COLLECTIVE AGREEMENT

BETWEEN:

AND

ORNGE AIR
Aircraft Maintenance Engineers

Represented By:

OFFICE AND PROFESSIONAL EMPLOYEES

INTERNATIONAL UNION
AFL-CIO & CLC

April 1, 2012 to March 31, 2017

 TABLE OF CONTENTS

Section “A” Purpose of Agreement .................................................................... 4

Article 1 Preamble .............................................................................................. 4
Article 2 Purpose of Agreement ......................................................................... 4
Article 3 Recognition .......................................................................................... 4
Article 4 Employment Related Statutes .............................................................. 5
Article 5 Management Rights ............................................................................. 5
Article 6 Maintenance of Standards ................................................................... 6
Article 7 Separability and Savings ...................................................................... 6

Section “B” Union ................................................................................................ 6

Article 8 Union Representatives ......................................................................... 6
Article 9 Information ........................................................................................... 7
Article 10 Bulletin Boards ................................................................................... 8
Article 11 Union Membership ............................................................................. 8
Article 12 Payroll Deduction of Dues .................................................................. 8
Article 13 Union Introduction To New Hires ....................................................... 9
Article 14 Leave For Union Business ................................................................. 9
Article 15 Seniority ............................................................................................. 11
Article 16 Probation Period ................................................................................ 12
Article 17 Layoff and Recall ............................................................................... 12

Section “C” Scheduling and Training................................................................. 13

Article 18 Hours of Work & Overtime ................................................................. 13
Article 19 On-Call ............................................................................................... 15
Article 20 Classifications / Descriptions .............................................................. 16
Article 21 Job Postings / Filling of Vacancies ..................................................... 17
Article 22 Failure To Qualify ............................................................................... 19

Section “D” Leaves .............................................................................................. 20

Article 23 Bereavement Leave ........................................................................... 20
Article 24 Jury & Witness Duty ........................................................................... 21
Article 25 Maternity & Parental Leaves .............................................................. 22

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 Article 26 Short Term Sick Leave Plan ............................................................... 23
Article 27 Injured Workers’ Compensation ......................................................... 25
Article 28 Leaves of Absence ............................................................................. 25
Article 29 Personal Days .................................................................................... 26
Article 30 Vacation ............................................................................................. 27
Article 31 General Holidays ................................................................................ 29

Section “E” General ............................................................................................. 30

Article 32 Equipment List ................................................................................... 30
Article 33 Labour Management Committee ........................................................ 32
Article 34 Non-Discrimination ............................................................................. 33
Article 35 Discipline ............................................................................................ 34
Article 36 Grievance And Arbitration Procedure ................................................. 35
Article 37 Pay Periods ........................................................................................ 38
Article 38 Official Texts & Printing ...................................................................... 39
Article 39 Moving / Relocation Expenses ........................................................... 39
Article 40 Location of Work ................................................................................ 39
Article 41 Privacy & Security .............................................................................. 40
Article 42 Wages / Allowances / Benefits ........................................................... 41
Article 43 Per Diems .......................................................................................... 42
Article 44 Away From Base Pay ......................................................................... 44
Article 45 Legal Expenses .................................................................................. 44
Article 46 Contracting Out .................................................................................. 44
Article 47 Definitions .......................................................................................... 44
Article 48 Duration of Agreement ....................................................................... 46

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LOU # 1 List Of Arbitrators .................................................................................. 47

MOU # 1 Supervisor To Base Engineer Title Change ........................................ 48

MOU # 2 Tool Insurance....................................................................................... 49

APPENDIX “A” AME Wage Scale ........................................................................ 50

APPENDIX “B” Duty Allowances / Long Term Service Recognition ............... 522
52

APPENDIX “C” Moosonee Base .......................................................................... 533

53

APPENDIX “D” Advance Request Waiver .......................................................... 555

55

APPENDIX “E” Overtime Bank Procedure ......................................................... 566

56

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 ARTICLE 1
PREAMBLE

1.01 This agreement is made and entered into by and between Ornge Global
Air, hereinafter referred to as the Company, and the Office and
Professional Employees International Union, AFL-CIO & CLC
(OPEIU), hereinafter referred to as the Union.

ARTICLE 2
PURPOSE OF AGREEMENT

2.01 The general purpose of this agreement is to establish and maintain

harmonious relations between the Company and the Union, and the
employees covered by this agreement.

2.02 The parties recognize that compliance with the terms of this Agreement
and the development of a spirit of co-operation are essential for mutual
benefit and in the public interest.

2.03 It is understood that any references contained within this Agreement

to the masculine gender will also pertain to the feminine gender. Any
references to the singular shall also pertain to the plural where
appropriate.

2.04 During the term of this Agreement, the Company will not lock out any
employee covered hereby, and the Union will not authorize or take part
in any strike or illegal picketing of Company premises.

ARTICLE 3
RECOGNITION

3.01 In accordance with the certification issued by the Canada Industrial

Relations Board, by order no. 10200-U dated 16th day of February,
2012, the Company recognizes the Office and Professional Employees
International Union as the sole bargaining agent for all aircraft
maintenance engineers, apprentice engineers and avionics technicians
employed by 7506406 Canada Inc., operating as Ornge Air in the
Emergency Medical Services (EMS) Division, excluding supervisory
base AMEs/AME Managers, Assistant Chief Engineer, HUMS Manager
and those above.

3.02 The duties performed by Supervisor Base AME Managers will now be
performed by Base Engineer Crew Chiefs. It is understood and agreed
that the role of Base Engineers formerly known as Supervisor Base
AME Manager, under Certification Number 10199-U, will now be under
and considered part of Certification Number 10200-U and will fall within
the scope of this Collective Agreement.

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 ARTICLE 4
EMPLOYMENT RELATED STATUTES

4.01 The parties agree that the provisions of the Canada Labour Code, the
Canadian Human Rights Act and any other employment related statute
are incorporated into this Agreement, except where this Agreement
provides for a greater benefit in which case the provisions of this
Agreement shall prevail.

4.02 The Company will adhere to Canadian Law as it relates to privacy of

employee records and electronic data, including but not limited to the
Personal Information Protection and Electronic Documents Act
(PIPEDA).

4.03 Medical reports produced by a health specialist further to a medical

exam will be kept separate from other employee information and
maintained confidentially. Access to this information will be limited to
those who have a legitimate need to know. The employee has access to
his medical information upon request.

ARTICLE 5
MANAGEMENT RIGHTS

5.01 Except where specifically modified by the terms of this Agreement, the
Union acknowledges that all Management rights and prerogatives are
vested exclusively with the Company. The Company has the exclusive
right to manage and direct its operations and affairs in all respects.
These rights and functions shall include, but are not limited to:

(a) To maintain order and efficiency.

(b) To hire, promote, transfer, suspend and re-hire employees and

to discipline or discharge any employee for just cause provided
that a claim by an employee who has acquired seniority that he
has been discharged or disciplined without just cause may be
the subject of a grievance and dealt with as hereinafter provided.
The discharge of a probationary employee shall be at the sole
discretion of the Company.

(c) To determine and establish standards and procedures for the

care, welfare, safety and comfort of patients, and to maintain
order, discipline and efficiency and in connection therewith to
establish and enforce rules and regulations, policies and
practices from time to time to be observed by its employees and
to alter such rules and regulations provided that such rules and
regulations are reasonable and shall be consistent with the
provisions of this Agreement. Such rules will be made available
to all employees and to the Union prior to their implementation.
The Company reserves the right to introduce new rules from time
to time, copies of which will also be made available to all
employees and the Union.

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 (d) To determine the number of employees to be employed the
extension, limitation, curtailment or cessation of operations or
any part thereof and to determine and exercise all other
functions and prerogatives which shall remain solely with the
Company except as specifically limited by the express provision
of this Agreement.

ARTICLE 6
MAINTENANCE OF STANDARDS

6.01 All wages and benefits in existence on the date of this Agreement shall
be continued, except as amended or modified herein.

6.02 The current practices with respect to existing policies shall not be
altered during the term of this Agreement without consultation with the
Union.

6.03 Nothing in this Agreement shall prohibit the parties from bargaining on
any issue they desire if both parties mutually agree to do so during the
term of this Agreement.

ARTICLE 7
SEPARABILITY AND SAVINGS

7.01 Should any part of this Agreement be rendered or declared invalid by

reason of any existing or subsequently enacted legislation, act of
government agency, or by decree of a court of competent jurisdiction,
such invalidation of such part or portion of this Agreement shall not
invalidate the remaining portions hereof, and they shall remain in full
force and effect.

7.02 In the event that any provisions of this Agreement are in conflict with or
are rendered inoperative or unlawful by virtue of any duly enacted law or
regulation or any government agency or commission having jurisdiction
over the Company, the Union and Company will meet and attempt to
negotiate changes necessary, pertaining to those provisions so affected
or directly related thereto.

ARTICLE 8
UNION REPRESENTATIVES

8.01 The Company acknowledges the right of the Union to elect, appoint or
otherwise select employees as representatives at each Company base
location.

8.02 The Union shall promptly notify the Company in writing of the names of
its representatives.

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8.03 It is agreed that such representatives shall continue to perform their
duties and responsibilities for the Company and shall not leave their
regular duties without having first secured permission from their
immediate supervisor. Such permission should not be unreasonably
withheld, provided operational requirements are met.

8.04 A Union Representative shall be granted up to thirty (30) minutes for the
purpose of meeting with newly hired employees of the Company, for the
purpose of explaining their rights, privileges and obligations as members
of the Union.

8.05 An accredited International Union Representative will be permitted

access to Company premises to assist in the resolution of a complaint
or grievance, and to attend meetings with management. Such meetings
shall not unduly interfere with the Company’s operations. Permission to
enter the premises shall, in each case, be obtained from the Company
and will not be unreasonably withheld.

ARTICLE 9
INFORMATION

9.01 The Company will provide the Union with the following information on a
Quarterly basis pertaining to all employees in the Bargaining Unit:

(a) Employee name;

(b) Date of hire;
(c) Seniority number;
(d) Assigned Base;
(e) Classification (group and level);
(f) Full or part-time status;
(g) Current salary;
(h) Acting level, including any additional assignment;
(i) Date of assignment;
(j) List of employees who have left the Bargaining Unit;
(k) The effective date of any modification to the above information.

9.02 Where possible, the above information shall be sent in electronic format
to the Union. The above list may be amended by mutual agreement.

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 ARTICLE 10
BULLETIN BOARDS

10.01 The Company will provide specific bulletin board space for the use of the
Union at suitable locations accessible to employees, provided that the
use of such boards by the Union shall be restricted to the posting of
information relating to the business affairs, meetings, social events and
reports of various committees of the Union, and shall contain nothing that
is adverse to the interest of the Company. Bulletin board locations shall
be determined by mutual agreement of the Company and Union.

ARTICLE 11
UNION MEMBERSHIP

11.01 All employees in the bargaining unit shall become a member of the
Union and shall maintain his or her membership in the Union as a
condition of continued employment. A new employee shall, within thirty
(30) days of the commencement of his employment, become and
thereafter maintain membership in the Union as a condition of continued
employment.

11.02 Continued employment with the Company is not dependent upon an

Employee being in good standing with the Union, except for non-
payment of dues, fees, fines or assessments.

ARTICLE 12
PAYROLL DEDUCTION OF DUES

12.01 The Company shall deduct from the payroll of employees on each
pay period, from wages due and payable to all employees coming
within the scope of this agreement, an amount as provided by the
Union, subject to the conditions described below.

12.02 The amount to be deducted shall be equivalent to the regular dues

payment of the Union and may include initiation fees, fines, or special
assessments. The amount to be deducted will only be changed during the
term of the agreement to conform to a change in the amount of regular
dues of the Union in accordance with its constitutional provisions.

12.03 If the wages of an employee payable on the payroll for the last pay
period of any month are insufficient to permit the deduction of the full
amount of dues, no such deduction shall be made from the wages of such
employee by the Company in such month. The Company shall, because
the employee did not have sufficient wages payable to him on the
designated payroll, carry forward and deduct from any subsequent
wages the dues not deducted in an earlier month.

12.04 Only payroll deductions now or hereafter required by law, as well as

benefit and pension deductions, shall be made from wages prior to the
deduction of dues.

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12.05 The amount of dues so deducted from wages accompanied by a
statement of deductions from individuals, shall be remitted by the
Company to the Union as may be mutually agreed by the Union and
the Company, not later than thirty (30) calendar days following the
month in which the deductions were made.

12.06 The Union agrees to indemnify and save the Company harmless
against any claim or liability arising out of the application of this article.
However, in any instances in which an error occurs in the amount of any
deduction of dues from an employee’s wages, the Company shall adjust
the amount in a subsequent remittance.

12.07 The Union will provide the Company with a percentage or other amount
of basic wages to be applied for the purpose of dues deductions.

ARTICLE 13
UNION INTRODUCTION TO NEW HIRES

13.01 The Union Representative at a base shall be granted one (1) exclusive
hour in each initial ground school, for the purposes of introduction of the
new hire to the Union, their rights, obligations and privileges as
members.

ARTICLE 14
LEAVE FOR UNION BUSINESS

14.01 Negotiation Meetings

The Company will grant leave with pay to no more than two (2)
employees up to a membership of 75 and a total of three (3) employees
to a membership greater than 75 employees. The Union recognizes the
operational impact of having more than one representative per base and
the parties agree to discuss the issue should more than one
representative be selected from a base. If negotiations are on the
employee(s) regularly scheduled day of rest then the employee(s) will
be given equivalent days off prior to or after the negotiation days, as
mutually agreed upon.

14.02 Preparatory Contract Negotiation Meetings and Contract

Negotiation Meetings

Subject to operational requirements, the Company will grant leave

without pay to a reasonable number of additional employees for the
purpose of attending preparatory contract negotiation meetings and
contract negotiation meetings on behalf of the Union, including meetings
before a Conciliator, Conciliation Commission or a Mediator.

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14.03 Meetings between the Union and the Company Not Otherwise
Specified in this Article

Subject to operational requirements, the Company will grant leave with

pay to a reasonable number of employees who are meeting with
management on behalf of the Union.

14.04 Union, Conventions and Executive Committee Meetings

Subject to operational requirements, the Company will grant leave

without pay to a reasonable number of employees to attend national
executive meetings and conventions of the Union, and leave without
pay for a specific period to an employee appointed by the Union to
attend Union Business.

14.05 Union Training Courses

Subject to operational requirements, the Company will grant leave

without pay to employees who exercise the authority of a representative
on behalf of the Union to undertake training related to the duties of a
Representative. The Company shall be given a minimum of forty-five
(45) days notice prior to the month commencement of such training
courses.

14.06 Election to Full-Time Office

Subject to operational requirements, with ninety (90) days notice from

the employee, in writing, that he or she has been elected to a full-time
office of the Union, the Company will grant leave without pay to the
employee for the term of the office.

14.07 Elected Member Time Off

The unit chairperson or designate will receive one (1) shift off every two
calendar months for an employee group up to 50, one shift per month
off for an employee group over 50 employees for union business. The
unit chairperson or designate will request such union days on a regular
scheduled day shift and will provide 2 weeks’ notice. These days off will
include meetings with management grievance hearings, labour
management meetings and shall be coded as Union Business for
Payroll purposes. The employer may grant additional days off at the
employer’s discretion. The employee will continue to receive normal
salary during days for union business.

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 ARTICLE 15
SENIORITY

15.01 Seniority List Maintenance

(a) Seniority shall be determined by the date of hire with the

Company. For those employees who transitioned from CHL to
Ornge Air in 2012, their CHL Emergency Medical Services
(EMS) hire date will be recognized as their date of hire with the
Company. Seniority Lists that were in effect on the date Ornge
Air assumed operations from CHL Emergency Medical Services
(EMS) will be recognized as the basis for all challenges to
Seniority.

(b) The Seniority List shall contain the names of all employees
specifying classification, base, non-compensatory date of hire
and seniority date. There will be separate lists for each
classification

(c) The Company shall maintain and publish a Seniority List. The
Company will provide a copy of the seniority list upon request by
a Union Representative to Labour Relations. The list is to
include any additions, deletions, or changes. The Seniority List
may be updated at any time. The Union will have final approval
of the Seniority.

(d) A copy of the most recent list is to be posted on the Union

Bulletin Board and is not to be removed until replaced by a
corrected or new list.

(e) Seniority between employees hired on the same date shall be

determined by a lottery.

(f) A Union Representative shall be present at all such lotteries.

New hires will be advised by the Union of the method of
determining seniority at the commencement of the training.

15.02 Seniority List Protest

An employee shall be permitted a period of sixty (60) days after the

issuance of the Seniority List within which to protest to the Union any
omission or incorrect listing affecting his seniority. Where an employee
is on vacation, leave of absence, or sick leave at the time of posting the
Seniority List, he may protest within thirty (30) days of his return to work.
If the Seniority List is not protested within the prescribed time limit, any
incorrect listing or other discrepancy shall not be protested on any
subsequent listing.

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15.03 Forfeit of Seniority

An employee shall forfeit his seniority under any of the following

conditions:

1. If he resigns from the Company;

2. If he is discharged for just cause;
3. If he fails to return from approved leave;
4. If he is laid off for more than thirty-six (36) months;
5. If off work due to non-occupational illness or injury for
more than twenty-four (24) months.

ARTICLE 16
PROBATION PERIOD

16.01 Newly hired employees will be required to serve a probationary period

of six (6) months of service with the Company. The Company shall
reserve the sole right to retain any employee during his probationary
period and the Company shall have the right to release such employee
without the union having recourse to the grievance and arbitration
provision of this agreement. The probationary period shall commence
on the first date of work and may only be extended by mutual
agreement with the Union.

ARTICLE 17
LAYOFF AND RECALL

17.01 In cases of layoff and recall where the employee has the qualifications,
then seniority shall apply.

17.02 In the event of a reduction in the workforce, layoff shall commence with
the employee with the least amount of seniority within his classification.

17.03 In the event of a base closure or reduction-in-force, the affected

employee(s) shall exercise their seniority rights as follows:

(a) Bid on any open position within the Company, or

(b) If no open positions exist within the Company, an employee on

lay-off notice shall be allowed to bump the most junior employee
in the Company within the same or lower job classification; or

(c) Accept being placed on lay-off at their assigned base.

17.04 All related moving expenses shall be in accordance with Article 39

Moving/Relocation.

17.05 An employee, who elects to use his seniority as in paragraph 17.03

above, shall receive the rate of pay for the classification which he
secures.

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17.06 Notice of lay-off shall be given to an employee and the Union fourteen
(14) calendar days in advance of the effective date of the lay-off.

17.07 In the event of recall, positions will be filled in the reverse order of layoff
by classification. If the recall is for a work location other than the
employee(s) original location, the employee will be offered any open
position in their classification, subject to 17.09.

17.08 The employee will stay on the layoff recall list for a period of twenty-four
(24) months

17.09 While on layoff, bargaining unit members may refuse up to two (2) recall
notices. Notice of refusal must be given within seven (7) calendar days.
The Bargaining Unit member must accept the third recall or relinquish
his seniority number and his right of recall. Notice of acceptance/refusal
must be given within three (3) business days after positive contact with
the affected employee has been made. It is incumbent on the employee
to provide up to date contact information.

17.10 Employee will be paid all monies owing including vacation and overtime
banks at the time of lay off. Employees shall retain but not accrue sick
time while on layoff. If an employee is recalled within twenty four (24)
months, his Short Term Disability Bank shall be reinstated upon return
to work.

17.11 An employee who has been given notice of layoff and has been
subsequently laid off shall be entitled to severance pay in the amount of
four (4) weeks regular pay for every completed year of service to a
maximum of 6 months.

Section “C” Scheduling and Training

ARTICLE 18
HOURS OF WORK & OVERTIME

18.01 Hours of work, shift rotation, shift length and stop time are subject to
change as determined in accordance with applicable employment
statutes, and the provisions of this collective agreement.

Sample Shift Rotations

Five (5) Day Work Week:

(a) Employees shall be scheduled to work eight hours and thirty

minute (8.5) shift, inclusive of a thirty minute unpaid meal period.

(b) Forty (40) hours, consisting of five (5) consecutive eight hour and
thirty minute (8.5) shift, inclusive of a thirty minute unpaid meal
period, worked within seven (7) consecutive days, will constitute
a standard work week.

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 Four (4) Day Work Week:

(a) Employees shall be scheduled to work a ten hours and thirty

minute (10.5) shift, inclusive of a thirty minute unpaid meal
period.

(b) Forty (40) hours, consisting of four (4) consecutive ten hour and
thirty minute (10.5) shifts, inclusive of a thirty minute unpaid meal
period, worked within seven (7) consecutive days, will constitute
a standard work week.

18.02 The employer will provide a thirty (30) minute meal period free from
work during the employee’s shift.

18.03 Shift starts and rotations will be posted and shall not be changed
without one week’s notice. When the Company changes an employee
from his assigned shift to a different shift on a temporary basis, forty-
eight (48) hours notice will be given. If an employee is given less than
forty-eight hours (48) notice he shall be paid at time and one-half (1½)
his regular straight time hourly rate of pay for his first eight (8) hours
worked on his first day.

18.04 Overtime will be paid at time and one half (1.5) the hourly rate in
accordance with the appropriate legislation. The Company will provide
as much advance notice of the need for overtime as possible.

Overtime will be offered in the most fair and equitable manner giving
consideration for the required continuity and high quality workmanship
on specific maintenance procedures, beginning with the most senior
qualified employee consistent with existing practice.

18.05 Call-In Pay

(a) Should an employee be called into to work prior to his normal

shift start time, he will receive time and one half (1.5) his regular
rate for the hours worked prior to his shift start.

(b) Should an employee be called into work on his day off he will be
paid a minimum of four (4) hours pay at time and one half (1.5).

(c) Should an employee have completed his shift and left the work
site and is called back into work he will be paid a minimum of
four (4) hours pay at time and one half (1.5).

NOTE 1: Overtime Bank Procedure see Appendix “E”.

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 ARTICLE 19
ON-CALL

19.01 Employees who are on-call are compensated at the rate of one-sixth
their regular rate (i.e. total hours on-call multiplied by .166)

In addition, any time an on-call employee is required to perform

company business at his/her base, a minimum of four (4) hours / call-in
at regular time shall be recorded from the time the employee answers
the call. In the event that the work required exceeds the four (4) hour
call-in minimum, the actual hours worked shall be recorded. During this
time, the on-call period will stop and will not start again until either the
company business has been completed, or after the four (4) hour
minimum whichever is greater.

There may be time when the work required can be done from home
(e.g. make arrangements by telephone, relay information to others,
determine suitability of weather for a trip.) If the employee can
accomplish the task without having to drive to the base, the hours of
work recorded shall be actual hours spent with no allowance for a four
(4) hour minimum.

An employee is either on-call or working, not both simultaneously.

When an employee has finished the required call-in work at the base
within the four (4) hour minimum and is called again for a new task that
requires a return to base, a new four (4) hour minimum will be started at
the expense of the previous four (4) hour minimum.

In the event that multiple call-ins, each requiring the four (4) hour
minimum charge, are required during an on-call period, the total time
charged may not exceed the total on-call period of that day/night (e.g.
in a twelve (12) hour on-call period, an employee receives four (4) calls
requiring his/her presence at the base, he/she cannot charge more than
twelve (12) hours worked, unless the last call-in is within four (4) hours
of the end of the call-in period)

The four (4) hour minimum will not overlap the employee’s regular shift
hours.

