Overtime shall be defined as those hours worked in excess of a basic tour of duty. All overtime, in order to qualify for overtime compensation, must be authorized or approved by a designated supervisor or department manager.

All hours worked in excess of eight (8) hours in a day, save and except Article 26.8 (in excess of ten (10) hours in a day) shall be compensated at the applicable overtime rates.

When an employee is required to work overtime he/she shall be compensated at a rate of one and one (1½) times his/her basic rate.

Should the time worked exceed twelve (12) hours, all hours worked in excess of twelve (12) hours shall be paid at two (2) times the basic rate.

Employees shall have the right to refuse the assignment of any overtime work in excess of the basic tour of duty or work week. No employee in exercising the foregoing right shall be penalized for refusing to work such overtime. The provisions of this Article shall also apply in the case of Call-back, Work on Days Off, Holidays and Stand-by.

emergencies arising as a result of accidents or urgent and essential work to be done to machinery, equipment or plant

in the case of sick leave replacement

other unforeseen or unpreventable circumstances

When an employee works on a scheduled day off, work performed on that day shall be compensated as follows:

On the first day off one-and-one-half  (1½) times the basic rate for the first four (4) hours work­ed; and two (2) times the basic rate for hours worked in excess of four (4) hours overtime, with a minimum credit of four (4) hours.

On the second day off provided the first day off has been worked, an additional one-half  (½) times the basic rate in addition to the rates outlined in (a) above, with a minimum credit of four (4) hours..

Nothing herein precludes an employee and his/her supervisor from mutually agreeing to change an employee’s scheduled day off and in such case the overtime provision as in Article 29.1 shall not apply.

First Meal Period

Calgary Only

To all tours of duty a first meal period of thirty (30) minutes shall normally be assigned, where it is practical to do so, at a time approximately half-way during an employee’s basic tour of duty, but shall commence not more than one (1) hour before or one (1) hour after such half-way point.

Where this first meal period is not assigned the employee will be credited with all hours actually worked at the appropriate rate. In addition, the employee will be credited with one-half (½ ) hour
at the employee's basic hourly rate added to his/her tour of duty worked.

Edmonton Only

A meal period shall consist of one hour and shall normally be taken between 12:00 hours and 13:00 hours except as otherwise provided for shift workers.

Notwithstanding the provisions of Article 30.1.2 (a) above the Company may assign a half-hour meal period under the following conditions:

(i)

(ii)

Where the employee and his/her supervisor mutually agree that a half-hour meal period is acceptable to them.

Meal Displacement Premium

(i)

A second unpaid meal period of thirty (30) minutes duration shall be normally assigned in tours of duty of more than ten (10) hours.

A subsequent paid meal period of thirty (30) minutes shall be normally assigned within the fourth (4th) hour after the completion of the second or prior subsequent meal period.

In the event that the second or subsequent meal break cannot be taken during the tour of duty, an employee shall have one-half (½) hour at his/her basic hourly rate added to the end of his/her tour of duty for either the second or subsequent meal break in addition to any other premiums or payments received under this Agreement.

Second and subsequent meal periods shall not be included in the hourly overtime computation.

Where meal facilities are not available in the immediate area of a location assignment the Company shall either:

Allow employees sufficient added time and supply them with adequate transportation to travel to the nearest establishment where meal facilities are located; or

At its own expense, furnish the employees with a meal at the location.

The Parties recognize the principle of coffee breaks. It is further recognized that it is not practical to prescribe specific time periods for coffee breaks. Accordingly, the Parties agree that the existing flexible arrangement will continue in effect. The arrangement shall not be abused.

Call-back

Any employee called back to work, having left his/her place of work on the day in question, shall be paid at one and one-half (1½) times his/her basic hourly rate with a minimum guarantee of four (4) hours.

All hours worked in excess of four (4) hours during a call-back shall be paid at two (2) times the basic hourly rate.

An employee who works more than four (4) hours on a call-back shall be entitled to the meal provisions as contained in Article 30.2 of this Agreement.

Stand-by

Employees may be designated as being on "Stand-by", which shall mean such employees are immediately available and able to return to work.

An employee designated as being on Stand-by shall be paid a premium of one-quarter (1/4) times his/her basic hourly rate for those hours designated as Stand-by. The overtime provisions of Article 28 of this Agreement shall apply to actual hours worked if the employee on stand-by is called to work, however, the call back provisions of Article 31.1 shall not apply. The stand-by premium shall not apply to actual hours worked.

When an employee is designated as being on Stand-by and such designation is not provided to the employee by the end of his/her tour of duty prior to the Stand-by period, the employee shall be paid a premium of one-quarter (1/4) times his/her basic hourly rate in addition to the premium outlined in (b) above..

Any employee who is designated as being on Stand-by and who is not available for work when called during the Stand-by period shall receive no compensation for any hours of Stand-by.

Night Differential

Employees who are scheduled to work tours of duty, any portion of which falls between 00:30 hours and 06:00 hours, shall receive a premium of two dollars ($2.00) per hour for the hours so worked.

Turn Around Period

An employee who works regularly posted tours of duty shall be entitled to a minimum of twelve (12) consecutive hours off from the end of the last work performed, before resuming work on a new tour.

An employee who does not receive the minimum off duty hours specified in (a) above shall be paid a Turn Around Premium of one-half (½) times the basic hourly rate in addition to his/her salary, for the hours worked during what would have otherwise been off duty time.

Notwithstanding the provisions of (a) and (b) above, the Turn Around Premium shall not apply:
       

ARTICLE 32

Upgrading

Where the temporary assignment is of a duration longer than one-half (½) a basic tour of duty - eighteen dollars ($18.00) per occasion; or

Where the temporary assignment is of a duration of one-half (½) a basic tour or less - nine dollars ($9.00) per occasion.

Upgrading provisions shall also apply to any non-supervisory employee temporarily assigned by the Company to train another employee in the following circumstances:

where the employee is being trained in a job to which he/she is not normally assigned or is brought in to learn a job;

In the event that the accumulation of Temporary Upgrading in any one position or for any single employee exceeds ninety (90) days, the temporarily upgraded employee is then to be compensated at the salary group and level of the absent employee for a maximum period of 12 months.

The work on a higher job classification or non-bargaining unit job is for a period of less than one (1) hour during the tour of duty; orr

The employee is assigned to work in a higher job classification or non-bargaining unit job for training or trial, for a maximum of twenty (20) working days, provided the employee is first notified of the condition relating to the assignment; or

An employee is covering the first day of accident or illness of another employee; or

It is agreed that the use of an employee's vehicle for Company business is voluntary and employees may decline to provide such use without penalty. However, employees may be requested and authorized by the Company to use their personal vehicles on Company business. No employee shall be required to modify his/her private vehicle in any way to accommodate such use. Further, no employee shall be required to carry Company equipment in the interior of his/her private vehicle if such use is likely to cause damage to interior coverings or furnishings such as upholstery.

Subject to the provisions of Article 33.1, where an employee is assigned to report directly to a remote location and uses his/her personal vehicle, he/she shall be reimbursed for such travel in accordance with the provisions of Article 33.2, for all distance that exceeds his/her normal distance from home to usual place of work.

If an employee is authorized by his/her department manager or his/her designee to use his/her own automobile for transportation in connection with his/her duties, he/she shall be reimbursed at the rate current Bell Discretionary expense policy, as currently 44 cents per km.

Distance shall be calculated from the usual place of employment to the destination and return. However, if duties terminate at destination, return miles claimable shall be actual distance from destination to home, less distance from home to usual place of employment.

intentionally left blank.

The Company requires that employees drive motor vehicles in a safe and lawful manner. Accordingly, the Company shall not be responsible for violations or fines, or insurance deductibles attributable to the employee. However, the Company shall pay parking violations where the employee has reasonable cause for incurring such violation.

IIn authorizing the use of a private automobile the Company assumes no liability to indemnify the user for any personal loss or injury which might be sustained as a result of such use and it remains the sole responsibility of the employee to provide adequate insurance protection.

The Company agrees to maintain its current practice regarding reimbursement for all reasonable expenses on out-of-town work assignments. An employee will receive either reimbursement for reasonable meal expenses, or meals at the expense of the Company, or a daily meal allowance. Where a daily meal allowance is provided, the amount shall reflect the current price of the Bell Discretionary expense policy currently as follows:

Employees who are assigned to out-of-town locations where overnight accommodation is required shall be provided with reasonable, single room accommodation with a shower and/or bath.

“Out-of-town” location shall be any point forty (40) kilometres beyond Metropolitan Calgary, or Metropolitan Edmonton.

ARTICLE 34

Vacations

Employees who have already reached a vacation entitlement that is greater than Bell’s policy as of January 1, 2013, will be grandfathered at their existing entitlement until they reach a higher vacation entitlement under Bell’s policy.

The annual vacation year is January 1st to December 31st.  Vacation is to be taken within the year in which it is earned. The number of years of service attained by December 31st of the vacation year, determines vacation entitlement. The Company provides the vacation allotment for each employee on January 1st of each year as a vacation bank to be earned during that vacation year.  This allotment is earned during January to December as per the above chart.  Individuals who leave the Company, will have their vacation pay reconciled on their final pay cheque.

In the event a General Holiday (Article 35) occurs during an employee's vacation, one (1) additional day for each such holiday shall be added to the vacation credits, according to Article 34.1. The additional day shall be taken within the vacation year in which it was granted.

Vacation Scheduling

For the vacation period of October 1st to April 30th, employees shall submit their preference for vacation, in writing, to their immediate Supervisor prior to August 1st and vacation schedules shall be posted by September 1st of each year..

For the vacation period of May 1st to September 30th, employees shall submit their preference for vacation, in writing, to their immediate Supervisor prior to March 1st and vacation schedules shall be posted by April 1st of each year.

Subject to operational requirements, the Company may permit an employee to begin and end his/her vacation in conjunction with his/her days off, plus any additional days resulting from the activation of Article 34.2.

Vacation preference shall be given to employees on the basis of Company seniority within each Department and Section as defined by the Company. To effect proper and efficient operation of all Sections and Departments, the Company reserves the right to alter any requested vacation period, or to arbitrarily set such vacation period, prior to the posting dates set out in Article 34.3. Alterations to vacation schedules after this date shall be made only on mutual agreement between the Company and the employee affected.

The employee is engaged in on-air Television presentation in the capacity of News Anchor, Reporter (including Sports) or Video Journalist.

The Company shall provide no less than one (1) month's notice of its intention to alter the employee's vacation.

The provisions of this Article shall not apply to vacations scheduled during the months of June, July and August.

An employee must take the vacation outlined in the foregoing Articles during the vacation year, in- which it is earned. Any carry-over of vacation entitlement to the subsequent vacation year must be by mutual agreement between the employee and the Company and must be authorized in writing by the Company.

Vacation not taken in time off prior to leaving the company will not be paid (except what is required by the Labour Code if applicable). In such circumstances, the employee’s vacation eligibility before leaving the company is prorated according to the portion of the year worked.

ARTICLE 35

Holidays

The following shall be paid holidays:

The Floating Holidays set out in Article 35.1, similar in nature to a vacation day, in terms of rate, shall be taken at a time that is mutually agreed between the employee and the Company. Both the Company and the Employee agree that floating days must be taken during the vacation year, either as separate days off or added to the employee’s vacation entitlement. Where lack of mutual agreement, or operational requirements prevent the employee from using his/her floating holiday(s) by the end of the vacation year, the employee may carry over such holiday(s) into the following vacation year, but not thereafter.

Every employee is entitled to and shall be granted a holiday with pay on each of the General Holidays falling within any period of his/her employment.

When a General Holiday falls on a day that is a non-working day for an employee, the employee is entitled to and shall be granted a holiday with pay at some other time, which may be by way of addition to his/her annual vacation or granted as a holiday with pay at a time convenient to him/her and the Company, but in any event, it shall be taken within the vacation year in which it was granted.

An employee who is required to work on a day on which he/she is entitled to a General holiday with pay, in addition to his/her regular rate of pay for that day shall be paid one and one-half (1 ½) times the basic rate of pay for the first eight (8) hours worked and two (2) times the basic rate for all hours in excess of eight (8) hours worked.

However, an employee required to work on Christmas Day shall be paid at triple time (3X) for such hours worked on that day, with a minimum credit of four (4) hours, in addition to his/her regular rate of pay for that day.

Notwithstanding the provisions of Article 35.3 above, an employee may elect to take compensatory leave at a later date in accordance with provisions of Article 36 of this Agreement, in lieu of overtime payments for hours worked on a General Holiday.

An employee shall not be paid for a General Holiday on which he/she does not work, when:

he/she is not entitled to wages for at least fifteen (15) tours of duty during the thirty (30) calendar days immediately preceding the General Holiday;

he/she did not report for work after having been called for work on that day.

Employees who are required to work a shift or tour of duty, any portion of which falls between 19:00 hours and 24:00 hours on Christmas Eve shall be paid at the rate of one-and-one-half (1 1/2) times the basic rate, in addition to his/her regular wages for that day, for all hours worked during such period.

Prior to November 15th of each year, the Company will ascertain the preferences of those employees who may be required to work on Christmas Day and/or Boxing Day and/or New Year’s Day. The Company will make every reasonable effort to schedule work on those holidays so that an employee is not required to work on all three days. These schedules shall be posted no later than November 30th.

In order to accommodate employee preferences referred to in Article 35.8 above, no payment for encroachment on turn-around shall be made in respect of work on the said days.

ARTICLE 36

Compensatory Leave

Subject to making his/her intention known to his/her Supervisor, an employee may elect to accumulate and take Compensatory Leave in lieu of overtime pay or pay for work performed on a scheduled day off or a General Holiday.

Compensatory Leave shall be subject to the following conditions:

Such leave shall be credited at the same premium rate as the work performed (e.g. time and one-half, double time, triple time) times the number of hours worked. The foregoing shall apply only where such work is one (1) hour or more in duration.

The total accumulation of Compensatory Leave under provisions of this Article shall not exceed five (5) working days at any time.  Overtime incurred under the provisions of Article 30, shall be excluded from the accumulation of Compensatory time.

Compensatory Leave may be taken at a time mutually convenient to the employee and the Company, but only after all outstanding earned vacation credits from the previous vacation year(s) have been consumed.  Special circumstances, with reference to compensatory time usage, will be at the sole discretion of the Company.

Such leave shall be taken in units of one-half (½) days or full days.

A full time employee who has completed his/her probationary period and is incapacitated for duty through illness or injury shall be paid for his/her absence from work as follows:

In the event an employee requires time off due to the illness or injury of the employee’s child, such absence shall be treated as sick leave as set out in Article 37.1 above. However such leave shall be limited to three (3) scheduled tours of duty for any one absence, with a maximum of six (6) days in any calendar year. The Company agrees to consider the provision of compassionate leave, on an individual basis, to employees who may require additional leave to care for a sick or injured child.

An employee who becomes incapacitated through illness or injury during his/her vacation period shall receive vacation time so lost at a later date, provided he/she immediately reports the illness or injury to the Company and upon return to work, produces a doctor’s certificate showing the length and nature of such illness. Vacation time so lost shall be exclusive of Saturdays and Sundays and shall be taken at a time convenient to the Company. However, the illness or injury of an employee's child shall not constitute reason for reinstatement of vacation time.

An employee who is absent on sick leave on the working day before and after a General Holiday shall be paid sick leave for such Holiday.

An employee who elects to receive treatment under the Company’s Employee Assistance Program shall be eligible for sick leave in accordance with the provisions of Article 37.1 for the time spent in a treatment centre.

Absence under the provisions of Article 37 shall be reported by the employee, immediately to the employee’s immediate supervisor. Sick leave shall be reported to the Company by the employee’s supervisor or department head.

intentionally left blank

The Parties agree that sick leave is for the insurance of a level income that would otherwise be lost due to a legitimate illness or injury.

ARTICLE 38

Maternity and Parental Leave

Maternity/Parental Leave

Employees with six (6) months or more of continuous service with the Company shall be granted child care or adoption leave without pay, as per the following:

1. Maternity (17 weeks)/ Parental (37 weeks, max 52 weeks for both)  Personal
2. Eligible for income replacement for Maternity/Parental leaves
3. Supplemental Allowance Plan (up to 17 weeks for Maternity or up to 12 weeks Parental)
4. benefits plus EI replace 67% of the basic rate of pay

The Company shall extend to employees on Maternity/Parental Leave, Group Benefits optioned by the employee prior to the leave, in accordance with the enrollment periods and criteria of the plan.

Should an employee be unable to return to work owing to complications related to the pregnancy, the employee shall be entitled to Illness Leave provisions as outlined in Article 37 of this Agreement.

Employees with one (1) or more years of service shall be granted three (3) days paid Adoption Leave at the time of the legal adoption of his/her child.

