OPS Table Talk 2015 Issue 28 – Details of tentative agreement reached with government by Central/Unified bargaining team

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A message from your Central/Unified team

Earlier this week, you received two editions of Table Talk Update to announce the tentative agreement that had been reached between the Central/Unified bargaining team and the Ontario government.

This edition of Table Talk Update lays out in considerable detail all the new provisions contained in the tentative agreement. If you have any questions, please contact OPSEU at opsmob@opseu.org.

Term

The term of this collective agreement will be for three years: from January 1, 2015, to December 31, 2017.

Salary

  • The salary rates in effect on December 31, 2014, will remain through 2015. In other words, there will be no increase for 2015. However, individuals will still progress through the grid.
  • Effective January 1, 2016, all Unified members will receive a one-time lump sum payment equal to 1.4 per cent of earned base salary, less statutory deductions.
  • The calculation of the base salary will be based on wages earned for regular hours worked in 2015.
  • This lump sum payment will not alter an employee’s base salary for any purpose.
  • Effective January 1, 2017, all members will receive an increase to their base salary of 1.4 per cent.

Salary Grid Progression Freeze

  • Employees who have not reached their maximum salary will not progress through the salary scale in 2016 or 2017.
  • Your team fought very hard and was successful in fighting off the proposed 12-step grid, as well as a five per cent lower starting level for new hires and those changing positions.

Special Cases

  • The union received 31 special case submissions for consideration and presentation to the Employer.
  • The union presented all 31 cases, but the Employer had no desire to discuss them.
  • The Unified bargaining team suggested and recommended that those who had submitted these cases should forward their submissions to their respective MERCs for further discussion and reconsideration with the Employer.

New Appendix – Legal Indemnification

  • Indemnification for an employee charged but found not guilty of a criminal or federal offence for necessary and reasonable legal costs incurred, or for an employee charged with a provincial offence up to $5,000, for acts done in good faith in the performance of their duties as an employee
  • The above does not include indemnification for:
  • grievances or complaints under the collective agreement between the Employer and the union or under the Public Service of Ontario Act, 2006
  • actions or omissions of employees acting in their capacity as private citizens
  • investigations and complaints under the Employer’s Workplace Discrimination and Harassment Prevention Policy
  • This indemnification language mirrors the language that is currently in the Correctional Bargaining Unit.

Central Agreement

Quality of Public Services

Add a new appendix; amend Appendix 14 and Article 20

  • This is anti-privatization language that gives the union input, meaning the employer must consult with the union about its privatization plans.
  • It requires the employer to work with the union to deliver public services in an effective, transparent, accountable and efficient way.
  • The union must be notified when the employer is proposing a change where:
  • Bargaining unit functions or jobs are to be provided by another employer and
  • At least 150 employees will be transferred or surplused.
  • The Public Services Review Committee will be established:
  • It will have equal representation from union and employer.
  • It will meet with employer to review the planned initiative and discuss:
  1. how it meets the government’s objectives
  1. union proposals that will meet the same objectives
  1. the impact on affected employees
  • A third-party facilitator will encourage mediation between the parties.

Successor Rights

Appendix 14

  • New language requires the employer to pay out termination payments in accordance with Articles 53 and 78 when employees are transferred to a new employer.
  • Previously, termination payments were transferred to new employers in trust.  If a small employer went out of business, employees would lose their termination pay.

Employment Stability

Article 20

  • Tuition reimbursement (only applicable if your work is privatized).
  • There will be an enhanced tuition reimbursement of $15,000 while on layoff, where you have recall rights.
  • If you are recalled during your education period, you can return to work or reject the recall offer, without forfeiting your future recall rights.
  • The recall period can be extended by another 12 months if you are enrolled in an education/training program.
  • If the enhanced education/training entitlements are not used in the 24-month recall period, and you leave the OPS, you will receive a career transition allowance of $15,000.

Information to New Employees

Amend Article 5 (New Language)

  • Within 30 days of hiring, the employer must inform all fixed-term, flexible part‑time, seasonal and regular part-time employees in writing of their benefits and the option to enrol in these benefits.

Posting and Filling of Vacancies or New Positions

Amend Article 6

  • Article 6.1.2 has become 6.1.2.1 and has been amended. The employer may hire qualified candidates in rank order who had previously applied for the same vacancy or new position, provided that the competition was held during the previous 14 months following position’s closing and was within 125 kilometres of the work location.
  • Candidates who decline a job offer under Article 6.1.1 shall continue to retain their rank on the eligibility list for future vacancies or new positions filled under Article 6.1.2.1. Once a candidate accepts an offer, they will be no longer considered for future vacancies or new positions based on this competition.
  • The employer is not required to fill a vacancy through Article 6.1.2.1.
  • The employer will establish an eligibility list of qualified candidates for each position based on the results of a competitive process. The list will only be shared with the local president when the employer reaches back for the first time. The local president will be notified within five working days – a reduction from 10 working days – when the employer exercises Article 6.1.2.1.
  • When the job specification is not available online or an employee does not have access to the intranet, the employee shall be given the current position specification they are applying to before the job competition closes, upon written request.
  • Reference checks are no longer required for candidates who are not being considered for a job offer.

Lateral Transfers

  • This resolves an outstanding grievance:
  • Employees who have a French Language Service (FLS) designation can now laterally transfer to a non-designated position.
  • Employees who have had an FLS designation in the last two years and have all the current requirements can laterally transfer from unilingual position to FLS positions.

Mass Centralized Recruitment Process

Amend Appendix 39

  • Ministry Employee Relations Committees (MERCs) will continue to be given the eligibility list, and the notification will now include the name of the employee and the competition date.
  • The Employer will now pull from this list and make job offers to candidates in rank order.

Job Trade

Amend Article 10

  • Added flexible part-time.
  • Employees may now trade with an employee who has a layoff notice.

Local and Ministry Negotiations

Amend Article 16 and Appendix 29

  • This improvement affects seasonal employees: “date of continuous service” was replaced with “date of original hire and total seniority hours where available.”
  • This resolves an issue at a number of MERC tables.

MERC Terms of Reference

Amend Appendix 29

  • New language was added to allow MERCs to review statistics on workplace violence that may arise from the nature of the workplace, the type of work or the conditions of work.
  • New language to allow MERCs to discuss how ministries can better use lateral transfers, job trades and conversions to fill vacancies within their ministries, with health reassignments remaining the priority

Seniority (length of continuous service)

Amend Article 18

  • Following service ratification, full-time fixed-term employees shall be entitled to have their service counted towards the accumulation of seniority based upon 1725.5 straight-time hours or 1904 straight-time hours, as appropriate, counting as equivalent to one year’s service or pro-rated to the equivalent of less than one year, as appropriate
  • Previously, calculations were completed by adding full-time weeks of work during full-time employment back to the first break in service of greater than 13 weeks.
  • This means every regular hour of work is counted towards the accumulation of seniority, rather than only full-time weeks of work counting.

Probation Period

Amend Article 18.1.2

  • The probationary period of employment is nine months. This has been amended to extend an employee’s probationary period up to 12 months, but only by mutual agreement between the employee, the union and the Employer.
  • The Employer sought to increase this period to 12 months, citing certain jobs that have extensive training. This compromise is gives employees more opportunity to demonstrate their ability over three more months.  Previously, the employee may have been terminated within nine months.

Employment Stability

Amend Article 20, Appendix 40

Article 20.1.4.3, Appendix 40 – Employee Portfolio

  • The Employer must now amend an employee’s portfolio within three working days of receipt of the updated portfolio.
  • The time frame was previously five days.

New 20.1.4.4

  • Once an employee has completed an employee portfolio and submitted it to the Employer, it shall remain on file and will be considered to be current.
  • It is the responsibility of the employee to update their portfolio to reflect any new skills, knowledge and abilities.

Article 20.2.1.1 – new subsection (c)

  • To remain employed during the six-month notice period for possible redeployment, pursuant to Article 20.3, and to exercise rights under Article 20.4 (displacement)

Article 20.2.2.2 – clarification

  • Where all redeployment activities do not cease while on a temporary assignment.

Article 20.2.2.8 – amended

  • An employee may continue to identify and be considered for vacancies under Article 20.3 when their position is declared surplus before the beginning of a temporary assignment or secondment, and before the employee is eligible for targeted direct assignment.

Targeted Direct Assignment

Amend Article 20

20.3.1.1 (d) – amended

  • An employee who has received notice of layoff under Article 20 will be assigned to a position that becomes vacant in any ministry during the notice period, provided that:
  • no other person meets entry level qualifications or
  • no other person qualified to perform the duties has greater length of continuous service

20.3.3 – amended

  • If an employee is deemed not to have met the entry level qualifications, they may contact Human Resources.

20.3.5 – New

  • Red-circling language has been added: if an employee is assigned to a lower classification, they will be paid at their former classification and entitled to salary progression to the maximum of their former position for the term of the collective agreement.

Displacement

Amend Article 20

20.4.1.1 – amended

  • To be eligible to displace (“bump”), you must advise of your intention in writing by submitting the Displacement Election Form within 10 days of receiving your of surplus notice.

Voluntary Exit Option

Add new language to Article 20.7

  • An employee who has offered to be declared surplus will be entitled to provision of paragraph 4 of Appendix 9, which is an enhanced severance package. This is not related to termination pay.
  • If there are multiple employees who are qualified for the targeted direct assignment to a single position, then seniority will decide who takes the job.

Temporary Vacancies

Amend Article 20

20.8.6 – amended to add:

  • If you are on a temporary assignment or secondment, you can continue to identify and be considered for vacancies under Article 20.

Technological Change

Amend Article 20

Article 20.13 – amended language and add new appendix.

  • Technological change will now be discussed at MERC as opposed to the Central Enforcement and Renewal Committee (CERC). If an issue is still unresolved, it can be referred to CERC.
  • New appendix – if the employer introduces major technological changes that have a substantial impact on how work is performed either the union or employer can refer the issue to MERC.
  • This is a significant gain as it allows the union to have input on these changes and any potential impact on our membership.

Grievance and Arbitration Procedures

22.15.1 – amended

  • Letters of counsel will now be treated in the same fashion as any other letter of reprimand, suspension, etc.
  • All letters of counsel, reprimand, suspension or other sanction can be removed earlier than the standard of three years if the parties are in agreement.

CERC File Review

New appendix

  • A new process will be used for all new policy grievances under Article 22.13.2 of the collective agreement, which addresses where issues of commonality exist in more than one ministry.
  • This allows the parties to discuss and possibly contribute to a resolution at the CERC table but does not interfere with the policy grievance procedure as stated in Article 22.13.2.
  • A review of the process will occur after one year to discuss whether it is meeting current needs and helping to resolve these grievances.
  • The parties started a pilot project to deal with CERC policy grievances, and this process resolved a number of issues.

Employee Right to Representation

New Article 30

  • For the first time ever, we have new language in our collective agreement on employee rights to union representation.
  • There is some representation language that is currently in our grievance procedure.
  • This new language gives members the right to union representation when their supervisor or other Employer representative intends to meet with an employee for reasons such as:
  • disciplinary purposes
  • investigating matters that may result in disciplinary action
  • formal counselling session related to performance or behaviour
  • termination of employment
  • matters relating to accommodation or return to work
  • attendance management
  • layoff/surplus
  • any other provision in the collective agreement where the right to representation is referenced
  • The Employer must notify the employee of their right to union representation.
  • If no union representative is available at the time requested, the Employer is allowed to set a meeting within 24 hours, taking into consideration the union’s availability.

Benefits for Fixed-Term Employees

Amend Article 31A.7

  • Current fixed-term employees will have a one-time opportunity of 31 days following the date of ratification of the collective agreement to enrol in benefits, as defined in Article 39 (Supplementary Health and Hospital Insurance) and Article 40 (Dental Plan), if they pay 100 per cent of the premium for these benefits.
  • All newly hired fixed-term employees will have 60 days from the date of hire to exercise a one-time option to enrol in benefits as defined in Article 39 (Supplementary Health and Hospital Insurance) and Article 40 (Dental Plan),if they pay 100 per cent of the premium for these benefits.

Bereavement Leave

Article 31A.10.2

  • A one-day leave of absence without pay will be granted to attend the funeral of an aunt, uncle, niece and nephew. This leave of absence will be recorded as “attendance “ for the purposes of Article 31A.8 (Attendance Credits and Sick Leave).
  • There will be no loss of sick leave credit for the month if you use this bereavement leave.

Seasonal Employees

Amend Article 32 and add new appendix

Probationary Period Article 32.3 (amended)

  • The definition of “probationary” has changed to be two complete seasons of at least eight weeks in the same class series(e.g., Resource Technician 1-4) in same ministry. (It was previously two complete seasons in the same position.)