Coming in early: If called within four (4) hours of the employee’s next
regular shift, the hours remaining up to the start of the next shift will be
recorded. There will be no overlap of hours.

Working late: If called just prior to the end of a regular shift, only the
actual hours required to complete the work will be recorded with no
allowance for a four (4) hour minimum.

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 ARTICLE 20
CLASSIFICATIONS / DESCRIPTIONS

20.01 Classifications are as follows:

(a) Regulatory Classifications

1. Apprentice (APP)

2. Aircraft Maintenance Engineers (AME)

(b) Company Assignments

1. Work Release Authority Types; Aircraft Certifying

Authority (ACA)

Authority Type
(i) PC12 (Familiarization Training)
(ii) S76 (Type Course)
(iii) AW139 (Type Course)
(iv) E-Category (Specialty)
(v) S-Category (Specialty)

2. Assigned Duties

(i) Base Engineer

(ii) Lead Hand

20.02 Regulatory Classifications

(a) Apprentice Aircraft Maintenance Engineer

Duties - will include following direction of the Base Engineer,

Lead Hand or ACA in learning the skills necessary towards
achieving an Aircraft Maintenance Engineer license and as
described within Ornge Global Technical Services approved
Maintenance Policy Manual. For clarity, duties include, but are
not limited to, the completion and verification of work, pursuant to
Canadian Aviation Regulations 571.02, 571.03 and 573.02 for
the Company in and about Company maintenance bases and
mobile repair locations.

(b) Aircraft Maintenance Engineer (AME)

Duties – as an AME in good standing, under the direction of the

Base Engineer; duties pursuant to those described within Ornge
Global Technical Services approved Maintenance Policy Manual.
For clarity, duties include, but are not limited to, the completion
and verification of work, pursuant to Canadian Aviation
Regulations 571.02, 571.03, and 573.02 for the Company in and
about Company maintenance bases and mobile repair locations.

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20.03 Company Assignments

(a) Aircraft Certifying Authority (ACA)

Duties – As an AME in good standing with authority as granted

and retained under AMO 45-11 by Ornge Global Technical
Services, pursuant to that described within the approved
Maintenance Policy Manual. For clarity, duties include, but not
limited to, the completion, verification and maintenance release
of work, pursuant to Canadian Aviation Regulations 571.02,
571.03, 571.10 and 573.05 for the Company in and about
Company maintenance bases and mobile repair locations.

(b) Base Engineer

Duties - In addition to ACA duties, reporting to the Chief

Engineer, duties include coordination and assignment of daily
base maintenance activities, material logistics and inventory, and
other duties as assigned by the Chief Engineer.

(c) Lead Hand

Duties - In addition to ACA duties, reporting to the Chief

Engineer or Base Engineer, duties include assisting in the
coordination and assignment of maintenance activities, material
logistics and inventory, and other assigned duties.

ARTICLE 21
JOB POSTINGS / FILLING OF VACANCIES

21.01 When the Company declares a vacancy a job posting shall be posted
internally to bargaining unit members and may be posted externally
simultaneously or after internal posting. The initial posting shall be
posted in all Maintenance locations for seven (7) days clearly stating
classification, location, closing date, effective date, and necessary
qualifications. All consequential vacancies that result from the initial
posting will be awarded via the Preferential Bid Process. Salary is as
per Collective Agreement.

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21.02 In filling posted vacancies preference shall be given in the following
order:

(a) The most senior bargaining unit applicant in the same

classification holding type (ACA).

(b) The most senior bargaining unit applicant in the same

classification that is eligible to hold the ACA in type.

(c) The most senior bargaining unit applicant in the same

classification that is eligible to hold the ACA. The Company will
provide type training within six (6) months from the date of
assignment.

(d) The most qualified external applicant.

21.03 An employee awarded a vacancy will assume the vacated shift line in
that Base location for the remainder of the annual schedule.
Subsequent line awards will be by seniority.

21.04 In the Preferential Bid Process where an employee bids for more than
one (1) vacancy they shall indicate their order of preference. If he is
awarded the position as per 21.02 for more than one (1) vacancy, he
shall only be awarded the job ranked highest in his order of preference.

21.05 In accordance with 21.02, notification to the successful bidder shall be

made within seven (7) days after the closing date. Employees shall be
given at least twenty (20) days written notice of the requirement to
report to his new base. The twenty (20) days’ notice may be waived or
amended by mutual agreement in writing between the employee and
the Company. All compensatory changes will be effective the first day
work at the awarded level.

21.06 Temporary vacancies at bases away from home may be filled or not, at
the Company’s discretion. In filling of temporary vacancies, the
Company will offer such work to bargaining unit employees, in
accordance with current Company practices. Assignments will be
rotated among qualified employees who volunteer and are available for
these vacancies.

18
 ARTICLE 22
FAILURE TO QUALIFY

22.01 The term “Failure to Qualify” shall mean:

(a) Failure to retain a personal Aircraft Maintenance Engineering

license; or

(b) Failure to retain assigned ACA authority, unless by Company

inattention, or

(c) Failure to fulfill Base Engineer or Lead Hand duties as required

by the Company.

Note: Should an employee lose his ACA his ACA Stipend will be
reduce by half until as his ACA is reinstated.

22.02 Failure to retain personal Aircraft Maintenance Engineering:

Pursuant to 22.01(a), in the absence of extenuating circumstances,

when an AME fails to meet the recency or validity period requirements
as set out in Canadian Aviation Regulation, Part 403; or when an AME
license has been surrendered, suspended or cancelled:

The employee may not exercise the privileges of an AME or any

granted ACA authorities. The employee shall immediately notify the
Company, in writing, of the failure to qualify; and

For such failure, the AME may be held out of service without pay until
resolved and/or until the AME and a Union representative(s), can meet
to discuss his/her future employment status with the Company.

22.03 Failure to retain ACA authority

Pursuant to 22.01(b), when an AME fails to meet the conditions of ACA

retention as granted under Ornge Global Technical Services,
Maintenance Policy Manual. As required by same, the related ACA
privileges shall be immediately suspended, upon written notification.

For such failure, pursuant to Figure 2.2 of the MPM, with the related
ACA compensation will be withheld, until the successful completion of
remedial training and re-evaluation. Such remedial training will be
scheduled as soon as practicable, but not more than thirty (30) calendar
days from the date of such failure. The Company will meet with the
AME and a Union representative(s), to communicate development and
reinstatement plan and future employment status with the Company.

19
22.04 Failure to fulfill Base Engineer or Lead Hand duties as required by the
Company

Pursuant to 22.01(c), when a Base Engineer or Lead Hand fails to

perform their duties, in the absence of extenuating circumstances, the
Company will meet with the Base Engineer or Lead Hand and a Union
representative(s), to communicate a development plan.

Failure to successfully complete the plan toward fulfilling their duties will
result in the suspension of duties. The Company will meet with the Base
Engineer or Lead Hand and a Union representative(s), to discuss
employee’s future employment status with the Company.

ARTICLE 23
BEREAVEMENT LEAVE

23.01 The Company shall grant a bereavement leave with pay for the death of
an employee’s immediate family. For the purposes of this Article, an
employee’s immediate family shall include: father, mother, (or
alternatively stepfather, stepmother or foster parent), brother, sister,
spouse, (including common law spouse resident with the employee),
child (including child of common-law spouse), stepchild or ward of the
employee, father-in-law, mother-in-law, son/daughter-in-law,
sister/brother-in-law, grandparents, grandchild and relative permanently
residing in the employee’s household or with whom the employee
permanently resides.

23.02 When a member of his or her immediate family dies, an employee shall
be entitled to bereavement leave with pay as follows:

Spouse, Father, Mother, Child, Stepchild (or alternatively ward of the

employee, stepfather, stepmother or foster parent; or common-law
spouse): five (5) consecutive shifts off with pay inclusive of any travel.

Brother, Sister, Mother-in law, Father-in-law: Three (3) consecutive

shifts off with pay;

Son/Daughter-in-law, Sister/Brother-in-law, Grandparents, Grandchild or

(relative permanently residing in employee’s household): One (1) shift
off with pay

23.03 An employee is entitled to up to one (1) day of bereavement leave with

pay for the purpose related to the death of his or her spouse’s
grandparent, grandchild, spouse’s grandchildren, son-in-law, daughter-
in-law, brother-in-law or sister-in-law.

23.04 If, during the period of compensatory leave or vacation an employee is

bereaved in circumstances under which he or she would have been
eligible for leave under this Article, he or she shall be granted leave, and
his or her compensatory leave or vacation shall be restored to the
extent of any concurrent leave granted.

20
23.05 It is recognized by the parties that the circumstances, which call for
leave in respect of bereavement, are based on individual
circumstances. On request, the Company may, after considering the
particular circumstances involved, grant leave with or without pay for a
period greater than that provided for above.

23.06 The Company may grant an employee additional days of unpaid leave
for the purposes of related travel to attend a funeral.

ARTICLE 24
JURY & WITNESS DUTY

24.01 Jury Duty

The Company will hold open the job of any employee who is required to
attend Jury Duty. Employees who perform Jury Duty receive a nominal
amount from the Government for this public service. The company will
pay the difference between this nominal amount and the employee’s
regular rate of pay if the employee is scheduled to work on such a day.
The Company will not assist the employee to obtain deferral of Jury
Duty.

24.02 Witness Duty

An employee who is required by subpoena to attend as a witness in any

court of law or is required by subpoena to attend as a witness in court
proceeding in which the Crown is a party, the employee shall not lose
regular pay because of necessary absence from work due to such
attendance, and shall not be required to work on the day of such duty,
provided the employee:

(a) Informs the Company immediately upon being notified that the
employee will be required to attend court or the coroners’
inquest; and

(b) Presents proof of service requiring the employee’s attendance,

and promptly reports to the Company the amount (other than
expenses) paid to the employee for such service as a juror or for
attendance as such witness.

24.03 Court of Law / Inquest / Transport Canada Hearing

Where an employee is required to attend a court of Law, Inquest or

Transport Canada Hearing on his regularly scheduled day off or during
his regularly scheduled vacation, the Company will reschedule the
employee’s regularly scheduled vacation period or scheduled day off, it
being understood that any rescheduling shall not result in the payment
of any premium pay.

21
 ARTICLE 25
MATERNITY & PARENTAL LEAVES

25.01 Maternity Leave

Employees who have been continuously employed for thirteen (13)

weeks prior to the anticipated date of birth or prior to the
commencement of leave, will, upon application be granted a leave of
absence without pay of at least seventeen (17) weeks, or such shorter
period as requested by the employee.

Employees will be paid 100% of their salary during the first two (2)
weeks of their maternity leave. Employees who are eligible for
Employment Insurance (EI), the Company will top up the EI payment to
a total of 93% up to a maximum of fifteen (15) weeks based on the rate
of pay they receive on the last day of work, prior to the start of the leave.
The employee shall receive any scheduled progression on the wage
grid or amended wage rates upon their return.

Procedure:

(a) An employee wishing to take maternity leave should give their

immediate supervisor/manager six (6) weeks written notice
where possible before the day the leave is to begin.

(b) EI benefits are payable from eight (8) weeks prior to the
scheduled date of birth up to seventeen (17) weeks after the
expected date of confinement whichever is greater.

(c) An employee, who is ill prior to the estimated date of delivery

and is required to commence leave prior to the estimated
delivery date, is entitled to paid sick leave, upon providing her
immediate supervisor with a medical certificate from a duly
qualified practitioner that a medical condition exists to warrant
early leave. The terms of the Sick Leave Policy shall apply.

(d) The Company will continue to contribute its share of benefit

premiums for the duration of the employee’s leave of absence.

(e) The employee should contact the Human Resources Department

to make arrangements to remit her share of any premiums or the
full premium for non-eligible benefits to be paid while she is on
maternity leave.

(f) Employees who choose to take Parental Leave must begin their
leave as soon as their maternity leave is over.

(g) Employees returning to work from maternity leave will return to

their previous job position and base held at the time of their
leave.

22
25.02 Parental Leave

Parental leave may begin no earlier than the day the child is born or
comes into custody, care and control of the parent for the first time; and,
no later than fifty-two (52) weeks after the day the child is born or comes
into custody, care and control of the parent for the first time.

The parental leave of an employee who takes maternity leave must

begin when the maternity leave ends unless the child has not yet come
into custody, care and control of the parent for the first time.

Parental leave ends thirty-five (35) weeks after it begins for an

employee who takes maternity leave and thirty-seven (37) weeks after it
begins for an employee who did not take maternity leave or on an
earlier day if the employee gives direct supervisor/manager at least six
(6) weeks written notice where possible of that day.

Parental Leave Compensation

Where an employee chooses to serve the two (2) week waiting period
under the Canada Employment Insurance Act before receiving benefits
under the Act, she/he will receive for the first two weeks, payments
equivalent to 100% of the actual weekly rate of pay that he or she was
receiving on the last day worked prior to the start of the leave; and,

Up to a maximum of fifteen (15) additional weeks, payment equivalent

to the difference between the sum of weekly Employment Insurance (EI)
benefits that the employee is eligible to receive and any other earnings
received by the employee and ninety three (93%) percent of the actual
weekly rate of pay which he or she was receiving on the last day worked
prior to the commencement of the leave. The employee shall receive
any scheduled progression on the wage grid or amended wages upon
their return.

Return to Work

Employees returning to work from parental leave will return to their

previous job position and base held at the time of their leave.

ARTICLE 26
SHORT TERM SICK LEAVE PLAN

26.01 Sick Day Bank

Upon hire an employee will earn one (1) shift for every month of active
service to a maximum of 10 shifts.

Any unused sick days will be accumulated in to the employee’s Short

Disability Bank. Neither of these banks is redeemable for cash.

23
26.02 Short Term Disability Bank
st
On January 1 of each year any unused sick days will be accumulated
into the Short Disability Bank.

Should the employee have a non-work related illness or injury and once
the disability has been adjudicated by the Company’s benefits provider,
the employee’s Short Term Disability Bank will be applied (100% of their
salary) until the bank is depleted at which point the Company’s Short
Term Disability Insurance Program will take over (66 2/3 of regular
earnings, exclusive of any allowances) or he is ready to return to work.

The Short Term Disability Bank and Company’s Short Term Disability
Insurance Program in combination will not exceed the equivalent of six
(6) months.

26.03 Long Term Illness or Injury

In the event of a non-work related illness or injury, an employee may

apply for Long Term Disability benefits through the Company’s
insurance provider; and shall be granted a leave of absence consistent
with the plan provisions until such time as he is able to return to work.

Such employee, while on short term or long term leave, shall retain and
accrue length of service seniority whether or not he is able to maintain
any licenses or certificates for a maximum of two years from the last day
worked. Return to duty after such leave shall be subject to a reasonable
qualifying period.

26.04 Modified Duties

Where able the Company will provide modified duties.

26.05 Sick Notes

It is the employee’s responsibility to attach a medical certificate to his

timesheet when the illness continues for more than two (2) consecutive
days, and/or immediately before or after a scheduled vacation day or
holiday shift.

24
 ARTICLE 27
INJURED WORKERS’ COMPENSATION

27.01 Injury While On Duty

(a) In the event an employee is injured while on duty, the employee

will seek medical attention as required and will notify the
Company at the earliest opportunity, depending upon the cause
and nature of the accident and resulting injuries sustained.

(b) The Company will comply with appropriate legislative body with
regards to data related to type of injury, and what equipment or
aircraft was involved.

(c) The Company will be responsible for filling out the appropriate
Employer WSIB Forms.

(d) The Employee if required will be taken off line and every
reasonable effort will be made to get the employee back to work.

(e) Payment pending Workplace Safety Insurance Board (WSIB)

adjudication.

Upon completion and approval by the Company of the WSIB

Advance Waiver Form attached as an Appendix to this
Agreement, the Company will provide a monetary advance as
set out in the Waiver Form.

27.02 Quarantine

If ordered by the Department of Public Health Medical Officer to remain

under a home quarantine, employees will continue to receive regular
straight time pay. The employee will not have to use his/her sick time.

If deemed medically appropriate to work under working quarantine

conditions, employees will perform their regular duties.

ARTICLE 28
LEAVES OF ABSENCE

28.01 General

(a) The Company will consider an employee’s request for a leave of

absence. Such requests shall be in writing, and shall include the
requested commencement date, duration, and reason for the
leave. Such request will not be considered if the leave request is
for the purpose of taking other employment outside of Ornge.

25
 (b) An extended leave period beyond twelve (12) months may be
granted, but seniority will not continue to accrue beyond the first
twelve (12) month period, except in special circumstances and if
mutual agreement between the Company and the Union is
obtained prior to the expiration of the initial leave period.

(c) If an employee is granted a leave of absence for a stated period,

and requests to return to service before the expiration of that
period, such early return shall be at the option of the Company.

(d) Subject to the provisions of applicable benefits contracts, an

employee granted a leave of absence may choose to maintain all
or any benefits normally covered by payroll deduction at the
employee’s expense. Such payments for benefits shall be made
in advance in the form of monthly posted-dated checks.

(e) An employee returning from any authorized leave of absence

shall be permitted to return to his last held permanent position.

28.02 Compassionate Leave

Upon request, the Company may grant an employee a leave of absence

without pay for legitimate personal reasons. The Company shall not
unreasonably deny such requests. The employee shall have the option
of using earned vacation and/or statutory holidays or banked overtime
to offset the work hours lost as a result of his being unable to work.

28.03 Religious Leave

Employees observing religious holidays (other than any statutory

holidays) shall notify Ornge and shall arrange a vacation day to
accommodate such observance.

28.04 Military Service Leave

Military leaves of absence and reemployment rights upon return from

such leave shall be granted in accordance with applicable laws.
Employees who are members of Canada’s Primary Military Reserve
shall in the event of activation, have their job positions protected with no
loss of seniority or length of service until such time as they return to
work.

ARTICLE 29
PERSONAL DAYS

29.01 After one (1) year of service employees will be provided two (2) shifts as
personal days. The days are to be scheduled off in full shifts according
to the needs of the business. Personal days will not be accumulated.

26
 ARTICLE 30
VACATION

30.01 Vacation Schedule

Employees are entitled to the following paid vacation time, as of

st
January 1 , when they have worked for the Company for:

Length of Employment Vacation Entitlement

Less than one year Prorated as per shift*
More than One year 15 (8 hr); 12 (10 hr) or 10 (12 hr)*
More than Nine years 20 (8 hr); 16 (10 hr) or 13 (12 hr)*
More than Thirteen years 25 (8 hr); 20 (10 hr) or 16 (12 hr)*

*Number of Vacations shifts will be determined in accordance with base

schedule.

Vacation that is not taken in the 12 months in which it was earned will
be paid out at the employee’s current rate of pay at the end of the
vacation year.

NOTE 1: Moosonee Base Vacation will be paid as per Appendix “C”

st st
30.02 The vacation year shall be January 1 to December 31 .

30.03 Length of Company employment shall be used to calculate vacation

entitlement. Please see example below.

(a) Less than one year - prorated based on ten (10) shifts/eighty
(80) hours. Prorated hours divisible by eight (8) will be vacation
shifts, the remaining hours will be paid as cash at the end of the
vacation year in which they are earned. The Company will
provide available vacation days for selection by the employee.
Should the employee not select available days they may be
assigned by the Company or by mutual agreement be paid out
for those shifts at the end of the year in which they are earned.

(b) Milestone Year- an employee shall receive his vacation

entitlement in the year in which he reaches his next Milestone.
st
Example: Employee’s hire date was August 1 , 2009 he
st
completes his ninth (9) year of service August 1 , 2014 he will
be entitled to twenty (20) eight (8) hour vacation shifts for
Vacation Year 2014.

(c) Pay Recovery - should an employee leave the Company any

vacation taken and not yet earned will be recovered from their
final pay.

27
 th
30.04 On or before September 15 of each year the Company shall provide
each employee their vacation entitlement for the next vacation year.
st
30.05 Prior to November 1 of each year, the draft master planning document
by base will be made available to each AME. The bidding for vacation
dates will be in accordance with date of hire seniority. Following the
bidding process, the employer will produce an annual vacation selected
document. The parties agree to continue past practice related to the
vacation bidding process until such time as the alternate automated
process is developed, at which time the Company will consult with the
Union on best methods.

(a) Employees must bid all their vacation entitlements during the
bidding process.

(b) If any vacation is unused the Company will provide available

vacation days for selection by the employee. Should the
employee not select available days they may be assigned by the
Company or be paid out for those shifts at the end of the
vacation year in which it was earned.

(c) Should an employee be absent from work due to injury, illness

or any other approved absence they will be eligible to participate
in the vacation bidding process provided that their vacation
selection is subsequent to their expected return to work date.

(d) In the event that an employee maintains his base and position
throughout the vacation year, once selected vacation picks will
not be changed except by mutual agreement.

(e) In the event of a Base or Position change, the employee will

forfeit his vacation selection. The company will, giving
consideration to the wishes of the employee while respecting the
needs of the service, reschedule a vacation selection that has
been forfeited.

(f) In the event of unforeseen workload occurring by reason of

emergency, the Company reserves the right to alter employee
preference dates in accordance with seniority and its service
requirements.

(g) Operational requirements will determine the number of

employees able to take simultaneous vacation per base.

Note: When an employee leaves the Company vacation pay recovery

calculation will be as follows: prorated and audited against the
governing legislation, the greater of the two will be paid out.

28
 ARTICLE 31
GENERAL HOLIDAYS

31.01 Those days considered General Holidays are listed below:

1. New Year’s Day

2. Family Day
3. Good Friday
4. Easter Monday
5. Victoria Day
6. Canada Day
7. Simcoe Day (August Civic Holiday to replace
Remembrance Day)
8. Labour Day
9. Thanksgiving Day
10. Christmas Day
11. Boxing Day

* Any other day proclaimed by the governing legislation.

31.02 These listed days are to be observed as holidays without loss of pay for
eligible employees who have been on payroll for at least 30 calendar
days.

31.03 General Holidays shall be paid as follow:

(a) Should a General holiday fall on an employee’s regularly

scheduled day of work he shall be paid the following example:

At his regular pay plus time and one half (1.5) for hours worked
on that day.

(b) Should a General Holiday fall on an employee’s regularly

scheduled day off he will be paid the following example:

At his regular pay plus his eight (8)* hours at straight time (1.0).

(c) Should a General Holiday fall on an employee’s regularly

scheduled day of work and the employee is absent they must
provide documentation to receive payment. If absence is
approved they will be paid the following example:

Eight (8)* hours for the General Holiday at their regular rate
(1.0).

*A paid holiday will be calculated from the calendar day in which

the shift commenced and holiday pay will be for the complete
shift of either (8); (10) or (12) hours.

