Ottawa (290 security officers, training staff) and the United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, and Industrial and Service Workers International Union (USW)
Renewal agreement: Effective April 1, 2018 to March 31, 2022. Signed on April 1, 2018.
Shift premium: Employees who work scheduled spilt shifts in 1 day will be paid premium equal to 1 hour’s wages for each day on which they work both scheduled split shifts. VRSC (volume, risk, stress, consequences bonus) monthly payment will be paid to full-time employees based on 5% of $21.34 (previously $19.96) multiplied by 2,080 hours, and divided by 12 to provide monthly payment.
Paid holidays: 11 days.
Vacations with pay: 1 day per month, maximum 10 days, or 4% to start, 10 days or 4% after 1 year, 15 days or 6% after 4 years, 20 days or 8% after 9 years, 25 days or 10% after 13 years, 30 days or 12% after 20 years. Employees with 3 or more weeks of vacation may opt to cash out 1 week of vacation per year.
Overtime: Time and one-half for all work after 8 hours per day or 40 hours per week. Time and one-half for all work after end of regularly scheduled shift. Time and one-half for all work on eighth consecutive day of work.
Medical benefits: Employer will contribute $2.06 per hour (previously $2.01 per hour) to Steelworkers Trusteed Benefit Plan. Employer will contribute $10 per employee per year to Steelworkers Lifeline Foundation to provide employee assistance program to employees.
Sick leave: 3.2% of hours paid, maximum 64 hours of accumulation each year. Earned sick leave hours may be accumulated and carried over year to year; however all hours accumulated after 64 hours will be paid out to employee on Dec. 15 of each year.
Pension: Employer will contribute 4% of employee’s total earnings to Steelworkers Members’ Pension Benefit Plan on behalf of each employee for each pay period. Employees must contribute matching 4% of total earnings to plan.
Bereavement leave: 5 days for death in immediate family (spouse, including common- law spouse (including same-sex spouse/partner if residing together at least 6 months), parents (including foster-, stepparents), parent’s spouse, grandparents, grandchildren, children (including foster-, stepchildren), brothers, sisters, mother and father-in-law and spouses, legal guardians, any relative permanently residing in employee’s household). 2 days for death of brother-in-law, sister-in-law, aunt, uncle, nephew, niece. Additional unpaid leave may be given when funeral is outside airport greater than 500 kilometres.
Seniority – recall rights: 90 days for employee promoted to position excluded from bargaining unit. 24 months for layoffs; for employee who has had to be absent from work due to injury or illness.
Probationary period: 90 days following completion of certification or 180 days after receipt of Restricted Area Identity Card (RAIC) red pass, whichever occurs first.
Discipline: Sunset clause is 12 months.
Uniforms/clothing: Employer will supply uniform which it requires employees to wear; employer will be responsible for ensuring uniform fits properly and will provide for any necessary alterations.
Sample rates of hourly pay (current, after 7.2% increase):
Level 1 probation: $18.01 rising 3 steps to $19.30
Level 3.1 (0 to 2,080 hours worked): $20.48 rising 3 steps to $21.95
Level 3.2 to (2,081 to 4,160 hours worked): $20.91 rising 3 steps to $22.41
Level 3.3 (4,161 to 6,240 hours worked): $21.32 rising 3 steps to $22.85
Level 3.4 (6,241 and more hours worked): $21.77 rising 3 steps to $23.33
Grandfathered PL/TL: $24.49 rising 3 steps to $26.24
Lump sum: Within 2 weeks of ratification, lump sum will be paid to all employees on payroll as of date of ratification ($1,000 for full-time; $500 for part-time).
Editor’s notes: Education fund: Employer will contribute $0.01 per hour worked by each employee to union’s education fund (funds will be remitted to union within 15 days following each 2 biweekly pay periods). Humanity fund: Employer will contribute $0.01 per hour worked by each employee — maximum 40 straight-time hours per week — to union’s humanity fund. Parking: Employer will pay cost of parking at airports on behalf of employees. Effective Sept. 1, 2018: If employee elects to have parking pass, employer will cover 50% of cost; employee will cover 50% of by payroll deductions on each pay period; or employee may elect to be reimbursed for amount equal to 50% of cost of monthly parking pass for transit pass issued by OC Transpo or STO. CATSA certification: Employer will reimburse maximum $25 for periodic medical examination required for maintaining CATSA certification if employees wish to use own physician or employer will cover cost at designated clinic for employees
