33.01

Where an employee of a police service is hired by the OPP and the police service from which the employee is hired amalgamates with the OPP anytime within five (5) years from the date of hire, the OPP will recognize prior full-time unbroken service with the amalgamating police organization for the purposes of vacation and continuous service. For clarity, changes in vacation entitlements will not be retroactive.

33.02

Any employees hired by the OPP through a police service amalgamation occurring on or after January 1, 2003 shall receive full credits for any full-time unbroken service with the amalgamating police service for the purposes of vacation and continuous service. Such service is not credited to the probationary period as specified under Article 34.01 (Seniority).

33.03

Where an employee of a police service is hired by the OPP through a police service amalgamation occurring on or after January 1, 2009, the employee shall receive full credit for pensionable service accrued with the amalgamating police force. This credit will be recognized solely for the purposes of accumulating the required credit of years in the Public Service Pension Plan (PSPP) as required by the Government to qualify as an eligible person for retiree benefits. In addition, it is understood that the employee must be in receipt of a pension paid in respect of at least two (2) years of continuous membership in the PSPP in order to qualify for retiree benefits.

32.01

Where a reorganization, closure or transfer, or the divestment, relocation or contracting-out of an operation in whole or in part will result in fifty (50) or more surplus employees in a ministry,

(a) Affected employees shall receive six (6) months’ notice of layoff or pay in lieu thereof as provided in Article 29 (Surplus Entitlements), and

(b) The President of the Association shall be notified of the reorganization, closure, transfer, or the divestment, relocation or contracting-out prior to notification to affected employees, and

(c) The Association and the Employer shall consult on issues related to layoff and recall.

31.01

An employee who was appointed to the Regular service before the 1st day of January, 1970, and who ceases to be an employee, is entitled to be paid an amount in respect of the employee’s accumulated attendance credits for continuous service up to and including March 31, 1978, in an amount computed by multiplying one-half (1/2) of the number of days of the employee’s accumulated attendance credits remaining at the date the employee ceases to be an employee by the employee’s annual salary at the date the employee ceases to be an employee and dividing the product by two hundred and sixty-one (261).

For the period from April 1, 1978, the benefits described under Article 31.04.01 shall apply.

31.02

Notwithstanding Article 31.01, an employee who was appointed to the Regular service on or after the 1st day of October, 1965, and before the 1st day of January, 1970, who ceases to be an employee because of,

(a) death,

(b) retirement pursuant to total and permanent disability that entitles them to a pension or payment under the Public Service Pension Plan, or

(c) dismissal for certain reasons under Section 39 of the Public Service of Ontario Act, 2006,

is entitled to receive, for continuous service up to and including March 31, 1978:

(i) severance pay equal to one-half (1/2) week of salary for each year of continuous service before the 1st day of January, 1970, and one week of salary for each year of continuous service from and including the 1st day of January, 1970; or

(ii) the amount in respect of the employee’s accumulated attendance credits computed in accordance with Article 31.01,

whichever is the greater, but the employee is not entitled to receive both of those benefits.

For the period from April 1, 1978, benefits described under Article 31.04 shall apply.

31.03

An employee who is appointed to the Regular service on or after the 1st day of January, 1970, is entitled to severance pay for each year of continuous service up to and including March 31, 1978,

Where the employee has completed one (1) year of continuous service and ceases to be an employee because of,

(a) death,

(b) retirement pursuant to total and permanent disability that entitles them to a pension or payment under the Public Service Pension Plan, or

(c) dismissal for certain reasons under Section 39 of the Public Service of Ontario Act, 2006,

in an amount equal to one (1) week of salary for each year of continuous service;

or

(i) Where the employee has completed five (5) years of continuous service and ceases to be an employee for any reason other than,

(i) dismissal under Section 34 of the Public Service of Ontario Act, 2006, or

(ii) abandonment of position under Section 42 of the Public Service of Ontario Act, 2006,

in an amount equal to one (1) week of salary for each year of continuous service.

or
Where the employee has completed five (5) years of continuous service and ceases to be an employee for any reason other than,
(i) dismissal under Section 34 of the Public Service of Ontario Act, 2006, or
(ii) abandonment of position under Section 42 of the Public Service of Ontario Act, 2006,
in an amount equal to one (1) week of salary for each year of continuous service.

31.04.01

An employee appointed to the regular service between April 1, 1978 and December 31, 2008 shall be entitled to benefits described under Article 31.04.01.

An employee,

(a) who has completed a minimum of one (1) year of continuous service and who ceases to be an employee because of,

(i) death,

(ii) retirement pursuant to total and permanent disability that entitles them to a pension or payment under the Public Service Pension Plan,

(iii) dismissal for certain reasons under Section 39 of the Public Service of Ontario Act, 2006, or

(iv) resignation during the surplus notice period; or

(b) who has completed a minimum of five (5) years of continuous service and who ceases to be an employee for any other reason than,

(i) dismissal under Section 34 of the Public Service of Ontario Act, 2006, or

(ii) abandonment of position under Section 42 of the Public Service of Ontario Act, 2006,

is entitled to severance pay in an amount equal to one (1) week of salary for each year of continuous service.

Notwithstanding Article 31.04.01, an employee who voluntarily resigns is only entitled to termination payments for service accrued up to December 31, 2008.

31.04.02

An employee appointed to the regular service on or after January 1, 2009 shall be entitled to benefits described under Article 31.04.02.

An employee,

(a) who has completed a minimum of one (1) year of continuous service and who ceases to be an employee because of,

(i) death,

(ii) retirement pursuant to total and permanent disability that entitles them to a pension or payment under the Public Service Pension Plan,

(iii) dismissal for certain reasons under Section 39 of the Public Service of Ontario Act, 2006, or

(iv) resignation during the surplus notice period; or

(b) who has completed a minimum of five (5) years of continuous service and who ceases to be an employee for any other reason than,

(i) dismissal under Section 34 of the Public Service of Ontario Act, 2006,

(ii) abandonment of position under Section 42 of the Public Service of Ontario Act, 2006, or

(iii) a voluntary resignation under section 41 of the Public Service of Ontario Act, 2006. A voluntary resignation does not include a retirement if the employee ceases employment and is entitled to a pension, other than a disability pension, under the Public Service Pension Plan or the OPSEU Pension Plan immediately after retiring,

is entitled to severance pay in an amount equal to one (1) week of salary for each year of continuous service.

31.04.03

Effective December 31, 2016, employees shall no longer accrue termination pay entitlement upon retirement. Termination pay accrued up to and including December 31, 2016 shall be payable at the wage rates applicable on December 31, 2016.

31.04.04

Employees appointed on or after January 1, 2017 will not be entitled to termination pay.

31.05

The total of the amount paid to an employee in respect of accumulated attendance credits, severance pay, or both, to an employee appointed to the regular service on or before December 31, 2008 shall not exceed one-half (1/2) of the annual salary of the employee at the date when they cease to be an employee under 31.04.01.

31.06

The total of the amount paid in respect of accumulated attendance credits, severance pay, or both, to an employee appointed to the regular service on or after January 1, 2009 shall not exceed one-quarter (1/4) of the annual salary at the date when the employee ceased to be an employee.

31.07

The calculation of severance pay shall be based on the annual salary the employee was receiving at the date when they cease to be an employee.

31.08

Where a computation for severance pay involves part of a year, the computation of that part shall be made on a monthly basis, and,

(a) any part of a month that is less than fifteen (15) days shall be disregarded; and

(b) any part of a month that is fifteen (15) days or more shall be deemed to be a month.

31.09

An employee is not entitled to severance pay in respect of a period, when the employee is on leave-of-absence without pay for a period which is greater than thirty (30) days, or for a period which constitutes a hiatus in the employee’s service such as:

(a) Political Activity (Public Service of Ontario Act, 2006, Part V)

(b) Layoff (Article RPT8 – Layoff, Surplus Entitlements and Surplus Pension Bridging)

(c) Educational Leave (Public Service Commission Key Directive on HR Administration, section 14 and 15).

31.10

An employee may receive only one (1) termination payment for a given period of continuous service.

31.11

Notwithstanding Article 31.09, an employee who has been released in accordance with Article 29 (Surplus Entitlements) and who is subsequently re-appointed in accordance with Article 34.03 (Seniority) may, at their option, repay any termination payments received under this Article to the Minister of Finance, and thereby, restore termination pay entitlements for the period of continuous service represented by the payment. For purposes of clarity, the restoration of such service is contingent upon the employee repaying, at the time they are re-appointed, the full amount of termination pay received.

31.12

In a case where an employee leaves employment with the Employer and acquires a job with a Crown Agency, the Employer may pay out the termination pay immediately or, by arrangement with the Crown Agency, transfer liability for the termination pay to the Crown Agency, in which case such liability will be assumed by the Crown Agency and the Employer will be relieved from any further obligation in this regard, save and except that where the Crown Agency does not satisfy its obligation, the Employer shall do so.

31.13

An Association represented employee who intends to terminate their employment and who would, upon the termination of employment, be entitled to severance pay under Article 31.01, 31.02, 31.03 or 31.04 may elect, in lieu of the payment provided for in those articles, to take a leave of absence with pay.

31.14

A leave pursuant to Article 31.13 shall not be more than the lesser of:

(a) the length of time determined under those Articles for computing the severance pay to which the employee would be entitled; and

(b) the length of time between the commencement of the leave of absence with pay and the end of the month in which the employee will attain sixty-five (65) years of age.

31.15

The employment of an employee who has elected under Article 31.13 to take a leave of absence with pay continues until the end of the leave of absence.

31.16

An employee’s entitlement to a severance payment under Article 31.01, 31.02, 31.03 or 31.04 shall be reduced to reflect the time taken by the employee under Article 31.13 as a leave of absence with pay.

30.01

An employee who has not received notice of layoff may offer to be declared surplus and give up their job for possible redeployment of an employee who has received notice of layoff within the previous two (2) week period, and whose position is in the same classification. No relocation expenses will be paid.

30.02

An employee shall advise the Human Resources Branch or Human Resources Bureau (as applicable), in writing, of their desire to make an offer referred to in Article 30.01.

30.03

The position of an employee making an offer under Article 30.01 will be considered to be a vacancy for redeployment of a surplus employee, provided the Employer determines the position will continue to be filled.

30.04

A non-surplus employee’s offer to be declared surplus will not be acted upon by the Employer until such time as a surplus employee is assigned to their position.

30.05

For the purposes of this Article, a surplus employee will be assigned to the non-surplus employee’s position only if they are able to perform the normal requirements of the position without training.

30.06

Employees who qualify for an actuarially unreduced pension or who could qualify shall not be eligible to utilize this provision.

30.07

Notwithstanding anything in any other provision of this Article, the rights specified in Article 30.03 shall be exercised before any redeployment rights.

29.01.01

An employee identified as surplus shall receive six (6) months’ written notice of layoff. Copies of all such notices shall be provided to the Association. An employee who receives a written notice of layoff may resign and, subject to management approval, receive equivalent pay-in-lieu of notice. A surplus employee who resigns shall also receive Termination Payment in accordance with Article 31.

29.01.02

An employee who selects pay-in-lieu of notice (i.e. resigns) at the time they receive notice in accordance with Article 28.04 (Layoff) has the following options:

(a) a lump sum of six (6)-months’ pay, in which case all salary and benefit entitlements which would have accrued to the employee from the last day worked to the layoff date are forfeited;

or

(b) continuance of salary plus benefits (except Short Term Sickness) for the duration of the notice period. Termination Payment under Article 31 will be paid out at the layoff date.

29.01.03

An employee who does not select pay-in-lieu of notice at the time they receive notice in accordance with Article 28.04 (Layoff) and later resigns, shall receive a lump sum of six (6) months’ pay reduced by the time elapsed during the notice period prior to resignation.

29.02.01

An employee who is declared surplus and selects pay-in-lieu of notice may opt for one of the following in addition to the severance entitlements set out in Article 29.01:

(a)Enhanced Severance of an additional one (1) week of salary for every completed year of continuous service, with no maximum;

or

(b)Separation Allowance consisting of one of the following:

i) Where an employee’s resignation takes effect within one (1) month after receiving surplus notice, they shall be entitled to a separation allowance of two (2) weeks’ salary for each year of continuous service to a maximum of twelve (12) weeks’ pay;

or

ii) Where an employee’s resignation takes effect later than one (1) month after receiving surplus notice, they shall be entitled to a separation allowance of four (4) weeks’ salary.

29.02.02

An employee who is declared surplus and is laid off at the end of the six (6)-month notice period shall be paid Termination Payment in accordance with Article 31, and either Enhanced Severance in accordance with Article 29.02.01(a) or Separation Allowance under Article 29.02.01(b)(ii), whichever is greater. For the purposes of Separation Allowance under Article 29.02.01(b)(ii), the laid-off employee shall be treated as if they had resigned.

29.03

Where an employee accepts pay-in-lieu of notice pursuant to Article 29, any further entitlements beyond those specified in this Article are forfeited. The employee will be eligible to apply to restricted competitions from the last day of work until twenty-four (24) months from the originally projected date of layoff provided the employee falls within the posted area-of-search parameters.

29.04

Where an employee accepts pay-in-lieu of notice and is subsequently re-appointed under Part III of the Public Service of Ontario Act, 2006 prior to the originally projected layoff date, the employee will repay to the ministry a sum of money equal to the amount paid for the period between the date of re-appointment and the original projected layoff date. In addition, the employee will repay to the ministry all monies received for enhanced severance or separation allowance. For clarity, the employee will not be required to pay any tuition fees already received under this Article. The employee’s continuous service, for all purposes except Article 31 (Termination Payment), shall be deemed to include both service up to the last day of active work and the accumulation of service after the date of reappointment. The new service date for purposes of Article 31 (Termination Payment) shall be the date on which the employee recommences work.

29.05

Where an employee who accepts pay-in-lieu of notice or is laid off at the end of the six (6)-month notice period is re-appointed under Part III of the Public Service of Ontario Act, 2006 after the originally projected layoff date, and prior to the expiration of a further twenty-four (24) months, the employee will repay to the ministry all monies received as enhanced severance pay or separation allowance. For clarity, the employee will not be required to pay any tuition fees already received under this Article. The employee’s continuous service date for all purposes except Article 31 (Termination Payment) shall be deemed to include both service up to the last day of active work and the accumulation of service after the date of re-appointment. The new service date for purposes of Article 31 (Termination Payment) shall be the date on which the employee recommences work.

29.06

Where repayment to the Ministry is required, any re-appointment under Part III of the Public Service of Ontario Act, 2006, is contingent upon such repayment being made in full not later than the date upon which the employee is re-employed. Where such repayment is not made in accordance with this provision, then any subsequent re-appointment shall be rendered null and void without penalty to the Employer. The termination of employment as a result of this Article shall not be grievable. The onus shall be upon the employee to identify to the hiring manager at the time an offer of employment is being made that they are subject to the repayment obligations.

29.07

Where an employee resigns and their resignation takes effect within one (1) month after receiving surplus notice, they shall be eligible for reimbursement of tuition fees up to a maximum of three thousand dollars ($3,000). Reimbursement for tuition fees will be made upon production of receipts from an approved educational program within twelve (12) months of resignation.

29.08

Where an employee resigns later than one (1) month after receiving surplus notice, they shall be eligible for reimbursement of tuition fees up to a maximum of one thousand two hundred and fifty dollars ($1,250). Reimbursement for tuition fees will be made upon production of receipts from an approved educational program within twelve (12) months of resignation.

28.01

Where employees will be impacted by reorganization, downsizing and/or relocation, the affected employees will be given as much notice as possible of the changes that will be occurring and the probable impact on staff.

Such information will be provided to the Association with as much advance notice as is practicable, and in any event, in accordance with the OPS Confidential Disclosure to Bargaining Agents Directive, as amended from time to time, prior to the issuance of the surplus notice.

The Employer agrees to meet with the Association upon request to discuss the manner in which the reduction is to be effected and to explore measures to mitigate layoffs.

28.02

Where less than the full complement of positions within an administrative unit or other such work unit are being declared surplus, the employees in the administrative unit or other such work unit will be offered the opportunity to:

(a) volunteer their positions for surplus status in accordance with Article 30 (Voluntary Exit Option) and exit the OPS with pay-in-lieu of notice under Article 29 (Surplus Entitlements), and

(b) to propose work arrangements (such as unpaid leaves, job-sharing, regular part-time)

which may reduce or eliminate the need to issue layoff notices. The employees will have five (5) days from the point the opportunity is offered to either volunteer or propose alternate work arrangements.

If more employees volunteer for surplus status than the number of positions to be reduced, the manager should advise the employees and determine if any employee(s) chooses to withdraw their request. If not, management will choose the most senior volunteer (as defined by Article 34 – Seniority), subject to ensuring that organizational requirements are met.

The work unit will be defined as broadly as possible, as determined by the Employer, and may include all positions at the same classification located within forty (40) kilometers of the location from which the positions will be eliminated.

28.03

Where a layoff may occur, the identification of individual(s) to be declared surplus within an administrative unit or other such work unit shall be in accordance with unbroken seniority in part of the public service appointed under Part III of the Public Service of Ontario Act, 2006, and/or amalgamated police service, that the Employer has determined is to be reduced or eliminated.

28.04

The surplus notice provided to the employee must include the following information:

(a) The date when the notice period begins;

(b) The length of the notice period;

(c) The layoff date;

(d) Authority for the release (Public Service of Ontario Act, 2006, section 39); and

(e) The employee’s specific exit, OPS pension or redeployment options.

Within five (5) working days of receiving the surplus notice, the employee must advise their manager, in writing, of which one (1) of the entitlements under 28.04(e) they will select. If no option is chosen, the surplus employee will be deemed to have selected Redeployment.

28.05

Where the surplus employee opts for (or is deemed to have chosen) redeployment, they may be considered for direct assignment to permanent OPPA civilian bargaining unit vacancies during the notice period provided:

(a) They are qualified to perform the work at the entry level without training; for specialized positions, however, the employee must be fully qualified to perform the work;

(b) The vacancy has a maximum salary of not more than five percent (5%) above or fifteen percent (15%) (or as modified by the employee) below:

(i) the maximum salary of the employee’s surplus position, OR

(ii) the maximum salary of the employee’s current temporary assignment, if the employee has been performing work other than their surplus position for at least two (2) years and when the maximum salary of the current temporary assignment exceeds the maximum of the employee’s surplus position; and

(c) The vacancy is within forty (40) kilometers of the employee’s headquarters unless a broader area-of-search has been specified by the employee.

28.06

Surplus employees may lower the matching limit below fifteen percent (15%), by five percent (5%) increments, with no lower limit. Where different geographic parameters are chosen, relocation expenses will not be paid as a result of a direct assignment.

28.07

Where a surplus employee notifies the Human Resources Branch or Human Resources Bureau in writing of modified salary and/or geographic parameters for matching purposes, the changes will be implemented within five (5) days of receipt of the notice from the employee.

28.08

If an employee is assigned permanently to a vacancy or position with a lower maximum salary than their surplus position, the employee’s higher salary will be protected for the balance of the original six (6)-month notice period. Thereafter, the employee will be placed into the salary range of the position to which they were assigned at the rate that is closest to, but not greater than, their previous position. In no case, however, shall their salary exceed the maximum of the position to which they were assigned.

28.09

Where the employee whose salary has been changed pursuant to Article 28.08 identifies a posted vacancy in the bargaining unit at the classification level from which they were surplussed, the employee may be placed into the position provided:

(a) The vacancy arises within two (2) years of the date the employee received their surplus notice;

(b) The employee identifies the vacancy prior to the vacancy’s closing date;

(c) The employee is fully qualified for the position without training; and

(d) No relocation expenses will be paid.

Placements into vacancies under other parts of this Collective Agreement shall have precedence over placements under Article 28.09.

28.10

When a surplus employee refuses:

(a) To attend an interview for a direct assignment to a permanent vacancy, or

(b) A job offer to permanent positions within chosen salary and geographic parameters,

They will waive any further surplus entitlements except legislated severance payments under Article 31 (Termination Payment).

28.11

A surplus employee who has not been redeployed by the end of their notice period will be laid off with the following entitlements:

(a) Termination payments under Article 31 (Termination Payment);

(b) An enhanced severance payment as provided under Article 29.02 (Surplus Entitlements); and

(c) The right to apply to restricted competitions for a period of 24 months from their date of layoff, provided the employee falls within the posted area-of-search parameters.

28.12

A laid off employee, for twenty-four (24) months after release, is eligible to be directly assigned to permanent vacancies in the OPPA Civilian bargaining unit, secondary to surplus employees, provided:

(a) They possess the qualifications to perform the work at the entry level; for specialized positions, however, they must be fully qualified to do the duties of the job; and

(b) The vacancy is within chosen geographic and salary parameters.

28.13

A laid off employee, for twenty-four (24) months after release:

(a) Must receive notification from the Ministry of all cleared vacancies that will not appear in OPS-wide posting systems;

(b) Is eligible to apply to all restricted competitions in the OPS provided they are within the posted area-of-search;

(c) Is not entitled to salary protection or relocation expenses upon direct assignment; and

(d) Waives all further recall entitlements upon refusing a direct assignment interview or direct assignment offer.

27.01

The Employer agrees to provide all new employees entering the bargaining unit with a copy of this Collective Agreement.

