Technology and Discipline. No employee driver shall be discharged if such discharge is based solely upon information received from GPS, telematics, or any successor system that similarly tracks or surveils a driver’s movements unless he/she engages in dishonesty (defined for the purposes of this paragraph as any intentional act or omission by an employee where he/she intends to defraud the Company). A driver’s failure to accurately recall what is reflected by the technology shall not by itself be considered dishonesty. The Company must confirm by direct observation or other corroborating evidence any other violations warranting discharge. The degree of discipline dealing with off-area offenses shall not be changed because of the use of the above- mentioned systems GPS. No driver shall be issued a warning notice based solely upon the above-mentioned systems without first having a verbal counseling session on an identical infraction (e.g. two seat belt violations). Any such discipline shall also comply with applicable Supplemental disciplinary procedures and requirements. The Company acknowledges that there have been problems with the utilization of technology in the past. Therefore, at the request of the Union’s Joint National Negotiating Committee Co-Chair a meeting will be scheduled with the Company Co-Chair to discuss any misuse of technology for disciplinary purposes and what steps are necessary to remedy any misuse.
Technology and Discipline. No driver employee shall be discharged disciplined based solely upon information received from GPS, telematics, or any successor system that similarly tracks or surveils an driver’s employee’s movements unless he/she engages they engage in dishonesty (defined for the purposes of this paragraph as any intentional act or omission by an employee where he/she intends they intend to defraud the Company). A driver’s failure to accurately recall what is reflected by the technology shall not by itself be considered dishonesty. The Company must confirm by direct observation or other corroborating evidence any other violations warranting discharge. The degree of discipline dealing with off-area offenses shall not be changed because of the use of the above-mentioned systems. No driver employee shall be issued a warning notice based solely upon the above-mentioned systems without first having a verbal counseling session on an identical infraction (e.g. two seat belt violations). Any such discipline shall also comply with applicable Supplemental disciplinary procedures and requirements. Vehicles may not be equipped with inward-facing cameras. Forward-facing capability of cameras shall not be used for discipline. Further, there shall be no in-cab audio recording or videotaping. Any functionality included in driver-facing cameras (including their driver recording and monitoring functionality) will be disabled and rendered inoperable to prevent recording and monitoring of in-cab activities. Upon request, evidence of the disabled functionality of any driver- facing camera shall be provided to the Package Division. Driver-facing sensors will only be used for the purpose of triggering in-cab audible alerts related to distracted driving and for the purpose of identifying coaching/counseling opportunities related to the same during Integrad or the thirty (30) day driver qualification/probationary period. Driver-facing sensors will not be used for any purpose during any phase of a disciplinary process or be the sole basis for disqualifying a driver during the thirty (30) day period. The Company acknowledges that there have been problems with the utilization of technology in the past. Therefore, at the request of the Union’s Joint National Negotiating Committee Co-Chair a meeting will be scheduled with the Company Co-Chair to discuss any alleged misuse of technology for disciplinary purposes and what steps are necessary to remedy any misuse.
Technology and Discipline. No employee shall be discharged if such discharge is based solely upon information received from GPS or any successor system unless he/she engages in dishonesty (defined for the purposes of this paragraph as any intentional act or omission by an employee where he/she intends to defraud the Company). The Company must confirm by direct observation or other corroborating evidence any other violations warranting discharge. The degree of discipline dealing with off-area offenses shall not be changed because of the use of GPS. The Company acknowledges that there have been problems with the utilization of technology in the past. Therefore, at the request of the Union’s Joint National Negotiating Committee Co-Chair a meeting will be scheduled with the Company Co-Chair to discuss any alleged misuse of technology for disciplinary purposes and what steps are necessary to remedy any misuse.
