RE: RATIFICATION OF TENTATIVE AGREEMENT TO:...

Public Service Alliance of CanadaAlliance de la Fonction publique du CanadaOntario

File: 21 22-W0002-3

April 2, 2013

TO: ALL PSAC MEMBERS AT THE OLG SLOTS AT WOODBINE

RE: RATIFICATION OF TENTATIVE AGREEMENT

A tentative agreement was reached on March 28, 2013 on behalf of the PSACmembers at the OLG Slots at Woodbine. The tentative agreement if ratified by themembership will have an expiry date of March 31, 2015. You are encouraged to reviewthe attached changes to the renewal tentative agreement and ask any questions youmay have before casting your vote. As per PSAC Regulation 15C you must be presentat the ratification vote meeting in order to vote. Ratification meetings will be held onWednesday, April 10th at Woodbine Entertainment Group (Racetrack side) with roomlocation and meeting start times to follow.

The improvements and changes to your current conditions of work were based on thebargaining input submitted by the membership in 2012. Your bargaining was governedby the Ontario Governments Public Sector Compensation Restraint Act, 2012, which isa provincial government directive that froze all forms compensation (i.e. wages,benefits, etc) and prevented any new forms of compensation to be introduced. YourBargaining Team was able to negotiate that upon ratification the Employer pay a$800.00 lump sum payment to all employees.

The priorities for our members were hours of work and scheduling. We were able toachieve improvements in these areas with specific changes to the part-time preferencesheet and a framework for scheduling that is fair for all members. The Bargaining Teamalso negotiated improvements to Layoff and Recall language so members can elect toend the employment relationship and opt for severance earlier; new languageprotections around the Cessation of Operations; and Civil Liability protections.

Your Bargaining Team comprising:

David E. LewisBarb FormosaYoudhen DhenmaTheo LagakosPhilip DeNicolaNicole Wall, PSAC Regional RepresentativeDavid-Alexandre Leblanc, PSAC Research OfficerJawara Gairey, PSAC Negotiator

90 Eglinton Avenue East, Suite 608, Toronto ON M4P 2Y3 I Phone: (416) 485-3558 11-800-354-90861 Fax: (416) 485-8607 I ontario.psac.com

unanimously recommends the acceptance of the tentative agreement.

In Solidarity,

Sharon DeSousaRegional Executive Vice-President, OntarioPublic Service Alliance of Canada

cc. National Board of DirectorsDirectors’ TeamSusan Jones, Coordinator, Negotiations SectionKerry Pither, A/Coordinator, CommunicationsChristopher Wilson, Regional CoordinatorDale Robinson, Strike Mobilization Project OfficerNicole Wall, Regional RepresentativeBrenda Shillington, Regional RepresentativeNegotiators/Research OfficersRatification Kit Binder (Negotiations Section)

In the matter of negotiations for the renewal of a Collective Agreement:

BETWEEN:

ONTARIO LOTTERY AND GAMING CORPORATIONat the OLG SLOTS WOODBINE

(the “Employer”)

- and —

PUBLIC SERVICE ALLIANCE OF CANADA(the “Union”)

MEMORANDUM OF SETTLEMENT

The Employer and the Union agree that the terms of this Memorandum and each of thefully agreed upon terms attached as Schedule “A” to this Memorandum constitute a fulland final settlement of all issues in dispute between the parties with respect to therenewal of the Collective Agreement.

The undersigned and all members of the parties’ respective negotiating committees willrecommend complete and full acceptance of all of the terms of this Memorandum and theattached Collective Agreement to their respective principals, and in the case of the Union,to all bargaining unit members, and will speak publicly in support of ratification of theterms of this Memorandum and the attached fully agreed upon terms.

The effective date of all terms of this Memorandum shall be the date of ratification unlessotherwise stated in this Memorandum or in the attached fully agreed upon terms.

The Union will seek ratification of the terms of this Memorandum and the attached fullyagreed upon terms by no later than April 10, 2013 and will advise the Employer of theresults of the ratification vote immediately by email or telephone.

The parties will make reasonable efforts to prepare a new Collective Agreementfollowing ratification. Each party will have a reasonable opportl.lnity to review the newCollective Agreement and to advise the other party of any errors or omissions whichrequire correction. Subject to any changes required to correct such errors or omissions,the parties shall meet to sign the Collective Agreement within a reasonable periodfollowing ratification.

The Union and the Employer acknowledge and agree that there are no unfair labourpractice complaints pending or outstanding in relation to the negotiations between theparties and no unfair labour practice complaints will be filed by or on behalf of the partiesagainst the other party or their respective representatives and agents in relation to thesenegotiations at any time in the future.

-2-

7. Subject to ratification, the Employer will pay a lump-sum signing bonus of $800.00 toeach active bargaining unit employee, less applicable deductions. Bargaining unitemployees who are on a statutory or approved leave of absence shall be paid their signingbonus following their return to active employment. Bargaining unit employees will not beeligible to receive any variable pay or other compensation or benefits other than asexpressly set out in this Memorandum and/or the Collective Agreement as renewed.

8. The Employer will provide the Union with no less than 60 days notice of the anticipateddate of transfer to the service provider to whom OLG Slots Woodbine will be transferred.

9. The Employer will make its best efforts to identify a finished space within OLG SlotsWoodbine in which the Union can hold regular office hours and which will be equippedwith a desk, chairs, telephone and internet service.

ALL OF WHICH IS AGREED TO THIS 28TH DAY OF MARCH, 2013.

For the Union:

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For the

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SCHEDULE ‘A’

Full Artici Resolved- OLG Slots t Woo bine and PSAC

FULLY AGREED

Marc 6,2013

ARTICLE — COPIES OF THE AGREEMENT

4.01

4.02

The Collective Agreement will be finalized within six (6) weeksfollowing ratification. Thereafter, sufficient copies of the greement willbe printed and provided to the Union. The Union will be responsiblefor distributing copies of the Agreement to employees.

The parties shall equally share the cost of printing sufficient copies ofthis Agreement and the Employer will post a copy of the Agreement onEmployer’s Intranet

Dated at Mississauga, Ontario, this 1’ day of

For the Employer:

vl—, 2013.

For the Union:

-î

F 11 A c esolved- OLG Slots At Woodbine and PSAC

The Union will not cause no condone its members to cause, threaten,nor will any member take part in any illegal strike, sit down, stay in,picket, wor slow down, or any curtailment of work, or interference inthe operations of the Employer, either full or partial. The Union will notcause or sanction its members to cause, nor will any member of theUnion take part in any illegal strike or stoppage of any of theemployer’s operatio s at any of the employer’s facilities or premises.

6.02 The Employer shall not call or authorize any illegal lockout and noofficer, official, or agent of the employer shall counsel, procure,support, or encourage a lockout, or threaten a lockout during the termof this Agreement.

6.03 Strikes and lock-outs are as defined and provided in the OntarioLabour Relations Act.

I dayof

____

2013.

For the Employer:

FULY GED

M rch 6, 2013

ARTICLE 6- NO ST IKE!NO LOC OUT

6.01

Dated at Mississauga, Ontario, this

For the Union:

v d-O G Its t odb and PSAC

F YA REED

Mach 8,2013

March 28 20 3

RTICLE 8- UNION PRESEN ATI N

The Em 10 er ackn wiedges t e rght of the Union to ap oint Union

Rep esenta ives hat have complete their probationary per od shall

be barg&n ng unit employees of OLG Slots Woodbine. The Union will

inform t e Empi yer of any sped ic roles (eg: b nefits, he Ith and

safety, WSIB, et j.

8.xx The eight (8) Local Executive members shall, in t e event of a

layoff, be granted preferred seniority status notwithstanding their

actual seniority status.

-Note-

“Union Stewards” and “Local Executive Officers” will be changed to

“Union Representatives” throughout the agreement.

8. 1


______

day of 2013.

For the Union: For the Em

F I e esol ed OLG Slots od and PSAC

F YAGR ED

March 27, 20 3

AR CL 10- EW EMPL E ORIENTATION

10 Wth n ni ety days ( 0) of a new OLG employee starting ork withint e ar ml g unit, t e mployer will arrange for one (1) hour to be

rovide to the Loc I Union for he purpose of ntroducing the newemployee to th Union. It is understood that t e Employer may be

rese t du I g this on ntation. The Employer wi I notify h UnionPreside t fourte n (14) days in advance of all employeeorientati ns. on hire n w employees II be provided with acopy of the Collective Ag eement.

Dated at Mississauga, Ontario, this c411 day of

________________,

2013.

For the Union:

Full Articles Resolved- OLG Slots At Woodbine and PSAC

FULLY AGREED

March 6, 2013

ARTICLE 11 — LABOUR/MANAGEMENT COMMITTEE

11.01 (a) The Union and the Employer acknowledge that mutual benefitscan be derived from joint consultation and, to that end, theparties agree to establish an active labour-managementcommittee. The purpose of the Committee shall be to provide ameans by which to facilitate and promote cooperation andunderstanding between the Employer and the Union. Terms ofreference shall be established by the Committee.

(b) The Committee shall consist of a maximum of five (5)representatives from each party. A Union Representative andan Employer Representative shall be designated as cc-chairperson for each meeting.

(c) A designated PSAC Staff Representative who is registered withthe AGCO shall be permitted to attend Joint Labour-Management Committee meetings at the request of the LocalUnion.

(d) The Committee shall meet once every three (3) months and anagenda of items to be discussed will be exchanged at leastseven (7) days in advance. The parties are jointlyresponsible for scheduling such meetings.

(e) The Employer and the Union will alternate at taking minutes ofthe meetings. Committee minutes shall be signed off by theEmployer and the Union within fourteen (14) calendar days ofeach meeting and immediately thereafter shall be sent to the siteGeneral Manager and posted for the membership to see.

(f) Employees serving on the Labour-Management Committeeshall be paid at their regular hourly rate for meeting time to amaximum of three (3) hours.

(g) The Committee shall deal with all matters of mutual concern,however, the Committee shall not deal with grievances ornegotiations, nor is the committee empowered to alter or amendany of the terms or this Collective Agreement.


______

day of MACff , 2013.

For the Employer:


FULLY AGREED

March 27, 2013

ARTICLE 12— NO RASSMENT I NO DISCRIMINATION

12.01 T e Employer, the Union, and employees agree that there will be noharassmen in accordance with the Ontario Human Rights Code andthe Ontario Occupational Health and Safety Act.

12.02 T e Employer, the Union, and the employees agree that there shall beno discrimination exercised or practiced with respect to any employeeby reason of race, ancestry, place of origin, colour, ethnic origin,citizenship, creed, sex, sexual orientation, age, record of offences forwhich a pa don has been granted, marital status, family status ordisabili y, nor by reason of Union membership or activity. It is agreedthat the prohibited grounds of discrimination shall be as defined by theOntario Human Rights Code.

12.03 Should the prohibited grounds of discrimination or harassment beexpanded under the Ontario Human Rights Code, the Employer willamend its policies and ensure employees have notice andlor trainingas necessary.

12.04 No Employee will be required to present a harassment ordiscrim nation grievance at Step 1 or Step 2 to a Supervisor orManager whom is the subject of their complaint. Such grievances maybe raised instead with Human Resources at the applicable Step.

Dated at Mississauga, Ontario, this 27 day of

For the Union: For the

<-7IL


FULLY AGREED

March 28, 2013

ARTICLE 13— CORRECTIVE COUNSELLING AND DISCIPLINE

13.02 Coaches and other daily supervisory corrections are not disciplinary

in nature and may not be grieved. The Employer will notify

employees in writing of any coaching and other daily

supervisory corrections and a copy of such notice will be

placed in an employee’s file for a period of six (6) months.

13.04 (new) The Employer will provide any training the Employer

determines to be necessary in order to correct concerns which

result in discipline.

13.05 The Employer will provide advance notice to the Union of any

meeting with an employee where the Employer is investigating an

issue that may result in discipline for that employee. The Local

Officer will not inform the employee prior to the employer unless

authorized by the Employer to do so. Upon request by an

employee, a Union Representative shall be present at an

investigation meeting that may result in discipline for that

employee. It is understood that the Union will not impede the

Employer’s ability to ascertain the facts or schedule the

investigation meeting.

13.09 Where an employee maintains a record free from discipline for a

period of twelve (12) months, all records of discipline (save and

except for serious misconduct) will not be relied upon in future

discipline. Upon request by an employee, this stale-dated

discipline will be removed from the employee’s file after thirty-six

(36) months (save and except for serious misconduct).

(a) Serious misconduct includes but is not limited to:

(i) A breach of the Ontario Human Rights Code

(ii) Health and safety infractions threatening health

0 ted t M ssissau a nta io th

______

day f 013.

or eUnjo For the E er:

Fu 1 ol e - ot o dPSAC

Vio c , eain rth f i I n ir ctedatacus me, o work r o s i r o r

su 0 in i n.


FULLY AGREED

March 6, 2013

ARTICLE 14- GRIEVANCE PROCEDURE

14.01 Any dispute involving an alleged violation of this Collective Agreement

may be made the subject of a grievance.

Grievances involving the interpretation, application, operation or any

alleged violation of th Agreement must have the approval and support

of the Union. It is recognized that all bargaining unit employees

including probationary employees have a right to access the grievance

procedure including arbitration.

14.02 There are three (3) types of grievances under this Collective

Agreement:

(a) An Individual Grievance which is an unresolved complaint of an

individual employee wherein he or she believes that the

Collective Agreement has been improperly interpreted, applied,

or administered to his or her detriment.

(b) A Group Grievance which is an unresolved complaint of a group

of employees wherein they believe that the Collective

Agreement has been improperly interpreted, applied, or

administered to their collective detriment.

(c) A Policy Grievance which is an unresolved issue arising

between the Union and the Employer around the interpretation,

application or administration of the Collective Agreement but

does not include matters which could be pursued either as an

Individual or Group Grievance. A Policy Grievance shall be

initiated at Step 2 of the grievance procedure and where the

Employer is filing a grievance it shall be addressed to a

designated representative of the PSAC who is registered with

the AGCO.

14.03 For the purposes of this Article, a grievor is an employee, a group of

employees, or in the case of a policy grievance, the PSAC.

14.04 There are three (3) procedural steps under this Collective Agreement

for the resolution of grievances:


Step I - Informal ProcedureA grievance will first be raised verbally with the Supervisor to provide

an opportunity for him/her to address any concern or complaint prior to

moving to the formal procedure. This meeting and notification of a

grievance must be within seven (7) days of when the employee

became, or ought reasonably to have become, aware of the

circumstances giving rise to the grievance. The grievor must be

present to provide information supporting the grievance and may be

accompanied by a steward or other Local Union Representative. The

Supervisor shall give the grievor his/her decision within seven (7) days.

Step 2 - Commencement of Formal Procedure

Failing resolution of the grievance informally at Step 1 above, the

grievance may be transmitted in writing within seven (7) days of the

date of the response in Step 1 and in any event no later than twenty-

one (21) days of when the employee became, or ought reasonably to

have become, aware of the circumstances giving nse to the grievance.

The Department Manager or designate shall hold a meeting within the

next fourteen (14) days and will, in any event, deliver his/her decision

in writing to the grievor and the employee’s Representative within

seven (7) days of the meeting.

Stage 3 (FinallWritten Counsel) grievances shall be initiated at

Step 2 and must be initiated within seven (7) days following the

date of the issuance of the discipline in accordance with the

grievance process.

Step 3

If the decision of the Department Manager or designate is not

satisfactory to the employee and Union Representative, the grievance

may be transmitted to the General Manager or designate, within seven

(7) days after the Union Representative and the grievor have received

the decision. A meeting will be held with General Manager or

designate, within fourteen (14) days after receipt of the transmittal. The

General Manager, or designate, shall respond with a decision to the

applicable grievor and his/her Union Representative within seven (7)

days of the meeting.


Nothing in these Steps prevents Supervisors, Managers, or the

General Manager from involving Human Resources, or other

resources, to respond to or otherwise review grievance issues.

Termination grievances shall be initiated at Step 3 and must be

initiated within seven (7) days following the date of the

termination in accordance with the grievance process.

14.05 In calculating time limits, calendar days will be used, with the exclusion

of Saturdays, Sundays and Holidays identified as per Article 30

(Designated Holidays).

14.06 The Formal Grievance shall be in writing and shall include:

(a) The date of the alleged breach of the Agreement, if possible;

(b) Article(s) of the Agreement alleged to have been breached and

the events on which the grievance is based; and

(c) What specific remedy is being sought.

The formal grievance submission at Step 2 will contain a signature of

each grievor seeking a remedy and the signature of the Steward/Union

Representative.

Grievances and responses may be submitted electronically.

14.07 Time limits referred to in the grievance and arbitration procedures are

mandatory and must be strictly complied with.

14.08 Time limits may be extended by mutual agreement where there is a

basis for the request to extend time limits and where it is made in

writing in advance of the expiry of the time limits. Consent to a brief

extension requested under this Article will not be unreasonably

withheld. Otherwise failure to comply shall result in the grievance being

deemed to have been abandoned notwithstanding the provisions of

Section 48 (16) of the Ontario Labour Relations Act.

14.09 Where no response has been given within the time limit specified, the

grievance may be transmitted to the next step of the procedure within

the requisite time frame specified.

14.10 A Union Representative and/or a designated PSAC Staff

representative who is registered with the AGCO shall be present at all

meetings following the filing of a grievance at Step 2 and Step 3 under

this Article.

14.11 Meetings involving grievances shall be at times that are mutually

agreed to and a grievor and Union Representative/Steward who


attends such a meeting during normally scheduled working time shallnot suffer any loss of pay for time spent at such a meeting.

14.12 If the response from the Employer at Step 3 of the grievanceprocedure is unsatisfactory, or if the Employer has not respondedwithin seven (7) days of the meeting at Step 3, then the grievance,including any question as to whether the matter is arbitrable, may bereferred to arbitration. The referral to arbitration must be receivedwithin a further thirty (30) days.

14.13 The party wishing to submit a grievance to arbitration should indicate inits notice of intent to arbitrate that it would like the matter heard byeither a Board of Arbitration or a single Arbitrator. The recipient of thenotice shall inform the other party within seven (7) days of receipt ofthe notice if it is agreeable or not to the matter being heard by a Boardor single Arbitrator, If there is no agreement, the parties shall use aBoard of Arbitration pursuant to the following procedure.

Within ten (10) days after the use of a Board is confirmed each partyshall respond to the other by indicating the name and address of itsnominee to the Board.

The two nominees shall appoint a third person who shall be theChairperson of the Board.

If either party fails to name a nominee, or if the two nominees fail toagree on a Chairperson, and upon request by either party in writing tothe Minister of Labour of Ontario, an appointment may be made by theMinister to constitute the Board of Arbitration, pursuant to theprovisions of the Ontario Labour Relations Act.

The decision of the majority is the decision of the Board, but if there isno majority, the decision of the Chairperson governs. Such decisionwill be final and binding upon the parties hereto and the employees.

No person may be appointed to the Board who has been involved in anattempt to negotiate or settle the grievance.

The Board shall not be authorized to alter, modify or amend any part ofthe terms of this Collective Agreement, or to substitute any newprovisions in lieu thereof, or to deal with any matter that is not a propersubject for grievance under the Collective Agreement, nor give anydecision inconsistent with the terms and provisions of this CollectiveAgreement. Likewise no arbitrator may create, alter, amend orestablish any employee incentive, benefit or perquisite save andexcept as expressly provided by this Agreement;

Full Article R solved- OLG Slots At Woodbine and SAC

Each party shall pay one-half (Y2 ) of the fees and ex enses of theChairperson the ard. Each of the parties hereto shall b ar theexpens of its own nominee.

14.14 The p rUes ma ag ee to substitute a single Arbitrator to hear thematter in dispute instead of a Board of Arbitration. If so, the processshall be ollowed as above in Articlel4.13 with the role of the nomineesin the appointment rocess being undertaken by the Union and theEmplo erdir dy.

All discharg cases will be heard by a mutually agreed singleArbitrator. The parties will equally share the fees and expenses of theArbitrator.

A single Arbitrator h s the same authority as a Board of Arbitration, asset out in this Article.

Dated at Mississauga, Ontario this ‘ day of i’4- , 2013.

For the Union: For the Employer:

Full Arti 1 s Resolved- OLG Slot At Woo bne and PSAC

FULLY AGREED

March 5, 2013

ARTICLE 14.04 — GRIEVANCE PROCEDURE

S ep 2— Commen ement of Formal Procedure

he Department Manag r or designate shall hold a meeting within the nextfourteen (1 ) days a d w I, in any event, deliver his/her decision in writing to thegrievor and the employe s Representative within seven (7) days of the meeting.

Dated at Mississauga, Ontario, this day of


F Arti s ed- OLG lots A oodbine d P AC

F LLY AGREED

arh 72 3

AR IC E 15- HE L H AND SAFETY

Art cle I .xx (New) — R turn to o k

U on request by an empi yee, a Un n Representative and/or a designated

P AC Staff Repr sent tiv who is registered with the AGCO shall be present at

all any ret rn t w rk meet ngs with the employee.

Dated at Mississauga, Ontario, this 7 day of -ik4,At2L 2013.

For the Union:


FULLY AGREED

M ch28,2013

ARTICLE 17 — HOURS OF WORK

**

1 .06 The parttime employees will each submit, and may amend on aquarterly basis, a Shift Preference sheet indicating his or her preferredshifts and these preferences will be used in the assignment of shifts.The available shifts will be distributed as equitably as possibleamongst employees having regard to seniority and shift preference.

Part-time employees will be able to indicate their preferredmaximum number of desired shifts on their shift preference form.The Employer will endeavour to schedule according to thesepreferences.

Once the preferred maximum number of shifts is assigned to allemployees, all remaining shifts shall be assigned in reverse orderof seniority.

17.07 It is understood that the posted part-time schedule is subject tochange as shifts become available, are no longer required and!orare assigned.

Following the posting of the schedule part-time employees shallreview their schedule and maintain contact with the DepartmentManager or designate in charge of scheduling.

