52.
(3) The General Manager or designate will respond in writing within fourteen (14) calendar days of the meeting.
(4) If the grievance is not resolved at Step 2, or the General Manager or designate does not respond within fourteen (14) calendar days of the meeting, the Union may refer the grievance to Step 3.
(c) Step 3
(1) A Union Representative may advance the grievance to Step 3 by notifying the General Manager, Human Resource Services within fourteen (14) calendar days of the date the Step 2 response was received or was due.
(2) Upon receiving the notice that the grievance has been referred to Step 3, the General Manager, Human Resource Services or designate and the Union shall make every reasonable effort to meet within twenty-one (21) calendar days of the Union Representative advancing the grievance to Step 3.
(3) The General Manager, Human Resource Services or designate will respond in writing within twenty-one (21) calendar days of the meeting.
(4) If the grievance is not resolved at Step 3, the Union may advance the grievance to arbitration by advising the General Manager, Human Resource Services in writing within twenty-eight (28) calendar days of the date of the Step 3 response.
(d) Arbitration
(1) The parties shall use a single Arbitrator, unless both parties want a three (3) member Arbitration Board which shall consist of one (1) member appointed by each party and a Chairperson mutually appointed by the Employer and the Union.
(2) The Employer and the Union shall mutually agree on the Arbitrator or the Chairperson within fourteen (14) calendar days of the referral.
(3) Where the parties are unable to agree on a single Arbitrator or a Chairperson within fourteen (14) calendar days of the referral, either party may apply to the Director, Collective Agreement Arbitration Bureau within the following ninety (90) calendar days to make the appointment. If there is no agreement to an Arbitrator or Chairperson and no referral to the Director, Collective Agreement Arbitration Bureau in accordance with this Clause, the grievance shall be considered to be abandoned.
(4) In all other respects, the provisions of the Labour Relations Code shall apply. The decision of the Arbitrator or Arbitration Board shall be final and binding on both parties. Each party shall pay half the expense of the Arbitrator or Chairperson and the expenses of their representative.
53.
(e) **Pre-arbitration consultation**
The parties agree to meet at least thirty (30) days prior to an arbitration hearing to discuss the issues in dispute and reach resolution if possible.
(f) **Employer-initiated grievances**
Employer-initiated grievances shall have the same time limits and procedures as Union-initiated grievances.
15.2 **Policy Grievances**
(a) When a "dispute", as defined in the Labour Relations Code, arises between the parties, including any difference concerning the interpretation, application, operation or alleged violation of this Agreement which does not specifically involve an employee, the matter may be submitted in writing by the Union to the General Manager, Human Resource Services or, alternatively, by the Employer to the Union.
(b) The General Manager, Human Resource Services and the Union will make every reasonable effort to meet and discuss the grievance within twenty-one (21) calendar days of the notification of the grievance.
(c) The responding party will respond to the grievance within fourteen (14) days of the meeting.
(d) If a satisfactory settlement is not reached between the General Manager, Human Resource Services and the Union, the grieving party may refer the matter to the City Manager (or the Union where applicable) within fourteen (14) days of the response.
(e) The City Manager and the Union Representative will make every reasonable effort to meet and discuss the grievance within twenty-one (21) calendar days of the referral under (d) above.
(f) The responding party will respond to the grievance within fourteen (14) days of the meeting.
(g) If the grievance is not resolved through the above process, the grieving party may refer the grievance to Arbitration as provided for in Clause 15.1(d).
15.3 **Suspension or Dismissal**
When an employee is suspended, the Union Representative may file a grievance directly at Step 2, bypassing Step 1. When an employee is dismissed, the Union Representative may file a grievance directly at Step 3, bypassing Step 1 and Step 2. In both situations, the Union Representative shall file the grievance within fourteen (14) calendar days of the date the employee is notified of the suspension or dismissal.
54.
15.4 Variations
The parties may mutually agree to vary the procedure or to alter the timelines.
16. TECHNOLOGICAL CHANGE
During the term of this Agreement any disputes arising in relation to adjustment to technological change shall be discussed between the bargaining representatives of the two parties to this Agreement.
Where the Employer introduces, or intends to introduce, a technological change, that:
(a) affects the terms and conditions, or security of employment of a significant number of employees to whom this Agreement applies; and
(b) alters significantly the basis upon which this Agreement was negotiated,
either party may, if the dispute cannot be settled in direct negotiations, refer the matter directly to an arbitration board constituted under 15.1(d) of this Agreement, by-passing all other steps in the grievance procedure.
The arbitration board shall decide whether or not the Employer has introduced, or intends to introduce a technological change, and upon deciding that the Employer has or intends to introduce a technological change the arbitration board:
(a) shall inform the Minister of Labour of its finding; and
(b) may then or later make any one or more of the following orders:
(1) that the change be made in accordance with the terms of this Agreement unless the change alters significantly the basis upon which this Agreement was negotiated;
(2) that the Employer will not proceed with the technological change for such period, not exceeding ninety (90) days, as the arbitration board considers appropriate;
(3) that the Employer reinstate any employee displaced by reason of the technological change;
(4) that the Employer pay to that employee such compensation in respect of the displacement as the arbitration board considers reasonable.
The Employer will give to the Union in writing at least ninety (90) days' notice of any intended technological change that:
55.
(a) affects the terms and conditions or security of employment of a significant number of employees to whom this Agreement applies; and
(b) alters significantly the basis upon which this Agreement was negotiated.
17\. **EMPLOYMENT EQUITY**
The Employer and the Union agree with employment equity programs which will assist visible minorities, persons with disabilities, First Nations people, and women in gaining entry into employment and which will provide opportunities for advancement.
Note: see also Schedule "G".
18\. **AGREEMENT AS TO CONDITIONS NOT MENTIONED**
It is agreed that any general conditions presently in force which are not specifically mentioned in this Agreement and are not contrary to its intentions shall continue in full force and effect for the duration of this contract provided reference can be made to previous writing on the subject.
19\. **OCCUPATIONAL HEALTH PLAN**
All employees covered by this Agreement shall be subject to the provisions of the Occupational Health Plan as agreed to between the Employer and the Union.
20\. **HUMAN RIGHTS**
The Employer and the Union agree that any form of discrimination (including sexual harassment) under the prohibited grounds of the B.C. Human Rights Code shall not be tolerated in the workplace.
21\. **HARASSMENT**
The Employer and the Union recognize the right of employees to work in an environment free from harassment.
22\. **CONSULTATION COMMITTEE**
On the request of either party, the parties shall meet for the purpose of discussing issues relating to the workplace that affect the parties or any employee bound by this Agreement.
23\. **SCHEDULES AND LETTERS OF UNDERSTANDING**
It is agreed between the parties hereto that the Schedules and the Letters of Understanding annexed hereto shall form part of this Agreement.
56.
IN WITNESS WHEREOF the parties hereto have caused these presents to be executed under the hands of their respective proper officers duly authorized in that behalf, as of the day and year first above written.
The Common Seal of the CITY OF VANCOUVER was hereunto affixed in the presence of:
| Officer | Date Signed |
| :--- | :--- |
| **MAYOR**
*[Signature]* | July 10, 2023 |
| **A/CITY CLERK**
*[Signature]* | July 10, 2023 |
APPROVED by Resolution of Council on 2021 June 9
The Common Seal of the CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 15 was hereunto affixed in the presence of:
| Officer | Date Signed |
| :--- | :--- |
| **PRESIDENT**
*[Signature]* | July 4, 2023 |
| **SECRETARY-TREASURER**
O Mohabir | July 4, 2023 |
57.
# SCHEDULE "A"
(up-to-date as of 2022 October 19)
| Class No. | Notes | Class Title | Pay Grade | Standard Daily/Weekly Hours |
| :--- | :--- | :--- | :--- | :--- |
| 71 | | Accountant I | 24 | 7/35 |
| 61 | | Accounting Clerk I | 14 | 7/35 |
| 63 | | Accounting Clerk II | 18 | 7/35 |
| 65 | | Accounting Clerk III | 20 | 7/35 |
| 8127 | | Aquatic Leader | 16 | 7½/37½ |
| 1052 | | Arboriculture Technician | 25 | 8/40 |
| 2158 | a | Asbestos Program Coordinator | 22 | 7/35 |
| 6754 | c | Assistant Facility Supervisor | 20 | 7/35 |
| 1362 | | Booking System Clerk | 15 | 7/35 |
| 9208 | | Budget Analyst II | 27 | 7/35 |
| 86 | | Budget Analyst III | 29♦ | 7/35 |
| 2147 | a,nc | Building Hazardous Materials Technician | 21 | 7/35 |
| 2154 | i | Building Services Supervisor I | 19 | 7½/37½ |
| 621 | d,i | Building Worker | 13 | 7½/37½ |
| 117 | | Buyer II | 24 | 7/35 |
| 670 | a,d | Cashier Park Board | 11 | 7/35 |
| 2304 | | Cashier Receptionist | 12 | 7/35 |
| 2141 | | Children's Activity Leader | 14 | 7/35 |
| 25 | | Clerk III | 17 | 7/35 |
| 27 | f | Clerk IV | 19 | 7/35 |
| 13 | | Clerk Stenographer IV | 17 | 7/35 |
| 1484 | | Communications Coordinator II | 27 | 7/35 |
| 2213 | | Community Arts Programmer | 20 | 7/35 |
| 8063 | | Community Events Specialist | 18 | 7/35 |
| 673 | | Community Recreation Coordinator II | 27 | 7/35 |
| 1043 | | Community Youth Worker | 20 | 7/35 |
| 190 | nc | Computer Programmer II | 25 | 7/35 |
| 8031 | | Construction Assistant | 25 | 7/35 |
| 9076 | | Cook - Grill Worker | 12 | 8/40 |
| 9196 | | Curator | 25 | 8/40 |
| 714 | d | Driver - Light Delivery | 15 | 7½/37½ |
| 201 | j | Engineering Assistant I | 13 | 7/35 |
| 203 | | Engineering Assistant II | 17 | 7/35 |
| 205 | | Engineering Assistant III | 21 | 7/35 |
| 207 | | Engineering Assistant IV | 25 | 7/35 |
| 693 | d | Facility Booking Clerk | 13 | 7/35 |
| 807 | | Facility Development Coordinator I | 29♦ | 7/35 |
| 2307 | | Facility Development Coordinator II | 31♦ | 7/35 |
58.
