Common use of Cost of Implementation Clause in Contracts

Cost of Implementation. The parties agree that the effective date of this new job classification system shall be August 1, 2003. For the purpose of adjusting the wage of those employees, who are eligible for a wage adjustment, as provided by the new classification system, the GTAA will allocate the following amounts: August 1, 2003 to July 31, 2004 $100,000 August 1, 2004 to July 31, 2005 $125,000 August 1, 2005 to July 31, 2006 $150,000 August 1, 2006 to July 31, 2007 $30,000 August 1, 2007 to July 31, 2008 $30,000 August 1, 2008 to July 31, 2009 $30,000 August 1, 2009 to July 31, 2010 $35,000 The formula for calculating adjustments will be as follows: • where the positions are found to be overvalued as a result of the new wage classification system, the incumbent of those positions will not receive any further wage increases until such time they reach their equivalent wage on the newly assigned wages and salary rates. • a salaried employee whose new classification carries a maximum rate of pay which is higher than his or her previous maximum shall have his or her salary adjusted upward to the increment which is nearest to but not less than his or her current rate of pay; • an hourly employee who is reclassified to a higher hourly paid position shall be paid the hourly rate prescribed for the position. The distribution of the above maximum total annual adjustments will be allocated on a pro-rata basis in relation to the job rate gap. The third party’s jurisdiction shall be restricted to this Memorandum of Understanding. All time limits referred to herein may be adjusted by mutual agreement. The parties agree that the application of this memorandum is only relevant and only pertains to employees who filed appeals under Section 7 of this Memorandum and who are currently working in the jobs in which they were working when the appeals were filed. With the exception of the foregoing all the provisions of this Memorandum shall be deemed to have been exhausted.

Cost of Implementation. The parties agree that the effective date of this new job classification system shall be August 1, 2003. For the purpose of adjusting the wage of those employees, who are eligible for a wage adjustment, as provided by the new classification system, the GTAA will allocate the following amounts: Year Maximum Total Adjustment per Year August 1, 2003 to July 31, 2004 $(100,000 August 1, 2004 to July 31, 2005 $(125,000 August 1, 2005 to July 31, 2006 $(150,000 August 1, 2006 to July 31, 2007 $(30,000 August 1, 2007 to July 31, 2008 $(30,000 August 1, 2008 to July 31, 2009 $(30,000 August 1, 2009 to July 31, 2010 $(35,000 The formula for calculating adjustments will be as follows: • where the positions are found to be overvalued as a result of the new wage classification system, the incumbent of those positions will not receive any further wage increases until such time they reach their equivalent wage on the newly assigned wages and salary rates. • a salaried employee whose new classification carries a maximum rate of pay which is higher than his or her their previous maximum shall have his or her their salary adjusted upward to the increment which is nearest to but not less than his or her their current rate of pay; • an hourly employee who is reclassified to a higher hourly paid position shall be paid the hourly rate prescribed for the position. The distribution of the above maximum total annual adjustments will be allocated on a pro-rata basis in relation to the job rate gap. The third party’s jurisdiction shall be restricted to this Memorandum of Understanding. All time limits referred to herein may be adjusted by mutual agreement. The parties agree that the application of this memorandum is only relevant and only pertains to employees who filed appeals under Section 7 of this Memorandum and who are currently working in the jobs in which they were working when the appeals were filed. With the exception of the foregoing all the provisions of this Memorandum shall be deemed to have been exhausted. (1) The parties agree to the Job Evaluation Plan (“the Job Evaluation Plan”), as developed and implemented in June 2005 by the joint committee of the Employer, the predecessor bargaining agent and Deloitte & Touche, and this applies to all jobs in the bargaining unit. (2) The parties agree that the aforementioned Job Evaluation Plan is gender neutral, and complies with Section 11 of the Canadian Human Rights Act (the Act). (3) The parties agree that those positions migrating from the #0005 and #2002 bargaining units, as well as the previously excluded positions from the bargaining unit will be matched to a comparable position and slotted accordingly on the appropriate band and step. (4) The parties agree that in the event any migrating position does not find a comparable position in the “Job Evaluation Plan”, it will be evaluated in accordance with the “Job Evaluation Plan” and slotted accordingly in the appropriate band and step. (5) The parties agree that the position holder(s) of the migrating positions, with the exception of the benchmark positions, and positions which have a comparable position which has been evaluated previously under the “Job Evaluation Plan”, may file a classification appeal if they disagree with the results of the position evaluation. They may file a classification appeal within twenty-five (25) working days, outlining in writing the reason(s) for the appeal. Appeals will be directed to the Employer for consideration. The Employer shall consider and decide the matter within forty (40) working days following receipt of the appeal. The Employer shall have the authority to call witnesses and to consider all relevant documentation in rendering its decision. (6) The parties agree that if the appeal is not resolved, it will then be directed to a third party acceptable to the parties. The third party will have the authority to review and issue a decision in accordance with the arbitration provisions of the Collective Agreement. The third party’s jurisdiction shall be restricted to this Memorandum of Understanding as well as to the “Job Evaluation Plan” and Memorandum of Understanding signed between the Employer and predecessor bargaining agent on July 25, 2007, copies of which will become addenda to this Appendix “F”. The third party will have appropriate expertise in the field of job classification and evaluation system. The parties shall share the costs of the third party equally. (7) The parties agree that if the position of a migrating employee is slotted in a band and step which provides for a lower rate of pay, their pay rate and position will be frozen and they will continue to be paid at their current pay rate. However, they will receive bi-weekly lump sum payments equivalent to the general economic increases. Such lump sum payments shall be subject to applicable taxes and shall not be included in the calculation of health benefits or pension contributions. The employee shall be rate protected until their classification’s maximum exceeds their rate of pay. All time limits referred to herein may be adjusted by mutual agreement. 131 130 Collective Agreement | GTAA Unifor Local 2002 133 132 Collective Agreement | GTAA Unifor Local 2002 (1) The Employer will establish a Job Evaluation Committee (JEC) composed of at least three (3) representatives from Human Resources. The JEC will not include a Business Partner responsible for the client group of the disputed position. (2) The Committee will be responsible for only considering requests where the Union alleges that there has been a significant change in a position since its latest rating or appeal, if any, which is sufficient to move the position to a higher band level. (3) The Union may initiate a position review by submitting a request in writing to the Committee. The Union’s request will be accompanied by a written brief setting out the reasons why the Union maintains the position should be moved to a higher band level. The Union will provide the Committee with copies of all documents upon which the Union intends to rely. (4) The Committee will meet with the Union and the affected employee (or one employee from an affected group) to review the request and receive any supporting submission. JEC Committee meetings for this purpose will be scheduled for one half (1/2) day every two months. The Union Representative will not be from the classification which is the subject of the review. (5) The Committee will provide the Union with its determination in writing as to whether a significant change which is sufficient to move the position to a higher band level has occurred. The Committee’s determination will be made in accordance with the principles of the Job Evaluation Plan and will include its decision and rationale. Under no circumstance will the response be later than the next scheduled JEC meeting. (6) Benchmark positions can be included in this Appendix, however, if a different rating to a benchmark position occurs, the original rating and job description will still serve as the official benchmark to the job evaluation plan. The Employer and the Union agree as follows: (1) A seasonal employee shall be paid for overtime except where, the employee elects for the overtime to be compensated by leave with pay. The duration of such leave shall be equal to the overtime worked multiplied by the applicable overtime rate. Payment of such leave shall be at the seasonal employee’s regular straight-time rate of pay in effect on the date immediately prior to the date on which the leave is taken. (2) All unused compensatory or lieu time will be paid out at the end of the winter season. If a seasonal employees’ contract is extended beyond the winter season, the employee may elect to maintain the hours in the bank until the end of the extended contract or July 31st, whichever comes first. At this time all banked time will be paid out. (3) The GTAA will allow a seasonal employee to accumulate and carry over to the next calendar year a maximum of two and one half (2 ½) weeks of vacation leave. OVERVIEW (A) The parties recognize that the constructive resolution of differences related to the interpretation, application, administration or alleged contravention of the Collective Agreement is to their advantage and to the benefit of the bargaining unit. The mediation/arbitration procedure is intended to afford both parties the opportunity to represent their interests and obtain prompt and practical results. Both parties agree that effective dispute resolution has the potential to not only strengthen the relationship between the Company and the Union, but also to contribute to employee satisfaction, productivity and safety in the workplace. (B) MEDIATION - ARBITRATION PROCESS Subject to a party’s election under Article 13:12, grievances not resolved at Stage 2 of the grievance procedure will be resolved in the following Mediation - Arbitration process: