The bargaining team representing OPSEU Local 102 (London) and 507 (Toronto) is pleased to announce the ratification of a new Collective Agreement with Teranet Inc, effective immediately. The agreement addresses the Locals’ immediate needs and our concerns around the wind-down of the implementation project.

The Money

In addition to a $600 lump sum bonus for all members, we negotiated a 12% General Wage Increase over 4 years:

Jan 1st 2007:               3%                                          Jan 1st 2008:               3%

Jan 1st 2009:               3%                                          Jan 1st 2010:               3%

AND

We negotiated an additional 1% increase to all Step 5 and Step 8 wages. The 2007 3% increase and 1% increase are effective January 1st, 2007, and will be applied retroactively.

Severance Packages

The bargaining team heard that the membership wanted more money for severance, and we negotiated an increase from 2 weeks to 2.5 weeks per year of service. In addition, for those employees facing layoff due to the end of the Implementation Project, we increased the cap on the severance from 26 weeks to 31 weeks. We have also negotiated for more options as to how to direct severance payments. These options will create more financial flexibility for members who may wish to mitigate their tax liability.

Completion Bonus

To recognize the dedicated service of those who choose to see the project through to the end, in spite of impending layoff, those employees facing layoff due to the end of the Implementation Project, will receive a Completion Bonus equal to 4.5 weeks of pay.

Transition Assistance

Those employees subject to layoff at the end of the implementation project and receive notice before September 30th 2009, will receive a $500 lump sum payment for transition assistance. In the last year of the project, Teranet has agreed to establish transition centres in London and Toronto.  The employer will provide space, materials, computers, and staff and/or consultants to aid in preparing employees for their transition into the job market and/or their new careers.

Vision Care

Coverage for vision care, now including laser eye surgery, has increased to $400 for each eligible adult and $300 for each eligible child.  Teranet has also agreed to provide coverage for the services of an optometrist or ophthalmologist up to $60. Additionally, there is no longer any deductible for vision care.

Health Care and Dental Benefits after Layoff

Any employee who is laid off, and elects to waive their recall rights, will continue to receive company paid extended health care and dental benefits for 3 months.

Education and Training

The allotment for education has increased to $900 per calendar year – Comprised of $500 for courses that relate to any aspect of Teranet’s business, and an additional $400 for courses related to any career. In addition, for those employees facing layoff due to the end of the Implementation Project, the allotment increases to $950 per calendar year in the second-last year of the project, and $1000 in the last year of the project.  The $950 & $1000 education benefits are applicable to courses related to any career.

Training at Layoff

We negotiated an increase for training at layoff to $4000, for use at an accredited Canadian educational institution within 2 years. Alternatively, those employees who desire further flexibility in their retraining, and waive their recall rights, will receive a 1 time retraining payment of $1300 as a lump sum.

Incentive Program

Teranet is now entitled to introduce an incentive plan (or plans) to reward employees.  Any plan or plans, however, must be fair and reasonable, and must be presented to the Labour Management Committee prior to introduction.  The union reserves the right to grieve any unfair application of any incentive program.

No More Hassle over Sick Notes

We have negotiated clear, simple language regarding sick notes.  A supervisor can now ask for a sick note only in the case of a) 4 consecutive sick days b) 8 or more sick days in a single year or c) where abuse is suspected.  In any case, any request for a sick note, including the rationale, must be in writing.

Employees now have Sole Discretion for “discretionary days”

Recognizing that the average employee is allowed less than 1.5 discretionary days per year, discretionary days have been replaced by 3 Personal Days.  These days are for uses in the event of unplanned emergencies or crises, and are to be used at your sole discretion.

Personnel File

Upon written request, the employer must provide your entire personnel file, and do so in timely fashion.

Performance Review

The “Personal Performance Review” will now be known as the Performance Review. 

Employment Standards Act

To ensure awareness of the employees’ legislative rights, the Union and the Employer commit to post links and information about the Employment Standards Act on Teranet’s Interanet.

For more information, please contact Bernard King, OPSEU Staff Representative, at 416.928.2482 or bking@opseu.org.
 

Full text of the agreement