1. The Collective Agreement for Supervisory Managers TEAM-IFPTE Local 161 September 19, 2012

2. Agenda  Introductions  Common Issues  What the Agreement (or Law) says  Pertinent Articles

3. Common Issues  Respect in the Workplace  Medical Requests and Appointments  Return to Work/Accommodation  Discipline  Overtime/Call Out

4. Article 4 – Respect in the Workplace  4.01 The Company will not discriminate against any employee because of membership or participation in the Union. The Company and the Union agree that they will not discriminate against any employee by reason of that employee’s Union membership, race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and conviction for which a pardon has been granted. The parties further agree that all employees have the right to be free from all forms of harassment in the workplace.  4.02 Both the Company and the Union agree to the principle of Employment Equity and agree, as required, to provide representation to the Employment Equity Committee.

5. Human Rights Prohibited grounds of discrimination: Race National or Ethnic Origin Colour Religion Age Sex Sexual Orientation Marital Status Family Status Disability Conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered

6. Leaves of Absence  Article 11 – Maternity, Parental and Child Birth Leave Parental leave Child Birth Leave  Article 12 - Leave of Absence Union Leave Bereavement Leave Compassionate Care  Article 13 – Sick Leave Benefits

7. Article 13 - Sick Leave Benefits 13.09.1….The following formula shall be used in determining the amount of sick absence to be charged. - 0 to 2 hours – no sick absence charged - Over 2 hours to 5 hours – Half day absence charged - Over 5 hours per day – One day absence charged.

8. Article 13 - Sick Leave Benefits  13.09.02 deals with abuse of the two hour rule.  Company Policy 209.07 regarding health care appointments of less than two hours requires no deduction for absence.

9. Duty to Accommodate  Under sections 2 and 15 of the, the Canadian Human Rights Act, “short of undue hardship” the duty to accommodate is a legal requirement for the Company.

10. MTS Policy 207.3 Workplace Accommodation Policy  Managers are expected to work in consultation with their employees to identify appropriate options for accommodation.  Managers will notify employees when they are transferring to a new work location and will invite any employees with disabilities to visit their new work location for the purposes of assessing any accommodation they may require in relation to their disability.  As required, managers must ensure that cost effective accommodations are provided in a timely manner. so their employees can function effectively in their jobs as soon as possible, Where necessary, managers should consult with their respective HR Business Partner for advice and guidance.

11. Discipline Article 18 – Corporation Rights  In exercising its Corporate Rights in administering this Agreement, the Company shall act reasonably, fairly and in good faith.

12. Discipline Duty of Fair Representation:  Under section 37 of the Canada Labour Code, a union or its representative must fairly represent all employees in the bargaining unit, with respect to their rights under their collective agreement, whether or not they are union members.

13. Discipline  Article 5 – Grievances Step 1 – 1 union representative Step 2 & 3 - up to 3 representatives  Article 6 - Arbitration

14. Article 21 - Overtime Article 19 – Hours of Work 19.02.1 The normal working day for employees shall consist of seven (7) hours and thirty (30) minutes consecutively. Twenty (20) such working days shall constitute two (2) consecutive bi-weekly pay periods with a total of one hundred and fifty (150) hours of work. Note: The normal working day for immediate Managers of Craft employees shall consist of eight (8) hours per day and 7.846 paid hours per day.

15. Article 21 - Overtime  When an employee is authorized to work beyond the normal work day, such additional hours shall be considered as overtime and will be compensated for at the applicable overtime rate.  …a rate of time and one-half for the first four(4) hours overtime in a week. Overtime beyond four (4) hours in a week shall be compensated at a rate of double time.

16. Article 21 - Overtime 21.03.1 A call-out for immediate reporting to the workplace will be paid at the applicable overtime rate from the time the employee is called and shall continue after completion of the job for such period as reasonably necessary to travel home. 21.03.2 A minimum of two (2) hours shall be paid for call-out overtime.

17. Article 21 - Overtime  An employee working overtime for which he/she is entitled to payment at the applicable overtime rate, shall elect to be paid for such overtime in accordance with the following: (a) Such overtime to be paid for at the applicable overtime rate; or (b) The option of receiving straight time overtime pay for each hour worked, plus the balance of hours as time off; or (c) The option of receiving time off equivalent to the applicable overtime rate when applicable.

18. Article 21 - Overtime  It is MTS’ policy not to enforce overtime.

19. Questions?

20. Contact Information  team@teamunion.mb.ca team@teamunion.mb.ca  204-984-9470  B2000  200-1 Wesley Avenue, R3C 4C6