Common use of WAGES AND CLASSIFICATIONS Clause in Contracts

WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three

WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- re-reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than threethree (3) months after the request. It is understood that the cumulative effect of small changes may result in change “in a substantive manner”. Any increase in rate of pay resulting from such a review shall be retroactive to the date that the request was made which resulted in a re- classification. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay under a changed job as referred to above, the procedure set out in Article 42.04 shall apply with the appropriate changes. No job will be reviewed under section (b) more than once every twelve

WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- re-reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than threethree (3) months after the request. It is understood that the cumulative effect of small changes may result in change “in a substantive manner”. Any increase in rate of pay resulting from such a review shall be retroactive to the date that the request was made which resulted in a re- classification. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay under a changed job as referred to above, the procedure set out in Article 42.04 shall apply with the appropriate changes. No job will be reviewed under section (b) more than once every twelve

WAGES AND CLASSIFICATIONS. 42.01 The 16.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 16.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain day period, the higher rate applicable to such classification, and retroactively to the first day. When such an employee is returned to his/her current salary. (a) If a new job is established by the Employerprevious position, the Joint Job Evaluation Committee wages paid for the lower position will evaluate again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he/she was transferred, while employed in such lower paid classification during such emergency. 16.3 An employee who has terminated shall receive his/her wages not later than the next scheduled payroll after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he/she is entitled at the regular payday following the date he/she leaves the employ of the Corporation. 16.4 All employees who have not received Step 7 of their classification will be eligible for a one step merit increase annually in accordance with Appendix A. In January, the Manager of Human Resources will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President & CEO. Merit increases will become effective on the following Monday based on the Criteria for Classifications as listed in Appendix A. 16.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be automatic at the end of the probationary period. 16.6 The position of Subforeperson will be filled as Management determines the need and promotion to this position will take place at time of appointment. 16.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His/her pay will be calculated on a weekly basis forty (40) hours. 16.8 An employee, who cannot perform his/her regular duties because of age, sickness or accident, will be given a position provided such a review shall vacancy exists, and that he/she is capable of fulfilling it. 16.9 An employee transferred under Article 15 to a lower paid classification will be retroactive paid at the wage rate applicable to the start date(s) of classification, commencing at the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applytransfer. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three

WAGES AND CLASSIFICATIONS. 42.01 The 12.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 12.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employerday period, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party higher rate applicable to convene the Joint Job Evaluation Committeesuch classification, or a rating cannot be agreed upon prior and retroactively to the posting of a newly created jobfirst day. When such an employee is returned to his previous position, the Employer wages paid for the lower position will set again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he was transferred, while employed in such lower paid classification during such emergency. 12.3 An employee who has terminated shall receive his wages not later than seven (7) days after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he is entitled at the regular payday following the date he leaves the employ of the Corporation. 12.4 All employees who have not received Step 7 of their classification will be eligible for a review one step merit increase annually in accordance with Appendix A. In January, the Xxxxxxx or Supervisor will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President and the Corporation. Merit increases will become effective March 1st. 12.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be retroactive to automatic at the start date(s) end of the employee(sprobationary period. 12.6 The position of Sub-Xxxxxxx will be filled as Management determines the need and promotion to this position will take place at time of appointment. 12.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His pay will be calculated on a weekly basis forty (40) in the new position. hours. 12.8 In the event rating of semi-attended stations, i.e. Minden and Matthias, it is recognized that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of Operator has an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within "On-Call" responsibility for six (6) months days per week from March 1 to May 31, and for five (5) days per week from June 1 to February 28. On call duty ends at 6:00 p.m. on Friday or Saturday as appropriate. On call duty for Saturday will be exempted on the request of the changes operator to the Plant Superintendent or designate, if conditions permit. 12.9 An employee, who cannot perform his regular duties and responsibilities being made by the Employer. The job because of age, sickness or accident, will be reviewed by given a position provided such a vacancy exists, and that he is capable of fulfilling it. 12.10 An employee transferred under Clause 11 to a lower paid classification will be paid at the Joint Job Evaluation Committee no later than threewage rate applicable to the classification, commencing at the date of transfer.

