Collective Agreement UMPA

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					                  COLLECTIVE AGREEMENT



                          BETWEEN:


                THE UNIVERSITY OF MANITOBA

               (hereinafter called "the Employer"
                    and/or "the University")

                     OF THE FIRST PART,


                            - and -


THE ASSOCIATION OF EMPLOYEES SUPPORTING EDUCATION SERVICES
         (UNIVERSITY OF MANITOBA SECURITY SERVICES)
              (hereinafter called AESES or “the Union”)

                    OF THE SECOND PART




                       FOR THE PERIOD

           SEPTEMBER 16, 2006 - SEPTEMBER 18, 2009
                    BARGAINING TEAMS



For The University of Manitoba:

       Mr. P. Matthes
       Mr. J. Raftis
       Ms. L. Lavallee



For AESES (The University of Manitoba Security Services):

       Ms. L. Isaac
       Mr. R. Schmeichel
       Mr. J. Urkevich
       Mr. T. Moyle
       Mr. L. Hilton
                                          TABLE OF CONTENTS


NUMBER                           ARTICLE                                                                               PAGE

   1.       PURPOSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
   2.       SCOPE AND RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
   3.       UNION MEMBERSHIP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
   4.       COLLECTION OF UNION DUES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
   5.       REPRESENTATIVES, COMMITTEES AND MEETINGS . . . . . . . . . . . . . . . . . . 3
   6        DISPATCH OF OFFICERS AND STAFFING . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
   7.       HOURS OF WORK, WAGES AND SHIFTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
   8.       OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
   9.       SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
  10.       HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
  11.       VACATIONS WITH PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
  12.       ANNUAL CHRISTMAS-NEW YEARS BREAK . . . . . . . . . . . . . . . . . . . . . . . . . 21
  13.       SENIORITY AND RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
  14.       POSITION CLASSIFICATIONS AND TEMPORARY
            APPOINTMENT/ASSIGNMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
  15.       JOB POSTINGS, SELECTION, TRANSFER, PROBATION PERIOD,
            TRAIL PERIOD, LAYOFF AND RECALL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
  16.       LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
  17.       GRIEVANCE PROCEDURE AND ARBITRATION . . . . . . . . . . . . . . . . . . . . . . 38
  18.       NOTICE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
  19.       SAFETY AND HEALTH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
  20.       BULLETIN BOARDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
  21.       UNIFORMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
  22.       UPGRADING COURSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
  23.       COLLECTIVE AGREEMENT PRINTING AND DISTRIBUTION . . . . . . . . . . . . 44
  24.       LABOUR - MANAGEMENT RELATIONS COMMITTEE . . . . . . . . . . . . . . . . . . 45
  25.       TRAVEL ALLOWANCES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
  26.       DISCIPLINE AND DISMISSAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
  27.       EMPLOYER'S RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
  28.       CONTRACTING OUT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
  29.       STAFF BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
  30.       LETTERS OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
  31.       NO STRIKES/NO LOCKOUTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
  32.       EMPLOYEE ASSISTANCE PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
  33.       EMPLOYMENT EQUITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
  34.       DURATION, TERMINATION AND
            RENEWAL OF COLLECTIVE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . 51

  ADDENDUM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .   52

  SCHEDULE A - CLASSIFICATIONS AND WAGE RATES . . . . . . . . . . . . . . . . . . . . . 54
  SCHEDULE B - UNIFORMS AND EQUIPMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
  SCHEDULE C - AGREEMENT FOR PATROL OFFICER EMPLOYMENT
               WITH THE UNIVERSITY OF MANITOBA SECURITY
               SERVICES DEPARTMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58
LETTERS OF UNDERSTANDING:

     RE:    Implementation of Clause 6.3 - Patrol Officers Identified as Most Senior . . . . . 60


     FOR INFORMATION ONLY . . . . . . . . . . .    . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66
                                              -1-

ARTICLE 1.    PURPOSE

1.1           The purpose of this Collective Agreement is to promote cooperation and
              harmony between Employer and employees, in recognition of the need for the
              successful operation of the University as a public institution designed to promote
              higher education, and accordingly, but without limiting the generality of the
              foregoing, to facilitate the peaceful adjustment of all disputes and grievances, to
              prevent strikes, lockouts, waste, avoidable expenses and unnecessary delays.

1.2           The mutual interest of the Employer and its employees is hereby recognized and
              all Parties to this Collective Agreement are pledged to assist in the operation of
              the Departments of the Employer mentioned in the attached Schedule "A" of this
              Collective Agreement, and pledge themselves to refrain from taking part in
              sympathy strikes.

1.3           The Employer and the Association hereby agree that in the conduct of carrying
              out their respective responsibilities in the administration of this Collective
              Agreement each Party shall act reasonably, fairly, in good faith and in a manner
              consistent with the Collective Agreement as a whole.


ARTICLE 2.    SCOPE AND RECOGNITION

2.1     Bargaining Unit

              The Employer, in accordance with Manitoba Labour Board Certificate No. 5252
              dated June 13, 1996, recognizes the Union as the exclusive bargaining agent for
              all employees of the University of Manitoba employed as Policemen except the
              Director, Assistant Director and those excluded by the Labour Relations Act of
              Manitoba.

2.2     Recognition

              The Employer recognizes the Union as the sole and exclusive bargaining agent
              for all its employees coming under this Collective Agreement in collective
              bargaining with relation to wages, hours of work and other conditions of
              employment as set forth herein.

2.3     Application

              This Collective Agreement shall apply to those employees of the University of
              Manitoba who are within the bargaining unit defined in Manitoba Labour Board
              Certificate No. MLB 5252 and who are employed in the classifications set forth in
              Schedule "A" attached and inclusive of this Collective Agreement.

2.3.1         Classifications may be added to or deleted from Schedule "A" by agreement
              between the Employer and the Union. In case of failure to reach agreement the
              matter may be referred to the Manitoba Labour Board.
                                             -2-

2.4     Full-Time Students Excluded

              A student who is enrolled in the current academic year (September 1 to August
              31) in a High School or a University on a full-time program of study and who is
              employed by Security Services is excluded from the bargaining unit as a student
              and therefore not covered by the Collective Agreement.

2.4.1         Students may perform work of the bargaining unit providing that a student does
              not displace an employee in the bargaining unit.

              It is not the intent of the Employer to utilize student employees to replace
              employees in the bargaining unit, be it for regular assignments, or overtime
              assignments.

2.5     Excluded Persons Performing Work of Bargaining Unit

              Supervisory persons whose positions are excluded from this Collective
              Agreement shall be permitted to perform work similar to those members of the
              bargaining unit where the work is for experimentation, instruction, resolving
              emergencies, or where the work is incidental to the performance of their regular
              duties.


ARTICLE 3.    UNION MEMBERSHIP

3.1           It is understood that it is the inherent right of any employee covered by this
              Collective Agreement to make application for membership in the Union if he/she
              so wishes.

3.2           It is agreed that there will be no discrimination, interference, restraint, or
              intimidation exercised or practised upon any employee by the Employer, or its
              agents, or by the Union, or its representatives, because of membership or non-
              membership in the Union.


ARTICLE 4.    COLLECTION OF UNION DUES

4.1           The Employer shall deduct from the salary of each employee, as a condition of
              continued employment, such initiation fees, union dues and other assessments
              which are established by the Union. These deductions will be mailed to the
              Treasurer of the Union by the 21st of the following month. Accompanying these
              deductions will be a list showing the name and social insurance number or
              employee number of each employee for and on behalf of whom such deductions
              have been made, and the amount deducted in respect of each such employee.

4.2           Deductions for new employees shall be made on the first pay, and calculated
              from the date of employment.
                                              -3-

4.3          The Union will save the Employer harmless from any claims that may arise either
             from any deductions from wages in respect of check-off of monthly assessments
             or any related action taken at the request of the Union.

4.4   Information To The Union

             The Union shall receive the following information, in a data format as mutually
             agreed upon by the Union and the Employer, on all members of the bargaining
             unit: Surname and initials, birth date, sex, social insurance number or employee
             number, classification, employee identification, home address, campus address,
             annual salary and/or hourly wage, seniority, start date, dues deducted in the
             month, salary and dues accumulated year to date. The information will be
             provided monthly, based upon the information as of the last day of the last pay
             period in the month.


ARTICLE 5.   REPRESENTATIVES, COMMITTEES AND MEETINGS

5.1   Union Representatives

             No individual employee or group of employees shall undertake to represent the
             Union at meetings with the Employer without proper authorization of the Union.
             In order that this may be facilitated, the Union shall keep the Employer informed
             at all times as to the names of those so authorized.

5.2   Employer Representatives

             The Employer shall supply a list of its management representatives with whom
             the Union may be required to deal with under the terms of this Collective
             Agreement. Such lists will be supplied in the month of July.

5.3   Union Duties and Supervisory Approval

             The Employer recognizes the role of Union executives, grievance committees,
             negotiating committees and stewards in labour management relations, and shall
             not discriminate against them. Where supervisory approval is requested under
             this Article it will normally be given, provided that the Supervisor is satisfied that
             there will not be an unreasonable disruption of the work.

             Where it is necessary for an employee to leave his/her work site to perform
             his/her Union duties he/she shall first receive approval from his/her Supervisor.
             Where a discussion of Union business requires a meeting of a group of more
             than three (3) employees such meeting shall be held outside of working hours.

             The Union representative shall, on presentation of his/her credentials, be
             permitted admittance at any time to any location on the campus in which the
             employees are working for the purpose of calling on an employee on duty.

5.4   Remuneration For Union (Employee) Representatives
                                             -4-

              When meeting with the Employer the maximum number of employees attending
              as representatives of the Union who are entitled to receive their usual
              remuneration from the Employer shall be as follows:

5.4.1         Grievance Meetings: In the case of grievance meetings between the Union and
              the Employer, which are arranged through the Human Resources Department,
              up to two (2) representatives of the Union shall be entitled to receive their usual
              remuneration from the Employer.

5.4.2         Arbitration Hearings: In the case of grievance arbitration hearings between the
              Union and the Employer, up to two (2) representatives of the Union shall be
              entitled to receive their usual remuneration from the Employer.

5.4.3         Collective Bargaining: In the case of collective bargaining/negotiation meetings
              between the Union and the Employer, which are arranged through the Human
              Resources Department, up to two (2) representatives of the Union shall be
              entitled to receive their usual remuneration from the Employer.

              Conciliation: In the case of collective bargaining/negotiation meetings between
              the Union and the Employer in conciliation, mediation, arbitration or similar
              process(es) during collective bargaining up to two (2) representatives of the
              Union shall be entitled to receive their usual remuneration from the Employer.

5.4.4         General: In the case of general meetings between the Union and the Employer,
              which are arranged through the Human Resources Department, to discuss
              matters relating to the administration, application or interpretation of the
              Collective Agreement, up to two (2) representatives of the Union shall be entitled
              to receive their usual remuneration from the Employer.

5.4.5         "Usual remuneration" required to be paid shall mean the employee's regular
              hourly salary for the number of hours spent at said meeting up to the employee's
              normal hours of work per day but not including any overtime.

5.5     Union Business

              Upon application by the Union, the Employer shall grant a leave of absence
              without pay to an employee for Union Business. The employee shall have
              his/her salary and benefits continued and the University shall bill the Union for
              the cost of same. The Union shall reimburse the University within thirty (30) days
              of receipt of billing.
                                                -5-

ARTICLE 6      DISPATCH OF OFFICERS AND STAFFING

6.1     Scheduling and Dispatch to Calls

               The Employer agrees that normally employees shall patrol and/or respond to
               calls in teams of two (2) on each Campus. The employer shall schedule at least
               five (5) employees for each shift, with three (3) employees scheduled for the Fort
               Garry Campus and two (2) employees scheduled for the Bannatyne Campus.
               The Community Liaison Officer positions are not included in the above five
               positions unless the employer has specifically reassigned the Community Liaison
               Officer to Patrol Officer duty for a particular shift(s). The Employer will attempt to
               replace last minute absences through detailing (Clause 8.2.4) or other means
               (excluding contracting out).

6.1.1          The Employer will continue to provide self-defence training and non-violent crisis
               intervention training to all staff for their personal safety.

6.1.2          Should an employee determine that, based on their training, it is appropriate to
               take no action until support arrives, no disciplinary action will be taken by the
               employer.

6.2     Staffing Levels

               The Employer retains the right to reduce staffing levels for bona fide reasons. In
               the event that a reduction of staff makes it impossible to schedule as described in
               Clause 6.1, the Employer will provide a single officer response and patrol
               protocol (protocol to be agreed upon by the Employer and the Union).

6.3     Bannatyne Campus Staffing

        The provisions of this Clause are subject to the terms of the Letter of Understanding Re:
        Implementation of Clause 6.3 on page 60:

               (a)    Vacant Patrol Officer positions at the Bannatyne Campus will be posted
                      internally on both campuses and communicated to all employees via e-
                      mail.

               (b)    Assignment to the Bannatyne Campus shall be for two (2) year terms
                      unless a Patrol Officer is assigned to Bannatyne in accordance with (d)
                      below, then the term shall be for one (1) year.

               (c)    Patrol Officers wishing to be assigned to Bannatyne Campus shall apply
                      to the posting. The employer retains the right to select from the applicant
                      pool based on the particular staffing needs for the Bannatyne Campus at
                      that time. For example, the need to familiarize junior staff with the
                      Bannatyne Campus, etc. Where other factors are deemed to be equal,
                      seniority will be used to select the applicant.
                                                -6-

               (d)     Should there be an insufficient number of qualified applicants to fill all of
                       the vacancies based on the particular staffing needs then the employer
                       may assign Patrol Officers for a one (1) -year term.

               (e)     Employees assigned to Bannatyne Campus as above may be temporarily
                       assigned to Fort Garry by the employer during the calendar year for no
                       more than a total of sixteen (16) shifts each.

               (f)     Employees normally working on the Fort Garry Campus may be
                       temporarily assigned for short terms to Bannatyne for training, special
                       functions, sick leave replacement, to replace Patrol Officers assigned
                       under 6.3(e), or emergencies as required, however long term
                       replacement will only be assigned as above unless otherwise mutually
                       agreed to by the Employer and the union.

               (g)     Temporary assignments in accordance with 6.3(f) (except for training)
                       shall be in order of reverse seniority.


ARTICLE 7.     HOURS OF WORK, WAGES AND SHIFTS

7.1     Hours of Work

               The hours of work for regular full time employees shall be deemed to be eight (8)
               hours per day and forty (40) hours per week for purposes of pay, sick leave and
               vacation entitlement.

