Tentative Agreements presented to the local general assemblies. November 2017

Transcription

1 Tentative Agreements presented to the local general assemblies November 2017

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3 Word from the National President To all UCCO-SACC-CSN members, Since our foundation as our own autonomous union, we have succeeded in negotiating working conditions that stand out from the rest of the Federal Public Service. I am proud to say that we have done it again. We set out on this negotiation with mandates to protect and build on the terms of employment that we have, and to achieve compensation that is in step with our RCMP counterparts. Today, you will see that we have achieved these goals yet again! When we began negotiating in the summer of 2014, the employer came to the table with an unprecedented number of regressive demands. At the time, the government publicly denigrated its employees and their union representatives on a regular basis in an effort to undermine public support for us all. After that gang was democratically kicked out of office, the employer still maintained many of its regressive demands for a long period. Their tactics are a reminder of the need to remain vigilant just to maintain what we already have. The agreements that we are presenting today were negotiated at 3 distinct tables: Global and two-tier with CSC and Collective agreement with both CSC and Treasury Board. In addition, we have reached out to senior bureaucrats, politicians of all stripes and the public in order to be heard. The path to better working conditions is somewhat tortuous. We believe that our message that we are different has resonated. For example, in addition to our monetary gains which are similar to those consented to the RCMP, we are the only Public Service union who has maintained status quo on matters related to wellness and sick leave. As always, we are the envy of other unions! I salute the patience, determination and solidarity of our members during this round of negotiations. I am happy to announce that, as part of this settlement, CSC will rescind all discipline that it imposed or planned to impose on members who followed the union calls on August 11 and 15, In conclusion, we recommend that you vote to accept the tentative agreements today. Unity really is the key. Jason Godin National President 3

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5 Article 10: CHECK-OFF The amounts deducted in accordance with clause shall be remitted to the National President of the Union by cheque within a reasonable period of time after deductions are made. Each monthly remittance shall be accompanied by a list on paper and in computer-file format indicating the following information: Article 17: DISCIPLINE At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee may have had a bearing on the events or circumstances leading thereto, and the employee is required to appear at the administrative enquiry, hearing or investigation being conducted, he or she may be accompanied by an employee representative. The unavailability of the representative will not delay the inquiry, hearing or investigation more than forty-eight (48) hours from the time of notification to the employee. Article 17: DISCIPLINE Subject to the Access to Information and Privacy Act, the Employer shall provide the employee access to the information used during the disciplinary investigation. Article 10: CHECK-OFF The amounts deducted in accordance with clause shall be remitted to the National President of the Union by cheque electronic payment within a reasonable period of time after deductions are made. Each monthly remittance shall be accompanied by a list on paper and in computer-file format indicating the following information: Article 17: DISCIPLINE At any administrative inquiry, hearing or investigation conducted by the Employer, where the actions of an employee may have had a bearing on the events or circumstances leading thereto, and the employee is required to appear at the administrative enquiry inquiry, hearing or investigation being conducted, he or she may be accompanied by an employee representative. The unavailability of the representative will not delay the inquiry, hearing or investigation more than forty-eight (48) hours from the time of notification to the employee. Article 17: DISCIPLINE Subject to the Access to Information and Privacy Act, the Employer shall provide the employee access to the information used during the disciplinary investigation. b) It is agreed that this provision is designed to provide the employee who was subject to a disciplinary investigation, access to the information and/or document(s) that have been used in 5

6 Article 18: HEALTH AND SAFETY The Employer shall make reasonable provisions for the occupational and health of employees. The Employer will welcome suggestions on the subject from the Union, and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury. Article 21: HOURS OF WORK AND OVERTIME a) Shift schedules shall be posted at least fourteen (14) calendar days in advance of the starting date of the new schedule in order to provide an employee with reasonable notice as to the shift he or she will be working. The shift as indicated in this schedule shall be the employee s regularly scheduled shift. the course of said investigation in accordance with the Access to Information Act and the Privacy Act, without the employee having to make an application for said information under the Access to Information Act. The access provided in paragraph should be provided promptly within the framework of the disciplinary hearing. Article 18: HEALTH AND SAFETY The Employer shall make reasonable provisions for the occupational health and safety and health of employees. The Employer will welcome suggestions on the subject from the Union, and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury or illness. Article 21: HOURS OF WORK AND OVERTIME a) Shift schedules shall be posted at least twenty-eight (28) fourteen (14) calendar days in advance of the starting date of the new schedule in order to provide an employee with reasonable notice as to the shift he or she will be working. The shift as indicated in this schedule shall be the employee s regularly scheduled shift. 6

7 Article 21: HOURS OF WORK AND OVERTIME Overtime Compensation An employee is entitled to time and three-quarters (1 ¾) compensation for each hour of overtime worked by the employee. Article 21: HOURS OF WORK AND OVERTIME Overtime Compensation An employee is entitled to time and three-quarters (1¾) compensation subject to clause for each hour of overtime worked by the employee. NEW Article 21: HOURS OF WORK AND OVERTIME 21.XX Emergency situation In the case of an emergency, as determined by the employer, an employee who works a regularly scheduled shift and is required to work continuously during the entire period between the end of the said regularly scheduled shift and the start of the next regularly scheduled shift is entitled to time and three-quarter (1¾) compensation for all hours continuously worked after the end of said first regularly scheduled shift. Article 29: VACATION LEAVE WITH PAY The Employer shall, subject to the operational requirements of the service, make reasonable effort to: (a) grant the employee vacation leave for at least two (2) consecutive weeks provided notice is given prior to May 31st of any vacation year; Article 29: VACATION LEAVE WITH PAY The Employer shall, subject to the operational requirements of the service, make reasonable effort to: (a) grant the employee vacation leave for at least two (2) consecutive weeks provided notice is given prior to April 1 st May 31st of any vacation year; 7

8 Article 29: VACATION LEAVE WITH PAY Carry-Over Provisions When operational requirements prevent an employee from using all the vacation leave credited to the employee, the unused portion of the employee s vacation leave shall be carried over into the following vacation year. Article 29: VACATION LEAVE WITH PAY Carry-Over Provisions When operational requirements prevent an employee from using all the vacation leave credited to the employee, the unused portion of the employee s vacation leave shall be carried over into the following vacation year When an employee has requested at least eighty (80) hours of vacation leave in accordance with clause 29.07, the unused portion of the employee s balance of vacation shall be: a) With mutual consent between the employee and employer, paid in cash at the request of the employee at the employee s substantive rate of pay on December 1 st of the current fiscal year. If it is not possible for the Employer to meet all employee requests pursuant to this paragraph, requests will be granted in order of most seniority as a Correctional Officer. or With mutual consent between the employee and the employer, carried over into the following vacation year provided the employee has indicated his or her choice to the Employer by December 1 st. Carry-over beyond one (1) year shall be by mutual consent but in any event the When an employee has requested at least eighty (80) hours of vacation leave in accordance with clause 29.07, the unused portion of the employee s balance of vacation shall be: a) With mutual consent between the employee and employer, paid in cash at the request of the employee at the employee s substantive rate of pay on December 1 st of the current fiscal year. If it is not possible for the Employer to meet all employee requests pursuant to this paragraph, requests will be granted in order of most seniority as a Correctional Officer. Such request shall be submitted by December 1 st ; or b) With mutual consent between the employee and the employer, carried over into the following vacation year provided the employee has indicated his or her choice to the Employer by December 1 st. Carry- 8