27.02

The Employer agrees to place a current copy of this Collective Agreement in each Detachment Library, in the Police Orders, and on the OPP intranet.

26.01

Once a year, upon written request, the Commissioner or the Assistant Deputy Minister (as applicable) shall grant an employee permission to examine their own personnel file at the location where it is maintained. If it is determined, upon the basis of evidence supplied by the employee, that any material contained in the file is incorrect, such material shall be corrected accordingly.

An employee shall be permitted to examine their file during off duty hours and shall do so at their own personal expense.

26.02

The Employer agrees to remove from an employee’s personnel file the following items provided that as of the date of removal the member’s personnel file has been clear of similar documentation/offences for the period of time as specifically noted below:

(a) All letters of reprimand will be removed two (2) years after the date of the last noted incident;

(b) All records of disciplinary suspension will be removed five (5) years after the date of the last noted incident, provided the suspension does not exceed forty (40) hours.

Any such letter of reprimand or record of disciplinary suspension so removed cannot be used in any subsequent proceedings.

26.03

Notwithstanding 26.02 above, the Commissioner or Assistant Deputy Minister (as applicable) has the discretion to maintain discipline records for a longer or shorter period of time on an exceptional basis.

25.01

The Employer shall deduct Association dues, as authorized from time to time by the Association, from the pay of each employee and transmit the total amount of such deductions to the head office of the Association by electronic deposit on each pay. The Association agrees to indemnify and save the Employer harmless from any liability arising out of the operation of this Article.

25.02

The Consolidated Dues/Fees Report shall continue to be submitted on a monthly basis.

25.03

Together with each monthly dues payment, the Employer will provide a report to the Association indicating the names of the employees in respect of whom deductions have been made, the employee identification number or social insurance number, ministry, branch, work location description/work location (street address), work city, employment status (active, leave, terminated), job class code / abbreviated class title, employee class (Fixed Term or Regular employee), home position indicator, continuous service date, benefit base salary (annualized payrate used for calculating benefits such as insurance premium) and any such other information as may be agreed. The report will be forwarded in current disk format unless the parties mutually agree to an alternate electronic format.

25.04

The Association shall advise the Employer in writing the amount of its dues and assessments. This amount shall continue to be deducted until changed by further written notice by the Association.

25.05

Subject to the jurisprudence of the Ontario Labour Relations Board and the Association’s duty of fair representation, where an employee because of their religious conviction or religious belief objects to the paying of dues or other assessments to the Association, an amount equal to any initiation fee, dues or other assessments will be paid by the employee, or remitted by the Employer, to a charitable organization mutually agreed by the employee and the Association.

25.06

If a disagreement occurs between the Association and an employee regarding the application of 25.04, the matter will be referred to the OPP Grievance Board for resolution.

25.07

Association dues or assessments, or the equivalent amount, shall be itemized on the annual T-4 slip as annual membership dues for the Association.

25.08

The Employer shall provide the Association with a monthly data file on Association dues. The Data file shall contain the following information fields:

Employee Name, Employee ID Number, Employment Status (i.e., active, leave with pay, leave without pay, terminated), Start and end dates for leaves, Start and end dates for fixed term contracts, Effective dates for terminations, Continuous Service Date, LTIP Reason (i.e., pending, approved, rehabilitation, reoccurrence), Full/Part Time Indicator, Uniform or Civilian, Employee Class (i.e., Regular, fixed-term), Sex, Geographic Work Location, Benefit Base Salary, Job Classification Code, Title and Category/Module, Payrate Amount and Code, Scheduled Hours, Class Schedule, Job Dues/Fees Code, Total Dues Deducted, Total Earnings, Home Position Indicator, Union Group, Change Indicator, and Reason Code.

25.09

Information shall be made available to the Association on all employees on the Available for Redeployment List and the Health Reassignment List. The report will include the position title, classification and work location for the position. Regular reports will be made to the Association on a monthly basis in an electronic format agreed to by the parties such that the information can be sorted by the Detachment/Work Unit.

24.01

A copy of all directives or regulations establishing OPP policy with respect to working conditions or terms of employment of employees in the bargaining unit and all memoranda or instructions modifying such directives and regulations shall be forwarded promptly to the head office of the Association.

24.02

The Employer shall install a computer terminal at the office of the Association for the dedicated purpose of meeting its obligations under Article 24.