7.2     Rotating Shifts

               Employees shall have a schedule whereby regularly scheduled shifts shall rotate
               through a schedule of twelve (12) hour shifts within an eight (8) week cycle.
               Total hours will be three hundred and thirty six (336). Employees shall bank
               sixteen (16) hours per cycle to be taken as banked time off.

7.2.1          There shall be two (2) companies - “A” and “B”. Each company shall
               be made up of two (2) platoons.

7.3     Shift Schedules

               The shift schedules shall be:

               Day Shift      0700 hours (7:00 a.m.) - 1900 hours (7:00 p.m.)
               Night Shift    1900 hours (7:00 p.m.) - 0700 hours (7:00 a.m.)

               These shift schedules shall not be altered at any time without Union
               agreement.

              These shifts shall include therein two (2) rest breaks as well as two (2) breaks of
              at least thirty (30) minutes each will be allowed for the employee to eat lunch.
7.3.1   Work Days/Days Off
                                             -7-


              The following days on/days off schedule shall apply:

              Four (4) consecutive days work - Four (4) consecutive days off.

7.3.2   New Hires Shift Schedule

              The Employer may schedule new hires at eight (8) hours per day, five (5) days
              per week for up to four (4) weeks of their employment for purposes of orientation
              and training insofar as there is no undue disruption of the shift schedule of any
              other employee.

              The employer agrees that an employee is no longer a new hire if the employee
              has completed 1044 hours of employment in the bargaining unit.

7.4     Schedule/Shift Changes

              Schedule Change is defined as an employee changing companies (“A” to
              “B” or vice versa).

              Shift Change is defined as an employee changing platoons within the
              same company.

              Schedule or shift changes shall not affect vacation or scheduled vacation.

              Schedule and/or shift changes to accommodate training - see Addendum
              (page 52) Section B.

7.4.1   Schedule Changes

              Where a schedule change is made the employee shall be notified before the end
              of a four (4) work shift block. The schedule change shall be effective after the
              employee has been off for eight (8) consecutive days.

              Where the schedule change is employer initiated then the employee shall not
              have any time deducted from his/her banked time accumulation or vacation.

              Where the schedule change is made at the request of the employee then the
              extra four (4) days off may be deducted from the employee's banked time
              accumulation.

7.4.2   Shift Changes

              (dd)   Except in extraordinary circumstances, shift changes for the purposes of
                     training or supervisor meetings shall only occur with a minimum of three
                     (3), four (4) working shift blocks (12 shifts worked). Where proper notice
                     is not given then the employee shall receive overtime for the first shift.
              (ee)   Shift changes which are required due to circumstances beyond the
                     control of the Employer for a one (1) to four (4) shift period the employee
                                               -8-

                       must be notified before normal quitting time on the shift previous to the
                       change. Other shift changes which are necessary due to circumstances
                       beyond the control of the Employer require a notice period of three (3)
                       shifts.

              (ff)     Where the above notice is not given then double (2x) time will apply for all
                       hours worked on the first shift.

7.4.3   No Call Back

              Except in emergency or extraordinary circumstances, employees on consecutive
              days off shall not be called back to work on their days off. Any call back to work
              on days off, except in emergency or extraordinary circumstances, will be strictly
              voluntary. Any return to work will be subject to the call back and overtime
              provisions contained in Article 8.

7.5     Posting of Schedules

              Shift schedules will be posted annually. By December 1st of each year the
              Employer shall post the schedule for the following year. Each Patrol Officer and
              Patrol Supervisor shall receive a copy of the schedule by this date.

7.6     Shift Premium

              (a)      Where an employee works on scheduled shifts during the hours covered
                       by the Night Shift he/she shall receive a premium of one dollar and five
                       cents ($1.05) per hour for all hours worked on the Night Shift.

              (b)      Shift Premium shall be paid for all regular hours worked.

              (c)      Shift premium shall not be paid where overtime rates apply.

7.7     Statutory Holiday Pay

              Statutory holiday pay shall be based on twelve (12) hours for each of the
              holidays provided for in Article 10 of this Collective Agreement for shift
              employees.

7.8     Wages - Schedule A

              The Employer agrees to pay employees under this Collective Agreement bi-
              weekly in accordance with the wage rates shown in the attached Schedule "A".




7.9     Step Increases and Review Dates

              An employee's "Step Increase Review Date" is the date on which an employee
                                                -9-

               shall be eligible for a review of his/her salary step within the salary range for
               Patrol Officer. See Schedule A - Classifications and Wage Rates.

7.9.1          A new employee's Step Increase Review Date shall be the calendar date
               following one (1) year from the date of original appointment, except as provided
               for in Clause 7.9.4 when an employee works less than the regular full-time hours
               of work as defined in Clause 7.1.

7.9.2          Subject to the provisions of Clauses 7.9.3 and 7.9.4, an increase of one (1) step
               will be granted on an employee's Step Increase Review Date, except that where
               there is reasonable doubt that an employee's performance meets acceptable
               standards for his/her position, the Employer may withhold the employee's step
               increase. The employee will be given a letter before the Step Increase Review
               Date outlining the reasons for withholding the increase and stating areas of
               improvement required. The letter shall also set a date when the matter will be
               reviewed which shall not be less than two (2) pay periods or more than six (6)
               pay periods after the Step Increase Review Date. Should the review show
               acceptable improvement, the Employer will then implement a step increase
               effective from the date the matter is reviewed. Failure to improve may result in
               an extension of the withhold period. The withholding of a step in any calendar
               year does not change the employee's Step Increase Review Date in the next
               calendar year. The use of this article does not preclude the use of any required
               disciplinary action as outlined in Article 26.

7.9.3          When an employee's Step Increase Review Date falls during a period when the
               employee is on sick leave, the decision to grant or withhold a step may be
               postponed until the employee's return to work.

7.9.4          Employees who take an authorized leave of absence without pay or who work
               less than the regular full-time hours of work, as defined in Clause 7.1, shall be
               considered for the aforementioned step increases when the equivalent of one (1)
               year full-time service (2080 hours) is achieved in their current step.

7.9.5          Where, in accordance with this article, a step increase is to be implemented, the
               effective date of the increase shall be the first day of the bi-weekly pay period if
               the Step Increase Review Date falls in the first seven (7) calendar days of the bi-
               weekly pay period. If the Step Increase Review Date falls in the last seven (7)
               calendar days of the bi-weekly pay period, the effective date of the increase shall
               be the first day of the bi-weekly pay period next following.

7.10    Absence Without Approval

              Any employee who is absent from work without approval at any time during
              working hours may be subject to a deduction of a proportionate amount from his
              or her wages. See also Clause 18.5 - Absence Without Authorization.
7.11    Calendar Day

               For purposes of administration of this Collective Agreement the calendar day
               (Midnight to Midnight) will apply unless otherwise mutually agreed.
                                               - 10 -



ARTICLE 8.     OVERTIME

8.1     Definition of Overtime

               Overtime is defined as any time an employee is required to work in excess of the
               regular hours of work per day/shift or per rotation interval (Clause 7.2) or per
               week (for non-shift employees) or on a holiday as provided for in Article 10 and
               Clause 11.10.

8.2     Allocation of Overtime

8.2.1   Overtime Listing

               For purposes of allocating overtime, the employer will prepare a listing of all
               employees in the bargaining unit, except any employee(s) in the
               Investigator/Trainer classification, in descending order of seniority. As new
               personnel are hired, they will be placed on the list in the order of their seniority.

8.2.2   Listing of Overtime Worked

               (a)    All overtime hours worked by each employee will be listed on master list
                      and kept in a place accessible to all patrol officers.

               (b)    (Overtime as a result of an employee working on a paid Holiday (those
                      holidays detailed in Article 10) will not be listed, unless the employee is
                      working on the Holiday due to scheduled, unscheduled, or detailed
                      overtime as defined herein.

               (c)    Overtime hours are not recorded until they have actually been worked.

               (d)    The overtime listed will be set to zero each April 1, for each employee.

               (e)    To facilitate accurate posting on the overtime list, regular and overtime
                      hours of all employees shall be recorded and available to staff.

8.2.3   Allocation of Scheduled Overtime - Voluntary Basis

               (a)    Interested employees will put their names down on the overtime bid
                      sheet, the successful applicant will be the one who has the least overtime
                      worked.

               (b)   In a situation where two or more employees have an equal amount of
                     overtime, the most senior employee shall be awarded the overtime.
8.2.4   Detailed Overtime

        Where there are no volunteers for scheduled or unscheduled overtime the following
        procedure will be followed:
                                              - 11 -


              (a)    Employees as described in Clause 8.2.6 will be excluded from detailed
                     overtime.

              (b)    The employee with the least amount of overtime shall be detailed to work
                     the overtime. In the event that there are two or more employees with an
                     equal amount of overtime listed, then the employee who is most junior in
                     seniority will be detailed.

              (c)     Scheduled overtime will be detailed five (5) to seven (7) calendar days
                     before the overtime is to be worked.

              (d)    Any refusal to accept detailed overtime may be considered as
                     insubordination and subject to discipline under Clause 26.2.

8.2.5   Unscheduled Overtime

              (a)    Unscheduled overtime is defined as overtime which, due to
                     circumstances beyond the control of the Employer, cannot be posted for
                     bids as in Clause 8.2.3.

              (b)    In the event of unscheduled overtime the Employer, if it is practical to do
                     so, shall canvass available employees for volunteers and proceed in
                     accordance with Clause 8.2.3.

              (c)    If there are no volunteers or it is not practical to canvass for volunteers
                     then the Employer will proceed in accordance with the procedure outlined
                     in Clause 8.2.4.

              (d)    Overtime that requires the presence of a particular employee for
                     completing arrest procedures, conducting specialized training, or overtime
                     for a specialized unit, may be detailed without canvassing or following the
                     procedures outlined in Clause 8.2.4(b).

8.2.6   Employees Excluded from Detailed Overtime

              Employees in the following circumstances will not be detailed for overtime:

              (a)    Individuals regularly scheduled to work shifts that immediately follow the
                     overtime shift.

              (b)    Individuals on paid vacation, leave of absence, or sick leave.


8.3     Payment for Authorized Overtime

              All overtime shall be paid for at the rate of double (2X) time for actual time
              worked except as hereinafter provided.
                                             - 12 -

8.4     Callback

              A callback shall be defined as any call back to work received by an employee
              during the period between his/her completion of work and subsequent starting
              time.

8.4.1         Any employee called back to duty shall be paid for all overtime worked at the rate
              of double (2X) time with a minimum pay for a call back of two (2) hours at double
              (2X) time.

8.4.2         Any employee called back to duty on a regular day of rest shall be paid for all
              overtime worked at the rate of double (2X) time with a minimum pay for a call
              back of four (4) hours at double (2X) time.

8.4.3         An employee in receipt of a minimum callback will not receive additional pay for
              any subsequent callbacks which fall within the period covered by the minimum.

8.5     Court Appearance on Day of Rest

              Where an employee is required to make a court appearance on his/her
              scheduled day of rest, he/she shall be paid for all time worked at the rate of
              double (2X) time with a minimum pay of two (2) hours at double (2X) time.

8.6     Ten Hour Rest Break

              Where an employee is required to work overtime following a regular shift, the
              employee will be allowed to use banked time as needed to ensure that there is a
              minimum of ten (10) hours between the end of the overtime and the subsequent
              start time. The employee will notify the employer of his/her intent to change the
              start time of the next shift prior to leaving work. The parties recognize that this
              may mean staffing levels as described in Clause 6.1 are temporarily reduced.

8.7     Statutory Holidays

              Any employee required to work on a statutory holiday as outlined in Article 10
              shall be paid double (2X) times the regular rate of pay in addition to his/her
              regular earnings for the day. A minimum guarantee of four (4) hours at the
              applicable premium will be paid.

8.8     Meal Allowance

              Where an employee is required to work unscheduled overtime following the
              normal work day and it is not expected that the work will be completed in less
              than three (3) hours, then arrangements may be made to obtain a meal off
              campus. In this event the Employer shall reimburse the employee, upon
              providing a receipt, to an amount not to exceed ten dollars ($10.00).
              Reasonable time will be allowed to eat a meal where the meal is eaten on the
              job. Where overtime continues beyond four (4) hours, a meal will be provided or
              paid for, and for every four (4) continuous hours overtime thereafter.
                                             - 13 -


8.8.1          In cases where overtime is scheduled and the employee works for more than
               eight (8) consecutive hours the Employer will provide a meal after eight (8) hours
               of work and every four (4) hours thereafter. When overtime is scheduled for
               three (3) or more hours immediately following a regular shift, a meal will be
               provided or paid for.

8.8.2          Where arrangements are made to obtain a meal off campus under Clause 8.8 or
               8.8.1, the Patrol Supervisor may designate an employee to pick up the required
               meals from a restaurant within the University area (generally Pembina Highway
               from McGillivray to the Perimeter). Where the meals are delivered to Campus,
               the University shall reimburse the employee for any delivery charge up to a
               maximum of one dollar ($1.00).

8.9     Banking of Overtime

               When an employee is required to work overtime he or she may, if the Employer
               agrees, elect to receive time off instead of payment. Such time off shall be the
               equivalent in hours to the pay for such overtime that would have been calculated
               under Clause 8.3. The employee shall make his election at the time of
               completing his/her overtime claim sheet.

8.9.1   Maximum Banked Time Accumulation

               Employees may accumulate banked time to a maximum of two hundred (200)
               hours. When the employee's banked time accumulation goes over the
               maximum then the employee must make arrangements, within eight (8) working
               shifts, with the Employer to schedule time off to reduce the accumulation to at
               least the allowable maximum.

               If the employee does not make the necessary arrangements within the time
               period then the Employer shall schedule the employee for time off so that the
               banked time accumulation is reduced to the maximum.

               In no case shall an employee lose any accumulated banked time if it has not
               been taken as time off.

8.9.2   Banked time Reduction

              Employees may elect to receive pay for any or all accumulated banked time at
              any time. The employer shall pay the employees on the next pay date provided
              that the employee has made the request fourteen (14) calendar days prior to the
              pay date.
8.9.3   Time Off

               (a)    Requests for banked time off will be on first come first served basis. If
                      two or more members request the same period of time off then the senior
                      employee(s) will have preference in order of seniority. This provision does
                      not apply to vacation requests.
                                            - 14 -


              (b)    Approval or denial of requests for time off will be provided within seven
                     (7) calendar days of receipt of the request.

              (c)    Subject to Clause 8.9.2, when taking time off, an employee will have the
                     option of either deducting the time from his/her banked time accumulation
                     or from his/her vacation entitlement. (See also Clause 11.2.2)

              (d)    The Employer may cancel banked time off if the employee is deducting
                     the time from his/her banked time accumulation and the Employer has
                     provided the employee with a minimum of three (3) calendar days notice
                     of the cancellation.

