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COLLECTIVE AGREEMENT
BETWEEN:
DURABOND JANITORIAL SERVICES
(hereinafter referred to as "the Employer")
- and -
LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 183
(hereinafter referred to as "the Union")
ARTICLE I - SCOPE AND RECOG fITION
1.01 This Agreement shall cover all employees of the Employer engaged in cleaning and
maintenance at 50 Cordova Avenue and 24 Mabelle Avenue, in the City of Toronto, save and
except Supervisors, persons above the rank of Supervisor, office and clerical staff.
1.02 The Employer agrees to recognize and bargain collectively and exclusively with
the Union for all employees of the Employer as defined in Article 1.01 above.
1.03 In this Collective Agreement, it is presumed that gender references to male or
female employees apply equally to the other sex.
ARTICLE 2 - UNION SECURITY
2.01 All employees of the Employer who are members of the Union on the effective date
of this Agreement shall remain members of the Union as a condition of continued employment.
2.02 All employees of the Employer who are hired after the effective date of this
Agreement shall be required to become and remain members of the Union as a condition of
continued employment.
2.03 The Employer shall deduct from every employee any dues, initiation fees or
assessments levied by the Union on its members.
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2.04 The Union shall indemnify and hold harmless the Employer against any and all
liability which may arise by reason of the check-off by the Employer of dues, initiation fees in
accordance with this Agreement.
ARTICLE 3 - UNION DUES
3.01 During the term of this Agreement, the Employer agrees to deduct, on each pay
day, regular monthly Union dues as certified by the Union and to remit the amount so deducted to
the authorized Representative of the Union.
3.02 Dues deductions shall be forwarded to the Union no later than the fifteenth (15th)
of the month following the month for which the dues were deducted, together with a list of the
names and Social Insurance Numbers of those employees for whom deductions have been made.
Instances where dues have not been deducted from an employee, the reason - eg.
leave of absence - shall be stated.
3.03 The Employer will send to the Union within a week following the first pay period
after their hiring, the names, addresses, telephone numbers and classifications where applicable,
of new employees.
ARTICLE 4 - M ANAGEMENT FUNCTIONS
4.01 The Employer shall have the exclusive functioning option to conduct its businesses
in all respects in accordance with its commitments and responsibilities including the right to:
(a) manage, locate, extend, schedule, curtail or cease maintenance operations;
(b) determine the number of workers required for any or all operations; assess
the qualification of employees; assign or reassign work loads of employees;
determine and evaluate the content and functions of all jobs and
classifications; revise work assignments at any time and maintain an
efficient mobile work force with diverse skills;
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(c) determine the types and placement of machines, tools, materials and
equipment; and to introduce new or improved systems and equipment;
(d) hire, classify, promote, transfer and lay-off employees and to discharge,
demote and suspend employees;
(e) establish, revise from time-to-time and enforce reasonable rules of conduct
and procedure for its employees, maintain order, discipline and efficiency;
- all subject to the provisions of Articles 4 and 5 herein. It is agreed that these functions shall not
be exercised in a manner inconsistent with the express provisions and intent of this Agreement.
ARTICLE 5 - PRODUCTIVITY
5.01 The Union and Employer recognize the reciprocal value of improving, by all proper
and reasonable means, the productivity of the individual employee; and undertake jointly and
severely to promote and encourage such improved productivity.
5.01 The Union, during the term of this Agreement, shall not cause picketing, strikes or
slowdowns which will interfere with the regular schedule of work of the employees of the
Employer, and, the Employer, during the term of this Agreement, shall not cause a lock-out of its
employees.
ARTICLE 6 - UN ION REPRESENTATION AND ACTIVITY
6.01 The Union shall notify the Employer of the name of the Steward. The Union will
be entitled to one (1) Steward per shift for the bargaining unit.
The Union recognizes that the Steward is an employee of the Employer, and that
he/she will not leave his/her work during working-hours except to perform his/her duties under
this Agreement. The Steward shall first obtain permission from his/her Supervisor before leaving
his/her work area. Such permission shall not be unreasonably denied.
Union Stewards shall be appointed by Local 183's Business Representative.
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6.02 The Employer shall provide bulletin boards for the use of the Union at locker
rooms, or other appropriate locations as the parties may agree from time-to-time, upon which the
Union shalJ have the right to post notices.
6.03 The Employer wilJ use its best efforts to facilitate the Union Representative's access
to the premises for the investigation and settlement of grievances. For the purpose of Union
materials and for Union meetings, the Employer will make available the employee's lunch room
before and after work and during break and coffee time.
It is understood that the foregoing rights may have to be limited in accordance with
the building's security requirements .
6.04 The Employer agrees that the Union Steward shall be the last employee laid-off in
the event of a lay-off temporary or otherwise and shall be the first employee recalled after lay-off
so long as they are capable and willing to perform the available work.
ARTICLE 7 - DISCRJMINA TION
7.01 The Employer, the Union and the employees agree that every person has a right to
equal treatment with respect to employment without discrimination because of race, ancestry,
place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, record of
offences, marital status, same-sex partnership status, family status, or handicap as these terms are
defined by the Ontario Human Rights Code.
7.02 The parties agree that there will be no intimidation, discrimination or coercion
exercised or practised by either of them or their representatives or members because of the
employee' s membership or non-membership in the Union. The terms and obligations contained
in the Article shall be interpreted in accordance with the provision of the Ontario Labour Relations
Act, 1995.
ARTICLE 8-GRIEVANCE PROCEDURE
8.01 A grievance shall be defined as any reasonable difference arising out of the
interpretation, application, administration or alleged violation of the Collective Agreement.
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8.02 A grievance should be brought to the attention of the employee's immediate
Supervisor within five (5) days after the employee became aware of the circumstances giving rise
thereto.
a)
Grievances shall be dealt with in the following manner:
Step 1 The employee or group of employees may, with the assistance of
his/her Steward, submit a written grievance to his/her immediate Supervisor, who
shall render his/her decision within five (5) working-days;
b) Step 2 Failing satisfactory settlement at Step 1, the grievance may be
submitted to the Manager who shall reply in writing within five (5) working-days
after receipt of the grievance;
c) Step 3 Failing satisfactory settlement at Step 2, the Steward, the Chief
Steward, the grievor and the Union's Representative and advisor shall meet with
representatives of Management within five (5) working-days, or at a time mutually
agreed upon, to discuss the grievance. The Employer will schedule grievance
meetings during the grievor's working-hours.
If the grievance is not settled within five (5) working-days, it may be referred to
arbitration as hereinafter provided.
8.03 The Union or the Employer may initiate a grievance beginning at Step 2 of the
Grievance Procedure.
8.04 For the purpose of Article eight (8), working-days shall not include Saturdays,
Sundays and/or Holidays.
8.05 Employees with less than two (2) months service (probationary employees) may
submit grievances pertaining only to violations of monetary matters.
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ARTICLE 9 - DISCHARGE, SUSPENSION AND DISCIPLINE
9.01 An employee who has completed his/her sixty (60) calendar-day probation period
may be dismissed, but only for just cause, and only upon the authority of the Employer, as defined
in this Agreement.
Prior to the imposition of discipline or discharge of an employee, the Employer
shall endeavour to give the affected employee reason in the presence of his/her Steward if the
Steward is present in the building.
9.02 An employee who is discharged or suspended may file a grievance at Step 3 of the
Grievance Procedure within five (5) working-days after such discharge or suspension.
9.03 The Union shall receive copies of all disciplinary letters presented to employees.
9.04 Any discipline given to an employee will not be relied upon by the Employer in
further progressive discipline where the employee's disciplinary record has been free of further
discipline for a period of twelve (12) months.
9.05 The parties recognize that it is occasionally necessary to require employees to work
a portion of a shift in a different work area. On such occasions the employee involved may not be
able to clean his/her work area to the normal standard. Therefore, the parties agree that any
complaints regarding the nature of the cleaning on such occasions will be considered with this
transfer in mind before any discipline is imposed.
ARTICLE 10 - ARBITRATION
10.01 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 any grievance procedure established by this Agreement, notify the other in writing
of its desire to submit the difference or allegation to arbitration. The notice shall be delivered to
the other party within ten (l 0) working days of the reply under Step 3 of the Grievance Procedure.
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10.02 The arbitration procedure incorporated in this Agreement shall be based on the use
of a single arbitrator.
