Common use of JOINT MEMBERSHIP PLAN Clause in Contracts

JOINT MEMBERSHIP PLAN. The University agrees that regular Full-Time and Part-Time employees who are members of the Canadian Union of Public Employees, Local 1230 Bargaining Unit, are eligible for membership in the Joint Membership Plan for staff of the University of Toronto subject to the provisions established with respect to such membership. The Employer shall have the right to amend or change the said Joint Membership Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. The Employer agrees to contribute not less than fifty (50) percent of the premiums for employees participating in the University of Toronto Vision Care Plan. Increase coverage for eligible eyewear (which includes contact lenses and prescription sunglasses) to a combined maximum of $300 (July 1, 2012) and $350 (July 1, 2013), and $400 (July 1, 2016) twenty four (24) months per family member as soon as practical. The Parties agree to be governed by the provisions and regulations of the said plan for the term of this Agreement. The Employer shall have the right to amend or change the Vision Care Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. Participation in the Vision Care Plan is mandatory for all members of the Bargaining Unit, with the following exception: employees who have Vision Care coverage through their spouse will be exempted from participation in the Vision Care Plan. The University agrees that the document entitled “Guidelines for the Use of Visual Display Terminals” developed by the Office of Occupational Health and Safety, shall apply to the Bargaining Unit. The Parties agree that should the guideline specified above be modified by the Office of Occupational Health and Safety during the life of this Collective Agreement such modifications shall apply to the Bargaining Unit. Where the Employer requires safety shoes or boots to be worn as a condition of employment, upon proof of original receipt the Employer will pay to the employee a safety shoe or boot allowance up to one hundred seventy-five (175) dollars annually. Safety shoes or boots must be Canadian Standards Association approved, and be in serviceable condition as determined by the employee’s Supervisor.

JOINT MEMBERSHIP PLAN. The University agrees that regular Full-Time and Part-Time employees who are members of the Canadian Union of Public Employees, Local 1230 Bargaining Unit, are eligible for membership in the Joint Membership Plan for staff of the University of Toronto subject to the provisions established with respect to such membership. The Employer shall have the right to amend or change the said Joint Membership Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. The Employer agrees to contribute not less than fifty (50) percent of the premiums for employees participating in the University of Toronto Vision Care Plan. Increase coverage for eligible eyewear (which includes contact lenses and prescription sunglasses) to a combined maximum of $300 (July 1, 2012) and $350 (July 1, 2013), and $400 (July 1, 2016) twenty four (24) months per family member as soon as practical. The Parties parties agree to be governed by the provisions and regulations of the said plan for the term of this Agreement. The Employer shall have the right to amend or change the Vision Care Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. Participation in the Vision Care Plan is mandatory for all members of the Bargaining Unit, with the following exception: employees who have Vision Care coverage through their spouse will be exempted from participation in the Vision Care Plan. The University agrees that the document entitled “Guidelines for the Use of Visual Display Terminals” developed by the Office of Occupational Health and Safety, shall apply to the Bargaining Unit. The Parties parties agree that should the guideline specified above be modified by the Office of Occupational Health and Safety during the life of this Collective Agreement such modifications shall apply to the Bargaining Unit. Where the Employer requires safety shoes or boots to be worn as a condition of employment, upon proof of original receipt the Employer will pay to the employee a safety shoe or boot allowance up to one hundred seventy-five (175) dollars annually. Safety shoes or boots must be Canadian Standards Association approved, and be in serviceable condition as determined by the employee’s Supervisor.

JOINT MEMBERSHIP PLAN. The University agrees that regular Fullfull-Time and Part-Time time employees who are members of the Canadian Union of Ontario Public EmployeesService Employees Union, Local 1230 Bargaining Unit, 578 bargaining unit are eligible for membership in the Joint Membership Plan for staff of the University of Toronto subject to the provisions established with respect to such membership. The Employer shall have the right to amend or change the said Joint Membership Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will with discuss such amendments or changes that have been made to the said plan with the Union. The Employer agrees to contribute not less than fifty (50) percent % of the premiums for employees participating in the University of Toronto Vision Care Plan. Increase coverage for eligible eyewear (which includes contact lenses and prescription sunglasses) to a combined maximum of $300 (July 1, 2012) and $350 (July 1, 2013), and $400 (July 1, 2016) twenty four (24) months per family member as soon as practical. The Parties parties agree to be governed by the provisions and regulations of the said plan for the term of this Agreement. The Employer shall have the right to amend or change the said Vision Care Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. Participation in the Vision Care Plan is mandatory for all members a condition of the Bargaining Unit, with the following exception: employment. Only employees who have Vision Care vision care insurance coverage through their spouse will be exempted from participation. The Employer will not be required to make any payment in lieu of premiums to any employee who is thus exempt from participation in the Vision Care Plan. Participating members who cancel coverage will not be allowed to rejoin the plan. SCHEDULE H: SEVERANCE PAY ************************** Continuous Years Of Service At Enhanced Severance Pay Date of Layoff Severance Pay Effective Date of Layoff 10 11 24 11 12 26 12 13 28 13 15 30 15 19 35 16 21 38 17 23 42 18 25 44 19 27 48 20 29 52 21 31 52 22 33 52 23 35 52 24 37 52 25 39 52 26 41 52 27 43 52 28 45 52 29 47 52 30 52 52 31 52 52 MEMORANDUM OF AGREEMENT: PENSIONS ******************** (This information is being retained as an historical document that was ratified with the May 1, 1996 to June 30, 2002 collective agreement. The current provisions of the University agrees of Toronto Pension Plan shall apply). A “bridge benefit” will be payable under the early retirement window equal to: 0.4% of Highest Average Earnings up to the Average CPP Maximum Salary Times Pensionable Service Reduced by Three (3%) percent for each year (prorated for partial years) that the early retirement date precedes the first of the month following age sixty (60). The bridge benefit is payable until the earlier of the first of the month in which the participant reaches age sixty-five (65) or the first of the month in which the participant dies. The bridge benefit is subject to the same indexations as the pension Plan. (This information is being retained as an historical document entitled that was ratified with the May 1, 1996 to June 30, 2002 collective agreement.) OPSEU, Local 578 is the bargaining agent for all current and former bargaining unit employees (i.e., active, deferred, and retired members) of the Ontario Institute for Studies in Education Pension Plan (the “Guidelines OISE Pension Plan”). Effective the date of ratification of this collective agreement, the OISE Pension Plan will be amended for active members on such date who are bargaining unit employees to duplicate the provisions of the University of Toronto Pension Plan as in effect on June 30, 1999 for all pensionable service, subject to the amendments below. Without limiting the foregoing, this includes amending the OISE Pension Plan in respect of OPSEU, Local 578 bargaining unit employees to duplicate the language of the University of Toronto Pension Plan in respect of retirement dates, retirement benefits, forms of payment, cost-of-living adjustments (i.e., indexation of pensions), benefits on termination of employment and death, member required contributions and all administrative provisions, as they apply under the University of Toronto Pension Plan to administrative staff. Effective the date of ratification, for purposes of determining the cost-of-living adjustments that apply to former bargaining unit employees who are retired or deferred members under the OISE Pension Plan, the increase in the Consumer Price Index shall be determined in accordance with the provisions of the University of Toronto Pension Plan (i.e., CPI-Canada measured over a calendar year instead of CPI-Ontario measured over April 1 to March 31). Effective the date of ratification, the following amendments to the University of Toronto Pension Plan shall apply under the OISE Pension Plan to active members on such date who are bargaining unit employees:  The accrual rate under the pension formula on that portion of the member’s highest average salary (as defined under the OISE/UT Pension Plan as amended) up to the average CPP maximum salary will be increased from 1.3 percent to 1.5 percent for all applicable pensionable service;  In