Part XIII: Working Conditions

• within the same Unit of Application;
  
  
• where the regular employees are qualified to perform the work and are able to perform the job within a reasonable period of time given the length of the assignment;
  
  
• where the work is normally performed by Society-represented employees.

• the majority of the core functions/key accountabilities are the same;⁵
• unchanged location;
• unchanged hours of work;
• unchanged salary grade or where the salary grade increases as a result of the prospective addition of duties/accountabilities pursuant to Clause 66.3.1.c.
  
  ⁵  The operational meaning as determined by the JRPT in adverse impact situations

• There is a change of employer for employees; and/or
  
  
• The employment continuity of employees is adversely impacted; and/or
  
  
• Positions with incumbents are transferred within/between subsidiary companies, relocated or significantly changed (e.g., a change to job duties and/or skills/qualifications and/or rate as covered in the job document) but where no adverse impact results.

• A work unit or function is split within or between subsidiary companies; and/or
• Relocations are required involving positions with the same classification with more than one regular work headquarters; and/or
• Where there are a different number of incumbents than positions for which incumbency rights can be exercised; and/or
• Multiple qualified candidates for a lateral placement.

• All employees shall be allocated;
• Employees shall "follow their work";
• The placement of employees shall be reasonable within the meaning of Subsection 64.11.3. Employees who refuse to accept their placement offer shall be deemed to have voluntarily terminated employment with Hydro One without severance.

• The size of the unit will be sufficiently large to provide a fair means for identifying the surplus employee(s).
  
  
• The size of the unit will be sufficiently small to minimize the disruption to both the employee and the work to be done.

• The cause of the surplus.
  
  
• A reference to this Article.
  
  
• The expected expiration date of the "vacancy transition phase".
  
  
• The right to Hydro One wide priority consideration for vacancies in accordance with Subsection 65.6.3 if the employee elects to remain for the "vacancy transition phase" or elects to receive his/her severance payment in weekly instalments to a maximum of one year.
  
  
• An election form that the employee is required to fill out and return within three (3) working days indicating whether or not he/she wishes to remain for the "vacancy transition phase" or to terminate immediately.
  
  
• The total monetary value of the payment in lieu of notice and severance entitlements.
  
  
• The anticipated date the employee will vacate his/her position.

• Pay should reflect hours worked.
  
  
• Pay should reflect the job performed.

• no less than a 24 week basic payment in lieu of notice entitlement;
  
  plus
• service-based payment in lieu of notice entitlement equal to the sum of:
  
  
  • two (2) weeks per year of service for the first five years of service, and
    
    
  • one (1) week per year of service for service greater than five years, and
    
    
  • employees with relevant previous experience will receive additional service-based job search credits based upon their highest salary grade within one year of hiring in accordance with the following:
    
    

    Salary Grade Hired Into	Credit
    MP1/FMP11/MS1-2/	2 weeks
    MP2/FMP12/TMS3/	4 weeks
    MP3/FMP13/TMS4/	6 weeks
    MP4/FMP14/TMS5/	8 weeks
    MP5/FMP15/OSS12/	10 weeks
    MP6/FMP16/	12 weeks

  
  
• For reduced hours employees, the service-based payment in lieu of notice entitlement will be calculated as if all service had been worked full-time.
  
  The total payment in lieu of notice entitlement will not exceed 60 weeks.

Reclassification as a result of (c) above will be considered as a promotion. However, at the next performance appraisal the employee will be eligible to be placed in the same step as before the reclassification.

In circumstances (a), (b) or (c), it is normally expected that employees who are "green-circled" as a result of the implementation of the new salary progression plan and whose "green-circled" rate is above Step 9 of the rate of the reclassified job will receive a salary increase, to a maximum of 3%, upon reclassification.

An employee will receive a salary increase after five (5) consecutive days when temporarily relieving in a higher-rated position or after 10 cumulative working days. Where such increases occur, they will be paid retroactive to the first day of relief. The amount of increase should reflect the increase in job demands and responsibilities.

Employees who are "green-circled" as a result of the implementation of the new salary progression plan and whose "green-circled" rate is above Step 9 of the rate of the relief position will receive a salary increase, upon meeting the conditions outlined above, to a maximum of 3%.

For voluntary demotions, the employee will take the rate of the lower-rated position except as follows.

Where employee involuntarily demoted pursuant to Article 64, "red-circling" (i.e. the freezing of the employee's base salary dollars) will continue until employee's new pay rate exceeds the frozen level, regardless of the number of appointments.

• Hydro One commits to use regular staff for most core work;
• External resources will be primarily used for work such as supplementing peaks, responding to new business opportunities, low value work, non-recurring work etc.;
• Hydro One commits to enhancing and maintaining skill level of staff;
• As soon as possible and in any event no later than early in the calendar year each direct report to the President will review and discuss the staffing strategy with the Society Hydro One Local Vice-President for the purpose of trying to reach a common understanding with respect to the strategy. If a common understanding cannot be reached, management will make the final decision;
• Each direct report to the President will provide to the Society at the end of the calendar year a list of contracts let during the year including total contract dollars;
• No employee will be laid off as a direct result of contracting out.

• for 35 hour/week staff - Monday through Friday, 7 hours per day and
  
  
• for 37.5 hour/week staff - Monday through Thursday, 8 hours/day and 5.5 hours on Friday and
  
  
• for 40 hour/week staff - 8 hours per day, Monday through Friday.

• customer needs
• business needs
• maximum/minimum number of hours that can be worked daily
• overtime/premium provisions
• employee needs
• health and safety considerations
• legal and contractual considerations

• accumulated earnings, including overtime, must equal 35% of the Year's Maximum Pensionable Earnings (YMPE),
  
  and/or
  
  
• all accumulated hours, including overtime, must equal 700 (scheduled reduced) hours in each of the two previous calendar years.

• hours worked beyond the base full--time hours on a day (unless additional hours are part of the RHOW arrangement);
  
  
• hours worked beyond the base full-time hours in a week;
  
  
• hours worked on a Saturday, Sunday or statutory holiday that is not a normally scheduled day.

• Is working out of an office in his or her home;
• Does not normally have another office at Hydro One;
• Is not working at home on an occasional or casual basis.

• performance measures
• relevant terms and conditions (e.g. travel)
• training where appropriate
• sunset (with a minimum term)
• cancellation

• Safety boots/shoes - 50% of actual cost to a maximum of $75/pair;
• Electric Shock Resistant Footwear - 100% of actual cost to maximum of $150.00/pair, subject to an annual maximum of $250.00.

• the training course will create or maintain the employee's capability related to current job performance;
  
  
• the training course develops an employee's capability for a position identified in a succession, retraining, or redeployment plan.