Table of contents
- Preamble
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Articles 1 - 10
- Article 1: Term of Collective Agreement
- Article 2: Definitions
- Article 3: Management Rights
- Article 4: Recognition
- Article 5: No Discrimination, Workplace Violence or Harassment
- Article 6: Union Security and Union Dues
- Article 7: No Strike or Lockout
- Article 8: Grievance Procedure
- Article 9: Grievance Arbitration
- Article 10: Bulletin Boards
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Articles 11 - 20
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Articles 21 - 30
- Article 21: Leaves of Absence
- Article 22: Job Classifications
- Article 23: Job Descriptions
- Article 24: Sick Leave
- Article 25: Discipline and Dismissal
- Article 26: Resignation/Termination
- Article 27: Salaries
- Article 28: Recognition of Previous Experience
- Article 29: Uniform and Clothing
- Article 30: Duty-Incurred Expenses
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Articles 31 - 40
- Article 31: Workers' Compensation
- Article 32: Employee Benefit Plans
- Article 33: Group RPP Plan
- Article 34: Over/Under Payments
- Article 35: Contracting Out
- Article 36: Employee Management Advisory Committee
- Article 37: Court Appearance
- Article 38: Temporary and Casual Employees
- Article 39: Evaluation and Personnel Files
- Article 40: Workplace, Health, Safety and Wellness
- Salary Appendix
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Letters of Understanding
- Letter of Understanding #1 - RE: SEVERANCE
- Letter of Understanding #2 - RE: PROFESSIONAL LICENSING AND INSURANCE
- Letter of Understanding #3 - RE: REIMBURSEMENT FOR MEDICAL EXPENSES ASSOCIATED WITH DRIVER’S LICENSE RENEWAL
- Letter of Understanding #4 - RE: ALTERNATIVE DISPUTE RESOLUTION PROCESS
- Letter of Understanding #5 - RE: FLEXIBLE SPENDING ACCOUNT
Article 11: Probationary Period
- A newly hired regular or temporary Employee shall serve a probationary period of one thousand and ninety-five (1095) hours of employment, or six (6) months of employment, whichever is the lesser, exclusive of overtime, immediately following the date on which the current period of continuous employment commences.
- A newly hired regular or temporary Employee shall be considered as contributing up to five hundred and forty-seven and a half (547.5) hours of time worked as a casual, excluding overtime, towards the completion of hours of active duty, exclusive of overtime, when hired as, or promoted to, a regular Employee position in the same classification. This clause shall apply providing no more than three (3) months have elapsed since they worked for the Employer.
- If, in the opinion of the Employer, the Employee is found to be unsatisfactory, the Employee's probationary period may be extended if mutually agreed upon by the Union and the Employer. During the extended period, the Employee shall be given monthly feedback regarding their performance; however, if in the opinion of the Employer, the Employee is found to be unsatisfactory, they may be terminated without notice. The Employee may access the Grievance Procedure at Step 2 (8.02(c)), without recourse to Step 3 of the Grievance Procedure (8.02(d)), and Article 9.
- The Employer shall provide a written evaluation to each probationary Employee at the approximate mid-point of the probationary period. If after fair review, the Employee is found to be unsatisfactory, they may be terminated without notice and without recourse to arbitration, provided the decision is made in good faith and is not arbitrary. The Employer will provide ongoing feedback during probation to identify any concerns or corrective actions that may be needed.
- An Employee who has completed their probationary period and remains in the Employer's employment, shall not subsequently be placed on probation.