29
 ARTICLE 32
EQUIPMENT LIST

32.01 Uniform

The Company shall provide the following uniform equipment to AMEs:

Table: 32.01(a)
AME UNIFORM ITEMS
AME UNIFORM ITEMS
(1) (2) (1) (3) (2)
Item: New Hire Point New Annual
Hire Point
Item: Initial Value/Unit
Initial Replacement
Allotment Value/Uni
Allotment Allotment
(Units)
(Units)
(per item)

11 Turtle
Turtle Neck,
Neck, LS,
LS, Cotton Cotton ea 1
ea 30
1 30
30
22 Shirt,
Shirt, Twill,Twill,
(LS or(LS
SS), or SS),
Cotton Cotton
ea 2 ea 25 2 50 25
33 T-shirt,
T-shirt, SS, Cotton
SS, Cotton ea 2 ea 15 2 30 15
44 3:13:1 Jacket,
Jacket, Mid-length
Mid-length ea 1 ea 240 1 80* 240
55 Parka,
Parka, ¾ length
¾ length ea 1 ea 600 1 150* 600
66 Cargo
Cargo Pant,Pant, Full
Full length length pr 2 pr 40 2 80 40
77 Work
Work Pant,Pant,
CottonCotton pr 1 pr 35 1 70 35
88 Coverall,
Coverall, LS, Cotton
LS, Cotton ea 2 ea 50 2 100 50
99 BibBib Overall,
Overall, Polar Polar ea 1 ea 60 1 120 60
10 Jacket,
10 Jacket, Rain,Rain,
LS LS ea 1 ea 60 1 60 60
11
11 Pant,
Pant, Storm
Storm pr 1 pr 40 1 40 40
12
12 Hat,
Hat, Baseball
Baseball ea 1 ea 10 1 10 10
13
13 Toque
Toque ea 1 ea 10 1 10 10
14 Gloves, Winter
14 Gloves, Winter pr 1 pr 20 1 40 20
15
15
Underwear, Thermal
Underwear, Thermal ea 1
ea 25
1 50
25

16 Boots,
16 Boots, Winter
Winter pr 1 pr $ 150 1 $ 50* $ 150
* Subject to conditions of Article 32.02(b).
*Subject to conditions of Article 32.02(b).
Total Maximum
Total Maximum Annual
Annual Allotment
Allotment == 800/points
$800/points– –following
following ratification and t
January 1 each year.
ratification and thereafter, replenished January 1 each year.

30
 Table: 32.01(b)
Optional
Optional Annual
Annual Items:
Items: Point Value

17 Polo Shirt, Short Sleeve, dress (poly/cotton) 25

17 Polo Shirt, Short Sleeve, dress (poly/cotton)
18 T-shirt (moisture wicking – poly/cotton) 15
18 T-shirt (moisture wicking – poly/cotton)
19 T-shirt (cotton) 10
19 T-shirt (cotton)
20 Sweater 50
20 Sweater
21
21 ScarfScarf 20

22
22 Fleece, Sleeveless,
Fleece, Full Zip
Sleeveless, Full Zip 50

23 Fleece, Hooded, LS 60
23 Fleece, Hooded, LS

(a) On initial hire, employees will be supplied with Uniform Items

pursuant to the Initial Allotments, Column (1), of Table
32.01(a);

(b) Accepted allotments shall be worn by employees in the manner,

and at all times, as prescribed by Company Policies, Procedures
and Directives;

(c) Uniform items and accessories supplied by the Company, at no

cost to the employee pursuant to Article 32, shall remain the
property of the Company and must be surrendered on request;

(d) Pursuant to (c) above, each Winter Parka, Boot (Winter, Tactical)
and 3:1 Jacket (hereafter; “high-value”) item will remain the
property of the Company during the first year after issue. If the
Employee leaves the employ of the Company for any reason
during this period, each high-value item must be returned with
only normal wear and tear. Each high-value item not returned by
the employee’s last day of work will be reconciled from
employee’s last pay, at the issued cost;

(e) The uniform kit is to be gender specific. When gender specific

cannot be obtained, then the affected employee will receive
tailoring reimbursed by the company, with receipts;

(f) In addition to the winter boots above, a work shoe allotment will
be reimbursed up to $150 each year with receipts. One pair per
allocation.
st
32.02 Subject to completion of Probationary period, each January 1
subsequent to the initial hire year, eligible employee shall be awarded
clothing allotments up to those listed as Annual Replacement
Allotment up to a Total Maximum Annual Allotment of $800/points.
st
(a) All Uniform point allotments expire Dec 31 of each year;

31
 (b) Parkas will only be replaced once every four (4) years; 3:1
jackets will only be replaced once every three (3) years; winter
boots will only be replaced once every three (3) years. Subject
to the proper care and custody by the employee and at the
Company’s discretion, earlier replacement may be considered
for damaged items, beyond normal wear and tear;

(c) Where employees have available annual point allotments,

employees are permitted to purchase additional items listed in
Table 31.01(b), up to their Maximum Annual Total. Employees
are also eligible to purchase Table 31.01(b) items, at the
recoverable cost of the Company;

(d) Employees will be allowed two (2) yearly shipments from the
uniform Provider. Order selection timeframes may be set by the
uniform Provider. Where possible, orders outside of selection
window or additional orders will be shipped at the employees’
expense;

(e) Any employee who leaves the employment of the Company, for
any reason, will forfeit all uniform points.

32.03 Upon request of either party, the parties to this Agreement shall consult
meaningfully, at the appropriate level, about any issues that may arise
with respect to the Equipment List policy, and will endeavor to mutually
resolve all outstanding matters.

32.04 Where practical, as determined by the Company, the Company will

provide adequate and secure worksite storage for all employees’
equipment.

ARTICLE 33
LABOUR MANAGEMENT COMMITTEE

33.01 The parties acknowledge the mutual benefits to be derived from joint
consultation and are prepared to enter into discussions aimed at the
development and introduction of appropriate machinery for the purpose
of providing joint consultation on matters of common interest.

33.02 Within five (5) days of notification of consultation served by either party,
the Union shall notify the Company in writing of the representative
authorized to act on behalf of the Union for consultation purposes.

33.03 Upon request of either party, the parties to this Agreement shall consult
meaningfully at the appropriate level about contemplated changes in
conditions of employment or working conditions not governed by this
Agreement.

33.04 Any issue raised by either party at the Labour Management Committee
process shall not be considered as preventing the issues from being
raised at subsequent negotiations of the Collective Agreement.

32
33.05 It is recognized that a subject for discussion may not be within the
authority or jurisdiction of either management or Union Representatives.
In these circumstances, consultation may take place for the purpose of
providing information, discussing the application of policies, or airing
problems to promote understanding; but it is expressly understood that
no commitment may be made by either party on a subject that is not
within their authority or jurisdiction, not shall any commitment made be
construed as to alter, amend, add to, or modify the terms of this
agreement.

33.06 Meetings with the Union shall take place at least annually. By
agreement of the parties, the frequency of the meetings may be
increased.

33.07 All meetings shall be held at a location and at a time determined by

mutual agreement.

33.08 Fulltime employees participating in the Labour Management Committee

shall be protected against any loss of regular pay by reason of
attendance at consultation meetings with management, including
reasonable travel time where applicable. The Parties shall endeavour
to schedule such meetings during the working hours of committee
representatives. In the event meetings are scheduled on an employee’s
day of rest, the employee shall not be entitled to any compensation.

33.09 Requirements for Written Agenda - A designate representative of

Union committees and Management shall exchange written agendas for
a meeting seven (7) calendar days prior to the effective date of the
meeting.

33.10 The Union can submit for discussion any new or changed Human
Resources or Operational policies, rules or regulations or the
operationalization of new equipment which have been implemented by
the Company.

33.11 The minutes of the meeting will be reviewed and signed by both
Company and Union.

ARTICLE 34
NON-DISCRIMINATION

34.01 There shall be no discrimination, intimidation, or harassment by

supervisors, managers, or other agents of the Company against any
employee because of their membership or activity in the Union, or by
virtue of holding office in the Union.

34.02 The Union agrees that it will not condone or tolerate any discrimination,
intimidation or harassment by its officers, member, or employees against
employees who are not members of the Union.

33
34.03 The Company and the Union each agree that they will not discriminate
against any employee because of race, ancestry, birthplace, colour,
ethnic origin, citizenship, creed, gender, sexual orientation, age, marital
status, family status, or disability.

34.04 The Parties agree that all employees of the company will be treated with
mutual respect and dignity.

ARTICLE 35
DISCIPLINE

35.01 Generally discipline is intended to correct undesirable behaviour or

conduct, and where appropriate, shall be progressive in nature.

Disciplinary action, including discharge, shall be for just cause and

administered as progressive discipline:

1. Verbal warning
2. Written warning
3. Suspension
4. Termination

For the most serious or safety related violations, the disciplinary

procedure may start at an advanced level of the progressive scale,
provided that the Union can grieve that decision as well as the
underlying disciplinary action.

Prior to any formal interview which is the basis of disciplinary action, or

any meeting to impose discipline, the employee will be informed of the
purpose of the interview or meeting and their entitlement to have a
Union Representative present. Where possible, a twenty-four (24) hour
advanced notice as to the time, place, and purpose of the
meeting/interview will be provided to the employee. At the
meeting/interview, the employee and the Union Representative may
make statements and ask questions concerning the events and
circumstances. The Union Representative or designate, if an employee
of the Company, will be given time off without loss of scheduled
earnings or benefits to attend the meetings or interviews.

If the Union Representative is not available then the meeting will not be
postponed. The employee under discipline will choose another
employee to act as a witness.

It is agreed that a Union Representative will not be transported between

locations to provide union representation. If necessary and possible a
telephone consultation can be considered.

Disciplinary actions shall be removed from employees’ personnel files

after fifteen (15) months provided that no further disciplinary action of a
similar nature has been recorded during this period.

34
 The employee and the Union Representative shall be notified in writing
of any disciplinary action taken against an employee within a
reasonable period of time. Where any such disciplinary action is placed
into an employee’s personnel file, a copy of such letter or note must be
presented to the employee and the Union Representative.

Upon written request, employees may examine their personnel files

once every twelve (12) months.

ARTICLE 36
GRIEVANCE AND ARBITRATION PROCEDURE

36.01 Definitions:

(a) Grievance

A grievance shall be defined as a dispute between the Company

and the Union on behalf of an employee, group of employees, or
on its own behalf concerning the interpretation, application, or
administration of the Collective Bargaining Agreement, and shall
include individual employee grievances, group grievances, Union
grievances, and Company grievances.

(b) Days

A day shall mean calendar days, however, where a deadline

occurs on a Saturday, Sunday, or Holiday, the deadline shall be
extended to the next normal business day.

36.02 Grievance Steps

Step 1:

Before receiving a grievance in writing, it shall be presented verbally to

the appropriate Management representative by the employee and or
his/her Union Representative or Steward.

Step 2:

Failing resolution at Step 1, a written grievance shall be submitted to the

Director of Maintenance or designate within fifteen (15) days of the
incident giving rise to the grievance, or from the date when the
employee(s) should otherwise have reasonably been aware of the
incident. The grievance shall make note of the article(s) in the
Collective Bargaining Agreement which have been violated and the
remedy sought for resolution.

The authorized designates of each Party shall discuss and attempt to

resolve the grievance and the respondent shall render a written
response to the grievance and provide a copy to all concerned no later
than fifteen (15) days following the presentation of the written grievance
at Step 2.

35
 Step 3:

Failing settlement being reached at Step 2, the authorized

representative of the, grievor may within fifteen (15) days of the receipt
of the Step 2 response, or the expiration of the Step 2 time limits,
transmit in writing the grievance to the Director of Labour Relations of
Ornge Global Air or designate.

The Director of Labour Relations of Ornge Global Air shall discuss and
attempt to resolve the grievance with the authorized representative of
the grievor and render a written response to all concerned no later than
fifteen (15) days following receipt of the grievance at Step 3.

36.03 Labour Management Committee Meetings (LMC)

Prior to invoking Section 36.07 of this Article, the parties may mutually
agree to convene a Joint LMC meeting as described in Article 33, in an
effort to resolve outstanding grievances prior to proceeding to
arbitration.

36.04 Termination Grievances

A grievance resulting from the involuntary termination of an employee

shall be submitted directly to Step 3 within thirty (30) days of the Union’s
or employee’s knowledge of such termination.

