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This Agreement made in duplicate this day of ___________ 2020.
– between –
MANITOBA ASSOCIATION OF HEALTH CARE
PROFESSIONALS
(Herein Called the “Association”)
-and-
MANITOBA CLINIC HOLDING CO. LTD.
(Herein called the “Clinic”)
For the Period January 1, 2020 to December 31, 2022
PDF VERSIONThis Agreement made in duplicate this day of ___________ 2020.
– between –
MANITOBA ASSOCIATION OF HEALTH CARE
PROFESSIONALS
(Herein Called the “Association”)
-and-
MANITOBA CLINIC HOLDING CO. LTD.
(Herein called the “Clinic”)
For the Period January 1, 2020 to December 31, 2022
WHEREAS the Association is the certified bargaining agent of certain
specified employees of the Clinic;
AND WHEREAS the Association and the Clinic have agreed to enter into a
Collective Agreement containing terms or conditions of employment of the
said employees of the Clinic including provisions with reference to rates of
pay and hours of work;
NOW THIS AGREEMENT WITNESSETH that the parties hereto, in
consideration of these premises and the mutual covenants hereinafter
contained, agree with each other as follows.
101 All Cardiology Technologists and Cardiology Technicians employed at
Manitoba Clinic in the City of Winnipeg, Province of Manitoba, save
and except those excluded by the Act. Manitoba Labour Board
Certificate No. MLB – 5279
102 A copy of this Agreement shall be provided by the Clinic to each of the
present employees and to all future employees bound by this
Agreement. The Association and the Clinic will share equally the costs
in connection with the printing and distribution of the Collective
Agreement.
Wherever used in this Agreement the following words shall have the meaning
hereinafter set forth:
201 Technologist – A graduate with approved training who has attained
certification and is currently registered with the CSCT.
202 Technician – An employee who performs assigned routine EKG
procedures and who is not certified and not currently registered with
the CSCT.
203 Employee – means a person employed by the Clinic on a full-time or
regular part-time basis as a Cardiology Technologist or Cardiology
Technician.
204 Clinic – means the Manitoba Clinic/Manitoba Clinic Holding Co. Ltd.
205
(i) RT – means Registered Technologist (certified by and currently
registered with the CSCT.)
(ii) Association – means Manitoba Association of Health Care
Professionals.
(iii) CSCT – means Canadian Society of Cardiology Technologists
206 Regular Part-Time Employee – shall be an employee employed by the
Clinic for a period of not less than an average of 16 hours bi-weekly.
207 Probationary Employee – a newly hired person will be considered to be
on a probationary basis for three (3) months; he/she shall have no
seniority rights or income protection rights, and may be subject to
discharge without recourse to the grievance procedure. At the
completion of the probationary period, seniority and benefits shall be
effective from the original date of employment.
301 Except as in the Agreement otherwise expressly provided, it is
acknowledged that the Clinic has the right, responsibility, and authority
to manage, operate, and generally regulate its affairs and functions.
302 In administering this Agreement, the Clinic shall act reasonably, fairly,
in good faith, and in a manner consistent with the Agreement as a
whole.
401 Salary rates shall be quoted in terms of the gross hourly rate, and shall
be paid to each employee in accordance with Schedule “A” attached
hereto and made part hereof.
402 It is understood and agreed that all employees covered by this
Agreement shall be placed at a level of wages as listed in Schedule
“A”.
403 The anniversary dates for all employees shall be the actual
anniversaries for their respective dates of commencing employment.
The Clinic shall provide payment of increments on the pay date
immediately following the anniversary, but adjusted on a per diem
basis to the actual anniversary date.
404 The Clinic shall designate one technologist as the Charge
Technologist. The employee designated as the Charge Technologist
shall receive an additional $2.00 per hour in addition to their regular
hourly rate listed in Schedule A, for all hours worked as Charge
Technologist.
405 The mutually agreed starting salary of all new employees shall be
quoted in a “Confirmation of Employment” letter from the Clinic to the
new employee. A copy of the Confirmation of Employment letter will
be sent to the Association office.
406 The Clinic will forward to the Association a notice of vacancies within
the bargaining unit.
501 It is understood and agreed that the work week shall be 40 hours.
502 It is understood and agreed that the work day or normal shift of work
shall consist of no more than 8 hours.
503 The unpaid meal periods shall be scheduled and allocated by the Clinic
and will be one-half (1/2) hour in duration, provided always, that each
employee shall receive at least one meal period during each normal
day or normal shift of work.
504 A paid rest period of twenty (20) minutes shall be scheduled and
allocated by the Clinic during each continuous three (3) hour period of
work.
505 Normal shift schedules shall be posted at least two (2) weeks in
advance and shall be subject to change as may be necessary for the
benefit of the Clinic’s operations.
601 Overtime shall be authorized in such manner and by such persons in
such positions as the Clinic may designate and the Association shall be
notified in writing by the Clinic from time to time of the persons
designated by the Clinic as having authority to authorize overtime and
payment thereof.
602 Overtime shall be deemed to mean any authorized time worked in
excess of the normal hours of work as established in Article 5.
603 Compensation for authorized overtime shall be paid for at the rate of 1
1/2 times the regular hourly salary rate of the employee provided that
no overtime shall be granted for overtime of periods of less than fifteen
(15) minutes in a day. However, when authorized overtime in excess
of fifteen (15) minutes is worked, payment for the first fifteen (15)
minutes shall be included.
604 By mutual agreement between the Clinic and the employee, the Clinic
may elect to compensate an employee for overtime worked by granting
the employee time off work during normal working hours on the basis
of 1 1/2 hours off for each one (1) hour of overtime (pro-rated in the
case of fractional hours).
605 Employees required to travel locally on behalf of the laboratory shall
have return transportation provided by the lab, or shall receive $.41 per
km for all trips made and authorized by the Clinic subject to a minimum
daily payment of $4.00. Any required parking should be paid for by the
laboratory.
701 A full day’s holiday (i.e. 8 working hours) at the regular hourly rate, shall
be granted to each full time employee on or for each of the following
holidays, namely:
plus any other statutory holidays as declared by the Federal, Provincial
or local government authority.
702 Remembrance Day – It is understood and agreed that payment for
Remembrance Day shall be applicable only on a Monday through
Friday basis.
703 Holiday pay, under this article for all non full time employees, shall be
calculated on the basis of 5% of the employees total wages
(excluding any overtime and vacation pay), in the four week period
immediately before the holiday.
VACATION ENTITLEMENTS:
801 Vacation Entitlements shall be earned at the rate of:
2 weeks vacation in the first year of employment;
3 weeks vacation in the second and subsequent years of employment;
4 weeks vacation after six and subsequent years of employment;
5 weeks vacation after fourteen and subsequent years of employment;
6 weeks vacation after eighteen and subsequent years of employment.
VACATION ALLOWANCE:
802 Annual vacation may not be accumulated from year to year.
803 The whole of the calendar year shall be available for the taking of
annual vacation with the exception annual vacation may not be taken
during the probationary period.
804 Employees shall be given preference as to the selection of their
annual vacations on the following basis:
a) the designated Charge Technologist shall be given the first
preference as to the selection of vacation.
b) subsequent preference for selection of vacations shall be
determined on the basis of respective seniority within the
occupational classifications, with Cardiology Technologist being
one occupational classification and Cardiology Technicians being
the other occupational classification.
901 An employee shall be entitled to payment of her basic salary during absence from work to the extent that she has accumulated income protection credits due to:
a) A personal illness or injury
b) For the purpose of providing care in the event of an illness of a father, mother, husband, wife, live-in-partner, son, daughter, father-in-law, mother-in-law to a maximum of 2 days/year.
902 Income protection credits shall accumulate at the rate of one (1) day
per month to a maximum of one hundred and twenty (120) days.
903 During the probationary period of three (3) months, an employee shall
not be entitled to sick leave. Upon completion of the probationary
period, the employee will have accumulated three (3) days of sick
leave.
904 For employees during their first year of employment, benefits payable
under clause 902 above will be as follows:
(i) First four (4) periods of sickness in each year full pay;
(ii) Each subsequent period of illness full pay less one (1) day’s pay.
905 An employee who will be absent due to illness, injury or for any reason
must make every effort to inform his/her supervisor prior to the
commencement of his/her next scheduled shift.
906 If an employee is hospitalized during her annual vacation, such period
shall be deducted from her accumulated income protection credits, and
equivalent offsetting vacation scheduled by mutual agreement.
