Common use of Preferred Hiring Clause in Contracts

Preferred Hiring. It is understood and agreed that an employee on an approved leave of absence shall not be considered to have declined shift assignment(s) during such leave. Yours truly, Alex Brat Director, Labour Relations LETTER OF INTENT: 'SESSIONAL' CASUAL EMPLOYEES April 17, 2015 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, XX X0X 0X0 Dear Xx. XxxXxxxxx, During the recent collective bargaining negotiations, the parties agreed that at the first Union/Management Committee meeting following ratification of the renewal collective agreement, the University will provide the Union with data which indicates how many bargaining unit members hold "sessional appointments" (i.e. minimum of eight (8) consecutive months corresponding to the academic session) during which they have worked in the same job for the equivalent of at least forty percent (40%) of the number of hours that represents the normal full-time workload in their own Department and Classification per bi-weekly pay period (e.g. 32 hours per bi-weekly pay period where 80 hours represents the normal full-time workload, 30 hours per bi-weekly pay period where 75 hours represents the normal full-time workload, etc.) in at least 15 of the 16 bi-weekly pay periods comprising the "sessional appointment" per year during the past two (2) years. The University will consider requests from the Union to convert such employees to regular part-time status as a sessional employee. Yours truly, Alex Brat Director, Labour Relations INDEX ACCOMMODATION, 22 ARBITRATION, 11 BEREAVEMENT LEAVE, 14 BULLETIN BOARDS, 15 CHANGE OF PERSONAL INFORMATION RELEVANT TO EMPLOYMENT, 12 Clarity Note, 1 CLASSIFICATIONS, 12 CLOTHES, 16 Conversion to Regular part-Time, 27 CORRESPONDENCE, 16 CPR and FIRST AID TRAINING, 24 DEPARTMENTAL DATa REGARDING EMPLOYMENT OF CASUAL EMPLOYEES, 23 Discharge Grievance, 10 Disciplinary Interview, 8 DISCIPLINE, 8 DURATION AND MODIFICATION OF AGREEMENT, 17 Electronic Transfer of Wages, 16 Flag Protocol & International Day of Morning, 30 General, 15 GENERAL PURPOSE, 1 Gratuities – Food and Beverage Service Staff, 21 Grievance Mediation, 10 GRIEVANCE PROCEDURE, 9 Group Grievance, 10 Health and Safety, 6 Hiring Grievances-- Casual Positions, 10 Hours of Work, 12 HOURS OF WORK AND OVERTIME, 12 JOB POSTING, 14 Just Cause, 8 LEAVES OF ABSENCE, 15 Local Union President, 5 MANAGEMENT AND UNION COMMITTEE, 15 MANAGEMENT RIGHTS, 1 Negotiating Committee, 6 NO DISCRIMINATION, 2 No Pyramiding, 13 NO STRIKES AND NO LOCKOUTS, 5 Overtime, 12 PAID HOLIDAYS, 13 Payment for Injured Employees, 7 PERSONNEL FILES, 15 Policy Grievance, 10 Preferred Hiring, 14 Preferred Hiring – Campus Moving, 31 PRINTING OF THE AGREEMENT, 16 PROBATIONARY EMPLOYEES, 12 RECOGNITION AND COVERAGE, 1 Record of Disciplinary Action, 9 RELATIONSHIP, 4 RELIEVING HIGHER CLASSIFICATIONS IN THE BARGAINING UNIT, 15 Rest Periods and Lunch, 13 Safety Shoe or Boot Allowance, 16, 20 SENIORITY, 14 'Sessional' Casual Employees, 32 Sexual Harassment, 3 Sexual Harassment Grievance, 3 Step One, 9 Step Three, 10 Step Two, 9 SUSPENSION OR DISCHARGE, 9 Union Dues, 4 Union Membership, 4 UNION REPRESENTATION, 5 Union Representative, 5 UNION SECURITY AND CHECK OFF, 4 University of Toronto Server training Programme, 26 Vacancies, 29 Vacation Pay, 14 Wage Rates – Casual, 19 WAGES, 16 WORK DONE BY SUPERVISORs, 00 Xxxxxxxxx Xxxxxxxxxx, 0

Preferred Hiring. It is understood and agreed that an employee on an approved leave of absence shall not be considered to have declined shift assignment(s) during such leave. Yours truly, Alex Brat Executive Director, Labour Relations LETTER OF INTENT: '‘SESSIONAL' ’ CASUAL EMPLOYEES April 17September 21, 2015 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, XX Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, During the recent collective bargaining negotiations, the parties agreed that at the first Union/Management Committee meeting following ratification of the renewal collective agreementCollective Agreement, the University will provide the Union with data which indicates how many bargaining unit members hold "sessional appointments" (i.e. minimum of eight (8) consecutive months corresponding to the academic session) during which they have worked in the same job for the equivalent of at least forty percent (40%) of the number of hours that represents the normal full-time workload in their own Department and Classification per bi-weekly pay period (e.g. 32 hours per bi-weekly pay period where 80 hours represents the normal full-time workload, 30 hours per bi-bi- weekly pay period where 75 hours represents the normal full-time workload, etc.) in at least 15 of the 16 bi-weekly pay periods comprising the "sessional appointment" per year during the past two (2) years. The University will consider requests from the Union to convert such employees to regular part-time status as a sessional employee. Yours truly, Alex Brat Executive Director, Labour Relations INDEX LETTER OF INTENT: LEGISLATIVE CHANGES September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, In the event that any legislation is passed that legally requires any adjustments(s) to any of the wage rates in ‘Schedule I: Wage Rates – Casual’ in order to bring the University in compliance with said legislation, then such adjustments(s) will be implemented and will become effective on May 1, 2019, notwithstanding the provisions of this Collective Agreement or any legislation which may permit a later effective date. For clarity, the ‘Hospitality Worker (Tips) – Casual’ classification shall continue to be equivalent to the Ontario “Liquor Servers Minimum Wage” rate in accordance with existing applicable legislation.” Yours truly, Alex Brat Executive Director, Labour Relations LETTER OF UNDERSTANDING: DOMESTIC VIOLENCE September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, The University and the Union agree that all employees have the right to be free from domestic violence. The University recognizes the importance of providing timely and flexible assistance and support to employees experiencing domestic violence. Such assistance and support must be specific to individual needs. Accommodation and support that may be considered include but are not limited to access to campus and community support, including Human Resources, Health & Well-Being Programs & Services, the Community Safety Office, and the Sexual Violence Prevention and Support Centre. Yours truly, Alex Brat Executive Director, Labour Relations ‘SESSIONAL’ CASUAL EMPLOYEES, 40 ACCOMMODATION, 22 30 ACCOMMODATION / RETURN TO WORK, 24 ARBITRATION, 11 16 Arbitration and Mediation Leave, 10 BEREAVEMENT LEAVE, 14 21 BULLETIN BOARDS, 15 22 CHANGE OF PERSONAL INFORMATION RELEVANT TO EMPLOYMENT, 12 18 Clarity Note, 1 CLASSIFICATIONS, 12 18 CLOTHES, 16 Conversion to Regular part23 CONVERSION TO REGULAR PART-TimeTIME, 27 35 CORRESPONDENCE, 16 23 CPR and FIRST AID TRAINING, 24 32 DEPARTMENTAL DATa DATA REGARDING EMPLOYMENT OF CASUAL EMPLOYEES, 23 31 Discharge Grievance, 10 15 Disciplinary Interview, 8 13 DISCIPLINE, 8 12 DOMESTIC VIOLENCE, 42 DURATION AND MODIFICATION OF AGREEMENT, 17 25 Electronic Transfer of Wages, 16 Flag Protocol 24 FLAG PROTOCOL & International Day of MorningINTERNATIONAL DAY OF MOURNING, 30 38 General, 15 22 General Harassment, 6 GENERAL PURPOSE, 1 Gratuities – Gratuities–Food and Beverage Service Staff, 21 29 Grievance Mediation, 10 16 GRIEVANCE PROCEDURE, 9 14 Group Grievance, 10 15 Health and Safety, 6 10 Hiring Grievances-- Casual Positions, 10 16 Hours of Work, 12 18 HOURS OF WORK AND OVERTIME, 12 18 JOB POSTING, 14 21 Just Cause, 8 13 LEAVES OF ABSENCE, 15 21 LEGISLATIVE CHANGES, 41 Local Union President, 5 8 MANAGEMENT AND UNION COMMITTEE, 15 22 MANAGEMENT RIGHTS, 1 2 INDEX Negotiating Committee, 6 9 NO DISCRIMINATION, 2 No Pyramiding, 13 19 No Reprisal, 5 NO STRIKES AND NO LOCKOUTS, 5 8 Overtime, 12 18 PAID HOLIDAYS, 13 19 Payment for Injured Employees, 7 11 PERSONNEL FILES, 15 23 Policy Grievance, 10 15 Preferred Hiring, 14 Preferred Hiring 21 PREFERRED HIRING – Campus MovingCAMPUS MOVING, 31 39 Pregnancy, 12 PRINTING OF THE AGREEMENT, 16 23 PROBATIONARY EMPLOYEES, 12 17 Racial Discrimination, 6 RECOGNITION AND COVERAGE, 1 Record of Disciplinary Action, 9 13 RELATIONSHIP, 4 6 RELIEVING HIGHER CLASSIFICATIONS IN THE BARGAINING UNIT, 15 22 Rest Periods and Lunch, 13 19 Safety Shoe or Boot Allowance, 1624 SAFETY SHOW OR BOOT ALLOWANCE, 28 SENIORITY, 20 SENIORITY, 14 'Sessional' Casual Employees, 32 Sexual Violence and Sexual Harassment, 3 Sexual Harassment Grievance, 3 Step One, 9 14 Step Three, 10 15 Step Two, 9 14 SUSPENSION OR DISCHARGE, 9 13 Union Dues, 4 7 Union Membership, 4 7 UNION REPRESENTATION, 5 8 Union Representative, 5 8 UNION SECURITY AND CHECK OFF, 4 7 University of Toronto Server training Programme, 26 34 Vacancies, 29 37 Vacation Pay, 14 20 Wage Rates – Casual, 19 27 WAGES, 16 24 WORK DONE BY SUPERVISORs, 00 Xxxxxxxxx Xxxxxxxxxx, 0

Preferred Hiring. It is understood and agreed that an employee on an approved leave of absence shall not be considered to have declined shift assignment(s) during such leave. Yours truly, Alex Brat Xxxx Xxxx Executive Director, Labour Relations LETTER OF INTENT: '‘SESSIONAL' ’ CASUAL EMPLOYEES April 17September 21, 2015 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, XX Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, During the recent collective bargaining negotiations, the parties agreed that at the first Union/Management Committee meeting following ratification of the renewal collective agreementCollective Agreement, the University will provide the Union with data which indicates how many bargaining unit members hold "sessional appointments" (i.e. minimum of eight (8) consecutive months corresponding to the academic session) during which they have worked in the same job for the equivalent of at least forty percent (40%) of the number of hours that represents the normal full-time workload in their own Department and Classification per bi-weekly pay period (e.g. 32 hours per bi-weekly pay period where 80 hours represents the normal full-time