SCHEDULE "A" (cont'd)
Page 2
| Code | Note | Job Title | Pay Grade | Hours |
|---|---|---|---|---|
| 2281 | | Filming and Events Officer | 21 | 7/35 |
| 9096 | | Fitness Centre Worker | 13(a) | 8/40 |
| 9178 | | Food Service Worker | 9 | 8/40 |
| 2338 | | Gift Shop Assistant | 12 | 8/40 |
| 9093 | | Golf Course Ranger I | 11 | 8/40 |
| 9206 | k | Golf Course Ranger II | 13 | 8/40 |
| 175 | | Graphics Technician | 21 | 7/35 |
| 1378 | c | Head Cashier - Gift Shop | 15 | 7/35 |
| 8073 | a,c | Head Cashier - Park Board | 13 | 7/35 |
| 9094 | | Ice Skating Instructor | 13(a) | 8/40 |
| 517 | d | Integrated Pest Management Coordinator | 25 | 7/35 |
| 514 | | Landscape Architect I | 29◆ | 7/35 |
| 8071 | | Landscape Architect II | 31 | 7/35 |
| 2192 | | Landscape Designer | 24 | 7/35 |
| 2371 | | Lead Park Ranger | 19 | 8/40 |
| 1424 | | Lifeguard/Instructor | 13(a) | 8/40 |
| 2138 | i | Maintenance Technician I | 19 | 7½/37½ |
| 2139 | i | Maintenance Technician II | 21 | 7½/37½ |
| 2140 | | Maintenance Technician III | 22 | 7½/37½ |
| 9078 | | Marina Attendant | 11 | 8/40 |
| 1036 | | Marina Operator I | 16 | 7½/37½ |
| 2305 | | Marina Operator II | 19 | 7½/37½ |
| 2215 | | Marketing and Communications Coordinator | 25 | 7/35 |
| 2283 | | Multimedia Designer | 24 | 7/35 |
| 2360 | a,d,j | Office Support Clerk I | 11 | 7/35 |
| 2361 | b | Office Support Clerk II | 13 | 7/35 |
| 2359 | a | Office Support Clerk III | 15 | 7/35 |
| 665 | | Park Board Stores Operations Supervisor | 22 | 8/40 |
| 2370 | | Park Ranger | 18 | 8/40 |
| 57 | | Payroll Clerk I | 15 | 7/35 |
| 816 | | Planned Maintenance Coordinator | 22 | 7½/37½ |
| 805 | | Planner I - Park Board | 29◆ | 7/35 |
| 1447 | | Planner II - Park Board | 31◆ | 7/35 |
| 211 | | Planner III | 34◆ | 7/35 |
| 8105 | | Planning Analyst | 24 | 7/35 |
| 206 | | Planning Assistant III | 21 | 7/35 |
| 857 | | Plant Documentation Technician | 21 | 7/35 |
| 2149 | | Policy Analyst | 29◆ | 7/35 |
| 1428 | | Program Assistant I | 9 | 8/40 |
| 1429 | | Program Assistant II | 12 | 8/40 |
| 1430 | | Program Assistant III | 16 | 8/40 |
| 2358 | | Program Coordinator - Ray Cam Co-operative Centre | 22 | 7/35 |
| 135 | | Property Development Officer I | 31◆ | 7/35 |
59.
### SCHEDULE "A" (cont'd)
Page 3
| Class Code | Footnote | Classification | Pay Grade | Hours |
| :--- | :--- | :--- | :--- | :--- |
| 1348 | | Purchasing Clerk - Dept. | 14 | 7/35 |
| 675 | nc | Recreation Facility Clerk | 15 | 7/35 |
| 1336 | | Recreation Programmer I | 18 | 7/35 |
| 8111 | | Recreation Programmer II | 20 | 7/35 |
| 1334 | | Recreation Services Coordinator | 25 | 7/35 |
| 2325 | | Recreation Software Analyst | 24 | 7/35 |
| 735 | | Research Assistant | 17 | 7/35 |
| 1431 | | Rink Attendant | 11 | 8/40 |
| 920 | | Skate Room Attendant | 12 | 8/40 |
| 9226 | | Small Equipment Coordinator - Park Board | 19 | 7/35 |
| 386 | | Social Planner II | 31♦ | 7/35 |
| 111 | a,d,g | Storekeeper I | 18 | 7/35 |
| 113 | d | Storekeeper II | 19 | 7/35 |
| 850 | | Supervisor, Computer Graphics System | 26 | 7/35 |
| 817 | e,i | Supervisor - Beaches and Outdoor Pools | 22 | 7/35 |
| 2345 | | Supervisor - Large Aquatic Facility | 22 | 7/35 |
| 2242 | | Supervisor - Maintenance Technicians | 23 | 7½/37½ |
| 628 | i | Utility Maintenance Worker I | 14 | 7½/37½ |
| 9212 | i | Utility Maintenance Worker II | 15 | 7½/37½ |
| 2351 | i | Utility Maintenance Worker III – Lead Hand | 16 | 7½/37½ |
| 2274 | | Volunteer Program Assistant II | 18 | 7/35 |
| 2326 | | Web Designer | 24 | 7/35 |
| 2152 | | Working Supervisor - Building Services | 15 | 7½/37½ |
### Footnotes for Pay Plan Structure 2016-2019:
* **♦** : The Employer and the Union agree that, where a wage adjustment is made, it shall not be used as the basis for argument or as comparison criteria to alter the classification or value of any other classification.
* **nc** : Non-criterion class - should not be used for comparison purpose.
* **(a)** : These positions may work a 37½ hour work week.
* **(b)** : Two positions in Major Maintenance work a 37½ work week.
* **(c)** : These positions work a 37½ hour work week for the period April 1st to September 30, as required.
* **(d)** : These positions may work a 40 hour work week.
* **(e)** : These positions may work a 40 hour work week between Victoria Day and Labour Day.
* **(f)** : Pay grade includes consideration for working irregular hours.
* **(g)** : Plus one pay grade for equipment servicing duties.
* **(i)** : Plus shift premium, where applicable.
* **(j)** : These positions receive an increment each six months, and all others annually, except as provided as follows:
Eligibility for advancement from one step (increment) to the next is as follows:
| Pay Grades | Eligibility |
| :--- | :--- |
| **Pay Grades 9 to 14** | 6 month eligibility to move from steps 1 to 2 and 2 to 3; thereafter 12 month eligibility. |
60.
# SCHEDULE "A" (cont'd)
Page 4
| | |
| --- | --- |
| Pay Grade 15 | 6 month eligibility to move from step 1 to 2; thereafter 12 month eligibility. |
| Pay Grade 16 and above | 12 month eligibility. |
(k) Steps 4 and 5 only because of the requirement to supervise Golf Course Ranger I's.
## First Aid Premiums
Employees who are required by the Employer to perform first aid duties in addition to their normal duties and who hold a valid Workers' Compensation Board Occupational Health and Safety First Aid Certificate shall be paid a premium in accordance with the certificate required by the Employer as follows:
| Certificate | Full-Time Employees | Regular Part-Time & Auxiliary Employees |
| :--- | :--- | :--- |
| OFA Level II | $125 per month | 80¢ per hour |
| OFA Level III | $145 per month | 95¢ per hour |
The Employer will pay course fees, including recertification course fees, for the OFA Level II and/or III course for employees who are required to have such certification.
## Weekly Hours
Where employees have a normal work week that is different than thirty-five (35) hours per week, they shall be paid their hourly rate multiplied by the number of hours worked.
61.
SCHEDULE "A" (cont'd) Page 5
# PAY PLAN
## BOARD OF PARKS AND RECREATION
### SALARY RANGES FOR CLASSES OF POSITIONS COVERED BY AGREEMENT WITH CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL 15 - VMECW
#### Effective 2020 January 01 – 2022 December 31
## HOURLY WAGE RATES
### Effective January 1, 2020
| Pay Grade | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
| :--- | :--- | :--- | :--- | :--- | :--- |
| 9 | 20.14 | 20.94 | 21.77 | 22.59 | 23.56 |
| 10 | 20.94 | 21.77 | 22.59 | 23.56 | 24.48 |
| 11 | 21.77 | 22.59 | 23.56 | 24.48 | 25.44 |
| 12 | 22.59 | 23.56 | 24.48 | 25.44 | 26.49 |
| 13 | 23.56 | 24.48 | 25.44 | 26.49 | 27.59 |
| 14 | 24.48 | 25.44 | 26.49 | 27.59 | 28.69 |
| 15 | 25.44 | 26.49 | 27.59 | 28.69 | 29.89 |
| 16 | 26.49 | 27.59 | 28.69 | 29.89 | 31.13 |
| 17 | 27.59 | 28.69 | 29.89 | 31.13 | 32.41 |
| 18 | 28.69 | 29.89 | 31.13 | 32.41 | 33.77 |
| 19 | 29.89 | 31.13 | 32.41 | 33.77 | 35.15 |
| 20 | 31.13 | 32.41 | 33.77 | 35.15 | 36.63 |
| 21 | 32.41 | 33.77 | 35.15 | 36.63 | 38.16 |
| 22 | 33.77 | 35.15 | 36.63 | 38.16 | 39.76 |
| 23 | 35.15 | 36.63 | 38.16 | 39.76 | 41.50 |
| 24 | 36.63 | 38.16 | 39.76 | 41.50 | 43.26 |
| 25 | 38.16 | 39.76 | 41.50 | 43.26 | 45.05 |
| 26 | 39.76 | 41.50 | 43.26 | 45.05 | 46.98 |
| 27 | 41.50 | 43.26 | 45.05 | 46.98 | 49.02 |
| 28 | 43.26 | 45.05 | 46.98 | 49.02 | 51.10 |
| 29 | 45.05 | 46.98 | 49.02 | 51.10 | 53.28 |
| 30 | 46.98 | 49.02 | 51.10 | 53.28 | 55.63 |
| 31 | 49.02 | 51.10 | 53.28 | 55.63 | 57.99 |
| 32 | 51.10 | 53.28 | 55.63 | 57.99 | 60.51 |
| 33 | 53.28 | 55.63 | 57.99 | 60.51 | 63.12 |
| 34 | 55.63 | 57.99 | 60.51 | 63.12 | 65.80 |
| | | | | | |
| 13 (a) | 23.88 | 24.89 | 25.94 | 26.89 | 28.06 |
62.
SCHEDULE “A” (cont’d)
Page 6
### HOURLY WAGE RATES
#### Effective December 31, 2020
| Pay Grade | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
| :--- | :--- | :--- | :--- | :--- | :--- |
| 9 | 20.44 | 21.26 | 22.09 | 22.93 | 23.91 |
| 10 | 21.26 | 22.09 | 22.93 | 23.91 | 24.85 |
| 11 | 22.09 | 22.93 | 23.91 | 24.85 | 25.82 |
| 12 | 22.93 | 23.91 | 24.85 | 25.82 | 26.89 |
| 13 | 23.91 | 24.85 | 25.82 | 26.89 | 28.00 |
| 14 | 24.85 | 25.82 | 26.89 | 28.00 | 29.12 |
| 15 | 25.82 | 26.89 | 28.00 | 29.12 | 30.33 |
| 16 | 26.89 | 28.00 | 29.12 | 30.33 | 31.60 |
| 17 | 28.00 | 29.12 | 30.33 | 31.60 | 32.90 |
| 18 | 29.12 | 30.33 | 31.60 | 32.90 | 34.27 |
| 19 | 30.33 | 31.60 | 32.90 | 34.27 | 35.68 |
| 20 | 31.60 | 32.90 | 34.27 | 35.68 | 37.18 |
| 21 | 32.90 | 34.27 | 35.68 | 37.18 | 38.73 |
| 22 | 34.27 | 35.68 | 37.18 | 38.73 | 40.35 |
| 23 | 35.68 | 37.18 | 38.73 | 40.35 | 42.12 |
| 24 | 37.18 | 38.73 | 40.35 | 42.12 | 43.90 |
| 25 | 38.73 | 40.35 | 42.12 | 43.90 | 45.73 |
| 26 | 40.35 | 42.12 | 43.90 | 45.73 | 47.69 |
| 27 | 42.12 | 43.90 | 45.73 | 47.69 | 49.76 |
| 28 | 43.90 | 45.73 | 47.69 | 49.76 | 51.87 |
| 29 | 45.73 | 47.69 | 49.76 | 51.87 | 54.07 |
| 30 | 47.69 | 49.76 | 51.87 | 54.07 | 56.46 |
| 31 | 49.76 | 51.87 | 54.07 | 56.46 | 58.85 |
| 32 | 51.87 | 54.07 | 56.46 | 58.85 | 61.41 |
| 33 | 54.07 | 56.46 | 58.85 | 61.41 | 64.07 |
| 34 | 56.46 | 58.85 | 61.41 | 64.07 | 66.78 |
| **13 (a)** | **24.24** | **25.27** | **26.33** | **27.30** | **28.48** |
SCHEDULE "A" (cont'd)
63.
Page 7
# HOURLY WAGE RATES
### Effective January 1, 2021
| Pay Grade | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
| :--- | :--- | :--- | :--- | :--- | :--- |
| 9 | 20.85 | 21.69 | 22.53 | 23.39 | 24.39 |
| 10 | 21.69 | 22.53 | 23.39 | 24.39 | 25.35 |
| 11 | 22.53 | 23.39 | 24.39 | 25.35 | 26.34 |
| 12 | 23.39 | 24.39 | 25.35 | 26.34 | 27.43 |
| 13 | 24.39 | 25.35 | 26.34 | 27.43 | 28.56 |
| 14 | 25.35 | 26.34 | 27.43 | 28.56 | 29.70 |
| 15 | 26.34 | 27.43 | 28.56 | 29.70 | 30.94 |
| 16 | 27.43 | 28.56 | 29.70 | 30.94 | 32.23 |
| 17 | 28.56 | 29.70 | 30.94 | 32.23 | 33.56 |
| 18 | 29.70 | 30.94 | 32.23 | 33.56 | 34.96 |
| 19 | 30.94 | 32.23 | 33.56 | 34.96 | 36.39 |
| 20 | 32.23 | 33.56 | 34.96 | 36.39 | 37.92 |
| 21 | 33.56 | 34.96 | 36.39 | 37.92 | 39.50 |
| 22 | 34.96 | 36.39 | 37.92 | 39.50 | 41.16 |
| 23 | 36.39 | 37.92 | 39.50 | 41.16 | 42.96 |
| 24 | 37.92 | 39.50 | 41.16 | 42.96 | 44.78 |
| 25 | 39.50 | 41.16 | 42.96 | 44.78 | 46.64 |
| 26 | 41.16 | 42.96 | 44.78 | 46.64 | 48.64 |
| 27 | 42.96 | 44.78 | 46.64 | 48.64 | 50.76 |
| 28 | 44.78 | 46.64 | 48.64 | 50.76 | 52.91 |
| 29 | 46.64 | 48.64 | 50.76 | 52.91 | 55.15 |
| 30 | 48.64 | 50.76 | 52.91 | 55.15 | 57.59 |
| 31 | 50.76 | 52.91 | 55.15 | 57.59 | 60.03 |
| 32 | 52.91 | 55.15 | 57.59 | 60.03 | 62.64 |
| 33 | 55.15 | 57.59 | 60.03 | 62.64 | 65.35 |
| 34 | 57.59 | 60.03 | 62.64 | 65.35 | 68.12 |
| 13 (a) | 24.72 | 25.78 | 26.86 | 27.85 | 29.05 |
SCHEDULE "A" (cont'd)
64.
Page 8
### HOURLY WAGE RATES
#### Effective January 1, 2022
| Pay Grade | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
|---|---|---|---|---|---|
| 9 | 21.27 | 22.12 | 22.98 | 23.86 | 24.88 |
| 10 | 22.12 | 22.98 | 23.86 | 24.88 | 25.86 |
| 11 | 22.98 | 23.86 | 24.88 | 25.86 | 26.87 |
| 12 | 23.86 | 24.88 | 25.86 | 26.87 | 27.98 |
| 13 | 24.88 | 25.86 | 26.87 | 27.98 | 29.13 |
| 14 | 25.86 | 26.87 | 27.98 | 29.13 | 30.29 |
| 15 | 26.87 | 27.98 | 29.13 | 30.29 | 31.56 |
| 16 | 27.98 | 29.13 | 30.29 | 31.56 | 32.87 |
| 17 | 29.13 | 30.29 | 31.56 | 32.87 | 34.23 |
| 18 | 30.29 | 31.56 | 32.87 | 34.23 | 35.66 |
| 19 | 31.56 | 32.87 | 34.23 | 35.66 | 37.12 |
| 20 | 32.87 | 34.23 | 35.66 | 37.12 | 38.68 |
| 21 | 34.23 | 35.66 | 37.12 | 38.68 | 40.29 |
| 22 | 35.66 | 37.12 | 38.68 | 40.29 | 41.98 |
| 23 | 37.12 | 38.68 | 40.29 | 41.98 | 43.82 |
| 24 | 38.68 | 40.29 | 41.98 | 43.82 | 45.68 |
| 25 | 40.29 | 41.98 | 43.82 | 45.68 | 47.57 |
| 26 | 41.98 | 43.82 | 45.68 | 47.57 | 49.61 |
| 27 | 43.82 | 45.68 | 47.57 | 49.61 | 51.78 |
| 28 | 45.68 | 47.57 | 49.61 | 51.78 | 53.97 |
| 29 | 47.57 | 49.61 | 51.78 | 53.97 | 56.25 |
| 30 | 49.61 | 51.78 | 53.97 | 56.25 | 58.74 |
| 31 | 51.78 | 53.97 | 56.25 | 58.74 | 61.23 |
| 32 | 53.97 | 56.25 | 58.74 | 61.23 | 63.89 |
| 33 | 56.25 | 58.74 | 61.23 | 63.89 | 66.66 |
| 34 | 58.74 | 61.23 | 63.89 | 66.66 | 69.48 |
---
| Pay Grade | Step 1 | Step 2 | Step 3 | Step 4 | Step 5 |
|---|---|---|---|---|---|
| 13 (a) | 25.21 | 26.30 | 27.40 | 28.41 | 29.63 |
65.
# SCHEDULE "B"
### This is Schedule "B" referred to in Clause 23 of this Agreement
## AUXILIARY AND TEMPORARY FULL-TIME EMPLOYEES
---
### Table of Contents:
Preamble
* **Part A** - Applicable Clauses
* **Part B** - Auxiliary or Temporary Full-Time Employees with less than one year of continuous work
* **Part C** - Temporary Full-Time capacity with one year of continuous work
* **Part D** - Seniority
* **Part E** - Recognition of Past Service Upon Appointment to Regular Full-Time Position
---
## PREAMBLE
Part A and B of this Schedule apply to:
11.16 Employees (Auxiliary or Temporary Full-Time) who have less than one (1) year of continuous work in a temporary full time capacity.
11.17 Temporary Full-Time employees hired into a posted Temporary Full-Time position but who have not yet worked continuously in the position for one (1) year.
Clauses omitted from Part A do not apply and those clauses in Part A referenced to Part B or Part D of this schedule apply only as specified in Part B or Part D of this schedule.
Temporary Full-Time Employees who have worked continuously for a minimum of two (2) years following their appointment to a posted position in one of the business units shall be converted to regular full time status and this Schedule "B" shall no longer apply to them.
Part C of this Schedule applies to employees who have worked continuously for one (1) year or more in a temporary full-time capacity and continue to work in a temporary full time capacity.
Part D of the Schedule applies to all Auxiliary and Temporary Full-Time Employees who have acquired seniority pursuant to Clause 12 of the Collective Agreement.
66.
SCHEDULE “B” (cont’d)
Page 2
### PART A – APPLICABLE CLAUSES
1. DEFINITIONS
2. TERM OF THE AGREEMENT
3. UNION SECURITY
4. RIGHTS OF MANAGEMENT
5. REMUNERATION
5.1 Salary Schedule
5.2 Shift Differential
5.3 Hiring Above First Step.................................. (Temporary Full-Time Employees only)
5.4 Effective Date for Individual Adjustments
5.5 Derivation of Biweekly and Monthly Rates
5.6 Premium Pay for Fluency in a Second Language
6. PAY FOR ACTING SENIOR CAPACITY.......(Temporary Full-Time Employees only)
PAY FOR ACTING SENIOR CAPACITY ......(Auxiliary Employees only).. Part B
7. TRANSPORTATION ALLOWANCE
8. OVERTIME, CALL OUT, STANDBY & MEAL BREAKS ............................. Part B
9. VACATIONS AND PUBLIC HOLIDAYS
9.1 Vacations Part B............................................................................... Part B
9.3 Public Holidays................................................................................ Part B
10. EMPLOYEE BENEFITS
10.1 Benefit Administration...................................................................... Part B
10.2 Medical Coverage ........................................................................... Part B
10.3 Group Life Insurance......................................................................... Part B
10.4 Dental Services Plan ........................................................................ Part B
10.5 Same Sex Benefits .......................................................................... Part B
10.6 Sick Leave and Gratuity Plan .......................................................... Part B
10.8 Compassionate Leave....................................................................... Part B
10.9 Maternity and Parental Leave............................................................ Part B
10.11 Court Attendance and Jury Duty ........................................................ Part B
10.12 Resignation and Re-employment......................................................... Part B
10.13 Municipal Pension Plan ..................................................................... Part B
11. WORKING CONDITIONS
11.1 Work Week....................................................................................... Part B
11.1.1 Daily Guarantee
11.2 Posting Positions and Filling Vacancies
(a) Posting.................................................................................. Part B
(b) Employee’s Eligibility to Apply on an Equal Basis for Posted Position
(c)2 Temporary positions not posted ............................................. Part B
(d) Procedures for Employees on Vacation or Authorized Leave
(e) Union Notification
(f) Posting Information
67.
SCHEDULE "B" (cont'd)
Page 3
(h) Filling of Vacancies
11.3 Promotions, Transfers and Demotions
(a) Criteria for selection
(c) Pay Rates Upon Promotion................................................ Part B
11.7 Changes Affecting the Agreement
11.8 Directives Interpreting the Agreement
11.9 Personnel Records
11.10 Procedure for Obtaining Membership Information
11.11 Employees with Disabilities
11.12 Reclassification of Positions and Classification of New Positions
11.13 Occupational Health and Safety
11.14 Security and Related Monitoring Equipment
11.15 Student and Grant Employment
12. SENIORITY
13. LEAVE OF ABSENCE – OFFICIAL UNION REPRESENTATIVES
14. DISCIPLINE, SUSPENSION AND DISCHARGE
15. GRIEVANCE PROCEDURE
15.1 Grievances
15.2 Policy Grievances
15.3 Suspension or Dismissal
15.4 Variations
16. TECHNOLOGICAL CHANGE
17. EMPLOYMENT EQUITY
18. AGREEMENT AS TO CONDITIONS NOT MENTIONED
19. OCCUPATIONAL HEALTH PLAN......(Témpory Full-Time Employees only)
20. HUMAN RIGHTS
21. HARASSMENT
22. CONSULTATION COMMITTEE
SCHEDULE "A" (including Footnotes for Pay Plan Structure section, where applicable)
SCHEDULE "A-1"
SCHEDULE "D"
SCHEDULE "E" (as applicable)
SCHEDULE "F"
LETTER OF UNDERSTANDING – Telecommuting.(Temporary Full-Time Employees only)
LETTER OF UNDERSTANDING – Long Term Replacement of Regular Employees (Temporary Full-Time Employees only)
LETTER OF UNDERSTANDING – Expedited Dispute Resolution Process
LETTER OF UNDERSTANDING – Union-Paid Leave for Employees Who Are Not "Official Union Representatives"
LETTER OF AGREEMENT – City Use of Agency Personnel (Temporary Full Time Employees only)
68.
SCHEDULE "B" (cont'd) Page 4
## PART B – EMPLOYEES (AUXILIARY OR TEMPORARY FULL-TIME) WHO HAVE LESS THAN ONE (1) YEAR OF CONTINUOUS WORK IN A TEMPORARY FULL-TIME CAPACITY
### B. 6. Pay for Acting Senior Capacity (Auxiliary Only)
The Parties may mutually establish Complementary Classifications. Such determinations shall not establish a precedent.
Should an Auxiliary temporarily leave their customary classification to perform the duties associated with a higher paying Complementary Classification, such Auxiliary employees shall receive:
a) Where the new pay range overlaps that of the former Complementary Classification, the rate of pay shall be one step above the employee's present rate; or
b) Where the new pay range does not overlap that of the former Complementary Classification, the rate of pay shall be the first step in the salary range of the new Complementary Classification.
The increase shall only apply for the duration of the assignment. On return to the "home" classification, step placement will factor in hours worked at the higher-rated Complementary Classification.
### B. 8.1 Overtime
(1) Overtime for Employees Working Standard Hours
(a) Overtime compensation shall be paid for all overtime worked at time and one-half (1.5x) the regular rate of pay for the first two (2) hours of overtime worked in excess of eight (8) hours in a day or forty (40) straight time hours in a week and double (2x) the regular rate of pay for all overtime in excess of the first two (2) hours.
(b) When an employee has not worked forty (40) straight-time hours on five (5) days during the week, the employee may work on the sixth (6th) and/or seventh (7th) day of work in that week at straight-time pay until such time as the employee has worked forty (40) straight-time hours and thereafter overtime provisions shall apply.
(c) Employees shall not have less than thirty-two (32) consecutive hours free from work between each week. Where an employee works within the thirty-two (32) hour free period, the time worked during the work free period shall be subject to the appropriate overtime provisions.
69.
SCHEDULE "B" (cont'd)
Page 5
(2) Overtime for Employees Working Compressed Work Week Hours
(a) Where an Auxiliary or Temporary Full-Time employee is replacing an employee, or is required to work compressed work week hours in a section on a compressed work week, overtime compensation shall be paid for all hours worked in excess of:
(1) the greater of eight (8) hours in a day or the daily hours for the compressed work week; or,
(2) the greater of forty (40) straight time hours in a week or the straight time hours the compressed work week schedule would have included in that week.
Overtime shall be paid on the basis of time and one-half (1.5x) the regular rate of pay for the first two (2) hours of overtime and double (2x) the regular rate of pay for all overtime in excess of the first two (2) hours.
(b) When an employee has not worked forty (40) straight-time hours during the week, the employee may work additional hours that week at straight-time pay until such time as the employee has worked forty (40) straight-time hours and thereafter overtime provisions shall apply.
(c) Employees shall not have less than thirty-two (32) consecutive hours free from work between each week. Where an employee works within the thirty-two (32) hour free period, the time worked during the work free period shall be subject to the appropriate overtime provisions.
(3) Where an additional shift would create an overtime situation, an employee has a responsibility to obtain approval from the supervisor(s) involved before working extra shift(s).
B. 8.2 Callout
An employee who is required to return to work without prior notice following the completion of their scheduled shift shall be entitled to double (2X) their regular rate of pay for the time worked with a minimum three (3) hours.
Where an employee is called and offered additional hours, but is not required to report to work, this callout provision shall not apply.
70.
SCHEDULE “B” (cont’d)
Page 6
### B. 8.3 Standby
When an employee is specifically required to stand by and be available for a callout, they shall be entitled to:
* one (1) hour’s pay at the employee’s regular rate of pay for each full period of eight (8) hours.
* one-half (1/2) hour’s pay at the employee’s regular rate of pay when the standby time exceeds a multiple of eight (8) hours and the remainder of the stand-by time is not more than one-half (1/2) of the standby period of eight (8) hours.
### B. 8.4 Meal Breaks
(a) Employees who are required to work overtime while relieving in a Regular Full Time position shall be eligible for one-half (1/2) hour paid Meal Breaks at double (2X) the employee’s regular rate of pay.
(b) Employees who are required to work overtime on the sixth (6th) and seventh (7th) day of the week pursuant to Clause B.8.1(b) shall be eligible for a one-half (1/2) hour paid meal break at the applicable overtime rate.
### B. 9.1 Vacations, Compassionate Leave, Court and Jury Duty
An employee receiving twelve percent (12%) or sixteen percent (16%) in lieu of benefits as per B.10 of this Schedule may, upon request, be granted leave of absence without pay for vacation, compassionate leave, court and jury duty purposes, with scheduling subject to operational requirements, where appropriate.
### B. 9.3 Public Holidays
A public holiday will be treated as a normal working day and an employee who works on a public holiday will be paid straight time rates for the hours worked on the holiday and at normal overtime rates for any hours worked in excess of normal daily or weekly hours.
Compensation for public holidays is otherwise covered in the percentage paid in lieu of benefits
### B. 10 Employee Benefits and Percentage in Lieu of Benefits Replaces 10.2, 3, 4, 6, 8, 11
(a) Employees (Auxiliary or Temporary Full-Time) who have less than one (1) year of continuous work in a Temporary Full-Time capacity.
(1) From date of hire to the completion of 1200 hours of work in two (2) consecutive calendar years, employees shall be paid an amount equal to twelve percent (12%) of their regular earnings in lieu of all employee benefits, including group life, medical, extended health, dental, vacation, public holidays, sick leave, gratuity, compassionate leave, court attendance and jury duty.