9 total accumulation shall not exceed two hundred forty (240) hours; or b) In the absence of mutual consent, scheduled by the Employer in accordance with clause or over beyond one (1) year shall be by mutual consent but in any event the total accumulation shall not exceed two hundred forty (240) hours.; c) In the absence of mutual consent, scheduled by the Employer in accordance with clause NEW Article 29: VACATION LEAVE WITH PAY a) When operational requirements prevent an employee from using all the vacation leave credited to the employee, the unused portion of the employee s vacation leave shall be carried over into the following vacation year; b) All vacation leave credits in excess of two hundred forty (240) hours on March 31 shall be automatically paid out at the employee s daily rate of pay at the employee s substantive rate of pay on December 1 st of the current fiscal year Article 29: VACATION LEAVE WITH PAY By December 1 st, employees shall submit their requests for vacation leave cash out. Article 29: VACATION LEAVE WITH PAY By December 1 st, employees shall submit their requests for vacation leave cash out. 9

10 NEW Article 29: VACATION LEAVE WITH PAY a. Employees shall be credited a one-time entitlement of forty (40) hours of vacation leave with pay on the first (1 st ) day of the month following the employee's second (2 nd ) anniversary of service, as defined in clause 29.03, only once during their total period of employment in the public service. Transitional Provisions b. Effective on the date of signing of this agreement, employees with more than two (2) years of service, as defined in clause 29.03, shall be credited a one-time entitlement of forty (40) hours of vacation leave with pay. c. The vacation leave credits provided in clauses 29.22(a) and (b) above shall be excluded from the application of paragraph dealing with the Carry-over of Vacation Leave Article 30: OTHER LEAVE WITH OR WITHOUT PAY Marriage Leave With Pay (a) After the completion of one (1) year s continuous employment in the Public Service, and providing an employee gives the Employer at least five (5) days notice, the employee shall be granted forty (40) hours marriage leave with pay for the purpose of getting married. Article 30: OTHER LEAVE WITH OR WITHOUT PAY Marriage Leave With Pay (a) After the completion of one (1) year s continuous employment in the Public Service, and providing an employee gives the Employer at least five (5) days notice, the employee shall be granted forty (40) hours marriage leave with pay for the purpose of getting married. 10

11 (b) For an employee with less than two (2) years of continuous employment, in the event of termination of employment for reasons other than death or lay-off within six (6) months after the granting of marriage leave, an amount equal to the amount paid the employee during the period of leave will be recovered by the Employer from any monies owed the employee. Article 30: OTHER LEAVE WITH OR WITHOUT PAY For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or foster parent), brother, sister, spouse (including common-law spouse resident with the employee), child (including child of common-law spouse), stepchild or ward of the employee, grandchild, grandparent, father-in-law, mother-in-law and relative permanently residing in the employee s household or with whom the employee permanently resides. (a) When a member of the employee s immediate family dies, an employee shall be entitled to a bereavement period of seven (7) consecutive calendar days which must include the day of the funeral. During such period the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days leave with pay for the purpose of travel related to the death. (b) For an employee with less than two (2) years of continuous employment, in the event of termination of employment for reasons other than death or lay-off within six (6) months after the granting of marriage leave, an amount equal to the amount paid the employee during the period of leave will be recovered by the Employer from any monies owed the employee. Article 30: OTHER LEAVE WITH OR WITHOUT PAY For the purpose of this Article, immediate family is defined as father, mother (or alternatively stepfather, stepmother, or foster parent), brother, sister, step-brother, step-sister, spouse (including common-law spouse resident with the employee), child (including child of common-law spouse), stepchild, foster child or ward of the employee, grandchild, grandparent, father-in-law, mother-in-law, daughter-in-law, son-in-law, and relative permanently residing in the employee's household or with whom the employee permanently resides. a. When a member of the employee's immediate family dies, an employee shall be entitled to a bereavement period of seven (7) consecutive calendar days which must include the day of the funeral. During such period the employee shall be paid for those days which are not regularly scheduled days of rest for the employee. In addition, the employee may be granted up to three (3) days' leave with pay for the purpose of travel related to the death. 11

12 or b. At the request of the employee, such bereavement leave with pay may be taken in two periods to a maximum of five (5) days of leave with pay in total. When requested to be taken in two (2) periods, (b) An employee is entitled to one (1) day s bereavement leave with pay for the purpose related to the death of his or her son-in-law, daughter-in-law, brother-in-law or sister-in-law. i. The first period must include the day of the memorial commemorating the deceased or must begin within two (2) days following the death, and ii. The second period must be taken no later than twelve (12) months from the date of death for the purpose of attending a ceremony. iii. The employee may be granted no more than three (3) days leave with pay, in total, for the purposes of travel for these two (2) periods. b. c. An employee is entitled to one (1) day's bereavement leave with pay for the purpose related to the death of his or her son-in-law, daughter-in-law, brother-in-law or sister-in-law and grandparents of spouse. c. d. If, during a period of sick leave or vacation paid leave, an employee is bereaved in circumstances under which he or she would have been eligible for bereavement leave with pay under paragraphs 30.02(a), (b) and (c), the employee shall be 12

13 granted bereavement leave with pay and his or her paid leave credits shall be restored to the extent of any concurrent bereavement leave with pay granted. d. e. It is recognized by the parties that the circumstances which call for leave in respect of bereavement are based on individual circumstances. On request, the deputy head of a department may, after considering the particular circumstances involved, grant leave with pay for a period greater than that provided for in paragraphs 30.02(a), (b) and (c). Article 30: OTHER LEAVE WITH OR WITHOUT PAY Maternity Allowance (c) Maternity allowance payments made in accordance with the SUB Plan will consist of the following: (i) where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period, and (ii) for each week that the employee receives a maternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate of pay and the maternity benefit, less any other monies earned during this period which may result in a decrease in her Article 30: OTHER LEAVE WITH OR WITHOUT PAY Maternity Allowance c. Maternity allowance payments made in accordance with the SUB Plan will consist of the following: i. where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period, ii. for each week that the employee receives a maternity benefit under the Employment Insurance or the Québec Parental Insurance Plan, 13

14 maternity benefit to which she would have been eligible if no extra monies had been earned during this period. she is eligible to receive the difference between ninety-three per cent (93%) of her weekly rate of pay and the maternity benefit, less any other monies earned during this period which may result in a decrease in her maternity benefit to which she would have been eligible if no extra monies had been earned during this period, and iii. where an employee has received the full fifteen (15) weeks of maternity benefit under Employment Insurance and thereafter remains on maternity leave without pay, she is eligible to receive a further maternity allowance for a period of one (1) week at ninety three per cent (93%) of her weekly rate of pay, less any other monies earned during this period. Article 30: OTHER LEAVE WITH OR WITHOUT PAY Parental Allowance Article 30: OTHER LEAVE WITH OR WITHOUT PAY Parental Allowance (c) Parental Allowance payments made in accordance with the SUB Plan will consist of the following: c. Parental Allowance payments made in accordance with the SUB Plan will consist of the following: (i) where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of his/her weekly rate of pay, for each week of the waiting period, less any other monies earned during this period; i. where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of his/her weekly rate of pay, for each week 14

15 (iii) where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirty-two (32) weeks of parental benefit under the Québec Parental Insurance Plan and thereafter remains on parental leave without pay, she is eligible to receive a further parental allowance for a period of two (2) weeks, ninety-three per cent (93%) of her weekly rate of pay for each week, less any other monies earned during this period. iii. iv. of the waiting period, less any other monies earned during this period; where an employee has received the full eighteen (18) weeks of maternity benefit and the full thirtytwo (32) weeks of parental benefit under the Québec Parental Insurance Plan and thereafter remains on parental leave without pay, she is eligible to receive a further parental allowance for a period of two (2) weeks, ninety-three per cent (93%) of her weekly rate of pay for each week, less any other monies earned during this period; and, where an employee has received the full thirtyfive (35) weeks of parental benefit under Employment Insurance and thereafter remains on parental leave without pay, she/he is eligible to receive a further parental allowance for a period of one (1) week at ninety three per cent (93%) of his or her weekly rate of pay, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in c)iii) for the same child. 15

16 Article 30: OTHER LEAVE WITH OR WITHOUT PAY Leave with Pay for Family-Related Responsibilities (a) For the purpose of this Article, family is defined as spouse (or common-law spouse resident with the employee), dependent children (including children of legal or common-law spouse), foster children, parents (including step-parents or foster parents), or any relative permanently residing in the employee s household or with whom the employee permanently resides. (b) The total leave with pay which may be granted under this clause shall not exceed forty (40) hours in a fiscal year. (c)subject to clause 30.13(b), the Employer shall grant leave with pay under the following circumstances: Article 30: OTHER LEAVE WITH OR WITHOUT PAY Leave with Pay for Family-Related Responsibilities a. For the purpose of this Article, family is defined as spouse (or common-law spouse resident with the employee), dependent children (including children of legal or common-law spouse), foster children, step-children, ward of the employee, grandchild, parents (including stepparents or foster parents), father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee, or any relative permanently residing in the employee's household or with whom the employee permanently resides, or any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee. b. The total leave with pay which may be granted under this clause shall not exceed forty (40) hours in a fiscal year. c. Subject to paragraph 30.13(b), the Employer shall grant leave with pay under the following circumstances: v. to attend school functions, if the supervisor was notified of the functions as far in advance as possible; 16

17 vi. to provide for the employee's child in the case of an unforeseeable closure of the school or daycare facility; (d) Sixteen (16) hours out of the forty (40) hours stipulated in paragraph (b) can be used for personal reasons. (e) Eight (#8) hours out of the forty (40) hours stipulated in clause above may be used: (i) to attend school functions, if the supervisor was notified of the functions as far in advance as possible; (ii) to provide for the employee s child in the case of an unforeseeable closure of the school or daycare facility; Article 30: OTHER LEAVE WITH OR WITHOUT PAY Court Leave The Employer shall grant leave with pay to an employee for the period of time he or she is required: (c) by subpoena or summons to attend as a witness in any proceeding held: d. Sixteen Twenty-four (1624) hours out of the forty (40) hours stipulated in paragraph (b) can be used for personal reasons. e. Eight (8) hours out of the forty (40) hours stipulated in paragraph (b) above may be used: i. to attend school functions, if the supervisor was notified of the functions as far in advance as possible; ii. to provide for the employee's child in the case of an unforeseeable closure of the school or daycare facility; Article 30: OTHER LEAVE WITH OR WITHOUT PAY Court Leave The Employer shall grant leave with pay to an employee for the period of time he or she is required: (c) by subpoena or summons to attend as a witness in any proceeding held: 17

18 (i) in or under the authority of a court of justice or before a grand jury; (i) in or under the authority of a court of justice or before a grand jury; Article 33: SEVERANCE PAY Severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under this article be pyramided. For greater certainty, payments made pursuant to or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of clause Appointment to a separate employer organization An employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act shall be paid all severance payment resulting from the application of 33.01(b) (prior to date of signing) or (commencing on date of signing). Article 33: SEVERANCE PAY Severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit. Under no circumstances shall the maximum severance pay provided under this article be pyramided. For greater certainty, payments in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) made pursuant to or under Appendix XX or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of clause Appointment to a separate employer organization An employee who resigns to accept an appointment with an organization listed in Schedule V of the Financial Administration Act shall be paid any outstanding payment in lieu of all severance, if applicable under Appendix XX payment resulting from the application of 33.01(b) (prior to date of signing) or (commencing on date of signing) Employees who were subject to the payment in lieu of severance for the elimination of severance pay for voluntary separation (resignation and retirement) and who opted to defer their payment, the former provisions outlining the payment will in lieu are found at Appendix XX. 18

19 33.04 Severance Termination (a) Subject to above, indeterminate employees on (date of signing) shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks. Terms of Payment Options The amount to which an employee is entitled shall be paid, at the employee s discretion, either: (a) as a single payment at the rate of pay of the employee s substantive position as of (date of signing), or (b) as a single payment at the time of the employee s termination of employment from the core public administration, based on the rate of pay of the employee s substantive position at the date of termination of employment from the core public administration, or (c) as a combination of (a) and (b), pursuant to 33.06(c) Selection of Option (a) The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement Severance Termination (a) Subject to above, indeterminate employees on (date of signing) shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks. Terms of Payment Options The amount to which an employee is entitled shall be paid, at the employee s discretion, either: (a) as a single payment at the rate of pay of the employee s substantive position as of (date of signing), or (b) as a single payment at the time of the employee s termination of employment from the core public administration, based on the rate of pay of the employee s substantive position at the date of termination of employment from the core public administration, or (c) as a combination of (a) and (b), pursuant to 33.06(c) Selection of Option (a) The Employer will advise the employee of his or her years of continuous employment no later than three (3) months following the official date of signing of the collective agreement. 19

20 (b) (c) The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement. The employee who opts for the option described in 33.05(c) must specify the number of complete weeks to be paid out pursuant to 33.05(a) and the remainder shall be paid out pursuant to 33.05(b). (d) An employee who does not make a selection under (b) will be deemed to have chosen option 33.05(b) Appointment from a Different Bargaining Unit This clause applies in a situation where an employee is appointed into a position in the CX bargaining unit from a position outside the CX bargaining unit where, at the date of appointment, provisions similar to those in (b) and (d) are still in force, unless the appointment is only on an acting basis. (a) Subject to above, on the date an indeterminate employee becomes subject to this Agreement after (date of signing), he or she shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee s rate of pay of his substantive position on the day preceding the appointment. (b) (c) The employee shall advise the Employer of the term of payment option selected within six (6) months from the official date of signing of the collective agreement. The employee who opts for the option described in 33.05(c) must specify the number of complete weeks to be paid out pursuant to 33.05(a) and the remainder shall be paid out pursuant to 33.05(b). (d) An employee who does not make a selection under (b) will be deemed to have chosen option 33.05(b) Appointment from a Different Bargaining Unit This clause applies in a situation where an employee is appointed into a position in the CX bargaining unit from a position outside the CX bargaining unit where, at the date of appointment, provisions similar to those in (b) and (d) are still in force, unless the appointment is only on an acting basis. (a) Subject to above, on the date an indeterminate employee becomes subject to this Agreement after (date of signing), he or she shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week s pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee s rate of pay of his substantive position on the day preceding the appointment. 20

21 (b) Subject to above, on the date a term employee becomes subject to this Agreement after (date of signing), he or she shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee s rate of pay of his substantive position on the day preceding the appointment. (c) An employee entitled to severance termination benefits under paragraph (a) or (b) shall have the same choice of options outlined in 33.05, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. (d) An employee who does not make a selection under 33.07(c) will be deemed to have chosen option 33.05(b). (b) (c) (d) Subject to above, on the date a term employee becomes subject to this Agreement after (date of signing), he or she shall be entitled to severance termination benefits equal to one (1) week s pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee s rate of pay of his substantive position on the day preceding the appointment. An employee entitled to severance termination benefits under paragraph (a) or (b) shall have the same choice of options outlined in 33.05, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit. An employee who does not make a selection under 33.07(c) will be deemed to have chosen option 33.05(b). Article 34: MODIFIED HOURS OF WORK Exchange of Shifts On exchange of shifts between employees, if provided in this collective agreement, the Employer shall pay as if no exchange had occurred. Article 43: ALLOWANCES AND PREMIUMS Dog Handlers Allowance (a) When an employee is required to handle a trained dog to watch over inmates, or a detector dog, during a shift, the Article 34: MODIFIED HOURS OF WORK Exchange of Shifts On exchange of shifts between employees, if provided in this collective agreement, the Employer shall pay as if no exchange had occurred. Exchange of shifts will be administered in accordance with clause Article 43: ALLOWANCES AND PREMIUMS Detector Dog Handlers Allowance a. When an employee detector dog handler is required to handle a trained detector dog to watch over inmates, or a 21

22 employee shall be paid four dollars ($4.00) for each period in which the employee handles the dog for a minimum of one (1) hour within the first four (4) hours immediately after the commencement of the shift. The same amount shall be paid under the same conditions for any succeeding period of four (4) hours. (b) Provided an employee gives the Employer at least two (2) weeks advance notice before the commencement of the next work schedule of the employee s intention not to work with the dog, an employee shall not be required to handle a dog except as may be required in a penitentiary emergency. detector dog, during a shift, and in recognition of the duties associated with control, care and maintenance of the detector dog at all times, the employee shall be paid the following allowance of one ($1) dollar per hour. four dollars ($4.00) for each period in which the employee handles the dog for a minimum of one (1) hour within the first four (4) hours immediately after the commencement of the shift. The same amount shall be paid under the same conditions for any succeeding period of four (4) hours. b. Provided an employee gives the Employer at least two (2) weeks' advance notice before the commencement of the next work schedule of the employee's intention not to work with the detector dog, an employee shall not be required to handle a detector dog except as may be required in a penitentiary emergency. (c) The employer shall reimburse the employee who is required to use a dog in the performance of their duties. For all site management approved expenses, the handler shall be reimbursed for their incurred expenses in accordance with the nationally approved list. A committee composed of two (2) Union representatives and two (2) Employer representatives shall meet twice per year to recommend to the employer amendments to the approved list of equipment and expenses related to the dog handler c. The Employer shall reimburse the employee who is required to use a detector dog in the performance of their duties. For all site management approved expenses, the detector dog handler shall be reimbursed for their incurred expenses in accordance with the nationally approved list. c. A committee composed of two (2) Union representatives and two (2) Employer representatives shall meet twice (2) per year to recommend to the Employer amendments to the 22

23 position. approved list of equipment and expenses related to the detector dog handler position and any other conditions. Article 43: ALLOWANCES AND PREMIUMS Responsibility Allowance Where, in a minimum security institution, the Director or other senior institutional personnel are not on duty on the evening shift and night shift from Monday to Friday and all shifts on weekends and statutory holidays, a Correctional Officer, at the CX-2 level, may be designated by management as the senior officer of the shift. The Senior officer of the shift shall be compensated for assuming these additional duties and responsibilities by an allowance of three dollars ($3.00) for each period of four (4) hours worked per shift. Article 43: ALLOWANCES AND PREMIUMS Clothing Allowance Those Correctional Officers I (CX-1) and Correctional Officers II (CX-2) employees, including those who are pregnant, who are not required to wear a uniform routinely during the course of their Correctional Officer duties shall receive an annual clothing allowance of six hundred dollars ($600.00). This allowance will be payable once per fiscal year and by March 31. The maximum allowance payable per fiscal year is six hundred dollars ($600.00). Article 43: ALLOWANCES AND PREMIUMS Responsibility Allowance Grierson Centre Where, in a minimum security institution, the Director or other senior institutional personnel are not on duty on the evening shift and night shift from Monday to Friday and all shifts on weekends and statutory holidays, a Correctional Officer, at the CX-2 level, may be designated by management as the senior officer of the shift. The Senior officer of the shift shall be compensated for assuming these additional duties and responsibilities by an allowance of three seven dollars and fifty-five cents ($ ) for each period of four (4) hours worked per shift. Article 43: ALLOWANCES AND PREMIUMS Clothing Allowance a. Those Correctional Officers I (CX-1) and Correctional Officers II (CX-2) employees, including those who are pregnant, who are not required to wear a uniform routinely during the course of their Correctional Officer duties or where the duration of formal accommodation would lead to a reasonable expectation of similar wear and tear on non-uniform clothing shall receive an annual clothing allowance of six hundred dollars ($600.00). This 23

24 The provision applies to those CX-1 and CX-2 employees assigned to such duties for periods of time of not less than six (6) cumulative months per fiscal year, or six (6) continuous months. Article 43: ALLOWANCES AND PREMIUMS Uniform Committee Article 43: ALLOWANCES AND PREMIUMS Instructor allowance When an employee acts as an instructor, he shall receive an allowance equal to two dollars fifty cents ($2.50) per hour, for each hour or part of an hour. allowance will be payable once per fiscal year and by March 31. The maximum allowance payable per fiscal year is six hundred dollars ($600.00). b. The provision applies to those CX-1 and CX-2 employees assigned to such duties for periods of time of not less than six (6) cumulative months per fiscal year, or six (6) continuous months. The allowance will be calculated on a monthly basis and prorated to the time the employee was assigned to these duties. Article 43: ALLOWANCES AND PREMIUMS Uniform Committee Text now appears at article 19. Article 43: ALLOWANCES AND PREMIUMS Instructor allowance When an employee is required to perform the duties of an instructor, acts as an instructor, he or she shall receive an allowance equal to two dollars fifty cents ($2.50) per hour, for each hour or part of an hour where he or she performs these duties, including overtime. An employee paid at the CX-03 classification level is not entitled to this allowance. 24

25 Article 43: ALLOWANCES AND PREMIUMS Allowances for employees who accept to be Emergency Response Team Members The employee who is a member of the Emergency Response Team shall receive a premium of two dollars fifty cents ($2.50) per hour for each hour or part of an hour, as soon as he is called up as a member of the emergency team. Article 43: ALLOWANCES AND PREMIUMS Allowance for employees who accept to be Emergency Response Team Members The employee who is a member of the Emergency Response Team shall receive a premium of two dollars fifty cents ($2.50) per hour for each hour or part of an hour worked, including overtime, as soon as he or she is called up as a member of the emergency response team. Article 43: ALLOWANCES AND PREMIUMS Correctional Officer Allowance The Employer will provide an allowance to incumbents of a CX position for the performance of duties in the Correctional Services group beginning June Article 43: ALLOWANCES AND PREMIUMS Correctional Officer Allowance The Employer will provide an allowance to incumbents of a CX position for the performance of duties in the Correctional Services group beginning June 1, e. Effective June 1, 2016, this allowance ceases to apply. 25

26 ARTICLE 45: MATERNITY-RELATED REASSIGNMENT OR LEAVE An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24 th ) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. ARTICLE 45: MATERNITY-RELATED REASSIGNMENT OR LEAVE Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth. Article 51: DURATION This collective agreement shall expire on May 31, ARTICLE 45: MATERNITY-RELATED REASSIGNMENT OR LEAVE An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twentyfourth fifty-second (24 th 52 nd ) week following the birth, request the Employer to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child. ARTICLE 45: MATERNITY-RELATED REASSIGNMENT OR LEAVE Where the Employer concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Employer shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four fifty-two (2452) weeks after the birth. Article 51: DURATION This collective agreement shall expire on May 31,

27 APPENDIX A - ANNUAL RATES OF PAY CX - CORRECTIONAL SERVICES (SUPERVISORY AND NON-SUPERVISORY) GROUP ANNUAL RATES OF PAY (in dollars) A) Effective June 1, 2010 B) Effective June 1, 2011 C) Effective June 1, 2012 D) Effective June 1, 2013 CX-1 From: $ To: A B C D CX-2 From: $ To: A B C D APPENDIX A - ANNUAL RATES OF PAY CX - CORRECTIONAL SERVICES (SUPERVISORY AND NON-SUPERVISORY) GROUP Rates of Pay Effective June 1, increase to rates of pay: 1.25% Effective June 1, increase to rates of pay: 1.25% Effective June 1, % market adjustment; Effective June 1, Restructure (Roll-in of Correctional Officer Allowance) Effective June 1, increase to rates of pay: 1.25% Effective June 1, increase to rates of pay: 1.25% For greater clarity, the CX-03 pay grid shall be added on the date of signing. Salary scale table available in the annex 1 (p.46). 27

28 APPENDIX B WORK FORCE ADJUSTMENT Definitions Opting employee (employé-e optant) - is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has ninety (90) days to consider the Options of Part 6.3 of this appendix. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall establish work force adjustment committees, where appropriate, to manage the work force adjustment situations within the department. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide ninety (90) days to consider the three (3) Options outlined in Part VI of this appendix to all opting employees before a decision is required of them. If the APPENDIX B WORK FORCE ADJUSTMENT Definitions Opting employee (employé-e optant) - is an indeterminate employee whose services will no longer be required because of a work force adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has ninety (90) one hundred and twenty (120) days to consider the Options of Part 6.3 of this appendix. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall establish joint work force adjustment committees, where appropriate, to manage advise and consult on the work force adjustment situations within the department. Terms of reference of such committees shall include a process for addressing alternation requests from other departments and/or organizations. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Where a deputy head cannot provide a guarantee of a reasonable job offer, the deputy head will provide ninety (90) one hundred and twenty (120) days to consider the three (3) Options outlined in Part VI of this appendix to all opting employees before 28

29 employee fails to select an option, the employee will be deemed to have selected Option (a), Twelve (12)-month surplus priority period in which to secure a reasonable job offer. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall provide surplus employees with a lay-off notice at least one (1) month before the proposed lay-off date, if appointment efforts have been unsuccessful. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counsellor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counselling is to include explanations and assistance concerning: a decision is required of them. If the employee fails to select an option, the employee will be deemed to have selected Option (a), Twelve (12)-month surplus priority period in which to secure a reasonable job offer. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall provide surplus employees with a lay-off notice at least one (1) month before the proposed lay-off date, if appointment efforts have been unsuccessful. A copy of this notice shall be provided to the President of the Union of Canadian Correctional Officers Syndicat des agents correctionnels du Canada - CSN. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities Departments shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counsellor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counselling is to include explanations and assistance concerning: (h) alternatives that might be available to the employee (alternation, appointment, relocation, retraining, 8. alternatives that might be available to the employee (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement 29

30 lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, Education Allowance, pay in lieu of unfulfilled surplus period, resignation, accelerated lay-off); APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities 1.4 Employees Opting employees are responsible for: including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, Education Allowance, pay in lieu of unfulfilled surplus period, resignation, accelerated lay-off); 11. advise employees to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable job offer. 16. advising employees of the right to be represented by the Union in the application of this Appendix. APPENDIX B WORK FORCE ADJUSTMENT Part I - Roles and responsibilities 1.4 Employees Opting employees are responsible for: (a) (b) considering the Options of Part VI of this appendix; communicating their choice of Options, in writing, to their manager no later than ninety (90) days after being declared opting. 1. considering the Options of Part VI of this appendix; 2. communicating their choice of Options, in writing, to their manager no later than ninety (90) one hundred and twenty (120) days after being declared opting. APPENDIX B WORK FORCE ADJUSTMENT Part VI - Options for employees APPENDIX B WORK FORCE ADJUSTMENT Part VI - Options for employees 30

31 6.1 General Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have ninety (90) days to consider the three Options below before a decision is required of them The opting employee must choose, in writing, one of the three Options of section 6.3 of this appendix within the ninety (90)-day window. The employee cannot change Options once having made a written choice If the employee fails to select an Option, the employee will be deemed to have selected Option a), Twelve-month surplus priority period in which to secure a reasonable job offer at the end of the ninety (90)-day window If a reasonable job offer which does not require a relocation is made at any time during the ninety (90)-day opting period and prior to the written acceptance of the Transition Support Measure or the Education Allowance Option, the employee is ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the Education Allowance. 6.1 General Employees who are not in receipt of a guarantee of a reasonable job offer from their deputy head have ninety (90) one hundred and twenty (120) days to consider the three (3) Options below before a decision is required of them The opting employee must choose, in writing, one of the three Options of section 6.3 of this appendix within the ninety (90) one hundred and twenty (120)-day window. The employee cannot change Options once having made a written choice If the employee fails to select an Option, the employee will be deemed to have selected Option a), Twelve-month surplus priority period in which to secure a reasonable job offer at the end of the ninety (90) one hundred and twenty (120)-day window If a reasonable job offer which does not require a relocation is made at any time during the ninety (90) one hundred and twenty (120)-day opting period and prior to the written acceptance of the Transition Support Measure or the Education Allowance Option, the employee is ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the Education Allowance. NEW A copy of any letter issued by the Employer under this part or notice of lay-off pursuant to the Public Service Employment Act 31

32 shall be sent forthwith to the President of the Union of Canadian Correctional Officers Syndicat des agents correctionnels du Canada - CSN. 6.2 Voluntary Programs NEW Departments and organizations shall establish voluntary departure programs for all workforce adjustments situations involving five or more affected employees working at the same group and level and in the same work unit. Such programs shall: A. Be the subject of meaningful consultation through joint union-management WFA committees. B. Volunteer programs shall not be used to exceed reduction targets. Where reasonably possible, departments and organizations will identify the number of positions for reduction in advance of the voluntary programs commencing. C. Take place after affected letters have been delivered to employees. D. Take place before the department or organization engages in the SERLO process. 32

33 E. Provide for a minimum of 30 calendar days for employees to decide whether they wish to participate. F. Allow employees to select options B, Ci or Cii. G. Provide that when the number of volunteers is larger than the required number of positions to be eliminated, volunteers will be selected based on seniority (total years of service in the public service, whether continuous or discontinuous). 33

34 6.2 Alternation Only an opting employee, not a surplus one, may alternate into an indeterminate position that remains in the public service. 6.2 Alternation Only an opting employee, not a surplus one, may alternate into an indeterminate position that remains in the public service. (a) (b) Only opting and surplus employees who are surplus as a result of having chosen Option A may alternate into an indeterminate position that remains in the Core Public Administration. If an alternation is proposed for a surplus employee, as opposed to an opting employee, the Transition Support Measure that is available to the alternate under (b) or (c) (i) shall be reduced by one week for each completed week between the beginning of the employee s surplus priority period and the date the alternation is proposed. For clarity, the alternation will not be denied solely as a result of untimely administrative processes. APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the deputy head will have access to the choice of Options below: APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options Only opting employees who are not in receipt of the guarantee of a reasonable job offer from the deputy head will have access to the choice of Options below: 34

35 (b) Or Transition Support Measure (TSM) is a cash payment, based on the employee s years of service in the public service (see Annex B) made to an opting employee. Employees choosing this Option must resign but will be considered to be laid-off for purposes of severance pay. c) Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than seven thousand dollars ($7000) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and mandatory equipment. Employees choosing Option (c) could either: APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options Opting employees who choose Option (b) or (c) above will be entitled to up to three hundred and eighty-five ($385.00) for financial planning advice. b) Transition Support Measure (TSM) is a cash payment, based on the employee's years of service in the public service (see Annex B) made to an opting employee. Employees choosing this Option must resign but will be considered to be laid-off for purposes of severance pay. The TSM shall be paid in one (1) or two (2) lump-sum amounts over a maximum two (2) year period. or c) Education allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than seven fifteen thousand dollars ($7000) ($15,000) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and mandatory relevant equipment. Employees choosing Option (c) could either: APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options Opting employees who choose Option (b) or (c) above will be entitled to up to one thousand dollars ($1000) three hundred and eighty-five ($385.00) towards counselling services in respect of their potential re-employment or retirement. Such counselling services may include financial and job placement counselling services. for financial planning advice. 35