              (e)    An employee may only cancel a request for banked time off by providing
                     the employer with a minimum of three (3) calendar days notice of the
                     cancellation.


8.10    Banking of Regular Time (Time Exchange)

              When an employee chooses to exchange work for time off, or time off for work,
              such exchange shall be at a mutually agreed time on an equal time basis and not
              on a rate of pay basis. Arrangements for such time off shall be confirmed within
              thirty (30) calendar days. Requests are to be confirmed in writing within five (5)
              working days with one copy to be kept by the Employer and one copy to be kept
              by the employee.


ARTICLE 9.    SICK LEAVE

9.1     Sick Leave - Full-Time Employees

              All full-time employees eligible for the Long Term Disability Income Plan shall be
              covered by the Sick Leave Policy for Non-Academic Staff as per University of
              Manitoba Policy #805 which was put into effect April 1, 1963 and revised July 26,
              1972. This staff benefit plan shall continue as in the past unless changed by a
              recommendation of the Staff Benefits Committee and approved by the Board of
              Governors.




9.1.1   Medical/Dental Appointments

              Absences for dental and medical appointments for full-time employees shall be
              considered as sick leave. Except in emergency situations, the employee must
              notify the supervisor one (1) four (4) working day block previous to the date of
              appointment. Whenever possible, such appointments should be made on the
              employee’s day off.
                                              - 15 -


9.1.2   Sick Leave - Non Full-Time Employees

               All employees, who are not regular full-time employees, after being employed for
               the equivalent of sixty (60) working days or more will be entitled to accumulate
               one (1) hour of sick leave with pay credit for each fifteen (15) hours of service.
               After the completion of the sixty (60) working day period an employee’s sick
               leave entitlement shall be thirty-two (32) hours. Sick Leave credits are payable
               under this Clause as follows:

               (1)    Sick Leave under this Clause is payable on the basis of an employee's
                      regular hourly rate of pay for the employee's normal hours of work per
                      day and normal days of work per week which the employee would have
                      otherwise normally worked during the period of sickness;

               (2)    For employees who are not regular full-time employees but who are
                      eligible for the Long Term Disability Income Plan, the accumulation of
                      Sick Leave credits will be to a maximum number of hours such that the
                      employee would be entitled to Sick Leave for a maximum of 180 calender
                      days;

               (3)    For employees who are not regular full-time employees and who are not
                      eligible for the Long Term Disability Income Plan, the accumulation of
                      Sick Leave credits will be to a maximum of 442 hours.

9.2     Notification of Employer When Sick

               An employee who is unable to perform his/her duties and is absent as a result of
               sickness shall notify his/her supervisor or Department Head, or if they cannot be
               reached, the Human Resources Department as soon as possible on the day of
               his/her absence. If the sickness is of some duration, the employee should keep
               in regular contact with his/her Supervisor or Department Head. In the event that
               this is not done the employee may be considered on leave without pay, unless
               he/she is able to prove to the Employer that notification was not possible.

9.3     Medical Certificate

               A medical certificate may be requested for absence due to sickness at the
               discretion of the Employer. In complying with this request the employee shall
               request that the medical certificate state the dates on which the employee was
               unable to attend work and the general nature of the sickness or injury, and
               additionally, in the case of an absence for a lengthy duration, a prognosis as to
               the expected date of return to work.

9.3.1   Second Medical Opinion

               In cases of long term or frequent sick leave, the Human Resources Department
               may require the employee to obtain a second medical opinion from a doctor
               appointed by the Employer. The employee will authorize his/her doctor to make
                                             - 16 -

               available the required information to the doctor appointed by the Employer and
               shall substantiate that this has been done.

               Such medical reports shall be treated as confidential between the employee, the
               doctor and the Human Resources Department. The cost of this medical will be
               borne by the Employer.

9.3.2   Failure to Furnish Medical Certificate

               In the event that the employee fails to furnish a medical certificate when
               requested under Clause 9.3 or in the event the employee does not authorize the
               required releases under Clause 9.3.1, his/her absence from work may be
               considered as unauthorized and consequently without pay.

9.4     Manitoba Public Insurance Wage Loss Replacement Benefits

               Manitoba Public Insurance (MPI) provides wage loss replacement benefits
               resulting from motor vehicle accidents regardless of the existence of sick leave
               benefits provided by employers. Employees should not receive combined salary
               and wage loss benefits in excess of 100% of sick leave salary from the two
               sources for the same absence from work.

               An Employee who qualifies for wages loss replacement benefits from MPI shall
               either :

               (a)    continue to receive their regular salary, as if on sick leave benefits from
                      the University, and have the wage loss replacement benefits resulting
                      from the motor vehicle accident reimbursed to the University and offset
                      against the Employee’s salary so as to preserve the not-taxable nature of
                      MPI benefits, or

               (b)    if the process in (a) is problematic to either the Employer or the
                      Employee, the Employee shall receive their wage loss replacement
                      benefits from MPI and the Employer will pay to the Employee a top-up
                      sick leave benefit equal to the difference between the Employee’s sick
                      leave salary for the period of absence from work related to the injury and
                      the MPI wage loss replacement benefits.

               For purposes of the Collective Agreement, the Employee shall be considered as
               on sick leave for the duration of the entitlement to wage loss replacement
               benefits or until all sick leave entitlement has been taken in which case the
               normal provisions of long term disability coverage shall apply.

               Normal pension and benefit contributions shall be continued based on the
               Employee’s regular salary while on sick leave.

               The Parties will meet and attempt to resolve any problems which may arise out of
               the implementation of this Clause.
                                            - 17 -


ARTICLE 10. HOLIDAYS

10.1         For the purpose of this Collective Agreement, statutory holidays shall mean: New
             Year's Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day,
             Thanksgiving Day, Remembrance Day, Christmas Day, Boxing Day, and any
             other day or days so proclaimed by the Federal, Provincial, City of Winnipeg, or
             University authorities.

10.2         A "floating" paid holiday shall be observed in lieu of Easter Monday. The Vice-
             President (Administration) shall declare by March 1st the day the floating holiday
             is to be observed as a paid holiday for all employees. The day the floating
             holiday is observed shall immediately precede or follow a weekend or another
             declared holiday. The day the floating holiday is observed shall be deemed to be
             the day it falls.

10.3         When any of the above holidays falls on a scheduled day of rest, the Vice-
             President (Administration) shall designate another working day to be observed as
             the holiday in lieu thereof for non-shift workers.

10.4         When any of the above holidays falls on a shift worker's day of rest and he/she
             does not work on such a day, he/she shall receive a credit of twelve (12) hours to
             his/her banked time accumulation.

10.5         Should an employee’s shift overlap a normal work day and a paid holiday, then
             the shift shall be considered as occurring on the day on which the shift begins.

10.6         An employee is entitled to pay for a holiday in which he/she does not work
             provided:

             (i)     He/she has earned wages for part or all of at least twelve (12) days
                     during the thirty (30) calendar days immediately preceding the day the
                     holiday falls; and

             (ii)    He/she does not absent himself from work without his/her supervisor's
                     consent either on the regular working day immediately preceding or
                     following the holiday, unless his/her absence is by reason of established
                     illness; and he/she has notified the Employer in accordance with
                     Clause 9.2;

             (iii)   He/she has not prior to the day of the holiday voluntarily terminated
                     his/her employment.


ARTICLE 11. VACATIONS WITH PAY

11.1   Vacation Entitlement - Regular Full-time Employees

             Regular Full-time Employees shall be entitled to vacation pay in accordance with
                                             - 18 -

               the following table, where Column A represents the number of years of
               accumulated service at March 31 of any year and Column B represents the
               number of days of vacation entitlement for each biweekly pay period or part
               thereof pro-rated worked in the interval between April 1 of the previous year
               and March 31 of the then current year. An employee who resigns, is laid off or
               terminated shall have vacation entitlement calculated in accordance with
               Clause 11.8.

                COLUMN A                   COLUMN B                COLUMN C*
                Accumulated              Days of Vacation        Hours of Vacation
               Service in Years            Per Biweekly           Per Annum (for
               at March 31st              Period Worked          information only)


               00.00 to 5.99                    0.58                    120
               06.00 to 11.99                   0.77                    160
               12.00 to 19.99                   0.96                    200
               20.00 or more                    1.15                    240

               *   Column C represents the number of hours of vacation entitlement in the
                   current vacation year for a full-time employee who has worked the full-time
                   hours for the full previous vacation year.

11.1.1         Decimal vacation entitlement shall be rounded off to the nearest whole number,
               e.g. 68.49 becomes 68 hours, 212.50 becomes 213 hours.

11.1.2         For the purposes of earning vacation credits, any absence from work with pay
               shall be deemed to be time worked.

11.1.3         For the purposes of this Clause, accumulated service means the seniority as at
               March 31st, where seniority is determined in accordance with Article 13.

11.2     Vacations - When Granted

               Vacations will normally be granted between April 30th and August 31st of any
               year at a time requested by the employee provided that the needs of the
               Department are recognized and approval can be given. Vacations will be
               granted at other times during the year, where possible, at a time requested by
               the employee provided that the needs of the Department are recognized and
               approval can be given. Requests for vacation are to be submitted by the
               employee to the Employer by the 15th of April of each year and final approval is
               to be granted and posted by the Employer by the 30th of April of each year.

11.2.1         Vacations shall be scheduled by seniority. During the months of June, July,
               August, and September vacations will be limited to three (3) consecutive
               calendar weeks. This limitation does not apply to vacations at other times of the
               year.

11.2.2         Except in emergency or extraordinary circumstances the Employer may not
                                            - 19 -

             cancel any vacations or vacation days (being used for time off) once approved
             and scheduled. The term vacation days herein includes the three (3) days
             Christmas- New Year’s Vacation Entitlement (see Clause 11.10).

11.3   Vacation Salary - Regular Full-time Employees

             Regular Full-time Employees leaving on vacation shall receive their vacation
             salary prior to the start of their vacation if they made a request to the Employer
             not less than two (2) weeks in advance of the start of the vacation.

11.4   Vacation - Advance and Carry Over

             Subject to written approval of the Director or designate up to five (5) days of
             vacation may be taken in advance provided it has been earned or up to ten (10)
             days of vacation may be carried over from the normal vacation year to the next
             vacation year.

11.5   Statutory Holiday During Vacation

             Statutory holidays are not vacation days. If a statutory holiday falls during a
             period of vacation, the employee shall receive the day off as a statutory holiday
             and not as a day of vacation.

11.6   Hospitalized or Bedridden During Vacation

             In the event an employee is hospitalized, or bedridden for three (3) or more days
             during his/her vacation, sick leave may be substituted for vacation leave. The
             employee must provide a medical certificate attesting to the fact that the
             hospitalization or bed rest was necessary and indicating the time period involved.
             In the event that the employee is involved in an accident as a result of working an
             outside paid job he/she will not be entitled to substitute sick leave for vacation
             leave.

11.7   Vacation and Leave of Absence

             Where leave of absence without pay is used to extend vacation the period of
             leave shall follow the paid vacation period.

11.8   Vacation Pay - Regular Full-time Employee Upon Resignation, Layoff or
       Termination

             In the event that a Regular Full-time Employee resigns, is laid off or has his/her
             employment terminated, he/she will be paid for vacation time owing in
             accordance with the chart in Clause 11.9 for time worked since April 1st, using
             his/her accumulated service in years at the effective date of the resignation,
             layoff or termination.

11.9   Vacation Pay - Employees Other than Regular Full-time Employees
                                           - 20 -

            Employees other than Regular Full-time Employees shall have vacation pay
            added to their regular pay cheques in each pay period in lieu of annual vacation
            with pay in accordance with the following table, where Column A represents the
            accumulated service in years at March 31st and Column B represents the
            percentage of the normal hourly rate to be paid in addition to the normal hourly
            rate.

                       COLUMN A                            COLUMN B
                  Accumulated Service in            Vacation Pay (Percentage)
                   Years at March 31st
                       0.00 to 5.99                            6%
                       6.00 to 11.99                           8%
                      12.00 to 19.99                          10%
                      20.00 or more                           12%

            The vacation pay shall not apply to hours paid at overtime rates. Employees
            other than Regular Full-time Employees shall be entitled to leave without pay for
            vacation equal to the amount of vacation pay they have received during the past
            vacation year.

            Upon written application, Employees other than Regular Full-time Employees
            may have their vacation pay accumulated to March 31. Vacation payment on all
            such applications shall be made by April 30.


11.10 Christmas-New Year's Vacation Entitlement

            The following Christmas-New Year's Vacation Entitlement shall apply annually in
            addition to the vacation entitlement provided for in Clause 11.1 and Clause 11.9.

            Employees who, in accordance with Clause 10.6 of the Collective Agreement,
            qualify for the 1/2 day holidays before Christmas Day and New Year's Day (when
            applicable), Christmas Day, Boxing Day, Floating Holiday and New Year's Day
            as paid holidays shall also be entitled to three (3) days paid Christmas-New
            Year's Vacation Entitlement.


            Non-Shift Employees: The three (3) days paid Christmas-New Year's Vacation
            Entitlement for non-shift employees shall normally be taken in conjunction with
            the annual Christmas-New Year's Break on such days as designated by the
            Employer by March 1st preceding the Christmas-New Year's Break in each year.

            Shift Employees: The three (3) days paid Christmas-New Year's Vacation
            Entitlement for shift employees ( these days are eight (8) hour days) shall be
            taken annually in the subsequent calendar year at a time as mutually agreed
            between Employer and employee.

            (See also Article 12, Annual Christmas-New Years Break and Clause 11.2.2).
                                             - 21 -


ARTICLE 12. ANNUAL CHRISTMAS-NEW YEARS BREAK

12.1     NON-SHIFT EMPLOYEES

12.1.1        Employees in the positions classified as Community Liaison Officer,
              Investigator/Trainer, and the Patrol Supervisor position at the Bannatyne
              Campus are considered to be non-shift employees.

12.1.2        The holidays provided for in Article 10 of the Collective Agreement, for Non-Shift
              Employees, shall be observed on the calendar day(s) designated by the
              Employer.

12.1.3        Clauses 10.1 and 10.2 of the Collective Agreement provide for the following
              holidays: 1/2 day holidays before Christmas Day and New Years Day (when
              applicable), Christmas Day, Boxing Day, Floating Holiday, New Years Day and
              from time to time Remembrance Day which fall and/or are observed during the
              annual Christmas-New Years Break.

              The moveable holidays are: the 1/2 day holidays before Christmas Day and New
              Years Day (when applicable) and the Floating Holiday.

              Remembrance Day, Christmas Day, Boxing Day and New Years Day are
              moveable when they fall on either Saturday or Sunday.

