We have fought hard to put in place an agreement with the employer to save as many jobs as possible during this unprecedented medical crisis. It is important for employees to understand that this agreement is temporary and in no way compromises our Collective Agreement. The Collective Agreement still remains whole and unaffected – this agreement puts some clauses on hold during the COVID-19 outbreak and all clauses will revert to Collective Agreement language once the Provincial Medical Health Officer determines the COVID-19 outbreak is substantially resolved. The Union may terminate the agreement with a 30-day notice if we are not satisfied with it’s implementation. Below are some of the main highlights.
Auxiliary Employees and Temporary Full Time (TFT) Employees:
Auxiliary employees in the Parks and Recreation Division will not be scheduled between April 1, 2020 to April 14, 2020.
Auxiliary employees who meet all of the listed criteria will receive an amount equal to two weeks of average wages, calculated by taking total earnings between January 3, 2020 to March 27, 2020 and dividing by 12 to determine average weekly earnings, then multiplying by 2:
Auxiliary employees in one of the Parks and Recreation Division, Arts Culture, and Community Initiatives, Corporate Administration, or Finance Division;
who have no hours scheduled between April 1, 2020 and April 14, 2020; and,
who were scheduled to work for the Employer in March 2020.
Employees receiving a payment under this section (11)(b) will not receive any other notice unless the employee is scheduled to report to work after April 1, 2020. This payment under section 11(b) will be issued as a lump sum run through a special pay to be made on or before April 10, 2020.
If still required to report to work after April 1, 2020, the Employer shall notify you at least fourteen days prior to being removed from the schedule. If you have not had the opportunity to work during the fourteen days, you will be paid for those days that work was not made available.
Up until April 14, 2020 (or during the fourteen (14) calendar days following receipt of notice for those working past April 14, 2020) employees will remain available in the event they are required to work.
Employees can be scheduled to perform any work that they are qualified for.
Employees may be required to report to shifts that they are scheduled to work or will not be paid for those shifts notwithstanding the applicable wage protection provisions.
Regular Full Time (RFT) and Regular Part Time (RPT) Employees:
During the COVID-19 outbreak period:
The Employer may schedule employees anytime Monday to Friday and Saturday is restricted to 8am - 4:30pm without being bound by the hours of work, days of work, shift change (and notice of shift change), provisions in the Collective Agreement.
RFT and RPT employees who are laid off will be provided with 42 calendar days (6 weeks) of regular wages from the date of notice.
During this 42-calendar day period, employees can be scheduled to perform any work that they are qualified.
Employees must report to shifts that they are scheduled to work or will not be paid unless by means of their sick bank, if eligible.
If the employee has not had the opportunity to work during the 42-calendar days the employee shall be paid for any of those days that work was not made available.
During this 42-calendar day period, following receipt of notice of layoff, employees will remain available if required to work.
After the 42-calendar day period, employees may request to use earned banks (Vacation, Overtime, ect.). This does not apply to sick leave.
Have had a chance to do the bargaining survey? It’s due by Friday! Here is the link: https://www.surveymonkey.com/r/8583LL9