36.05 Company Grievance

Any grievance initiated by Management may be referred in writing to the

Union Staff Representative within fifteen (15) days of the occurrence of
the circumstances giving rise to the grievance. The Union shall meet
within fifteen (15) days thereafter with the Director of Labour Relations
to consider the grievance. It a final settlement is not completed with
fifteen (15) days of such meeting, the grievance may be referred to
arbitration.

36.06 Union Grievance

A Union policy grievance, which is defined as an alleged violation of the

Agreement potentially affecting the Bargaining Unit as a whole, may be
filed by the Union in writing with the Director of Maintenance or his
designate within twenty-one (21) days of the circumstances giving rise
to the grievance. The DOM shall meet within fifteen (15) days thereafter
with the Union to consider the grievance. If a final settlement is not
completed within fifteen (15) days of such meeting, the grievance may
be referred to arbitration.

36
36.07 Referral to Arbitration

Failing settlement being reached at Step 3, or per the Company and

Union grievance procedures above, either Party may refer their
grievance to arbitration within thirty (30) days of the receipt of the Step 3
response, the expiration of Step 3 time limits, or the conclusion of the
Company and Union grievance procedures. The Union shall advise the
Director of Labour Relations in writing of its intent to refer the dispute to
arbitration. The Company shall advise the authorized Union
representative in writing of its intent to refer the dispute to arbitration. At
the time a grievance is referred to arbitration, the referring party shall
purpose suggested arbitrator. Failing agreement on the selection of an
arbitrator, either party may request the Minister of Labour to appoint an
arbitrator.

36.08 Time Limits and Representatives

The time limits stipulated in this procedure shall be mandatory except

where extended by mutual agreement. Such agreements shall not be
unreasonably withheld. The international union representative, the local
union representative and the grievor may attend all meetings associated
with the grievance process subject to operational requirements, which
will not be reasonably withheld.

If the union representative is not available then the meeting will not be
postponed. The employee shall choose another employee to act as a
witness.

It is agreed that a Union Representative will not be transported between

locations to provide union representation. If necessary and possible a
telephone consultation can be considered.

36.09 List of Arbitrators

The parties will agree to a list of arbitrators to whom grievances may be

referred. This shall be reviewed annually and may be amended by
mutual agreement. Each Party will alternate in selecting an arbitrator to
sit as a sole arbitrator from the appropriate list. In the event that the
arbitrator selected by a party is unable to hear the grievance within
ninety (90) days of the referral to arbitration, the party having made the
selection may choose another arbitrator from the list. The initial list of
arbitrators, as agreed to by the parties, shall be the subject of a Letter of
Understanding.

36.10 Arbitrator

In the event that a grievance is referred to arbitration, it shall be heard

by a single arbitrator.

37
36.11 Cost of Arbitration

In respect to the cost of arbitration of grievances, the Parties shall share

equally in the fee and expenses of the sole arbitrator.

36.12 Authority of Arbitrator

The arbitrator shall not have any authority to alter, modify, or amend any
part of the Agreement.

36.13 Decision

The arbitrator shall hear and determine the difference or allegation,

including any question as to whether the difference is arbitrable, and
shall issue a decision. All such decisions shall be final and binding
upon the Parties.

ARTICLE 37
PAY PERIODS

37.01 Pay Periods

Pay periods will be on a semi-monthly basis. Wages will be paid on the

fifteenth (15th) and the last day of the month, unless such day falls on a
holiday, or a day when the banks are closed. In that case, the employee
shall be paid on the full banking day before the regular payday.

37.02 Direct Deposit

(a) Employees shall provide the payroll department with the required
bank account information and will receive their pay via direct
deposit into their account as per the established schedule. A
record of payment shall be provided to the employee on the
same date as the pay deposit outlining all appropriate wages
and deduction information.

(b) The Company shall provide an up-to-date report of banked

overtime and sick time on an employees’ semi-monthly pay
voucher.

37.03 Pay Discrepancies

Any confirmed pay discrepancies under two hundred and fifty ($250.00)
will be paid on the next regular pay. Any discrepancies two hundred and
fifty ($250.00) or over will have a separate cheque issued within three (3)
business days of the confirmation of the discrepancy.

38
 ARTICLE 38
OFFICIAL TEXTS & PRINTING

38.01 The size, format and number of copies of the Collective Agreement shall
be agreed to by the Union and the Company. The costs associated with
the printing shall be shared equally between the Union and the
Company. The Collective Agreement shall be printed in a union shop.
Copies shall be distributed to all employees by the Company.

ARTICLE 39
MOVING / RELOCATION EXPENSES

39.01 In the event an employee voluntarily relocates or the Company requests

an employee to relocate as a result of a job opening, such employee will
be eligible, once every twenty-four (24) months, unless relocation is a
result of a layoff to receive the following payments upon verifiable proof
of relocation expenses.

The relocation allowance includes but not limited to:

(a) One (1) trip to new location to locate accommodation;

(b) Gas, meals, hotel while in transit to new base;
(c) Moving truck rental;
(d) Furniture storage fee;
(e) Penalties associated with leaving a lease or rental agreement
early.

39.02 Upon presentation of expense receipts, the employee will be

reimbursed at 75% of expenses to a maximum reimbursement of four
thousand five hundred dollars ($4,500) except employees moving with
family members shall have a maximum reimbursement of six thousand
dollars ($6,000). This amount is deemed non-taxable at source.

39.03 Transfers

Employees bidding on voluntary transfers shall be given at least twenty

(20) days written notice of the requirement to report to his new base.
The twenty (20) days notice may be waived by mutual agreement in
writing between the employee and the Company.

ARTICLE 40
LOCATION OF WORK

40.01 Locations of Work

(a) Maintenance Base Location – AMEs shall continue to be

assigned to their specific company maintenance base location,
until such time as they successfully bid to another maintenance
base. Temporary work assignments to other base locations shall
be on a voluntary basis.

39
 (b) Mobile Repair Location – A mobile repair location is defined as
any location where an aircraft may become disabled away from
its assigned operating base.

ARTICLE 41
PRIVACY & SECURITY

41.01 Computer Terminals

Web-loggers, keystroke loggers, email readers, hardware or software

types commonly known as spyware, shall not be used on employee
access computers without prior written notification.

41.02 Cockpit Voice Recorders (C.V.R.’s)

(a) It is agreed that no program to routinely listen to recorded

information from the Cockpit Voice Recorder, except for
maintenance purposes, will be introduced or carried out without
prior written notification to the Union.

(b) The Company shall use its best efforts to ensure the security of
all data or other relevant information obtained from the C.V.R.’s
against unauthorized removal and/or playback.

(c) When any C.V.R. is removed from an aircraft as part of an

incident or accident investigation, the removal must be brought
to the attention of the Union, and all AME’s involved in the
incident or accident, unless the company has been legally bound
not to reveal the removal.

41.03 Aviation Accident Or Incident (Ground Runs)

(a) The parties acknowledge that the Company has a procedure as

stated in the operations Manual and memo book in the event of
an aviation accident or incident.

(b) In the event of an accident or serious incident, the AME shall be

restricted from duties without loss of pay or benefits for a period
commensurate with the situation.

(c) Where an AME is held out of service as a result of an aviation

accident or incident, they shall not suffer any loss of pay or
benefits pending results of the investigation. In any event, where
eligible, the employee shall apply for the applicable disability or
income replacement program with the assistance of the Human
Resources Department.

(d) During a review or investigation of an aviation accident or

incident, the employee involved may request the presence of a
Union representative. Such review or investigation shall not be
unreasonably delayed due to the unavailability of a Union
representative.

40
 ARTICLE 42
WAGES / ALLOWANCES / BENEFITS

WAGES

42.01 AME Wage Scale - see Appendix “A”

42.02 Long Term Service Recognition – see Appendix “B”

ALLOWANCES

42.03 Duty Allowances – see Appendix “B”

1. Base Engineer

2. Base Safety AME

3. Lead Hand

42.04 Northern Allowances

Should an employee reside in Moosonee they shall receive an annual

allowance of $14,129.00.

42.05 Christmas Day & New Year’s Day Allowance

Should an employee work Christmas Day or New Year’s day they shall
be paid, in addition to their regular wages, an of $100.00 per day.

BENEFITS

42.06 HOOPP Pension

The Employer and the Union will use their best efforts to achieve the
objectives of the Memorandum of Agreement including the introduction
to the eligibility of Healthcare of Ontario Pension Plan (HOOPP). In the
event that the parties are unsuccessful they will return to the bargaining
table to negotiate a complete agreement.

42.07 Employee Medical Exams

Medical reports produced by a health specialist further to a medical

exam will be kept separate from other employee information and
maintained confidentially. Access to this information will be limited to
those who have a legitimate need to know. The employee has access
to his medical information upon his request.

42.08 General

(a) The Company shall inform the Union of the total costs by
category of benefit and shall further inform the Union of any
changes in underwriter(s).

41
 (b) Nothing in this agreement will hinder the increase of the benefit
programs to the employees if benefit programs are increased or
added to for other employees of the Company in other divisions
or regions.

(c) The Company shall pay the cost of the Group Insurance Plan,
except for the Long Term Disability (LTD) Benefit.

42.09 Visa, Travel Documents, Passports, Inoculations

The Company shall pay full costs of any Visas, travel documents,
passports and inoculations required to perform job duties.

42.10 Missing, Hijacking or Internment

(a) An employee who while engaged in the course of his duties for
ht Company, is interned, captured, or help as prisoner or
hostage, shall be allowed compensation of 100% of his normal
monthly salary applicable at the time he was captured, or held
prisoner or hostage.

(b) Prisoner does not include legalized imprisonment due to the

illegal actions by the employee consistent with the rules
established in Canada the United States or by standards
established by the United Nations.

ARTICLE 43
PER DIEMS

43.01 Employee will receive the per diem amounts below while working at a
base other than their assigned base.

PER DIEMS
Breakfast 12.00
Lunch 15.00
Dinner 35.00

International exchange rates will be recognized and adjusted based on

st
the quarterly rate established on the first day of each quarter Jan 1 ;
st st st
Apr 1 ; Jul 1 and Sept 1 , and paid in Canadian Dollars. The
employee will never receive less than per diem amounts above.

When an employee overnights he will also receive a $10.00 allowance

to cover such incidentals as laundry or telephone.

All accommodation, vehicles, flight etc will be booked and paid for in
accordance with the Company’s Travel & Expense Policy. (Located on
Life Line)

42
 NOTE 1: Expense accounts must be sent for processing normally
within thirty (30) days.

NOTE 2: At the end of each contract, any outstanding balance on

expense account advances must be paid either by cheque
or pay deduction.

NOTE 3: The employee may claim reimbursement for breakfast on

the first day of the tour or business trip, when the departing
aircraft has a scheduled take-off time of 8:00 A.M. or earlier.
To obtain reimbursement for dinner, the employee must be
away from his base until at least 6:00 P.M.

NOTE 4: Moosonee Base Per Diem’s will be paid as per Appendix

“C”.

43.02 Employee Provided Accommodations

Expenses for room and meals provided by the employee are a fixed
allocation of $150.00 Per Diem without a receipt.

43.03 Scheduled Air Travel

To minimize an employee’s travel day, scheduled air travel shall be by

way of the most economical and direct flight available.

43.04 Use Of Personal Vehicles

Mileage reimbursement expense for the use of a personal vehicle while

on approved Company business shall be paid at the current Revenue
Canada rate per kilometre.

43.05 Rental Vehicles

(a) The Company will arrange all rental vehicles when necessary for
an employee to travel for business purposes. However, when
employees are required to use a rental vehicle for the purpose of
traveling to and from a work location, the minimum of a Standard
Class vehicle shall be utilized.

(b) Where vehicles are required in northern Ontario and driving

times are in excess of one (1) hour, a four-wheel drive vehicle
shall be used.

