SYNOPSIS OFPROPOSED MEMORANDUM OF AGREEMENT FEBRUARY 2010The following is a synopsis of the proposed Memorandum of Agreement. All items were explained in detail at the Special Called Meeting of February 3, 2010. However, to keep this document as brief as possible we will not highlight the housekeeping items here. Please feel free to contact the Union Office at 403-258-1258 for further clarification on any of these items.
Our Collective Agreement is divided into seven Sections:
100 Section A – General
200 Section B – Transit Operators
250 Section B – C-Train Operators
300 Section C – Spare Operators
400 Section D – Maintenance Employees
500 Section E – Office Employees
550 Section E – Part Time Office Employees + Sub Sections
600 Section F – General Employee Benefits
700 Section G – Community Shuttle Operators + Sub Sections
These sections are important to note when perusing the proposed changes to the Memorandum.
Part A
1. 102.04 – Change requires employer to date stamp receipt of Position Questionnaire/JEQ. 2. 109.03 – Change removes Letter of Counsel from file after one year. 3. 112.01 – Change requires internal posting to have shift, location and days off on posting. 4. 115.02 – Change allows employees on Leave of Absence to only have to pay their portion of benefits when appealing benefits or caring for ill or elderly family members. The City will pay their portion. 5. 116.06(c) – Housekeeping
6. 117.02 – Housekeeping
7. 117.04 - Housekeeping
8. 117.05 – Housekeeping
9. 117.07 – Housekeeping
10. 255.01(e) - Housekeeping change is as per current Letter of Understanding.
11. 405.01 - Housekeeping change as per Letter of Understanding that allows Trades 6 months to upgrade tool kits when bidding to a different location. 12. 405.02 - Housekeeping as per 405.01 above. 13. 410.06 (c) - Change allows employees to withdraw banked overtime and continually top up to 40 hours during the course of the year.
(d) – For administration purposes a slight adjustment to when accumulated overtime must be submitted from Dec. 1 to pay period 24.
(e) – As per (d) above
14. 550 – Sub Section 116.01
This change is an enhancement to the vacation entitlement for Part Time Office staff as it increases entitlements and shortens the period for entitlements.
TO PREVENT ANY CONFUSION IT SHOULD BE NOTED: THERE ARE NO CHANGES TO THE VACATION ENTITLEMENTS FOR ANY OTHER POSITIONS WITHIN THE COLLECTIVE AGREEMENT.
15. 502.02 - Housekeeping
16. Section 700 G - 201.04 – Change allows Community Shuttle Operators to better track and adjust schedules to insure benefit entitlements as required.
17. Pay Schedule - Will be updated to reflect wage adjustments based on percentage increases.
18. Appendix A - Housekeeping updates to three job titles.
19. Moved to Part B - #20.
20. Payment in Lieu of Coffee Breaks – This is an administrative change only. There is no change to entitlements or to the date it will be paid. Currently, payroll calculates entitlements to November and estimates entitlements for December. Any overpayments are clawed back and any underpayments are paid at a later date. In 2011 payroll will calculate actual entitlements to Pay Period 21 and will pay on Pay Period 24. In all future years entitlements will be from Pay Period 22 of one year to Pay Period 21 of the next year. This way there will be no claw backs. The adjustment made in 2011 will be paid in 2012 and each year thereafter.
The re-signing of the Letters of Understanding are housekeeping.
Letter of Intent – Job Function Time
The Union and Management agree to meet to discuss Job Function Time in the Maintenance area with respect to the Labour Pool. There are no changes proposed to the current language and if any are identified they would require approval of those work groups to be implemented.
Letter of Intent – Access Calgary – Compressed Work Week
The parties agree to meet to discuss the feasibility of a four day work week in this area.
Letter of Intent – Access to Washroom Facilities
Management commits to building a new facility at the 78th Ave. loop in 2010. An additional facility will be built in 2011. We will also meet to discuss the issue of washroom facilities.
PART B
1. 107.01 – No change
2. 107.06 - Housekeeping
3. 107.08 – Housekeeping
4. 107.09 – Housekeeping
5. 107.10 – Housekeeping
6. 107.11 – The change requires the Union to submit grievance details in writing at Manager’s level. This is the current practice.
7. 111.02 – Change will provide probationary employees with a copy of their probationary reviews.
8. 112.11 - Housekeeping change better outlines rules around reversion rights when bidding outside of ATU 583 Union jurisdiction.
9. 112.12 - New language to clarify timelines when bidding out of ATU jurisdiction on permanent and temporary postings.
10. No change
11. No change
12. No change
13. No change
14. 124.01 – Housekeeping
15. 130.01 – Change to terms of reference to insure all assaults on employees are reviewed monthly in the Joint Worksite Health and Safety Committees.
16. 202.07 – Language to have Sign-Up Committee review location of relief points where employee safety and comfort are a concern.
17. 216.01 – Housekeeping to insure no change in practice.
18. 217.01 – Change allows for a selection of winter boots or shoes. During negotiations we resolved the issue of a female clothing issue on those items that are not universal and the employer changed the tailor to “Stitch It” to alleviate past concerns over poor service.
19. 404.07 - Change provides a long sleeve shirt and hoodie to the Optional Items for the Maintenance positions listed under (h) optional items.
20. Appendix B - Change updates working titles in the Office area as a result of the job re-evaluations that took place in past years.
21. Letter of Understanding – Transition Arrangement C-Train Operators
Some housekeeping changes from the letter of 2006 and a change that provides the contingency group of LRV Operators the LRV wage for all hours worked regardless of their duties for the day.
22. Letter of Understanding – Community Shuttle Operators
Renew letter protecting Operators reversion rights from ConventionalOperator training and assessment period and add language to have Operator wait one year to re-apply if the reversion option is taken.
23. Letter of Understanding – Community Shuttle
Renew letter and minor housekeeping.
Letter of Understanding – Multi-Nova and Red Light Tickets
This is a new letter to outline how tickets can be appealed internally and allow for time to appeal to the courts if required.
Letter of Understanding – Step 3 Grievance Presentations
This is a new letter agreeing to do Step Three grievances in writing on a trial basis.
Letter of Understanding – 410.06 Overtime
This is a new letter agreeing that for the months of July and December 2010, the Supervisor will inform volunteers whether their overtime will be paid or banked. It will be reviewed in March 2011 and can be extended if the members agree.
Letter of Understanding – Community Shuttle Sign-Up
This is a new letter that will provide for a Union representative to attend the Shuttle sign-on with the cost being borne by the Union.
New Letter – Proclamation of the purpose of video surveillance equipment.
Letter of Intent – Transportation to and from work
New letter to have parties meet within 90 days to discuss ways of providing better take-home and pick up service.
Letter of Intent – Appendix B – Office Job Function
New letter to insure there is no loss of Job Function Time as a result of job evaluations.
PART C
Wages:
•There is a 3.5% increase retroactive to July 6, 2009 for all employees.
•Additional 1% increase to all employees effective April 26, 2010.
•Additional 4% increase to all employees effective July 5, 2010.
•Additional .5% increase to all employees effective January 3, 2011.
The wage increases take the agreement to July 3, 2011 which is 24 months. There is an automatic wage re-opener for July 4, 2011 through January 2, 2012. It is understood that we will receive an increase for this period in line with the other Civic Unions who begin to negotiate at the end of this year.
This was a crucial item for our Committee. With the term aligning with the end of the year as does the other Civic Agreements and the work we have done with the Civic Labour Coalition this expiry date should bring us in line with everyone else.
This will also erase the inequity of our Local receiving our increases six months after everyone else.
Premiums – There are increases to the shift differential and the spread premiums in line with what the other Unions received also.
Mike Mahar
President/B.A.
MM/sw
COPE #379
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