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Flay DC 2024 > Collective Agreement > Flashcards

Collective Agreement Flashcards

1
Q

Management Function

A
  1. Maintain order, discipline and efficiency
  2. Hire, discharge, transfer, classify, promote, demote or otherwise discipline for just cause and member providing that the above matters may be made subject to a grievance procedure
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2
Q

Modified hours for training

A

**Fire Chief **can alter for a **1 week period with min. 60 days notice **not more than 2 times/year. Will not exceed normal hours.

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3
Q

Lieu Time

A

Never in excess of 96 hours. Excess paid on the last pay in December.

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4
Q

Vacation Rules

A
  • must be taken in consecutive full week blocks using 1 or 2 credits.
  • a vacation week is Monday-Sunday
  • 24 hours = 1 credit
  • after peak vacation (Sept. 15 on or about) vacatin may be utilized individually
  • employees who cancel must cancel all time immediately before or after the desired cancellation period
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5
Q

Vacation Groups

A
  • Max 10/group
  • 15 groups max
  • 22 off plus 1 time owing and plus 1 STI time owing
  • Group 1(DC/ADC) may double book 1 position
  • # of vacation groups= # of suppression staff- (DC/ADC) /10
  • **(double booking) **1 person/group off puls 7 addition/shift
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6
Q

Hourly use of Vacation

A

One 24 or floating holiday in 6 hour blocks

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7
Q

Floating Holiday

A

1 floating holiday/year. Has to be used that calendar year

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8
Q

Grievance Procedure

A
  • Committee consists of 3 members and shall file notice with the FIre Chief(or delegate), city manager and concil annually.
  • Grievances are submitted to the corp. within 10 days (Sat. and Sun. included) of the origin date of the grievance.
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9
Q

Grievance procedure stages (1-5)

A
  1. employee may take matter orally with officer in charge of shift (PC) and with failing a settlement within **48 hours **may;
  2. Orally with the Fire Chief (or designate) and failing settlement within **48 hours **may;
  3. Appeal to the grievance committee. If there is just cause that proceeds as follows:
  4. Grievance commitee and Employee in writing to the Fire Chief who replies in writing and failing settlement in** 48hours;**
  5. Grievance committee and employee to council** within 14 days following stage 4 decision. Written statement and decisions of preceding stages shall be tabled in 21 days. Failing settlement in 3 days shall be referred to arbitration by written notice given withi7 additional days**.
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10
Q

Discipline

A
  • Employees may request a union rep.
  • All employees must be given a copy of any notation or letter in their file
  • Employees can view their personal file
  • Disciplinary notes removed after 24 months with no other notes placed in the file. Exception is discipline under the OHSA. These notes will never be removed from the employees personnal file.
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11
Q

Sick Leave

A
  • **18 hours/month **accrued
  • No sick accumulation on STD or LTD
  • Will accrue on WSIB or sick time
  • Deducted on and hourly basis
  • Sick leave accumulation can be used after 6 months of employment.
  • If sick time exceeds accumulated credits employee will have the right to draw upon any overtime or vacation credits
  • Upon exhaustion of sick credits and any other credits they shall be place on a leave of absence for 1 year. During this time no accumulation of seniority or vacation.. City will no pay dues, bond payments or pension contributions. City will pay employees portion of hospital and medical plan premiums of the life insurance coverage.
  • Mat/Pat. leave are not sick time
  • WSIB is not sick credits
  • The corp. has the right, with just cause to ask for a physicians note. The requiered note will be reimbursed.
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12
Q

LTD

A

* 75% of salary before deductions up to $9300/month.
* Payment will commence 6 months after the disablility occurs
* May use sick credits before LTD
* Payments continue until retirement or recovery
* No accumulation of sick credits
* 100% covered by city

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13
Q

STD

A
  • must complete 3 months of service
  • Equals to** 66 2/3 %** of normal income up to the max payable by canadian EI
  • **15 weeks **max duration
  • Will be payable after no more than 14 days of injury/illness
  • No accumulation of sick leave credits
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14
Q

Physician note

A
  • No longer automatically required. PC or Division Chief( or in absence a senior officer) will contact employee and offer the choice of a Dr.’s note or signed declaration.
  • However, if absent 2 or more occasions/calendar year under the folowing conditions a note is required:
    1. absence id’ as a pattern
    2. absence prior/following vacation, floater, duty exchange, time owing
    3. absence on a stat holiday or scheduled duty exchange
    4. absence on a date requested that was denied
    5. absence following a work place issue discussion
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15
Q

Failure to call in sick without adequate notice

A
  • Failure to call in without adequate notice** ( 90 mins prior to shift)** may result in a no show, loss of pay and discipline
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16
Q

Attendance Level 1

A
  • trends higher than the previous year’s average.
  • you will receive an Attendance Notification Form. Form lists dates of absences and hours that contributed to the issue/pattern
  • If improved in the next 6 months, the letter in removed. If not then level 2
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17
Q

Attendance Level 2
(formal meeting and letter 1)

A

Meeting Purpose:
* id concerns with the attendance and verify dates
* explain the impact of absences on work ops
* id expectations
* provide an opportunity to discuss reason for absence
* id resources for assistance
* id specific course of action
* Notify if pattern continues they move to Level 3
* If it improve in the next 6 months they drop a level
* provide an opportunity for the employer to ask for accomodation and see if PC, Divisional Chief require consultation with appropriate resources - EHS, HR, EAP
* May ask for a union rep.

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18
Q

Level 3
(formal meeting 2/letter 2)

A

Purpose:
* Id that the absence is unacceptable
* provide an opportunity for employee to discuss reason
* formal referral to employee health services
* id expectations for satisfactory improvement
* id resources for assistance
* a requirement to contact PC for every abscence
* id a specific course of action and consequences if not followed
* notify that if the pattern continues they go to the next level
* no improvement in 6 months- level 4
* Impovement in 6 months- drop a level
* if accomodation requested, PC will consult the appropriate resources (EHS, HR, EAP)
* can have a union rep.

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19
Q

Level 4
(Formal meeting 3/letter 3)

A

Purpose:
* Id that the absence is unacceptable
* provide an opportunity for employee to discuss reason
* formal referral to employee health services
* id expectations for satisfactory improvement
* id resources for assistance
* a requirement to contact PC for every absence
* id a specific course of action and consequences if not followed
* notify that if the pattern continues they go to the next level
* no improvement in 6 months- level 4
* Improvement in 6 months- drop a level
* if accommodation requested, PC will consult the appropriate resources (EHS, HR, EAP)
* can have a union rep.

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20
Q

Level 5
(Formal meetiing 4/ letter 4)

A
  • The purpose of the meeting is to re-state again all the points from meetings 1, 2 and 3 clearly state expectations and consequences including termination.
  • EHS will review all medical documentation provided to them during the preceding 6 months to confirm if there may be any accommodation issues which have not been addressed.
  • employee is provided with a 3 month period and if there is not a satisfactory improvement, appropriate action will be taken.
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21
Q

Attendance Management exemption

A
  • The Association will bring to the attention of the Fire Chief an
    employee who may require an exemption from the Attendance Management Program
  • If an exemption is granted, a note to file will be made by the Fire Chief with a copy to the
    Association.
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22
Q

CA – When a person returns to their pre-injury position, what actions must the employee take?

A
  • The employee must prove that their skills are current prior to being returned to that position.
23
Q

CA - What is the maximum number of hours a firefighter assigned to a twenty-four-hour shift can work either before or after their shift, effective January 30, 2019?

A
  • 8hrs
24
Q

CA - According to the regulations effective January 30, 2019, what is the minimum break duration required between shifts for employees on a twenty-four-hour shift schedule?

A
  • 10hrs
25
Q

CA - How many hours can employees work on a Saturday if they are scheduled to work the Friday/Sunday shift, according to the regulations effective January 30, 2019?

A
  • 4hrs
26
Q

CA – When and how is overtime paid?

A
  • Time worked beyond 30 minutes in excess
    of the regular shift.
  • Paid at time and a half for each hour or
    portion thereof in Fifteen-minute intervals.
27
Q

CA - What circumstance may require 24-hour shift employees to work mandatory overtime?

A
  • To finalize required reports before the end of their shift
28
Q

CA – Vacation Credits earned after how many years of continuous service?

A
  • Employees with less than one year of
    continuous service to receive:
    -Employees hired before June 30 - 2 credits.
    -Employees hired after June 30 - 1 credit.
  • After 1yrs, 4 credits
  • After 3yrs, 6 credits
  • After 10yrs, 8 credits
  • After 17yrs, 10 credits
  • After 24yrs, 12 credits
  • After 31yrs, 14 credits
29
Q

CA – When in the year can vacation credits be utilized individually?

A
  • on or after September 15
30
Q

CA - How does the CA handle vacation time for employees who have been transferred to another shift?

A
  • will have their vacation calendar time
    honoured as was booked on their original
    shift.
31
Q

CA - What happens to any vacation credits that are not necessary for the new vacation schedule after an employee’s transfer to another shift?

A
  • They are added to the employee’s vacation bank
32
Q

CA - If a transfer to another shift requires an employee to use additional vacation credits, what action does the City take according to the CA?

A
  • the City will advance such credit(s) from the next year’s entitlement.
33
Q

CA - How many extra positions can Group 1 (District Chiefs and Acting District Chiefs) double book for vacation?