workload, 30 hours per bi-bi- weekly pay period where 75 hours represents the normal full-time workload, etc.) in at least 15 of the 16 bi-weekly pay periods comprising the "sessional appointment" per year during the past two (2) years. The University will consider requests from the Union to convert such employees to regular part-time status as a sessional employee. Yours truly, Alex Brat Xxxx Xxxx Executive Director, Labour Relations INDEX LETTER OF INTENT: LEGISLATIVE CHANGES September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, In the event that any legislation is passed that legally requires any adjustments(s) to any of the wage rates in ‘Schedule I: Wage Rates – Casual’ in order to bring the University in compliance with said legislation, then such adjustments(s) will be implemented and will become effective on May 1, 2019, notwithstanding the provisions of this Collective Agreement or any legislation which may permit a later effective date. For clarity, the ‘Hospitality Worker (Tips) – Casual’ classification shall continue to be equivalent to the Ontario “Liquor Servers Minimum Wage” rate in accordance with existing applicable legislation.” Yours truly, Xxxx Xxxx Executive Director, Labour Relations LETTER OF UNDERSTANDING: DOMESTIC VIOLENCE September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, The University and the Union agree that all employees have the right to be free from domestic violence. The University recognizes the importance of providing timely and flexible assistance and support to employees experiencing domestic violence. Such assistance and support must be specific to individual needs. Accommodation and support that may be considered include but are not limited to access to campus and community support, including Human Resources, Health & Well-Being Programs & Services, the Community Safety Office, and the Sexual Violence Prevention and Support Centre. Yours truly, Xxxx Xxxx Executive Director, Labour Relations ‘SESSIONAL’ CASUAL EMPLOYEES, 40 ACCOMMODATION, 22 30 ACCOMMODATION / RETURN TO WORK, 24 ARBITRATION, 11 16 Arbitration and Mediation Leave, 10 BEREAVEMENT LEAVE, 14 21 BULLETIN BOARDS, 15 22 CHANGE OF PERSONAL INFORMATION RELEVANT TO EMPLOYMENT, 12 18 Clarity Note, 1 CLASSIFICATIONS, 12 18 CLOTHES, 16 Conversion to Regular part23 CONVERSION TO REGULAR PART-TimeTIME, 27 35 CORRESPONDENCE, 16 23 CPR and FIRST AID TRAINING, 24 32 DEPARTMENTAL DATa DATA REGARDING EMPLOYMENT OF CASUAL EMPLOYEES, 23 31 Discharge Grievance, 10 15 Disciplinary Interview, 8 13 DISCIPLINE, 8 12 DOMESTIC VIOLENCE, 42 DURATION AND MODIFICATION OF AGREEMENT, 17 25 Electronic Transfer of Wages, 16 Flag Protocol 24 FLAG PROTOCOL & International Day of MorningINTERNATIONAL DAY OF MOURNING, 30 38 General, 15 22 General Harassment, 6 GENERAL PURPOSE, 1 Gratuities – Food and Beverage Service Staff, 21 29 Grievance Mediation, 10 16 GRIEVANCE PROCEDURE, 9 14 Group Grievance, 10 15 Health and Safety, 6 10 Hiring Grievances-- Casual Positions, 10 16 Hours of Work, 12 18 HOURS OF WORK AND OVERTIME, 12 18 INDEX, 43 JOB POSTING, 14 21 Just Cause, 8 13 LEAVES OF ABSENCE, 15 21 LEGISLATIVE CHANGES, 41 Local Union President, 5 8 MANAGEMENT AND UNION COMMITTEE, 15 22 INDEX MANAGEMENT RIGHTS, 1 2 Negotiating Committee, 6 9 NO DISCRIMINATION, 2 No Pyramiding, 13 19 No Reprisal, 5 NO STRIKES AND NO LOCKOUTS, 5 8 Overtime, 12 18 PAID HOLIDAYS, 13 