WAGES AND CLASSIFICATIONS. 42.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) 42.03 If a new job occupational classification is established by the EmployerSociety, it shall determine the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay for such new occupational classification and promptly notify the Union of the same. If the Union challenges the rate, it shall have the right to request a meeting with the Society to endeavour to negotiate a mutually satisfactory rate. Such request will be made within twenty-one (21) days after receipt of notice from the Society of such new occupational classification and rate, and the meeting will be held within ten (10) days of receipt by the Society of the Union's request. Any change mutually agreed to resulting from such a review meeting shall be retroactive to the start date(s) date that notice of the employee(snew rate was given by the Society. (a) Where during the term of the Agreement the duties and responsibilities of an employee’s classification are changed by the Society in a substantive manner, so that his/her job is no longer properly classified and their rate should be changed, the new positionemployee may request a meeting with the Society to discuss the claimed change and the union will endeavour to negotiate a mutually satisfactory rate. In Any such request must be made within twenty-one (21) days of the event that changes to the rate duties and responsibilities being made by the Society and the meeting will be held within ten (10) days of pay decreasesthe receipt of the employee's request by the Society. Any changes mutually agreed to, any decrease resulting from such meeting, shall not apply be retroactive to present incumbentsthe date of the changes to the duties and responsibilities of the classification. If the parties are unable to agree upon the rate of paypay under a changed classification as referred to above, the procedure set out in Article 42.04 shall apply. At apply with the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. appropriate changes. 42.04 If the parties are unable to agree upon to the rate of paypay for the new occupational classification, the procedure set out Union may file a policy grievance with respect to the dispute. The Arbitration Board will determine the new rate solely by reference to the job content of the jobs in Article 42.04 shall applythe seniority group in which the new position has been established. The rate for the new job must conform to the existing wage level and range structure. In order to maintain the integrity and the internal equity of the wage classification system, the Board of Arbitration will be limited to an analysis of the system. External wage and job classification data will not be received or considered by the Board. (b) Where 42.05 The Society agrees that should the duties Ministry of Children and responsibilities Youth Services provide additional funding which is specifically designated to increase salaries, the Society will first meet with the Union to discuss the increases. The Society will increase the salaries as designated on the first pay period following written confirmation from the Ministry of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified Children and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months Youth Services of the changes funds to be provided to the duties and responsibilities being made by Children's Aid Society of Toronto to increase specific salaries. 42.06 The Society will implement the Employer. The job will be reviewed by adjustment of salaries one step on the Joint Job Evaluation Committee no later than threesame pay level for employees who after hire obtain relevant degree, effective the first full pay period in January 2003.

WAGES AND CLASSIFICATIONS. 42.01 The 12.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 12.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employerday period, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party higher rate applicable to convene the Joint Job Evaluation Committeesuch classification, or a rating cannot be agreed upon prior and retroactively to the posting of a newly created jobfirst day. When such an employee is returned to his previous position, the Employer wages paid for the lower position will set again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he was transferred, while employed in such lower paid classification during such emergency. 12.3 An employee who has terminated shall receive his wages not later than seven (7) days after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he is entitled at the regular payday following the date he leaves the employ of the Corporation. 12.4 All employees who have not received Step 7 of their classification will be eligible for a review one step merit increase annually in accordance with Appendix A. In January, the Xxxxxxx or Supervisor will prepare a list of employees to 12.5 Promotion from Step1 to Step 2 in the Wage Schedule shall be retroactive to automatic at the start date(s) end of the employee(sprobationary period. 12.6 The position of Sub-Xxxxxxx will be filled as Management determines the need and promotion to this position will take place at time of appointment. 12.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His pay will be calculated on a weekly basis forty (40) in the new position. hours. 12.8 In the event rating of semi-attended stations, i.e. Minden and Matthias, it is recognized that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of Operator has an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within "On-Call" responsibility for six (6) months days per week from March 1 to May 31, and for five (5) days per week from June 1 to February 28. On call duty ends at 6:00 p.m. on Friday or Saturday as appropriate. With regards to a statutory holiday, on call duty ends at 6:00 pm on the day before the statutory holiday. The on call duty resumes at 12:00 am at the end of the changes statutory holiday. On call duty for Saturday will be exempted on the request of the operator to the Generation Superintendent or designate, if conditions permit. 12.9 An employee, who cannot perform his regular duties and responsibilities being made by the Employer. The job because of age, sickness or accident, will be reviewed by given a position provided such a vacancy exists, and that he is capable of fulfilling it. 12.10 An employee transferred under Clause 11 to a lower paid classification will be paid at the Joint Job Evaluation Committee no later than threewage rate applicable to the classification, commencing at the date of transfer.

WAGES AND CLASSIFICATIONS. 42.01 The classification and wages 25:01 Parties agree that in lieu of wage increases for persons covered by employees, the Collective Agreement shallEmployer shall pay a signing bonus to all employees as follows: Upon ratification $500.00 November 17, during 2013 $500.00 November 17, 2014 $750.00 Classification Starting Rate (80% of maximum rate) (0 – 12 months) Step 1: One Year Rate (85% of maximum rate) (12–24 months) Step 2: Two Year Rate (90% of maximum rate) (24– 36 months) Step 2: Three Year Rate (100% of maximum rate) (36 months +) 25:03Employees Hired After January 1, 2013 (a) Part time or full time employees that are hired after January 1, 2013 shall move through the term wage grid based on the anniversary of the Agreement, be as set out in Schedule "D" attached heretoemployee's last date of hire. 42.02 Where (b) If a Child and Youth Worker II part time or IIIfull time employee posts to another position, who has a minimum of three (3) years continuous service in his/her current position wishes, the employee will receive the wage rate applicable for the purposes of career development and experience to apply for a Child and Youth Worker new position which is classified one level lower, s/he may apply that corresponds to the Director employee's current step in the wage grid progression based on the employee's last date of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salaryhire. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon All employees that were hired prior to January 1, 2013 will have their wage rates "green circled". The parties agree that these employees will maintain their current wage rates. Any negotiated increases to the posting of a newly created job, wage rates and COLA (if operable) will be added to the Employer will set the initial employee's current base wage rate. It is agreed that the newly created job These employees will continue to be reviewed by the Joint Job Evaluation Committee no later than three “green circled” while employed at MCCCU, including movement to any other classifications. (3b) months after the date that the new job is postedAny part time employee who was hired before January 1, unless otherwise agreed. Any increase in rate of pay resulting from such 2013 and who posts to a review full-time position, shall be retroactive to paid the start date(s) of the employee(s) in the new position. “green circle” full-time wage rate 25:05New Classifications In the event that the Employer creates a new classification or makes substantial changes that materially change the nature and scope of a current classification, the Employer shall meet with the Union within ninety (90) calendar days of such creation and/or changes to negotiate an appropriate wage rate of pay decreases, any decrease shall not apply to present incumbentsfor the subject classification. If the parties are unable to agree upon reach an agreement on the rate of paywage rate, the procedure set out issue may be referred to arbitration in Article 42.04 shall apply. At accordance with the request provisions of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applythis Agreement. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three

WAGES AND CLASSIFICATIONS. 42.01 The classification 12.01 Job classifications and wages the rates of pay applicable thereto for persons covered by the Collective Agreement shall, during the term duration of the Agreement, this agreement shall be as set out in Schedule "D" schedules to this agreement attached heretohereto and forming part hereof. 42.02 Where 12.02 An employee temporarily doing the work of a Child and Youth Worker II or IIIhigher paid classification shall receive the higher rate applicable to such classification after eight (8) consecutive hours of work. When such an employee returns to his previous position, who has a minimum of three (3) years continuous service in his/her current position wishes, the wages paid for the purposes lower position will apply. Any employee temporarily transferred by reason of career development and experience emergency to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply lower paid classification will receive the hourly rate of pay applicable to the Director job classification from which he was transferred while employed in such lower paid classification during such emergency. 12.03 An employee who is discharged for just cause shall receive his wages at the time he leaves the City. Any employee who voluntarily leaves the employ of Human Resources the City shall receive the wages to have this position considered as a secondment for a maximum which he is entitled at on the next regular pay day next following the day he leaves the employ of one (1) year through which s/he will retain his/her current salarythe City. (a) An employee, upon completion of his probationary period shall automatically receive the next wage level of the attached Schedule. (b) Thereafter, all employees are to be reviewed on the anniversary of the completion of their probationary period. (c) Progression in each of the classification categories shall not be automatic but shall be based upon ability and general performance. If a new job progression is established withheld by the EmployerCity, the Joint Job Evaluation Committee will evaluate employee shall be notified and given the jobreasons and a further review shall take place within a three-month period from the date of the last review. (d) This second review shall consider the employee's progress since the last review and his general performance. In circumstances where it If the review is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created jobsatisfactory, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review employee shall be retroactive to granted the start date(s) next step in the wage level of his classification from the commencement of the employee(snext following pay period. Subsequent reviews shall date from the granting of the above progression (notwithstanding Subsection (b) in above) but may be advanced at the new position. sole discretion of the City. (e) In the event that the rate employee's progress and general performance is not satisfactory to the City, the City may either transfer the employee to some other type of pay decreaseswork or such may be considered cause for dismissal. (f) Employees with previous related experience may at the discretion of the City, any decrease subject to the consent of the Union, which consent shall not apply be unreasonably withheld, be advanced through the wage grid more quickly and/or hired at a wage level higher than the probationary level. (g) The parties agree that all matters concerning progression review as outlined above, are not subject to present incumbentsthe grievance procedure and are deemed to be beyond the jurisdiction of any arbitration board. 12.04 The City reserves the right to appoint a bargaining unit employee as Sub-Xxxxxxx 1 or Sub-Xxxxxxx 2. 12.05 All employees shall be paid for their services by direct deposit to their bank account every second Friday. If the parties are unable to agree upon the rate of paynormal pay day falls on a legal holiday, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs pay day shall be re- reviewed by on the Joint Job Evaluation Committee within twelve (12) months of day previous to the start legal holiday. 12.06 The parties recognize they have a mutual obligation not to discriminate against persons contrary to the Ontario Human Rights Code. The Code provides certain protections against discrimination on such bases as age and handicap. 12.07 An employee transferred under Article 12 to a lower paid classification will be paid at the wage rate applicable to the classification commencing at the date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applytransfer. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three

WAGES AND CLASSIFICATIONS. 42.01 The 12.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 12.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain day period, the higher rate applicable to such classification, and retroactively to the first day. When such an employee is returned to his/her current salary. (a) If a new job is established by the Employerprevious position, the Joint Job Evaluation Committee wages paid for the lower position will evaluate again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he/she was transferred, while employed in such lower paid classification during such emergency. 12.3 An employee who has terminated shall receive his/her wages not later than the next scheduled payroll after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he/she is entitled at the regular payday following the date he/she leaves the employ of the Corporation. 12.4 All employees who have not received Step 7 of their classification will be eligible for a review one step merit increase annually in accordance with Appendix A. In January, the Manager of Human Resources will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President & CEO. Merit increases will become effective on the following Monday based on the Criteria for Classifications as listed in Appendix A. 12.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be retroactive to automatic at the start date(s) end of the employee(sprobationary period. 12.6 The position of Subforeperson will be filled as Management determines the need and promotion to this position will take place at time of appointment. 12.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His/her pay will be calculated on a weekly basis forty (40) in the new position. hours. 12.8 In the event rating of semi-attended stations, i.e. Minden and Matthias, it is recognized that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of Operator has an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within "On-Call" responsibility for six (6) months days per week from March 1 to May 31, and for five (5) days per week from June 1 to February 28. On call duty ends at 6:00 p.m. on Friday or Saturday as appropriate. With regards to a statutory holiday, on call duty ends at 6:00 pm on the day before the statutory holiday. The on call duty resumes at 12:00 am at the end of the changes statutory holiday. On call duty for Saturday will be exempted on the request of the operator to the Director or designate, if conditions permit. 12.9 An employee, who cannot perform his/her regular duties and responsibilities being made by the Employer. The job because of age, sickness or accident, will be reviewed by given a position provided such a vacancy exists, and that he/she is capable of fulfilling it. 12.10 An employee transferred under Article 11 to a lower paid classification will be paid at the Joint Job Evaluation Committee no later than threewage rate applicable to the classification, commencing at the date of transfer.

WAGES AND CLASSIFICATIONS. 42.01 The 12.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 12.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain day period, the higher rate applicable to such classification, and retroactively to the first day. When such an employee is returned to his/her current salary. (a) If a new job is established by the Employerprevious position, the Joint Job Evaluation Committee wages paid for the lower position will evaluate again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he/she was transferred, while employed in such lower paid classification during such emergency. 12.3 An employee who has terminated shall receive his/her wages not later than the next scheduled payroll after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he/she is entitled at the regular payday following the date he/she leaves the employ of the Corporation. 12.4 All employees who have not received Step 7 of their classification will be eligible for a one step merit increase annually in accordance with Appendix A. In January, the Manager of Human Resources will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President & CEO. Merit increases will become effective on the following Monday based on the Criteria for Classifications as listed in Appendix A. 12.5 Promotion from Step 1 to Step 2 in the Wage Schedule shall be automatic at the end of the probationary period. 12.6 The position of Sub-Foreperson will be filled as Management determines the need and promotion to this position will take place at time of appointment. 12.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His/her pay will be calculated on a weekly basis forty (40) hours. 12.8 An employee, who cannot perform his/her regular duties because of age, sickness or accident, will be given a position provided such a review shall vacancy exists, and that he/she is capable of fulfilling it. 12.9 An employee transferred under Article 11 to a lower paid classification will be retroactive paid at the wage rate applicable to the start date(s) of classification, commencing at the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applytransfer. (b) Where the duties and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than three

