Hello Local 52,
On August 24th we met with the Employer and were able to sign a Tentative Agreement. (TA)
Information sessions are planned for the following dates and locations.
Wednesday September 9th 12:00p.m.-1:00p.m. (12:00-13:00) EEEL 161
Wednesday September 9th 9:00p.m.-10:00p.m. (21:00-22:00) ST 143
Thursday September 10th 12:00p.m.-1:00p.m. (12:00-13:00) Theatre 3
Thursday September 10th 09:00p.m.-10:00p.m. (21:00-22:00) Theatre 3
Below is a summary of the major highlights of the agreement but does not give all the
changes which are incorporated in the new Collective Agreement. (CA)
Attached is the full CA for you to look at. It will have strike throughs of things that have changed and
bolding as well. No need to worry it is left in to help see the changes in the agreement.
Space is limited in EEEL 161 but was the only large room available at the time we needed.
Voting is planned to take place on Tuesday September 22nd. Please stay tuned for further
information regarding this.
On behalf of your Local 52 Bargaining Committee
Summary of Tentative Agreement *
2%, 2.25%, and 2.25% across the board salary increases over 3 year term April 1, 2015 – March 31, 2018 *
One-time 1% lump sum payment in exchange for the reduction of the annual merit increment from 3.25% to 3.0% *
Introduce a mid-year re-evaluation for those who have had the increment withheld *
Increase weekend premiums by $0.25 upon ratification to $1.50 , and $0.25 to $$1.75 effective April 1, 2016 *
Increase shift differential premiums by $0.25 to $2.00 upon ratification *
Increase caps of benefit premium contributions for extended health by $3 single and $7 family, dental by $3 single and $7 family. *
Employees with 16 consecutive years of service completed will now qualify for five (5) weeks of vacation per year *
Reduce appointment time with pay from 2.5 hours to 2 hours and confirm that medical information will be strictly confidential that shall be kept separate from any central HR file (Staff Wellness) *
Increase paid union leave for the Chief Steward by an additional two days/week. Now will be five (5) days/week. *
Separate the Collective Agreement into three parts (Part A Common, Part B Operating and Part C Fixed Term) to clarify what terms apply to each group *
Incorporate language committing to a respectful and harassment-free workplace * Introduce an informal step in the grievance process to promote early resolutions *
Electronic bulletin boards in six (6) locations for Union communication