AGREEMENT
BETWEEN
THE BOARD OF TRUSTEES
OF THE CALGARY BOARD OF EDUCATION
AND
THE CANADIAN UNION OF PUBLIC EMPLOYEES
LOCAL NO. 40
1996-
CONTENTS
THIS AGREEMENT IS MADE THIS April 20th DAY OF 1998.
BETWEEN: The Board of Trustees of the Calgary Board of Education of the Province of Alberta, in this Agreement called "the Board,"
and
The Canadian Union of Public Employees, Local 40, in this Agreement called "the Union."
The Board and the Union agree as follows:
ARTICLE 1 -
1.01 It is the desire of both parties to this Agreement to maintain the existing
harmonious relations between the Board and the Union, to promote cooperation and
understanding between the Board and its employees, to recognize the mutual value
of joint discussions and negotiations in all matters pertaining to working conditions,
hours of work and scale of wages, to encourage economy of operation and to promote
the morale, well-
1.02 The Board and the Union mutually agree that at no time shall either organization, or any of their officials show discrimination against any of the employees covered by this Agreement because of their connection with the Union, or on account of creed, colour, nationality, sex, sexual orientation, marital status, political belief, age or disability.
1.03 The Board and the Union recognize the right of all employees to work in an environment free from harassment.
1.04 The parties shall establish a Labour-
Union representation shall be appointed by the Union Executive. The Union maintains their right to full recourse through the grievance procedure.
Minutes of the meetings shall be forwarded to all representatives to this forum in a timely fashion.
ARTICLE 2 -
2.01 This Agreement shall be in full force and effect as of the 1st of September, 1996 and shall continue in full force and effect through the 31st day of August, 1999 and from year to year thereafter, except as herein provided.
2.02 Either party may terminate this Agreement on any anniversary date by notice, in writing, to the other party not less than sixty (60) days nor more than one hundred and twenty (120) days prior to the anniversary date of this Agreement.
2.03 Either party wishing to amend this Agreement shall give notice in writing of such desire to the other party not less than sixty (60) days nor more than one hundred and twenty (120) days prior to the anniversary date of this Agreement.
2.04 If notice to negotiate, following any notice to terminate has been given by either party prior to such termination, or if notice to amend has been given by either party, prior to termination, this Agreement shall remain in full force and effect during any period of negotiations until bargaining procedures under the Labour Relations Code have been completed. When such negotiations extend beyond the anniversary date, the Agreement shall be in full force and effect during this period of negotiations until bargaining procedures under the Labour Relations Code have been completed or a strike/lockout occurs.
2.05 During the life of this Agreement, or while either party is under notice, or while negotiations for a further Agreement are in progress, there shall be no strikes or stoppages of work on the part of the employees, nor any lockout on the part of the Board.
ARTICLE 3 -
3.01 The Board and the Union agree that this Agreement shall cover all employees
as defined in Certificate No. 525-
3.02 Amendments made by the Alberta Labour Relations Board, or by their successor
to the Certificate No. 525-
3.03 Where the words "he" or "his" occur, the interpretation includes "she" or "her".
3.04 The Union shall have the right at any time to have the assistance of the Canadian Union of Public Employees when dealing with or negotiating with the Board.
3.05 No employee shall be required or permitted to make any written or verbal agreement with the employer or the Union which conflicts with the terms of this Collective Agreement.
3.06 Employees may take part in any Union activity, including grievance handling, on Board property, at work sites, or during working hours, only after having obtained permission from Management responsible for that respective department. It is agreed that permission of Management will not be unreasonably withheld.
ARTICLE 4 -
4.01 The right to control operations and to direct the work force is vested exclusively with Management, subject only to the restrictions provided in this Agreement.
ARTICLE 5 -
5.01 Definitions
5.01.1 Permanent employees are those who are included by the Certificate No. 525-
5.01.2 Probationary employees are those who, at commencement of employment with the Board, occupy a permanently established position for a trial period of six (6) months. This probationary period may be extended upon mutual agreement of Management and the Union.
5.01.3 Temporary employees are those who are employed by the Board to positions under the scope of this Agreement for a period not exceeding nine (9) consecutive months.
5.01.4 Seasonally engaged temporary staff are those who are employed by the Board during the spring and summer months for a project of a duration not exceeding a term of nine (9) consecutive months.
5.01.5 Ten-
5.02 No applicant shall be eligible for permanent employment unless the employee passes a medical examination approved by Management.
5.03 All newly hired employees for permanent positions shall be considered as probationary until they have completed six (6) months continuous service. Upon satisfactory completion of the probationary period, such employees shall become eligible for posted positions as per Article 6.
5.04.1 This provision applies only to those employees hired prior to May 1, 1994. Within a year from the date of engagement each Cleaner II shall secure a Building Operator's Certificate, Class B, under the provisions of the Boiler's Act of the Province of Alberta. A Cleaner II, upon receipt of a Building Operator's Certificate, Class B, shall have that certificate recorded with Management as soon as it is available.
5.04.2 The Board, at no cost to the employee, shall make provision for a Building Operator’s Course, on the employee’s time, to all caretaking staff who wish to attend said course. After obtaining the Building Operator B Certificate, the Facility Operator may apply to enroll in the Building Operator A training. After obtaining a Building Operator A Certificate, the Facility Operator is eligible to apply for the Facilities Management Program.
5.05 The duties of Facility Operators shall be established from time to time by Management. A copy of these duties, and all pertinent Calgary Board of Education Regulations, shall be available to the Facility Operators in each school as well as to the Union.
5.06 When meetings are held in schools, and for which Facility Operators are required, they shall be responsible for the proper care of all school property, as well as the opening and closing of the buildings under their charge. They shall advise Management forthwith of any violation of the Board’s regulations by organizations using the said schools, or of any loss or damage resulting therefrom, but shall not have any financial responsibility for such loss or damage.
5.07 When Calgary Board of Education related activities occur in schools during weekends, Management shall endeavour to provide for Facility Operator coverage where the situation and/or numbers of participants occupying the school or facility is deemed by Management to warrant such coverage. When Facility Operators are used in conjunction with the aforementioned activities, the Facility Operators shall operate in a manner outlined in Clause 5.06.
5.08.1 An employee who is temporarily promoted or seconded to a position outside the scope of the Union, shall maintain their seniority for a maximum of nine (9) months. This period of time may be extended by the mutual agreement of the Board and the Union. Should the employee prove unsatisfactory, or chooses not to remain in this position during this period, the employee shall revert to their former position, or its equivalent in pay, as soon as either becomes available.
5.08.2 During the period of temporary promotion or secondment outside the Bargaining Unit, the employee shall continue to pay Union dues as per Article 22. Further, it is understood that the employee will not be directly involved in the discipline of employees covered by this Collective Agreement.
5.08.3 The Board shall notify the Union, in writing and prior to placement, of situations where an employee is temporarily promoted or seconded.
5.09 Effective January 1, 1994, all new employees hired, and all employees currently employed in categories Cleaner I, Cleaner II or Cleaner III, will be reclassified to a Cleaner position. Refer to Appendix A for the new salary rates.
5.09.1 This provision applies to those part-
An employee hired as a part-
An employee at Step II will automatically progress to Step III in six (6) months.
An employee at Step III will automatically progress to Step IV in six (6) months.
For a part-
5.09.2 This provision applies to those full-
An employee hired as a full-
An employee at Step III will automatically progress to Step IV in six (6) months.
For a full-
A full-
ARTICLE 6 – PROMOTIONS AND TRANSFERS
6.01 Promotions shall be on the basis of seniority, providing the applicants have the required qualifications.
6.02.1 Within five (5) working days, unless mutually agreed otherwise, all vacancies
for permanent positions including full-
6.02.2 Cleaners at Step IV shall be required to obtain a Building Operator’s "B" Certificate before being considered for promotion.
6.02.3 Employees seeking promotion to the position of Facility Operator (First in Charge) Class 7, 8, or 9, should have had six (6) months experience as a Senior Facility Operator and have served in that capacity or be serving as a Facility Operator (First in Charge) Class 5, 6 or 7.
6.02.4 Employees holding the position of Facility Operator (First in Charge) or
Senior Facility Operator will not normally be entitled to make application for vacancies,
other than those vacancies arising from the creation of new positions, within twenty-
Employees other than those referred to above will not normally be eligible to make application for vacancies within six (6) months of their transfer or promotion to their present position, other than those vacancies arising from the creation of a new position or when the vacancy within the same school or facility is a promotion. This Clause does not apply to employees working out of Highfield.
This Clause will not be used to restrict an employee’s opportunity for advancement (which includes a preferred location) within the system.
6.02.5 A posting will not be required where a vacant position is filled as a result
of the application of Clause 6.05 and/or 6.06. Part-
6.02.6 All postings shall include information as to whether the school is a year round school and/or if it is twinned with another school.
6.03 A copy of each posting for all vacancies referred to in Clause 6.02 shall be forwarded to the Secretary of the Union at the same time as they are sent out to the job sites.
6.04 An employee who is promoted within a department or accepts a position in another department shall be on a trial period for six (6) months. If the employee proves unsatisfactory, or chooses not to remain in this position during this period, they shall revert to their former position, or its equivalent in pay, as soon as either becomes available.
6.05 The Board maintains the right to transfer Facility Operators from one school to another whenever such a change is deemed by Management to make for more effective cooperation or greater efficiency within the staff.
6.06 Prior to transferring an employee in accordance with Clause 6.05, the Board shall discuss with the Union the circumstances for such a transfer and outline the reasons in writing.
6.07 Employees covered by this Collective Agreement and who are relocated only because of closure of their location, shall retain their regular salary when placed into another full time active position of lower classification. Employees so affected shall be transferred at the Board's discretion to a position equivalent to their former position at the earliest possible opportunity without the use of the posting procedure.
ARTICLE 7 -
7.01 The Board shall have the right to lay off employees for proper or sufficient
cause. The Union shall receive written notice of any such lay-
7.02 The Board shall endeavour to provide four (4) weeks notice in writing to permanent employees laid off pending recall. However, in any event, permanent employees laid off pending recall shall be given two (2) weeks notice in writing or two (2) weeks pay in lieu of notice. The laid off employee shall maintain their current address and telephone number with Employee Services.
7.03 When lay-
7.04 Employees laid off due to the unavailability of work shall be recalled in
order of seniority, provided they possess the required qualifications and ability
to do the available work. Employees will be recalled at not less than the classification
and number of hours at the time lay-
7.05 Notwithstanding Clause 7.04, employees who have been laid off will have the
option of accepting a temporary position at less pay or hours, without losing their
recall rights. The laid off employee will automatically be promoted, on a seniority
basis, to any future openings of more hours or more pay than the temporary position
which they have accepted, up to the classification and hours held prior to lay-
7.06 New employees will not be hired within a department when employees are on
lay-
7.07 Employees subject to recall, as in Clause 7.04, shall be notified by registered letter, forwarded to the last known address, with a copy provided to the Secretary of the Union.
7.08 An employee so notified shall advise Employee Services, in writing, within five (5) working days, of the intent to return to work.
7.09 Failure by an employee to report to work within ten (10) working days of receipt of the letter shall result in termination of employment.
7.10 Any employee who has not been recalled within one (1) year shall be regarded as terminated.
ARTICLE 8 -
8.01 The Board shall have the right to discipline, demote, suspend or discharge employees for proper or sufficient cause. The Union shall receive written notice of the discharge of any employee under the provisions of this Article.
8.02 Any employee who is to be disciplined must be notified by the Board of their right to Union representation, before such disciplinary action takes place.
8.03.1 Written reprimands or other disciplinary action shall remain on an employee’s file for not less than one (1) year and not more than three (3) years, depending on the gravity (severity) of the infraction. Provided there have been no further written reprimands or other disciplinary actions of a similar nature during this period, the document will be removed from the employee’s personnel file.
8.03.2 The Board shall state on each written reprimand or other disciplinary action the period for which it shall remain on the employee’s personnel file and that employee and the Union shall be so notified.
8.03.3 An employee shall have supervised access to their personnel file and be notified whenever a disciplinary report is placed on their file. The employee may reply, in writing, to any such reports contained in their file. Such replies shall be removed at the same time as the report responded to is removed.
8.03.4 It shall be a shared responsibility between the Board, the Union and the employee to ensure that the written reprimand or other disciplinary action is removed from the employee’s file. However, in no case shall the information contained in such be used against the employee past the removal date.
8.04 An employee covered by this Agreement may be dismissed for proper or sufficient cause whereupon the employee shall not be entitled to notice or pay. An employee who has been wrongfully dismissed or suspended and is later reinstated, shall be compensated in full for all regular time lost, at the employee's regular rate of pay.
8.05 Whenever a permanent employee's services are terminated, except as provided for in Clause 8.04, the employee shall receive written notice of termination of employment of at least:
(a) two (2) weeks, if the employee has been employed by the employer for less than four (4) years;
(b) four (4) weeks if the employee has been employed for four (4) years or more but less than six (6) years;
(c) five (5) weeks if the employee has been employed for six (6) years or more but less than eight (8) years;
(d) six (6) weeks, if the employee has been employed for eight (8) years or more but less than ten (10) years, or;
(e) eight (8) weeks if the employee has been employed for ten (10) years or more,or a sum of money equal to the wages the employee would have earned if the employee had worked their regular hours of work for the period of notice applicable to the employee, or a combination of a portion of the notice of termination required together with the money that is at least equal to the wages an employee would have earned, if such employee had worked their regular hours of work for the period of notice applicable to the employee under this Clause, that is not given.
8.06 All employees shall give two (2) weeks notice in writing of resignation.
ARTICLE 9 -
9.01 The regular working hours for employees shall be forty one and one-
9.02.1 For eight (8) weeks, within the period commencing with the last week of
June and ending at the end of the last week of the summer break, the regular hours
of work for employees shall be thirty-
9.02.2 It is not intended that this provision create additional accounting for new employees hired during the school year, or for those employees who leave the Board during the school year (i.e., those employees who terminate their employment with the Board during the school year shall not be reimbursed for the additional fifteen (15 ) minutes worked per day).
9.03 The lunch period shall be one-
9.04 Any shift commencing after 3:30 p.m., or prior to 6:45 a.m., shall be paid
for at the rate of eight and one-
9.05 Employees shall be entitled to two (2) fifteen (15) minute paid work breaks for each full day worked, one before the meal break and one after the meal break, times to be designated by Management.
Employees who are employed in a position with an F.T.E. of less than 1.0 shall receive one (1) fifteen (15) minute paid work break for each shift of three (3) to six (6) consecutive hours, and two (2) fifteen (15) minute paid work breaks for each shift of more than six (6) hours.
ARTICLE 10 -
10.01 Employees shall be paid in accordance with the salary schedule set out as Appendix "A" to this Agreement.
10.02.1 An employee who is designated to substitute in another position shall receive the employee’s regular rate of pay, or that of the position, whichever is greater. This Clause shall not be applicable to Sick Relief and Facility Operators when substitution applies to replacements during July and August, except vacation relief for the Facility Operators (First in Charge) in each high school where summer school is in session and for the Facility Operators in the Education Centre, Highfield Building and Viscount Bennett Centre. Any increase in pay shall be retroactive to the first applicable day.
10.02.2 When a Storesperson from the Materials Management Department is delegated to temporarily act as a Shipper/Receiver in a new school, the employee shall be paid the Shipper/Receiver’s rate of pay for the period of delegation.
10.03 When an employee is temporarily assigned to a position paying a lower rate,
the employee’s rate shall not be reduced. In cases where the temporary assignment
becomes permanent, or where the employee’s position is classified downward, the employee’s
wages shall be red-
10.04 Pay day shall be every second Friday. With each pay day, employees shall receive a statement showing deductions and adjustments. If a pay day falls on a general holiday, then the pay day shall be the preceding Thursday.
10.05 An annual service award of three hundred dollars ($300) shall be paid to permanent employees on staff as of December 1 of each year and who have been employed by the Board for a period of not less than fifteen (15) continuous years. This shall also apply to personnel on sick leave or Extended Disability.
10.06 Upon successful completion of probation, and the possession of a Building Operator's Certificate, Class B, a Cleaner II shall be reclassified as a Cleaner III.
10.07 The Board and the Union agree that negotiations initiated by either party may be conducted during the life of the Agreement with respect to the classification of new or modified schools in the salary schedules.
10.08 New schools and modified schools scheduled to open during the life of this Agreement will be placed in the appropriate class when in operation. Schools which commence operations on a partial basis shall be staffed in accordance with need up to the rated full complement of the school. The Union will be informed regarding changes in classifications.
10.09 Classifications pertaining to departments as defined in Clause 23.04 shall be as set out in Appendix "A" and Appendix "B" of this Agreement and amended by the Board.
10.10 During the currency of this Agreement, pay rates for all newly created positions or for positions that are substantially changed, shall be subject to negotiations. If the pay rate is not resolved by negotiations, that matter shall be subject to grievance.
ARTICLE 11 -
11.01 Overtime shall be paid at the rate of one and one-
11.02 Two (2) times the employee's regular rate of pay shall be paid for all hours worked on the employee's second and consecutive subsequent days off. This does not apply to Saturdays during the months of July and August but includes general holidays which fall on a Monday.
11.03 Compensation for overtime worked may be taken in the form of overtime pay or time off in lieu as specified in Clause 11.01. The method of compensation for overtime worked shall be mutually agreed to by the employee and management.
11.04 Overtime rates shall apply to part-
11.05 Facility Operators in schools with two or more full-
When the employee agrees to an overtime assignment, they shall be responsible for locating a replacement worker should they not wish to work the prior agreed to overtime period within two (2) working days before the assignment was to begin. To facilitate this process, the employee shall have access to the volunteer "overtime list".
Requested changes made prior to the two (2) working days before the overtime was to begin shall continue to be the responsibility of Management.
Overtime shall be distributed as equitably as possible.
11.06 When, by reason of an emergency, an employee is called from home to work overtime, the employee shall be paid a minimum of four (4) hours pay based on the overtime rates contained in Clause 11.01.
11.07 Management will endeavour to provide twenty-
11.08 Where Facility Operators are assigned to work during rental activities, (watchmen/security personnel), either before or after their regular shift, or at any time, they shall be paid as per Appendix "A" for such work, up to a maximum of eight (8) continuous hours. After eight (8) continuous hours, the provisions of Clause 11.01 shall apply.
At the conclusion of the work performed during rental activities (watchmen/security personnel), additional hour(s) spent performing regular Facility Operator duties (ie. cleaning) shall be paid according to Clause 11.01.
11.09 Cleaner I's will be permitted to work scheduled overtime in conjunction with a Facility Operator or Cleaner III.
ARTICLE 12 -
12.01 An employee, upon commencement of employment for the first year in a permanent
position, shall have access to two (2) days of sick leave for each full calendar
month worked to a maximum of twenty-
12.02 Effective January 1, 1997, a permanent employee with more than one (1) year of service, shall have access to ninety (90) calendar days of sick leave.
12.03 Upon return to regular duties following an absence due to illness, a permanent employee shall have access to:
12.03.1 Prior to the second year of employment, any unused portion of their sick leave as per Clause 12.01.
12.03.2 In the second and subsequent years of employment as defined in Clause 12.02, ninety (90) calendar days of sick leave.
12.03.3 For those permanent employees on the accumulative sick leave system as per Clause 12.05.3, the balance of their accumulated sick leave.
12.04 A permanent employee who has been absent due to illness for thirty (30) or more calendar days may be required to provide a medical certificate verifying that the employee is able to return to work on a continuing basis in order to reinstate the ninety (90) calendar days of sick leave.
12.05 Effective January 1, 1997, after ninety (90) calendar days of continuous disability due to illness, no further salary shall be paid and, upon approval of the carrier, the Extended Disability Plan shall take effect.
12.05.1 Notwithstanding Clause 12.05, a permanent employee who is on sick leave as of January 1, 1997 and, who has in excess of the amount of sick leave required to meet the elimination period under the Extended Disability Plan, shall have access to the balance of their bank of sick leave. Upon return to regular duties, the sick leave bank will be extinguished for the purposes of accessing sick leave and the employee will have access to ninety (90) calendar days of sick leave as per Clause 12.03.2.
12.05.2 A permanent employee who is in their second year of employment and who is on sick leave as of January 1, 1997, but has less than the sick leave required to meet the Extended Disability elimination period shall have Clause 12.02 applied to provide sick leave with pay for the remainder of the elimination period.
12.05.3 Permanent employees who opted out of the Long Term Disability Plan prior to September 1, 1972 shall have the option of remaining outside of the Extended Disability Plan. Should they decide to remain outside the plan, they shall retain their previously accumulated sick days and shall continue to accumulate unused sick leave at the rate of two (2) days per month (24 days per year) to a maximum of two hundred (200) days.
12.05.4 For employees who are covered by the Extended Disability Plan, sick days accrued to December 31, 1996 will be those paid in accordance with Clause 12.10.
12.06 Employees shall be eligible to sick pay provided that the illness of the employee which necessitates the absence of the employee is attested to, in writing, by a qualified medical practitioner (i.e. a registered physician, dentist or chiropractor) for the period of the employee’s absence.
The Board may not require the attestation in the event an employee submits a signed declaration setting forth the nature of such personal illness and that the period of illness necessitating the employee’s absence is five (5) working days or less.
12.07 For absences greater than five (5) days, an employee, to continue their sick leave, must have their qualified medical practitioner complete a Sick Leave Report to be forwarded to the Employee Services Unit. The information required on the Sick Leave Report shall indicate: 1) that the employee is unfit to work; 2) whether the employee is capable of performing modified work; 3) the date when the doctor will reassess the employee’s condition and/or the expected return to work date.
12.08 A Vocational Rehabilitation Program shall be made available to employees to provide proactive rehabilitation services. An employee who is absent from work due to illness/disability, and deemed to be an appropriate candidate by Occupational Health, in consultation with the employee’s physician, shall participate in this rehabilitation program.
Notwithstanding the above, other employees who are absent from work due to illness/disability may volunteer to participate in this rehabilitation program, if approved by Occupational Health.
12.09 Employees shall be entitled to sick leave with pay for personal illness or for periods of quarantine as determined by Public Health authorities.
12.10 In the event of the death of an employee, accrued sick leave benefits shall be paid to a designated beneficiary. Where no beneficiary is designated by an employee, this benefit will be paid to the estate of the employee.
12.11 Where an employee on vacation becomes ill, or suffers an accident requiring a period of hospitalization and subsequent convalescence, sick leave may be substituted for vacation leave for the period of hospitalization and convalescence. Proof of illness, or accident, which would have prevented the employee from carrying out their regular duties, must be certified by the attending qualified medical practitioner.
12.12 When an employee is unable to work due to Extended Disability covered by the Group Benefit Plans referred to in Article 17, the employee will be considered as being on leave of absence without pay. No employee shall be terminated by reason of acceptance onto Extended Disability. Should an employee return to service from Extended Disability, they shall return to their former position or, if unavailable, to an equivalent position as soon as either becomes available.
12.13 An employee who is declared fit to return to work from general health leave, as determined by Occupational Health, in consultation with the employee’s physician, shall be returned to their former position or, if unavailable, to an equivalent position.
12.14 An employee who obtains sick leave with pay by fraudulent means shall be subject to disciplinary action, up to and including termination of employment.
ARTICLE 13 -
13.01 Compassionate Leave
13.01.1 Employees shall be granted leave of absence with respect to critical illness
or death of a "near relative". For the purpose of this Agreement, the term "near
relative" shall be defined as the following relationships to the employee or the
employee's spouse (including common-
13.01.2 On request, an employee shall be granted up to three (3) days leave of absence, with pay, in the event of a critical illness of a "near relative" and for the purpose of attending the "near relative". An additional two (2) days may be granted at the discretion of Management should the circumstances warrant extra time.
13.01.3 On request, an employee shall be allowed a maximum of three (3) days leave of absence, with pay, to attend the funeral/memorial service of a "near relative", if the funeral/memorial service is in or near the City. An additional two (2) days shall be granted if further time is required for travel purposes.
13.01.4 Employees may be granted, considering the efficiency and safety of the
operation, time off without pay to attend the funeral of a co-
13.02 Leave for Union Activities
13.02.1 Leave of absence without pay and without loss of accumulated seniority
shall be granted to an employee elected or appointed to a full time position with
the Union, or other body with which the Union is affiliated. Request for such leave
must be made, in writing, to the employee’s immediate supervisor at least fifteen
(15) working days prior to the date such leave is to take effect. Such leave shall
be limited to the term of office or one (1) year, but shall, upon request, be extended
from year to year. When an employee extends this leave of absence without permission
of Management, the employee shall automatically forfeit employment. At the termination
of the leave of absence, the employee shall be returned to a position of equal status
and remuneration, provided such a position is available and shall be subject to seniority
and lay-
13.02.2 During the leave granted as per Clause 13.02.1, the Union employee shall receive an applicable salary from the Board according to the current Collective Agreement and shall be subject to its provisions. The Union shall reimburse the Board for the full costs of the employee’s salary and benefits during this leave, at such periods as the Board may request.
13.02.3 Leave of absence to a maximum of seven (7) consecutive working days shall be granted, upon written request and without pay or loss of seniority, to employees elected or appointed to represent the Union. During such leave of absence employees shall be entitled to all benefits, including Local Authorities Pension Plan. The Union shall reimburse the employer for the full costs of wage/benefit continuation. Such leave of absence will be restricted to no more than two (2) employees from any one department or school at any one time, to a maximum of nine (9) employees in total.
13.02.4 Time off with pay shall be provided, to a maximum of three (3) Union representatives, for the purpose of attending discussions applicable to grievances submitted by employees covered by this Agreement and for meetings called by Management. Such time off shall be exclusive of negotiations for new or revised Agreements and arbitration hearings. All time off must receive prior approval of Management.
13.03 Leave for Special Cause
13.03.1 Employees may apply for leave of absence without pay for special cause. If leave granted is for longer than four (4) weeks, the period of leave shall not be credited for computation of sick leave or annual vacations and the maintenance of employee benefits shall be conditional upon the employee paying the full cost of such plans.
13.04 Education Leave
13.04.1 Leave of absence for a period of up to one (1) year may be granted to employees who request it for the purpose of upgrading their personal education.
13.05 Leave for Political Activities
13.05.1 An employee who is seeking office in a Federal, Provincial or Municipal election may apply to the Superintendent, Employee Services, in writing, seeking leave without pay and without loss of seniority for political activity. Other than for reasons to satisfy operational requirements, the employee shall be entitled to leave for the official campaign period, up to and including the election day.
13.05.2 An employee who is elected shall be entitled to leave of absence, without pay, on the following terms:
a) Parliament of Canada -
b) Legislature of Alberta -
c) Municipal Council -
13.05.3 The employee shall inform the Board, in writing, as early as possible of their intent to return to work. Upon expiry of leave, the employee shall return to an equivalent position to that held prior to leave.
13.06 General Health Leave
13.06.1 An employee may be granted a general health leave, without pay, for up to a period of one (1) year. A medical certificate may be requested by the Board in support of an application for, or return from, a leave of this nature.
13.06.2 When leave of absence without pay has been granted under this Clause, the maintenance of benefits shall be conditional upon the employee paying, in advance, the full cost of such benefits. In addition, the period of leave shall not be credited for computation of seniority, sick leave or annual vacation.