12.1.4        Clause 11.10 of the Collective Agreement, for Non-Shift Employees, provides for
              three (3) days paid Christmas-New Years Vacation Entitlement which is to
              normally be taken in conjunction with the annual Christmas-New Years Break.

12.1.5        The combination of holidays (Clauses 10.1 and 10.2) and Christmas-New Years
              Vacation Entitlement (Clause 11.10), for Non-Shift Employees, constitute the
              annual Christmas-New Years Break.

12.1.6        The annual Christmas-New Years Break, for Non-Shift Employees, shall be
              administered as follows:
              a)     1/2 Day Holidays

                     The 1/2 day holidays before Christmas Day and New Years Day (when
                     applicable) will normally be combined into one (1) day of holiday.

              b)     Designation

                     The calendar days on which the annual Christmas-New Years Break is to
                     be observed shall be designated by the Employer by March 1st preceding
                     the Christmas-New Years Break in each year.

                     The Union shall be notified in writing of the calendar days so designated.

              c)     Alternate Arrangements
                                               - 22 -


                       If alternate arrangements, with respect to the day(s) the aforementioned
                       holidays and/or Vacation Entitlement are observed, are necessary due to
                       the nature of the operation of the Department, said arrangements shall be
                       determined by the Department providing that the Department gives the
                       affected employee(s) a minimum of ten (10) working days notice of the
                       alternate arrangement.

                       The alternate day(s) off with pay shall be taken at another time as
                       mutually agreed between the Employer and employee(s).

12.2     SHIFT EMPLOYEES

12.2.1          Employees in the positions of Patrol Supervisor and Patrol Officer, working on
                rotating shifts as described in Clause 7.2, are considered to be Shift Employees.

12.2.2          The holidays provided for in Article 10 of the Collective Agreement, for Shift
                Employees shall be observed on the calendar day(s) the holiday(s) falls.

12.2.3          Clauses 8.7 and 10.4 (Clause 10.4 is applicable only to the holidays listed in
                Clause 12.1.3) of the Collective Agreement shall apply.

12.2.4          If replacement of a Shift Employee who has been scheduled to work on a holiday
                is necessitated, the Employer shall first endeavour to secure said replacement
                from among other Shift Employees prior to seeking replacement from among
                Non-Shift Employees.

12.2.5          The holidays which fall during the Christmas-New Years period are as follows:

                1/2 Day before Christmas Day *
                Christmas Day
                Boxing Day
                1/2 Day before New Years Day *
                Floating Holiday
                New Years Day

          *     (Where Christmas Day and New Years Day are immediately preceded by a
                University working day)



ARTICLE 13. SENIORITY AND RETIREMENT

13.1     Definition of Seniority

                An employee's service will begin with his/her first day of employment and shall be
                the cumulative amount of time which the employee has worked for the Employer.
                All seniority shall be stated in equivalent of years of service to two (2) decimal
                places (i.e. 6.18 years; 11.23 years, etc.) prorated on the following basis:
                                              - 23 -


              A year of service for an employee working 40 hours per week shall be 2080
              hours;

              A year of service for an employee working 38 3/4 hours per week shall be 2015
              hours;

              A year of service for an employee working 37 hours per week shall be 1924
              hours;

              A year of service for an employee working 35 hours per week shall be 1820
              hours.

              All time paid by the University including the first six (6) months of paid sick time
              shall be treated as time worked for the purpose of this Clause.

              No employee may, by reasons of working extra hours, receive credit for more
              than one (1) year of service during a one (1) year period.

13.2   Application of Seniority

              Seniority shall apply to the following:

              (a)    The allocation of overtime in accordance with Clause 8.2;

              (b)    The filling of job vacancies in accordance with Clause 15.1;

              (c)    Layoff and recall in accordance with Clauses 15.9 and 15.10;

              (d)    The assignment of casual work in accordance with Clause 15.11; and

              (e)    The scheduling of vacation in accordance with Clause 11.2.1.

13.3   Loss of Seniority

              An employee shall lose all seniority if he or she:

              (a)    Voluntarily quits or retires from the employ of the Employer;

              (b)    Is justifiably discharged;

              (c)    Has been laid off for more than twelve (12) consecutive months;

              (d)    Following a layoff, fails to advise the Employer within five (5) working
                     days of receipt of notice to return to work, of his/her intention so to return
                     or fails to report for work on the date and at the time specified in the said
                     notice. It shall be the duty of the employee to notify the Employer
                     promptly of any change of their address. If any employee shall fail to do
                     this the Employer will not be responsible for failure of such notice to reach
                                               - 24 -

                       the employee;

                (e)    Leaves the bargaining unit as provided in Clause 13.5 and does not
                       return within the required sixty (60) working days.

13.4     Seniority Lists

                The Employer shall post in May of each year a seniority list for the bargaining
                unit. The list will include: name, classification, address, service start date and
                accumulated service as at March 31st. A copy of this list will be sent to the
                Union. The list shall remain open for a period of twenty (20) working days from
                the date of posting for corrections. An employee or the Union may have an error
                corrected by submitting documentation of error to the Human Resources
                Services within the twenty (20) working day period. Any claim of error must
                relate directly to the one (1) year period of April 1st to March 31st immediately
                preceding the May posting. If a correction is made it will appear on any
                subsequent listing.

13.5     Leaving the Bargaining Unit

                Employees who leave a position within the scope of the bargaining unit but who
                continue to be employees of the University shall retain their service rights. They
                shall also retain seniority as at the time of leaving the unit and may exercise
                these rights for a period of sixty (60) working days should they return to a
                position within the unit.

13.6     Retirement

                The normal retirement date of an employee is the last day of the month in which
                the employee attains the age of sixty-five (65) years.


ARTICLE 14 POSITION CLASSIFICATIONS AND TEMPORARY
           APPOINTMENT/ASSIGNMENT

14.1     Position Classifications

                The positions of all employees shall be classified under the following
                classification names:

                Patrol Supervisor
                Patrol Officer
                Community Liaison Officer
                Investigator/Trainer

14.1.1          Only members of the bargaining unit shall be eligible to fill vacant Patrol
                Supervisor positions.

14.1.2          Only members of the bargaining unit shall be eligible to fill Community Liaison
                                                - 25 -

                Officer positions.

14.1.3          The wage rates for the classifications, except for Community Liaison Officer, are
                specified in Schedule “A” of this Collective Agreement.

14.1.4          The Patrol Supervisor at the Bannatyne Campus will include the duties of
                Community Constable and will have hours of work of 0800 - 1600 hours, Monday
                through Friday, with the possibility of temporary assignments to other shifts.

14.2     Community Liaison Officer

                The position of Community Liaison Officer shall be a posted position which shall
                have a term of two (2) years. An employee classified as Community Liaison
                Officer shall receive as remuneration five (5%) percent above his/her Patrol
                Officer step rate. Selection process will be in accord with Clause 15.1. An
                employee may not serve consecutive terms unless there are no other applicants
                for the position.

14.3     Temporary Assignment - Acting Patrol Supervisor

         (a)    There shall be a Patrol Officer designated as Acting Patrol Supervisor on each
                platoon. Where a Patrol Supervisor is absent or unavailable for an entire twelve
                (12) hour shift or longer, then the designated Patrol Officer shall be considered
                as the Acting Patrol Supervisor and shall be paid for all time at his/her hourly rate
                of pay plus ten (10%) percent of his /her hourly rate of pay, but not to exceed the
                Patrol Supervisor Step One (1) rate of pay.

         (b)    At the Bannatyne Campus, there shall be a Patrol Officer designated as Acting
                Patrol Supervisor on each shift. The designated Patrol Officer shall receive
                acting pay, in accord with (a) above, for any and all shifts worked where the
                Supervisor is not working.
                In the event that both the Supervisor and the designate are absent then the most
                senior member on duty (regardless of which campus the member is normally
                assigned to) shall be the Acting Supervisor and receive acting pay for those
                shifts.

14.4     Investigator/Trainer

                Whenever the position of Investigator/Trainer is vacant the Employer agrees that
                an external applicant will only be hired into this position if there are no qualified
                internal applicants.

14.5     Temporary Appointment Out of Bargaining Unit

                Employees who are temporarily appointed to positions outside the bargaining
                unit will retain the right to their old position.

14.6     Station Duty Assignment
                                            - 26 -

             1)      Employees (excluding Patrol Officers or Supervisors posted to
                     Bannatyne) shall be assigned Station Duty on a rotating basis. Rotation
                     shall be for one (1) twelve (12) hour shift per employee.

             2)      Station Duty rotation will be suspended whenever the employer is
                     required to accommodate an employee for light duties, or if the employer
                     decides to omit Station Duty from the duties of Patrol Officers and
                     Supervisors.


ARTICLE 15. JOB POSTINGS, SELECTION, TRANSFER, PROBATION PERIOD,
            TRIAL PERIOD, LAYOFF AND RECALL

15.1   Seniority and Qualifications

             The Employer agrees that senior employees shall have preference in connection
             with new positions, promotions, transfers, layoffs, and recall provided that their
             qualifications are relatively equal. Should differences arise with respect to any
             employee applying for any of the positions mentioned herein the Employer shall
             provide reasons why such employee was not selected for said position.

15.2   Employee/Position Definitions

             The following Employee/Position definitions shall apply for the purpose of this
             Collective Agreement:

             Regular Full-Time Employee/Position: Is an employee who works in a position
             which has a regular schedule of not less than the normal full-time hours of work
             set forth in Article 7 and which is expected to exist for at least six (6) months and
             has no specified end date.
             Regular Part-Time Employee/Position: Is an employee who works in a
             position which has a schedule of less than the normal full-time hours of work set
             forth in Article 7 and which is expected to exist for at least six (6) months and has
             no specified end date.

             Casual Employee: Is an employee who works in either full-time or part-time
             casual work which is not expected to exist for more than six (6) months or who
             works in casual or intermittent work.

15.3   Job Posting

             Where two (2) or more regular full-time Patrol Officer positions become vacant
             and the Employer requires the positions to be filled, then the Employer, within
             ninety (90) calendar days of the second position becoming vacant, shall post and
             fill said positions.

             Positions shall be posted for a minimum of five (5) working days. A notice on the
             bulletin board or boards provided under Article 20 hereof will state that the
             position has become or is about to become vacant and that it is the intention of
                                               - 27 -

               the Employer to fill such position and stating the date by which applications
               therefore must be submitted. The above notice will state the job classification of
               the position in the schedule of wages attached hereto and refer the applicant to
               such schedule and to the provisions hereof respecting terms of employment,
               including qualifications, job duties, hours of work, shifts, rate of pay and where
               possible expected seasonal layoffs or shutdowns.

               Where a salary range exists for the classification of the job posted, the job
               posting will show the start rate of pay and maximum rate of pay in the salary
               range.

15.3.1         Where the Employer fills a position on a temporary basis pending the posting of a
               position it is not the intent that any senior employee will be denied the posted
               position solely on the basis that the temporary appointee is more qualified by
               virtue of having filled the position on a temporary basis.

15.3.2         Only members of the bargaining unit shall be eligible to fill vacant Patrol
               Supervisor positions.

15.3.3         Only members of the bargaining unit shall be eligible to fill the Community
               Liaison Officer position.

15.4     Application for Vacancy, Appointment and Notification

               Employees will be required to apply in writing prior to the expiry date indicated on
               the job vacancy notice, for any job posted for which they wish to be considered.

               Within five (5) days after a permanent appointment is made there shall be a
               notice posted on the bulletin board or boards informing the employees of the
               Employer's decision of the applicant selected for the position previously posted.
               Only the successful applicant's name will be posted.

               The successful applicant will be notified in writing.

               Employees who have made written application for a posted position and who will
               not receive further consideration for the position by reason of lack of qualification
               shall be so notified in writing.

15.5     Limitation on Application for Vacancy

               Any employee may apply for a job vacancy; however an employee's application
               for a job vacancy will not necessarily be considered in the event that the
               employee has not completed an employment period of sixty (60) working days in
               his/her present job where that job is classified at a level equal to or higher than
               the level of the vacant job, or in the event that the employee has accepted an
               offer of employment for another position.

15.6     Probation Period
                                              - 28 -

              A new employee shall be considered on probation until he/she has worked for
              the Employer for 1044 working hours.

              The Employee’s performance shall be reviewed with the Employer during the
              probation period and any area of concern will be discussed. Where the Employer
              finds that there is reasonable doubt concerning an Employee’s suitability by the
              end of the probation period, he/she may decide to renew or extend the probation
              period. The Employee shall be notified in writing of this renewal or extension,
              stating the area of concern. The Union will be notified in writing of the renewal or
              extension of the probation period. An employee who is found to be unsuitable for
              a position during a probation period will be released/terminated from his/her
              employment with five (5) calendar days written notice from the Employer - see
              also Clause 18.3.

15.6.1 New Hires

              (a)     New hires shall be required to enter into the agreement contained in
                      Schedule “C” of the Collective Agreement as a condition of employment.

              (b)     The Employer agrees that the Union has no responsibility or liability for
                      the enforcement of any of the terms contained in Schedule “C”.

15.7   Trial Period

              An employee who successfully bids on a Job Posting or an employee who is
              transferred to a position, without a posting and who has previously completed a
              probationary period must successfully complete a trial period of four hundred and
              eighty (480) working hours unless the Job Posting specifies a different period.
              The employee's performance will be reviewed with the employee during the trial
              period. Where the Employer finds that there is reasonable doubt concerning an
              employee's performance during the trial period, the Employer may decide to
              extend the trial period by one additional period of time which is not greater than
              the length of the original period.

              The Union will be notified in writing of any such extension. The employee will be
              notified in writing of this extension, stating the area of concern. In the event that
              a regular employee in a trial period proves to lack the ability to perform the job
              satisfactorily then he/she shall receive written notification to that effect. The
              employee will be returned to his/her former position if available or a position at
              the same or similar level.

15.8   Return from Disability

              An employee who has been on disability following sick leave and cannot return to
              work in his/her former position but is able to return to a less demanding position
              shall be given preference for such a vacancy if the employee is qualified. When
              such an appointment is made the Union shall be notified.

              The Employer may, by agreement with the Union forego posting a position under
                                                - 29 -

                this Clause if the position is to be filled by a displaced employee.

15.9   Layoff

                The Employer agrees that, in the event of a layoff, employees shall be laid off in
                reverse order of their seniority provided that the employees remaining are
                qualified to fill the positions available.

                The Employer agrees that, in recall from layoff, employees shall be recalled in
                order of their seniority provided that the employee being recalled is qualified to fill
                the position available.

                The Union shall be notified of all employees who are laid off.

15.10 Seasonal Layoff

                Employees who successfully bid on posted positions where expected seasonal
                layoffs or shutdowns are a condition of such employment, may not exercise their
                seniority rights on such layoffs or shutdowns.

