HomeMy WebLinkAboutBRU 93 021 execution social con
THE CORPORATION OF THE TONNSHIP OF BRUCE
BY-LAW NO. 93-21
BEING A BY-LA W to authori ze the execution of a social contract
agreement between the Corporation of the Township of Bruce and the
employees of the Corporation of the Township of Bruce.
WHEREAS the Social Contract Act requires a local plan to be adopted
and posted by August 1, 1993.
AND WHEREAS a Memorandum of Understanding was signed between the
Government of Ontario and Those Associations, Unions and Employers
who executed the Memorandum.
AND WHEREAS the Corporation of the Township of Bruce and its
employees are desirous to enter into a non-bargaining unit plan in
compliance with the Memorandum of Understanding to avoid the "Fail
Safe" provisions contained in Part VII of the Social Contract Act.
NOW THEREFORE, the Council of the Corporation of the Township of
Bruce enacts as follows:
1. That Schedule 'A' attached hereto and forming part of this by-
law is hereby approved and adopted as a local plan under the
social Contract Act for the Corporation of the Township of
Bruce and its employees.
By-law introduced and read a First time this THIRTIETH day of JULY,
1993.
By-law read a Second time this THIRTIETH day of JULY 1993.
By-law read a Third time and finally passed, signed, sealed, and
numbered 93-21 this THIRTIETH day of JULY, 1993.
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SEAL-
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. Schedule 'A' to By-!III 93-21
SOCIAL CONTRACT LOCAL PLAN
THE CORPORATION OF THE TOWNSHIP OF BRUCE
FOR THE
EMPLOYEES OF THE TOWNSHIP OF BRUCE
Dated at UBdenrood, Oøtario, this 30th day of July, 1993.
-ïfl2
Ron Andrews, Reeve ¿ ~
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MUNICIPAL EMPLOYEES
Bob Wanm
R. Trelfonl
L. VaøWyck
A.Bemdt
N. Ribey
D. Søycb
ORIGINAL SIGNED
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1. ~
This plan sball apply to all employees of the Township of Bruce, save and except those
employees who earn less than $30,000 per annum.
2. Pm:pose ..ad Objective
The primary purpose and objective of the parties is to preserve existing public sector
jobs and service levels within the TOWDSbip of Bruce to the greatest extent possible,
while 1'ell1i7.illg the IargdOO savings.
The Township of Bruce's e,cti....-t target reductions are $10,072.00 for 1993;
$13,429.00 for 1994; $13,429.00 for 1995; and $3,357.00 for 1996.
3. Definitions
3.01 The RntP'Qyer
The Corporation of the Township of Bruce sball be COIISiden:d "the Employer", and sball
be referred ro in this Local PIaB as either "the Employer" or as "the Township", as
cirw~ determine.
3.02 R",qyee
This Plan applies ro the employees of the Corporation of the TowDSbip of Bruce, who are
not tt;pf~"'ftted by a bargainiDg agent, hereinafter referred to as "the employee" .
3.03 Social Coøtract Act. 1993 fRill 43) "The Act"
Where reference is made in this Local PlaB ro the "Act", it is understood that the Act
refers to the Social CnnInd Act. 1993 unless otherwise specifted.
4. ~1 Pnt1l1Cahd: ^~t
This Plan ÍBCorþuIiIteS the ,.,cro.aI üamework agreemeøt for the DJUDicipaI sector and the
plaB will adopt dtose respoosibiIitie which have mandatory applicatioo at the local
level.
5. ~1aFI!C and A.h::a.~.i1iV
An atmosphere of mutual trust, openness and accountability is crucial ro the success of
this Local Plan.
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The Corporation of the Township of Bruce and its employees will cooperate in
implementing local measures on openness and accountability.
6. Restructurin~ R...IriIli11f and 1l...tqMy_
This Plan meets the requirements of the Act, giving parties access to the benefits of the
Public Sector Job Security F1U1d. The Corporation of tile Township of Bruce and its
employees agree to abide by the conditions of the fund as established
througll the Act and its regulations.
7. Finsmr.ist1 A~I".1..~..d:\o
The Corporation of the Township of Bruce and its employees commit to achieving
targeted savings in accordaDce with the principles and measures prescribed in the sectoral
agreement. Determined savings will be applied annually against tile social contract
target and shall be credited to tile employees who have been subject ro financial
ad~.
7.01 Employees earning UDder $30,000 per year will not be affected by this PlaB.
7.02 No cost of living increasc:s will be given during the duration of this PlaB.
7.03 Implementation of additional COd1p"'A....ion savings include:
i) reduction in paid O'Cltime hours, in additiœ ro flexible work: arrangements ro
help reduce paid overtime hours.
ü) __replacement of one vacant position.
ill) any unforseeø savings in compensation payments can be applied to reduce our
target.
7.04 The cost of benefit programs may be reviewed to provide for tile greatest cost efficiency
in the delivery of employee b.-.fit:..
7.05 Other additiooaI savings _~ may be introduced such as stteamlinittg purclJasing,
and reduction in use or supplies. (e.g. decrease the ItIJDmt of photocopied distribution
to CouDcil and staff.)
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7.06 Elements of this Plan may be ameoded, recoguizing changing conditions or unforeseen
circumstances, given that the IDUDicipality's social contract target is estimated based on
a tOrmula which may require an annual adjtJStment in the amount of necessary financial
savings.
8. I~mP.,ùAtinn
8.01 This Plan and its provisions will be in effect commencing April 1, 1993 and will expire
on March 31, 1996.
8.02 The PlaB will be posted in local workplaces. A file copy will be made available upon
request for the purpose of compliance and enforcement.
8.03 In accordance with Bill 48 - The Social Coøtract Act, Part VI, Section 17, Subsection (2),
PART VI- Noø-BargainiBg Unit PlaBs, is attacbed hereto. The Social Contract
MUDicipaI Sector Plan is also attacbed hereto.
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ESTIJIATBD SOCIAL CONTRACT TARGET
FOR
THE CORPORATION OF THE TOIßfSHIP OF BRUCE
1993
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1996
ElÏlination of one position for five
IOntllS of 1993, and entirety of
subsequent years. 5,500 13 ,200 13,200 13 ,200
25\ Rednction in paid overtiE hours
for 1993. 4,300
strewining of purchasing and
reduction in photocopying. ~ ~ ~ ~
~otal Savings $10,050 $13 ,450 $13,450 $13,450
!m¡et Rednction Projection
$10,072 $13,429 $13,429 $ 3,357
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DIVISION OF
MUNICIPAL SECTOR
In accordance witb subsection 3(6) of the SocIal ContmctAc;t. 1993. the Munidpal sector
Is divided Into three subsectors as follows. and the parties forthe negotiations In the sector
are named as follows:
1. The Municipal Utlltties Subsector. and the parties for negotlå.tions In the
subsector shaD be the munidpal electric utilities and the bargaining agents
representing employees at each of these munidpal electric utlltties
2. The Municipal Police Subsector. and the parties for negotiat1ons In the
subsector shaD be the police services boards and the bargaining agents
replescatlng employees at each of these police services boards
3. The Municipal Subsector. and the partIeø for the negotiations In the
subsector shaD be the municipal corporations and the bargain1ng agents
n.prcsmtlng the employees at each of these municipal corporations
And In accordance with subsecUon 3(7) these subsectors are sectors for the purposes of
the Act.
