIRED TO ATTEND ON JURY DUTY OR IS SUBPOENAED AS A CROWN

WITNESS, THE COMPANY WILL PAY AN EMPLOYEE WHO IS REQUIRED FOR JURY DUTY OR

IS SUBPOENAED AS A CROWN WITNESS, FOR EACH DAY OF SERVICE ON HER/HIS

REGULAR WORKING DAYS, HER/HIS REGULAR STRAIGHT TIME HOURLY RATE (LESS ANY

MONIES RECEIVED FROM THE COURT) FOR THE NUMBER OF HOURS SHE/HE NORMALLY

WORKS ON HER/HIS REGULAR SHIFT.

31.02 WHEN AN EMPLOYEE IS EXCUSED FROM JURY DUTY SERVICE FOR ONE-HALF DAY

OR MORE, HE/SHE MUST RETURN TO WORK AND COMPLETE HIS/HER REGULAR SHIFT. IN

SUCH INSTANCES, HE/SHE WILL BE PAID HIS/HER STRAIGHT TIME HOURLY RATE FOR THE

NUMBER OF HOURS NORMALLY WORKED IN A REGULAR SHIFT.

SECTION 32 - WAGES

32.01 WAGES SHALL BE AS SET OUT IN SCHEDULE “A”

32.02 IT IS UNDERSTOOD THAT THE EMPLOYER AT ITS DISCRETION MAY START A NEW

EMPLOYEE AT ANY PLACE ON THE GRID WHICH HIS/HER PREVIOUS EXPERIENCE OR

EDUCATION WARRANTS.

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32.03 THERE WILL BE NO REDUCTION IN ANY EMPLOYEES HOURLY RATE AS A RESULT OF

PUTTING THIS AGREEMENT INTO EFFECT.

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