15.11 Casual Work

            Employees who are laid off may exercise their seniority rights for any casual
            work that is available and for which they are qualified providing they indicate in
            writing to their supervisor their availability for such employment. Employees who
            are laid off and who do not wish to exercise their seniority rights within five (5)
            working days shall waive their right to exercise seniority until they are recalled to
            their former position.
ARTICLE 16. LEAVE OF ABSENCE

16.1   General Leave

                If circumstances permit the Employer shall grant leave of absence without pay,
                provided that there is a justifiable reason for a maximum of one (1) year. Any
                leave of absence beyond three (3) days shall be applied for and confirmed in
                writing.

16.2   Bereavement Leave

                An employee shall normally be granted four (4) regularly scheduled consecutive
                work days compassionate leave without loss of salary or wages in the case of the
                death of a parent, spouse, brother, sister, child, mother-in-law, father-in-law, or of
                any second degree relative who has been residing in the same household.

                An employee shall normally be granted one (1) regularly scheduled work day
                compassionate leave without loss of salary or wages in the case of the death of
                an employee's brother-in-law, sister-in-law, son-in-law, and daughter-in-law,
                grandparent or grandchild.
                                              - 30 -

               Where burial occurs outside of the city, such leave shall also include reasonable
               travel time, the latter not to exceed an additional two (2) days.

16.3     Compassionate Care Leave

               The purpose of compassionate care leave is to provide a release from duties and
               responsibilities to enable staff members to provide care or support to a member
               of their family who is gravely ill with a significant risk of death.

16.3.1 In order to qualify for compassionate care leave a staff member must:

               (a)     have completed thirty (30) calendar days of employment with the
                       University;

               (b)     where possible, provide the Director notice of at least one pay period,
                       unless circumstances necessitate a shorter period;

               (c)     provide the Director as soon as possible a certificate from a physician
                       who provides care to the eligible family member and who is entitled to
                       practice medicine under the laws of the jurisdiction in which the care is
                       provided stating that:

                       (i)    an eligible family member of the employee has a serious medical
                              condition with a significant risk of death within twenty-six (26)
                              weeks from the day the certificate is issued, or if the leave started
                              before the certificate was issued, the day the leave began; and

                       (ii)   the family member requires the care and support of one or more
                              family members.

16.3.2         An eligible family member means a family member as defined by the
               Employment Standards Code of Manitoba.

16.3.3         An eligible employee is entitled to compassionate care leave of absence without
               pay of up to eight (8) weeks’ duration in a twenty-six (26) week period. The leave
               of absence without pay must be taken in no more than two (2) periods. No
               period of leave of absence may be less than one (1) week’s duration.

16.3.4         An eligible employee may end the compassionate care leave of absence earlier
               than the end of the date of the requested period of leave by giving the Director at
               least forty-eight (48) hours’ notice of the expected date of return or such shorter
               period as may be agreed with the Director.

16.3.5         For the purpose of the application of other terms and conditions of employment,
               compassionate care leave shall be considered as a leave of absence without
               pay.

16.4     Family Care
                                              - 31 -

               An employee shall be allowed up to one (1) working day to make appropriate
               arrangements for continuing care and supervision of a member of his/her
               immediate family during a serious illness.

               For the purposes of this provision, the term "the employee's immediate family"
               means the employee's parent, spouse, or dependant child.

16.5     Witness/Jury Duty

               An employee required by the Employer to make a court appearance,
               subpoenaed as a witness or called for jury duty shall be paid at his/her basic rate
               of pay providing the employee remits to the Payroll Office any monies received
               other than for reimbursement of expenses. The employee will be required to
               work during those scheduled working hours that he/she is not required to attend
               the court proceedings.

               The Employer may require the employee to furnish the document which requires
               him/her to appear as a witness or summons requiring him/her to appear for jury
               duty before making payment under this clause.

               Where an employee is required by the Employer to make a court appearance on
               his/her scheduled day of rest, he/she shall be paid for all time worked at the rate
               of double (2x) time with a minimum pay of two (2) hours at double (2x) time.



16.6     Maternity Leave

               Eligible employees may apply for maternity leave in accordance with either Plan
               A or Plan B but not both. Part-time employees are only eligible for Plan A.

PLAN A         Maternity Leave Without Maternity Leave Allowance

16.6.1         In order to qualify for Plan A, an employee must:

               (a)    Have successfully completed her probationary period of employment with
                      the Employer;

               (b)    Submit to the Employer an application in writing for leave under Plan A at
                      least four (4) weeks before the day specified by her in the application as
                      the day on which she intends to commence such leave;

               (c)    Be currently working for the Employer on the date of application for
                      maternity leave;

               (d)    Provide the Employer with a certificate of a duly qualified medical
                      practitioner certifying that she is pregnant and specifying the estimated
                      date of her delivery.
                                       - 32 -

16.6.2   An employee who qualifies for Plan A is entitled to and shall be granted maternity
         leave without pay consisting of:

         (a)    A period not exceeding seventeen (17) weeks if delivery occurs on or
                before the date of delivery specified in the certificate mentioned in
                16.6.1 (d);

         (b)    A period of seventeen (17) weeks plus an additional period equal to the
                period between the date of delivery specified in the certificate mentioned
                in 16.6.1 (d) and the actual date of delivery, if delivery occurs after the
                date mentioned in the certificate;

         (c)    The maternity leave shall commence no earlier than seventeen (17)
                weeks preceding the date specified on the medical certificate and shall
                terminate no later than seventeen (17) weeks following the actual date of
                delivery. Any additional leave of absence granted following the end of the
                maternity leave shall be considered as a separate leave of absence
                without pay.

16.6.3   During the period of Maternity Leave Plan A seniority shall continue to accrue.

16.6.4   An employee who wishes to resume her employment on the expiration of leave
         granted in accordance with the above shall be reinstated by the Employer in the
         position occupied by her at the time such leave commenced or in a comparable
         position with not less than the same wages and benefits.
PLAN B   Maternity Leave With Maternity Leave Allowance

16.6.5   In order to qualify for Plan B an employee must

         (a)    Be currently working for the Employer on the date of application for
                maternity leave;

         (b)    Have completed twelve (12) continuous months of paid full-time
                employment with the Employer immediately prior to the date on which the
                proposed leave commences;

         (c)    Submit to the Employer an application in writing for leave under Plan B at
                least four (4) weeks before the day specified by her in the application as
                the day on which she intends to commence such leave;

         (d)    Provide the Employer with a certificate of a duly qualified medical
                practitioner certifying that she is pregnant and specifying the estimated
                date of her delivery;

         (e)    Provide the Employer with proof that she has applied for Employment
                Insurance benefits and that the C.E.I.C. has agreed that the employee
                has qualified for and is entitled to such Employment Insurance benefits
                pursuant to Section 22, of the Unemployment Insurance Act, 2000.
                                        - 33 -

16.6.6   An applicant for maternity leave under Plan B must sign an agreement with the
         Employer providing that:

         (a)    She will return to work in the position occupied by her at the time such
                leave commenced or in a comparable position with not less than the
                same wages and benefits and will remain in the employ of the Employer
                on a full-time basis for at least six (6) months following her return to work;
                and;

         (b)    She will return on the date of the expiry of her maternity leave unless this
                date is modified by the Employer; and

         (c)    Should she fail to return to work as provided under (a) and/or (b) above,
                she is indebted to the Employer for the full amount of pay received from
                the Employer as a maternity allowance during her entire period of
                maternity leave.

16.6.7   An employee who qualifies is entitled to a maternity leave consisting of:

         (a)    A period not exceeding seventeen (17) weeks if delivery occurs on or
                before the date of delivery specified on the certificate mentioned in
                16.6.5 (d); or

         (b)    A period of seventeen (17) weeks plus an additional period equal to the
                period between the date of delivery specified in the certificate mentioned
                in 16.6.5 (d) and the actual date of delivery, if delivery occurs after the
                date mentioned in that certificate;

         (c)    The maternity leave shall commence no earlier than ten (10) weeks
                preceding the date specified on the medical certificate and shall terminate
                no later than seventeen (17) weeks following the actual date of delivery.
                Any additional leave of absence granted following the end of the
                maternity leave shall be considered as a separate leave of absence
                without pay.

16.6.8   During the period of maternity leave, an employee who qualifies is entitled to a
         maternity leave allowance as follows:

         (a)    For the first two (2) weeks an employee shall receive one hundred
                percent (100%) of her weekly rate of pay;
         (b)    For up to a maximum of fifteen (15) additional weeks, payments
                equivalent to the difference between the E.I. benefits the employee is
                eligible to receive and one hundred percent (100%) of her weekly rate of
                pay;

         (c)    The maternity leave allowance can be taken any time between the tenth
                week before the expected birth week and seventeen (17) weeks after the
                actual birth. It must be taken in one consecutive seventeen (17) week
                period.
                                             - 34 -


16.6.9         Plan B does not apply to casual employees; part-time employees; to employees
               in temporary or project positions of a duration of less than one year; or to
               positions which are subject to seasonal layoff.

16.6.10        During the period of Maternity Leave - Plan B, seniority and vacation entitlement
               will continue to accrue.

16.6.11        Employees in receipt of Plan B payments shall not be entitled to paid leaves of
               absence during the period of maternity leave.

16.6.12        For the purposes of Plan B an employee's "weekly rate of pay" for any week is
               the amount which the employee would have earned in that week had she worked
               the regular full-time hours of work as set forth in Article 7, Hours of Work. This
               amount is neither increased or decreased as a result of either a paid holiday
               (Article 10 or Christmas-New Year's vacation entitlement (Clause 11.10) falling
               during any given week of maternity leave under Plan B.

16.6.13        Staff benefits coverage for employees in receipt of Plan B payments shall be
               subject to the provisions of the various plans.

16.6.14        For the purposes of calculating the successful completion of a trial period,
               employees taking a maternity leave under Plan B shall be considered to be on a
               leave of absence without pay.

16.6.1         An employee who wishes to resume her employment on the expiration of leave
               granted in accordance with the above shall be reinstated by the Employer in the
               position occupied by her at the time such leave commenced or in a comparable
               position with not less than the same wages and benefits.

16.7     Parental Leave and Parental Leave Allowance

               The purpose of parental leave is to provide time off for childcare which is
               necessitated by the birth or adoption of a child. Where both parents are
               employed by the Employer, the period of the parental leave allowance may be
               taken wholly by one or shared between the two employees.

               Eligible employees may apply for Parental Leave in accordance with either Plan
               A or Plan B but not both.

PLAN A - Parental Leave Without Parental Leave Allowance

16.7.1         In order to qualify for Plan A - Parental Leave Without Parental Leave Allowance
               an employee must:

               (a)    Have successfully completed his/her probationary period of employment
                      with the Employer;

               (b)    Be currently working for the Employer on the date of application for
                                         - 35 -

                Parental Leave;

         (c)    Submit to the Employer an application in writing for Parental Leave at
                least four (4) weeks before the day specified by him/her in the application
                as the day on which he/she intends to commence such leave.

16.7.2   An employee who qualifies is entitled to and shall be granted Parental Leave
         without pay consisting of a period not exceeding thirty-seven (37) weeks taken in
         one consecutive period.

16.7.3   An employee who wishes to resume her employment on the expiration of leave
         granted in accordance with the above shall be reinstated by the Employer in the
         position occupied by her at the time such leave commenced or in a comparable
         position with not less than the same wages and benefits.


PLAN B   Parental Leave With Parental Leave Allowance

16.7.4   In order to qualify for Plan B must:

         (a)    Be currently working for the Employer on the date of application for
                Parental Leave;

         (b)    Have completed twelve (12) continuous months of full-time paid
                employment with the University immediately prior to the date on which the
                proposed leave commences (unless the employee has been granted a
                maternity leave Plan B immediately prior to the Parental Leave);

         (c)    Provide the Employer with proof that the employee has applied for EI
                benefits and that the C.E.I.C. has agreed that the employee has qualified
                for and is entitled to such EI Benefits pursuant to Section 23 of the
                Employment Insurance Act, 2000;

16.7.6   An applicant for Parental Leave under Plan B must sign an agreement with the
         Employer providing that:

         (a)    He/she will return to work in the position occupied by him/her at the time
                such leave commenced or in a comparable position with not less than the
                same wages and benefits and will remain in the employ of the Employer
                on a full-time basis for at least six (6) months following his/her return to
                work;

         (b)    He/she will return on the date of the expiry of his/her Parental Leave
                unless this date is modified by the Employer; and

         (c)    Should he/she fail to return to work as provided under (a) and (b) above,
                he/she is indebted to the Employer for the full amount of pay received
                from the Employer as a Parental Leave Allowance during his/her entire
                period of Parental Leave. Seniority and vacation entitlement will also be
                                        - 36 -

                reduced by the amount accrued during the receipt of Parental Leave
                Allowance.

16.7.7   An employee who qualifies for Plan B is entitled to and shall be granted Parental
         Leave as follows:

         (a)    The parental leave will be completed within one (1) year of the child’s
                birth or adoption.

         (b)    An employee who qualifies under this provision is entitled to a leave
                consisting of a period not exceeding fifteen (15) weeks taken in one
                consecutive period as set out in Clauses 16.7.7(c), (d) and (e). Where the
                employee takes parental leave in addition to maternity leave, the
                employee shall commence the parental leave immediately following the
                maternity leave. Any additional leave of absence without pay granted
                following the end of the Parental Leave shall be considered as a separate
                leave of absence without pay.

         (c)    If EI has determined that there will be a two-week waiting period before EI
                parental benefits begin, the employee’s parental leave allowance during
                the two-week waiting period shall be ninety-five percent (95%) of his/her
                weekly salary;

         (d)    For the weeks during which the employee is in receipt of Employment
                Insurance Parental Leave benefits, up to a maximum of thirteen (13)
                additional weeks if the above two-week waiting period applies, or a
                maximum of fifteen (15) weeks if no waiting period applies, payments
                equivalent to the difference between the Employment Insurance Parental
                Leave benefits the employee is in receipt of and ninety-five percent (95%)
                of his/her weekly rate of pay.

         (e)    When adopting a child, for the weeks during which the employee is in
                receipt of EI benefits, up to a maximum of two (2) more additional weeks,
                the employee shall receive parental leave allowance payments
                equivalent to the difference between the EI benefits he/she is in receipt of
                and ninety-five percent (95%) of his/her weekly salary for each additional
                week he/she is in receipt of EI benefits where:

                (1)     the adopted child is six months of age or older at the time of the
                        child's arrival at the employee's home or actual placement with the
                        employee for the purpose of adoption; and


                (2)     a medical practitioner or the agency that placed the child certifies
                        that the child suffers from a physical, psychological or emotional
                        condition that requires an additional period of parental care.