10.03 The grieving party's notice as referenced in Article 10.01 above shall also contain
a list of three arbitrators for consideration. If none of the three is chosen, then the other party shall,
within one week of the date of the first list, submit a list of three different names for consideration.
If none is selected, either party may ask the Minister of Labour to make an appointment.
10.04 If either party feels that the time taken for a chosen arbitrator to hear the case is too
long, the parties may by mutual agreement choose another arbitrator or ask the Minister to make
an appointment.
10.05 Each of the parties will bear its own expense with respect to any arbitration
proceedings. The parties will bear jointly the expenses of the arbitrator on an equal basis.
10.06 The arbitrator shall not be authorized, nor shall the arbitrator assume authority, to
alter, modify or amend any part of this Agreement, nor to make any decision inconsistent with the
provisions thereof, or to deal with any matter not covered by this Agreement.
10.07 For purposes of this Article, Working Days shall not include Saturdays, Sundays,
and Holidays.
ARTICLE 1 J - SENIORIT
11.01 (a) In cases of lay-off or permanent reduction of the workforce, or recall from lay-off,
the employee with the greatest seniority provided that he/she has the skill and
ability to perform the required work, shall be the last to be laid-off and conversely
the first to be recalled from lay-off.
(b) In cases of applications for promotion or transfer within the complex, where two
(2) or more employees are relatively equal in skill and ability, the employee with
the greatest seniority shall be given the promotion or transfer.
11.02 The Employer shall maintain a seniority list showing the date upon which each
employee's service commenced at the location(s) outlined in Article l. Where two (2) or more
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employees commenced work on the same day, preference shall be in accordance with the date of
application for employment. An up-to-date seniority list shall be sent to the Union and posted on
all bulletin boards yearly.
I I .03 All employees employed during the term of the Agreement shall be on a
probationary period for a maximum of sixty (60) calendar days from their first date of employment
for the purpose of giving the Employer an opportunity to assess their qualifications for work
assignments, and will have no recourse to the Grievance Procedure for lay-off or termination
during that sixty (60) day probationary period.
11 .04 An employee will lose his/her seniority and will be considered to have terminated
employment for any of the following:
a) if the employee quits;
b) if the employee is discharged and such discharge is not reversed through the
Grievance Procedure;
c) if the employee is laid-off and fails to return to work within five (5)
working-days after he/she has been notified to do so by Registered Mail to
the employee's last known address;
d) if he/she overstays a leave of absence without just cause or by not infonn ing
the Employer of the overstay;
e) if the employee is absent from work for two (2) consecutive days without
notifying the Employer of reason for the absence;
f) if the employee has been on lay-off for a period of one (1) year.
In the event an unexpected accident which prevents the Employee from advising
the Employer immediately, the employee must do so as soon as possible, and must supply a
medical certificate where requested.
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l l .05 No employee shall be transferred to a position outside the bargaining unit without
his/her consent.
If an employee is transferred to a position outside of the bargaining unit, he/she
shall retain his/her seniority accumulated up to the date ofleaving the unit, but will not accumulate
any further seniority.
Such employee shall have the right to return to a position in the bargaining unit
during his/her trial period of thirty (30) days.
11 .06 Employees shall be required to notify the Employer of any change of address or
telephone number. The Employer shall be entitled to rely upon the last address and telephone
number furnished to it by an employee for all purposes.
ARTICLE 12 - LEA VE OF ABSENCE
12.01 a) An employee shall be entitled to leave of absence without pay and without loss of
seniority once every two (2) years to those who request it in writing to management
at least three (3) months prior to departure, except in the case of emergency.
The Employer reserves the right to limit the number of people on leave of absence
at one time.
Such approval shall not be withheld without just cause.
b) Leaves of absence taken from May to September for the purpose of overseas
vacation must be taken in conjunction with vacation entitlement to a maximum of
one ( l) month unless approved otherwise.
An employee returning from such leave shall be placed in his or her former job,
shift and floor, if applicable, provided such leave of absence does not exceed sixty
(60) working-days.
12.02 PregnancyLParental Leave: - The Employer will abide by the Employment
Standards Act of Ontario, 2000 as amended from time to time.
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ARTICLE 13 - TEMPORARY TRANSFERS
13.0 I An employee temporarily assigned, for the convenience of the Employer, to another
classification shall be paid the higher of the rate for his/her regular classification or the
classification to which he/she is temporarily transferred.
ARTICLE 14 - HOURS-OF-WORK AND OVERTIME
14.01 The regular hours-of-work are seven and one-half (7Yi) hours per day, Monday
Friday, and part-time on Saturday and Sunday, eight (8) hours per day. Overtime at the rate oftime
and one-half (1 Yi) shall be paid for all hours worked in excess of eighty-eight (88) hours in a
fourteen ( 14) day period or when any employee who is not regularly scheduled to work on Saturday
or Sunday. This clause does not guarantee eighty-eight (88) hours of work in every fourteen (14)
day period.
14.02 Employees working up to eight (8) hour day shall receive a half (Yi) hour unpaid
lunch break. There shall be a fifteen (15) minute paid break for each four ( 4) hour duration of a
shift.
I 4.03 There shall be no pyramiding of overtime rates under the Articles of this
Agreement.
14.04 The Employer shall have the right to schedule overtime work amongst those
employees who normally perform the work when it is required. However, the Employer will allow
any reasonable request from an employee to be excused from overtime work on any particular
occasion.
14.05 Call-In: When an employee is called-in to work on his/her day-off, he/she
shall be guaranteed a minimum of four (4) hours pay.
14.06 Employees shall be paid as per present practice, the pay stub shall have a full
description of all deductions.
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ARTICLE 15-PAID HOLIDAYS
15.01 The Employer agrees that the following days will be recognized as holidays to be
paid for on the basis of the employees' straight-time hourly rate multiplied by the number of hours
the employee would have normally worked on such day:
New Year's Day
Family Day
Good Friday
Victoria Day
Canada Day
August Civic Holiday
Float Days*
or days celebrated in lieu thereof.
*Add one (1) Float Day for a total of two (2).
Labour Day
Thanksgiving Day
Christmas Day
Boxing Day
To qualify for holiday pay, the employee shall work his/her scheduled working-day
immediately prior to and his/her scheduled working-day immediately following the holiday.
15.02 Should any employee be required to work on a Statutory Holiday as stated above
he/she shall receive one and one-half (1 Y:z) times his/her regular rate plus his/her holiday pay or
one-half (Y:z) his/her regular rate plus a day-off in lieu with pay at his/her request.
15.03 In the event of a holiday, as specified in this A1ticle, falling within an employee's
vacation period, the Employer has the choice of either:
a) extending the vacation period by one ( 1) working- day with pay;
or
b) paying an extra day's vacation pay.
In either case, the rate-of-pay will be the same as that used in calculating an
employee's holiday pay.
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ARTJCLE 16- VACATIONS
16.0 I An employee who has:
a) less than one (1) year of continuous service shall be entitled to four percent
(4%) vacation pay;
b) one (I) year or more continuous service but less than five (5) years of
continuous service with the Employer shall receive two (2) weeks' vacation
per year with pay equal to four percent (4%) of the amount of the employee's
total wages in the previous year;
c) five (5) years or more continuous service but less than ten (10) years of
continuous service with the Employer shall receive three (3) weeks'
vacation per year with pay equal to six percent (6%) of the amount of the
employee's total wages in the previous year;
d) ten (I 0) years or more continuous service with the Employer shall receive
four (4) weeks' vacation per year with pay equal to eight percent (8%) of
the amount of the employee's total wages in the previous year.
Vacation pay to be paid prior to employees commencing their vacation period or
by the 2nd pay period of July every year by separate cheque.
ART1CLE 17 - REPORTING TIME
17.01 An employee who is sent home due to lack of work shall receive a minimum of
four (4) hours pay for his/her scheduled shift.
ARTICLE 18 - BEREAVEMENT LEA VE
18.01 In the event of the death of an employee's spouse, child, mother, father, brother,
sister, grandparent, grandchild, mother-in-law or father-in-law, stepchildren, the Employer agrees
to grant paid time-off from scheduled work up to three (3) scheduled, consecutive days. The three
(3) days must include or immediately precede or follow the day of the funeral. In the event of a
death (in the immediate family as defined above) outside Canada, one (l) scheduled day-off with
pay will be granted if the employee does not attend the funeral.
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There wi II be one ( 1) day's paid leave in the event of the death of the employee's
sister-in-law, brother-in-law, daughter-in-law or son-in-law if the day is a scheduled work-day.
