Liquor Board Employees Division Bargaining 2013: Employer Proposal

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario.

9.2 Amend

Amend to twelve (12) days per year.

9.3 Amend

Reflect changes as a result of 9.2.

9.6 New

(a) In this Article, "unused attendance credits" means attendance credits to which an employee is entitled for the attendance year less any attendance credits used during that attendance year.

(b) After the close of an attendance year an employee shall have all his/her unused attendance credits for the attendance year added to his/her total of accumulated attendance credits.

Article 10
Attendance Bonus

General Intention:

Eliminate the Attendance Bonus system

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Rationale:

To maximize returns to the people of Ontario.

9.2 Amend

Amend to twelve (12) days per year.

9.3 Amend

Reflect changes as a result of 9.2.

9.6 New

(a) In this Article, "unused attendance credits" means attendance credits to which an employee is entitled for the attendance year less any attendance credits used during that attendance year.

(b) After the close of an attendance year an employee shall have all his/her unused attendance credits for the attendance year added to his/her total of accumulated attendance credits.

Article 10
Attendance Bonus

General Intention:

Eliminate the Attendance Bonus system

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Article 9
Attendance Credits

General Intention:

Align collective agreement with other public sector settlements.

Rationale:

To maximize returns to the people of Ontario.

9.2 Amend

Amend to twelve (12) days per year.

9.3 Amend

Reflect changes as a result of 9.2.

9.6 New

(a) In this Article, "unused attendance credits" means attendance credits to which an employee is entitled for the attendance year less any attendance credits used during that attendance year.

(b) After the close of an attendance year an employee shall have all his/her unused attendance credits for the attendance year added to his/her total of accumulated attendance credits.

Article 10
Attendance Bonus

General Intention:

Eliminate the Attendance Bonus system

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale:

To address all union/management matters in the interest of a holistic problem solving structure and contribute to productivity efficiencies for both parties.

Language and specific amendments to follow.

Notices

The Logistics Division will be including Saturday when scheduling regular hours of work to casual and seasonal employees.

Subject to the outcome of promotion on merit proposals, the Employer will cease filling 'A' and 'B' Store Assistant vacancies through the process of attrition. For greater clarity, apply to prospective vacancies and current incumbents will be green-circled.

The Employer will be implementing and adhering to a revised Deportment Policy.

Schedule of Wage Rates

General Intention:

Adjust the wage grids reflective of other retailers for new employees hired after ratification.

Freeze progression through the wage grids for new and existing employees, unless such progression is offset by costs savings agreed upon in this round of negotiations.

Rationale:

To maximize the returns to the people of Ontario without affecting current employees.

Details to follow.

Performance Management

Article 22
Uniforms, Attire and Special Allowances

General Intention:

Meet the Employer's safety standard regarding CSA approved footwear.

Rationale:

Prevent injury to employees.

22.3(a) Amend

"Safety footwear, which is designated as CSA approved and satisfactory to the Employer, shall be worn by: …."

Parallel changes.

Article 26
Employee Files and Discipline

General Intention:

To amend the language to provide flexibility for conversation between management and employees with respect to performance management issues.

Rationale:

To facilitate performance management.

26.3 Amend

Amend "which may result in discipline" and replace with "which may result in dismissal".

26.5 New

Where an employee is discharged for theft and/or violence in the work place, any grievances submitted shall be limited to determining whether the conduct which led to the discharge occurred and not the level of discipline that was imposed. Should the grievance proceed to arbitration, an arbitrator shall be limited to determining whether the conduct which led to the discharge occurred. Should the arbitrator find that such conduct did occur, the arbitrator shall not have the ability to substitute a lesser level of discipline.

Article 31
Casuals

31.5(b)

General Intention:

Modify to reflect consistency with Article 4.3 (c).

Rationale:

Treat casual and permanent full-time employees in the same manner, who are absent without leave.

Amend

A casual employee will lose all seniority and his/her employment will be deemed to have been terminated if he/she is unavailable for work for a period of in excess of ten (10) consecutive shifts, exclusive of any approved leave of absence.

Notices

Pre-1996 Casual employees will be required to meet minimum availability requirements.

Clarification and Housekeeping

Housekeeping
Courtesy Notice

The Employer will be exercising its right to conduct meetings with employees for the purpose of Article 5 which does not provide for representation at meetings.

Courtesy Notice

French Language Services testing levels will increase to an advanced level from an intermediate-mid level, to achieve compliance with a French Language Services Commissioner directive.

Replace SIN with Employee Number in Article 3.4(a).

Appendices and Letters of Agreement

General Intention:

Review, amend or delete where required.

Details to follow.

Appendices

Appendix 4- Applicable to Seasonal Employees (LCBO Logistics Facilities- amend details to follow. (P 174)

Letters of Agreement

Leave of Absence for Union Business on a Full-Time Basis- delete housekeeping (P206)

French Language Services- delete (P208)

Permanent Vacancy Review- amend (P211)

PVR- Amend to include only the accumulation of hours worked where the hours worked match the permanent full-time conditions of work.

Specifically:

· (a) Class that have thirty-seven and one-half (37 ½) hour work week.

· (b) Class that have forty (40) hour work week.

· (c) Class that have thirty-six and one-quarter (36 ¼) hour work week.

· Hours worked on Saturday in Logistics and Head Office will only be included in the event Saturday becomes a regular day of work for permanent full time employees working in Logistics and/or Head Office, unless otherwise specified.

· Except for the above, reviews will be limited to five days in a calendar week as this is a better match of the requirements of a permanent full time vacancy.

Employment Equity- delete (P216)

Permanent Employees Transferred from Department 739- delete (P220)

Seasonal Employees- delete- housekeeping (P221)

Contracting Out- delete- housekeeping (P223)

Logistics Call in Protocol- amend details to follow (P227)

Overtime Equalization for Logistics Facilities – amend details to follow (P229)

Applicability of Overtime and Shift Rotation in Logistics Facilities — amend (P237)

CSR Job Posting- delete- housekeeping (P240)

Details to follow.

Article 9
Attendance Credits

General Intention:

Align collective agreement with other public sector settlements.

Rationale:

To maximize returns to the people of Ontario.

9.2 Amend

Amend to twelve (12) days per year.

9.3 Amend

Reflect changes as a result of 9.2.

9.6 New

(a) In this Article, "unused attendance credits" means attendance credits to which an employee is entitled for the attendance year less any attendance credits used during that attendance year.

(b) After the close of an attendance year an employee shall have all his/her unused attendance credits for the attendance year added to his/her total of accumulated attendance credits.

Article 10
Attendance Bonus

General Intention:

Eliminate the Attendance Bonus system

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

10.1, 10.2, 10.3 Delete in its entirety

Parallel amendments.

Article 11
Termination Payments

General Intention:

Freeze termination payments for all current employees.

Eliminate termination payments for all new employees hired following ratification.

Eliminate the payment of attendance gratuities and delete all references to Attendance Gratuity in the Collective Agreement.

Language to follow.

Rationale:

To maximize returns to the people of Ontario and align collective agreement with other public sector settlements.

11.1 Preamble Add

Severance Pay entitlements shall only apply to eligible periods prior to ratification.

11.1(a)(i) Delete

11.1 (b) Delete reference to "Attendance Gratuity".

11.2 Delete Housekeeping

11.3 Delete reference to "Attendance Gratuity".

Article 12
Sickness and Injury Leave

General Intention:

Introduce a process for selection of a medical practitioner.

Rationale:

Provide ease and required information in the workplace accommodation process.

12.10 (c) New

Details to follow.

Article 20
Employees' Group Insurance and Medical Benefits Plan

General Intention:

Review for discussion, current costs related to existing benefit plans. Detailed proposals to follow.

Rationale:

To maximize returns to the people of Ontario.

20.5 (b)(x) New

Introduce language to provide that the L.T.I.P. benefits to which an employee is entitled shall cease if the employee refuses to participate in a Vocational Plan or other rehabilitation plan.

Article 31
Casuals

General Intention (Logistics Division):

Post the schedule one week in advance at Logistics facilities.

Rationale:

To assist in efficiency of scheduling.

31.1 (a) Renumber to 31.1(a)(i) for Retail Stores and Depots

31.1(a)(ii) New (Logistics Facilities)

Hours of work shall be posted (1) one full week in advance for each establishment. For scheduling purposes, the work week for casual employees shall commence at 12:01 a.m. Monday and there shall be no split shifts. For payroll purposes, the start of the work week shall be Sunday at 12:01 a.m.

Any other consequential amendments to the language.

31.7

Details to follow.

Consolidation of Joint Workplace Committees

General Intention:

To replace multiple committees with one central working group.

Rationale: