COLLECTIVE AGREEMENT

between the

SUNSHINE COAST REGIONAL DISTRICT

and the

SUNSHINE COAST REGIONAL DISTRICT WORKS ASSOCIATION

Expires December 31, 1995

TABLE OF CONTENTS 1. 2. 3. 4. 5. 6. 7.

8. 9. 10. 11.

12. 13. 14.i

14.ii 15. 16. 17. 18. 19. 20.

Purpose ...........................................................................................1 Bargaining Unit Defined...................................................................1 Definitions........................................................................................1 Labour/Management Committee .....................................................2 Conflict of Interest ...........................................................................2 Contracting Out ...............................................................................2 Working Hours For Employees........................................................3 a Regular Hours.......................................................................3 b Overtime ...............................................................................3 c Standby and Callout .............................................................3 Working Conditions .........................................................................4 Statutory and Legal Holidays...........................................................5 Annual Vacations with Pay ..............................................................5 Absence from Duty with Pay ...........................................................6 a Sick Leave ............................................................................6 b Bereavement Leave..............................................................7 c Jury Duty...............................................................................7 Superannuation ...............................................................................7 Retirement.......................................................................................7 Benefits for Permanent Full Time Employees .................................7 a Medical .................................................................................7 b Group Insurance ...................................................................8 c Group Dental Plan ................................................................8 d Eyewear................................................................................8 e Work Clothing .......................................................................8 f Medical Examination...........................................................10 g Employee Assistance Program...........................................10 h Dirty Pay .............................................................................10 i Indemnity ............................................................................10 Benefits for Permanent Part Time Employees ..............................10 Termination ...................................................................................10 Grievance Procedure.....................................................................11 Conferences, Conventions and Seminars .....................................12 Travel 12 Private Vehicle Damage ................................................................12 Term of Agreement .......................................................................13

SCRD and Works Association 1.

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PURPOSE

The purpose of this agreement is to promote efficiency in the Municipal Service and harmonious relations between the Employer and the Employees. 2.

BARGAINING UNIT DEFINED

The bargaining unit shall comprise of all members of the Sunshine Coast Regional District Works Association which includes outside Parks, Transit and Works employees within the Regional District, except for those persons excluded by the mutual agreement of the parties. See Appendix 3. 3.

DEFINITIONS

For the purpose of this Agreement: (1)

"Chief Administrative Officer" means the Secretary of the Regional District.

(2) "Continuous Service" means continuous employment with the Sunshine Coast Regional District. (3) "Day off with Pay" - Where this agreement provides a "day off with pay", employees shall receive their regular remuneration for that day as provided for in this agreement. (4) "Grievance" means a complaint by an employee or a dispute between employees of the Regional District about the interpretation, application or operation of any provisions of this agreement as it may affect the complaining employee(s). No grievance exists if the disputed matter does not affect the complaining employee. (5) "Labour Management Committee" means the Management Committee provided for by this agreement. (6) 419.

Regional

District

Labour

"Management" means those employees designated as officers under Bylaw No.

(7) "Outside Employees" means employees, whose duties are performed mainly outside the office under the direction of a supervisor, and who are members of the Association. (8) "Permanent Employee" means those employees who have completed a probationary period. (9)

"Personnel Committee" means the committee as provided for in Bylaw No. 419.

(10) "Probationary Period" means a minimum three month time period during which an employee shall be assessed as to their suitability for continued employment.

SCRD and Works Association (11)

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"Temporary Employee" means those employees hired on an intermittent basis.

(12) "Vacation Year" means any full calendar year beginning with the anniversary date (first day) of continuous employment with the Regional District. (13) "Workweek" shall be the number of days and/or hours in any calendar week, beginning on Sundays and ending on Saturdays, during which work has to be performed by an employee in accordance with the work schedules contained in this agreement. 4.

