OPSEU LOCAL 245 – Tentative Agreement 2008
- Three year deal
- Wage increase of 3, 3, 3
- $425 Special Allowance introduced for anyone that has over 6 months service, paid the last cheque before December 1st this year, and then the last cheque before September 1st every year after
- Special Allowance for those over 10 years service increase to $825 per year, paid on the last cheque before Sept.1. This year the extra $425 will be paid on the last cheque before December 1st.
On average the introduction and the increase of the special allowance works out to a .86% increase, add that with the percentage increase and that equals an average 3.86% increase in the first year. This increase is the highest increase that we have seen in pure wages (not using the wage grids) since 1990.
- The Wages and Benefits Comparison letter is no longer in the offer.
- The introduction of an Initiatives/Opportunities letter of Understanding, Fixed Term positions. The difference between the Fixed Term positions management wanted and what we agreed to is as follows:
- All of these positions must be brought to the Local before introduction, the College must tell us the rationale behind why such position is needed
- These positions cannot extend past 24 months unless extended by the Local
- These positions must be posted, and consideration must be given to internal applicants first (this provides for Professional development opportunities)
- An appendix D employee must fill any vacancy that has been created if a full time employee is the successful candidate
Internal employees that have been selected for these positions will have the right to return back to their former position, once the term is over
- All employees under this will receive all rights and entitlements under the Collective Agreement except for bumping rights
- The introduction of Family Day
- Increases to shift premiums
- Increase in Dental coverage
- Increase in Spousal and Dependent Insurance
- Increase in Vision Care
- Increase in Safety Footwear
- Renewal of the Contracting out letter
- A commitment to look at Tuition Re-imbursement policies across all Colleges
- The introduction of historical Bullying/Psychological Harassment language (the first of it’s kind in the public service in Ontario, and we believe it is the first of it’s kind in the province.)
