Proposed Changes to Collective Agreement

Written by USW 9511 Admin on Monday November 18, 2019

Following numerous days of negotiation, the Bargaining Team has reached a tentative agreement for everyone to read over and vote on.  Here you can find the more information, and any questions should be sent to Bargaining2019@usw9511.ca.  They will be included in a FAQ.

Proposed Changes

Collective Agreement between USW Local 9511

and

Serco Canada Inc.

Term Of Agreement 3 years (Effective October 1, 2019, expires Sept 30, 2022)

Wages - Adjust wages each year of the contract.  Year 1= 2% Year 2= 2% Year 3= 2%. These increases will be applied to all classifications and levels, and are higher than the last COLA increase was, and are a fixed increase instead of being variable.

PT Vacation Entitlement  - PT vacation pay will be changed to mirror the FT plan (based on seniority).  Members will be entitled to vacation pay of either 4%, 6%, 8%, 10% corresponding to the equivalent FT vacation pay (2 weeks, 3 weeks, four weeks, five weeks).

Allow more flexibility for members to use earned vacation days.  - Previously, members were restricted to a maximum of two weeks vacation (10 days) during the Peak Season (May 1 - October 15th), and many members found this too restrictive. For vacation scheduling purposes only, the Peak Vacation Scheduling Season will be reduced from the current 5 months to 3.5 months, spanning June 1 to September 15. Float days can be taken during peak season (if eligible) in addition to the Peak Season restriction of 10 days (for a maximum of 12 days, if both float days have been accrued).   The Company will also take into consideration vacation requests for "one-offs" (i.e. a single Friday, etc) that are overlapping booked vacation weeks with the DTC; the approval process will flow from the supervisor to RM.

DE2/DE3 Classification Determination and Pay Scale  - DE2’s transition to DE3 rate upon completion of G2 Exit Training and full sign off.  Wages determined by new wage grid for DE3. Members will no longer be "stuck" in the DE2 classification level, and will be able to progress to the full DE3 wage rate based on experience. Existing DE2’s will be grandfathered into the program as of Date of Ratification, based on Training Date, regardless of status (FT/PT). If a member is currently trained on G2 Exit Tests, this means they will automatically become DE3, and will be placed on the wage grid based on their experience. This wage will be applied to all work, and be used as the base for all overtime, and vacation, etc. This will also create more flexibility for members in regards to job postings - for example, DE3s will not have to decide to drop to DE2 if they want to change to another location and the postings are all DE2.

  • DE1 ($22.31**)—G1 Exit Training & Probation 
  • DE2 ($24.22**)—Complete probation only certified to conduct G1 Exits 
  • DE3A ($25.03**)—Completed G2 Exit Training. Certified to conduct G1 & G2 Exits 
  • DE3B ($25.44**)—Completed 1 year at DE3A level (1950 for PT) 
  • DE3C ($25.84**)—Completed 1 year at DE3B level (1950 for PT) 
  • DE3D ($26.25**)—Completed 1 year at DE3C level (1950 for PT) 
  • DE3E ($26.65**)—Completed 1 year at DE3D level (1950 for PT) 

**Based on wages from expired contract, subject to new wage increases**

Vision Care  - Increase coverage amount to a more contemporary level ($300 every 2 years). After review of Extended Health Benefits, Vision Care (glasses, etc) was the only paramedical benefit actually being utilized to any real capacity, as other coverages were rarely maxed out.

RRSP Contributions for PT Members  - PT benefit/RRSP eligibility remains unchanged; however, any part-time employee who achieves eligibility to participate in the RRSP contribution program, but who is no longer eligible for the company match, will remain eligible to make personal contributions to the program.

Sick Days Provide some flexibility to the use and implementation of days intended to provide income protection for emergencies and health matters.   Members entitled to full sick days get 3 paid sick days + 2 paid PEL days + 1 unpaid PEL day. Union and Company agreed to allow PEL leave time to include scheduled appointments and can be taken in ½ day increments.

Update Pay stubs to include line items for each item paid.  - The Company will endeavor to have the additional lines added to the ADP pay stubs in early 2020 (i.e., pay codes, rates adjustments), creating transparency on all premiums and adjustments. Previously, all additional items (shadowing, banking, cross-trained hours, etc) were captured on the RATEADJ line as one composite monetary amount, and it was very difficult to verify proper amounts were being paid.

Change Seniority Process to use Hire Date.  - Streamline seniority process, eliminating constant updating by using Hire Date for all new employees’ Seniority Date, regardless of FT/PT status. Existing seniority list will be re-calculated as of September 30, 2019, and members’ Seniority Dates will be frozen. There will be a process for verifying existing members' placement on the new list.

FT/PT ratios + Roll-over   Agreed to 20 net new F/T employees (CSA) at locations to be determined by the company. New positions may be Tues- Sat shifts at the company’s discretion. Positions will be posted and locations will be determined on an operational needs basis and filled by May 1, 2020.  Agreed to backfill F/T attrition 100%, but not necessarily at the same DTC (The company will provide 3 DTC options for joint review with the Union before posting). Agreed to eliminate roll-overs. Changes to the roll over procedure (own office, own position, etc) had effectively eliminated the chances of roll-overs for many members. Introduction of 20 new positions, as well as commitment to no shrinking of the FT membership expected to provide continued opportunities. The roll-over process will cease upon completion of the 2019 roll-over schedule (anyone currently on track to roll over this year will be allowed to roll over).

Elminate “Transfers” (described in Article 16)  - Remove transfers which has created conflicts regarding filling positions. All vacant positions will now be posted and filled as per standard posting practices. Some members felt positions were not opening in offices where they had transfers in for, and other members felt transfers were allowing positions to be "scooped up" out of a member's home office. Now all vacancies are to be filled using the more transparent job posting method.

Increase Meal Allowance  - Agreed to continue current practice and raise the allowance to $45 per day when applicable, ($16.80 on days for lunch only).  Mileage will stay the same.

Uniforms  (This will be added to the Uniform Policy, not the CA)  - Agreed to $250.00 for boots and/or shoes for every 3 years. (Applies only to DE4s).  Agreed to $30.00 for gloves for every two years. (Applies only for DE4s). For all employees needing new uniforms, uniforms will be ordered on a discretionary basis and employees will make the request to the supervisors.

Part Time Scheduling  - New PT employees will submit an availability form that would be valid for 6 months, and be restricted from changes to availability during that time.  PT employees will submit availability forms every 3 months; preference for seniority based on operational needs (effective May 1, 2020). As per current practice, equalization of hours does not apply when availability sheets are submitted, however effort should be made to be fair in scheduling around reduced availability.  Saturdays available to anyone within pool, as long as the result is overtime neutral (ie. doesn’t create overtime, but can be overtime if others in the home office would be paid overtime).

Layoffs To allow employees flexibility regarding Off-Peak season hours of work in regards to finding other employment or taking a layoff.  Scheduled hours of work 15 hour or less will generate discussions regarding layoffs and options.  Scheduled hours of work 22 or less may generate discussions regarding layoffs and options.  Members members will no longer be prevented from collecting EI in situations where there hours have been reduced considerably.

Rearranging of the Seniority Pools  - Re-arranged pools for geographic purposes and easier administration of similar areas. The number of pools has increased from six to nine. Breaking up some of the larger pools into smaller pools reduces the amount of distance members could be forced to travel for coverage or if exercising bumping rights.

  1. Brampton, Downsview, Etobicoke, Mississauga, Metro East
  2. Oshawa, Peterborough, Lindsay, Newmarket, Port Union
  3. Canotek, Walkley, Pembroke, Winchester, Cornwall, Hawkesbury, Renfrew
  4. Kingston, Smith Falls, Brockville, Belleville, Bancroft
  5. Hamilton, Burlington, Guelph, Kitchener, Brantford, St. Catharines, Oakville, Simcoe
  6. London, Tilsonburg, Woodstock, Stratford, Clinton, Sarnia, Chatham, Windsor
  7. Barrie, Orillia, Huntsville, Orangeville, Owen Sound, Walkerton
  8. North Bay, New Liskeard, Kirkland Lake, Timmins, Kapuskasing, Sudbury, Espanola, SSM
  9. Thunder Bay, Fort Frances, Kenora, Dryden

Travel Required Between DTCs  - Request will be made on the following order 1. Employee living closest to the destination DTC; if the employee refuses... 2. Volunteers on a seniority basis; if no one volunteers… 3. Forced based on lowest seniority. This is a compromise to provide the company with some flexibility for cost savings, while allowing members some choice and respecting Seniority.

Part-Time Employees on WSIB leave will be credited hours worked for their benefit eligibility for the following year.  - Previously, members on leave due to a workplace accident, injury, or illness would not be accumulating hours towards their benefit eligibility. This has created problems for members who returned to work, only to have their benefits discontinued once the December calculation came around again. Members on WSIB will now be credited with hours worked based on the average number of hours worked in their office over the previous year. The average hours will be calculated for Peak and Off-Peak season, to account for seasonal fluctuations. The Peak Season for this calculation will be May 1 to October 31, and the Off-Peak Season will be November 1 to April 30.

The Company may create new shift lengths of up to 9.5 hours for 4 days a week for DE4s at certain DTCs.  - Maximize classified exam slots by expanding the work day, while reducing the number of days. The company is looking to maximize the use of the limited number of truck bays by increasing the number of tests that can be completed per day, as well as free up additional days for more classified examiners.  This may be seasonal and provide members with an additional day off during the week.  DE4s should not be scheduled beyond 4 days a week unless agreed upon by both parties.

Acting Supervisors and Term Supervisors  - Acting Supervisor will be paid the premium from day one (as opposed to being paid only for days worked in excess of 2 days performing in the acting supervisor role). For clarity "Acting Supervisors" are to be used to cover vacation, sick days, and backfill for staff coverage.  Term Supervisors will be put in place to cover LTD, Parental Leave, Resignation and Terminations (etc).