Bereavement leave of up to three (3) days with pay shall be granted for the purpose of making funeral arrangements and/or attending the funeral when an employee who had been scheduled for work, is required to be absent due to a death in his/her immediate family, i.e., spouse (including common-law spouse), father, mother, brother, sister, child, grandparent, mother-in-law, father-in-law or any relative residing in the employee's household or with whom the employee resides.

Leave of Absence is defined as leave granted for pre-planned personal or professional reasons. Leave of absence may be granted under the following conditions, depending on the circumstances at the time:

Such request must be made in writing to the Company well in advance of the anticipated or desired time.

No such requests shall be granted until an employee has completed two (2) full years of employment with the Company.

No employee shall be granted leave of absence more often than once every three (3) full years of employment..

Leaves of Absence shall be without pay and no additional credit shall be given for a General Holiday falling within such period.

Under certain employment conditions, the Company may approve a Leave of Absence at an earlier date, providing such approval is agreed upon at the time of employment with the understanding that such employee shall be bound by the conditions set out in (a) through (d) above in any future requests for Leave of Absence.

Where an employee is granted Leave of Absence without pay pursuant to Article 40.1 or 40.5, and such leave extends beyond one (1) month, the following shall apply:

Notwithstanding the provisions of Article 45.3 of this Agreement, an employee's anniversary date for salary advancement shall be delayed one month for each full month of absence.

Notwithstanding the provisions of Article 34.1 of this Agreement, an employee's vacation entitlement shall be pro-rated to reflect the number of full months absent.  All employees granted leave will be required to use any outstanding floating days, and any earned vacation and/or compensatory time as part of the approved leave.

Notwithstanding the provisions of Article 44.2 of this Agreement, where an employee takes an extended unpaid leave of absence to a maximum of six months, the employee shall be responsible for the full cost of Group Benefits coverage. Eligibility for benefits coverage shall be in accordance with the existing plan.

An employee granted any unpaid leave of absence which exceeds six months, will not be allowed to continue participation in the Company Group Benefit plan during the course of said leave.  Upon return, benefits coverage shall be in accordance with the existing plan.

Continued participation in the Company Pension Plan will not be allowed.

Compassionate Leave is defined as leave granted for unexpected personal reasons. Such Leave must have prior approval of the Company.

Witness and Jury Leave – employees required to serve on juries or to obey a subpoena or a notice to attend a judicial proceeding shall suffer no loss of pay, provided that:

all fees received from the service are paid to the Company; and

employees shall return to work if released prior to 13:00 hours on the day in question; and

Educational Leave

Educational Leave may be granted to an employee.

Educational Leave as outlined in (a) above shall be subject to the operational requirements of the Company.

The Company recognizes the value of training and vocational development and agrees to provide employees in the bargaining unit with opportunities to participate in programs that will enhance the employee's broadcast skills. The Company shall post notification of such opportunities on all Company bulletin boards.

The Company may grant leave without pay and may pay all or a portion of registration and tuition fees, or course materials, of an extension course or seminar which has been approved by the Company and which relates to the type of work done by the employee. The Company agrees that it shall give fair and equitable consideration to all applications under this Article. All such applications shall be directed to the office of the Manager of Human Resources or his/her designate.

Any employee who takes any instructional course as set forth in Article 41.2 above provided for by the Company and who subsequently terminates his/her employment with the Company within two (2) years after the completion of such instruction, shall be obliged to repay the Company any unamortized portion of its costs. The Company shall amortize such costs monthly over a period of twenty-four (24) months. Costs repayable under this Article shall be limited to costs incurred by the Company for transportation, accommodation, meals, registration and tuition.

When an employee is requested by the Company to obtain vocational instruction as a job requirement, the Company shall pay for all registration and tuition fees and course materials involved in such instructional courses. While such employees are attending such instructional courses at the Company's request, the employees shall be paid at their regular salary rate and all overtime and premium provisions contained in  26, 27, 28, 29, and 31 shall be waived. In the event such instructional courses are held at a location more than forty (40) kilometers from the City limits, the Company shall pay all reasonable expenses of the employee, including transportation, accommodation, meals and gratuities.

Any leave requested or granted pursuant to this Article shall be subject to the operational requirements of the Company.

The Company shall provide an employee on the occasion of his/her first employment with appropriate supervised job function familiarization.

An employee who is designated to supervise a trainee, or familiarization of another employee, shall be given time during his/her regular tour of duty to perform such training, or shall be paid at the appropriate overtime rate if the training takes place outside of the basic tour of duty.