When shifts become available more than forty-eight (48) hoursprior to the start of the shift, the available shift will be assigned tothe employee with the highest seniority and with the least amountof scheduled hours in the pay period (in accordance with theemployee’s maximum shift preference). For greater certainty, inthe event a part-time employee is not at work on the day an

additional shift becomes available and is not scheduled to work

again prior to the date of the additional shift, he or she will becalled by the Employer to advise them of the shift assignment. If

the Employer is unable to make contact with the employee theEmployer will move to the next eligible employee for assignmentof the shift.

Full Articles Resolved- OLO Slots At Woodbine and PSAC

When shifts become available less than forty-eight (48) hoursprior to the start of the shift, calls will be made based on theemployee with the highest seniority and with the least amount ofscheduled hours in the pay period (in accordance with theemployee’s maximum shift preference). If the Employer is unableto make contact with the employee the Employer will move to thenext eligible employee.

Schedule Adiustments

17.08 Where a part-time employee knows absolutely that he or she is notgoing to be available for work, he or she may request a scheduleadjustment. Each part-time employee may request up to six (6)schedule adjustments per calendar year. All requests must be madethrough Employee Self Service System (ESS) at least two (2) weeks in

advance and prior to the schedule being posted. Where possible, if anemployee uses an adjustment day, he or she shall not be scheduledfor a shift that will end after 12midnight the day before. For newemployees, adjustment days will be prorated for the first calendar year.An approved schedule adjustment cannot be cancelled by anemployee.

Shift Cancellation

17.00 In the event that an employee’s shift is cancelled and the Employer-isunable to contact the employee and provide twelve (12) hours notice ofthis shift cancellation and the omployoe reports to work for his/herregular shift, the employee will be paid a minimum of four (4) hours payat his/her rcniiInr rate or all the hours worked whichever is greater.

Reporting Pay

17.xx Any employee reporting for work on their regular scheduled shift, andwho has not been properly notified not to report to work, will receive aminimum of four (4) hours pay at the applicable hourly rate.

17.xx Any employee reporting for a scheduled meeting or training, and whohas not been properly notified not to report for the meeting or training,will be paid for the length of the scheduled meeting or training up to amaximum of four (4) hours at the applicable hourly rate.

Call-in Pay


17.10 f an employee is called into work, he or she will be paid for all hours

worked. here the employee is called into work on less than twelve

(12) hou s o ice, he or she will be paid for a minimum of four (4) hours

work at he employee’s regular rate or the applicable overtime rate. An

employee called into a meeting with less than forty-eight (48) hours

notice will be paid a minimum of four (4) hours at his or her regular

rate.

Shift Exchanges

17.1 With a minimum of forty-eight (48) hours of notice, employees may

submit a shift exchange request through the Employee Self Service

System (ESS), indicating a desire to switch shifts within the same pay

period. Shift exchanges will be granted where cost neutral, in

accordance with this Agreement, and does not give rise to any

operational considerations in the opinion of the Employer and is in

accordance with all applicable legislation.

Shift Giveaways

17.12 Part-time employees may give away an unlimited number of their shifts

to another part-time employee in accordance with the following

procedure:

(a) he/she finds their own replacement;

(b) the request is made at a minimum of forty-eight (48) hours in

advance, and is in accordance with 17.02:

(c) the shift giveaway does not incur overtime;

(d) both employees must complete this transaction through the

Employee Self Service System (ESS).

(e) the shift is for an identical job in the same job classification.

Shift giveaways are not intended to be used in such a way as to

result in a part-time employee regularly working forty (40) hours

per week or regularly not working any hours in a pay period.

The Employer shall not re-assign a shift to an employee who has

given away that shift in accordance with this Article 17.12.

Early Outs

17.13 When, after sending home any applicable overtime employees, it

becomes necessary to reduce the workforce for a period of less than a

full shift, the Employer will first seek volunteers. Full-time employees


will have priority if they are prepared to use vacation or lieu time to topup foil wed by part-time employees who are prepared to usevacation or ii u to top up. Part-time employees may then elect toleave withou p y. Should there still be voluntary opportunities, a full-time employee may elect to leave without pay although only for up to amaximum of eight (8) hours per pay period. For the purpose of thisprovision, this applies to e ployees in the same classification, workarea and start time. Shifts commencing within thirty (30) minutes ofeach other shall be consider d as having the same start time.

If there are more employees in any of the priority groups aboveinterested in volunteering than there are available early outopportunities, the Employer will hold a lottery.

Should there be insufficient volunteers to leave work early, then part-time employees may be sent home as long as they are paid for four (4)hours.

It is understood that early outs, other than early outs requested by anemployee due to illness or injury, will count as consecutive daysworked for the purpose of qualifying for the Employer’s Short TermSickness Plan as outlined in Article 34.

Overtime

17.14 The parties to this Agreement recognize that the needs of the businessrequire the performance of overtime work from time to time. Allovertime will be approved in advance by the Department Manager ordesignate.

17.15 Subject to practical considerations and operational requirements,overtime opportunities will be evenly distributed when reasonablypossible among those employees in the same classification and on thesame shift provided they are able to satisfactorily perform the work tobe done. The overtime will be offered based on seniority.

In the event an employee voluntarily misses a turn at such overtime,the employee shall be considered as having worked that turn insofaras distribution of such overtime is concerned, It is understood andagreed however that any valid claim of improper distribution shall resultonly in an employee’s entitlement to the next opportunity to performscheduled overtime that he or she is qualified and available to perform.

17.16 Where there is no willing employee, the most junior qualified andavailable employee(s) will be assigned.

ull A ic s e olved- OLG Si ts A ood i SAC

l7xx Parttimeet an f,vc nse U I

p oyees an) onsec tvehours of rest.

t regula ly be schedule to w rk morea i a r without orty-eight (48)

17. x If requested y a part- me employ e, t E plo er illensure ha e part- ime m lo ee is off the complete(24) h ur cale dar day wh helshe book a vaca Iday or s hedule a justment day. Where here isconflict n scheduling, t is provi&on w II tak prioriand rest day reference.

e pttoenty-fourday lieu

a potentialover shift


______

day of, 2013.


1L


FULLY AGREED

March 28, 2013

ARTICLE 19— POSTING

19.06 If additional personnel are required within forty-five (45) days after the

date the orginal position was filled, the position will not be re

posted and a candidate will be selected from the original qualified

applicants.

19.09 An employee who is the successful bidder to a job in a different

classification pursuant to this Article will be subject to a trial period of

thirty (30) days actually worked. Such period may be extended based

on mutual consent of the Employer and the Union. If an employee

does not successfully complete the thirty (30) calendar day trial period,

either by resigning or being unsuccessful, the employee will be:

(a) first be returned to his or her previous position (including shift

and days off), and other employees affected thereby will be

returned to their previous positions on a similar basis.

Thereafter, the original vacancy will be filled by the next eligible

applicant on the original posting, in accordance with the posting

provisions of this Agreement.

(b) If the previous position no longer exists then the employee will

be treated in accordance with this agreement as if they had

been in the previous position throughout.


______

, 2013.

______

day of


onj

Fu I Artcles e olved- OLG Slots t Woodbin and PSAC

FULLY AGREED

March 5,2 13

A TICLE 19.06 - POST NG

if ad itional perso el a e requred thin forty-five (45) days after the date theoriginal position wa flied, the position will not be re-paste and a candidate willbe selected from he original qualifed applicants.