(c) Actual cost of the rental shall be reimbursed to an employee

upon submission of receipts.

43
 ARTICLE 44
AWAYARTICLE
FROM BASE 44 PAY
AWAY FROM BASE PAY
44.01 Employees assigned to work away from their home base shall be paid
44.01 Employees
an additionalassigned to work
fifty dollars awayfor
($50.00) from their
each dayhome
they base shall
perform be paid
work at a
an additional
base other thanfiftytheir
dollars
own.($50.00) for each day they perform work at a
base other than their own.
ARTICLE 45
ARTICLE
LEGAL 45
EXPENSES
LEGAL EXPENSES
45.01 Legal Expenses
45.01 Legal Expenses
(a) The Company agrees to provide legal protection including
(a) The Company
judgment cost toagrees
employeesto provide
in thoselegal protection
situations arisingincluding
directly
judgment
from the cost to employees
responsible in those
discharge of situations arising by
official duties directly
the
from
employeethe or
responsible discharge
resulting from of official
the carrying duties
out of an byorder
official the
employee
or orders. or resulting from the carrying out of an official order
or orders.
(b) In the event that a conflict of interest arises, the Union and/or the
(b) In the event that a conflict of interest arises, the Union and/or the
employee
employee
may selectmay select
legal legal counsel
counsel of theirofchoice
their choice to represent
to represent the
the employee
employee andandthethe legal
legal feesforforsuch
fees suchrepresentation
representation shall
shall be
their responsibility. In the event that the final determination after
all appeals, exonerates the employee or does not ascribe fault
or blame to the employee, the Company will reimburse the Union
and/or employee for all reasonable legal fees to a maximum of ten
thousand dollars ($10,000.00).

(c) A grievance
grievance arising
arisingfrom
fromthetheapplication
applicationofofthis
thisclause
clause will
will begin
begin at
at the
the final
final step
step of the
of the grievance
grievance the procedure.
procedure. final
step of the grievance procedure.
If an employee is involved
If an employee in a legal
is involved in a action against
legal action the Company,
against this
the Company,
entire
If Article
an employee shall be considered
isArticle
this entire involved
shallinbe inapplicable.
a legal action inapplicable.
considered against the Company, this
entire
Article shall be considered ARTICLE
inapplicable46
CONTRACTING OUT
ARTICLE 46
46.01 The Company agrees not to contract OUT
CONTRACTING out work where it results in a lay
off or a reduction in regular hours from members in the bargaining unit.
46.01 The Company agrees not to contract out work where it results in a lay
Contracting out of
off or a reduction bargaining
in regular hoursunit
fromwork will not
members be bargaining
in the permitted unit.
when
qualified employees are on lay off.
Contracting out of bargaining unit work will not be permitted when
qualified employees are ARTICLE
on lay off. 47
DEFINITIONS

47.01 Basic Salary

The Compensation to which an employee is entitled according to his

level on the scale for his job title as it appears in the present day policy.

44
44
47.02 Adjusted Basic Salary

The Basic Salary plus all other monthly fixed allowances with the
exception of the Away from Base premiums, allowances for designated
remote areas, safety allowances, daily allowances related to a specific
project along with all allowances related to the flight hours, and long
term service recognition.

47.03 Employee’s Earnings

All taxable earnings, excluding bonuses, taxable benefits and overtime.

47.04 Gender

It is understood that any references contained within this Agreement to

the masculine gender will also pertain to the feminine gender. Any
reference to the singular shall also pertain to the plural where
applicable.

45
 ARTICLE 48 ARTICLE 48
DURATION OF AGREEMENT
DURATION OF AGREEMENT

and the Union

The Company
agree that andthisthe
Agreement
Union agree shallthat
remain
this Agreement
in full forceshall remain in full force
m April 1, 2012
and effect
to March
from 31,April
2017
1, 2012
inclusive,
to March
and 31,
from2017
year-to-year
inclusive, and from year-to-year
less written
thereafter,
notice unless
of intentionwrittento notice
terminate
of intention
or amend to this
terminate or amend this
given by Agreement
either party isto given
the other
by either
withinparty
ninety
to (90)
the other
days within
prior toninety (90) days prior to
st st
hin ninety expiring
(90) daysorprior
withinto ninety
March(90)31 daysany year
priorthereafter
to March in 31which
any year thereafter in which
continues.
the Agreement continues.

ISSISSAUGA,
SIGNED
ONT.
ATON
MISSISSAUGA,
JANUARY 30,ONT.
2014ON JANUARY 30, 2014

ON: FOR THE UNION: FOR THE COMPANY: FOR THE COMPANY:

Paul
PaulBohelski
Paul Bohelski / s Bohelski
Paul Bohelski PaulPaul
/s /s / s
Paul Bohelski
Paul Bohelski
RobRobGiguere
Giguere /s /s/s
Rob Giguere
Rob Giguere
Rob G
Rob
Bohelski
Bohelski RobRob
Giguere
Giguere
InternationalSenior
Representative
Senior
Senior International
OPEIU
International
International Representative OPEIU
Representative
Representative Chief
ChiefChief
OperatingOperating
Operating Officer Officer Chief Ope
Officer
OPEIU
OPEIU

David Hartzenberg /s David Hartzenberg /s Foster Brown /s Foster

David
DavidHartzenberg
David Hartzenberg
Hartzenberg
AME, OPEIU Representative
David Hartzenberg
/s /s
AME, OPEIU Representative Foster
FosterBrown
Brown Foster Brown
Director, Employee and/s Director,
/s Relations
Labour
Foste
Employee
David
David
Hartzenberg
Hartzenberg Foster
Foster
Brown
Brown
AME,
AME,
OPEIU
OPEIU
Representative
Representative Director,
Director,
Employee
Employee
and and
Labour
Labour
Relations
Relations
Matthew Bennett /s Matthew Bennett /s LeeAnne Leo /s LeeAn
Matthew Bennett Matthew Bennett LeeAnne Leo LeeA
AME, OPEIU Representative
AME, OPEIU Representative Labour Relations OfficerLabour Re
Matthew
MatthewBennett
Bennett/s /s LeeAnne
LeeAnneLeoLeo/s /s
Matthew
Matthew
Bennett
Bennett LeeAnne
LeeAnne
Leo Leo
Meera Sharma /s Meera
AME,
AME,
OPEIU
OPEIU
Representative
Representative Labour
Labour
Relations
Relations
Officer
Officer
Meera Sharma Meera
Human Resources Officer
Human Res

Meera
MeeraSharma
Sharma/s /s
Meera
Meera
Sharma
Sharma
Human
Human
Resources
Resources
Officer
Officer

46 46
 LOU #1
LOU #1
LIST OF
LIST
ARBITRATORS
OF ARBITRATORS

Mr. Paul
Mr.Bohelski
Paul Bohelski

Sr. International
Sr. International
Rep. Rep.

OPEIUOPEIU
Canada
Canada

Dear Mr.
Dear
Bohelski:
Mr. Bohelski:

Re: List
Re:
of List
Arbitrator
of Arbitrator

As perAs
Article
per Article
36.00 the
36.00
following
the following
list is identified
list is identified
as the as
initial
thelist
initial
of arbitrators.
list of arbitrators.

1. 1.GeorgeGeorge
Montieth
Montieth

2. 2.John Stout
John Stout

3. 3.Larry Steinburg
Larry Steinburg

4. 4.Paula Knopf
Paula Knopf

LOU#1Signatures_Layout
LOU#1Signatures_Layout
1 14-09-15
1 14-09-15
10:49
10:49
AMAM
Page
Page
1 1

Yours truly,
Yours truly, Received
Received and Accept
and Accept by: by:

Foster
FosterBrown
Foster Foster
Brown
Brown Brown
Director,
Director, HumanHuman
Resources /s
Paul Bohelski
Paul Bohelski
& /s &OPEIUOPEIU
Resources SeniorSenior Paul
PaulBohelski
Bohelski
/s Representative
International
International /s
Representative
Foster
Foster
Brown
Brown OPEIU
OPEIU
Director,
Director,
Human
Human
Resource
Resource
& & Senior
Senior
International
International
Representative
Representative
Employee
Employee andand
Labour
Labour
Relations
Relations

47 47
 MOU # 1
SUPERVISOR TO BASE ENGINEER TITLE CHANGE

The Parties agree that the following conditions apply to the Base Engineer:

M1.01 The duties performed by Supervisor Base AME Managers will now be
performed by Base Engineer. It is understood and agreed that the role
of Base Engineers formerly known as Supervisor Base AME Manager,
under Certification Number 10199-U, will now be under and considered
part of Certification Number 10200-U and will fall within the scope of this
Collective Agreement.

M1.02 It is agreed that Supervisor Base AME Managers employed at date of

ratification will be assigned the Base Engineer roles.

M1.03 The AME’s assigned to the Base Engineer role above, will receive the
negotiated stipend, for Base Engineer duties and will continue to receive
such stipend only for as long as they perform the duties; (i.e. it is
understood the stipend will no longer be paid should the employee
voluntarily leave the position or is involuntarily removed and is not
reinstated through the grievance procedure).

48
 MOU # 2
TOOL INSURANCE

M2.01 The Company maintains insurance for maintenance of employees' tool

boxes and contents, with a maximum coverage of $15,000.00 and a
$100.00 deductible to be paid by the employee. To be entitled, the
employee must submit a detailed up-to-date list of his toolbox contents.
The insurance coverage applies only in the following situations:

(b) Loss of tools while on the job.

(c) Loss of tools while they are in direct transit to or from a job site.

(d) Loss of tools while stored in a secured manner at a base

location.

NOTE 1: No coverage is applicable for loss of tools while stored at

the employee’s home.

NOTE 2: Actual coverage level is based on the most recent inventory

on file with the company at the time of the loss.

M2.02 Employee personal effects

Maximum value: $5,000.00 any one loss

Coverage only while on board aircraft owned or operated by the Company.

A $100.00 deductible is applicable to each loss and is the responsibility of the

employee.

This coverage is intended to be in excess of any other coverage available to the

employee, i.e. homeowner's insurance.

49
 APPENDIX “A”
AME WAGE SCALE

A1.01 Employees who are on the payroll at the time of ratification of this
Agreement, shall be placed on the appropriate pay schedule in the
following manner:

(e) AME employees currently at pay Levels 1 through 8 will move to

the 2014 pay column at Step 1 of the AME Pay Schedule.

(f) AME employees currently at pay Levels 9 through 13 will move

to the 2014 pay column at Steps 2 through 6 of the AME Pay
Schedule (e.g. Level 9 = Step 2 ... Level 13 = Step 6).

(g) Apprentices currently at pay Levels A, B and C will move to the

corresponding pay Step in the 2014 Apprentice pay schedule.
Apprentices who obtain a licence but not yet assigned to an AME
position with the Company shall be placed at Step D. Once
assigned an AME position, such employee will be placed at Step
1 on the AME pay schedule.

(h) On an employees’ anniversary date with the Company, each

employee will move to the next pay Step for years 2014, 2015,
2016, 2017 and each anniversary date thereafter. The
anniversary date is defined as either the original hire date or the
date the employee changed classification.

(i) Pay rate increases take effect on January 1 each year of this
Agreement.

(j) All employees on the payroll as of the date of ratification of this

Agreement shall receive a 5% Lump Sum payout, retroactive
from April 1, 2012 to the date of ratification on all taxable
earnings. The Company shall provide the Lump Sum payout by
the end of the first quarter of 2014.

A1.02 Employees who are hired after ratification of this Agreement shall be
placed on the grid commensurate with their experience. On an
employees’ anniversary date with the Company, each employee will
move to the next pay Step for years 2014, 2015, 2016, 2017 and each
anniversary date thereafter. The anniversary date is defined as either
the original hire date or the date the employee changed classification.

(a) Pay rate increases take effect on January 1 each year of this
Agreement.

(b) Apprentices who obtain a licence but not yet assigned to an AME
position with the Company shall be placed at Step D. Once
assigned an AME position, such employee will be placed at Step
1 on the AME pay schedule.

50
 Apprentice Pay Schedule
Apprentice Pay Schedule

2014 2014
2015 2016 2015 2017 2016
January 1st January 1st
January 1st January
January 1st 1st
January 1st January 1st

Step AStep A 37,675.90 38,429.42

37,675.90 39,198.01
38,429.4239,981.97 39,198.01
Step BStep B 38,444.80 39,213.69
38,444.80 39,997.97
39,213.6940,797.93 39,997.97
Step CStep C 39,229.39 40,013.97
39,229.39 40,814.25
40,013.9741,630.54 40,814.25
D With LIC LIC 48,239.10 48,239.10
D With 49,203.88 50,187.96
49,203.8851,191.72 50,187.96
Note: Move from Apprentice status is not automatic. An opening must
Note: Move from Apprentice status is not automatic. An opening must exist; A m
exist; A meritus evaluation must be satisfied; and then seniority will
be satisfied; and then seniority will rule.
rule.

Aircraft Maintenance Engineeers

Aircraft Pay Schedule
Maintenance Engineers Pay Schedule
Aircraft Maintenance Engineers Pay Schedule
Old New 2014 2015 2016 2017
Old New
Current 2014 January 2015 January 2016 Jan
OldStep
Level New Current1st
January 2014
January 1stJanuary
January 1st 2015 January
January 1st 2016 Ja
Level Step Current 1st 1st 1st
Level Step 1st 1st 1s
1-8
1-8 Step 1Step
54,924.06
1 57,670.27
54,924.06 58,823.68
57,670.2760,000.15 61,200.15
58,823.68 60,000.
1-8 Step 1 54,924.06 57,670.27 58,823.68 60,000
99 Step 2Step
57,420.06
2 60,291.07
57,420.06 61,496.89
60,291.0762,726.83 61,496.89
63,981.36 62,726.
9 Step 2 57,420.06 60,291.07 61,496.89 62,726
10
10 Step 3Step
59,939.98
3 62,936.98 64,195.72 65,479.63 66,789.23
59,939.98 62,936.98 64,195.72 65,479.
10 Step 3 59,939.98 62,936.98 64,195.72 65,479
11 Step 4 62,591.98 65,721.58 67,036.01 68,376.74 69,744.27
11 Step 4 62,591.98 65,721.58 67,036.01 68,376.
11 Step 4
12 Step 5 65,304.10
62,591.98
68,569.30
65,721.58
69,940.69 71,339.50
67,036.01
72,766.29
68,376
12 Step 5 65,304.10 68,569.30 69,940.69 71,339.
12 Step 5
13 Step 6 68,004.14
65,304.10
71,404.35
68,569.30
72,832.43 74,289.08
69,940.69
75,774.86
71,339
13 Step 6 68,004.14 71,404.35 72,832.43 74,289.
13 Step 6 68,004.14 71,404.35 72,832.43 74,289
Monthly Stipend
Monthly Stipend
Authority Current 2014 2015 2016 2017
Type Stipend Current
January 1st 2014
January 1stJanuary
January 1st2015 January
January 1st 2016 Jan
Authority Type Current 2014 January 2015 January 2016 Ja
Authority Type Stipend 1st 1st 1st
Stipend 1st 1st 1s
PC12 0.00 0.00 0.00 0.00 0.00
S76 1,313.00 1,378.65 1,406.22 1,434.35 1,463.03
PC12 0.00 0.00 0.00
PC12
AW139 1,313.00 1,378.65 0.001,406.22 0.00
1,434.35 1,463.03 0.00
S76 1,313.00 1,378.65 1,406.22 1,43
S76
E-Category 1,313.00 1,313.001,406.22 1,378.65
1,378.65 1,434.35 1,406.22
1,463.03 1,
AW139 1,313.00 1,378.65 1,406.22 1,43
AW139
S-Category 1,313.00 1,313.00
1,378.65 1,406.22 1,378.65
1,434.35 1,406.22
1,463.03 1,
E-Category 1,313.00 1,378.65 1,406.22 1,43
E-Category 1,313.00 1,378.65 1,406.22 1,
Note: These monthly stipends are not cumulative and only one
S-Category 1,313.00 1,378.65 1,406.22 1,43
S-Category
stipend applies at any one time.
1,313.00 1,378.65 1,406.22 1,
Note: These monthly stipends are not cumulative and only one stipend applies
Note: These monthly stipends are not cumulative and only one stipend applies
at any one time.
at any one time.

51
 APPENDIX “B”
DUTY ALLOWANCES / LONG TERM SERVICE RECOGNITION

DUTY ALLOWANCES
2014 2015 2016 2017
Duties Current 2014 January 2015 January 2016 Ja
Duties Current
January 1st January 1st January 1st January 1st
1st 1st 1st
Base
Base Engineer714.00
Engineer 714.00
749.70 764.69 749.70 779.99 764.69
795.59 779.9
Base
Base Safety
Safety AME AME
300.00 300.00
315.00 321.30 315.00 327.73 321.30
334.28 327.7
LeadLead
Hand Hand 340.00 340.00
357.00 364.14 357.00 371.42 364.14
378.85 371.4

Note 1: Current Toronto Island Base Engineer will be red-circled at their current
$1,360.00/month until such time as they no longer perform the assigned
duties. Next incumbent will receive $714.00 Stipend

LONG TERM SERVICE RECOGNITION

In recognition of the Company’s most senior employees, the following applies to

any employee who has reached at least 5 years of continuous employment,
excluding temporary lay-off. Contract periods, if applicable, are also excluded.

Service Recognition
5 years $25.00/month
10 years $50.00/month
15 years $125.00/month
20 years $225.00/month
25 years $325.00/month
Over 30 years $425.00/month

Note 1: These monthly allowances are not cumulative and only one allowance
applies at any one time.

Note 2: The employee can receive the Long Term Service Recognition as either
an additional contribution to his pension plan (before taxes) or as a
salary (after taxes). Employees who wish to have their service
recognition allowance directed to their pension plan, must notify the
Company of their intent.

52
 APPENDIX “C”
MOOSONEE BASE

C1.01 Per Diems

While on tour, AMEs shall receive, travel, lodging and per diems when
travelling to, from and while working at the Moosonee base.

C.1.02 Moosonee Threshold Pay (Overtime Pay)

Because the Moosonee base has adopted a different schedule called

the “Threshold System”. Under the “Threshold System”, employees
work on a rotation schedule, as follows: 3 weeks on-site which includes
8 hours at the base and 16 hours on-call and then 3 weeks off.

Note: Employees are paid the 86.67 hours on a semi-monthly basis

totalling 2080 hour per annum.

Overtime is calculated and paid out at the end of the year to those
employees who have surpassed the “Threshold”

Example of Calculation of “Threshold” Level:

26 weeks x 7 days/week x 11.00 hours/day 2,002.00 hours

Plus the diff of 2080 paid/ 2002 scheduled 78.00 hours
-less any approved days off with pay** (96.00) hours
New “Threshold” Level
1,984.00 hours

** Approved days off with pay could include Jury Duty; Sick Days;
Bereavement etc.**

Example “A” Overtime Calculation:

Actual hours worked 2,000.00 hours

Less New “Threshold” Level (1,984.00) hours
Overtime hours to be paid out
16.00 hours

Example “B” Overtime Calculation:

Actual hours worked 1,800.00 hours

Less New “Threshold” Level (1,984.00) hours
Overtime hours to be paid out
(184.00) hours
(variance)

53
C1.03 Vacation
st st
Vacation year will be January 1 to December 31

Vacation will be paid on the second pay date of the preceding year in
which it was earned. Vacation payout will be the greater of the
governing legislation or Length of Service Entitlement.

Employees vacation entitlement is based on length of employment and

is calculated as follows:

Length of Employment Vacation Entitlement

Less than one year Prorated as per shift
More than One year 15 (8 hr); 12 (10 hr) or 10 (12 hr)*
More than Nine years 20 (8 hr); 16 (10 hr) or 13 (12 hr)*
More than Thirteen years 25 (8 hr); 20 (10 hr) or 16 (12 hr)*

*Number of Vacations shifts will be determined in accordance with base

schedule.

Length of Company employment shall be used to calculate vacation

entitlement. Please see example below.

(a) Less than one year - prorated based on ten (10) shifts/eighty
(80) hours. Prorated hours divisible by eight (8) will be vacation
shifts,
(b) Milestone Year- an employee shall receive his vacation
entitlement in the year in which he reaches his next Milestone.
Example: Employee completes his ninth (9) year of service
August 1st, 2014 he will be entitled to twenty (20) eight (8) hour
vacation shifts for Vacation Year 2014.

Note: When an employee leaves the Company vacation pay recovery

calculation will be as follows: prorated and audited against the
governing legislation, the greater of the two will be paid out.

54
 APPENDIX “D”
ADVANCE REQUEST WAIVER

Date:

I,
(Employee Name)

WSIB Claim Number (if applicable)

Request a onetime advance while I await receipt of, or adjudication of, a claim for
wage loss replacement from either the Workplace Safety and Insurance Board or
the Company’s Insurer.

I understand and agree that I will receive an advance equivalent to the current
Short Term Sick Benefit rate (currently 75% of net weekly pay to a maximum of
$1500) and shall not exceed a total of six (6) weeks. In extraordinary
circumstances the Company may consider additional pay advance.

In consideration of this, I understand and agree that all monies advanced by

Ornge, shall be repaid in full to the Company, upon my receipt of wage loss
payment from the WSIB or the Company’s insurer or upon my return to work,
through wage garnishment, whichever occurs first. Repayment through wage
garnishment shall be at a maximum rate of twenty percent (20%) of my pay in
any one-pay period and will continue until such time as the full amount is repaid.
If mutually agreed to by the parties, I may agree to increase the percentage,
however, only to a maximum of fifty percent (50%).

Employee Signature Date

Health and Safety Date

March 2012

55
 APPENDIX “E”
OVERTIME BANK PROCEDURE

F1.01 Overtime will be calculated and paid at time and one half.

F1.02 Overtime can be banked as time subject to the following:

(a) The maximum amount of overtime that can be accumulated in an

employee’s bank are as follows:

AME: 79.80 hours (7 shifts x 8.00 hours 1.5) or 90.00 hours

(6 shifts x 10 hours x 1.5)

(b) For clarity, 8 hours of worked overtime will be banked as 12

hours.

(c) Banked time can only be provided as time off when availability to
replace the employee is adequate. Every effort will be made to
accommodate.

(d) If banked time off cannot be accommodated, management

reserves the right to pay out the overtime.

F1.03 How to use your banked overtime.

Total OT Hours to New OT

Total
Bank OT
Total OT Hours
Bank to
Cover Shift New
HoursBank
to OT Shift
Total
Cover
New O
Bank Cover Shift Bank Total To

8 hour shifts
8 hour shifts 12.00 12.00 8.00 4.00
8.00 4
8
10hour
hourshifts
shifts 12.00
15.00 8.00
10.00 4.00
5.00
10 hour10
shifts
hour shifts 15.00 15.00 10.00 5.00
10.00 5

The employee will enter the equivalent straight time (ST) hours to their
worksheet. The regular hours will be reduced by the regularly
scheduled hours. The banked overtime hours will be paid out at straight
time.

Example: an employee requests to use banked overtime to cover a shift

If worked they would have been paid the following:

(86.67 reg. hours x $25.46/hr) = $2,206.62

The use of banked overtime to cover the shift would result in

the following:

((78.67 reg. hours x $25.46/hrs) + (8.0 banked hours x

$25.46/hr)) = $2,206.62

56