LABOUR/MANAGEMENT COMMITTEE

There shall be established a Labour/Management Committee composed of two members each from Management, the Association, and Inside Employees. The Committee shall meet at least once every 60 days, or at the call of any Committee member, at a mutually agreeable time and place. A Member of each of the groups on the committee shall alternate in presiding over Committee meetings. The Committee shall act in an advisory capacity, and may make recommendations on the following general matters: 1) other than grievances, those relating to the maintenance of good relations between the parties; 2) correcting conditions causing grievances and misunderstandings; 3) job evaluations and classifications; 4) other matters as may be deemed appropriate from time to time. The Committee shall not supersede the activities of any other committee of the Employer or Employee Groups, and shall not have the power to bind the Regional District or it's Employees to any decisions or conclusions reached in their discussions. 5.

CONFLICT OF INTEREST

It is not desirable for any employee of the Regional District to be occupied with or otherwise engaged in any business activities which might conflict with the business of the Regional District or with the exercise of an objective judgement by the employee in performing his duties for the Regional District. No employee of the Regional District shall therefore engage in any business activity except after having obtained beforehand express consent of the Regional Board in writing for such activity through the Administrator or Personnel Manager.

6.

CONTRACTING OUT

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The Regional District reserves the right to sub-contract any work, provided such action does not result in diminished regular hours, or layoff of regular employees. 7.

WORKING HOURS FOR EMPLOYEES (a)

Regular Hours Working hours of all employees shall be as set out in Appendix 1.

(b)

Overtime

All hours worked in excess of the regular hours as provided in Appendix 1 shall be paid at time and a half, except where the B. C. Payment of Wages Act Regulations provide a higher rate, which shall be applicable in such cases: (i)

All overtime will be recorded in the payroll records.

(ii) In lieu of overtime pay, overtime may, at the discretion of the Department Head, be taken as time off except that this time off must be taken off in the calender year in which the overtime occurs. (c)

Standby and Callout

The Public Works function is considered by the SCRD to be an essential public service and the Parks function, although not an essential service, may be subject to emergencies from time to time. As such, employees, if fit for duty, will be expected to report for work in an emergency when called out. Special consideration may be granted to individual employees from time to time at their request. Employees reporting for work when called out will: • receive a minimum of two hours pay at time and a half. All overtime will be governed by the provisions of the Labour Standards Act. At the discretion of the Public Works and Parks Managers "restricted" or "twenty-four hour" standby duties and procedures may be implemented within their respective departments. Employees on "twenty-four hour" standby will receive six hours of pay at the regular rate for being on call for a twenty-four hour period.

Employees on "restricted" standby will receive two hours of pay at the regular rate for being on standby between 4 p.m. and 8 a.m. Employees on standby duty will: • •

have a Regional District vehicle available for use. be immediately available by telephone, radio or pager.

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• be available for work within fifteen to twenty minutes. • maintain a log book of the standby shift to record time of call, nature of call, action taken, time of stand down, etc. • review and assess problems, advise supervisor of the situation and call out additional staff as required by circumstances or safety procedures. • receive two hours pay at time and a half for responding while on standby, where the total time of response(s) is less than two hours. • receive four hours minimum at time and a half for responding while on standby, where the total time of response(s) is greater than two hours. All overtime to be governed by the provisions of the Labour Standards Act. The SCRD reserves the right to use supervisory staff when safety requires the implementation of "Lone Worker" procedures. 8.

WORKING CONDITIONS

(a) It is recognized and accepted that permanent employees are required to assist in any capacity, or assume the duties of any job in the event of emergency or during vacation. (b) Members of the immediate family of Directors or staff of the Regional District Board shall not be employed or remain employed by the Regional District unless formal approval is given by the Personnel Committee. (c) The Association acknowledges that the Bus Cleaner duties are intended to be contract work. (d) The Association acknowledges that the Shop Floor Sweeper duties are intended to be temporary work. (e) The Association agrees that summer students are not represented by the Association and therefore acknowledges the right of the Regional District to negotiate student wage rates with the individuals filling the positions. (f) Wage equity adjustments will be made to individual job descriptions where warranted by the findings of a job description and pay scale review. Two members of the Association will be part of a committee that will assist in the development of a job evaluation system that will be used to evaluate new job descriptions. 9.