Technology and Discipline. The Company recognizes the concerns the Union has in regards to the new technology being installed in the buses, i.e.: Zonar. This new technology is in place to enhance our business and make it more profitable. We will endeavor to use this new technology as it relates to the employees as a teaching aid, with the goal to assist everyone to continue to be a productive and valued employee. As such, depending on severity, if an error in judgment is brought to our attention, we will first attempt to have a “safety talk” with the employee to ensure the issue is resolved. We will elicit the aid of the Union representative if these behaviors continue. We trust that all concerned recognize however, that if any employee is not following the policies/procedures implemented by First Student, the Company may take action following the standard rules and regulations in progressive discipline as defined in the Collective Agreement. For the principals of progressive discipline, the Employer agrees that “safety talks” may not be lumped together if they involve different issues. SCHEDULE ‘A’ – ROUTE RATES – April 1, 2016 to March 31, 2019 WAGE RATE $14.50 / hour with one hour minimum 2% lump sum of 2015 T4 – 1% April 1st & 1% October 1, 2016 2% lump sum of 2016 T4 – 1% April 1st & 1% October 1, 2017 2% lump sum of 2017 T4 – 1% April 1st & 1% October 1, 2018 If a driver must spend extra time on school route (for reasons not their own) for the same issue three (3) times, the Company will pay the driver for their additional time at $14.50 / hour $14.50 In-town Movement for each way Wheel Chair per run - $0.86 CHARTERS $14.50 / hour with a 2 hour minimum Overnight - $35.00 Layover - $125.00 SHUTTLING BUSES (from Wallaceburg to Chatham) $14.50 / hour (1.5 hour round trip = $21.75) $14.50 / hour – driver of shuttle bus $11.75 / hour – passenger of shuttle bus $11.75 / hour – meeting rate MEAL ALLOWANCE After 5 hours - $11.00 maximum After 7 hours - $22.00 maximum After 13 hours - $33.00 maximum MEDICAL $125.00 – contributed towards the cost of M.T.O. medical examination required to maintain Class ‘B’ license. Medical notes requested by the Company will now be paid up to $25.00. This agreement shall be effective from the 1st day of April 2016 to and including the 31st day of March 2019. Either party shall be entitled to give notice in writing to the other party as provided in the Labour Relations Act of its desire to bargain with a view to the rene...
Technology and Discipline. No employee shall be disciplined based solely upon information received from GPS, telematics, or any successor system that simi- larly tracks or surveils an employee’s movements unless they en- gage in dishonesty (defined for the purposes of this paragraph as any intentional act or omission by an employee where they intend to defraud the Company). A driver’s failure to accurately recall
Technology and Discipline. The Company recognizes the concerns the Union has in regards to the new technology being installed in the buses, i.e.: Zonar. This new technology is in place to enhance our business and make it more profitable. We will endeavor to use this new technology as it relates to the employees as a teaching aid, with the goal to assist everyone to continue to be a productive and valued employee. As such, depending on severity, if an error in judgment is brought to our attention, we will first attempt to have a "safety talk" with the employee to ensure the issue is resolved. We will elicit the aid of the Union representative if these behaviors continue. We trust that all concerned recognize however, that if any employee is not following the policies/procedures implemented by First Student, the Company may take action following the standard rules and regulations in progressive discipline as defined in the Collective Agreement. For the principals of progressive discipline, the Employer agrees that “safety talks" may not be lumped together if they involve different issues.
Technology and Discipline. In the event the Employer utilizes any technology that may monitor, track, or record the Employee or the equipment used by an Employee that is not presently in use by the Employer, the Employer and the Union will meet prior to using any such technology for the purpose of negotiating any impacts as there may be.
Technology and Discipline. The Company recognizes the concerns the Union has in regards to the new technology being installed in the buses, i.e.: Zonar. This new technology is in place to enhance our business and make it more profitable. We will endeavor to use this new technology as it relates to the employees as a teaching aid, with the goal to assist everyone to continue to be a productive and valued employee. As such, depending on severity, if an error in judgment is brought to our attention, we will first attempt to have a “safety talk” with the employee to ensure the issue is resolved. We will elicit the aid of the Union representative if these behaviors continue. We trust that all concerned recognize however, that if any employee is not following the policies/procedures implemented by First Student, the Company may take action following the standard rules and regulations in progressive discipline as defined in the Collective Agreement. For the principals of progressive discipline, the Employer agrees that “safety talks” may not be lumped together if they involve different issues. S CHEDULE ‘A’ – ROUTE RATES – April 1, 2013 – March 31, 2016 Min. 0-Xxx-00 0-Xxx-00 0-Xxx-00 -0% -0% -2% 0 - 60 $18.24 $18.60 $18.97 61 – 75 $21.32 $21.74 $22.18 76 – 90 $24.41 $24.90 $25.39 91 – 105 $27.49 $28.04 $28.60 106 – 120 $30.59 $31.20 $31.83 121 – 135 $33.66 $34.33 $35.02 136 – 150 $36.76 $37.50 $38.25 151 – 165 $39.86 $40.66 $41.47 166 – 180 $42.93 $43.79 $44.67 181 – 195 $46.02 $46.94 $47.88 196 – 210 $49.11 $50.10 $51.10 211 – 225 $52.18 $53.23 $54.29 226 - 240 $55.27 $56.38 $57.51 WHEEL CHAIRS PER RUN $ 0.83 $ 0.84 $ 0.86 CHARTERS Driving Time $12.25 $12.50 $12.75 Waiting Time $11.10 $11.32 $11.55 Live Kms. $0.26 $0.27 $0.28 Overnight $30.81 $31.43 $32.06 Layover $116.64 $118.97 $121.35 MEAL ALLOWANCE: After 5 hours - $11.00 maximum After 8 hours - $22.00 maximum After 15 hours - $33.00 maximum IN TOWN MOVEMENTS: One Rate $15.67 $15.98 $16.30 MEDICAL: $125.00 – contributed towards the cost of M.T.O. medical examination required to maintain Class ‘B’ license. Medical notes requested by the Company will now be paid up to $25.00. This agreement shall be effective from the 1st day of April 2013 to and including the 31st day of March 2016. Either party shall be entitled to give notice in writing to the other party as provided in the Labour Relations Act of its desire to bargain with a view to the renewal of the expiring collective agreement at any time within a period of 90 days before the e...
Technology and Discipline. No employee shall be discharged disciplined if such dischargediscipline is based solely upon information received from GPS or any successor system unless he/shethey engages in dishonesty (defined for the purpose of this paragraph as any intentional act or omission by an employee where he/shethey intends to defraud the Company). The Company must confirm by direct observation or other corroborating evidence any other violations warranting discharge. The degree of discipline dealing with off-area offenses shall not be changed because of the use of GPS.
Technology and Discipline. ART. 7. LOCAL AND AREA GRIEVANCE MACHINERY (Pg-20) ART. 8. NATIONAL GRIEVANCE PROCEDURE (Pg-21) SEC. 1. (NATIONAL MASTER PANEL) SEC. 2. WORK STOPPAGES SEC. 3. (INTERPRETATION/DECISION REVERSALS) SEC. 4. (ARBITRATION) SEC. 5. (LOCAL RESOLUTION) SEC. 6. (ARBITRATOR AUTHORITY) SEC. 7. (DEADLOCKED CASES) ART. 9. PROTECTION OF RIGHTS (Pg-28) SEC. 1. PICKET LINE SEC. 2. STRUCK GOODS SEC. 3. (EMPLOYER'S OBLIGATION) SEC. 4. (APPLICABLE LAYOVER PROVISIONS) SEC. 5. GRIEVANCES ART. 10. LOSS AND DAMAGE (Pg-29) SEC. 1. (REIMBURSEMENT PROCEDURE) SEC. 2. (TURN-IN AND VERIFICATION) SEC. 3. (EMPLOYEE LOSS AND REIMBURSEMENT) ART. 11. [RESERVED] ART. 12. POLYGRAPH /TIMECLOCKS (Pg-33) ART. 13. PASSENGERS (Pg-33)