The Parties agree that the determination as to which employees shall be granted training or shall be requested to take training shall be at the Company's discretion and shall not be subject to the grievance procedure contained in this Agreement.

Employees shall take all necessary and reasonable care and precaution so as to ensure against loss, damage or destruction of Company premises and equipment. The employee must report the loss or damage of equipment immediately to his/her supervisor.

The parties agree to give proper attention to the health and safety of employees. To this end, there shall be a safety committee made up of Company and Union representatives.

The Company shall make every effort to take immediate remedial action on safety procedures brought to its attention. Matters of concern with regard to health and safety of employees shall be referred to the Safety Committee for discussion.

It is understood that an employee may refuse to work where he/she has reasonable cause to believe dangerous conditions prevail as described in the Canada Labour Code. It shall be the employee’s responsibility to immediately notify his/her supervisor or the manager in charge of the work if such circumstances arise. In the event that the appropriate supervisor or manager is not available, it shall be the employee’s responsibility to summon help, provided such help will eliminate or alleviate the hazardous situation. Refusal of work under provisions of this Article applies only to that part of the job considered hazardous.

The Company agrees to supply safety devices where conditions require their use and the employee shall wear or use such devices.

When transportation is provided to employees by the Company, the appropriate safety standards shall be observed.

The Company shall give consideration to the capabilities of an employee for an assignment involving climbing towers and ladders.

Employees are eligible to enroll in the following Group benefits through the Company Group Benefit Plan, in accordance with plan and enrollment criteria:

Medical, Dental, Vision, Life Insurance, Accident Insurance, Disability Insurance, and Pension Plan.

Alberta Health Care

The premiums on the plans outlined above shall be shared as follows:

ARTICLE 45

Salaries and General Wage Provisions

Bi-Weekly Salary Schedules

Group 1

General Clerk, Traffic Clerk, News Assistant/Editorial Assistant, Switchboard/ Receptionist, General Maintenance

Senior General Clerk, Senior Traffic Clerk, Sales Assistant, Senior News Assistant/Editorial Assistant, General Services Supervisor

ENG Editor, ENG Camera/Editor, Audio Operator, General Operator, Camera/Lighting Operator, Graphic Artist, Director/Switcher, ENG Editor/Director Writer/Producer, Production Assistant, TV Operator, Scheduling Clerk, Feed & Play Coordinator

Reporter/Anchor, Reporter/Producer, Sports Reporter/Anchor, Video Journalist, Web Producer, Producer/Editor, Traffic Supervisor, Assistant Assignment Editor/ Producer

Technicians, Technical Coordinator

Senior ENG Editor, Senior ENG Camera/Editor, Senior Audio Operator, Senior General Operator, Senior Camera/Lighting Operator, Senior Graphic Artist, Senior Director/ Switcher, Senior ENG Editor/Director, Senior Writer/Producer, Senior TV Operator, Promotion Coordinator, Publicity and Promotion Supervisor, Senior Feed & Play Coordinator, Senior Production Assistant, ENG Supervisor, Art Director

Alberta Master Control, Alberta VTR, Operations Supervisor

Senior Reporter/Anchor, Senior Reporter/ Producer, Senior Sports Reporter/Anchor, News Producer, Senior Video Journalist, Regional News Producer, Sports Director, Senior Web Producer, Senior Producer/Editor

Assignment Editor, News Supervisor, Technical Director-Engineering, Producer/Director, Senior News Producer

Anchor

Employees shall be paid according to the wage schedule of the classification to which they are assigned, with credit for years of service within the classification and any credit for industry experience recognized by the Company at the time of hiring. It is understood that recognition of industry experience, the granting of overscale increases in salary, and the provisions of any benefit (in addition to those benefits provided under this agreement) to an employee are matters for the sole discretion of the Employer.

Subject to Article 45.4 hereof, progression up the salary schedule within each classification shall automatically occur where the employee's performance has been satisfactory and shall occur on the first (1st) day of the month following the employee's anniversary date within the classification to which he/she is assigned. An employee who has been denied a salary progression increase because of unsatisfactory performance may file a grievance pursuant to Article 9 of this Agreement.

Notwithstanding Article 45.3, an employee's progression up the scale shall occur automatically unless, no later than two (2) months prior to his/her anniversary date, the employee has been advised as to the reasons why his/her performance is unsatisfactory.

The right to re-classify an employee to a senior classification continues to be at the discretion of the Company..

Employees shall complete their time sheets at such times as prescribed from time to time by the Company.

Where there has been no mutual agreement that the employee is to be granted Compensatory Leave in accordance with the provisions of Article 36 of this Agreement, payment for overtime worked shall be made on the pay after the time sheet has been approved and processed.

An employee’s hourly rate of basic pay shall be calculated as follows:

for employees as set out in Article 26.2 (a), the bi-weekly salary shall be divided by 75;

for employees as set out in Article 26.2 (b), the bi-weekly salary shall be divided by 80.

The following classifications shall be paid at a minimum of the Supervisory Level as outlined in the Salary Schedules as set out in Article 45.1 of this Agreement:

This Agreement shall commence on the 1st  day of January 2012 and remain in force until the 31st  day of December 2014 and shall be renewed automatically from year to year thereafter, unless either party notifies the other by registered mail, not more than one hundred twenty (120) calendar days and not less than thirty (30) calendar days prior to the date of expiry or anniversary of such date, of its intention to modify this Agreement. In the event such notice is given, this Agreement shall continue in full force until a new Agreement is concluded or until the requirements of the Canada Labour Code relating to strike or lockout have been met, whichever occurs first.

The Company agrees to compensate full time Anchors, Reporters (including Sports) and Video Journalists regularly assigned to appear on camera for expenses related to clothing acceptable to the Company. Upon receipt, the Company shall pay such employees a clothing allowance of eight hundred dollars ($800.00) per calendar year. There will be no carry over of any unused clothing allowance into the next year.  In the case of probationary employees, payment of the clothing allowance shall be withheld until successful completion of the probationary period. The Company shall have the option of directing employees to a preferred clothing supplier.  Clothing allowance is deemed to be a taxable benefit and as such income tax will be deducted at source at the time of reimbursement.

Notwithstanding the provisions of Article 47.1, the Company may, at its discretion, provide clothing of equal or greater value to an employee under an arrangement with an advertiser. In such case, the clothing allowance payment shall not apply.

It is recognized and agreed that the Company has the discretion to continue to pay certain employees’ expenses in excess of the amounts set out in Article 47.1 above. It is agreed that there shall be no reduction in such additional payments as a result of implementation of this Agreement, as long as the employee maintains their current assignment.

Effective January 1, 2005, full-time and regular part-time employees classified as ENG Camera/Editor will be reimbursed to an annual maximum of $150.00 for purchase of appropriate work related clothing.  Reimbursement is subject to submission of verifiable receipts.

The Union recognizes the Company’s right to transfer or assign any work or functions performed by bargaining unit employees to other operations or facilities owned by, or associated with CTV Television Inc. Where such transfer or assignment of work or functions will result in bargaining unit jobs being abolished, the following shall apply:

The Company shall determine the number of jobs to be abolished. The abolition of jobs shall proceed in the inverse order of seniority of those employees within the job classification affected. Layoffs resulting from such transfer of work shall be in accordance with the provisions of Article 20 of this Agreement.

Notwithstanding the provisions of Article 20.3 of this Agreement, where such layoff is the result of the transfer or assignment of work or functions, the Company shall provide not less than four (4) months advance notice of layoff, or pay in lieu thereof.
 

A full-time employee who is willing to accept voluntary severance shall within ten (10) calendar days make his/her intentions known, in writing, to the Company, with a copy to the Union.  The Company will consider and determine which, if any, voluntary severance offers will be exercised.  Voluntary severance pay will be based on three (3) weeks regular pay for each full year of continuous service to a maximum of sixty three (63) weeks.  Article  (b) above shall not apply in this circumstance.

In the event that at any time within four (4) months following the issuance of notice as per this Article (transfer of work), the Company determines it will implement further layoffs as a result of transfer or assignment of work or functions, any employee who accepted voluntary severance under the provisions of this Article, shall be entitled to an additional four (4) months pay.  This provision shall only apply to those employees who were assigned to the classification originally affected by the transfer of work or functions..

IN WITNESS WHEREOF the Parties hereto have caused this Agreement to be executed by their authorized representatives on this _____ day of ________, A.D., 2010.

COMMUNICATIONS, ENERGY            CFRN-TV
AND PAPERWORKERS                           and
UNION OF  CANADA                            CFCN-TV
DIVISIONS OF CTV                                                          
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