STATUTORY AND LEGAL HOLIDAYS (a)

The recognized holidays shall be as follows: New Year's Day Good Friday Easter Monday Victoria Day Canada Day

Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day

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and such other days declared a legal holiday by the Provincial or Federal Government. (b) In addition to any other compensation earned by any employee, who is regularly employed by the Regional District on any of the recognized holidays, such employee shall be granted one "day off with pay" provided the employee worked the last scheduled day or shift before and the next scheduled day or shift after such recognized holiday or was absent on one or both days due to scheduled annual vacation or due to sickness. (c) When such holiday falls during any permanent employee's vacation with pay, and they would become entitled to pay for such holiday not worked had they not been on vacation, they shall receive an additional day's vacation with pay in lieu thereof. 10.

ANNUAL VACATIONS WITH PAY

(a) A permanent hourly paid employee who has completed one year, but less than six years continuous service shall be entitled to a vacation entitlement of fifteen (15) working days and six percent (6%) of the gross remuneration earned in the immediately preceding vacation year. (b) A permanent hourly paid employee who has completed six years but less than eleven years continuous service shall be entitled to a vacation entitlement of twenty (20) working days and eight percent (8%) of the gross remuneration earned in the immediately preceding vacation year. (c) A permanent hourly paid employee who has completed eleven years but less than sixteen years continuous service shall be entitled to a vacation entitlement of twenty-five (25) working days and ten percent (10%) of the gross remuneration earned in the immediately preceding vacation year. (d) A permanent hourly paid employee who has completed sixteen years or more continuous service shall be entitled to a vacation entitlement of thirty (30) working days and twelve percent (12%) of the gross remuneration earned in the immediately preceding vacation year.

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(e) A temporary employee shall be granted vacation pay in accordance with the Employment Standards Act. (f) Vacation periods shall be scheduled by mutual agreement between an employee and their department head. (g) The specific approval of the Chief Administrative Officer, acting on the recommendation of the head of the department, must be obtained prior to the accrual of annual vacations from one vacation year into the next vacation year, whether caused by stress of work or with a view to accumulation for a specific purpose. Failing such approval, employees are to take their vacations in the vacation year of their entitlement. In case of an approved accrual of vacations of an employee's previous annual vacation such accrued vacations are to be taken at a time designated and approved by the head of the department. (h)

All vacations will be recorded in the payroll records.

Notwithstanding any entitlement under (a) to (g) of this section no employee shall be granted vacations with pay during the probationary period. An employee may, at his request and with the consent of the Chief Administrative Officer, pro rate his accrued vacation time. 11.

ABSENCE FROM DUTY WITH PAY (a)

Sick Leave:

i) All permanent full time employees shall have one and one half (1 1/2) days of sick leave entitlement accrued to their sick leave account for each month of paid service, to a maximum entitlement of one hundred and thirty (130) days. ii) Permanent part time employees shall have their sick leave entitlement pro-rated. iii) A doctor's certificate may be required if an employee is absent from work longer than two (2) work days or two (2) shifts due to illness. iv) In the case of illness of a child of an employee, and when no one at the employee's home other than the employee can provide for the needs of the ill child, the employee, after obtaining the approval of their Supervisor, shall be entitled to use paid sick leave for this purpose.

SCRD and Works Association (b)

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Bereavement Leave:

i) All permanent employees shall be entitled to a maximum of three (3) days compassionate leave in case of serious illness or bereavement in his or her immediate family. Immediate family to include the father, mother, spouse, children and grandparents of the employee. ii) All permanent employees shall be entitled to one-half (1/2) day off with pay to attend a funeral as a mourner. (c)

Jury Duty:

i) Any employee called for jury duty will be allowed time off work with pay during the period of jury service and entitled to allowances under Clauses 15 and 16, provided he shows proof of attendance and turns over his jury pay to the Regional District. ii) Proof of attendance on jury duty shall consist of a statement showing the actual days in attendance, signed by a responsible court official. 12.

SUPERANNUATION The provisions of the Municipal Superannuation Act will apply.

13.