Benefits Article 32.8.5 (New)

  • Premiums to maintain benefits during any hiatus period will be made payable directly by the employee to the insurance carrier.
  • If an employee chooses to purchase benefits while on hiatus, they will still be under the same benefits plan as per Article 32.8.
  • Seasonal employees maintain the right to appeal to the Joint Insurance Benefits Review Committee.
  • The resumption of benefits as per Article 32.8.2 remains the same.
  • Includes a letter of understanding that addresses benefit coverage.
  • Before the end of 2015, and 30 days before benefit coverage ends, the Employer must inform all seasonal employees in writing about the cost of benefits and the process to purchase these benefits.
  • This information will be included in the induction material for all newly hired seasonal employees from now on.

Note: There is new language in Article 5.4 requiring the Employer to notify all employees (fixed-term employees, fixed-term part-time employees, seasonal and regular part-time) to enrol.

Basic Life Insurance Article 32.9.2 (amended)

  • Coverage for basic life insurance has been increased to $10,000. (The previous coverage was $5,000.)

Bereavement Leave, Article 32.15

  • A one-day leave of absence without pay will be granted to attend the funeral of an aunt, uncle, niece and nephew. This leave of absence will be recorded as “attendance “ for the purposes of Article 31A.8 (Attendance Credits and Sick Leave).
  • There will be no loss of sick leave credit for the month if you use this bereavement leave.

Students

Amend Article 33 and Appendix 12 and add new appendix

Wages

  • New language has been added that ensures that the minimum wage for all students will be maintained at the legislated levels for Level 1 students.
  • Level 2 students’ wage will be adjusted to be 85 cents above the Level 1 rate
  • A new appendix has been added: Fort Henry Guard (U0070) and Food Service Worker 1 students at higher steps in the wage grid will receive a percentage increase equal to the increase for the start rate of their classification.

Bereavement Article 33.7 (new)

  • After three consecutive months of work, students will now be granted one day’s leave of absence without pay to attend the funeral of an aunt, uncle, niece or nephew.
  • NEW: Article 5 (Information to New Employees) and Article 9 (Health and Safety and Video Display Terminals) now apply to students.

Supplementary Health and Hospital Insurance

Amend Articles 39 and 67

  • The team was successful in fighting off major concessions proposed under these articles, which had led to a strong strike mandate from members. The Employer tabled the following changes under this article:
  • introducing a tiered prescription drug formulary
  • eliminating the employee-paid $3.00 deductible
  • asking employees to pay dispensing fees
  • The only change made under insured benefits was an amendment to Articles 39.2.17 and 67.2.17. These articles now include the purchase and/or repair of the continuous glucose monitoring machine and supplies.

Workplace Safety and Insurance Board

Amend Articles 41 and 69

Background

The Ontario government is a Schedule 2 employer. This means that it pays as incidents occur, which is actual cost plus a 29 per cent administration fee.

Employer Demands

  • No top-up of pay while on (Workplace Safety and Insurance Board (WSIB). It is currently paid at 85per cent by WSIB, not taxed, and topped up by the Employer for up to three months, or 65 days if absences are not consecutive. The Employer’s concern was that members on WSIB earn more than if they were at work).
  • No top-up of pay by using accumulated credits (vacation, compensating time off) after three months.
  • While on WSIB, vacation credits do not accrue.

Agreed to

  • Employer was persuaded to remove the majority of their concessions surrounding WSIB.
  • As of January 1, 2016, net earnings while on WSIB cannot be higher than net earnings before going on WSIB.

Long-Term Income Protection (LTIP)

Articles 42 and 70 and a new appendix

Union Demands

  • That members on LTIP receive increases consistent with any wage increases received. (In the past members on LTIP fell behind, and increases had to be negotiated to bring their salaries back up.)

Employer Demands

  • Increase the LTIP benefit from 66.6 per cent to 70 per cent, but only if we agreed to ALL of the employer’s concessions on LTIP.
  • These concessions included:
  • Members making their own pension contributions. (In the current agreement, the employer pays both shares of pension.)
  • Pensions would be based on what members are paid when on LTIP. (Pensions would be reduced by a third.)
  • LTIP to begin at 17 weeks instead of 26 weeks.
  • LTIP to be calculated at the date of disability instead of date eligibility. (If we get a raise, but the disability happened before the effective date, LTIP would be based on the old salary.)
  • Those LTIP who are able to retire, must retire.

Agreed to

  • As wage increases are negotiated, LTIP will automatically increase.
  • When a member on LTIP is eligible to retire with an unreduced pension (Factor 90 or the 60-20 provision) OR has 30 years in pension plan, whichever is later, they retire. They may continue on LTIP, but they must then pay their share of pension contributions.
  • Upon qualifying for LTIP, members must provide a pension certificate to the Employer that indicates when the member can retire with an unreduced actuarial pension.

Note: The Employer is responsible for any penalties or damages that may arise. We argued that this contrary to Ontario Human Rights Code, but the Employer insists it is not. When challenged, they are liable for any costs.

Mandatory Rehabilitation

Amend Articles 42 and 70

Background

  • Presently, there is no mandatory rehabilitation for members on LTIP.

Employer Demands

  • Enhance the return-to-work for the short-term sickness plan and LTIP through a mandatory rehabilitation program.
  • The insurance carrier will determine which members should be put on rehabilitative plans and programs (mandatory rehab). If the members do not agree, their benefits will cease immediately.

Agreed to

  • We were able to convince the Employer not to apply this program to those on Short-Term Sickness.
  • Article 42 has always included language about a return-to-work program. This language has been amended:
  • The insurance carrier may recommend rehabilitative plans and programs (mandatory rehab) to those who are no longer on total disability, but have not fully recovered.
  • If the employee does not participate or co-operate in this rehab program, their benefits will be terminated.
  • If a member is no longer entitled to benefits, OPSEU will also be notified in writing immediately by the Employer, as per the letter of understanding.
  • Within 30 days of the decision to end benefits, the member can file for an expedited review of the decision directly to the Claims Review Subcommittee under Appendix 4 (Joint Insurance Benefits Review Committee). The parties agree that such matters will be heard within 60 days by the Claims Review Subcommittee, as per paragraph 6(a) of Appendix 4, unless the parties mutually agree otherwise.
  • Article 42.7.1 does not absolve the Employer from its duty to accommodate. If a mandatory rehabilitation plan/program is in violation of the Human Rights Code, the Employer will be liable for all actions taken by the carrier.  The Employer agrees to hold the union harmless from any penalties or damages that may arise from Article 42.7.
  • The Employer agrees to hold the union harmless from any penalties or damages that may arise from Article 42.3.2 to Article 42.3.3, and Article 70.3.2 to Article 70.3.3.

Termination Pay

Amend Articles 53 and 78

Background

  • In the 2008 round, the Employer capped termination pay for those employees who quit their job to service accrued to December 2008.
  • In the 2012-13 round, the Employer proposed major cutbacks to termination pay in their opening proposal. They said that termination pay upon retirement is NOT a normative entitlement. After considerable negotiations, termination pay was lost for new hires.
  • In this round, the Employer’s opening position was for the accrual of termination pay to be capped as of December 31, 2015
  • We were able to negotiate an extra year for accumulation of termination pay.
  • You have not lost whatever termination pay you have accrued.
  • When you retire, termination pay will be based on the rate of pay you were receiving on December 31, 2016.

Flexible Part-Time (FPT)

Amend Appendix 32 and add new appendix

Background

  • This was introduced in 2006 to address the increasing usage of fixed-term employees in the Ministry of the Attorney General, Court Services Division.
  • Categories under current agreement are: 1,000 and 1,500 hours annually.
  • Hours were previously calculated weekly.

Agreed to

  • Improves flexible part-time 1,000 hour category to 1,096 hours annually. The 1,000-hour category will be adjusted on the effective date.
  • The implementation is to be effective April 11, 2016, which is the first pay period after fiscal year-end.

Note: The parties may agree to implement this at an earlier date. It is an issue that will be taken to MERC.

Category 1096  Category 1500 – remains the same

42 hours bi-weekly  57.5 hours bi-weekly

4.2 hours daily  5.75 hours daily

The calculation of 1,096 hours was based on 26 pay periods in a year.

  • Hours of work will now be calculated bi-weekly.

Note: This new language now allows staff a better opportunity to meet their category hours over two weeks.

  • Court support staff language has been removed to expand work performed in all areas of court administration to meet category hours.
  • Overtime will be calculated weekly in excess of 36.25 hours – removing the 10 per cent annual overage.
  • Employees will now primarily be assigned to work within their job description, as opposed to just in the courtroom.
  • NEW – The position of Court and Client Representative; and Court and Client Representative – Records Management has been added to the flexible part-time model (OAD 9):
  • NEW – Eight non-working days per calendar year have been added.
  • For example, this allows staff to notify their employer that they have a specialist appointment, and they are not required to use a vacation day or a day off without pay to attend the appointment. They could also be used for a teacher’s professional development day so day care arrangements would not have to be made.
  • NEW – If an employee has a non-working day and is scheduled, the employee will be paid four hours minimum at one and a half times their basic hourly rate.
  • For example, if an employee is called in to work by management once they have already been granted the day off, they will be paid accordingly. This should deter management from cancelling granted days off, as they will now have to pay for it.
  • Being called back to work after you have completed your shift and have left the workplace is now in accordance with UN 9, and is to be paid four hours at one and a half times the basic hourly rate.
  • Flexible part-time employees who work past 6p.m. are now entitled to a meal allowance of $20 (previously $11.25, except where free meals are provided.
  • Category 1,096 hour benefits are to be adjusted so that the Employer pays 55 per cent and the employee pays 45 per cent. This was previously a 50/50 share.

Flexible Part-Time Impacts

  • Flexible part-time employees who have elected benefit coverage will have a one‑time option to purchase, at their own expense, supplementary life Insurance or spousal dependant life insurance coverage without evidence of insurability within 60 days of ratification.
  • A new appendix has been added stating that the ministry must report deficit hours to MERC quarterly.

Flexible Hours of Work Arrangement

Renew and amend Appendix 42

  • Where there is no Local Employee Relations Committee, the local union may, in conjunction with the Employer, enter into a review process to incorporate flexible hours of work, including compressed work week and job-sharing arrangements in the workplace.
  • No employee shall be required to telework.
  • All telework agreements end at the release of a No Board report.
  • A model job-share agreement has been added to the collective agreement

Note: All alternate work arrangements should be signed off by your local’s staff representative.

Transition Exit Initiative (TEI)

Renew and amend Appendix 46

All aspects of Appendix 46 remain the same, except as noted below:

  • When making surplus decisions, the Employer will consider whether the employees are on the transition exit initiative (TEI) list.
  • If more than one employee is eligible for a TEI within the same workplace, the determination will be based on seniority.
  • If you are reappointed to a position in the OPS within 24 months of a TEI, you must repay the Minister of Finance for the six months’ salary as a lump sum or through the continuous service payment of one week per year to restore termination payments.
  • Requests may be approved by the Employer in its sole discretion.
  • This appendix expires on December 31, 2017.

Employee Assistance Program

New letter of understanding

  • CERC will review the Employee Assistance Program to discuss, including but not limited to, the range of services provided and the number and length/time of visits.
  • Your team believes this review is long overdue due to the growing issues surrounding mental health and Post-Traumatic Stress Disorder.

Fixed Term – Overtime

  • The bargaining team successfully defeated the following Employer concession:
  • Effective January 1, 2015, employees who do not have regularly scheduled hours of work (irregularly scheduled fixed-term Employees), one and one half times the basic hourly rate shall be paid for authorized hours of work performed in excess of 36.25 or 40 hours per week, as applicable.

New Appendices

Preferred Pharmacy Network
New letter of understanding

  • The Employer shall explore the feasibility of introducing a Preferred Pharmacy Network and shall report its finding to CERC no later than one year of ratification.
  • The Employer shall explore ways of saving on prescription drug costs.

Supplementary Life Insurance/Spousal Dependant Life Insurance
New appendix

  • In the 2012 round of bargaining, OPSEU negotiated increases to the supplementary and spousal dependant life insurance coverage.
  • The Employer did not effectively communicate this to our members, and not everyone signed up for the new coverage, leaving many with no spousal or dependant coverage.
  • We were successful in achieving another opportunity for our members to purchase this coverage.
    • Flexible part-time who have elected benefit coverage, and regular and regular part-time employees who currently do not have supplementary life insurance or spousal dependant life insurance coverage, will have a one-time option to purchase supplementary life insurance or spousal dependant life insurance without evidence of insurability within 60 days of the date of ratification.
  • Employees must pay the full premium for this coverage.

ServiceOntario Scheduling Arrangements

New letter of understanding

  • The issue of scheduling arrangements at ServiceOntario has been referred to CERC for discussion.

Health and Productivity Program at Ministry of Children and Youth Services
New letter of understanding

  • The parties at CERC will review the Health and Productivity Program currently in place at the Ministry of Children and Youth Services and will discuss how it could, if possible, be applied at other Ministries.

Administrative changes to insured benefits plan
New letter of understanding

  • The parties will discuss possible administrative changes under the benefits plan and to produce a report no later than May 31, 2016.
  • These are administrative changes only and do not include discussions on actual benefits.

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