The process that we agreed to along with Human Resources is as follows: prior to selection, a cluster vote should occur that enables all members included in the 1/6th rule to vote as to whether they would rather select by detachment or by cluster. There needs to be a 50% + 1 majority of the members who chose to vote in order to determine your local process. The other criteria is that the process selected does not adversely affect operations.
The system is based on seniority, but also on being fair and equitable. We were successful in the Draper grievance settlement that ensures that the 1/6th rule is in effect for the whole year, including July and August.
In order to be fair and equitable, senior members with 14 years’ service can select up to 2 weeks in the summer and any other weeks of their yearly allotment outside of those dates. Members with less than 14 yrs can select up to one week in the same timeframe. Once the roster has passed through the members by seniority, the roster returns to the senior member with less than 14 yrs to select a second week in the summer if they choose. Once the second summer week has been offered down the line, any remaining summer weeks will be offered to the most senior member and so on.
Police orders entitles you to two “weeks” of leave between 15 Jun and 15 Sept. Members choosing two “blocks” can end up with over 24 days off which is not the intent. As stated, the Detachment Commander decides on weeks or blocks. Choosing two blocks in a row would limit other members from taking time off in the summer. The selection method should be fair while still being based on seniority.
For recall purposes, you will be deemed to be on vacation for seven clear days even when selecting by block. The days designated should be understood by the members and the Detachment Commander prior to using the leave.
Police Orders indicates members entitlement based on weeks. Past practice has been to select by the week, usually from Sun-Sat. Some locations have found it beneficial to select by the block for ease in scheduling. Members on 12 hour shifts would benefit from the block system in that less time is required to be used to enjoy more days off. The Detachment Commander has the ability to approve either method.
It is a prorated calculation based on member’s continuous service date within WIN.
For a member who completed 25 years June 7th below is the calculation:
| Jan – May | $300.00 | $15 x 4 terms x 5 months |
| Jun – Dec | $525.00 | $15 x 5 terms x 7 months |
| $825.00 |
CCA 40 – Civilian Service Pay – $15.00 x # of 5 year terms x # of months
| 5-9 years | $ 180.00 |
| 10-14 years | $ 360.00 |
| 15-19 years | $ 540.00 |
| 20-24 years | $ 720.00 |
| 25-29 years | $ 900.00 |
| 30-34 years | $1,080.00 |
| 35-39 years | $1,260.00 |
| 40-44 years | $1,440.00 |
ARTICLE 40 – SERVICE PAY
40.01 Service pay shall be granted to an employee for each five (5) year period of continuous service.
40.02 Effective January 1, 2009, an employee shall be paid an allowance of fifteen dollars ($15.00) a month for each five (5) years of continuous service to which the employee is entitled.
40.03 Payment of such allowance shall be made to an employee prior to, or not later than, the 15th day of December in each calendar year.
If a Full-Time Regular Employee who job trades or lateral transfers into a Regular Part-Time Employee then job trades back into a Full-Time Regular Employee, any service as a Regular Part-Time Employee shall be calculated according to the following formula:
Weekly Hours of Work as a Years of Continuous Service as
Regular Part-time employees x a Part-time Regular Employee
Full-time hours of work for class
(weekly)
Yes.
No. Relocation expenses incurred by employees who trade jobs or lateral transfer will not be reimbursed by the Employer.
Yes. You will only receive pension credit for the actual time you worked, up to your regular part-time ratio (e.g., working part-time at 50% for 2 years gives you 1 year of pension credit). Fewer years of pension credit would give you a smaller pension and could delay your eligibility for early retirement (eligibility is based on a combination of age and pension credit).
If you work part-time you cannot get full pension credit for that service. You cannot make ‘top up’ payments for the difference or ‘buy back’ the rest of the service.
Example: a member working 50% of full time hours would have to work 40 years to accrue 20 years of pensionable service to be eligible for the 60/20 early retirement option.
YES. Regular Part-Time Employees have the option of participating in the Supplementary Health and Hospital with Vision Care and Hearing Aid Plan and Dental Plan and may change their option in December of any year with the effective date being January 1st of the following year.
Example:
- Employee works 60%:
- Employee pays 40% of premium
- Employer pays 60% of premium
Contact your Benefit Representative, Ontario Shared Services Office located in Orillia for further information.