JUNIOR STAFF COLLECTIVE AGREEMENT

BETWEEN
TELECOMMUNICATIONS SERVICES
OF TRINIDAD AND TOBAGO LIMITED
(hereinafter referred to as The Company)
AND
COMMUNICATION WORKERS UNION
(hereinafter referred to as The Union)

For and on behalf of all categories of workers, comprising the

Junior Staff Bargaining Unit, employed by the Telecommunications
Services of Trinidad and Tobago Limited, in its operations in
the Republic of Trinidad and Tobago.
****************************************************************

PREAMBLE
(i)

TELECOMMUNICATIONS SERVICES OF TRINIDAD AND TOBAGO LIMITED

(hereinafter referred to as the Company) is committed to
be a successful provider of quality telecommunications
services.
In this regard, the Company is obligated to
provide and maintain a continuous and reliable service to
the satisfaction of its customers.

(ii) THE COMMUNICATION WORKERS UNION (hereinafter referred to

as the Union) is the Recognized Majority Union for the
employees covered by this Agreement in accordance with
Certificate of Recognition Nos 140 and 357 issued by the
Registration, Recognition and Certification Board.
(iii)The spirit and intention of this Agreement is to establish
and maintain a good relationship between the Company and
the Union.
(iv) In this regard, the Company undertakes to strive for an
industrial climate that will encourage employees to be
efficient, effective and productive, insofar as such
efficiency, effectiveness and productivity are required in
the normal and usual operation of the Companys business.

(v)

The Union on its part shall use its best endeavours to

assist in ensuring that the employees shall:
(a)

at all times perform their duties to the best of their

ability;

(b)

co-operate in efforts to restore interrupted

as rapidly as possible;

(c)

take advantage of each and every opportunity offered

in extending and improving technical knowledge and
skills.

services

(vi) Recognizing the obligation of the Company to provide a

twenty-four (24) hour service to the public and recognizing
that it is necessary therefore for the Company, from time
to time, to employ workers after normal working hours and
also on Saturdays, Sundays and Public Holidays and, subject
to the following restrictions:
(a)

The Company and the Union

overtime shall be avoided;

(b)

Workers shall
just cause;

(c)

Nothing contained in the preceding paragraphs shall be

so construed as to exclude the right of the Unions
Representatives to bring to the notice of the Company
any cases of overtime which they may desire to
discuss.

be

excused

agree

from

that

working

systematic

overtime

for

ARTICLE 1 - RECOGNITION
1.1

The Company recognises the Union as the sole Bargaining

Agent for all Junior Staff employees in its employ within
the Bargaining Unit as described in Certificate Nos. 140
and 357, for the purpose of collective bargaining in
respect of salaries, hours of work and other terms and
conditions of employment and their general interest and
welfare as employees of the Company.

1.2

The Company and the Union acknowledge the right of each

other to include on their Negotiating Committee either
national or international representatives from affiliated
organisations or advisors and consultants to assist them in
the course of their negotiations.

1.3

All provisions of the Agreement shall be binding upon the

successors or assigns of the Company and the Union.
In
case of a consolidation or merger, representatives of the
Company and the Union shall meet without delay and
negotiate suitable provisions for the protection of the
employees
seniority,
service,
benefits
and
other
interests.

ARTICLE 2 - DEFINITION
2.1

AGREED means mutual agreement between the Union and the

Company.

2.2

AUXILIARY VEHICLE shall mean vehicles with pneumatic

and/or hydraulic attachments such as telstar units, derrick
type vehicles or bucket trucks etc.

2.3

CALL OUT refers to a request from the Company to an offduty employee to report to perform duties outside of his
rostered or normal hours.

2.4

CASUAL EMPLOYEE means any employee who is normally

engaged for a period of not more than six (6) weeks. He is
an employee only on the day or days he works. If such an
employees period of employment extends beyond six (6)
consecutive weeks, he shall be immediately reclassified a
Temporary Employee with effect from the initial date of
his current employment.

2.5 CHECK OFF means the system whereby, on their written

authorization, Union dues of members of the Union shall be
deducted from their salaries by the Company and remitted to
the Union on or before the last working day of the current
month.
2.6 DISTRICT shall refer to a geographic division of Companys
network.

(i)

District I

- from Chaguaramas to Morvant junction;

(ii)

District II

- from Morvant junction to Toco in the

East and extending South to Chaguanas;

(iii) District III - from Couva extending South; and

(iv)

District IV
means

- Tobago

2.7

EMPLOYEE
Agreement.

any

worker

who

is

covered

by

this

2.8

ESTABLISHMENT
means the total number of permanent
employees in each category employed by the Company to carry
out its operations.

2.9

ON CALL refers to the system for rostering employees to

respond to emergencies which may arise in the telephone
network between 6:00 p.m. and 6:00 a.m. daily, and shall be
interpreted to mean also during the day on Saturdays,
Sundays and Public Holidays.

2.10 PART TIME EMPLOYEE means an employee who is assigned to

work the number of hours in the normal week.
2.11 PERMANENT EMPLOYEE means any employee who has been
confirmed in a permanent post in the fixed establishment of
the
Company,
having
successfully
passed
a
medical
examination and satisfactorily completed his probationary
period of service.
2.12 PERSONAL PROTECTIVE EQUIPMENT means all clothing and
accessories designed to create a barrier against hazards
encountered in the working environment.
2.13 PROBATION means a period of time preceding confirmation
to a permanent post.
2.14 PROBATIONARY EMPLOYEE means a new employee who has been
employed
on
probation
to
fill
a
vacancy
in
the
establishment of the Company.
2.15 REST DAY means
rostered to work.

any

day

on

which

an

employee

is

not

2.16 SENIORITY means an employee will be deemed to be senior

to another employee if he is the holder of a substantive
position in a higher grade. Within grades, seniority will
be determined in the order of the dates of appointment to
that grade. Seniority of service shall be determined by the
date on which the employee commences continuous employment
with the Company.
2.17 SERVICE means the continuous period spent in the
employment of the Company as a permanent worker, including
all approved leaves of absence for which a worker is
granted leave with or without pay. Any period of unbroken
temporary
employment
which
continues
into
permanent
employment shall be considered as service by the Company
for the purpose of this Agreement.
2.18 SHIFT WORK means a system of work where the daily
operations are carried out uninterruptedly on a full or
limited rotational basis.
2.19 TEMPORARY EMPLOYEE means any worker whose term of
continuous employment is not normally intended to last more
than nine (9) months, except when engaged for a specific
project of more than nine (9) months.
2.20 TRAINEE means a person who is selected to undergo
training in an identified area of the Company for a period
not exceeding nine (9) months.
2.21 UNIFORM means distinctive clothing of a common design,
colour and fashion to be worn by staff and serving as a
means of identification to the internal and/or external
publics.
2.22 WORK BASE means a work location where the employee
reports to a Supervisor for duty each day and registers his
times of arrival and departure on a daily basis.
2.23 In this Agreement, the singular shall include the plural
and the masculine shall include the feminine.

ARTICLE 3 - MUTUAL RECOGNITION OF RIGHTS

3.1

It is acknowledged that all the rights, powers, authority

and regular customary functions of Management are vested in
the Company, provided, however, that:(a)

3.2

Whenever drastic effects of economic conditions and/or

technological changes are considered by the Company to
warrant a reduction in its normal labour force, the
Union shall be called to discuss the matter jointly
with the Company before any decision is implemented.
If it is agreed that the situation requires a
reduction in the normal labour force, the Union and
the Company shall abide by the terms and conditions
laid out in Schedule 1.

(b)

The Union shall have the right to initiate action on

any complaint or grievance in accordance with the
Grievance Procedure set out in Schedule 2.

(c)

Wherever and whenever possible, the Company agrees to

offer alternative employment in order to afford such
employees
the
choice
between
redundancy
and
redeployment.

Letters of Understanding
Company and the Union.

may

be

exchanged

between

the

ARTICLE 4 - LEAVES OF ABSENCE

Employees shall be entitled to the undermentioned leaves of
absence in accordance with the terms and conditions specified in
Schedule 3, with the exception of Injury leave which is
reflected in Article 15:
A.
B.

Union Leave
Annual Vacation Leave

C.
D.
E.
F.
G.
H.

Sick Leave
Maternity Leave
Paternity Leave
Casual Leave
Bereavement Leave
Special Leave

I.
J.

Study Leave
Post Course Leave

ARTICLE 5 - PUBLIC HOLIDAYS

5.1

The Company shall recognize

proclaimed by the Government.

all

Public

Holidays

so

5.2

When a Public Holiday falls within a shift employees work

week and such public holiday coincides with the employees
rest day, he shall be granted another day off within
twenty-eight (28) days of such public holiday, or, upon
request, such leave shall be credited to his annual
vacation leave entitlement of the following year.

5.3

Where there is a public holiday, the work week shall be

reduced by the number of hours the employee would have
worked had the day not been a public holiday.

5.4

When a public holiday falls on a Saturday, those employees

on regular day work, Monday to Friday, shall have an extra
day added to their vacation leave entitlement.

5.5

Should a public holiday occur during any employees

vacation period, he shall be credited with an extra days
vacation for each such holiday. The foregoing shall not
apply when an employee is enjoying No-Pay leave.

ARTICLE 6 - ALLOWANCES
Employees shall be entitled to the following allowances in
accordance with the specifications in Schedule 4, with the
exception of the Acting, Training and Warm Clothing Allowances,
which are reflected in Articles 7 and 23 respectively:
(1) Lunch Allowance

(12) On Call Allowances

(2) Meal Allowance

(13) Call Out Allowance

(3) Disturbance Allowance

(14) Extra Duty Allowance

(Overtime)

(4) Sleeping Out and Out-of

Pocket Allowance

(15)

Travelling Allowance

(5) Height Allowance

(16) Foreign Language Allowance

(6) Jack Hammer Allowance

(17 Wheel Change Allowance

(7) Driving Allowance

(18) Cost of Living Allowance

(8)

Motor Cycle Allowance

(19) Laundry Allowance

(9)

Shift Allowance

(20) Canvassing Allowance

(10) Split Shift Allowance

(21) Training Instructor Allowance

(11) In Charge Allowance

ARTICLE 7 - ACTING
(a)

An employee acting in any Job Category listed in Schedule 7

or being promoted to a Job Category listed in Schedule 5 of
this Agreement shall receive an existing salary in the
higher grade in which he is acting or to which he is being
promoted, equivalent to:
The value of two (2) increments in the
higher grade plus his substantive salary,
or the next higher salary point in the grade.
This condition shall also apply to Junior Staff employees
acting in or being promoted to positions in the Senior
Staff Bargaining Unit.

(b)

In order to qualify for the additional pay, the employee

shall act in the higher grade for a continuous period of
not less than five (5) working days.

(c)

Any Junior employee considered next in line to a Senior

employee whose job title is not listed in Schedule 7, shall
be deemed to be acting for him in his absence as long as
the said duties are carried out by the junior employee. No
acting allowance will be paid to such employee but his
acting in this capacity shall be recorded in his personal
file.

(d)

The employee next in line to his Senior shall be entitled

to act for him in his absence and shall be so informed in
writing at least seven (7) days prior to the effective date
of his acting appointment.

(e)

The Companys failure to officially inform an employee of

the acting appointment or to provide satisfactory reasons
in writing for him not being appointed to act for his
Senior shall not be considered reason to debar him from
receiving acting allowance in accordance with (a) above
should he so qualify.

ARTICLE 8 - JOB TITLES

The Job Titles covered by this Agreement are listed in Schedule
5.

ARTICLE 9 - SALARIES AND CLASSIFICATIONS

Salaries, classifications and increases shall be as set out in
Schedule 6.

ARTICLE 10 - SENIORITY AND PROBATION

10.1 Seniority of service shall be the determining factor where
all other relevant considerations are equal, in matters
affecting assignment of hours, voluntary and involuntary
transfers, promotions, lay-offs and rehiring after layoffs.
10.2 (a)

The Probationary Employee shall be on probation for a

period of four (4) months.
Nothing herein shall
preclude the extension of this period, provided that
such extension is by mutual agreement and is equal to
but not greater than two (2) months, and that the
employee is notified in writing of the reasons for the
extension prior to the expiration of the four (4)
months.

(b)

A probationary employees service may be terminated at

any time during his probationary period if he is found
to be unsatisfactory. He must be informed in writing
as to the reason(s) for the termination of his
probation.

(c)

Unless informed in writing to the contrary, an

employee who has completed his probationary period
shall be deemed to have joined the establishment.

ARTICLE 11 - MANAGEMENT PRACTICES

11.1 Management agrees that all employment of workers shall be
done under the Terms and Conditions of this Collective
Agreement.
11.2 When matters affecting the interest and well being of
employees are brought to Managements attention, such
matters shall be handled as expeditiously as possible. In
matters of a financial nature where agreement is reached
between Management and the Union, but final implementation
is unduly delayed by Management, such settlement shall be
retroactive to the initial date.
11.3 The Company shall endeavour to pay all monies due to an
employee who has separated from the Company, not later than
one (1) month after the effective date of his separation.
11.4 The Company agrees to furnish a Certificate of Employment,
upon request, to any employee who has separated from the
Company.
11.5 Disciplinary Action
(a)

(b)

When a matter arises which, in the opinion of the

Company, could result in an employee being suspended
or dismissed, the Union shall be notified within two
(2) working days of a Complaint being filed against
the employee.
Any allegations against any employee within the
Bargaining Unit shall be preceded by a Complaint form
stating the date(s), place and frequency of the
allegations and the specific allegation and the
details of the allegations against the employee.

10

(c)

When an employee is suspended or dismissed by the

Company for cause, both the employee and the Union
shall be notified in writing within two (2) working
days. If a grievance arises and in furtherance of the
Grievance
Procedure,
the
suspension/dismissal
is
determined to be revocable, such decision shall be
rescinded and the employee shall receive reimbursement
of all monies lost and his seniority reinstated and
such other benefits as would normally accrue.

11.6 Personal File

(a)

No adverse entry shall be made in the personal file of

any employee covered by this Agreement without his
knowledge and that of the Secretary General of the
Union.

(b)

A copy of every such entry shall be given to the

employee and to the Secretary/Treasurer of the Branch
within five (5) working days of such issue.

(c)

Upon request by a member of the Unions Executive

Board, copies of all documents relevant to a matter
being considered by the Union shall be produced by the
Company for perusal when such documents are considered
helpful in determining any matter brought against an
employee.

(d)

No Supervisor shall in normal circumstances, adversely

log any employee without his prior knowledge. When a
log entry is necessary in the employees absence, this
must be shown to him on his next attendance on duty.

(e)

Where an adverse report, placed in an employees

personal file has been disproved, it shall be
immediately removed, and he shall be so informed, and
the data surrounding that particular matter shall not
be used against the employee at any time. Notice of
such removal shall be given to both the Branch
Secretary/Treasurer and the employee within five (5)
working days.

(f)

Any warning letter or adverse entry shall be removed

from an employees personal file after one (1) year if
no similar offence has occurred during the one (1)
year period, and the employee to be so informed within
five (5) working days.

11

11.7 Temporary Employees

(a)

Temporary employees with the exception of those

engaged on Contract installations, construction work,
special
development
projects
or
as
relief
for
employees on leave shall be made permanent after a
period of nine (9) months continuous work provided
that there are vacancies in the establishment and
subject to satisfactory performance.
(b)

(c)

Upon appointment to the permanent staff, a temporary

employee
shall
be
deemed
to
have
served
his
probationary period during the time he had been
temporary, and shall be entitled to all provisions
herein.
The Company agrees to inform the Union
employment of workers on a temporary basis.

of

the

11.8 Transfers
(a)

Employees in the Bargaining Unit shall be transferred

either temporarily or permanently to areas, districts,
departments, work bases, work centres and sections.

(b)

In the case of transfers by the Company, the employee

must be notified at least two (2) weeks in advance and
given the reason/s for the transfer and the specific
function to be carried out, except in cases of
emergency when he shall be given notification not
later than one (1) week from the initial date of
transfer.

(c)

Except in specific circumstances, temporary transfers

shall not exceed three (3) months.

(d)

Whenever an employee is permanently transferred, he

shall be entitled to a Disturbance Allowance, where
applicable, in accordance with Schedule 4 of this
Agreement.

12

(e)

When an employee is temporarily transferred, he shall

be paid a Lunch Allowance and/or additional travelling
costs where applicable.
These additional travelling
costs shall be based on transport costs from the
employees work base to the point of temporary
transfer.
Lunch allowance will be paid using the
following example:
District 1

Using the rectangle Independence Square

South - TSTT House, East - Henry
Street, West - Richmond Street and
North - Keate Street.
Any work base
outside the rectangle, lunch allowance
will be paid.

District III - (a)

(b)
(c)

Thompson to Gasparillo
Thompson to Marabella and vice
versa
Cipero Road to
and vice versa.

St.

James

Street

ARTICLE 12 - CONTRACT WORK

12.1 (a)

The Company shall not contract out work normally

performed by employees covered by this Agreement.
However, provided always that employment of its
regular employees shall not be adversely affected, the
Company may contract out work in the following
circumstances:(i) Where the work load cannot be carried out by the
regular work force.
(ii) In the case of specific projects or temporary
operations requiring skill and/or men and/or
equipment not available in the Company.
(iii) Where the process or technology has changed the
work to the extent that the regular workforce is
unable to perform tasks in the required time.
(iv)Where specific projects or temporary operations
require skill and/or equipment not available in
the Company.

13

(b)

In the event that it becomes necessary to contract out

work, the Company shall stipulate in its contract with
the contractor, that he shall pay wages and apply
conditions of work not less favourable than those
contained
in
this
Agreement,
except
where
the
contractor is party to a Collective Agreement with
another Trade Union.

(c)

In the event that the regular workers are adversely

affected, the Company undertakes to explore the
possibility of redeployment of such workers and to do
such other things as to minimize such or any adverse
effects.

12.2 (a)

The Company further stipulates that when contract

labour is engaged, the Contractor shall pay not less
than
the
minimum
rate
for
the
particular
job
classification as provided in the Schedule to the
existing Agreement and shall observe all other terms
and conditions stipulated in the existing Agreement as
appropriate or applicable.

(b)

The Company agrees that it will specify in all

contracts that the Contractor will pay his employees
in
envelopes
showing
the
employees
name,
classification, rate, amount of straight time and
overtime hours worked and amount of pay.

(c)

For other work contracted out, the Company agrees to

include a provision in the contract stipulating that
the Contractor will pay not less than the minimum rate
established for work of the same character in the
trade or industry concerned.
(i)

by practice or Collective Agreements;

(ii) by arbitration or Industrial Court awards issued

in
the absence of or subsequent to any such
Agreement, or by law.

14

ARTICLE 13 - JOB DESCRIPTIONS

(a)

The Company shall furnish the Union with copies of job

descriptions for all the job titles included in the present
contract and for which wages and salaries have been
established.
The Company shall also notify the Union of
its intention to create any new job titles within the
Bargaining Unit and the description thereof, together with
salary/ies to be paid for such new job/s.

(b)

The Company agrees to notify the Union of any Job Titles

which may be discontinued within the Bargaining Unit with
the reason/s thereof.

(c)

Job Evaluation
(i)

It is agreed by the parties that any changes in job

classification shall be dependent upon the results
of any job evaluation exercise undertaken by the Job
Evaluation Committee.

(ii)

Whenever any departmental re-organisation is

being undertaken the Company shall give at least
fourteen (14) days notice of any intended changes.
In addition, the Company shall first provide the
Union with a chart showing the proposed changes.

(iii)

Each employee shall be provided with a copy of his

job description and related job documents.

ARTICLE 14 - UNIFORMS
(a)

Uniforms shall be provided by the Company in accordance

with the provisions of Schedule 10.

(b)

The Company shall provide uniforms not later than March

31st each year. In the event that the Company is unable to
provide such uniforms by that date, the Union shall be
advised as to the reasons.

(c)

In the event that new job titles are created, the Company
and the Union shall mutually agree on the provisions of
uniforms.

15

(d)

The design and colour of uniforms for staff

reviewed on 1st April of every three years.

shall

be

ARTICLE 15 - OCCUPATIONAL HEALTH, SAFETY AND THE

ENVIRONMENT
The parties to this Agreement recognise an employee's right to
working conditions which show respect for his health, safety and
physical well-being.
The Company and the Union recognise that the maintenance and
development of the employee's general well-being constitute a
common objective. As a result, all efforts shall be employed to
prevent and correct any situation liable to compromise the
health and safety of employees or deteriorate the work
environment.
Parties also agree to recognise and adhere to all legislation
covering this area:
15.1 (a)

It shall be the Company's responsibility to provide

employees with safe working conditions and the Union
shall co-operate with the Company to ensure that
employees are familiar with the use of all safety
equipment and procedures.

(b)

The parties agree that there shall be a Safety

Committee comprising eight (8) persons who are hereby
designated Safety Stewards.
There shall be equal
representation between the Union and the Management that is to say - four (4) representatives for each.
Committee
meetings
shall
be
chaired
by
a
representative of Management.

(c)

The Safety Committee shall meet once a month or as

often as is deemed necessary.
The Committee shall
make appropriate recommendations where necessary,
relating to safety standards in the work place with
respect to machinery, equipment and methods of work.
The Committee shall monitor the implementation of such
recommendations that are acceptable to the Company.

16

15.2 The Company shall provide, and employees shall use, safety
equipment and protective clothing, whilst on duty, whenever
such is considered by the Company to be necessary for the
protection of employees.
15.3 The Company shall provide protective clothing not later
than March 31st each year. Such outfits and clothing shall
be issued in accordance with the provisions of Schedule 11.
In the event that the Company is unable to provide such
Protective Clothing by the above date, the Union shall be
advised as to the reasons by the Company and the employees
informed.
15.4 Upon submission of a medical certificate, an employee who,
for medical reasons, cannot wear any of the issues of
Protective Clothing supplied to him, shall be provided with
suitable replacement garments by the Company. The Company
reserves the right to have the employee undergo a
specialist examination of the medical problem, which cost
shall be borne by the Company.
15.5 The Company shall also provide individual issues and the
employees shall wear the following:(a)

Safety
Helmets
for
use
by
Linesmen,
Cablemen,
Installers, Electricians, Transmission Technicians and
Refrigeration Technicians.

(b) Raincoats and Rubber Boots as may be necessary for

employees when they are required to work in inclement
weather.
(c)

Employees shall not be required to work in conditions

which are unsafe or for which they are not properly
equipped with the necessary safety gear.

15.6 At stations where manning is necessary, not less than two

(2) permanent employees of similar category shall be
rostered under normal conditions.
15.7 The Company agrees to provide adequately stocked First Aid
Kits
to
each
work
department/work
location
and
vehicle/crew.
15.8 Technicians
themselves.

are

not

to

proceed

to

unmanned

sites

by

17

ARTICLE 16 - INJURY ON DUTY

(a)

Any employee who is injured during the course of his duties

with the Company shall be paid his full salary and
compensation as provided under the Workmen's Compensation
Ordinance. Injury Leave shall be at full pay and shall not
be
deducted
from
the
employee's
normal
sick
leave
entitlement.

(b)

Immediate medical attention shall be given to an employee

who is injured during the course of his employment.
In
cases of medically certified incapacity, transportation
shall be provided by the Company for medical attention
during the period of illness arising from the injury.

(c)

In the event that an employee sustains an injury on the

job, which requires medical attention, it shall be the
responsibility of the Company to absorb all medical and
related costs, including transportation.
Moreover, when
the injury requires overseas treatment, the attending
physician must so certify and the Company shall be required
to absorb the cost of the overseas travel and medical
attention.

(d)

The Company shall ensure that all aspects of the Workmens

Compensation Ordinance are applied within the specified
time frame, and shall notify the Union. The Union shall be
involved in any proceedings relating to employees injury.

ARTICLE 17 - MEDICAL EXAMINATIONS

17.1 Each candidate for permanent employment shall, as a
condition for employment, be required to pass a medical
examination and a chest X-Ray to be arranged by and at the
expense of the Company.
17.2 Subject to Clause 3 of this Article, the Company may with
reason(s) at any time, request a permanent employee to
subject himself to a medical examination conducted by a
doctor selected by the Company and the Company shall decide
whether or not the medical report justifies such action as
the Company may decide to take thereon.

18

17.3 An employee examined under Clause 2 of this Article may

request that a second examination be conducted by his/her
doctor at his/her expense.
If the doctors disagree on
their findings, either the Company or the employee may
request that the matter be referred to a "medical referee"
mutually agreed upon between the Union and the Company. If
the employee is vindicated he shall be reimbursed all
expenses incurred.
17.4 Certain categories of employees as required, and as defined
in Schedule 9, shall be sent by the Company for periodic
medical
examination.
The
contents
of
the
medical
examination shall be determined by the Company and the
Union.
17.5 Each candidate for temporary employment intended to exceed
a period of one (1) month may be required to undergo a
medical examination and chest X-Ray, if such an employee
cannot provide satisfactory evidence of having had a
medical examination and chest X-Ray within the twelve (12)
month period immediately preceding date of engagement.

ARTICLE 18 - HOURS OF WORK (A)

[Applicable to workers employed prior to December 6, 2010]
18.1 Non Shift Workers:(a)

The normal work week for non-shift workers shall not exceed
forty (40) hours - Monday to Friday.

(b)

The normal work day shall not exceed eight (8) hours
between 7.00 a.m. and 5.00 p.m. exclusive of one (1) hour
for lunch.

(c)

Non-shift workers shall have one (1) hour for lunch per day
scheduled between the hours of 11.00 a.m. and 1.30 p.m.

(d)

No employee shall be required to work for more than (4)

continuous hours before proceeding on their lunch break.

19

(e)

Every employee is required to know his hours of work and his

schedule and to attend work at the hours specified in
accordance with the Schedule. Employees are required to be
punctual and to be at their post at the time in their
schedule.

(f)

Non-Shift staff who work outside of the normal working hours

when authorised by their Head of Department or his duly
Authorised Representative, shall be paid overtime in
accordance with Schedule 4.15.

(g)

The hours of duty as established above shall be maintained

at all times. Any changes in the hours of duty shall be by
mutual agreement.

(h)

The Company shall provide adequate staff to undertake the

day to day operations of the Company during normal working
hours and to avoid, as far as possible, the working of hours
outside of the hours specified above.

(i)

Employees engaged in ancillary services may be requested to

work shift, subject to the exigencies of the service.

18.2 Shift Workers

(a)

The basic work week for shift workers, with the exception of
employees listed in Schedule 8, shall not exceed forty (40)
hours - five (5) days out of seven (7), Sunday to Saturday,
with a forty-five (45) minutes meal break per shift per day.

(b)

The normal work day for shift workers, with the exception of
employees listed in Schedule 8, shall not exceed eight (8)
hours, Sunday to Saturday, inclusive of forty-five (45)
minutes meal break per shift.
However, the meal break for
shifts between the hours of 7:00 a.m. and 5:00 p.m., with
the exception of Telephone Operators, shall be sixty (60)
minutes per shift per day.

(c)

It is recognised that the Company's business

service requiring continuous twenty-four (24)
operations and, in order to cover this, it is
hours shall be rostered to include day work,
Sundays and Public Holidays.

is a public
hours daily
agreed that
night work,

20

(d)

The operational framework of the shift system and the hours

of work of shift workers shall be determined by mutual
agreement between the Company and the Union.
The hours of
various shifts shall be put into operation by the Company
after notifying the Union.

(e)

Weekly rosters shall be posted seven (7) days in advance of

the date of the first roster.

(f)

When operational conditions so require, staff who are on

duty may be requested to perform overtime.
Staff who
perform such overtime, shall be paid in accordance with
Schedule 4.15.

(g)

Hours worked in excess of a normal tour of duty in any day

shall be considered overtime and shall be subject to payment
in accordance with Schedule 4.15.

(h)

Mutual shift changes shall be permitted to facilitate staff

provided that no additional costs are incurred by the
Company.
All requests for mutual shift changes shall be
submitted forty-eight (48) hours in advance and must be
approved by properly authorised supervisory personnel of the
Company.

(i)

Each employee must be rostered a clear calendar day off

within the work week and a break period of not less than
sixteen (16) hours between shifts.

(j)

Shift workers shall not be rostered to work more than two

(2) nights in any seven (7) day period where practical.

Telephone Operators
(k)

The normal work week for Telephone Operators shall

exceed thirty (30) hours per week, Sunday to Saturday.

not

(l)

The normal working hours for Operators shall be in shifts of

six (6) hours per day excluding night shifts which shall not
exceed ten (10) hours per shift.
These shifts or tour of
duties shall be put into operation only after agreement with
the Union.

(m)

Operators shall not be called upon to perform night duties

after five (5) months of pregnancy.

21

ARTICLE 18 - HOURS OF WORK (B)

[Applicable to workers employed after December 6, 2010]
18.1 Non Shift Workers:(a)

The normal work week for non-shift workers shall not exceed
forty (40) hours - Monday to Friday.

(b)

The normal work day shall not exceed eight (8) hours between
7.00 a.m. and 5.00 p.m. exclusive of one (1) hour for lunch.

(c)

Non-shift workers shall have one (1) hour for lunch per day
scheduled between the hours of 11.00 a.m. and 2.00 p.m.

(d)

No employee shall be required to work for more than (4)

continuous hours before proceeding on their lunch break.

(e)

Every employee is required to know his hours of work and his

schedule and to attend work at the hours specified in
accordance with the Schedule. Employees are required to be
punctual and to be at their post at the time in their
schedule.

(f)

Non-Shift staff who work outside of the normal working hours

when authorised by their Head of Department or his duly
Authorised Representative, shall be paid overtime in
accordance with Schedule 4.15.

(g)

The hours of duty as established above shall be maintained

at all times.
Any changes in the hours of duty shall be
determined by the Company in consultation with the Union.

(h)

The Company shall provide adequate staff to undertake the

day to day operations of the Company during normal working
hours and to avoid, as far as possible, the working of hours
outside of the hours specified above.

(i)

Employees engaged in ancillary services may be requested to

work shift, subject to the exigencies of the service.

22

18.2 Shift Workers

(a)

The basic work week for shift workers, with the exception of
employees listed in Schedule 8, shall not exceed forty (40)
hours - five (5) days out of seven (7), Sunday to Saturday,
with a forty-five (45) minute meal break per shift per day.

(b)

The normal work day for shift workers, with the exception of
employees listed in Schedule 8, shall not exceed eight (8)
hours, Sunday to Saturday, inclusive of forty-five (45)
minutes meal break per shift.
However, the meal break for
shifts between the hours of 7:00 a.m. and 5:00 p.m., shall
be sixty (60) minutes per shift per day.

(c)

It is recognised that the Company's business

service requiring continuous twenty-four (24)
operations and, in order to cover this, it is
hours shall be rostered to include day work,
Sundays and Public Holidays.

(d)

The operational framework of the shift system and the hours

of work of shift workers shall be determined by the Company
in consultation with the Union. The hours of various shifts
shall be put into operation by the Company after notifying
the Union.

(e)

Weekly rosters shall be posted seven (7) days in advance of

the date of the first roster.

(f)

When operational conditions so require, staff who are on

duty may be requested to perform overtime.
Staff who
perform such overtime, shall be paid in accordance with
Schedule 4.15.

(g)

Hours worked in excess of a normal tour of duty in any day

shall be considered overtime and shall be subject to payment
in accordance with Schedule 4.15.

(h)

Mutual shift changes shall be permitted to facilitate staff

provided that no additional costs are incurred by the
Company.
All requests for mutual shift changes shall be
submitted forty-eight (48) hours in advance and must be
approved by properly authorised supervisory personnel of the
Company.

is a public
hours daily
agreed that
night work,

23

(i)

Each employee must be rostered a clear calendar day off

within the work week and a break period of not less than
sixteen (16) hours between shifts.

(j)

Shift workers shall not be rostered to work more than two

(2) nights in any seven (7) day period where practicable.

Contact Centre Operations

(k)

The normal work week for shift workers in the Contact Centre
shall not exceed forty
(40) hours per week, Sunday to
Saturday.

(l)

The normal working hours for shift workers in the Contact

Centre
shall be in shifts of eight
(8) hours per day
excluding night shifts which shall not exceed ten (10) hours
per shift. These shifts or tours of duty shall be put into
operation only after consultation with the Union.

(m)

Telephone Operators shall not be called upon

night duties after five (5) months of pregnancy.

to

perform

Customer Service Centre Operations

(n)

The basic work week for shift workers in the Customer

Service Centres shall not exceed forty (40) hours five (5)
days out of six (6), Monday to Saturday.

(o)

The normal work day for shift workers in the Customer

Service Centres shall not exceed eight (8) hours between
7.00 a.m. and 7.00 p.m., exclusive of a one (1) hour meal
break per shift.

(p)

The following hours of work shall apply to the Customer

Service Centres listed below:
Park Street/Brian Lara Promenade/St. Augustine/Arima/DSM
Plaza/St. James Street/Library corner/Pt. Fortin/Tobago
Monday to Friday
Saturdays

7.00 a.m. to 5.00 p.m.

8.00 a.m. to 4.00 p.m.

West Mall/Trincity Mall

Monday to Saturday

9.00 a.m. to 7.00 p.m.

24

(q)

It is agreed that the Company may from time to time, roster

workers in the Customer Service Centres to work on Sundays
in order to satisfy customer demand for its products and
services. On such occasions, staff who are required to work
on Sundays shall be paid overtime in accordance with
Schedule 4.15.

(r)

In the event that it becomes necessary to roster workers in

the Customer Service Centres to work on Sundays, the Company
shall notify such workers at least one (1) week in advance.

Integrated Operations Services Group

(s)

The basic work week for shift workers in the Access Plant
Management, Installation & Repairs and Service Operations
departments shall not exceed forty (40) hours five (5)
days out of seven (7), Sunday to Saturday.

Continuous shift operations

(t)

Where the operations of the Group are carried out over a

continuous period of twenty-four (24) hours, the normal work
day for Heavy Lines Technicians, Heavy Vehicle Drivers,
Outside Plant Attendants and Labourers shall not exceed
eight (8) hours with a one (1) hour meal break per shift.

(u)

The following shift arrangements shall apply to Heavy Lines

Technicians, Heavy Vehicle Drivers, Outside Plant Attendants
and Labourers that are required to perform continuous shift
work:
7.30 a.m. to 3.30 p.m.
3.30 p.m. to 11.30 p.m.
11.30 p.m. to 7.30 a.m.

Non Continuous shift operations

(v)

The normal work day for Lines & Instrument Technicians,

Cable Maintenance Technicians and Broadband Technicians
shall not exceed eight (8) hours between 6.30 a.m. and 6.30
p.m., with a one (1) hour meal break per shift.*1

*The Company proposes to include Wiremen who are currently assigned to the Technology Group.

25

(w)

The following shift arrangements shall apply to Lines &

Instrument Technicians, Cable Maintenance Technicians, and
Broadband Technicians that are required to perform noncontinuous shift work:*
6.30 a.m. to 2.30 p.m.
10.30a.m. to 6.30 p.m.

(x)

It is recognized that in order to meet operational

requirements,
the
Company
may
require
certain
job
classifications to be changed from non shift to continuous
and non-continuous shift work. Any such changes shall be
determined by the Company in consultation with the Union.

ARTICLE 19 - UNION SECURITY

19.1 The Company shall furnish to the Union on or before December
31 each year, a list of all employees within the designated
bargaining
unit
showing
name,
employee
number,
work
location, job title, date of employment and wage or salary
rates.
19.2 The Company shall provide the Union with Notice Boards on
its premises for the purpose of posting up material relating
to the Union's affairs, provided that the Union shall not
post thereon anything which is defamatory.
Copies of such
notices shall be forwarded to the Site Manager and the
Industrial Relations Manager at the same time as they are
being posted on the Notice Boards.
19.3 (a)

The Company shall furnish the Union with a copy of its

Rules and Regulations and any amendments thereto from
time to time as are necessary for the safe and
efficient conduct of its operations.

(b)

Such Rules and Regulations and any amendments thereto

shall be implemented only after advising the Union at
least fourteen (14) days before planned implementation,
to afford the Union time to meet and treat with the
Company, and shall not be in conflict with any
agreement subsisting between the Company and the Union
or the laws of Trinidad and Tobago.

26

19.4 Any identified official of the Union may enter the Company's
premises during working hours to investigate employee/s
complaints and work conditions provided that before entering
prior notification is made by the Secretary General of the
Union or his designated representative.
Union Dues Deductions
19.5 (a)(i)

(ii)

(b)

(c)

The Company agrees to make deductions of an

initial initiation fee and of monthly Union
membership dues only, from the pay of any eligible
employee upon receipt from the Union of written
authorisation properly executed by the employee.
The only recognised form shall be that entitled
"Payroll Deduction Authorisation for Union Dues
and Initiation Fees" as mutually agreed upon.
The Company shall on or before the last
day of
the current month forward amounts deducted to the
Secretary-General of the Union or upon direction
to his duly designated representative.

The Company shall deduct Union dues from employees

proceeding on leave of absence when payments are made
in advance.
The amount of Union dues and the initiation fees to be
deducted
in
accordance
with
the
dues
deduction
authorisation under Clause 5(a) herein, or any changes
thereof, shall be certified to the Company by the
Secretary General of the Union or his duly authorised
representative.

ARTICLE 20 - COMPOSITION OF CREWS

20.1 The composition of crews shall be determined by the Company
and will be dependent on the number of employees required to
effectively carry out the work programme assigned to each
crew.
20.2 A Senior
comprising
in charge
accordance

Technician shall be in charge of any crew

technicians and shall be designated Foreman while
and shall be paid an In Charge Allowance in
with Schedule 4.12.

27

20.3 Employees other than Senior Technician whose job function is

in accordance with 20.2 above shall also be designated
Foreman while in charge and shall be paid an In Charge
Allowance in accordance with Schedule 4.12.
20.4 When the work programme to be performed is within the
capacity of a Senior Technician and he is required to
execute it alone, he shall be paid an allowance in
accordance with Schedule 4.12 during the performance of
those duties.

ARTICLE 21 - PERSONNEL CHANGES

(a)

Newly Hired Employees

The Company agrees to furnish the Union, once each month not
later than the first week of the following month, a list of
and/or other documents detailing the names, classification
and location of newly hired employees.

(b)

Department/Inter Departmental Changes

The Company shall furnish the Union with copies of Personnel
Notification Forms.

ARTICLE 22 - EMPLOYMENT AND PROMOTION POLICY

22.1 It is the policy of the Company, whenever possible, to fill
all positions by the promotion of existing workers.
22.2 Suitability shall be determined by:(b)

Proven ability, experience and qualifications necessary

to adequately perform the available work in accordance
with the Job Classification.

(b)

Seniority of grade within the particular Section or

Deparment.

22.3 (a)

The Company shall promote an employee without first

advertising the position internally if the Company
considers that a suitable employee is available within
the Section or Department and advise the Union
accordingly.

28

(b)

If the Company considers that a suitable worker is not

available within the Section or Department, the Company
shall advertise internally for the filling of the
vacant position.

(c)

If no suitable applicant is found from among existing

workers, the Company shall then advertise the position
externally.
The Union shall be notified before the
Company advertises the position externally.

22.4 An employee who refuses a promotion shall not be debarred

reconsideration or re-application for any future promotion
in a vacancy that may occur.
22.5(a)

(b)

An employee who is required to serve in a vacant

position of a higher category in the establishment,
shall be confirmed in the position not later than three
(3) months from the date of his filling such vacant
post, provided that within that period he performs
satisfactorily on the job.
If his performance is
considered to be unsatisfactory, he must be notified in
writing of the reason(s) at least seven (7) days before
the end of his three (3) months' acting period.
Confirmation of an employee in a vacant position in
which he has been acting during such period shall be
retroactive to the date when he was appointed to act
therein.

22.6 Upon employment, an employee shall provide such particulars

to the Company as are required by the law and by the Company
for its records.
Any changes in such particulars shall be
notified to the Company as soon as they occur, or when
requested.

ARTICLE 23 - TRAINING
23.1 It shall be the policy of the Company to provide training
for employees either on or off the job with a view to
improving their efficiency and qualifying them for promotion
to the highest positions in the Company.

29

23.2(a)

The Company shall provide meals and reimburse any

additional transport costs to permanent employees
selected for local training away from their work base
for one (1) day or more, with the exception of newly
recruited trainees.

(b)

The Company shall be required to make arrangements for

board and lodging and reimbursement of additional
transport costs, during the period of training for one
(1) day or more for permanent employees selected for
local training in Trinidad from Tobago or vice versa,
and employees attending residential courses.
(c)

The Company shall pay an allowance of $28.00 per day to

permanent employees selected for local training for one
day or more, with the exception of newly recruited
trainees.

23.3 When employees within the Bargaining Unit are selected for
special training by the Company, especially abroad, the
Union shall be given prior notification by the Company.
23.4 Employees selected for overseas training shall be entitled
to such warm clothing where necessary and out-of-pocket
allowance in accordance with the Foreign Travel Policy.
However, the Union shall be notified in advance of the
arrangements made.
23.5 An employee may be required to perform work of a higher
classification than his own without additional remuneration
during the course of receiving normal on-the-job training.
23.6 A joint Training Committee, comprising Management and Union
shall be established to assess the training needs of
employees in the context of the Company's operations and to
recommend appropriate training programmes and courses to
meet these needs.

ARTICLE 24 - VACATION LEAVE SCHEME

24.1 The Company shall operate a Vacation Leave Scheme on a
voluntary basis, for former TEXTEL employees only.
An
employee who is a member of the Scheme shall not have access
to the Vacation Loan as described in Article 25.

30

24.2 Employees shall contribute thirty-seven dollars ($37.00)

through payroll deductions and the Company shall contribute
ninety dollars ($90.00) respectively each month.
24.3 An employee proceeding on not less than seven (7) days
Annual Vacation Leave shall receive in one (1) lump sum, on
or before the last working day prior to the commencement of
such Annual Vacation Leave, the sum representing twelve (12)
months joint contributions.
24.4 The year will be deemed to start from the first contribution
and each anniversary thereof.

ARTICLE 25 - VACATION LOAN

The Company agrees to loan, upon request, to any permanent
employee with two (2) or more years' service, excluding those
employees who access the Vacation Leave Scheme as defined in
Article 24, not more than one (1) month's salary, interest free,
when proceeding on Annual Vacation Leave of not less than half
(1/2) year's entitlement.
This sum shall be repayable by not
more
than
twelve
(12)
consecutive
monthly
instalments.
Deductions however, shall be made from the first month after the
employee's holiday is completed. At no time will more than one
(1) vacation loan be granted to an employee in any one (1) year.

ARTICLE 26 - PENSION FUND

The Company shall maintain a Pension Plan for the benefit of all
employees. Any alteration in the terms of the Pension Fund shall
be by mutual agreement.

ARTICLE 27 - HEALTH AND WELFARE

The Company shall maintain a Group Health Plan for the benefit of
all employees. Any alteration in the terms of the Group Health
Plan or the introduction of any new group Health Plan shall be by
mutual agreement.

31

ARTICLE 28 - EMPLOYEES' COMMUNICATIONS SERVICE BENEFIT

28.1 Permanent employees who qualify for telephone relief, shall
receive four hundred (400) free local call units per month.
28.2 Employees who qualify for telephone relief shall be entitled
to Seventy Dollars ($70.00) for overseas calls per month.
28.3 The Company will provide a Cellular Phone to permanent
employees at cost price, one every three (3) years. The
initial cost of Activation and Programming will be absorbed
by the Company.
28.4 Permanent employees who are entitled to the benefits in
(28.1 and 28.2) above, who live in an area which is not
serviced by existing landline facilities, shall instead be
entitled to receive a subsidy of four hundred dollars
($400.00) once every three (3) years for the purchase of a
cellular phone which is sold by TSTT. This subsidy may only
be utilised in the purchase of a cellular phone by means of
a credit at the time of purchase.
28.5 Permanent employees who qualify for telephone relief as in
(28.4)shall also receive airtime to the value of four
hundred call units as in 28.1 and seventy dollars($70.00)
for overseas calls.
28.6 Permanent employees shall be entitled to three free vertical
features
(call
waiting,
conference
calling
and
call
forwarding) and two class services (Caller I.D. and Voice
mail).
28.7 Permanent employees shall be entitled to Internet service at
40% discount up to one hundred (100) hours.

ARTICLE 29 - PAY DAY

Pay Day shall normally be the fifth banking day prior to the last
working day of the current month.

32

ARTICLE 30 - PAY SLIP

(a)

Salaries
At or before the time when the payment of wages or salary
takes place, each employee shall receive a monthly pay slip
from the Company showing gross earnings broken down into
basic salary plus itemised and other deductions such as
PAYE, and finally, net salary payment.

(b)

Subsistence
At the time when the payment of subsistence and overtime
takes place, each employee shall receive a statement from
the Company showing gross and net subsistence and overtime
payments.

ARTICLE 31 - PAYMENT OF SUBSISTENCE AND OVERTIME

The Company shall normally pay subsistence allowances
overtime on the second Friday after pay day of each month.

and

ARTICLE 32 - UNFAIR DISTRIBUTION OF LABOUR

The Company and the Union agree that there shall be no unfair
distribution of labour.

ARTICLE 33 - SEXUAL HARASSMENT

Parties to the Agreement shall adhere strictly to the defined
Policy enshrined in the Human Resources Policies and Procedures
Manual.

ARTICLE 34 - EXECUTIVE FORUM

An Executive Forum, comprising Management and Union, shall be set
up during the life of this Agreement.

33

ARTICLE 35 - HOUSING SCHEME

The Company shall maintain a Housing Scheme for the benefit of
employees. Any alteration in the terms of the Housing Scheme or
the introduction of any new Housing Scheme shall be by mutual
agreement.

ARTICLE 36 - SCHOLARSHIP SCHEME

The Company shall maintain a Scholarship Scheme for the benefit
of the children of employees in this Bargaining Unit.
Any
alteration in the terms of the Scholarship Scheme or the
introduction of any new Scholarship Scheme shall be by mutual
agreement.

ARTICLE 37 - COPIES OF AGREEMENT

The Company shall on or before six (6) months after the signing
of the Collective Agreement, provide each permanent employee
within the Bargaining Unit with a copy of the Collective
Agreement printed and bound in a convenient size booklet and
shall provide the Union with a reasonable number of copies on
request.

ARTICLE 38 - COMPUTER LOAN

To be administered in accordance with the Companys policy on
Computer Loan.

ARTICLE 39 - SAVINGS PLAN

A sum of Four Thousand Dollars ($4,000) dollars, which represents
seed money, will be credited to each employee on the permanent
establishment as at December 31, 2003 for the establishment of a
Savings Plan. This sum will be paid into an escrow account until
such time the Company and the Union develop rules which will
govern the Plan

34

ARTICLE 40 - OFF SHORE OPERATIONS

40.1 Group Personal Accident/Cable Ship Insurance
The Company shall provide Personal Accident Insurance coverage in
the sum of Three Hundred Thousand Dollars (TT$300,000.00) for
employees who perform their duties on Cable Ships.
Such Insurance shall also cover employees whilst they are in
transit to and from a Cable ship whether by launch or by
helicopter.
(i)

Cable Ship Allowance:

An Allowance of eleven per cent (11%) of basic monthly
salary, on a pro-rated basis, shall be paid to an employee
who performs his duties offshore on a Cable Ship.

(ii) Meals:
Meals
shall
Agreement.

be

provided

as

per

existing

Collective

(iii)Out-of-Pocket Allowance:
An Out-of-Pocket Allowance of US$30.00 per day shall be paid
to an employee who performs his duties on a Cable Ship.
(iv) Extra Duty:
The normal extra duty allowance shall apply. However, once
it is determined that the duty performed was continuous,
extending from one day into the next day and through what
should be a normal duty, the triple time application shall
continue into that normal duty.
(v)

Recuperation Leave:
An employee who performs his duties at sea on a Cable Ship
for twenty-four hours or more shall be granted one (1) dayoff for each day spent at sea upon completion of the
operation.

40.2 Group
Personal
Accident
Insurance/Sea
Platforms, Ships And Off The Main Land

Rigs,

Marine

35

The Company shall also provide Personal Accident Insurance

coverage
in
the
sum
of
Three
Hundred
Thousand
Dollars
(TT$300,000.00) for employees who perform their duties on Sea
Rigs, Marine Platforms, Ships and off the Main land of Trinidad
and Tobago (e.g. Monos, Gasparee Island etc.).
Such Insurance shall also cover employees whilst they are in
transit to and from the various work locations whether by launch
or by helicopter.
(i)

Offshore Allowance:
An allowance of eleven (11%) of basic monthly salary on a
pro-rated basis, shall be paid to an employee who performs
his duties offshore on a Sea Rig, Ship or Marine Platform.
However, where an employee is required to work off the Main
Land of Trinidad and Tobago (e.g. Monos, Gasparee Island
etc.) an allowance of six (6%) of basic monthly salary on a
pro-rated basis, shall be paid.
It is agreed the Offshore Allowance rates shall be computed
as follows:

Working on Sea Rig, Ship or Marine Platform

11% (Salary x 8)
173*
11% (Salary x 7)
151*

for 40 effective hours

for 35 effective hours

Working Off Main Land

6% (Salary x 8)
173*
6% (Salary x 7)
151*

for 40 effective hours

for 35 effective hours

*average monthly hours worked

(ii) All other relevant provisions of the Collective Agreement
will apply.
40.3

Offshore Training

36

(i)

Prior to an employee being dispatched to work offshore,

the Company shall ensure that he is trained in the
appropriate Safety, Health and Environmental procedures
that are required for the safe performance of his duties
in the offshore environment.

(ii)

Where the offshore environment involves the employee

performing his duties on a Sea Rig or a Marine Platform,
the Company shall provide and the employee shall use the
following safety equipment and protective clothing.
Hard Hat (ANSI standard)
Earmuff/plugs
Long sleeved Fire Rated Coveralls
8 steel tip safety boots
Gloves

(iii)

Where the offshore environment involves the employee

performing his duties off the Main Land of Trinidad and
Tobago (e.g. Monos, Gasparee Island etc.), the Company
shall provide and the employee shall use the following
safety equipment and protective clothing.
Life Jacket
Hard Hat
Safety Boots
Safety Glasses

ARTICLE 41 - TOWER MAINTENANCE/INSTALLATION

Company and Union to meet to discuss the above Article.

ARTICLE 42 - PERIOD OF AGREEMENT

(i)

The duration of the collective agreement shall be from

January 1, 2003 to December 31, 2007. Any time after May 31,
2007 either party may give the other three (3) months'
notice in writing of its desire to revise a part or the
whole of this Collective Agreement.

Such notice having been given, a meeting of both parties

shall be convened within fourteen (14) days to give

37

authorized representatives of each party the opportunity for

discussion.
(ii

If in the event a new Collective Agreement is not negotiated

before the expiration of the period in (i) above, the
existing Collective Agreement shall remain in force until a
new Collective Agreement is arrived at.

SCHEDULE 1 - TERMS AND CONDITIONS IN RESPECT OF

RETRENCHMENT
It is hereby agreed between the Union and the Company that the
following conditions shall apply in respect of permanent
employees retrenched by the Company.
It being understood that
such retrenchment shall be done on a last in first out basis and
that the employee be given at least forty-five (45) days' notice
of retrenchment or payment in lieu of.
1.

The retrenched employee shall receive, in addition to his

pay to the date of retrenchment, such payments due to him in
lieu of annual vacation leave and other benefits in lieu of
notice.

2.

The retrenched employee shall receive the sum of not less

than two (2) months' salary for each completed year of
service and the proportional part thereof for an incomplete
year of service.

3.

(a)

The Company undertakes if and when the time comes for

the Company to take on staff again to offer reemployment
in
order
of
merit
and
seniority
to
retrenched employees in preference to new applicants.
Such offer to be made to the retrenched employee and
the Union notified accordingly.

(b)

If any retrenched employee is re-employed within two

(2) years of his retrenchment under the terms of 3(a)
above, his past service shall be aggregated with his
new service for purposes of leave entitlements, and any
benefits
arrived
at
through
Union
Contract
negotiations, other than severance benefits.

4.

If following retrenchment any work arises which could in

normal circumstances be put out to contract, the Company
undertakes first to offer such contract work on a

38

competitive basis to the retrenched worker, if

qualifies. The Union to be notified accordingly.
5.

he

so

A recalled employee shall be entitled to return to an

available job of a like pay, status and ability to his
previous job.
Should such a job not be available, the
Company may, at its discretion, offer a job of lower pay
status to the retrenched employee.

SCHEDULE 2 - GRIEVANCE PROCEDURE

1(a) For the avoidance and settlement of disputes arising over
terms and conditions of employment, it is agreed that the
Union shall be the sole representative of the employees
within the bargaining unit for presenting complaints to
Management.
(b)

The Union shall have one hundred and eighty (180) days from
the date of the incident giving rise to the complaint or
grievance.

(c)

Nothing shall preclude an aggrieved worker from discussing

his grievance with his immediate supervisor.

2.

The following stages shall be utilized by the

present grievances or complaints to the Company:

Union

to

Stage 1
- A Union Representative shall in the first
instance discuss the matter with the immediate supervisor.
Stage 2 - If a satisfactory solution is not arrived at, the
local branch of the Union to which the employee or employees
belong, may, within ten (10) calendar days, request a
meeting with the next appropriate level of Management. The
meeting shall be convened within fourteen (14) calendar days
thereof.
At this meeting, not more than eight (8) Union
representatives may be present to put forward the grievance
or complaint.
The decision of the Company's representative/s shall be
confirmed in writing to the local Branch of the Union within
five (5) days of hearing.
Stage 3
- If the matter is still not satisfactorily
resolved, the Executive Board of the Union may, within
fourteen (14) days of receipt from the Branch, of the letter
from the Company communicating the previous decision,

39

request a meeting with the Company to discuss the matter

further. The meeting shall be convened within fourteen (14)
calendar days thereof.
The final decision of the Company
shall be confirmed in writing to the Secretary General.
Stage 4 - Should a settlement not be reached at Stage 3,
either party to this Agreement, or both, shall have the
right to refer such matter to the Minister of Labour for
conciliation.
3.

Procedures for Settlement of Differences

Any differences of opinion between the Company and the Union
arising
out
of
the
interpretation,
application,
administration and/or alleged violation of this Collective
Agreement, may be discussed, in the first instance, between
Union representatives and the Management.
Failing a
settlement of the matter, either party may refer the said
matter to the Ministry of Labour or the Industrial Court.

SCHEDULE 3 - LEAVES OF ABSENCE

A.

Union Leave

1.

Leave for Full Time Service in the Union

(a)

An employee's election or appointment to accept a fulltime position with the Union shall be considered good
and sufficient reason for obtaining leave of absence
without pay upon written request from the Secretary
General of the Union to the Industrial Relations
Manager.
It being understood that the number of
employees at any one time to be granted leave of
absence without pay to accept such full time positions
with the Union shall be mutually agreed upon and that
such
leaves
of
absence
shall
be
restricted
to
conducting of Union Business for the particular period.

(b)

At the end of such leave granted to an employee to take

up a full time Union position, the employee shall be
entitled, upon resumption of duty, to:
(i)

All seniorities and wages or salary rate computed

as if he had not been absent from the Company;

40

(ii) return to his former position. In the event that

his former position has been affected by the
operation of Schedule 1, he shall be entitled to
exercise his rights under the options provided in
Schedule 1.
2.

Leave for Trade Union Courses, Seminars and Conferences

(a)

Duly elected officers or representatives of the Union

will be granted leave of absence with pay, providing
such leave of absence does not exceed thirty (30) days
in any one (1) calendar year, to attend Trade Union
Courses, Seminars and Conferences. However, the number
of employees to be released and the frequency of such
leave, will be subject to the exigencies of the
service, and shall be mutually agreed between the
Company and the Union.

(b)

For the purpose of attending Union Educational Schools

and Conventions locally, Leave of Absence with pay
shall be granted with the following limitation:(i)

The period of such leaves of absence shall not

exceed one (1) week in any calendar year.
However,
subject
to
the
exigencies
of
the
Companys service the Company shall consider any
application from the Union for one-half the number
of employees stipulated at (ii) below to be
released for not more than two (2) weeks in any
calendar year by mutual agreement between the
Company and the Union.

(ii) The number of employees to be released at the same

time shall not exceed twenty-five (25) for the
Unions Educational Schools and seventeen (17) for
the Unions Convention.
(iii) Union Leave of Absence to attend Conventions shall
not run concurrently with the leaves of absences
to attend the Unions local educational schools.
3.

For the purpose of attending Educational Classes and

Conferences abroad leaves of absence shall be granted with
pay as follows:

41

4.

(a)

Only
those
employees
who
are
duly
selected
representatives of the Union shall be eligible for this
leave of absence.

(b)

The number of employees to be released and the

frequency of such leave shall be mutually agreed
between the Company and the Union.

Notice
Requests for Union leaves of absence shall be made
reasonably in advance so that the Company may make
arrangements
where
necessary
for
replacement
of
the
employees taking such leave. Reasonable notice shall mean:

5.

(a)

at least three (3) working days' notice for any leave

of absence for two (2) to seven (7) consecutive days;

(b)

at least five (5) working days' notice for any leave of

absence over seven (7) days.

Time Off for Authorised Union Representatives

(a)

Time Off With Pay (i) Save and except in exceptional circumstances or
emergency situations, the Company, at the request
of the Secretary General or his duly authorised
representative,
shall
excuse
a
Union
representative who wishes to take time off from
his assigned Company duties on any given day to
perform Union duties concerning this Company.
Such excused absence shall apply to employees who
are
required
to
participate
in
general
negotiations or initiate discussions on grievances
or treat with any matter between the Company and
the Union.

(ii) The Company shall also grant time off to employees

for the purpose of attending Union Conventions,
General Council, Executive or Committee meetings.
Such time off shall be limited to the duration of
these meetings and the number of employees
released
shall
be
subject
to
the
Union's

42

constitutional requirements and the exigencies of

the Company's service at the time.
(iii) The excused absences which are described above,
shall be held to a reasonable period of time,
mutually agreed upon, and shall be conditioned by
the geographical and/or transportation situation
as it relates to the location of the employees.
(b)

Time Off Without Pay The Company shall grant time off to Union officials
employed with the Company to engage in Union business
not directly related to the Company.
The number of
employees to be released and the frequency of such
leave shall be subject to the exigencies of the service
and shall be mutually agreed between the Company and
the Union.

B.

Annual Vacation Leave

1.

Duration/Qualification
(a)

After the completion of one year's service, employees

shall
be
entitled
to
annual
vacation
leave
in
accordance with the following table:After 1 year's
After 2 years'
After 5 years'
After 10 years'
Over 20 years'

(b)
2.

service
service
service
service
service

10
15
22
33
40

working
working
working
working
working

days.
days.
days.
days.
days.

An employee may, if he so desires, take all or part of

the leave due to him in any one year.

Accumulation of Leave
A worker shall not be permitted to accumulate
vacation leave beyond one (1) years entitlement.

3.

annual

Leave Time
(a)

The time for granting vacation leave shall

restricted to any particular time of year.

not

be

43

Vacation leave shall be granted on a first apply first

approve basis.
Should two or more employees request
vacation leave at the same time, selection shall be
determined by seniority of grade and seniority in
grade. Should all applicants be of equal grade, their
seniority of service shall be the determining factor on
a rotational basis.

4.

(b)

In order to assist the Company in planning and

scheduling its manpower resources, all employees shall
indicate to their immediate Supervisor by 15th November
each year, the time and period of leave they are
desirous of taking in the following year. Under normal
circumstances annual vacation leave should not be
granted more than once in any calendar year. However,
any further request for leave shall be considered in
keeping with the exigencies of the service.

(c)

Where no notification is given, or the employee is

unable to proceed on leave as planned, the Company
shall be so informed not later than six (6) weeks
before the proposed commencement of such leave.

(d)

Where the employees leave notification request cannot

be approved by the Company he shall be so informed no
later
than
six
(6)
weeks
before
the
proposed
commencement of such leave.

Deferment by Company
(i) An employee who, owing to the exigencies of the
service, is unable to obtain annual vacation leave for
a period of one year, may opt to receive payment in
lieu of such leave at his current rate of salary.
(ii) An employee who, owing to the exigencies of the
service, is unable to obtain annual vacation leave for
a period of two consecutive years, may opt to receive
payment in lieu of such leave at one-and-one half (1
1/2) times his current rate of pay.

(iii)

Where, however, a workers Annual Leave is deferred by

the
Company,
the
maximum
leave
which
shall
be
accumulated shall be extended by the amount accrued
during the period of deferment, such accumulated leave
to be paid at the rate for which period the leave is
taken and not for the period at which it was due. It

44

is the Companys responsibility to inform an employee

of his leave accumulation and to ensure that mutual
arrangements are made for him to proceed on leave. The
Companys failure to notify the employee shall not
debar him accumulating leave over one (1) years
entitlement.
5.

6.

Cancellation/Recall
(a)

Only in exceptional circumstances shall an employee's

approved leave be cancelled, or an employee who has
proceeded on vacation be recalled to duty before the
completion of his vacation leave.
Should the latter
occur, the employee shall have the option of receiving
payment at one-and-one-half (1 1/2) times his normal
rate of pay, or, he resumes his vacation leave
following his recall to duty, or, he defers the leave
to a mutually convenient time.

(b)

Any expenses incurred by an employee which are not

recoverable and which are directly attributable to his
recall from leave or the deferment of his approved
leave, shall be reimbursed by the Company upon
presentation of the relative documentary evidence.

Illness During Leave

If an employee becomes ill while on annual vacation leave
and such illness is medically certified by an approved
medical practitioner, including Government employed medical
officers, his vacation leave shall be suspended for the
period of medically certified sick leave. At the end of the
sick leave period, he shall report to the Company whereupon
arrangements shall be made to enable him either to continue
on vacation leave or to have it deferred to a mutually
convenient time.

7.

Additional Leave
Where an employee has utilized all of his entitlement, the
Company shall, in special cases, consider any application
for additional leave, it however, being understood that such
additional leave shall be granted without pay.

45

C.

Sick Leave

1.

(a)

Permanent employees shall be eligible to sick leave on

the following basis:1 - 7 years' service
- 14 working days' full pay
After 7 years' service - 21 working days' full pay

(b)

Sick Leave for more than two (2) consecutive days shall
be granted only on the production of a medical
certificate.

(c)

On submission of a medical certificate after the last

day of full pay sick leave, the employee shall begin
receiving seventy-five percent (75%) of salary.

(d)

Where an employee exceeds

(in accordance with 1(a)
approve extended sick leave
months for that employee on
(i)

his sick leave eligibility

above) the Company shall
up to a maximum of six (6)
the following basis:-

The Company reserves the right to have the

employees illness certified by a District Medical
Officer.

(ii) The illness may result in the employee being

institutionalized. However, the employee may also
be an outpatient of an institution.
(iii)

(iv)

The salary applicable during illness shall be the

difference between the employees full pay and any
payment to which the employee is entitled under
the
National
Insurance
Scheme.
Further,
the
Company agrees to pay the employee his salary
during
the
period
of
extended
sick
leave,
including that part of his salary which is
equivalent to any entitlement under the N.I.S.
Scheme. Moreover that part of salary shall be
considered as an advance to the employee. However,
the Company shall be refunded a sum equivalent to
the sum advanced to the employee upon the
satisfaction of his claim by the N.I.B.
If the Company has not been reimbursed after
ninety (90) days from the date on which the claim
was submitted to the N.I.B., unless there are

46

mitigating circumstances, the Company will then

deduct from the employees salary the monies
advanced after having discussed and agreed to the
mode of payment with the affected employee.
(e)

If the illness continues beyond six months, the

employee shall receive the Long Term Disability (LTD)
benefit, equivalent to seventy-five percent (75%) of
salary, for a maximum duration of five (5) years.
The
employee shall be required to have his incapacity
medically certified in accordance with the provisions
of the Companys Long Term Disability Plan.

(f)

The Long Term Disability benefit shall cease if

(i) the employee dies;

or

(ii) is medically certified as being fit, to resume

duty;
or
(iii) attains the age of sixty (60) years.

2.

(g)

If the employee reaches the age of sixty (60) years

during the five (5) year disability period, or is still
incapacitated at the end of the five (5) year period,
he shall be retired on medical grounds.

(h)

The employee should supplement his loss of earnings

during protracted illness by claiming the sickness
and/or invalidity benefits provided by the National
Insurance Scheme.

(a)

Sick leave shall be on the following basis annually for

all non-permanent employees:
(i)

After 6 months' continuous service - 7 working

days (full pay)
(ii) After 1 year continuous service - 14 working days
(full pay)
(b)

3.

Sick leave for more than two (2) consecutive days shall
be granted only on the production of a medical
certificate.

All medically certified sick leave shall be by approved

practitioners who are registered to practice in Trinidad and
Tobago including government employed medical officers.

47

4.

During a period of absence by an employee from the country,

certified sick leave shall be accepted from a registered
foreign practitioner through the due process.

D.

Maternity Leave
(a)

A permanent female employee, after the completion of

one (1) year's service with the Company shall be
entitled to maternity benefits on the following basis:
(i)

At least three (3) months prior to confinement,

she shall submit a medical certificate stating the
probable delivery date of the child.

(ii) The employee may take her leave forty-five (45)

days prior to the delivery date as stated on the
medical certificate and shall not return to work
sooner than forty-five (45) days after the birth
of her child.
She shall be required to obtain a medical
certificate from her doctor declaring her fit for
work before resuming duty.
(iii) Further, the Company agrees to pay the employee
her salary during the period of maternity leave,
including that part of her salary which is
equivalent to any entitlement under the N.I.S.
Scheme. Moreover that part of salary shall be
considered as an advance to the employee. However,
the Company shall be refunded a sum equivalent to
the sum advanced to the employee upon the
satisfaction of her claim by the N.I.B.

(iv) If the Company has not been reimbursed after

ninety (90) days from the date on which the claim
was submitted to the N.I.B., unless there are
mitigating circumstances, the Company will then
deduct from the employees salary the monies
advanced, after having discussed and agreed to the
mode of payment with the affected employee.

48

(v)

(b)

E.

The employee, if she so desires, may take all or

part of her annual vacation leave entitlement,
immediately
before
or
immediately
after
her
maternity leave entitlement, provided that she
applies for her vacation leave at the same time
she has made application for her maternity leave.

Nothing herein shall preclude an employee on the

permanent establishment, having completed nine (9)
months' continuous service with the Company, to apply
for and be granted maternity leave without pay.

Paternity Leave
A permanent male employee shall be eligible for paternity
leave of three (3) working days in respect of each pregnancy
of his spouse. Such leave shall be applied for in advance
and granted upon request under the following conditions:

F.

1.

That a medical certificate stating an expected date of

delivery is furnished.

2.

That the term spouse used shall, for the purpose of

this provision include common-law relationship.

3.

Any request for additional leave shall be granted at

the discretion of Management.

4.

If an employee qualifies for

is on vacation leave, his
suspended for the period of
the end of Paternity Leave
vacation leave.

Paternity Leave whilst he

vacation leave shall be
the Paternity Leave.
At
he shall continue on his

Casual Leave
1. (a)
(b)
2.

After one (1) year's continuous service

- 7 working days
From five (5) years and over
- 14 working days

Except in special circumstances, casual leave shall not

be granted for a period exceeding three (3) days at any
one time.
However, in special circumstances, the
Company shall consider applications for Casual Leave
not exceeding five (5) days at any one time.

49

G.

Bereavement Leave
(i)

A permanent worker shall be granted leave of absence

with pay for the purpose of making funeral arrangements
and/or attending the funeral in the case of death of a
member of the immediate family or a member of the
household who is not a member of the immediate family.

(ii) The immediate family shall include:

Father, Mother, Spouse, Child, Brother or Sister.
(iii) For the purpose of the provision, a household is a
collective body of persons living in one house and
under one head or management excluding household
employees.
(iv) Three (3) days shall be granted to:
(a)
(b)
(v)

workers in Trinidad when the funeral takes place

in Trinidad;
workers in Tobago when the funeral takes place in
Tobago;

Five (5) days shall be granted to:

(a)

workers in Trinidad when the funeral takes place

in Tobago;

(b)

workers in Tobago when the

Trinidad;

(c)

workers in Trinidad and Tobago when the funeral

takes place outside of Trinidad and Tobago.

funeral takes place in

(vi) Leave in excess of that provided above may be granted

if, on the applications of workers, the Company, in its
sole discretion, rules that the circumstances are such
as to warrant such leave.
(vii)If an employee qualifies for bereavement leave whilst
he
is on vacation leave, his vacation leave shall be
suspended for the period of bereavement leave. At the
end of the bereavement leave he shall continue on his
vacation leave.

50

(viii) The worker shall furnish the Company with satisfactory

evidence to justify the claim for bereavement leave
when requested by the Company.
H.

Special Leave
(a)

Where appropriate notice is given by a National

Sporting or Cultural body, an employee who is selected
to represent Trinidad and Tobago in any major sporting
or cultural activity shall be granted leave with pay.
Members of Volunteer Defence Force called to perform
National Service shall also be granted leave.
It is understood that such leave shall not be deducted
from such an employee's normal leave entitlement.

(b)

I.

J.

Other than (a) above, the Company shall, in special

cases consider an application from an employee for
leave without pay. It is, however, understood that the
granting of such leave shall be subject to the
exigencies of the Company's service.

Study Leave
(a)

The Company agrees to consider any request for the

release of employees with three (3) years or more
service for study leave with or without pay, for a
period not exceeding three (3) years.

(b)

In the event of necessity, a further one (1) year

extension may be granted if the application for same is
supported
by
a
written
recommendation
from
the
educational institution at which the student is
enrolled.

Post Course Leave

Immediately on his return to Trinidad and Tobago from a
Company sponsored course abroad, an employee shall be
entitled to Post Course Leave on the following basis:(i)
(ii)
(iii)

1-3 months
3-6 months
Over 6 months

two (2) working days

four (4) working days
one (1) working day for each
month
on
course
up
to
a
maximum of twelve (12) working
days

51

SCHEDULE 4 - ALLOWANCES
1.

Lunch
(i)

An employee who is despatched to a work area and who,

at the time of his specified lunch hour, is unable to
return to his work base in view of the continuance of
such works, shall be paid a Lunch Allowance of thirtyseven dollars ($37.00).

(ii) Work Areas referred to above shall be mutually agreed

upon by the Company and the Union.
(iii)Lunch Allowance shall be paid in respect of an employee
who is authorised to work through his normal lunch
period.
(iv) Whenever an employee works through his normal lunch
period, he shall be permitted to cease work one (1)
hour before the normal scheduled close of work. In the
event that the employee continues to work to the close
of the work period on that day, he shall be paid for
that hour at the relevant overtime rate.
2.

Meal
A meal allowance of twenty-nine dollars ($29.00) shall be
paid to employees on the following basis:
(i)

As a breakfast allowance when authorised to report for

work at least one (1) hour before his normal starting
time as rostered.

(ii) When authorised

stopping time:
1.
2.

to

continue

working

after

normal

On completion of two (2) hours;

On completion of every four (4) hours thereafter.

(iii) When called back after completion of his normal hours

of work:
1.
2.

On completion of four (4) hours;

On completion of every four (4) hours thereafter.

52

(iv) Should the employee work less than two (2) hours'
overtime, the first two (2) hour period shall be deemed
a guaranteed period for the purpose of meal allowance
only.
3.

Disturbance
(a)

An employee who is permanently transferred from one

District to another shall be entitled to a Disturbance
Allowance of two thousand two hundred and sixty dollars
($2,260.00).

(b)

An employee who is permanently transferred from

Trinidad to Tobago or vice versa, shall be entitled to
a Disturbance Allowance of three thousand one hundred
and eight dollars ($3,108.00).

(c)

The Company shall furnish assistance in moving to the

extent of two (2) truck loads of household furnishings
to employees on permanent transfer. Upon submission to
the Company of a list of requirements pertaining to
such movement, the Company shall endeavour to assist
the employee as far as possible.

(d)

An employee who is permanently transferred from one

work base to another as a result of which he incurs
additional travelling expenses, shall be entitled to
half the disturbance allowance in (a) above.

(e)

An employee who is permanently transferred from one

area to another, as defined hereunder, shall be
entitled to half the disturbance allowance in (a)
above. The areas are :District I
Port of Spain to Diego Martin and beyond and vice
versa.
Laventille to West Exchange and beyond and vice versa.
District II
San Juan
Boundary Road
Macoya
St. Augustine
Mausica or Piarco

53

Arima
Chaguanas
Morne Bleu
Matura
District III
San Fernando/Couva/Princess Town/
Claxton Bay/Mayaro
Siparia/Point Fortin

4.

(f)

If however, a transfer is at the employee's request,

these entitlements shall not be applicable.

(g)

In the event that an employee changes his residence so

as to be nearer the new work base to which he is
transferred, he shall be entitled to two (2) days'
leave with pay to enable him to move to his new
address.
In the case of an employee transferred from
Trinidad to Tobago or vice versa, he shall be entitled
to four (4) days' leave with pay for this purpose.

Sleeping Out and Out of Pocket

Employees based in Trinidad who are required to undertake
duties, or undergo training in Tobago, and vice versa, for
an overnight stay of one (1) night or more, shall have the
option of either:
(a)

hotel accommodation including meals provided by the

Company with an out-of-pocket expenses payment of
forty-one dollars ($41.00) per day;
Or

(b)

the payment of a daily flat sum of:

(i)

Trinidad - two hundred and six dollars ($206.00)

(ii) Tobago
($218.00)
5.

two

hundred

and

eighteen

dollars

Height
(i) Where an employee is required to climb towers at
heights beyond thirty (30) feet from base, an allowance
of fifty-nine dollars ($59.00) shall be paid.
An
allowance of ninety-four dollars ($94.00) shall be paid
whenever work progresses at such heights beyond three

54

(3) continuous hours. These provisions shall not apply

to employees whose specific job functions entail
climbing towers.
(ii) This allowance will also be paid where the employee is
required to work at exposed heights in buildings.
6.

Jack Hammer
Employees required to use a Jack Hammer during the course of
their duties shall be paid an allowance of eleven dollars
($11.00) per hour but not less than a minimum of twentythree dollars ($23.00) per day.

7.

Driving
(a)

Employees other than drivers, chauffeurs and persons in

supervisory positions, who are authorised to drive
during the course of their normal duties, shall be paid
a driving allowance as follows:Heavy duty - $447.00 per month
Light duty - $423.00 per month
This Allowance shall not be applicable during periods
of annual leave or sick leave.

8.

(b)

An employee required to operate the Auxiliary vehicle

shall be paid an allowance of six dollars ($6.00) per
hour, but not less than twenty-three dollars ($23.00)
per day.

(c)

Any employee required to operate Trailers, Forklifts,

Winches or Winch Trucks, tow other attachments or
transport poles of 20 feet and over, shall be paid an
allowance of six dollars ($6.00) per hour but not less
than a minimum of twenty-three dollars ($23.00) per
day.

Motor Cycle
(a)

Employees who are required by the Company to ride motor

cycles during their normal duties, shall be paid a
motor cycle allowance of one hundred and seven dollars
($107.00) per month.

55

(b)

9.

All employees who are required to ride motor cycles

during the course of their duties shall be covered with
personal accident insurance policies by the Company.

Shift
(a)

(b)

Employees whose normal duties during the month involve

shift duty around-the-clock shall be paid a shift
allowance as follows:
(i) Telephone Operators

$435.00 per month

(ii) Other shift employees

$454.00 per month

Employees who work shift other than in (a) above shall

be paid a shift allowance as indicated below:
(i) Telephone Operators
night only*

$271.00 per month

(ii) Other shift employees

$226.00 per month

*Beverley Massiah #2361 Sandra Tuitt #2420

(c)

A shift employee shall continue to receive

allowance while on paid leaves of absence.

(d)

Employees required to work on a Sunday, Christmas Day,

New Year's Day and other Public holidays, shall be paid
in addition to (a) and (b) the following allowances:Sunday
Christmas or New Years Day
Other Public Holidays

(e)

shift

$33.00 per shift

$75.00 per shift
$38.00 per shift

When a Public Holiday falls within a shift employee's

work week and such public holiday coincides with the
employees rest day, he shall be granted another day
off within twenty-eight (28) days of such public
holiday, or, upon request, such leave shall be credited
to his annual vacation leave entitlement of the
following year.

56

(f)
10.

Only employees of the status Senior Operator and above

shall be in charge of shifts.

Split Shift
Employees whose duties require split-shifts, i.e. two-part
shifts during the same day, and whose two-part shifts are
separated by a period of two hours or more shall receive a
Split-Shift Allowance of twenty dollars ($20.00) per day in
Trinidad and twenty-three dollars ($23.00) per day in
Tobago.

11.
(i)

In-Charge
Senior Technician
A Senior Technician in charge of an Exchange shall be paid an
allowance of two hundred and eighty-three dollars ($283.00)
per month while in charge of the Exchange.

(ii) Crews
Any employee, in the undermentioned categories, who is
authorised to work as the designated Foreman shall be paid
an allowance at the rate of two hundred and thirty-two
dollars ($232.00) per month:
Senior
Senior
Senior
Senior
Senior
Senior

Technicians
Electricians
AC Power Technicians
DC Power Technicians
Refrigeration Technicians
Outside Plant Attendants

(iii) One Man

When the work programme to be performed is within the
capacity of a Senior Technician and he is required to
execute it alone, he shall be paid an allowance of Two
Hundred and thirty-two Dollars ($232.00) per month during
the performance of those duties.

57

(iv) Officer-in-Charge
Employees who are requested to work as Officers in Charge
during the absence of the Supervisor shall be paid an In
charge Allowance of thirty-two dollars ($32.00) per shift.
12.

On Call
(a)

Employees who are placed On Call for a period of one

(1) week shall be paid an allowance of Four Hundred and
Thirty-five Dollars ($435.00) for each such period.

(b)

Such on Ca11 period shall be for seven (7) days and

shall be for a twelve (12) hour period starting from
6:00 p.m. one day and ending at 6:00 a.m. on the
following
day,
except
in
the
circumstances
of
Saturdays, Sundays and Public Holidays, when On Call
period shall cover the entire day.

(c)

Should a Public Holiday occur during an On Call period,

the additional sum of sixty-two dollars ($62.00) shall
be paid for such holiday.

(d)

Overtime shall be paid for actual time worked and shall

include the time the employee received the call and end
when he returns home, with a minimum guarantee of four
(4) hours overtime per call.

(e)

Overtime payments shall be on the following basis

for each call as stated in (b) above:
(i)

Monday to Friday - time and one half (1 1/2)

all hours worked.

(ii) Saturdays and Sundays - time and one

half (1 1/2) hours worked during the
guaranteed period. Any continuous hours
worked in excess of the guaranteed
period will be paid at double time.
(iii) Public Holidays - double time all hours
worked together with the payment of
sixty-two dollars ($62.00) allowance for
being On Call on each such public
holiday.
13.

Call Out

58

(a)

14.

An employee who is not on On-Call duty and who is

called out by the Company at short notice or under
forty-eight (48) hours to work on his off duty period,
shall be paid a Call Out Allowance of forty dollars
($40.00); and for work performed during the period, he
shall be paid in accordance with Schedule 4.15.

(b)

An employee who is called out to work and

within one (1) hour of being called shall
overtime from the time of being called.
An
who is called out and arrives after one (1)
being called shall be paid overtime from the
arrival.

arrives
be paid
employee
hour of
time of

(c)

An employee who is called out to work by the Company

shall be guaranteed a minimum of four (4) hours pay at
the appropriate overtime rates.

(d)

The Company shall pay to the employee the sum incurred

for transport costs to return home.

Extra Duty (Overtime)

1.

Normal Working Days

Time and one half (1 1/2) his regular hourly rate for
the first four (4) hours; double time for the next four
(4) hours and triple time thereafter.

2.

Saturdays, Sundays and Off-Days

Double Time his regular hourly rate for the first eight
(8) hours and triple time thereafter, with a guarantee
of four (4) hours' overtime pay for working four (4)
hours or less and eight (8) hours' overtime pay for
working in excess of four (4) hours but less than eight
(8) hours.

3.

Public Holidays
Double Time his regular hourly rate for the first six
(6) hours and triple time thereafter, in addition to
his normal day's pay entitlement with a minimum
guarantee of four (4) hours' overtime pay for working
four (4) hours or less and eight (8) hours' overtime

59

pay for working in excess of four (4) hours, but less

than eight (8) hours.
It is agreed that overtime rates shall be computed as
follows:
a.

b.

c.

Salary x 1.5
173*

(Time and a Half)

for 40 effective hours

151*

for 35 effective hours

130*

for 30 effective hours

Salary x 2 (Double time)

173
for 40 effective hours
151

for 35 effective hours

130

for 30 effective hours

Salary x 3 (Triple time)

173
for 40 effective hours
151

for 35 effective hours

130
for 30 effective hours
*average monthly hours worked
15.

Travelling
Transport Policy provision for Junior Staff Personnel in
Scheduled Travelling Posts.
The following provisions shall be included as Group D in the
Transport Policy and shall apply to Junior Staff personnel
who are designated travelling officers while holding
scheduled travelling posts:

(a)

Group D
Loan
Value Added Tax Relief

Fixed Monthly Allowance

$85,000
Up to a maximum of
15% of loan granted
$1243
13,518 km per annum

60

Mileage Allowance
Travelling Officer
Non Travelling Officer
(b)

$1.13 per km
$1.24 per km

The compensation payable to persons required by the

Company to keep communications equipment installed in
their motor car is five hundred and sixty-five dollars
($565.00) each time a car is purchased.

16.Foreign Language
An operator who, during the normal course of duties, is
requested by the Company to speak a foreign language in
which he/she is considered fluent, shall be entitled to a
Foreign Language Allowance of two hundred and six dollars
($206.00) per month.
17.

Wheel Change
Whenever employees are required to change wheels they shall
receive an allowance of:Light Vehicle - $11.00
Heavy Vehicle - $14.00

18.

Cost of Living Allowance

For the purpose of assisting in meeting increases in the
cost of living, an allowance shall be paid to each worker in
the Bargaining Unit as follows:
This basis of calculation shall be the Trinidad and Tobago
Governments Official Index of Retail Prices using a base of
116.7 points.
(i)

This basis of calculation shall be the Trinidad

and Tobago Governments Official Index of Retail
Prices using a base of 116.7 points.

(ii)

An allowance of eleven cents per hour for every

one (1) complete point rise above the base of
116.7 points.

(iii)

The Cost of Living Allowance shall be calculated

as during normal working hours.

61

(iv)

19.

Payments of this allowance shall be calculated for

each such month to each worker in the Bargaining
Unit in accordance with the increase in the Cost
of Living Index over the base of 116.7 points.

Laundry
Employees who are required to wear Uniforms or Protective
Clothing shall be paid a Laundry Allowance of One Hundred
and Two Dollars ($102.00) per month.
This allowance shall
not be applicable to employees while on leave.

20.

Canvassing
Whenever an employee who is called upon to perform duties in
the capacity of marketing the Companys products, which are
outside of his normal duties, he shall be paid an allowance
of seventeen dollars ($17.00) per day.

21.

Training Instructor
Whenever an employee is called upon to perform duties
outside of his normal function in the role of instructor at
the Training School or outside of the Training School
inclusive of preparation and after-course evaluation, he
shall be paid an allowance of One Hundred and Thirteen
Dollars ($113.00) per day. This role of instructor must be
approved by the Companys Training School.

SCHEDULE 5 - JOB TITLES

GRADE IA
INDUSTRIAL ELECTRICIAN
SENIOR A.C. POWER SYSTEMS TECHNICIAN
SENIOR D.C. POWER SYSTEMS TECHNICIAN
SENIOR BUSINESS SYSTEMS TECHNICIAN
SENIOR CELLULAR SYSTEMS TECHNICIAN
SENIOR CENTRAL OFFICE TECHNICIAN
SENIOR REAL TIME SYSTEMS TECHNICIAN
SENIOR TRANSMISSION MAINTENANCE TECHNICIAN
SENIOR TRANSMISSION & SWITCHING TECHNICIAN
GRADE I
ACCOUNTING ASSISTANT - RATES & UNIT COST

62

A.C. POWER SYSTEMS TECHNICIAN I

BUSINESS SYSTEM TECHNICIAN I
CELLULAR SYSTEMS TECHNICIAN I
CENTRAL OFFICE TECHNICIAN I
COMMERCIAL FORECASTER
RATES AND TARIFFS ASSISTANT
REAL TIME SYSTEMS TECHNICIAN I
SENIOR MOTOR VEHICLE MECHANIC
SENIOR BUSINESS SERVICES TECHNICIAN
SENIOR CABLE MAINTENANCE TECHNICIAN
SENIOR CUSTOMER SERVICES REPRESENTATIVE - POINT FORTIN
SENIOR CUSTOMS CLERK
SENIOR DRAUGHTSPERSON
SENIOR ELECTRICIAN
SENIOR MAINTENANCE RIGGER
SENIOR NETWORK INSTALLATION TECHNICIAN
SENIOR OUTSIDE PLANT PLANNING TECHNICIAN
SENIOR OUTSIDE PLANT SURVEYS TECHNICIAN
SENIOR PAYSTATION TECHNICIAN
SENIOR RADIO OPERATOR
SENIOR REFRIGERATION TECHNICIAN
SENIOR SERVICE ADVISOR
SENIOR STANDBY GENERATOR MECHANIC
SENIOR TOWER MAINTENANCE TECHNICIAN
SHIFT SUPERVISOR - T.O.P.S.
TRANSMISSION MAINTENANCE TECHNICIAN I
TRANSMISSION & SWITCHING TECHNICIAN I
GRADE II
ADMINISTRATIVE ASSISTANT
A.C. POWER SYSTEMS TECHNICIAN II
D.C. POWER SYSTEMS TECHNICIAN I
ELECTRICIAN I
FAULT ANALYST
FRAUD CONTROL TECHNICIAN
OUTSIDE PLANT PLANNING TECHNICIAN I
PROPERTY MAINTENANCE ASSISTANT
RADIO OPERATOR
SENIOR LINES & INSTRUMENT TECHNICIAN
SENIOR ACCOUNTS CLERK
SENIOR CASHIER
SENIOR COMPUTER OPERATOR
SENIOR CUSTOMER SERVICE REPRESENTATIVE
SENIOR DISBURSEMENT CLERK
SENIOR HEAVY LINES TECHNICIAN
SENIOR HUMAN RESOURCE CLERK

63

SENIOR INTERNET SERVICE REPRESENTATIVE

SENIOR PAYROLL CLERK
SENIOR PURCHASING CLERK
SENIOR TELEMARKETING REPRESENTATIVE
SENIOR TRAFFIC CLERK
SENIOR WIREMAN
SERVICE ADVISOR
TELEGRAPH OPERATOR
TRAFFIC PLANNING ASSISTANT
TRANSMISSION/SWITCHING TECHNICIAN II
GRADE III
ACCOUNTS CLERK - REVENUE
BUSINESS SYSTEM TECHNICIAN II
CABLE MAINTENANCE TECHNICIAN I
CASHIER I
CELLULAR SYSTEMS TECHNICIAN II
CENTRAL OFFICE TECHNICIAN II
COMPUTER INSTALLATION TECHNICIAN
COMPUTER OPERATOR
CUSTOMER SERVICE REPRESENTATIVE I
CUSTOMER SERVICE REPRESENTATIVE - POINT FORTIN
CUSTOMS CLERK
DISBURSEMENT CLERK - DISTRICT II
DRAUGHTSPERSON I
D.C. POWER SYSTEMS TECHNICIAN II
ELECTRICAL ASSISTANT
GRAPHIC ARTIST
HEAVY VEHICLE DRIVER
HOUSE SERVICES ASSISTANT
HUMAN RESOURCE CLERK I
I.P.T.O.C. CLERK
MAINTENANCE RIGGER
MOTOR VEHICLE MECHANIC I
NETWORK INSTALLATION TECHNICIAN I
PAY STATION TECHNICIAN I
PROOFREADER
REAL TIME SYSTEMS TECHNICIAN II
REFRIGERATION TECHNICIAN I
SENIOR ADMINISTRATIVE CLERK
SENIOR ASSIGNMENT CLERK
SENIOR BILLING ATTENDANT
SENIOR BILLING CLERK
SENIOR PAYSTATION ATTENDANT
SENIOR SALES SUPPORT REPRESENTATIVE
SENIOR SECRETARY

64

SENIOR STORES CLERK

SENIOR TELEPHONE OPERATOR
SENIOR TEST & DESPATCH CLERK
SENIOR UTILITY EQUIPMENT ATTENDANT
SENIOR DATA PREPARATION OPERATOR
STANDBY GENERATOR MECHANIC I
TECHNICAL STORES CLERK
TOWER MAINTENANCE TECHNICIAN
TRAFFIC CLERK I
TRAFFIC NETWORK CONTROLLER
TRAFFIC SYSTEM SUPPORT TECHNICIAN
TRANSMISSION MAINTENANCE TECHNICIAN II
GRADE IV
**

**

ACCOUNTS CLERK I
A.C. POWER SYSTEMS TECHNICIAN III
ADMINISTRATIVE CLERK I
ARCHIVES CLERK I
BILLING CLERK
CARPENTER
CASHIER II
CHAUFFEUR
CUSTOMER SERVICE REPRESENTATIVE II
HEAVY LINES TECHNICIAN I
HUMAN RESOURCE CLERK II
INTERNET SERVICE REPRESENTATIVE
LINES & INSTRUMENT TECHNICIAN I
MASON
METAL WORKER
OUTSIDE PLANT PLANNING TECHNICIAN II
PAINTER
PAYROLL CLERK I
PLUMBER
PURCHASING CLERK
SECRETARY
SENIOR CONTROL CLERK
SENIOR MAIL CLERK
SENIOR OUTSIDE PLANT ATTENDANT
SPRAY PAINTER
STATISTICAL CLERK I
STORES CLERK I
STRAIGHTENER
TAPE CUSTODIAN
TELEMARKETING REPRESENTATIVE I
TELEPHONE OPERATOR
TEST & DESPATCH CLERK I

65

**

TRAFFIC CLERK II
TRAFFIC QUALITY MONITOR
TRANSMISSION & SWITCHING TECHNICIAN III
TREASURY CLERK
WELDER
WIREMAN I

GRADE V

**
**
**
**
**

**
**
**
**
**
**
**
**
**
**

ADMINISTRATIVE CLERK II
ASSIGNMENT CLERK I
AUDIOTEXT ASSISTANT
BILLING ATTENDANT
BUSINESS SERVICES TECHNICIAN II
BUSINESS SYSTEMS TECHNICIAN II
CABLE DELIVERY MAN
CABLE MAINTENANCE TECHNICIAN II
CELLULAR SYSTEMS TECHNICIAN II
CENTRAL OFFICE TECHNICIAN III
CONTROL CLERK
CUSTOMER SERVICE REPRESENTATIVE - TROUBLE REPORTS
DATA PREPARATION OPERATOR
D.C. POWER SYSTEMS TECHNICIAN III
DISBURSEMENT CLERK I
DRAUGHTSPERSON II
ELECTRICIAN II
LIGHT VEHICLE DRIVER
MAIL CLERK
MOTOR VEHICLE MECHANIC II
NETWORK INSTALLATION TECHNICIAN II
PAY STATION ATTENDANT
PAY STATION TECHNICIAN II
RATES AND TARIFFS CLERK
REAL TIME SYSTEMS TECHNICIAN III
REFRIGERATION TECHNICIAN II
SALES SUPPORT REPRESENTATIVE
STANDBY GENERATOR MECHANIC II
STORES CLERK II
TELEMARKETING REPRESENTATIVE
TRANSMISSION MAINTENANCE TECHNICIAN III

GRADE VI
**

ACCOUNTS CLERK II
ADMINISTRATIVE CLERK III
ARCHIVES CLERK II
CLERICAL ASSISTANT

66

**
**
**
**
**

**
**
**
**

CUSTOMER SERVICE REPRESENTATIVE III

DESPATCHER
HEAVY LINES TECHNICIAN II
HUMAN RESOURCE CLERK III
LABOURER
LIBRARY CLERK II
LINES & INSTRUMENT TECHNICIAN II
OUTSIDE PLANT ATTENDANT
PAYROLL CLERK II
PRINTING OPERATOR
REVISOR
STATISTICAL CLERK II
STORES ATTENDANT
TELEMARKETING REPRESENTATIVE II
TELEPHONE RECEPTIONIST
TEST & DESPATCH CLERK II
TRAFFIC CLERK III
TYPIST
VAULT ATTENDANT
WIREMAN II

GRADE VII
**

ASSIGNMENT CLERK II
COURIER
PROPERTY MAINTENANCE ATTENDANT
TRAINEE NETWORK TECHNICIAN

GRADE VIII
HOUSE SERVICES ATTENDANT
OFFICE ATTENDANT
TRAINEE OUTSIDE PLANT TECHNICIAN
GRADE IX
HOSPITALITY ATTENDANT
NB: **

ENTRY LEVEL POSITIONS

SCHEDULE 6 - SALARIES
1.

The new monthly salary provisions for employees covered

under Schedule 5, effective January 01, 2003 are inclusive
of a 4% increase on salaries after consolidation of the Cost
of Living Allowance of $343.00 as at December 31, 2002.

67

2.

Each employees salary shall be increased as follows:

1.
2.
3.

by 3.375% effective January 01, 2004;

by 3.375% effective January 01, 2005;
by 6% effective January 1, 2006 after consolidation of
the Cost of Living Allowance of $475.75 as at December
31, 2005;
by 6% effective January 1, 2007.

4.
3.

Salaries for the five years, January 01, 2003 to December

31, 2007 are outlined below:
GRADE
1A
1B
2
3
4
5
6
7
8
9

MIN
1
9127
8685
8243
7815
7366
6932
6521
6083
5671
5236

2003
PT. 2 PT.3

PT.4

PT.5

PT.6

MAX.7

9386

9645

9904

10163

10422

10679

8931
8477
8037
7575
7129
6706
6255
5832
5384

9177
8711
8258
7784
7325
6891
6427
5993
5532

9423
8945
8479
7993
7521
7076
6599
6154
5680

9669
9179
8700
8202
7717
7261
6771
6315
5828

9915
9413
8921
8411
7913
7446
6943
6476
5976

10161
9644
9145
8618
8112
7630
7117
6635
6126

2004

GRADE
1A
1B
2
3
GRADE
4
5
6
7
8
9

MIN
1
9453

PT. 2 PT.3

PT.4

PT.5

PT.6

MAX.7

9703

9971

10238

10506

10774

11039

8978
8521
8080
MIN
7615
1
7167
6741
6288
5862
5413

9232
8763
8308
PT. 2
7831
7370
6932
6466
6029
5566

9487
9005
8537
PT.3
8047
7572
7124
6644
6195
5719

9741
9247
8765
PT.4
8263
7775
7315
6822
6362
5872

9995
9489
8994
PT.5
8479
7977
7506
7000
6528
6025

10250
9731
9222
PT.6
8695
8180
7697
7177
6695
6178

10504
9970
9453
MAX.7
8909
8385
7887
7357
6859
6333

2005

68

1A
1B
2
3
4
5
6
7
8
9

9753
9281
8809
8353
7872
7409
6969
6500
6060
5596

10030
9544
9059
8588
8095
7619
7166
6684
6232
5754

10308
9807
9309
8825
8319
7828
7364
6868
6404
5912

10584
10070
9559
9061
8542
8037
7562
7052
6577
6070

10861
10332
9809
9298
8765
8246
7759
7236
6748
6228

11138
10596
10059
9533
8988
8456
7957
7419
6921
6387

11412
10859
10306
9772
9210
8668
8153
7605
7090
6547

2006

Grade
1A
1B
2
3
4
5
6
7
8
9

Min
1
10842
10342
9842
9358
8849
8358
7891
7394
6928
6436

Pt 2
11136
10621
10107
9608
9085
8580
8100
7589
7110
6604

Pt 3
11431
10900
10372
9859
9322
8802
8310
7784
7293
6771

Pt 4
11723
11178
10637
10109
9559
9024
8520
7979
7476
6938

Pt 5
12017
11456
10902
10360
9795
9245
8729
8174
7657
7106

Pt 6
12311
11736
11167
10609
10032
9468
8939
8368
7841
7275

Max
7
12601
12015
11429
10863
10267
9692
9146
8566
8020
7444

Pt 5
12738
12144

Pt 6
13049
12440

Max 7
13357
12736

2007
Grade
1A
1B

Min 1
11493
10963

Pt 2
11804
11258

Pt 3
12117
11554

Pt 4
12427
11849

69

2
3
4
5
6
7
8
9

10432
9920
9380
8859
8365
7838
7344
6822

10713
10184
9630
9095
8586
8045
7537
7000

10994
10450
9882
9330
8809
8251
7730
7177

11275
10715
10132
9565
9031
8458
7924
7355

11556
10982
10383
9800
9253
8665
8117
7532

11837
11246
10633
10036
9475
8871
8311
7711

12114
11514
10883
10274
9695
9080
8501
7891

SCHEDULE 7 - ACTING APPOINTMENTS

Acting Allowance shall be paid for the following job titles :ACCOUNTING ASSISTANT - RATES & UNIT COST
ACCOUNTS CLERK I
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE CLERK I
ADMINISTRATIVE CLERK II
ARCHIVES CLERK I
A.C POWER SYSTEMS TECHNICIAN II
A.C. POWER SYSTEMS TECHNICIAN I
BUSINESS SYSTEM TECHNICIAN I
CASHIER I
CELLULAR SYSTEMS TECHNICIAN I
CENTRAL OFFICE TECHNICIAN I
CHAUFFEUR
COMMERCIAL FORECASTER
CUSTOMER SERVICE REPRESENTATIVE - POINT FORTIN
CUSTOMER SERVICE REPRESENTATIVE I
DISBURSEMENT CLERK - DISTRICT II
D.C. POWER SYSTEMS TECHNICIAN I
FAULT ANALYST
FRAUD CONTROL TECHNICIAN
HEAVY VEHICLE DRIVER
HOUSE SERVICES ASSISTANT
HUMAN RESOURCE CLERK I
HUMAN RESOURCE CLERK II
INDUSTRIAL ELECTRICIAN
PROOFREADER
PROPERTY MAINTENANCE ASSISTANT
RADIO OPERATOR
REFRIGERATION TECHNICIAN I
SECRETARY
SENIOR A.C. POWER SYSTEMS TECHNICIAN
SENIOR D.C. POWER SYSTEMS TECHNICIAN

70

SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR
SENIOR

LINES & INSTRUMENT TECHNICIAN

MOTOR VEHICLE MECHANIC
ACCOUNTS CLERK
ADMINISTRATIVE CLERK
ASSIGNMENT CLERK
BILLING ATTENDANT
BILLING CLERK
BUSINESS SERVICES TECHNICIAN I
BUSINESS SYSTEMS TECHNICIAN
CABLE MAINTENANCE TECHNICIAN
CASHIER
CELLULAR SYSTEMS TECHNICIAN
CENTRAL OFFICE TECHNICIAN
COMPUTER OPERATOR
CONTROL CLERK
CUSTOMER SERVICE REPRESENTATIVE
CUSTOMER SERVICES REPRESENTATIVE - POINT FORTIN
CUSTOMS CLERK
DATA PREPARATION OPERATOR
DISBURSEMENT CLERK
DRAUGHTSPERSON
ELECTRICIAN
HEAVY LINES TECHNICIAN
HUMAN RESOURCE CLERK
INTERNET SERVICE REPRESENTATIVE
MAIL CLERK
MAINTENANCE RIGGER
NETWORK INSTALLATION TECHNICIAN
OUTSIDE PLANT ATTENDANT
OUTSIDE PLANT PLANNING TECHNICIAN
OUTSIDE PLANT SURVEYS TECHNICIAN
PAY STATION TECHNICIAN
PAYROLL CLERK
PAYSTATION ATTENDANT
PURCHASING CLERK
RADIO OPERATOR
REAL TIME SYSTEMS TECHNICIAN
REFRIGERATION TECHNICIAN
SALES SUPPORT REPRESENTATIVE
SECRETARY
SERVICE ADVISOR
STANDBY GENERATOR MECHANIC
STORES CLERK
TELEMARKETING REPRESENTATIVE
TELEPHONE OPERATOR
TEST & DESPATCH CLERK
TOWER MAINTENANCE TECHNICIAN

71

SENIOR TRAFFIC CLERK

SENIOR TRANSMISSION MAINTENANCE TECHNICIAN
SENIOR TRANSMISSION & SWITCHING TECHNICIAN
SENIOR UTILITY EQUIPMENT ATTENDANT
SENIOR WIREMAN
SHIFT SUPERVISOR - T.O.P.S.
STATISTICAL CLERK I
STORES CLERK I
TRAFFIC CLERK I
TRANSMISSION MAINTENANCE TECHNICIAN I
TRANSMISSION & SWITCHING TECHNICIAN I

SCHEDULE 8 - SHIFT WORKERS (MONDAY TO SATURDAY)

The shift workers named hereunder shall have:
(a)

Their basic work week not exceeding forty (40) hours, Monday
to Saturday, inclusive of a forty-five (45) minute meal
break per shift per day.

(a)

Their normal work day not exceeding eight (8) hours, Monday
to Saturday, inclusive of a forty-five (45) minute meal
break shift.

Computer Operations

IPTOC

Bhim Samaroo
Barry Sylvester

Lawrence Brown
Courtenay Reid
Dayanand Siewdial
North Post
Nigel Davis
Victor Fonteillo
Wren Francois
Robert Mitchell
Anthony Walters

SCHEDULE 9 - PERIODIC MEDICAL EXAMINATIONS CATEGORIES

OF EMPLOYEES
Hospitality Attendants
Tower Crew Personnel
Spray Painters (Auto)
Straighteners

72

Welders
Metal Workers
Wiremen
Drivers
Technicians
Electricians
Mechanics

SCHEDULE 10 - UNIFORMS
Female Staff

Five Uniforms at first issue and three

uniforms per year thereafter

Office Maid

Five uniforms at first issue and three

uniforms per year thereafter and $200.00
per year towards purchase of shoes.

PABX,PAX,PBX
(Maintenance)

Two pairs pants, five shirts per year

1 pair safety shoes

Management Drivers

Two pairs pants, five shirts per year

1 pair safety shoes

Service (male)
Representatives

Two pairs pants, five shirts per year.

Messengers

Two pairs pants, five shirts, 1 pair shoes

per year

Drivers

Two pairs pants, five shirts per year

1 pair safety shoes

Cable Delivery Men

Two pairs pants, five shirts, 1 pair shoes

1.

The Company shall endeavour to provide

January 31 and March 31 each year.

uniforms

between

2.

In the event that new job titles are created which warrant
the provision of uniforms, the Company and the Union shall
mutually agree on the provision of such uniforms.

3.

When on duty, uniforms must be worn at all times.

73

SCHEDULE 11 PROTECTIVE CLOTHING

NO

DEPARTMENT/SECTIONS

Cable Maintenance

JEANS

PANTS

JERSEYS

SHIRTS

SAFETY
BOOTS
(every 2years)
1 pair

OVERCOATS

Cable Construction

Lines & Installation

1 pair

Inspectors (install)

1 pair

Paystation

1 pair

Lines Construction

1 pair

Labourers

1 pair

Central Office (Technicians)

1 pair

Central Office (inst)

1 pair

10

Transmission

1 pair

11

Business Systems

12

RSB

1 pair

13

Air Conditioning

1 pair

14

Power AC/DC

1 pair

15

Riggers (Tower Crews)

16

Technicians (Tower Crews)

1 pair

17

Mechanics

1 pair

18

Receiving Officers/Stores
Keeper
Telephone Inst. (Mech)

1 pair

1 pair

OTHER

19

1 pair

OVERALLS

2
2

4
4

SAFETY SHOES
(every 2years)

Appropriate warm
clothing

1 pair

1 pair

74

20

Utility Crews

1 pair

21

House Service (Attendant)

22

Draughtsperson

23

I.S. Staff (Maintenance)

1 pair

24

Transport Drivers

1 pair

25

Wrecker Drivers

1 pair

26

Revenue Department/Billing

27

Printers

1 pair

28

Cellular

1 pair

29

Spray Painters

1 pair

30

Metal Workers

1 pair

31

Cable Deliveryman

32

Painters, Masons

33

Carpenters, Plumbers

34

Electricians

35

Mail Attendant

36

Customs Clerk

37

Perpetual Inventory Clerks

38

Radio Operators

1 pair
1 pair

2
1 pair

2
2

1 pair
1 pair

1 pair

1 pair

2
1

1 pair

1 pair

Appropriate safety
gear
Appropriate safety
gear
Appropriate safety
gear

1 pair
1 pair

75

NOTES
Anti static shoes should be utilised in the Central Office
1.

Employees requesting new issues of Protective Clothing within the same year shall be required
to produce to Management the unserviceable items needing replacement.

2.

Employees requesting a new pair of Safety Boots/shoes shall be required to produce to

Management the unserviceable pair needing replacement.

3.

Notwithstanding the above, the Company shall provide Protective Clothing to any other
category of employees as may be decided upon from time to time. In the event that new Job
Titles are created which warrant the provision of Protective Clothing, the Company and the
Union shall mutually agree on the provision of such Protective Clothing.

76

FOR AND ON BEHALF OF:

TELECOMMUNICATIONS SERVICES OF
TRINIDAD AND TOBAGO LIMITED

COMMUNICATION WORKERS UNION

SIGNED:

SIGNED:

.............................

..........................

.............................

...........................

.............................

............................

.............................

............................

.............................

............................

SIGNED IN PORT OF SPAIN THIS

ELEVEN

DAY OF

TWO THOUSAND AND

JUNIOR STAFF COLLECTIVE AGREEMENT

TABLE OF CONTENTS

PREAMBLE ............................................................................................................. 1
ARTICLE 1 - RECOGNITION .................................................................................... 2
ARTICLE 2 - DEFINITION ...................................................................................... 3
ARTICLE 3 - MUTUAL RECOGNITION OF RIGHTS ................................................... 6
ARTICLE 4 - LEAVES OF ABSENCE ......................................................................... 6
ARTICLE 5 - PUBLIC HOLIDAYS ............................................................................. 7
ARTICLE 6 - ALLOWANCES ..................................................................................... 7
ARTICLE 7 - ACTING .............................................................................................. 8
ARTICLE 8 - JOB TITLES........................................................................................ 9
ARTICLE 9 - SALARIES AND CLASSIFICATIONS...................................................... 9
ARTICLE 10 - SENIORITY AND PROBATION ............................................................ 9
ARTICLE 11 - MANAGEMENT PRACTICES ............................................................ 10
11.5
11.6
11.7
11.8

Disciplinary Action .............................................................................................................................................. 10

Personal File............................................................................................................................................................. 11
Temporary Employees .............................................................................................................................................. 12
Transfers ...................................................................................................................................................................... 12

ARTICLE 12 - CONTRACT WORK .......................................................................... 13

ARTICLE 13 - JOB DESCRIPTIONS ....................................................................... 15
(c)

Job Evaluation .......................................................................................................................................................... 15

ARTICLE 14 - UNIFORMS ..................................................................................... 15

ARTICLE 15 - OCCUPATIONAL HEALTH, SAFETY AND THE ENVIRONMENT ......... 16
ARTICLE 16 - INJURY ON DUTY ........................................................................... 18
ARTICLE 17 - MEDICAL EXAMINATIONS .............................................................. 18
ARTICLE 18 - HOURS OF WORK (A) ...................................................................... 19
ARTICLE 18 - HOURS OF WORK (B) ...................................................................... 22
ARTICLE 19 - UNION SECURITY ........................................................................... 26
ARTICLE 20 - COMPOSITION OF CREWS .............................................................. 27
ARTICLE 21 - PERSONNEL CHANGES ................................................................... 28
ARTICLE 22 - EMPLOYMENT AND PROMOTION POLICY ....................................... 28
ARTICLE 23 - TRAINING ....................................................................................... 29
ARTICLE 24 - VACATION LEAVE SCHEME ............................................................ 30
ARTICLE 25 - VACATION LOAN ............................................................................ 31
ARTICLE 26 - PENSION FUND ............................................................................... 31
ARTICLE 27 - HEALTH AND WELFARE ................................................................. 31
ARTICLE 28 - EMPLOYEES' COMMUNICATIONS SERVICE BENEFIT ...................... 32
ARTICLE 29 - PAY DAY......................................................................................... 32
ARTICLE 30 - PAY SLIP ........................................................................................ 33
ARTICLE 31 - PAYMENT OF SUBSISTENCE AND OVERTIME ................................. 33
ARTICLE 32 - UNFAIR DISTRIBUTION OF LABOUR ............................................... 33
ARTICLE 33 - SEXUAL HARASSMENT ................................................................... 33
ARTICLE 34 - EXECUTIVE FORUM ....................................................................... 33
ARTICLE 35 - HOUSING SCHEME ......................................................................... 34
ARTICLE 36 - SCHOLARSHIP SCHEME ................................................................. 34
ARTICLE 37 - COPIES OF AGREEMENT ................................................................ 34

ARTICLE 38 - COMPUTER LOAN ........................................................................... 34

ARTICLE 39 - SAVINGS PLAN ............................................................................... 34
ARTICLE 40 - OFF SHORE OPERATIONS .............................................................. 35
ARTICLE 41 - TOWER MAINTENANCE/INSTALLATION.......................................... 37
ARTICLE 42 - PERIOD OF AGREEMENT................................................................ 37
SCHEDULE 1 - TERMS AND CONDITIONS IN RESPECT OF RETRENCHMENT ........ 38
SCHEDULE 2 - GRIEVANCE PROCEDURE ............................................................ 39
SCHEDULE 3 - LEAVES OF ABSENCE ................................................................... 40
A.
B.
C.
D.
E.
F.
G.
H.
I.
J.

Union Leave ................................................................................................................................................................. 40

Annual Vacation Leave.......................................................................................................................................... 43
Sick Leave .................................................................................................................................................................... 46
Maternity Leave ........................................................................................................................................................ 48
Paternity Leave ........................................................................................................................................................ 49
Casual Leave ............................................................................................................................................................... 49
Bereavement Leave ................................................................................................................................................... 50
Special Leave............................................................................................................................................................. 51
Study Leave ................................................................................................................................................................. 51
Post Course Leave ................................................................................................................................................... 51

SCHEDULE 4 - ALLOWANCES ............................................................................... 52

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.

Lunch................................................................................................................................................................................ 52
Meal .................................................................................................................................................................................. 52
Disturbance ................................................................................................................................................................. 53
Sleeping Out and Out of Pocket .................................................................................................................... 54
Height ............................................................................................................................................................................. 54
Jack Hammer ................................................................................................................................................................. 55
Driving ........................................................................................................................................................................... 55
Motor Cycle ................................................................................................................................................................. 55
Shift................................................................................................................................................................................ 56
Split Shift ................................................................................................................................................................. 57
In-Charge ...................................................................................................................................................................... 57
On Call ........................................................................................................................................................................... 58
Call Out ........................................................................................................................................................................ 58
Extra Duty (Overtime).......................................................................................................................................... 59
Travelling .................................................................................................................................................................... 60
Foreign Language ..................................................................................................................................................... 61
Wheel Change ............................................................................................................................................................... 61
Cost of Living Allowance .................................................................................................................................. 61
Laundry ........................................................................................................................................................................... 62
Canvassing .................................................................................................................................................................... 62
Training Instructor .............................................................................................................................................. 62

SCHEDULE 5 - JOB TITLES ................................................................................ 62

SCHEDULE 6 - SALARIES ..................................................................................... 67
SCHEDULE 7 - ACTING APPOINTMENTS ............................................................... 70
SCHEDULE 8 - SHIFT WORKERS (MONDAY TO SATURDAY) .................................. 72
SCHEDULE 9 - PERIODIC MEDICAL EXAMINATIONS CATEGORIES OF
EMPLOYEES..72
SCHEDULE 10 - UNIFORMS .................................................................................. 73
SCHEDULE 11 PROTECTIVE CLOTHING............................................................. 74

JUNIOR STAFF

COLLECTIVE AGREEMENT

2003 2007

BETWEEN

TELECOMMUNICATIONS SERVICES OF TRINIDAD AND TOBAGO LIMITED

AND

COMMUNICATION WORKERS UNION