907 Medical evidence shall be furnished upon request. Such evidence shall not be required without reasonable cause.
908 It is expressly understood that an employee may not receive
compensation from both Income Protection (sick leave) and from
Manitoba Public Insurance.
909 When an employee is unable to work because of injuries sustained in a
motor vehicle accident, she must submit a claim for benefits to
Manitoba Public Insurance.
910 An Employee shall be entitled to payment of her basic salary during
absence from work due to a motor vehicle accident sustained by her, to
the extent that she has accumulated Income Protection credits and
subject to the following conditions:
a) Upon request by the Clinic, the employee shall notify the Clinic of
the status of her MPI claim, including any appeals.
b) If the claim is allowed, the clinic shall be entitled to recover
Income Protection payments from the employee’s salary to the
same extent she receives Income Replacement payments from
MPI.
c) In the event that MPI disallows the claim, the employee shall be
paid for the absence in accordance with the Income Protection
provisions of the agreement.
The clinic’s payment shall be charged to the employee’s
accumulated Income Protection credits during any absence due
to the motor vehicle injury, and shall be paid until the employee’s
accumulated Income Protection credits are exhausted.
d) In the event that the employee declines to submit a claim for
benefits to MPI or inform the Clinic of the status of the MPI claim,
the Clinic shall be entitled to discontinue Income Protection
payments.
1001 Bereavement leave with pay in the amount of three (3) working days will be granted in the event of the death of a father, mother, husband, wife, live-in-partner, son, daughter, sister, brother, son-in-law, daughter-in-law, father-in-law, mother-in-law, fiancé(e), brother-in-law, sister-in-law, grandmother, grandfather, grandchild, or a relative permanently residing in the employee’s household or with whom the employee permanently resides.
1002 An extension of the bereavement leave, up to a maximum of five (5) working days may be granted with or without pay, where travel is required by the employee involved.
1003 Necessary time off up to one (1) day at basic pay shall be granted an employee to attend a funeral as a pallbearer or mourner.
1004 The granting of leave and the length of the leave under clause 1002 shall be at the discretion of the Clinic.
1005 An employee shall receive compassionate care leave without pay to provide care or support to a seriously ill family member, subject to the following conditions & the Compassionate Care Leave language in the Employment Standards Code of Manitoba:
a) An employee must have completed at least ninety (90) days of employment as of the intended date of leave.
b) An employee who wishes to take a leave under this section shall endeavor to give the Employer notice of at least one (1) pay period, unless circumstances necessitate a shorter period.
c) An employee may take a leave of up to twenty-eight (28) weeks and no period of leave can be less than one (1) week duration.
d) For an employee to be eligible for leave, a physician who provides care to the family member must issue a certificate to be forwarded to the Clinic.
e) For the purposes of this article family is defined as children, stepchildren, parents, grandparents, spouses, common law spouses, brothers, sisters, step-brothers, step-sisters, aunts, uncles, nieces and nephews and those who are not relatives but considered to be like a close relative, such as those living in the same house.
f) Seniority will continue to accrue for leave of absence for four (4) weeks or less and will not accrue for leave of absence for more than four (4) weeks.
g) In the event that the death of a family member occurs during this period of leave, the employee shall be eligible for Bereavement Leave as outlined in this Article.
h) Employees must be returned to the position that the employee occupied when the leave began or to a comparable position, with not less than the pay and benefits the employee earned immediately prior to the leave.
i) Employees may end the compassionate leave earlier than 28 weeks by providing the Clinic at least forty-eight(48) hours notice.
1101 In the absence of emergency precluding written notice, an employee
will be required to submit a written request for any leave of absence
whether with or without pay. Any such request shall specify the reason
for the leave, shall be considered on an individual basis, and may be
allowed at the discretion of the Clinic but such consent shall not be
unreasonably withheld. Except in emergencies, such requests must be
made at least four (4) weeks in advance.
1102 Employees granted leave of absence with pay, or an unpaid leave of absence of four (4) weeks or less, shall retain their
seniority and benefits, and shall continue to accrue the same during the
said leave of absence.
1103 Employees granted leave of absence without pay shall retain their
seniority and benefits, but further seniority and benefits shall not accrue
during the said leave of absence of more than four (4) weeks duration.
1104 Maternity Leave – An employee, who:
a) has completed six (6) months of employment with the Clinic; and
b) who submits a written application for leave at least eight (8)
weeks before the date specified by her as the date she intends to
commence such leave; and
c) who provides the Clinic with a certificate of a duly qualified
medical practitioner certifying that she is pregnant and specifying
the estimated date of her delivery;
shall be granted maternity leave without pay consisting of:
i) seventeen (17) weeks if delivery occurs on or before date
specified in b) above; or
ii) seventeen (17) weeks plus the additional period if delivery
occurs after date specified in b) above.
1105 Maternity leave of absence must commence no later than two (2)
weeks prior to the expected date of delivery.
1106 Parental Leave:
An employee with six (6) months continuous employment with the
Clinic who:
a) in the case of a female employee becomes the natural mother of
a child;
b) in the case of a male employee becomes the natural father of a
child, or assumes actual care and custody of his new-born child,
or
c) adopts a child under the law of the province;
Who submits a written application for leave shall be granted
parental leave up to seventeen (17) weeks duration.
1107
a) An employee may, at the time the maternity leave is requested,
apply to extend the total time of her maternity leave, inclusive of
parental leave for a maximum of eighteen (18) months in total. An
employee may, through unforeseen circumstances, request the
cancellation of her request for further leave as soon as those
circumstances are known.
b) An employee who adopts a child may apply to extend the leave
up to six (6) months.
1108 An employee planning to return to work following maternity and/or
parental leave shall notify the Clinic of her intent to return by providing
as much notice as possible, with a minimum of four (4) weeks.
1109 Sections 36(1) through 36(11) inclusive of the Employment Standards
Act respecting Maternity and Parental Leave shall apply “mutatis
mutandis”.
1110 Paternity Leave – A male employee shall be entitled to one (1) day’s
leave of absence with pay within seven (7) days of the date of the
actual birth of the child.
1111 Education Leave – The Clinic shall pay fifty percent (50%) of the costs
of tuition and texts for courses approved by the Clinic and successfully
completed by the employee. Requests for such support must be made
three (3) months in advance of any such course or such lesser time
only if the course information is not available at that time but in any
event, prior to the employee’s attendance at the Centre. Approval of
any such course shall be solely at the Clinic’s discretion
1201 The Clinic agrees to deduct the amount of monthly dues and levies as
determined by the Association on a monthly basis from the salaries or
wages of each employee covered by this Agreement, whether a
member of the Association or not.
1202 The Clinic agrees that the aforesaid deductions shall continue during
the life of this Agreement and after the expiry date thereof, during the
entire period that any negotiations are proceeding with a view to
concluding a new Collective Agreement.
1203 The Association agrees to advise the Clinic of the amount of monthly
dues or levies to be deducted and all amounts shall be forwarded by
the Clinic to the Treasurer of the Association on a monthly basis
together with a list of the names of employees for whom deductions
have been made.
1204 In consideration of the premises and of the Clinic making the
compulsory deduction of Association dues or levies as herein provided,
the Association agrees and does hereby indemnify and save the Clinic
harmless from all claims, demands, actions and proceedings of any
kind and from all costs which may arise or be taken against the Clinic
by reason of the Clinic making compulsory check off of Association
dues provided for in this paragraph.
1205 The Association shall notify the Clinic in writing of any changes in the
amount of dues at least one (1) month in advance of the end of the pay
period in which the deductions are to be made, provided that such
changes shall not occur more than twice in any calendar year.
1206 The Association shall provide the Clinic with a list of officers and
representatives of the Association, their addresses and telephone
numbers and shall provide the Clinic with a revised list from time to
time as occasion may require.
1207 The amount of dues or levies shall be certified to the Clinic over the
signature of a responsible officer of the Association.
1208 Once annually, the Clinic is to provide the Association with a seniority
list within thirty (30) days of the request, including the following
information about employees in the bargaining unit: name,
classification, salary rate, date of employment and employee status
(i.e. full-time, part-time, or casual).
The Association will have forty-five (45) days in which to bring any
alleged errors to the attention of the Clinic. The Employer will correct
any errors so found.
1301 A regular part-time employee shall be entitled to a pro-rata share of all
benefits to which full-time employees are entitled hereunder, on the
same ratio that his hours of actual work per week bear to the standard
work week.
Should the controversy arise between the Clinic and the employees or the
Association concerning the interpretation, application, meaning, operation or
any alleged violation of the agreement, including the question of whether a
matter of grievance is arbitrable or not:
1401 Unless dismissed or suspended by the Clinic, the employee shall
continue to work in accordance with the agreement until such time that
such controversy is settled by means of negotiations between the
representatives of the Clinic and the Association.
1402 The employee or the Association, as the case may be, shall within
seven (7) calendar days of the occurrence of the incident bringing
about the controversy report such incident in writing to the
Management Representative.
1403 If the controversy is not settled within seven (7) calendar days of the
same being referred to the Supervisor, then the employee or the
Association, as the case may be, shall within four (4) calendar days
thereafter set out the grievance in writing, and file the same with the
Manager of the Clinic or designate.
1404 If the controversy is not settled within seven (7) calendar days from the
date that the controversy is set out in writing and filed with the Clinic
Manager or designate, then within four (4) calendar days thereafter the
same shall be referred to the Directors of the Manitoba Clinic.
1405 If the controversy is not settled within seven (7) calendar days from the
date that the same is filed with the Directors of the Manitoba Clinic then
it may at any time within seven (7) calendar days thereafter be referred
by either party to a Board of Arbitration to be composed of one
nominee appointed by the Clinic and one by the Association, such
appointments to be made within ten (10) calendar days of such
reference. The two (2) nominees so appointed shall, within fourteen
(14) calendar days of the nomination of the last of them, select a third
member who shall be the chairman. If one of the parties fails or
neglects to appoint a nominee within the time limits above set forth,
then the other party may apply to the Chief Justice of the Court of
Queen’s Bench of Manitoba to appoint such nominee. A decision of the
majority of such Board of Arbitration shall be final and binding on both
parties hereto.
1406 Should the two appointed arbitrators fail to agree upon a chairman
within the time limits herein provided, then the two arbitrators shall
forthwith apply to the Chief Justice of the Court of Queen’s Bench of
Manitoba to select a chairman.
Each party shall be responsible for its individual contract costs and the
expenses of the Chairman of the Arbitration Board shall be shared
equally between the Clinic and the Association.
1501 Seniority shall be defined as the length of continuous employment of a
full time or part time employee covered by this agreement from the last
date on which she commenced work with the Clinic. It shall be used as
just one of the factors in cases of promotion, layoff and recall within the
department providing the senior employee is qualified, competent and
willing to perform the work.
1502 MAHCP Seniority of an employee will be retained and accrue during:
a) any period of paid leave of absence;
b) any period of paid income protection;
c) any period of unpaid leave of absence of four (4) weeks or less.
d) any period of 3rd party disability payments, seniority shall continue to accrue for a maximum of 2 years from the
commencement of the disability;
e) absence due to workplace injury for up to two (2) years;
f) any period of Maternal and/or Paternal Leave.
1503 MAHCP Seniority will be retained but will not continue to accrue during:
a) any period of unpaid leave of absence in excess of four (4) weeks;
b) absence due to workplace injury for more than two (2) years;
c) any layoff more than twenty-six (26) weeks and not more than
five (5) years.
1504 MAHCP Seniority will terminate if an employee:
a) resigns;
b) is discharged and not reinstated.
c) is laid off for more than five (5) years.
d) is promoted or transferred to a permanent position outside
of the bargaining unit and completes the trial period.
1601 The Clinic shall pay professional and/or license fees for full time
cardiology technologists who, as a condition of employment are
required to be a member of a professional association or to be
licensed. Such payments shall also be made for part time employees
whose only employment as a cardiology technologist is with the
Manitoba Clinic. Such payments shall be made on a pro-rata basis, for
part time Clinic cardiology technologists who are also employed as a
cardiology technologist at facilities other than the Manitoba Clinic.
Should an employee leave the employment of the Manitoba Clinic
during the course of a year for which the Clinic has reimbursed that
employee the fees, the said employee shall have the pro-rata portion of
the annual professional and/or licence fees for the balance of the year
deducted from his pay cheque prior to leaving the Clinic.
1602 Upon retirement, an employee who has attained the age of 60 and with
15 years of service shall be entitled to receive payment of an additional
month’s salary.
1701 If a reduction in the working force becomes necessary, employees will
be laid off in reverse order of seniority within their occupational
classification subject to the provisions of Article 15 (Seniority) and the
more senior employee being qualified and competent.
1702 Employees on layoff are to be recalled in order of seniority. Such recall
shall be made by registered mail to their last recorded address and
shall provide up to two (2) weeks notice to report back to work. The
employee is required to contact the Clinic within one (1) week of such
notice, confirming their intention to return to work as scheduled.
An employee who fails to contact the Clinic within this one week of
such notice shall be considered terminated.
An employee who declines to return to a position in the same
occupational classification as held prior to layoff shall be considered
terminated.
1703 Employees who are to be laid off shall be entitled to notice or pay in
lieu of such notice as follows:
1801 The Clinic, Association or representatives of the Association, agree to
meet at the request of either party during the term of the Collective
Agreement, respecting issues relating to the workplace which affect the
parties or any employee in the bargaining unit bound by the Collective
Agreement.
1802 Issues discussed at this level that are not already covered in the
Collective Agreement, shall be regarded as purely advisory in nature
and effect, and are not subject to the provisions of Article 14,
Grievance Procedure.
1901 This Agreement shall be in force and effect from the first day of
January, 2020, until the 31st day of December, 2022 and thereafter
until a new Agreement has been consummated, provided however,
that either party may, upon giving written notice by November 15th,
2022 request the other to begin to negotiate a revised collective
agreement and in that event, the parties hereto shall begin meetings
within one (1) month after notice for the purpose of negotiating a good
faith Collective Agreement for the said period.
Signed this ____________ day of __________________, 2020
In the City of Winnipeg in the Province of Manitoba
______________________ ______________________
On Behalf of the Manitoba Clinic On Behalf of the Manitoba
Association of Health Care
Professionals
MEMORANDUM OF UNDERSTANDING #1
BETWEEN:
Manitoba Clinic,
(hereinafter referred to as “Clinic”)
– and –
Manitoba Association of Health Care Professionals,
(hereinafter referred to “Association”)
Re: Job Functions
It is understood and agreed that from time to time Cardiology Technicians
and /or Technologists may be assigned by the clinic administration to
perform clerical and/or receptionist duties elsewhere in the Manitoba Clinic.
Date _______ Date _______
_______________ _______________
_______________ _______________
_______________ _______________
For the Clinic For the Association
MEMORANDUM OF UNDERSTANDING #2
BETWEEN:
Manitoba Clinic,
(hereinafter referred to as “Clinic”)
– and –
Manitoba Association of Health Care Professionals,
(hereinafter referred to “Association”)
Re: Benefits
THIS MEMORANDUM OF UNDERSTANDING shall be in force and in
effect for the period January 1st, 2020 to December 31st, 2022, between the
Manitoba Association of Health Care Professionals (MAHCP) and the
Manitoba Clinic Holding Co. Ltd (Clinic), relating to certain Cardiology
Technologists and Cardiology Technicians covered under MLB certificate
No. 5279.
Full time Cardiology Technologists and full time Cardiology Technicians
shall be eligible for coverage under the term of the Life Insurance,
Accidental Death Dismemberment, Long Term Disability and Health Care
Spending Account plans as described in Appendix “A” dated January 27th
2004. A copy of this Appendix “A” is attached to this Memorandum of
Understanding.
It is understood and agreed that the annual $300.00 amount referred to in
Appendix “A” dated January 27, 2004 relating to health spending account
benefit dollars
has been increased to and shall not be less than:
Effective January 1, 2020 To $1400.00 per annum.
Subsequent annual increases to match non-unionized staff. MAHCP representative will be advised of any changes made to the health spending account.
It is specifically understood and agreed between the MAHCP and the Clinic
that notwithstanding Article 13 – Part time Employees contained in the
Collective Agreement, the provisions of the Life Insurance, Accidental
Death and Dismemberment, Long Term Disability and Health Care
Spending Account plans described in the attached Appendix “A” dated
January 27th 2004 are applicable to full time employees only.
Should it be necessary for the Clinic to reduce the work hours of Caridad
Gutierrez, or Gleceria Cabusas, the following outlines the changes to their
individual benefit programs for the period ending December 31st, 2022.
The condition that only full time employees are eligible for coverage under
the life insurance, accidental death and dismemberment, long term
disability and the Health Spending Account plans is waived.
Life Insurance coverage will remain at $30,000.00
Accidental Death and Dismemberment coverage will remain at $30,000.00
Long Term Disability monthly benefit will be based on the Wawanesa Life Formula. The
premium for long term disability coverage will continue to be paid by the
employee.
Health Spending Account will be credited with the applicable annual benefit
dollars as noted above.
For purposes of greater clarity, Income protection credits under article 9 –
Sick Leave shall accumulate pro-rata to the hours actually worked;
Annual vacation entitlement under Article 8 – Annual Vacations shall be
earned pro-rata to the hours actually worked, and payment for statutory
holidays for non full time employees would be as outlined under Article 703
– Statutory Holidays
Notwithstanding the provisions of the Cardiology Technician salary scale
contained in Schedule “A” of the Collective Agreement for the period
January 1, 2017 to December 31, 2019, it is understood and agreed that
Ms. Gleceria Cabusas will be paid the hourly rates as follows:
Effective December 26, 2016 – $19.16 per hour
Effective December 25, 2017 – $19.54 per hour
Effective December 24, 2018 – $19.93 per hour
Notwithstanding the provisions of the Cardiology Technologist salary
scale contained in Schedule “A” of the Collective Agreement for the period
January 1, 2017 to December 31, 2019, it is understood and agreed that
Ms. Caridad Gutierrez will be paid the hourly rates as follows:
Effective December 26, 2016 – $30.55 per hour
Effective December 25, 2017- $31.16 per hour
Effective December 24, 2018- $31.78 per hour
After applying for the full time (80 hrs bi-weekly) position and prior to being
employed on October 4, 2010, Ms Gutierrez requested she be allowed to
work approximately 74 hours bi-weekly, as opposed to the full time 80
hours bi-weekly.
The clinic agreed to accommodate this request, and notwithstanding the
provisions contained elsewhere in this agreement and memorandums of
understanding, the Clinic also agreed to waive the full time eligibility
requirement provisions relating to the following employee benefit plans:
On Monday June 3, 2013 Ms Gutierrez submitted a letter to the Clinic
requesting she be allowed to work 70 hours bi-weekly (35 hours per week)
effective that date.
The Clinic agreed to accommodate this request and notwithstanding the
provisions contained elsewhere in this agreement and memorandums of
understanding, the Clinic also agreed to continue to waive the full time
eligibility requirement provisions relating to the following employee benefit
plans:
For purposes of greater clarity, the “waiting period” requirement eligibility
provisions remain in effect for the above listed employee benefit plans, but,
as stated above, the full time eligibility requirement provisions are waived
for Ms Gutierrez.
In addition, Ms Gutierrez will be eligible to join the clinic employee pension
plan after one year of employment,
For the specific purpose only of eligibility for payment of professional and/or
license fees, as outlined in Article 1601 – Miscellaneous, Ms Gutierrez shall
be regarded as a full time cardiology technologist.
For purposes of greater clarity, income protection credits under Article 9 –
Sick leave shall accumulate pro-rata to the hours actually worked; Annual
Vacation entitlement under Article 8 – Annual Vacations shall be earned
pro-rata to the hours actually worked, and payment for Statutory holidays
as a non full time employee would be as outlined under Article 703 –
Statutory Holidays.
Date _______ Date _______
_______________ _______________
_______________ _______________
_______________ _______________
For the Clinic For the Association
MEMORANDUM OF UNDERSTANDING #3
BETWEEN:
Manitoba Clinic,
(hereinafter referred to as “Clinic”)
– and –
Manitoba Association of Health Care Professionals,
(hereinafter referred to “Association”)
1) Notwithstanding the provisions of the Cardiology Technician salary scale contained in Schedule “A” of the Collective Agreement for the period January 6, 2020 to December 30, 2022, it is understood and agreed that Ms. Gleceria Cabusas will be paid the hourly rates as follows:
Effective January 6, 2020 – $20.23 per hour
Effective January 2, 2021 – hourly increases to match non-unionized staff. Such increases shall not be less than 1.75%.
Effective January 1, 2022 – hourly increases to match non-unionized staff. Such increases shall not be less than 1.75%.