RETIREMENT

Every permanent employee shall be granted on retirement a gratuity equivalent to two work weeks pay for each completed year of continuous municipal service in British Columbia, in excess of 20 years computed at the rate of pay which was received at the time of retirement. This benefit shall not apply to employees hired after January 1, 1994. 14 i.

BENEFITS FOR PERMANENT FULL TIME EMPLOYEES (a)

Medical: The Regional District shall pay 100% of the actual cost of the monthly premium per employee membership in the approved medical plan of B. C. Medical Plan and Medical Services Association Extended Health Benefit Plan.

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(b)

Group Insurance: The Regional District shall pay 100% of the actual cost of the premiums of a life insurance policy and long term disability policy covering permanent employees up to the age of 65. Life insurance coverage shall be calculated at two (2) times annual salary to a maximum of $150,000 and long term disability benefits shall not exceed 66 2/3% of gross remuneration or $1,500 per month, whichever is less. All permanent employees hired after policies are in effect shall enroll in the group insurance plan. (c)

Group Dental Plan: The Regional District shall pay 100% of the actual cost of the premiums of a group dental plan which has a co-insurance clause whereby the employee pays 50% of major restorative dental work. The Regional District shall provide 50% orthodontics coverage to a maximum $1,500.00 lifetime limit, effective July 1, 1995. All permanent employees hired after the policy is in effect shall enroll in the group dental plan. (d)

Eyewear

The Regional District shall provide $100.00 per family, per year, eyewear allowance to a maximum of $100.00 per set of glasses, effective January 1, 1995. (e)

Work Clothing - Parks and Public Works Employees / Landfill Employees

i) Wherever required by the Regional District or Workers' Compensation Board Industrial Health and Safety Regulations, the Regional District shall supply the following: ear protection hard hats hip waders safety goggles or glasses gloves rubber safety boots (one pair per year) faller pants In addition and upon presentation of receipts, gear allowance will be provided as follows: safety boots - one hundred fifty dollars ($150.00) every two (2) years rain wear - one hundred thirty dollars ($130.00) every two (2) years coveralls - seventy dollars ($70.00) every two (2) years

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Employees will be responsible for exercising reasonable care of such items and when requesting replacements due to wear or damage, are required to return the original item. Where damage to such items is a result of the employee's deliberate misconduct or is due to the employee's gross or wilful negligence, the employee shall be responsible for cost of replacing the item. The Regional District shall provide one (1) pair of eyeglasses every two (2) years, to a maximum cost of one hundred fifty dollars ($150.00) for replacement of eyeglasses that may be damaged in the normal course of employment duties. Work Clothing - Transit Employees Where transit employees are required to wear uniform clothing during performance of their duties, the Regional District will supply uniforms as follows: First Uniform Issue 4 shirts (long or short sleeve) 2 ties (clip-on or standard) 3 pair of pants 1 winter jacket 1 summer jacket 1 sweater (long sleeve or vest) Yearly Issue 2 shirts (long or short sleeve) 1 sweater (long sleeve or vest) 1 pair of pants Bi-Yearly Issue 1 summer jacket 1 winter jacket Upon leaving the employ of the Regional District, uniform clothing shall be returned to the transit manager. Employees will be responsible for exercising reasonable care of such items and when requesting replacement due to wear or damage, are required to return the original item. Where damage to such items is a result of the employee's deliberate misconduct or is due to the employee's gross or wilful negligence, the employee shall be responsible for the cost of replacing the item. If an employee chooses, they may replace the Regional District uniform clothing with pre-approved equals and upon presentation of receipts, will be reimbursed for costs up to the amount usually paid by the Regional District for similar articles.