A
  • One
34
Q

CA - Under what circumstances can an employee request to carry over their vacation entitlement to the succeeding calendar year?

A
  • If they are unable to receive their entitlement due to certified illness or injury
35
Q

CA - How must the request for carrying over vacation entitlement be submitted?

A
  • Requests must be in writing and will be permitted only if arrangements cannot be made to take their entitlement at some other time in the entitlement year.
36
Q

CA - Who is responsible for approving the request to carry over vacation entitlement?

A
  • Fire Chief
37
Q

CA - What is the requirement for employees regarding engaging in any occupation or performing work while on Sick Leave, Short Term Disability, WSIB, or Long Term Disability?

A
  • Employees are not allowed to engage in any occupation or perform any work contrary to their medical condition without permission from the Fire Chief or designate.
38
Q

CA - What is the Occasional Mileage Usage rate for MFES employees who are required to use their vehicles on MFES business, according to the provided policy?

A
  • $0.53 per km for the first 600 km per month and $0.44 per km for any balance over 600 km per month.
39
Q

CA - Senior Rate pay, milestones and percent?

A
  • Starts Jan 1st each calendar year
  • 3% after completing 8 years
  • 6% - 17 years
  • 9% - 23
40
Q

CA - Which family members qualify for up to five successive days of leave with pay for 24 Hour Shift Employees in the event of their death?

A
  • Father, mother, child, or spouse
41
Q

CA - Which family members qualify for up to three successive days of leave with pay for 24 Hour Shift Employees in the event of their death?

A
  • Sister, brother, mother-in-law, father-in-law, grandparent or a person in loco parentis
42
Q

CA - Which family members qualify for up to one day leave with pay for 24 Hour Shift Employees in the event of their death?

A
  • Uncle, aunt, sister-in-law or brother-in-law
43
Q

CA - In what situations can employees request the presence of an Association representative during interviews?

A
  • When being interviewed for purposes of discipline or possible discipline by supervisors or management.
44
Q

CA - When are Sick Leave credits available for employees to utilize?

A
  • After the completion of six months of service
45
Q

CA - What is the requirement for a 24-hour Shift Employee who intends to report to work at 20:00 hours after calling in absent due to a non-occupational illness or injury for the first 12 hours of their shift?

A
  • They must report to Communications by 17:00 hours that they will be returning to work at 20:00 hours.
46
Q

CA - What happens to the worked hours of a 24-hour Shift Employee who leaves work early due to a non-compensable illness or injury?

A
  • The worked hours are pro-rated.
47
Q

CA - Who determines whether a physician’s report is required when an employee is absent for three days?

A
  • The responsible District Chief or alternate in consultation with the Deputy
48
Q

CA – What actions are prohibited for an employee who acts in a non-union position?

A
  • The employee will not be required to administer any discipline while acting beyond the normal scope of their duties.
49
Q

CA – What steps must a Captain take to qualify for promotion to Acting DC?

A
  • Must be a Captain for three (3) years in the fire suppression division by December 31 in the year the examination takes place.
  • Completion of all of the Captain requirements.
  • Completion of mandatory Continuing Education Units (CEU).
  • Completion of MFES Fire Officer Ill.
  • Incident Safety Officer Certification.
  • Provincial IMS100.
  • Provincial IMS200.
  • MFES IMS Certification.
  • Successful completion of the MFES exam and practical testing.
  • Any other legislative requirement or change in NFPA standard.
  • Captains not promoted to Acting District Chief within the four (4) year cycle may retain their mark by passing the next MFES Promotional Process and can only do better than their previous mark achieved.
50
Q

CA – What steps must a Captain take to qualify for promotion to DC?

A
  • Must be an Acting District Chief and have completed a three (3) year period as an Acting District Chief in the fire suppression division.
  • Completion of all of the Acting District Chief requirements.
  • Completion of mandatory Continuing Education Units (CEU).
  • Completion of MFES Fire Officer IV.
  • Provincial IMS300.
  • Successful completion of MFES exam and practical testing.
  • Acting District Chiefs will work with PD&A to deliver a mandatory Company Officer training module to the Acting Captain and Captain cohorts.
  • Behavioral Assessment and coaching session to enhance communication and interpersonal skills.
  • Completion of the MFES Fire Officer Ill Job Experience Checklist (JEC).
  • Any other legislative requirement or change in NFPA standard.
51
Q

CA – When will ASMP leave balance forms be run and reviewed?

A
  • On a six-month basis and will be reviewed July 25 and February 25 of each year.
52
Q

CA – What positions are a manager according to the CA?

A
  • Platoon Chief, Division Chief, Deputy Chief or Fire Chief.
53
Q

CA – Which agencies have applicability to attendance management?

A
  • Ontario Human Rights Code and Workplace Safety & Insurance Act

Flay DC 2024 (9 decks)

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