Mackenzie County /\ m m fjmt Alberta Union of Provincial Employees C O L L E C T I V E A G R E E M E N T BETWEEN M A C K E N Z I E C O U N T Y AND THE ALBERTA UNION OF PROVINCIAL EMPLOYEES LOCAL 118 CHAPTER 008 JANUARY 31, 2016 TO DECEMBER 31, 2018 UNIFOR 880
N U M E R I C A L T A B L E O F C O N T E N T S Preamble 1 Purpose 2 D e fi n i t i o n s 2 Scope and Recognition 3 M a n a g e m e n t R i g h t s 4 Legislation and U n i o n M e m b e r s h i p the a n d Agreement D u e s C h e c k - O f f 4 5 E m p l o y e r - U n i o n R e l a t i o n s 5 T i m e O f f F o r U n i o n B u s i n e s s 6 A c t i n g I n c u m b e n c y 7 Job Posting 7 H o u r s O f W o r k 7 Overtime 9 S t a n d b y 1 0 P a i d H o l i d a y s 1 1 Annual Vacation Leave 12 Special Leave 13 S i c k L e a v e 1 6 B e n e fi t s 1 7 Maternity/Parental Leave 19 Adoption Leave 20 Court Leave 21 L e a v e W i t h o u t P a y 2 1 Workers' Compensation 21 Layoff and Recall 22 Position Abolishment 23 P r o b a t i o n a r y E m p l o y e e a n d P r o b a t i o n a r y P e r i o d 2 3 D i s c i p l i n a r y H e a l t h a n d A c t i o n S a f e t y 2 3 2 4 General 25 Grievance Procedure 25 Arbitration 27 S h i f t D i f f e r e n t i a l a n d W e e k e n d P r e m i u m 2 8 I s o l a t i o n P a y F o r E m p l o y e e s W o r k i n g i n Z a m a C i t y, A l b e r t a 2 8 T e r m O f A g r e e m e n t 2 9 S c h e d u l e " A " - C l a s s i fi c a t i o n a n d P a y 3 0 S a l a r y S c h e d u l e " B " 3 1 L e t t e r o f U n d e r s t a n d i n g - N o r t h e r n T r a v e l B e n e fi t 3 8 i
A L P H A B E T I C A L T A B L E O F C O N T E N T S A c t i n g I n c u m b e n c y 7 Adoption Leave 20 Annual Vacation Leave 12 Arbitration 27 B e n e fi t s 1 7 Court Leave 21 D e fi n i t i o n s 2 D i s c i p l i n a r y A c t i o n 2 3 E m p l o y e r - U n i o n R e l a t i o n s 5 General 25 Grievance Procedure 25 H e a l t h a n d S a f e t y 2 4 H o u r s O f W o r k 7 I s o l a t i o n P a y F o r E m p l o y e e s W o r k i n g i n Z a m a C i t y, A l b e r t a 2 8 Job Posting 7 Layoff and Recall 22 L e a v e W i t h o u t P a y 2 1 Legislation and the Agreement 4 L e t t e r o f U n d e r s t a n d i n g - N o r t h e r n T r a v e l B e n e fi t 3 8 M a n a g e m e n t R i g h t s 4 Maternity/Parental Leave 19 Overtime 9 P a i d H o l i d a y s 1 1 Position Abolishment 23 Preamble 1 P r o b a t i o n a r y E m p l o y e e a n d P r o b a t i o n a r y P e r i o d 2 3 Purpose 2 S a l a r y S c h e d u l e " A " S c h e d u l e - C l a s s i fi c a t i o n " B " a n d P a y 3 1 3 0 Scope and Recognition 3 S h i f t D i f f e r e n t i a l a n d W e e k e n d P r e m i u m 2 8 S i c k L e a v e 1 6 Special Leave 13 S t a n d b y 1 0 T e r m O f A g r e e m e n t 2 9 T i m e O f f F o r U n i o n B u s i n e s s 6 U n i o n M e m b e r s h i p a n d D u e s C h e c k - O f f 5 Workers' Compensation 21 ii
PREAMBLE This Agreement made the 1st day of November, 2016. BETWEEN: M A C K E N Z I E C O U N T Y (hereinafter referred to as the "Employer") O F T H E F I R S T PA R T A N D T H E A L B E R T A U N I O N O F P R O V I N C I A L E M P L O Y E E S (hereinafter referred to as the "Union") O F T H E S E C O N D P A R T 1
A R T I C L E 1 Purpose Recognizing the Union has the sole right to negotiate and conclude a Collective Agreement on behalf of the Employees of the Employer pursuant to the Labour Relations Code and that the Parties are mutually desirous of entering into a Collective Agreement with the intent and purpose to promote a harmonious relationship between the Employees and the Employer, and to set forth in this Collective Agreement rates of pay, hours of work and conditions of employment, the Parties mutually agree to the conditions of this Agreement. A R T I C L E 2 Definitions 2.01 In this Agreement, unless the context otherwise requires: (a) A word used in the masculine gender applies also in the feminine; (b) A word used in the singular may also apply in the plural; (c) "Union" means the Alberta Union of Provincial Employees; (d) "Union Representative" shall mean a representative of the Union that is authorized by the Union to act on behalf of the Employee; (e) "Employee" means a person employed by the Employer who is in the bargaining unit covered by this Collective Agreement and who is employed in one of the following categories: (i) Employees employed in either full or part-time regular positions (referred to as "Full-time Employees" and "Part-time Employees" respectively); or (ii) Employees employed in temporary positions (referred to as "Temporary Employees"); (iii) Employees employed in a casual position (referred to as "Casual Employees). (f) "Employer" means Mackenzie County. (g) "Immediate family" means an Employee's spouse (including common-law spouse), son, daughter, mother, or father. (h) "Family member" means an Employee's spouse (including common-law spouse), parents, guardian, parent-in-law, grandparent, grandchild, son, daughter, brother, sister, or the husband or wife of any of them. 2
(i) "Common-law spouse" means a person of the opposite sex with whom the Employee has been living in a conjugal relationship for at least six (6) months. (j) "Regular Employee" includes both a Full-time Employee and a Part-time Employee. (k) "Probationary Employee" means an Employee, who during his initial period of employment is serving a probationary period; (1) "Temporary Employee" means an Employee who: (i) is hired for more than four (4) months, but has an assigned end date to their employment; or (ii) is hired to replace a Full-time or part-time Employee who is on a leave of absence for a period in excess of four (4) months; or (iii) is hired to replace a Full-time or Part-time Employee who is on leave due to an illness or injury where the Employee has indicated that the duration of such leave will be in excess of four (4) months; (iv) has the option of participating in the Employer's Group Benefit Plan providing the Employee meets the eligibility of said Plan. (m) "Casual Employee" is one who: (i) is regularly scheduled for a period of four (4) months or less for a specific job; or (ii) relieves for absences the duration of which is four (4) months or less; or (iii) works on a call-in basis and is not regularly scheduled; and (iv) is not entitled to participate in the Employer's Group Benefit Plan. A R T I C L E 3 Scope and Recognition 3.01 The Employer recognizes the Union as the bargaining agent for all Employees included within the Certification Order 98-2007 granted by the Labour Relations Board, namely, "All Employees." 3
There shall be no discrimination, restriction or coercion exercised or practiced in respect of any Employee by either Party by reason of age, race, colour, creed, national origin, political or religious belief, gender, sexual preference or orientation, marital status, physical disability or reason of membership or activity in the Union nor in respect of an Employee's or Employer's exercising any rights conferred under this Collective Agreement or any law of Canada or Alberta. The Employer will provide specific bulletin board space for use of the Union at locations on the Employer's premises, which are accessible to Employees. Sites of the bulletin boards are to be determined by the Employer and the Union. Bulletin board space shall be used for the posting of Union information directed to its members. The text of such information shall be submitted to the Employer for approval prior to posting and a decision shall be provided within twenty-four (24) hours. An Employee shall have the right to wear or display the recognized insignia of the Union. However, no such insignia larger than a lapel pin shall be worn on issue clothing or uniforms, nor shall an insignia be displayed on Employer's equipment or facilities. A R T I C L E 4 Management Rights The Employer retains all rights not otherwise specifically abridged, modified or restricted in this Collective Agreement. Without limiting the generality of the foregoing, the Union acknowledges that it shall be the exclusive right of the Employer to operate and manage its business as long as that right is not specifically abridged, modified or restricted in this Collective Agreement. A R T I C L E 5 Legislation and the Agreement In the event that any law passed by the Government of Alberta or Canada renders null and void, or reduces any provision of this Agreement, the remaining provisions shall remain in effect for the term of the Agreement and the Parties hereto shall negotiate, in accordance with the bargaining procedures of the Labour Relations Code, a satisfactory provision to be substituted for the provision rendered null and void, or reduced. Where a difference arises out of the provisions contained in an Article of the Collective Agreement, and the subject matter is also covered in Employer regulations, guidelines or directives, the Collective Agreement shall supersede the regulation, guideline or directive. 4
A R T I C L E 6 Union Membership and Dues Check Off Employees shall be members of the Union except for reasons recognized by the Alberta Labour Relations Board pursuant to the Alberta Labour Relations Code. All Employees covered by this Agreement shall be required to pay Union dues. The Employer shall deduct each month the amount of the Union dues as set by the Union from time to time from the pay of all Employees covered by this Agreement. The deductions remitted shall be accompanied by particulars identifying each Employee showing their start date and, classification, identification number, rate of pay and if the Employee is on a leave of absence without pay. NOTE: At the present time, Mackenzie County's technology does not allow for this information to be provided to AUPE but the County is implementing new technology and software at the end of 2016 and will notify the Union of the additional information it can provide. The Union shall advise the Employer, in writing, of any change in the amount of dues to be deducted from the Employees covered by this Agreement. Such notice shall be communicated to the Employer at least thirty (30) calendar days prior to the effective date of the change. The Union agrees to indemnify and save the Employer harmless against any claim or liability arising out of the application of this Article. A R T I C L E 7 Emplover-Union Relations The Employer will grant Union Representatives access to its premises for a specific purpose provided prior approval has been obtained. When investigating a grievance for the purpose of meeting with the Grievor or his immediate supervisor, an appointment with the grieving Employee or his immediate supervisor will be obtained through the Chief Administrative Officer. The foregoing approval shall not be unreasonably denied. The Employer acknowledges the right of the Union to appoint Employees in the bargaining unit as Union Stewards. The Union shall determine the number of Union Stewards, having regard to the plan of organization and the distribution of Employees at the workplace. When difficulties arise, the Union and the Employer shall consult in order to resolve the difference. 5
7.04 The Employer recognizes the Union Steward as an official representative of the Union. 7.05 A new Employee shall be advised of the name and location of his Union Steward. The Union Steward will provide the Employee with a copy of the Collective Agreement. 7.06 The Employer and the Union shall equally cost share the printing of this Agreement. A R T I C L E 8 Ti m e O ff f o r U n i o n B u s i n e s s 8.01 Subject to Clause 8.02, time off, without pay, will be provided to members of the Union for the following: (a) Members of the Chapter Executive, to administer the Chapter; such meetings to be held normally on a Saturday; (b) Members of the Negotiating Committee for time spent meeting with representatives of the Employer during the formal negotiating of a Collective Agreement and for Union preparatory meetings during these negotiations; (c) Attendance at Union Conventions, Seminars, Chapter Meetings, Committee Meetings and similar events. (d) To attend to any other business of the Union that may arise. 8.02 In all of the foregoing provisions, time off shall be granted, operational requirements permitting. The Union shall provide the Employer with a copy of the request for time off. Employees shall provide a minimum of five (5) work days notice when requesting time off under Clause 8.01; however, consideration shall still be given in cases where the five (5) days notice is not provided. 8.03 To facilitate the administration of Clause 8.01 of this Article, the Employer will grant the leave of absence with pay and invoice the Union for the Employee's salary and applicable allowances, or the replacement salary costs, whichever is greater, which the Union shall promptly pay. 6
A R T I C L E 9 Acting Incumbency To receive acting incumbency pay, an Employee shall be designated in writing by the Chief Administrative Officer or designate of the Employer to perform the principle duties of the higher level position for a minimum period of one (1) work day, during which time an Employee may also be required to perform some of the duties of his regular position. On completion of the minimum one (1) day qualifying period in an acting incumbency position, an Employee shall be eligible for acting incumbency pay for the total period of acting incumbency including the one (1) day qualifying period. Where an Employee qualifies in an acting incumbency position, the Employee shall be paid on the following basis: (a) a minimum of ten (10%) percent of his current salary in addition to his regular salary or, he may receive the minimum salary for the class in accordance with the pay grid for that classification, whichever is the greater. (b) the salary on return to the Employee's regular position shall be set as if the Employee had continuously occupied their regular position The Employer will designate only one acting incumbent as a result of any one Employee's absence. A R T I C L E 1 0 Job Posting When a vacancy occurs in a regular position, such vacancy shall be posted on the bulletin boards for ten (10) calendar days. If all qualifications are the same, preference will be given to present Employees over external applicants. A R T I C L E 11 H o u r s O f W o r k The regular hours of work for Employees for the purpose of determining pay, benefits and overtime under this Agreement shall be: (a) Administrative Employees The regular hours of work for these Employees shall be 36.25 hours per week, being comprised of seven and one-quarter (7.25) hours on five (5) consecutive days per week from Monday to Sunday. 7
(b) Public Works Employees, Agricultural Field Employees and Enforcement Services Employees The regular hours of work for these Employees shall be forty (40) hours per week comprised of eight (8) hours on five (5) days per week from Monday to Sunday. (i) An Employee working on road construction or road maintenance shall regularly receive two (2) consecutive days of rest every week except where such days are rescheduled due to weather conditions, in which event days off may be consecutive or split. ( ii) If an Employee working on road construction or road maintenance works on a sixth or seventh day within the week, such work will be compensated at overtime rates imless the Employee is given equivalent compensating paid time off in the following week (one (1) hour off for each hour worked on the sixth or seventh day). 11.02 Employees shall regularly receive two (2) fifteen (15) minute paid rest periods, one to be granted before the meal break and one to be granted after. Rest periods shall be taken at the work site unless otherwise approved by the Employee's supervisor. Rest periods cannot be compounded, combined or taken in lieu of time off unless agreed to by the Employer. 11.03 A meal period of not less than one half (1/2) hour and not more than one (1) hour shall be granted to all Employees at approximately the midpoint of each work period. 11.04 Compressed Work Week Schedules (a) Through mutual agreement between the Employer and the Union, compressed work week schedules may be implemented for individual Employees or groups of Employees. Compressed work week schedules can be discontinued upon reasonable notice from either the Employer or the Union. (b) Compressed work week schedules for Employees shall be defined for the purposes of this Agreement as schedules with regular average hours over the rotation cycle of the schedule not exceeding forty (40) hours of work per week. (c) The Parties support compressed work week schedules as a scheme of employment under the Employment Standards Code. (d) Compressed work week Schedules may have regularly scheduled hours of work as determined by the Employer in excess of eight (8) hours in a day with additional scheduled days off compared to a regular schedule. 8
11.05 Reporting Pay The regular hours of work for compressed work week schedules shall be worked on a straight time basis. (e) Averaging over the rotation cycle of the shift shall be based on the period of time required to start at one point of the schedule and return to that same point in the schedule (this being one (1) full rotation cycle). For many schedules, this rotation cycle will be four (4) weeks or longer. An Employee shall be paid a minimum of three (3) hours pay at the regular hourly rate when an expected work period is canceled and the Employee was not notified at least one (1) hour prior to regular starting time of such cancellation. 11.06 An Employee who is approved to attend a training course, seminar or conference on his/her normal day of work shall be paid at straight time rates for all the hours spent on training to a maximum of the normal daily hours of work for that period. 11.07 An Employee who is approved to attend a training course, seminar or conference which is directly related to his/her position on a regularly scheduled day of rest shall be granted a day off in lieu at some other time, or if impractical to grant time off, he/she shall be paid at straight time rates for the hours spent on training to a maximum of the normal daily hours of work for that period. 11.08 An Employee who is approved to attend a training course, seminar or conference which necessitates travel outside of the County shall be compensated at the current overtime rates for the actual hours spent in travel where such travel is in excess of the normal daily or weekly hours of work. 11.09 Travelling time and the mode of transportation shall be determined by the Employer in advance of the trip. A R T I C L E 1 2 Overtime 12.01 An Employee may be required to work hours beyond regularly scheduled hours to overcome unexpected workloads and to meet extraordinary situations. The Employer shall authorize such overtime. 12.02 Overtime shall be paid at the appropriate overtime rates according to the conditions of this Agreement unless the Employee and the Employer mutually agreed to compensatory time off. 12.03 Compensatory time off shall be taken at a mutually agreeable time within twelve (12) months from the date that the overtime was worked. Any overtime not taken within twelve (12) months will be paid out. 9
12.04 An Employee may occasionally be required to work extra time, up to fifteen (15) minutes, immediately following closing time, or to brief an oncoming shift, without payment. However, if the extra time exceeds fifteen (15) minutes, minimum of one-half (1/2) hour overtime compensation will be paid. 12.05 Overtime shall be compensated at one and one-half (1 1/2) times an Employee's regular hourly rate. 12.06 Callback pay: When an Employee is called back to work by the Employer and is required to return to work outside the regular hours of work, the Employee shall be compensated at the overtime rate for a minimum of three (3) hours or for hours actually worked and time spent travelling, whichever is the greater. A R T I C L E 1 3 Standby When an Employee is designated to be immediately available to return to work during a period, which he is not on regular duty, he shall be compensated in the amoimt of: (a) Thirty dollars ($30) per day Monday through Friday. (b) Forty dollars ($40) per day Saturday and Sunday. (c) Fifty dollars ($50) per day on Paid Holidays. 13.02 When an Employee, while on standby, is unable to report to work when required, no compensation shall be granted for the total standby period. 13.03 When an Employee is called back to work during a period on which he was on standby, he shall be compensated for the hours he was on standby as outlined in Clause 13.01 in addition to compensation for the hours worked on call back at the overtime rate. 13.04 An Employee shall not normally be required to be on standby on two (2) consecutive weekends or two (2) consecutive paid holidays where other qualified staff are available. 13.05 The Employer will provide adequate internet service for SCADA access for on call purposes. 10
A R T I C L E 1 4 Paid Holidavs Full-time Employees are entitled to one (1) day's paid leave for each of the following paid holidays: New Year's Day Family Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day In addition to the above paid holidays, a Christmas Floating holiday shall be observed each year on day designated by the Employer during the Christmas holiday season. Part-time Employees shall be eligible for the above paid holidays if the day on which the holiday is observed falls on a regularly scheduled working day for the Part-time Employee. Holiday pay shall be based on the Part-time Employee's normally scheduled working hours. Employees shall qualify for paid holidays according to the qualifying conditions of the Employment Standards Code. If the Municipality does not proclaim a civic holiday as specified above, the first Monday in August shall be observed as such Civic HoUday. When a paid holiday falls on an Employee's regularly scheduled day of rest and the Full-time Employee is not required to work, the Full-time Employee shall be granted holiday leave on the day observed as the holiday and the day of rest shall be rescheduled. When an Employee works on a paid holiday, the Employee shall receive in addition to his holiday pay entitlement, pay at one and one half (1 1/2) times their regular hourly rate for all hours worked on the holiday or equivalent time off. Nothwithstanding the foregoing, while: (a) on layoff; (b) in receipt of compensation from the Workers' Compensation Board; (c) on impaid absence during which the Employee is in receipt of weekly indemnity as provided for by the disability insurer; or 11
(d) on any other leave of absence in excess of thirty (30) calendar days for any reason, an Employee shall not be entitled to; (a) a day off with pay; or (b) payment in lieu thereof, for the aforementioned paid holiday. A R T I C L E 1 5 Annual Vacation Leave 15.01 An Employee shall not take annual vacation without the prior written authorization of the Employee's immediate supervisor or the Employer. 15.02 Vacation entitlement with pay for Full-time Employees shall be as follows: (a) 0 months to 7 years 1.25 days per month (15 days per year) (b) 7 years to 15 years 1.67 days per month (20 days per year) (c) 15 years to 20 years 2.08 days per month (25 days per year) (d) After 20 years 2.5 days per month (30 days per year) 15.03 Part-time Employees shall qualify for a prorated vacation based on the Part-time Employee's regular hours of work compared to the regular hours of a Full-time Employee. 15.04 Temporary and Casual Employees will receive vacation pay calculated based on six (6%) percent of their regular earnings. 15.05 If one or more paid holidays fall during a Full-time Employee's annual vacation period, another day or days may be added at the end of the vacation period or at a time authorized by the Employer. 15.06 Subject to operating needs and with the approval of the Employer, vacation leave may be taken in one continuous period or in separate periods. 15.07 Vacation leave in respect of each calendar year of service: (a) shall be taken within twelve (12) months after the end of that calendar year unless otherwise mutually agreed; and (b) may be taken at such time or times as may be approved by the Employer. 12
15.08 The Employer shall, subject to operational requirements, make every reasonable effort to grant a Full-time Employee, upon request, at least two (2) weeks of his annual vacation entitlement during the summer months. 15.09 Once vacations are authorized, they shall not be changed other than in cases of emergency, except by mutual agreement. 15.10 An Employee may be permitted to carry forward up to fifty percent (50%) of vacation entitlement to the next calendar vacation year. Requests to carry forward vacation shall be made, in writing, and shall be subject to the approval of the Employer. The carry forward vacation entitlements must be used in the next calendar vacation year or the Employee shall be paid cash in lieu of vacation for such vacation earned but not taken. 15.11 Notwithstanding the foregoing, while: (a) on layoff; (b) in receipt of compensation from the Workers' Compensation Board; (c) on unpaid absence during which the Employee is in receipt of weekly indemnity as provided for by the disability insurer; or (d) on any other leave of absence in excess of thirty (30) calendar days for any reason, an Employee shall cease to accrue vacation entitlement. A R T I C L E 1 6 Special Leave A Regular Employee who requires time off from work may be granted special leave, without loss of pay, upon approval of a supervisor at his work place. The circumstances under which special leave may be approved are subject to Section 16.02 and subject to the corresponding yearly maximum number of work days as follows: (a) illness within the immediate family - four (4) days; (b) bereavement - four (4) days around the date of the funeral; (c) travel time for illness within the immediate family or bereavement - three (3) days; (d) administration of estate - two (2) days; moving household effects - one (1) day; 13
(f) disaster conditions - two (2) days; (g) write examination(s) for courses approved by the Employer - as required; (h) attend funerals as pall-bearer or mourner, for persons not listed in sub clause 16.02 (b) - time off as required not to exceed one (1) day; (i) be present at birth or adoption proceedings of the Employee's child - one (1) day; (j) scheduled banking appointments - one (1) day. 16.02 For the purposes of determining eligibility for special leave under Clause 16.01 the following provisions shall apply: (a) A Regular Employee who requires time off work, shall be granted leave without loss of pay for a period of up to four (4) working days, plus allowable travel time, if there is an illness in his immediate family. (b) Bereavement - leave of absence will be granted in the event of the death of a Regular Employee's family member. (c) Travel time for illness within the immediate family or for bereavement shall mean for travel where long distances or travel from isolated areas are involved; (d) Administration of estate shall apply only when a Regular Employee has been designated as an executor or administrator of the estate; (e) Moving of household furniture and effects shall apply to a Regular Employee who maintains a self-contained household and who changes his place of residence which necessitates the moving of his household furniture and effects during his normal working hours and if he has not already qualified for such special leave within the preceding twelve (12) months. In the event the Employee's normal place of employment is moved outside the municipal area, the normal moving allowance shall apply; (f) Disaster conditions shall apply for a critical condition which requires an Employee's personal attention in a disaster (flood, fire, tornado) which carmot be served by others or attended to by the Regular Employee at a time when he is normally off duty; (g) Mourner - leave of absence will be granted where operational requirements permit subject to the approval of the Employee's immediate supervisor. 14
16.03 The maximum annual leave specified for each circumstance requiring use of special leave shall not be exceeded. However, family illness leave, bereavement leave and travel time for illness within the immediate family or bereavement may be granted more than once within a calendar year, provided the total special leave granted does not exceed ten (10) working days per calendar year. Additional bereavement leave may be approved by the Chief Administrative Officer when ten (10) days special leave has already been utilized within a calendar year. 16.04 Two weeks notice may be required for leave requested under Article 16, sub clause 16.01 (d) and (e). 16.05 Medical Appointments (a) Regular Employees may take paid time off to a maximum of two (2) hours on a regular workday for medical appointments without being considered special leave. (b) In all cases, the supervisor responsible for the Regular Employee shall be entitled to limit paid time off for medical appointments in order to ensure operational needs are met. 16.06 Compassionate Care Leave (a) An Employee with a qualified relative in the end-stage of life shall be entitled to leave of absence without pay, but with benefits at the normal cost-sharing, for a period of up to six (6) weeks. The leave may be broken into two different periods. Qualified relative means a person in a relationship to the Employee for whom the Employee would be eligible for the compassionate care benefits under employment insurance legislation. (b) Employees may be required to submit to the Employer satisfactory proof (e.g. a certificate issued by the physician who is caring for the ill qualified relative) demonstrating the need for Compassionate Care Leave. (c) An Employee must give two weeks' notice of the start date of the leave. However, depending on the circumstances, an Employee may provide less than two week' s notice. (d) An Employee must give two weeks' written notice of the date the Employee will return to work. An Employee and the Employer may agree in writing to a return to work date with less than two weeks' notice. (e) An Employee who is on Compassionate Care Leave is considered to be continuously employed for the purpose of calculating annual vacation, t e r m i n a t i o n a n d o t h e r e n t i t l e m e n t s. 15
A R T I C L E 1 7 S i c k L e a v e 17.01 Effective January 1 of each calendar year. Full-time Employees shall be entitled to fifteen (15) days of sick leave credit for that calendar year. Part-time Employees shall be entitled to sick leave credits in each calendar year, based on the proportion of time worked in relation to full-time. 17.02 Sick leave benefits shall be applied to maintain a Regular Employee's regular earnings in the event of illness or injury not covered by Workers' Compensation or other benefits provided by the Employer. Sick leave benefits will not be paid for self-inflicted injury or injuries received while in the employ of another Employer. 17.03 One (1) day of credit is deducted from accrued credits for each sickness leave day paid. 17.04 On any occasion that an Employee is sick more than seven (7) days, short-term disability benefits shall immediately become operative on the eighth (8"') day. 17.05 At the end of each calendar year Employees shall be offered the election to receive fifty percent (50%) of their unused sick benefits in payment or in time off to be taken not later than their next annual vacation. In the case of termination. Employees shall receive payment of 50% of their unused sick benefits using an accrual calculation of one and one-quarter (1 1/4) days of sick benefits for each completed month of employment from the preceding January 1. 17.06 Sick leave shall not carry over from calendar year to calendar year. 17.07 In any circumstance that an Employee is absent from work for more than three (3) consecutive working days, the Employee shall provide the Employer with a proper medical certificate. 17.08 The Employer may require an Employee to be examined by a medical doctor; (a) in the case of prolonged or frequent absence due to illness; or (b) when it is considered that an Employee is unable to satisfactorily perform his duties due to disability or illness; (c) the report of the doctor to the Employer shall be limited to the conclusions and recommendations of the medical information leading to t h o s e c o n c l u s i o n s a n d r e c o m m e n d a t i o n s. 17.09 Pursuant to 17.08, the Employee shall be entitled to have his personal physician or other physician of his choice report to the Employer on his conclusions and recommendations of the medical information leading to those conclusions and recommendations. 16
17.10 Pursuant to 17.08 and 17.09, the Employer shall pay all expenses incurred under these clauses. 17.11 Where the physician has provided a recommendation that the Employee is fit to return to work in a modified capacity, the Employer shall make every effort to accommodate the Employee. Failure by the Employee to recognize his duty to accommodate, may lead to termination. 17.12 Notwithstanding the forgoing, while; (a) on lay-off; (b) in receipt of compensation from the Workers' Compensation Board; (c) on unpaid absence during which the Employee is in receipt of weekly indemnity as provided by the disability insurer; or (d) on any other leave of absence in excess of thirty (30) calendar days for any reason, an Employee shall cease to accrue sick leave entitlements. A R T I C L E 1 8 Benefits 18.01 (a) Pension -The Employer and the Regular Employee shall pay their share of the monthly payment for the Local Authorities Pension Plan (LAPP) as determined by conditions of the Pension Plan. (b) Alberta Health Care - The Employer shall pay one hundred percent (100%) of the monthly premium cost (family or single) of the Group Alberta Health Care Insurance Plan for all participating eligible Employees. Participation in the plan is optional if the eligible Employee is covered under his or her spouse's plan. (c) Extended Health Care - The Employer shall pay the total monthly premium cost for eligible Employees (family or single). Employees will be provided with a plan card. (i) Participation in this plan is optional if the eligible Employee is covered under his or her spouse's plan. (ii) Non-participating Employees at family rates shall receive the monthly family premium paid into a Group Registered Retirement Savings Plan. 17
(iii) Employees without dependents at non-family rate shall receive the difference between family plan rate and single plan rate paid into a Group Registered Retirement Savings Plan. (iv) Vision Care (a) The vision care plan shall be totally funded by the Employer for eligible Employees. (b) Vision care is to include glass coverage of three hundred dollars ($300.00) every two (2) years for eligible Employees. (d) Dental - The dental plan shall be totally funded by the Employer for eligible Employees. (e) Short Term Disability / Long Term Disability / Life Insurance / Dependent Life / and Accidental Death & Dismemberment plan shall be shared 50% by the eligible Employee and 50% by Employer, (f) Participation in all benefits in Article 18.01 Sub-clause (e) and (f) is mandatory. (g) Benefits in Article 18.01 Sub-clauses (c) and (d) must be taken together and are optional if the eligible Employee is covered imder another plan. (h) Eligible Employees must have a regular work schedule of at least twenty (20) hours per week to be eligible to participate in the benefit plans outlined in Article 18.01 (b) to (f). 18.02 The above conditions provide a summary of the benefits. The plan conditions shall govern eligibility and coverage in all cases and these plan conditions and/or conditions of insurance policies shall not be considered incorporated in this Agreement by reference or necessary intent. The Employer reserves the right to change insurance carriers provided comparable benefits are maintained. 18.03 For an Employee in receipt of Long Term Disability, the Employer shall maintain the Employee's pre-disability position, classification and work location for twenty-four (24) months commencing the first day of acceptance on to Long Term Disability. 18.04 Each calendar year, the Employer shall provide Regular Employees with a Health Spending Account: (a) Effective January 1, 2017, a Full-Time Employee who has been employed with the Employer for at least six (6) months (after meeting the probationary requirements as per Article 26) will be eligible for a threehundred dollar ($300.00) Health Spending Account. 18
(b) Effective January 1, 2017, a Part-Time Employee who has been employed with the Employer for at least six (6) months (after meeting the probationary requirements as per Article 26) will be eligible for a Health Spending Account on a pro-rated basis. (c) Effective January 1, 2018 the Health Spending Account shall increase to five hundred dollars ($500.00). (d) Any unused allocation in the Employee's Health Spending Account as of December 31st of each year may be carried forward for a maximum of one (1) calendar year. A R T I C L E 1 9 Matemitv/Parental Leave An Employee who has completed one (1) year of continuous service before commencing leave, shall be granted up to one (1) year maternity/parental leave without pay. If requested by the Employee, the period of maternity leave may be extended for up to an additional three (3) months at the discretion of the Employer. A pregnant Employee should apply for maternity leave as soon as possible prior to her expected date of delivery, but in any case shall give the Employer at least two (2) weeks notice in writing of the date on which she intends to commence maternity leave. Parental leave may be shared between the male and female employee as per the Employment Standard Code. An Employee who is eligible for maternity leave shall take at least six (6) weeks of such leave immediately following the actual date of delivery. The Employee, with the agreement of the Employer, may shorten this six (6) week period by providing the Employer with a medical certificate indicating the resumption of her full duties will not endanger her health. An Employee granted leave without pay pursuant to Clause 19.01 shall, upon return to work, be returned to her/his former position or be placed in another comparable position at not less than the same salary that had accrued to him/her prior to commencing leave, and at the same level of benefits that is applicable to Employees in their classification. The Employee will be required to give the Employer two (2) weeks notice in writing of their intention to return to work. A pregnant Employee who presents medical evidence from her physician which satisfies the Employer that continued employment in her present position may be hazardous to herself or to her imborn child, may request a transfer to a more suitable position if one is available. 19
19.05 An Employee who has completed one (1) year of continuous service and resigns for maternity reasons and who is re-employed in any capacity within six (6) months from the date of her resignation, shall be considered to have been on leave without pay but for the purpose of vacation leave, shall be treated like a new Employee. All previous service with the Employer will be used in calculating entitlements to vacation leave. 19.06 An Employee who, at the commencement of Maternity Leave is participating in the Alberta Health Care Insurance Plan, the Extended Health Care Plan, the Dental Plan and the Group Life Insurance Plan, shall continue to be covered under these Plans throughout the total period the Employee is on Maternity Leave, and the Employer and Employee premium contributions, if applicable, shall continue. A R T I C L E 2 0 Adoption Leave 20.01 An Employee who has completed one (1) year of continuous service before commencing leave and who is adopting a child shall be granted leave of absence without pay for up to thirty-seven (37) weeks immediately following the receiving of the child. If requested by the Employee, the period of such leave may be extended for up to an additional three (3) months at the discretion of the Employer. The Employee shall furnish proof of adoption and shall give the Employer reasonable notice in writing of the date on which the leave is to commence. 20.02 20.03 An Employee granted leave without pay pursuant to Clauses 20.01 shall, upon return to work, be returned to their former position or be placed in another comparable position at not less than the same salary that had accrued to them prior to commencing leave, and at the same level of benefits that are applicable to Employees in their classification. Employees will be required to give the Employer two (2) weeks notice in writing of their intention to return to work. An Employee who, at the commencement of Adoption/Parental Leave is participating in the Alberta Health Care Insurance Plan, the Extended Health Care Plan, the Dental Plan and the Group Life Insurance Plan, shall continue to be covered under these Plans throughout the total period the Employee is on Adoption/Parental Leave, and the Employer and Employee premium contributions, if applicable, shall continue. 20
A R T I C L E 2 1 Court Leave 21.01 When an Employee is summoned or subpoenaed as a witness or a defendant to appear in court in his official capacity to give evidence or to produce Employer records, the Employee shall be regarded as being on duty but any monies receivable by him from the Court shall be paid to the Employer. 21.02 Where a Regular Employee is required to serve as a Juror under the Jury Act or is subpoenaed as a witness in his private capacity he shall be allowed leave with pay and any monies other than expense allowances shall be paid to the Employer. A R T I C L E 2 2 Leave Without Pav An Employee may request a leave of absence without pay. To be considered, the request must normally be submitted at least two (2) weeks in advance of the anticipated date of commencement of the leave. Where operational requirements permit and upon approval of the Employer, the leave without pay shall be granted. Requests for leave without pay on religious holidays will be considered, provided adequate notice of the request is given. An Employee who, at the commencement of Leave Without Pay is participating in the Alberta Health Care Insurance Plan, the Extended Health Care Plan, the Dental Plan and the Group Life Insurance Plan, shall continue to be covered under these Plans throughout the total period the Employee is on Leave Without Pay, and the Employer and Employee premium contributions, if applicable, shall continue. Employees who request a leave without pay will cease to accrue vacation or sick leave entitlements pursuant to this Article. A R T I C L E 2 3 Workers' Compensation 23.01 In accordance with the Workers' Compensation Act, when an Employee sustains an injury in the course of his duties with the Mackenzie County, the Employee and his supervisor shall report the injury to the Chief Administrative Officer who shall record the date, time, and nature of the injury on a form to be signed by the injured Employee. If the injury causes the Employee to be absent from work, the Employee and the Employer shall complete the required forms for Workers' Compensation. 21
23.02 An Employee who is injured on the job during working hours and who is required to leave the job site for treatment, or is sent home as a result of such accident or injury, shall not suffer loss of pay for that day's work, regardless of the time of injury. 23.03 Employees shall have Workers' Compensation coverage. 23.04 If a Regular Employee sustains an injury in the course of the Employee's duties with the Employer which causes the Employee to be absent from work and as a result is eligible to receive Workers' Compensation benefits, the Regular Employee shall be paid the necessary supplement by the Employer which, together with the amount received from Workers' Compensation, equals the Employee's regular net take home pay prevailing at the occurrence of the injury. One-tenth (1/10) of a day of the Employee's accrued Sick Leave entitlement shall be deducted for each day this supplement is paid. Such supplement shall cease either when the Workers' Compensation Board certifies that the Employee is able to return to work, or is granted a permanent pension by the Board for either partial or total disability, or the Employee's accrued Sick Leave entitlement is used up, whichever comes first. 23.05 A Regular Employee who receives Workers' Compensation temporary disability benefits and who, at the commencement of absence from work, is participating in any or all of the Employer's benefit package (i.e. Alberta Health, Extended Health, Group Life, Dental, etc.) shall continue to be covered under these plans throughout the period the Regular Employee is receiving Workers' Compensation temporary disability benefits. Premium contributions shall continue to be paid by the Employer and the Employee. A R T I C L E 2 4 Lavoff and Recall "Layoff" is defined as a temporary separation from employment a result of lack of work. The Employer shall provide notice of layoff according to the Employment Standards Code to any Employee to be laid off. All Regular Employees laid off shall be placed on a recall list for a period of six (6) months. Any layoff for a period longer than six (6) months shall be considered a position abolishment. An Employee's name shall be removed from the list on his first refusal to return to work. Recalls shall be inverse order of layoff from the position. In the event a laid off Employee is recalled, he shall receive the same salary rate as he received prior to the layoff. 22
A R T I C L E 2 5 Position Abolishment If a Regular Employee's position is abolished, notice will be given to the Regular Employee as provided by the Alberta Employment Standards Code, plus severance pay based on two (2) weeks pay out for each completed year of service to a maximum of forty-three (43) weeks, will be provided on termination of employment. The Employer agrees that in the event it becomes necessary to abolish an existing position, an effort will be made to place the Employee into another position covered by this Agreement. During the period of notice of position abolishment, the Employer will allow the affected Employee a reasonable amount of time off with pay to be interviewed by prospective Employers. A R T I C L E 2 6 Probationary Employee and Probationary Period Probationary Employee shall mean any Employee serving the required probationary period. This period shall be six (6) months and may be extended for a period up to six (6) months with the agreement of the Union. The termination of an Employee during probation following initial employment with the Employer shall not be subject to the grievance and arbitration procedures of this Agreement. If a Regular Employee is on probation due to a promotion or transfer but cannot fulfill the job requirements during the probationary period, he shall return to his previously held position or a similar position. A R T I C L E 2 7 Disciplinarv Action No Employee shall be disciplined or dismissed without just cause. When an Employee is given a written reprimand, suspension, disciplinary demotion or is dismissed from employment, the Employee shall be informed in writing as to the reason(s) for such action. An Employee who is receiving a written notice of discipline may request a Union Steward to be present at the meeting with the Employer. When an Employee is suspended or dismissed, the Employer shall provide a copy of the disciplinary notice to the Union. 23
upon a request for the same being made by the Employee, the Employer will make reasonable arrangements to have an Employee's personal file made available for the Employee to examine under supervision of the Employer. An Employee who has been subject to disciplinary action may, after eighteen (18) months continuous non-disciplinary service from the date of the disciplinary action, request his personnel file be purged of any record of the disciplinary action. Under normal circumstances, all Employees shall notify their immediate supervisor on the day of absence. Employees absent for three (3) consecutive workdays without notifying their immediate supervisor shall be considered to have abandoned his position and will be deemed to have resigned unless it is subsequently shown by the Employee that special circumstances prevented him from reporting to his place of work. A R T I C L E 2 8 Health and Safety A Health and Safety Committee shall be formed, made up of Employer representatives and three (3) Employee representatives appointed by the Union. Each Employee and each supervisor shall take reasonable care for the protection of public and Employee health and safety in the operation of equipment and the storage or handling of materials and substances. An Employee shall immediately notify his supervisor when he has had an accident at a work site that results in injury or that has the potential of causing serious injury. An Employee who becomes aware of a health and safety concern at his work site shall immediately notify his supervisor. Where the Employer requires an Employee to undergo compulsory medical examination(s), the cost of such examination(s) shall be paid for by the Employer. Protective clothing and safety equipment shall be provided by the Employer as required by the Occupational Health and Safety Act and regulations thereto at no cost to the Employee. All uniforms, clothing, and equipment supplied by the Employer shall remain the property of the Employer. Where the Occupational Health and Safety Standards require safety footwear to be worn by an Employee, the Employer shall pay to each Employee the cost of such footwear up to a maximum of two hundred dollars ($200.00) per annum, on proof of purchase. 24
Effective January 1,2017,28.07 shall read as follows: Where the Occupational Health and Safety Standards require safety footwear to be worn by an Employee, the Employer shall pay: (a) Regular Employees the cost of such footwear to a maximum of three hundred dollars ($300.00) per annum, on proof of purchase; and (b) All other Employees the cost of such footwear to a maximum of one hundred and fifty ($150.00) per annum, payable upon the completion of two (2) months of continuous employment and upon proof of purchase. A R T I C L E 2 9 General 29.01 An Employee shall not be charged for unreserved parking space. 29.02 Employees who incur travel and subsistence expenses in the performance of authorized Employer business shall be reimbursed for those expenses in accordance with the Employer's policies applied to all staff. 29.03 The Employer shall be responsible for the insurance premiums on the mechanic's tools while on Mackenzie County property. The mechanic shall provide Mackenzie County with a complete list of their tools for insurance purposes. 29.04 The Employer shall pay Mechanics a tool allowance for five hundred dollars ($500.00) per year to replace tools that have been broken or lost. Claims for this allowance must be submitted by November 30th of the current year with proof of purchase. 29.05 The Employer shall pay professional fees or dues if required by the Employee, to perform his or her duties. 29.06 The Employer shall pay the cost for all medical examinations required to maintain a special license, to perform his or her duties. A R T I C L E 3 0 Grievance Procedure 30.01 Definition of Grievance A grievance shall be defined as any difference arising out of the interpretation, application, administration, or alleged violation of the Collective Agreement or as to whether any such difference can be the subject of arbitration. 25
A complaint alleging harassment, sexual harassment, discrimination, or unfair working conditions shall be presented as a grievance directly at Step Two. The decision at Step Two shall be final and binding. 30.02 Settling of Grievances Before filing a grievance the parties shall meet and try to resolve the difference. If either party is not in agreement with this meeting, a grievance can be filed immediately. Time limits for filing the grievance will begin the day following this meeting. At each step of the grievance procedure the Grievor and Union Representative shall have the right to be present. An earnest effort shall be made by all Parties to settle grievances fairly and promptly in the following manner. Step One If an Employee or a group of Employees has a grievance, the Employee or group of Employees shall submit to his Supervisor a written statement of the grievance within ten (10) working days of the date that the Grievor(s) became aware of, or reasonably should have become aware of, the alleged grievance. The grievance, when presented in writing, must be signed by the Employee or group of Employees and the Union, and shall contain: (1) a summary of circumstances giving rise to the grievance; (2) the provision(s) of the Agreement considered violated; (3) the particulars of the remedy sought. The Supervisor shall meet with the Grievor(s) and the Union Representative within ten (10) working days of receipt of the grievance and shall render his decision in writing within ten (10) working days of this meeting. Step Two Failing satisfactory settlement being reached in Step One, the Union Representative together with the Grievor(s) within ten (10) working days of receipt of the decision in Step One, shall advance the grievance in writing to the Chief Administrative Officer. The Chief Administrative Officer or designate, shall meet with the Grievor(s) within ten (10) working days of receipt of the grievance and shall render a decision in writing within ten (10) working days of this meeting. Grievances involving suspension or termination shall start at Step Two of the Grievance Procedure according to the time limits and requirements of a grievance in writing outlined in Step One. 26
Step Three Failing satisfactory settlement being reached in Step Two, within ten (10) working days of receipt of the decision in Step Two, either Party may refer the grievance in writing to arbitration. 3 0. 0 3 P o l i c y G r i e v a n c e The Employer or the Union may initiate a policy grievance where the dispute involves a question of general application or interpretation of the Agreement. A policy grievance shall not include any matter that could have been the subject of a grievance by an Employee or a group of Employees. The aggrieved Party shall submit the grievance in writing within ten (10) working days of the date of the occurrence giving rise to the grievance. The grievance, when presented in writing, must be signed by the Union or Manager, and shall contain: (1) a summary of circumstances giving rise to the grievance; (2) the provision(s) of the Agreement considered violated; (3) the particulars of the remedy sought. Failing satisfactory settlement being reached within ten (10) working days of receiving the grievance in writing, either party may refer the grievance, in writing, to arbitration. 30.04 Time Limits (a) If a grievance is not initiated or processed within the time limits in the Grievance Procedure including the referral to arbitration, the grievance shall be deemed to have been abandoned. Saturdays, Simdays and Paid Holidays shall not be considered as working days for the purposes of this Article. (b) Time limits in this Article may be extended by written agreement between the Employer and the Union. A R T I C L E 3 1 Arbitration 31.01 The Union and the Employer shall endeavor to agree on a single Arbitrator within fifteen (15) days of the notice to submit the grievance. 31.02 If the Union and the Employer fail to jointly appoint a single Arbitrator within the time limits, the Director of Mediation Services shall be asked to appoint an Arbitrator in accordance with the Alberta Labour Relations Code. 27
31.03 The Employer and the Union shall bear equally the total costs of the Arbitrator. The decision of the Arbitrator shall be final, binding and enforceable on all Parties affected. The Arbitrator shall not have the power to change this Agreement or to alter, modify or amend any of its provisions or make any decision contrary to the provisions of this Agreement. The time limits specified in both the grievance and arbitration procedures may be extended by mutual agreement between the Employer and the Union. Mutual agreement to extend time limits must be in writing and signed by both Parties before it will constitute mutual agreement for the purposes of this provision. A R T I C L E 3 2 Shift Differential and Weekend Premium If, because of operational requirements, an Employee is scheduled to work shifts where the majority of the hours of such shift falls between 5:00 p.m. and 6:00 a.m., the Employee shall receive one dollar and twenty five cents ($1.25) per hour in addition to his basic rate of pay for all hours worked on such shifts. If, because of operational requirements, an Employee is scheduled to work shifts that are on a Saturday or Sunday, he shall receive one dollar and twenty five cents ($1.25) per hour for each hour from midnight Friday to midnight Sunday. At no time shall shift differential or weekend premium be included with the Employee's regular rate of pay for the purpose of computing overtime payments, other premium payment or any Employee benefits. A R T I C L E 3 3 Isolation Pav for Emplovees Working in Zama Citv, Alberta Full-time Employees assigned to work in Zama permanently will be paid, in addition to their salary, an additional one thousand, two hundred dollars ($1,200.00) per month per residence or accommodations will be provided. This amount will be pro-rated for any permanent Part-time Employee assigned to Zama. Employees whose regular place of employment is not Zama, are eligible to receive an additional three dollars ($3.00) an hour for any regular or overtime hours worked provided they are assigned to work in Zama. Employees eligible for this benefit will also have their meals and lodging provided by Mackenzie County. 28
A R T I C L E 3 4 Term of Agreement This Agreement shall be in full force and effect from January 1,2016 to December 31,2018. The Agreement shall remain in effect unless notice of amendment is served by either Party upon the other not less than sixty (60) days and not more than one hundred twenty (120) days preceding the expiration of the said Agreement. Where notice is served by either Party, the provisions of this Agreement shall continue until a settlement is agreed upon according to conditions of the Labour Relations Code. 29
S C H E D U L E " A ' C l a s s i fi c a t i o n s a n d P a ^ Full-time Regular Employees shall be paid according to the following salary schedules. Equivalent hourly rates shall be determined when required for purposes such as overtime pay or Temporary Employee's wage rates according to the normal working hours for the classification. Pay ranges and salaries paid to individual employees are minimums. An Employee may be hired above the Start Rate based on the Employer's assessment of relevant qualifications and experience. Temporary Employees shall be eligible for a step increase within their classification on the pay grid for each full season employed. Casual Employees Casual Employees, who have completed one thousand (1,000) hours of satisfactory work, may be eligible for one (1) increment increase. The Employee will only be eligible for one (1) increment per calendar year. Overtime shall not be considered in this calculation. Subsequent incremental increases will be considered upon completion of each additional one thousand (1,000) hours of work. Progression from Step to Step on the following pay grids shall be based on satisfactory job performance and meeting the service requirements as follows: Level 1 to Level 2 6 months Level 2 to Level 3 12 months (Note; Employer agrees that Level 2 to Level 3 shall remain six (6) months for any eligible Employee at the date of ratification of this Collective Agreement) Level 3 to Level 4 12 months Level 4 to Level 5 12 months Level 5 to Level 6 12 months Level 6 to Level 7 12 months Level 7 to Level 8 12 months Red-circled Employees shall receive the negotiated increase in quarterly lump sum payments. Each Full-time Employee will receive a lump sum payment of the gross amount of one thousand dollars ($1000.00) on their 10*^ 15"', 20"^ and 25^'' anniversary of continuous employment in addition to any other negotiated increases to the Salary Schedule. 30
S C H E D U L E " B ' 2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018-Cfuly 1) 0.25' % i n c r e a s e Administrative Support Agricultural Fieldman 36.25 2016 $39,324 $40,553 $20.86 $21.51 2017 $39,816 $41,060 $21.12 $21.78 2018 $40,313 $41,573 $21.39 $22.05 2018-Jul 1 $40,414 $41,677 $21.44 $22.11 40 2016 $68,818 $70,047 $33.09 $33.68 2017 $69,678 $70,922 $33.50 $34.10 2018 $70,549 $71,809 $33.92 $34.52 2018-Jul 1 $70,725 $71,989 $34.00 $34.61 Assistant Agricultural Fieldman 40 2016 $48,326 $49,554 $23.23 $23.82 2017 $48,930 $50,173 $23.52 $24.12 2018 $49,542 $50,801 $23.82 $24.42 2018-Jul 1 $49,665 $50,928 $23.88 $24.48 2 $41,782 $22.17 $42,304 $22.44 $42,833 $22.72 $42,940 $22.78 $71,276 $34.27 $72,16 $34.7 i $73,069 $35.13 $73,252 $35.22 $50,782 $24.41 $52,060 $25.03 $52,190 $25.09 $43,831 $23.25 $44,379 $23.54 $44,933 $23.84 $45,046 $23.90 $73,734 $35.45 $74,655 $35.89 $75,589 $36.34 $75,778 $36.43 $52,296 $25.14 $52,950 $25.46 $53,746 $25.84 5 6 7. $45,878 $24.34 $46,452 $24.64 $47,032 $24.95 $47,150 $25.01 $76,190 $36.63 $77,143 $37.09 $78,107 $37.55 $78,302 $37.65 $55,723 $26.79 $56,420 $27.12 $57,268 $27.53 $47,927 $25.43 $48,526 $25.74 $49,133 $26.07 $49,255 $26.13 $78,648 $37.81 $79,631 $38.28 $80,627 $38.76 $80,828 $38.86 $58,907 $28.32 $59,643 $28.67 $59,792 $28.75 $49,974 $26.51 $50,599 $26.84 $51,231 $27.18 $51,359 $27.25 $81,106 $38.99 $82,120 $39.48 $83,147 $39.97 $83,354 $40.07 $60,636 $29.15 $61394 $29.52 $62,317 $29.96 $54,072 $28.69 $54,748 $29.04 $55,432 $29.41 $55,571 $29.48 $83,564 $40.18 $84,609 $40.68 $85,666 $41.19 $85,880 $41.29 $63,064 $30.32 $63,852 $30.70 31
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - Guly 1) 0.25% increase 1 2 3 4 5 7 8 $48,326 $23.23 $49,554 $23.82 $50,782 $24.41 $52,296 $25.14 $55,723 $26.79 $58,180 $27.97 $60,636 $29.15 $63,064 $30.32 $52,432 $27.82 $53,088 $28.16 $53,751 $28.23 $53,886 $28.30 $53,661 $28.47 $54332 $28.82 $55,011 $28.90 $55,149 $28.97 $55,983 $29.70 $56,683 $30.07 $57,391 $30.15 $57,535 $30.22 $59,534 $31.58 $60,278 $31.98 $61,032 $32.06 $61,184 $32.14 $63,085 $33.47 $63,874 $33.89 $64,672 $33.97 $64,834 $34.05 $66,635 $35.35 $67,468 $35.79 $68,311 $35.88 $68,482 $35.97 $69,093 $36.65 $69,956 $37.11 $70,831 $37.20 $71,008 $37.30 $73,734 $39.12 $74,655 $39.61 $75,589 $39.70 $75,778 $39.80 $55,360 $26.62 $56,052 $26.95 $56,753 $27.29 $56,895 $27.35 $56,560 $27.19 $57,267 $27.53 $57,983 $27.88 $57,788 $27.78 $59,242 $28.48 SSE3 m M m $59,390 $28.55 $59,416 $28.57 $60,159 $28.92 $60,910 $29.28 $61,063 $29.36 $62,758 $30.17 $63,543 $30.55 $64337 $30.93 $64,498 $31.01 $65,185 $31.34 $66,000 $31.73 $66,825 $32.13 $66,992 $32.21 $67,642 $32.52 $68,487 $32.92 $69,343 $33.34 $69,517 $33.42 $70,098 $33.70 $70,974 $34.13 $71,861 $34.55 $72,041 $34.64 $62,587 $30.09 $63,369 $30.46 $64,161 $30.84 $64,322 $30.92 $63,843 $30.69 $64,641 $31.08 $65,449 $31.47 $65,071 $31.29 $65,885 $31.68 $66,708 $32.08 $66,899 $32.16 $67,736 $32.56 $68,582 $32.97 $65,613 $68,754 $31.55 S B $33.05 $69,956 $33.63 $70,830 $34.05 $71,715 $34.48 $71,895 $34.56 $72,412 $34.81 $73,317 $35.25 $74,234 $35.69 $74,419 $35.78 $74,868 $35.99 $75,804 $36.44 $76,752 $36.90 $76,944 $36.99 $77,325 $37.18 $78,291 $37.64 $79,270 $38.11 $79,468 $38.21 32
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - Quly 1) 0.25% increase 1 Facility Maintenance Technician 40 2016 $69,204 $33.27 2017 $70,069 $33.69 2018 $70,945 $34.11 2018 -Jull $71,122 $34.20 $70,432 $33.86 $71,313 $34.29 $72,204 $34.71 $72,385 $34.80 $71,662 $34.45 $72,557 $34.88 $73,463 $35.32 $73,648 $35.41 $73,803 $35.49 $74,725 $35.93 $75,659 $36.38 $75,848 $36.47 $78,500 $37.74 $78,697 $37.83 $81,018 $38.95 $81,220 $39.05 $81,487 $39.18 $82,505 $39.67 $83,537 $40.16 $83 $4 $83,913 $40.34 $84,962 $40.85 $86,024 $41.36 $86,239 $41.46 Finance Clerks Finance Officer 36.25 2016 $52,432 $27.82 2017 $53,088 $28.16 2018 $53,751 $28.52 2018 -Jull $53,886 $28.59 36.25 2016 $73,734 $39.12 2017 $74,655 $39.61 2018 $75,589 $40.10 2018 -Jull $75,778 $40.20 $54,332 $28.82 $55,149 $29.26 $74,963 $39.77 $75,900 $40.27 $76,849 $40.77 $77,041 $40.87 $55,983 $29.70 $56,683 $30.07 $57,391 $30.45 $57,535 $30.52 $78,302 $41.54 $59,534 $31.58 $60,278 $31.98 $61,032 $32.38 $61,184 $32.46 $80,828 $42.88 $63,085 $33.47 $63,874 $33.89 $64,672 $34.31 $64,834 $34.39 $83,354 $44.22 $66,635 $35.35 $67,468 $35.79 $68,311 $36.24 $68,482 $36.33 $83,564 $44.33 $84,609 $44.89 $85,666 $45.45 $85,880 $45.56 $69,093 $36.65 $69,956 $37.11 $70,831 $37.58 08 67 $86,022 $45.64 $87,097 $46.21 $88,186 $46.78 $88,40 $46.9 i $73,734 $39.12 $74,655 $39.61 $75,589 $40.10 $75,778 $40.20 6 2 $90,933 $48.24 33
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - Quly 1) 0.25% increase General Maintenance Laborer 40 2016 $42 $2 $43 $2 $45,870 $22.05 $48,297 $23.22 $50,782 $24.41 $55,723 $26.79 2017 $42 $43,956 $46,443 m $51,417 $53,933 $56,420 $2 $21.13 $22.33 $24.72 $25.93 $27.12 2018 2018 -Jull $43,246 $20.79 $43,355 $44,505 $21.40 $44,617 $47,024 $22.61 $47,141 $49,512 $23.80 $49,636 $52,060 $25.03 $52,190 $54,607 $26.25 $54,744 $57,125 $27.46 $57,268 $20.84 $21.45 $22.66 $23.86 $25.09 $26.32 $27.53 C I S C o o r d i n a t o r 36.25 2016 $58,989 $31.29 $60,206 $31.94 $61,422 $32.58 $63,260 $33.56 $66,366 $35.21 $68,825 $36.51 $71,258 $37.80 $73,743 $39.12 2017 $59,727 $67,196 $69,685 $72,149 $74,665 $31.69 $35.65 $36.97 $38.28 $39.61 2018 $68,036 $73,051 $75,598 $38.75 $40.11 2018 -Jull $61,875 $63,125 $65,013 $68,206 $73,233 $75 $32.82 $33.49 $34.49 $36.18 $38.85 $4 m information Services Technologist 36.25 2016 $73,734 $74,963 $76,190 $78,648 $81,106 $83,564 $86,022 $88,480 $39.12 $39.77 $40.42 $41.72 $43.03 $44.33 $45.64 $46.94 2017 2018 2018 -Jull $74,655 $39.61 $75,589 $40.10 $75,778 $40.20 $75,900 $40.27 $76,849 $40.77 $77,041 $40.87 $77,14 3 $79,631 $82,120 $40.92 $42.24 $43.57 KSI $80,627 $83,147 $42.77 $44.11 $78,302 $80,828 $83,354 $41.54 $42.88 $44.22 $84,609 $44.89 $85,666 $45.45 $85,880 $45.56 $87,097 $46.21 $88,186 $46.78 $88,407 $46.90 $89,586 $47.53 6 2 $90,933 $48.24 34
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - Quly 1) 0.25% increase 1 2 3 4 5 6 8 Leadhand 40 2016 2017 2018 2018 - Jul 1 $69,204 $33.27 $70,069 $33.69 $70,945 $34.11 $71,123 $34.19 $70,432 $33.86 $71,313 $34.29 $72,204 $34.71 $72,385 $34.80 $71,661 $34.45 $72,556 $34.88 $73,463 $35.32 $73,647 $35.41 $73,803 $35.48 $74,725 $35.93 $75,659 $36.37 $75,848 $36.47 $76,573 $36.81 $77,530 $79,029 $37.99 Bsjxiiy $37.27 11 mi $78,499 $81,018 $37.74 $78,696 $37.83 $38.95 $81,220 $39.05 $81,486 $39.18 $82,504 $39.67 $83,536 $40.16 $83 $4 $83,913 $40.34 $84,962 $40.85 $86,024 $41.36 $86,239 $41.46 Mechanic 40 2016 2017 2018 2018-Jul 1 $69,204 $33.27 $70,069 $33.69 $70,945 $34.11 $71,123 $34.19 $70,432 $33.86 $71,313 $34.29 $72,204 $34.71 $72,385 $34.80 $71,661 $34.45 $72,556 $34.88 $73,463 $35.32 $73,647 $35.41 $73,803 $35.48 $74,725 $35.93 $75,659 $36.37 $75,848 $36.47 $76,573 $36.81 $77,530 $37.27 $78,499 $37.74 $78,696 $37.83 $79,029 $37.99 $80,017 $38.47 $81,018 $38.95 $81,220 $39.05 $81,486 $39.18 $82,504 $39.67 $83,536 $40.16 $83 $4 $83,913 $40.34 $84,962 $40.85 $86,024 $41.36 $86,239 $41.46 Planner 36.25 2016 2017 2018 2018-Jul 1 $73,734 $39.12 $74,656 $39.61 $75,589 $40.11 HUtiBI $74,963 $39.77BB $78,648 $41.72 $75,900 $40.26 $77,142 $40.93 $79,631 $42.24 $76,849 $40.77 mm $80,626 $42.77 $77,041 $40.87 $78,301 $41.54 $80,828 $42.88 $81,106 $43.02 $82,120 $43.56 $83,146 $44.11 $83,354 $44.22 $83,564 $44.33 $84,609 $44.89 $85,667 $45.45 $85,881 $45.56 $86,022 $45.64 $87,097 $46.21 $88,186 $46.78 $88,480 $46.94 $89,586 $47.52 $88,406 $90,933 $46.90 $48.24 35
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - (July 1) 0.25% increase 6 7 8 P u b l i c W o r k s O f fi c e r Records Management Clerk 2018-Jull 2018-Jull $58,986 $31.29 $59,724 $31.68 $60,470 $32.08 $60,621 $32.16 $44,240 $23.47 $44,793 $23.76 $45,353 $24.06 $45,466 $24.12 $60,215 $31.94 $60,968 $32.34 $61,730 $32.75 $61,884 $32.83 $45,470 $24.12 $46,039 $24.42 $46,614 $24.73 $46,731 $24.79 $61,444 $32.60 2 0 $62,990 $33.42 $63,14 $33.5i $46,698 $24.77 $47,282 $25.08 $47,873 $25.40 $47,992 $25.46 $63,902 $33.90 $64,701 $34.32 $65,5 $34. $65,673 $34.84 $49,156 $26.08 $49,77 $26.4 $50392 $26.73 $50,518 $26.80 $68,029 $36.09 $68,199 $36.18 $51,614 $27.38 $52,259 $27.72 2 7 $53,044 $28.14 $68,818 $36.51 $70,549 $37.43 $70,725 $37.52 $54,072 $28.69 $54,748 $29.04 $55,432 $29.41 $55371 $29.48 $71,276 $37.81 $72,167 $38.28 $73,069 $38.76 $73,252 $38.86 $56,528 $29.99 $57,235 $30.36 $57,950 $30.74 $58,095 $30.82 $73,734 $39.12 $74,655 $39.61 $75,589 $40.10 $75,778 $40.20 $58,986 $31.29 $59,724 $31.68 $60,470 $32.08 $60,621 $32.16 2018 - Jul 1 $69,209 $33.27 $70,074 $33.69 $70,95 $34.1 $71,127 $34.20 $70,434 $33.86 $71,315 $34.29 $72,206 $34.71 $72,387 $34.80 $71,660 $34.45 $72356 $34.88 $73,463 $35.32 $73,646 $35.41 $73,810 $35.49 $74,733 $35.93 $75,667 $36.38 $75,856 $36.47 $76385 $36.82 $77,543 $37.28 $78,708 $37.84 $79,036 $38.00 $80,024 $38.47 $81,025 $38.95 $81,227 $39.05 $81,487 $39.18 $82,506 $39.67 $83,537 $40.16 $83,746 $40.26 $83,915 $40.34 $84,964 $40.85 26 36 $86,242 $41.46 36
2016-1% increase 2017-1.25% increase 2018-1.25% increase 2018 - Quly 1) 0.25% increase Senior Utility Officer Special Constable Utility Officer 40 2016 $69,204 $33.27 2017 $70,069 $33.69 2018 $70,945 $34.11 2018 - Jul 1 $71,123 $34.19 40 2016 $71,276 $34.27 2017 $72,167 $34.70 2018 $73,069 $35.13 2018-Jul 1 $73,252 $35.22 40 2 0 1 6 - N o v 1 $55,360 $26.62 2017 $56,052 $26.95 2018 $56,753 $27.29 2018-Jul 1 $56,895 $27.35 2 3 $70,432 $33.86 $71,313 $34.29 $72,204 $34.71 $71,661 $34.45 $72,556 $34.88 $73,463 $35.32 $73,803 $35.48 $74,725 $35.93 $75,659 $36.37 $72,385 $34.80 B W $75,848 $36.47 $74,963 $36.04 $75,900 $36.49 $76,849 $36.95 $77,041 $37.04 $56,560 $27.19 $76,190 $36.63 $77,143 $37.09 $78,107 $37.55 $78,302 $37.65 $57,788 $27.78 $78,648 $37.81 $79,631 $38.28 $80,627 $38.76 $80,828 $38.86 $59,416 $28.57 $57,267 $27.53 m m a a $60,159 $28.92 $57,983 $27.88 $58,128 $27.95 $59,242 $28.48 $59,390 $28.55 $60,910 $29.28 $61,063 $29.36 $76,573 $36.81 $77,53 $37.2 i $78,499 $37.74 $78,696 $37.83 $81,106 $38.99 $82,120 $39.48 $83,147 $39.97 $83,354 $40.07 $62,758 $30.17 $63,543 $30.55 $64,337 $30.93 $64,498 $31.01 29 99 $80,017 $38.47 $81,018 $38.95 $81,220 $39.05 $83,564 $40.18 $84,609 $40.68 $85,666 $41.19 $85,880 $41.29 $66,000 $31.73 $66,825 $32.13 $66,992 $32.21 $81,486 $39.18 $82,504 $39.67 $83,536 $40.16 $83 $4 97 87 $88,186 $42.40 $88,40 $42.5I $67,642 $32.52 $68,487 $32.92 $69,343 $33.34 $69,517 $33.42 $83,913 $40.34 $84,962 $40.85 24 36 $86,239 $41.46 $88,480 $42.54 $89,586 $43.07 $90,706 $43.61 $90,933 $43.72 $70,098 $33.70 $70,974 $34.13 $71,861 $34.55 $72,041 $34.64 Effective January 1,2016 - a 1% increase retroactive on all paid hours for all Employees employed on the date of ratification. Effective Date of ratification the Assistant Utilities Officer shall be renamed to Utility Officer and amend the Salary Grid as indicated. Utility Officers shall be moved from the former grid to the new grid at the same step on the grid. Effective January 1,2017 a 1.25% increase to all Classifications and Steps on the Salary Grid. Effective January 1,2018 a 1.25% increase to all Classifications and Steps on the Salary Grid. Effective July 1,2018 a 0.25% increase to all Classifications and Steps on the Salary Grid 37