The new collective agreement extends over a period of four years: as of January 1, 2020, wages have increased by 2%. In January 2021, they increased by another 2%. Workers` wages will rise by 2.25% next year and by 2.5% in 2023. The SCRD`s claim that the jobs were the same should have been part of a new negotiation, Coleman said. „If Shay`s job really requires a work schedule that includes day, evening and weekend shifts like a normal course,” including his work in letter of agreement #10, in addition to the position currently held by Clark, this must be done by mutual agreement. So far, there has been no such agreement. In a SCRD press release of 12. In March, SCRD President Lori Pratt said, „I would like to acknowledge the excellent collaborative work that has been done to reach this agreement by CISD staff and unifor Local 466 representatives. This agreement demonstrates the value we place on our employees as we continue to work to provide exceptional service to the residents of the SCRD. The parties will submit the agreement to the British Columbia Labour Relations Board as soon as it has been updated. In addition to wage increases, the agreement also included the formation of joint committees to work together on work-related issues such as telework, casual workers and job sharing. There will also be new scheduling arrangements for flexible time management. The LOU cannot be amended without „mutual agreement”: Arbitrator The collective agreement between the SCRD and unifor local 466 was signed on October 11.

Mars ratified and entered into force retroactively on January 1, 2020. The latest agreement between the two sides expired at the end of 2019, when the pandemic caused a delay in negotiations. But in May, the union discovered that Shay had to attend evening meetings after 5 p.m.m.m and he received no bonuses. The collective agreement states: „The normal working time of all internal employees consists of a maximum of seven hours” between 8 a.m. .m. and 5 p..m. „I understand that this is a technical and narrowly defined conclusion. But another decision would allow a single party to the collective agreement to unilaterally amend the letter of intent to now refer to two classifications: the Sustainability and Education Coordinator and the Water and Energy Projects Coordinator. The approximately 250 unionized workers in the Sunshine Coast Regional District (SCRD) have a new agreement – and a wage increase. A Letter of Agreement (LO) accompanying the collective agreement between the Sunshine Coast Regional District (RSDC) in Sechelt, B.C., and Unifor Local 466 detailed the working conditions for the coordinator position. The position description of the Sustainability and Education Coordinator required the employee to work „seven hours a day, Sunday to Saturday, between 6 a..m m. and midnight,” which would allow for evening work only at an equal hour.

By changing the job title, it sent a clear signal about the new position, according to the referee. If an employer changed an employee`s job title, the employee should have been paid for work after hours, but it was not. The worker, Raph Shay, was hired as the Sustainability and Education Coordinator in June 2015 to cover the current worker in this position, Julie Clark, who was on vacation. On June 22, Unifor mourned the treatment and asked to pay shay bonus hours if he worked after 5 p.m.m. between May 8 and May 24.m. SCRD argued that the professional responsibilities were the same, only the name was different. On March 2, 2017, Unifor received notices from SCRD detailing new job descriptions. „Although the body of the job description remains the same, Raph is now called the `Water and Energy Projects Coordinator` to support various key projects currently underway. Raph will now report to Dave Crosby, Manager, Utilities, Special Projects,” the letter reads. Apart from the general salary, employees will also receive a one-time lump sum payment of 0.15% next year. „What was perhaps the same work with slight differences caused by the different domain of water and energy was recognized as a stand-alone classification that, at first glance, implies a more significant difference from the initial position and, most importantly, was outside the language of the letter of understanding No.

10, which is explicitly limited to a different classification. Coleman said. When Clark returned to her position in July 2016, the employer sent an email confirming that Shay had been hired in a temporary position to run until September 2017. The LOU stated that the work „requires a work schedule that includes day, evening and weekend shifts like a normal course.” Arbitrator Richard Coleman upheld the complaint. Shay, the Water and Energy Project Coordinator, is not exempted by Letter of Understanding No. 10 from the restrictions on „normal hours of work of internal staff” under Article 11, A(a)(i). Shay is payable in accordance with Article 11, A. a) i) from May 2017. »; Reference: Sunshine Coast Regional District and Unifor, Local 466. Richard Coleman — Referee.

Gerry Parker for employer. Scott Rush, Kevin Hancock for employee. December 12, 2017,2017 CarswellBC 3481 workers who completed their work after those hours received a premium rate, the union said. .