conjunction with the increase in the accrual rate on salary up to the average CPP maximum salary, the member’s required contributions on salary up to the CPP maximum salary will be increased from 3.9 percent to 4.5 percent (subject to the members’ contribution holiday below);  The adjustment for the Use age of Visual Display Terminals” developed by the Office spouse in connection with the sixty (60) percent survivor pension will be made when the spouse is 15 years younger than the member, rather than the current 10 years younger; and  The Temporary Early Retirement Window will be extended to June 30, 2002 with the same provisions as in effect on June 30, 1999, with the exception that members who elect to retire under the Temporary Early Retirement Window must retire no later than June 30, 2002. It is further provided that the amount of Occupational Health pension determined under the provisions above in respect of pensionable service up to June 30, 1999 shall not be less than the amount of pension based on the provisions of the OISE Pension Plan in effect as of June 30, 1999 and Safetyon the member’s highest average salary and average CPP maximum salary as of June 30, 1999. For purposes of the death benefit prior to retirement, the current minimum of twice member contributions with interest shall continue to apply in respect of contributions made and pensionable service earned up to June 30, 1999. Effective the date of ratification, the provision of the OISE Pension Plan that already applies to certain members under which such members make no contribution to the OISE Pension Plan shall apply to members who are bargaining unit employees retroactive to January 1, 1999 and through to June 30, 2000. Members’ required contributions shall cease as soon as practicable after ratification of this agreement. Members’ required contributions already made to the Bargaining UnitOISE Pension Plan since January 1, 1999 will be refunded to the members, subject to applicable regulatory requirements. Provided there is excess surplus in the University of Toronto Pension Plan as defined under the Income Tax Act on July 1, 2000 that results in certain members making no contributions, members of the OISE Pension Plan who are bargaining unit employees shall make no contributions to the OISE Pension Plan for the period up to but not beyond June 30, 2001. Provided there is excess surplus in the University of Toronto Pension Plan as defined under the Income Tax Act on July 1, 2001 that results in certain members making 50% of the required contributions, members of the OISE Pension Plan who are bargaining unit employees shall make no contributions to the OISE Pension Plan for the period up to but not beyond June 30, 2002. The Parties Union confirms that under no circumstances, including the statutory freeze provisions of the Labour Relations Act, will the member contribution holiday continue beyond June 30, 2002, unless the parties expressly agree in writing. The full contribution holiday rather than the partial contribution holiday is in recognition that should members of the guideline specified above OISE Pension Plan who are bargaining unit employees made required contributions to the OISE Pension Plan during periods when certain other members did not make their required contributions. One (1) member of the OISE/UT, Local 578 bargaining unit shall be modified elected or appointed by the Office of Occupational Health and Safety during the life of this Collective Agreement such modifications shall apply bargaining unit to the Bargaining UnitOISE/UT Faculty Council Standing Committee on Equity and the Personnel/Staff Issues Committee. Where This will confirm our understanding that upon request from the Employer requires safety shoes Union, Human Resource Services will explain why the filling of a new or boots vacant position was not either postponed or done initially on a part-time basis, in order to be worn as assist a condition regular employee who meets the requirements of employment, upon proof the position and was laid-off or received notice of original receipt the Employer will pay layoff subsequent to the employee selection of a safety shoe or boot allowance up person for the position. This will confirm our understanding concerning the interpretation of the policy on leave-of- absence without pay with respect to cases where a leave in excess of one hundred seventy-five (1751) dollars annuallyyear is sought. Safety shoes or boots must be Canadian Standards Association approvedUnusual circumstances may include the situation where there are fixed term commitments in excess of one (1) year but where the individual intends to return to employment at the end of the fixed term, and the leave is appropriate on other policy grounds. Examples might be overseas assignments for CUSO, temporary relocation to accompany spouse, care of children, and enrolment in serviceable condition as determined by a full-time educational program in excess of one (1) year where the employee’s Supervisorindividual expects to return to OISE/UT. However, unusual circumstances do not include the taking on of other employment with the possibility that this other employment may become permanent.

JOINT MEMBERSHIP PLAN. The University agrees that regular Fullfull-Time and Part-Time time employees who are members of the Canadian Union of Ontario Public EmployeesService Employees Union, Local 1230 Bargaining Unit, 578 bargaining unit are eligible for membership in the Joint Membership Plan for staff of the University of Toronto subject to the provisions established with respect to such membership. The Employer shall have the right to amend or change the said Joint Membership Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will with discuss such amendments or changes that have been made to the said plan with the Union. The Employer agrees to contribute not less than fifty (50) percent % of the premiums for employees participating in the University of Toronto Vision Care Plan. Increase coverage for eligible eyewear (which includes contact lenses and prescription sunglasses) to a combined maximum of $300 (July 1, 2012) and $350 (July 1, 2013), and $400 (July 1, 2016) twenty four (24) months per family member as soon as practical. The Parties parties agree to be governed by the provisions and regulations of the said plan for the term of this Agreement. The Employer shall have the right to amend or change the said Vision Care Plan during the term of this Agreement. Should it become necessary to amend or change the said plan, the Employer will discuss such amendments or changes that have been made to the said plan with the Union. Participation in the Vision Care Plan is mandatory for all members a condition of the Bargaining Unit, with the following exception: employment. Only employees who have Vision Care vision care insurance coverage through their spouse will be exempted from participation. The Employer will not be required to make any payment in lieu of premiums to any employee who is thus exempt from participation in the Vision Care Plan. Participating members who cancel coverage will not be allowed to rejoin the plan. ************************** Continuous Years Of Service At Enhanced Severance Pay Date of Layoff Severance Pay Effective Date of Layoff 10 11 24 11 12 26 12 13 28 13 15 30 15 19 35 16 21 38 17 23 42 18 25 44 19 27 48 20 29 52 21 31 52 22 33 52 23 35 52 24 37 52 25 39 52 26 41 52 27 43 52 28 45 52 29 47 52 30 52 52 31 52 52 MEMORANDUM OF AGREEMENT: PENSIONS ******************** (This information is being retained as an historical document that was ratified with the May 1, 1996 to June 30, 2002 collective agreement. The current provisions of the University agrees of Toronto Pension Plan shall apply). A “bridge benefit” will be payable under the early retirement window equal to: 0.4% of Highest Average Earnings up to the Average CPP Maximum Salary Times Pensionable Service Reduced by Three (3%) percent for each year (prorated for partial years) that the early retirement date precedes the first of the month following age sixty (60). The bridge benefit is payable until the earlier of the first of the month in which the participant reaches age sixty-five (65) or the first of the month in which the participant dies. The bridge benefit is subject to the same indexations as the pension Plan. (This information is being retained as an historical document entitled that was ratified with the May 1, 1996 to June 30, 2002 collective agreement.) OPSEU, Local 578 is the bargaining agent for all current and former bargaining unit employees (i.e., active, deferred, and retired members) of the Ontario Institute for Studies in Education Pension Plan (the “Guidelines OISE Pension Plan”). Effective the date of ratification of this collective agreement, the OISE Pension Plan will be amended for active members on such date who are bargaining unit employees to duplicate the provisions of the University of Toronto Pension Plan as in effect on June 30, 1999 for all pensionable service, subject to the amendments below. Without limiting the foregoing, this includes amending the OISE Pension Plan in respect of OPSEU, Local 578 bargaining unit employees to duplicate the language of the University of Toronto Pension Plan in respect of retirement dates, retirement benefits, forms of payment, cost-of-living adjustments (i.e., indexation of pensions), benefits on termination of employment and death, member required contributions and all administrative provisions, as they apply under the University of Toronto Pension Plan to administrative staff. Effective the date of ratification, for purposes of determining the cost-of-living adjustments that apply to former bargaining unit employees who are retired or deferred members under the OISE Pension Plan, the increase in the Consumer Price Index shall be determined in accordance with the provisions of the University of Toronto Pension Plan (i.e., CPI-Canada measured over a calendar year instead of CPI-Ontario measured over April 1 to March 31). Effective the date of ratification, the following amendments to the University of Toronto Pension Plan shall apply under the OISE Pension Plan to active members on such date who are bargaining unit employees: • The accrual rate under the pension formula on that portion of the member’s highest average salary (as defined under the OISE/UT Pension Plan as amended) up to the average CPP maximum salary will be increased from 1.3 percent to 1.5 percent for all applicable pensionable service; • In conjunction with the increase in the accrual rate on salary up to the average CPP maximum salary, the member’s required contributions on salary up to the CPP maximum salary will be increased from 3.9 percent to 4.5 percent (subject to the members’ contribution holiday below); • The adjustment for the Use age of Visual Display Terminals” developed by the Office spouse in connection with the sixty (60) percent survivor pension will be made when the spouse is 15 years younger than the member, rather than the current 10 years younger; and • The Temporary Early Retirement Window will be extended to June 30, 2002 with the same provisions as in effect on June 30, 1999, with the exception that members who elect to retire under the Temporary Early Retirement Window must retire no later than June 30, 2002. It is further provided that the amount of Occupational Health pension determined under the provisions above in respect of pensionable service up to June 30, 1999 shall not be less than the amount of pension based on the provisions of the OISE Pension Plan in effect as of June 30, 1999 and Safetyon the member’s highest average salary and average CPP maximum salary as of June 30, 1999. For purposes of the death benefit prior to retirement, the current minimum of twice member contributions with interest shall continue to apply in respect of contributions made and pensionable service earned up to June 30, 1999. Effective the date of ratification, the provision of the OISE Pension Plan that already applies to certain members under which such members make no contribution to the OISE Pension Plan shall apply to members who are bargaining unit employees retroactive to January 1, 1999 and through to June 30, 2000. Members’ required contributions shall cease as soon as practicable after ratification of this agreement. Members’ required contributions already made to the Bargaining UnitOISE Pension Plan since January 1, 1999 will be refunded to the members, subject to applicable regulatory requirements. Provided there is excess surplus in the University of Toronto Pension Plan as defined under the Income Tax Act on July 1, 2000 that results in certain members making no contributions, members of the OISE Pension Plan who are bargaining unit employees shall make no contributions to the OISE Pension Plan for the period up to but not beyond June 30, 2001. Provided there is excess surplus in the University of Toronto Pension Plan as defined under the Income Tax Act on July 1, 2001 that results in certain members making 50% of the required contributions, members of the OISE Pension Plan who are bargaining unit employees shall make no contributions to the OISE Pension Plan for the period up to but not beyond June 30, 2002. The Parties Union confirms that under no circumstances, including the statutory freeze provisions of the Labour Relations Act, will the member contribution holiday continue beyond June 30, 2002, unless the parties expressly agree in writing. The full contribution holiday rather than the partial contribution holiday is in recognition that should members of the guideline specified above OISE Pension Plan who are bargaining unit employees made required contributions to the OISE Pension Plan during periods when certain other members did not make their required contributions. One (1) member of the OISE/UT, Local 578 bargaining unit shall be modified elected or appointed by the Office of Occupational Health and Safety during the life of this Collective Agreement such modifications shall apply bargaining unit to the Bargaining UnitOISE/UT Faculty Council Standing Committee on Equity and the Personnel/Staff Issues Committee. Where This will confirm our understanding that upon request from the Employer requires safety shoes Union, Human Resource Services will explain why the filling of a new or boots vacant position was not either postponed or done initially on a part-time basis, in order to be worn as assist a condition regular employee who meets the requirements of employment, upon proof the position and was laid-off or received notice of original receipt the Employer will pay layoff subsequent to the employee selection of a safety shoe or boot allowance up person for the position. This will confirm our understanding concerning the interpretation of the policy on leave-of- absence without pay with respect to cases where a leave in excess of one hundred seventy-five (1751) dollars annuallyyear is sought. Safety shoes or boots must be Canadian Standards Association approvedUnusual circumstances may include the situation where there are fixed term commitments in excess of one (1) year but where the individual intends to return to employment at the end of the fixed term, and the leave is appropriate on other policy grounds. Examples might be overseas assignments for CUSO, temporary relocation to accompany spouse, care of children, and enrolment in serviceable condition as determined by a full-time educational program in excess of one (1) year where the employee’s Supervisorindividual expects to return to OISE/UT. However, unusual circumstances do not include the taking on of other employment with the possibility that this other employment may become permanent.