Online version revised and complete as of June 15, 2021.
January 1, 2021 – December 31, 2023
THIS AGREEMENT is made and entered into this 20th day of June, A.D., 2018
BETWEEN:
CFRN-TV and CFCN-TV DIVISIONS OF CTV TELEVISION INC.
(hereinafter referred to as “The Company”)
AND:
UNIFOR
(hereinafter referred to as “The Union”)
1.1
It is the purpose of this Agreement, in recognizing a common interest between the Company and the Union in promoting the utmost co-operation and friendly spirit between the Company and its employees to set forth conditions covering rates of pay, hours of work and conditions of employment to be observed between the Parties and to provide a procedure for prompt and equitable adjustment of grievances. To this end, this Agreement is signed in good faith by the two Parties.
2.1
The Company recognizes the Union as the exclusive bargaining agent for all persons employed in the unit defined by the Canada Labour Relations Board in its decision of August 16, 2000, and any amendments to the Unit as mutually agreed to by the parties, or any job subsequently held to be within the bargaining unit.
The employees covered by this Agreement shall be:
All employees of CFRN TV Edmonton, Alberta, and all employees of CFCN TV, Calgary, Alberta, except:
President, Vice-President/General Manager, Program Manager, Manager of Program Development, Director of Communications, Executive Producer, Supervising Producer, Operations Manager, Assistant Operations Manager, General Sales Manager, Retail Sales Manager, Account Executive/Sales Person, Marketing and Promotion Manager, Traffic Manager, Research Director, Commercial Production Manager, Director of News and Public Affairs, News Director/Managing Editor, Technical Producer, Technical Producer-Mobile, Director of Engineering, Manager Engineering, Chief Engineer; Manager of Finance, Controller, Accountant, Bookkeeper, Accounting Clerk, Payroll Administrator, Data Systems Supervisor, IT Manager, Credit Manager, Human Resources Manager, Human Resources Coordinator/Human Resources Assistant, Executive Secretary, Weather Host/Anchor, News Business Manager, Business Affairs Manager, Manager, Production & Interactive, Creative Director-Prairie Region, Manager Communications & Community Relations, Accounting Officer, Digital Account Manager, Digital Account Representative.
2.2
Wherever in this Agreement the word, “location” is used, it shall be defined as one of the distinct sites occupied by the television stations referred to in Article 2.1. Specifically, CFCN-TV shall be considered to be the Calgary location of the Company and CFRN-TV shall be considered to be the Edmonton location of the Company.
2.3
Where in this Agreement reference is made to a job classification, it shall mean a specific job (e.g. ENG Editor means both Senior ENG Editor and ENG Editor) and not a group of jobs which are combined for salary classification purposes.
3.1
The term “employee” as used in this Agreement shall mean any person employed in a classification included in the bargaining unit referred to in Article 2 of this Agreement.
3.2
All employees as defined in Article 3.1 above shall be covered by this Agreement from the date of hiring.
3.3
All employees covered by this Agreement shall be considered full time employees of the Company except as hereinafter provided.
3.4 – New Job Classifications
3.5 – Probationary Period
3.5.1
All new full time employees shall be probationary employees from the date of their hiring in accordance with the following conditions:
3.5.2
Notwithstanding the provisions of Article 3.5.1 (1) above, Producer/Directors and all Supervisors employed in bargaining unit positions shall be probationary employees for a period of one hundred twenty (120) days worked from the date of their hiring and further subject to the following:
Table of Contents
4.1
All Articles of this Collective Agreement, being Articles 1 to 48 inclusive, shall apply to part-time employees, except as hereinafter provided.
4.2
The following Articles shall not apply to part-time employees:
Article 17 – Seniority
Article 20 – Layoff and Recall (save and except Article 20.6 which will apply)
Article 25 – Technological Change
Article 26.3 & 26.4 – Hours of Work
Article 27 – Any provisions of Article 27 which provide a premium when the Company fails to give advanced notice of overtime or shift change
Article 28 – Overtime
Article 29 – Work on Days Off
Article 32 – With the exception of 32.1.1
Article 35 – Holidays (with the exception of 35.1 & 35.8.1 (which will apply)
Article 36 – Compensatory Leave
Article 45 – Wages
Article 47 – Clothing Allowance
Article 48 – Transfer of Work
4.3
A part-time employee is defined as a person who is hired on a regular and recurring basis. Part-time employees shall work less than forty (40) hours per week and not more than an average of thirty two (32) during any twelve (12) week period.
4.4
Part-time employees shall be probationary employees for a period of five hundred (500) hours worked or six months from the commencement of their employment with the Company. There shall be opportunity for one equal period of extension of a part-time employee’s probationary period.
4.4.1
All applicable terms and conditions of this Agreement shall apply to the probationary employee covered by Article 4.4, except that the Company may terminate or dismiss the employee at any time during the initial probation period or any extension thereof and an arbitrator shall have no jurisdiction over such termination or dismissal.
4.5
For the purposes of Article 4.6 a temporary employee is defined as one hired for a particular show for a temporary period of time, all child care leaves, vacation leaves, positions vacant during a reasonable recruitment period or the absence of any other employee who is temporarily absent from work; or who is engaged for employment during peak work load periods.
4.6
Where a part-time employee is engaged for a temporary period for a specific purpose and for a limited time, the following shall apply:
4.6.1
A casual employee is defined as a person who is employed on an irregular basis.
4.6.2
The Company agrees not to use casual or temporary employees if it directly results in the lay-off of a full-time or part-time employee or directly results in the extension of the lay-off of any qualified and available employee. Further to this, the Company also agrees that it will not use casual or temporary employees to avoid its permanent staffing requirements. In addition, management shall make all efforts to offer available shifts to part-time employees prior to engaging casual employees.
4.6.3
Any employee who exceeds the hours of work limited as set out in 4.3 above, shall become a full-time, permanent employee and shall be covered by all provisions of this Agreement, effective the first day of the month following the reporting period in which such excess hours occurred.
4.6.4
Where a full-time or part-time employee is on lay-off and there is casual work available within that employee’s classification, the Company will make a reasonable effort to recall that employee to perform casual work within the employee’s classification. Articles 20.8 to 20.11 (Re-engagement) will apply to such work.
4.7
Casual employees shall not be subject to the terms and conditions of the Collective Agreement but they shall pay Union dues in accordance with Article 7 of this Agreement. Casual employees will be paid applicable overtime premiums according to Articles 28.1 – 28.4.1.
4.8
The parties recognize there are business and other operating requirements which necessitate overtime work being performed. The Company, however, will not require employees to work an excessive amount of overtime.
4.9
Where an employee is required to work overtime, they may ask to be relieved from the overtime requirement. Where the Company determines it can reasonably grant such a request, it will do so.
4.10
Where an employee is required to work overtime, they shall be compensated for such time as follows:
Should the time worked exceed twelve (12) hours in any single tour of duty, all hours worked in excess of twelve (12) hours will be paid at two (2) times the basic rate.
4.11
All overtime, in order to qualify for overtime compensation, must be authorized or approved in advance by a designated supervisor or department manager.
4.12
A tour of duty shall mean the authorized and/or approved times worked during a day, with a minimum credit based on three (3) hours at the employee’s hourly rate of basic pay. If a tour of duty extends beyond midnight of the day on which it commenced, it shall be considered as falling wholly within the calendar day in which it starts.
4.13
Part-time employees shall be paid at an hourly rate based on the Salary Groups and Schedules set out in Article 45 of this Agreement, as a minimum pay requirement and further subject to the following:
4.14
Progression up the wage schedule, based on hours worked shall occur where the employee’s performance justifies the progression.
4.15
Employees shall complete their time sheets at such times as prescribed from time to time by the Company.
4.16
A breakdown of overtime hours shall be shown on pay stubs.
4.17
Each year the Company will indicate, on the T4 issued to employees, the total amount of Union dues which were deducted in respect of the taxation year. All T4 slips will be issued no later than the last calendar day of February.
4.18
Paid vacation shall be prorated based on Full time equivalency and shall be reconciled at the end of the year based on actual hours worked.
4.19
Requests for vacation must be submitted to the Company in writing a minimum of two (2) months prior to the date requested. Submissions must be made to the employees’ immediate supervisor or designate and will be approved in accordance with operational requirements, and shall not be unreasonably denied.
4.20 (refer to Article 35.1)
4.21
An employee is not entitled to be paid for a holiday on which they do not work unless they have worked for at least fifteen (15) tours of duty during the thirty (30) calendar days immediately preceding the holiday.
4.22
Part-time employees shall be entitled to pay for a general holiday on which they do not work, the greater of, not to exceed one-fifth of the basic weekly rate of pay.
1. 10% of their earnings, excluding overtime and differential payments, for the pay period immediately preceding the holiday:
Or
2. 5% of their earnings, excluding overtime and differential payments, for the two (2) pay periods immediately preceding the holiday.
Part Time employees will be eligible for 2 Personal Floater Days. A Part-time employee shall be entitled to the greater of, not to exceed one-fifth of the basic weekly rate of pay.
1. 10% of their earnings, excluding overtime and differential payments, for the pay period immediately preceding the holiday:
Or
2. 5% of their earnings, excluding overtime and differential payments, for the two (2) pay periods immediately preceding the holiday.
4.23
Where an employee is required to work on a holiday, they shall be paid the holiday pay to which they are entitled plus one and one-half (1½) times for the first eight hours worked and two (2) times for any hours worked in excess of eight hours worked.
4.23.1
A part-time employee required to work on Christmas Day shall be paid at triple time (3X) for such hours worked on that day, with a minimum credit of four (4) hours, in addition to their regular rate of pay for that day.
4.24
Union seniority for part-time employees shall be based on actual hours worked as a part-time employee from the date of last hire with the Company. Company service, shall be determined by the net credited service as shown on the Company records. (Company service shall be used for the purpose of calculating vacation entitlement).
4.25
Where a part-time employee has been assigned to full-time status, they shall be given Union seniority for part-time hours worked.
4.26
Part-time employees shall have seniority only with the part-time group of employees.
4.27
Where a part-time employee has not worked for the Company during any consecutive ninety (90) calendar day period, they shall be deemed to be no longer employed by the Company.
4.28
A part-time employee who has subsequently been hired as a full-time employee shall serve the full-time probationary period defined in Article 3.5.
4.29
Cable Deletion personnel shall have seniority status under this Article only in respect of Cable Deletion. Nothing in this Agreement shall be construed to mean such personnel have any entitlement in respect of full-time or part-time positions at CFCN Television, Broadcast House. Where a part-time Cable Deletion employee is assigned to full-time status as a Cable Deletion employee, they shall be given seniority and service credit for part-time hours worked. Cable Deletion personnel in the employ of the Company at the date of signing this Agreement hired into a full-time position, other than Cable Deletion shall be given fifty (50%) percent seniority and service credit for part-time hours worked in Cable Deletion.
4.30
Where a vacancy occurs in a full-time position, the Company shall give preference in hiring, over outside candidates, to a part-time employee, provided the employee in question possesses, greater ability, skill, potential and competence to perform the duties of the full-time position. These criteria will also be used to evaluate two or more internal candidates for a vacancy competition.
4.31 Intentionally left blank (see Article 44)
4.32
Prior to January, 1 2013, Part-time employees were entitled to thirty two (32) hours of paid sick leave per calendar year. Should there be any changes to the existing plan, those Part-time sick leave provisions prior to January 1, 2013 will be held as a minimum.
5.1
It is recognized that circumstances and conditions exist and will continue to exist which may necessitate the use of non-bargaining unit personnel to carry out work covered by this Agreement, such work having been performed exclusively by bargaining unit employees in the past.
5.2
Notwithstanding the provision of Article 5.1, the Company agrees that it shall not assign non-bargaining unit personnel to the extent that the same would result in, or significantly contribute to, the lay-off, displacement (bumping) or reduction of scheduled hours of a bargaining unit employee in the employ of the Company.
5.3
The Company shall be free to assign work or functions performed by members of the bargaining unit to non-bargaining unit employees of the Company on an occasional basis. The Company agrees that preference will be given to qualified bargaining unit members and that the assignment of duties will not be unreasonably assigned to non-bargaining unit personnel. The preceding shall not be seen as a requirement for the Company to alter its existing practices regarding assignment of duties to non-bargaining unit employees.
5.4
Without restricting the generality of Articles 5.1, 5.2 and 5.3, it is understood that:
5.4.1
The Company may enter into separate contracts to obtain goods and services in the following areas:
5.4.2
The Company shall be free to enter into personal employment contracts with individuals who perform the functions of Program Host. Such individuals shall be excluded from all terms and conditions of this Agreement, provided that:
5.4.3
The Company shall not use non-bargaining unit personnel as set out in Articles 5.4 through 5.4.2 if such action:
6.1
The Union acknowledges that the Company has the exclusive right to manage the affairs of the Company and that all rights shall remain exclusively with the Company except as modified by a provision of this Agreement. Without restricting the generality of the foregoing the Union acknowledges that it is the exclusive right of the Company:
6.2
The Union further acknowledges the right of the Company to operate and manage its business, control its properties and maintain order on its premises in all respects in accordance with its commitments and responsibilities. The direction of the working forces, the amount and type of supervision necessary, the number and types of machines and technical equipment, procedures and standards of operations, the content of programs, judgement and evaluation of personnel qualifications, the right to decide on the number of employees needed by the Company at any time, operating schedules and the selection, procurement, design and engineering of equipment which may be incorporated into the Company’s plant, including the change of any or all of the foregoing, from time to time, control over all operations, buildings, machinery, equipment and employees, are solely and exclusively the responsibility of the Company.
6.3
All of the above shall be exercised subject to the terms and limitations of the provisions of this Agreement.
7.1
All employees shall become and remain members of the Union. Those Employee’s with a hire date prior to 2012, who are currently non-members, are excluded from this requirement.
7.2
Each employee shall be required, as a condition of continued employment, to pay to the Union a sum equal to the Union’s monthly dues as may be established from time to time. Such sums shall be deducted from the employee and remitted to the Union by the Company as mutually agreed upon in a timely manner.
7.3
The Union shall indemnify the Company and save it harmless from any and all claims which may be made against the Company by an employee or employees for amounts deducted from wages as provided by this Article.
7.4
It is agreed that when remitting dues, the Company is not required to identify specific amounts which relate to over-scale earnings of an employee assigned to Classification 11 (Anchor).
7.5
When submitting the remittance set out in Article 7.2, the Company shall provide to the Union, a statement showing the name of each bargaining unit employee, the total amount of dues deducted from each employee for the period and the gross earnings of each employee. In addition, such statement shall show the total amount of dues deducted from all bargaining unit employees as a group, with a further breakdown showing the portion of such dues that were deducted from base pay.
7.6
The Union shall admit to its membership any employee of the Company and shall not discriminate against any employee.
7.7
The Company will allow the Union up to thirty (30) minutes of paid meeting time on the employer’s premises with new employees for the purpose of Union orientation. This time will be granted according to operational requirements and must be approved before taking place.
8.1
The Company and the Union agree that neither party will interfere with, restrain or coerce the employees covered by this Agreement because of membership or non-membership, or activity or non-activity on behalf of the Union.
8.2
The Company will not discriminate in respect to hiring, tenure of employment or any term of employment against any employee covered by this Agreement because of membership in or non-membership in or lawful activity on behalf of the Union, nor will it encourage or discourage membership in the Union.
8.3
Employees shall enjoy equal rights under this Agreement regardless of sex, color, racial, ethnic or national origin, religious or political affiliation, or sexual orientation.
8.4
The Union agrees that it will not discriminate against any employee because of their non membership in the Union.
8.5
The Union will not take action against a member of the bargaining unit who is employed in a supervisory capacity unit for any action taken when carrying on such supervisory duties for the Company, but this shall not be construed to prevent the filing of a grievance in respect of grievable actions of any such employee who is acting in a supervisory capacity in carrying on their duties for the Company.
8.6
The Company and the Union acknowledge that every employee of the Company is entitled to employment that is free of discrimination and sexual harassment as defined in the Canadian Human Rights Act. The Company and the Union shall make every reasonable effort to ensure that no employee is subjected to such actions in the workplace.
8.7
Upon request, News employees shall be given the reason for substantive changes to their material. Where, in the Company’s opinion it is possible to do so, such reasons will be given before broadcast.
8.8
No criticism or retraction of an employee’s work will be broadcast without first presenting such criticism or retraction to the employee, where, in the Company’s opinion, it is reasonably possible to do so.
9.1
For the purpose of this Agreement a grievance shall be defined as any difference between the Parties or persons bound by this Agreement regarding the interpretation, application, administration or any alleged violation of this Agreement. A grievance will be defined as either:
9.2
Either Party shall inform the other, in writing, five (5) days prior to any meeting, of any change that may be necessary in the personnel of the Grievance Committee. The five (5) days notice may be waived upon mutual agreement of the Parties.
9.3
All time periods referred to in the grievance and arbitration procedures shall be considered mandatory and shall refer to working days and shall not include Saturdays, Sundays and Company recognized holidays. All time periods may be extended by mutual agreement of the Parties.
9.4
Where a grievance is of an individual nature, an employee shall first give their Manager an opportunity to deal with their complaint.
9.5
If an employee, the Union, or the Company has a grievance, then an earnest effort shall be made by the Parties hereto to settle the grievance without delay and all grievances, disputes and misunderstandings shall be adjusted and settled without a stoppage of work as follows:
9.6
The Union Grievance Committee shall consist of not more than two (2) members, at each location, of the local Union. It is agreed that all grievances except policy grievances will be dealt with at the location from which they originated. Policy grievances may be dealt with at either location.
9.7
Where a grievor is required to attend a grievance meeting with the Company, they shall suffer no loss of regular pay or benefits as a result of attending such a meeting.
9.8
Where the Union or the Company chooses to submit a policy grievance, this grievance shall be referred to the Company Grievance Committee and the Union Grievance Committee, who shall attempt to resolve the grievance. Any such grievance shall be submitted within thirty (30) days from the date the Party became aware of the occurrence giving rise to the grievance. If the grievance is not settled within ten (10) days, the grievance may be submitted to arbitration by sending notice to the other Party to this Agreement. Such notice requirements are as set out in Article 9.5 (3). It is agreed that this provision shall not be used where the matter is properly an individual grievance.
10.1
Should either Party refer a grievance to arbitration pursuant to Article 9.5 (3), it is agreed that all grievances shall be heard by a single arbitrator unless the Parties mutually agree in writing to submit any such grievance to a three person board of arbitration.
10.2
The selection of a single arbitrator shall be on a rotating basis, provided that if the Arbitrator selected is not available to act within sixty (60) calendar days, the next named Arbitrator shall be requested to act in their place, and so on until an Arbitrator is selected. Once an Arbitrator has acted on a grievance, their name shall be placed at the bottom of the list of Arbitrators. The selection of an Arbitrator shall be made from the following in turn:
(a) Sheryl Yingst Bartel
(b) Mia Norrie
(c) Andy Sims
10.3
Where arbitration will be by a board of arbitration, the two (2) nominees shall, within ten (10) days of the appointment of the second of them, select and appoint a third person to act as Chairman of the board of arbitration pursuant to Article 10.2. No person shall serve as a member of a board of arbitration where that person has an interest in the dispute.
10.4
Where an Arbitrator determines that an employee has been improperly discharged or disciplined, the Arbitrator may substitute such other penalty for the discharge or discipline as the Arbitrator deems just and reasonable in the circumstances.
10.5
A decision of an Arbitrator or a Board of Arbitration as the case may be shall be final and binding upon the Parties. The Board may not by its decision modify, waive, abridge, alter or extend any of the terms of this Agreement, nor render a decision which is inconsistent with the terms of this Agreement.
10.6
Each Party to the arbitration shall bear their own expenses and costs of arbitration and one-half (½) of the fees and expenses of the sole arbitrator. The Parties agree that the Union shall be responsible for payment of salary to any employee called as a witness on behalf of the Union or grievor in any labour arbitration or hearing.
11.1
There shall be no strikes or lockouts during the term of this Agreement and thereafter while negotiations are under way for a renewal or extension thereof, and the Union shall not during the aforementioned period authorize, call, encourage, support or take part in any strike, walk-out, stoppage, slowing down or other cessation of work, until there has been compliance with the requirements of the Canada Labour Code.
11.2
The Company shall not require employees to cross a picket line at any television station, transmitter (excluding rebroadcast transmitters), studio or station property where a legal strike or lockout of any person whose functions correspond to those covered by this Agreement is in progress. The Company shall not require any member of the bargaining unit to originate or feed a program or programs not normally fed to such facility, but nothing precludes non-bargaining unit personnel from doing so. The Company shall not require any member of the bargaining unit to perform the duty of other workers engaged in a lawful strike or lockout.
12.1
The Company shall within seven (7) calendar days, provide to the designated local union officer, with a copy to the Local Union, notification with respect to the following:
12.2
The Company shall provide to the Union no later than thirty (30) calendar days prior to the expiry of this Agreement, a list of employees showing their names, job classifications, seniority and current salaries.
13.1
The Union and the Company shall exchange in writing, the names of their Negotiating, Grievance, Safety, Joint Consultative Committee members and Educational Trust Fund Trustees.
13.2
There shall be a Joint Consultative Committee at each location for the purpose of reviewing and discussing matters of mutual concern relative to the employees and the Company. This Committee shall not be empowered to alter or abridge any of the terms and conditions of the Collective Agreement but may make joint recommendations to the Union and the Company. The Committee meetings shall be held at the call of either Party on a mutually agreeable date.
13.3
There shall be a Health and Safety Committee, comprised of two (2) representatives of the Company and two (2) representatives of the Union at each location. The terms of reference for the Committee shall be in accordance with the provisions of the Canada Labour Code.
13.4
The Union agrees that whenever possible, it shall avoid the appointment of more than one employee from a Company section to serve on a Committee as set out in Article 13.1 above. Should it become necessary to appoint more than one employee from a section to serve on a Committee, the Union shall give reason(s) to the Company, in writing, explaining why such action was necessary. A “section” is comprised of one or more employees who are responsible to a particular supervisor.
14.1
Union Representatives shall be entitled to leave without loss of pay to attend Union/Company Committee meetings as set forth in Article 13, subject to the following:
14.2
Union Representatives shall be entitled to a reasonable amount of leave, at reasonable times, without loss of pay, to discuss and process matters requiring immediate attention, to process any grievance and/or business arising out of the operation of this Agreement originating only at the Union Representative’s location.
14.3
The Company shall make a reasonable effort to ensure Union Representatives who attend negotiating meetings and arbitration/labour board hearings are not required to return to work if such meetings/hearings are not concluded by 13:00 hours on the day in question, subject to operational requirements and provided no overtime shall be incurred.
14.4
Leave without pay shall be granted for a reasonable period of time to a Union Representative in order to conduct Union business not covered by Articles 14.1 and 14.2 above, subject to the following:
14.5
“Union Representative” shall be defined as any Union member duly appointed by the Local Union Executive Board to carry out the business of the Union. Where in the case a part-time is appointed to the negotiating committee, both parties understand and agree that the part-time employee shall be compensated for an 8 hour shift.
For the calculation of averaging, it is agreed that the appointment of the part-time Union Representative shall be excluded only from Articles 4.3 and 4.6.3 while on Union Leave for Union negotiations.
15.1
The Company agrees to the posting by the Union, on Company bulletin boards of announcements regarding elections, meetings, negotiation developments and the internal affairs of the Union, provided that such announcement is first submitted to the Company for authorization and authorized and such announcement shall not be altered by either Party thereafter. Company authorization shall not be unreasonably withheld.
16.1
Where an accredited Union official wishes access to the Company’s premises, they shall make their request to the Senior Consultant, Human Resources not later than twenty-four (24) hours in advance.
16.2
The time period referred to in Article 16.1 may be waived in specific instances by arrangement between the Union representative and the Company representative. At the time the request for access is made, the person making the request shall indicate the reason for which access is requested.
16.3
A request made for access under this Article shall not be unreasonably denied.
16.4
In the event the Company denies such access, it will provide its reasons to the Union official who had made the request for access, at the time access is denied.
Notwithstanding the adjustment to article 17.1 below, the Lethbridge employees are fully covered by the terms of the collective agreement.
17.1
Union Seniority shall be defined as the length of continuous full-time equivalent employment from the last date of hire with the Company. Company service shall be determined by the net credited service as shown on the Company records. The Union seniority lists for Calgary, Lethbridge and Edmonton shall be considered separate for all purposes.
17.2
Union Seniority will accumulate during any approved leave of absence, except as provided in this Agreement. Union Seniority shall not accumulate during lay-off.
17.3
Union Seniority rights of an employee shall cease, all rights forfeited and they shall be deemed terminated for any of the following reasons:
17.4
Union Seniority rights shall apply only to layoffs, re-call of laid off employees, promotions, transfers, salary administration, refusal of overtime and allocation of vacations. However, in respect of promotions and transfers, the application of Union seniority rights shall be in accordance with Article 18.3 of this Agreement.
18.1
Where the Company decides that a position is to be filled, the Company shall post such vacancy at least five (5) working days in advance of filling the position.
18.1.1
Notwithstanding the provisions of Article 18.1, the Company shall not be required to post vacancies for part-time positions in the following circumstances:
18.2
Employees may make application for such position during the posting period. Applicants shall be considered on the basis of the criteria set forth in Article 18.3. Such applications shall be made in writing to the Senior Consultant, Human Resources or their designate. The Company shall acknowledge applications in writing, stating its decision.
18.3
Promotions and transfers within the bargaining unit shall be based on ability, skill, potential, competence and seniority; provided that where all other factors are equal, seniority shall prevail.
18.4
An employee who is promoted or transferred from a classification within the bargaining unit to another classification within the bargaining unit shall serve a probationary period of three (3) months in the new classification. The Company shall have the option of returning the employee to their former classification during the probationary period without loss of seniority upon its own initiative or upon the request of the employee. At the conclusion of the successful probation period, the employee shall be advised in writing that their transfer has been made permanent.
18.5
Without their consent, but subject to other provisions of this Agreement, no employee shall be transferred or re-assigned to another job classification for a period exceeding three (3) months in any twelve (12) month period and no employee shall be penalized for refusing such transfer, promotion or re-assignment. It is agreed that this provision shall have no application when the Company decides to transfer or re-assign an employee to fill a temporary vacancy or a vacancy caused by an employee going on an extended leave of absence (i.e. sick leave, maternity, paternity leave) pursuant to the provisions of this Agreement. The foregoing shall not be considered a limitation on the Company’s right to assign duties in the event that two (2) or more job functions are combined. If the Company assigns duties that combine two (2) or more job functions, the employee will receive the highest of the two or more wage rates applicable to the combined duties.
18.6
When an employee is promoted into a higher-rated job classification, they shall be placed on the higher salary scale at the level next highest to their previous salary.
18.7
For any jobs that are posted pursuant to this Article, it is agreed that the Company may fill such jobs temporarily in its discretion during the posting process and until the successful applicant commences employment in the position.
18.8
Where, in the Company’s opinion, there is no applicant who satisfactorily meets the qualifications for the posted position, the Company may hire from any source.
19.1
It is recognized by the parties that it is to the advantage of the employees in regard to career development and that it is in the Company’s interests to maintain flexibility for employees in the performance of job functions other than those within the classifications to which an employee is normally assigned.
19.2
Assignment of an employee to a job other than the job the employee normally performs will be subject to Article 32 (Upgrading).
20.1
Where lay-offs are to be made, the Company shall determine what jobs are to be left vacant or abolished, and the number of employees to be laid off.
20.1.1
When lay-offs are to be made, such lay-offs shall proceed in reverse order of Union seniority within those job classifications affected.
20.2
Any employee scheduled for layoff from one job classification who can meet the qualifications of another job classification, as established by the Company, may apply their Union seniority and bump to such classification.
The qualifications shall, amongst other relevant factors, include experience, skill, ability, and training/education. The qualifications shall be established in a bona fide, non-arbitrary and non-discriminatory manner.
20.2.1
An employee who wishes to apply their Union seniority and bump to another job classification, shall give notification of the same in writing to the Company within seven (7) calendar days of lay-off notice having been received. The notification shall state the job classification to which the employee wishes to bump.
20.2.2
The right of an employee to bump as set out in Article 20.2 shall include the right to bump to a part-time job classification, provided the employee scheduled for lay-off has at least as much seniority as the part-time employee whom the full-time employee seeks to displace. The employee wishing to bump must be able to meet the qualifications as established by the Company.
When seeking to apply their seniority to bump/recall to part-time status, subject to meeting the qualifications as established by the Company, the laid-off full-time employee may seek to apply their seniority to available part-time hours to the extent as defined in Article 4.3.
20.2.3
The right of an employee as set forth in Article 20.2.2 shall only be available to a qualified employee who has elected to retain their seniority rights. Such an employee shall not accumulate full time seniority while employed on a part-time basis pursuant to this Article.
20.2.4
In the event of workforce reduction, the employer may allow anyone wanting a voluntary lay off, the chance to do so. The request must be put in writing, from the employee to the employer. In signing the request for layoff despite seniority, the employee loses the right to bump, or go on a recall list, as it was the employee who took the initiative of terminating their employment without just cause. The voluntary package must follow the severance as laid out in Article 20.6 and Article 20.7
20.3
The Company shall provide layoff notice to an employee and the Union as follows:
20.4
The Company agrees that it will not consistently schedule overtime in an effort to bring about or extend a layoff.
20.5 – Salary Administration
20.6
An employee who has been laid-off and who has been employed for a continuous period of twelve (12) months or more, shall be paid severance pay at a rate of three (3) weeks pay for each full year of continuous Union seniority.
Severance pay shall be limited to an amount represented by sixty eight (68) weeks times the employee’s basic weekly pay.
For regular part-time employees severance will be a factor of their full time equivalent seniority and a full time equivalent weekly rate.
(For clarity: a regular part-time employee hired in January 2008 working in a position as described in Article 26.4, working 20 hours a week, earning twenty five (25) dollars per hour, and who was laid off in January 2018 would receive severance calculated using five (5) years seniority and a weekly rate of one thousand ($1,000.00) dollars.
20.6.1
The above severance payment shall be deemed to include any severance payment required pursuant to any statute. Acceptance of severance pay will be deemed termination of employment.
20.7
While an employee is laid off, the Company will provide an extension of medical and group insurance, with the exception of Short Term Disability and Long Term Disability, benefit coverage for a period of six (6) months and will pay 100% of the costs of the employee’s medical and insurance benefits contained in Article 44 for a period of six (6) months. In the event the employee secures alternative employment within this six (6) month extension period, the aforementioned benefits will cease. It is the responsibility of the employee to advise the Company promptly when they secure other employment.
20.8
Employees will retain seniority and have recall rights for a period of twelve (12) months.
20.9
When vacancies occur within a job classification, the Company agrees to re-engage employees who have been laid off within the job classification in order of Union seniority, provided the senior employee is then qualified to perform the work to be performed.
20.9.1
Where a full-time employee is on lay-off and a part-time position or casual work becomes available, the Company will give first consideration to offering the opportunity to the full-time employee on lay-off, providing the full-time employee can meet the qualifications as established by the Company. Such employee’s seniority, and right to re-engagement to a full-time position shall not be affected by the employee accepting a part-time position or casual work.
20.10
If an employee is recalled or re-engaged within six months of layoff, seniority shall be considered unbroken.
20.11
For all posted vacancies, the Company’s responsibility will be considered to be fulfilled if the Company gives notice in writing, delivered to the employee’s last known address. Once recalled, the employee must return to work within seven (7) calendar days from the date the notice was delivered, or such longer period as may be agreed to in writing between the Company and the employee
21.1
Notwithstanding the rights to discipline an employee as defined in Article 6.1 of this Agreement, where dissatisfaction arises with respect to an employee’s work performance that could have subsequent detrimental effect on their promotion or future employment, the following shall apply:
21.2
The Company agrees not to use any previous disciplinary action against an employee that is more than two (2) years old.
21.3
An employee shall have access to their personal record in the presence of the Senior Consultant, Human Resources or their designate during office hours, within a reasonable period of time from their request for such access.
21.4
An employee shall have the right to have a Local Union representative present at any discussion with a supervisor or manager where the employee is to receive a Notice of Dissatisfaction, and/or a suspension, demotion or discharge.
22.1
Dismissal of an employee who has successfully completed their probationary period, or any extension thereof, shall only be for just cause. It is agreed that dismissal may be subject to the grievance procedure.
22.2
An employee, when resigning, shall give the Company two (2) weeks’ notice in writing. During the notice period, the employee shall perform their duties in the normal way.
22.3
Notwithstanding anything to the contrary in this Agreement, the Company expressly reserves the exclusive right to release from employment any employee who is assigned to the News Anchor classification (Salary Group 11) on the grounds such employee’s on-air performance is, in the sole discretion of the Company, unsuitable for programming, subject to the following:
23.1
The Educational Trust Fund shall continue in effect for the term of this Agreement.
23.2
The administration of the Fund shall be governed by the conditions set forth in the Trust Deed as executed separately from this Agreement.
23.3
The Company shall continue to pay into the Educational Trust Fund the total employee amount of the Employment Insurance Commission premium rebate.
23.4
Eligible part-time employees, as defined in Article 4.35 (2) shall be eligible to access up to 20% of the funds available for annual allocation as determined under the terms of the Trust Deed.
24.1
The first professional obligation of the employee shall be to the Company.
24.2
Employees shall be free to engage in outside activities, in accordance with the following conditions:
24.3
For the purposes of this Article, “direct competition with the business interests of the Company” shall be defined as any activity for remuneration involving the preparation or transmission of material for broadcast, cable or satellite distribution; or any activity involving the preparation of material for any print medium with which the Company is competing for advertising revenue; or any activity or analysis involving sales of television commercial time.
24.4
An employee shall advise the Company in advance and in writing when they intend to engage in activities specified in Article 24.2 (1) through (4) above. An employee shall be required to cease an outside activity which violates one or more of the criteria in Article 24.2 (1) through (4) above, except where the Company waives such criteria in writing.
24.5
No employee shall be entitled to any Illness Leave for any injury or illness arising out of or related to outside activities covered by this Article.
25.1
The provisions of this Article 25 are intended to assist employees affected by a technological change as herein defined, to adjust to the effects of such change.
25.2
Sections 52, 54 and 55 of the Canada Labour Code do not apply to the Company and the Union or to any person or persons covered by the certification and/or the scope of this Agreement.
25.3
In this section “technological change” means:
25.4
The procedure for dealing with technological change that is likely to affect the terms, conditions and tenure of employment of a significant number of employees is as follows:
25.4.1
The Company will notify the Union of such a technological change at least one hundred and twenty (120) calendar days prior to the date on which such change is to be effected. Such notice shall be in writing and shall state:
Upon receipt of such notice by the Union, the parties shall arrange a meeting within three (3) weeks for the purpose of conducting discussions relating to technological change. This time period may be extended by mutual agreement.
25.4.2
An employee who is displaced through technological change may:
25.4.3
Notwithstanding the provisions of 25.4.1, the 120 days notice of technological change may be reduced upon mutual agreement of the Parties.
25.5
Where an employee has been displaced by technological change and where there is a reasonable expectation that the employee would be able to perform satisfactorily in another job after a reasonable training period, the Company will provide reasonable retraining.
26.1
A tour of duty shall mean the authorized and/or approved time worked during a day.
26.1.1
If work in a tour of duty extends beyond midnight of the day in which it commenced, it shall be considered as falling wholly within the calendar day in which it starts.
26.1.2
The practice of split shifting shall not be allowed for full time employees. The Company may split shift part-time employees.
26.2
For the purpose of calculating hours of work under this Agreement, employees shall be designated as follows:
26.3
The hours of work for employees as set out in Article 26.2 (1) above shall consist of seven and one-half (7½) hours per basic tour of duty. The basic work week shall consist of a five (5) day week, Monday through Friday inclusive, of thirty seven and one-half (37½) hours. Where the demands on the service of the Company require, then the work week may consist of any five (5) consecutive days in the week.
26.4
The hours of work for employees as set out in Article 26.2 (2) above shall consist of eight (8) hours per basic tour of duty. The basic work week shall consist of five (5) consecutive days, of forty (40) hours within any seven (7) consecutive days.
26.5
Both the Company and the Union agree that the operation requires resources and staffing 24 hours a day, 7 days a week. The work week shall commence at 00:01 hours Sunday and shall cease at 24:00 hours Saturday and shall be inclusive of all break periods but shall not include meal periods.
26.6 – Days Off
26.7
Notwithstanding the conditions of Article 26.6, staff changeovers and emergencies may temporarily not permit the scheduling of such days consecutively.
26.8
Notwithstanding any other provisions of this Collective Agreement and subject to the conditions set forth in paragraphs (1) and (2) hereof, an employee may be assigned to a tour of duty consisting of ten (10) hours per day and four (4) days per week.
26.9
It is recognized that employees involved in a special assignment are often providing coverage on an issue with national or international significance therefore the employees shall be eligible to claim all premiums outlined in the Collective Bargaining Agreement except Article 27 Change of Starting Time and Article 29.1 Work on Days Off (or scheduled days off may be re-scheduled. In such case, Article 29.1 shall not apply).
26.9.1
“Special assignments” shall be defined as:
26.10
The Company agrees it shall attempt to engage adequate numbers of relief personnel to cover scheduling of work during vacation periods in order to avoid assignment of excessive hours to permanent, full-time employees.
26.11
It is agreed that Sports Reporter/ Anchors working at the Company’s Edmonton location shall have no fixed understanding concerning hours of work, or therefore overtime payments during their basic five (5) day work week, subject to the following:
27.1
Each employee’s work schedule shall be posted in a conspicuous place in the employee’s general work area. Such schedule shall cover a period of three (3) weeks and shall be posted as early as possible, but in no event later than two (2) weeks prior to the commencement of the three (3) week period. It is the intent of the foregoing to ensure that each employee is advised of their work schedule at the earliest possible time.
27.1.1
In the event that an employee’s schedule for any week is not posted in accordance with Article 27.1, the previous work schedule shall carry over until a new schedule is posted, subject to all provisions of this Agreement.
27.2
Schedules shall contain the start and finish times of each tour of duty and scheduled days off.
27.3 – Change of Starting Time
27.4
An employee’s posted schedule may be altered by the Company giving the employee affected notification thereof no later than five (5) working days prior to the start of the employee’s next following work week. Where such notification has been given, no penalties, premiums or overtime rates shall apply.
27.5
It is the responsibility of an employee to report to the supervisor in charge of scheduling, advising when they will be available for duty following absence due to illness or physical injury. It is the Company’s responsibility to then subsequently inform the employee of any change in their schedule.
27.6 – For employees regulated under Article 26.2 (2) For employees working 8 hour shifts, the Company will schedule the work days so that there will be two (2) consecutive days off in at least one (1) of the three (3) weeks of each fixed posting period. For employees working 10 hour shifts, the Company will schedule the work days so that there will be three (3) consecutive days off in at least one (1) of the three (3) weeks of each fixed posting period. Notwithstanding the above, the Company will make a reasonable effort to schedule.
For employees working 10 hour shifts, the Company will make a reasonable effort to schedule the work days so that there will be three (3) consecutive days off in at least one (1) of the three (3) weeks of each fixed posting period. consecutive days off in the remaining (2) of the three (3) weeks of each fixed posting period.
27.7
Should an employee’s typical shift pattern be changed by the Company, the Company shall provide the employee ten (10) working days notice of such change. Both parties agree that there are no permanent shifts, but for the purpose of this Article 27.7, typical shift may be defined as six (6) months or more in duration. Notice outlined in this Article 27.7 shall not apply to temporary shift changes, changes in posted schedule, changes of start time, or in instances where a posted vacancy is being filled.
28.1
Overtime shall be defined as those hours worked in excess of a basic tour of duty. All overtime, in order to qualify for overtime compensation, must be authorized or approved by a designated supervisor or department manager.
28.2
All hours worked in excess of eight (8) hours in a day, save and except Article 26.8 (in excess of ten (10) hours in a day) shall be compensated at the applicable overtime rates.
28.3
The basic hourly rate for overtime purposes shall be calculated as follows:
28.4
When an employee is required to work overtime they shall be compensated at a rate of one and one half (1½) times their basic rate.
28.4.1
Should the time worked exceed twelve (12) hours, all hours worked in excess of twelve (12) hours shall be paid at two (2) times the basic rate.
28.4.1(1)
For full-time employees whose basic tour of duty is a seven and a half (7 ½) hour day; should the time worked exceed eleven and a half (11 ½) hours, all hours worked in excess of eleven and a half (11 ½) hours shall be paid at two (2) times the basic rate. In addition, any full-time employee whose hours worked exceed seven and a half (7 ½) hours, all those hours shall be paid at one and a half (1 ½) times the basic rate on those first four (4) hours.
28.5
Employees shall have the right to refuse the assignment of any overtime work in excess of the basic tour of duty or work week. No employee in exercising the foregoing right shall be penalized for refusing to work such overtime. The provisions of this Article shall also apply in the case of Call-back, Work on Days Off, Holidays and Stand-by.
28.6
In the event that all qualified employees refuse the assignment of work under provisions of Article 28.5 above, the Company shall have the right to require the least senior qualified employee(s), in the Company’s opinion, available on shift to perform the work. Notwithstanding the provisions of Article 28.5 above, the Company may require an employee to work overtime in any of the following circumstances:
29.1
When an employee works on a scheduled day off, work performed on that day shall be compensated as follows:
29.2
Nothing herein precludes an employee and their supervisor from mutually agreeing to change an employee’s scheduled day off and in such case the overtime provision as in Article 29.1 shall not apply.
29.3
This Article is subject to Article 35.3 and 35.3.1 with respect to work on a paid holiday.
30.1 – First Meal Period
30.1.1 – Calgary Only
30.1.2 – Edmonton Only
Calgary and Edmonton
30.2 – Second and Subsequent Meal Periods
30.3
Where meal facilities are not available in the immediate area of a location assignment the Company shall either:
30.4
The Parties recognize the principle of coffee breaks. It is further recognized that it is not practical to prescribe specific time periods for coffee breaks. Accordingly, the Parties agree that the existing flexible arrangement will continue in effect. The arrangement shall not be abused.
30.5
No employee shall leave the Company’s premises during working hours other than during the meal period, without first obtaining permission of their Department Head or Supervisor.
31.1 – Call-back
31.2 – Stand-by
31.3 – Night Differential
31.4 – Turn Around Period
32.1
In the event that an employee is temporarily assigned to perform a job outside that to which they are normally assigned in a higher rated job classification, or to act in a supervisory position, they shall be paid as follows:
32.1.1
Upgrading provisions shall also apply to any non-supervisory employee temporarily assigned by the Company to train another employee in the following circumstances:
32.2
In the event that the accumulation of Temporary Upgrading in any one position or for any single employee exceeds ninety (90) days, the temporarily upgraded employee is then to be compensated at the salary group and level of the absent employee for a maximum period of twelve (12) months.
32.3
The additional pay provisions set forth in section 32.1 of this Article shall not apply to part-time employees, nor shall they apply in cases where:
32.4
The additional pay provisions set forth in sections 32.1.1, shall apply to part-time employees as well.
33.1
It is agreed that the use of an employee’s vehicle for Company business is voluntary and employees may decline to provide such use without penalty. However, employees may be requested and authorized by the Company to use their personal vehicles on Company business. No employee shall be required to modify their private vehicle in any way to accommodate such use. Further, no employee shall be required to carry Company equipment in the interior of their private vehicle if such use is likely to cause damage to interior coverings or furnishings such as upholstery.
33.1.1
Subject to the provisions of Article 33.1, where an employee is assigned to report directly to a remote location and uses their personal vehicle, they shall be reimbursed for such travel in accordance with the provisions of Article 33.2, for all distance that exceeds their normal distance from home to usual place of work.
33.2
If an employee is authorized by their department manager or their designee to use their own automobile for transportation in connection with their duties, they shall be reimbursed at the rate current Bell Discretionary expense policy, as currently 44 cents per km.
33.3
Distance shall be calculated from the usual place of employment to the destination and return. However, if duties terminate at destination, return miles claimable shall be actual distance from destination to home, less distance from home to usual place of employment.
33.4
Intentionally left blank.
33.5
The Company requires that employees drive motor vehicles in a safe and lawful manner. Accordingly, the Company shall not be responsible for violations or fines, or insurance deductibles attributable to the employee. However, the Company shall pay parking violations where the employee has reasonable cause for incurring such violation.
33.6
In authorizing the use of a private automobile the Company assumes no liability to indemnify the user for any personal loss or injury which might be sustained as a result of such use and it remains the sole responsibility of the employee to provide adequate insurance protection.
33.7
Business Insurance – The Company may reimburse an employee authorized to use their personal vehicle for Company business for the cost of Business Insurance placed on the employee’s automobile, up to a maximum cost of one-hundred dollars ($100.00) per year. The employee must obtain prior approval from the Company and submit a copy of their receipt for the Business Insurance premium.
33.8
The Company agrees to maintain its current practice regarding reimbursement for all reasonable expenses on out-of-town work assignments. An employee will receive either reimbursement for reasonable meal expenses, or meals at the expense of the Company, or a daily meal allowance. Where a daily meal allowance is provided, the amount shall reflect the current price of the Bell Discretionary expense policy currently as follows:
Breakfast $ 15.00
Lunch $20.00
Dinner $30.00
33.9
Employees who are assigned to out-of-town locations where overnight accommodation is required shall be provided with reasonable, single room accommodation with a shower and/or bath.
33.10
“Out-of-town” location shall be any point forty (40) kilometres beyond Metropolitan Calgary, or Metropolitan Edmonton.
33.10.1
An employee who is assigned to travel to an out-of-town assignment shall be credited with all time consumed in transit to and from the assignment.
34.1
All employees shall be entitled to annual vacations calculated as in the table following:
| Years of Service at August 31st of a Given Year | Duration of Vacation - Employees Working 8 hr. Days | Duration of Vacation - Employees Working 10 hr. Days |
|---|---|---|
| From date of hire | ||
| 1 -6 full year of continuous service | 15 days (120 hrs.) at basic rate | 12 days (120 hrs.) at basic rate |
| 7-11 full years of continuous service | 20 days (160 hrs.) at basic rate | 16 days (160 hrs.) at basic rate |
| 12-17 full years of continuous service | 23 days (184 hrs.) at basic rate | 18.4 days (184 hours) at basic rate |
| 18-24 full years of continuous service | 25 days (200 hrs.) at basic rate | 20 days (200 hours) at basic rate |
| 25+ full years of continuous service | 30 days (240 hrs.) at basic rate | 24 days (240 hours) at basic rate |
Employees who have already reached a vacation entitlement that is greater than Bell’s policy as of January 1, 2013, will be grandfathered at their existing entitlement until they reach a higher vacation entitlement under Bell’s policy.
The annual vacation year is January 1st to December 31st. Vacation is to be taken within the year in which it is earned. The number of years of service attained by December 31st of the vacation year, determines vacation entitlement. The Company provides the vacation allotment for each employee on January 1st of each year as a vacation bank to be earned during that vacation year. This allotment is earned during January to December as per the above chart. Individuals who leave the Company, will have their vacation pay reconciled on their final pay cheque.
34.2
In the event a General Holiday (Article 35) occurs during an employee’s vacation, one (1) additional day for each such holiday shall be added to the vacation credits, according to Article 34.1. The additional day shall be taken within the vacation year in which it was granted.
34.3 – Vacation Scheduling
34.4
Subject to operational requirements, the Company may permit an employee to begin and end their vacation in conjunction with their days off, plus any additional days resulting from the activation of Article 34.2.
34.5
Vacation preference shall be given to employees on the basis of Union seniority within each Department and Section as defined by the Company. To effect proper and efficient operation of all Sections and Departments, the Company reserves the right to alter any requested vacation period, or to arbitrarily set such vacation period, prior to the posting dates set out in Article 34.3. Alterations to vacation schedules after this date shall be made only on mutual agreement between the Company and the employee affected.
34.6
Notwithstanding the provisions of Article 34.5 above, the Company shall have the right to alter an employee’s vacation subsequent to the dates set out in Article 34.3 where such vacation falls during a local program launch, or local production of a special program provided that:
34.7
An employee must take the vacation outlined in the foregoing Articles during the vacation year in which it is earned. However an employee has until April 30th of the subsequent year to take this vacation entitlement.
34.8
Vacation not taken in time off prior to leaving the company will not be paid (except what is required by the Labour Code if applicable). In such circumstances, the employee’s vacation eligibility before leaving the company is prorated according to the portion of the year worked.
34.9
In the event of the death of an employee, the value of any vacation pay which has accrued shall be paid to their estate.
The following ten (10) general and two (2) floating holidays shall be paid holidays:
| New Year's Day | Labour Day |
| Good Friday | Thanksgiving Day |
| Victoria Day | Christmas Day |
| Canada Day | Boxing Day |
| National Truth and Reconciliation Day | Heritage Civic Holiday |
| 2 Floating Holidays |
plus any day duly proclaimed by the Federal Government as a statutory holiday.
35.1.1
The Floating Holidays set out in Article 35.1, shall be taken at a time that is mutually agreed between the employee and the Company. Both the Company and the Employee agree that floating days must be taken during the vacation (calendar) year. Employees with less than one year of company service will earn float days as follows: Employees working 9 to 12 months in a vacation (calendar) year will receive 2 Floating Holidays, Employees working 3 to 9 months in a vacation (calendar) year will receive 1 Floating Holiday, Employees working less than 3 months in a vacation (calendar) year will not receive a Floating Holiday.
35.2
Except as otherwise provided herein, the following shall apply with respect to granting of and payment for General Holidays:
35.3
An employee who is required to work on a day on which they are entitled to a General holiday with pay, in addition to their regular rate of pay for that day shall be paid one and one-half (1 ½) times the basic rate of pay for the first eight (8) hours worked and two (2) times the basic rate for all hours in excess of eight (8) hours worked.
35.3.1
However, an employee required to work on Christmas Day shall be paid at triple time (3X) for such hours worked on that day, with a minimum credit of four (4) hours, in addition to their regular rate of pay for that day.
35.4
Notwithstanding the provisions of Article 35.3 above, an employee may elect to take compensatory leave at a later date in accordance with provisions of Article 36 of this Agreement, in lieu of overtime payments for hours worked on a General Holiday.
35.5
Holiday with pay means an employee’s normal or regular rate of pay shall continue to be paid for that General Holiday upon which the employee does not work.
35.6
An employee shall not be paid for a General Holiday on which they do not work, when:
35.7
Employees who are required to work a shift or tour of duty, any portion of which falls between 19:00 hours and 24:00 hours on Christmas Eve shall be paid at the rate of one-and-one-half (1 1/2) times the basic rate, in addition to their regular wages for that day, for all hours worked during such period.
35.8
Prior to November 15th of each year, the Company will ascertain the preferences of those employees who may be required to work on Christmas Day and/or Boxing Day and/or New Year’s Day. The Company will make every reasonable effort to schedule work on those holidays so that an employee is not required to work on all three days. These schedules shall be posted no later than November 30th.
35.8.1
In order to accommodate employee preferences referred to in Article 35.8 above, no payment for encroachment on turn-around shall be made in respect of work on the said days.
35.8.2
Scheduling under the provisions of Article 35.8 shall not be the subject of a grievance.
36.1
Subject to making their intention known to their Supervisor, an employee may elect to accumulate and take Compensatory Leave in lieu of overtime pay or pay for work performed on a scheduled day off or a General Holiday. An employee electing to accumulate and take Compensatory Leave in lieu of overtime pay must advise Payroll by Wednesday of the week following the week in which the overtime was worked. Should the employee fail to do so, they shall receive pay for overtime worked.
36.2
Compensatory Leave shall be subject to the following conditions:
37.1
A permanent full-time or regular part-time employee who has completed their probationary period and is incapacitated for duty through illness or injury shall be paid for their absence from work as follows:
| Length of Time at 100% of Salary | Length of Time at 80% of Salary | Length of Time at 66 2/3% of Salary |
|---|---|---|
| 8 wks. (56days) | 18 wks. (126 days) | Payable until recovery or at age 65. Includes disability payments from other sources. |
37.1.1
In the event an employee requires time off due to the illness or injury of the employee’s child, such absence shall be treated as sick leave as set out in Article 37.1 above. However such leave shall be limited to three (3) scheduled tours of duty for any one absence, with a maximum of six (6) days in any calendar year. The Company agrees to consider the provision of compassionate leave, on an individual basis, to employees who may require additional leave to care for a sick or injured child.
37.1.2
An employee who becomes incapacitated through illness or injury during their vacation period shall receive vacation time so lost at a later date, provided they immediately report the illness or injury to the Company and upon return to work, produces a doctor’s certificate showing the length and nature of such illness. Vacation time so lost shall be exclusive of Saturdays and Sundays and shall be taken at a time convenient to the Company. However, the illness or injury of an employee’s child shall not constitute reason for reinstatement of vacation time.
37.1.3
An employee who is absent on sick leave on the working day before and after a General Holiday shall be paid sick leave for such Holiday.
37.1.4
An employee who elects to receive treatment under the Company’s Employee Assistance Program shall be eligible for sick leave in accordance with the provisions of Article 37.1 for the time spent in a treatment centre.
37.2
Absence under the provisions of Article 37 shall be reported by the employee, immediately to the employee’s immediate supervisor. Sick leave shall be reported to the Company by the employee’s supervisor or department head.
37.3
intentionally left blank
37.4
The Parties agree that sick leave is for the insurance of a level income that would otherwise be lost due to a legitimate illness or injury
37.5
Employees will endeavor to schedule medical, dental and eye appointments on their own time. Where this is not possible and reasonable notice is given, the Company will accommodate the appointment, without loss of pay to the employee.
38.1 – Maternity/Parental Leave
Employees with six (6) months or more of continuous service with the Company shall be granted child care or adoption leave without pay, as per the following:
38.1.1
In addition, a Regular employee who has completed six (6) consecutive months of continuous employment with the Company and who meets the conditions of eligibility contained in the applicable Company practices, shall receive an allowance under the Supplemental Allowance Plan in accordance with these same practices.
38.2
The Company shall extend to employees on Maternity/Parental Leave, Group Benefits optioned by the employee prior to the leave, in accordance with the enrollment periods and criteria of the plan.
38.3
Should an employee be unable to return to work owing to complications related to the pregnancy, the employee shall be entitled to Illness Leave provisions as outlined in Article 37 of this Agreement.
38.4
Continuity of service for purposes of seniority shall be considered unbroken upon return to work in accordance with the period for which leave of absence is authorized
38.5 – Adoption and Parental Leave
Employees with one (1) or more years of service shall be granted three (3) days paid Adoption Leave at the time of the legal adoption of their child..
38.6
Employees with one (1) or more years of service shall be granted three (3) days of paid Parental Leave at the time their spouse/partner gives the birth to their child.
39.1
Bereavement leave of up to three (3) days with pay shall be granted for the purpose of making funeral arrangements and/or attending the funeral when an employee who had been scheduled for work, is required to be absent due to a death in their immediate family, i.e., spouse (including common-law spouse), father, mother, brother, sister, child, grandparent, mother-in-law, father-in-law or any relative residing in the employee’s household or with whom the employee resides.
39.1.
(1) Bereavement leave of one (1) day with pay shall be granted for the purpose of attending the funeral when an employee has been scheduled for work, is required to be absent due to the death of their aunt or uncle. Such leave shall be taken, at the latest, on the day of the funeral.
39.2
At the Company’s discretion, up to three (3) days’ additional leave with pay will be granted when traveling time is required.
40.1
Leave of Absence is defined as leave granted for pre-planned personal or professional reasons. Leave of absence may be granted under the following conditions, depending on the circumstances at the time:
40.2
Where an employee is granted Leave of Absence without pay pursuant to Article 40.1 or 40.5, and such leave extends beyond one (1) month, the following shall apply:
40.3
Compassionate Leave is defined as leave granted for unexpected personal reasons. Such Leave must have prior approval of the Company.
40.4
Witness and Jury Leave – employees required to serve on juries or to obey a subpoena or a notice to attend a judicial proceeding shall suffer no loss of pay, provided that:
40.5 – Educational Leave
41.1
The Company recognizes the value of training and vocational development and agrees to provide employees in the bargaining unit with opportunities to participate in programs that will enhance the employee’s broadcast skills. The Company shall post notification of such opportunities on all Company bulletin boards.
41.2
The Company may grant leave without pay and may pay all or a portion of registration and tuition fees, or course materials, of an extension course or seminar which has been approved by the Company and which relates to the type of work done by the employee. The Company agrees that it shall give fair and equitable consideration to all applications under this Article. All such applications shall be directed to the office of the Senior Consultant, Human Resources or their designate.
41.3
Any employee who takes any instructional course as set forth in Article 41.2 above provided for by the Company and who subsequently terminates their employment with the Company within two (2) years after the completion of such instruction, shall be obliged to repay the Company any unamortized portion of its costs. The Company shall amortize such costs monthly over a period of twenty-four (24) months. Costs repayable under this Article shall be limited to costs incurred by the Company for transportation, accommodation, meals, registration and tuition.
41.4
When an employee is requested by the Company to obtain vocational instruction as a job requirement, the Company shall pay for all registration and tuition fees and course materials involved in such instructional courses. While such employees are attending such instructional courses at the Company’s request, the employees shall be paid at their regular salary rate and all overtime and premium provisions contained in Articles 26, 27, 28, 29, and 31 shall be waived. In the event such instructional courses are held at a location more than forty (40) kilometers from the city limits, the Company shall pay all reasonable expenses of the employee, including transportation, accommodation, meals and gratuities.
41.5
Any leave requested or granted pursuant to this Article shall be subject to the operational requirements of the Company.
41.6
The Company shall provide an employee on the occasion of his/her first employment with appropriate supervised job function familiarization.
41.7
An employee who is designated to supervise a trainee, or familiarization of another employee, shall be given time during their regular tour of duty to perform such training, or shall be paid at the appropriate overtime rate if the training takes place outside of the basic tour of duty.
41.8
The Parties agree that the determination as to which employees shall be granted training or shall be requested to take training shall be at the Company’s discretion and shall not be subject to the grievance procedure contained in this Agreement.
41.9
When new technology related to any of the job classifications covered by this Agreement is introduced, the Company shall provide for employee’s training and/or familiarization as deemed appropriate with respect to such new technology when employees are required to work with such technology.
42.1
Employees shall take all necessary and reasonable care and precaution so as to ensure against loss, damage or destruction of Company premises and equipment. The employee must report the loss or damage of equipment immediately to their supervisor.
43.1
The parties agree to give proper attention to the health and safety of employees. To this end, there shall be a safety committee made up of Company and Union representatives.
43.2
The Company shall make every effort to take immediate remedial action on safety procedures brought to its attention. Matters of concern with regard to health and safety of employees shall be referred to the Safety Committee for discussion.
43.3
It is understood that an employee may refuse to work where they have reasonable cause to believe dangerous conditions prevail as described in the Canada Labour Code. It shall be the employee’s responsibility to immediately notify their supervisor or the manager in charge of the work if such circumstances arise. In the event that the appropriate supervisor or manager is not available, it shall be the employee’s responsibility to summon help, provided such help will eliminate or alleviate the hazardous situation. Refusal of work under provisions of this Article applies only to that part of the job considered hazardous.
43.4
The Company agrees to supply safety devices where conditions require their use and the employee shall wear or use such devices.
43.5
When transportation is provided to employees by the Company, the appropriate safety standards shall be observed.
43.6
The Company shall give consideration to the capabilities of an employee for an assignment involving climbing towers and ladders.
43.7
Subject to prior Company approval, those employees who pass and maintain the St. John’s First Aid Certificate or its equivalent shall be compensated for the cost of the instruction plus one-hundred dollars ($100.00) per year. For the purposes of this Article the year shall be computed from the date of successful completion of the course.
44.1
Employees are eligible to enroll in the following Group benefits through the Company Group Benefit Plan, in accordance with plan and enrollment criteria:
Medical, Dental, Vision, Life Insurance, Disability Insurance, Pension Plan and Alberta Health Care.
Temporary employees as defined by Article 4.5 are not eligible to enroll in the aforementioned group benefits and savings plans.
44.2
Intentionally left blank
45 – Annual Wage Increases
|
2024 |
2025 |
2026 |
|
1.5% |
2.0% |
2.5% |
Group adjustments:
· General Operators (5) from Group 3 to Group 5
· Production Assistants (4) from Group 3 to Group 5
· Eng Camera/Editors (3) Group 3 to Group 6
· Production Automation Technician: (1) from Group 3 to Group 7
· Multi Media Journalist and Multi Media Journalist/Anchor (14) from Group 4 to Group 6
· Additional step to Group 5 of 2%
· Sr. Reporter Anchor (1) from Group 4 to Group 9
· Production Automation Technician (1) from Group 5 to Group 7
· Sr. Technical Coordinator (1) from Group 5 to Group 7 and (1) from Group 3 to Group 7
Introduce Group 7 Production Automation Technician (PAT)
The Production Automation Technician (PAT) will encompass the role and responsibilities of the PAA and PAD. The employees in this category will normally be scheduled to direct a show per day on a regular basis, and perform various duties for other shows. Going forward, there will be no new hires in the PAD category and rather will be assigned to a Production Automation Technician (PAT) role. Employees who are in other categories who perform the duties of a PAD from time-to-time, such as during vacation periods or staff illnesses, will remain in their existing category and remain eligible for upgrading when such duties are performed. Notwithstanding the above, the Company agrees to maintain all active PADs in the wage group 10.
Table of Contents
General Clerk, Traffic Clerk, News Assistant/Editorial Assistant, Switchboard/ Receptionist
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 1,674 | 1,707 | 1,741 |
| Year 1 | 1,720 | 1,755 | 1,790 |
| Year 2 | 1,774 | 1,810 | 1,846 |
| Year 3 | 1,829 | 1,866 | 1,903 |
| Year 4 | 1,882 | 1,919 | 1,958 |
| Year 5 | 1,941 | 1,979 | 2,019 |
| Year 6 | 2,000 | 2,040 | 2,080 |
| Year 7 | 2,054 | 2,095 | 2,137 |
| Year 8 | 2,118 | 2,161 | 2,204 |
| Top | 2,161 | 2,204 | 2,248 |
Group 1a
Lethbridge Multi Skilled Journalist
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 1,790 | 1,825 | 1,862 |
| Year 1 | 1,843 | 1,880 | 1,918 |
| Year 2 | 1,899 | 1,937 | 1,975 |
| Year 3 | 1,956 | 1,995 | 2,035 |
| Year 4 | 2,014 | 2,055 | 2,096 |
| Year 5 | 2,115 | 2,157 | 2,200 |
| Top | 2,221 | 2,265 | 2,310 |
Senior General Clerk, Senior Traffic Clerk, Sales Assistant, Senior News Assistant/Editorial Assistant, General Services Supervisor, General Maintenance
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,095 | 2,137 | 2,180 |
| Year 1 | 2,155 | 2,198 | 2,242 |
| Year 2 | 2,221 | 2,265 | 2,311 |
| Year 3 | 2,288 | 2,334 | 2,380 |
| Year 4 | 2,354 | 2,401 | 2,449 |
| Year 5 | 2,425 | 2,473 | 2,523 |
| Year 6 | 2,498 | 2,548 | 2,599 |
| Top | 2,550 | 2,601 | 2,653 |
| Sup | 2,676 | 2,729 | 2,784 |
ENG Editor, ENG Camera/Editor, Audio Operator, Graphic Artist, Writer/Producer, Scheduling Clerk
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,137 | 2,179 | 2,223 |
| Year 1 | 2,202 | 2,246 | 2,290 |
| Year 2 | 2,268 | 2,313 | 2,359 |
| Year 3 | 2,337 | 2,383 | 2,431 |
| Year 4 | 2,405 | 2,453 | 2,502 |
| Year 5 | 2,477 | 2,526 | 2,577 |
| Year 6 | 2,553 | 2,604 | 2,656 |
| Year 7 | 2,627 | 2,679 | 2,733 |
| Year 8 | 2,706 | 2,760 | 2,815 |
| Top | 2,760 | 2,815 | 2,871 |
Reporter/Anchor, Reporter/Producer, Digital Producer, Traffic Supervisor, Assistant Assignment Editor/Producer
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,298 | 2,344 | 2,391 |
| Year 1 | 2,366 | 2,413 | 2,462 |
| Year 2 | 2,440 | 2,489 | 2,539 |
| Year 3 | 2,509 | 2,559 | 2,610 |
| Year 4 | 2,588 | 2,640 | 2,693 |
| Year 5 | 2,664 | 2,718 | 2,772 |
| Year 6 | 2,744 | 2,798 | 2,854 |
| Top | 2,799 | 2,855 | 2,912 |
General Operator, Production Assistant
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,301 | 2,347 | 2,394 |
| Year 1 | 2,369 | 2,416 | 2,465 |
| Year 2 | 2,442 | 2,491 | 2,541 |
| Year 3 | 2,512 | 2,562 | 2,614 |
| Year 4 | 2,590 | 2,642 | 2,695 |
| Year 5 | 2,667 | 2,721 | 2,775 |
| Year 6 | 2,748 | 2,803 | 2,859 |
| Year 7 | 2,801 | 2,857 | 2,915 |
| Top | 2,857 | 2,915 | 2,973 |
Senior ENG Editor, Senior ENG Camera/Editor, Senior Audio Operator, Senior General Operator, Senior Graphic Artist, Senior Writer/Producer, Promotion Coordinator, Senior Production Assistant, ENG Supervisor, Art Director, Assignment Editor, Digital Journalist, Multi Media Journalist, Multi Media Journalist/Anchor
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,752 | 2,807 | 2,863 |
| Year 1 | 2,836 | 2,893 | 2,950 |
| Year 2 | 2,922 | 2,981 | 3,040 |
| Year 3 | 3,006 | 3,067 | 3,128 |
| Year 4 | 3,099 | 3,161 | 3,224 |
| Year 5 | 3,192 | 3,256 | 3,321 |
| Year 6 | 3,288 | 3,353 | 3,420 |
| Top | 3,355 | 3,422 | 3,490 |
| Supervisor | 3,687 | 3,761 | 3,836 |
Senior Technician, Senior Technical Coordinator, Production Editor, Supervisor-Transmission Services, Technical Maintenance Supervisor, Senior Production Automation Assistant, Senior Production Automation Coordinator, Creative Multi-Media Producer
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,814 | 2,870 | 2,927 |
| Year 1 | 2,899 | 2,957 | 3,016 |
| Year 2 | 2,984 | 3,044 | 3,105 |
| Year 3 | 3,074 | 3,136 | 3,199 |
| Year 4 | 3,168 | 3,231 | 3,296 |
| Year 5 | 3,264 | 3,330 | 3,396 |
| Year 6 | 3,359 | 3,426 | 3,494 |
| Year 7 | 3,461 | 3,530 | 3,601 |
| Top | 3,531 | 3,602 | 3,674 |
| Sup | 3,631 | 3,703 | 3,777 |
Senior Western Broadcast Centre Master Control, Senior Western Broadcast Centre VTR, Operations Supervisor
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,733 | 2,788 | 2,844 |
| Year 1 | 2,814 | 2,870 | 2,927 |
| Year 2 | 2,899 | 2,957 | 3,016 |
| Year 3 | 2,985 | 3,045 | 3,106 |
| Year 4 | 3,074 | 3,136 | 3,199 |
| Year 5 | 3,168 | 3,231 | 3,296 |
| Year 6 | 3,264 | 3,330 | 3,396 |
| Year 7 | 3,360 | 3,427 | 3,495 |
| Year 8 | 3,461 | 3,530 | 3,601 |
| Top | 3,530 | 3,601 | 3,673 |
| Sup | 3,873 | 3,951 | 4,030 |
Senior Reporter/Anchor, Senior Reporter/Producer, Senior Sports Reporter/Anchor, News Producer, Senior Multi Media Journalist, Regional News Producer, Sports Director, Senior Producer/Editor, Senior Assistant Assignment Editor, Senior Multi Media Journalist/Anchor
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 2,836 | 2,893 | 2,950 |
| Year 1 | 2,922 | 2,981 | 3,040 |
| Year 2 | 3,006 | 3,067 | 3,128 |
| Year 3 | 3,097 | 3,159 | 3,222 |
| Year 4 | 3,191 | 3,255 | 3,320 |
| Year 5 | 3,285 | 3,350 | 3,417 |
| Year 6 | 3,386 | 3,454 | 3,523 |
| Year 7 | 3,484 | 3,554 | 3,625 |
| Year 8 | 3,593 | 3,665 | 3,738 |
| Top | 3,665 | 3,738 | 3,813 |
| Sup | 3,849 | 3,926 | 4,004 |
Senior Assignment Editor, News Supervisor, Technical Director-Engineering, Producer/Director, Senior News Producer, Production Automation Director, Senior Web Producer, Supervisor Online News
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 3,265 | 3,331 | 3,397 |
| Year 1 | 3,361 | 3,428 | 3,496 |
| Year 2 | 3,462 | 3,531 | 3,602 |
| Year 3 | 3,567 | 3,638 | 3,711 |
| Year 4 | 3,672 | 3,746 | 3,821 |
| Year 5 | 3,783 | 3,859 | 3,936 |
| Year 6 | 3,898 | 3,976 | 4,055 |
| Year 7 | 4,013 | 4,094 | 4,175 |
| Top | 4,135 | 4,218 | 4,302 |
| Supervisor | 4,258 | 4,343 | 4,430 |
Anchor
| Jan 1/24 | Jan 1/25 | Jan 1/26 | |
|---|---|---|---|
| Start | 3,799 | 3,875 | 3,953 |
| Year 1 | 3,910 | 3,988 | 4,068 |
| Year 2 | 4,025 | 4,106 | 4,188 |
| Year 3 | 4,148 | 4,231 | 4,316 |
| Top | 4,232 | 4,316 | 4,402 |
Accordingly, the employees will get an additional step increase (from Start to Year 1) retroactively to January 1st, 2024.
Retro Pay: The company agrees to pay employees who are on the payroll on the date of ratification, retro pay for all hours worked in 2024 – including overtime. Employees on leave on the date of ratification would receive retroactive payment for any active period of employment between January 1st, 2024 and the date of ratification.
45.2
Employees shall be paid according to the wage schedule of the classification to which they are assigned, with credit for years of service within the classification and any credit for industry experience recognized by the Company at the time of hiring. It is understood that recognition of industry experience, the granting of over scale increases in salary, and the provisions of any benefit (in addition to those benefits provided under this Agreement) to an employee are matters for the sole discretion of the Employer.
45.3
Subject to Article 45.4 hereof, progression up the salary schedule within each classification shall automatically occur where the employee’s performance has been satisfactory and shall occur on the first (1st) day of the month following the employee’s anniversary date within the classification to which they are assigned. An employee who has been denied a salary progression increase because of unsatisfactory performance may file a grievance pursuant to Article 9 of this Agreement.
45.3.1
Notwithstanding Article 45.3, an employee’s progression up the scale shall occur automatically unless, no later than two (2) months prior to their anniversary date, the employee has been advised as to the reasons why their performance is unsatisfactory.
45.4
The right to re-classify an employee to a senior classification continues to be at the discretion of the Company.
45.5
Employees shall complete their time sheets at such times as prescribed from time to time by the Company.
45.6
Where there has been no mutual agreement that the employee is to be granted Compensatory Leave in accordance with the provisions of Article 36 of this Agreement, payment for overtime worked shall be made on the pay after the time sheet has been approved and processed.
45.7
A breakdown of overtime hours shall be shown on pay stubs.
45.8
An employee’s hourly rate of basic pay shall be calculated as follows:
45.9
The following classifications shall be paid at a minimum of the Supervisory Level as outlined in the Salary Schedules as set out in Article 45.1 of this Agreement:
Traffic Supervisor, Publicity and Promotion Supervisor, ENG Supervisor, Art Director, Supervisor-Transmission Systems, Operations Supervisor, Sports Director, General Services Supervisor, News Supervisor, Supervisor Online News.
46.1
This Agreement shall commence on the 1st day of January 2024 and remain in force until the 31st day of December 2026 and shall be renewed automatically from year to year thereafter, unless either party notifies the other by registered mail, not more than one hundred twenty (120) calendar days and not less than thirty (30) calendar days prior to the date of expiry or anniversary of such date, of its intention to modify this Agreement. In the event such notice is given, this Agreement shall continue in full force until a new Agreement is concluded or until the requirements of the Canada Labour Code relating to strike or lockout have been met, whichever occurs first.
47.1
The Company agrees to compensate full time Anchors, Reporters (including Sports) and Multi Media Journalists regularly assigned to appear on camera for expenses related to clothing acceptable to the Company. Upon receipt, the Company shall pay such employees a clothing allowance of one thousand dollars ($1,000.00) per calendar year (January 1st to December 31st) prorated for each quarter of the year worked, including partial quarters worked (effective January 1, 2024). Proration of the clothing allowance will not be applied to involuntary departures from the Company. There will be no carry over of any unused clothing allowance into the next year. In the case of probationary employees, payment of the clothing allowance shall be withheld until successful completion of the probationary period. The Company shall have the option of directing employees to a preferred clothing supplier. Clothing allowance is deemed to be a taxable benefit and as such income tax will be deducted at source at the time of reimbursement.
2024-03-12: The Company made validation to ensure all clothing allowance would be allocated on a calendar year basis (January 1st to December 31st) for all employees in scope going forward.
47.1.1
Notwithstanding the provisions of Article 47.1, the Company may, at its discretion, provide clothing of equal or greater value to an employee under an arrangement with an advertiser. In such case, the clothing allowance payment shall not apply.
47.2
It is recognized and agreed that the Company has the discretion to continue to pay certain employees’ expenses in excess of the amounts set out in Article 47.1 above. It is agreed that there shall be no reduction in such additional payments as a result of implementation of this Agreement, as long as the employee maintains their current assignment.
47.3
Effective January 1, 2019, full-time and regular part-time employees classified as ENG Camera/Editor, General Maintenance and Broadcast Technicians will be reimbursed to an annual maximum of three hundred and fifty dollars ($350.00) for purchase of appropriate work related clothing. Reimbursement is subject to submission of verifiable receipts.
47.4
In order to receive reimbursement, a request for reimbursement of all approved out of pocket expenses incurred in the regular course of duty, as well as all clothing allowance expenses, will be submitted to the Company for approval and then entered by the Employee for payment within ninety (90) days of the date of purchase.
