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Mountains

COLLECTIVE
BARGAINING
AGREEMENT

COLLECTIVE AGREEMENT BETWEEN BRIDGES OF CANADA INC.. AND TC LOCAL 1976 OF THE UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION
(UNITED STEELWORKERS)

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April 1, 2022, to March 31, 2026

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Article 1 - Purpose of Agreement

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Article 2 - Recognition and Scope

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Article 3 - Work of the Bargaining Unit

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Article 4 - Workplace Harassment, Discrimination

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Article 5 - Contracting Out

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Article 6 - Management Rights

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Article 7 - Strikes and Lockouts

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Article 8 – Employee Information

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Article 9 – Member Orientation, Training and Testing

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Article 10 – Use of Company Facilities

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Article 11 – Corrections Services Canada Approval of Service Resources

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Article 12 – Classifications and Hours of Work

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Article 13 – Assignment of Hours

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Article 14 – Job Postings

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Article 15 – Discipline and Discharge

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Article 16 – Grievance Procedure

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Article 17 - Employee Files

18

Article 18 – Probation

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Article 19 – Seniority and Recall

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Article 20 – Paid Holidays

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Article 21 - Leave for Union Business

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Article 22 - Annual Leave, Sick Leave and Leave with or Without Pay

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Article 23 – Paid Time Off and Vacation Time

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Article 24 - Pay Administration

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Article 25 – Union Security

26

Article 26 – Union Representation

27

Article 27 - Workplace Health and Safety

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Article 28 – Regulatory Changes

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Article 29 – Contract Changes

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Article 30 – Union Management Meetings

31

Article 31 – Benefit Program

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Article 32 – Agreement Reopener

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Article 33 – Duration of Agreement

34

Article 34 – Legal Indemnification

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schedule A

SCHEDULE “A” – Wage Scale

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(a) All members of the bargaining unit shall receive a lump sum payment of $600 per member.

Probationary employees will receive their lump sum bonus within 30 days following the

completion of their probationary period.

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(b) Effective April 1, 2023, all wages in SCHEDULE “A" to Increase by 3.95%. Retroactive payments

from April 1, 2023, to date of implementation shall be paid following ratification.

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(c) Effective April 1, 2024, all wages in SCHEDULE “A" to Increase by 2.05%.

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(d) Effective April 1, 2025, all wages in SCHEDULE “A” to Increase by 2.05%.

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A.01 All employees shall be hired on an hourly basis and shall be compensated in accordance with Schedule

“A”.

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A.02 Employees who were “red circled” for the duration of the preceding collective agreement shall be red

circled until such time that they may enter into the Wage Scale and experience an increase in hourly

rate therefrom.

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A.03 Effective April 1, 2023, and April 1, 2024, and April 1, 2025, respectively, when an employee is red-

circled, they shall receive a lump sum payment equivalent to the negotiated ATB percentage they would

have received if they were situated at the appropriate step of the wage scale. The Company shall have

30 days from the date it is formally advised of ratification to make these payments to eligible employees.

Schedule B

SCHEDULE "B" - Travel Expenses and Allowances​

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Chaplains who are eligible for expenses in accordance with this Schedule “B" at (f) are compensated for mileage,

meals, and lodging.

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All travel plans including overnight accommodations must be submitted to the Regional Director for review and

approval prior to the travel occurring. All travel must be planned in the most economical manner possible,

keeping the number of trips and overnight stays to a minimum. Travel expenses, including mileage and meal

allowance, shall be paid as follows:

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(a) Meals-Overnight stays

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An employee who travels at the direction or approval of the Company, and an overnight stay is required, will

be allowed a per diem rate for meals of $45 provided the reasons for such allowances are Indicated on the

expense voucher of the employee and such allowances are authorized and approved in advance by the

employee's Supervisor. This allowance will apply for all days required for such trips, except the day of

departure and the day of return. On the day of departure and the day of return, the employee will be allowed

up to one-half of the daily overnight per diem for meals.