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The Regional District will make available to the Transit Department, in a size specified by the manager: - 1 pair of steel toe rubber boots - 1 set of rain wear (f)

Medical Examination Where the Regional District requires an employee to have a medical examination or interview, it shall be at the Regional District's expense and during regular working hours. (g)

Employee Assistance Program The Regional District and its employees recognize that a wide range of problems may adversely affect an employee's performance, and will endeavour to assist an employee who recognizes the presence of a personal problem which is adversely affecting their job performance. (h)

Dirty Pay Employees engaged in cleaning and repairing the interior of sewage treatment tanks, or cleaning up any sewage spill, or entering any sanitary sewer manhole for work entailing more than one (1) hour, and on the instruction of their supervisor shall receive an additional one (1) dollar per hour while so engaged. (i)

Indemnity The Regional District agrees to provide "indemnification against proceedings" pursuant to Section 262 of the Municipal Act. This provision shall not bind the Board unless the employee notifies the Regional District immediately, in writing, of any incident or course of events which may lead to legal action against them. 14 ii

BENEFITS FOR PERMANENT PART TIME EMPLOYEES

Benefits provided for Permanent Full Time employees will be made available to Permanent Part Time employees on a pro-rated basis in the form of cash equivalent. 15.

TERMINATION

When a permanent employee is terminated, except for cause, they shall be given four weeks notice or four weeks remuneration in lieu thereof. An employee leaving employment with the Regional District will give at least two weeks notice. 16. GRIEVANCE PROCEDURE (a) Should there be any dispute as to the interpretation of this agreement, its application or the operation of any provisions or procedures under this agreement, as it may effect an employee, the following steps shall be taken to have the dispute resolved in the most expeditious manner: Step 1: The complaint or grievance shall first be taken up with the immediate supervisor of the grieving employee, who shall make every endeavour to find a mutually

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satisfactory settlement of the grievance. If the supervisor is not a department head, they shall advise the department head immediately that a grievance exists. The department head then shall resolve the matter within seven calendar days. Step 2: If the grieving employee is not satisfied with the decision of the department head, they may request within 14 calendar days that the complaint be referred to the Chief Administrative Officer for adjudication. The Chief Administrative Officer shall discuss the matter with all concerned and shall decide about the complaint within seven calendar days. Step 3: If the Chief Administrative Officer's decision still appears unsatisfactory to the complaining employee, the employee may request that the complaint be submitted to the Personnel Committee. Such request should be made through the Chief Administrative Officer within seven calendar days from the time the employee has been advised of the Chief Administrative Officer's decision. The Chief Administrative Officer shall inform the Chair of the Personnel Committee without undue delay a grievance exists, which has to be disposed of by the Personnel Committee. The Chair shall call a meeting of the members of the Personnel Committee, which shall take place not later than two weeks after the Chair has been advised of the request of the employee. If so requested, all parties involved in the dispute shall be permitted to appear before the Personnel Committee and to state the case orally and/or in writing. Step 4: If the grievance is unresolved by the Personnel Committee, the matter shall be placed before a single arbitrator who shall be appointed under the terms of the B. C. Arbitration Act. Both parties shall assume their own costs and pay equally the costs of the arbitrator.

SCRD and Works Association (b)

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Extension of Time Limits

The parties involved may by mutual agreement, in writing, extend the time limits mentioned above, provided such extension is requested prior to the expiry of the time allowed. However, failure to observe the time limitations herein, including the time to initiate a grievance, shall render the grievance void: except that when the recipient of the grievance fails to respond within the prescribed time limits, the grievance shall advance to the next step in the grievance procedure. (c) No employee appearing before the Personnel Committee shall suffer a loss of pay because of such attendance at the meeting. (d) No employee can initiate any grievance procedure on behalf of any other employee but himself except that the Sunshine Coast Regional District Works Association may initiate a grievance on behalf of a member of the Association, and represent and or be present at any grievance procedure under this section, where a member of the Association is involved. 17.

CONFERENCES, CONVENTIONS AND SEMINARS

An employee authorized or delegated to attend conferences, conventions or seminars will be paid the following allowances to cover lodging and other out-of-pocket expenses: (a)

(b) receipts. 18.

When overnight lodging is required: i) Actual cost of lodging as verified by receipts. ii) A per diem rate as determined by the Regional Board from time to time. When overnight lodging is not required, actual expenses as verified by

TRAVEL

Transportation for employees required to travel on Regional District business, or authorized to attend conferences, conventions or seminars will be paid as follows: (a) When employee's own vehicle is used, a rate as determined by the Regional Board from time to time. (b) When other means of transportation is used - actual cost of such transportation.

