The Local 675 Collective Agreement 2017: Understanding the Key Changes
A collective agreement is a legal document that outlines the terms and conditions of employment for unionized employees. The Local 675 Collective Agreement 2017 is a recent update to the collective agreement that governs the working relationship between the employees and the employers in the hospitality industry in Toronto.
In this article, we will discuss some of the key changes to the Local 675 Collective Agreement 2017 and what they mean for employees and employers.
Introduction of Minimum Wage Increases
One of the most significant changes in the Local 675 Collective Agreement 2017 is the introduction of minimum wage increases. As of January 1, 2018, the minimum wage rate in Ontario increased to $14 per hour, and it is set to increase to $15 per hour in 2019. This change is part of the provincial government’s Fair Workplaces, Better Jobs Act, 2017.
As per the Local 675 Collective Agreement 2017, unionized employees will receive an increase of 2% in their hourly wage rate, in addition to any minimum wage increases. This increase is applicable to all unionized employees, regardless of their seniority or job classification.
Changes to Scheduling and Overtime
The Local 675 Collective Agreement 2017 also incorporates changes to scheduling and overtime rules. The new agreement establishes a standard workweek of 40 hours, up from the previous 35-hour workweek. The contract mandates that all overtime work must be approved by the employee`s supervisor in writing or by email.
Employees are now entitled to two days off in a row each week, except in cases of emergency. The agreement also states that employees must be scheduled for shifts that are at least four hours long, and they will receive four hours of pay even if they are sent home early due to lack of work.
Changes to Vacation Pay and Benefits
The Local 675 Collective Agreement 2017 introduces changes to vacation pay and benefits as well. According to the new agreement, all unionized employees are entitled to two weeks of vacation after one year of service, up from the previous one week of vacation. The agreement also provides additional vacation pay for long-serving employees.
Furthermore, the new agreement requires employers to provide personal days off, which employees can use for any purpose. Employees can accrue up to six days of personal days off per year, and they can carry up to three days over into the following year.
Conclusion
The Local 675 Collective Agreement 2017 brings significant changes to the labor laws in Ontario, with a number of key changes coming into effect. With the introduction of minimum wage increases, changes to scheduling and overtime rules, and changes to vacation pay and benefits, employees and employers can expect significant changes to their working relationship.
For employees, the changes to the Local 675 Collective Agreement 2017 mean higher wages, more flexible scheduling, and more time off. For employers, these changes mean adjusting to new standards and regulations, but with the potential of increased productivity and employee satisfaction.
With these new changes, Local 675 Collective Agreement 2017 is set to create a more balanced and fair working environment for employees and employers alike.