Part VIII: Salary

(b)

A 3.0% increase in the CPI for Ontario (All items - 1992 = 100) over that published in March 2010 (i.e. the index for February 2010) will activate the Escalator Clause.

For the fourth year:

A 2.5% increase in the CPI for Ontario (All items - 1992 = 100) over that published in March 2011 (i.e. the index for February 2011) will activate the Escalator Clause.

For the fifth year:

A 2.5% increase in the CPI for Ontario (All items - 1992 = 100) over that published in March 2012 (i.e. the index for February 2012) will activate the Esclator Clause.

For a full one percent increase in the CPI beyond the activation point in an applicable year, all Wage and Salary Schedules will be adjusted at the end of the applicable year by an amount which increases rates in effect at that time by one percent. Concurrent with this increase, a new activation point will be established at a level one percent above the previous activation point.

Any adjustment in the Wage and Salary Schedules necessitated by a change in the CPI, shall be effective at the end of the applicable year. A lump sum payment for months one percent above the activation point will be made retroactive to the first payroll period of the fiscal month following the publication of the CPI which activated the payment. The payment will be made in the form of a lump sum effective on March 31st of the applicable year.

All escalator Clause increases will be applied in accordance with the current Methods of calculating.

all "new graduates" i.e. employees hired for Management and Professional (M&P) or Field Management and Professional (FM&P) work, when they have less than the following applicable experience requirements after Bachelor graduation.

A trainee's progression may be withheld due to unsatisfactory performance. In such cases the employee's performance will be reviewed at the next progression date and, if performance has been satisfactory, the employee will progress to the next level. If progression must be withheld due to unsatisfactory performance for two consecutive progression periods, there may be cause for termination. If the employee's performance is satisfactory for one year following the withholding of a progression step the employee will be awarded a two-step increase, thus restoring his/her original progression pattern.

An absence greater than one month due to illness, pregnancy, parental leave, etc. may result in an extension of a step in the progression process. The original progression dates may be reinstated if satisfactory progress can be shown to have been made during an extension period.

Eligibility for other  benefits and allowances which apply to regular staff will be granted to trainees when they are granted regular employee status.

• Plan A (revised January, 1988), used to classify all M&P jobs;
  
  
• Plan A Job Evaluation Manual - delete the phrase"Once exclusion from CUPE Local 1000 has been confirmed" on page 3.
  
  
• Field Management and Professional Job Evaluation Plan (revised July, 1988), used to classify all FM&P jobs;
  
  
• Trades Management Supervisors Job Evaluation Manual (April, 1986), used to classify all TMS jobs;
  
  
• TMS Job Evaluation Manual - delete criteria"(a) qualify for exclusion from union jurisdiction" on page 2.
  
  
• Hay Plan (July, 1990), used to classify all Nursing jobs.

ii.   80% - 88% in 4% steps

iii.  88% to 100% in 3% steps

October 1 will become the "anniversary date" for employees except as follows:

i.  For employees who are appointed to a different position or persons hired into Society-represented positions subsequent to the implementation date, their anniversary date will become the date of appointment to this new position.

• based on a developmental plan to an end position;
  
  
• based on the expectation that normally employees in PIP jobs will reach the end position;
  
  
• a sunset clause;
  
  
• joint Society-Management agreement on promotion criteria consistent with the PIP;
  
  
• promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual's performance standing, then the promotion should be implemented;
  
  
• targeted to have sufficient staff in the higher level positions for unit viability;
  
  
• specification of the normal expected time period an employee should take to progress through the various stages of the PIP;
  
  
• provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame.