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 their 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, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retain (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 (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 Schedules A, and wages D attached hereto are hereby made a part of this agreement. Where any new classifications are created during the life of this agreement, the applicable rate will be discussed with the Union. An employee injured on the job and requiring medical attention by a doctor shall be paid for persons covered the balance of his shift in which the injury occurred. If the use of an ambulance is determined to be necessary by the Collective Agreement shallHealth Center, during the term of Company agrees to pay the Agreementdifference between the actual cost and the amount paid by Vacancies as determined by the Company which last for fifty-five (55) working days or longer, including Lead Hand, will be posted as set out permanent when they recur each year (this is not applicable for replacement for approved and absences due to illness), except vacancies in Schedule "D" attached hereto. 42.02 Where Group One shall be posted on the bulletin board for a Child and Youth Worker II or III, who has a minimum period of three (3) years continuous service in their current position wishes, for working days. Vacancies created by the purposes application of career development Article (Layoff and experience to apply for a Child and Youth Worker position which is classified one level lower, they may apply Recall) of this agreement shall not be posted. Copies of job bulletins will be provided to the Chief Human Resources Officer Plant Chairperson. Only regular employees will be permitted to have this position considered as a secondment make application for a maximum any vacancies. will specify the shift of one the vacancy. The Company shall within seven (17) year through which they will retain (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 working days after the posting of a newly created jobhas been taken down, notify the Employer will set successful applicant who shall be placed on the initial wage rate. It is agreed that the newly created job will be reviewed by the Joint Job Evaluation Committee no not later than three (3) months after one week following such notification. If the date employee is not placed on the job within that period, he shall receive the new job is posted, unless otherwise agreed. Any increase in higher rate of pay resulting from such a review shall be retroactive to immediately. This section does not apply in the start date(s) case of advance posting where the actual date of the employee(s) in the new positionvacancy has not taken place. In the event case of advance the Company will provide effective dates of such vacancies. Seniority shall be the governing factor provided that in the opinion of the Company, the employee has the qualifications to perform the job satisfactorily. Where the company initially determines that the rate senior employee will not be selected, a one week training period will be provided for that employee to determine his ability. Employees applying for multiple job must indicate order of pay decreasespreference at the time of application. Nothing herein shall prevent the Company from hiring persons from outside the bargaining unit when no qualified employee applies. Any vacancy can be filled at the discretion of the Company on a temporary basis while carrying out the provision of this article. Nothing herein shall require the Company to post more than two (2) vacancies (including the original vacancy) as a result of the occurrence of the original vacancy, any decrease and all subsequent vacancies, which may occur, shall be filled at the discretion of the Company. Employees receiving a job through the job posting system shall not apply be permitted to present incumbents. If the parties are unable to agree upon the rate make further applications for vacancies until a period 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 (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 twelvesix

WAGES AND CLASSIFICATIONS. 42.01 8.01 The classification wage rates and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, classifications shall be set forth as set out in Schedule "DA" attached heretoto this collective agreement. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in their 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, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retain (a) If 8.02 When a new job classification in the bargaining unit is established by the Employer, Employer or the Joint Job Evaluation Committee will evaluate Employer makes a substantial change in the job. In circumstances where it is impossible for either party job content of an existing classification which in reality causes such classification to convene the Joint Job Evaluation Committee, or become a rating cannot be agreed upon prior to the posting of a newly created jobnew classification, the Employer will set shall advise 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 Union of such 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 or changed classification and the rate of pay decreasesestablished. If requested, the Employer agrees to meet with the Union to permit it to make representations with respect to the appropriate rate of pay provided any decrease such meeting shall not apply to present incumbentsdelay the implementation of the new classification. Where the Union challenges the rate established by the Employer and the matter is not resolved following any meeting with the Union, a grievance may be filed at Step No. 2 of the Grievance Procedure within seven (7) calendar days following any meeting. If the parties are unable matter is not resolved in the Grievance Procedure, it may be referred to agree upon Arbitration, it being understood that any Arbitration Board shall be limited to establishing an appropriate rate based on the relationship existing amongst other classifications within the Bargaining Unit and duties and responsibilities involved. Any change in the rate established by the Employer either through meetings with the Union or by a Board of pay, the procedure set out in Article 42.04 shall apply. At the request of either party, all newly created jobs Arbitration 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 made retroactive to the start time at which the new or changed classification was first filled. 8.03 The Employer reserves the right to set the hiring rate for new employees within the wage band for that classification. The Employer may take into consideration any credit for recent related experience. 8.04 For regular part-time employees, movement through the wage grid will be effective after completion of eighteen hundred and twenty (1820) paid hours. 8.05 Within two (2) weeks following an employee's termination of employment, the employer will provide her with a letter detailing her years of experience and/or hours of work in the employment of the new jobemployer. 8.06 An employee whose status is altered from full-time to part-time or vice-versa will assume her same level on the wage grid. A part-time employee will be advanced from her present level on the wage grid to the next level on the wage grid after eighteen hundred and twenty (1820) paid hours. In the event that the rate of pay decreasesaddition, 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, employee who is 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 transferred will be reviewed by the Joint Job Evaluation Committee no later than three (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 given credit for service accumulated since 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 twelveher last advancement.

WAGES AND CLASSIFICATIONS. 42.01 5.1 The classification job classifications and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, be as set out wage rates shown in Schedule "DA & C" which is attached hereto. 42.02 Where hereto and made a Child part hereof shall, subject to the other provisions hereof; be and Youth Worker II or III, who has a minimum of three (3) years continuous service remain in their current position wishes, effect for the purposes life of career development and experience to apply for a Child and Youth Worker position which is classified one level lower, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retain (a) If a new job is established by the Employer, the Joint Job Evaluation Committee will evaluate the jobAgreement. In circumstances where it is impossible for either party to convene the Joint Job Evaluation Committee, or 5.2 The Union may appoint a rating cancommittee of not 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 more than three (3) months after regular employees to meet with Company representatives in matters pertaining to the date evaluation and classification of jobs. This committee, together with the Company representatives shall be known as the Evaluation Committee. The Union members of the Evaluation Committee may request the presence of the xxxxxxx concerned in any particular case. The Company will train the Union members of the Evaluation Committee in the fundamentals and the specifics of the Company's Job Evaluation Plan. 5.3 It is recognized that mechanical improvements brought about by the Company in the interest of improved methods and products, the development of new manufacturing processes and the use of new materials as well as changes in the character of jobs may from time to time require the establishment of new job classifications or the re-evaluation of existing jobs. Under such circumstances, the Company shall evaluate the new job is posted, unless otherwise agreedor changed job. Any increase The Company shall notify the Union in rate of pay resulting from such a review shall be retroactive to the start date(s) writing of the employee(s) in existence of a new or changed job and shall inform 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 Union of the start date of the new classification and rate established for such job. Any increase in rate of pay resulting from The Union may, during the thirty (30) day period immediately following such a review shall be retroactive to the start of the new job. In the event that the rate of pay decreasesnotification, 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 classification of such job be reviewed by the Joint Job Evaluation Committee. Any such request must The Company will notify the Union before any jobs are eliminated and which jobs are to be made within six (6) months affected and the effect on employees. 5.4 The Union may, through its members of the changes to Evaluation Committee, request review of a job which appears new or changed. Such request shall be submitted on the duties and responsibilities being made "Job Evaluation Form" as approved by the Employer. The job will be reviewed by Company and the Joint Job Union Evaluation Committee. 5.5 If the Evaluation Committee no later than three (3) months after fails to reach agreement on the request. It is understood that the cumulative effect classification 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 new or changed job as within thirty (30) days, which period may be extended by mutual agreement of the members of the Evaluation Committee, after a request for review thereof is filed, the dispute may be referred in writing within thirty (30) days following the expiration of the thirty (30) day period (or any extension thereof) referred to above, directly to Step 3 of the grievance procedure herein. Should any dispute ultimately be referred to arbitration under such procedure, the Arbitrator established thereunder shall, in determining the proper classification of the job in question, be governed by the principles and methods on the basis of and by which the schedule of job classifications and wage rates as set out forth in Article 42.04 schedule "A" hereto was established. 5.6 If through such procedure, the classification of a job is adjusted, Schedule "A" shall apply with be revised forthwith. The rate, if adjusted upward, shall be revised forthwith. The rate, if adjusted upward, shall be applied retroactively to the appropriate changes. No date the Union requested review of the new or changed job. 5.7 If, as a result of re-evaluation, the rate of any job will is reduced below that of Schedule "A" therefore, immediately prior to such re-evaluation, the wage rate of employees working on such job at the effective date of such reduction in rate shall not be reviewed under section (b) more than once every twelvereduced as long as they remain on such job.

WAGES AND CLASSIFICATIONS. 42.01 The classification 16.1 Employees will be paid according to the wages and wages for persons covered by the Collective Agreement shall, during the term classifications set forth in Schedule “A” which is attached hereto and forms part of the Agreement, be as set out in Schedule "D" attached heretocollective agreement. 42.02 Where 16.2 Employees will be paid biweekly by direct deposit on Friday. When a Child paid holiday falls on a payday, deposits and Youth Worker II or III, who has pay summary will be distributed on Thursday. The Company will make every reasonable effort to distribute pay summaries before 11:00 a.m. on a minimum of three (3) years continuous service in their 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, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retainpayday. (a) If When a new job is established by the Employercreated, the Joint Job Evaluation Committee Company may temporarily assign an employee to such job for up to thirty (30) days. The Company will evaluate the job. In circumstances where it is impossible establish a wage rate and classification 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(swithin this thirty (30) 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 applyday period. (b) Where The Company agrees to meet with the duties Committee and responsibilities of an employee’s job are changed by will provide all data used to arrive at the Employer in a substantive manner, so that a job is no longer properly classified new classification 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 (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 incumbentswage rate. If the parties are unable Union and Company fail to agree upon on the new rate or classification, a grievance may be presented and processed to arbitration. The arbitrator will have the authority to set the new classification and wage rate and award compensation where appropriate. (c) New jobs will be posted within thirty (30) days of pay under start up and any experience gained by an employee as a changed result of a temporary assignment to the job as referred will not be considered when filling the posting. The most senior applicant for the posting will be given up to abovefifteen (15) days of training for the job providing the employee can reasonably be expected to adequately perform the work following the training period. (d) For the purpose of this article, a new job consists of a job not currently being performed by members of the bargaining unit, or through a change to the principle functions of an existing job that necessitates the issuance of a new job classification and job description. 16.4 The Company agrees that no current job classification’s wage rate will be re-evaluated upward or downward during the term of this agreement unless mutually agreed to by the Union and Company. When a significant change in a current job classification occurs, the procedure set out in Article 42.04 shall apply Company will meet with the appropriate changesCommittee in order to discuss the new wage rate for the job. No A disagreement on the proper wage rate for the job will may be reviewed under section (b) more than once every twelvetreated as a grievance in accordance with the provisions of Article 7.

WAGES AND CLASSIFICATIONS. 42.01 20.01 The classification and wages for persons covered by the Collective Agreement shall, during the term of the Agreement, will be as set out in Schedule "D" A, attached heretoto and forming part of this Collective Agreement. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in their current position wishes, for the purposes of career development and experience to apply for a Child and Youth Worker position which is classified 20.02 An employee will automatically progress from one level lower, they may apply Level to the Chief Human Resources Officer to have this position considered as a secondment next Level on the Wage Grid for a maximum his/her classification upon completion of one (1) year through which they will retainor two thousand eighty (2080) hours of work in the classification (in the case of an employee working eight (8) hours shifts) or upon completion of one year or one thousand nine hundred fifty (1950) hours (in the case of an employee working twelve (12) hour shifts) (a) If 20.03 Employees shall be paid bi-weekly, by direct deposit. 20.04 When a new job classification in the bargaining unit is established by the Employer, Employer or the Joint Job Evaluation Committee will evaluate Employer makes a substantial change in 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 job content of a newly created joban existing classification, the Employer will set shall advise the initial wage rate. It is agreed that Union of such new or substantially changed classification and 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 which it has established. If requested by the Union within fifteen (15) calendar days of the Union being so notified, the Employer shall meet with the Union to permit the Union to make representations with respect to the appropriate rate of pay, provided any such a review meetings shall not delay the implementation of the new or substantially changed classification and rate of pay. Where the Union challenges the rate established by the Employer and the matter is not resolved following the meeting with the Union, the matter may be referred to arbitration in accordance with the arbitration provisions contained in this Collective Agreement, it being understood that any arbitrator shall be limited to establishing an appropriate rate based on the duties, responsibilities and qualification involved and the relationship existing among other classifications in the bargaining unit. With respect to the latter, it is understood and agreed that when determining the appropriate rate, primacy must be given to the relationship between job classifications covered by this Collective Agreement and that such relativity must be maintained. Each change in the rates established by the Employer either through meetings with the Union or by an arbitrator shall be retroactive to the start date(s) of the employee(s) in time from which 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 applyor substantially changed classification was first filled. (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 (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 12.01 Employees will be classed in accordance with skills used and shall be paid not less than the minimum rate for such classification in accordance with the Schedule of Job Classification and wages for persons covered Rates of Pay as set forth in Appendixes attached hereto and made part of this Agreement. Job Descriptions as agreed by the Collective Agreement shallParties hereto, during for the term of the Agreement, be as set out Job Titles contained in Schedule Appendix "DA," are outlined in Appendix "C" attached hereto. 42.02 Where a Child and Youth Worker II or III, who has a minimum of three (3) years continuous service in their 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, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of one (1) year through which they will retain (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 an Employee wishes to receive training in other positions and/or fill temporary job vacancies outside such Employee's regular Job Title, such Employee shall notify the Employer in writing. Such written requests will be given consideration when the Employer deems it necessary to fill a temporary job vacancy. 12.02 The Rate of Pay for any position not covered by the schedule set forth in the Appendixes, or any new position which may be established during the life of this Agreement, shall be subject to negotiations between the Employer and the Union. 12.03 Pay Days shall be at least every other week. Any Employee who is laid off shall receive all wages due such Employee not later than the following regular pay day. 12.04 It is expressly understood and agreed that the wage scales herein provided are minimum scales and shall not be construed to mean that an Employee may not be given a rate of pay decreasesabove the minimum, 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 granted an increase in rate pay before a period specified, or be advanced or promoted in the service 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 Increases above minimum or accelerated progression of pay rate will be reviewed by at the Joint Job Evaluation Committee discretion of the Employer. 12.05 When an Employee is to do work coming under more than one job classification for two (2) hours or more per day, the wage scale for the higher job classification shall prevail for the entire day. 12.06 Where an Employee has the necessary qualifications and ability to handle the work, there shall be no later than three (3) months after discrimination between men and women in the request. It is understood that the cumulative effect matter of small changes may result appointments to vacant positions or in change “in a substantive manner”. Any increase in rate rates of pay resulting from for such a review shall be retroactive to the date that the request was made which resulted in a re- classificationpositions. In the event that the rate of The Employer recognizes equal pay decreases, any decrease for equal work. 12.07 Employees shall not apply be required to present incumbents. If use their personal vehicle for the parties are unable to agree upon the rate purpose 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 twelveEmployer business.

WAGES AND CLASSIFICATIONS. 42.01 The job classification will remain the same as on the standard contract but the new hourly rate will be calculated as stated below: BRACKET RATE + Scheduled overtime allowance + Average shift allowance = Combined rate. The Company and wages for persons covered by Union agree that all other provisions of the Collective Agreement shallremain in full force and effect. Dated at West Hill, during This Day of FOR THE COMPANY FOR THE UNION The Company and 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 their 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, they may apply Union agree to the Chief Human Resources Officer following understanding, applicable only to have this position considered Maintenance "A" Mechanics, hereinafter known as Maintenance "A". The Company will recognize advanced skills in certain trades with a secondment for a maximum PREMIUM over the rate of one (1) year through which they will retain (a) If Maintenance "A", and not with 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 classification and wage rate. It is agreed that Thus, the newly created job Company's recognition shall take the form of an "Advanced Status" rather than any additional "classifications". An employee who attains this status will be reviewed by the Joint Job Evaluation Committee no later than three (3) months after the date that the new job is considered to have received a promotion and NOT been awarded a bid job. Openings will NOT be posted, unless otherwise agreedas for "permanent vacancies" per Article 7.04 of our contract. Any increase in rate of pay resulting However, Maintenance "A's" may apply any time they consider that they have attained suitable advanced qualifications. A Maintenance "A" seeking "Advanced Status" shall proceed as follows: (A) Determine 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 applyhis supervisor whether his trade is acceptable. (bB) Where If affirmative, determine whether his qualifications are acceptable. (C) For this, he must fill out an appropriate application form, presenting all his qualifications and credentials, (with proof). (These credentials, plus the duties employee's demonstrated abilities in his trade, will be the determining factors.) The Company alone will rule on acceptability of trades and responsibilities of an employee’s job are changed by applicants' qualifications and such rulings will not be subject to the Employer in a substantive mannergrievance procedure of our collective agreement. To be accepted, 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 trades must be made within six (6) months of the changes clearly beneficial to the duties and responsibilities being made by the EmployerCompany operation. The job will following trades would be reviewed by the Joint Job Evaluation Committee no later than three considered: - electrical - electrical and electronic - advanced plant maintenance or millwrighting - Machinist - instrumentation mechanics - air conditioning mechanics - automotive mechanics (3"A" level) months after the request- die (system) mechanics or tool and die making. It is understood that the cumulative effect Company's exclusive right to limit the number of small changes may result "Advanced Status" holders in change “any category and to eliminate a given category if it deems fit. It is the Company's exclusive right to establish and/or modify trades qualifications and requirements when and as it deems fit. General requirements for "Advanced Status" are given below: 1. - Pre-requisites - position of Maintenance "A" - completion of probationary period. (A) Completion of an approved apprenticeship program such as offered under The Apprenticeship and Tradesmen's Qualification Act (Province of Ontario); City & Guilds (U.K.), or the equivalent. (B) Completion of an extensive number of courses of study in a substantive manner”given trade, so as to qualify that individual to a level comparable to that of a qualified journeyman. Any increase in rate Completion 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 NO LESS than one year (full time) 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 twelvepractical experience at his trade.

WAGES AND CLASSIFICATIONS. 42.01 35.01 The classification job classifications and wages for persons covered by the Collective Agreement shall, during the term rates of the Agreement, pay shall be as set out forth in Schedule "D" Appendix “A” attached heretohereto and forming part of this Agreement. Progression by employees through the various levels of the wage grid shall be on the basis of Full Time Equivalent (FTE) years of service in the classification which is comprised of 1820 hours of work per year for positions regularly scheduled to work an average of 35 hours per week. 42.02 Where a Child and Youth Worker II or III35.02 With respect to grid progression on Appendix “A” by employees, who has a minimum grid progression will only be on an employee’s anniversary date on his/her date of three hire, with only one (31) years continuous service step increase in their 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, they may apply to the Chief Human Resources Officer to have this position considered as a secondment for a maximum of any one (1) year year. 35.03 The Employer may, in its discretion, recognize new hires skills, abilities, qualifications and experience acquired with other employers for purposes of placement on the wage grid level. 35.04 The wage adjustments set forth in this Collective Agreement and Appendix “A” resolve the Pay Equity maintenance to the date of the expiration of this Collective Agreement and the parties agree that future collective bargaining settlements or awards will be deemed to resolve any future issues related to Pay Equity maintenance to male comparators. It is understood and agreed that the parties will take into consideration the issue of Pay Equity when tabling proposals through which they the normal course of collective bargaining. Dated at Chatham, Ontario this day of , 2015. SERVICE EMPLOYEES’ UNION CANADIAN MENTAL HEALTH ASSOCIATION INTERNATIONAL UNION, LAMBTON XXXX XXXXXX LOCAL 1 CANADA Between: Whereas an employee of the Employer is employed at the Chatham-Kent Health Alliance as part of the Employer’s Early Intervention Program; And Whereas the Employer and the Union recognize that the unique issues exist in respect of the employee’s employment; And Whereas the Employer and the Union agree that, as a result of the unique issues, the employee will retain (a) If be employed pursuant to a new job is established working schedule that will vary from the regular hours of work described by in the Collective Agreement; The employees hours will vary, as directed by the Employer, and may include a work day of up to 10.5 hours, exclusive of meal periods. The employee will be eligible for an E.D.O. as a result of the Joint Job Evaluation Committee excess daily hours that the employee will evaluate the jobwork. In circumstances where it is impossible for either party the case that the employee elects to convene the Joint Job Evaluation Committeeuse accrued sick leave or vacation, or a rating cannot her entitlements will be agreed upon prior debited with regard to the posting hours of a newly created jobwork that she had been scheduled to work on the day of the sickness or vacation. For designated holidays and floats that the employee qualifies to be paid, the Employer will set the initial wage rate. It is agreed that the newly created job employee will be reviewed paid the equivalent of 7 hours times her regular rate of pay. This Memorandum shall continue for so long as the employee is employed at the Xxxxxxx Xxxx Health Alliance or until either the Company or the Union provides the other with 90 days notice of its intention to terminate the Memorandum. Agreed and acknowledged on this day of , 2015 For the Employer For the Union Between: Within 15 days of the ratification of the Collective Agreement, a full-time employee who commenced employment before June 3rd, 1994 may elect, by advising the Joint Job Evaluation Committee no later than three (3) months after Employer in writing, to continue to receive 210 hours of vacation, with vacation pay calculated at 12% of the employee’s regular earnings. In the case that an employee is not currently entitled to 210 hours of vacation pay, but the employee otherwise meets the requirement of this Letter, the employee may make an election which shall entitle the employee to 210 hours of vacation, with vacation pay calculated at 12% of the employee’s regular earnings, effective as of the date that the new job is posted, unless otherwise agreed. Any increase in rate employee completes19 years of pay resulting from such a review shall be retroactive to service with the start date(s) of the employee(s) in the new positionEmployer. In the event that the rate case of pay decreases, any decrease shall not apply to present incumbents. If the parties are unable to agree upon the rate of payan election under this Letter, the procedure set out employee shall waive any entitlement to an Earned Day Off (E.D.O.) in Article 42.04 shall applyaccordance with the Collective Agreement. At the request Agreed and acknowledged on this day 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 2015 For the Employer in a substantive manner, so that a job is no longer properly classified and For 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 (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 twelveUnion Between: