PROPOSAL OF THE GOVERNMENT OF ONTARIO
CENTRAL TABLE
FEBRUARY 14TH, 2002

Term of Agreement

Three years – expiring December 31, 2004.

Bereavement Leave

Article 31.10   BEREAVEMENT LEAVE

Article 32.15   BEREAVEMENT LEAVE

Article 48   BEREAVEMENT LEAVE

Article 74   BEREAVEMENT LEAVE

Article 13 – Kilometric Rates

If an employee is required to use his or her own automobile on the Employer's business the following rates shall be paid effective April 1, 2001:

LTIP

It is agreed to apply any generally-negotiated wage increase to LTIP recipients, subject to agreement on appropriate revisions to language of article 42.2.1(d).

Student Wage Rates

The Employer proposes amending certain wage rates for students, as follows:

 b.      First Year Law Student             $16.40
          Second Year Law Student        $18.40

Reasonable Efforts

The Employer withdraws its proposal to eliminate the requirement to allow employees to elect to be included in a Request for Proposal (RFP).

Benefits

The cost to the taxpayers of providing employee benefits is escalating at a rate that is unacceptable. Without any change to the current level of benefits, the cost of providing health and dental benefits to OPSEU - represented employees is expected to double within 5 years.

The Employer wishes to ensure that costs are controlled, without impacting significantly on the benefit coverage for employees. This can be accomplished by the utilization of “caps” and other limits on certain specific coverages. The Employer wishes to explore these and other methods of controlling costs.

The Employer proposes to reconfigure the benefit program by improving certain benefits while implementing cost control limits to prevent doubling of benefit costs over the next four to five years. If this is accepted in principle, the details will be worked out with the Union.

Pay for Performance

The Employer withdraws its original proposal to eliminate merit increases, and instead proposes to maintain the existing merit system without change. The Employer proposes to add a pool of money equal to .5% of payroll available to those at the maximum step based on a ‘re-earnable lump sum’ pay for performance scheme. If this is accepted in principle, the details will be worked out with the Union.

Pensions

The Employer withdraws its proposal to remove the ten-year amortization provision under which employees are entitled to buy back service.

The Employer withdraws its proposal to discuss the potential introduction of an optional defined contribution plan.

The Employer maintains its proposals to restrict the ability to purchase benefit enhancements without the agreement of both parties; the crediting of future Employer service costs associated with benefit improvements; and the arbitrability of pension issues before the Grievance Settlement Board.

The Employer proposes to clarify that the term “for the benefit of plan members” in s. 56 of the Sponsorship Agreement shall be deemed not to include any benefit enhancement that is a negotiable term or condition of employment. For greater certainty, it shall be deemed not to include the terms and conditions of any early retirement program. The Employer also wishes to ensure that where any permanent benefit improvement is approved under s.56 of the Sponsorship Agreement, the Employer will be credited against any future employer service costs associated with the benefit improvement.

The Employer wishes to clarify that, while pension issues are bargainable, the Sponsorship Agreement, the Pension Plan, the Trust Agreement, and any other ancillary documents concerning the Pension Plan do not form part of the Collective Agreement.

Factor 80

The Employer proposes to extend Factor 80 for surplus employees to the date of expiry of the collective agreement. This means renewal of Appendix 17, with necessary date changes.

Posting and Filling of Vacancies

The Employer proposes to replace Article 6.3.2, 6.3.3, and 6.3.4 with renewal of the Memorandum of Agreement on Equal Opportunity dated November 27, 2000, with some consequential amendments.

JOB POSTINGS:

Amend Article 6.1.2 to read as follows:

ARTICLE 8

Add the following Article 8.6.3 (New):

ARTICLE 6 and 56

Article 6.1.1

When a vacancy occurs in the Classified Service for a bargaining unit position or a new classified position is created in the bargaining unit, it shall be advertised for at least ten (10) working days prior to the established closing date. All OPSEU bargaining unit applications will be acknowledged, where the applicant has identified himself or herself as an employee in the OPSEU bargaining unit. Where practicable, notices of vacancies shall be posted either electronically or on bulletin boards and, upon request, shall be provided in large-sized print or braille where the posting location has the capacity to do so.

Article 56.1.1

Effective March 16, 1987, when a vacancy occurs in the Classified Service for a regular part-time position in the bargaining unit or a new regular part-time classified position is created in the bargaining unit, it shall be advertised for at least ten (10) working days prior to the established closing date. All OPSEU bargaining unit applications will be acknowledged, where the applicant has identified himself or herself as an employee in the OPSEU bargaining unit. Where practicable, notices of vacancies shall be posted either electronically or on bulletin boards and, upon request, shall be provided in large-sized print or braille where the posting location has the capacity to do so.

Article 31.15 – Conversion of Unclassified Positions to Classified Positions

Add the following Article 31.15.3 (New):

Term Classified

ARTICLE 31A - TERM CLASSIFIED EMPLOYEES (NEW)

LETTER OF UNDERSTANDING

between

THE CROWN IN RIGHT OF ONTARIO
(MANAGEMENT BOARD OF CABINET)
“the Employer”

and

ONTARIO PUBLIC SERVICE EMPLOYEES UNION
“the Union”

IN THE MATTER OF:
OPSEU Pension Plan - term classified employees

The Plan sponsors agree to take steps to amend the OPSEU Pension Plan to allow term classified employees to opt out of the Plan. This amendment is contingent on Revenue Canada approval.

Signed this      day of          , 200 , in Toronto, Ontario.

Other Proposals

In exchange for the proposed increase of up to an additional .5% in the first year of the agreement, the Employer maintains its proposals for productivity and efficiency gains related to job posting provisions and unclassified conversions.

The Employer withdraws its proposal regarding the awarding of additional vacation for new hires.

The Employer withdraws its proposal to reduce the number of ‘bumps’ or displacements.

New Appendix – Equal Opportunity

MEMORANDUM OF AGREEMENT ON EQUAL OPPORTUNITY

Between

THE CROWN IN RIGHT OF ONTARIO
(MANAGEMENT BOARD SECRETARIAT)
(“The Employer”)

-and-

ONTARIO PUBLIC SERVICE EMPLOYEES UNION
(“OPSEU”)

WHEREAS the parties agree that all members of the public in Ontario should have equal opportunity in consideration of employment;

AND WHEREAS the parties agree to identify and remove barriers to equal opportunity with the Ontario Public Service (“OPS”);

AND WHEREAS the parties recognize that women, aboriginal persons, persons with disabilities, visible minorities and francophones may face barriers to employment in Ontario (“the Five Community Groups”);

AND WHEREAS the parties agree that access to competition by members of the Five Community Groups should be strengthened;

AND WHEREAS the parties have completed a one-year pilot project to enhance access to competition for the members of the Five Community Groups;

AND WHEREAS a purpose of these measures, is through recruitment, to reflect in the OPS the increasing diversity of the population of Ontario while recognizing the employer’s commitment to the principle of merit;

THEREFORE, the parties agree as follows:

1. The parties hereby create a project, the enhanced Recruitment Initiative Programme (“ERIP”), designed to forward the goals described above.
    
2. The ERIP is triggered where 5 or more full-time permanent vacancies are posted for a specific OPSEU bargaining unit job (“the Multiple Vacancy Opportunity”).
    
3. OPSEU will be provided with advance notice of each Multiple Vacancy Opportunity. Once OPSEU has received such notice, and within 5 working days of receipt of such notification, OPSEU will identify to the Employer which, if any, of the five Community Groups should be omitted from ERIP.
    
4. The ERIP will focus on Multiple Vacancy Opportunities available for:
   (i) opportunities for unclassified employees to become classified employees;
   (ii) opportunities for external candidates to join the OPS.
   
   The initiatives will be consistent with the collective agreement.
    
5. OPSEU shall designate a person as its ERIP Coordinator for the purposes of this Memorandum.
    
6. The Employer will designate an MBS Administrator for the purpose of this Memorandum.
    
7. The role of the OPSEU Co-ordinator will be to provide information and advice to the Employer on whether certain of the Five Community Groups need not to be targeted with respect to a particular Multiple Vacancy Opportunity and shall provide information and advice regarding the appropriate advertising content and forum in which advertisements should be placed so that they are likely to come to the attention of the members of the relevant Five Community Groups in any particular area for a particular Multiple Vacancy Opportunity.
    
8. The MBS Administrator will receive the advice and opinion of the OPSEU Co-ordinator , as described in paragraph 7 above, and will consider, in good faith, those opinions and advice. This term in no way limits the job duties or responsibilities of the OPSEU Co-ordinator, which are within OPSEU’s discretion but are not subject to the terms of this agreement.
    
9. Whenever there is a Multiple Vacancy Opportunity, the MBS Administrator will advise the OPSEU Co-ordinator of the initiatives taken, if any, under the ERIP and, following job competitions for Multiple Vacancy Opportunities, will provide the OPSEU Co-ordinator with the names of the successful candidates within one week of the award of each position within the Multiple Vacancy Opportunity.
    
10. The parties agree to discuss broad issues relating to the application of this Agreement at the Central Employee Relations Committee.
     
11. This Memorandum expires on the expiry of the Collective Agreement.

New Appendix – Ontario Internship Program

Memorandum of Agreement to be appendix to the Collective Agreement, with amendments as attached. Expiry to coincide with expiry of the Collective Agreement.

MEMORANDUM OF AGREEMENT

BETWEEN

THE CROWN IN RIGHT OF ONTARIO
(MANAGEMENT BOARD OF CABINET)

AND

ONTARIO PUBLIC SERVICE EMPLOYEES UNION

Preamble:

The Province of Ontario has introduced a Corporate Internship Program to support the goals of the Human Resource Strategy for the Ontario Public Service (OPS).

Each year, based on the needs of the organization, Management Board Secretariat (MBS) will review and identify key skill areas where recruitment should be focused. Positions will be assigned to a specific occupational group where there is an identified skill shortage.

The internship program will provide each successful candidate with structured work experiences and learning opportunities through rotational assignments.

The internship program is not intended to adversely affect promotional, training and developmental opportunities of employees in the OPSEU bargaining unit.

The parties hereby agree as follows:

1. This agreement is intended to facilitate the implementation of the Corporate Internship Program within the OPS.
    
2. For the duration of this agreement the Crown will recruit for the Ontario Internship Program in total, up to 100 150 (with no obligation to reach this number) post secondary graduates each fiscal year. The nature of the work performed in the individual rotational assignment will determine whether the intern falls within the scope of OPSEU, AMAPCEO or Management/Excluded.
    
3. Interns will be hired by MBS on unclassified contracts for a period of up to two (2) years. Compensation will begin at the appropriate entry level rate for interns and reflect the developmental and training nature of the rotational assignments.
    
4. As training opportunities, the internship appointments will not be considered as vacant or new positions which otherwise require posting in accordance with the collective agreement.
    
5. The Parties agree that Article 31.15 of the Collective Agreement does not apply to the internship assignments or interns.
    
6. Each year, the Employer will advise OPSEU of the internship assignments that the Employer has identified as being excluded from the bargaining unit. Where new assignments are considered, the Employer will advise OPSEU in a timely manner.

7. The Employer agrees to consult with OPSEU through the Central Employee Relations Committee on issues which arise through the implementation and operation of the Corporate Internship Program.
    
8.  Internship assignments will not:

1. Include the non-trivial work of an OPSEU employee in the work unit who has been designated surplus or an OPSEU position that has been abolished in a work unit within the preceding 24 months.

2. Be in work units under pre-notice of layoff under Article 20. When a pre-notice occurs within the work unit, any intern in the work unit will be reassigned.

3. Substitute for the recruitment of an OPSEU position.

4. Adversely affect direct assignment/recall opportunities of employees in the bargaining unit.

10. The term of this agreement shall continue from the date of signing until the expiry of the OPSEU Collective Agreement, December 31, 2001 2004.

Signed at Toronto this 14th Day of December 2000.

PROPOSAL OF THE GOVERNMENT OF ONTARIO
UNIFIED BARGAINING UNIT TABLE
FEBRUARY 14, 2002

Except as amended by the following provisions, the Employer maintains the proposals tabled with the Union to date.

Wages

The Employer also proposes an across the board increase of up to .5% in the first year, in exchange for productivity and efficiency gains related to the Employer’s proposals on job postings and unclassified conversions.

Call Back

Unified CA - Article 9 – Call Back

NEW

PROPOSAL OF THE GOVERNMENT OF ONTARIO
CORRECTIONS BARGAINING UNIT TABLE
FEBRUARY 14, 2002

Except as amended by the following provisions, the Employer maintains the proposals tabled with the Union to date.

Wages

The Employer also proposes an across the board increase of up to .5% in the first year, in exchange for productivity and efficiency gains related to the Employer’s proposals on job postings and unclassified conversions.

Call Back

Corrections CA - Article 9 – Call Back

NEW

 Download this document .pdf  40.29KB