Full-time support staff bargaining 2022 Proposals presented by: OPSEU/SEFPO On behalf of the Full-time support staff in the colleges of applied arts and technology June 15, 2022 To amend the collective agreement between Ontario Public Service Employees Union Full-Time Staff Support Employees And College Employer Council (CEC) The Union reserves the right to add to, amend, modify or withdraw any proposal during the negotiations process. All proposals are made without prejudice and/or precedent.
Union Proposal
Article
Proposed Language
UP 1
7.1, App E
Cost of Living Adjustment
UP 2
App E
Expand Appendix E hourly wage rate to include additional paybands M and N
UP 3
8.1.9
The Employer shall pay the full cost of any required medical notes.
UP 4
8,(NEW)
At the request of the employee, the college shall provide career counselling, assistance with the creation of a portfolio, career paths, PD and all other professional career services.
UP 5
Benefit Booklet (NEW)
The college shall provide an additional Mental Health professional services benefit, separate from other paramedical services, up to a maximum of $2,000
UP 6
Benefits booklet
The Plan will cover 8590% of the costs, up to a combined maximum of $2,000 $3,000 per person in a Calendar Year for all eligible expenses listed below; this includes the difference between what OHIP allows for podiatrists and your the actual charge.
UP 7
Benefit Booklet (NEW)
The college shall add Naturopaths/Nutritionist / Dietician/Reflexologist professional services benefit to our paramedical services
UP 8
8,Benefit Booklet (NEW)
Each employee shall be reimbursed for up to six hundred dollars($600) each calendar year for health and wellness activities withreceipts from the year of the claim.
UP 9
8,Benefit Booklet (NEW)
The college shall establish an expedited dispute resolution process for urgent and emergency drug and medical coverage
Union Proposal
Article
Proposed Language
UP 10
8,Benefit Booklet (NEW)
The college reimburses the ADP (Sleep apnea) machines, supplies, filters and all other associated equipment
UP 11
App D, 8(NEW)
The college will provide benefit coverage for Appendix D SupportStaff
UP 12
8,Benefit Booklet (NEW)
The Employer shall provide a provision in the provided medical benefits to include prescribed Medical Cannabis.
UP 13
17.1.1
The College shall implement an equivalency framework for the purposes of job competitions as outlined in Appendix 1
UP 14
9.1(NEW)
The college will provide tuition reimbursement to dependents and spouses of full-time college employees who are registered at the College in a post-secondary program.
UP 15
8.6(NEW)
Professional FeesWhere the employee is required to hold professional membership in order to perform their duties, the employee shall provide the College with proof of fee payment and the College shall reimburse the employee immediately upon receipt.
UP 16
12.2.5(NEW)
Medical LeaveThe Employer shall provide paid leave for members who are required to isolate or quarantine by the employer or public health.
UP 17
13.2.1
13.2.1 Safety Devices The College shall cover the cost of all safety devices required by an employee in the performance of duties as required by the College, Occupational Health and Safety Act, Legislation, Standards Associations and Organizations or where it is recommended by the health and safety committee constituted under the Occupational Health and Safety Act. (Delete 13.2.1.1 and 13.2.1.2) will reimburse an employee for the cost of certain types of protective devices, as follows:
Union Proposal
Article
Proposed Language
UP 18
10.1
10.1 Entitlement An employee who has completed thirty (30) calendar days of continuous service will receive his/her regular rate of pay for his/her normal scheduled hours (up to a maximum of eight (8)) for the holidays set out following. It is understood, however, that employees who, as of the date of observance of any of the holidays have not yet completed thirty (30) calendar days of continuous service but subsequently successfully complete thirty (30) calendar days of continuous service shall nevertheless be entitled to holiday pay in accordance with the provisions herein All Provincial and Federal public and statutory holidays to include Family Day, Good Friday, Easter Monday, Victoria Day, Saint-Jean- Baptiste Day, Canada Day, Civic Holiday, Labour Day, National Day for Truth and Reconciliation, Thanksgiving Day, RemembranceDay and any other public or statutory holiday that is introduced.
UP 19
10.2
10.2 Holiday December 25 24 – January 1 In addition, eligible employees shall be granted the holiday period of December 25 24 to January 1 inclusive without loss of straight time hourly earnings for regular hours scheduled during such period. When December 24 falls on a Saturday or Sunday the College shall designate the preceding Friday as part of the holiday period.
UP 20
17.1.1 App. D
17.1.1 Consideration for Bargaining Unit Employees When a vacancy occurs and employees within the bargaining unit, Regular Part-time Employees who have finished probation from the part-time unit, and employees who have completed the equivalent to at least 6 consecutive months of Full-time service as Temporary Employees (Appendix D) immediately prior to the application at the College apply, the College shall interview all internal applicants and determine the successful candidate based on the qualifications, experience and seniority of the applicants in relation to the requirements of the vacant position. Where the qualifications and experience are relatively equal, seniority shall govern, provided the applicant has the necessary qualifications and experience to fulfil the requirements of the position.
Union Proposal
Article
Proposed Language
The College and the Local Union shall establish a process that will provide all support staff applicants with a measurable assessment that includes all experience and service with the college in addition to interviews and other forms of assessment to ensure complete consideration of the applicants The College need not consider probationary employees.Appendix D 2. For temporary vacancies that will last for more than four (4) months, the College shall post the position according to Article 17.1.1 10. For the purposes of job competitions, Appendix D Employees with six (6) months consecutive service in the position will be considered an internal applicant under Article 17.1.2 in addition to any other factor that the College considers relevant, consideration will be given to service with the College17.3.1 Temporary Postings Where the College has at least four (4) weeks’ notice of a temporary vacancy in the bargaining unit which is expected to be more than four (4) months’ duration, the College shall post the temporary vacancy according to article 17.1.1 so that bargaining unit employees can indicate their desire to be selected for such vacancy. Recognizing that the College reserves the right to select a person in the bargaining unit or hire a temporary employee at its discretion. Where a bargaining unit employee is selected as a temporary replacement the employee will have the right to return his/her regular position or its equivalent on the expiration of the temporary assignment. The first resultant temporary vacancy shall also be posted in accordance with this clause if it meets the criteria. It is understood
Union Proposal
Article
Proposed Language
that none of the clauses of Article 17.1 apply to temporary vacancies.If Article 17.1.1 was not followed for a temporary vacancy because it was expected to be less than four (4) months, and the vacancy lasts longer than four (4) months, the temporary vacancy will be posted according to 17.1.1.
UP 21
14.3 App. D
14.3 Transfer into Union Bargaining Unit A person employed by the College, who is transferred into the bargaining unit, will be accorded full seniority and service, upon completion of the probationary period, based on length of service. Part-time support staff employees transferred into the bargaining unit, after November 14, 1991, shall have their seniority prorated, upon completion of their probationary period, based on a proration of hours of the part time position to the hours of the full-time position using 1820 hours per year as constituting the hours of the full-time position. It is understood, however, that for the purposes of the application of Article 15.4, administrative staff and employees in the academic staff bargaining unit, who are transferred into the bargaining unit shall be entitled to exercise only that portion of their seniority, if any, accumulated as an employee in the bargaining unit or what formerly was the bargaining unit.Appendix D 9. If an employee is appointed to a regular bargaining unit position after September 23, 1997, he/she shall be credited with full seniority and service, after completion of the probationary period, based on full credit for Appendix D service calculated at a day’s seniority for each day worked (261 days of work equals one (1) year). When an Appendix D employee is appointed to a regular bargaining unit position and has previous service as a part-time Support Staff employee, seniority shall also be credited in accordance with Article 14.3.
Union Proposal
Article
Proposed Language
6 (a) If an employee is successful in applying to a permanent FT or I/O position, their service as Appendix D employee shall be counted towards vacation entitlement service and article 7.7Special Allowance as per article 11.2
UP 22
(NEW)
There shall be no contracting out
UP 23
15.1 15.4.1 15.3.5.2 15.4.5.3
15.1 General An employee who has completed the probationary period shall not be laid off or subject to the layoff process, for any reason, unless and until the procedures contained in Article 15 have been applied in sequence.15.3.5.2 Notice Period No employee shall be laid off without receiving ninety (90) calendar days written notification from the College, except in circumstances beyond the reasonable control of the College. The parties agree that employees shall continue to work their notice period and receive full pay and benefits Remove 4th bump language in Article 1515.4.1 Probationary Employees Probationary employees performing the work in question shall be released. The College shall notify the Union of probationary employees released in these circumstances. be entitled to layoff/recall, or placement in a vacant position within their payband or lower payband.15.4.3 Bumping Procedure The employee so identified, and who has finished probation shall be assigned by the College to the first position determined in accordance with the following sequence: – to a vacant position in the same payband provided he/she can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then;
Union Proposal
Article
Proposed Language
– to a vacant position in a higher payband provided they can satisfactorily perform the core duties and responsibilities of the job. If there is no such position then;15.4.5.3 Final DisplacementAn employee displaced as a result of the “Third Displacement” shall be laid off by the College.15.4.7 Rate of Pay An employee who has been assigned to a position pursuant to the above procedure shall be grand-parented at the higher payband, until such a time they leave the NEW position. continue to receive his/her current rate of pay for a period of ninety (90) calendar days. Thereafter, an employee who has been assigned to a position pursuant to the above procedure shall receive the rate within the payband for the NEW position, which is closest to, but does not exceed, his/her current rate and for the purpose of further progression, if any, within the payband shall be deemed to have service within such position equivalent to his/her service in his/her prior position. The ESC may consider using the ESF to offset the cost for the ninety (90) day differential between the two wage rates.
UP 24
8.1.9.1
8.1.9.1 Accumulation – Full Pay During the term of this Agreement, the Colleges will continue the Short Term Disability Income Plan presently in effect, to provide the first ten (10) twenty (20) days at full pay in any one (1) plan year (which begins on September 1 of each year), the details of which are published in the Group Benefit Program booklet, as amended from time to time by the Joint Insurance Committee (JIC). Employees in their first year of employment will be eligible for benefits under this Plan from their first day of service with the College and will have their ten (10) twenty (20) days entitlement pro-rated in proportion to the amount of the year that they work. In addition, unused days payable at one hundred per cent (100%)
Union Proposal
Article
Proposed Language
in any plan year can be carried forward to provide additional days at one hundred per cent (100%) in future years.
UP 25
12.3
12.3 Bereavement Leave On the death of an employee’s family or chosen family member parent, spouse (or common law spouse), child, stepchild, brother, sister, mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandparent, spouse’s grandparent, grandchild or guardian, an employee shall be granted leave of absence of three (3) five (5) days without loss of pay. or Additional days without loss of pay can be granted in order to attend at or make arrangements for the funeral, the duration of the leave to be at the discretion of the College. On the death of an employee’s aunt or uncle, an employee, upon request, shall be granted a leave of absence of one (1) day without loss of pay in order to attend the funeral
UP 26
12(NEW)
(NEW) Article 12 Personal Days with PayThe College shall grant employees 2 personal days with pay per year.
UP 27
8.1.9.4
8.1.9.4 Use of STD Credits Entitlement for Family Leave If a full-time employee is absent from work for the purpose of caring for a member(s) of their immediate family, the employee may apply for leave under Article 12.2. Days withdrawn from the employee’s sick leave credits Employees shall be entitled to draw from their STD entitlement including days not paid at 100%. For this purpose, the days will not be counted towards the elimination period for LTD.
UP 28
12.2
12.2.2 Family Leave In each year, the College shall grant to each employee up to five ten(10) days of leave to care for members of the employee’s immediate family when they are ill.
UP 29
5.1.3 and 5.2
5.1.3 Union Negotiating Committee:
Union Proposal
Article
Proposed Language
Paid L leave of absence shall be granted to not more than seven (7) employee representatives selected to negotiate the reNEWal of the Collective Agreement for necessary time off including travel time, direct negotiating time, and necessary preparation time. These leaves shall extend from the beginning of bargaining for a NEW contract until such date as it is completed. The Union shall reimburse the College for all pay during such leave except for the days scheduled by the parties for direct negotiations and up to a maximum of ten (10) days if required, for meetings of the Union Negotiating Committee to prepare for and to complete bargaining.5.2 Time Off In addition to time off granted under Articles 5.1 and 18.2.6, the College recognizes that additional time off during regular working hours may be necessary for the purpose of assisting employees and the Local Union in the administration of the Collective Agreement and the business directly pertinent thereto. In such a case, the Local Union may advise the College of up to three (3) the names of employees who may be appointed or designated hereunder, it being understood that any time off granted shall not hinder or interfere with the regular performance of the employee’s duties and responsibilities. The Local Union will reimburse the College on a regular basis as billed. Unless otherwise agreed, time off for Local Union business hereunder shall not exceed: – a maximum of twelve forty (40) hours per week (as selected by the Local Union). For these hours the Local Union shall reimburse the College for twenty-five per cent (25%) of all pay for any leave granted hereunder. – a further maximum of forty (40) hours per week (as selected by the Local Union). For these hours the Local Union shall
Union Proposal
Article
Proposed Language
reimburse the College for fifty per cent (50%) of all pay for any leave granted hereunder. – a further maximum of one hundred and five (105) hours per week (as selected by the Local Union). For these hours the Local Union shall reimburse the College for one hundred per cent (100%) of all pay for any leave granted hereunder. – a maximum of twelve (12) hours per week, where the Support Staff complement at a College is less than two hundred (200) employees, or – a maximum of fifteen (15) hours per week, where the Support Staff complement at a College is two hundred (200) employees or more, but less than three hundred and fifty (350) employees, or – a maximum of eighteen (18) hours per week, where the Support Staff complement at a College is three hundred and fifty (350) or more. – the Local Union shall reimburse the College for twenty-five per cent (25%) of all pay for any leaves of absence granted hereunder on a regular basis as billed by the College.
UP 30
(NEW)8.1
AdoptionDuring the adoption probationary period of the adoption process children shall be covered under the employee benefits.
Union Proposal
Article
Proposed Language
UP 31
11
11.1 Entitlement Effective June 30, 1991 December 31, 2023, employees on the active payroll of the College who have completed the years of continuous service specified, as of June 30th December 31st, shall be granted vacation with pay as follows: 1 – 6 years: 15 working days 7 years: 17 working day 8 years: 18 working days 9 years: 20 working days 10 years: 20 working days 11 years: 21 working days 12 years: 22 working days 13 years: 23 working days 14 years: 24 working days 15 years: 25 working days 16 years: 26 working days 17 years: 26 working days 18 years: 26 working days 19 years: 27 working days 20 years: 27 working days 21 years: 28 working days 22 years: 28 working days 23 years: 29 working days 24 years: 29 working days 25 or more: 30 working days