48.1
The Union recognizes the Company’s right to transfer or assign any work or functions performed by bargaining unit employees to other operations or facilities owned by, or associated with CTV Television Inc. Where such transfer or assignment of work or functions will result in bargaining unit jobs being abolished, the following shall apply:
48.2
A full-time employee who is willing to accept voluntary severance shall within ten (10) calendar days make their intentions known, in writing, to the Company, with a copy to the Union. The Company will consider and determine which, if any, voluntary severance offers will be exercised. Voluntary severance pay will be based on three (3) weeks regular pay for each full year of continuous service to a maximum of sixty three (63) weeks. Article (2) above shall not apply in this circumstance.
48.3
In the event that at any time within four (4) months following the issuance of notice as per this Article (transfer of work), the Company determines it will implement further layoffs as a result of transfer or assignment of work or functions, any employee who accepted voluntary severance under the provisions of this Article, shall be entitled to an additional four (4) months pay. This provision shall only apply to those employees who were assigned to the classification originally affected by the transfer of work or functions.
Notwithstanding the provisions of Article 22.3 of the Collective Agreement, the undersigned Parties agree that the right to dismiss News Anchors as set out in Article 22.3 shall not apply to any employees at the Company’s Edmonton location who were classified as News Anchor as of April 16, 2002.
Nothing contained herein shall restrict the Company’s right to dismiss News Anchors hired or promoted into the classification at the Edmonton location following April 16, 2002.
The Company agrees it shall provide a copy of this Letter of Understanding and Article 22.3 to any employee hired or promoted into the News Anchor classification subsequent to the April 16, 2002.
The Parties recognize that certain employees in the Anchor and Reporter/Anchor job classifications may be featured in promotional material of the Company. It is agreed that the Company may negotiate individual Talent Agreements with such employees, subject to the following conditions:
1. All terms and conditions of the Collective Agreement shall continue to apply to such employees. Talent Agreements shall not alter, amend or contradict any provision of the Collective Agreement.
2. An employee who is party to a Talent Agreement shall be paid not less than ten percent (10%) above the top rate of their salary group.
3. Any non-competitive or restrictive covenant contained in a Talent Agreement shall be at the sole discretion of the Company.
The Parties to the Collective Agreement recognize the need to encourage employees to upgrade and enhance their basic skills in order to meet the challenges presented by changes in the broadcasting industry and the potential for their jobs to become redundant.
Having regard for the foregoing, the Company agrees it shall make a reasonable effort to assign full time employees to fill part-time/temporary vacancies (that need to be filled) as such occasions arise, subject to the following:
1. Where it is known at least five (5) working days in advance that a temporary vacancy will be filled, the Company shall notify all interested employees as far in advance as is reasonably possible of such vacancy. It is further agreed that the Company shall attempt, where possible, to transfer interested employees to temporary positions of which the Company has less than five (5) working days advance notice.
2. To be eligible for transfer to a temporary position, an employee must:
3. Where an employee has been deemed to be incapable of performing the temporary job in question and in the opinion of the Company, there is a reasonable expectation that they will become capable with appropriate training, the Company shall make a reasonable effort to provide such training to assist the employee in meeting the job requirements when future temporary opportunities arise. Such training may be provided during the employee’s non-working hours or during idle periods of a working shift.
4. Where more than one employee requests a transfer to the same temporary position, the Company shall transfer the most senior applicant, provided such applicant meets all other criteria contained herein.
It is agreed that the Parties will encourage employees to initiate additional job training during non-working hours, to enroll in off the job training programs that may be available and to discuss their career goals with their Department managers. The Company agrees to provide reasonable financial assistance to employees who obtain prior approval, for the cost of course fees and/or materials.
The Union agrees to consider, on an individual basis, the provision of waivers regarding hours of work and scheduling provisions of the Collective Agreement, where such waivers will encourage on the job or own time training at no additional cost to the Company and further provided that the individual affected is in Agreement.
It is agreed that the Parties’ representatives shall meet as required during the term of the Collective Agreement to assess the implementation of the provisions of this Letter, to review changing industry conditions and to discuss the impact those changing conditions may have on the Company and its employees. Either party may terminate this letter of understanding upon provision of one month’s notice to the other party or this letter of understanding shall not be subject to the grievance and arbitration procedure.
It is agreed and understood that assignments to the Anchor Classification (Group 11) will continue to be made exclusively and solely by the Company.
The Company and the Union acknowledge that new plains of broadcasting, social media and other news related technologies and platforms exist and are ever evolving.
Based on this understanding, the Company and the Union agree to periodically review the impact and demand on the employees of these new approaches.
All assigned work required to be completed on social media or other platforms shall be considered work hours and subject to the Collective Agreement.
The Company in no way shall pressure employees to perform these tasks outside of work hours. Individuals shall be allowed to volunteer their time to update these platforms. Volunteered time will not be considered included in calculating the thirty two (32) hour maximum averaging outlined in Article 4.3 for part-timers.
Members of the UNIFOR Local 899 may contribute one cent (.01) per hour to the UNIFOR Humanity Fund.
These contributions will be based on regular hours worked by full-time and part-time Union members of the UNIFOR Local 899.
These contributions shall be submitted to the Executive Secretary of the UNIFOR Humanity Fund on a timely basis.
An employee who wishes to contribute to the UNIFOR Humanity Fund may indicate this in writing to the President of UNIFOR Local 899.
This Letter of Understanding and its described agreement shall continue for the duration of this Collective Agreement which has an expiry date of December 31st 2023, and shall be contingent on the Unifor Humanity Fund remaining a registered charitable organization.
The Company agrees to provide a Special Retirement Allowance (SRA) to eligible employees as proposed and provided by the Company. The SRA will accrue for every year of future service following January 1, 2013 (including for those employees on disability) and is payable upon the employee’s retirement from Bell Media, pre-retirement death, or involuntary termination, which includes layoff.
The Company confirms that it will secure the SRA through a Retirement Compensation Agreement (RCA) as defined under the Income Tax Act. Therefore the Company will fund the SRA on an annual basis through a RCA via a separate trust
Every video recording produced or reproduced by the Company for external distribution shall bear the seal of the Union on the tape container.
The parties hereby agree to the establishment of job sharing arrangements involving bargaining unit employees, subject to the following:
1. Job sharing shall be defined as an arrangement whereby two employees are allowed to split one full-time job.
2. Where two (2) employees (normally in the same job classification) wish to enter into a job sharing arrangement and provided the Company has determined that both employees possess the occupational qualification, skills and abilities to perform a full-time job, the Company may establish such a job sharing arrangement.
3. The decision to approve or deny a job share request is at the sole discretion of the Company and is not subject to the grievance or arbitration procedure. Such decision shall be made in a manner that is bona fide, non-arbitrary and non-discriminatory.
4. It is agreed that the establishment of a job sharing arrangement shall not result in the elimination of a full-time job, result in the layoff of any employee, be used to avoid replacing a full-time employee, or affect the long term scope of the bargaining unit.
5. A full-time employee may make a request in writing to their department manager for a job sharing arrangement indicating in detail, the reason for the request, including the hours and days of the week the employee wishes to work. A copy of such application shall be forwarded to the Senior Consultant, Human Resources and the Union.
6. The Company shall post the part-time job sharing opportunity for a minimum of five (5) working days. However, where two employees request a job share, there shall be no posting requirement.
7. Only one of the employees participating in the job sharing arrangement shall be a full-time employee prior to commencement of the arrangement.
8. Employees participating in a job sharing arrangement shall be covered by the provision of the current Collective Agreement, except herein provided:
(a) A full-time employee who participates in a job sharing arrangement shall retain his or her status as full-time under the Agreement.
(b) Seniority for the full-time employee will continue to accrue during the job share on a pro-rated basis.
(c) Vacation credits for the full-time employee shall be pro-rated to the number of hours worked.
(d) General holidays shall be in accordance with the provisions of the Collective Agreement applicable to part-time employees, as described in Article 4.26.
(e) intentionally left blank.
(f) Such employees shall be paid on an hourly basis of the group and salary level to which the employee is assigned.
(g) The provisions of Article 27, 28 and 31 of the Collective Agreement which provide a premium when the Company fails to give advance notice of overtime or shift changes shall not apply.
(h) Overtime provisions for both participants shall be governed by Article 4 of this Agreement.
(i) Sick leave for both participants will be in accordance with Article 37.
(j) The participating full-time employee’s salary advancement will occur in accordance with Article 4.13.
Sub-paragraph (i) will be applicable to all new job share arrangements entered into after January 19th, 2010.
Sub-paragraph (j) will be applicable to all participants in a job share arrangement, both existing and those entered into going forward.
Both parties agree that for job share arrangements in effect at January 1st, 2010, sub-paragraph (j) will be applied after the full-time employee’s anniversary date immediately following January 1st, 2010.
9. The Company or any participant in a job sharing arrangement may terminate such arrangement by providing as much advance notice as possible, but in no event less than two (2) weeks advance written notice.
10. Upon termination of a job sharing arrangement, the full-time participant shall be entitled to remain in the full-time position.
11. This Letter of Understanding may be terminated by either Party, upon provision of one month’s notice in writing to the other Party.
12. When a part-time participant in a job share is unavailable to fill a shift, other qualified part-time/casual employees shall be contacted first to fill the shift. Only when other qualified employees are unavailable, shall the full-time member of job share be obligated to fill the shift.
13. When a full-time employee in a job share is on vacation, the employee cannot be obligated to fill vacant shifts if the part-time employee is unavailable.
“Working Days” shall refer to weekdays (Monday to Friday) excluding Company recognized holidays.
“Calendar Days” shall refer to Sunday to Saturday, including Company recognized holidays.
“Days Worked” shall refer to actual days worked by an employee and are not specific to any days of the week.
The Company agrees to recognize that sometimes employees face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree when there is adequate verification from a recognized professional (i.e. medical doctor, registered counsellor) an employee who is in an abusive or violent situation will not be subject to discipline if work performance or absence can be linked to the abusive or violent situation.
Currently, the Bell Benefits Plan does not contain provisions for sharing the cost of Alberta Health Care Premiums. In the event that a flat provincial health care premium, similar to the premiums eliminated January 1, 2009 is re-introduced, the Company agrees to a 50/50 co-share arrangement with the Union for bargaining unit employees, excluding those defined by Article 4.5.
It is the responsibility of the Employer to provide the appropriate certification and training of employees operating airborne drone equipment. In the event of a third party legal action against an employee in the bargaining unit pertaining to the operation of airborne drone equipment, the Employer shall assume all liability for damages awarded by a civil court of law for an employee in the bargaining unit that is authorized to operate drone equipment during the course of a business day, provided that the Employee was operating the equipment in a lawful and good faith manner and in compliance with the mandated restrictions. In the event that an Employee is convicted of a criminal offence, the Employer shall not assume any liability.
