CTV Television Inc.
hereinafter referred to as the "Company"

                                                   Party of the First Part,

AND:

Communications, Energy and Paperworkers Union of Canada
Local 720-M
hereinafter referred to as the "Union"

                                                    Party of the Second Part.

(This Agreement shall commence on the 1st day of January 2002 and remain in force until the 31st day of December 2003…)

                                                   ARTICLE 1
                                                       Intent

1.1  It is the purpose of this Agreement, in recogniz­ing a common interest between the Company and the Union in promoting the utmost cooperation and friendly spirit between the Company and its employees to set forth conditions covering rates of pay, hours of work and conditions of employment to be observed between the Parties and to provide a procedure for prompt and equitable adjustment of grievances.  To this end, this Agreement is signed in good faith by the two Parties.

                                                   ARTICLE 2
                                                   Definitions

2.1       Employee -  The term "employee" as used in this Agreement shall mean all employees included in the bar­gaining unit.  Wherever in the wording of this Agree­ment the masculine gender is used, it shall be under­stood to include the feminine gender.

2.2       Bargaining Unit - The Company recognizes the Union as the exclusive bargaining agent for all persons employed in the Unit defined by the Canada Labour Relations Board in its decision of September 20, 1967, as amended February 26, 1988, and July 10, 1995, certifying CEP, and any amend­ments thereto as mutually agreed by the Parties, or as specified in Article 16.

The Board's decision reads in part as follows:
"All employees of CTV Television Inc. in its News, Features and Information Programming Department (News Bureaus in Canada), excluding:

-  officers
-  managers
-  supervisors
-  producers
-  directors
-  reporters
-  editorial staff
-  announcers
-  office and clerical employees”

2.3       Employee Categories

(a)        A temporary employee may be hired to temporarily relieve a full-time employee while that employee is taking:

-    Vacation leave
-    Maternity leave
-    Paternity leave
-    Sick leave
-    Training courses.

A temporary employee will not be used in order to:

-    lay off a full-time employee, or to avoid the recall from layoff of a full-time employee.
-    avoid hiring a full-time employee.
-    displace a full-time employee in any way.

A temporary employee will work a 40-hour work week and will be used no more than sixteen (16) weeks within any calendar year; such weeks need not be consecutive.   A temporary employee is eligible to work overtime only when that overtime occurs as a direct result of the particular function which the tempo­rary employee is performing.  The Company agrees to pay temporary employees in accordance with the minimum provisions of the Wage Schedule in Article 16, but the benefits provided for in Article 10 and the seniority provi­sions of Article 8 shall not apply to temporary employees.

(b)        A part-time employee is defined as one who is hired on a regular basis for not more than twenty‑ four (24) hours in a week; provided that, if he works more than twenty-four (24) hours in a week he shall be consid­ered a full-time employee.  It is understood that the Company shall not hire part‑ time employees to replace existing full-time em­ployees to obviate the need for additional full‑time employees and the Com­pany agrees to pay part-time employees in accordance with the minimum provisions of the Wage Schedule in Article 16, but the benefits provided for in Article 10 and the seniority provisions of Article 8 shall not apply to part-time employees.

Part-time employees shall not be used unless all full-time employees in the functional group and all other qualified members of the bargaining unit have declined overtime.

(c) A part-time employee shall be subject to a mini­mum call-in of four (4) consecutive hours.

(d)        The term "probationary employee" shall mean and include those employees employed during the first three (3) months of continuous service with the Com­pany, provided that the Company may at its sole discretion extend the probationary period a further three (3) months upon prior written notifica­tion to the employee and to the Union, or terminate employment; such written notification to include a performance evaluation.

                                                   ARTICLE 3
                                           Management Rights

3.1       The Union acknowledges that it is the exclusive function of the Company to hire, promote, demote, transfer, re-classify and suspend employees; and also the right of the Company to discipline or discharge any employee for cause, provided that a claim by an employ­ee, who has acquired seniority, that he has been disci­plined, discharged or sus­pended without just and sufficient cause, may be the subject of a grievance and dealt with as here­inafter provided.

 3.2       The Union acknowledges the right of the Company to operate and manage its business, control its proper­ties and maintain order on its premises in all respects in accordance with its commitments and responsibilities.  The location, number and size of plants, the direction of the working forces, the amount and type of supervision necessary, the number and types of machines and technical equip­ment, procedures and standards of operations, the content of programs, judgement and final evalua­tion of personnel qualifications, the right to decide on the number of employ­ees needed by the Company at any time, operating sched­ules and the selection, procure­ment, design and engineering of equipment which may be incorporated into the Com­pany's plant, including the change of any or all of the foregoing from time to time, control over all operations, buildings, machin­ery, equip­ment and employees, are solely and exclusively the responsibilities of the Company.

3.3       The Union further acknowledges that the Company has the right to make, alter and enforce, from time to time, certain Company rules and regula­tions to be observed by the employees, but before making any new rules and regula­tions, the Company will discuss any new rules and regula­tions with the Union.

3.4       The rights referred to in Paragraph 3.2 and 3.3 above shall be exercised subject to seniority rules, qualifications and grievance procedure, in accordance with the provisions of this Agreement.

                                                   ARTICLE 4
                                                 Union Rights

4.1       Membership and Dues - All employees of the Com­pany as of August 12, 1968, who may be members of the Union as of that date, may, at their discretion, continue to remain members in good standing.

4.1.1   No person shall be required as a condition of employ­ment to become or remain a member of the Union and no statement to the contrary shall be made.

4.1.2  During the term of this Agreement the Company agrees to deduct from each pay, an amount equal to the uniform dues and/or assessments as levied by the Union.  The deductions are to be based on the gross earnings for the pay period of every employee in the bargaining unit, beginning with the date of hiring in the bargaining unit.  The present rate of de­duction is equal to one and two‑thirds per cent (1.666%) of basic pay, and the same percentage shall be deducted on all additional earnings.  The Company shall be notified by registered mail of any changes in the present rate of deductions.

4.1.3   The Company shall remit the monies so deducted to the Union not later than the fifteenth (15th) day of the following month. The Company shall provide the Union with a monthly computer printout detailing the employee name, base earnings, amount of dues de­ducted on base earnings, additional earnings (if any) and the amount of dues deducted on additional earnings (if any).

The Company shall also provide the Union with the following information on a diskette provided by the Union in the specified ASCII format within thirty (30) days after the signing of this Agreement:

1)         Employee name and home address
2)         Sex
3)         Classification, title and salary

Within sixty (60) days of a change in any or all of this information, the Company shall provide the Union with an updated diskette.

4.1.4    Each year the Company will indicate the total amount of Union dues deducted at source and forwarded to CEP for the calendar year in question on the T-4 and TP-4 income tax slips issued to employees.

4.2       Notices to Union -  The Company shall mail to the Union office, and deliver to the President of Local 720-M one copy of each of the follow­ing:

(a)        Within ten (10) calendar days notice of hiring, dis­missal, promotion, demotion or transfer of any em­ployee within the bargaining unit.

(b)        Notice of extension of probationary period, report and reply as contained within Article 7, suspension or any disciplinary action placed on an employee's file within the bargaining unit.

(c)        Any notice pertaining to the application or agreed interpretation of this Agreement.

(d)        The Company will furnish, upon request by the Union, a copy of seniority records and wage information for negotiating purposes.

4.2.1      A new employee shall be provided with a copy of the Collective Agreement and a written statement from the Company indicating his rate of pay, classification and any other special commitments agreed to by the Company.

4.3       Union Access to Premises -  Representatives of the Union shall have access to the Company's premises to carry on inspections or investigations pertaining to the terms and conditions of this Agreement at any operating unit of the Company, at reasonable notice to the Compa­ny, and free from unreasonable interference from the Company.  Such investigation or inspection shall be carried on at reasonable hours and in such man­ner as not to interfere unduly with the normal operations of the Company.  The Company will furnish a suitable business letter or card of identification for the representative entitling him to admission to the premises of the Compa­ny and other places where employees covered by this Agreement may be working.

4.4       Union Use of Bulletin Boards -  The Company agrees to the posting by the Union on scheduling boards of announcements regarding elections, meetings, negotiating developments and the internal affairs of the Union, provided such notices are authorized by the Management; such authorization will not be unreason­ably withheld.