2) Notwithstanding the provisions of the Cardiology Technologist salary scale contained in Schedule “A” of the Collective Agreement for the period January 6, 2020 to December 30, 2022, it is understood and agreed that Ms. Caridad Gutierrez will be paid the hourly rates as follows(this rate includes the $2.00 per hour Charge Technologist benefit listed in Article 404):
Effective January 6, 2020 – $32.26 per hour
Effective January 2, 2021 – hourly increases to match non-unionized staff. Such increases shall not be less than 1.75%.
Effective January 1, 2022 – hourly increases to match non-unionized staff. Such increases shall not be less than 1.75%.
3) In the event that a full time employee is granted an extended leave of absence greater than 4 weeks, and the Clinic desires to hire a temporary/term employee, the parties agree that they shall meet to negotiate the terms of the temporary/term employee’s position – these terms may include but are not limited to: the length of term, allowable benefits and wages.
4) Any former full time employee of the Clinic who resigns or retires and assumes casual status employment shall not be paid less than the hourly rate earned immediately prior to their resignation or retirement.
5) In the event the Clinic needs to replace any full time incumbents or hire any additional permanent part time or full time employees, it is agreed that the parties will meet to codify the wage rates of the individual(s) as an addendum to this Memorandum of Understanding. In addition, the Clinic shall not hire any permanent employees for an hourly rate less than the agreed to scales in Schedule “A”.
APPENDIX “A”
January 27, 2004
Manitoba Clinic
Employee Group Insurance Summary
Life Insurance
Accidental Death and Dismemberment
Long Term Disability (if implemented)
Long Term Disability – Benefit Description
Should you become Totally Disabled while covered for this benefit, you will
receive a tax-free monthly benefit of $1,000. This benefit, payable monthly
in arrears, will commence after 120 days of Total Disability (the first 120
days are insured through the Federal Employment Insurance (“E.I.”)
Program. You are considered Totally Disabled if, during the first 120 days
and the following 24 months, you are unable to perform each and every
function of your regular employment. Thereafter you must be prevented
from performing any remunerated function or work for which you may
become fitted by training, education or experience.
The benefit payments will continue while you remain Totally Disabled and
are receiving appropriate medical care, until the earlier of when you recover
or attain age 65. During the time you are receiving benefit payments, you
will not be required to make monthly premium payments. In addition, any
CPP benefits that you qualify to receive as a result of your disability will be
over and above your $1,000 monthly benefit under this plan.
MANITOBA CLINIC EMPLOYEE HEALTH SPENDING ACCOUNT
The Manitoba Clinic Employee Health Spending Account will provide you
with a tax-free way to pay for your medical and dental expenses (see the
attached list of eligible expenses).
On January 1 of each year your personal Health Spending Account will be
credited with $300 benefit dollars. You will not be taxed on this $300.
These benefit dollars can be used to pay for any eligible expense for
yourself, your spouse, or your dependents.
All employees who have completed one year of continuous full-time
employment will be enrolled in this HSA plan.
Expenses (maximum of $300 in the calendar year) can be claimed twice
per year (July and January) for expenses incurred during the previous 6
months. Your claim can be submitted to Manitoba Blue Cross along with
your receipts and a completed Health Spending Account Claim Form.
Twice per year Manitoba Blue Cross will send you a statement of your
Health Spending Account activity. This report provides an updated status
of your unused credits, claims in process and claims paid.
Eligible Health Spending Account Expenses
Employees and their dependents can be reimbursed for health-related
expenses not covered by provincial healthcare (including medical, vision,
and dental expenses). In general, any health-related “medical expense”
allowed for under Section 118.2(2) of the Income Tax Act is eligible for
reimbursement.
If you are covered under your spouse’s medical and/or dental plan, this
HSA will pay for any eligible expenses that are not paid for by the spousal
plan. For example, if your spousal plan covers 80% of basic dental
services, you can submit the unpaid balance of 20% to this HSA plan for
reimbursement.
The following list of practitioners and related expenses can be reimbursed
by this HSA plan. This list is not intended to be all-inclusive, but it does
illustrate many of the expenses that are eligible for reimbursement.
Eligible Expenses
a.) Practitioners
b.) Dental Expenses
c.) Facilities
d.) Devices and Supplies
e.) Other