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Briefing Note


									                                  Briefing Note
                          Regarding Negotiated Changes
                                     For the
                       OPSEU Local 596 Collective Agreement


The collective agreement between the University and OPSEU, Local 596, representing
academic and administrative support staff expired on June 30, 2007.

Notice to bargain a renewal collective agreement was received by the University on April
2, 2007. The parties exchanged proposals on May 16th and met for a total of 9 days and
an agreement was reached on June 15, 2007.

The Union ratified the agreement on Monday, June 25th, and the University’s Board of
Governor’s also ratified the agreement on this date also.

This document outlines the highlights of the Agreement along with the action required
(where applicable) with respect to implementing the terms agreed to. Should you require
clarification please do not hesitate to contact your Human Resources Consultant.
( )

Highlights of the Agreement:


Three-year collective agreement – July 1, 2007 to June 30, 2010.

Wage Related Items:

Salary Grid and Wages:

The parties agreed to adjust the wage grid by ensuring that by July 1, 2009 there is a 7%
differential between each grade (the parties maintained a 3% differential between the
steps in each grade). The revised grids (attached) include a 3% across-the-board
adjustment on July 1st of each contract year. The normal ptr (increment) rules continue to
apply for the life of the Collective Agreement, that is, employees not at the maximum
step of their grade will move to the next step on their anniversary date. The revised wage
grids will assist the University in recruiting and retaining qualified applicants.

A reminder that OPSEU Research Assistants are paid in accordance with the funding
allocated for salary purposes for each research project, however, the minimum wage of a
Research Assistant is not to below the grade 2 minimum. The grade 2 minimum is as
follows: July 1, 2007 - $14.35, July 1, 2008 - $14.75, July 1, 2009 - $15.16.
        Action Required: Management hire employees consistent with the wage scale
        and associated salary rules. Managers continue to have the right to hire
        applicants up to 3 steps above the minimum of the salary scale. In cases where
        managers need to hire applicants above step 3, managers will provide their
        Human Resources Consultant with the rationale and the Consultant will advise
        the Union of the details and rationale and obtain the Union’s agreement.

Promotion rules:
The reclassification rules will also apply in the cases of promotion – minimum of 6%
adjustment or the next closest step on the salary grade for a one grade increase and a
minimum of 10% adjustment or the next closest step for a two or more grade increase.

   Action required: Line management be aware of promotion cost and provide
   Human Resources with the appropriate paper work to process the promotion.
   Human Resources will process the promotion.

Elimination of Mandatory Retirement:
The parties confirmed that for active employees who continue working past the age of 65
Long-Term Disability Protection Insurance/benefits lapses at the end of the month in
which the employee attains the age of 65. Further, in order to contain benefit costs these
employees are required to submit any medical expenses first to OHIP for payment, and
then submit any residual eligible expenses to the University’s insurance carrier for
applicable reimbursement.

       Action required: Benefits Unit will continue to take appropriate action in this
       regard. Manager, HR Systems will ensure that Departments receive
       appropriate charge back re: LTD premiums.

Joint Committee on Benefits:
The parties agreed to a joint committee on benefits. The objectives of this committee will
be to review the current benefits and costs and to examine the feasibility with respect to
offering members of the bargaining unit a flexible benefit plan including a health card
and spending account. This committee will make recommendations to the Executive
Director, Human Resources by no later than October 31, 2008.

       Action: Human Resources representative(s) will Chair this committee and
       ensure that appropriate recommendations are made by the parties to the
       Executive Director, Human Resources by the deadline date.

Job Evaluation:

The parties had a mutual goal to stream line and clarify the process and to ensure timely
evaluations of positions within the bargaining unit. The parties agreed to the following:
 outlined a process regarding the completion of the Position Description and
   Questionnaire requiring the employee to raise the matter with his/her supervisor and
   requiring the manager and employee to complete a draft PDQ and job description
   within 20 working days;
 HR to meet with the parties to clarify any issues and will evaluate the position within
   30 working days of the above noted meeting;
 eliminated the Step 1 complaint stage and will have one grievance stage in order to
   address any outstanding issues; and
 if no agreement then the parties proceed to expedited arbitration and will receive an
   arbitrator’s decision within 21 days of the arbitration hearing.

The parties agreed to the following regarding the retroactivity date of reclassifications:
 new positions in the union - the date when the position is staffed;
 reorganization - the date the new duties were officially assigned; and
 employee requests a position evaluation - the date the employee notified his/her
   supervisor, in writing, of their reclassification complaint.

Detailed flowchart outlining the process is attached and Roles/Accountability document
is attached.

Action required:
 Manager and employee are required to complete an updated PDQ and prepare a
   draft job description within 20 working days of receipt of the complaint. These
   updated documents are to be submitted to the Manager,Total Compensation &
 Manager, TC&P will meet within 10 days of receipt of the information with the
   manager, employee and union representative to discuss the updated PDQ and draft
   job description to ensure that it accurately reflects the job being performed.
 Manager to confirm the effective date of the reclassification.
 Manager, TC&P will communicate the final PDQ, job description, and position
   grade to the manager, employee and union within 30 days of the above meeting.
 If a grievance is filed, the Manager, Employee Relations will hear the grievance
   within 10 days of receipt of the grievance.
 Manager, Employee Relations and manager to prepare for expedited arbitration, if

The probationary period was increased from 6 to 9 months for employees in job grade 12
and above.

A term employee who is successful in obtaining a career position for which the
probationary period would normally be 9 months and who has 12 months continuous
service with the University and satisfactory assessments on his/her official human

resources file shall have his/her probationary period waived at the time of his/her
appointment to the his/her career position.

       Action required: Manager is to complete the interim probationary review by the
       end of the sixth month for employees with a 9 month probationary period;
       before the end of the 2nd month for employees with a 3 month probationary
       period; and before the end of the 4th month for employees with a 6 month
       probationary period. For all probationary periods the final probationary review
       is to be communicated to the employee no later than 2 weeks prior to the end of
       his/her probationary period. HRC will run a P2K report in order to notify the
       line manager accordingly. Human Resources will amend the appointment
       letters and advise the manager when probationary reviews are due.

       For term employees who obtain a career position for which the probationary
       period would normally be nine months and who has 12 months of continuous
       service the recruiting manager reviews the employee’s official human resources
       file and makes a determination as to whether the employee is a satisfactory
       performer. If the recruiting manager determines that the employee is a
       satisfactory performer the employee’s probationary period will be waived. In
       such cases, the letter of appointment will reflect this decision.

Term Positions and Term Employees:
The University clarified that only employees who occupy term positions funded by
sources other than the University’s operating budget are eligible for severance in cases
where the University determines that the term position is no longer required. Term
employees with 12 or more months of service are entitled to 6 weeks notice in cases of
renewal or early termination.

       Action required: Manager determines the need for the term position and
       provides the employee with appropriate notice of early termination or renewal
       and provide Human Resources with appropriate paper work to implement their
       decision. HR Services will continue to advise the line manager of term contract
       end dates, with a two month lead time so that appropriate decisions and notice
       can be provided to the employee.

Food Services:
In light of the unique nature of employment for Food Services employees the parties
agreed to a separate Food Services Article outlining their terms and conditions of
employment. In this Article the University confirmed the following:
 Food Services term positions are not eligible to convert to career status and that such
     employees will be entitled to the applicable severance provisions when the University
     determines that such term positions are no longer required.
 codified the assignment of term positions during the three scheduled non-work

   The University maintained that during the summer scheduled non-work period it will
    establish 10 term positions in Food Services, and in addition six term positions
    (increased from 3) in the ILLC.
   Food Services employees can extend their scheduled work year by up to five days by
    using their vacation and/or compensating time off credits on their account. Any
    remaining vacation/cto credits will be paid out on their separation date.
   Other than employees occupying summer non-work term positions the University will
    provide term employees with 12 or more months of service with 6 weeks notice of
    renewal or early termination. (The notice provisions for summer non-work term
    positions remain as is – minimum of 3 hours pay and the right to send an the
    employee home prior to the scheduled end of his/her shift and the right to cancel an
    employee’s shift by providing him/her at least 12 hours notice).

    Action required:
     Five (5) weeks prior to the scheduled non-work periods Food Services
       management will establish the appropriate number of term positions required in
       the Hub or the ILLC, with notional hours of 36.25 hours per week.
     For the Summer Non- Work Period Food Services management will establish
       and staff 16 term positions (ten (10) term positions in the Food Services area
       and six (6) term positions in the ILLC area) with notational hours of 36.25
       hours per week. This includes establishing appropriate position descriptions
       that include a range of duties as defined by FS management.
     Food Services management will inform the local union of the non-work term
       positions prior to conferring with each employee.
     FS management will confer with each active FS employee 4 weeks prior to the
       scheduled non-work period.
     Management to issue form in order to confer with each active employee and
       obtain their written commitment to work and perform the full range of duties
       during the non-work period. Confirmation dates are early December for the
       December non-work period; early February for the February non-work period;
       and early April for the summer non-work period.
     Management offer non-work term positions based on seniority provided the
       employee is available and possesses the skills and abilities to perform the
       required duties.
     FS Management provide the Human Resources Department with appropriate
       paperwork so that employees are paid in a timely and correct manner.
     Management pay these employees their normal OPSEU wage rates.
     Management provide the employees appropriate notice regarding altering or
       cancelling of shifts.
     Human Resources will ensure that employees are paid their appropriate wage
       rate and appropriate benefits.

Monetary Items:
 Health and Safety, Article 24 – LOU #6 – “Safety Equipment and Apparel” was
  moved to Article 24. The University is responsible for providing employees with

    hard hats and eye wear and employees will be reimbursed for safety footwear (up to
    $125.00). Reference to “video display terminals” has been updated to “computer
    displays”. (Manager to pay for safety footwear from his/her operating budget/petty

   Shift Premium - $1.00 per hour for the afternoon shift (from .75cents per hour) and
    $1.25 per hour for the night shift (from $1 per hour). The eligibility rule remains the
    same, that is, more than 50% of the hours worked must fall between the above noted
    shifts and then the appropriate shift premium will be paid for those hours falling
    between these shifts. (Manager to indicate on the time sheet that employee is
    entitled to afternoon or night shift allowance. Payroll will pay the employee

   Funding for joint union/management Training and Development Committee -
    $17,000 for each year of the Collective Agreement (from $15,000 per annum).
    (University to transfer appropriate amounts to the T&D budget).

 Pandemic Planning – The Union agreed to seriously consider and cooperate with the
   University’s protocol and implementation plan regarding a world wide pandemic. (If
   and when applicable, Human Resources will share the University’s protocol and
   implementation plan with OPSEU and provide them with the opportunity for

   Joint Union/Management Committee on Training and Development: conduct
    feasibility study re: job shadowing and development program and terms and
    conditions of an employee prepaid leave plan by December 31, 2009. (Manager,
    OED will chair this committee and ensure that the feasibility studies are completed
    by the parties by the appropriate target date).

   Attendance at Work Program: The University notified the Union in writing that it
    would be proceeding to implement the program in various departments and schools
    over the next few years. (Departments continue to implement the Attendance at
    Work program).

   Withdrawal of union policy grievances re: Food Services non-work period and
    severance for term employees.

   Union Remission Time: Chief Steward remission time increased to five days per
    week, 50/50 cost share. (was 3 days per week). (Employee Relations will advise the
    Union of release time amount they are required to pay. Financial Services will
    invoice the Union accordingly).

       Notice of Attendance at Union Meetings: Employees are now required to provide
        their manager and/or supervisor with 5 days notice of their attendance at any union
        meeting, including grievance meetings, committee meetings, ratification meetings,
        arbitration. Employees are required to notify their managers/supervisors of their
        return from such meetings (via voice-mail, e-mail, or in person).

       Information to the Union: As a result of the Human Resources Information
        Management System implementation the information the Human Resources
        Department provides the Union may result in changes in reporting format or other
        related system changes that may impact OPSEU employees. In such cases, the Union
        will be advised accordingly. (Employee Relations, in collaboration with HR
        Services, will inform the Union of any changes in reporting format or other related
        system changes in light of HRMS implementation).

       Deferred payroll: The University put the Union on notice that the bi-weekly “to-
        date” schedule will cease upon deployment of the new HRMS. The University
        intends to implement the deferred schedule as smoothly and effectively as possible
        and will provide the Union with an opportunity for input in this regard. (HR Services
        will develop implementation plan for deferred payroll and Employee Relations will
        provide the Union with an opportunity for input. HR Services will implement

       Job Postings
         – Employees must apply for vacancies electronically. For employees who do not
        have access to a computer they can submit a paper copy of their application, and in
        such cases the University will reply via paper copy.
        - FTCE employees are not eligible to apply for any other internal postings until
        they have completed their probation period. (Human Resources Consulting will
        ensure that only FTCE employees who have completed their probationary period
        and term employees are considered for internal postings. This will be done by HRC
        checking P2K and confirming which applicants are on probation).
       Appendix E – The positions of Athletic Therapist, Communications Coordinator, and
        Events Coordinator were added to Appendix E (Formerly Work Arrangement for
        Coaches only and specifically tied to game schedules.) (Sports & Recreation
        management to implement).

       Appendix G – Computer Lab Advisors working in Academic Services in CCS were
        added to Appendix G so that they can work a continental work week and be paid at
        their regular rate of pay for Sunday. (must receive two consecutive days off, other
        than Saturday and Sunday). (CCS management to implement).

Human Resources
July 2007


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