19.

PRIVATE VEHICLE DAMAGE

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Where and employee's vehicle is damaged as a direct result of the authorized use of their own vehicle on Regional District business, the Regional District will reimburse the employee the cost of any deductible portion of insurance coverage on that vehicle up to five hundred dollars ($500). 20.

TERM OF AGREEMENT

This Agreement shall remain in effect until midnight, December 31, 1995. In the event that the collective bargaining process for the following year has not been completed at that time, this agreement will remain in force until such time as a new agreement is reached. The provisions of the Agreement shall come into full force and effect on the date of settlement.

____________________ Brian Fawkes SCRDWA

____________________ Larry Jardine, Administrator SCRD Management

____________________ Peggy Connor Chair SCRD Board

____________________ Shane Walkey SCRDWA

____________________ Michael B. Phelan Treasurer SCRD Management

____________________ Brett McGillivray Director SCRD Board

____________________ Fred Bradley SCRDWA

____________________ Al Silver Personnel Manager SCRD Management

Dated this ________ day of ___________________________, 19___.

SCRD and Works Association

Page APPENDIX 1

WORKING HOURS The hours of work shall be in accordance with the current shift schedule. SHIFT DEFINITION and PREMIUM a) All hours worked on any shift which starts between 4:30 a.m. and 1:59 p.m. inclusive shall be considered a day shift. b) All hours worked on any shift which starts between 2:00 p.m. and 8:59 p.m. inclusive shall be considered a second (2nd) shift. c) All hours worked on any shift which starts between 9:00 p.m. and 4:29 a.m. inclusive shall be considered a third (3rd) shift. A shift premium of twenty-five cents ($.25) per hour shall be paid to employees for all hours worked on a second (2nd) shift. A shift premium of fifty cents ($.50) per hour shall be paid to employees for all hours worked on a third (3rd) shift. Employees shall not receive shift premium in addition to overtime pay. In addition if any employee is entitled to work flexible hours, the shift premium shall not be paid for hours falling outside of the regular shifts described above. The Scheduling of shifts shall be by mutual agreement between the Regional District and the Association. Overtime is to be paid to the Transit Drivers in the event that: delays caused by circumstances beyond the control of the driver, resulting in a transit shift ending more than 15 minutes beyond the scheduled completion time where: the scheduled shift exceeds eight (8) hours in length, and where the hours of work in a week exceeds forty (40) hours. REST INTERVAL An employee required to work overtime beyond their regularly scheduled shift shall be entitled to eight (8) clear hours between the end of the overtime worked and the start of their next regular shift. If eight (8) clear hours are not provided, overtime rates shall apply to all hours worked on the regular shift which fall within the rest interval. 5. All employees shall be entitled to a 15 minute rest period during the morning and the afternoon of each work day.

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WAGE RATES - effective January 1, 1995

Classification

Hourly Pay Rate

Pipe Layer II

$22.17

Pipe Layer I, Water Technician III

$21.40

Water Technician II

$20.40

Labour III, Water Technician I

$19.40

Labour II

$18.28

Labour I

$15.35

Labour - Probation

$14.81

Parks Foreman

$22.50

Parksworker Lead Hand

$21.40

Parksworker IV

$20.40

Parksworker 111

$19.40

Parksworker 11

$17.80

Parksworker 1

$15.35

Parksworker - Probation

$14.81

Landfill Attendant III

$17.50

Landfill Attendant II

$16.50

Landfill Attendant I

$15.35

Landfill Attendant - Probation

$14.81

Conventional Bus Operator

$18.12

Handi Dart Bus Operator

$15.10

Transit Route Trainer

$20.40

Vehicle Mechanic I

$21.00

Building Maintenance Technician

$17.50

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Page APPENDIX 3

List of Those Outside Employees excluded by mutual consent from the Association

Brad Proctor Louisa Harlow Rosina Giles Chuck Bruce Dean Richardsen Jim Klymson

Supervisor of Vehicle Maintenance Transit Dispatcher Transit Manager Works Department Sewer Foreman Works Foreman