WAGES AND CLASSIFICATIONS. 42.01 The classification 14.01 Attached hereto and wages for persons covered by the Collective forming part of this Agreement shall, during the term is Schedule A relating to classifications and hourly rates of the Agreement, be as set out in Schedule "D" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salarypay. (a) If a new job is established by the Employer, the Joint Job Evaluation Committee Employees within their position classification will evaluate the job. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) progress in the new position. In wage grid based on the event that the rate length of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting continuous employment from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applytheir hire date. (b) Where the a new job is established or where existing job duties and responsibilities of an employee’s job are changed by or the volume of work increased or where an employee is incorrectly classified, the appropriate classifications, job descriptions, rates of pay and other related matters shall be negotiated between the Employer in a substantive manner, so that a job is no longer properly classified and the rate should Union. Failing agreement, the dispute may be changedthe subject to a grievance and may be referred to arbitration. The arbitrator shall have power to determine appropriate classifications, either job descriptions and wage rates taking into account reasonable and practical comparison therein. 14.03 The normal pay period shall be Sunday to Saturday inclusive. Employees will be paid wages for each pay period, including any overtime due to the employee or for such pay period. Wages shall be paid by automatic bank deposit into employees' bank accounts on applicable Thursdays on a bi-weekly basis. It is further agreed that it is the responsibility of all employees to keep the Employer may request that informed of all banking changes. The Employer shall provide confidential digital access to their pay stubs, with access to a printer. 14.04 If an employee fails to provide proper bank deposit information on the job required form when a change is made, duplicate funds will not be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes issued to the duties employee until the Employer's bank has traced and responsibilities being verified recovery of said funds. This will not apply if a deposit information error is made by the Employer. 14.05 An employee who is assigned with the terms of this Agreement to a higher paying classification or job, shall be paid the rate and benefits for that classification or job for the time they perform such work. The job will An employee who is assigned in accordance with the terms of the Agreement to a lower paying classification, shall continue to be reviewed by paid the Joint Job Evaluation Committee no later than threerate and benefits of their regular job.

WAGES AND CLASSIFICATIONS. 42.01 The 12.1 Job classification and wages the rates of pay applicable thereto for persons covered by the Collective duration of this Agreement shall, during the term of the Agreement, shall be as set out in Schedule "DA" of this Agreement, attached hereto, and forming part thereof. 42.02 Where 12.2 An employee within the bargaining unit temporarily doing the work of a Child and Youth Worker II or III, who has higher paid classification shall receive after a minimum of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salary. (a) If a new job is established by the Employerday period, the Joint Job Evaluation Committee will evaluate the job. In circumstances where it is impossible for either party higher rate applicable to convene the Joint Job Evaluation Committeesuch classification, or a rating cannot be agreed upon prior and retroactively to the posting of a newly created jobfirst day. When such an employee is returned to his previous position, the Employer wages paid for the lower position will set again apply. An employee temporarily transferred by reason of emergency to a lower paid classification, will receive the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in hourly rate of pay resulting applicable to the job from which he was transferred, while employed in such lower paid classification during such emergency. 12.3 An employee who has terminated shall receive his wages not later than seven (7) days after termination of employment. An employee who voluntarily leaves the employ of the Corporation shall receive the wages to which he is entitled at the regular payday following the date he leaves the employ of the Corporation. 12.4 All employees who have not received Step 7 of their classification will be eligible for a review one step merit increase annually in accordance with Appendix A. In January, the Xxxxxxx or Supervisor will prepare a list of employees to receive merit increases along with changes in their classification prior to February 1st, for approval by the President and the Corporation. Merit increases will become effective March 1st. 12.5 Promotion from Step1 to Step 2 in the Wage Schedule shall be retroactive to automatic at the start date(s) end of the employee(sprobationary period. 12.6 The position of Sub-Xxxxxxx will be filled as Management determines the need and promotion to this position will take place at time of appointment. 12.7 Any employee being transferred on a temporary basis to a monthly schedule shall work the hours of the monthly schedule (i.e., shift schedule). His pay will be calculated on a weekly basis forty (40) in the new position. hours. 12.8 In the event rating of semi-attended stations, i.e. Minden and Matthias, it is recognized that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. (b) Where the duties and responsibilities of Operator has an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within "On-Call" responsibility for six (6) months days per week from March 1 to May 31, and for five (5) days per week from June 1 to February 28. On call duty ends at 6:00 p.m. on Friday or Saturday as appropriate. On call duty for Saturday will be exempted on the request of the changes operator to the Plant Superintendent or designate, if conditions permit. 12.9 An employee, who cannot perform his regular duties and responsibilities being made by the Employer. The job because of age, sickness or accident, will be reviewed by given a position provided such a vacancy exists, and that he is capable of fulfilling it. 12.10 An employee transferred under Clause 11 to a lower paid classification will be paid at the Joint Job Evaluation Committee no later than threewage rate applicable to the classification, commencing at the date of transfer.

