BETWEEN

IN THE MATTER OF AN ARBITRATION

THE CORPORATION OF THE CITY OF WINDSOR

HURON LODGE ("Windsor" I "the Corporation" I "the Employer")

-AND-ONTARIO NURSES' ASSOCIATION

("the Union")

CONCERNING AN INTEREST ARBITRATION UNDER THE HOSPITAL LABOUR

DISPUTES ARBITRATION ACT, RSO 1990, c H-14 (HLDAA)

BOARD OF ARBITRATION Christopher Albertyn - Chair

Leonard P. Kavanaugh, Q.C. - Employer Nominee

Michael Klug- Union Nominee

APPEARANCES

For the Union: Sue McCulloch, HLDAA Specialist

Margaret Marcotte, Labour Relations Officer

Karen Boutilier, Bargaining Unit President

Diane Carter, Negotiating Team Member

Mary Paulic-Giguere, Negotiating Team Member

For the Corporation:

Mark Nazarewich, Legal Counsel

Victor Wong, Student-at-Law

1738/K

Alina Sirbu, Executive Director of Long Term Care & Administrator of Huron Lodge Mary Bateman, Acting Administrator of Huron Lodge

John Lechicky, Manager of Employee Relations

Mediation held in WINDSOR on July 4, 2017.

Hearing held in WINDSOR on August 28, 2017.

Executive Session held in LONDON on January 6, 2018.

Award issued on February 5, 2018.

1

AWARD

1. This is an interest arbitration under the Hospital Labour Disputes

Arbitration Act, RSO 1990, c H-14 ("HLDAA" or "the Act").

2. The award concerns a home for the aged of the City of Windsor ("the

Corporation" I "the Employer" I "Windsor"), Huron Lodge. The Ontario Nurses'

Association ("the Union") represents the registered nurses employed in Huron

Lodge, 13 full-time and approximately 13 part-time.

3. Huron Lodge is a 224-bed long term care municipal home located at 1881

Cabana Rd W, Windsor, Ontario N9G 1 C7, operated by the Corporation under the

Long Term Care Homes Act, 2007, S.O. 2007, c. 8.

4. The agreed term of the renewal collective agreement is from April 1, 2014

to March 31, 2018.

5. The renewal agreement will consist of the unchanged items from the

collective agreement which expired on March 31, 2014, which are incorporated

into this award, and the items we describe below on which the parties made

submissions to us.

6. Certain items were agreed by the parties during the course of the hearing.

These will be described as part of the issues in dispute, set out below.

2

General considerations

7. We have carefully reviewed and considered all of the submissions. We

have taken account of all of the relevant statutory and jurisprudential factors

recommended to us by the parties, particularly, comparability, replication, total

compensation and demonstrated need.

8. All Union and Employer proposals not specifically addressed below are

dismissed. The wage increases awarded are retroactive to the dates specified.

Unless a specific date is set for an item awarded, it will be effective from the date

of the award.

Issues in Dispute

9. We refer to the Union's proposals in their numbered order as, for example,

U.1 (the first proposal); and to the Employer's proposals in the same way, as E.1,

and so.

Article I - Recognition

U.1

10. We award:

1.03 The employer shall not propose and/or enter into any agreement with an employee that pertains to any terms or conditions of employment that contravene the collective agreement. Any such agreement shall be null and void.

3

Article 7 - Seniority

U.4 -1)

11. Article 7. 01 is replaced by the following:

7.01 Seniority - Subject to the different method for accumulating seniority between full-time (from last date of employment) and part-time employees (by hours worked), seniority is defined as length of service in the bargaining unit.

This changed provision is effective from the date of the award.

U.4-2)

12. Article 7.04 6) is replaced by the following:

6) On confirmation of her permanent appointment to any position outside the bargaining unit;

U.4-4)

13. Article 7.06(b) is replaced by the following:

(b) (i) A nurse who is transferred to a position outside of the Bargaining Unit under (a) above for a specific term or task, shall accumulate seniority for three (3) months, thereafter retain, but not accumulate seniority for an additional nine (9) months. In the event the nurse is returned to a position in the Bargaining Unit, the nurse shall be credited with the seniority held at the time of transfer and resume accumulation from the date ofretum to the Bargaining Unit.

(ii) Should the nurse remain in the excluded position beyond one (1) year, she shall lose all Bargaining Unit seniority.

4

(iii) However, if a nurse has been temporarily outside the bargaining unit pursuant to this Article 7.06(b) and has also been returned to the bargaining unit under the same provision, the following shall apply: if, after the return to the bargaining unit, the nurse is again transferred outside the bargaining unit within 3 months of the return, then, the nurse shall not accumulate seniority for the first three months of the subsequent transfer out of the bargaining unit, but shall only retain, and not accumulate, seniority during the subsequent transfer to a maximum of one year.

14. The following are additions to Article 7.06:

(c) It is understood and agreed that a nurse may decline such offer to transfer and that the period of time referred to above may be extended by agreement of the parties.

(d) The Employer will advise the local Union of the names of any nurse transferred to a position outside of the bargaining unit pursuant to this Article, the date the transfer commenced, the position to which the employee was transferred, and the duration of such transfer.

(e) A nurse who accepts a transfer under this Article will not be required to pay union dues for any complete calendar month during which they do not accumulate seniority.

U.4-5)

15. For consistency with the above changes, Article 12.09 is amended, by

adding the words, "Subject to Article 7.06," at the start. There is a further

amendment to Article 12.09 dealt with below.

Article 8 -Appointments, Transfers and Demotions

U.16 and E.1

5

I

16. The first paragraph of Article 8.02 is replaced by the following:

8.02 Probationary Periods - A nurse employed in a full-time position shall be considered to be on probation during the first sixty-five (65) working days of her employment. The probationary period for a Head Nurse shall be one hundred and thirty (130) working days or a shorter period, at the discretion of the Director of Care. Benefits under Article 14.01 shall be applied upon completion of the probationary period.

Article 9. 03 - Pregnancy I Parental Leave

U.5 - 1), 2), 3) and 4)

17. Article 9.03(a)(vi) is replaced by the following:

9.03(a) (vi) On confirmation by the Employment Insurance Commission of the Supplemental Employment Benefit (SUB) Plan, a nurse who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance pregnancy benefits pursuant to Section 22 of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of her regular weekly earnings and the sum of her weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the Employment Insurance waiting period, and receipt by the Home of the nurse's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the nurse is in receipt of such benefits for a maximum period of fifteen (15) weeks. The nurse's regular weeldy earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours, which, for part-time nurses, includes the payments made in lieu of fringe benefits. This benefit will be paid biweekly.

6

U.5 - 5), 6), 7) and 8)

18. Article 9.03(b)(v) is replaced by the following:

9.03(a) (vi) On confirmation by the Employment Insurance Commission of the Supplemental Employment Benefit (SUB) Plan, a nurse who is on pregnancy leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 23 of the Employment Insurance Act, shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four percent (84%) of her regular weekly earnings and the sum of her weeldy Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the Employment Insurance waiting period, and receipt by the Home of the nurse's Employment Insurance cheque stub as proof that she is in receipt of Employment Insurance pregnancy benefits, and shall continue while the nurse is in receipt of such benefits for a maximum period of twelve (12) weeks. The nurse's regular weekly earnings shall be determined by multiplying her regular hourly rate on her last day worked prior to the commencement of the leave times her normal weekly hours, which, for part-time nurses, includes the payments made in lieu of fringe benefits. This benefit will be paid biweekly.

Article 11 -Term o[Operation o[Agreement

Article 12 - Salaries and Wages

U.7 and E.3

19. Article 11.01 is amended to reflect the term from April 1, 2014 to 12:00

hours, March 31, 2018.

20. The wage schedules set out at pages 107 and 108 of the Union's brief

(appended to this award), will apply, retroactive to the date stipulated. The

Corporation will have a reasonable time to calculate the retroactive pay.

7

U.8-1)

Article 12. 03 - Shift Premiums

21. Effect April 1, 2017, and retroactive to that date, the shift premiums will

be increased as follows:

• Afternoon: $2.25

• Night: $2.65

• Weekend: $2.80.

Article 12. 09 - Responsibility Allowance

U.8-2)

22. Effective the date of the award, for Article 12.09(b), the responsibility

allowance is increased to $15.00 per complete tour.

23. Effective the date of the award, for Article 12.09(c), the responsibility

allowance is increased to $12.00 per completed tour.

Article 14 - Fringe Benefits

U.9 and E.5

U.9-1)

24. Article 14.0l(a)(iv) is replaced by the following:

Full-time nurses shall receive Group Life Insurance as provided by London Life Policy G15638C providing for insurance coverage on the basis of two times the employee's basic regular salary to a maximum of $190,000, excluding retirees. Upon retirement, the employee, within thirty (30) days of termination, may exercise her right to convert all or any portion (subject to insurer's minimum policy amounts) of the

8

Group Life insurance to a personal insurance policy in accordance with the terms and provisions of the group insurance policy, and premiums will be determined by the insurer's individual rate tables then in effect.

25. The following changes are made to the specific benefits, as reflected in the

following amendments to Article 14.0l(a)(vi):

vi) Green Shield Extended Health Services Plan C-5 as current at the date of the award, including:

• a $400.00 every 24 months Vision Care Plan (with ability to use coverage for laser surgery) and up to $100.00 for an eye examination every 24 months;

• $700.00 per hearing aid coverage every 5 years;

• Out-of-Province Hospital coverage;

• Orthotics shall be 1 pair for 3 years with a $450.00 cap; • For the following paramedical services, subject to the

reasonable and customary charges for each service: o Registered massage therapy benefits up to $300.00

per year; o Chiropractic up to $300.00 per year; o Podiatrist I chiropodist I osteopath up to $300.00

per year.

26. Article 14.0l(a)(vii) is amended by increasing the orthodontic lifetime

maximum. to $2,000 with co-payment. Also, the second paragraph will read:

Major restorative services .with $2,000 per calendar year maximum to include:

Article 15 - Vacations and Holidays

U.10

9

27. Article 15.01 is amended to reflect that "After 21 years' continuous

service - 30 working days;".

Letters of Understanding

U.11 and E.2, E.14 and E.16

28. The parties agree that the following Letters of Understanding be renewed,

and we so award:

• Re Pre-Paid Leave

• Re The Assessment Committee (subject to updating the individuals listed)

• Re Part-time Nurses - Availability for Work

• Re Article 13.03 - Scheduling Regulations; Article 16.09 Scheduling

Regulations for Part-time Nurses ·

• Re Part-time Nurses with Temporary Certificate of Registration.

29. We direct that the Letter of Understanding to develop mutually agreeable

flexible schedules is not renewed.

30. The Staffing Letter of Understanding is an important issue of contention

between the parties. The Employer would like to have Paragraph 2 of that letter

deleted. The Union seeks its preservation with minor amendment. Clearly, the

content of Paragraph 2 is an important matter for further consideration between

the parties, having regard to, among other things, the job security interests of the

current complement of nurses, and having regard to the number of beds in the

Home. However, based on the evidence and submissions before us, we are not

persuaded that any substantive amendment (or the deletion) of this letter is

justified for the term of this collective agreement.

10

31. The Staffing Letter of Understanding is renewed subject to the amendment

of Paragraph 2 thereof, which will now read:

Seized

2. For the duration of the current collective agreement, the Employer will maintain the ONA staffing complement at not less than 562.5 hours of RN care per week.

32. Pursuant to s.9(2) of the Act, we remain seized of the implementation of

this award until a collective agreement is in effect between the parties.

