East Central Ambulance Association Collective Agreement 2025 - 2028

Article 3: Recognition

1. The ECAA recognizes the HSAA as the exclusive bargaining agent for all Employees employed in the unit as defined by certificate number 131-2007 issued by the Labour Relations Board as “All Ambulance Attendants” and any amendments thereto.
2. This Collective Agreement shall not apply to persons under wage subsidy employment programs that are designed as employment training programs or job creation programs to complement the existing work force.
3. No Employee shall be required or permitted to make any written or verbal agreement which conflicts with the terms of this Collective Agreement.
4. Except as specified elsewhere in this Collective Agreement, all correspondence between the parties arising out of this Collective Agreement or incidental thereto shall pass to and from the Operations Manager of ECAA or designate and a designate of the HSAA, with a copy to the Chair of the Local Unit.
5. An Employee shall not engage in HSAA business during their working hours without prior approval of ECAA.
6. Any duly accredited officer of HSAA may be permitted onto ECAA’s premises for the purpose of transacting HSAA business providing prior permission to do so has been granted by ECAA.
7. The name of the HSAA representatives shall be supplied in writing to ECAA before they are recognized as HSAA representatives.
8. The ECAA shall schedule an orientation with the HSAA for new Employees. A representative of the HSAA shall have the right to make a presentation of up to forty-five (45) minutes in duration with respect to the structure of the HSAA, as well as the rights, responsibilities and benefits under the Collective Agreement. The ECAA shall provide the HSAA with a list of all new Employees and notify the Site Representative one (1) week in advance of the orientation where practicable.
9. The Employer will provide to the Union, upon request, all policies and procedures
   affecting Employees which are related to employment matters.
10. Stewards
    1. The name of a Steward shall be supplied to the Employer before they are recognized as a Steward.

    2. Stewards shall be granted time off with pay in order to participate in Steward training and related workshops, seminars, and schools as determined by the Union.

    3. The Steward shall be allowed reasonable time while on duty without loss of pay to perform their duties.  Steward duties may include but are not limited to:

       1. Accompanying an Employee at an investigation or outcome meeting called by the Employer where disciplinary action is possible.

       2. Processing grievances including preparation and attendance at grievance hearings.

       3. Meeting with new Employees consistent with Article 3.08. 

       4. Attendance at EMAC or labour/management meetings.

    4. It is the sole responsibility of the Union to arrange the attendance of a Steward for 3.10(c) (i) and (ii) above.

    5. A Steward shall obtain permission from their supervisor to leave work and agree on the length of time of such leave. Such permission shall be requested with as much advance notice as possible and shall not be unreasonably denied. 

    6. Upon request of the Employer, the Union shall provide a list of all Stewards and their current level within the HSAA Steward Program.