WAGES AND CLASSIFICATIONS. 42.01 The classification 9.01 (a) 9.01 (b) (a) Apprentices" used herein shall mean all members of the Union serving apprenticeship in accordance with Article 18 hereof, and the Joint Apprenticeship Committee Standards, and shall be classified thereunder as 1st year, 2nd year, 3rd year, and 4th year apprentices and they shall be paid wages for persons covered as detailed in Schedules A,B,C,D,E,F,G,H and I and the full benefit package, except 1st year probationary apprentices and conditional apprentices shall not receive the benefit package. (b) Apprentices shall not be eligible to be classified as mechanics until they have served six thousand four hundred (6,400) hours in their trade and have successfully completed the required Joint Apprenticeship Committee training program. Apprentices shall be reclassified only on the first day of January, April, July and October in any year, after approval by the Collective Agreement shallJoint Trade Board. The Union shall promptly notify the Association in writing of any proposed reclassification. During the first eight hundred (800) hours served by an Apprentice, during he or she shall be classified as a 1st Year Probationary Apprentice. (c) The Joint Trade Board will meet periodically to recommend individuals to the term Union for an open work permit. 9.03 Mechanics in charge of any job shall receive premium pay at the following hourly rates while so working: Mechanics (foreperson) in charge plus 2 employees - $ .30 per hour Mechanics (foreperson) in charge plus 9 employees - $1.60 per hour Mechanics (foreperson) in charge plus 100 employees - $6.00 per hour (a) The employer shall pay wages (and expenses where required hereunder) weekly on the day of the Agreementweek designated as pay day before quitting time. If an employer designates Friday as the regular pay day, the payment shall be in cash. The deductions as set out in Schedule "D" attached heretorequired by law must be shown on each pay stub. The pay week will be from Sunday to Saturday. 42.02 Where (b) Any employer who chooses to distribute payrolls or other cheques by electronic funds transfer is entitled to do so. Each employee must provide a Child and Youth Worker II suitable bank account number to accept the transfer. Employers are responsible for providing a pay stub with all deductions detailed therein, at the employee's residence or IIIat the jobsite, who has a minimum not later than the Friday of three (3) years continuous service in his/her current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, s/he may apply to the Director of Human Resources to have this position considered as a secondment for a maximum of one (1) year through which s/he will retain his/her current salaryeach week. (a) If a new job is established In addition to any other remuneration herein provided for, all employees, except conditional apprentices and first year probationary apprentices, shall be entitled in lieu of payment for both Statutory Holidays and for annual vacations, to be credited with 10% (4% vacation pay and 6% statutory holiday pay) of their wages while employed by an employer effective from the Employer, the Joint Job Evaluation Committee will evaluate the jobdate of this Agreement. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or a rating cannot be agreed upon prior to the posting of a newly created job, the Employer will set the initial wage rate. It is agreed that the newly created job This money will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is posted, unless otherwise agreed. Any increase in rate of pay resulting from such a review shall be retroactive to the start date(s) of the employee(s) in the new position. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs shall be re- reviewed by the Joint Job Evaluation Committee within twelve (12) months of the start date of the new job. Any increase in rate of pay resulting from such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of pay, the procedure set out in Article 42.04 shall applypaid weekly or as per government regulations. (b) Where the duties (i) Xxxxxxxxx A,B,C,D,F,G,H and responsibilities of an employee’s job are changed by the Employer in a substantive manner, so that a job is no longer properly classified and the rate should be changed, either the employee or the Employer may request that the job be reviewed by the Joint Job Evaluation Committee. Any such request must be made within six (6) months of the changes to the duties and responsibilities being made by the Employer. The job will be reviewed by the Joint Job Evaluation Committee no later than threeI.