4.5       Leave For Union Activities -  Leave without pay will be granted to no more than two (2) employees from Local 720-M at any one time (exceeded only at the Compa­ny's discretion) in order to:

(a)        Attend Executive Council Meetings, Labour Con­ventions, Courses, etc.  A request for such leave shall be submitted at least fifteen (15) days in advance, and each such leave shall not be more than seven (7) days, (exceeded only at the Compa­ny's discretion.)

(b)        Accept an elective position with the Union or an official labour body for a period not exceeding four (4) years, or an appointive position for a period not exceeding one (1) year.  Any additional yearly periods will be granted by the Company on receipt of a written request from the employee and the President of the Union.

(c)        Leave provided for in Article 4.5(b) shall not constitute a break in continuity of service in the computation of seniority; and with respect to Article 4.5(a), shall not constitute a break in the continuity of service, in the computation of seniori­ty or other benefits under this Agreement.

4.5.1    Upon request by the Union the Company agrees to release without loss of pay at the basic rate or leave credits, two (2) employees named by the Union in order to attend grievance meetings with the Company as provided in Article 6 but any time spent in such meet­ings shall not be consid­ered for the purpose of determin­ing overtime pay, if the meetings extend beyond a normal tour.

4.5.2    Upon request by the Union the Company agrees to release without loss of pay at the basic rate or leave credits, two (2) employees named by the Union in order to attend negotiation meetings with the Company.  Any time spent in such meetings shall not be considered for the purpose of determining overtime pay if the meetings extend beyond the normal tour.  It is further understood that the employees will be completely released from duty for the entire day or days of such meetings and will not be required to perform any work on such days.

Additionally, the two (2) employees named by the Union to attend negotiation meetings shall each be granted one (1) common day off without loss of pay or other benefits in order to attend a pre-negotiation union meeting.  The Union shall provide the Company with three (3) weeks advance notice of such pre-negotiation day.

4.6       Non-Discrimination -  The Company will not interfere with, restrain or coerce the employees covered by this Agreement because of membership in or lawful activity on behalf of the Union.  The Company will not discri­minate in respect to hiring, tenure of employment or any term of employment against any employee covered by this Agree­ment because of membership in, or lawful activity on behalf of the Union, nor will it discourage membership in the Union or at­tempt to encourage membership in another Union.

                                                   ARTICLE 5
                           No Strike, Lockouts or Strike-breaking

5.1       The Union will not cause, nor will any member of the Union take part in a slowdown or a strike, either sit-down or stay-in, of any of the Company's operations during the term of this Agreement.  The Company will not cause, engage in or permit a lockout of any of its operational locations during the term of this Agreement.

5.2       The Company will not assign, transfer, or require employees to go to any radio station, television station, transmitter, studio or property where a strike of employ­ees whose functions are similar to those covered by this Agree­ment is in progress, except in the pursuit of actuality news coverage nor to originate a program or programs including news, specials, and public affairs programming, not normally fed to such facility due to the network's contractual commit­ments with its affili­ated stations.  The Company will not require members of the bargaining unit to perform the duties of any other employee who is engaged in a lawful strike.

                                                   ARTICLE 6
                                          Grievance Procedure

6.1       It is mutually agreed that it is the spirit and intent of this Agreement to adjust, as quickly as possible, grievances arising from the application, administration, interpretation or alleged violation of this Agreement.

6.2       The Parties recognize that the Canada Labour Code provides that any employee may present his personal grievance to his employer at any time.  Any such grievance may be subject to consideration and adjust­ment as provided in the following Articles on grievance procedure.

6.3       In the event of a dispute between any member or members of the bargaining unit and the Company, in reference to the application, administration, interpreta­tion or alleged violation of this Agreement, the following shall be the procedure for the adjustment and settlement thereof:

Step 1:  The grievance shall be reduced to writing and a copy thereof delivered to the office of the President or his designee within ten (10) working days of the arising of such grievance.  A copy shall also be simultaneously delivered to the employee designated by the employees as their Chair­man of the Grievance Committee.

Step 2:  The grievance shall be discussed with the President or his designee and the Local Grievance Committee consist­ing of not more than two (2) mem­bers.  Such discussions will deal with griev­ances of which at least two (2) days' notice shall have been received.  Such meetings shall take place within ten (10) days of the request for a meeting.  Minutes of such meetings shall be kept and read and signed by both Parties at the close thereof.

Step 3:  If the grievance is not recorded as settled within ten (10) days after the meeting described in Step 2, the dispute shall be referred to the President of the Company or his designee and the Union office for further discussion and consideration.

Step 4:  In the event that the representatives of the Com­pany and the Union cannot reach an agreement, the dispute may, by written notice of either party to the other party, be submitted to final and binding arbitration.  The Parties requesting arbitration shall, within ten (10) days of the sending of the notice requesting arbitration, select a mutually acceptable arbitrator.  If the Parties are unable to agree on an arbitrator within these ten (10) days, the Federal Minister of Labour shall be requested to appoint the arbitrator.  The cost and/or expenses of arbitration shall be borne equally by the Company and the Union, except that no party shall be obliged to pay the cost of a stenographic transcript without express consent.

6.4       The arbitrator shall not have the power to change, modify, extend or amend the provisions of this Agree­ment or to award costs against either Party but he shall have the power to direct, if he thinks proper, that any employee who has been suspended, discharged or otherwise disciplined without proper cause, shall be reinstated with pay or part pay and with any other benefit or part thereof under this Agree­ment which may have been lost. The arbitrator may direct, whenever he deems it advisable, that some other penalty or other disciplinary action be substituted.

6.5       If either of the Parties to this Agreement considers that this Agreement is being misinterpreted or violated in any respect by the other Party, the matter may be discussed between representatives of the Company and the Union, and if not satisfactorily settled either Party may refer the matter to arbitration as provided in Step 4 of Article 6.3.

6.6       Time Limits -  Any time limit mentioned under griev­ance procedure shall exclude Saturdays, Sundays, Holidays as listed in Article 12.1, and may be extended by mutual consent.

6.7       Employees shall suffer no loss of pay or other benefits while attending grievance meetings with the Company.

                                                   ARTICLE 7
                                      Reports On Performance

7.1       An employee shall be notified in writing of any expres­sion of dissatisfaction concerning his work within ten (10) working days of cause for dissatisfaction becoming known to his Supervisor.  He shall be fur­nished with a copy of any complaint or accusation which may be detrimental to his advancement or standing within the Company immediately the complaint or accusation is made.  If this procedure is not followed such expression of dissatisfaction shall not become part of his record for use against him at any time in any proceeding.

7.2       The employee's reply to such complaint or accusa­tion, if received within ten (10) working days after he has received the notice referred to in Article 7.1 above, shall become part of his record for use by him at any time in any proceeding.

7.3       Expressions of dissatisfaction while an employee is on probation shall not be considered a part of his record for use against him, after his probationary period has been served.

7.4       The Company agrees to undertake a review of the performance of the employee at the end of six (6) months for any expression of dissatisfaction, complaint, or a suspen­sion.  As a result of this review where the Company has established that the employee has taken the necessary measures to improve his performance since the incident, the Company shall inform the employ­ee in writing in that connec­tion with a copy provided for his status and pay file.

7.5       The record of an employee will not be used against him at any time when twenty-four (24) months have elapsed since a suspension, or since the issuance of a letter of dissatisfaction or complaint.  Further, any reference to such letters or suspensions shall be re­moved from all files.

7.6       Where an expression of dissatisfaction is found to be unjustified, all references to such expression shall be removed from the employee's record and destroyed.

7.7       An employee shall have access to his personnel file if and when he is at the location where the records are main­tained, or once annually when the department head or his delegate shall visit the Bureau for the purpose of Company business and/or performance reviews.  But in no event shall the Company bear the expense of transporting employees for the sole purpose of inspecting their personnel records.

7.8       An employee shall have the right to take a Local Union Officer with him to any disciplinary meeting involving his supervisor or management personnel.

                                                   ARTICLE 8
                                              Seniority Rights

8.1       Company Seniority -  Company seniority shall be deemed to have com­menced on the date of hiring by the Company and shall be equal to the length of continuous ser­vice, and shall relate within each functional group only to the choice of vacation periods, and the earning of leave credits.  Seniority credit shall continue while any employee is on leave granted by the Company.

8.2       Unit Seniority -  Unit seniority shall be measured by the length of continuous service within the bargaining unit.

8.3       Promotions and Transfers -  The employee with the most unit seniority shall, if he meets the qualifications set for the posi­tion by the Company, be promoted to fill a vacancy in a higher classification.  Nothing in this Article precludes the Company from hiring applicants from outside sources where no present employee applies and is accepted.  Vacancies shall be posted for a minimum of seven (7) days prior to advertising outside.

In no event shall the Company be required to offer promo­tions and transfers within one divi­sion to employ­ees from the other divisions.

8.3.1    Without his consent, no employee shall be trans­ferred or assigned to another functional group whose job content is substantially different from that of his regular functional group.

8.3.2    No individual employee offered a promotion shall be in any way penalized for refusing to accept such a promo­tion.

8.3.3    An employee promoted to fill a vacancy in either a higher functional group or a higher classification in the same group shall be on trial in such a classification for a period of three (3) months. The Company may at any time during the trial peri­od return the employee to his former position without any loss of seniority.  At the conclusion of a successful trial period, the employee will be advised in writing that his promotion has been made permanent.  Nothing in this Article will impair the Company's right as set out in Article 3 of this Agree­ment.

8.3.4      Employees required to perform in a functional group different from their regular functional group for which they have not received adequate training will not be penalized for errors commit­ted during such perform­ance, which errors are related to the lack of adequate training.

8.3.5      Employees may, by mutual agreement, train in job classifications other than their own.

8.4       Dismissal, Demotion or Suspension -  The dis­charge, demotion or the suspension of an employee shall be for just and sufficient cause.

8.4.1    The employee shall be informed of the Company's decision to discharge, demote or suspend him by previous notice in writing and not otherwise.

8.4.2    The decision set forth in such notice may be sub­ject to the grievance procedure as set out in Article 6 of this Agreement, except for those employees that may be dis­charged during their pro­bationary period.

8.4.3    The Company will not take disciplinary measures against an employee, such as letters of reprimand, suspen­sion or dismissal, unless he has been noti­fied in writing within ten (10) working days following the supervisor becom­ing aware of the inci­dent of which the employee has been accused, and a period of thirty (30) working days following such notification has elapsed in order for the employee to give a written reply.  Such reply shall become a part of the employee's file.

8.4.4    An employee who is discharged for other than gross misconduct, shall be given two (2) weeks' pay in lieu of further notice.

8.5       Layoffs -  The Company shall advise the Union and the em­ployee(s) concerned at least eight (8) weeks in advance of proposed layoffs.

8.5.1    When layoffs of employees are to be made, the Com­pany shall determine what jobs are to be abolished and the number of employees to be laid off.  Where employees are to be laid off, such layoffs shall proceed in inverse order of unit seniority within the functional group, provided that no employee is to be displaced by a more senior employee unless the latter possesses the occupational qualifica­tions of the job filled by the employee with less seniority.

8.5.2    An employee about to be laid off from one func­tional group and who has the occupational qualifications for another functional group, may apply his unit seniority and transfer laterally or revert to such another group.

8.5.3    While an employee is laid off the Company shall pay one hundred percent (100%) of all the costs of the em­ployee's medical and insurance benefits as contained in Article 10.3 for a period of six (6) months, or until the laid‑off employee receives such benefits from securing full‑time employ­ment elsewhere, whichever comes first.

8.5.4    An employee about to be laid off from one func­tional group who has the unit seniority, and who may be trained in a reasonable length of time to perform duties in another functional group, shall be trained during the period of the layoff notice and he shall then revert to that group if he meets the qualifications for the position.

8.5.5    An employee who has reverted through layoff to another group and whose basic salary is higher than the maximum of this group, shall continue to receive the higher salary which shall be frozen (red circled) until such time as the salary in the lower rated job surpasses the employee's frozen salary and then such employee will proceed in the scale in accordance with Article 16.

8.6       Recall From Layoff -  When vacancies occur in a functional group in the twelve‑month period following a layoff in that group, the Company agrees to rehire, in the order of unit seniority, those employees who were laid off.  The Company agrees to notify the employees concerned by registered mail, and the employees must give their decision in writing within fourteen (14) days.  Employees re‑engaged under this provision shall be credited with their seniority at the time of being laid off, plus seniority equivalent to the period of the layoff.

8.6.1    An employee who has reverted or transferred to another functional group due to the operation of Articles 8.5.2 and 8.5.4 shall be entitled to the same rights in the filling of vacancies in his former functional group as are permitted under Article 8.6 to laid‑off employees.

                                                   ARTICLE 9
                          Jurisdiction, New Devices and Methods

9.1       Jurisdiction -  The Union agrees to the continuance of the company policy of assigning duties to employees (as de­fined in Article 2.1 of this Agreement) relating to the preparation, audition, rehearsal and trans­mission of pro­gramming.

9.1.1    The Company agrees not to assign to persons outside the bargaining unit duties now performed by members of the bargaining unit.  However, in the case of News Bureaus, the Company may at its dis­cretion contract personnel from outside the bargaining unit due to the exigencies of news cover­age.  The Company agrees that it will not hire outside contractors for the purpose of eliminating or displacing full‑time employees or to avoid the re‑call of employees who are laid off and available for assignment within the first twelve months of the layoff or to avoid the payment of overtime.  Further, it is agreed that the following work practices by supervisors or other persons outside the bargaining unit defined in Article 2.2 are recognized by the Union, and the Company shall not be required to alter such prac­tices:

(a)        Manufacturers' or distributors' engineers or techni­cal representatives engaged in installing, assembl­ing, modifying, setting up, testing or repairing technical equipment.

(b)        Operations Supervisors within the Operations Depart­ment using technical equipment over which they have direct supervisory or maintenance authority.

(c)        The Vice‑President Operations, the Director of Engi­neering, the Director of Operations, the Manager of Outside Broadcasting and Special Projects as well as three (3) Technical Supervisors (Agincourt, Ottawa, Yonge Street) may operate technical equipment for the purpose of testing, or evaluating such equipment, or for the evaluation of technical program quality.

(d)        In the case of the News Bureaus, non‑CEP staff personnel may operate equipment set aside for their use and/or ENG/EFP equipment ordinarily operated by persons within the Union for the purposes of screening news material, logging and selecting for archiving, but shall not perform the function of recording or editing material intended for broadcast, or archiving.

(e)        In the case of News Bureaus and/or news remotes, it is recognized as a matter of past practice that the Manager of Outside Broadcasts and all Techni­cal Supervisors have assisted in the technical and opera­tional set‑up of remote broadcasts and/or ENG/EFP camera, edit and feed equipment.  It is not the inten­tion of the Parties to alter the present practice in this respect.

(f)         In Toronto, the feeding, recording and editing of all news material may be carried out by qualified mem­bers of either division.  This will not result in a reduc­tion of work or in a reduction in the number of employ­ees within the operations division work­ing in News Editing.  Distribution of all other material to the network [other than news material contained within this sub‑­clause (h)] will remain the responsibility of the opera­tions and engineering departments.

(g)        In Toronto “contract personnel” as referred to in Article 9.1.1 may also mean Local 79 CEP bargain­ing unit ENG Camerapersons, Senior Cameraper­sons, Super­vising ENG Camerapersons from CFTO-TV.  The Company agrees it will not hire/­assign/utilize these “contract personnel” for the purpose of eliminating or displacing full-time employees or to avoid the recall of employees who are laid off and available for assign­ment within the first 12 months of the layoff or to avoid the pay­ment of overtime.

9.1.2    Every tape recording produced by the Company which has had CEP personnel involvement, shall have the CEP seal legibly exhibited on the Slate, as well as the Tape Container.

9.2       New Devices and Methods -  In the event that the Company introduces or permits to be used any process, machinery or equipment which substitutes for, supple­ments or replaces any present process, machinery or equipment being operated as of the date of this Agree­ment by employ­ees within the bargaining unit, such process, machinery or equipment shall be operated and maintained only by employ­ees in the bargaining unit herein set forth if such employees are qualified to operate and maintain such equipment subject to the jurisdictional qualifications contained in Article 9.1.

9.2.1    It is agreed that CTV has the right to introduce and use new or modified equipment, machinery, apparatus, process, methods and/or types of equip­ment.  The Company will give full consideration to giving training opportunities to employees in the bargaining unit for the operation of any new equipment.