16.7.8   Plan B does not apply to casual, part-time employees or to employees in
         temporary, sessional or project positions or to positions which are subject to
                                               - 37 -

               seasonal layoff.

16.7.9         During the period of Parental Leave under Plan B seniority and vacation
               entitlement will not continue to accrue.

16.7.10        Employees in receipt of Parental Leave Allowance payments shall not be entitled
               to paid leaves of absence during the period of Parental Leave.

16.7.11        A employee's "weekly rate of pay" for any week is the amount which the
               employee would have earned in that week had he/she worked the regular full-
               time hours of work as set forth in Article 7,Hours of Work. This amount is neither
               increased nor decreased as a result of either a paid holiday (Article 10 or
               Christmas-New Year's vacation entitlement (Clause 11.10) falling during any
               given week of Parental Leave under Plan B.

16.7.12        Staff Benefits coverage for employees on Parental Leave shall be subject to the
               provisions of the various plans.

16.7.13        For the purposes of calculating the successful completion of a trial period,
               employees taking a Parental Leave shall be considered to be on a leave of
               absence without pay.

16.7.14        EXTENSION OF MATERNITY/PARENTAL LEAVE WITH LEAVE OF ABSENCE
               WITHOUT PAY

               An employee who has been granted a maternity leave or Parental Leave
               (whether under Plan A or Plan B) shall, upon written application for such
               additional leave, be granted an additional contiguous leave without pay such that
               the total length of the Maternity or Parental Leave plus the additional leave
               without pay is less than or equal to fifty-four (54) weeks.

16.7.16        An employee who wishes to resume his/her employment on the expiration of
               leave granted in accordance with Plan B shall be reinstated by the Employer in
               the position occupied by him/her at the time such leave commenced or in a
               comparable position with not less than the same wages and benefits.



ARTICLE 17. GRIEVANCE PROCEDURE AND ARBITRATION

17.1     Grievance

               A grievance shall be defined as any difference or dispute arising from the
               interpretation, application, administration or alleged violation of this Collective
               Agreement.

17.1.1         Should any dispute arise between the Employer and the Union there shall be no
               suspension of work on account of such dispute but an earnest effort shall be
               made by both Parties hereto to settle the dispute immediately and without delay.
                                              - 38 -

17.1.2         Matters to be dealt with under the provisions of this Article shall normally be
               discussed during working hours, provided, however, that lengthy negotiations for
               the settlement of any disputes shall be discussed outside of working hours.

17.2     Grievor

               Grievor shall be defined as the Party (Employer or Union) or employee(s) who
               initiates a grievance.

17.3     Written Grievance

               All grievances shall be required to be set forth in writing on the grievance form
               provided for that purpose.

               A written grievance shall set forth the particulars or the nature of the grievance,
               the name(s) of the person(s) involved, the date(s) or approximate dates of any
               alleged violation, the number(s) of any Article(s)/Clause(s) of the Collective
               Agreement alleged to have been violated, the remedy sought and the signature
               of the grievor.

17.4     Time Limits

               Time limits as established in this Article shall be complied with unless extended
               by mutual agreement between the Employer and the Union.

               If a grievance is not responded to within the time limits as established or as
               mutually extended, the grievance may be referred to the next stage of the
               grievance procedure.

               If a grievance is not referred to the next stage of the grievance procedure within
               the time limits as established or as mutually extended, the grievance will be
               deemed to have been withdrawn.

17.5     Working Day

               For the purposes of this Article, working day shall be defined as any of the days
               in the interval from Monday to Friday not designated as a holiday.

17.6     Stage Bypassing

               One or more of the stages of the grievance procedure may be bypassed by
               mutual agreement between the Employer and the Union.

17.7     Employer Grievance

               An Employer grievance shall be defined as a grievance initiated by the Employer.
               An Employer grievance shall be set forth in writing and presented to the Union
               within five (5) working days from the date of the occurrence of the circumstance
               giving rise to the grievance.
                                             - 39 -


              The Union shall have ten (10) working days from date of receipt of the grievance
              in which to reply in writing to the Employer. If the reply provided by the Union
              does not resolve the grievance and the Employer wishes to proceed with the
              grievance, then within ten (10) working days of receipt of the Union's reply, the
              grievance may be referred to arbitration in accordance with the provisions of
              Clause 17.11.

17.8   Union Grievance

            A Union grievance shall be defined as a grievance initiated by the Union. A
            Union grievance shall be set forth in writing and processed in accordance with
            the grievance procedure as outlined in Clause 17.10.
17.9   Employee Grievance

              An employee grievance shall be defined as a grievance initiated by an employee
              or group of employees. An employee grievance shall be set forth in writing and
              processed in accordance with the grievance procedure as outlined in Clause
              17.10.

17.10 Grievance Procedure

              FIRST STAGE:

              An employee who believes that he/she has been unjustly treated or that he/she
              has a grievance and alleges a violation of this Collective Agreement shall within
              ten (10) working days consult the Union. The grievance shall then be reduced to
              writing and signed by the employee. Within ten (10) working days of the
              employee becoming aware of the possible grievance, the written grievance shall
              be delivered to the Director or anyone appointed by the Director for that purpose.
              The Director (or designate) shall have ten (10) working days from the date of
              receipt of the grievance in which to render a decision in writing to the employee
              with a copy to the Union and to the Human Resources Department.

              SECOND STAGE:

              If the decision rendered at the First Stage does not resolve the grievance then
              the employee or the Union shall, within five (5) working days, refer the grievance
              to the Vice-President (Administration) or anyone appointed by him/her. The
              Vice-President (Administration) shall call a meeting within five (5) working days.
              In any meetings arranged by the Vice-President (Administration) or his/her
              appointee, between representatives of the Union and the Employer, the Union
              may include a representative of the Union. After the final meeting the Vice-
              President (Administration) shall within five (5) days submit his/her decision to the
              Parties concerned.

              THIRD STAGE:

              In the event of failure to reach a settlement, the matter may be referred to
                                             - 40 -

             arbitration within ten (10) working days in accordance with the provisions as
             outlined in Clause 17.11.

17.11 Arbitration

             When, pursuant to Clauses 17.7 or 17.10 of the Collective Agreement, either
             Party requests that any grievance be submitted to arbitration, the Parties agree
             to the use of a single person arbitration board. The following persons will be
             called upon, on a rotation basis commencing with the first person on the list, who
             shall then serve at the first arbitration. Thereafter for each successive arbitration
             the person on the list immediately following the last person to have served as
             Arbitrator shall then be called upon to serve. In the event the person requested
             to serve as Arbitrator is unavailable, the next person on the list will be requested
             to serve.

             1.     Ms. Diane Jones Q.C.
                    Labour Board
                    402 - 258 Portage Ave.
                    Winnipeg, MB R3C 0B6
                    (Telephone: 945-3783)
             2.     Mr. Arnie Peltz Q.C.
                    Gange, Goodman & French
                    760-444 St. Mary Avenue
                    Winnipeg, MB R3C 3T1
                    (Telephone: 953-5408)

17.11.1      No person may be appointed as an Arbitrator who has been involved in an
             attempt to negotiate or settle the grievance or matter.

17.11.2      No matter may be submitted to arbitration which has not been properly carried
             through all previous stages of the grievance procedure provided for in this Article.

17.11.3      No matter shall be subject to arbitration which involves:

             (a)    Any request for modification of the Collective Agreement;

             (b)    Any matter not covered by the Collective Agreement;

             (c)    Any matter which by the terms of the Collective Agreement is exclusively
                    vested in the Employer.

17.11.4      The Arbitrator shall not be authorized to make any decision inconsistent with the
             provisions of this Collective Agreement, nor alter, modify or amend any part of
             this Collective Agreement.

17.11.5      Each of the Parties hereto will jointly bear the expense of the Arbitrator so
             appointed.

17.11.6      The decision of the Arbitrator shall be final and binding on the employee, the
                                               - 41 -

                Union, and the Employer.


ARTICLE 18. NOTICE

18.1     Notice of layoff

                Regular full-time employees and regular part-time employees shall be given a
                minimum of twenty (20) calendar days written notice of layoff by the Employer.
                Casual employees shall be given a minimum of one (1) calendar day notice of
                layoff by the Employer.

18.1.1          Failure by the Employer to give notice as provided for in Clause 18.1 will require
                payment by the Employer in lieu of notice equivalent to the amount of notice
                which is lacking.

18.1.2          Vacation time is not to be used by the Employer as part or all of notice of layoff.

18.2     Notice of Employee Resignation

                Regular full-time employees and regular part-time employees shall give a
                minimum of fourteen (14) calendar days written notice of resignation to the
                Employer, however the Employer may waive the notice requirement if the
                Employer agrees that cause exists to justify lesser or no notice.

                Casual employees shall give a minimum of one (1) calendar day written notice of
                resignation to the Employer.

18.2.1          Failure by the employee to give notice as provided for in Clause 18.2 (unless
                waived by the Employer) will require payment by the employee in lieu of notice
                equivalent to the amount of notice which is lacking. Such payment shall be made
                by deduction from vacation pay and salary normally due and payable to the
                employee by the Employer.

18.2.2          Vacation time is not to be used by the employee as part or all of notice of
                resignation.

18.3     Notice of Termination of Employee on Probation

                An employee on probation (as per Clause 15.6) whose employment is terminated
                shall be given five (5) calendar days written notice of termination of employment
                by the Employer.

18.3.1          Failure by the Employer to give notice as provided for in Clause 18.3 will require
                payment by the Employer in lieu of notice equivalent to the amount of notice
                which is lacking.

18.3.2          Vacation time is not to be used by the Employer as part or all of notice of
                termination.
                                              - 42 -


18.4     Notice of Resignation by Employee on Probation

                An employee on probation (as per Clause 15.6) shall give five (5) calendar days
                written notice of resignation to the Employer, however the Employer may waive
                the notice requirement if the Employer agrees that cause exists to justify lesser
                or no notice.


18.4.1          Failure by the employee to give notice as provided for in Clause 18.4 (unless
                waived by the Employer) will require payment by the employee in lieu of notice
                equivalent to the amount of notice which is lacking. Such payment shall be made
                by deduction from vacation pay and salary normally due and payable to the
                employee by the Employer.

18.4.2        Vacation time is not to be used by the employee as part or all of notice of
              resignation.
18.5     Absence Without Authorization

                Any employee who is absent from work for three (3) consecutive working days
                without authorization from the Employer shall be deemed to have resigned
                without notice unless the employee can prove that a request for authorization
                was not possible. Such authorization shall not be unreasonably withheld.


ARTICLE 19. SAFETY AND HEALTH

19.1            The Employer shall continue to make reasonable provisions for the safety and
                health of all employees during their hours of work.

19.2            Devices or equipment which in the opinion of the Employer are necessary for the
                safety and protection of the employees shall be provided by the Employer. The
                Employer shall provide training in the use of special equipment whenever he/she
                expects the employee to use such equipment as part of his/her job.

19.3            The Employer agrees to establish a Local Safety Committee in appropriate areas
                with equal representation from the Union.

19.4            The Union will be entitled to representation on the University Safety Committee.
                The Committee shall meet as necessary to review safety problems reported and
                the action taken to resolve the problem. The Safety Committee may make
                recommendations concerning safety matters. All recommendations of the Safety
                Committee shall be forwarded to the Union, the Employer and the Director,
                Environmental Health and Safety. The Director, Environmental Health and
                Safety may also call a meeting with the Safety Committee to discuss safety
                matters.


ARTICLE 20. BULLETIN BOARDS
                                          - 43 -


20.1       The Employer shall supply a reasonable number of bulletin boards designated for
           use by the Union. Such bulletin boards shall be placed accessible to all
           employees for reference purposes. All notices posted except job vacancy
           bulletins and official Union meeting notices must have the signed approval of a
           member of management or a member of the Union executive.


ARTICLE 21. UNIFORMS

21.1       The Employer may require the employee to wear a uniform or other special
           article while performing his/her duties and the Employer shall provide and
           maintain same without deduction from the employee's salary. The employee
           shall be responsible for reasonable care of the uniform or article which is
           supplied to him/her.

21.2       A uniform will consist of all items mentioned in Schedule "B" attached to this
           Collective Agreement.

21.3       No employee shall wear such uniform or special article when not on duty for the
           Employer.

21.4       Uniforms and other special articles so supplied shall be returned to the Employer
           on the employee's separation.


ARTICLE 22. UPGRADING COURSES

22.1       It is the intention of the Employer to encourage employees to undertake
           upgrading courses and self development in order to prepare them for potential
           promotion.

22.2       Employees attending any authorized upgrading courses approved by the
           Employer shall be compensated for loss of earnings during hours they are
           necessarily absent from work attending the course. All employees wishing to
           take part in upgrading courses under this plan, where absence from work may be
           involved, shall apply to their Supervisor for permission to absent themselves from
           the job for the purpose of attending these courses. Permission to attend without
           loss of wages will be at the discretion of the Employer and considering seniority
           and the appropriateness of the applicable course.


ARTICLE 23. COLLECTIVE AGREEMENT PRINTING AND DISTRIBUTION

23.1       It is the objective of the Parties to this Collective Agreement to communicate the
           terms, conditions, and intent of the Collective Agreement to all concerned. In
           order to best achieve this objective it is agreed that the Employer will supply a
           copy of the Collective Agreement to each Supervisor and the Union will supply a
           copy of the Collective Agreement to each dues paying employee within its
                                         - 44 -

          jurisdiction.

23.2      To achieve economies in printing it is agreed that the Employer and the Union
          will co-operate in preparing and printing the Collective Agreement and printing
          costs will be shared on a pro rata basis dependent on the number of Collective
          Agreements required by each.


ARTICLE 24. LABOUR - MANAGEMENT RELATIONS COMMITTEE

24.1      The Employer and the Union agree to co-operate in the establishment and
          operation of a joint Labour - Management Relations Committee composed of an
          equal number of representatives of the Employer and its employees and
          governed by rules and regulations mutually drawn up and agreed upon. The
          object of this committee shall be:

          To provide and facilitate co-operation and participation of workers in bringing
          forward ways and means of improving economy, efficiency, promoting fuller
          understanding and confidence between management and labour, and
          maintaining harmonious mutual relations between them. Matters involving
          wages, hours of labour, conditions of employment, grievances, and other
          collective bargaining subjects are not within the scope of the committee and will
          not be discussed by it.


ARTICLE 25. TRAVEL ALLOWANCES

25.1      When an employee covered by this Collective Agreement is required to travel in
          the course of his/her work for the Employer he/she will be reimbursed for
          reasonable costs of accommodation, meals and out-of-pocket expenses.