36 APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is re-appointed to that portion of the public service of Canada specified from time to time in Schedule I, Part I of the Public Service Labour Relations Act shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid. APPENDIX C 6. In the event that the Employer is unable to grant an employee reasonable time off with pay for the purpose of taking an overtime meal break, in lieu thereof the employee shall receive an additional one-half (1/2) hour of overtime compensation at the same overtime rate of the shift completed. APPENDIX E MEMORANDUM OF UNDERSTANDING BETWEEN THE TREASURY BOARD AND THE UNION OF CANADIAN CORRECTIONAL OFFICERS - SYNDICAT DES AGENTS CORRECTIONNELS DU CANADA CSN APPENDIX B WORK FORCE ADJUSTMENT 6.3 Options An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is re-appointed to the Public Service that portion of the public service of Canada specified from time to time in Schedules I and IV of the Financial Administration Act shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid. APPENDIX C OVERTIME MEAL ALLOWANCE 6. Notwithstanding the above paragraphs, in the event that the Employer is unable to grant an employee reasonable time off with pay for the purpose of taking an overtime meal break in situations of both contiguous and non-contiguous overtime shifts, in lieu thereof, the employee shall receive an additional one-half (1/2) hour of overtime compensation at the same overtime rate of the shift completed. APPENDIX E MEMORANDUM OF UNDERSTANDING BETWEEN THE TREASURY BOARD AND THE UNION OF CANADIAN CORRECTIONAL OFFICERS - SYNDICAT DES AGENTS CORRECTIONNELS DU CANADA CSN 36

37 (UCCO-SACC-CSN) REGARDING THE EXCLUSION OF CX-3 AND CX-4 LEVEL POSITIONS The Employer and the Union of Canadian Correctional Officers - Syndicat des agents correctionnels du Canada - CSN (UCCO-SACC-CSN) agree to the following: For the duration of this collective agreement, there shall be an exclusion of all positions classified either CX-3 or CX-4 in the bargaining unit described as being composed of all of the Employer s employees in the Correctional Services group, as defined in Part 1 of the Canada Gazette for March 27, (UCCO-SACC-CSN) REGARDING THE EXCLUSION OF CX-3 AND CX-4 LEVEL POSITIONS The Employer and the Union of Canadian Correctional Officers - Syndicat des agents correctionnels du Canada - CSN (UCCO- SACC-CSN) agree to the following: For the duration of this collective agreement, there shall be an exclusion of all positions classified either CX-3 or CX-4 in the bargaining unit described as being composed of "all of the Employer's employees in the Correctional Services group, as defined in Part 1 of the Canada Gazette for March 27, 1999." For greater certainty, effective on the date of signing of this collective agreement, all terms and conditions of employment of this agreement shall apply to positions classified CX-03 and who were previously subject to this MOU. APPENDIX "J" Subject to the Access to Information Act and the Privacy Act, the Employer shall provide the employee access to the information used during the disciplinary investigation. APPENDIX "J" APPENDIX XX Text is moved to Article 17. NEW MEMORANDUM OF UNDERSTANDING BETWEEN THE TREASURY BOARD AND UNION OF CANADIAN CORRECTIONAL OFFICERS SYNDICAT DES AGENTS CORRECTIONNELS DU CANADA CSN (UCCO-SACC- 37

38 CSN) WITH RESPECT TO THE NOTICE OF SHIFT CHANGE This Memorandum confirms the agreement reached by the parties at the bargaining table regarding collaboration between the Correctional Service Canada (the Department) and UCCO- SACC-CSN to look into the matter of notice period of shift change pursuant to paragraph d) of the collective agreement. The Department and UCCO-SACC-CSN agree to initiate discussions within sixty (60) days of signing of the collective agreement to develop terms of reference for a project regarding the changing of the notice period under article 21.03d). 38

39 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT I-B - VACATION LEAVE WITH PAY (reference article 29.07) 9. Acting Employees a) Correctional Officers (CX-01) who become acting Correctional Officers (CX-02) shall sign up for their annual vacation leave on the list pertaining to their acting position. b) Correctional Officers (CX-01 and CX-02) who are seconded to other functions (acting, on assignment or other) shall sign up for their annual vacation leave on the list pertaining to their assigned position. I-D INJURY-ON-DUTY LEAVE For the purpose of these provisions, CSC will apply the following: 1. For all cases of employees on injury-on-duty, the definition of a reasonable period is not limited provided the Workers Compensation authority continues to consider the employee unable to work. 2. Notwithstanding the above, the Treasury Board policy regarding injury-on-duty leave applies. I-B - VACATION LEAVE WITH PAY (reference article 29.07) Acting Employees a) Correctional Officers (CX-01) who are become acting in higher Correctional Officers (CX-02) levels shall sign up for their annual vacation leave on the list pertaining to their acting position. b) Correctional Officers (CX-01 and CX-02) who are assigned seconded to other functions (acting, on assignment or other) shall sign up for their annual vacation leave on the list pertaining to their assigned position. I-D INJURY-ON-DUTY LEAVE New interpretation bulletin follows in annex. In recognition that the Treasury Board of Canada Secretariat policy applies pursuant to the collective agreement provision, CSC will apply the following as it relates to the determination of conversion to Worker s Compensation Board (WCB) direct pay: 1. For all cases of employees on injury on duty leave, the definition of a reasonable period is not limited provided the Workers Compensation authority continues to consider the employee unable to work to any specific number of days (e.g. 130). However, it is also not unlimited and such entitlements remain subject to regular and ongoing case reviews. 2. Notwithstanding the above, the Treasury Board policy regarding injury-on-duty leave applies.while regular and ongoing case reviews are to be undertaken, two specific mandatory review periods are required during any period of approved IODL. 39

40 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT 3. For the purpose of managing the return to work of employees who are injured on duty, minimally: b) Each region will have a joint union-management committee in place to oversee and advise the return to work of all injured employees who have been off duty for more than six (6) months; The first is to take place 130 days following the date of injury on duty and the second is to take place two (2) years following the date of injury on duty. 3. For the purposes of managing return to work employees who are injured on duty, minimally: b. Each region will have a joint union-management committee in place to oversee and advise on the return to work of all injured employees who have been off duty for more than six (6) months; ** Transitional Application: Where employees are on IODL as of the date of the signing of the Global Agreement, a special case review will be undertaken. Where transfer to WCB direct pay is deemed appropriate, the employee will be provided with 2 weeks notice prior to the transfer being effected. II-A- EMPLOYEE REPRESENTATIVES At the local s request, the Warden and the Union may agree in writing on a particular schedule of work for the President of the local. Such agreements shall be aligned with the term of that President s position and remain in effect only for so long as he or she holds said union office. Said agreements may be terminated at any point by joint agreement of the Warden and the Union. II-C - DEPLOYMENT AT THE EMPLOYEE S REQUEST 4. Normally, an employee s request for a deployment will be granted as a priority over the hiring of a new employee who has completed the Correctional Training Program (CTP). II-A- EMPLOYEE REPRESENTATIVES At the Union s local s request, the Warden and the Union may agree in writing on a particular schedule of work for the President of the local and Regional Vice President. Such agreements shall be aligned with the term of that Union representative s President s mandate position and remain in effect only for so long as he or she holds said union office. Said agreements may be terminated at any point by joint agreement of the Warden and the Union. II-C - DEPLOYMENT AT THE EMPLOYEE S REQUEST 4. Normally, an employee s request for a deployment will be granted as a priority over the hiring of a new employee ten (10) 40

41 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT weeks prior to the commencement of the Correctional Training Program (CTP). Notwithstanding, where exceptions may arise, the parties agree to meet and consult on such matters. 5. Where a Warden decides to fill a vacancy with a CTP graduate or fill the position by way of promotion or demotion, the Warden shall provide the employee with written reasons for the decision subject to the privacy protections of the other employees. 6. The employee may request that the Regional Deputy Commissioner review the decision, if the employee is not satisfied with the reasons provided by the Warden. II-E - HEALTH AND SAFETY 6. For the purposes of this article, the local union health and safety representative is defined as a Correctional Officers union representative. a) The local union health and safety representative participates in any workplace accident investigation into injury or material damage as well as any situation or incident that could result in injury, illness or material damage as it relates to Correctional Officers; 5. In exceptional cases, where a Warden decides to fill a vacancy with a CTP graduate recruit, or fill the position by way of promotion or demotion, the Warden shall provide the employee who requested deployment at the site with written reasons for the decision subject to the privacy protections of other employees. 6. The employee Regional President may request that the Regional Deputy Commissioner review the decision, if the employee who requested deployment to the site is not satisfied with the reasons provided by the Warden. II-E - HEALTH AND SAFETY 6. For the purposes of this article, the local union health and safety representative is defined as a Correctional Officers union representative. a) The local union health and safety representative* participates in any workplace accident investigation into injury or material damage as well as any situation or incident that could result in injury, illness or material damage as it relates to Correctional Officers; *Note: Investigation in the clustered sites must be handled by the local union health and safety representative identified from the unit where the incident took place unless this representative is not available within a reasonable period, in which case a local 41

42 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT union health and safety representative from the broader site may be called upon. NEW II-I OVERTIME ALLOCATION (Reference Article 21) For the purpose of provision a), the available and qualified employee who has worked or been offered the least overtime hours in the fiscal year will normally be offered the overtime opportunity of more than 3 hours duration. When another employee is hired, the hiring manager shall record the rationale for the decision at the time of hiring. CSC shall post daily overtime reports which will include employees quantum of overtime hours offered or worked, the cumulative hours worked and offered and the time of day of the overtime periods worked. If a person other than the person with the least number of hours is hired, the reason for that decision will be included in the daily report. The parties shall review the hiring activities monthly. In cases where a concern is raised and the parties determine that the concern is founded, the employee shall be given priority for the next overtime opportunity for which they are qualified and available. NEW II-J NOTICE PERIOD FOR A CHANGE OF SHIFT (Reference: Appendix XX) CSC and the Union agree to the following: 1. A project shall be undertaken at each worksite across CSC, and shall apply to all Correctional Officers who are required to work a shift schedule. This project is 42

43 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT III-A - DISCIPLINE 1. a) For a first offence, an amount of two hundred fifty dollars ($250) for a Correctional Officer I and of two hundred seventy dollars ($270) for a Correctional Officer II, which represent one (1) day of pay. 3. When CSC management decides to apply a financial penalty as a corrective measure for subsequent offences of misconduct, the following higher financial penalties may apply: a) For a second offence, an amount of five hundred dollars ($500) for a Correctional Officer I and of five hundred forty dollars ($540) for a Correctional Officer II, which represent two (2) days of pay, b) For a third offence, an amount of seven hundred fifty dollars ($750) for a Correctional Officer I and of eight hundred ten dollars ($810), which represent three (3) days of pay, limited to the application of paragraph d), as contained in the collective agreement signed on the XX day of XX, For the duration of the project, an employee whose regularly scheduled shift is changed, pursuant to subparagraph 21.02(b)(ii), without ninety-six (96) hours notice, shall be compensated at the rate of time and three-quarters (1 ¾) for the first (1 st ) full shift worked on the new schedule. Subsequent shifts worked on the new schedule shall be paid for at the straight-time rate of pay. III-A - DISCIPLINE 1. a) For a first offence, an amount of two hundred seventy dollars ($270) for a CX-01 and of two hundred eighty five dollars ($285) for a CX-02, and of three hundred and ten dollars ($310) for a CX-03, which represent one (1) day of pay. 2. When CSC management decides to apply a financial penalty as a corrective measure for subsequent offences of misconduct, the following higher financial penalties may apply: a) For a second offence, an amount of five hundred dollars ($540) for a CX-01 and of five hundred seventy dollars ($570) for a CX- 02, and of six hundred and twenty dollars ($620) for a CX-03, which represent two (2) days of pay, b) For a third offence, an amount of seven hundred fifty eight hundred and ten dollars ($ ) for a CX-01 and of eight hundred and fifty-five ten dollars ($ ) for a CX-02, and of nine hundred and thirty dollars ($930) for a CX-03, which represent three (3) days of pay. 43

44 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT c) For a fourth offence, an amount of one thousand dollars ($1000) for a Correctional Officer I and of one thousand eighty dollars ($1080) for a Correctional Officer II, which represent four (4) days of pay. 3. In the case of severe misconduct at anytime, if CSC decides that the most appropriate sanction for a disciplinary offence is a financial penalty, the maximum that may be imposed is one thousand dollars ($1000) for a Correctional Officer I and of one thousand eighty dollars ($1080) for a Correctional Officer II, which represent four (4) days of pay. In this circumstance, the graduated scale of financial penalties does not apply. IV-A - LABOUR RELATIONS COMMITTEES 6. Meeting guidelines 3. At the local level: i. For Management 1) Institutional Warden and other representatives ii. For the Union 1) Local President 2) Local Vice-President 3) Local Secretary 4) Local Grievance Officer 5) Union stewards 6) Union staff representatives or a national or regional executive officer c) For a fourth offence, an amount of one thousand dollars ($1000) for a Correctional Officer I and of one thousand eighty dollars ($1080) for a Correctional Officer II, which represent four (4) days of pay. 4. In the case of severe misconduct at anytime, if CSC decides that the most appropriate sanction for a disciplinary offence is a financial penalty, the maximum that may be imposed is eight hundred ten ($810) one thousand dollars ($1000) for a CX-01 and of eight hundred fifty five one thousand eighty dollars ($ ) for a CX-02, and of nine hundred and thirty dollars ($930) for a CX-03, which represent four (4) days three (3) days of pay. In this circumstance, the graduated scale of financial penalties does not apply. IV-A - LABOUR RELATIONS MANAGEMENT COMMITTEES 6. Meeting guidelines 3. At the local level: iii. For Management 1) Institutional Warden and other representatives iv. For the Union 1) Local President 2) Local Vice-President 3) Local Secretary 4) Local Grievance Officer 5) Union stewards 6) Union staff representatives or a national or regional executive officer. 44

45 Global Agreement Tentative Agreement - November 2017 CURRENT GLOBAL AGREEMENT The CSC shall maintain the salary of four (4) employees who participate in local Labour Relations Committee meetings. v. For clustered sites 1) Two (2) Local Presidents 2) Two (2) Local Vice-Presidents 3) Two (2) Local Secretaries 4) Two (2) Local Grievance Officers 5) Union stewards 6) Union staff representatives or a national or regional executive officer. For clustered sites, the CSC shall maintain the salary of six (6) employees who participate in local Labour Relations Committee meetings. 45

46 Annex November 2017 ANNEX 1 Annual wage ($) Proposal CX-1 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 52,350 $ 55,490 $ 58,820 $ 62,350 $ 66, $ 53,132 $ 56,320 $ 59,699 $ 63,280 $ 67, $ 54,062 $ 57,306 $ 60,744 $ 64,387 $ 68, $ 54,873 $ 58,166 $ 61,655 $ 65,353 $ 69, $ 55,970 $ 59,329 $ 62,888 $ 66,660 $ 70, $ 56,670 $ 60,071 $ 63,674 $ 67,493 $ 71, $ 57,378 $ 60,821 $ 64,470 $ 68,337 $ 72,441 market adjust + roll in allowance $ 60,448 $ 63,970 $ 67,703 $ 71,659 $ 75, $ 61,203 $ 64,770 $ 68,549 $ 72,554 $ 76, $ 61,968 $ 65,580 $ 69,406 $ 73,461 $ 77,765 Proposal CX-2 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 55,550 $ 58,890 $ 62,420 $ 66,160 $ 70, $ 56,385 $ 59,769 $ 63,654 $ 67,155 $ 71, $ 57,372 $ 60,815 $ 64,463 $ 68,330 $ 72, $ 58,233 $ 61,727 $ 65,430 $ 69,355 $ 73, $ 59,398 $ 62,962 $ 66,739 $ 70,742 $ 74, $ 60,140 $ 63,749 $ 67,573 $ 71,626 $ 75, $ 60,892 $ 64,546 $ 68,418 $ 72,522 $ 76,871 market adjust + roll in allowance $ 64,043 $ 67,780 $ 71,742 $ 75,940 $ 80, $ 64,843 $ 68,628 $ 72,638 $ 76,889 $ 81, $ 65,654 $ 69,486 $ 73,546 $ 77,850 $ 82,412 46

47 Annex November 2017 Proposal CX-3 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 64,594 $ 68,470 $ 72,578 $ 76,932 $ 81, $ 65,401 $ 69,326 $ 73,485 $ 77,894 $ 82, $ 66,219 $ 70,192 $ 74,404 $ 78,867 $ 83,599 market adjust + roll in allowance $ 69,492 $ 73,557 $ 77,865 $ 82,431 $ 87, $ 70,361 $ 74,476 $ 78,838 $ 83,462 $ 88, $ 71,240 $ 75,407 $ 79,824 $ 84,505 $ 89,468 Proposal CX-1 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 52,350 $ 55,490 $ 58,820 $ 62,350 $ 66, $ 53,132 $ 56,320 $ 59,699 $ 63,280 $ 67, $ 54,062 $ 57,306 $ 60,744 $ 64,387 $ 68, $ 54,873 $ 58,166 $ 61,655 $ 65,353 $ 69, $ 55,970 $ 59,329 $ 62,888 $ 66,660 $ 70, $ 56,670 $ 60,071 $ 63,674 $ 67,493 $ 71, $ 57,378 $ 60,821 $ 64,470 $ 68,337 $ 72,441 market adjust + roll in allowance $ 60,448 $ 63,970 $ 67,703 $ 71,659 $ 75, $ 61,203 $ 64,770 $ 68,549 $ 72,554 $ 76, $ 61,968 $ 65,580 $ 69,406 $ 73,461 $ 77,765 47

48 Annex November 2017 Proposal CX-2 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 55,550 $ 58,890 $ 62,420 $ 66,160 $ 70, $ 56,385 $ 59,769 $ 63,654 $ 67,155 $ 71, $ 57,372 $ 60,815 $ 64,463 $ 68,330 $ 72, $ 58,233 $ 61,727 $ 65,430 $ 69,355 $ 73, $ 59,398 $ 62,962 $ 66,739 $ 70,742 $ 74, $ 60,140 $ 63,749 $ 67,573 $ 71,626 $ 75, $ 60,892 $ 64,546 $ 68,418 $ 72,522 $ 76,871 market adjust + roll in allowance $ 64,043 $ 67,780 $ 71,742 $ 75,940 $ 80, $ 64,843 $ 68,628 $ 72,638 $ 76,889 $ 81, $ 65,654 $ 69,486 $ 73,546 $ 77,850 $ 82,412 Proposal CX-3 salary scale Year Step 1 Step 2 Step 3 Step 4 Step $ 64,594 $ 68,470 $ 72,578 $ 76,932 $ 81, $ 65,401 $ 69,326 $ 73,485 $ 77,894 $ 82, $ 66,219 $ 70,192 $ 74,404 $ 78,867 $ 83,599 market adjust + roll in allowance $ 69,492 $ 73,557 $ 77,865 $ 82,431 $ 87, $ 70,361 $ 74,476 $ 78,838 $ 83,462 $ 88, $ 71,240 $ 75,407 $ 79,824 $ 84,505 $ 89,468 48

49 Annex November 2017 SCENARIO 1 - CX-1 hired on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-1 (before CA signature) $ 55, $ 59, $ 62, $ 33, $211, Earned salary CX-1 (after CA signature) $ 56, $ 60, $ 68, $ 36, $222, Wage diff. according to the salary chart $ $ 1, $ 5, $ 3, CX Allowance deduction $ 1, $ Total retro $ $ 1, $ 3, $ 2, $ 8, SCENARIO 1 - CX-2 hired on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-2 (before CA signature) $ 59, $ 62, $ 66, $ 35, $224, Earned salary CX-2 (after CA signature) $ 60, $ 64, $ 72, $ 38, $236, Wage diff. according to the salary chart $ $ 1, $ 5, $ 3, $ 11, CX Allowance deduction $ 1, $ Total retro $ $ 1, $ 4, $ 2, $ 9, SCENARIO 1 - CX-3 hired on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-3 (before CA signature) $ 64, $ 68, $ 72, $ 38, $244, Earned salary CX-3 (after CA signature) $ 65, $ 70, $ 78, $ 42, $256, Wage diff. according to the salary chart $ $ 1, $ 6, $ 3, $ 12, CX Allowance deduction $ 1, $ Total retro $ $ 1, $ 4, $ 2, $ 9,

50 Annex November 2017 SCENARIO 2 - CX-1 at the max. salary scale on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-1 (before CA signature) $ 70, $ 70, $ 70, $ 35, $247, Earned salary CX-1 (after CA signature) $ 71, $ 72, $ 76, $ 38, $259, Wage diff. according to the salary chart $ $ 1, $ 6, $ 3, $ 12, CX Allowance deduction $ 1, $ Total retro $ $ 1, $ 4, $ 2, $ 9, SCENARIO 2 - CX-2 at the max. salary scale on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-2 (before CA signature) $ 74, $ 74, $ 74, $ 37, $262, Earned salary CX-2 (after CA signature) $ 75, $ 76, $ 81, $ 41, $275, Wage diff. according to the salary chart $ $ 1, $ 6, $ 3, $ 12, CX Allowance deduction $ 1, $ Total retro $ $ 1, $ 4, $ 2, $ 10, SCENARIO 2 - CX-3 at the max. salary scale on June 1, 2014 June 1, 2014 to June 1, 2015 to June 1, 2016 to June 1, 2017 to May 31, 2015 May 31, 2016 May 31, 2017 Dec. 1, 2017 Total Earned salary CX-3 (before CA signature) $ 81, $ 81, $ 81, $ 40, $285, Earned salary CX-3 (after CA signature) $ 82, $ 83, $ 88, $ 44, $299, Wage diff. according to the salary chart $ 1, $ 2, $ 6, $ 3, $ 13, CX Allowance deduction $ 1, $ Total retro $ 1, $ 2, $ 5, $ 3, $ 11, Reference chart Number of months completed since June 1 6 Number of pay period since June 1 13 correctional Officer Allowance $ 1,

51 Annex November 2017 ANNEX 2 Bulletin EFFECTIVE DATE TO BE ADDED This bulletin is in reference to the CX Collective Agreement and Global Agreement between CSC and UCCO-SACC-CSN. Injury-on-duty Leave The Global Agreement between the Correctional Service Canada (CSC) and the Union of Canadian Correctional Officers -Syndicat des agents correctionnels du Canada-CSN (UCCO-SACC-CSN) speaks to Injury-on-duty Leave in Part I-D. The collective agreement and current Treasury Board Secretariat of Canada (TBS) Injury-on-duty Leave (IODL) policy indicate that in virtually all cases where an employee is injured as a result of an occupational accident or condition confirmed by a provincial workers compensation board (WCB), the employee is entitled to Injury-on-duty Leave with full normal pay for such reasonable period as is determined by the employer, in this case the CSC. In accordance with the TBS policy, departments are expected to periodically review such cases to confirm ongoing disability and related absences from work to support the provision of IODL as this leave should not be granted to any employee who is found fit to work, including modified duties when available or to those who cannot return to work in the foreseeable future. CSC has implemented two specific periods for a mandatory review of Injury-on-duty Leave for Correctional Officers (CX). A) 130 day review*. The transfer to direct payment (to workers compensation board benefits) from Injury-on-duty Leave pay should be considered and generally implemented when one of the following criteria is met: 51