Proof of bereavement may be requested.
ARTICLE 19 - JURY DUTY
19.0l Any employee called for jury duty or subpoenaed as a witness shall be reimbursed
by the Employer for the difference between jury or witness fees and the wages he/she would have
otherwise received.
This clause does not apply to employees subpoenaed by the Union.
The employee will provide evidence that he/she reported for jury duty or was
subpoenaed as a witness.
ARTICLE 20 - JOB POSTING
20.01 When a job vacancy occurs or when a new position is created, the Employer shall
post notice of the position on designated bulletin boards for a minimum period of five (5) working
days.
Such notice shall contain the following information: Nature of position,
qualifications required, location (including floor, where applicable) and wages.
Vacancies are awarded on the basis of ability being equal, seniority shall govern
the Employer.
When an employee successfully applies for a lateral transfer, such employee shall
not be permitted to apply for another lateral transfer for a period of six (6) months from the date
of transfer.
The vacancy that arose as a result of the posting shall be filled by employees who
have no specific assigned area by seniority. Once existing staff have been approached and the
vacancy still exists, either the most junior employee will be assigned, or the Employer may hire a
new employee.
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ARTICLE 21 - UNIFORMS
21.01 The Employer will supply required uniforms as needed.
21 .02 The Employer will provide parkas and sweaters for employees required to do out-
door work.
21.03 The Employer will provide non-disposable rubber gloves as required.
21.04 Safetv Boots:
The Employer shall provide an allowance of one hundred and fifty dollars
($150.00) for the purchase of safety shoes, as needed, upon the presentation of a proper receipt,
for employees moving garbage bins or provide protective Toe caps to be provided to those that
may be required to use them.
ARTICLE 22 - WAGE & BENEFITS
22.01 The rates-of-pay under this Agreement shall be as follows:
CJas.sification Jan.1,ZOli9 Jan.1,1020 Jan.1,20~1 - •
Light Duty Cleaner $14.24 $14.24 $14.50
Heavy Duty Cleaner $14.50 $14.75 $15.00
The Employer agrees to pay a lump sum payment, upon Ratification, of $500.00
per year for all LD Cleaners, in years one (1) and two (2).
22.02 The Employer agrees to pay a premium of fifty cents ($0.50) per hour for all the
employees that work the midnight-shift.
22.03 Probationary employees shall receive a wage rate of fifty ($0.50) less that the grid
rate. Upon successful completion of one's probationary period, the employee will receive grid
rate.
22.04 The Employer shall contribute for those employees who have completed six (6)
months of service and are scheduled to work thi1iy-seven and one-half (37.5) hours per week or
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more into the Labourers' Local 183 Industrial Benefit Fund, jointly administered by an equal
number of Employer and Union Trustees, for the purpose of purchasing benefits under Plan "C".
Jan. 1, 20.19. ffan..1,2020 JaA.1, 2021
Employer Portion $125.00 $130.00 $135.00
Plus applicable taxes
The Employer shall remit the contributions referred to above no later than the
fifteenth (I 51h) day of the month prior to benefit coverage taking effect. (April 15/13 remittances
provides May 1113 benefit coverage.)
It is understood that the Employer shall not be constructed to be an insurer nor shall
it have any liability other than making the payment as aforesaid to the Trust Fund and that the
Union agrees to indemnify and save harmless the Employer against any or all claims which may
be made against it in respect of any claims by an employee for the insurance coverage provided
herein. Remittances are to be forwarded electronically to the Trust Fund by the fifteenth (15th) of
each month. Remittances that are not submitted on time will be subject to a 2% charge.
ARTICLE 23 - TERM OF AGREEMENT
23.01 Upon ratification by the members of the bargaining unit, this Agreement shall be
binding and remain in effect from January I, 2019 to December 31, 2021 and from year-to-year
thereafter unless either party gives the other notice in writing within ninety (90) days prior to the
expiry date of the contract that it desires to terminate or amend its provisions.
Where notice to amend the Agreement is given, the provisions of this Agreement
shall continue in force until a new Agreement is signed, or the right to strike or lock-out accrues,
whichever first occurs.
DATED at , Ontario, this ,, ~~
day of .J.trrre 2019
F04Z-r' l I ,--, 1 ' '-- - - - l- -- ~
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