19 Payment for Injured Employees, 7 11 PERSONNEL FILES, 15 23 Policy Grievance, 10 15 Preferred Hiring, 14 Preferred Hiring 21 PREFERRED HIRING – Campus MovingCAMPUS MOVING, 31 39 Pregnancy, 12 PRINTING OF THE AGREEMENT, 16 23 PROBATIONARY EMPLOYEES, 12 17 Racial Discrimination, 6 RECOGNITION AND COVERAGE, 1 Record of Disciplinary Action, 9 13 RELATIONSHIP, 4 6 RELIEVING HIGHER CLASSIFICATIONS IN THE BARGAINING UNIT, 15 22 Rest Periods and Lunch, 13 19 Safety Shoe or Boot Allowance, 1624 SAFETY SHOE OR BOOT ALLOWANCE, 28 SENIORITY, 20 SENIORITY, 14 'Sessional' Casual Employees, 32 Sexual Violence and Sexual Harassment, 3 Sexual Harassment Grievance, 3 Step One, 9 14 Step Three, 10 15 Step Two, 9 14 SUSPENSION OR DISCHARGE, 9 13 Union Dues, 4 7 Union Membership, 4 7 UNION REPRESENTATION, 5 8 Union Representative, 5 8 UNION SECURITY AND CHECK OFF, 4 7 University of Toronto Server training Programme, 26 34 Vacancies, 29 37 Vacation Pay, 14 20 Wage Rates – Casual, 19 27 WAGES, 16 24 WORK DONE BY SUPERVISORsSUPERVISORS, 00 Xxxxxxxxx Xxxxxxxxxx, 0

Preferred Hiring. It is understood and agreed that an employee on an approved leave of absence shall not be considered to have declined shift assignment(s) during such leave. Yours truly, Alex Brat Executive Director, Labour Relations LETTER OF INTENT: '‘SESSIONAL' ’ CASUAL EMPLOYEES April 17September 21, 2015 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, XX Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, During the recent collective bargaining negotiations, the parties agreed that at the first Union/Management Committee meeting following ratification of the renewal collective agreementCollective Agreement, the University will provide the Union with data which indicates how many bargaining unit members hold "sessional appointments" (i.e. minimum of eight (8) consecutive months corresponding to the academic session) during which they have worked in the same job for the equivalent of at least forty percent (40%) of the number of hours that represents the normal full-time workload in their own Department and Classification per bi-weekly pay period (e.g. 32 hours per bi-weekly pay period where 80 hours represents the normal full-time workload, 30 hours per bi-bi- weekly pay period where 75 hours represents the normal full-time workload, etc.) in at least 15 of the 16 bi-weekly pay periods comprising the "sessional appointment" per year during the past two (2) years. The University will consider requests from the Union to convert such employees to regular part-time status as a sessional employee. Yours truly, Alex Brat Executive Director, Labour Relations INDEX LETTER OF INTENT: LEGISLATIVE CHANGES September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, In the event that any legislation is passed that legally requires any adjustments(s) to any of the wage rates in ‘Schedule I: Wage Rates – Casual’ in order to bring the University in compliance with said legislation, then such adjustments(s) will be implemented and will become effective on May 1, 2019, notwithstanding the provisions of this Collective Agreement or any legislation which may permit a later effective date. For clarity, the ‘Hospitality Worker (Tips) – Casual’ classification shall continue to be equivalent to the Ontario “Liquor Servers Minimum Wage” rate in accordance with existing applicable legislation.” Yours truly, Alex Brat Executive Director, Labour Relations LETTER OF UNDERSTANDING: DOMESTIC VIOLENCE September 21, 2017 Xx. Xxxxxx XxxXxxxxx National Representative Canadian Union of Public Employees, Local 3261 00 Xxxxxxxx Xxxxxx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Dear Xx. XxxXxxxxx, The University and the Union agree that all employees have the right to be free from domestic violence. The University recognizes the importance of providing timely and flexible assistance and support to employees experiencing domestic violence. Such assistance and support must be specific to individual needs. Accommodation and support that may be considered include but are not limited to access to campus and community support, including Human Resources, Health & Well-Being Programs & Services, the Community Safety Office, and the Sexual Violence Prevention and Support Centre. Yours truly, Alex Brat Executive Director, Labour Relations ‘SESSIONAL’ CASUAL EMPLOYEES, 40 ACCOMMODATION, 22 30 ACCOMMODATION / RETURN TO WORK, 24 ARBITRATION, 11 16 Arbitration and Mediation Leave, 10 BEREAVEMENT LEAVE, 14 21 BULLETIN BOARDS, 15 22 CHANGE OF PERSONAL INFORMATION RELEVANT TO EMPLOYMENT, 12 18 Clarity Note, 1 CLASSIFICATIONS, 12 18 CLOTHES, 16 Conversion to Regular part23 CONVERSION TO REGULAR PART-TimeTIME, 27 35 CORRESPONDENCE, 16 23 CPR and FIRST AID TRAINING, 24 32 DEPARTMENTAL DATa DATA REGARDING EMPLOYMENT OF CASUAL EMPLOYEES, 23 31 Discharge Grievance, 10 15 Disciplinary Interview, 8 13 DISCIPLINE, 8 12 DOMESTIC VIOLENCE, 42 DURATION AND MODIFICATION OF AGREEMENT, 17 25 Electronic Transfer of Wages, 16 Flag Protocol 24 FLAG PROTOCOL & International Day of MorningINTERNATIONAL DAY OF MOURNING, 30 38 General, 15 22 General Harassment, 6 GENERAL PURPOSE, 1 Gratuities – Food and Beverage Service Staff, 21 29 Grievance Mediation, 10 16 GRIEVANCE PROCEDURE, 9 14 Group Grievance, 10 15 Health and Safety, 6 10 Hiring Grievances-- Casual Positions, 10 16 Hours of Work, 12 18 HOURS OF WORK AND OVERTIME, 12 18 INDEX, 43 JOB POSTING, 14 21 Just Cause, 8 13 LEAVES OF ABSENCE, 15 21 LEGISLATIVE CHANGES, 41 Local Union President, 5 8 MANAGEMENT AND UNION COMMITTEE, 15 22 INDEX MANAGEMENT RIGHTS, 1 2 Negotiating Committee, 6 9 NO DISCRIMINATION, 2 No Pyramiding, 13 19 No Reprisal, 5 NO STRIKES AND NO LOCKOUTS, 5 8 Overtime, 12 18 PAID HOLIDAYS, 13 19 Payment for Injured Employees, 7 11 PERSONNEL FILES, 15 23 Policy Grievance, 10 15 Preferred Hiring, 14 Preferred Hiring 21 PREFERRED HIRING – Campus MovingCAMPUS MOVING, 31 39 Pregnancy, 12 PRINTING OF THE AGREEMENT, 16 23 PROBATIONARY EMPLOYEES, 12 17 Racial Discrimination, 6 RECOGNITION AND COVERAGE, 1 Record of Disciplinary Action, 9 13 RELATIONSHIP, 4 6 RELIEVING HIGHER CLASSIFICATIONS IN THE BARGAINING UNIT, 15 22 Rest Periods and Lunch, 13 19 Safety Shoe or Boot Allowance, 1624 SAFETY SHOE OR BOOT ALLOWANCE, 28 SENIORITY, 20 SENIORITY, 14 'Sessional' Casual Employees, 32 Sexual Violence and Sexual Harassment, 3 Sexual Harassment Grievance, 3 Step One, 9 14 Step Three, 10 15 Step Two, 9 14 SUSPENSION OR DISCHARGE, 9 13 Union Dues, 4 7 Union Membership, 4 7 UNION REPRESENTATION, 5 8 Union Representative, 5 8 UNION SECURITY AND CHECK OFF, 4 7 University of Toronto Server training Programme, 26 34 Vacancies, 29 37 Vacation Pay, 14 20 Wage Rates – Casual, 19 27 WAGES, 16 24 WORK DONE BY SUPERVISORsSUPERVISORS, 00 Xxxxxxxxx Xxxxxxxxxx, 0