ARTICLE 35 - GENERAL
35.01 Compensation for Post Mortem
An Employee who assists in the performance of a post mortem, which is not part of such job description, will be paid at the rate of fifty ($50.00) dollars per post mortem in addition to any pay the Employee would be entitled to under the terms of this Agreement.
35.02 Indemnity
The Employer(s) agrees to indemnify and save harmless any Employee covered by this agreement for and against any liability incurred by the Employee by reasons of any actions taken by the Employee in good faith within the scope of his/her employment with the Employer(s).
35.03 Transportation
a) Where an Employee is requested and agrees to use their own vehicle for the Employer's business after normal travel to work and before travelling home from work, such Employee shall be paid thirty-one point three five ($0.3135) cents per kilometer adjusted according to CPI of the Saskatchewan Private Transportation Index with a minimum of three dollars and fifty ($3.50) cents per round trip.
b) Home Care Employees who use their vehicle will be paid thirty-one point three five ($0.3135) cents per kilometer adjusted according to CPI of Saskatchewan Private Transportation Index with a minimum of three dollars and fifty ($3.50) cents per day. Effective date of signing the Collective Agreement the rate shall be adjusted to four dollars and fifty ($4.50) cents per day.
c) Effective date of signing the Collective Agreement the rate shall be adjusted to thirty-one point eight five ($0.3185) cents per kilometer.
d) Effective October 1, 2001, the Transportation rate shall be adjusted to reflect the percentage change in the Saskatchewan Private Transportation Index (SPTI) July 2001 over January 2001, if that percentage adjustment, as applied to thirty-one point eight five ($0.3185) cents, yields an increase equal to or greater than one ($0.01) cent.
In cases where the percentage adjustment to the SPTI applied to the existing transportation rate, is equal to or exceeds a full one ($0.01) cent, then one ($0.01) cent will be applied to the current transportation rate. The portion of the adjustment that exceeds one ($0.01) cent will be carried forward to the next review period for inclusion in the next calculation for adjustment.
In cases where the percentage adjustment to the SPTI applied to the existing transportation rate does not equal or exceed one ($0.01) cent, there will be no adjustment applied based on that review period, however, that portion of one ($0.01) cent shall be brought forward into the next review period for inclusion in the next calculation for adjustment.
The amount of adjustment yielded by the procedure shall be rounded to the nearest one hundredth of one ($0.001) cent.
Further reviews shall be done according to the following table:
Review Period Effective Date
January 2002 over July 2001 April 1, 2001
July 2002 over January 2002 October 1, 2002
January 2003 over July 2002 April 1, 2003
July 2003 over January 2003 October 1, 2003
Further reviews will continue every six (6) months following the above review periods.
(c) Employees will not be requested, nor allowed to use their personal vehicle for transportation of goods or personnel where commercial licensing and insurance is required by law.
35.04 Personal Property Loss
An Employee's personal property loss or damage as a result of action by a resident, client or patient while in the course of their employment shall be replaced or repaired at the expense of the employer(s) to a maximum of seven hundred and fifty ($750.00) dollars, subject to integration with one hundred (100%) percent coverage by Workers' Compensation Board, provided that reasonable proof of the cause of such damage is submitted by the Employee concerned within reasonable time of such loss or damage.
35.05 Uniforms
The Employer(s) will furnish and maintain (launder and repair) without charge such uniforms which the Employer(s) requires the Employees to wear. These remain the property of the Employer(s) and shall not be worn other than on duty. The nature, colour and style of uniforms and the requirements of each group of Employees in respect thereto shall be determined by the Employer(s) and the Local of the Union.
35.06 Union Office
The Employer(s) agrees to provide the Local of the Union with office space (where possible), the size and location of which shall be discussed between the Local of the Union and the Employer.
35.07 Bulletin Boards
The Employer(s) shall provide bulletin board(s) which shall be placed so that all Employees will have ready access to them and upon which the Local of the Union shall have the right to post notices of meetings and such other notices, as may be of interest to the Employees.
35.08 Tools and Equipment Supplied
The Employer(s) shall supply all tools and equipment, which it deems necessary to Employees in the performance of their duties. Worn or broken tools shall be returned to the Employer(s).
35.09 Escort Duty
Where the Employer(s) requires and authorizes an Employee to escort a client being transported, such Employee shall be considered an Employee of the facility or agency and;
a) Shall not lose regular earnings for the time spent in travel resulting from escort. Escort duties being counted as the time elapsed from leaving the facility or agency to return to the facility or agency.
b) If an Employee should be required to attend the client for a period exceeding the normal hours of work, the overtime provisions of this Agreement shall apply.
c) An Employee on escort duty shall be allowed reasonable expenses for meals and lodging as required on such an assignment. The Employer(s) shall, upon submission of an expense claim, reimburse the Employee the cost of such meals and lodging.
35.10 Reimbursements for Expenses
a) The Employee will be reimbursed for all substantiated expenses (where possible) incurred while performing required duties on behalf of the Employer(s). This includes, but is not limited to, reimbursement for work-related long-distance telephone calls, fax transmissions, postage, stationary and incidental parking. The Employer(s) further agrees to assume the cost of dry cleaning of personal apparel for unforeseen work related occurrences.
b) Where an Employee is on authorized Employer business outside of their normal work area, Employees shall be allowed expenses on the following basis.
Accommodation: Hotel-actual and reasonable charges supported by a receipt.
Meals: Actual charges supported by receipts up to the following maximum amounts:
In Province Out of Province
Breakfast $7.00 $10.00
Dinner $13.00 $15.00
Supper $16.00 $21.00
Note: The above rates include GST and meal gratuities.
35.11 Camp Differential
A differential of eighty ($80.00) dollars per day shall be paid to Employees who are either:
a) Assigned to camp duty, if on a twenty-four (24) hour basis; or
b) Assigned to accompany patients on a recreational outing, if on a twenty-four (24) hour basis.
It is agreed that camp workers will be classed as field Employees for the purposes of the Labour Standards Act.
35.12 Rotation through Work Areas
Where mutually agreed between the Employer and the Local of the Union, staff may rotate within the same classification through all areas within the facility/agency/service and cannot be unreasonably withheld.
35.13 Responsibility Pay
Where an Employee is working at a facility/agency where a Supervisor is not on duty in the department/facility/agency or where an Employee is assigned supervisory responsibilities by the Employer, they will be paid an additional premium of seventy-five ($0.75) cents per hour.
If the Employee is not assigned by the Employer, he/she shall not perform such duties.
This provision shall not preclude the application of Article 21.05 - Temporary Performance of Higher Duties.
35.14 Employer Error
Where the Employer directs the Employee to take time off in error, the Employer shall not penalise the Employee by deducting pay or vacation. When the Employee could have foreseen the Employer error, the onus will be on the Employee to notify the Employer of such error prior to taking the time off.
35.15 Actions of Patients/Clients/Residents
When Employees are required to use patient/client/resident help in the course of their duties, such Employees shall not be held responsible for acts committed by such patients/clients/residents.
35.16 Professional Fees
Effective April 1, 2003 and annually thereafter, the Employer shall reimburse eligible Employees annual costs associated with professional licensing to a maximum of one hundred fifty ($150.00) dollars, where licensing is a requirement of statute or of the Employer.
Payment will be made upon proof of registration provided to the Employer, by the Employee.
Eligible Employees are those in the following classifications:
CUPE Health Care
Workers' Council of Unions
3725E Eastgate Drive
Regina, Sask
S4X 1A5
Phone: 1-306-546-2185
Fax: 306-781-8177
Email: Gordon Campbell, President
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