ARTICLE 14 -
14.01 Maternity Leave of Absence
14.01.1 An employee who has successfully completed her probationary period (minimum
six (6) months) shall be entitled to maternity leave of absence. Maternity leave
may be comprised of voluntary (non-
14.01.2 A maternity leave shall commence on the date on which the employee is unable to work as a consequence of her pregnancy. The maternity leave, in no case, shall extend beyond six (6) months from the date of birth.
14.01.3 Notwithstanding Clause 14.01.2, an employee may take up to seven (7) weeks of voluntary maternity leave prior to the estimated date of birth. This period of leave will be deducted from the period of maternity leave that would otherwise be available after the birth.
14.01.4 Should an employee wish to continue participation in the Group Benefit Plans during her maternity leave as per Clause 14.01.1, the premiums shall continue to be shared between the Board and the employee as per Articles 17 and 18 of this Agreement. Notice of such intent must be provided to the Board at the same time the maternity leave is requested.
14.01.5 An employee may return to duties prior to the expiration of leave granted under Clause 14.01.1, providing she submits a medical certificate indicating that resumption of work will not endanger her health, and providing a suitable position is available.
14.01.6 Upon expiration of the leave granted in Clause 14.01.1, the employee shall be reinstated in the position she occupied at the time maternity leave commenced, or be provided with alternative work of a comparable nature, at no less than the salary and other benefits that were applicable at the time the maternity leave commenced.
14.01.7 During the voluntary period of maternity leave, an employee shall be ineligible
for sick leave accumulation or allowance, promotion, vacation entitlement or increment
entitlement. During the involuntary (health-
14.01.8 An employee shall receive Supplementary Employment Benefits which, when
combined with Employment Insurance Benefits, are equivalent to 100% of salary. The
payment of such benefits shall commence on the date of birth and will continue during
the involuntary (health-
14.01.9 Supplementary Employment Benefits will be paid without medical documentation other than that required pursuant to Clause 14.01.1 for a period of eight (8) weeks following the date of birth.
14.01.10 Eligibility for Supplementary Employment Benefits for disability continuing beyond eight (8) weeks after the date of birth shall require satisfactory medical evidence of disability.
14.01.11 Supplementary Employment Benefits shall be paid only during the period in which the employee is in receipt of Employment Insurance Benefits, or in the two (2) week waiting period prior to receipt of such benefits.
14.02 Adoption Leave of Absence
14.02.1 Upon request, an employee who has successfully completed their probationary period (minimum six (6) months) shall be entitled to adoption leave without pay for a period of up to six (6) months.
14.02.2 An employee shall advise the Board, in writing, of his/her acceptance by the appropriate agency as an adoptive parent within thirty (30) days of such notification of acceptance. Such notice shall include any documentation from said agency confirming the applicant's acceptance.
14.02.3 Commencement of leave shall occur the day on which the adopted child comes into full care of the employee.
14.02.4 An employee may return to duties prior to the expiration of leave granted under Clause 14.02.1 providing a suitable position is available.
14.02.5 Upon expiration of the leave granted in Clause 14.02.1, an employee shall be reinstated in the position occupied at the time adoption leave commenced or be provided with alternative work of a comparable nature, at not less than the classification and other benefits that were applicable at the time adoption leave commenced.
14.02.6 All adoption leaves shall be without sick leave accumulation or allowance, promotion, vacation entitlement or increment entitlement.
14.02.7 Should an employee wish to continue participation in the Group Benefit Plans during adoption leave, as per Clause 14.02.1, the premiums shall continue to be shared between the Board and the employee as per Articles 17 and 18 of this Agreement. Notice of such intent must be provided to the Board at the same time the adoption leave is requested.
14.02.8 An employee may be granted up to a maximum of three (3) days with pay for the purpose of completing necessary documentation and requirements relating to the adoption and receipt of a child.
14.03 Extended Parental Leave of Absence
14.03.1 Upon request, an employee shall be granted parental leave, without pay, as an extension of maternity leave or adoption leave. Where both parents are permanent employees of the Board, the parental leave may be taken by either the father or the mother. Extended parental leave shall not exceed the balance of the work year in which the leave commences plus the following work year.
14.03.2 The termination date of the leave granted as per Clause 14.03.1 will coincide with the commencement of the applicable work year unless some other date is agreed upon by the employee and the Board.
14.03.3 Leave granted as per Clause 14.03.1 will be at no cost to the Board.
14.03.4 Upon expiration of the leave granted as per Clause 14.03.1, the employee's return to work shall be contingent upon the availability of a suitable position.
14.03.5 While on extended parental leave of absence, the employee may access the Group Benefit Plans described in Articles 17 and 18 at no cost to the Board.
14.04 Paternity Leave
14.04.1 An employee shall be granted, upon request, up to one (1) day's paternity leave with pay at the time of the birth of his child.
ARTICLE 15 -
15.01 Employees shall be entitled to the following holidays: New Year's Day, Family Day (third Monday in February), Good Friday, Easter Monday, except when schools are in session, in which case Easter Monday will be replaced by the Monday of Spring Break, Victoria Day, Canada Day, Civic Holiday (first Monday in August), Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day, Boxing Day and any other general public holidays proclaimed by the City of Calgary, the Government of Alberta or the Government of Canada, and which are observed generally within the applicable government jurisdiction, except when replacing any holiday named previously in which case only the lieu holiday shall be recognized.
15.02 When the holidays designated in Clause 15.01 fall on an employee's day off and such day is not worked, the employee shall be granted a day off with regular pay in lieu of the holiday on the following working day if the schools are not in session or a day shall be granted prior to or added to the annual vacation if they are in session. A day granted prior to the annual vacation shall be subject to mutual agreement between the Board and the Union as to the date granted.
15.03 An employee shall receive holidays designated in Clause 15.01 with pay at the regular rate. Any employee required to work on a holiday occurring during the employee’s regular work week shall receive regular pay plus overtime for any hours worked.
15.04 If a paid holiday falls during an employee’s vacation period, the vacation period shall be extended by an additional day, at the beginning or end of the employee’s vacation, or by mutual agreement with the employee’s supervisor, be taken before the employee’s next annual vacation.
15.05 Employees who work on the day of Stampede Parade, Christmas Eve, or New Year's Eve, shall receive four (4) hours off, with pay or such lesser time as scheduled to work provided that the day is a regularly scheduled work day.
15.06 The Board and the Union may enter into agreements for the exchange of days
at straight time pay for the purpose of extending time off in conjunction with general
holidays or for creating extended week-
ARTICLE 16 -
16.01.1 Annual vacations, with pay, shall be based upon full years of continuous service prior to an employee’s vacation entitlement date on the basis of the following schedule:
After one (1) year 15 working days (120 hours)
After eight (8) years 20 working days (160 hours)
After eighteen (18) years 25 working days (200 hours)
After twenty-
Effective January 1, 1999, the previous schedule will be changed as follows;
After sixteen (16) years 25 working days (200 hours)
16.01.2 The vacation entitlement date for employees in Caretaking Services shall be July 1. Facility Operators who commence employment after July 1 and prior to September 1 in any year shall continue to have vacation entitlement calculated as if they had commenced employment on July 1.
16.01.3 The vacation entitlement date for employees in the Materials Management and Maintenance Services Departments shall be the employee’s seniority date.
16.02 The annual vacation entitlement of an employee who is absent from work, for
a total number of working days in a year exceeding seventy-
16.03 Five (5) days (40 hours) of annual vacation may be carried over to the following year if an employee is qualified for a vacation of at least fifteen (15) days (120 hours). This Clause is limited to a maximum of five percent (5%) of employees in the Bargaining Unit.
16.04 Any employee terminating employment at any time in the employee's vacation year, before the employee has had vacation, shall be entitled to a proportionate payment of salary or wages in lieu of such vacation.
16.05 Employees shall be entitled to use earned vacation on a year round basis. Every effort shall be made to allow vacations when requested by employees, after having first considered the efficient operation of a department. Employees will be asked to indicate their preference for vacation time by March 15 of each year in order to establish an annual vacation schedule.
16.06 Employees shall be entitled to receive their scheduled annual vacation pay in full at least one day prior to the beginning of the employee's scheduled annual vacation, provided the employee submits a request for such payment on the form prescribed by the Board, no less than four (4) weeks prior to the last regular pay day preceding the employee's scheduled vacation period.
In the event that an employee requests and receives permission to re-
16.07 While on annual vacation, an employee is entitled to the leave provisions of Clauses 13.01.2 and 13.01.3.
ARTICLE 17 -
17.01 The Group Benefit Plans refer to life insurance, accidental death and dismemberment, supplementary health benefits, (hospitalization and major medical and vision care), dental benefits and Extended Disability insurance as outlined in the applicable group insurance policies.
17.02 Participation in the Group Benefit Plans shall be a condition of employment
for all employees who commence permanent full-
17.03 Effective May 1, 1998, the cost sharing of the Group Benefit Plans between the Board and the employees shall be:
BOARD EMPLOYEE
Life and Accidental Death
and Dismemberment -
Supplementary Health Benefit 75% 25%
Dental 75% 25%
Extended Disability -
17.04 The Board will administer the Plans in consultation with the Union through the Joint Benefits Advisory Committee.
17.05 The Board and the Union agree that the Employment Insurance rebate has been shared, according to appropriate section(s) of the Employment Insurance Act through the increase in benefits contained in this Agreement, and that no further adjustment will be passed on to employees.
ARTICLE 18 -
18.01 The Board shall contribute one hundred percent (100%) of the cost of the applicable premium to the Alberta Health Care Insurance Plan for all permanent employees.
ARTICLE 19 -
19.01 If a permanent or probationary employee is prevented from performing the employee's regular work with the "Board" on account of an occupational accident occurring in the performance of the employee's duties with the "Board", that is recognized by The Workers' Compensation Board as compensable within the meaning of The Workers' Compensation Act, the "Board" will supplement the award made by The Workers' Compensation Board for loss of wages to the employee by an amount which, when added to the award, will equal 100% of the employee's net wage (gross minus Canada Pension Plan (CPP), and Employment Insurance (EI) deductions). This supplement shall be paid by the "Board" while the employee receives compensation from The Workers' Compensation Board, or until the employee is placed on a permanent disability pension by The Workers' Compensation Board, or until the employee reaches retirement age, whichever comes first.
ARTICLE 20 -
20.01 The normal retirement age for employees covered by this Agreement is sixty-
ARTICLE 21 -
21.01 The Local Authorities Pension Plan is applicable to employees covered by this Agreement. Participation in the Plan shall be in accordance with the Local Authorities Pension Plan Act and its Regulations.
21.02 All employees employed for thirty (30) hours or more per week shall become and remain members of the Local Authorities Pension Plan. The Board and the employees shall continue contributions towards the Local Authorities Pension Plan at all times in accordance with the Local Authorities Pension Plan Act.
21.03 Participation in the Local Authorities Pension Plan will be optional for
those employees who work less than thirty (30) hours per week but not less than seventeen
and one-
21.04 Employees not participating in the Local Authorities Pension Plan shall receive a retirement allowance upon retiring (minimum age 55) on the basis of the following formula:
After five (5) years of service -
After ten (10) years of service -
21.05 Employees who participate and who retire at any time in accordance with the Local Authorities Pension Plan Regulations (minimum age 55 with no less than five (5) years of pensionable service) shall receive a retirement allowance based upon the following formula:
After 10 years service -
After 15 years service -
After 20 years service -
After 25 years service -
ARTICLE 22 -
22.01 Union dues and special monthly Union fees as set by the Union and applicable to all employees covered by this Agreement shall be deducted on a pay period basis. All dues shall be forwarded to the Union no later than the fifteenth (15th) of each month, following the month for which the fees have been deducted.
Should the Union change the Union dues or the special monthly fees, the Union will notify the Board in writing sixty (60) days prior to the first of the month in which the dues and/or fees are to be effective.
22.02 The full monthly deduction for regular dues and special fees will apply in the month that an employee commences or terminates employment.
22.03 For employees taking leaves of absence without pay exceeding four (4) or more continuous weeks, Union dues will be deducted in advance of their taking leave.
22.04 All temporary employees will be required to pay appropriate Union dues.
ARTICLE 23 -
23.01.1 General seniority shall be calculated from the first day of continuous present employment in a permanent position or positions and shall be utilized for general purposes.
23.01.2 Department seniority shall be calculated from the first day of continuous
present employment in a permanent position or positions within a department and shall
be utilized for purposes of promotion, demotion, transfer or lay-
23.01.3 When a vacancy is not filled from the permanent staff of a department, applications from the employees in other departments will be given first consideration in accordance with the provisions of Clause 6.01. The seniority to be considered in such cases shall be general seniority.
23.02 A departmental seniority list effective January 1, shall be provided to the Union on or before January 31.
23.03 Seniority acquired while on Extended Disability shall cease to accrue after an employee has been absent from work on Extended Disability for a period of two years. However, upon return to work, an employee shall be entitled to use any vacation credits accumulated prior to absence on Extended Disability. Further an employee, upon return to work, shall qualify to earn vacation credits in accordance with the employee’s years of seniority, including the period of Extended Disability.
23.04 For the purpose of this Article, the following shall constitute departments:
Caretaking Services -
-
Materials Management -
-
Maintenance Services -
-
-
-
ARTICLE 24 -
24.01 In the event of any grievance pertaining to the provisions of this Agreement, the employee(s) concerned or the Union may take up the matter with the applicable supervisor, or the Chair of the Union Grievance Committee, or both. The grievance will not be considered by applicable Management unless it is presented to the supervisor concerned, in writing, within twenty (20) working days of the occurrence of the grievance or of when the employee(s) reasonably became aware of the occurrence. A copy shall be forwarded to the designated representative of the Employee Services Unit. The applicable supervisor shall render a written decision within five (5) working days of receipt of the written grievance.
24.02 Failing satisfactory settlement in Clause 24.01, the grievance may be referred to the Superintendent of the Service Unit, or their delegated authority. Such referral must occur in writing and within five (5) working days following receipt of the decision of the supervisor. For the purpose of this Clause, "Service Unit" shall be defined as a work unit headed by a Superintendent. The Superintendent shall render a decision, in writing, within ten (10) working days.
24.03 Failing satisfactory settlement in Clause 24.02, the Union may refer the grievance to the Chief Superintendent of Schools, or their delegated authority. Such referral must occur in writing and within five (5) working days following receipt of the decision by the Superintendent of the Service Unit. The Chief Superintendent shall render a decision, in writing, within ten (10) working days.
24.04 The above mentioned times may be extended by the parties concerned, if mutually agreed.
24.05 Failing satisfactory settlement in Clause 24.03, the Union may request, within twenty (20) working days after receipt of the decision of the Chief Superintendent of Schools, that the grievance be submitted to arbitration under the appropriate provisions of the Labour Relations Code. The Board and the Union may mutually agree to the establishment of a three (3) person Arbitration Board under the appropriate provisions of the Labour Relations Code.
24.06 The Union Grievance Committee, or its representatives, shall be allowed a reasonable length of time during working hours in which to investigate or settle grievances, but in no case shall any member of the Committee permit these functions to interfere with the employee’s prescribed duties. All time off must receive prior approval of Management and shall not be withheld unjustly where Management is informed of the nature of the problem being investigated or settled.
24.07 Policy Grievance
(a) A policy grievance is a dispute between the Board and the Union which, due to its nature, is not properly the subject of an individual grievance.
(b) Where the Union, by way of a policy grievance signed by the President of the Union, seeks to enforce a matter that is alleged to arise out of this Collective Agreement, such a policy grievance shall be initiated at Level II of the grievance procedure and shall proceed to the subsequent Clauses of Article 24.
24.08 Should either party fail to process the grievance within the time limits established in this Article, that party shall be deemed to have conceded the grievance in favour of the other party.
24.09 Upon mutual agreement, the parties may submit grievances to expedited arbitration or mediation prior to arbitration in order to attempt an early resolve to the grievance.
ARTICLE 25 -
25.01 Each employee who is designated to use their personal vehicle to transport
the Board’s materials and/or as a means of transportation to work assignments at
different locations during work hours, shall be paid a vehicle allowance plus thirty-
The vehicle allowance shall be paid as follows:
$50.00 per month for driving up to 7,500 kilometres per year;
$60.00 per month for driving more than 7,500 but less than 9,000 kilometres per year;
$70.00 per month for driving more than 9,000 kilometres per year.
Designation shall be in writing and may be terminated at any time. Should an employee designated to use their vehicle not make it available for one (1) full week or more at any one time, such employee shall cease to be eligible for the vehicle allowance for each week that the vehicle is not available. In addition, each employee designated will be reimbursed for the difference in premium between normal pleasure driving vehicle insurance and insurance for business use of a vehicle as stipulated by the Board, subject to the employee providing proof to Management of the extra charges by the insurance company.
25.02 It is agreed that should a vehicle or mileage allowance greater than those specified in Clause 25.01 be provided for any other agreement between the Board and a group of its employees, or should the Board, by resolution, approve a vehicle or mileage allowance greater than above, the higher vehicle or mileage allowance will be applicable to employees covered by this Agreement.
25.03 The Board agrees that available, unserviced parking will be accessible to employees covered by this Agreement without charge. Where employees choose to access serviced parking, they will be subject to associated utility charges as set by the Board.
ARTICLE 26 -
26.01 Two (2) joint committees shall be established in Environmental Services. One joint committee shall focus on Occupational Health and Safety issues affecting Custodial Services; the other joint committee shall focus on Occupational Health & Safety issues affecting Highfield staff. These committees shall consist of representatives appointed by their respective bodies and shall meet once each month with the exception of July and August. These two (2) committees shall hold a combined meeting at least once annually.
26.02 The Board and the Union, through the joint Safety committees, shall continue
to monitor safety concerns, including working alone. The committees shall review
the initiatives already undertaken regarding working alone and safety devices, as
well as evaluate requests to date. The committees shall also develop action strategies
for 1998-
ARTICLE 27 -
27.01 Protective clothing will be issued without cost to the employee when it is considered necessary by Management; such clothing shall remain the property of the Board.
27.02.1 Employees required to wear CSA certified safety footwear shall be entitled to an allowance of fifty percent (50%) towards the cost of one pair of such footwear every two (2) years.
27.02.2 Employees required to wear CSA certified Class 1 safety footwear shall
be entitled to an allowance of seventy-
27.02.3 Roofers and Grounds personnel assigned to the asphalt crew shall be entitled
to an allowance of seventy-
27.02.4 Reimbursement will be made upon submission of receipts to the appropriate Supervisor and shall be paid on a separate cheque.
27.02.5 Where an employee is medically exempted from wearing such safety footwear, the employee will not be entitled to receive this allowance.
ARTICLE 28 -
28.01 No permanent employee shall lose their employment, or suffer a reduction in regular wages/salaries, or hours of work, solely as a result of contracting out.
ARTICLE 29 -
29.01 Mechanics shall receive a tool allowance of three hundred dollars ($300) per year. This allowance shall be payable in the pay period that includes June 1 of each year.
ARTICLE 30 -
30.01 Except as modified in this Article, all provisions of this Collective Agreement
shall apply to ten-
30.02 Ten-
30.03 Summer break is defined as the period commencing with the Monday following the last day of school in the school year and ending with the Friday prior to the opening day of school in the next school year.
Ten-
30.04 Ten-
Canada Day, Civic Day (first Monday in August) and Labour Day when Labour Day falls during the summer break.
30.04.1 Ten month employees occupying Cleaner I positions may apply for available extra work in the Caretaking Services Department during the summer break, provided they meet the qualifications required to perform the work. It is understood that employees who accept work during this time shall be selected in order of seniority and will not have their recall rights adversely affected.
30.04.2 Employees who accept a temporary assignment under Clause 30.04.1 shall be paid only for hours worked and shall be subject to working conditions and pay rates, including vacation pay, applicable to temporary employees hired during the summer break.
30.04.3 The Employer will notify employees in February that there may be extra work available during the summer and employees wishing to be considered for this extra work shall notify the employer by April 1.
30.05 Ten-
30.06 Ten-
30.07 Ten-
30.07.1 Ten-
30.08 Extended Disability premiums and benefits are not payable during the summer
months for ten-
30.09 Ten-
30.10 The supplement to Workers' Compensation Board will only be paid during the periods that the employee would otherwise be working.
30.11 Before hiring new personnel for permanent positions, preference will be given to Cleaner I's for promotion to Cleaner II.
ARTICLE 31 -
31.01 All employees who are employed on September 1, 1996 and have since retired,
or terminated employment, shall be paid retroactively on a pro-
ARTICLE 32 -
32.01 (a) Employees hired before September 1, 1993, will be required to follow Schedule A with regard to employee qualifications.
(b) Employees currently in positions listed in Schedule A, who do not have suitable Facility Management Program qualifications, will be permitted to bid on positions equal to or lower than those they currently occupy, without acquiring the suitable Facility Management Program qualifications.
32.02 (a) Effective September 1, 1996, employees will be required to follow Schedule B
(b) The grandparenting of positions as in 32.01 b) will continue to apply.
YEARS OF FMP COMPLETED
CLASS
POSITION
SCHEDULE "A"
SCHEDULE "B"
8 & 9
F/O 1/I/C
Senior F/O
3
3
3
3
7
F/O 1/I/C
2/I/C
3
3
3
3
6
F/O 1/I/C
2/I/C
2
2
3
2
5
F/O 1/I/C
2/I/C
1
-
2
1
4
F/O 1/I/C
2/I/C
-
-
1*
-
*Employees hired to the position of Facility Operator, First in Charge, in Class 4 schools shall have completed Year 1 of the Facility Management Program, or have the equivalent of five (5) years experience with the Calgary Board of Education and be in possession of a Building Operator "B" Certificate.
ARTICLE 33 -
33.01 Where new or greater skills are identified by Management as necessary for staff to function in an efficient and effective manner, training will be provided subject to available funding.
ARTICLE 34 -
34.01 The employer agrees that any classroom/worksite moves shall be done with the appropriate number of staff to ensure that the move is done in a safe and efficient manner using proper equipment.
ADDENDUM TO THE 1996-
RE: YEAR ROUND EDUCATION
1. APPLICATION
This addendum shall apply to only those employees who are placed in a school that
is designated by the Board to be a year round school (e.g. single, continuous or
multi-
2. AMENDED PROVISIONS
9.02.1 For those employees in a year round school, the eight (8) days off can be taken at a time that is mutually agreed to by the employee and the Director, Caretaking Services. For the purpose of naming these days, they shall be referred to as "flex" days.
The intent of this Clause is to enable these days to be connected to weekends to provide for a longer break, unless mutually agreed otherwise. These days will not be unreasonably withheld.
9.03 When school is not in session, the lunch breaks shall be one-
10.02.1 An employee who is designated to substitute in another position shall receive the employee’s regular rate of pay, or that of the position, whichever is greater. This Clause shall not be applicable to Sick Relief and Facility Operators when substitution applies to replacements during July and August, except vacation relief for the Facility Operators (First in Charge) in each high school where summer school is in session and for the Facility Operators in the Education Centre, Highfield Building, Viscount Bennett Centre, and year round schools. Any increase in pay shall be retroactive to the first applicable day.
10.02.2 When a Storesperson from the Materials Management Department is delegated to temporarily act as a Shipper/Receiver in a new school, the employee shall be paid the Shipper/Receiver’s rate of pay for the period of delegation.
11.02 Two (2) times the employee’s regular rate of pay shall be paid for all hours worked on the employee’s second and consecutive subsequent day(s) off. This does not apply to Saturdays during the months of July and August but includes general holidays that fall on a Monday.
For the purpose of overtime calculations, flex days, as referred to in Clause 11.02 (as amended above), do not count as the first day off.
30.12 Part time Cleaners/Cleaner I’s working in year round schools shall be treated
like Part time Cleaners/Cleaner I’s in non-
1. work the same number of days and hours per year as other ten month employees;
2. be granted a leave of absence during the "summer break" at their school in
accordance with Clause 30.03 and related provisions of the current Collective
Agreement;
3. be afforded the same working conditions and terms of employment.
3. DURATION/FUTURE ACTION
The parties also agree to meet in the period leading up to the next round of negotiations
to work on proposed language that addresses issues raised by both Management and
the Union relating to ten-
This addendum to the current Collective Agreement will expire on August 31, 1999 but shall remain in full force and effect during any period of negotiations until bargaining procedures under the Labour Relations Code has been completed in accordance with Clause 2.04 of the current Collective Agreement.
ON BEHALF OF THE CALGARY BOARD OF EDUCATION
ON BEHALF OF THE CANADIAN UNION OF PUBLIC EMPLOYEES
LOCAL NO. 40
DATE
DATE
Appendix A
Basic Rates for: Facility Operators
September 1, 1996
September 1, 1997
July 1, 1998
September 1, 1998
Class
Position
Hire Rate
Job Rate
Hire Rate
Job Rate
Hire Rate
Job Rate
Hire Rate
Job Rate
1
Facility Operator
$1,019.43
$1,132.70
$1,034.72
$1,149.69
$1,051.79
$1,168.66
$1,067.57
$1,186.19
2
Facility Operator
$1,047.28
$1,163.65
$1,062.99
$1,181.10
$1,080.53
$1,200.59
$1,096.74
$1,218.60
Sick Relief
$1,063.96
$1,182.18
$1,079.91
$1,199.92
$1,097.73
$1,219.71
$1,114.20
$1,238.01
Carpet Cleaner
$1,072.22
$1,190.40
$1,088.30
$1,208.26
$1,106.26
$1,228.19
$1,122.85
$1,246.62
3
Facility Operator (1 I/C)
$1,063.96
$1,182.18
$1,079.91
$1,199.92
$1,097.73
$1,219.71
$1,114.20
$1,238.01
Facility Operator (2 I/C)
$1,047.28
$1,163.65
$1,062.99
$1,181.10
$1,080.53
$1,200.59
$1,096.74
$1,218.60
4
Facility Operator (1 I/C)
$1,079.72
$1,199.69
$1,095.92
$1,217.69
$1,114.00
$1,237.78
$1,130.71
$1,256.34
Facility Operator (2 I/C)
$1,063.96
$1,182.18
$1,079.91
$1,199.92
$1,097.73
$1,219.71
$1,114.20
$1,238.01
5
Facility Operator (1 I/C)
$1,091.74
$1,213.05
$1,108.12
$1,231.25
$1,126.40
$1,251.57
$1,143.30
$1,270.34
Facility Operator (2 I/C)
$1,079.72
$1,199.69
$1,095.92
$1,217.69
$1,114.00
$1,237.78
$1,130.71
$1,256.34
6
Facility Operator (1 I/C)
$1,103.85
$1,226.50
$1,120.41
$1,244.90
$1,138.89
$1,265.44
$1,155.98
$1,284.42
Facility Operator (2 I/C)
$1,087.18
$1,207.98
$1,103.49
$1,226.10
$1,121.69
$1,246.33
$1,138.52
$1,265.03
7
Facility Operator (1 I/C)
$1,120.54
$1,245.03
$1,137.35
$1,263.71
$1,156.12
$1,284.56
$1,173.46
$1,303.83
Senior Facility Operator
$1,097.33
$1,219.25
$1,113.79
$1,237.53
$1,132.17
$1,257.95
$1,149.15
$1,276.82
8
Facility Operator (1 I/C)
$1,142.72
$1,269.69
$1,159.86
$1,288.74
$1,178.99
$1,310.00
$1,196.68
$1,329.65
Senior Facility Operator
$1,113.79
$1,237.55
$1,130.50
$1,256.11
$1,149.15
$1,276.84
$1,166.39
$1,295.99
Cleaner II
$1,008.38
$1,120.41
$1,023.50
$1,137.22
$1,040.39
$1,155.98
$1,056.00
$1,173.32
Cleaner III
$1,019.43
$1,132.70
$1,034.72
$1,149.69
$1,051.79
$1,168.66
$1,067.57
$1,186.19
9
Facility Operator (1 I/C)
$1,199.85
$1,333.19
$1,217.85
$1,353.18
$1,237.95
$1,375.51
$1,256.52
$1,396.14
Senior Facility Operator
$1,113.79
$1,237.55
$1,130.50
$1,256.11
$1,149.15
$1,276.84
$1,166.39
$1,295.99
APPENDIX "A"
SCHOOL CLASS IS BASED ON THE FOLLOWING SQUARE FOOTAGE:
Class 1 (up to 14,000 sq. ft.) Class 5 (85,001 to 100,000 sq. ft.)
Class 2 (14,001 to 20,000 sq. ft.) Class 6 (100,001 to 140,000 sq. ft.)
Class 3 (20,001 to 45,000 sq. ft.) Class 7 (140,001 to 200,000 sq. ft.)
Class 4 (45,001 to 85,000 sq. ft.) Class 8 (200,001 sq. ft. and up)
Class 9 Lester B. Pearson High School
Note:
A Facility Operator who possesses a Building Operator "A" Certificate and is employed as a Facility Operator of a school where such certificate is required, shall be paid an additional allowance of twenty dollars ($20.00) per month effective January 1, 1989.
A Facility Operator who possesses a Fireman’s Certificate of Competency and who is
designated by Management as the responsible certificate holder as required under
the Boiler and Pressure Vessels Act of the Province of Alberta, shall be paid an
additional amount of twenty-
Upon completion of the three (3) year Facilities Management Course and obtaining a valid certificate, a Facility Operator shall receive a bonus of ten dollars ($10.00) per month.
APPENDIX "A"
Basic Rates for: Housekeepers (Rates per bi-
September 1, 1996
September 1, 1997
July 1, 1998
September 1, 1998
Hours
Position
Hire Rate
Job Rate
Hire Rate
Job Rate
Hire Rate
Job Rate
Hire Rate
Job Rate
15
Cleaner I
$338.61
$376.23
$343.69
$381.88
$349.36
$388.18
$354.60
$394.00
20
Cleaner I
$451.39
$501.55
$458.16
$509.07
$465.72
$517.47
$472.71
$525.24
24
Cleaner I
$541.68
$601.85
$549.80
$610.88
$558.88
$620.96
$567.26
$630.27
30
Cleaner I
$677.02
$752.23
$687.17
$763.52
$698.51
$776.12
$708.99
$787.76
Cleaner Wage Rates (per hour)
Sept. 1/96
Sept. 1/97
July 1/98
Sept. 1/98
Step I
$8.15
$8.27
$8.41
$8.53
Step II
$8.66
$8.79
$8.93
$9.07
Step III
$9.17
$9.30
$9.46
$9.60
Step IV
$9.68
$9.82
$9.98
$10.13
Step V
$10.19
$10.34
$10.51
$10.67
Step VI
$10.69
$10.85
$11.03
$11.20
Note: All employees currently classified as Cleaner I, II and II, will be reclassified to a "Cleaner" at the appropriate step and will be green circled at their current rate of pay less five (5%) per cent. All new "Cleaners" will be hired in the new "Cleaner" classification and paid according to the schedule as set out above in Appendix A of this Agreement.
Basic Watchman/Security Personnel Rate (per hour)
Sept. 1/96
Sept. 1/97
July 1/98
Sept. 1/98
$13.24
$13.44
$13.66
$13.87
APPENDIX "A"
Classifications and Rates of Pay for Workshop, Stores and Grounds Personnel
(rates per bi-
Sept. 1/96
Sept. 1/97
July 1/98
Sept. 1/98
Position
Job Rate
Job Rate
Job Rate
Job Rate
Assistant Grounds Foreman
$1,255.33
$1,274.16
$1,295.19
$1,314.61
Assistant Storekeeper
$1,263.04
$1,281.99
$1,303.14
$1,322.69
Building Repair Technician
$1,306.81
$1,326.41
$1,348.29
$1,368.52
Controller
$1,252.16
$1,270.95
$1,291.92
$1,311.30
Drapery Repair Technician
$1,181.22
$1,198.93
$1,218.72
$1,237.00
Equipment Operator I
$1,212.09
$1,230.27
$1,250.57
$1,269.33
Equipment Operator II
$1,217.88
$1,236.15
$1,256.55
$1,275.39
Equipment Operator III
$1,233.25
$1,251.75
$1,272.40
$1,291.49
Field Serviceman
$1,211.88
$1,230.06
$1,250.36
$1,269.11
Foreman, Fleet Repair
$1,681.04
$1,706.26
$1,734.41
$1,760.43
Furniture Repair Technician
$1,212.09
$1,230.27
$1,250.57
$1,269.33
Gardener
$1,233.25
$1,251.75
$1,272.40
$1,291.49
Grounds Foreman
$1,356.58
$1,376.93
$1,399.65
$1,420.64
Grounds Repairman
$1,212.09
$1,230.27
$1,250.57
$1,269.33
Irrigation Serviceman
$1,217.25
$1,235.51
$1,255.89
$1,274.73
Journeyman Mechanic I
$1,489.11
$1,511.44
$1,536.38
$1,559.43
Journeyman Mechanic II
$1,528.23
$1,551.15
$1,576.75
$1,600.40
Labourer II
$1,140.99
$1,158.11
$1,177.22
$1,194.88
Locksmith
$1,246.98
$1,265.68
$1,286.57
$1,305.87
Maintenance Technician
$1,246.98
$1,265.68
$1,286.57
$1,305.87
Mechanic Subforeman
$1,604.63
$1,628.70
$1,655.57
$1,680.40
Receiver
$1,176.00
$1,193.64
$1,213.34
$1,231.54
Roofer I
$1,288.22
$1,307.54
$1,329.12
$1,349.05
Roofer II
$1,454.04
$1,475.85
$1,500.20
$1,522.71
Storeperson
$1,148.22
$1,165.44
$1,184.67
$1,202.44
Tool Crib Attendant
$1,254.08
$1,272.89
$1,293.89
$1,313.30
Truck Driver Helper
$1,148.22
$1,165.44
$1,184.67
$1,202.44
Truck Driver II
$1,155.41
$1,172.74
$1,192.09
$1,209.97
Truck Driver III
$1,163.65
$1,181.10
$1,200.59
$1,218.60
Truck Driver IV
$1,171.84
$1,189.41
$1,209.04
$1,227.17
Upholsterer
$1,250.72
$1,302.56
$1,348.29
$1,368.52
Welder I
$1,495.28
$1,517.71
$1,542.75
$1,565.89
Welder II
$1,528.23
$1,551.15
$1,576.75
$1,600.40
Welder Subforeman
$1,604.63
$1,628.70
$1,655.57
$1,680.40
Foreman -
Chargehand -
Labourer II -
*The Grounds Foreman will be paid at a rate of pay of 10% above the highest paid person under the Grounds Foreman’s supervision, effective January 1, 1989
APPENDIX "B"
to the Agreement between
THE BOARD OF TRUSTEES OF THE CALGARY SCHOOL
DISTRICT NO. 19
and
THE CANADIAN UNION OF PUBLIC EMPLOYEES
Local No. 40
CLASSIFICATIONS AND DUTIES -
A joint committee will be established during the 1994-
Assistant Grounds Foreman
Under the direction of the Grounds Foreman as a working foreman, is responsible to plan, organize, and control assigned work. Trains crew members in the proper use of materials and equipment, and teaches them appropriate procedures. Ensures that safe working procedures and conditions exist at all times.
Orders necessary materials, supplies or equipment. Assists in laying out work, making preliminary cost estimates and keeping simple job records. Performs related duties as required.
Assistant Storekeeper
Assists in supervising Central Stores or other locations and participates in shipping, receiving and warehouse duties.
Building Repair Technician
Performs skilled manual work utilizing hand and power tools in the following specialized areas: inspects, installs and repairs ceramic finishes, quarry tile finishes, plaster, concrete block, brick work, drywall finishing, cement work (including finishing), mulsamastic toppings, floor coverings and pipe coverings as assigned. Installation and repair of carpet and resilient floor coverings. Prepares floor base to receive coverings. Performs other related duties as assigned. Must be qualified to hold an Alberta Journeyman's Certificate in one of the applicable fields.
Charge Hand
Supervises and participates in the duties of small groups (3 to 7 personnel) performing work on small designated projects or functions. May have truck or equipment attached to group.
Controller
Responsible through the Fleet Controller to the Supervisor of Distribution Services
for assisting the Fleet Controller in carrying out dispatch duties. Answers telephone
and radio, taking, receiving and/or relaying messages as required. Specifically responsible
for the delivery, pick-
Drapery Repair Technician
Carries out repairs and installations to venetian blinds, vertical blinds, curtains,
drapes and associated hardware, roll-
Equipment Operator I
Operates and maintains light mobile equipment such as rubber-
Equipment Operator II
Operates medium-
Equipment Operator III
Operates backhoes, graders, and hydraulic drive 7-
Performs minor daily inspection and maintenance on unit and equipment. Performs duties of truck drivers, equipment operators and labourers as required.
Field Serviceman
Performs minor repairs and services equipment used by Grounds Department which may include fueling, greasing, changing oil filters, cleaning air filters, replacing worn or damaged belts, etc. Picks up and delivers equipment. Is required to operate a mobile steamer for thawing frozen pipes, catch basins, etc. Must be eligible for an Alberta Fireman's Certificate of Competency.
Foreman
Assigns and directs work of a number of small groups totalling between 8 to 16 personnel, usually performing specific seasonal tasks such as gardening, mowing, watering, snow removal, and other related duties. May also dispatch personnel and materials to perform designated jobs or work on small projects. May have truck or equipment attached to the group.
Foreman, Fleet Repair
Under the direction of Supervisor, Distribution Services, supervises and coordinates work performed in the repair depot. Assists the Supervisor in determining work priorities and schedules. Estimates manpower requirements and allocates work to staff. Monitors performance and production, and is responsible for the discipline of employees. Serves as resource in procedures and methodology. Ensures that tradesmen are kept current with modern techniques. Performs the work of a journeyman mechanic. Supplies own standard hand tools and must be qualified to hold an Alberta Journeyman's Trade Certificate in Heavy Duty Mechanics.
Furniture Repair Technician
Performs skilled work utilizing hand and power tools. Carries out repairs, refinishings and upholstery of furniture, desks and equipment.
Gardener
Performs general horticultural duties which include tree and shrub pruning, care of shrubs, and trees, planting, application of agricultural chemicals and laying out and maintenance of flower beds. Assists school Facility Operators in care of ornamental areas. Supervises and participates with work crews and operates vehicles and equipment as necessary.
Must possess either a Journeyman Landscape Gardener Certificate or Diploma in Horticultural Technology. An Alberta Pesticide Applicator's license must be obtained within twelve (12) months of employment.
Grounds Foreman
Under the direction of the Grounds Supervisor, assigns and supervises the work of the ground operation, including work performed by outside contractors.
Determines work priorities and schedules within parameters of overall department programs. Plans, organizes and controls work in accordance with established standards. Recommends and participates in safety programmes. Responsible for the programme of maintenance on the grounds vehicles and equipment.
Grounds Repairman
Installs and maintains sports equipment, fences, car plug-
Irrigation Serviceman
Operates, maintains and assists in installation of manual and automatic underground
irrigation systems. Duties include activation and winterization of systems, and regular
inspection and routine repair of systems. Maintains an inventory of parts. Programs
automatic systems. Participates in rotating call-
Journeyman Mechanic I
Performs operating repairs and routine shop maintenance to equipment including trucks, buses, tractors, trailers and small powered machines. Performs regular routine maintenance according to predetermined schedules. Estimates repair costs as required. Supplies own standard hand tools. Must be qualified to hold an Alberta Journeyman Certificate as an Auto or Heavy Duty Mechanic.
Journeyman Mechanic II
Performs lead hand responsibility. Performs operating repairs and shop maintenance to equipment, including trucks, buses, trailers and small powered machines. Orders materials, parts and supplies. Estimates repair costs as required. Ensures necessary warranty is provided. Performs regular inspection and maintenance according to predetermined schedules. Instructs vehicle operators and truck drivers on proper care of vehicles and equipment. Supplies own standard hand tools. Must be qualified to hold an Alberta Journeyman's Certificate as an Auto or Heavy Duty Mechanic.
Labourer II
Performs manual work requiring specialized work skills. Operates non-
Locksmith
Performs skilled work using hand and power tools. Work entails keying, key cutting and installation, repairs to locks, door closers, panic hardware, filing cabinets, paper cutters, vaults and other similar equipment. Assists Maintenance Technician when requested. Must possess a certificate resulting from successful completion of a recognized locksmithing course.
Maintenance Technician
Performs repairs to folding overhead and coil wall doors, interior sports equipment, bleachers, etc. Conducts twice yearly safety checks to interior sports equipment, Canadian climbers, rings, ropes, etc., and prepares inspection reports. Performs duties involving sharpening of saws, blades, knives, scissors, etc. Performs other duties when assigned.
Mechanic Subforeman
Performs lead hand responsibility. Performs operating repairs and shop maintenance to equipment, including trucks, buses, tractors, trailers and small powered machines. Schedules work and repairs through shop. Orders materials, parts and supplies. Estimates repair costs as required. Ensures necessary warranty is provided. Performs regular routine inspection and maintenance according to predetermined schedules. Instructs vehicle operators and truck drivers on proper care of vehicles and equipment. Supplies own standard hand tools. Must be qualified to hold an Alberta Journeyman's Certificate as an Auto Mechanic and Bus Inspection Certificate. Schedules bus inspections and repairs as required. Acts as liaison between shop and school personnel regarding buses. Completes repair orders and pricing for school buses.
Receiver
Receives all incoming merchandise and maintains a detailed record of all such received
merchandise. Reports over-
Roofer I
Performs skilled manual work utilizing hand and power tools. Duties include the application of new roof surfaces, and repairs to all types of roof surfaces, including insulation, application, and repairs related to wall waterproofing. May assist sheet metal mechanics when required and perform other related duties as assigned.
Roofer II
Performs skilled manual work utilizing hand and power tools. Duties include the application of new roof surfaces, and repairs to all types of roof surfaces (cold and hot application of built up roofs), shingle applications, metal roofs, roof coatings and membranes (i.e. Hypalon). Installs insulation and wall waterproofing. Must have knowledge to perform roof inspections and surveys to provide detailed, accurate reports on same. Ensures that safe working procedures and conditions exist at all times. Responsible for the supervision and job briefing of small work crews when assigned and inspection of contract roof work. Must hold a Roofer Journeyman's Certificate and physical ability to meet the work requirements.
Storeperson
Under direction, performs routine material handling, receiving and stock issuing work in Stores. Performs other duties as assigned.
Tool Crib Attendant
Under the direction of Supervisor -
Truck Driver Helper
Helps Truck Drivers in transporting and handling materials, merchandise and equipment by performing any combination of the following duties: loads and unloads vehicles by hand or using handtruck or dolly. Pads, stacks, and secures items in position in truck to prevent damage during shipment. Delivers and stacks merchandise on customers' premises and obtains receipt. Signals Truck Driver when parking or backing into loading area. Helps Truck Driver in cleaning and servicing vehicle. May be required to drive vehicles.
Truck Driver
Operates and services artmobile and trucks other than panel and one-
Truck Driver II
Operates and services artmobile and trucks other than panel and one-
Truck Driver III
Operates and services single axle trucks of up to 8182 kg (gross vehicle weight) with special attachments such as dump hoists, hydraulic lifts and trailers. Loads and unloads vehicles. Performs general labouring work as required.
Truck Driver IV
Operates and services tandem wheel vehicles with special attachments such as dump hoists, hydraulic lifts and trailers, or trucks exceeding thirty (30) feet in length or vehicles equipped with an aerial bucket. Loads and unloads vehicle. May be required to perform general labouring duties when not operating vehicles.
Upholsterer
Repairs and rebuilds upholstered furniture, using hand tools and power tools. Removes coverings, webbing and padding from seat, arms, back and sides of workpiece, using tack puller, chisel and mallet. Replaces webbing and springs, reties springs, measures and cuts new covering material. Installs material on inside of arms, back and seat, and over outside back and arms of wooden frame. Tacks or sews ornamental trim, such as braid and buttons, to cover or frame. May operate sewing machines to seam cushions and join various sections of covering material. May repair wooden frame or workpiece. May refinish some surfaces and upholster cornices.
Welder I
Performs Journeyman level welding work, which includes repairs to and fabrication of fences, equipment (e.g., coat racks, bike racks). Repairs metal desks and furnishings, physical education equipment, shop equipment. Must have Journeyman's Certificate.
Welder II
Performs Journeyman level welding work with lead hand responsibility in the fabrication,
repair, rebuilding of a wide variety of parts, furniture, equipment and metal products.
Performs specialized welding, i.e., cast-
Welder Subforeman
Must hold Alberta Journeyman Welding Certificate. Supervises and participates in
duties of 3 -
APPENDIX "C"
LETTER OF INTENT
RE: SHORT TERM DISABILITY
April 25, 1994
A joint committee will be established during the life of this agreement, to review the Union proposal of April 25, 1994, regarding short term disability (sick leave). The recommendations of the committee will be forwarded to the respective principals for discussion during the next round of collective bargaining.
ON BEHALF OF THE CALGARY BOARD OF EDUCATION
ON BEHALF OF THE CANADIAN UNION OF PUBLIC EMPLOYEES
LOCAL NO. 40
LETTER OF UNDERSTANDING
RE: APPLICATION OF ARTICLES 5.07.1, 5.07.2 AND 6.02
SEPTEMBER 2, 1994
There will be a job description for part-
There will be a job description for full-
Part-
Management undertakes to post a generic posting for permanent full-
An employee who applies for and transfers to a posted part-
Employees on a trial period resulting from a lateral transfer will not be prohibited from being appointed to a sick relief position.
Former temporary employees hired during the 1993-
The employer will provide to the Union a list of non-
On Behalf of the Calgary Board Of Education
On Behalf of the Canadian Union Of Public Employees Local No. 40