25.2      When an employee is requested to use his/her personal car for the Employer's
          business he/she shall be paid a mileage allowance in accordance with university
          policy but such allowance shall not be less than thirty-three ($0.33)cents per
          kilometre.

25.3      Travel allowance shall only be payable if the employee is required to travel to
          another work site or destination during his/her shift. The employee shall not be
          entitled to claim travel allowance if he/she is required to report for work at the
          start of his/her shift at either the Fort Garry or Bannatyne campus or for training
          at a destination within the City of Winnipeg.

25.3.1    Employees shall be reimbursed for any parking expenses incurred when
          attending to a location other than the Fort Garry or Bannatyne campus.

25.3.2    In cases of emergency callout where transportation is not supplied an employee
          will be paid transportation allowance at the rate described in Clause 25.2 from
          his/her place of residence to the location of the emergency work and return.
                                               - 45 -

25.3.3         In an emergency callback situation or detailed unscheduled overtime, and where
               other transportation is not available the Employer shall provide transportation for
               the employee.

25.3.4         Travel allowance will not be paid where the hours of overtime are contiguous to
               the employee’s normal shift.

25.4           The above allowances shall be paid upon submission of an account therefor,
               approved by the Employer's official who authorized such use.


ARTICLE 26. DISCIPLINE AND DISMISSAL

26.1           Employees shall not be disciplined except as outlined in Clause 26.2 without
               observance of the following steps:
         (a)   STEP 1 - ORAL WARNING

               The Employer shall meet with the employee for the purpose of discussing and
               resolving the problem(s).

               The employee shall be notified that the discussion is an Oral Warning in
               accordance with this clause of the Collective Agreement.

               In the Oral Warning discussion, the employee shall be advised of the area(s) of
               concern and of the remedial action expected.

               For purposes of clarity the content of an Oral Warning shall be summarized in
               writing by the Employer to the employee.

               If the Oral Warning is still in effect after three (3) months from the date of its
               issuance, the Oral Warning shall be reviewed with the employee, if said review is
               either initiated by the Employer or requested by the employee.

               An Oral Warning shall expire and the written summary removed from the
               employee's employment file six (6) months after its date of issuance unless in
               that period of time further disciplinary action has been taken.

               For purposes of Clause 26.1(a), the review and expiry dates shall be determined
               using only those calendar months within which the employee has actually
               worked.

         (b)   STEP 2 - LETTER OF WARNING

               If the problem(s) dealt with in the Oral Warning is/are not resolved, either in
               whole or in part, or if a different problem(s) arises while an Oral Warning is in
               effect, then a Letter of Warning will be issued to the employee.


               The Letter of Warning will specify the area(s) of concern and remedial action
                                      - 46 -

      expected.

      The Employer shall meet with the employee to review the content of the Letter of
      Warning.

      At this review meeting the employee concerned may request the presence of an
      Union Representative.

      A copy of the Letter of Warning is to be sent to the Human Resources Office,
      which will in turn notify the Union in writing of the Letter of Warning.

      If the Letter of Warning has not been removed from the employee's file within
      three (3) months from the date of its issuance, the Letter shall be reviewed with
      the employee, if said review is either initiated by the Employer or requested by
      the employee.
      If such three (3) month review takes place the employee may have the
      assistance of a representative of the Union.

      A Letter of Warning will expire after six (6) months from date of issuance unless
      within that time further disciplinary action has been taken or the Employer
      confirms in writing to the employee that the Letter of Warning will be continued
      beyond the six (6) month period.

      The period of time that a Letter of Warning may be continued shall not exceed six
      (6) months.

      A copy of the continuance notification is to be sent to the Human Resources
      Office which will in turn notify the Union in writing of the continuance of the Letter
      of Warning.

      When the Letter of Warning either expires or the Employer determines that a
      continuance of the Letter is no longer required, the employee will be so notified in
      writing and the Letter and the summary of any earlier Oral Warning [Clause
      26.1(a)] shall be removed from his/her file.

      A copy of the notification is to be sent to the Human Resources Office which will
      in turn notify the Union in writing that the Letter of Warning and summary of any
      earlier Oral Warning have been removed from the employee's file.

      For purposes of Clause 26.1(b), the review and expiry dates shall be determined
      using only those calendar months within which the employee has actually
      worked.

(c)   STEP 3 - SUSPENSION

      If the problem(s) dealt with in the Oral Warning, and/or Letter of Warning is/are
      not resolved, either in whole or in part or if a different problem(s) arises while a
      Letter of Warning is in effect, then the employee will be suspended without pay.
                                             - 47 -

              Any suspension shall be confirmed in writing to the employee, in the form of a
              Letter of Suspension.

              A copy of the Letter of Suspension is to be sent to the Human Resources Office,
              which will in turn notify the Union in writing of the suspension.

              A suspension without pay shall normally be up to three (3) days except when an
              employee is suspended in accordance with Clause 26.2 in which case the
              suspension may be for longer period of time.

       (d)    STEP 4 - DISMISSAL

              If the problem(s) dealt with in the Letter of Warning, and/or Letter of Suspension
              is/are not resolved, either in whole or in part or if a different problem(s) arises
              following a suspension, then the employee will be dismissed.
              Any dismissal shall be confirmed in writing to the employee, in the form of a
              Letter of Dismissal.

              A copy of the Letter of Dismissal is to be sent to the Human Resources Office
              which will in turn notify the Union in writing of the dismissal.

              Employees who are dismissed shall not require notice of the dismissal by the
              Employer.

26.2   Unacceptable Behaviour

              Notice or warning need not be given in cases of suspension or dismissal
              resulting from severe problems such as violent behaviour, insubordination, theft,
              or sexual harassment.

26.3   Employee May Grieve Discipline

              If the employee feels that any disciplinary action taken against him/her by the
              Employer is unjust, the employee may grieve in accordance with the grievance
              procedure as set forth in Article 17.

26.4   Discipline and Illness

              An employee, who is under the care of a doctor by reason of physical or mental
              illness and is following a prescribed course of treatment, shall not be disciplined
              or dismissed as a result of such illness providing that he/she complies with the
              requirements regarding sick leave provided for in Clauses 9.2 through 9.3.1 of
              the Collective Agreement.

26.5   Just Cause

              The Employer shall not discipline or dismiss any employee except for just cause.
                                          - 48 -

ARTICLE 27. EMPLOYER'S RIGHTS

27.1       Nothing in this Collective Agreement is intended nor shall it be construed as
           denying or in any manner limiting the right of the Employer to control and
           supervise all operations and direct all working forces, including the right to
           determine the employee's ability, skill, competence, and qualifications for the job,
           and to hire, discharge, layoff, suspend, discipline, promote, demote or transfer,
           and to control and regulate the use of all equipment and property and promote
           efficiency in all operations, provided, however, that in the exercise of the
           foregoing Employer's rights the Employer shall not contravene the provisions of
           this Collective Agreement.



ARTICLE 28. CONTRACTING OUT

28.1       The Employer agrees that it will continue to follow the principle that work
           normally performed by employees within the bargaining unit shall continue to be
           so performed. However, the Union recognizes that the nature of the Employer's
           operations requires, from time to time, that such work be contracted out.

28.2       Such contracting out, however, shall not be exercised in such a way as to cause
           the layoff or reduction in the regular earnings (exclusive of overtime pay) of any
           regular full-time employee directly affected by the contracting out.


ARTICLE 29. STAFF BENEFITS

29.1       The present staff benefits consisting of the Staff Member Life Insurance Plan,
           Dependent Life Insurance Plan, Accidental Death and Dismemberment Plan,
           Extended Life Insurance Plan, Long Term Disability Income Plan, Group
           Supplementary Health Benefits, the University of Manitoba Pension Plan, shall
           continue to cover eligible employees for the duration of this Collective Agreement
           unless changed by a recommendation of the Staff Benefits Committee and
           approval of the Board of Governors.


ARTICLE 30. LETTERS OF UNDERSTANDING

30.1       Letters of Understanding attached to this Collective Agreement unless indicated
           otherwise, are deemed to be part of the Collective Agreement.


ARTICLE 31. NO STRIKES/NO LOCKOUTS

31.1       The Union undertakes that there will be no strike during the term of this
           Collective Agreement nor will the Union take part in sympathy strikes.
                                            - 49 -

31.2         The Employer undertakes that there will be no lockout during the term of this
             Collective Agreement.

31.3         The definitions of the words "strike" and "lockout", for the purposes of this
             Collective Agreement, are as defined in the Labour Relations Act of Manitoba.


ARTICLE 32. EMPLOYEE ASSISTANCE PROGRAM

32.1         UM EAP Coverage

             University of Manitoba Employee Assistance Program (UM EAP) coverage will
             be extended to all employees covered by the Collective Agreement.
32.2         UM EAP Advisory Committee

             The Union shall be entitled to name one (1) representative to the UM EAP
             Advisory Committee.


ARTICLE 33. EMPLOYMENT EQUITY

33.1         Preamble

             The Employer and the Union hereby acknowledge, recognize and endorse the
             principle of employment equity and agree to cooperate in the identification and
             removal of artificial barriers in the selection, hiring, training and promotion of
             "women, aboriginal peoples, persons with disabilities and visible minorities" (the
             designated groups).

             The Employer and Union also agree to cooperate in the identification and
             implementation of steps (providing that none of the terms and conditions of the
             Collective Agreement are violated) to improve the employment status of these
             designated target groups by increasing their participation in all levels of
             employment in the AESES-UMSS bargaining unit, including amendments to the
             Collective Agreement if necessary and mutually agreed upon between the
             Parties.

33.2   Application For Position Vacancies

             Application for Position Vacancies covered by this Collective Agreement are
             encouraged from qualified women and men, including aboriginal peoples,
             persons with disabilities and members of visible minorities.



ARTICLE 34. DURATION, TERMINATION AND RENEWAL OF COLLECTIVE AGREEMENT

34.1   Duration
                                            - 50 -

             This Collective Agreement shall be in effect from the 16th day of September
             2006, and shall continue in force until the 18th day of September, 2009.

34.2   Termination Date

             This Collective Agreement shall terminate at the end of the calendar day on the
             18th day of September, 2009

34.3   Renewal

             If either Party to this Collective Agreement should desire to renew and revise this
             Collective Agreement, then not less than sixty (60) calendar days nor more than
             ninety (90) calendar days prior to the termination date established in Clause 34.2,
             such Party shall give written notice thereof to the other Party, together with
             particulars relating thereto.

34.4   Post-Termination Date Period

             If either Party to this Collective Agreement serves notice to the other Party to
             renew and revise the Collective Agreement in accordance with Clause 34.3 but a
             new Collective Agreement is not concluded between the Parties by the
             termination date of this Collective Agreement, 18th day of September, 2009, all of
             the provisions of this Collective Agreement shall continue to be observed by the
             Parties until whichever of the following occurs first:

             (a)    A new Collective Agreement is concluded and agreed upon between the
                    Parties; or

             (b)    either a strike or lockout occurs; or

             (c)    a period of time commencing September 18th, 2009 and ending
                    September 17th, 2010 elapses.
                                            - 51 -



          ADDENDUM TO THE SEPTEMBER 16, 2006 - SEPTEMBER 18, 2009
                         COLLECTIVE AGREEMENT

                                         BETWEEN:

                            THE UNIVERSITY OF MANITOBA

                                           - and -

                                           AESES




A.   Salary Increases

1.   For the period beginning September 16, 2006 - September 21, 2007 of the 2006-2009
     Collective Agreement and effective September 16, 2006 all Schedule A - salaries shall
     increase by 2.50% over and above the wages in effect for the period ending September 15,
     2006.

2.   For the period beginning September 22, 2007 - September 19, 2008 of the 2006 -2009
     Collective Agreement and effective September 22, 2007 all Schedule A - salaries shall
     increase by 2.50% over and above the wages in effect for the period ending September 21,
     2007.

3.   For the period beginning September 20, 2008 of the 2006-2009 Collective Agreement and
     effective September 20, 2008 all Schedule A - Salaries shall increase by 2.50% over and
     above the wages in effect for the period ending September 19, 2008.

4.   The Patrol Supervisor Step 1 rate of pay shall be 10% above the Patrol Officer Step 6 rate
     in each year.

5.   Schedule A - Salaries of the 2006-2009 Collective Agreement as provided for herein are set
     forth in Schedule A - Classifications and Wage Rates of the Collective Agreement.

B.   Shift Coverage and Training by Platoon

1.   Training will be done by Platoon. An entire platoon will be scheduled for training on normal
     work days for that platoon.

2.   The platoon not being trained but working on those days would be split ( through
     reassignment) to cover both shifts. If a staffing shortage occurs, the Community Constable
     may be utilized for coverage.

3.   Notice of reassignment and training will be in accord with Clause 7.4.1 or 7.4.2(a).

C.   Standard Operating Procedures
                                            - 52 -

1.   The employer agrees to provide each member with a summary of the revisions to the
     standard operating procedures every three (3) months.

2.   Lock up locations shall be kept on a separate list.
                                               - 53 -



                                         SCHEDULE A


                       Effective September 16, 2006 to September 21, 2007


CLASSIFICATION           STEP        HOURLY             BI-WEEKLY             ANNUAL
                                                        (80 Hours)            SALARY

Patrol Officer            1           $14.53            $1,162.40           $30,222.40

                          2            15.18             1,214.40            31,574.40

                          3            17.50             1,400.00            36,400.00

                          4            18.61             1,488.80            38,708.80

                          5            19.72             1,577.60            41,017.60

                          6            20.92             1,673.60            43,513.60



Patrol Supervisor         1           $23.02            $1,841.60           $47,881.60

                          2            23.60             1,888.00            49,088.00

                          3            24.19             1,935.20            50,315.20

                          4            24.80             1,984.00            51,584.00



Investigator/Trainer                  $25.32            $2,025.60           $52,665.60
                                             - 54 -



                                         SCHEDULE A


                       Effective September 22, 2007 to September 19, 2008



CLASSIFICATION           STEP        HOURLY            BI-WEEKLY              ANNUAL
                                                       (80 Hours)             SALARY

Patrol Officer            1           $14.89          $1,191.20             $30,971.20

                          2             15.56          1,244.80              32,364.80

                          3             17.94          1,435.20              37,315.20

                          4             19.08          1,526.40              39,686.40

                          5             20.21          1,616.80              42,036.80

                          6             21.44          1,715.20              44,595.20



Patrol Supervisor         1           $23.60          $1,888.00             $49,088.00

                          2             24.19          1,935.20              50,315.20

                          3             24.80          1,984.00              51,584.00

                          4             25.42          2,033.60              52,873.60



Investigator/Trainer                  $25.95          $2,076.00             $53,976.00
                                             - 55 -



                                         SCHEDULE A



                       Effective September 20, 2008 to September 18, 2009

CLASSIFICATION           STEP      HOURLY             BI-WEEKLY             ANNUAL
                                                      (80 Hours)            SALARY

Patrol Officer            1           $15.26           $1,220.80             $31,740.80

                          2             15.95           1,276.00              33,176.00

                          3             18.39           1,471.20              38,251.20

                          4             19.56           1,564.80              40,684.80

                          5             20.72           1,657.60              43,097.60

                          6             21.98           1,758.40              45,718.20



Patrol Supervisor         1           $24.19           $1,935.20             $50,315.20

                          2             24.80           1,984.00              51,584.00

                          3             25.42           2,033.60              52,873.60

                          4             26.06           2,084.80              54,204.80



Investigator/Trainer                  $26.60           $2,128.00             $55,328.00




                                         SCHEDULE B

UNIFORMS AND EQUIPMENT
                                               - 56 -

This is Schedule B of the September 16, 2006 - September 18, 2009 Collective Agreement
between The University of Manitoba and AESES.