9.2.2    The Company agrees that no employee on payroll as of August 13, 1991 will be dismissed, laid off or downgraded because of the introduction and use of such new or modified equipment, machinery, apparatus, processes, methods and/or types of equipment.

9.2.3    Technological Change -  Should layoffs result from technological change with respect to employees other than those protected by Article 9.2.2, and as distin­guished from changes in programming, the Company shall:

(a)         Give the Union and the employees as much advance notice as is practicable, but not less than four (4) months' notification of such layoffs or four (4) months' pay in lieu of said notice, plus benefits as outlined in Article 10.3 for the same period. Also, the employee shall receive severance pay, as outlined in Article 10.7.

(b)         The Company shall, in writing, state the nature of the changes contemplated and the number of jobs likely to be affected.  Upon receipt of such notice by the Union, the Parties shall arrange a meeting or meet­ings, for the purpose of conducting discus­sions to assure that any hardship to the employees affect­ed shall be minimized; this shall be done by provid­ing, wherever possible, alternative employ­ment within the Company for employees whose jobs have been eliminated, or by joint efforts on the part of the Com­pany and the Union to obtain employment outside the Company, and/or by any other means that the Parties may, by mutual agreement, decide upon.  The Com­pany will pro­vide such employees reasonable time off at a mutually agreeable time, during their normal work week, without loss in salary, to be interviewed for posi­tions outside the Company.

9.2.4     It is agreed that an employee who is to be laid off due to technological change has the right to invoke his seniority and bumping rights as contained within the Collective Agreement.

                                                  ARTICLE 10
                                            Employee Benefits

10.1      Short Term Disability - In cases of absence due to injury or illness, the employer will grant sick leave with pay up to a maximum of one hundred and eighty-two (182) days.  The Company may require a doctor’s certificate if an em­ployee is absent more than three (3) consecutive days.  The Company may require the employee to authorize a release form giving permission for the Company physician to consult with the employee’s physician.  The release form does not give the Company access to the employee’s personal information.  The Company may also request the assistance of CTV’s health care provider, Liberty Health, for long-term illnesses.

10.1.1   In the event that an employee is unable to report to work due to illness, he shall notify his immediate supervisor or the department head as quickly as possible and shall record the number of days absent on his weekly time sheet. 

10.2      Maternity and Parental Leave - Every full-time employee with six (6) months or more of Company seniority, upon providing the Company with a certificate from a qualified medical practitioner, certifying that she is pregnant, will be entitled to up to fifty-two weeks (52) of leave of absence made up as follows:

1.   Up to seventeen (17) weeks of maternity leave.

2.   Up to thirty-seven (37) weeks for parental leave which may be taken any time in the fifty-two (52) week period beginning on the date of the birth of a child or the day the child comes into the employee’s care.

3.   In the case of an adoption, the thirty-seven (37) weeks parental leave is available within the fifty-two (52) week period the child comes into the employee’s care.

The employee shall give the Company four (4) weeks notice of his/her intention to take maternity or parental leave.

Upon going on maternity leave eight (8) weeks of the above leave of absence shall be paid for by the Company on the following basis:

1.  Two (2) weeks of pre-natal pay at their basic rate of pay

2.  Six (6) weeks of post-natal pay at their basic rate of pay, to be paid over three pay periods upon return to work on a regular full-time basis.  Should an em­ployee voluntarily terminate employment within six (6) months following the return to work, the postnatal pay must be reimbursed.

An employee on Maternity Leave will continue to accrue vacation time and is eligible to take that time as unpaid vacation leave, which must be taken at the end of the Maternity Leave.   During this leave of absence the Company will pay 100% of the premiums for Extended Health Care, Dental Care, Basic Life Insurance, and Accidental Death and Dismemberment.  The employee will be responsible for paying 100% of the Long Term Disability premiums.  The employee will also have the option of continuing the pension plan contribution.

10.2.1   An employee who intends to take parental leave is entitled upon written request to be informed in writing of every employment promotion, or training opportun­ity that arises during this absence.

10.2.2   An employee who takes parental leave or maternity leave, shall upon conclusion of such leave be reinstated in the same position and at the same rate of pay which he held prior to taking such leave.

10.3   Medical and Group Insurance - The Company shall  continue to share the cost of the following Plans covering the employee, his/her spouse and children and to keep these Plans referred to hereafter in force and not reduce any of the benefits contained herein during the life of this Agreement without the approval and agreement to the Union:

(a)   "Spouse" as used in this Agreement shall include a person to whom the employ­ee is legally married or one with whom the em­ploy­ee has cohabited for at least twelve (12) months.  "Children" as used in this Agreement shall include the children of the person with whom the employ­ee has cohabited for at least twelve (12) months.

10.4   Pension Plan -  The Company agrees that it will maintain the Pension Plan on terms no less favourable to the employees and at no higher rates to participating members of the bargaining unit than those which were agreed upon under the terms of this Collective Agree­ment.  At the same time the Parties agree that improve­ments in the Pension Plan are desirable and will continue discussions to that end during the term of this Agree­ment, and the Company will provide all pertinent infor­mation necessary to facilitate such discussions, but nothing herein contained shall compel either party to institute or to accept any changes.

10.5   Special Leave

(a)    When an employee is required to be absent due to a death in his immediate family, i.e., legal guard­ian, father, mother, brother, sister, mother‑in‑law, fa­ther‑in‑law, and grandpar­ents he shall be granted compassionate leave of absence with pay up to three (3) days, and at the discretion of the Company, additional sufficient time to accomplish all that is required of him.

(b)    When an employee is required to be absent due to a death in his immediate family, i.e., spouse, same sex partner, child or step-child he shall be granted com­passionate leave of absence with pay up to five (5) days, and at the discretion of the Company, additional sufficient time to accomplish all that is required of him.

(c)    When an employee is required to be absent due to a death with respect to his brother in‑law, sister-in-law, aunts, and uncles he shall be granted com­passionate leave of absence with pay for one (1) day, and at the discretion of the Company, addi­tional sufficient time to accomplish all that is required of him. 

(d)    Compassionate leave of absence with pay up to three (3) days shall be granted with respect to any relative, permanently residing in the employee's household, or with whom the employee resides.

(e)    The Company agrees not to change its past practice relating to the granting of compassionate and be­reavement leave.

10.5.1   The Employer recognizes the need for leave for specified emergencies, e.g., birth of a child, critical illness in the immediate family.  However, payment for such leave will be at the sole discretion of the Employer.

10.5.2   The Company will grant sufficient time to an em­ployee for medical, dental and eye appointments where reasonable notice is given.

10.5.3   In the event that an employee desires leave without pay, he shall apply in writing to the Company stating the reason for such leave.  Permission to grant an employee's request for such leave will be at the sole discretion of the Company.  An employee on leave without pay may be subject to dismissal if he accepts employment from any source, except as provided in Article 4.5.  No employee shall suffer loss of seniority or other benefits as a result of such leave.

10.6   Jury and Witness Duty -  Employees called to serve on juries, or to obey a subpoena shall receive their regular salaries during such periods, less the amount they receive in payment for such calls, provided the employee returns to work if he is released from jury prior to 12:00 noon.  An employee serving on a jury or obeying a subpoena will not be assigned to work on evenings or weekends during such service.

10.7   Severance Pay -  Severance pay shall be paid to an employee dismissed or released through no fault of his own.  Such severance shall be paid at the rate of three (3) weeks’ salary for each completed year of service up to a maximum of thirty (30) weeks' salary.  In any event, a minimum of four (4) weeks' salary shall be paid.  With respect to incomplete years, the severance pay shall be on a pro-rata basis calculated to the nearest month.

10.8   Existing Benefits -  The Company recognizes that as of February 26, 1988, employees in the bargaining unit have enjoyed certain benefits and the Company agrees not to alter or change these benefits in such a manner as to be discrim­inatory.

                         ARTICLE 11
             Transportation and Travel Expenses

11.1   Travelling Expenses -  The Company agrees to reimburse each employee for all authorized travel and/or approved expenses and for parking fees and other justifiable miscellaneous expenses in connection with their assign­ments upon presentation of receipts where feasible, and where travel is approved by the Depart­ment Head.

11.1.1   When an employee on authorized Company busi­ness is involved in an accident resulting in damage to his car and the amount of damage cannot be recovered from any other person or persons, the Company agrees to reimburse the employee for the deduct­ible amount under the em­ployee's car insurance plan to a maximum of two hundred and fifty dollars ($250.00).

11.1.2   It is expressly agreed that the use of an employ­ee's car in executing the business of the Company is not compul­sory, and he may at his discretion decline to do so.

11.1.3   When employees are required to end a tour of duty due to unscheduled overtime at a time when public transpor­tation is not available, taxi fare will be provided when required by the employee, except for those News employees who have agreed to supply their vehicles for Company business.

 11.1.4   News Mileage ‑  In the case of News, both the Union and the Company recognize what has been common practice in the Bureaus whereby the Camera Operator provides his personal vehicle to transport ENG equipment and News personnel to and from assign­ments.  To those em­ployees who agree to supply their vehicles to CTV on a regular basis, the Company shall:

(a)    Provide one hundred percent (100%) of the cost of Bureau parking for one vehicle per crew (where free parking is unavailable), plus parking fees while on assignment;
 
(b)    Reimburse employees for approved mileage at the rate of thirty‑six cents (36¢) per kilometer.

(c)    Where employees agree to use their vehicle on a regular basis, they shall receive a minimum credit of one thousand (1,000) kilometers pay­ment each month;

(d)    Where employees agree to use the vehicle on a regular basis, they are required to carry business insurance.  The Company will pay the difference between business and pleasure insurance, to a maximum of two hundred and fifty dollars ($250.00) per year upon the submission of a copy of the insur­ance statement and receipt.

11.2   Definition of Location and Location Expenses -  For the purposes of this Agreement, the following definition of "location" shall apply:

(a)    "Local" location shall be considered within a forty (40) kilometer radius of City Hall, and the major airport servicing each city.

(b)    "Out‑of‑Town" location shall be any point beyond the limits defined as "Local" location.

11.2.1   The Company shall pay a per diem allowance to employees while on out‑of‑town assignments.  Claims will not be calculated on fractions of a day, but rather shall be reimbursed for any or all meal periods while out of town, according to the follow­ing schedule:

11.2.2   Employees on "out-of-town" assignments who require overnight accommodation shall receive single occupancy first class accommodation at Company expense when available at the location con­cerned.

First class accommodation shall be determined by AAA or CAA published standards.

11.2.3   The allowances mentioned in Article 11.2.1 shall be in addition to the following allowable expenses:

(a)   The cost of transportation, including chair or parlour car seat, and, when applicable, automobile mileage allowance.

(b)   The cost of taxis and limousine service between residence and station or Bureau or airport at point of departure and return, and between station or airport and hotel, at point of destination, between job site and hotel and return.

(c)   The cost of vehicles for the transport of equip­ment.

(d)   The reasonable cost of extra assistance in handling equipment.

(e)   For News Bureau employees, a five (5) minute call to home base shall be provided on a daily basis when on assignment within North America.

Outside North America a News employee shall be provided a five (5) minute call home on the first day and a five (5) minute call home each third (3rd) day thereafter.  All calls are to be charged to the company supplied telephone credit card wherever possible, not on hotel room bills.

(f)   The cost of laundry on assignments of five (5) days or more, or when an assignment is extended after the employee leaves his home base.

(g)   The Company agrees to insure News Bureau employ­ees covered under the terms of this Agree­ment against accidental death or dismemberment in the amount of $250,000 while travelling in a war zone or civil insurrection area.

(h)   All costs of obtaining required travel documents, i.e., passports, photographs, visas, inoculations, etc., shall be borne by the Company.  As a condi­tion of employ­ment, it is the responsibility of each News Bureau employee to maintain current and valid travel docu­ments.

(i)   At its discretion, for purposes of business travel, the Company may provide employees with selected corporate credit cards. Personal charges on company accounts are not allowed.  Abuse will result in forfei­ture.

(j)   The Company shall return an employee to home base at Company expense when a medical or family emer­gency occurs while on assignment, either to the employee, or his family.  Any addition­al medical costs above the employee's insurance coverage for emer­gency treatments while on assignment shall be borne by the Company.

(k)   In the event an employee is sent on an out‑of‑town assignment without the opportunity of packing the appropriate wardrobe, and with the prior approval of the Company and upon sub­mission of proper receipts, the Company shall reimburse the employee for reasonable clothing expenses.

(l)   All News Bureau air travel will be economy class, except on flights which exceed six (6) hours in duration when business class shall apply.

(m)   Where employees are assigned to an out‑of‑town location for a duration of ten (10) days or longer, at its discretion the Company may choose to provide ac­commodation at an apartment or "house­keeping" hotel.  Such arrangements will be made in consultation with the employee, and matters such as the transport of personal effects and the ability to maintain personal business while away from home shall be accommo­dated in a reasonable manner.  Article 11.3 (d) will not apply during such an assignment.

(n)   News Bureau employees who are required to travel shall be provided an advance to cover expenses during their assignments according to the then current corporate practice.  All expenses must be submitted on the appropriate Company claim form, accompanied by original receipts only, as soon as possible after returning to home base, but not longer then thirty (30) days depending on circum­stances.

(o)   News Bureau employees who accept a transfer from one city to another shall do so under the terms of the existing CTV News moving policy, which shall include the cost of real estate fees and a repayment schedule should the individual cease employment with the Company on his own choice.  Note:  It is not CTV News policy to pay the moving expenses of first time, new employees.

11.2.4   It is agreed that an application for an advance to cover travelling and location expenses will be made as far in advance as possible of an employee's departure time, and that an accounting of any such expenditures with receipts, will be submitted for approval within five (5) working days of an employee's return to home base.

11.3  Travelling Conditions -  For pay purposes, employ­ees engaged only in travelling shall be credited with all time consumed when travelling on an assignment of the Com­pany. Such time will be computed:

(a)   From two (2) hours prior to the scheduled time of the carrier's departure, when the employee leaves from his home for travel by common carrier.

(b)   From the assigned hour of departure from his home when the employee travels by automobile direct to the assignment.

(c)   From the time he leaves his normal place of employ­ment when the employee reports there before pro­ceeding to travel.

(d)   From the assigned hour of departure from his lodging when an employee is using overnight accommodation.

11.3.1   Time credited for the return journey under the above conditions will be computed in the same manner.

11.3.2   The Company agrees to maintain adequate liability insurance on all vehicles owned or rented by the Compa­ny which it requests any employee to drive.

11.3.3   When an employee is required to work at a studio or remote location other than his normal place of em­ployment, he shall be credited with all time consumed in transit be­tween such normal place of employment and any other studio or remote location and return.


                         ARTICLE 12
                Holidays and Annual Vacation

12.1  Holidays and Holiday Pay -  The following shall be paid holidays:

Plus any day duly proclaimed by the Federal Government as a public holiday.

In the case of News Bureaus other than in Ontario, an employee shall be guaranteed a total of nine (9) public, paid holidays even though his particular Province may designate days other than those specified above as official holidays.

(a)   In addition to the holidays listed above, three (3) additional holidays shall be granted each calendar year.  Such holidays shall be taken at a time mutually convenient to the Company and the employee.  In the case of new employees the additional holidays shall be credited after six (6) months Company seniority.  The credited additional holidays shall be taken within the calendar year.  Should the Federal Government declare Heritage Day as a legal holiday, then that day shall replace one of these floating holidays.

(b)   When one of the nine (9) holidays listed above falls on a Saturday or Sunday and the day following is pro­claimed a holiday by the Federal or Provincial Authori­ties, the corresponding weekday(s) pro­claimed shall be deemed to be the holiday(s) for the purposes of this Agreement.

(c)   When December 25th falls on a Saturday or Sunday and where December 26th and 27th are proclaimed as public holidays, the entitlement to holidays for the purposes of this Agreement shall be only December 25th and 26th.

(d)   When January 1st falls on a Saturday or Sunday and where the preceding Friday or following Monday is proclaimed as a public holiday, then the entitlement to the holiday for the purposes of this Agreement shall be only January 1st.

12.1.1   Employees shall be compensated for the above holidays in the following manner:

(a)   If the holiday falls on a regular working day and the employee is not required to work, he shall be paid for eight (8) hours at his basic rate of pay.

(b)   If a holiday falls on an employee's scheduled day off or within his vacation, he shall receive one (1) additional day off either added to the vacation or granted at another time agreeable to both Parties.

(c)   If the holiday falls on a scheduled work day and the employee is required to work, he shall receive two and one half (2½) times his basic rate (which amount shall include his normal basic pay) for all hours worked with a minimum credit of eight (8) hours and three (3) times his basic rate for all hours worked in excess of eight (8) hours.

(d)   If the holiday falls on a scheduled day off and the employee is required to work, he shall receive three (3) times his basic rate for all hours worked, with a mini­mum credit of eight (8) hours.

(e)   For any of the remaining holidays received in accor­dance with (b), (c), or (d) above, an employee may at his option receive a day off at a mutually agreed time and this option shall be indicated on the time sheet for the week in which the holiday occurred.  The payment received for each holiday as provided in (b), (c) or (d) above shall be reduced by eight (8) hours basic pay only for each day taken in lieu as provided herein.  An employee leaving the employ of the Company shall receive unused credits provided herein by cheque.

12.1.2   A tour of duty beginning on the eve of a holiday and continuing into the holiday shall not be con­sidered as work performed on the holiday and a tour of duty beginning on the holiday and continu­ing into the day following shall be considered as work performed on the holiday.

12.2 Scheduling of Christmas and New Year's -  Before December 1st of each year the employees will advise the Company of their preference of days off to be scheduled over the Christmas and New Year's holidays.  The employ­ees' choice of days off shall be granted on the basis of Company seniority within the functional group and each employee, if he so requests shall be scheduled off on either Christmas Day or New Year's Day.  An employee scheduled off on one of these days shall not be required to work beyond 6:00 p.m. on the eve of that holiday.

In the case of News Bureaus, the Company reserves the right to schedule Christmas and New Year's days off on a bureau‑by‑bureau basis.  Company seniority shall apply only in those Bureaus with multiple crews.

12.3  Vacations and Annual Leave -  Employees shall be entitled to an annual vacation with pay, or separation pay in lieu thereof, in accordance with the following table:

12.3.1   In the event pay day(s) occur during an employee's vacation period, he shall, upon request, receive his pay cheque prior to going on vacation.  Except in the case of last minute vacation scheduling, requests for such advance must be received by the Department Head three (3) weeks in advance to al­low for appropriate computer programming changes.

12.3.2   Employees may take a day or two departmental leave, provided they have vacation leave to their credit subject to the departmental head's approval.

12.3.3   Employees may be allowed to waive their vacation period at the Company's discretion, and allow their vacation days to accumulate from year to year.

12.4  Scheduling Annual Leave -  Vacation periods shall be scheduled between June 1st and September 30th.  Vacations may be taken outside the vacation period when requested by the employee and agreed to by the Company.

(a)   It is understood and agreed that an employee, at his option, need not take all vacation time owed at any one time subject to the provisions of Article 12.3.3.

12.4.1   On or prior to March 15th, employees shall be noti­fied to advise the Company of their vacation pre­ferences on a form prescribed by the Company. These forms must be completed and returned to the Company no later than April 1st.

12.4.2   Vacation schedules shall be posted no later than April 21st and preferences shall be given employees on the basis of Company seniority within the func­tional groups.

12.4.3   In the case of News Bureaus, due to the varying nature of news coverage, it is agreed that scheduling of annual leave shall be a matter of discussion between the Company and individual employees on a bureau‑by‑ bureau basis.  Company seniority shall apply within functional groups only in those Bureaus with multiple crews.

                         ARTICLE 13
                Hours and Scheduling of Work

13.1  Work Week -  The work week shall consist of five (5) days of eight (8) consecutive hours each, commenc­ing at 12:01 a.m. Monday.  The hours of work shall be exclusive of the first meal period but inclusive of the second meal period and break periods.

13.1.1   The five (5) day work week referred to in Article 13.1 shall be computed as being averaged over four (4) weeks comprising twenty (20) working days (i.e., as encompassing two (2) pay periods).

13.1.2   Alternative Work Week -  Notwithstanding Articles 13.1 and 13.1.1, an employee may be scheduled on a four (4) day work week consisting of a ten (10) hour tour of duty for each day in that work week.  The standard work day provided for in Article 13.1 shall be ten (10) hours in such cases, exclusive of the first meal period but inclusive of all other meal periods and break periods.  The third day off in the work week resulting from this Article shall be scheduled consecutive to the two (2) consecutive days off provided for in Article 13.2.

13.2   Days Off -  There shall be two (2) consecutive days off for each work week which shall be referred to as "scheduled days off", and which may be given in the week adjacent to the week in which they were earned.  The two (2) scheduled days off may be in separate work weeks, that is, Sunday and Monday. The Company shall continue to make an effort to schedule the two (2) scheduled days off on week­ends as frequently as possible and in any event not less often than one weekend in every three.

13.2.1   The work days in any work week need not neces­sari­ly be consecutive, they may be separated by the two (2) consecutive days off.

13.2.2   Two (2) scheduled days off shall be defined as forty­eight (48) hours plus the turnaround period of twelve (12) hours for a total of sixty (60) hours.  Three (3) and four (4) scheduled days off shall be defined respec­tively as sev­enty‑two (72) hours plus the turn­around period of twelve (12) hours for a total of eighty‑ four (84) hours and ninety‑six (96) hours plus the turnaround period of twelve (12) hours for a total of one hundred and eight (108) hours.

13.2.3   When the two (2) scheduled days off are separated as provided in Article 13.2.6, there shall be eighty-four (84) hours between the end of the last tour before, and the beginning of the tour next following, such days off.

13.2.4   An extra day off is defined as twenty-four (24) hours only and may be scheduled consecutive to sched­uled days off or separate from them.

13.2.5   Two (2) scheduled days off may be separated by a holiday only when no work is scheduled on that holiday.

13.3  Tour of Duty -  A tour of duty or tour shall mean the scheduled, authorized and/or approved time worked by an employee during a day, not including call‑back, with a minimum credit of eight (8) consecutive hours, provided that if the tour extends beyond midnight, it shall be considered as falling wholly within the calendar day in which it starts.

13.4  Posting of Schedules - The weekly schedule clearly showing daily starting times, finishing times and days off, shall be posted no later than 1:00 p.m. on Friday two (2) weeks prior to the week in question.  Further, News Bureau employees do not require meal periods to be scheduled and posted.

Once the weekly schedules have been posted the em­ployee's days off for such posted schedule shall not be changed without the employee's consent. For purposes of scheduling in News Bureaus, it should be understood all times quoted in this Agreement are to be considered local time.

13.4.1   After this posting, there shall be no reduction in the number of hours scheduled, except that the posted number of hours may be reduced due to the vagaries of the news agenda until the end of the fourth (4th) hour of the tour in question.  If such notice is not given, all additional hours originally scheduled and not worked will be paid at half time.

13.4.2   When an employee’s daily schedule totals less than eight (8) hours, every effort will be made by the Company to provide notice of increased hours as soon as possible, given the vagaries of that day's news agenda.  But, regardless of no­tice, all actual hours worked shall be reported on the weekly time sheet to be paid at whatever rate is applicable when the total number of hours worked is determined at the end of the week.

13.4.3   The provisions of Articles 13.4 and 13.5 with respect to scheduling of start and finish times or the changes thereof will not be applicable to News employ­ees on out‑of‑town assignment.  On those occasions, start and finish times shall be assigned as early as possible but not later than the end of the tour of duty on the day before for purposes of continu­ing the news assignment or returning to home base.  If such notice is not given, the employee's tour of duty for the next day shall be deemed to commence at whatever time was originally posted.

13.5  Change of Schedule -  Notice of change of starting time shall be given no later than the end of the fifth (5th) hour of the prior tour of duty. When an employee is on duty, the Company will be deemed to have given notice when such notice is posted and the Company has made every reason­able effort to reach the employee.  If the employee is off duty, the Company will notify the employee directly.  If such notice is not given, the employee shall be credited with all hours originally scheduled plus any additional hours.

13.5.1   Due to the varying nature of news coverage, every effort will be made by the Company to contact News Bureau employees returning from a leave if the pre-arranged start time for the day of their return has been altered.  Similarly, such employees should also endeavour to contact their immediate supervisor or the News desk by telephone to confirm the start time of the next day's tour of duty so as not to miss an assignment.

13.5.2   It is the responsibility of an employee to report to the Supervisor in charge of scheduling advising when he will be available for duty following absence due to illness.  It is the Company's responsibility to then or subsequently inform the employee of any change in his schedule.

13.5.3   It is the intent of the foregoing to ensure that each employee shall be apprised of his daily work schedule at the earliest possible time.

13.6  Overtime Computation - Overtime shall be paid for all time worked or credited in excess of forty (40) hours in any week at the rate of one and one-half (1½) times an em­ployee's straight time hourly wage.  Should the hours of work exceed sixty (60) in a week, an employee shall receive two (2) times his basic hourly rate of pay for the sixty-first (61st) and all subsequent hours of work.

13.6.1   Payment for overtime shall be made not later than the last pay period of each calendar month.  If an error in computation of overtime occurs, it shall be adjusted as soon as possible and in no event later than the next pay day.

13.6.2   No payment for overtime shall be made unless it is authorized either before or after by a Company Supervisor.

13.6.3   An employee may at his own discretion refuse to work overtime and shall not be penalized for so refusing.  However, if employees refuse an overtime request, the Company may hire outside con­tractors to complete the assignment.

13.7  Work on a Scheduled Day Off -  When an employ­ee agrees to work on a scheduled day off, the rate shall be one and one‑half (1½) times the normal rate with a minimum credit of eight (8) hours.

13.7.1   If an employee who has worked on one of two or more, consecutively scheduled days off, agrees to work on the second or subsequent such consecutively sched­uled days off, he shall be paid for all hours worked on such second or subsequent day(s) off at twice (2X) the basic rate with a minimum credit of eight (8) hours.

13.7.2   All time worked in excess of eight (8) hours on a day off shall be paid at an additional one‑half (½) the basic rate over the rates contained in Articles 13.7 and 13.7.1.

13.7.3   An employee may refuse work on a day off without being penalized in any way for such refusal.

If employees refuse work on a scheduled day off, the Company may hire outside contractors to complete the assignment.

13.7.4   Notice of cancellation of assigned work on a sched­uled day off or on a holiday shall be given no later than four (4) hours prior to the end of the tour on the day prior to the days off or holiday in question. If such notice is not given, the employee shall receive four (4) hours' pay at the straight time rate, computed separately from the work week.

13.8  Turnaround Period -  A turnaround period is a period of at least twelve (12) hours between the end of one tour of duty and the commencement of the next tour of duty.

13.8.1   All time worked which encroaches on the turn­around period shall be paid for at an additional one-half (½) the basic hourly rate as defined in Article 13.6 computed separately from the work week except as provided in Article 13.8.4.

13.8.2   In the event that a turnaround period is less than eight (8) hours in duration, an additional compen­sation of ten dollars ($10.00) shall be paid to the employee.

13.8.3   In the event that a turnaround period is less than four (4) hours, the previous tour of duty shall be consid­ered continuous and the scheduled tour of duty follow­ing shall be considered an extra day off paid at the basic hourly rate.

13.8.4  No payment shall be made for the following:

(a)   Encroachment on a swing‑in shift (where the employ­ees are on a regular rotating shift pattern) which occurs in conjunction with an employee's regular scheduled days off;
 
(b)   Encroachment caused by an extension of a tour of duty due to absence to attend Union negotiations or grievance meetings.

13.9    Call‑Back -  Call-back is defined as those hours credited to an employee who, having worked and/or been credited with the total hours in his tour of duty (Article 13.3), is called back for further work.

13.9.1   If an employee is scheduled, assigned or notified of a call‑back before or after the time he leaves his place of work on the day of the call‑back, a minimum of four (4) hours shall be added to the tour.

13.9.2   An employee scheduled, assigned or notified of a call-back after having left his place of work on the day in question, and having completed the work assigned, shall be paid at whatever rate is in effect when the number of hours worked and/or credited is totalled at the end of the week. 

13.9.3   An employee, at his own discretion, may refuse to work call‑back as outlined in Article 13.9 and shall not be penalized for such refusal.

If employees refuse a call­‑back request, the Company may hire outside con­tractors to complete the assignment. 

13.9.4   Should all qualified employees who could be reached refuse a call‑back, the Company may direct the required overtime to any qualified member of the bar­gaining unit, in inverse order of senior­ity.

13.10  Night Differential -  All work performed between the hours of 12:00 midnight and 6:00 a.m. shall be compen­sated for at an additional fifteen per cent (15%) of the basic hourly rate computed separately from the work week for each hour, or portion of an hour worked between the said hours.  Night differential shall not be deemed overtime or part of basic pay.

13.11  Temporary Upgrading -  Should an employee be tempor­arily assigned to perform work in a higher classifi­cation than that to which he is permanently assigned, he shall be paid at the normal rate within the wage scale applica­ble to the higher classification, provided that the total hours of work in the higher classification exceed six (6) in any one week.  This clause shall not be used for the purpose of reducing the number of employees in the classification to which such an employee is being upgraded.  In no case shall upgrading result in any reduction of an employee's salary.

13.11.1  The provisions of Article 13.11 shall not apply when an employee temporarily relieves another employ­ee in a higher classification for a meal period not exceed­ing one (1) hour in any one (1) tour of duty.

13.11.2  Notwithstanding Article 13.11.3, it is recognized by the Parties, that upon the agreement of the employ­ee, he may be assigned on a temporary or occasional basis to a functional group that is substantially different from his regular func­tional group in order to avoid payment for overtime for work on a first or second day off to other employees in the functional group to which he is so assigned, subject to the provisions of Article 13.11.

13.11.3  Employees temporarily assigned to perform the principal job functions of a higher classification in Manage­ment for four (4) hours or more, shall receive one dollar ($1.00) per hour for each hour so assigned and they shall have none of the benefits or conditions of work under the Agreement impaired for the duration of such assignment.

13.11.4  At the time of assignment to a higher classifica­tion, an employee shall be verbally advised of his temporary upgrading and the rate of pay which may apply.  This shall be confirmed in writing and noted on his daily assignment sheet.

13.12  Excessive Hours and Safety -  The Company shall not repeatedly assign excessive hours of work to employees.  All reasonable safety and precautionary measures shall be taken by the Company.  The Company will continue to provide smocks and other protective clothing in accordance with its present practices.  Employees will not be required to work alone in the building.  The Company will give consider­ation to the capabilities and physical limitation of an em­ployee in the assignment of work.

The Company shall make all reasonable efforts to ensure that all areas of operation are properly ventilated and that a reasonable circulation of air exists, and further that the building's climate control system operates within a reason­able temperature range.

13.12.1  It is recognized that due to the nature of the Net­work News operation, Bureau employees may on occasion be assigned to cover events in a war zone.  The Company agrees no such assignment shall be made without prior discussion with the employee or over an employee's objection.

13.13 With the mutual agreement of the employee and the Company, an individual may elect to receive time off in lieu of any overtime or credit for work performed on days off.  Such time off shall be based on the actual rate of the penalty of premium time earned ‑ e.g., eight (8) hours at one and one‑half (1½) basic pay equals twelve (12) hours credit ‑ and shall be in lieu of such payment.  A maxi­mum of eighty (80) hours may be accumulated at any time and shall be sched­uled at a time mutually agreed upon by the employee and the Company, news assign­ments permitting.  An employee may elect to liquidate the accrued time by cheque payment either upon leaving the Company or at the end of any of the Company's seasonal quarters, i.e., November 30, February 28, May 31, or August 31.

                         ARTICLE 14
                   Break and Meal Periods

14.1  Employees shall take two (2) reason­able break periods during a tour of duty at a time that will not interfere with their assignments.

14.2  First Meal Period - News Bureau employees shall receive in all tours of duty a first meal period of not less than thirty (30) minutes, nor more than sixty (60) minutes duration which shall be assigned or taken not earlier than the start of the third (3rd) hour and ending not later than the end of the sixth (6th) hour of such tour. When operationally feasible the meal will not be scheduled in the third hour of the tour.  If such a meal period is not taken due to the exigencies of the assignment, then one-half (½) hour will be added to the end of the tour and be paid for at the appropriate rate.

14.3  Second Meal Period -  News Bureau employees shall receive a second meal period of not less than thirty (30) minutes nor more than sixty (60) minutes duration in tours of duty of more than twelve (12) hours, to be paid at the prevailing subse­quent meal rate, unless a meal is provided by the Company.  This second meal period shall be assigned or taken beginning not earlier than the start of the ninth (9th) hour of the tour and end not later than the end of the thir­teenth (13th) hour of the tour.  If such a meal is not taken due to the exigencies of the assignment, then one-half (½) hour will be added to the end of the tour and be paid for at the appropriate rate.

14.4  Subsequent Meal Periods -  A subsequent meal period of not less than sixty (60) minutes shall be scheduled or assigned within the fourth (4th) or fifth (5th) hour after the scheduled or assigned prior meal period.  Fifteen dollars ($15.00) shall be paid to com­pensate for the cost of each subsequent meal.

                         ARTICLE 15
                   General Wage Provisions

15.1  Employees shall be paid according to the wage schedule applicable to the classification to which they are assigned with credit for years of service within the classifica­tion and any credit for industry experience recognized by the Company at the time of hiring.

15.1.1   It is understood that recognition of industry experi­ence and the granting of merit increases in salary are matters for the sole discretion of Company Management.

15.1.2   The salary scales set forth in Article 16 are mini­mum.

15.2  Progression up the salary scale within each classifi­cation shall automatically occur on the first complete pay period of the month nearest the employee's semi‑ annual or annual anniversary date of employment with the Company.

15.3  When an employee reaches the top of his salary scale his qualifications shall be reviewed by the Compa­ny to ascertain whether he is qualified for upgrading.  The employee shall be advised of the findings of his review, in writing, not later than ninety (90) days prior to the end of the twelve (12) month period following the date he reached the top of his classification, and the Company's decision shall not be a subject for grievance. 

15.4  When an employee is promoted, he shall be placed on an actual step of the wage scale applicable to his new job function that is not less than the sum of his former actual salary, including credits previously granted by the Company for merit or experience in the industry, plus one (1) full increment in the wage scale of the category from which he is being promoted.  One full increment is defined as the amount the employee would next have received in his former category.

15.5  Twice the net weekly salary (i.e., salary after a reason­able proportion of the total monthly deduc­tions have been made) will be paid not later than 12:00 noon each second Friday.  If a pay day occurs on one of an employee's days off, the employee's pay cheque shall be made available to him before he leaves work on his last working day prior to the pay day.

15.5.1   Time sheets shall not be altered so as to reduce the employee's pay claim without the Company inform­ing the employee in writing with the reason, and alter­ations shall be subject to grievance. Copies of the weekly time sheets shall be provided with pay cheques indicating the overtime computations.

15.5.2   In order to ensure prompt payment, overtime computations and attendance records time sheets for each week shall be delivered to the Department Head or his designee by 12:00 noon by Tuesday. Exceptions to this are those employees whose tour of duty does not coincide with this time limit.

15.6  An employee who reports late for an assignment may be subject to a reduction in pay when such lateness is not due to circumstances beyond the control of the employee, (e.g., Act of God).  For purposes of determining the amount of reduction the employee's total tour of duty may be reduced by the period of lateness calculated to the end of the quarter hour in which the employ­ee reported for duty.

                         ARTICLE 16
               Wage Scales and Classifications

16.1  Functional Groups -  Functional groups shall be defined as follows:

(a)   Floor Director
(b)   Switcher/Director
(c)   ENG Camera Assistant/Editor
(d)   ENG Camera, Senior ENG Camera, ENG Technician, Senior ENG Technician
(e)   Senior ENG Editor

16.2  Wage Schedule -  Groups for the purpose of wage classification shall be as follows:

Group 1:      Floor Director

Group 2:   ENG Camera Assistant/Editor                      

Group 3:   Senior ENG Editor, Switcher/Director

Group 4:   ENG Camera Operator

Group 4A:    ENG Technician

Group 5:   Sr. ENG Camera, Sr. ENG Technician

16.3  Any crew member officially assigned to "stand­by" which shall mean having to carry a pager or cell­ular phone for a specified period of time on a scheduled day off, shall be compensated by the additional flat rate payment of forty dollars ($40.00) per day.  Should the employee be called into work from standby, compensation shall be paid at whatever rates are applicable.

                         ARTICLE 17
                    Duration of Agreement

17.1  This Agreement shall commence on the 1st day of January 2002 and remain in force until the 31st day of December 2003 and from year to year thereafter, unless either Party notifies the other by registered mail, not more than one hundred and fifty (150) days and not less than thirty (30) days prior to the date of expiry, or anniversary of such date, of its intention to modify this Agreement or until seven (7) days after the Report of a Conciliation Board has been received by the Minister of Labour.  If notice of desire to modify this Agreement is given as specified above, and the resultant negotiations extend beyond the expiry date of this Agreement all provisions of the new Agreement shall be retroactive to such expiry date.

In witness whereof the Parties hereto have caused this Agreement and attached Letters to be executed by their duly authorized Representatives on this     day of              , 2002.

Communications, Energy and Paperworkers Union of Canada


CTV Television Inc. 
_____________________

_____________________

            Letter of Agreement No. 1

During the process of collective bargaining the Parties have agreed to interpretations with regard to certain articles as listed herein:

Article 8.3.3

The word "may" as it appears in this Article is to be read in the directory rather than the permis­sive sense.

Article 13.6.4

 In the case of late news feeds, the phrase “who can be reached” is deemed to also mean ‘ “and who can reasonably report at the time assigned.”

______________________       _______________________

                  Letter of Agreement No. 2

                        Re:  Pension

During the course of collective bargaining, the CTV Televi­sion Inc. and the Communications, Energy and Paper­workers Union of Canada have agreed to amend the existing Pension Plan as follows:

(a)   Retirement at age 60 with a bridge benefit; such benefit to be $32.17 per month for each of up to 30 years of service and to continue until age 65;

Upgrade bridge benefit to $35.10 per month effective July 1, 1996;

Upgrade bridge benefit to $36.10 per month effective July 1, 1997;

(b)   Employees will no longer pay the additional 1% contribution (as negotiated in 1982) for the early retirement provision;

(c)   Upgrade career earnings benefits from 1989 earnings to 1992 earnings, effective as of July 1, 1996;

Upgrade career earnings benefits from 1992 earnings to 1993 earnings, effective as of July 1, 1997;

(d)   Interest rate refunds on the Plan shall be the same as the interest rates paid by the Canadian Imperial Bank of Commerce on its five‑year term Guaran­teed Invest­ment Certificates.

 Such interest rates will fluctuate with the average annual rate paid by the Canadian Imperial Bank of Commerce for its above‑named certificates;

(e)   During any Long Term Disability claim, CTV will pay any and all premiums that the employee would have otherwise paid;

(f)   During negotiations the Parties discussed a further upgrading of the career earnings benefits with a view to improve upon the "1993 earn­ings".  This may be done if CTV feels that it is in a financial position to so do.

(g)   Prior to January 1, 2003 the parties will meet to discuss improvements to the Pension Plan.

______________________       ______________________

                  Letter of Agreement No. 3

A number of bargaining unit employees have accumulated varying amounts of vacation time over the years.

In an effort to clear away these accumulated vacation credits in a fair manner, CTV and CEP agree as follows:

1)    This letter applies only to unused vacation days which were accumulated prior to September 1, 1999 and  which are in excess of fifteen (15) such days;

2)    Any such accumulated vacation days in excess of fifteen (15), shall be taken by the employee at a minimum rate of ten (10) days each vaca­tion year, until all such days have been used up;

3)    Any such accumulated vacation days shall be taken by the employee throughout the year at a time which is mutually agreed upon by the employ­ee and his sched­uler;

4)    The Company and the Union shall meet in order to discuss the viability of employees opting to "cash out" a determinate number of these accumulated vacation days.

_____________________      _______________________

                  Letter of Agreement No. 4

During the course of negotiations for a new Collective Agreement, CTV proposed that it be able to rent out to bona fide third party clients available production facilities.  CTV stated that it would make every possible effort to first encourage such bona fide third party clients to utilize exclusively CTV bargaining unit employees for this work.  CEP agrees that, notwithstanding sub-article 9.1 of this Collective Agreement, the bona fide third party client may utilize his own bona fide employees to do this work by utilizing these facilities if CTV’s encouragement to exclu­sively utilize bargaining unit members fails, and on the following basis only:

1)  No member of the bargaining unit will be displaced or laid off as a result of the above-staged arrangement;

2)  Such usage of a bona fide third party client’s own bona fide employees shall not be used in any way that would circumvent the Union’s exclusive jurisdictional rights as contained within this Collective Agreement;

3)  Such us