Effective April 1, 2024, the per diem rate for overnight stays will increase to $50.

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(b) Meals-Same day trips

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An allowance of up to $20 for meals may be paid to an employee who travels at the direction or approval of

the Company and returns the same day; provided receipts are submitted covering the total allowable

expenses.

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Effective April 1, 2024, the per diem rate for same day trips will Increase to $22.50.

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(c) Dietary Accommodations

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Where food must be purchased and prepared by the employee due to religious and/or health dietary needs,

the Company agrees to accept the submission of grocery receipts for reimbursement covering the total

allowable expenses for same-day and return-day travel; provided that these receipts are itemized and

reasonably reflect the ingredients required to prepare the employee's meals while traveling.

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(d) Mileage

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The mileage allowance for approved travel is reimbursed at the following rates:

AB - $0.445/km

BC - $0.495/km

MB - $0.47 /km

NB - $0.50/km

NS - $0.50/km

ON - $0.545/km

QC - $0.50/km

SK - $0.46/km

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Mileage Is determined by using the employee's residence as the point of departure.

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Effective the date of ratification all mileage rates shall increase by $0.01.

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Effective April 1, 2024, all mileage rates shall increase by another $0.01.

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(e) Overnight Accommodations

Reimbursement for overnight accommodations must be supported by receipts bearing the date of stay and cost

per day to be approved for reimbursement.

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The Company will consider requests from Chaplains seeking religious or other disability accommodation for

lodging with a kitchenette. Such requests shall not be unreasonably denied.

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Employees requiring overnight accommodations, including Chaplains seeking religious or other disability

accommodation, will utilize motels that have agreed to provide corporate rates for Company employees. The

National Contract Manager will ensure updated lists of these providers are available for employees approved

for travel.

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In the absence of an approved motel provider, Chaplains, including those seeking religious or other disability

accommodation, will make every effort to obtain motel accommodation lodging of $130.00 per night or less.

The parties agree that chaplains have a right to hotel accommodations that are safe, clean, and located within

a reasonable distance from the work site.

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Chaplains may choose to stay at the residence of family or friends. However, no reimbursement for overnight

accommodations is provided where the Chaplain stays at the residence of a family member, friend, etc., instead

of a motel.

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(f) Eligibility for Expenses

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The following bargaining unit employees are eligible for reimbursement of expenses:

i. Full time employees who are required to work at more than one institution, but only when those

Institutions are not located within a 25km radius of their "headquartered location." In such cases the

employee will be paid mileage calculated in accordance with the distance which was travelled, or would

have been travelled, using the "headquartered location" as the point of departure and return.

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For the purposes of this clause, the “headquartered location" shall be defined as the institution which

is closest to the Full Time employee’s residence.

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ii. Part-time employees who are required to travel more than 100 km round trip in order to perform their

duties.

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iii. The Company, at its discretion, and with the agreement of the Union, may provide expenses to an

employee who would otherwise not be eligible, for purposes of attracting and retaining employees to

work in positions which the Company is having difficulty in staffing.

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The following bargaining unit employees are not eligible for reimbursement of expenses:

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i. Full time employees who are required to work at only one institution.

ii. Full time employees who are required to work at more than one institution when those Institutions are

located within a 25km radius of their "headquartered location" as defined in~ Schedule "B" (f) i.

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Letter of Understanding Re: Article 9.07 Bilingual Proficiency in Quebec and New Brunswick

Bargaining-unit employees who were on payroll at the time of ratification, shall be entitled to at least four (4)

weeks’ notice before they lose a callup or their employment because they do not meet a specific language

requirement identified by CSC. This notice is in addition to any entitlements to notice of termination or pay in

lieu thereof, and severance pay, the employees may be entitled to pursuant to the Canada Labour Code in the

event their employment is terminated because they do not meet a specific language requirement identified by

CSC.

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