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
Table of Contents
Article - 1 - Purpose of Agreement
Article - 2 - Recognition and Scope
Article - 3 - Work of the Bargaining Unit
Article - 4 - Workplace Harassment, Discrimination
Article - 6 - Management Rights
Article - 7 - Strikes and Lockouts
Article - 8 - Employee Information
Article - 9 - Member Orientation, Training and Testing
Article - 10 - Use of Company Facilities
Article - 11 - Corrections Services Canada Approval of Service Resources
Article - 12 - Classifications and Hours of Work
Article - 13 - Assignment of Hours
Article - 15 - Discipline and Discharge
Article - 16 - Grievance Procedure
Article - 19 - Seniority and Recall
Article - 21 - Leave for Union Business
Article - 22 - Annual Leave, Sick Leave and Leave with or Without Pay
Article - 23 - Paid Time Off and Vacation Time
Article - 24 - Pay Administration
Article - 26 - Union Representation
Article - 27 - Workplace Health and Safety
Article - 28 - Regulatory Changes
Article - 29 - Contract Changes
Article - 30 - Union Management Meetings
Article - 31 - Benefit Program
Article - 32 - Agreement Reopener
Article - 33 - Duration of Agreement
Article - 34 - Legal Indemnification
SCHEDULE "B" - TRAVEL EXPENSES AND ALLOWANCES
LETTER OF UNDERSTANDING RE: ARTICLE 9.07 BILINGUAL PROFICIENCY IN QUEBEC AND NEW BRUNSWICK
Article 1 - Purpose of Agreement
Article 2 - Recognition and Scope
Article 3 - Work of the Bargaining Unit
Article 4 - Workplace Harassment, Discrimination
Article 5 - Contracting Out
Article 6 - Management Rights
Article 7 - Strikes and Lockouts
Article 8 – Employee Information
Article 9 – Member Orientation, Training and Testing
Article 10 – Use of Company Facilities
Article 11 – Corrections Services Canada Approval of Service Resources
Article 12 – Classifications and Hours of Work
Article 13 – Assignment of Hours
Article 14 – Job Postings
Article 15 – Discipline and Discharge
Article 16 – Grievance Procedure
Article 17 - Employee Files
Article 18 – Probation
Article 19 – Seniority and Recall
Article 20 – Paid Holidays
Article 21 - Leave for Union Business
Article 22 - Annual Leave, Sick Leave and Leave with or Without Pay
Article 23 – Paid Time Off and Vacation Time
Article 24 - Pay Administration
Article 25 – Union Security
Article 26 – Union Representation
Article 27 - Workplace Health and Safety
Article 28 – Regulatory Changes
Article 29 – Contract Changes
Article 30 – Union Management Meetings
Article 31 – Benefit Program
Article 32 – Agreement Reopener
Article 33 – Duration of Agreement
Article 34 – Legal Indemnification
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%.
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" - 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.