Table of contents
- Preamble
-
Articles 1 - 10
- Article 1: Term of Collective Agreement
- Article 2: Definitions
- Article 3: Recognition and Union Business
- Article 4: Union Membership, Security and Dues Deduction
- Article 5: Management Rights
- Article 6: No Discimination/No Harassment
- Article 7: Occupational Health and Safety
- Article 8: Job Classification
- Article 9: Bulletin Boards
- Article 10: Grievance Procedure
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Articles 31 - 41
- Article 31: Uniforms/Footwear/Lockers
- Article 32: Appointments, Promotions, Transfers and Vacancies
- Article 33: Discipline, Dismissal and Resignation
- Article 34: Seniority
- Article 35: Layoff/Displacement/Recall Procedure
- Article 36: Temporary Assignment
- Article 37: Temporary Employees
- Article 38: Casual Employees
- Article 39: Evaluations and Personnel Files
- Article 40: Copies of Collective Agreement
- Article 41: Contracting Out
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Letters of Understanding
- Letter of Understanding #1 - RE: EMPLOYEE MANAGEMENT ADVISORY COMMITTEE
- Letter of Understanding #2 - RE: SEVERANCE
- Letter of Understanding #3 - RE: EMPLOYMENT IN MULTIPLE POSITIONS
- Letter of Understanding #4 - RE: OFF-SCHEDULE WAGE RATES
- Letter of Understanding #5 - RE: ALTERNATE DISPUTE RESOLUTION PROCESS (ADRP)
- Letter of Understanding #6 - RE: MUTUAL AGREEMENT TO ADJUST FTES
- Letter of Understanding #7 - RE: DIRECT DEPOSIT
- Letter of Understanding #8 - RE: ALTERNATE SCHEDULING OPTION TRIAL FOR FULL-TIME AND PART-TIME EMPLOYEES
- Letter of Understanding #9 - RE: WORKLOAD APPEAL PROCESS
- Letter of Understanding #10 - RE: EXTENDED WORKDAY - Community Peace Officers (CPO)
- Letter of Understanding #11 - RE: COMMUNITY PEACE OFFICER TRAINING
- Letter of Understanding #12 - RE: EMPLOYEE BENEFIT PLAN IMPROVEMENTS
- Letter of Understanding #13 - RE: NO CONTRACTING OUT
- Letter of Understanding #14 - RE: LUMP SUM PAYMENTS - RECOGNITION FOR SERVICES RENDERED DURING THE COVID-19 RESPONSE
- Letter of Understanding #15 - RE: ONE TIME LUMP SUM PAYMENT
- HSAA GSS Wage Grid
Article 15: Overtime
- The Employer shall determine when overtime is necessary and for what period of time it is required. All authorized overtime worked in excess of and in conjunction with seven and three-quarter (7 3/4) hours per day shall be paid at the rate of two times (2X) the Basic Rate of Pay. Authorization for overtime after the fact by the Employer shall not be unreasonably denied where overtime arises as a result of unforeseeable circumstances in which it is impossible to obtain prior authorization.
Employees shall not be required to layoff during their regular scheduled shifts to equalize any overtime worked previously.
Full-Time Employees
- Overtime shall be shared as equally as possible amongst Full-Time Employees who perform the work involved.
- Full-time Employees required to work by the Employer on their scheduled days off shall be paid two times (2X) the Basic Rate of Pay for hours worked on each such day.
- A Full-Time Employee may request time off in lieu of overtime worked, to be taken at a time mutually agreed between the Employer and Employee.
- In the event mutual agreement between the Full-Time Employee and the Employer is not reached, time off in lieu of overtime may be taken at another mutually agreeable time within three (3) months of the pay period in which the overtime was worked.
- Time off in lieu of overtime shall be paid out by March 31st of each year.
Part-Time Employees
- Overtime shall be shared as equally as possible amongst Part-Time Employees who perform the work involved.
- Where mutually agreed by the Employer and the Part-Time Employee, the Employee may receive time off in lieu of overtime. Such time off shall be equivalent to the actual time worked adjusted by the applicable overtime rate and taken at a time mutually agreed by the Employer and the Employee.
- Part-Time Employees must work greater than seven and thee-quarter (7 ¾) hours in a shift or greater than thirty-eight and three quarter (38 ¾) hours in a week averaged over a four (4) week period, before overtime is paid.