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Housekeeping #1

 

Amend Article 11.04 (b) (iii) as follows:

 

11.04 (a) Local Human Resource Plans will apply to Health Services Restructuring Commission directives. In other circumstances, the balance of Article 11.04 will apply.

 

• Before issuing notice of long term layoff pursuant to Article 05(b), and following notice pursuant to Article 11.03(a), the Hospital will make offers of early retirement allowance in accordance with the following conditions:

 

• The Hospital will first make offers in order of seniority in the department(s) and in classifications where layoffs would otherwise occur. The Hospital will offer the same number of early retirements as the number of layoffs it would otherwise make.

 

• The Hospital will make offers to employees eligible for early retirement under the Hospital pension plan (including regular part-time, if applicable, whether or not they participate in the hospital pension plan).

 

• If no employees on the unit in the department affected accept the offer, the Hospital will then extend the offer to other employees in the same classification as that being affected in the bargaining unit in order of

 

• The number of early retirements the Hospital approves will not exceed the number of employees in that classification who would otherwise be laid

 

• An employee who elects an early retirement option shall receive, following completion of the last day of work, a retirement allowance of two (2) weeks’ salary for each year of service, to a maximum ceiling of fifty-two (52) weeks’ salary. (See chart at Article 11.14)

 

Housekeeping #2

 

Amend Article 14.05 (b) as follows:

 

• Parental Leave

 

• Parental leaves will be granted in accordance with the provisions of the

Employment Standards Act, except where amended in this Agreement. (Article 14.05 (b) (ii) is applicable to full-time employees and regular part-time employees only)

• Effective on confirmation by the Employment Insurance Commission of the appropriateness of the Hospital’s Supplemental Unemployment Benefit (SUB) plan, and retroactive to date of confirmation by the Employment Insurance Commission, an employee who is on parental leave as provided under this Agreement and who is in receipt of Employment Insurance parental benefits pursuant to Section 23 of the Employment Insurance Act, 1996, shall be paid a supplemental unemployment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of their regular weekly earnings and the sum of their weekly Employment Insurance parental benefits during their leave and any other earnings. Such payment shall commence following completion of the Employment Insurance waiting period, and receipt by the Hospital of the employee’s Employment Insurance cheque stub as proof that they are in receipt of Employment Insurance parental benefits, and shall continue while the employee is in receipt of such benefits, for a maximum period of ten (10) weeks for a parental The employee’s regular weekly earnings shall be determined by multiplying their regular hourly rate on their last day worked prior to the commencement of the parental leave times their normal weekly hours.

 

Effective January 1, 2018, wWhere an employee elects to receive parental leave benefits pursuant to Section 12(3)(b)(ii) of the Employment Insurance Act, the total amount of any Supplemental Unemployment Benefit payable by the Hospital will be equal to what would have been payable had the employee elected to receive parental leave benefits pursuant to Section 12(3)(b)(i) of the Employment Insurance Act.

 

In addition to the foregoing, effective January 1, 2018, the Hospital will pay the employee eighty-four percent (84%) of their regular weekly earnings during the first week of the leave while waiting to receive Employment Insurance benefits.

 

This provision only applies to employees with at least thirteen (13) weeks of continuous service at the Hospital prior to the commencement of the parental leave.

 

The employee does not have any vested right except to receive payments for the covered unemployment period. The plan provides that payment in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

 

Housekeeping #3

 

 

Amend Article 16.01 (b) as follows:

 

(b)        (Applicable to part-time employees only)

 

The normal or standard work day shall be seven and one-half (7 ½) hours per day and the normal or standard full-time work week shall be an average of thirty-seven and one-half (37 ½) hours per week except in those Hospitals where agreements already provide a normal or standard work day of less than seven and one-half (7

½) hours and a normal or standard full-time work week of less than thirty-seven and one-half (37 ½) hours. (Those Hospitals with the lesser required hours shall reflect in the salary rates a pro-rata lesser amount compared with salaries for other Hospitals based on the ratio that the standard or normal hours of work at the Hospital concerned are to thirty-seven and one-half (37 ½) hours and shall appropriately reflect such hours in this Article).

 

Part-time employees shall be entitled to overtime pay at the rate of time and one- half (1 ½) their regular straight time hourly rate for all hours worked in excess of the normal or standard work day or in excess of the normal or standard full-time work week.

 

The length of time over which the hours of work per week are to be averaged shall be determined locally and shall be set out in the Local Provisions Appendix.

 

 

Amend Article 14.07 as follows:

14.07 Professional College Leave

 

An employee shall be entitled to leave of absence without loss of earnings from their regularly scheduled working hours for the purpose of writing re-certification examinations set by the College according to its Quality Assurance Program. The employee shall notify the Hospital as soon as practicable the date the re-certification examination is scheduled.

 

Amend Article 21.02 as follows:

21.02 Where the Hospital and the Union agree, the Hospital may implement modified/rehabilitative work programs in order to assist employees returning to work following illness or injury. To facilitate these programs, it is understood and agreed that provisions of the collective agreement may, where agreed, be varied. The specific terms of the program will be signed by the Hospital and the Union.

In order for the parties to fulfill their obligations as set out under Article 3.04, the Union will be invited to attend meetings with a bargaining unit member in relation to their modified/rehabilitative work program.

 

Amend Article 25.02 (a) as follows:

25.02 (a)  Claim for recent related experience, if any, shall be made in writing by the employee at the time of hiring into the bargaining unit on the application for employment form or otherwise. The employee shall cooperate with the Hospital by providing verification of previous experience.

• Prior experience shall be credited at the rate of one (1) increment on the salary scale for every one (1) year of recent, related, full-time experience, as determined by the Hospital.
• For the purposes of the above clause, as it applies to part-time employees, part- time experience will be calculated on the basis of 1650 hours worked equaling one

(1) year of experience.

 

Amend Appendix “A” as follows:

Appendix “A”: Workload Alert Notification

In accordance with Article 6.07 and Article 6.08 of the collective agreement

This form is intended to appropriately identify employee concerns relative to their workload issues. This report form provides a tool for documentation to facilitate discussion and to promote a problem-solving approach.

 

Please be advised that the undersigned has cause to believe that they are being asked to perform more work than is consistent with proper patient care. A written response to this request is requested.

Note to Members and Stewards: Copies of any completed form should be retained by the member, their steward and further copies forwarded to the Local President, Department Manager, and Human Resources.

Where the local parties agree, this form will be made available in an electronic format.

 

Section 1: General Information
Name of Employee(s)
Reporting:
		Steward:
Employer/site:		Unit/Area/Program:
Date of Occurrence:		Time:
Name of Supervisor:		Date/Time Submitted:

 

 

Section 3: Contributing Factors
5	Staffing Shortages
5	Patient/Work Preparation Concerns
5	Patient/Work Volume
5	Equipment Concerns
5	Other

 

Note to Members and Stewards: Copies of any completed form should be retained by the member, their steward and further copies forwarded to the Department Manager, and Human Resources.

 

DATED AT TORONTO, this 29^th day of April 2022.

 

 

FOR OPSEU/SEFPO                                                                   FOR THE PARTICIPATING HOSPITALS