UNIFORMS AND EQUIPMENT

The Employer agrees to furnish the employees with all prescribed articles of uniform that the
Employer requires the employee to wear on the following basis:

At the time of hire, the Employer shall provide the following items (including any required
alterations), clothing items to be new or unused:

       1      Jacket (with zip-in lining)
       4      Pair Cargo Style Trousers - cargo style (Summer material or Winter material)
       1      Pair Dress Trousers
       4      Shirts (Summer)
       4      Shirts (Long Sleeve)
       1      Sweater
       2      Turtleneck sweaters or dickies (upon request of employee)
       1      Pair of Summer Shorts (upon request of employee)
       1      Pair of Police Boots
       1      Pair of Police Oxfords
       1      Pair of Winter Mitts
       2      Ties
       1      Winter Cap
       1      Summer Cap
       1      Protective Gloves
       1      Flashlight (Maglight, Two-Cell)
       1      Handcuffs
       1      Protective Vest (upon request of employee)
       1      Belt for carrying flashlights, etc.
       1      Raincoat
       1      Rain covers for caps
       1      Surgical Gloves and Holder Pouch
       1      Set of Shoulder Flashes
       1      Notebook

And when assigned, as follows:
      Traffic Duty - 1 Pair of Gauntlets
      Bike Patrol Duty - Necessary Safety Equipment
                                              - 57 -

                                         SCHEDULE C

              AGREEMENT FOR PATROL OFFICER EMPLOYMENT WITH THE
             UNIVERSITY OF MANITOBA SECURITY SERVICES DEPARTMENT


THIS AGREEMENT, made and entered into on this ______ day of ____________________,
20___, by and between the Board of Governors of the University of Manitoba (hereinafter called
“University”), and ____________________________, a newly hired Patrol Officer of the
University (hereinafter called “Officer”):

3.     Purpose
       The purpose of this Agreement is to indemnify the University for providing the above
       named Officer for costs advanced and expenses incurred by the University in providing
       said Officer with basic training and uniform outfitting (as outlined in Schedule B of the
       AESES-UMSS/UM Collective Agreement).

4.     Term
       The Agreement shall commence upon the day first written above and shall terminate after
       one calendar year.

5.     University Covenants
       The University agrees to do the following:
       1.    To employ the above named Officer as a Patrol Officer in the University’s Security
             Services effective __________________________.
       2.    To provide the Officer’s salary during the training period, and such other fringe
             benefits as would ordinarily be available to any regular officer within the
             department.
       3.    To advance, on behalf of the Officer, the cost and fees necessary to enroll said
             Officer in any required basic training programs in order to fulfill the duties of a
             University Patrol Officer.

4.     Officer Covenants
       The Officer agrees to do the following:
       1.     To complete and pass successfully any training program as required to fulfill
              his/her position as Patrol Officer.
       2.     To remain an employee of the University of Manitoba Security Services for a
              period of not less than one year.
       3.     To reimburse the University for non-reusable uniform outfitting costs and all sums
              paid by said University on behalf of the Officer for any training programs should
              the Officer voluntarily cease employment with the University at any time during the
              one year period.

5.     Probationary Status
       Any provision of this Agreement notwithstanding, this Agreement shall be subject to the
       provisions of the UM-AESES-UMSS Collective Agreement regarding probationary status
       of any hired member.
                                             - 58 -

6.    Termination
      If the University terminates the employment of the Officer for any reason during the one-
      year term, the provisions of this Agreement shall be null and void with respect to training
      costs; however, uniform outfitting costs shall be assessed against the Officer.

7.    Officer’s Failure to Reimburse
      Should the Officer fail to reimburse the University for the costs as described in 4C, the
      University may, after making proper demand, bring a civil action against the Officer in any
      court of competent jurisdiction, and the Officer agrees to pay the cost of said action,
      including attorney fees, or the University may withhold from any amount due said Officer
      such sum as may be necessary to reimburse the University for the cost of the training and
      uniform outfitting envisioned herein, said sum being considered an authorized deduction
      from said Officer’s salary or other benefits payable.

8.    The University in unusual circumstances and with just cause may waive the
      reimbursement requirements of the Agreement.

IN WITNESS WHEREOF the undersigned parties to this Agreement have affixed their signatures
on the date first written above.


                            ON BEHALF OF THE UNIVERSITY OF MANITOBA



                            By:     ______________________         __________________
                                    Director, UM Security Services Date


                                    ______________________ _________________
                                    Office                         Date
                                               - 59 -

LETTER OF UNDERSTANDING

- BETWEEN -

                               THE UNIVERSITY OF MANITOBA

                                              - AND -

                             THE ASSOCIATION OF EMPLOYEES
                            SUPPORTING EDUCATION SERVICES
                                 SECURITY SERVICES UNIT
                                     (AESES-UMSS)

RE:    Implementation of Clause 6.3 - Patrol Officers Identified as Most Senior

During negotiations for the 2006 - 2009 Collective Agreement, the Parties discussed and agreed
to apply the following in implementing Clause 6.3 for most senior Patrol Officers.

TERMS OF AGREEMENT


1.     Four (4) most senior Patrol Officers - At the expiry of their current terms of Bannatyne
       Campus assignment the four (4) most senior officers assigned to Bannatyne Campus will
       have the option of either moving to the Fort Garry Campus or being reassigned for a
       further two (2) year term to Bannatyne Campus. Thereafter, at the expiry of each two (2)
       year term the Officers will have the same option with no limit as to the number of terms
       the four (4) most senior officers can be assigned to Bannatyne Campus.

2.     Whenever any of the positions at Bannatyne Campus held by the four (4) most senior
       officers becomes vacant, the position will be posted in accord with Clause 6.3(a). The
       most senior Patrol Officer (from either campus) who applies shall be awarded the position.

3.     Three of the four most senior Patrol Officers are Mr. Daryl Sehn, Mr. Mike Thiessen, and
       Mr. Laszlo Toth.

4.     The fourth most senior Patrol Officer position will be held open during the trial period of
       Mr. Tony Baynton in the Patrol Supervisor position, in order to comply with the
       Memorandum of Settlement for AESES-UMSS grievance # 6-06. If Mr. Baynton stays in
       his current position of Patrol Supervisor, then the fourth most senior officer will be Mr. Ken
       Okrainec.
                                              - 60 -


COLLECTIVE AGREEMENT SIGNING PAGE

This Collective Agreement between the Parties for the period September 16, 2006 to
September 18, 2009 is hereby signed by the Parties as follows:

Signed by University of Manitoba, this 16th day of August, 2007.

Signed by the Association of Employees Supporting Education Services this 27th day of August,
2007.




FOR UNIVERSITY OF MANITOBA                       FOR THE ASSOCIATION OF
                                                 EMPLOYEES SUPPORTING EDUCATION
                                                 SERVICES


"Wayne Anderson"                        "Tom Moyle"
Mr. Wayne Anderson                             Mr. Tom Moyle, AESES President
Chair, Board of Governors


"Deborah McCallum"                      "John W. Urkevich"
Ms. Deborah McCallum,                           Mr. John W. Urkevich, Business Agent
Vice-President, Administration


                                                 "Lorraine Isaac"
                                                 Ms. Lorraine Isaac, AESES-UMSS



                                                 "Randy Schmeichel"
                                                 Mr. Randy Schmeichel, AESES-UMSS
                                             - 61 -

                                  FOR INFORMATION ONLY

This section has been included for information purposes only. These matters were not subject to
negotiation.

A.     POLICIES
       The University of Manitoba has issued policy statements on the following subjects:

       (a)    Sick Leave Policy
       (b)    Educational Assistance for Support Staff
       (c)    Alcoholism
       (d)    Travelling Expense Policy
       (e)    Employment Equity
       (f)    Sexual Harassment
       (g)    Legal Representation - See Section D

       An employee desiring further information on the above policy statements should contact
       his or her immediate supervisor or call the appropriate Human Resources area.

B.     FACILITIES

       (a)    Libraries
              Library facilities may be used by any staff member upon presentation of a current
              Staff ID card. The card may be updated or obtained from the ID Centre, 400
              University Centre, 474-9428.

       (b)    Physical Education
              Physical Education facilities (including the tennis courts, gymnasia, skating rink
              and swimming pool) may be used by members of staff and their immediate
              families. Inquiries concerning time schedules and fees should be directed to the
              Faculty of Physical Education and Recreation Studies, Frank Kennedy Centre
              Equipment Desk, 145 Kennedy Building, 474-8734.

       (c)    Parking
              Staff members who use the parking facilities require a parking permit. Any
              inquiries should be directed to the following:

              Fort Garry Campus Parking Office, 129B University Centre, 474-9415.
              Bannatyne Campus, A108 Chown Building, 789-3493.

C.     HUMAN RESOURCES - The Human Resources Department is comprised of nine
       functional areas in five office locations.

       (a)    Staff Relations (Support) (309 Administration Building)
              Responsibilities include the negotiation of support staff collective agreements and
              advice and assistance to administrators and support staff on the administration of
              support staff collective agreements and policies.
              Please call 474-8384 or 474-8393 for assistance with the following:

              -      Interpretations of University policies and collective agreements relating to
                                      - 62 -

             support staff;
      -      Support staff collective bargaining;
      -      Support staff grievances.

(b)   Staff Relations (Academic) (309 Administration Building)
      Responsibilities include the negotiation of academic collective agreements and
      advice and assistance to administrators and academic staff members on the
      administration of academic collective agreements and policies.

      Please call 474-9455 or 474-8393 for assistance with the following:

      -      Interpretations of University policies and collective agreements relating to
             academic staff;
      -      Academic collective bargaining;
      -      Academic grievances.

(c)   Staff Development (309 Administration Building)
      Responsibilities include the development and administration of staff development
      training and educational assistance programs.

      Please call 474-9124 for assistance with the following:

      -      Training seminars;
      -      Educational courses;
      -      Tuition reimbursement.

(d)   Employment (317 Administration Building)
      Responsibilities include the recruitment and employment of support staff, and
      advice and assistance to administrators and staff on the discontinuance of support
      staff positions and the layoff of employees.

      For assistance, please direct enquiries as follows:

      -      Applying for position vacancies, and transfer and promotion opportunities,
             474-9553 or 474-9552
      -      Position discontinuance/layoff procedures, 474-8743

      Please call the Positions Available Line (PAL) 474-8199 for information on support
      staff employment opportunities at The University of Manitoba. The recorded
      announcement includes application procedures and a listing of available
      vacancies.

(e)   Classification and Research (309 Administration Building)
      Responsibilities include the administration and development of job evaluation and
      job classification programs, and advice and assistance to administrators and
      support staff on wage and salary administration including the processing of related
      staff action forms.

      For assistance, please direct enquiries as follows:
                                             - 63 -

            -       Completion of Requests to Fill Support Staff Position Vacancies, 474-8206
                    or 474-8187
            -       Employee Records (seniority, vacation, etc.), 474-8462
            -       Preparation of Job Descriptions, 474-8206 or 474-8187
            -       Job Classification Reviews, 474-8206
            -       Job Classification Appeals, 474-8187

     (f)    Employment Equity (309 Administration Building)
            Responsibilities include implementation of measures for the identification and
            removal of artificial barriers to the selection, hiring, promotion and training of
            designated groups, i.e. women, aboriginal peoples, persons with disabilities and
            visible minorities, and to take steps to improve the employment status of these
            designated groups by increasing their participation in all levels of employment.

            For further information, please call 474-9614.

     (g)    Human Resources (Bannatyne Campus)
            (P001 Pathology Building, 770 Bannatyne Avenue)

            This office location provides a service to administrators and support staff at the
            Bannatyne Campus on matters pertaining to collective agreement administration,
            recruitment and employment.

            Please call 789-3690 for assistance with the following:

            -       Applying for position vacancies;
            -       General collective agreement and policy information.

     (h)    Occupational Health & Safety Office (191 Kennedy Building)
            Any inquiries re occupational health and safety matters should be directed to 474-
            6633.

     (i)    Staff Benefits (180 Continuing Education Complex)
            The present staff benefits consist of:

            (a)     Staff Member Life Insurance Plan
            (b)     Dependent Life Insurance Plan
            (c)     Accidental Death and Dismemberment Plan
            (d)     Extended Life Insurance Plan
            (e)     Long Term Disability Income Plan
            (f)     Group Supplementary Health Benefits
            (g)     University of Manitoba Pension Plan
            (h)     Group Insurance Dental Plan

          Any inquiries concerning the above plans should be directed to Staff Benefits
          (474-8084). In particular, questions pertaining to the Pension Plan should be
          directed to Staff Benefits (474-8476).
D.   LEGAL REPRESENTATION - POLICY 222

     The University, or the University’s Insurer, will extend legal representation in certain cases
                                       - 64 -

to employees in the AESES-UMSS bargaining unit. The manner and conditions are
outlined in the University of Manitoba Policy 222, which can be found on the University’s
web page at:

www.umanitoba.ca/admin/governance/policies/section_200/222.shtml
                                         - 65 -




                             YOUR UNION AGREEMENT

AESES is a democratic organization, through which you and your fellow workers deal
collectively with the University, bargaining wages and other terms and conditions of
employment. Your elected representatives and staff negotiated with the University to
create this arrangement, which provides:

             -      guaranteed wage rates
             -      job security
             -      a grievance procedure
             -      overtime premium pay
             -      sickness and benefit plans
             -      paid vacation and holidays
             -      a means of establishing and maintaining satisfactory working
                    conditions

Read this agreement and carry it with you. Get to know your rights. The effectiveness of
the agreement depends on your ensuring that its provisions are observed. If there is
something you do not understand, consult your representative on the Board or contact
the Union office at 949-5200.

				
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