3 3. We thank counsel for the parties for their ·comprehensive submissions and

for their assistance in guiding us on the concerns that informed the positions they

presented.

DATED at TORONTO on February 5, 2018.

Christopher J. Albertyn

Arbitrator

I partially dissent.

"Michael Klug"

Michael Klug

Union Nominee

11

I partially dissent. Partial Dissent accompanying this award.

"Leonard Kavanagh"

Leonard P. Kavanagh, Q.C.

Employer Nominee

BETWEEN:

1

IN THE MATTER OF AN ARBITRATION

THE CORPORATION OF THE CITY OF WINDSOR HURON LODGE

(the "Corporation"/"Employer")

-and-

ONTARIO NURSES' ASSOCIATION (the "Union")

CONCERNING AN INTEREST ARBITRATION UNDER THE HOSPITAL LABOUR DISPUTES ARBITRA T!ON ACT,

R.S.O. 1990, CHAPTER H.14 (HLDAA)

Partial Dissent of Leonard P. Kavanaugh, Q.C., Employer Nominee

1. I have read the Award prepared by the Chair and while I do have some concerns

regarding certain items which are the subject matter of that Award, a consideration of

those items in the context of the other items in the Award does not, subject to what is

hereinafter stated, invite my dissent.

2. Essentially my dissent is predicated on the fact that a true and proper application of the

principle of replication would have generated a different result than that prescribed in the

Award.

3. It is trite to observe that the principle of replication has been declared, repeatedly, as the

principle premise upon which the issues presented to an Interest Board of Arbitration

should be considered and resolved.

4. In the particular circumstances of this Arbitration, the fact that the Corporation is also

paiiy to another Collective Agreement with another Union, the terms and conditions of

which apply to a much larger Bargaining Unit at Huron Lodge than the Bargaining Union

2

covered by the Collective Agreement which is the subject matter of this Award, 1s

relevant.

5. This other Bargaining Unit at Huron Lodge includes RPNs who are also engaged in the

provision of health care services and who are also members of the College of Nurses.

6. The current status of the terms and provisions in that other Collective Agreement were

concluded, in bargaining, after a protracted strike. All of this is, in my view, precisely

what this Board of Arbitration should have considered and applied if the principle of

replication is to have any meaning whatsoever. Frankly, I cam1ot imagme a more

compelling situation for the application of the principle of replication.

7. I now turn to my concerns/dissent with particular items in the Award.

8. The Corporation requested amendments to the Fringe Benefits and the Sick Leave

provisions in the Collective Agreement so as to be commensurate with the corresponding

provisions in the other Collective Agreement in operation at Huron Lodge. The A ward

does not grant any of these requests. Consistent with the principle of replication, I would

have awarded the Corporation's requests in this regard.

9.. I do not agree with the disposition of Article 7.06(b)(iii) as prescribed in paragraph 13 of

the Award. The Union presented no evidence whatsoever to establish any need for this

provision. I simply fail to appreciate why there would be any provision in. this Collective

Agreement which would discourage, in any respect, a Bargaining Unit Member from

enlarging his/her experience and qualifications. I would not have awarded this

amendment.

I 0. With respect to paragraphs 3 0 & 31 in the award, the subject matter of which is the

Staffing Letter of Understanding, I would have awarded the deletion of this Letter as

requested by the Corporation particularly, in view of the fact that the legislation

3

applicable to Huron Lodge, prescribes certain care and staffing levels. This Letter is

tantamount to generating a guaranteed workforce for this particular Union. Respectfully,

there was no evidence presented to this Board of Arbitration upon which the continuation

of that Letter would be justified. It follows that I would not have granted any change in

that Letter as prescribed in paragraph 31 of the Award.

1 L Finally, I would have made it clear that all items of compensation, which are made

retroactive, are without interest and that the Corporation would be given a reasonable

period of time to process those payments.

Dated at Windsor, Ontario this 1st day of February, 2018

.:,.~:zz::::: .... z::::~--:::-~~-::7 ~~uatcfP.Kavanaugh'..,.9J~.;"J}d1pfuafron Nominee

•~ r

ONA AT CITY OF WINDSOR-HURON LODGE

~ UNION POSITION

Amend provision to reflect the following increases across all grids:

April 1, 2014-1.4% April 1, 2015-1.4% April 1,2016-1.4%

PAGE 107OF189

April 1, 2017 - 1.4% plus an additional 32¢ to the RN grid and maintain the differential with other grids

Add level 10 (25 years) to Head Nurse, Staff Development Coordinator by adding 1.77% to the maximum rate effective Aprll 1, 2014.

!siafi oevefoeire-r1t ·coo.rd.inator · · -- -· · · ·- -·· ·- · ·-... ···· ! .. · -· · ~siaif aevefOpmelii·cc;oiCiiil.itor .. · · .. ·-·· · ···· -· · ·-·-· -·--·-·-- · ·-- ···i fHe.ad-Nu-rses .. ·· · · · · -·······- · ·····-·· ···i·-····-···iHead.Nurses-- · · - · · ···-··· -· ·· -···-- ·-··- ---· -i

Level/ APRIL 1, 2014-MARCH31, 2015 Level/ APRIL 1, 2015-MARCH 31, 2016 ····------·- ···-----· Step Annual Monthly Bi-Weekly Hourly Step Annual Monthly Bi-Weekly Hourly

Level 1 $60177.00 $5 014.75 $2,314.50 $30.86 Level 1 $61,015.50 $5,084.63 $2346.75 $31.29 -2 $62,634.00 $5,219.50 $2,409.00 $32.12 2 $63,511.50 $5,292.63 $2,442.75 $32.57 -3 $65,890.50 $5,490.88 $2,534.25 $33.79 3 $66,807.00 $5,567.25 $2,569.50 $34.26 4 $69,166.50 $5 763.88 $2 660.25 $35.47 4 $70,141.50 $5,845.13 $2697.75 $35.97 -5 $72,501.00 $6,041.75 $2,788.50 $37.18 5 $73,534.50 $6,127.88 $2,828.25 $37.71 6 $76,537.50 $6,378.13 $2,943.75 $39.25 6 $77,610.00 $6,467.50 $2,985.00 $39.80 7 $80 632.50 $6,719.38 $3101.25 $41.35 7 $81,763.50 $6,813.63 $3,144.75 $41.93 8 $84,786.00 $7,065.50 $3,261.00 $43.48 8 $85,975.50 $7,164.63 $3,306.75 $44.09 9 $90,597.00 $7,549.75 $3,484.50 $46.46 9 $91 864.50 $7 655.38 $3533.25 $47.11 10(tf $92,196.00 $7,683.00 $3,546.00 $47.28 10(1$ $93,483.00 $7,790.25 $3,595.50 $47.94

------··-···--··--··--···--·---·---·--·-.. ·-·······-·-·----··-·-·-··· ·-r-..... ···-···--------·- ----------·-----··-···-· I Staff Development Coordinator ' !Staff Development Coordinator i ltieacl "r~-ur.ses- ·· · ·· · · · · · ·· ·· --·· -··· ·····---·-··---·--------r-·-----·-·-:"Heiii:i Nurses. ·· ···-·- ·· ······ · ·········· ---·-·--·····----·------------·-"1

Level/ APRIL 1, 2016-MARCH 31, 2017 Level I APRIL 1, 2017 - MARCH 31, 2018 -··---·

