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Table of Contents

LOU: Article 7 - Grievance Procedure (Jun 20, 1997)
LOU: Article 10 - Staff Reduction
LOU: Profit Sharing (Mar 8, 1993)
LOU: Short Term Disability (Jun 22,1993)
LOU: EFAP (Jul l5, 1993)
LOU: Weekend Premium (Sep 22, 1993)
LOU: Operator I and Trainee (Sep 30,1993)

Letter of Understanding: Article 7 - Grievance Procedure

Between:ISM INFORMATION SYSTEMS MANAGEMENT CORPORATION

And:COMMUNICATIONS, ENERGY AND PAPERWORKERS UNION OF CANADA
LOCAL 911

ARTICLE 7 - Grievances and Disputes

The Parties are agreed to revise the Grievance Procedure outlined in the Collective Bargaining Agreement as follows:

(1) Step 1 - will be heard according to the current practise;

(2) Step 2 - hearings will be held as follows:

(3) Step 3 - hearing will be held by the Location Executive; the Union may choose to communicate with the respective Vice President, however, it is agreed that such Vice President will be under no obligation to respond.

(4) Step 3A will be added as follows: If settlement is not reached at Step 3 the Grievance may be referred to the Arbitration procedure as outlined in the Collective Bargaining Agreement. The Union may also forward the Grievance and any other information (pertinent to the grievance) to the President and CEO of ISM Information Systems Management Corporation. It is clearly understood between the Parties that there is no obligation on the part of the President and CEO and/or the Vice President, Human Resources to take any action and/or to respond to any information sent to them as a result of this Step 3A.

(5) The current time limitations of the Collective Bargaining Agreement will be maintained.

(6) The position titles and Corporate groups reflect the current status of ISM Information Systems Management Corporation. If position titles and/or Corporate groups are revised, the parties agree that this agreement shall be revised to reflect such changes;

(7) The revisions outlined in this Letter of Understanding between the Parties will be in place on a trial basis effective immediately (and for Grievances currently in progress) and will continue until December 31, 1997 or such other time as may be mutually agreed between the Parties.

SIGNED THIS 20th DAY OF JUNE, 1997

For the Company: For the Union:
_______________________ _______________________
Gord Luciuk Gary Schoenfeldt
Site Executive President
 
_______________________ _______________________
Mike Wainwright         Chuck Hainsworth
Human Resources Operations Manager Chief Shop Steward

Letter of Understanding: Article. 10 Staff Reduction

ISM INFORMATION SYSTEMS MANAGEMENT CORPORATION

AND

COMMUNICATIONS, ENERGY AND
PAPERWORKERS UNION OF CANADA
LOCAL 911

ARTICLE 10 - STAFF REDUCTION

In the event that downsizing in a particular area becomes necessary, the Management and the Union will jointly consider redeployment into new or other areas, early retirement, voluntary severance, job sharing, and Layoff. Guidelines will be developed and maintained jointly through Dialogue 2000.

As it pertains to this article, Customers will be defined as external. Customer based positions will be those positions that the Customer plays a direct role in accepting the person delivering the service.

Article 10.1
As a result of a need for reduction in staff in any non-Customer based position, it is mutually agreed that the following notice periods will apply: 






                           Weeks

Years of Service    Notice Period

    0 - 1                    1

   >1 - 2                   2

   >2 - 3                   3



   >3 - 4                   4

   >4 - 5                   5

   >5 - 6                   7



   >6 - 7                   8

   >7 - 8                   9

   >8 - 9                  10



   >9 - 10                 11

   >10                      12

The Company and Union agree that before any reduction in staff takes place in these positions, Employees will be given the following options:

  1. An Employee may displace (bump) another Employee having less seniority in the same, equal, or lower classification providing he/she is qualified for the position; if bumping into a lower classification, the Employees current salary will be maintained for ninety (90) days from the first day of the notice period; at the end of ninety (90) days the Employees salary will move into the new rate.

    This option must be elected within seven (7) calendar days after the notice period has been given.

    Qualified is interpreted as meaning the individual meets Minimum Qualifications for the position.

    If, after a minimum familiarization period of two (2) weeks and not to exceed six (6) months in the new position, acquired through Article 10.01(i), it becomes apparent that the Employee will not be able to qualify, he/she will be terminated.

    OR

  2. An Employee may elect to take Layoff, retaining his/her seniority for a time period equal to seniority possessed or two (2) years, whichever is less. (A person on Layoff may only refuse equal or comparable work up to two (2) separate occasions, after which time Severance will be paid out immediately). At any time during layoff, the Employee can terminate the recall and request Severance. Following the date of layoff, an Employee who neither obtains nor accepts a position within a time period in 10.01(ii), shall be terminated and paid Severance per 10.03(i).

    OR

  3. Severance as per Article 10.03(i), (ii), (iii), and (iv).

Article 10.02
For Customer based positions as a result of a reduction in staff and/or an Employee being displaced due to skills and abilities not acceptable to a Customer, the Company and Union agree to four (4) months notice with one of the following options:

    The Employee may select Skills Enhancement at which time a committee would determine the training/learning requirements and objectives that the Employee would agree to. Following this training he/she would select two positions in which he/she would have skills and abilities to meet the job qualifications. (Resume is presented to the Customer for acceptance). If acceptable, the Employee moves to the Customer site. Anytime up to the point of the training/learning period, the Employee may voluntarily withdraw and be paid remaining notice period and Severance. If unacceptable, options in 10.02(iii) and 10.02(iv) will apply.

  1. Employees may displace (bump) another Employee having less seniority in the same, equal or lower classification. (He/she would select two (2) positions in which he/she would have skills and abilities to meet job qualifications. The Employees resume is presented to the Customer for acceptance). If acceptable, move to Customer site. If, after a minimum familiarization period appropriate to the position, with a minimum of two (2) weeks and not to exceed six (6) months in the new position, acquired through Article 10.02(ii), it becomes apparent that the Employee will not be able to qualify, he/she will be terminated. If unacceptable other options in 10.02(I), (iii), (iv) will apply.

  2. An Employee may elect to take layoff, retaining his/her seniority for a time period equal to seniority possessed or two (2) years, whichever is less. (A person on Layoff may only refuse equal or comparable work up to two (2) separate occasions, after which time Severance will be paid out immediately). At any time during Layoff, the Employee can terminate the recall and request Severance. Following the date of layoff, an Employee neither obtains nor accepts a position with a time period in 10.02(iii), shall be terminated and paid Severance per 10.03(i).

  3. Severance as per Article 10.03(i), (ii), (iii), and (iv).

Article 10.03
When the conditions introduced in 10.01 or 10.02 require separation of the Employee, Severance pay will be paid on the following basis.

    Service - Two (2) weeks pay for each year or portion of a years service that the Employee has with the Company, to a maximum of fifty-two (52) weeks, paid out at the regular rate of the last position occupied.

  1. Supplemental Severance - In addition, after an Employee has received his/her total Severance pay, if he/she has no alternate employment income, and has been actively seeking employment or is in full time attendance at an accredited school, he/she is eligible for supplemental severance based on years of service (see Supplemental Severance Schedule A).

  2. Outplacement Counseling - the Company will make the services of outplacement counseling available.

  3. Benefit coverage for Life Insurance, Accidental Death and Dismemberment, Dental (based on the Saskatchewan Provincial fee guide) and Extended Health care for the lesser of three (3) months or severance period for a maximum of $300.0O of premium.

Letter of Understanding: Profit Sharing Change (Mar 8, 1993)

MEMORANDUM OF AGREEMENT
Dated March 8, 1993

BETWEEN

ISM Information Systems Management Corporation
(Hereinafter referred to as ISM)

and

Association for Computer Technology,
Communications, Energy and Paperworkers Union, Local 911
(Hereinafter referred to as ACT)

This memorandum is to certify that on the above date, agreement was reached between the undersigned representatives of ISM and ACT.

Intent
Profit Sharing for in-scope employees was to begin October 1, 1992. However, from October 1, 1991 to September 30, 1992, in-scope employees were paid an average profit sharing percentage of 1.5 for a one-time earning bonus. For in-scope employees to be fairly paid out for Q4(92), recalculation of the earning bonus/profit sharing payout from October 1, 1991 until September 30, 1992 will have to take place. Recalculations per quarter will be done for in-scope employees, taking into account the averaged 1.5% earned bonus already paid.

Eligibility
Full-time, permanent employees who have completed one year of seniority. (includes partial leave employees).

Guidelines
  • Paid quarterLy
  • Based on year-to-date results
  • Region and company payments calculated separately
  • Payments pro-rated on transfer, leave of absence, disability, retirement or death
  • Not paid if employee terminated prior to end of quarter
  • Not considered salary
  • Not automatically re-earnable
  • Not included in calculations for pension or termination settlements

Calculations
A $40,000 salaried employee was paid a $600 earning bonus from October, 1991 until September 30, 1992. This was based on an average 1.5% profit sharing total. The profit sharing recalculation based on a $40,000 salaried employee broken down quarterly: 


             Q1 (92)    Q2 (92)    Q3 (92)    Q4 (92)

             --------  --------  ---------  ----------

Corporate    1%  $100  0%  $  0  0%  $  0   0%    $  0

Regional     1%  $100  1%  $100  1%  $100   1.5%  $300



$40,000 X 1.5% - (Q3, Q2, Q1 Regional payouts) = Q4 payouts





ACCEPTED BY ISM Information          ACCEPTED BY Association for

Systems Management Corporation       Computer Technology

on March 8, 1993                     on March 8, 1993





---------------------                ------------------------

Gerald Fiske                         Philip Gray

Letter of Understanding: Short Term Disability (Jun 22, 1993)

LETTER OF UNDERSTANDING

BETWEEN

ISM Information Systems Management Corporation
(Hereinafter referred to as ISM)

and

Association for Computer Technology,
Communications, Energy and Paperworkers Union, Local 911
(Hereinafter referred to as ACT)

This is an amendment to Article 14.02 regarding guidelines for Short Term Disability, ISM and ACT agree to the following:

  • Recurring disabilities will be treated as a continuation of the same disability if the occurence of disability is separated by a return to work of less than two weeks (however, the qualifying period will be extended by the number of days worked).

  • Full benefits are reinstated on return to active employment in the case of a new disability.

  • The payment of benefits can only cease on the date of layoff or separation when the disability started within the two months preceding this date and that notice of layoff or separation was given prior to the beginning of the disability. In all other situations relating to layoff or separation, benefits must be paid for the lesser of the duration of the disability or fifteen (15) weeks.

Dated this 22nd day of June, 1993 



ACCEPTED BY ISM Information          ACCEPTED BY Association

Systems Management Corporation:      for Computer Technology:





---------------------                ------------------------

Gerald Fiske                         Philip Gray

Vice President & General Manager     President, ACT

Saskatchewan Region

LETTER OF AGREEMENT: EFAP

Letter of Agreement

Information Systems Management Saskatchewan Region (ISM) and the ASSOCIATION FOR COMPUTER TECHNOLOGY (ACT) recognize that the pressures of today's society may result in individuals experiencing personal, family, social and health problems. As these problems could adversely affect the quality of a person's well-being, home life, as well as job performance, both ISM and ACT wish to foster and maintain an attitude of support toward employees and to offer assistance.

  1. The primary purpose of the program is to assist employees who are experiencing personal problems which could affect their well-being, home life and/or job performance.

  2. The program is entirely voluntary. The decision to accept or reject referral for assistance is the personal responsibility of the employee.

  3. No employee will have either job security or promotional opportunities jeopardized by a request for assistance or referral to any helping source .

  4. Confidentiality of records and discussions and a respect for privacy of the individual will be strictly maintained.

  5. The program is also available to an employee's immediate family if they should so desire on a voluntary and confidential basis.

  6. The program does not constitute a waiver of the Company's right to manage or the union's right to grieve as contained in the collective agreement.

On behalf of ISM and the ACT, we, the undersigned, do support and approve the Employee and Family Assistance Program (EFAP). We are proud to have been able to cooperatively develop this Program for our employees and their families.

Dated this 15th day of July, 1993 



Signed on behalf of                  Signed on behalf of

Information Systems Management       Association for Computer

Saskatchewan Region (ISM):           Technology (ACT):





---------------------                ------------------------

Gerald Fiske                         Philip Gray

Vice President & General Manager     President, ACT

Saskatchewan Region

Letter of Understanding: Weekend Premium.

Letter of Agreement

LETTER OF UNDERSTANDING

BETWEEN

ISM Information Systems Management Corporation

and

Association for Computer Technology,
Communications, Energy and Paperworkers Union, Local 911

In recognition of the need for 37.5 hour employees to work on Saturday and/or Sunday to staff the Help Desk at One Research Drive, ISM and CEP agree to the following to be included in Article 21.02 of the collective agreement:

Effective October 1, 1993, an additional $17.50 per scheduled day will be paid as weekend shift premium for Operators who work the Help Desk on any weekend. There will be no weekend shift premium on overtime or statutory holidays. Weekend shifts on the Help Desk are Saturday and Sunday for 8.3 hours per day. 



ACCEPTED BY ISM Information          ACCEPTED BY Association for

Systems Management Corporation       Computer Technology

on September 22, 1993                on September 22, 1993





---------------------                ------------------------

Gerald Fiske                         Philip Gray

Letter of Understanding: LOU Operator I and Trainee

LETTER OF UNDERSTANDING

BETWEEN

ISM INFORMATION SYSTEMS
MANAGEMENT CORPORATION

AND

COMMUNICATIONS
ENERGY AND PAPERWORKERS UNION OF CANADA
LOCAL 911

Effective October 1, 1993 the classifications of COM Operator I, EDP Operator, Computer Operator Trainee, Mail Machine Operator I and Mail Machine Operator II have been eliminated.

The classificatiom of Operator I and Operator Trainee will replace the eliminated classifications. Staff currently in the eliminated classification will be classified as Operator 1. The salary ranges will be as follows, effective October 1, 1993 




Operator I

----------

 $1804  $1888  $1972  $2056  $2140  $2224  $2306





Operator Trainee

----------------

 $1515  $1570  $1625  $1679  $1734  $1789  $1844

Dated this 30th day of Sept, 1993 







---------------------                ------------------------

(signed) Gerald Fiske                (signed) Philip Gray

Vice President & General             President, CEP Local 911

Manager, Saskatchewan Region