Detailed changes to 2020-2022 CA
ARTICLE 3 – EMPLOYEE DEFINITIONS
A Casual employee is defined as an employee whose work is not normally scheduled on a predetermined basis but who may be prescheduled or called in on a relief basis only to fill in for illness, vacations, emergencies and other periods of staff shortages once it has been determined that no Part-time employees normally scheduled on that unit/department have agreed to work the required number of shifts available. Once a Casual employee has been scheduled or called in under these provisions a Part-time employee may not displace them. A casual employee will be deemed to be terminated if he/she is unavailable to work for a period of 4 consecutive calendar months or more, exclusive of any approved leaves of absences.
Mandatory training, such as (CPR or SMG) will not be considered as “work” for the purposes of this article.
ARTICLE 25 – SICK LEAVE/SHORT TERM DISABILITY (FT)
New 25.02 After three consecutive days of absence caused by sickness or
injury the Employee will be required to provide a medical
certificate supporting such absence. Notwithstanding this provision, where it is suspected there may be an abuse of sick leave, the employee’s manager may require an employee to submit a medical certificate for a period of absence of less than three (3) days. Any such certificate requested by the Hospital, shall be paid by the Hospital.
Requests for further medical documentation shall be reasonable
and take into consideration the nature of the illness or injury.
ARTICLE 27 – VACATION (FT)
27.05 Vacation Schedules
(c) Vacation requests submitted after the vacation application period will be granted on a first come first serve basis once the vacation schedule has been posted and subject to the efficient operation of the department. Any denial of a vacation request shall be in writing and include the reasons for the denial.
(e) Vacation Requests
i) Vacation requests for the March break in any calendar year must be submitted in writing to each respective manager by December 1st of the
previous year and shall be approved in accordance with article 27.05(a).
ii) The Employer shall endeavor to respond to any vacation requests outside of prime time vacation within two weeks.
(f) Employees will be required to be available to work either Christmas (December 24, 25, 26) or New Year’s (December 31, January 1) each year,
on an alternating basis. Employees will not be permitted to take the same days off (Christmas or New Year’s) in the next alternating rotation,
if it results in denial of time off to another employee.
Clarity note: If an employee uses time off in year 1 to cover Christmas on a year they would normally work that holiday, they would not be able to utilize time off when it is their next turn to work on Christmas in Year 3 if it results in denial of time off to another employee.
ARTICLE 34 – POSTING AND FILING OF VACANCIES
34.04 b) Where an employee is assigned temporarily to perform the duties of a position in a classification with a higher salary,
he or she they shall be
paid acting pay from that day in accordance with the next higher rate in the higher classification, providing he or she has performed the duties for
the full day.
ARTICLE 35 – HOURS OF WORK AND OVERTIME
New 35.09 In accordance with the current practice, seniority shall continue to be a factor in choosing preferred lines on the master schedule.
ARTICLE 37 – PREMIUM PAYMENTS
37.01 b) Patient Care Facilitator Premium Payment
When a Registered Nurse is assigned to the Patient Care Facilitator role, they will receive a premium payment of
$1.25/hours $2.10/hour for all hours worked.
c) Lead-hand/In-charge Premium Payment
When an employee is assigned to a “Lead Hand” or “in-charge” role, they will receive a premium payment of
$0.70/hour $1.00/hour for all hours worked.
ARTICLE 40 – PART TIME EMPLOYEES
40.03 Part-time employees will be eligible for
four percent (4%) vacation pay in accordance with the Employment Standards Act, 2000.
ARTICLE 41 – MODIFIED WORK
All injured workers shall be treated in accordance with the Workplace Safety and Insurance Act, The Ontario Human Rights Code, the Collective
Agreement and other applicable legislation.
The Employer, in consultation with the Union and employee
(and the Union where requested by the employee) will provide fair and equitable practices to accommodate employees who are ill, injured or permanently disabled. The union will be provided notice of any scheduled return to work meeting.
To facilitate these programs, it is understood and agreed that provisions of the Collective Agreement may, where agreed, be varied.
ARTICLE 44 - WORKLOAD
The Parties have a mutual interest in the provision of quality patient care. Therefore, when an employee, or group of employees covered by this agreement have cause to believe they are being asked to perform more work than is consistent with proper patient care it is agreed by the parties that such concerns will first be raised with their immediate manager/ designate. A meeting with the employee(s) will occur within five business (5) days of the concern being brought to the manager’s attention. The immediate manager or designate will provide a response within 14 calendar days from the date of the meeting. Where a resolution is not reached, such workload problems may be discussed by the Labour Management Committee.
If no consensus can be reached at Labour Management Committee the parties will meet with the VP, Clinical Services within thirty (30) days of
referral to present the issues. The VP, Clinical Services will notify the Union of the decision in writing within fourteen (14) days.
ARTICLE 45 – DURATION
April 1, 2020 – March 31, 2022
LETTERS OF UNDERSTANDING
New Letter of Understanding: Whistleblowing
The Centre agrees to conduct an environmental scan related to a Whistleblowing policy. The letter of understanding shall expire with the expiration of the collective agreement.
Letter of Understanding #1: Labour Management Committee - Not renewed
Physicians Assistant Wage Scale
Effective date of the award, add to Psychometrist classification for purposes of the wage grid. Existing Physician Assistants to be placed at Step 5 of the grid.
Effective April 1, 2020 1%
Effective April 1, 2021 1%
Current employees on staff, from the date of either of this award, will be paid retroactivity, within four (4) full pay periods, from the date of this award, on the basis of hours paid. Retroactivity shall be paid on wage increases, including any payments based on the wage rate (for example, the percentage in lieu of benefits and vacation pay).
The Hospital will contact former employees at their last known address on record with the hospital, within four (4) full pay periods from the date of this award, to advise them of their entitlement to retroactivity. Former employees will have a period of four (4) full pay periods from the date of the notice to claim such retroactivity and, if they fail to claim within the four (4) full pay periods, their claim will be deemed to be abandoned.
We remain seized to reopen compensation issues should outstanding constitutional challenges prove successful or should Bill 124 be otherwise modified or repealed with retroactive effect or for some other legally relevant reason such as, for instance, if the union’s exemption request filed is granted.
The Union gives notice of strict adhere to articles 39.02 (Launder Uniforms) , 37.10 (transport patient in own vehicle), 35.03(a) (round to the nearest half-hour).
The Union gives notice that its interpretation of Article 32.07 includes the lowest classification that the employee is qualified and able to do, not necessarily the lowest classification.
The Union also gives notice of its interpretation of Article 37.08 (Reporting Pay) which applies whether the employee is on site or not.
IN THE MATTER OF A BOARD OF INTEREST ARBITRATION PURSUANT TO THE HOSPITAL LABOUR DISPUTES ARBITRATION ACT