WIXLIB

PS/GECollective BargainingAgreementbetweenThe Government ofSaskatchewanandSaskatchewanGovernment andGeneral Employees’UnionOctober 1, 2016 toSeptember 30, 2022

”Whereas it is the desire of both parties to this agreement to maintain the existingharmonious relationship between the Government and the members of theAssociation, to promote cooperation and understanding between the Governmentand the employees, to recognize the mutual value of joint discussions andnegotiation in all matters pertaining to working conditions, hours of work andscales of wages, to encourage economy of operation and elimination of waste, andto promote the morale, wellbeing and security of those employees included in thebargaining unit represented by the Association.”ReaffirmationThis preamble appeared in the first collective agreement entered into between the Governmentof Saskatchewan and the Saskatchewan Government Employees Association in 1945; it hasappeared virtually unchanged in each collective agreement achieved by the parties over the last74 years. It is fitting that as we enter the 75th anniversary year of the historic agreement, one thatprovided collective bargaining rights to Canadian public servants for the first time, that wereaffirm our commitment to those same values.In reaffirming these values, the union and management jointly agree that the following commongoals will guide their actions: Quality service to the public: efficient, effective, client driven and jointly developed. A constructive new relationship between employees, union, and management, with thefollowing characteristics:- open and participatory,- timely sharing of information,- consistent human resource policies and their consistent application,- delegating responsibility to employees,- operating successful Union Management Committees,- higher trust and mutual respect, and- a more cooperative and less adversarial relationship. An improved public image of the public service. Recognition and respect for the respective roles of the parties. A safe and healthy workplace.It is agreed that Government employees will play a central role in achieving these goals.Working cooperatively to overcome problems is a fundamental value of this province. TheGovernment of Saskatchewan and General Employees Union reaffirm their commitment to thisvalue.

ARTICLES OF AN AGREEMENT made in duplicate this 8th day of January, 2020.BETWEENHER MAJESTY IN THE RIGHT OF THE PROVINCE OF SASKATCHEWAN, hereinafterreferred to as “The Government”OF THE FIRST PARTANDTHE SASKATCHEWAN GOVERNMENT AND GENERAL EMPLOYEES’ UNION, solebargaining agent and representative of the employees on the staffs for all ministries, boardsand commissions of the Government, as of the date of, and designated by Order of theLabour Relations Board, No. 119-05, hereinafter referred to as “The Union”OF THE SECOND PARTWHEREAS it is the desire of both parties to this agreement to maintain the existingharmonious relationship between the Government and members of the Union, to promotecooperation and understanding between the Government and the employees, to recognizethe mutual value of joint discussions and negotiations in all matters pertaining to the workingconditions, hours of work and scale of wages, to encourage economy and elimination ofwaste, and to promote the morale, well-being and security of those employees included inthe bargaining unit represented by the Union;NOW THEREFORE THIS AGREEMENT WITNESSETH that for and in consideration of thepremises and covenants, conditions, stipulations and provisos herein contained, the partieshereto agree as follows:“EQUITY”Sometimes equality means treating people the same, despite theirdifferences and sometimes it means treating them as equals byaccommodating their differences.- Judge Rosalie Abella

ARTICLE 1 DEFINITIONS . 1ARTICLE 1.2 GENDER . 4ARTICLE 2 SCOPE . 4ARTICLE 3 UNION SECURITY PROVISIONS . 63.13.23.33.4Recognition of the Union as Sole Bargaining Agent. 6Maintenance of Membership . 7Employee Orientation . 7Reassurance: Continuous Bargaining, Addressing and Revisiting Issues . 7ARTICLE 4 INTERPRETATION OF AGREEMENT . 84.14.24.34.44.5Agreement Interpretation and Negotiation of Disputes that Arise . 8Arbitration of Disputes, Interpretations or Application of Agreement . 8Amendment, Repeal or Revision of Legislation . 8Letters of Understanding . 8Duration of Agreement . 8ARTICLE 5 CLASSIFICATION . 95.15.25.35.45.55.6Creation of New Occupations . 9Permanent Employees May Request Review of Their Classification . 9Status of Employees on Reallocation and Reclassification . 10Reallocation . 10Reclassification . 10Salary Determination on Reclassification . 10Challenges to Reclassified Positions by Other Employees . 10Employee Appeals to Classification Joint Council . 11Joint Audit Committee . 12ARTICLE 6 STAFFING . 126.16.2Merit-based Staffing . 12Permanent Full-Time . 13Filling Vacancies by Transfer . 13Filling Vacancies from Re-employment Lists . 14Employees Ranked in Order of Service-Wide Seniority . 14Application of Re-employment Lists . 14Diversity . 15Removal of Names from Lists . 15Reinstatement of Names to Lists . 16Employee May Place Restrictions on Her Re-employment From List . 16Filling Vacancies by Competition . 16If Appointments Cannot Be Made From Lists . 16Positions Subject to In-Service Competition . 16Eligibility to Apply to Competitions . 16Core Competencies Used as Basis for Elevation. 16Qualifying for Positions. 17Union Right to Representation on Staffing Panels . 17Ministry Representation on Staffing Panels . 17Government of Saskatchewan’s Career Centre . 17Diversity Staffing . 17Positions Posted Solely for Designated Group Members . 18Positions Posted Simultaneously. 18Eligibility Lists. 19New Names Added to Competition. 19Labour Service Position Conversion. 19Employees Allowed Leave to Attend Interviews . 19Examinations and Panels . 20Nature of Examinations and Panels . 20i

6.36.4Employee Has Right to Feedback on Examination Results . 20Union Request for Investigation of Applicants’ Qualifications . 20Appointment of Senior Qualified Employee . 21Withdrawal of Qualifying for Positions . 21Competition Cancellation . 21Permanent Part-Time & Term Staffing . 21Access to Work . 21Permanent Part-Time Staffing . 21Permanent Part-Time Staffing Process . 22Permanent Part-Time Re-employment Lists . 22Reduction in Work . 23Term Staffing . 23Term Employment of Nine (9) Months or More . 23Employment Security . 24Reversion of Permanent Employee . 24Labour Service Staffing . 24Posting of Vacancies. 24Staffing Process . 25Appointments . 25Re-employment Lists . 26ARTICLE 7 PROBATION . 267.17.27.37.47.57.67.77.87.9Initial Appointment . 26Subsequent Probation . 27Probationary Evaluations During Probationary Period . 28Completion of Probationary Period . 29Reversion - Permanent Full-Time and Labour Service. 29Permanent Part-Time - Failure of Probation . 30On Movement to Permanent Status . 30Leave of Absence During Probationary Period . 30Training Employees in Correctional Facilities . 31ARTICLE 8 SENIORITY . 318.18.2Entitlement . 31Seniority Rosters . 34Permanent Full-Time , Permanent Part-Time, Term and Labour Service Employees . 34Seniority Appeals . 34ARTICLE 9 HOURS OF WORK . 359.19.29.39.49.5General Provisions . 35Rest Periods . 35Travel Time . 35Permanent Part-Time and Term Employees . 35Permanent Full-Time Employees. 36Management to Establish Two (2) or Three (3) Week Work Cycle. 36Special Hours of Work and Shift Arrangements . 36Office 5-4 (72 Hours per 2 week Cycle) . 36Modified Office Work Pattern – 5-5 Two Week Cycle . 36Regulated 5-4 (72 Hours per 2 Week Cycle) and 5-5-4 (112 Hours per 3 WeekCycle) 37Altered Work Pattern – Eight (8) Hours per Day . 37Modified Work Patterns In Excess of Eight (8) Hours per Day . 37Field . 38Partial Averaging Period - Field Hours of Work. 38Leave With Pay in Averaging Period - Field. 39Leave Without Pay in Averaging Period - Field. 39Instructional Family . 39Labour Service . 39Earned Days Off (EDO) – Permanent Full-Time and Labour Service Employees . 39Special EDO Provisions . 40Field Employees . 40ii

9.6Engineering Technicians, Engineering Assistants and Assistant Project Managers,Back Hoe Operators and Checkers . 41Hours of Work Designations . 42ARTICLE 10 JOB SHARING AND VARIABLE HOURS . 4210.110.210.310.410.510.610.7Definition . 42Initiation and Approval Process . 43Duration, Renewal and Termination . 43Staffing Backfill of Job Share Arrangement. 44Reversion Rights . 44Conditions of Employment . 44Pensions, Group Life Insurance, Dental and Extended Health Care Plans . 46ARTICLE 11 OVERTIME . urly Rates – Conversion Formula . 46Overtime Must Be Authorized. 46Overtime within the Averaging Period . 46All Employees Except Field . 47On a Regular Work Day . 47On Assigned Days of Rest . 47On Scheduled Earned Days Off . 47Field Employees . 47On a Regular Work Day . 47On an Assigned Day of Rest . 47Time In Lieu of Overtime (TIL) . 47Phone Calls After Hours . 48Working Remotely After Hours . 48Instructional Family . 48Standby Compensation . 48Call Backs for Overtime . 48ARTICLE 12 TEMPORARY ASSIGNMENT OF HIGHER DUTIES . 4912.112.212.312.412.5Eligibility Criteria . 49Administration . 49Temporary Assignment for 90 Consecutive Days or Less . 50Temporary Assignment of Higher Duties for More Than Ninety (90) Consecutive Days . 51Temporary Assignment of Higher Duties to an Out-of-Scope Position . 52ARTICLE 13 DESIGNATED HOLIDAYS . 5213.113.213.313.413.513.6Special Provisions . 53Permanent Full-Time and Labour Service Employees . 53Permanent Part-Time and Term Employees. 53Working on a Designated Holiday. 53Employee Required to Work on a Designated Holiday . 53Overtime Work . 53Working on a Designated Holiday Falling on a Day of Rest . 54Regular Pay Defined . 54Shifts Overlapping Two (2) Days . 54Averaging Periods . 54ARTICLE 14 PAY ADMINISTRATION . 5414.1General Provisions . 54Equal Pay for Work of Equal Value . 54Allocation of Positions . 54Employee Cheque Advice . 55Pay Calculation for Full Pay Period . 55Pay Calculation for Partial Pay Period . 55Supplemented Salary Ranges . 55Repayment . 56iii