Dated this '¡ \ day of July. 1993
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DESIGNATION
OF
SECTORAL FRAMEWORK
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In accordance with sect!on 11 of the SoctcIl Contmct Act. 1993. the attached agreement Is
destgnated a øectoraJ framework for the Municipal Subsector subject to the condition that
any' recommendation for or pl0ces8 established to recommend amendment to legislation
Is subject to the applo.AI of the Government and. where appUcable. the 1,egi$Ùllture.
Dated this ~ I day of July. 1993
MEMORANDUM OF UNDERSTANDING
BETWEEN:
THE GOVERNMENT OF ONTARIO
AND
THOSE ASSOCIATIONS, UNIONS AND EMPLOYERS
WHO EXECUTE THIS MEMORANDUM
The puties hereby recommead 10 the Minister, that the attached memorandum for a
mUDic:ipal sector plaB be desi¡nated as the JeCIOjal fiamework under the ~.I Contract
Aœ.
'Ibis memorandum must be execuled by all the parties hereto but may be execuled in
several counterparts each of which so execuled shall be deemed 10 be an original, and
such counterpl11S together shall constitute the one and the same memorandum.
It is understood that, exclusive of the community services sector and health sector
frameworks and the utilities subsector framework. this agreement will prevail where a
conflict arises between any other sector or subsector agreement that diæctly affects
employees within the municipal sector.
DATED AT W"hoPInn
TInS 19th DAY OF July
, 1993.
GOVERNMENT OF ONTARIO
Kevin Wilson
Malcolm Smeaton
Susanna Zagar
MUNICIPAL EMPLOYERS
W.Michae1Fenn
Gerry Thompson
W. M. Carson
John Fleming
Dana Howe
Wanda Liczyk
W. A. Rice
Bettyanne Bray
Michael Garrett
John Johnston
MUNICIPAL BARGAINING AGENTS
Ken Foster, ATU
ORIGINAL SIGNED
MEMORANDUM OF UNDERSTANDING
ON THE SOCIAL CONTRACT MUNICIPAL SECTOR PLAN
1. DESCRIPTION OF SECTOR
The municipal sector is unique. Municipal councils and most utility commissions
are directly elected by the public and accountable to all of their constituents. ~~.
Currently, there are 830 municipalities in the province. Of these, 791 are lower-
tier, organized at the city, toWn. township or village level, and 39 are upper-tier
municipalities, organized at the regional or county level.
There are more than 110,000 full-time municipal employees in Ontario, of whom
roughly 80% are unionized. Employees in this sector include among others,
police and firefighters, transit, library, utility, general administration, public
works, social services, parks, n:c:n:ation and conservation authority workers.
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Municipalities are generally considered the employer for the purposes of
collective bargaining. However, police services boards, transit commissions,
conservation authorities and library boards, function as employers, even though
funding is provided by the municipalities. Municipal electric and public utility
commissions also function as employers but receive no funding from
municipalities .
2. PURPOSE AND OBJECTIVES
The primary objective of the parties is to Plese! ve existing public sector jobs and
service levels within the municipal sector to the greatest exteitt possible, while
realizing the targeted savings. In so doing, the parties agree to adhere to the
principles described in this Municipal Sector Plan.
2.1 Fiscal Targets for the Municipal Sector
Absent sectoral and local agreements, the municipal sector target will be $275
million, of which $23.2 million will come from municipal electric utilities,
$350,000 from conservation authorities, $650,000 from the Ontario Municipal
Employees Retirement System (OMERS) and $250.8 million from municipalities.
Water utilities, will not be considered separately but rather will convey any
savings achieved via the social contract directly to the municipality (s) whose
residents they serve.
The savings from OMERS will be paid directly to the Province. The savings from
the conservation authorities will be accessed through reduced grants from the
Province to conservation authorities.
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The municipalities' portion will be taken from unconditional grants and will be
distributed on the basis of compensation net of that for public health, ambulance
and assistance to the aged (largely homes for the aged) as reported in Schedules
4 and 12 in the 1991 Financial information Return (FIR). Adjustments have been
made to attribute the compensation of employees of joint welfare boards to all
contributors. In the case of other joint boards, the compensation is attributed to
the major contributor as reported in the FIR. It is expected that individual
con~butors to such joint boards will absorb their share of unconditional grant
cuts associated with compensation of employees of the joint boards by
compensating the major contributor accordingly.
If there is a sectoral agreement and before August 1, 1993, local agreements, the
municipal sector target will be $218 million. Of this $18 million will come from
the municipal electric utilities, $280,000 from the conservation authorities,
$520,000 from OMERS and not more than $199.2 million from municipalities.
The municipal sector's fiscal year runs from January to December, and the grant
from which savings will be captured are flowed in the April to December period.
In the absence of special consideration, the municipal sector's savings would have
to be achieved over a shorter period than those of other sectors. Accordingly, for
1993-94, there will be a one quarter deferral of the municipal sector's target
This deferred amount will be recovered in April 1996.
Exclusive of the municipal electric utilities, should the Minister divide the
municipal sector per Section 3(6), 3(7), of the Social Contract Act; then the
Government will calculate the financial target for the new sector created on the
basis of total compensation adjusted for actual UCO compensation.
2.2 Homes for the Aged, Home Care, Public Health and Ambulance Services
The Government has determined that compensation savings to be achieved
from municipal employees in Homes for the Aged, Home Care, Public
Health and Ambulance Services are to be dealt with at the Health Sector
Table. The mechanism for transfer reductions from these employees will
be wholly from conditional transfers.
2.3 . Each municipality is to determine the distribution of its share of the sector
target, across all operations, in accordance with the provisions of the Ag.
2.4 Where municipal Social Contract compensation savings, which are to be
applied toward the municipality's Social Contract target, result in
automatic savings to the Province's share of cost shared programs, the
Province will maintain its funding levels despite the reduced compensation
costs of the program. Any resulting changes in the cost sharing ratios
shall be limited to the period of this agreement. 'This section does not
apply to any other reduction in financial support to cost shared programs
by the municipality or Provincial program changes.
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Prior to March 31, 1996, the Government Parties will meet to discuss any
transitional issues affecting cost-shared programs, and without limiting the
generality of the foregoing, with particular reference to the present reform
proposal for the social assistance system. The first meetiIig will take place
prior to September 30, 1993.
2.5 The sector target and the initial distribution of this target among
employers assumes that 14% of compensation is paid to those employees
below the Low-Income Cut-Off (LICO).
Based on the information provided by individual municipalities in each
calendar year of the Social Contract, the Ministry will determine, by
municipality, the actualleve1 ofUCO. In 1993, such information will be
used to make retroactive adjustments to the targets for each municipality.
In subsequent years, the targets and the allocation' formula will be based
on information provided by individual municipalities.
The targets for municipalities shall be allocated on the basis of total
compensation, adjusted for actual UCO.
2.6 For the purpose of this plan and subject to Part IV, S. 11 (4) of the Act,
the provisions of Part IV, S. 11 (3)(3), the definition of an "adverse
effect" is limited to salaries.
2.7 For the purpose of this plan and subject to Part IV, S. 11 (4) of the Act,
the provisions of Part IV, S. 11 (3)(3) do not apply where a bargaining
agent as defmed by the Act, enters into a local agreement with an
employer under Part V of the Act, where that agreement extends the
provisions of this sectoral plan to employees earning 'below $30,000
annually in salary.
3. DEFINITIONS - MUNICIPAL SECTOR PLAN
Municipal Authorities: the Employer
3.1 Public institutions operating in the municipal setting, including but not
limited to municipal corporations, police services boards, transit
commissions or boards, municipal electric utility commissions, public
library boards, conservation authorities, and any other public authority
operating in an administrative or policy-making role in relation to local
government services (excluding those local public institutions or
authorities performing exclusively educational or hospital functions) shall
jointly be considered '''the employer", and shall be referred to in this
Memorandum of Understanding as either "the employer" or as "municipal
authorities" , as the circumstances determine. Where it is more
appropriate, the text may also refer to a specific authority, or to
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"municipalities" as a class of institutions.
3.2 The duly elected council is the policy and priority-setting authority for
each incorporated municipality. The Parties acknowledge that final
responsibility for the adoption of the annual operating and capital budgets
for a municipality lies with its elected council, subject to Provincial
legislation.
The Bargaining Agents
3.3 Where reference is made in this Memorandum to any or all organizations
representing groups of municipal sector employees and with existing
collective agreements, or which are recognized as the bargaining agents
for those employees, the reference shall be to the bargaining agents.
The Employees
3.4 Where reference is made in this Memorandum to any or all municipal
sector employees, irrespec;tive of their employment relationship with a
municipal authority, the term "municipal employees" , or simply
"employees", shall be used.
The Crown in the Right of the Province of Ontario
3.5 Where reference is made in this Memorandum to the Crown in Right of
the Government of Ontario, the context will determine whether the
reference is to the Legislature of Ontario, to the Cabinet and Government
of Ontario, or to a particular ministry or agency of government, and the
term the "Government of OIItario" shall be understood to reflect those
alternative definitions.
Minister of Municipal Affairs
3.6 Where reference is made in this Memorandum to "the Minister", the
reference is to the Minister of Municipal Affairs unless otherwise
specified and the term "Ministry" sball have a corresponding meaning.
Municipal Management
3.7 Where reference is made in this Memorandum to "Management", the
reference is to the penon or persons holding senior managerial or
administrative posts in the municipal authority under discussion, and for
purposes of municipal corporations employing the council/manager plan,
the reference is deemed to be to the position of chief administrative officer
or its equivalent.
3.8 The terms "management". "the municipal authority" and "the employer"
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shall, in context, be deemed to reflect management's right and obligation
to represent the interests of non-union, managerial, supervisory and
excluded employees of the municipal authority.
All Three Panies: "The Parties"
3.9 Where this Memorandum simultaneously addresses the bargaining agents,
the municipal authorities and the Government, the tem1 "the Panies" will
be used.
Municipal Authorities and Bargaining Agents: "The Municipal Parties"
3.10 Where this Memorandum simultaneously addresses the bargaining agents
and the municipal authorities, the tem1 "the Municipal Panies" will be
used.
Provincial and Municipal Governments: "The Government Panies"
3.11 Where this Memorandum simultaneously addresses the governments of
municipalities and the Government of Ontario, the term "the government
parties" will be used.
Social Contract Act (Bill 48): "The Act"
3.12 Where reference is made in the Memorandum of Understanding to the
" Act", it is understood that the Act refers to the Social Contract Act,
unless otherwise specified.
4. OPENNFSS AND ACCOUNTABILITY
An atmosphere of mutual trust, openness and accountability is crucial to the
suècess of this understanding and the necessary restructuring which is to occur
in the municipal sector.
The parties agree that:
4.1 In keeping with the high standards of openness and accountability
demonstrated by municipalities, and subject to Freedom of Information
and Protection of Privacy Act considerations, bargaining agents and non-
bargaining unit employees, upon request, will be provided financial
planning information and salary data, apart from merit increases, for all
positions.
4.2 Bargaining agents, upon request, will be provided documentation detailing
organizational structures. .
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4.3 The Government supports amendments to the Police Services Act to
provide municipalities with greater flexibility and influence over budgeting
for police services, while providing for adequate police services.
4.4 Police Services Boards will provide budget variance reports on a quarterly
basis to municipalities.
4.5 The Government of Ontario will update, quarterly, the major sector
stakeholders on government finances and intentions. These briefings
would include access to ministry-level financial information. Stakeholders
will be invited to identify financial and human resource information
requirements as part of any future redesign of financial and human
resource reporting systems.
4.6 The Ministry of Municipal Affairs, jointly with the municipal sector, will
provide an annual municipal impact analysis of the cumulative effects of
provincial policy and program changes.
4.7 Bargaining agents and employees at all levels will have the opportunity to
make their interests known regarding the management, the budget or the
business of the municipality; through broadly recognized internal, two-way
communications mechanisms, which may include committees, surveys,
newsletters, and regularly established forums with management, but whkh
exclude any representation on public policy and/or political committees.
4.8 The parties support the provision of whistle blowing protection for
employees across the municipal sector.
s. RFSTRUCTURING, RFSJCB.I.IN'G AND REDEPLOYMENT
As a fundamental tenet of this Memorandum of Understanding, the parties
acknowledge their desire to preserve services and jobs. However, it is recognized
that despite restructuring, some adjustment in existing service levels may be
required within the sector.
The parties agree that:
5.1 The Government of Ontario will examine fundamental change in relation
to service in the municipal sector. Within this context, the Minister of
Municipal Affairs and Municipal governments will jointly appoint a
Provincial Municipal Task Force.
The Task Force will investigate savings that can be achieved by removing
duplications and overlap. It will investigate areas to improve combined
provincial and municipal approvals and standard process. The Task Force
will report to the Minister of Municipal Affairs by February I, 1994.
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Specific areas for review include:
a) review of existing regulations as they affect municipalities;
b) the possibility of replacing provincial staff with the municipal
auditor for the purpose of regulations;
c)
development of a permissive provincial legislative framework to
allow achievement of a greater level of municipal efficiency;
d) a moratorium on the creation of new special purpose bodies or
expanding the mandate of existing ones operating in the municipal
sector. The Government agrees to pursue the integration of local
special purpose bodies to which municipalities provide funding,
with local government units as part of the process of rationalizing
service delivery;
e) the environmental processes imposed on municipalities. Special
attention will be given to measures that can' reduce the time
required for the environmental assessment process;
t) opportunities for user pay for municipal services;
g) reimbursement for services provided by the municipality on behalf
of the Province (eg. vital statistics registry);
h) other issues as agreed upon by the government parties.
5.2 The local parties may review the strµcture of the workplace and will
establish a plan which deals with the reskilling and redeployment of
displaced employees no later than December 31, 1993.
5.3 A Municipal Sector Plan Implementation Task Force will be established
with representatives from the Province, Municipal employers, employees
who are affected by a posted plan, and bargaining agents who have
entered into a local agreement. The task force will:
a) develop a comprehensive labour training and adjustment strategy
to reskill displaced employees who cannot be accommodated within
local plans;
b) develop a sectoral redeployment plan that provides for employment
mobility including the portability of service for benefit purposes;
c) develop and maintain a regional "labour adjustment registry" for
permanent public sector employees who are laid-off and retrained
employees facing layoff. Such employees, subject to qualifications
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and provisions of local collective agreements, will be guaranteed
the first offer of a suitable vacancy that exists, first with their
current employer, then in accordance with the sectoral
redeployment plan. Employers sball be required to consider the
employment record of the employees eligible for redeployment;
d) develop criteria to be used in supporting the joint trusteeship of
pension plans;
e) review the financial impact of health and safety training on
municipal operations;
f) review procurement and contracting systems;
g) provide advice and information on the application and
implementation of this plan;
h) review other issues as agreed upon by the parties.
5.4 Employers will provide, within 60 days of the signing of this
Memorandum of Understanding and on an annual basis thereafter,
confirmation that a minimum of 1 % of earnings is being invested in direct
and indirect ~g costs.
5.5 First consideration will be given to utilizing in-house resources prior to
initiating new contracts, and where feasible, for the renewal of existing
contracts, as a method for preserving employment and redeploying staff
displaced by downsizing activities.
5.6 The Municipal Parties agree that when contracting-out options are under
consideration, the departmenllunit providing the service(s) in question
and/or the bargaining agent be allowed to compete by submitting a bid,
in conformance with local tendering practices and policies, for
consideration by the employer along with other bids. Municipal authorities
will undertake to provide bargaining agents material that is provided to
other bidders.
5.7 Establishment of public sector purchasing co-operatives that reduce costs
to the taxpayer may be undertaken. Municipal procurement policies may
be developed to enhance provincial economic development. Bulk buying
practices may continue to be utilized and, where cost effective, expanded
to achieve greater savings and increased standardization where desirable.
Municipal procurement policies may be developed to enhance provincial
economic development.
5.8 Employer organizations, in consultation with bargaining agent(s), may
consider expanding their procurement operations on a province-wide
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and/or cross-sectoral basis to achieve greater efficiencies, ego combined
utility, municipal and school board purchasing.
5.9 Consideration will be given to amending pension plans to allow
individuals who are within the timeframe for establishing pension benefits
(eg. OMERS 5 years), subject to the agreement of the parties, to
voluntarily reduce the hours of their work week without negative
consequences to their pension entitlements as permitted under Federal tax
laws.
5.10 Productivity improvements must be encouraged by all parties in order to
increase the efficiency and effectiveness of public service delivery. The
models in the Appendix are proposed only for consideration by the parties
at the local level.
5.11 The Government of Ontario agrees that any Municipal Authority covered
by Schedule 2 under Workers Compensation legislation sball have the
right to continue such self-financed coverage, without penalty, for the
term of the Social Contract. The Municipal Parties do not support any
involuntary change from Schedule 2 status for any municipal employer,
whether during the Social Contract period or thereafter.
6. REFORMING COLLECTIVE BARGAINING
Collective bargaining can continue during the term of this agreement, so
long as it does not produce a result inconsistent with the provisions of the
Act.
The parties agree that:
6.1 A review of collective bargaining will be undertaken by the Province. It
will endeavour, where practical, to harmonize public sector labour
legislation affecting municipal employees with the Ontario Labour
. Relations Act. The review is to be completed by August I, 1994.
Specifically, the review will address the inadequacies and the degree of
reliance on the current model of compulsory interest arbitration. The
parties agree that criteria for arbitrators should be established to require,
amorig other factors, recognition of the fiscal and economic realities of
local employers, the community and compensation levels for other
employees of the municipality.
6.2 Where compulsory binding interest arbitration is the dispute resolution
method, a move to a single panel approach may occur. The panel would
have the authority to unilaterally determine the types of arbitration to be
considered and the type of arbitration to be relied on by the parties
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whenever an interest dispute arises between the parties.
6.3 Preventive mediation services will be relied upon where requested by the
parties. Within this context, a list of mutually agreed upon mediators will
be established.
6.4 Where limitations exist, allowances will be made for collective agreements
longer than one year.
6.5 A service(s) may be created to assist the parties with all aspects of
collective bargaining including research and negotiations. Centralization
of collective bargaining data bases could occur through such a service(s).
6.6 Where the parties agree, regional or province-wide sectoral bargaining
relationships in the sector may be developed.
6.7 Municipalities will receive notice to ensure their availability to participate
in any interest arbitration, under the Police Services Act. .
7. ELEMENTS FOR WCAL AGREEMENTS
The elements of this section are optional and may be relied upon in part or in
whole, so long as the combination of measures selected by the local parties
satisfies the Social Contract Act.
The parties may avoid the Part 7 (Fail Safe) provisions of the Social Contract Act
by concluding local agreements which rely on the elements in this memorandum
of understanding. Additionally, the parties may agree to meet the requirements
of the Act within the context of existing and/or subsequent collective agreements.
The parties may consider the following elements at local negotiations;
7.1 Upon expiry of existing collective agreements, no increases will be made
to wages, salaries, merit increases, movement through the salary grid for
experience, performance bonuses or cost of living increases for a
maximum of three years;
7.2 If in addition to the above noted compensation freeze or until it takes
effect, further measures are required to meet the employer's social
contract financial target, then a system of temporary layoffs or unpaid
leave days, or their equivalent, may be introduced. The scheduling and
order of the layoffs/leaves will be agreed to with the bargaining agent,
which agreement shall not be unreasonably withheld;
7.3 Premium entitlements, ie. pay for overtime. shift premium, sick leave
gratuities, lieu banks, statutory holidays, may be waived;
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7.4 The cost of benefit programs may be reviewed to provide for the greatest
cost efficiency in the delivery of benefits for all employees;
7.5 All benefits improvements which incur costs may be waived for the
duration of the Social Contract, unless they expressly enhance
restructuring within the municipal sector (ie. measures for reskilling and
voluntary early retirement);
7.6 A review of existing job security provisions with a view to providing the
greatest measure of employment security possible within the context of
financial conditions at the loca11evel will occur immediately. However,
if lay offs should occur on account of social contract funding restrictions,
then those employees laid off may be entitled to access to the Job Security
Fund in accordance with the Act;
7.7 Local workplace programs may be established to assist employees in
returning to work, from periods of involuntary absence, through
assessment of employees' needs with respect to accommodation and
through the provisions of meaningful work assignments and reskilliilg as
necessary;
7.8 Enhanced severance packages may be implemented to facilitate
restructuring and downsizing;
7.9 There will be an independent actuarial review of OMERS and other
municipal sector pension funds to determine the availability of pension
surpluses for pension enhancements or other purposes beneficial to
supporting employers and employees efforts toward meeting the social
contract target. Subject to the agreement of the Board, this could include
reductions in current contribution levels of the parties to effected pension
plans. This review will be done with regard to the impact of any
reductions in the overall levels of compensation in the municipal sector
and the impact of increased rates on retirement among municipal
employees;
7.10 Retirement/voluntary exit programs may be undertaken on a self funding
basis where this contributes to the restructuring and or voluntary
downsizing of the employment organization;
7.11 Plans for voluntary leave and financial support for education may be
adopted. This may include additional incentives for employees who agree
to resign;
7.12 The work week for employees may be reduced by 2.5 hours or any other
formula agreed upon;
7.13 Flexible work arrangements, job-sharing, and work-at-home programs
12
i:~--~
'iIr.,
';J;I,
..
-~
,
.
"
,
may be implemented;
7.14 Additional or alternate savings measures may be agreed to by the parties,
as required.
8. IMPLEMENTATION
The diversity of the sector necessitates a flexible response to implementation.
There are employer organizations ranging from several employees to several
thousand. Solutions for the varied types of work and size of employer are not
necessarily uniform and a package of options best responds to the individual
circumstances cited.
Both employers and bargaining agents have local accountability issues to which
they must respond. No agreement could be reached centrally that bincls all of the
employers and bargaining agents in the sector without some form of local
ratification.
The parties agree that:
8.1 This agreement and its provisions will be in effect for three years
commencing April 1, 1993 and expiring March 31, 1996.
Parties to a local agreement may mutually agree to extend any provision
beyond the term of the agreement and work towards an agreement on
transition measures for the post March 31, 1996 period.
8.2 They support the establishment of this agreement as the sectoral agreement
to be approved by the Minister, in accordance with the Act.
8.3 The parties at the local level will determine the application of the optional
elements and specifically the range of financial and other adjustments
\~."ry to achieve the target. The local parties may rely on all or part
of any of the measures contained in Section 7, in any sequence that the
local parties deem appropriate.
8.4 The parties agree to bargain in good faith towards an agreement on the
application of optional elements under secûon 7.
8.5 A dispute between an employer and a local bargaining agent in connection
with a local agreement may be referred to the dispute resolution
(grievance) processes contained within the applicable collective agreement,
or as extended where the agreements have expired.
8.6 Where a local party or the Province has a dispute over the application of
this framework agreement, the parties will meet in an attempt to resolve
that dispute.
13
"
TRANSIT OPERATIONS APPENDIX
1.1 The Hi~hway Traffic Act should be amended to give right-of-way to
transit vehicles re-entering the traffic flow after leaving a transit stop.
1.2
The Province will consider amending the viability of amending the Public
Transportation and Hillhway ImJ)rovement Act to allow for the automatic
transfer of the transit conditional grant to. municipalities in equal payments
on a regular basis.
1.3 The employers agree that there will be no new contracting out of transit
services for the period of this agreement if such contracting out results in
any layoffs of bargaining unit employees.
1.4 The parties will appoint a Task Force to develop an action plan for the
integration of local transit and school bus services where such integration
is appropriate and meets with the concurrence of the parties at the local
level. This Task Force will report by November 30, 1993.
1.5 The parties will appoint a Task Force to examine the feasibility of
instituting a panel of arbitrators, pre-appointed by employers and
employees, for assignment to arbitration cases in the transit sector.
14
,
i
;,:Øl.-,_
~~
~'
'';-'
· ,
APPENDIX: PRODUCTIVITY IMPROVEMENT MODELS
MODEL 1
The Municipal Parties will undertake local negotiations to determine the
sharing of productivity savings as a result of in-program efficiencies which
are neither the result of service cuts nor are utilized to meet the demands
of service growth and preservation of jobs.
These negotiations will occur within the context of other fiscal pressures
currently facing municipalities.
For those municipalities that experience growth in households at a rate in
excess of the Provincial average among municipalities, productivity gains
achieved will be credited against the Social Contract obligations of that
municipality .
MODEL 2
i) joint local workplace committees be established to promote
productivity savings;
ü) these gains with quantifiable outcomes proposed by one party are
to receive consideration by the other party;
ill) once these gains have been quantified, the savings are to be
applied against the social contract target;
iv) on an annual basis the parties will determine the value of any gains
achieved. Such gains sball be credited to employees who have
previously agreed to financial adjustments;
v) where a bargaining agent has proposed and accepted productivity
gain-sharing for activities striCtI y within the bargaining unit, the
full value of savings will be credited to the bargaining unit
employees;
vi) where bargaining agents voluntarily forego any right or benefit
under a collective agreement, the savings derived shall be applied
directly against the bargaining unit employees contribution under
Section 7 of the Sectoral Agreement. Where savings are achieved
through means other than those contained in collective agreements,
the rate of "gain-sharing" shall be on an as negotiated basis. These
negotiations have to occur within the context of other fiscal
pressures currently facing municipalities.
15
..~.
,
.
,
-.
vü) where a dispute arises as to the actual dollar value of the savings
achieved, the dispute is to be resolved by a previously agreed to
valuator. The full cost of the valuator's assessment shall be
deducted from any savings realized.
vüi) subject to the local parties agreement, these processes may extend
beyond the term of the agreement.
Other models may be developed or considered by the local parties as they
consider appropriate.
16
10
Other
paymeots
Effect on
holidays,
vatatioas.
etc:.
0>0ßict with
0011_
.........'
Non-bar-
gaining unit
pi...
Bill 48
SOCIAL CONTRAcr
1993
$30,000 annually, excluding overtime
pay,
3. The agreement contains appropriate .
provisions to minimize job losses,
appropriate provisions respecting the
redeployment of employees who are
released from employment or who
receive notice that they will be
released from employment, and appro-
priate provisions relating to employee
training and adjustment programs.
4. The agreement will be fair and equita-
ble in its application to all employees.
(3) Subject to the regulations, the Admin-
istrator shall make payments out of the Fund
to a bargaining unit employee who is
released from employment by his or her
employer if,
(a) the employee is released from employ-
ment on or after June 14, 1993 and
before ApriJ 1, 1996;
(b) there is a sectoral framework that
relates to the sector of the employer;
(c) the employer and the bargaining agent
that has bargaining rights in respect of
the employee have not entered into a
local agreement that complies with the
criteria set out in paragraphs 1, 3 and
4 of subsection (1); and
(d) the Administrator is satisfied that the
bargaining agent that has bargaining
rights in respect of the employee made
all reasoRable efforts to enter into a
local agreement with the employer to
implement the sectoral framework.
15.-(1) The provisions of a local agree-
ment that apply to employees in respect of
whom a party to the agreement has bargain-
ing rights prevail ove~ any provision in any
other Act or the regulations thereunder that
relates to holidays, vacations, houn of work
or overtime pay if the agreement meets the
criteria set out in paragraphs 1, 3 and 4 of
subsection 14 (1).
(2) The provisions of a local agreement
prevail over the provisions of a collective
agreement.
16.-(1) An employer may establish a
plan that applies to the employer's non-bar-
gaining unit employees.
sans compter les indemnités d'heures
supplémentaires.
3. L'accord comporte des dispositions
appropriées pour réduire au minimum
les pertes d'emplois, des dispositions
appropriées en ce qui conceme la réaf-
fectation des employés qui sont liœn-
ciés ou qui reçoivent un préavis de
licenciement et des dispositions appro-
priées eR ce qui concerne des pro-
grammes de formation et d'adaptation
des employés.
4. L'accord sera juste et équitable dans
son application à tous les employés.
(3) Sous réserve des règlements, I'adminis-
trateur accorde des paiements sur Ie Fonds à
tout employé compris dans une uRité de
négociation qui est licencié par son
employeur si les conditions suivantes sont
réunies :
a) I'employé est licencié Ie 14 juin 1993
ou après celie date, mais avant Ie
I" avril 1996;
b) il existe un cadre sectoriel qui se rap-
porte au secteur auquel appartient
I'employeur;
c) I'employeur et I'agent négociateur qui
a Ie droit de négocier à l' égard de
I'employé n'oRt pas conclu d'accord
local qui soh coRforme aux critères
énoncés aWl: dispositions 1, 3 et 4 du
paragraphe (1);
d) I'administrateur est convaiRcu que
I'agent négociateur qui a Ie droit de
négocier à I'égard de I'employé a fait
taus les efforts raisonnables pour con-
clure avec I'employeur un accord local
visant à mettre en oeuvre Ie cadre see-
toriel.
IS (I) Les dispositions d'un accord local EIIo' sur. I..
qui s'appliquent aWl: emplayés à I'égard des- =- ~
quels une partie à I'accord a Ie droit de négo- aulres avanla-
cier l'emportent sur toute disposition des ges
autres lois ou de leun règlemeRts d'applica-
tion qui se rapporte aWl: jours fériés, aWl:
vacances, aux heures de travail ou aux
indemnités d'heures supplémentaires si I'ac-
cord répond aWl: critères énoncés aWl: disposi-
tions 1, 3 et 4 du paragraphe 14 (1).
(2) Les dispositions d'un accord loca1l'em- IDcompatibi-
I dispos" d' . lilt .... uno
portent sur es ltions une convention COIMODÛDD
collective. _
Autres paie-
ments
PARTIE VI
PLANS S'APPUQUANT AUX EMPLOYÉS
NON COMPRIS DANS UNE UNITÉ DE
NÉGOCIATION
16 (1) Un employeur peut établir un PI... ,'appli-
I ., Ii à I· quan'a..
p an qw s app que ses emp oyes non com- employ6s non
pris dans une unité de négociation. c:ompris dans
une unité de
nt!:gociation
1993
Require-
ments of
plan
Criteria for
plan if pO
sectoral
framework
Plan over-
rides
contracts
CONTRAT SOCIAL
Pro de loi 48
(2) A plan established under subsection
(1) must,
(a) if there is ·a sectoral framework that
relates to the sector of the employer,
implement the sectoral framework, at
least to the exteRt that the sectoral
framework provides for measures that
would be authorized under Part VII if
that Part applied to the employer's
non-bargaining unit employees;
(b) if there is no sectoral framework that
relates to the sector of the employer,
meet the criteria set out in subsection
(3); or
(c) if the employer has entered into one
or more local agreements that meet
the criteria set out in paragraphs 1, 3
and 4 of subsection 14 (1), provide for
the application to the employer's non-
bargaining unit employees of provi-
sions that apply to bargaining unit
employees under one of the local
agreements, with necessary modifica-
tions, at least to the extent that the
local agreement provides for measures
that would be authorized under Part
VII if that Part applied to the employ-
er's non-bargaining unit employees.
(3) The criteria referred to in clause
(2) (b) are:
1. The plan established under subsection
(1) includes provisions that will assist
the employer in achieving the expendi-
ture reduction target established by
the Minister for the employer.
2. The plan will not adversely affect
employees who earn less than $30,000
annually, excluding overtime pay.
3. The plan established under subsection
(1) contains appropriate provisions to
minimize job losses, appropriate provi-
sions respecting the redeployment of
employees who are released from
employment or who receive notice that
they will be released from employ-
ment, and appropriate provisions
relating to employee training and
adjustment programs.
4. The plan established under subsection
(1) will be fair and equitable iR its
application to all employees.
(4) A plan established uRder subsection
(1) applies to a non-bargaining unit employee
(2) Un plan établi en vertu du paragraphe
(1) doit, selon Ie cas :
a) s'il existe un cadre sectoriel qui se rap'-
porte au secteur auquel appartient
I'employeur, mettre en oeuvre Ie cadre
sectoriel au moins jusqu'au,point où
celui-ci prévoit des mesures qui
seraient autorisées en vertu de la par-
tie VII si ceue partie s'appliquait aux
employés non compris dans une unité
de négociation de I'employeur;
b) en I'absence de cadre sectoriel qui se
rapporte au secteur auquel appartieRt
I'employeur, répoRdre aux critères
énoncés au paragraphe (3);
c) si I'employeur a coRclu un ou plusieurs
accords locaux qui répondent aux cri-
tères énoRcés aux dispositions 1, 3 et 4
du paragraphe 14 (I), prévoir que les
dispositions qui s'appliquent aux
employés compris dans une unité de
Régociation aux tennes d'un des
accords locaux s'appliquent également,
avec les adaptatioRs nécessaires, aux
employés non compris dans une unité
de négociation, au moins jusqu'au
point où I'accord local prévoit des
mesures qui seraient autorisées en
vertu de la partie VII si ceUe partie
s'appliquait aux employés non compris
dans une unité de négociation de I'em-
ployeur.
(3) Les critères visés à I'alinéa (2) b) sont
les suivants :
1. Le plan établi en vertu du paragraphe
(1) compreRd des dispositions qui
aideront I'employeur à aUeindre I'ob-
jectif en matière de réduction des
dépenses flXé par Ie ministre à son
intentioR.
2. Le plan ne nuira pas aux employés qui
gagnent moins de 30 000 $ par an, sans
compter les indemnités d'heures sup~
plémeRtaires.
3. Le plan établi en vertu du paragraphe
(1) comporte des dispositions appro-
priées pour réduire au minimum les
pertes d'emplois, des dispositions
appropriées en ce qui conceme la réaf-
fectatioR des employés qui sont licen-
ciés ou qui reçoivent un préavis de
liceRciemeRt et des dispositions appro-
priées en ce qui conceme des pro-
grammes de formation et d'adaptation
des employés.
4. Le plan établi eR vertu du paragraphe
(1) sera juste et équitable dans son
application à tous les employés.
(4) Un plan établi en vertu du paragraphe
(1) s' applique aux employés non compris
11
&igences du
plan
Critères
applicables au
plan en I'ab-
sence de
came secto-
riel
Le plan I'em-
porte sur Ies
con""~
12
Written
summary
Posting
Objection
Reasons
R_
Implementa-
tion
Amendments
Request for
further
review
Written
request
Proœdures
BiU 48
SOCIAL CONTRACT
despite aoy contract to which the employee is
a party, but this subsection does not give an
employer any protection from liability
greater than the protection provided by sec·
tion 22.
17, -(1) A written summary of the plan
shall be made containing sufficient details so
that employees are aware of how they will be
affected.
(2) The summary of the plan and a copy
of this Part shall be posted in such a manner
that they are likely to come to the attention
of the employees affected by the plan.
18. -( 1) A non-bargaining unit employee
who objects to the plan because it fails to
comply with subsection 16 (2) may within ten
days of the summary of the plan being posted
request in writing that the employer amend
it.
(2) The request for amendment shall set
out the reasons for the objection.
(3) The employer shall, within ten days
after the objection period has expired,
review the objections and post in the same
manner,
(a) a notice of confirmation of the original
plan; or
(b) a summary of the ameRded plan.
(4) The plan may take effect on the day
the summary is posted under subsection
17 (2) and shall remain in effect even though
a request for amendment has been made
under this section or a request for a review
has been made under section 19.
(5) If at any time during the currency of
the plan the employer considers it necessary
to further amend it, the amended plan shall
be treated as a Rew plan and sectiOR 17, this
section and sectioRS 19 and 20 apply with
necessary modifications.
19.-(1) If following the employer review
under subsection 18 (3), a nOR-bargaining
uRit employee considers that the plan or
amended plan still does not comply with sub-
section 16 (2), he or she may, within ten days
after the posting under subsection 18 (3),
request a review of the plan by the person or
body designated in the regulations as an
adjudicator for that purpose.
(2) The request shall be in writing and
shall specify the grouRds for the objection to
the plan.
10.-(1) Subject to the regulations, if
any, the adjudicator may establish proce-
dures for carrying out the review.
dans une unité de Régociation malgré tout
contrat auquel les employés sont parties.
Toutefois, Ie présent paragraphe n'accorde
pas à I'employeur une protection plus
grande, en matière de responsabilité, que
celie prévue à I'article 22.
i
17 (1) Est rédigé un sommaire du plan
qui est suffisamment détaillé pour permettre
aux employés de savoir. de que lie façon ils
seroRt touchés.
(2) Le sommaire du plan et une copie de
1a présente partie sont affichés de manière
que les employés touchés par Ie plan pour-
ront vraisemblablement les voir.
18 (1) L'employé noR compris dans une
unité de négociatioR qui s'oppose au plan
parce qu'iI n'est pas conforme au paragraphe
16 (2) peut, dans les dix jours de I'affichage
du sommaire du plan, demander par écrit
que I'employeur Ie modifie.
(2) La demande de modification énonce
les motifs de I'opposition.
(3) Dans les dix jours qui suivent I'expira-
ûon do délai d'opposition, I'employeur exa-
mine les oppositions et affiche de la même
manière :
a) soit un avis de confirmation du plan
original;
b) soit un sommaire du plan modifié.
(4) Le plan peut entrer en vigueur Ie jour
où Ie sommaire est affiché aux termes du
paragraphe 17 (2). II demeure eR vigueur
même si une demande de modification a été
présentéc en vertu du présent article ou une
demande d'examen présentée en vertu de
I'article 19.
(5) Si, à n'importe quel momeRt peRdant
que Ie plan est en· vigueur, I'employeur
estime néœuø.ire de Ie modifier de nouveau,
Ie plan modifié cst considéré comme un nou-
veau plan et I'article 17, Ie présent
article ainsi que les articles 19 et 20 s'appli-
quent avec les adaptations nécessaires.
19 (1) L'employé non compris dans une
unité de négociation qui, après I'examen de
l'employeur visé au paragraphe 18 (3),
estime que Ie plan ou Ie plan modifié n'est
toujours pas conforme au paragraphe 16 (2)
peut, dans les dix jours qui suivent I'affi-
chage prévu au paragraphe 18 (3), demander
que Ie plan soit examiné par la personne ou
I'organisme désigné comme arbitre à cette fin
dans les règlemeRts.
(2) La demande est présentée par écrit et
précise les motifs de I'opposition au plan.
10 (1) Sous réserve des règlements, Ie
cas échéant, I'arbitre peut établir les modaIi-
tés à suivre pour effectuer I'examen.
1993
Sommaire
AffidIage
Opposition
Motifs
Examen
Mise en
oeuvre
Modifications
Demande de
nouvel exa-
me.
Demande
écrile
ModaIités
1993
PoweIS
Written
submissions
ODe decision
Decision
final
Payments
out of Fund
to IIOII-bar-
piDin¡ unit
employees
Effect 0.
hoÜday5,
..........
etc.
Elleet on
certUn
proceediD¡s
Grievaoce
ri¡bts
Applications
.
,
.
CONTRAT SOCIAL
(2) L'arbitre examine Ie plan et :
Pouvoirs
(2) The adjudicator shall review the plan
and shall,
(a) confirm tbe plan if it complies with
subsection 16 (2); or
(b) amend the plan so that, in the opinion
of the adjudicator, it is consistent with
subsection 16 (2).
(3) The adjudicator may make the deci-
sion based on the written submissions of the
employer and non-bargaining unit employees
and is not required to hold a hearing.
(4) The adjudicator shall make only one
decision on the plan irrespective of the num-
ber of requests made for a review.
(5) The decision of tbe adjudicator is
final.
:no Subject to the regulations, a non-bar-
gaining unit employee who is released from
employment by his or her employer is enti-
tled to payments out of the Fund if,
(a) the employer implements a non-bar-
gaining unit plan not later than August
1, 1993; and
(b) the employee is released from employ-
ment on or after June 14, 1993 and
before April 1, 1996.
11.-(1} The provisions of a non-bargain-
ing unit plan prevail over any provision in
any other Act or the regulations thereunder
that relates to holidays, vacations, hours of
work or overtime pay, but only to the extent
that the provisions authorize measures that
would be authorized under Part VII if that
Part applied to the employer's non-bargain-
ing unit employees.
(2) Actions of an employer taken in accor-
dance with a non-bargaining unit plan shall
not be the subject of any proceeding brought
by any person against an employer.
(3) A non-bargaining unit employee has
no right to grieve under the Publü: Service
Act or any other Act in respect of actions
taken by his or her employer in accordance
with a non-bargaining unit plan.
(4) Subsections (2) and (3) apply only if
the actions taken by the employer would
Pr. de loi 48
13
a) soit Ie confirme, s'il est conforme. au
paragraphe 16 (2); .
b} soit Ie modifie de sorte que, de I'avis
de I'arbitre, il est conforme, au para-
graphe 16 (2).
(3) L'arbitre peut rendre la décision en se ~:ions
fondant sur les observations présentées par par
écrit par I'employeur et par les employés non
compris dans une unité de négociation. II
n'est pas obligé de tenir d'audience.
(4) L'arbitre rend une seule décision au D6:Uion un;-
d que
sujet du plan, peu importe Ie nombre e
demandes d'examen qui lui ont été présen·
tées.
(5) La décision de I'arbitre est définitive.
Déc:isíon défi-
nitive
:n Sous réserve des règlements, I'employé Poieme.ts sur
·d ·éd - ., IeFondsdeo-
non compns ans une unit e negOClallon ÛDés aox
qui est licencié par son employeur a droit à ~s non
des paiements sur Ie Fonds si les conditions ::'':t:a::
suivantes sont réunies : .égociatioo
a) l'employeur met en oeuvre, au plus
tard Ie I" anût 1993, un plan s'appli-
quant aux employés non compris dans
une unité de négociation;
b} l'employé est licencié Ie 14 juin 1993
ou après celie date, mais avant Ie
I" avril 1996.
11 (I) Les dispositions d'un plan s'appli- EIIet :::J.es
quant aux employés non compris dans une ~ et'
unité de négociation I'emportent sur toute autres avanta·
disposition des autres lois ou de leurs règIe- ges
ments d'application qui se rapporte aux jours
fériés, aux vacances, aux heures de travail ou
aux indemnités d'heures supplémentaires,
mais senlement jusqu'au point OÌIles disposi-
tions autorisent des mesures qui seraient
autorisées en vertu de la partie VII si celie
partie s'appliquait aux employés non compris
dans une unité de négociation de l'em-
ployeur.
(2) Les mesures prises par un employeur ElleI sur eer-
conformément à un plan s'appliquant aux ::"" íJISIaD-
employés non compris dans une unité de
négociation ne doivent pas Caire I'objet d'une
instance introduite par une personne contre
un employeur.
(3) Les employés non compris dans une ~ts de
unité de négociation n'ont pas Ie droit gne
d'exercer de grief aux termes de la Loi sur /Q
fonetion pub/íque ou de toute autre [oi à
I'égard des mesures prises par leur
employeur conformément à un plan s'appli-
quant aux employés non compris dans une
unité de négociation.
(4) Les paragraphes (2) et (3) ne s'appli- Applicatioo
quent que dans Ie cas où les mesures prises
14
Employees
affec:ted
Exd......
No ........
in compeDSI.
tioa
Same
-
Existing
collective
........."
Election re:
certain
increases
Bill 48
~ ~ . .
,~ ,/Þ'
~.
.
SOCIAL CONTRACT
have been authorized under section 24, 25 or
26 if Pan VII applied to the employer's non-
bargaining unit employees.
PART vn
WHERE NO AGREEMENT OR PLAN
13.-(1) This Pan applies to,
(a) those bargaining unit employees in .
respect of whom there is no local
agreement that meets the criteria set
out in paragraphs 1, 3 and 4 of subsec-
tion 14 (1); and
(b) those non-bargaining unit employees
whose employer has not implemented
a non-bargaining unit plan under sec-
tion 16 by August 1, 1993.
(2) This Pan does not apply to employees
who earn less than $30,000 annually, exclud-
ing ovenime pay.
24.-(1) The rate of compensation of an
employee is, for the period beginning June
14, 1993 and ending with March 31, 1996,
fixed at the rate that was in effect immedi-
ately before June 14, 1993.
(2) For greater cenainty, "compensation"
in this section includes,
(a) merit increases;
(b) cost-of-living increases or other similar
movement of or through ranges; and
( c) increases resulting from any move-
ments on any pay scale or other grid
system.
(3) Nothing in this section prevents
increases in compensation as a result of a
promotion or acting promotion of an
employee to a different position.
(4) An increase in compensation after
June 14, 1993 under a collective agreement
existing on that date is void.
(5) Dtspite subsection (4), a bargaining
agent, by written notice to the employer,
may elect to preseIVe increases in compensa-
tiQJ\ provided for in a collective agreement
existing on June 14, 1993, other than com-
pensation described in clause (2) (a), (b) or
(c).
par I'employeur seraient autorisées en venu
de l'anicle 24, 25 ou 26 si la panie VII s'ap-
pliquait aux employés non compris dans une
unité de négociation de I'employeur.
PARTIE vn
ABSENCE D'ACCORD OU DE PLAN
23 (1) La présente panie s'applique aux
employés suivants :
a) les employés compris dans une unité
de négociation à I'égard desquels il
n'existe aucun accord qui répond aux
critères énoncés aux dispositions 1, 3
et 4 du paragraphe 14 (1);
b) les employés non compris dans une
unité de négociation dont I'employeur
n'a pas mis en oeuvre un plan s'appli-
quant aux employés non compris dans
une unité de négociation aux tennes
de l'anicle 16 au plus tard Ie
1" août 1993.
(2) La présente panie ne s'applique pas
aux employés qui gagnent moins de 30 000 $
par an, sans compter les indemnités d'heures
supplémentaires.
24 (1) Au cours de la période commen-
çant Ie 14 juin 1993 et se terminant Ie 31
mars 1996, Ie taux de rétribution des
employés est bloqué au taux en vigueur
immédiatement avant Ie 14 juin 1993.
(2) II est entendu que Ie terme
«rétributioD» au présent article s'entend
notamment de ce qui suit :
a) les augmentations de salaire au mérite;
b) les augmentations en fonction du coût
de la vie ou autres relèvements sem-
blables des échelles ou à I'intérieur de
celles-ci;
c) les augmentations résultant de relève-
ments à l'intérieur d'échelles de salai-
res ou d'autres grilles.
(3) Le présent anicle n'a pas pour effet
d'empêcber les augmentations de la rétribu-
tion résultant de la promotion ou de la pro-
motion à titre intérimaire d'un employé à un
paste différent.
(4) Toute augmentation de la rétribution
qui doit être accordée après Ie 14 juin 1993
aux termes d'une convention collective en
vigueur à cette date est nulle et non avenue.
(5) Malgré Ie paragraphe (4), un agent
négociateur peut, s'il remet un avis écrit à cet
effet à l'employeur, choisir de préseIVer des
augmentations de la rétribution prévues par
une convention collective en vigueur Ie 14
juin 1993, sauf pour la rétribution visée à
I'alinéa (2) a), b) ou c).
1993
Employés
concemés
Exclusion
Aucune aug-
mentation de
la rétn1nltion
Idem
Promotions
Conventions
collectives
existantes.
Cboix relatif
à cenaines
augmentations