Tentative Agreement between ATU and City of Ottawa

Your bargaining team unanimously recommends that the membership vote in favour of this tentative agreement. At a time when other municipal workers such as those in Toronto are being forced to accept contracts with wage freezes and claw backs, ATU and the City have been able to negotiate an agreement that is fair to everyone. Once it's ratified, this agreement will improve wages, working conditions and job security for all of ATU 279's members.

Highlights of the Deal lnclude

Wage lncreases
The agreement provides increases to the wage rates in each and every year of the 4 year contract and these increases are fully retroactive back to April 1 ,2012.

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2012 2014

2% wage -2% wage

increase . increase .

2013 - 2% wage increase 2A15 -2.25% wage increase

Improvements to Sick Leave Major improvements were made to the sick leave plan that will ensure that members are no longer punished for being ill and are paid the benefits they are entitled to. These changes include:

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You will be able to take up to 6 uncertified sick days annually and you get to pick what days are counted as being uncertified Unused days can be banked from one year to another year to a maximum of 12 days at any point You will no longer be punished for the misfortune of being sick more than 6 days two years in a row as the need to bring in medical certificates for every absence in the following two years has been removed When temporarily accommodated in a higher paying position during sick leave you will get the benefit of the higher rate of pay

lmprovements to Uniforms and Work Clothing

Despite having been put on notice by the City that existing clothing practices were going to be discontinued, ATU was able to achieve better, more comfortable clothing for everyone including:

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Golf shirts for operators to wear during the summer months New winter clothing every 2 years for those equipment branch members who regularly work outside An increase in the annual clothing allowance purchasing card to $450 30 extra uniform points for those employees assigned to acting positions Prescription safety glasses for those equipment branch members that need them Flashlights for operators and messengers

lmprovements to Job Security

Where other municipal unions have had to accept claw backs to job security language in order to get a contract, ATU was able to improve protections against contracting out:

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A working group will be established to review how more work can be done internally using ATU members The City executed the "fresh start" settlement that resolved a large number of contracting out grievances while providing clear rules for what information the Union must be given about future contracts and how much time we will have to show how we can do the job better and cheaPer Employees can remain on layoff with recall rights for up to 36 months instead of the

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Reopening of Merivale Garage

The City and the Union have agreed to work towards reversing the closure of Merivale garage in time for the fall2012 booking and bring bodymen back to Pinecrest garage:

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6 hoists on all three shifts should be brought back into service at Merivale 2 body shop positions in the West end will be restored Body technicians from Belfast will be moved to Pinecrest

mprovements to O perator Scheduling

The new GM recognized that there are many problems with the current operator schedules and has pledged to work with the Union to change things.

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suggestions to better balance the needs of the service against quality of work (and life) for our members permission absences increase from 3 to 4 days annually

a joint working group will be created within 2 weeks of ratification to develop

lmprovements to Equipment Scheduling

No longer will acting supervisors and job planners be forced to work relief shifts outside of their normal working hours. Shifts will only be mandatory if they fall within the member's normal working hours No more last minute notice of having to work on a stat holiday - employees will be told at least a month in advance whether they have to work or not

lmprovements to Light RailWages and Scheduling ln recognition of the skills and additional training required of light rail operators, ATU was able to improve both the wages and scheduling for these members:

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The premium for light rail operators will increase to $2 When mentoring trainee operators, members will receive a $1 premium

When the train is shut down for maintenance, members will receive the light rail rate of pay for operating a bus

Improvements for Fare lnspectors Better rules were negotiated and put into the collective agreement for the first time relating to both shift scheduling and overtime:

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Every shift will have both weekends off and TFEO's can now choose between a 5 day week at B hours or a 4 day week at 10 hours Unexpected overtime must be given out by seniority amongst those on shift with a minimum of 2 hours pay Stat holidays will have a special booking TFEO's can book up to 4 weeks of prime vacation instead of the current 3 weeks

lmprovements for Dispatchers and Booking Clerks All trained dispatchers and acting dispatchers will be paid the #1 rate The premium for working as a booking clerk is improved by 50 cents Job security for Booking Clerk's when electronic booking commences.

Changes and lmprovements to Benefits Spouses of members working beyond 65 will get drug and life insurance Smoking cessation aids will now be covered by the benefit plan Long Term disability stays in the trust but will be self funded by the City Unless your doctor orders otherwise, generic drugs will be required

Minor lmprovements There were also many smaller improvements made including:

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The positions of Tow Truck Operator and Messenger helper have been bumped up Relief Service Supervisor pay will be improved plus a $1.60 hourly premium

What the City Didn't Get There were a number of changes that the City had tabled that the Union fought against and succeeded in getting the City to withdraw:

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Retired operators working part time and temporary Facilities Maintenance staff Changes to the minimum daily guarantee for operators An end to mechanic's tool allowance A longer probation period for new employees

THIS IS A GOOD AND FAIR CONTRACT. VOTE YES ON APRIL

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