Please note: the charts referred to in the summary are available in the Memorandum of Settlement.
Illness or Injury Plan (IIP) for Full-Time Employees
New permanent full-time employees hired after the date of ratification:
- Shall be enrolled in the IIP in accordance with the provisions of Article 24A.02.
Permanent full-time employees hired prior to the date of ratification:
- No later than February 1, 2010, the Board shall inform all permanent full-time employees hired prior to the date of ratification of their two (2) options:
1) Transfer to the new IIP or
2) Elect to remain in the current Sick Leave Accrual Plan.
- Eligible employees will elect on or before March 1, 2010 to transfer to the IIP or to remain in the current Sick Leave Accrual Plan.
- For eligible employees who elect to transfer to the IIP, the IIP will come into effect on April 1, 2010.
Eligible employees who elect to transfer to the IIP can elect to:
- Have their sick bank frozen as at March 31, 2010 and use their capped sick pay credits to offset any shortfalls in their IIP hours
OR
- Receive a payout of their sick bank based on its value at March 31, 2010. The payout is in accordance with the Special Payout/Payment Schedule in the Memorandum of Agreement.
Terms of the IIP:
- Permanent full-time employees will be provided with IIP hours at a coverage level of either 100% or 75% of the employee’s hourly rate based on her completed years of service as set out in the chart (the charts are in the Memorandum of Settlement) up to a maximum of 910 IIP hours (approx. 6 months of coverage) per calendar year.
- Eligible to advance to the next level of coverage based on completed years of service when
1) actually at work or
2) on a pre-approved vacation or
3) on an approved LOA not arising due to illness or injury or
4) any other leave pursuant to the Collective Agreement, not arising due to illness or injury.
An employee not actually at work will become eligible for the next level of coverage upon actually returning to work for a period of at least 70 continuous hours.
- Eligible employees will receive their IIP hours on the first regularly scheduled work day on or after January 1st of each year in accordance with Article 24A.09. An eligible employee shall continue to retain any remaining IIP hours from the previous year and any capped sick pay credits, if any, until she has returned to work for seventy (70) continuous hours.
Illness or Injury Plan (IIP) for Permanent Part-time Employees
Permanent part-time employees hired on or after the date of ratification including current employees hired into permanent part-time positions:
- Shall be enrolled in the IIP in accordance with the provisions of Article 24C.02.
Permanent part-time employees hired prior to the date of ratification who are currently covered under Article 24B.03 (a):
- Permanent part-time employees hired prior to the date of ratification shall have two options:
1) Transfer to the IIP or
2) Elect to remain covered under Article 24B.03 (a), i.e. 6% in lieu on all hours worked + ability to reschedule up to 14 hours lost to sick time.
- Eligible employees will elect on or before March 1, 2010 to transfer to the IIP or to remain under Article 24B.03 (a).
- For eligible employees who elect to transfer to the IIP, the IIP will come into effect on April 1, 2010.
Eligible employees who elect to transfer to the IIP can elect to:
- Have their sick, if any, frozen as of March 31, 2010. Employees who elect this option shall use their capped sick pay credits to offset any shortfalls in their IIP hours. Any remaining capped sick pay credits shall be paid out upon “termination of employment” in accordance with Article 24B.08
OR
- Receive a payout of their sick bank based on its value at March 31, 2010 and in accordance with the Special Payout/Payment Schedule in the Memorandum of Agreement.
Terms of the IIP:
- A permanent part-time employee shall become eligible to receive IIP hours for absences due to illness or injury commencing the first shift following completion of both of the following criteria:
(a) The completion of probation in accordance with Article 17.02 (b)
(b) The completion of 910 paid hours (excluding overtime and Sunday hours) in the previous calendar year.
A permanent part-time employee must re-satisfy the condition in (b) above (i.e. you must work 910 paid hours), in each calendar year in order to re-quality for IIP hours.
In the event that an employee does NOT quality for IIP hours, she will be covered by Article 24B.03 (a) (i.e. you will receive 6% on all hours worked).
If the part-time employee subsequently meets the qualifying threshold they must automatically go back into the IIP if they have elected to transfer to the IIP or were automatically enrolled in the IIP as an employee hired on or after the date of ratification.
Theatre Liaison Officers, After Hours Attendants and Bram and Bluma Appel Salon staff will be exempt from the IIP and covered under Article 24B.03, 24B.07 and 24B.08.
Pro-ration of IIP Hours:
- The annual IIP hours that will be provided to an eligible employee will be a pro-rated amount up to a maximum of IIP hours as set out in the chart.
- An eligible employee will be entitled to IIP hours, if any, at 100% or 75% of her hourly rate as indicated on the chart.
Movement to a permanent full-time position:
An eligible permanent part-time employee who subsequently moves to a full-time position, shall take with her unused IIP hours, if any, and shall thereafter be deemed an employee covered by Article 24A.
Employees who have a Sick Bank and who elect to receive a payout and transfer to the IIP will receive a payout based upon the Special Payout/Payment Schedule 1 in the Memorandum of Settlement.
Minimum Special Payout/Payment
- Full-time employees hired prior to the date of ratification who elect the IIP and elect to receive a payout, shall receive a minimum lump sum payout/payment of $700.
- Part-time employees hired prior to the date of ratification who elect the IIP and elect to receive a payout according to Part I above, shall receive a minimum lump sum payout/payment of $700, prorated.
- Part-time employees hired prior to the date of ratification who elect the IIP and are currently covered under Article 24.03(a) shall receive a minimum lump sum payout/payment of $700, prorated.
- Pages will receive a lump sum payment prorated to a maximum of $700.