Step Annual Monthly Bi-Weekly Hourly Step Annual Monthly Bi-Weekly Hourly

Level 1 $61,869.72 $5,155.81 $2,379.60 $31.73 Level 1 $63355.50 $5,279.63 $2.436.75 $32.49 2 $64,400.66 $5,366.72 $2,476.95 $33.03 2 $65,305.50 $5,442.13 $2,511.75 $33.49 3 $67,742.30 $5,645.19 $2,605.47 $34.74 3 $68698.50 $5,724.88 $2 642.25 $35.23 4 $71,123.48 $5,926.96 $2,735.52 $36.47 4 $72,111.00 $6,009.25 $2,773.50 $36.98 5 $74,563.98 $6213.67 $2,867.85 $38.22 5 $75 582.00 $6,298.50 $2,907.00 $38.76 6 $78,696.54 $6,558.05 $3,026.79 $40.36 6 $79,794.00 $6,649.50 $3,069.00 $40.92 7 $82,908.19 $6909.02 $3,188.78 $42.52 7. $84064.50 $7,005.38 $3,233.25 $43.11 8 $87,179.16 $7,264.93 $3,353.04 $44.71 8 $88.413.00 $7,367.75 $3,400.50 $45.34 9 $93,150.60 $7,762.55 $3,582.72 $47.77 9 $94.477.50 $7 873.13 $3,633.75 $48.45 10L" $94,809.00 $7,900.75 $3,646.50 $48.62 10 l'lS $96,136.33 $8,011.36 $3,697.55 $49.31

1 T· 1 Movement to Step 10 (25 year step) is in accordance with experience and service. - I\))

ONA#201410047 JULY 4 &AUG 28, 2017 ISSUE #7 -TERM AND WAGES

ONA AT CITY OF WINDSOR - HURON LODGE PAGE 108OF189

~ jRegist~;ed .Nu~~~-·CFuli-Ti~~)·_ 75 Hours .... --- .......... - ...... ! .[R"e;;r~-t~~~d-N~~~~ (f:~il~Ti~-~)-_:_· 7sH~~~;-·· -··· ··------ -·-- ----···-1 r---·---r-----------r---- --···- -------r----.. ·---.--.. T··· --· -- ---- --:-··--r---------r----·-----1·--··----·--!----.. -·----·-r-------··---·;

-Level/ APRIL 1, 2014-MARCH 31, 2015 Level/ APRIL 1, 2015 - MARCH 31, 2016 ---·----..... -·----·--·· Step Annual Monthlv Bi-Weeklv Hourlv Steo Annual Monthly Bi-Weeklv Hourlv

Level 1 $59,655.14 $4,971.26 $2,294.43 $30.59 Level 1 $60,490.31 $5,040.86 $2 326.55 $31.02 2 $60,525.15 $5,043.76 $2,327.89 $31.04 2 $61,372.51 $5,114.38 $2,360.48 $31.47 3 $61,533.58 $5,127.80 $2,366.68 $31.56 3 $62,395.05 $5,199.59 $2399.81 $32.00 4 $64,558.85 $5,379.90 $2483.03 $33.11 4 $65462.67 $5,455.22 $2,517.79 $33.57 5 $67,623.66 $5,635.31 $2,600.91 $34.68 5 $68,581.50 $5,715.13 $2,637.75 $35.17 6 $71.420.08 $5,951.67 $2,746.93 $36.63 6 $72.419.96 $6,035.00 $2 785.38 $37.14 7 $75,256.04 $6,271.34 $2,894.46 $38.59 7 $76,309.62 $6,359.14 $2,934.99 $39.13 8 $79,111.77 $6,592.65 $3,042.76 $40.57 8 $80,219.34 $6,684.94 $3085.36 $41.14 9 $84,727.31 $7,060.61 $3,258.74 $43.45 9 $85,913.49 $7,159.46 $3,304.36 $44.06

10 (25 $86,230.05 $7,185.84 $3,316.54 $44.22 vears)

10 (25 $87,437.27 $7,286.44 $3,362.97 $44.84 vears)

·•··· ··-·· .•. ..•. ......... ... .. . .. ·•·•··· •. • .• . •......•.•. I • .. •.. . . ... ... ••. •• . .. .... •. -··--·····- ·-· ••.•...•• ···-· ... ·1

Registered Nurses {Full-Time) - 75 Hours [ !Registered Nurses (Full-Time)- 75 Hours ; ···--·---·----;--·---·-- ····-··-··:·--·-----··-------r-··-···-···· ··-····T ··········-···-·····:·-··--1·--·-···------·1··----··--·-------T--··----------·:·-------·--· .. r···--·-··---·-·· ··I

Level/ APRIL 1, 2016- MARCH 31, 2017 Level/ APRIL 1, 2017-MARCH 31, 2018 ---·-------- ...• . -------·

Step Annual Monthlv Bi-Weekly Hourly Step Annual Monthly Bi-Weekly Hourlv Level 1 $61,337.18 $5,111.43 $2,359.12 $31.45 Level1 $62,809.50 $5,234.13 $2.415.75 $32.21

2 $62,231.72 $5,185.98 $2,393.53 $31.91 2 $63,102.96 $5258.58 $2,427.04 $32.36 3 $63,268.58 $5272.38 $2,433.41 $32.45 3 $64,154.34 $5,346.19 $2,467.47 $32.90 4 $66,379.15 $5 531.60 $2,553.04 $34.04 4 $67,308.45 $5609.04 $2588.79 $34.52 5 $69,517.50 $5,793.13 $2,673.75 $35.65 5 $70,492.50 $5,874.38 $2,711.25 $36.15 6 $73,433.84 $6,119.49 $2,824.38 $37.66 6 $74461.91 $6 205.16 $2863.92 $38.19 7 $77,377.96 $6,448.16 $2,976.08 $39.68 7 $78,461.25 $6,538.44 $3,017.74 $40.24 8 $81,354.00 $6,779.50 $3.129.00 $41.72 8 $82,492.96 $6,874.41 $3,172.81 $42.30 9 $87,116.28 $7,259.69 $3,350.63 $44.68 9 $88,354.50 $7,362.88 $339825 $45.31

10 (25 $88,661.40 $7,388.45 $3,410.05 $45.47

vears) 10 (25

$89,914.50 $7,492.88 $3,45825 $46.11 vears)

··--· Level/

APRIL 1, 2014-llMRCH 31 2015

Level I APRIL 1, 2015-MARCH 31 2016

APRIL 1, 201 -Level/

MARCH 31 2017 Level/

APRIL 1, 2017 -MARCH 31 2018

M ••••• ·- .. .. ·~·· ·- .. ···-· ······· .... .. ~-·····--··-

Steo Tour Hourlv Stec Tour Hourlv Stec Tour Hourlv Stec Tour Hourlv .. Level 1 $229.43 $30.59 Level1 $232.64 $31.02 Level 1 $235.89 $31.45 Level 1 $241.58 $32.21 ...

2 $232.80 $31.04 2 $236.06 $31.47 2 $239.36 $31.92 2 $242.72 $32.36 .. -· 3 $236.70 $31.56 3 $240.01 $32.00 3 $243.37 $32.45 3 $246.78 $32.90 4 $248.33 $33.11 4 $251.80 $33.57 4 $255.33 $34.04 4 $258.90 $34.52 ···-· .. 5 $260.10 $34.68 5 $263.78 $35.17 5 $267.38 $35.65 5 $271.13 $36.15 . -6 $274.73 $36.63 6 $278.57 $37.14 6 $282.47 $37.66 6 $286.43 $38.19 7 $289.43 $38.59 7 $293.48 $39.13 7 $297.59 $39.68 7 $301.75 $40.23

. ~--8 $304.28 $40.57 8 $308.53 $41.14 8 $312.90 $41.72 8 $317.28 $42.30 .. 9 $325.88 $43.45 9 $330.44 $44.06 9 $335.06 $44.68 9 $339.83 $45.31

·-··-10 $331.65 $44.22 10 $336.29 $44.84 10 $341.00 $45.47 10 $345.83 $46.11

ONA#201410047 JULY 4 & AUG 28, 2017 ISSUE #7 -TERM AND WAGES