collective agreement between mcmaster savings and … and finance/702-0… · collective agreement...

COLLECTIVE AGREEMENT

BETWEEN

McMASTER SAVINGS AND CREDIT UNION LIMITED

AND

CANADIAN OFFICE AND PROFESSIONAL EMPLOYEES, LOCAL343

Effective January 1, 2009 to December 31, 2011

McMaster Savincs and Credit Union Limited Collective Agreement -January 1, 2009 - December 31, 2011 Pacel

ARTICLE 1

2

TABLE OF CONTENTS

DESCRIPTION PAGE Purpose of Agreement. ................... .. ............ 3 Definitions.. ....................... .. ....... ..... ............. . 3

3 Recognition... ........ ...... .. ....... ................. .... ... .. 3 4 Managements Rights...................... .... ........... 3 - 4 5 Union Security......... ............... ......... ..... ....... .. 4 6 Union Committees.................................... .. .. 4- 5 7 Strike and lockouts....................................... 5 8 Seniority............................................. .... ....... . 5 - 6 9 Promotions and Temporary Transfers........... 6

10 Hours of Work and Overtime.................... .... 7 11 Wages. ......................... ................. .. ............... 8 12 Paid Holidays................................................. 8 - 9 13 Vacations............ .... .. ............. ........................ 9 - 10 14 Grievance and Arbitration Procedure.. ......... 10 - 11 15 Discharge and Discipline............................... 11 16 Sick leave and Disability..... ... ............... ......... 11 - 12 17 Bereavement leave................................. ...... 12 18 Jury and Witness Duty.. ...................... .. ......... 12 19 Personal leave of Absence............................ 12 - 13 20 Pregnancy and Parental leave...................... 13 21 layoff and Recall.. ............... ..... ..................... 13 22 Health and Safety...................................... .... 13 23 Benefits.... ... .............................. ........ .. ....... ... 13 • 14 24 General......................... ................................. 14 - 15 25 Bargaining Unit Work and Contracting Out... 15 26 Non Discrimination........................................ 15 27 Duration....... .. ................................. ............... 15 - 16

Appendix "A" Wage Schedules.......... .... .... .... 17- 18 Letter of Understanding#!.. ........... .............. 19

McMaster Savings and Credit Union Umited Collective Agreement· January 1, 2009 -December 31, 2011 Paaez

ARTICLE 1 - PURPOSE OF THIS AGREEMENT

1.01 This Agreement is entered into by the parties hereto in order to provide orderly collective bargaining relations between the Credit Union and its employees represented by the Union. It is the desire of both parties to co-operate in maintaining a harmonious relationship between the Credit Union and its employees, to make provisions herein for wages, employee benefits, hours of work and working conditions and to provide a prompt and orderly method of settling grievances under this Agreement which may arise from time to time.

ARTICLE 2- DEFINITIONS

2.01 The terms "Employer'', "Management", and "Credit Union" as used herein shall mean the McMaster Savings and Credit Union limited, in Hamilton, Ontario.

2.02 (a) "Union" as used herein shall mean Local 343 of the Canadian Office and Professional Employees Union.

(b) "Employee" refers to any person that is a member of the bargaining unit as set out in Article 3.01 of the Collective Agreement.

(i) "Full-time Employee" refers to any employee who regularly works twenty six (26) or more hours more per week.

(ii) "Part-time Employee" is an employee who regularly works less than twenty-six {26) hours per week. Notwithstanding the foregoing, part-time employees may be scheduled for more than twenty-six (26) hours in one week to cover short term illnesses and for vacation coverage and in accordance with article 22.07 of this Agreement.

(Iii) "Temporary Employee" is a person who is employed on a temporary basis not to exceed four (4) weeks in any six (6) month period except as set out in 2.02 (e).

(c) "Service Date" and ,Anniversary DateN as used herein shall mean the date of last hire with McMaster Savings and Credit Union limited

(d) "Seniority Date" as used herein shall mean length of continuous service in the bargaining unit with the Credit Union since the last date of hire.

(e) "Temporary Vacancy'' is a vacancy in the bargaining unit created by a leave of absence, pregnancy and parental leave or by way of extended illness or disability and the employee is expected to return to work within a period of twelve (12) months.

ARTICLE 3 - RECOGNITION

3.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for all employees of the McMaster Savings and Credit Union limited in the City of Hamilton save and except Data & Accounting Supervisor/Executive Secretary, Branch Managers and persons above the rank of Branch Manager.

ARTICLE 4 - MANAGEMENTS RIGHTS

4.01 Save and except to the extent specifically modified or curtailed by any provision(s) of this Agreement, the right and responsibility to manage the business of the Credit Union is vested solely and exclusively in the Credit Union, including the right to direct, plan and control operations, and to schedule working hours,

McMaster Savings and Credit Union Umited Collective Alfeement- January 1, 2009 - December 31, 2011

and the right to hire, promote, demote, transfer, discipline, suspend or discharge seniority employees for just cause, or to release employees because of lack of work or for other legitimate reasons and the right to introduce new and improved methods or facilities. The Employer agrees that it will not exercise any of its rights in a manner inconsistent with the terms and provisions of this Agreement.

ARTICLE 5 - UNION SECURITY

5.01 All employees who have completed their probationary period and who are covered by this Agreement shall become and remain a member of the Union. Employees hired on a temporary basis for periods not exceeding ninety (90) days shall not be required to join the Union.

5.02 All bargaining unit employees, including probationary and temporary employees, shall as a condition of employment be required to pay union dues by means of payroll deduction from the first day of employment.

5.03 The Employer will deduct dues, in the amount certified by the Union to the Employer to be currently in effect according to the Union's Constitution, from the pay of each employee in the bargaining unit. The Employer will also deduct an initiation fee as specified by the Union for each new employee hired into the bargaining unit. In addition, the Employer will deduct regular monthly dues from temporary employees.

5.04 Union dues will be deducted from each pay in the month.

5.05 The Employer shall remit by cheque, within fifteen (15) days after the end of the month from which it applies, the dues and initiation fees deducted as directed by the Secretary-Treasurer of Local 343, Canadian Office and Professional Employees Union accompanied by a list showing the names and addresses of those employees from whom dues and initiation fees were deducted and those not paying and listing reasons why they are not paying dues. The union agrees to keep the Employer harmless and indemnified from any claims against it by an employee or any other party which arises out of any deduction under this Article.

ARTICLE 6 - UNION COMMITTEES

6.01 All committee members shall be seniority employees within the bargaining unit.

6.02 The Union may have the services of a staff union representative during negotiations to renew or amend this Collective Agreement.

6.03 The Employer acknowledges the right of the Union to appoint or select one (1) Steward per branch in order to provide an orderly procedure for the servicing of differences between the parties and to assist employees in grievances which may arise hereunder.

The Steward shall obtain permission from their Branch Manager, or designate to leave regular office duties to deal with a grievance while on credit union premises without loss of pay or benefits. Such permission shall not be unreasonably withheld. The Steward shall make every effort to deal with a grievance in a manner that does not affect the credit union operations.

6.04 The Employer agrees to allow the Steward a maximum of thirty (30) minutes during the orientation process so that the employee can be advised of the terms and conditions set out in the Collective Agreement. Each employee will receive a copy of this agreement on the first day of employment.

6.05 The Union shall notify the Employer in writing of the name of the Steward(s), of all committees and of any changes in such personnel before the Employer shall be required to recognize them.

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6.06 Union leaye of Absence Leave of absence without pay and without loss of seniority, or other benefits, shall be granted to employees who are absent for the purpose of attending union functions, such as conventions, schools, seminars, etc. Such leave of absence shall be restricted to one (1) employee at any one time, to a maximum of fifteen (15) days per year. Employees will submit a written request for such leave at least two (2) weeks before the leave is to commence.

ARTICLE 7 - STRIKE AND LOCKOUTS

7.01 In view of the orderly procedures established by this Agreement for the settling of disputes and the handling of grievances, the parties agree that there shall be no strike and no lockout during the life of this Agreement.

ARTICLE 8 -SENIORITY

8.01 Seniority shall be defined as length of continuous service in the bargaining unit with the Credit Union since the last date of hire.

A part-time employee shall be credited with seniority from last date of hire based on the total number of hours worked. Nineteen hundred and fifty (1950) hours shall equal one (1) year.

Notwithstanding the foregoing, employees who came from another credit union, prior to March 27, 2007 and who had their anniversary date from the previous credit union recognized by McMaster Savings and Credit Union Limited shall have their seniority date back to the recognized anniversary date.

8.02 Employees shall be on probation for ninety (90) working days. The employment of a probationary employee may be terminated at any time without the right to grieve such discharge or to refer it to arbitration.

8.03 Employees will not be eligible for benefits during the probationary period. Upon successful completion of the probationary period, each employee shall be granted appropriate seniority retroactive to the last date of hire. The Employer will supply the employee with a letter indicating their employment status.

8.04 Seniority rights shall be terminated if the employee:

(a) Voluntarily leaves the service of the Employer;

(b) Is discharged for just cause and the discharge is not reversed through the grievance and arbitration procedure;

(c) Is laid off for more than twenty four (24) months;

(d) Fails to return to work within five (5) working days of being recalled from layoff unless a satisfactory explanation for the failure to return is given to the Employer by the employee;

(e) Is absent from work without permission for two (2) consecutive working days unless a satisfactory explanation is given to the Employer by the employee;

(f) Fails to return to work upon completion of an authorized leave of absence unless a satisfactory explanation is given to the Employer by the employee;

(g) Uses a leave of absence for purposes other than the purpose for which leave was granted.

McMaster Savlncs and Credit Union Umited Collective A&reement -January 1, 2009 -December 31, 2011 Paaes

8.05 The Employer will supply the Union with a seniority list as of January 1'1 of each year and such list shall be given no later than January 151

h of each year.

ARTICLE 9 - PROMOTIONS AND TEMPORARY TRANSFERS

9.01 A "promotion" is hereby defined as a move from a lower classification to a higher classification.

9.02 Notice of job vacancies and new positions and temporary vacancies, shall be posted on the Employer's bulletin boards for a period of five (5) working days. An employee who wishes to apply for a posted vacancy shall submit a written application, to the Employer within five (S) working days of the posting. In filling any posted vacancy under this Agreement, the Employer shall select the most senior candidate with the qualifications and ability to perform the duties of the position from within the bargaining unit before hiring new employees.

9.03 (a) When a member of the bargaining unit is promoted or assigned to a classification excluded from the bargaining unit, it is agreed that the employee shall have the right to go back to their former position without loss of seniority. The Employee must request the re-assignment back to their former position within ninety (90) days of the date of the promotion or assignment.

(b) Within a ten (10) working day familiarization period, an employee may return to their former position without loss of seniority and at the rate of pay the employee received in the former position. Any other employee who has been promoted or transferred because of the rearrangement of positions shall also be returned to their former position, without loss of seniority and at the rate of pay the employee received in the former position.

9.04 When a temporary vacancy occurs in any department or Branch coming within the scope of this Agreement such vacancy will be posted on the bulletin board for a period of five (S) working days of its availability. Every person selected to fill a vacancy in a temporary position shall, upon completion of the temporary transfer, revert to the position and branch in which the employee worked prior to such selection.

9.05 An employee required to perform the duties in a higher classification shall receive the rate of the higher classification from the second day of performing such duties.

9.06 (a) No full time employee shall be transferred to another job classification or branch without the employee's consent. If an employee gives their consent and is transferred to another job classification or branch the employee shall have the right to return to their former job classification or branch and position within sixty (60) days, and any other employee affected by the transfer shall be returned to their former branch and position, without Joss of wages or seniority.

Notwithstanding the foregoing, an employee may be temporarily transferred to another position or branch for the purpose of training. Such temporary transfer for training shall not exceed twenty (20) working days in duration. Employees shall receive a mileage or transportation allowance between the employee's own branch and the branch where training is to take place. Mileage shall be thirty-five (35) cents per kilometre round trip. The transportation allowance shall be paid to reimburse the employee for the full cost of bus or taxi fare round trip as approved by the Employer.

(b) Part-time employees who are assigned to a branch may be transferred between branches in order to meet the needs of the Employer to cover for vacations, illness and leaves of absence.

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ARTICLE 10- HOURS OF WORK AND OVERTIME

10.01 (a) The regular hours of work for employees consists of no more than five (5) consecutive working days, and no more than thirty-seven and one-half (37.5) hours per week exclusive of a minimum of one half (1/2) hour unpaid lunch break each day.

(b) The Employer shall provide full time employees with a paid rest period of fifteen (15) minutes in the forenoon and fifteen (15) minutes in the afternoon. Part-time employees shall receive a fifteen (15) minute rest period after three (3) hours of work in the forenoon and/or afternoon.

(c) Should the Employer wish to provide service to its members beyond the current established hours of work the parties agree:

(i) The Employer will look to staff from each branch on a volunteer basis, by seniority, with qualified full-time staff having preference in the selection of hours.

(ii) After exhausting (i) above, additional qualified staff will be selected on a fair and equitable basis so that extended or Saturday hours are shared.

(iii) Employees will not be required to work split shifts.

10.02 Part-time employees shall receive their schedule biweekly on the last day of each pay period. Changes to the schedule, once issued, shall be by mutual agreement between the employee and the Employer.

10.03 Overtime shall be paid at the rate of one and one half (1 X) times the employee's hourly rate for all hours worked in excess of seven and one half (7 X) hours per day or thirty-seven and one half (37 X) hours per week.

10.04 Overtime shall be paid at the rate of two (2) times the employee's hourly rate of pay where an employee works on a statutory holiday, or other day designated as the holiday in addition to the holiday pay.

10.05 Employees may elect to take time off, at straight time rates, in lieu of overtime, provided the overtime is approved by the CEO or designate and at a time mutually agreed upon between the employee and CEO or designate.

10.06 Overtime work shall be voluntary and shall be distributed as equitably as possible among employees qualified to do the work in question. In the event that employees do not volunteer for the required overtime, the most junior qualified employee in the branch may be assigned to perform such overtime.

10.07 An employee required to work more than two (2) hours beyond the end of the regularly scheduled fulltime shift shall be paid a meal allowance of eight dollars ($8.00).

10.08 When an employee is called in to work, which results in less than three (3) hours, the employee shall be paid three (3) hours pay at the rate of the job for which the employee is called in.

10.09 All Employer convened meetings at which attendance is required by the Employer shall be held during working hours or paid at overtime rates. Lunch hours are not considered working hours. Employees shall not be obligated to attend meetings on scheduled days off or vacation days. Parking shall be provided for free at mandatory meetings and training sessions if the employee is reporting for such training or meetings where the employee must pay for parking and whose normal work location is elsewhere.

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ARTICLE 11 -WAGES

11.01 Employees shall be paid biweekly by deposit into their personal McMaster Savings and Credit Union limited account or such other account within the credit union as determined by the employee.

11.02 If a new job is established, or if a job is substantially changed, the Employer and the Union will meet to discuss and determine the classification for the new or changed job and determine a wage rate in relation to the existing wage scale. If the parties cannot agree, then the matter shall be referred to arbitration. If the matter is referred to arbitration the Arbitrator may use no other criteria than the wage rates and classification as set out in the Collective Agreement.

11.03 Job Descriptions shall be developed by the Employer with input from the employees sett ing out the dut ies and tasks for the position and shall form Appendix "A" of this Agreement.

11.04 Full time employees shall be paid in accordance with "Schedule A". Part-time employees shall be paid in accordance with Schedule "A", pro-rated on their hours of work in the classification.

11.05 Increment Dates All employees not at the maximum salary of the employee's classification level shall advance on the wage schedule at the intervals indicated in the schedule. Calculation of increments will be calculated starting with the employee's anniversary date and will continue until the employee has reached the maximum salary level.

11.06 Salarv on Promotion (a) Where an employee is promoted to a classification with a higher salary level, the employee shall be

placed at the first wage step in the higher level that provides the employee with an increase in wages.

(b) The anniversary date of an employee, promoted to a position classified at a higher salary level, shall not change as a result of the promotion.

11.07 Salarv on Displacement An employee, who is bumped to a position at a lower classification as a result of a layoff, shall be paid the appropriate salary for the new classification level. An employee, who suffers a decrease salary level as a result of layoff and bumping procedures, shall receive the lesser of their present wage or the maximum salary for the lower classification.

ARTICLE 12- PAID HOLIDAYS

12.01 Employees shall be paid for the following recognized holidays:

New Year's Day Civic Holiday Family Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day

12.02 The Employer shall provide each full-time employee one (1) floater day per year to be taken at a time mutually agreed to between the employee and Employer. Employees shall also be entitled to take one (1) day every twenty-four (24) months to be used for moving.

12.03 If a recognized holiday listed in Article 12.01 falls upon an employee's day off, then such employee shall have the choice of an additional day's pay or an additional day off with pay in lieu of the holiday at a time mutually agreed upon between the employee and the Employer.

McMaster Savings and Credit Union Umited COllective Agreement -January 1, 2009 - December 31, Z011 Paaes

12.04 In a branch that is normally open on Saturday, the branch will be closed on the Saturday before the holiday when any holiday listed in Article 12.01 ofthis Agreement falls on a Monday.

ARTICLE 13- VACATIONS

13.01 (a) Between December 1st of the current year and February 28th of each year, each employee may select their preferred vacation periods in accordance with their seniority. Seniority shall only apply to the first two (2) weeks per block of time booked (e.g. an employee with four (4) weeks' vacation wishes to book two (2) separate two (2) week vacations; seniority only applies to the first two (2) week period). Failure of an employee to select vacation during this period will result in the employee not having the right to displace a less senior employee who has selected their vacation within the outlined time frame. Vacation must be completed by the end of the calendar year. Any vacation booked after March 1st shall be on a first come basis within the branch.

A bargaining unit employee shall be entitled to schedule vacation at the same time as Management. The scheduling of vacation time shall be on a branch by branch basis according to seniority. The Employer shall respond in writing to vacation requests within fifteen (15) working days of the request for vacation. The written notice will notify the employee as to whether the vacation has been approved or not. Once vacation time has been approved the employee shall not be required to change it.

(b) Employees shall be granted vacation entitlement as of January 1st of each year as outlined in 13.02.

13.02 FULL TIME EMPLOYEES

Effective January 1, 2009: Partial year of employment After One year of service After Seven (7) years of service After Twelve (12) years of service After Twenty (20) years of service

PAR! TIME EMPLOYEES

Effective January 1, 2009: Partial year of employment After One year of service After Seven (7) years of service After Twelve (12) years of service After Twenty (20) years of service

1 day per month to a maximum of 10 days 3weeks 4weeks 5 weeks 6weeks

4% 6% 8%

10% 12%

13.03 Where a statutory holiday falls during an employees' vacation there shall be no deduction from vacation credits for that day and the employee shall reschedule that vacation day.

13.04 Where an employee becomes hospitalized due to accident or illness during the employee's vacation, there shall be no deduction from vacation credits for such absence from date of hospitalization and the employee shall be entitled to reschedule that portion of their vacation at a later date. Rescheduling of vacation shall not interfere with other preselected vacations.

13.05 Wages for vacation periods will be paid based on the employee's wage rate at the time the vacation is taken.

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13.06 Vacation status on termination will be as follows:

(a) Termination prior to anniversary date (current), appropriate percentage (as set out in (c) below) of total earnings from previous anniversary date to date of termination.

(b) Termination after anniversary date (current), regular year's vacation plus appropriate percentage (as set out in (c) below) of total earnings from anniversary date (current) to date of termination.

(c) Vacation time taken, as set out in article 13.02 and not used prior to termination shall be paid to the employee upon termination. Should the employee have taken their vacation and then terminates employment, any vacation the employee has received over and above that to which the employee would be entitled, will be deducted from the employee's final pay.

13.07 Part-time employees shall receive vacation entitlements based on 1950 hours of work equal one year. Part time employees shall be paid vacation entitlements with each pay at the rate set out in 13.02

ARTICLE 14- GRIEVANCE AND ARBITRATION PROCEDURE

14.01 A grievance within the meaning of this Agreement shall be any dispute between the parties involving interpretation, application, administration or alleged violation of this Agreement.

If the grievance discussions are held on credit union premises after the branch is closed the steward and grievor shall receive their regular rate of pay and benefits The Steward and/or griever shall receive mileage at the credit union's current rate and for time spent traveling from the Steward and/or griever's work location to the branch where the meeting is being held.

14.02 Step One An employee with a grievance shall first discuss the matter, accompanied by the Steward, with the Branch Manager within ten (10) working days of the occurrence giving rise to the grievance.

The Branch Manager will make their decision known to the grievor within ten (10) working days after the discussion with the grievor and Steward. If the complaint or grievance is not satisfactorily settled the Union may proceed to Step Two of the grievance procedure. The Steward shall make every effort to deal with a grievance in a manner that does not affect the credit union operations.

14.03 Step Two The Steward shall present the C.E.O. with a written grievance within ten (10) working days of the decision from step one. Such notice shall be in writing and shall be signed by the griever. The C.E.O. shall meet with the griever, Steward and Staff Representative of the Union within ten (10) working days of the receipt of the grievance. The decision of the C.E.O. shall be given within ten {10) working days after the meeting. The Steward shall make every effort to deal with a grievance in a manner that does not affect the credit union operations.

14.04 A grievance not adjusted at step two may be referred to an Arbitrator within fifteen (15) working days of receipt of the answer at Step Two. The party submitting the grievance shall include the names of three (3) arbitrators for consideration by the other party.

14.05 Within fifteen (15) days of receiving notice of arbitration the receiving party will advise if there is agreement on any of the suggested arbitrators and if there is no agreement then the receiving party will provide the other party with the names of three (3) arbitrators. If no agreement can be reached on the appointment of an arbitrator, within thirty (30) calendar days, the Minister of labour for the Province of Ontario will be asked to appoint an arbitrator.

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14.06 The arbitrator shall not have any authority to alter or change any of the provisions of this Agreement or to substitute any new provision in lieu thereof or to give any decision contrary to the terms and provisions of this Agreement.

14.07 The decision of the Arbitrator shall be final and binding on both parties.

14.08 Each party will share equally the expense of the Arbitrator.

14.09 Group/policy grievances may be initiated by the Union and shall be resolved in accordance with the provisions of this Article beginning at Step Two of the grievance procedure.

14.10 The time limits in this Article may be extended by mutual agreement of the parties.

ARTICLE 15 - DISCHARGE AND DISCIPLINE

15.01 No seniority employee shall be disciplined or discharged except for just cause. In the event of a claim that an employee has been discharged or disciplined unjustly or unreasonably, the claim shall be subject to the provisions of the grievance procedure provided in Article 14 and shall be filed at Step Two of the grievance procedure.

15.02 When it is planned to reprimand and/or discipline an employee, where such discipline is to placed in an employee's personnel file, the employee will have a Union Steward present. If a disciplinary letter is placed in an employee's personnel file the employee and the Union shall be given a copy.

15.03 Each employee will be provided in writing all notations of derogatory or disciplinary action which are to be placed in the employee's personnel file by the Employer. Unless such notation is made in writing the Employer will not use such incident as part of the employee's past record or to justify later disciplinary action(s). Such notice will be given to the employee within ten (10) working days of the discovery of the occurrence giving rise to the action.

15.04 Employees shall have the right to review their personnel files upon request. Employees shall have the right to request a copy of any documentation placed in their file.

ARTICLE 16- SICK LEAVE AND DISABILITY

16.01 Upon completion of one (1) year of service, full time employees shall receive twelve (12) days per year, herein referred to as "sick days" for illnesses. Employees with less than one (1) year of service shall receive one (1) day per month. Unused sick days will be carried over from year to year into a "sick day bank". There will be no payout of unused sick days upon termination of employment.

16.02 (a) Extended absence due to a disability or illness, that are greater than five (S) working days, must be reported to the branch manager on a weekly basis or such other time as set out in medical notes provided to the Employer. Pay during such absence, will be from the employee's sick days and accumulated sick day bank.

(b) There will be no loss of pay for any absence for compensable extended major illness, accident or disability until the employee has used all ofthe days remaining in the sick day bank.

16.03 An employee shall notify their supervisor as soon as possible, prior to the start of their shift, if they are going to be absent from work for any reason. Periods of absence due to illness or disability for more than

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three (3) working days will be evidenced by a medical doctor' s certificate if requested by the Employer. The Employer shall reimburse employees for any costs to obtain such medical notes.

16.04 All employees will provide to the Employer a signed authorization which allows the credit union's early intervention provider to contact the employee after ten (10) working days of absence due to illness, disability or accident. In addition employees will provide all documentation requi red by the early intervention provider within ten (10) days of its request.

ARTICLE 17- BEREAVEMENT LEAVE

17.01 (a) The Employer will grant a leave of absence with pay upon:

• the death of a Spouse, same sex partner, child, mother, father, mother-in-taw, father-in-lawfour (4) consecutive days;

• the death of a brother, sister, grandparents, grandchild, brother-in-law, sister-in-law, son-in-law, daughter-in-lawfour {4) consecutive days;

• the death of niece, nephew, aunt, uncle, and first cousins one (1) day to attend the funeral;

Saturday (for employees not scheduled to work), Sunday and Statutory Holidays will not be compensated and will be included in counting the consecutive days. The Employer will grant unpaid leave of up to three (3) additional days, upon request by the employee.

For the absence occasioned by the death of other relatives the employee will be extended one {1) day to attend the funeral or memorial service.

(b) For absence occasioned by the death of a close friend, leave shall be granted without salary for a period not exceeding one (1) day for the purpose of attending the funeral.

ARTICLE 18- JURY AND WITNESS DUTY

18.01 An employee shall be allowed a leave of absence without loss of pay, benefits, or seniority if absent for the purpose of Jury service, or to a maximum of ten (10) working days if subpoenaed as a witness in any court proceedings, providing the employee pays to the Employer any fee, exclusive of traveling allowances and expenses, received as a juror or as a witness.

ARTICLE 19- PERSONAL LEAVE OF ABSENCE 19.01 Upon written request of an employee, the Employer will consider and may grant a personal leave of

absence without pay or loss of seniority for a period up to one (1) year and such request shall not be unreasonably withheld. An employee who commences a leave of absence shall not lose seniority but will not accumulate seniority for the period of the leave.

19.02 Before commencing a personal leave of absence, an employee may continue benefit coverage's during the period of leave by paying the full cost of any premiums in advance, otherwise the benefit coverage's will be cancelled.

19.03 For leaves of absence greater than three (3) months, upon return to work the Employer shall reinstate an employee into a comparable position.

19.04 Leaves of absences may be filled with temporary employees.

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ARTICLE 20- PREGNANCY AND PARENTAL LEAVE

20.01 Pregnancy and Parental Leave shall be granted as set out in the Employment Standards Act of Ontario.

20.02 Where an employee takes a Statutory Pregnancy Leave of absence and returns to work within the time specified for the end of that leave, the employee's entitlement to vacation pay shall not be reduced as a result of such leave.

ARTICLE 21 - LAYOFF AND RECALL

21.01 In all cases of a decrease of the work force, seniority shall be the determining factor with the least senior employee being laid off first.

21.02 Prior to the layoff of full time seniority employees, temporary and probationary employees shall be laid off first followed by part-time employees. Part-time employees shall not bump full time employees. Employees shall not bump up into a higher paying job classification.

21.03 No new employees shall be hired while there are laid off employees qualified and capable to perform the work.

21.04 In the event of a layoff, employees shall continue to accumulate seniority and shall have recall rights for a period of twenty-four (24) months.

21.05 Full time employees who bump part-time employees to avoid layoff shall accumulate seniority based on the number of hours worked.

21.06 Employees shall be recalled in the reverse order of layoff, with the most senior employee on layoff being recalled. Such recall notice shall be sent by Registered Mail to the employee's last known address which the employee provided to the Employer. An employee shall be deemed to be recalled five {5} working days after the date on which the letter of recall is registered and sent.

21.07 Before the Employer employs a person from outside of the bargaining unit, an employee on layoff and subject to recall shall, for a period of twenty-four (24) months commencing from the date of layoff, will be given first consideration to fill a temporary assignment within the bargaining unit, providing the laid off employee is qualified and capable of performing the work. The laid off employee shall be required to advise the Employer from time to time as to the employee's availability for such work. This preference shall be lost if the employee refuses a temporary assignment.

ARTICLE 22 - HEALTH AND SAFETY

22.01 The Employer shall make all reasonable provisions for the safety and health of the employees during working hours. An employee or the Union may bring to the attention of the Employer any suggestions in this regard and also any other suggestions for improvements in conditions of work.

ARTICLE 23 - BENEFITS

23.01 It is agreed that all full time employees covered by this Agreement shall be covered with the Co-Operators Gold Plan, one hundred percent (100%) of the cost to be paid by the Employer for the following benefits:

• Semi Private Coverage • Para-medical

McMaster Savings and Credit Union Umited Collective A&reement · January 1, 2009 - December 31, 2011 Pacel3

• Drug Plan

• Dental Plan

• Salary Continuance

• Group life Insurance

• Vision Care

• Hearing Care

Eligibility for payment of benefits from these plans shall be subject to the terms of the policies, providing such benefits.

23.02 Notwithstanding article 23.01 the Employer may change the carrier, provided the coverage is at least equal to or better than the coverage of Co-Operators Gold Plan benefits as of January 1, 2008. The Employer shall not be the insurer of these plans and its responsibility is limited to payments of premiums.

23.03 The Employer will continue the Pension Plan, on the present terms.

23.04 The Employer shall, provide an information package covering the benefits plan in this Article.

23.05 The Employer shall provide the Union with a copy of each master policy which covers the benefit plans outlined in Article 23.

ARTICLE 24 - GENERAL

24.01 (a) Employees will be reimbursed for tuition fees upon successful completion of courses, which have the prior approval of the Employer.

(b) Employees required to attend training courses outside normal working hours shall be compensated for all such hours at overtime rates or time off at time and one-half.

24.02 (a) Employees having a single or joint account with a spouse, shall not be charged service charges on their deposit account except the charges imposed for non-sufficient funds (NSFs).

(b) Employees obtaining loans or mortgages will receive these at preferred rates of credit union base rate plus one percent (1%). All loans are subject to the Credit Union's normal lending policies and procedures.

24.03 Employees will be given the use of safety deposit boxes at no charge to the employee, depending upon the availability of a box.

For the purpose of fulfilling a member's, who is not an employee, request for a safety deposit box the Employer will give the employee the option to pay to retain the safety deposit box and if the employees declines the offer to pay then the Employer may request and the employee shall surrender the safety deposit box and remove all contents within two (2) days.

Upon termination, the employee shall surrender the safety deposit box and remove all contents within two (2) days or continue to occupy the safety deposit box and pay the annual fee as set out in the Employer's service charge schedule.

24.04 Wherever the singular is used it shall be deemed to include reference to the plural, wherever applicable.

24.05 It is agreed and understood that the current compliment of full time employees and hours of work will not be decreased for the term of this agreement.

McMaster Savings and Credit Union Umited Collective Agreement - January 1, 2009- December 31, 2011

24.06 The Union may have the services of a staff union representative during negotiations to renew or amend this Collective Agreement.

24.07 The Employer shall not require any employee of the bargaining unit to make a written or verbal agreement, which contravenes the terms of this Agreement.

24.08 Parking Where the credit union office is located in a pay for parking area, the Employer will pay for annual parking permits for employees to park their cars.

24.09 Clothing L9ans Upon request the Employer will provide a clothing loan to employees to a maximum of five hundred dollars ($500.00} that must be paid within twelve (12) months. No interest will be charged for these loans and payments must be arranged by automatic transfer. Employees must pay the loan in full before reapplying for this loan. Any balance owing upon termination will be deducted from the final pay.

24.10 Medical and Dental Appointments Employees will make every effort to arrange medical or dental appointments outside work hours. If appointment cannot be made outside work hours the employee shall make every effort to make these appointments as early as possible in the morning or as late as possible during work hours. Reasonable time will be allowed and the Branch Manager's approval is required.

24.11 Child Illness. Appointments and Extra Curricular Activities Full time employees who must arrange time off to care for children who are sick may use up to three (3) days per year of sick days. If the employee has no sick days remaining then vacation Credits may be used. If sick days and vacation Credits are all used the employee may use up to 3 days from the employee's sick day bank. Additional days may be approved by the CEO or designate under Article 19 of this agreement.

ARTICLE 25 - BARGAINING UNIT WORK AND CONTRACTING OUT

25.01 No employee shall be laid off or suffer a reduction in hours of work as a result of persons outside of the bargaining unit performing bargaining unit work.

25.02 No employee shall be laid off or suffer a reduction in hours of work as a result of the Employer contracting out bargaining unit work.

ARTICLE 26 - NON DISCRIMINATION

26.01 There shall be no harassment, intimidation of and no discrimination against any employee either by the Employer or the Union by reason of any activity, or lack of activity, past, present or future with respect to Union affairs or membership. Employees shall not be subject to prejudice or discrimination because of presenting grievances for themselves or other employees.

26.02 The parties agree in accordance with the Ontario Human Rights Code, there shall be no discrimination by the Employer or by the Union against any employee because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, age, record of offences, marital status, same-sex partnership status, family status, sexual orientation, or handicap.

ARTICLE 27 - DURATION

27.01 This Agreement shall remain in effect from January 1, 2009 until December 31, 2011 and thereafter shall be automatically renewed from year to year, unless at least ninety (90) days prior to the expiration date

McMaster Savings and Credit Union Umited Collective AJreement • January 1, 2009 - December 31, 2011 PaatlS

or the termination of any yearly period thereafter either party shall service upon the other, written notice of Its desire to make a change therein. Within one (1) month of receipt of notice, the parties shall meet to negotiate the renewal of this Agreement.

27.02 Where notice to amend the Agreement is given, the provisions of this Agreement shall continue in force until a new Agreement is reached or the right to strike or lockout occurs and is exercised, whichever is first.

Dated at Hamilton this 161h day of June 2009.

Signed on Behalf of McMaster S and Credit Union

Garry Bulmer

~ Arlene Lanctot

_,$#r:£~7 __

Signed on Behalf of Canadian Office & Professional

Employees Union, local 343

McMaster Savlnp and Credit Union Umited Collective Agreement -January 1, 2009 -December 31, 2011

Schedule "A''· Wage Schedule

Effective January 1, 2009

Classification Start 6 Months 12 Months 24Months 36 Months

Member Service Rep. (MSR) Annual Wage 28,322.42 29,198.37 30,101.42 31,992.15 34,001.65

Hourly equivalent 14.52 14.97 15.44 1641 17.44

Financial Services Rep (FSR) Annual Wage 31,713.76 33,382.90 35,139.90 36,965.05 38,885.00

Hourly equivalent 16.26 17.12 18.02 18.96 19.94

Office Supervisor Annual Wage 32,200.59 33,895.36 35,679.32 37,532.49 39,481.91


In addition the employer will pay each full time employee $500.00, each part time employee who is employed as ofthe ratification date $250.00 and each probationary employee will each receive $125.00.

EMPLOYEE PLACEMENT ON GRID- JANUARY 1. 2009

EMPLOYEE

lynn Blankstein Darlene Bonds Cindy Berkes Freda Buchanan Kim Kovacs Mary Purdue Anne Piasky Margaret English Angie Macleod

PART TIME

Marc Cobb Jennifer Shelter Riane leonard Charlene McArthur

Equalization Payment

GRID PLACEMENT

36 months 36 months 36 months 12 months 12 months 24 months 36 months 36 months 36 months

ANNUAL SALARY

$39,481.91 $34,001.65 $34,001.65 $30,101.42 $30,101.42 $31,992.15 $34,001.65 $38,885.00 $38,885.00

Darlene Bonds- one time equalization payment of $1,043.35 lynn Blankstein- one time equalization payment of $ 989.09

HOURLY RATE

$20.25 $17.44 $17.44 $15.44 $15.44 $16.41 $17.44 $19.94 $19.94

$14.52 $14.52 $14.52 $14.52

McMaster Savinp and Credit Union Limited CoNective Agreement -January 1, 2009- December 31, 2011 Page17

Schedule "A" • Wage Schedule

Effective January 1, 2010 Increase of 1%

Classification Start 6 Months 12 Months 24 Months 36 Months

Member Service Rep. (MSR} Annual Wage 28,605.65 29,490.35 30,402.43 32,312.07 34,341.67






Effective January 1, 20111ncrease of 1%

Classification Start 6 Months 12 Months 24 Months 36 Months

Member Service Rep. (MSR) Annual Wage 28,891.70 29,785.25 30,706.45 32,635.19 34,685.09






Part Time and Student employees shall be paid the hourly rate in accordance with the above wage schedules based on 1950 hours of work equals one year.

McMaster Savings and Credit Union Umited CoHectlve Acreement -January 1, 2009- December 31, 2011 Pace18

Letter of Understanding #1

The Credit Union and the Union agree that Anne Piasky shall continue to be a full time employee and shall continue to work at least twenty-six (26) hours per week, exclusive of the lunch period. Anne will continue to receive the benefits as agreed to in the collective agreement for full time employees including but not limited to seniority, health and welfare benefits, vacation and rate of pay.

Dated at Hamilton this 161h day of June 2009.

Garry Bulmer

~~ Arlene Lanctot

~~-Mark Had

Signed on Behalf of Canadian Office & Professional

Employees Union, Local 343

McMaster Savings and Credit Union limited Collective Agreement • January 1, 2009- De<:ember 31, 2011 Page19

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