OPSEU |
AGCO |
Pay
administration |
Promotion: definition |
| Next higher grid, minimum 3% increase |
No contract language submitted |
| Demotion: on reorganization or
reassignment or reclassification |
| Continue progress through the grid, then red circle |
No contract language submitted |
| Demotion: health reasons |
| Salary protection for 6 months |
No contract language submitted |
Seniority |
| Full-time employees, seniority carry over
from LLBO and GCC |
Previous continuous service date only to be
used as a tie-breaker in event of layoff but not prepared to put a definition of
"continuous service" in the Collective Agreement for a definition of
"Seniority" |
| Contract Employees, time spent on continuous
contract be recognized for seniority purposes upon appointment to full-time status |
Only recognize Seniority after completion of
not less than 6 months probation, regardless of previous time as contract employee |
Job Postings |
| Any vacancy or new position that is posted
must be for a minimum of 10 working days. Posting to state salary, qualifications, hours
of work, location, nature and title of position. |
Only post permanent vacancies that they
decide to fill on a full-time basis. Such vacancies shall be posted for a period of 10
working days. |
| Temporary vacancies expected to exceed 90
days must be posted |
Will only post for positions that are
expected to exceed 90 days. Vacancies as a result of illness, accident, leaves of absence,
maternity and parental need not be posted and can be filled at Employer’s discretion. |
| Positions modified on the basis of
"reasonable accommodation" need not be posted. |
No to "reasonable accommodation" If nobody selected, then position can be filled at Employer’s
discretion
May assign any employee to the vacancy on a temporary basis
for as long as it takes the Employer to run the competition |
Job Security |
| Job security provisions apply for all layoffs |
Job security provisions apply for layoffs in
excess of 90 days |
| Employer to explore and implement where
feasible, alternatives to layoff |
Only need to explore. No requirement to
implement alternatives to layoff |
| 12 weeks notice of layoff |
Maximum of 8 weeks in accordance with the
Employment Standards Act |
| Layoff, redeployment, displacement and recall
to be on the basis of seniority |
Seniority not referenced in Employer proposal |
Displacement order:
• Vacancy
• Bump
• Add to recall list |
Displacement order
• Vacancy, only if no training required
• Bump, only if no training required
• Add to recall list |
| Want a definition of "training" as
distinct from "orientation" |
No definitions |
| Ability for temporary recall to temporary
vacancy |
No response |
| Payment of relocation expenses in excess of
50 km |
No response |
| Reimbursement of relocation expenses to a
maximum of $5,000 as per Management Board Directives |
No response |
Days Off |
| 2 consecutive days off. Every effort to have
these as Saturday and Sunday |
No contract language submitted |
Shift Scheduling |
| Posted 15 days in advance. Premium pay for
all or part shifts if changed with less than 120 hrs notice. Unless parties agree
otherwise. |
No response |
| Minimum 12 hour gap between shifts. |
No response |
Shift Premium |
| 90¢ per hour for hours worked between 5pm
and midnight. |
52¢ per hour (between 7 p.m. and midnight
for inspectors (between 5 p.m. and midnight for EGEOs) |
| $1 per hour for hours worked between midnight
and 7am. |
62¢ per hour (between midnight and 5.a.m.
for inspectors (between midnight and 7 a.m. for EGEOs) 50% of hours worked must fall in shift. Shift premium applies only to
inspectors and EGEOs. |
Rest Periods |
| 15 minute rest period in each half of shift. |
15 minute rest period for Inspectors and
EGEOs |
Call Back |
| Minimum 4 hours @ time and one half if called
back. |
As per Unioin submission but only for EGEOs |
Standby |
| 50% of basic hourly rate for all hours
required to be on standby. |
EGEOs only. 1/4 hourly reate unless on
day off or Stat Holiday then 1/2 hourly rate of pay |
| Return to work within an hour of being called |
Must return to work within 30 minutes of
being called |
VDTs |
| Regular eye examinations for Employees who
use VDTs more than 2 hours per day on a regular basis. |
No. Not needed |
| Protection for pregnant Employees up to and
including reassignment if necessary. Employee’s discretion. |
No. |
Liquor Licence Inspectors |
| At employee’s discretion, call for
assistance if required to enter dangerous premises between 8pm and 5am. |
No. |
Headquarters |
| Employees to be told designated headquarters.
Once designated no change except through job postings or reassignment etc for minimum of
two years. |
No contract language submitted. |
| Temporary changes can be agreed to between
Employee and Employer. |
No response |
| Change of Headquarters, without mutual
consent, of more than 30 days and in excess of 100kms by road, to be considered a layoff. |
No response |
| If an Employee has to change residence as a
result of being assigned to a different Headquarters then shall be paid moving expenses in
accordance with Employer’s Policy. |
No response |
| Where Employee’s residence is declared
their Headquarters and they are required to provide office space, then an allowance of
$140 per month. |
No response |
Meal Allowance |
| If Employee required to work overtime in
excess of two hours, at end of shift and without prior notice, then an allowance of up to
$10 unless a meal is provided. |
No response |
| Reasonable time for lunch breaks |
One half hour |
| Meal allowance if working in excess of 24 kms
away from assigned headquarters and during their normal meal period Breakfast $8
Lunch $12
Dinner $19 |
No contract language submitted |
| Liquor Licence Inspectors to receive $19 meal
allowance per shift, when working night shift. |
No response |
Kilometric Rates |
| Payment for use of own vehicle on employer
business: Southern Ontario
0 – 4,000 km 30¢ km
4,001 – 10,700 km 26¢ km
10,701 – 24,000 km 22¢ km
Over 24,000 km 18¢ km
Northern Ontario
0 – 4000 km 30.5¢ km
4,001 – 10,700 26.5¢ km
10,701 – 24,000 22.5¢ km
Over 24,000 19¢ km |
No contract language submitted |
| Use of privately owned automobile not a
condition of employment. |
No |
Time Credits while traveling |
| Employees to be credited with all authorized
time spent travelling outside normal working hours. |
Employer had a counter proposal that would
have applied to AGCO Inspector only but took it off the table at the last meeting |
| 7.5 hours wait time. |
No |
| One hour extra at each end if by public
carrier. |
No response |
| Time calculated on the basis of portal to
portal. |
No response |
| 8 hours non paid sleep time where
accommodation is provided. |
No |
| Minimum 4 hours pay if traveling on a Holiday
or regular day off. |
For inspectors only |
Leave of Absence for Union Business |
| 4 consecutive days off without pay for each
delegate to attend Union Conventions. |
Maximum of 20 days, cumulative, in any
contract year to all employees for the purpose of attending Union conventions, seminars
and monthly Union meetings. At Employers discretion and subject to operational
requirements. |
| Leave of absence with pay and without loss of
seniority or credits for members of the negotiation team (3) while in negotiations, team
caucus or Conciliation. |
No |
| Leave of Absence without loss of pay or
credits for members (3) of the JCC. |
No response |
| Leave of absence without loss of pay or
credits, (but Employer to be reimbursed by the Union) to Members who are elected to the
Executive Board of the Union. |
No response |
| Up to 26 days per year for Local President or
designate with pay and no loss of credits to attend to the affairs of the Local. |
No response |
Various Leaves of Absence |
| An Employee may request a leave of absence
without pay and without accumulation of credits. Granted at Employer’s discretion. |
No response |
| Leave without pay, benefits or seniority (but
no loss of) to attend postgraduate, degree or other education course if related to job.
Employer to reimburse tuition fees. |
As per AGCO policy |
Leave of absence with pay for special or
compassionate purposes.
At Employer’s discretion. |
As per AGCO policy |
Self-Funded Leave |
| Self-funding period to be not less than 1
year and not more than 4 years. |
No response |
Leave for Foreign and Intergovernmental |
| Maximum of 1 year with or without pay. At
Employer’s discretion. |
No response |
Voluntary Leaves |
Unpaid leave for up to 1 year, at the
Employers discretion and subject to operational requirements for:
Extended education or:
Family leave to care for a dependant relative |
No response |
Leave for Pension Trustees |
| Leave of absence to be granted without pay
and without loss of credits to Joint Pension Trustees. |
No response |
Special or Compassionate Leave |
| At Employer’s discretion up to 3 days a
year. |
As per AGCO policy |
Bereavement Leave |
| Up to 3 days with pay for: Spouse
Mother
Father
Mother-in-law
Father-in-law
Son
Daughter
Step-son
Step-daughter
Brother
Sister
Son-in-law
Daughter-in-law
Sister-in-law
Brother-in-law
Grandparent
Grandchild
Ward
Guardian.
1 day with pay to attend funeral for:
Aunt
Uncle
Niece
Nephew |
Up to 3 continuous days with pay to include
the day of the death and conclude on the day of the funeral for: Spouse
Child
Father
Mother
Brother
Sister
Plus an additional 5 days without pay if asked for.
If funeral not attended then only 1 of the above days will
apply.
1 days leave with pay to attend the funeral of:
Grandparent
Grandchild
Father in Law
Mother in Law
Brother in Law
Sister in Law
The term "Spouse" to include Common Law
Spouse" as defined in the Family Law Act |
| Up to 2 days without pay if funeral of
Relative is more than 800kms away. |
No |
Jury Duty |
| Time off for Employees who are called for
Jury Duty or subpoenaed as a witness in civil or criminal proceeding. |
Yes |
| Time off for Employees who are subpoenaed as
union witnesses in the arbitration process |
No |
Leave for Military Service |
| Up to 1 week with pay and up to 1 week
without pay for Military training at Employer’s discretion. |
No response |
Pregnancy and Parental Leave |
| Pregnancy and Parental leave in accordance
with Employment Standards Act. |
Pregnancy and Parental leave in accordance
with Employment Standards Act. |
| UI top up |
No |
| At Employee discretion can extend leave by an
additional 25 weeks without pay. |
No |
Short Term Income Protection |
| 100% salary first 10 working days of absence. |
100% salary first 6 working days of absence. |
| 75% for 120 days of absence. |
75% for 124 days of absence. |
| Medical Certificate required after 5
consecutive days of absence |
Medical Certificate discretionarry at 4 days
of absence. Mandatory after 5 days of absence |
| If illness carries over from one Calendar
year to the next and employee uses all 130 days then must work 20 consecutive before
re-qualifies for 130 days more. |
Must use up all 130 days before being able to
go onto next year's entitlement. |
Use of Accumulated Credits |
| If illness goes beyond 130 days then Employee
may use accumulated credits. Does not apply if Employee applies for and receives LTIP. |
No response |
Attendance Review Meetings |
| If Employee called into an Attendance Review
Meeting because of excessive absenteeism then entitled to have Union representation
present. |
No response |
Hours of Work |
| 36¼ hours per week or 7¼ hours per day for
all Employeess with the following exceptions. Inspectors
37½ and 7½. |
As per the Union submission except that
Electronic Gaming Enforcement Officers work 40 hours per week on 8 hour shifts. |
| Auditors to maintain 5 days per year in lieu
of overtime |
No response |
Overtime |
| 1½ times Employees regular hourly rate. May
be taken as time off or pay at Employee’s option. If not taken off by March 31st of
the following year then paid out as cash Paid to the
nearest 15 minutes and paid out within 1 month of working it. |
Inspectors 1½ times regular rate for all
hours in excess 7.5 a day or more than 5 days a week. EGEOs
same premium rate but only if works in excess of 8 hours a day or more than 5 days a week. |
On Call |
| No proposal |
$1 per hour for all hours on call Mandatory for all EGEOs to be on call. |
Holidays |
New Years Day
Easter Monday
Canada Day
Labour Day
Rememberance Day
Boxing Day
Good Friday
Victoria Day
Civic Holiday
Thanksgiving Day
Christmas Day |
New Years Day
Easter Monday
Canada Day
Labour Day
Rememberance Day
Boxing Day
Good Friday
Victoria Day
Civic Holiday
Thanksgiving Day
Christmas Day |
| Special Holiday proclaimed by Lieutenant
Govenor or Govenor General |
No Must
have completed probation to qualify for stat.
Subject to Emploment Standards Act.
Must work last working day before and first working day
after Statutory Holiday unless absent due to: Court duty, vacation, union business,
bereavement leave, or in hospital and not receiving WCB for holiday in question. But must
work at least one shift in either the week preceeding the Stat or the week after the Stat |
| If Stat falls on a Saturday, Sunday or
regular day off then another day off in lieu. |
No submission |
| Double time if working on a Stat Holiday with
a minimum credit of 7.25 or 7.50 hours as applicable plus a day in lieu. |
Inspectors minimum 4 hours @ 1½ times hourly
rate plus a day in lieu. |
Vacations |
¼ days per month during 1st 6yrs
1 2/3 days per month after 6 yrs
2 1/12th days per month after 14 yrs
2½ days per month after 23 yrs.Credited with
vacation at commencement of each calender year.
Maximum 1 year carry over
1 additional week vacation in the 20th and 25th years of
employment. |
Full-Time Employees who came over at
Divestment to be grandfathered as at before Divestment. (No language submitted to date to
cover this.) All Employees hired after Divestment (i.e. non GCC and LLBO) then: Up to 1 year of Service 1 week.
1 or more years of service 2 weeks
7 or more years of service 3 weeks
12 or more years of service 4 weeks
No carry-over without prior approval in writing |
Insured Benefit Plans |
| 100% of all benefit premiums to be paid by
the Employer. |
85% of all benefit premiums to be paid by the
Employer. 15% of all benefit premiums to be paid by the Employee. |
| Can change Carrier but only if no change to
Benefits. |
Can change Carrier at their discretion as
long as Benefits in Total is not decreased. |
| Specific details of coverage to be placed in
the Collective Agreement. |
No Contract language submitted iwth respect
to the Benefit Package. Employer resisting placing Specifics in Collective
Agreement. |
Long Term Income Protection |
| 66 2/3% of earnings at time of application |
No response |
| Restoration of 2% COLA |
No response |
| Increase payment levels by $50 per month
effective date of ratification. |
No response |
Termination Pay |
| 1 week pay for every year of service from
date of Divestment (February 23rd 1998) or hire as applicable. |
No response |
Wages |
| Recognition of existing grids. |
No |
| Wage grid 5 to 8 steps depending on
Classification. 3.5% differential between steps. 1 additional step of 3% be added to all
grids effective Jan. 1, 1999 |
Start level and maximum rate only. |
| Progression through grid automatic. |
Progression to maximum rate at
Employer’s discretion. Based on merit. Non -grievable. A maximum (up to) of 3% a
year. |
| Reasonable wage increase effective April 1st
1998 and January 1st 1999. |
1% on ratification
1.35% Jan 1, 2000
1.45% Jan 1, 2001 |
Part time and Contract Employees |
| On hold pending resolution of main agreement. |
|
Employment Stability |
| No contracting out of Bargaining Unit work. |
No response |
| Excluded Employees not to do BU work. |
No response |
Pension Plan |
To receive any improvements negotiated in
OPS.
No contract language submitted. |
No response |