Dated at Mississauga, Ontario, this C.. day of

FortheUni n: Forthe

2013.

p\/

Full Artici s Resolved- OLG Slots At Woodbine and PSAC

FU LV AGREED

Mac 28,2013

ART CLE 21 SENIORITY

21. (a) “Seniority as referred to in this agreement, shall mean:

• The seniority date set out in the seniority list in effect

as of the date of ratification,

• For bargaining unit members hired after the date of

ratification, the date of continuous service in the

bargaining unit

(b) “Service”, as referred to in this agreement, shall mean length of

employment with OLG from the date of last hire.

(c) “Site Service”, as referred to in this agreement, shall mean

length of employment with QLG Slots at Woodbine from last

date of hire.

(d) Full time and-part time employees shall accrue seniority on the

basis of duration of employment in his/her current

status/classification since last date of hire into the

status/classmcation.

(e) Seniority under this collective agreement has no application

elsewhere with OLG.

21.02 The Employer will maintain two seniority lists, one for non-probationary

part-time employees and one for non-probationary full-time employees.

The lists shall be updated and posted every six months, and a copy of

the lists shall be given to a designated local union officer and posted

on bulletin board(s). In addition, the employer shall provide an

electronic copy to a designated representative of the PSAC who is

registered with the AGCO.

21.03 An employee attaining seniority shall have thirty (30) days from the

posting of the first seniority list containing their name to advise the

Employer, in writing, of any errors with respect to their respective

seniority dates. Thereafter, the employee shall be deemed to have

accepted the seniority dates posted.

21.04 Where two (2) or more employees have the same service and seniority

date, they shall be placed on the seniority list in an order determined

Full Articles Resolved- OLO Slots At Woodbine and PSAC

by lottery The lottery will be conducted by the Employer with a LocalUni n Officer representative present.

21 5 Where an employee moves from part-time to full-time status, or vice-versa, or moves to a new classification, he/she shall maintain theirseniority in their new status/classification but ehall retain accruedGervice attained at the date of the move.

21. 6 An employee temporarily working outside the bargaining unit(secondment) shall retain seniority. No seniority shall accrue unlessthey return to the bargaining unit at which time the employee will becredited with seniority for the time they spent outside of the bargainingunit. Any employee temporarily working outside the bargaining unit fora period of one (1) year plus a day shall lose all seniority. The Unionand the Employer may mutually agree to extend the one (1) yearsecondment and such extensions shall not be unreasonably denied.

21.07 An employee who accepts a temporary position (secondment) withinthe bargaining unit will continue to accrue seniority in their homeposition. Should the temporary position become permanent for thatemployee in accordance with the job posting process, the employeewill be credited with seniority accrued from the date that they originallymoved into that temporary position.

At the completion of the secondment the employee shall return to theirhome position. If the home position no longer exists then theemployee will be treated in accordance with this agreement as if theyhad been in the home position throughout.

21.08 Loss of Seniority and Employment

The seniority rights and employment of any employee shall cease forany of the following reasons:

(a) If an employee voluntarily quits the employ of the Employer orretires;

(b) If an employee is discharged for just cause and such employeeis not reinstated pursuant to the provisions of the grievanceprocedure;

(c) If an employee overstays a leave of absence or remains awayfrom work without permission for a period of more than three (3)consecutive working days, without satisfactory reason;

(d) If an employee fails to report for work in accordance with anotice of recall seven (7) days after a registered mailing of suchnotice, without satisfactory reason;

s Ss SAC

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r e in esan ispo I edwith

tw n y-foure ne

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Dated at Mississauga,

For the Union:

ntario this

______

ay of 2013.

fa son ,i otr

e equi

w ks a 0th r emplpe n


FULLY AGREED

March 28, 2013

ARTICLE 22- LAYOFF AND RECALL

22. 1 The Employer will provide all notice, pay in lieu of notice and/orseverance required under the Employment Standards Act in the eventof a layoff. Where possible, the Employer will give seventy two hours(72) notice of layoff to the affected employees and to the Union and, ifrequested, will meet to discuss the layoff with a Union representativeor designate during the notice period.

22. 2 In the event of a layoff, the following will apply:

(a) Contract employees within the classification will have theiremployment ended.

(b) Probationary employees within the classification will be laid offfirst.

(c) Seniority rated employees will be laid off as set out below:

Part-time Employees

In the event one or more part-time employees are identified for a layoff of inexcess of fourteen (14) days, the following procedure will apply:

(a) The classification which is required to be reduced will beidentified.

(b) The junior part-time employee in the classification affected willuse his or her Site Service Date to bump the most junior part-time employee in a lower or equally paid classification in theDepartment, if he or she has the skill and ability to perform thejob with a brief familiarization and is willing, or may acceptlayoff.

(c) The most junior part-time employee in the Department will usehis or her Site Service Date to bump the most junior part-timeemployee in a lower or equally paid classification within thebargaining unit, if he or she has the skill and ability to performthe job with a brief familiarization and is willing, or may acceptlayoff.


(d) The most junior part-time employee within the bargaining unitwill be laid off. Notice to one employee will be notice to all andthe junior employee(s) laid off will be provided with a Record ofEmployment and will await recall.

Full-time Employees

In the event one or more full-time employees are identified for a layoff of inexcess of fourteen (14) days, the following procedure will apply:

(a) The classification which is required to be reduced will beidentified.

(b) The junior full-time employee may use his or her Site ServiceDate to bump the most junior part-time employee within his orher classification. Such full-time employee will be placed on thepart-time seniority list based upon his or her existing SeniorityDate.

(c) If the junior full-time employee is unable or unwilling to bump themost junior part-time employee in the classification, he or shewill use his or her Site Service Date to bump the most junior full-time employee in a lower or equally paid classification in theDepartment, if he or she has the skill and ability to perform thejob with a brief familiarization and is willing, or may acceptlayoff.

(d) If the most junior full-time employee in the Department isbumped, he or she may use his or her Site Service Date tobump the most junior part-time employee within his or herclassification. Such full-time employee will be placed onthe part-time seniority list based upon his or her existingSeniority Date.

(e) If the most junior full-time employee in the Department isunable or unwilling to bump the most junior part-timeemployee in his or her classification bumped, he or she willuse his or her Site Service Date to bump the most junior full-time employee in a lower or equally paid classification within thebargaining unit, if he or she has the skill and ability tosatisfactorily perform the job with a brief familiarization and iswilling, or may accept layoff.

(f) If the most junior full-time employee in the bargaining unit isbumped, he or she may use his or her Site Service Date tobump the most junior part-time employee in his or herclassification, or may accept layoff. Such full-time employee will

ull A ides Resolved- OLG lots At Wood me and PSAC

be placed on the part- ime seniority list ba ed upon his or here isti eniori D te.

(g) Any mos junior part-time employee impacted by (b), (d) or (f)above, wil have th righ s in the part-time provisio s.

(h) Notice to one employee will be notice to all and the junioremployee(s) laid off will be provided with a Record ofEmploy ent and ill await recall.

22.05 (c) An employee who has been on layoff for twenty-six (26)weeks or more may elect to terminate the employmentrelationship and to be paid the termination pay andseverance pay to which they may be entitled in accordancewith the Employment Standards Act, 2000 (Ontario) or tomaintain their recall rights. An employee who elects to bepaid will be deemed to have abandoned the right to berecalled and the Employer shall have no further obligationwith respect to this employee.


______

day of /ec-e , 2013.

For the Union: Forth oy

ull Articles Resolv d- OLO Slots At Woodbine and PSAC

FULLY G EED

arch 6, 2013

ARTICLE 23— NE C SSIFICATIO S

23.01 When a lassificat on is crea ed within the bargaining unit, theEmploy r will stablish a wage rate and classification for such a newjob and g es to discuss with the Union its rationale for the rate.Vacanc s ithin ew classi cations shall be posted with sufficientdescription of the work to e performed within thirty (30) calendar daysof the a -up of the new position and any experience gained as aresult o temporary assignment will be considered as qualification forthe pos ing T e posting will be illed in accordance with the job postingprovisions of th C Ilective Agreement.

Dated at Mississauga, Ontari , this day of

________________,

2013.

For the For the Employer:


F V AGREED

March 28, 2013

ARTICLE 24- TECHNOLOGICALIORGANIZATIONAL CHANGE

24. Definit on

“Technological/Organizational Change” is defined as a substantial

change in technology to the process, equipment, or methods of

organizational operation that differs significantly from those previously

utilized by the Employer.

24. 2 Advance Notice

(a) The Employer will provide the Union with a minimum of sixty

(60) days notice of any technological change affecting

bargaining unit employees.

(b) If the Employer anticipates that a technological/organizational

change will result in the layoff of bargaining unit employees, the

Employer will advise the Union in advance, so far as is

practicable and in accordance with Article 22 - Layoff and

Recall.

(c) Where such notification is practicable, the Employer will discuss

the nature of the changes, the approximate number of

employees likely to be affected by the technological or

organizational change and the effect the technological or

organizational change may have on the working conditions and

conditions of employment of other employees. The Employer is

open to receiving from the Union suggestions, ways and means

that the Union considers might meet the business goals while

minimizing the adverse effect upon employees concerned.

(d) The Employer shall provide the necessary training required by

the introduction of new technology to the affected employees

remaining in the classification.

(e) The Employer is committed to looking at reasonable training

opportunities which can be utilized to move any affected

employees to a new or different position with the bargaining unit

at the Slots, where there exists a need for employees. If the

change permanently eliminates or reduces the number of

employees in a classification, the Union and the Employer will

review what training would be required to work in another

classification, where there exists a need for employees. Training

shall be provided by the Employer where the displaced

u 1 rti s Re olv d- OLG S ots At Woodbne and PSAC

em I yee hay t e ski I, ability and de e to perf urn the

avat ab e rk. I more th n ten (10 day f tranin (i clusive

fly cy and r cedural t ai ing and job sha wing) are

require o ful iii t e ut s of th other classi cat n then the

em bye will n e con idered to have the s ill and ability.

Where n employe n t eligible, does not desire or ucceed

wt a t a ing plan then sh a he may ele t to be laid off and

may i tam re all rights or el ct o fore o r call rghts and

re &ve ever nce ay and notice.

2013.Dated at Mississ Ontaro, this

______

day o

For the Union:

F 1 cle e olved- OLO S ots At Woodbi e PSAC

U LYAG EE

March 28 20 3

ARTICLE 25- RAINING

25.01 ave and x ept for an voluntary training, all training provide by the

Empi yer will b paid training and the Employer will endeavour to

pro ide this trainin will be provided during regularly scheduled

ours of work. Whe e such training of full time employe s is done

out&de regu ar scheduled hours it will be paid at the applicable

overtime rate.

Dated at Mississauga, Ontario, this 2I’ day of

_________________,

2013.

For the Union: F r the Employer:

Full Article Resolved- OLG Slots At Woo bine and PSAC

FULLY AGREED

March 6, 2013

RTICLE 28 - LOC ERS

28.01 The Employer will provide locker access with locks for all employees touse, and shall also provide and maintain in clean and sanitarycondition dressing areas with washrooms. No representative of theEmployer shall open a bargaining unit employee’s locker unless aUnion Representative has been offered the opportunity to be present.

Dated at Mississauga, Ontario, this 6’ day of

For the Union:

g7

.2013.

For the Employer:2,’


FULLY AGREED

M rch 6, 2013

A T CLE 31 — VACATION LEAVE

31 01 All regular full-time employees shall earn vacation credits based onyears of continuous service with OLG.

The vacation entitlement for regular full-time employees is listed below.As full-time schedules may vary daily, the vacation entitlement isexpressed in total hours.

Years of Service Hours Per Calendar Year!Percent PayFirst eight years 120 hours/6%After eight years 160 hours/8%After fifteen years 200 hours/I 0%After twenty six years 240 hours/i 2%

On January 1st of each year, employees are advanced a full year’svacation credits based on their years of service. For employeesreaching the next entitlement level during the year, they will beadvanced the full year’s entitlement on January 1st of that year. (Forexample, employees who complete their eighth (8th) year on May 15,2007 would receive their full entitlement on January 1, 2007.)

If an employee commences, terminates, or changes employmentstatus during the year, their credits will be pro-rated. In addition,employees who are off on an unpaid leave of absence or layoff greaterthan 30 days will have their vacation credits prorated.

If an employee terminates his or her employment and has been paidmore vacation than the year’s entitlement, the extra vacation pay willbe deducted from their final pay.

Vacation time must be taken during the calendar year in which it wasearned, except for exceptional circumstances. Up to eighty (80) hoursof vacation time earned during a year may be carried into the first three(3) months of the following calendar year if the employee so requestsin writing prior to December 1st and the Manager approves.

Any vacation not booked by the end of October may be scheduled bythe Employer between then and March 31st of the following year.


Each department will designate when vacation can be taken and howmany employees may be off at any one time. A copy will be providedto the Union.

31.02 Vacation Entitlement for Part-Time Employees

Part-time employees will receive vacation payment and unpaidvacation days, on the following basis. The vacation entitlement isbased on years of continuous service with OLG.

Years of Service Vacation PaymentlUn paid TimeFirst to eighth years 6% I 2 Weeks and 5 daysAfter eight years 8% / 3 Weeks and 5 daysAfter fifteen years 10% I 3 weeks and 10 daysAfter twenty six years 12% /4 weeks and 10 days

For part-time employees, vacation is paid bi-weekly and calculated ontotal earnings for the bi-weekly pay period. Part-time employees maybook their weeks and their days of unpaid vacation time each year.Weeks above may be taken as calendar week blocks of time awayfrom work while days may be used individually.

For employees reaching their next entitlement level during the year,they will be advanced the vacation time and pay entitlement onJanuary 1st.

Part-time employees will have the option of banking vacation paywhich can be paid out on written request of the employee. Allremaining vacation pay will be paid out in January of the followingyear.

31.03 Vacation Scheduling

Employees will be informed of their vacation entitlement at thebeginning of each year. Vacation picks for the upcoming year will becompleted prior to the start of that calendar year. Vacation leaveshall start on any day of the week.

Vacations will be selected and scheduled each year based onSeniority, with full-time employees selecting first. Vacations will beselected by Seniority on a rotational basis with the most senioremployee being able to select a maximum of eighty (80) hours before


the next senior employee gets the opportunity to select his or hereighty ( ) hours until the vacation dates have been selected.

Pick 1 Full-time employees by Seniority may pick either a one (1)week or a two 2) week block (40 hours or 80 hours).

Pick 2 Part-time employees by Seniority may pick either a one (1)week or a two (2) week block (40 hours or 80 hours).

Pick 3 Full-time employees by Seniority may pick eitheranother one (1) week or a two (2) week block (40 hours or80 hours).

Pick 4 Eligible part-time employees by Seniority may pick eitheranother one (1) week block or a two (2) week block (40hours or 80 hours).

Pick 5 Full-time employees by Seniority may pick the remainder oftheir eligible vacation time.

Pick 6 Part-time employees by Seniority may pick the remainder oftheir eligible vacation time.

31.04 No employee shall be required to work during the scheduled vacationperiod selected and approved in the vacation picks. However, shouldan employee agree to work when requested during their scheduledvacation, they shall be paid their regular rate of pay and vacation daysnot taken will be restored to the employee’s credit for use at a laterdate.

An employee, who has earned vacation credits under the terms of thisarticle and retires, quits or is terminated, shall receive payment in lieuof earned vacation due such employee. In the case of death, suchemployee’s authorized beneficiary or estate shall be entitled to suchemployee’s payment in lieu of vacation.

Where an employee posts to a new position or where the departmentalschedule changes, his or her vacation will be honoured where it can bedone so without it impacting on the operation or other employee’spreviously booked vacation.

31.05 Bereavement During VacationAn employee who, while on scheduled vacation becomes eligible forbereavement leave will be able to reschedule the vacation daysaffected by the bereavement leave. Such vacation will be taken at atime mutually agreeable to the Employer and the employee.

u 1 rt s olved OLG lots At W and SAC

3.6 II sDrin Va ionW er n em lo ee ec mes ii and is I gible for

s o h r ac tio corn e cing e or he sh IIe p0 ar ly e mina e his r her vacati n and whe

ft wil e e hedule n u ually agreeable darec ver prio to the completi n of the schedul

ill take va tion n tho e date

lea prior tohave the right to

he or she be omeses. I the emp oyeevacati n, he or she

For the Unio


________________,

2013.

r7

For the Employer:


FULLY AGREED

Mar h 27, 2013

ARTICLE 32— LEAVES

32.07 Employees required to testify on behalf of the Employer or the Crown withrespect to workplace incidents will be considered as working for all time spentin this regard. The Employer will pay employees the difference between theamount of money the employee receives from the summons and his or herregular hourly pay, reasonable expenses for meals, parking, out of town travelexpenses or accommodations, upon presentation of receipts and inaccordance with the Employer’s policies for expense reimbursement.

***

Family Leave

32.18 Employees will be entitled to unpaid family medical leave inaccordance with the Employment Standards Act, 2000 (Ontario) toprovide care and support to a specified family member for whom aqualified health practitioner has issued a certificate indicating the familymember has a serious medical condition and there is a significant riskof death occurring within a period of twenty-six (26) weeks.

Emergency Leave

32.19 Employees will be entitled to emergency leave of up to ten (10) days ofunpaid leave of absence per calendar year due to:

(i) personal illness, injury or medical emergency

(ii) death, illness, injury, medical emergency of, or urgent mattersrelating to family members as defined in Article 32.02 —

Bereavement Leave

Part days will be considered a day used.

32.20 It is agreed and understood that all leaves of absence under thisAgreement including but not limited to sick leave, and leaves ofabsence, whether paid or unpaid, constitute a greater right or benefitthan the Emergency Leave provisions of the Employment StandardsAct, 2000 (Ontario). It is further agreed and understood that thestatutory emergency leave days may not be pyramided on top of anyleave, whether paid or unpaid, under the terms of this Agreement.

F 1 Article R solved- OL Slots At Wo d e and PSAC

od t at h mplo r has the right to a k foran eme gency leave in accordance with the

ds ct, 0 0 (Ontari ).


For

Furt er tisproof of hEmpi et

n rsed f

tand

2013.

ii—

Full Articles Resol ed- OLG Slots At Woodbine and PSAC

FU YAGRE D

March 8, 2013

ART CLE 33- LEAVE FOR UNI N BUSINESS

33.01 Employees shall be entitled to receive leave without pay for Union

business as set out below unless otherwise stipulated herein or

elsewhere in this Agreement. Where leave without pay is granted, the

Em lo ees shall suffer no loss of pay during such leave and PSAC will

reimburse the Employer for these costs within the standard OLG

Accounts Receivable terms. Where repayments are in arrears of one

hundred and twenty (120) days, no further leaves will be provided.

Employees shall suffer no loss of seniority for time spent in 33.01.

(a) PSAC Meetings, Conferences and Conventions - employees

selected as delegates to PSAC meetings, conferences, and

conventions of the Union (including the Canadian Labour

Congress, provincial Federation of Labour, and Labour

Councils).

(b) Union Business - The Employer will grant leave without pay to

employees for union business.

(C) Such a request must be made at least two (2) weeks prior to the

requested starting date of the leave. Such requests shall not

be unreasonably denied.

(d) Scope of Leaves — The leaves above will be granted to up to

four (4) employees at any one time and will be allowed for up to

a total of forty (40) cumulative days per calendar year.


______

day of o( , 2013.

For the Union:

ull Arti lv - L S ot A in and PSAC

YR D

Marh2 20

ARTI L 3 - WAGES AND Y ADMIN TRATION

35.01 Emplo r wi I p y employees pursuan to the w e schedule set

ou below as ch dule “A”.

35.0 The pa e t of wages will be made biwee ly on h sday by direct

deposi an pay stubs will subject to unforeseen ircum ances, be

provided the day prior.

35.xx Where a pay adjustme t is required, the Employer will make

reasonable efforts to ensure payment as follows;

(a) Pay shorta es of less than eight (8) hours wil be adjusted on

th next pay cheque.

(b) Pay hortages of eight (8) hours or more will be adjusted

within seven (7) business days of the shortage being identified

to the supervisor.

35.03 Employees will be hired into a position at the Mm rate and will progress

to the Mid rate after six (6) months worked and successfully completing

probation. Progression to the Max will occur after the completion of

one year of service.

ull Artic es R sol ed- LG Slot At Woodbine and PSAC

chedule A - Wage tes from Ratifi a i u til March 3 2015

Ca e and Coin.in — Max-

Position 02/a 000 00%

CouritTeam $15. 1 $1711 $19.01

Ca e and Coin Casher $15.21 $17 11 $19.01

Slots:osion1I’ MiM1 thTM

Senior Slot Tech $19.72 $22.19 $24.65

SlotTech $17.26 $19.4 $21.58

Slot Attendant $13.98 $15.73 $17.48

Electronic Gaming

Attendant $17.48 $19.67 $21.85

Marketinq:

PSR $16.03 $18.03 $20.04

Shuttle Bus Driver $13.98 $15.73 $17.48

Shuttle Bus Lead $14.80 $16.65 $18.50

CoatCheck $11.93 $13.42 $14.91

Facilities:Position Mm id Max

Housekee erLead $14.80 $16.65 $18.50

Shi er/Receiver $14.39 $16.19 $17.99

Housekee er $13.98 $15.73 $17.48

Dated at Mississauga, Ontario, this day of 4Qr , 2013.

For the Union: F r t ploy r:

Full Articles solved- OLG Slots At Woodbine and PSAC

FULLY AGR ED

Ma ch 6, 2013

ARTICLE XX — CESSAT ON OF PERA IONS

xx.01 The Employer shal advi e the Union at least sixty (60) days inadvance of any planned permanent shutdown of its OLG SlotsWoodbine facility. The perod of notice set out in this rticle may beincreased if require by the provisions of the Employment StandardsAct.

xx.02 In the even of a planned permanent shutdown, the Employer willmeet with the Union to discuss contemplated closure with a view toproviding a solution to the problem or jobs for the employeesinvolved.


______

day of

________________,

2013.


Fu I rticles Res OL S ots W odbi and PSAC

FLYA RED

a ch 6 20 3

RTICLE XX - UN! N PINS

x xx Employees may wear a PSAC logo pin. These pins u t be no largerthan tw and a half (2 1/2 centime res in diameter and cannot be used

to emean or make derogatory comments about the Employer, disruptthe workplac , or fo pa isan politics or contain slogans. Only one pinmay be worn at one time.

Dated at Mississauga, Ontario, this / day of M4I/

For the Employer:For the Union:

2013.


FULLY AGREED

March 28, 2013

ARTICLE XX — CIVIL LIABILITY

XX.O1 If any civil action is brought against any employee covered by thisAgreement for an alleged tort committed by the employee in the

performance of their assigned duties, (a “workplace claim”) then:

(a) The employee, upon being served with the workplace claim,must provide a copy of all the documents served to theEmployer through the General Manager immediately and, if theyare to have the benefit of this Article, within five (5) calendardays of service.

(b) Upon the employee notifying the Employer in accordance withparagraph (a) above, the Employer and the employee shallforthwith meet and appoint counsel. Should the parties beunable to agree on counsel, then the Employer shall unilaterallyappoint counsel. The Employer accepts full responsibility for theconduct of the action and the employee agrees to co-operatefully with appointed counsel.

(c) The Employer shall pay any sum required to be paid by suchemployee in connection with the settlement of a workplace claimmade against such employee if such settlement is approved bythe Employer, provided the conduct of the employee which gaverise to the action was not illegal or did not constitute negligenceat his or her duty as an employee;.

(d) The Employer shall pay any damages or costs awarded againstany such employee in a workplace claim and all legal fees,provided the conduct of the employee which gave rise to theaction was not illegal or did not constitute negligence at his orher duty as an employee.

Dated at Mississauga, Ontario, thisJ94?

day of ‘40_SL_. , 2013.

Fo the Union: For the


FULLY AGREED

March 28, 2013

ARTICLE XX - DURATION

xx.01 The parties agree t at the stated term of this Collective

Agreement shall be from April 1, 2013 until March 31, 2015.

xx.02 The effective date of all provisions or terms of this Collective

Agreement shall be the date of ratification and neither party will

seek to enforce any provision or term for the time period prior to

ratification unless otherwise agreed.

xx.03 Either party shall be entitled to give notice in writing to the other

party as provided in the Ontario Labour Relations Act of its desire

to bargain with a view to the renewal of the expiring Collective

Agreement at any time within a period of ninety (90) days before

the expiry of the date of the Agreement. On receipt of such notice

by either party, the parties shall meet and bargain in good faith to

reach a renewal agreement.


_________________,

2013.

For the Union:

F 11 ‘des R solved- OLG lots At Woodbine and PSAC

FULLY AGREED

Mar h 27, 2013

LETTER OF UNDE TANDING #3— SCHEDULING COMMITTEES

The Employer agrees that a schedule hat is supported by the employees whowork it is the best business practice. The Union acknowledges that scheduling iscomplex and impacts employees in individual ways.

Schedules will be established in accordanc with the SchedulingCommittee Process agreed to by the Employer and the Union. Anychanges to the Scheduling Committee Process must be mutually agreed toby the Employer an t e Union.

Dated at Mississauga, Ontario, this L”1 day of

________________,

2013.

For the Union: For the Emplo

Full Artcl s Resolved- OLG Slots At Wood ne and PSAC

FULLY AGREED

M rch 28, 20 3

LETTER OF NDER TANDING #6— PART TIME LIE

In egotiations the nion repeatedly raised the issue of paid time for part time

employee absences, including absences due to sicknesses.

It was agreed that until such time as the OLG may introduce any paid sick time

for part time employees, part time employees will be able to carry up to three (3)

days of earned lieu time up to a maximum of twenty-four (24) hours.

This paid lieu time will be managed in the same manner as full time lieu banks

are managed.


______

day of 2013.


OLG Slots At Woodbine and PSAC

SCHEDULING COMMITTEE PROCESS

The Employer agrees that a schedule that is supported by the employees who

work it is the best business practice. The Union acknowledges that scheduling is

complex and impacts employees in individual ways.

Scheduling committees will be formed within each department and classification.

These committees will be formed with an equal number of representatives from

both full time and part time within the classifications, and whom are voted into

this committee by bargaining unit members within the same classification.

These committees will convene when schedule changes are required under any

of the following conditions:

• due to changes in operational needs;

• annually, should the committee identify opportunities for re evaluation;

Once the committee has been convened they will be provided with;

• Staffing requirement numbers by shift and day of the week

• Expectations for distribution of shifts between full time and part time

employees• Current full time and part time staffing numbers for the position being

reviewed

With these requirements the committee will create a schedule template in line

with the feedback they have received from bargaining unit members within the

same classification. In the development of the schedule they will number the

scheduled lines in order of preference. They will then create different versions of

the schedule to depict;

• A full rotational/fixed schedule

• A hybrid with majority rotational

• A hybrid with majority fixed

The schedules will be presented, reviewed and approved by the management

team to validate that the operational requirements/parameters have been

adhered to. If a schedule is not approved, the management team will provide a

rationale as to the decision to the scheduling committee in writing.

Following approval, the schedule templates will be posted for the employees to

review for a period of two weeks.

Following the review period all full time employees within the classification will

have an opportunity to vote on if they would prefer the schedule to move forward

1

OLG Slots At Woodbine and PSAC

following a hybrid option (comb nation of fixed and rotating shifts based on each

individual employees ref e Ce) or a majority (50% plus 1) rules option (all

employees o Id be ixed or rotating based on the majority vote).

Should the decision be hybrid option, each full time employee would submit

their preference of either a fixed or rotating shift and the template would be

formed, following the methodology created by the scheduling committee for the

all cation of the lnes. ollowing this e ch full time employee, in seniority order,

wo Id select either their fixed line or the point in which they would enter the

rotation.

Should a decision be for a majority schedule, all full time employees would be

provided an option for a second round of voting, in which they would select either

fixed or rotating. Based on a majority (50% plus 1) vote the schedule type would

be selected. Should the decision be made for a majority fixed schedule, all full

time employees would then be provided an option for a third round of voting to

select if days off will be fixed or rotating, decision will be based on a majority

(50%+1) vote. Each full time employee, in seniority order, would then either

select their fixed line or the point in which they would enter the rotation.

Following the completion of the process, the department will post the results

within one week. The new schedule will be implemented no more than 8 weeks

following the posting of results.


______

day of . , 2013.


IN THE MATTER OF A GRIEVANCE BETWEEN:

ONTARIO LOTTERY AND GAMING CORPORATIONat the OLG SLOTS WOODBINE

- and -

(the “Employer’)

PUBLIC SERVICE ALLIANCE OF CANADA(the “Union”)

Re: Policy Grievance re: Article 8.01(d) of the Collective Agreement (Release Time), filedJanuary 8, 2013 (the “Grievance”)

MINUTES OF SETTLEMENT

The Employer and the Union agree to settle the Grievance in accordance with the followingterms:

1. The Union acknowledges and agrees that release time provided pursuant to Article 8.0 1(d) ofthe Collective Agreement can only be used on the premises of OLG Slots Woodbine.

2. The Grievance is hereby withdrawn, with prejudice. The Union shall not file any furtherindividual, group or policy grievances with respect to the subject-matter of the Grievance andthese Minutes.

FOR THE UNION:

Sied[i)

Date

Date

des s lye OL Slots W dbie d SAC

FU AG E

a c 28, 0

L ER 0 UN ERSTA DING # - SAC SOCIAL JUSTICE U 0

The E I yer III contribu e $300 .00 owards the PSAC Social Jus ice Fund,as directed y he io n wri I g


______

day of 1’4612_ , 2013.

For Union: For the E lo

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