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					                             Revised Union Proposals
                               As of April 17, 2006
                 To Negotiate the First Collective Agreement Between
                     The Canadian Racetrack Workers Union
                                       And
                         Woodbine Entertainment Group


The proposals outlined below are based on the Collective Agreement for Mutuel
Employees between Woodbine Entertainment Group and Service Employees
International Union, Local 528 which expired November 30, 2005.



ARTICLE 2 – PLACE OF OPERATION:

Lines 2-6, delete “at any race track …… of the Employer.”


ARTICLE 3 – EMPLOYEES COVERED:

Add Customer Service, Horse Player Interactive Employees and Telephone Account
Betting.


ARTICLE 5 – UNION MEMBERSHIP AND CHECK-OFF:

   (a) Delete last paragraph and replace with: “At least twice per year, the Employer
       agrees to supply the Union with an updated seniority list and an updated list of
       the names, addresses and telephone numbers of bargaining unit employees.”

   (b) Add: “The Employer agrees to deduct weekly from the wages of each Seniority
       List employee the prorated monthly Union dues.”

       Dues to be forwarded to the Union on a semi-monthly basis.


ARTICLE 8 – EMPLOYMENT:

   (b) & (c) Retirement Policy. Rewrite.

   (d) Shortages:    Rewrite as follows:
     “Each employee shall pay all shortages for which he or she may be responsible.
     Employees are not responsible for shortages which are the result of thefts,
     machine malfunctions or any circumstances, for which it may be reasonably
     inferred, are beyond their control.

     The formula for calculating specific shortages is the difference between the
     monetary transactions conducted by each respective employee, minus any
     incorrect tickets, and the actual amount of money returned by each employee at
     the end of the day. Incorrect tickets are tickets which are not paid for by patrons
     and are not cancelled.

     The Employer agrees to post a list of shortages within 72 hours after they have
     occurred and such list will have been checked and confirmed prior to posting.”

     The Employer will attempt to notify an employee, no later than the day after his
     bag is counted, of any shortages over fifty dollars ($50.00), which are a direct
     result of changing the cash count after verification.

     Employees will not be required to pay more than one hundred dollars
     ($100.00) per week.


ARTICLE 10 – JOB TRAINING:

  (f) Increase to $3.00 per hour.


ARTICLE 15 – ALLOCATION OF EMPLOYMENT:

  (a) Change 37 hours to 35 and add a new paragraph:

     “Notwithstanding the foregoing, the Employer may schedule an employee
     who is allocated available work opportunities pursuant to Article 15(e) more
     than the maximum 35 hours in the week, if this is the only way of meeting the
     employees requested maximum hours.”

  (b) Change “Live Standardbred Spring Meet” to “Live Thoroughbred Spring Meet”

  (c) Change “Live Standardbred Meet” to “Live Thoroughbred Spring Meet,
                                          Live Standardbred Summer Mohawk Meet,
                                          Live Standardbred Fall Woodbine Meet,
                                          End of Thoroughbred Season.”

     Union to table new minimum availability requirements.




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       Add language to allow up to three employees designated by the Union to reduce
       their minimum availability requirements to 15 hours per week so they can act as
       Union representatives who service Woodbine employees.

    (d) Work Allocation Preference Sheets, Days of the Week Preference Change Sheets,
        Shift Unavailability Sheets, Leave of Absence and Vacation Forms may also be
        obtained and submitted via the internet and intranet.

    (e) Change “Live Standardbred Meet” to conform to Article 15(c) as above.

       (v) Update areas.

    (f) Define a week as Monday to Sunday (Saturday to Friday).
    .
         Schedules are also to be available on the internet and intranet.

    (g) 1st paragraph change “twenty-four (24) hours” to “two (2) hours”.

        (i) Rewrite: “the employee has stated on his preference sheet that he is available
       to fill a shift on short notice or he has notified the scheduling department that he
       is available to fill a shift on that particular day; and”

       (iv) 4th paragraph change “twenty-four (24) hours” to “two (2) hours”

       5th paragraph. Rewrite last sentence: “An employee that refuses such shift on
       short notice, two times in succession, not on the same day, will not be contacted
       again and may not notify the scheduling department that he is available for shifts
       on short notice for the remainder of the preference period. Refusals while an
       employee is working, or where there is less than 12 hours notice, will not be
       considered for this clause.”
.
        New paragraph: “Where there is at least two hours before the beginning of a shift
       the Employer deems necessary to be filled, the Employer will notify each
       employee contacted of all shifts available that day and any vacated shifts available
       that week for which the employee may be eligible.”

        New paragraph: “Vacated shifts shall be filled as soon as practicable after the
        Employer is notified that a shift has been vacated.”


ARTICLE 17 – ASSIGNMENT OUTSIDE THE BARGAINING UNIT:

Add: “Union dues shall continue to be deducted and remitted to the Union at the same
rate and schedule as Seniority List employees.”




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ARTICLE 18 – WORK OF THE BARGAINING UNIT:

  (a) Add: “The Employer agrees to use its judgment reasonably.”

  (b) Rewrite: “The Employer agrees not to contract out any bargaining unit work.”

ARTICLE 19 – LEAVE OF ABSENCE:

   (a) Add: “Except for the provisions for pregnancy, parental, family and emergency
   leave in the Employment Standards Act, Seniority and Eligibility…”


   (d) Add: “Except for the provisions for leaves of absence in the Employment
       Standards Act…”

   New subsection: “The Employer will grant pregnancy, parental, family and
   emergency leave, without pay and without loss of seniority and benefits, in
   accordance with the provisions of the Employment Standards Act to those employees
   who make application on forms supplied by the Employer.”


ARTICLE 22 – INSURANCE MEDICAL AND PENSION:

2. (a) Provide pay direct cards

       (i) Prescription drugs - eliminate lifetime maximum.

       (ii) Vision care – add annual eye exams and upgraded coverage for children.

       (iv) Eliminate $5 per day maximum reimbursement for hospitalization charges.

       (v) Add acupuncturist, athletic therapist, chiropodist, chiropractor, herbalist,
       masseur, naturopath, osteopath, podiatrist, speech therapist and support hose. No
       maximum for accidental dental or medical and post surgical equipment.

       (vi) Increase annual maximum or eliminate lifetime maximum.

      New: Introduce a hearing aid plan.

   (b) Current ODA rates. Increase annual maximum. Include orthodontics.

   (c) Increase term life and AD&D insurance.

   (d) Rewrite the definition of “basic weekly wage rate” in Section 22(2)(d) and
        “Weekly Earnings” in Section 22(5)(a): “…shall mean, the employees
         average weekly earning’s excluding premiums and overtime for the 13 weeks or



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          26 weeks, whichever is greater, of earnings prior to the last day worked.”

3.   Increase term life insurance for non Seniority List employees.

5. Replace Occupational Disability Plan with WSIB coverage.

6. Add Article 22(2)(iii), (iv), (v) and new hearing aid benefit coverage for the family
   of a Seniority List employee who dies.

7.   Rewrite first sentence: “For employees who retire after age 55, the Employer agrees
     to make the applicable premium payments for the insurance plans listed in Article
     22(1), Article 22(2)(a)(i), (ii), (iii), (iv) & (v), Article 22(2)(b), Article 22(2)(c),
     new hearing aid benefit and $3,000 in life insurance until age 65 or death whichever
     occurs first.”

      Add a reduced level of benefits for employees who retire after age 55 when they are
      between the ages of 65 and 70.

New: “ Non Seniority list Employees who worked more than 700 hours in the previous
calendar year are eligible to receive the following benefits: basic life and accidental
death and dismemberment insurance at $10,000 each, extended healthcare which
includes prescription drug coverage and a pay direct card, vision care…”

New: Employer to provide long-term disability coverage.

New: “Employees receiving benefits from the Occupational or Weekly Indemnity
Plan, Long Term Disability Plan or WSIB shall make pension contributions, matched by
the Employer, unless he or she elects in writing not to do so.”


ARTICLE 23 – WAGES:

     (f) Rewrite: “Notwithstanding 23(c), (d) and (e), an employee scheduled for work by
         the Employer and who in fact reports for work shall not be entitled to any pay if
         the Employer has contacted the employee to advise him not to report for work; or
         the Employer has made every reasonable effort to contact the employee at least
         two hours prior to his shift start.”

     (h) Rewrite: “When an employee is assigned lead hand duties, he will receive
         premium of $5.00 per hour. Lead hand duties will be offered on a seniority
         basis to qualified employees working at any time. The Employer will provide
         safe access to lock boxes and safes.

      (i) For terminal operators assigned exchange and cheque cashing duties add:
          “These duties will be offered on a seniority basis to employees assigned to work
          in the respective area.”



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     (j) Increase Dual Currency premium to $1.00 per hour.

     (k) Increase $100/$50 window premium to $1.00 per hour.

     (l) Introduce premium pay for major race days.


ARTICLE 25 – STATUTORY HOLIDAYS:

Union will table its proposal.

Add Civic Holiday.


ARTICLE 29 – OCCUPATIONAL HEALTH AND SAFETY:

There shall be zero tolerance for patron abuse against employees.


ARTICLE 33 – HOURS OF WORK:

     (a) Increase minimum shift length to 6 hours.


ARTICLE 34 – BEREAVEMENT PAY:

Delete: “…provided such employee arranges and attends the funeral.”

Add spouse’s grandparents to the list of “immediate family”.

Add aunt, uncle, cousin, niece and nephew to the list of relatives for whose death an
employee will receive leave of absence with pay for one day.

ARTICLE 35 – JURY DUTY AND COURT APPEARANCES:

(b) Delete “on the Seniority list”.

Change thirty (30) cents per kilometer return to fifty (50) cents.


ARTICLE 36 – PARKING:

   (a) Add WEGZ Stadium Bar.




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   (b) Add: “The Employer will reimburse employees for parking fees where parking is
       not provided.”


ARTICLE 37 – JOB FUNCTIONS AND CLASSIFICATIONS:

List all job descriptions including Lead Hand which is to be added to Schedule “C” as a
new classification


ARTICLE 39 – AUTOMATION:

Paragraph 4 delete “…unless such machines are leased…such arrangement is put into
effect.”


ARTICLE 40 – RATIOS:

    (a) Rewrite: “In respect of teletheatre operations at any location excluding
        Greenwood, there will be a ratio of not more than twelve (12) combined Self
        Activated Machines (SAMS), Stand Alone Terminals (STANS), Tiny Tims and
        any other self-serve betting machines or devices owned, leased or operated by
        the Employer used for the purpose of pari-mutuel wagering for every mutual
        employee scheduled to work or actually working, whichever is greater. This will
        apply on a site-specific basis.


ARTICLE 41 – UNION REPRESENTATIVES:

1st paragraph, last line, change:”…of the Union and the Union Representatives.”
                           to    “…of the Union and other Union Representatives.”

New paragraph: “Union Representatives, which includes Union Stewards, will not lose
pay for time spent during their regular scheduled working hours assisting in the
presentation of any grievance or attending any discussion which might result in
disciplinary action by the Employer. When Union Representatives are required to spend
time outside their regular scheduled hours, they will be paid at time and a half their
regular rate of pay; in addition, where they are required to spend time on days on which
they are not scheduled to work, they shall be paid a minimum of three hours at the
premium rate.”


ARTICLE 42 – NEGOTIATIONS:

Rewrite: “The Employer agrees to pay, at their gross rate of pay, the wages of seven
Union negotiating committee members for time spent negotiating with the Employer.”



                                            7
ARTICLE 43 – TERMINATION:

One year.


SCHEDULES “A” & “B” CHECK-OFF

Revise.


SCHEDULE “C” HOURLY WAGE RATES - SENIORITY & NON SENIORITY

Retroactive to January 1st, 2006. Monetary.

Voucher Seller an additional $2.00 per hour.


SCHEDULE “E” ELIGIBILITY LIST

Union to table proposal regarding minimum eligibility requirements.

11. Paragraph 2, lines 1 & 5, change “live Standardbred Spring Meet”
                               to  “live Thoroughbred Spring Meet”.

    Note: add “…and Mohawk.”

    Last paragraph, change: “any Eligibility List employee”
                     to    “any non Seniority List employee”.


LETTER OF UNDERSTANDING Re: Scheduling

Paragraph 3, change “twelve (12) hours per day” to “thirteen (13) hours per day”.

1. Locations: typo, change “preceding” to “proceeding”.

2. Days of the Week/Shift Types

  Paragraph 2, lines 4-9, delete: ”To be scheduled…in advance of implementation.”
  Insert: “To be scheduled in this manner at two (2) locations, on the same day, the
  scheduled end time of the first shift and the scheduled start time of the second shift
  must be one (1) hour or one and a half (11/2) hours apart and lie within established
  zones for each respective time period. Any shift with two (2) hours or more between



                                               8
  the scheduled end time of the first shift and the scheduled start time of the second shift
  will be scheduled without any zone restrictions. Zones are determined by the Employer
  and may be changed by the Employer any time after written notice is given to the
  Union. Such changes are to be posted in advance of implementation.

  Paragraph 3, line 5, change: “twelve (12) hours” to “thirteen (13) hours”.

  Paragraph 6, lines 3-4, delete “…will not be scheduled for more than three (3) doubles
  In a week and…”


LETTER OF UNDERSTANDING Re: Slot Machines

Revise.


LETTER OR UNDERSTANDING Re: Statutory Holidays

Review.


LETTER OF UNDERSTANDING Re: Determining End of Shift

Add: “Where shifts are extended, no employee is obliged to stay beyond 30 minutes. All
shift extensions will be paid at time and a half.”


OTHER ITEMS:

   1. Retired employees, who have indicated to the Employer that they are available to
      fill shifts, including short notice shifts, will be offered shifts after Eligibility List
      Employees. Logistics to be discussed.

   2. When Woodbine shifts in preferred areas, and shifts with a premium, are vacated
      more than two hours before the beginning of a shift, the Employer will make
      every reasonable effort to reassign those shifts on a seniority basis to employees
      already assigned Woodbine shifts, whose WAPS would indicate a preference and
      an eligibility to fill such shifts. WAPS to add a new choice where employees can
      indicate their desire to fill such shifts. Union prepared to work with the
      Employer to develop and modify procedures on a trial basis.

   3. The Union and the Employer to create a Scheduling Committee, with equal
      representation, with broad powers to implement scheduling procedures on a trial
      basis notwithstanding anything in this collective agreement. Union Committee
      Members will be paid two hours or time spent, whichever is greater, for
      Committee Meetings.



                                               9
   4. Employer to pay for ORC and any other necessary employment licenses.

   5. Review Employer policy regarding lay-offs during the thoroughbred off-season.

   6. The Employer agrees to provide a Union office with a desk, chair, phone, fax,
      computer and a three drawer, locking filing cabinet for the exclusive use of the
      Union. The office shall be located within the main building at Woodbine.

   7. Employees and their guests will receive 50% discount on all food and beverage
      charges in the Mohawk and Woodbine Dining Rooms.

   8. Resolve outstanding grievances and issues including but not limited to the Shirley
      McMullan, Pam McNeil, Karen McPherson and Gail Steele cases.

   9. Employer to provide current employee benefit booklets and the cost of benefit
      improvements requested by the Union.

   10. Review Eligibility List.

   11. A list of unfilled shifts is to be included with weekly work schedules.

   12. Employer to give CRWU voluntary recognition for any newly created non
       management jobs, not covered by existing collective agreements with other
       unions, where WEG is the Employer. These jobs are to be added to this
       bargaining unit where possible; otherwise, new bargaining units will be created.

   13. The Pension Plan will be amended to indicate that the “Union” in the Plan
       Document is the CRWU and all Union Pension Committee Members are selected
       by the CRWU. Non CRWU bargaining unit employees currently in the Plan may
       be allowed to remain in the Plan at the discretion of the CRWU.

The Union reserves the right to change its proposals at any time during the course
of negotiations.




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