JUL 2 8 2008
COLLECTIVE BARGAINING
INFORMATION SERVICES
COLLECTIVE
AGREEMENT
BETWEEN
FILE No.
;2) - 6:2~
CERT. FiLE
AND THE
CAW~TCA
CANADA
EFFECTIVE
APRIL 29,20 07 -APR IL 28,20 10
II
.. I . I
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TABLE OF CONTENTS
ARTICLE I- PURPOSE.....................................................................................
.................. ]
ARTICLE 2- RECOGNITION ............................ ,...................................................
.............. !
ARTICLE 3- MANAGEMENT RIGIITS ....................................................................
.........3
ARTICLE 4- UNION SECURITY AND CHECK OFF. ...................................................
... 4
ARTICLE 5- UNION REPRESENTATION ...................................................
.......................S
ARTICLE 6- GRIEVANCE PROCEDURE ..................... ~······················-··········
········· .......... 9
ARTICLE 7- ARAITRATION............ .......................................
................................. !I
ARTICLE 8- DISCIPLINE.....................................................................................
........... 14
ARTICLE 9- SENIORITY.............................. ....................................................
........... 15
ARTICLE 10-JOB POSTING.....................................................................................
........ !?
ARTICLE! I -lAYOFF AND RECALL......................................................
................. 20
ARTICLE 12- LEAVE OF ABSENCE..................................................
.23
ARTICL[ 13- JURY DUTY AND SU8POENAIZD WiTNESS
.. 26
ARTICLE !4- OVERTIME....... .
..... 26
ARTICLE I5- CALL-BACK.....
............................ 31
ARTICLE !6- REPORTING PAY......
........................ 32
ART!CLF. 17- PAYDAY..........
....................
.. ... .32
ARTICLE 18- HOLIDAYS...
...... ............
....................................... 33
ARTICLE !9- VACATION WITH PAY................................................................
............ 35
ARTICLE 20- BENEFITS ............................... .
.....37
ARTICLE 21 -HOURS OF' WORK.
.. .......................................................42
ARTICLE 22- PAID EDUCATION LEAVE ...... .
..........................43
ARTICLE 23- CONTINUOUS IMPROVEMENT (PRODUCTION STANDAR
DS) .... .44
ARTICLE 24- SUBSTANCE ABUSE........................................
.............. .44
ARTICLE 25- HEALTH & SAF'ETY.
............................ .45
ARTICLE 26- NO DISCRJM!NATION!HARASSMENT.
........................... 48
ARTICLE 27- F.MPLOYF.F.ASSISTANCE PROGRAM ....
...... 50
ARTICLE 28- INJURY ALLOWANCE .....
................. 5 l
ARTICLE 29- TECHNOLOGICAL CHANGE ......... .
.... 51
ARTICLE 30- CONTINUING EDUCATION
................ 52
ARTICLE 3 I - TU!TJON F'EES AND BOOKS ...
..... 53
ARTICLE 32- NEW EMPLOYEE ORIENTATION ....................... .
.............. 53
ARTICLE 33- EMPLOYEE CALL-IN PROCEDURE...... .
........... 53
ARTICLE 34- WAGE SHEET AND SHIFT PREMIUM................
........................54
ARTICLE 35- LOCKERS...................................
...................... 58
ARTICLE 36- BULLETIN BOARDS...........................................................
..... 58
ARTICLE 37- COPIES OF THE CONTRACT............
.... 51!
ARTICLE 38- NO STRIKES OR LOCKOUTS ................................................
................ 58
ARTICLE 39- SKILLED TRADE SUPPLEMENTARY AGREEMENT................
......... .59
ARTICLE 40 ~JOB ROTATION..................
.. .............................................. 66
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ARTICLE 41- SH!FT ROTATION .....
ARTICLE 42- NOTICE OF CLOSURE....
ARTJCI.F.43- PF.NSIONS.... .
ARTICLE 44- DURATION ...................... .
LETTER OF UNDERSTANDING #I ............................ .
ARTICLE I ·PURPOSE
RE: 5.50 EMPLOYMEN T STANDARDS ACT..
I :0 I
LETTER OF UNDERSTANDING #2 ........... .
RE: PARKING LOT..................... .
LI!TTER Or UNDERSTAND ING #3 ...... .
RE: PATIO.
cmplnyccs, economy of operations, quality and quantity or output. lr i:; rccogni~d by
rhis ugt-.:omcnl to be rh.: duty of rhc cmployct·, the Union and the cmple>yccs to <."O·opcratc
fully, individually and collectively for· the advancement of the said conditions.
....................... .
LETTER OF UNDERSTAND ING #4...... .
RE: WASHROOM/ CAFETERIA. .......................... .
LETTF.R OF UNDF.RSTANDINO #5 ..
RE: S&AADVANCEMENTS..................
LETTER OF UNDERSTANDING #6..
RE: RATIFICATION/EMPLOYEE FILES..
LETTER OF UNDERSTAND ING #7..
RE: TRAVELALLOWANCE
LETTER OF UNDERSTAND ING #!:L
~eneral purpt,~e of till> agreement i~ tu ~ewr~ for the employer, the Uu'ton aw.l
the
cmpluyccs. the benefits of orderly cu!lcctivc barg:tining am.! to the fullest c~tcnt po>$iblc
to pmvi<Jc for th~ highc,o;t po.~sihlc stand;m.l of .'i~fcty :md physical welf:u·c of rhe
Tl1e
-~
1:02
"I
"I
... . ::::
::;
..... 72
RE; PERSONAL RGL!EF TIME.........
.. ... 72
LETTER OF UNDERSTANDING #9.............
...... 13
RE: AUTOMATION WELD TECH
...... 73
LETTER OF UNDERSTANDING #JO..
...... 77
RE: PLANT FUND
......................
....................
77
LEITER OF UNDERSTANDING #II.....
....................
.. .... 77
RE: PREVENTATIVE MAINTANENCE PROGRAM- WELDERS
"'i
LETTER OF UNDERSTANDING #12.. ..............................
~~
RE: HAND SWIPE DEVICES
..... ...................
.,.-;LEITER OF UNDERSTANDING #13.. .....................
.........................
""'":"
RE: THE FAMILY RESPONSIBILITY OFFICE ADMINISTRATION FEES... "("":"
LETTER OF UNDERSTANDING #14 .....................
.. ... :~
RE: SIGNING BONUS........... .........
..... 78
LETTER OF UNDERSTANDING #15.. ..................
..... 7:-i
RE: STUDGNTS..
....................
..... 7::;
LETTER OF UNDERSTANDING #16...
.. ... 79
RE: CURRENT RETIREE'S BENEFIT COVERAGE........
... 79
LETTER OF UNDERSTANDING #17...
..... l:lO
RE: COLA FLOAT...
..................
..... 80
LEITER OF UNDERSTANDING #18................. ...................
.. ..... 80
RE: FULL TIME PREFERENTIAL HIRING..........................
.... 80
LETTER OF UNDERSTANDING #19................... ......................................
.. .. 83
RE: WORKPLACE COMMITMENT FOR RT RAIL CELLS ............................. 83
It is rhe intent und purpo~c of the partk:~ to thi~ ~greemenr, which lm~ been negor'mrcd
and entcreU i11lU in guud f:tith:
u)
tu provide unU nminwirr
bcncftt~
bJ
c)
II~,!!Uiiuted ~onditio11~.
hottJ'> uf wurk. wage r;ncs m1J
set ftmh herein;
w rcco~nlzc muwully th~ r~sp~Ciiw rights. !"trrl<:liuus uml (Jhlig<Hiull.'i or til~
purtics hct'Chl;
to
cst~llli~h un
orderly systctll ftlr the pr1.1motion, dernotion, transli::r. Jayo!l" and
recall of employees:
U)
to establish u procedure for the prurnpt disposition of grievances;
e)
and genaally ill the administration of thi.~ agrecm~nt anti in the d:ty-to·day
rclmionship, the putties wiiJ exhibit mutu:tltruot, undcmt:mding and sinccl'ity, mrd
to 1hc fu!lc.lt cxtclll poS!<ibk, will avoid confrontalional tactics.
fJ
Whcn~vcr
in this ugrccrncn1 1hc
mu~culinc
gender h;
u~~u.
it will :tl>o illdLtdc the
feminiLie.
ARTICLE 2- RECOGNITION
2:01
u)
for all nf i1s ClliJll(\yccs. i11 the Town of Lukcshnrc. s:tvc m"l cxccpr gcncm! foreman,
persons ahove the mok or general foreman, supct·vi~ors. ~chcdalc(, inv<licing dcrk, Q.C.
~nginccr,
sufety co-ordinator, lml"!k co-on:linator,
tlflic~
and
sui~.~
Slaff.
(ii)
b)
,,
Wh.:rever the term "The Company" or "The Employer" is us.:.J "' ~·
ugreement. it me:m.~ the Flex-N-Gute C;~nulla only, ~rill •h;oll ....:~ "
inrerpretell h1 include any otl~r division of Flex-N-Gur~.
lr1 th~ event the Compuny closes the currem facility loc.. rc<i in T""'"' ·~
Lakeshore, in whole OJ' part, rcsultirtg in luyoi'J: artd moves its loxati.JG -~
Essex., Kent or l.umbton Counties, thi3 collective ugrcemcnt with Local l'r.i .!llal:
govem.
If the move is outside the tri-counly area but inside the PrOI'iiJo."'l: ~· 0ul4!'~. ,111:laid off employees shall have che rit:ht to transfer to the n~w ~o>.-:..Wm r:r.:· ~.
available job vu~anci~$ urising from the move und will be con,.,~ Jl> ~ JCllj.
ARTICLE 3- MANAGEMENT RIGHTS
3:01
Except ~s. and to the extertt ~ll«itically modified by this 1\greernent, u!l rights und
prerogatives of ruwragcmcnt are rcruincd by the Compuny and renmin c~clo~ivcly und
without limitation within the rights uf the Comp:rny ;~nd its manageme111 artd nmy he
c:r>erclscd by management as it, in its discretion, sees lit.
Without limiting the gencntlity of the foregoing. the Company's rights sh~ll include:
(a)
hire, but will remln length of setvice fo1· uJI benetit~ and vaca~:too pwp;,..,., ..,
dictated by th~ hiring location.
d)
lh~
right 10 rmtintain ord~r. discip!in~ and ~rndency; to llHike, ;ther and e11force,
from :irne to time, rules amlregulutions, policie.~ ant! practice~. to be observed by
its en1ployee~; to r.liscipline ant! lli~ch~rge seniorily employees fo1· just cause, unll
to discipline unll discharge probationary employees in its sole r.liscretiotl pt'Ovided
it is not contrary to the provisions of this agreement. and subject to the employee's
Any employee of the Comp~ny who is not subj!!~l t<l ~hi! ll!O:ht-...,;,., .i Jlll•
will not perfonn uny work, whkh is nonnully p:rf,.~~-,:: ~': ~~
employees in lire bm·guioing unit wi1h the !'oUowint: c.,ccpl.ion.,:
ugrc~mcm
(i)
To pr·ct~et prod11Cl or ~•]uipm.:nl from .;u.Jdcu t>,,.o,~.J.,.o .. ·,, "'"·"'" "''!""1
prompt repair of ~quipnl<ltll;
(ii)
Jn the pcrforman~e of nec.:.~sary work when pn:.><i"'"' 1t.:OOI .a.;r...,:..,r;..,. """'
cncountcre.J on the jcb. ioclur.ling minor repairs 111>d .>dj~:n:a.
right Ill tile u gricv:mcc:
b)
the right 10 ~duct and hire the w~JrkiriJ; i'orc~ ~nd c;nployccs; to \l'~nst'cr, assigu,
pmmole. dcmol~. schedule aud classify employees, subject hl 1hc pmvisious ol
this ugr~em~nl w pluu, direct and crmtmJ it.< opemtlons; ro :!dect :md rewiu
employees !'or P•'~ilit>ns e~cluded fr·orn the b;~1·gaining unit; 10 ope1'ate ;ulclrmnage
the emerpri~e in all respects in otder•to .<uti.<fy its conunitm~nts unJ ot>jectives;
,,
lo~utiun onll extent of it~; op~rutions and their
e:r>p:msion. cunuilrncll! or discontinuance: the direction of the
W<Jrking force.<; the work to be done: 111c prodtlcts to be manuf:1ctorcd,
the riglll 10 deterntine: the
~Oillnlcnccment,
(iii)
While instructing nndlor tr~ining emplo~-c~ in:::t~ ob.:•1:~ lb:
proper method of accomplbhing a tao;!;,:
{iv)
In the development of new production nc.::h.:l<:l:>. P'i'.:O:e.>C>, <'f~j:ll~•'''"'·
prototypes or products;
chang.~d meth<ld~ and equipment; the number of employee~ needed by the
Cl)mpw>y ut :•ny tim" und how •m1ny siH•Il wo,·k ill any job; the nnrnbet _,r hour~
robe worked; .~tuning and ljttil!ing rim~; and g~nerally, tile right to ntatluge the
Where there is no employee tjualified and immediut~l)· avuiJO!t>lc tu .kllll<:
cntet'jlri~
(v)
work.
In such case, the Compuny will promptly 11ttcmpt
w
c~JI
For the put·posc or <::ltccking workmunshlp, quuliry or prw.Juct aoJ
OpemtiOUai Cllp~bilily of ~quipolCOl.
2
and il' business witltout interference ure solely un<i exclusively the
1·ight of the Company;
in
yuulificd employee or ewployccs;
{vi)
m~rch~ndiscd and sold; the standards of performance; the sch~dulcs of work; the
methods, processes and means of performing work; job content and rcquin:rncnts;
the qu:rlilicution., ot' employee~ rclcvunr to the job; the u.<c ol' improved or·
,,,
The C1>111pany will giveth~ Llnillll adv:n•c:~ 11<>1kc "( al lca>r lill'ly-dg,ht 14111 ilullr'
ol' Ull~ n~w or ch~ngcd rules ami regulations ~nd, up<llln:q~rcsr ol' 1k Uniu11, will
mcc1 wirh
rh~
Union to di.<cu.o:s surnc;
3
,,
Compuny. These monies cannot be ured in any fashi1111 by the Company or its
or any agems acting on behWf of illl crediton;. The sole a.ul exclusive role
Tile Ct.!mpuny ugrees that it will not exerci!le il~ management t•ights tontta!"}' to
the express provi~ions of the collective ugt'llement.
"gent~
of the Company
1.~
they ure reminetl
to
to delluct the nlonies and lmlll them in tnm umil such tilne as
the Union in accordance with thi~ Collective Agt'eernent.
ARTICLE 4 ·UNION SECURITY AND CHECK OFF
ARTICLE 5- UNION REPRESENTATION
4:01
5:01
a)
The empltLyer und th~ Uuion agr~c that a!J employees ~o,..:r~'>l b~ u.,,.
Agn::emelll sbal! be membm'S ht good standing ol' Weal J\iS, CAW . ...00 ,.,.u k
Comp~ny
Hhull
I'I:Cogni~c
u ph1111
~ommiucc
of four (4)
The employer agrees that ~~~ new employee<~ ~hull becom<: lllclll~l'i <Ji the t:n.•.:•"
within thirty {30) calendar days from the swrt of cmploymcm (Ul<.] !l:ll""l>iili
re~ugnize that there maybe S<Jtlle occasi<Jn.~ where the employee may want to
talk to a member of mamtgcmcnt whhottl a union rcprc.~cnwtivc prc>~ent. llowcvcr, if the
mtturc of the discus.>ion effects a pmvi.•ion of the Collective Agreement or could Jc:td to
discipline, a union I'cpn:.scntativc will he btought imo the meeting.
the collective
Th~ eLllploy.!r agree~, wh~n authorized in writing by the Union 10 d~duC"t IDOOitlll)
from th~ wugc~ of all employ~~~ within thc bargaining uttit, t.h~ equi•·akm of CQ<
alstl ~upply " list of those members wOO did DOl ~·-= Uni<."" .:...,:,, .:o.-.:w.::~
the rcusoo why ml deduction took place
If no union rcpre~tJtative is present undet' the~ circumstances, then any discussion., u('
such a nalurc will be deemed to be confidential und cannot be used hy the Company in
any other pro~eedings wher~ the unicm i.~ n::prescllling the worker.
~:02
01 toe•
The Union ugn::e:; 10 indemnify aud hold h~ttnle~., the ~l'P'"")"' .. g--"'""' """' "'~
:til liubility, which may urise by reason of the che~).; ot'f by t~ ~mpi.J)<:r .:11· -~
Tite plan! <:omminee shall <:onsist of:
Pl:u1t
Vi~e-Chaitp~stm/
(iii)
(iv)
Bcnclit Rep
SJ;.iiJcd Tt·adcs
,.,
5:()3
gJ
Tll.e monies r~ferr..:d to in this Article sll.uH be deemed to l1e held in trust by the
Kcc<mlin!i Secretary
Commhtccpct~on
Comp~11y wiH ~cognize thre~ {3) ~tewat·ds,
IIi" understood that the day shift .~teward will only be
<-ecogn"tzed "nlthe absen~e of the plant Committee.
In nddilion to the llbove. the
(I) olle per Nhift.
(b)
Th~ Company agrees to include the Union dues po~io.l by the cmpll.lFC un his T -4
slips atmu~lly, which will be distributed the scctulo.l Thursd:ty of February.
Ch:1irp~t~on
(i)
(ii)
deduction~ from employees' w<1ge.~ in ac~ordunce with this ugre-emem.
f)
;~green1~nt.
The potties
By th~ tcmh (I Lith) of th~ follov.-ing mond1, dt~ ~mplu)~' "''II "'"""' t•: .u"'""" ;,.,.
the Pinauci"J Sc.:rct:..ry e>f L<11:ul 195, CAW, the toto.J ui lk: ..hJoj<,.-'""'""' ;;<,.,.;'~<
togc1her with a list o(' th•lsc frotn whom do..'duc1io~ ;on: au:!.:. ] k C,.,..~~ .,.,;'J,
,,
the
1Jf represenlution ttf the employees, mullet'S urising i'mm this
purpc~e
a~reement on ull mallet-s relating to theit· empl<lymentand fc..-n~gotintiot•s f,w reu~wal or
month~ dues, i•litiation r~cs and other as~essmenl!; authorized by Lhc CO<b-1~"'
uno.! By-Laws of rhe Union. Du~s unci othcr u.ssessments t<J be uit.c:l ~oC::'
employees" L'lle<Jlles in the s~me pay period.
.
sh~ll ck~t ~11(1
for the
n:guired to continue to be n~~:mbet'll of the Union as u ~\lnditiou c>i ~ll~>)<t.o:"::C
with the Comp:my.
mcmhct'i dttring the life of thi~ :tgrccmcnr, <IS a cono.litiun <Jf tll.cir ctupkl)'OI>.:n!
with the Comp~ny.
,,
The Union
~mploye~~
Where the commiueepet~on/stewurd is "bsent am! there would otherwise be no
representation for elllphJyecs on thc shift, tl1e: union may uppolnt or clc<.:t une (I)
=>ltcrn:llc per shift frum those cmpl,lyccs wi1h scuiority schcdltlcd nn such shift w
"CI US a I"CjllllCCil\01)1,
4
5
(c)
Whell ~n ~hemute Stew~rd rep!uce~ the regulur Shop Su~wurd, ho=/sh~ .>hall be
5:07
In ulll!ition, the Plant C"nunin~~ and the Shop Steward on the uflllmoon ~hift and on
a<.."Corded llll the right~ und have all the obligation~ of the Steward being repl:11:.:.i
midnight ~bift will be oHowed time off tit~ job u~ i~ reasonably 11e~essary 1101 to eKc~ed
In addition to the productions .~tewurds, there will be one skilled tmdcs sh;W'I.Ill
seniority or benefits to entry out their duties under thi.~ agreement in accordance with the
pc:r shit) where there atu six (6) or motu skHJ~d trudes workan.
pt-ovi~ions
30 (thitty) minut~s for each incident un!e~s approved by supervision, without loss of pny,
(d)
<In
»>tift. Tb.=
cf Anicle 5:09 hereof.
~killed tmdcs stewards will only reptuscnt skill~d u·adcs worker>.
5:08
5:04
The primat·y ob!ig~!ion of til~ Plant Conuniuecp~rsons or Steward~ i~ to [Mld"orn1 their
The Union agtues to notify the Company in wtiting nf the oamcs of the PlatH C\JUUll.lti<X.
regular work for the Company: uccordingly, no Plant Committccpcrson or Steward shoJJ
Shop Stewanls, Skilled Trud~s St~wan:ls ~nd ah~rnate Stewan:is, and the Comp:my -,..'u!l
leave hi~ wm·k 10 utlminist~r this Agn:ement without requesting and obtaining the
not be r.:quired to r~cogni~.e :my .~udt uppointnl~IH omil it hus be~n so notified.
permission
oJ" ltis
SLtjlCIVi~or. WllCLl I"ClUI"Lling 10 his 11:gular duties he will n:pol"l LO ltis
supervi.wr am.J udvi.1e tlte sttp~tvisor of tile nuture of tile nl<llter he was tle;tllng with
5:05
S:06
Membero~ of the Plant Comminee, the eleo.:ted stewwds <tnd ulternutes sh~ll have at k-.~.><
one ( l) year s~niority.
Members of the Shop Committee will he ullowcd time off the job without los> o.Jf p~)
during his ul:lseltce,
5:09
Tile Comp:tny :ogrec, tto Jl41Y t"ta" the b:u·g:tiuing ~ommittcc t"t>l" all tim~ spetlt in cumr:oct
ncgmiminn~
Plunt Chairpcr:>on und Vice Chairperoon 1 R~cording Scetut:u·y time away !"mm th~ ;vi>
#of limuloy~~s
Plant Chair
pr~pare
175ormor~=
Sltotii"S
Sllot1r.1
S hour:>
41tuurs
ut their rcgulur .-Maight time o·mc
S:JO
u)
In
ckCrt'::~~e helow
J25 ~mplLJyee~. (el\cluding ~mployee> oJtluyoff), th~n four HI hour:; p;.~
day, will be allowed to tnk~n m the <:nd of ~hift, el\cluding weekends ;1nd holid~y>. Tbc
B<:nefit Rep will be ullowed two (2) hours pet· tiuy if the number of barg:tining unit
employees at work fulls below 149. Th~ Benet1t R~p will be gramed additional time to
position as uppt'OVCd by the Company.
The plant commillcc to -b~ kept on days.
l"t':\jttirel.l by the dttties of the
in the plant followed by Vice·Chairpen;onl Recort!ing Secretary and
:tlkr him, the Benclit Rep, und :tfter him,
the work
Skilled Trades Commiuccpcrson,
5:1 J
av~ilahk.
a)
The Pl<tllt Contmillo.:~ wtd Cumpany rcpn:scnlutivc~ sh:tl! mcel IIHIIHhly
and at
oth~r
times as 1ta1Lually :tg.reeU upon. Th~ runy I"Cl)ttestittg the meeting
shall (lu ~o in writing and such request shall set out the agcnd" i"•1r tho: meeting.
Time sp<:nt by the Plant Committee in :ouendunce m st•dtmeetings will be without
loss of pa~ or b~netit.~. The meeting:; will tuke place on the third week uf ev~ry
month.
Priot to the meetings :ts outlined ur.ovc, the Shop Commiuee will be allowed up
ltl two (2) hm1rs, without lo~s nr puy or hcncfits, ln ordet· tn ptupatu J"nr !he
meeting.
6
th~
mul .tt"ter him the Joiat Health uud Sat"cry Cto·Cimir, provided cadt is :oOic w du
The Benefit Rep, based on 325 or more bargaining unit employees at wurk tc.,clu.J..~>:S:
employee~ on l~yofl) will llc ;tll<lwed eight t8J hours per clay. Should the ~mploycc OOL>m
m one,
number ot" stew~rds will be ro:duced in :tccnl"dunce with seniority
In the event of la;yoff, the Phtnt Chuirper.11m will be considered w have the highest
Fl.lr the purposes of wcckcmls and holidays, the Hbuvc sdtcduk will uppl~.
<IS
t"ony-l"out" (-14) hnur,; c:och to
the evem the C()mpany reduce~ th~ numb~r of ~hift~ from thr~e to two
th~
~niority
nt!Md Appeal Meetings. ami other special l1earin:o:s
or puy und
ftlf IICf!OtimitiLIS.
001
Vic..,·dmir
Lesstlt:m 175=
ne~cssury
Of
benct1ts in uo.:o.:ord~nce with th~ following schedule:
will be h<tscd on number of burg.<~iuing unit employees at wm·k {<:~>eluding cmpi<.l).:.::>
luynff)
if requesteU. The CLJnlpan~ ugtees w nut ttnrew;omtllly withltolt! such
permi.1sion and the Union agrees to keep the time spent to the minimum
7
,,
Reprcsenl:uive sh:tl! ll~ allow~J time lliT witlt pay on the (lay,,( the l"<lllenol
Ttle Plunt Conm1iuee ulong with the ~hift steward~ will meet lJUanerly u1'f site f<JI"
a
m~~imum
of ei,!lht (8) hoot'S without
lo~~
b:trgtJining unit skilled \11tdes meml:>er or de•·easell\lar<~aining unit skilled
5:19
rcquirc111ents.
The elec·tiotl of Uni()n representatives shall be heh.J on Cump;my preu>i..;es and shall be in
confunnity with this co11tract wtd CAW elcctic>ns rr:gul:~tiuns. provi<.Jing the cumpwty lms
hecn
5: !2
Any ~mploycc requesting 10 sec theh· Union rcprc~cmativc Otl their shift wiU be allo"·~-d
to do so in a t\lll:lonablc ~mount of time. A reasonable atnount of time shall be d~-emcd a.
~oon ll:l possible und in nn circunmances longer than 60 mlnu!<:s unless h is mutuuU~
agreed to ~J<.tend !he time.
n<>tifi~d
partie..;.
T11~
in aOvancc uf uny ..;uch clccthm~. Loc;otiun.~ Ill 1><:: "W'ccd upon hy hmh
elections sbuU not impu~t the opcrutions of th~ Contpuny.
ARTICLE 6- GRIEVANCE PROCEDURE
6:01
The C'l.lmJn<IIY wtd the Union
<1)
gri~vauce pmcedure
5:13
5! 14
5:15
5:16
Upon uppli~ution and p•·oviding the Company receives one (I) weeks notice lCX<."cJ)I in
caoe of e!llergettcy), two (2) the membel"li of the Plwll Cunmtittee will be grJnted u paid
leave of ubscn~e to aucnd to union business pertaining to this A~•·ccmcnt witlt()Ut l()S• uf
seniority, hcnclits tmd peusion crcdits.
adt~inistration
6:02
complaint couccming the <li•cipliiiC or
d"isdim~c ,~·"
or a!legeo..l vinlation of this
Ag~cm~m.
Step I
working. U:1ys ;tftcr the event ~iving rise to the compl~im or within four (4) working !lays
:•ftcr the employee becum~ aware or ought 10 huvc become ;•ware of the event giving t"ise
to the ~omplaim. The Supcrvisot· will respond to tiJ<l employ~c wi1hin two (21 wmking
days l"t"Om .;udJ discussion. lf the Supervisor does not sculc th~ nJUt\cr to the employee's
satisfucti\lll, the cmplo~cc's gri~vance may be submillell to Step II tlf the grievilnec
proc~dure
6:03
8
<1
Nu empiO)'~C shall h:~ve a grievance until he has di.-;cu~se(] hi., ~omplaint with tile
Supe•·visor. The employee shall pre.~ent his complaint to tlte Supervi~or within fl,Ur (4)
equipmem due to proper usuge ru1U wear and tear. The oftice will be ui<" conditione(! anU
Th~ Plum Cbtth])~i"Son, Vi~e Chairpc1·~on I Rc.:orUiug Sco.:r~lllry or his designate shull be
allowed time orr with pay on the day or the funef".!l of ll deceased bargaining unit member
or deceased bmguiniug unit r~Lirec to attend funcrul. Additionally, the Skilled Tr;.tdes
de~ignated
~eniot"ity employee. or a disput~ with rcli:rcttcc to tllc intcrprctutiou, upplicatilltJ,
h~med.
5: IS
"Gricvrule'-"" .<hall nu:a11
b)
An oftice to be proviUed equipped with u Ucsk, two (2) phone with two (2) .'l<!par.l!C
extension number:;, chair~, two locked tile c;~bincts, computer with printer I fa!<. mw:hinc
~nd access tO a photocopier for use by the Plam Committee while on uppmved Union
timu. The Company will ~lso pay l"o!" internet fees and ull ink and mulmcnan~c
ollicc
UnpaiU time lust by a membei" of the Plam Commiuee or a Shop Steww·U ()ll Utlilm
business will, in the lirst inst:mce, be puid by the Company und a bill will be sent to the
Union for prompt reimbu•-semem.
tlwt the specilical!y
Whenever the term "gri~vanc.: pru~cUurc" is uscJ itl !hi.~ A~rccmcnt. it ~hull b~
110 inclmli•l!l the arbitMinll pa1cedLtre.
or
5:17
ug~e
sh;d! be properly f<JJI(Jwed within the time limit> pt-ovided.
consi,lcred
The Compu•IY ~grull.'l LO gruut the Pla11l Chui<11Ct-son one (I) day off with pay 10 au.:nJ ihc
Annual ChuiqM"SOns' Me.:::ting at Locul 195. Th<lt"Cquc~L fm•timc <If( will b.! ~e111 10 the
Company fnlm Local I \).5 and signed by an o!liccr of Lhe Loc•d.
A National Reprcs~ntative(s) anUior a L()~ul Union Officer(.<) may be presem and
participate in any meeting with Management,
retiree to
auend funeral.
of pay, seniority, und betJefits'
providing i1 does not impact the Company·.~ ~1bility to meet co~tomer
or" decca>cd
tr;~des
in
uccordanc~
with the following:
Step II
ff
th~
replj' of the Supervisor 10 the grievunce
i.~ tM .~;Hisf;l!:tory to !he e•llploy~.:. tli~11
in writing, sign it with Lbe S!ewarU, or in the absence of
the Stewat·d, with u m~•nhet" of the Plant Couunittee. und pre~em it tu the Depamuent
Manager, ~t· hi~hcr dcsign:~tc, within thr~c {3) working duys from the UlitC tlmt hclsl•c
be/she may reULICe the
!,!rievun~e
t·cccivcd th~ reply uf the Sup~rvis~•r. The Dcp~nment Munugcr, nr his/her o.Jc.signatc, will
render u Uccision in writing within three (3) working duy~ ui"I.CJ.· the duy on which the
sdevance wus presented.
9
6:04
Slep
m
If the decision is lllt.~misf:1ctory to the grieving puny, the gl'ievunee
muy ~e submiue(l to
arbitration wilhin ten (lO) working duys of the dclivet)' of ~Itch
written deci~lon and the
arbim.uion sections of this Agreement shall be t'ulluwed.
If the reply d the Dep:trtmen! M~na!:er or his/her designate is
not sati:;factory to the
Uuiotl, the grievance may be presented by the Plulll Chuiiperson
to Cumpiiny·~
Grievance Committee within four (4) wurk.ing days from the
date of the reply of the
Department Mamtgct· ur his/her dosiguutc. Titc Plunt Commiuce
and mun~gemcot ~~
toc~t withio live (5) wurking days alier th.:: gdcvunce
lm~ been so present~<.!. Uf»ll
t\:que!ll by either p:uty, the Local Union Pt·esidcnl(.~
) and/or the NlltionaJ Unic.:l.
Rept'CSenlalivc(s) may be in allcnclune<l. Within four (4) working
days IIller the Step Ul
meeting, Company's Grlevance Comtnillcc will render a decision
in wri!inc tllld submit i'l
to the Plant Commiuee. The Chairpet·son, the Stewurd/Committeep.:
r~on who ~
the gl'ievance and one (I) olhet' will be the pcr~on~ Jl'.tid for at
ouch meetings.
6.05
6.06
A policy grievunce ls dctincU a,; unU limited to one
which ullc¥es u ~;cncml
mlsimcrprcl:lllon ur vi<•l:uil)JJ of lllc provisioM <lf this Agt~eutent
<u){] tit~ pttrvish!tl~ "f
litis Article 6:0R shull n()t be used by the Uttion lo instilutc
us ~ policy gl'icvuncc u
crievance w:1ich b~causc of lts natut'e und ~cop~ directly
all'cct,; ~n cnlployce or
employees ur.d which such employee or employees should lhcn!solvcs
have instilutcd.
If u det~rminutiOn is mude that a grlevanc~ filed as a policy
gtievan~ should have been
filed us an inLlivldual or group grievance pmsuant m the lenns
of Lhis C'o!lective
Agreemem, tl1e pa1ties agree thut such improper filing will not
be ground.~ for dismi.<s:tl
of the grievat1ce, rmlter, the grievance will be deemed to have
been filed as an indivklu:tl
01· group grievance, as the case mny be. In such c~sc, the Company
sh:tl! be entitled to an
adjoun)lnent, if requested, and the Union .>hall provide the Conlpnny
wilh patticulars with
l'espcctlo the lndividu:tl gticvuncc or group gri~vancc, as th~ case
may he
Suspension and Discharge Griem11ces
A duim by a seuiotiry employee rh"t he/she hus been
susp~no.lcd or <lbdllii);<:>J "'Uh,~
just ~att!IC m~y be treated as u grievance, which sh~JI commcnc~
at Step No. ;. of dt.:
grievance proL~o.lurc. A pnll>mi<!nary employee will tlOt h~ ulluwcd
w ~uhmit ~ ~rb·:.u:.:·~
with r~spcct to the tcnnination or his cn!ploymclll.
Group Grievauc~
Where more than one (I) employee hll~ the same gt·icvan~c uti~ing
<lUI of til<: """"~ ..:1
fact.~ or circumstauceo wlticiJ occtJt'red m the same time,
u gt'<Jttp gl'iei'UIICc
~1w.11
•>I
lu regurd to u pulky grlcvul!cc. the arhitrut<ir lllilY nwkc
StJdt l.kdanlliou us IS
huwever, the arbiU'utul' Llo~s not hav~ jurisdictiut! I<! aww·J compensa1i
un m
P:: lib:l
appropri:~te,
by having ull SLICh ~mployees sigo a wl'iueo grievance ut Step
II. Such gruur !:•~'""'"""'
shall then be proc~ssed within the framew.ork of the gl'ievww~
employee~.
pruc~dure.
If, in the cour~e of the grievance pt·ocedure deullng with u
patticular i~wc. >~..£<~
individual or :,:roup gt•icvuncc.~ arc fileLlrhut compluin about the
,...m.: Dlllllin. !IL i>¥«>.t
lh:tt ~uch sub~cqucut grievances will whenever possible~ culbUI;tl:olc
d •id.o !~Co:-,~~
gti~vunce tutd de~ It with us one group gri~vaucc at the
n."qi.ICSI of cilb.::::t· tbu: Cll~ ~..th~ Union.
6.07
Univn Policy Grievant" or Cvmpany Grievan~~
A Uniou policy grievance Jiled by tb~ Pl:tnt ('h:.ti~twn •te .._
O>n:~p.a.>} ;~..:··~"' ·~: ~
,;ubmitteU 10 tile Comp·~ny or the Union, us the l'ill>e. m:ay
be-, in .,..·rirtmg. A ~~~~~
between the Cotllpany and the Union shall be held within fi,·.,
t.Sl .t.~·~ <Jf the pr<='m:or.lvo
of the wrinen Jll'ievunce or ~t such other time a.s i$ muu.tally
agreed ~"'Ct:il the Uoil:m
Rcpl'csentmivc unU Manugcmcm and ,;huJ! !a~c plucc witl!in
the fr~n~<:wvr~ uf s~~p JJJ
Arriclc (\:04 her~of. Th~ Cu111pany or the Union,~~ ttl<.! ca.-.: ma)
~. sh<~ll give lts wriuen
decision within Jive (S) duys ul'tcr such meeting ha.~ be~n held.
10
6,og
Til~ tim~
e~tend~Ll
6.09
limits ~et furUt 'rn 111~ gl'iev~~~~e :rnJ :orbill~ttlon p1'uvisious l1e1·cin
lll~Y b~
by tbe mutu11t ugl'eernenl <>!'the Unlu1\ ~nU !l1e Comp;.tny in writing,
How~w:r, if the ComparJy ur Union fuil to m~~lthc
tiutc limits .•c1 uLtt in this art ide, t'rmn
Step 11 (incluRiv~) onwu1'd or u~ m~y be exu::ndeo.J pur,.,uunt LO
thi~ '"tiel~. the grievance
shall he dc~rn~d ruled in (avOLrr or the other JM1y. Such deemed
ruling shall be nonprecedent setting.
The tenn "working days" wbeu usect in this At1icle 6 slmll e~:.dude
Saturdays, Sut1duys
:md hoJiduys n< defined herein mrd plnnl shutdown pedods,
ARTICL E 7- ARBITRATION
7.01
Any ~rievance 1101 suti,;fa~wrily setll~d lhrutt~h 111~ gri~var1~~ ll•'uc·~thll\'
llt<ry IJ~ "PI~~;rlcd
to ~n urbltratOJ, pwvid~d wrillCil nutlc~ l!f the 1•arty'.o; intcntJ,n
tu refer tile di.lplll~ 111 un
arbit 1·mor is given to 1hc other puny within tCJI (IOJ w1>r~ing
days :ttkt· tltc receipt or
manag~rncnt's IllS! dcdsiou.
II
'
",,"
Within ten ( 10) workh1g days of the giving of wt·iuen notice, both parties
wHl exchange
lists of three (3) proposed arbitrators. In the event that the p~1ties cum1ot ugree to
Ull
urbitratoL', eithet put·ty may, within ten ( 10) working Liuys afte1· the
lists lmve been
c~changed, L'Cquest the Minister of Labour to appoint an arbitrator
and ~htlll provid~ th~
oth~r party with a copy of such rcqo<::st.
.,
7.02
of the Grievance ConlmissioneL' ure ~el 0111 ~s follow~:
The decision of the Gricvunce Commissione r shall be confi11Cd to the
grievance referred to him or her. Such decision must be consi$tent with
(i)
the provisions of this Agreemel\l, und the Grievance Commissione r
hnv~
(i'l)
The urbilL'ator sh~J! not have jurisdiction to alter or cilange any of the
pnlvi~ions of this Agreement, or to ~ubsdtute uny new provisions in
lieu lbercof,
nor to give "Jny decision inconsistent with the
term~ illid provisions of thb
Agreemem. ln the case of ~uspcnsion, discharge or discjpline, Ihe arbill""o~lot
,Jl.:JI
huvejurisdi~tionto modify such penalty in a ma1111er, wl1ich isjuM
anli equitable
in the
b)
(iii)
The Union il"d the CUillj)any sh•tll each be <'C.~pon.~ible for one-halt" (1/2)
of any fees or c~pcn.~s d1argcd hy the Grievance Conunissioncr ;
(iv)
The parties shull me~t at least thirty (30) days prior to the scheduled
hem·ing dat~ .o;et by the Glievance Commi~~ioner in ord~r to determine
wh:tl fuels c:tll he agL"Cctl upon. All .~uch fact~ wll! be put tollctheL' in u
Where the Company
s
covered hy Lhis Agreement However, il" the 11.1te at is~ue is a r~1e for
il skilled
trade, th¢ nL·bitmtor shall ha~ the authority to make comp:u·isons to employees
in
compar.1ble plants WtJrking intlle same ~killed trudc.
7.U3
7.04
jointly ugreOO St;u~ment Clf FacL~ to h~ ~ubmilled by the puL'ti.:.~. In
addition, u joint Sl:<te•n~nt of lAAues will be prep:u·ed by th<: parties which
will outline f:lcts and assertions that cannot be ugn:eli uptlll thut ~llcll p:~rty
con~iUen; relevant and intenUs 10 call evidence in re~pe~t of
:~t the heariug
"f theca~~. Both the Ag.,.,ecl Sttllenlellt ot" l':tcct,; and llle Smtelllelll uf
The decisioQ of Lhe urbitrator shall b~ binding on each of th~ ptll"lid~ h~reto
anU U)hM U<C
employees in the b~rguining unit. The co~c of the mbitnuor shall be .~lmrcd
equally b}'
bulh panics.
lsst<cs will be >i~.n~d by bu1h the Compuny ·,mtl tile Union ;md will be
provided to the Gricv:mc·c Co1nmi.~sinncr m lc:1Sitcn (10) <hJYs hdurc the
C<lmmcnc~mcnl or th~ grievance hearing. NdthCL' pany shall
be estopped
from :<ddudng uddiLi<m<t! evidence at the hc;~ring provided tile other pi!Liy
Commissione r Sy~teru
"'
A~ an alternative to the n:gular arhitr,.tion pro~cdu<'C provid.:d
for herein, tht:
parties lll<IY agL't:e, in writing, Lo refer u grievance for final and binding urbitration
to u Grie~once Conunhsionc r ~elected by mutu«l «greement of both p:mies.
The
Grievance Commissione1· shaU have the same power.~ and be subject tu
1he s<1111e
limillltions liS un arbitr.uor appointed pursuant to rhe regular arbitration
pro~edures proviUed for herein.
Through the Grievance Commissio11Cr, the p•mi.:s desire un cxpcclitious means
for
the effective dioposition or minor grievance,.;, which the partie~ have agL"C~cl.
may
be handled in a summary munncr. The rules governing tllc summ:try pmecl!dings
12
deci~hm of the Gri~vun~e CunHHL>mhlll~l' shall<>nly ~pply
!\)ttl~ ca.>e
be!"m'C him Ol' h~r Uild ~h:Lilnot COJLStiHit~ a pr~c~dcLil or be used by ci1her
purly us a pL·ee~licnt in :tnY t't<turc cuscs. Howcv~r. witll respect to !he cas~
in qu~slirm. Ihe Gl'ievaacc Conunis~ionc1'S dcdsion ~hull 0.: final U11d
biudlng npon the Comp«ny, tile U11ion mtd the cmploye~s reprc..:tl!lcd by
The
the griev:ut<'~;
circulll~tances,
[JUS ~ct a wugc mtc for "J new or reclilssifLedjob c/ll>Siflcation
thm the Union is not satisticd with, the mutter ntay be 1"Cf<=rrcd to an :•rbiLr:.llor.
TILl! llL'bitr~tor willhuve thl! nuthOLity to ~ct a new w~gc 11.1t~ forth~ c!a;;~ification
:md awm"d LUdJ'C~S. In ~ening a n.:w wage l"~ll!, the "--'bitrJLOl' .,hull be limilcd
10
m:tking con1pnri.~on~ to other classifications . wage rm~s and job rcspon~ibilitie
~ht<ll
no power to a! tel', modify or umcnd any part of this Ag1·ecmcnt;
w:~~
given rca.o;,mubl.: notice;
( v)
The purpose of the hem·ing is to clarify the i~sucs or Ji<cl$ in di.~pule. At
1he hearing, the panics m:.y make such i"U<1her rep<'esentaLion~ or :tdduce
~ucll evi<.lence -~~the Grievance Conuni~sioner m~y pem1it
or requ'11't:;
(vi)
The Grievance Commissione r shall be I'CtJltired to rcnde1· his dcci.~iun, in
wllt'mg, tngcthcr wi1b br'1ef writlcn reasons, wirllin .~even (7) d;~ys of llle
conclu.~ion of tllc hc,tring.
13
c)
!t i~ undom~tood und agJ'eed thm no grievance wil! l'lll referred
to a Grit:vuuce
Commissio ner wllhout the mutual agreement, h1 writing, of
the Company and tlle
Utlion. In the absence of such mutual agreement, all grievances
will be tefcrred
for tina[ unc.l binding determin~tion put'l\Uant to the regular arbilnllion
procedure
~et out in this Agreement .
A Record of aneno.lmtce n:latcc.l discipline ~hall remain on
an employee's re.;urc.l for a
period of three huno.lted ilm.l six.ty tive (365) days Wl.lrkec.l
from the date uf offence,
calculatec.l on the bus is of the following:
a) full week work equ~tls 7 c.lays
b) pi1t1i:tl week work cqunls number of days worked.
c) For the purpose of this sub-article an employee will have been deemed
to work a full
d} It is understood and ugrced thal any grievance thal is mutually
ugr~d to b~ n:fetTed 10
a Grievance Commissio ner cannot be unilaterally wilhdruwu by
Lhc Colllpall)' or Lhc
Union from that proc~ss and n:fcn'cd to arbitrution pursuant
to the l'l::gular arbitration
pn>ccduJ-e contained in thi~ Agreemclll , either befot>e a d~cisio11
has b~~n r=tlo.ler.:.:! by
the Grievance Commissk mer Ot' ut any time lllcr.:mfler.
week if the employee works all ,'IChcdul~d days that week
(Monday ID Friday). Ho!iduys
a full week.
Dr excu~cd absence.> count l<lw~rds
A! the
~nd
M suclt time. the
di~ciplinary inrnt~tiotl
will be relllO\·ed th11n the Ilk ;md will
nuL be used again:;! the etnp!t1yee in any n1unner.
ARTICLE 8- DISCIPLINE
8:01
A Uniuo Conunill~~pcaun ttr Stewurc.l ~h~U he prc.~cnt
at any meeting
wh~n any baJ'gaining unitntcmbc rs is being S<~spcndcd,
disciplined , Dr discharged.
If no meeting take~ place, ~;opics of <Ill corrcspondcotcc with the gri~v~r
will b.:
given to the UniDn:
8:02
A copy or aU written disdplinat) ' ~ction tllUSl be given
to the emplO)cc
coucerned attd the Pl~nt Conuninee ;
8:03
When discipline (writ~en warning, ~uspe!lsiuu und dischar~
1 i~ to b.::
iu1posed by the Comp~ny, it win be impose<.! with five (51
wot'king <J~yo uf lh<:
infru~rion or from the time the Compuny be~mne
aware of the infoOJ<.'don. Prior to
tltc is.~uuncc uf uny dbdplinat·y notice the muLler will
b~ Uisc·usscd by th~
Comp:ony with u commirtcc J)O::!'.mll. If the ubovo:: time
llmits ar.: nul >trk!l}
atlh~t'l!d to, the discipline will not be impl.lscd.
The lime limit~ nwy be cxtcnllo.:d if
~gr~cd to by lhc purtics iu writing withiothc suid
li~·c {5) duy linN limit.
The Company will in tlte ca.~e of <1 suspeu.~ion eon~ider
wh~thcr '" llo.Jl 11 ,,
adviMtble to ullow lhe employee to cominue to work through
:J.Jij' Step .:>1 the
griev~nce and arbitration pru~edttre~ ill order
to allow tlt~ Union time to
inve>Ligute !he matter giving rise to the proposed suspension.
The Company ma)'
in it> ~ole discretion i~sue u notice l.lf ~uspenslon without
t'e4uiring Lhe empl11yee
to ~crvc ~~~ ur p-.111 of the perioc.l of the su~pension;
ARTICLE 9 ·SENIOR ITY
9.01
ScniDrity Ill' un cmp!Dycc cnvcrcd by this Agrecmcm shul!
be cst~tblisheo.l pnJVidcd Jhc
ctnpiDycc <."''llnptctcs u pmbution:~ry period or fom· hundred
nnd eighty (480) WDrkiug
htlurs as un active employee or the CDmpany within atly twelve
[12) con.~ccutive month
period:
9:02 If :tny two (2) or more employee.> are hired on the .~:J.Jne
day, mtd they .~nbsequemly
acquire seniority ltS herein provided, their names .~hall <tppear
on the seniority list in ot\ler of
entpJoy.:e bi•thd·.ty. Month, d;1y, the ye!lf will be used )f
two employees lire hirec.l un the sume
day shme the sant~ binltday;
(:ol
(b)
(cJ
Qo.•its, o.:,<igtl.'\ "" l'~tir~N:
J,; all.~clll lttr lllDrc titan three (3) C"JI>CCulivc wulking days without
IH\tii'yiut;: the
Company uulcss the cmplnyce p!'ovidcs a sati.lfuctory rc:tson
und pmot' or such
af-..~cncc th~•t io acceptable w; an emergency:
Is laid orr and nm t-ecu!led l'DI' a period of twelve (12) momhs
or for" period of
tiute cqualiO the ellll~Oye<:'~ >ICCUJlllll\tled ><enioo•ity Ill d:tte Of
tnyoff.not
10 C~~d
live (5) yem'li.
8:04
A record or discipline sbull t'Cmuin on llll employee's record
for a period or ten
months !'rom the dutc Df ttle offence.
14
(10)
.t::!.QIE:
is the eotllloyee's responsibility at ull times to keep the
15
Compuny and the Union udVil!Cd of their corre~t home uddress ~nd idephoue
number.
(dJ
!f tile employee fuHs 10 rcpo" for work within five tSJ calendar i.lay~ ut\er notice
ur !'~call has been i~sucd; notice of recall will be by pllunc in the prcsctHx of a
Union Repn::~~:nt;ttivc. In the event the Company is unable to r.:u<.:h rhe employee
b). phone, notice of recall will be sent by Exp!'css Post ami such notice will he
(e)
(0
(g)
(h)
9.04
9.05
l.i~l <.>I'
Ma~t~r p~nsi"'n dt.>~umem~.
1.>)
Attem.lan~e
,,
,,
b)
d)
quurtcl'i~ ballis, nau1cs. adtln.:sscs. bitth <httcs and
tclcptmnc numbers tlll r'ilc llf :tll cmpl()yces or clt:mgcs :~~they occur.
cJl'cetivc seven (7) calcntlur days after the Express Post is mailed, unless u
ARTICLE 10- JOB POSTING
satisfactot·y reason b provi<;lcd to the Ctlmpuny. A copy of the Expn::s.~ Post to b~
supplied to the Union on the day of mailing;
10.01
(i)
The Conlpauy agre~s to p()st p~rmanent barguining unit job vucaudes,
!s d'tsclnlfged and not reinstated pursuant to th~ pt'ovisions ol' the gl'levwt~"e ~nd\or
arbilradon procedures ~onlllined hereit>;
other than general labourer. (t:or three (3) wot·kitlg d3ys.
Ov¢rsmys a leuve of absen~e gt·anted by the Company withol.>l notifying the
Comp<IIIY will post in two (2) locution~ to be t1greetl upon by the Compw1y and
Company and without supplying a sutisfacwry reason for su~h failul"l:. A ~opy of
the seniority list will be rcviseli every three (3) momhs and posted on plant notice
the Union.
period, the Company will Jill the vac:mcy in
bo~n.ls. A CO flY or such list will be given to the Phtnl Clmirperson;
If an employee accepts puymem of ~ermination pay Ot' severance pay prior to their
recall rights being cxhau~tcd. ~ubjcctto ESA Jcgi~lmion;
Engages in gainfttl et\lploymcnt wbil~ on a leave of absence from the Company.
(ii)
ln the
ev~m
au
~11\1\lo~ce
Clw;silkuticl!l,llpcnings will
"'
b)
b~
wmll., Ill
tn>nst'~r
Dut·ing the posting
;lc~oniatJCe
with 11.08. The
L~lmt<r~r
in110 1he GeMral
tilled in 11ic t'ollmving m•t!L!lCr:
Employees will itltlieute their prdcrcncc by sig"ning
~
transti:t'
,·~quest
LO
be kept on J'ik with the Humun Resourc, Munuger •md tltc Uuitlll.
Openings in the General Labourer Classillcution will be tilled itt
;Jccortlunce with seniority
Employee~ who acquire ~eniurity;
Employees by rate untl classification;
Employ~es tr~nsfcm:d imo or out of the barguining unit;
IO.O:Z
The cmph1ycr, in filling :;uch new job or vacnncy shull give prcli:n::nce to
the employee having the greatcsl seniority provided the cmploy~-e is able to
a)
Employees on leave of absence;
Employees
on
weekly
indemnity
or
long"tcrm
disubility
ot·
pcrt'nnn the job. The Stlcccsst'ul candidate t'or a job posting will be given up LD a
thit•ty t30) wlll'king day trial period. lf, during this thiny (30) working d:~y pc!rind,
Workers'
Compensution, all doctor'~ notes provided a waiver is signed, induJing all form.'l
rt:latedthereto;
0
rect.>n.ls.
Tlte Company will pml'itlc on a
The Company will supply the Plant Cummiuee with the following itJfllrmation, upon
request:
a)
new ¢1llpluyces;
Ill)
n)
the Company determines thutthe employee is not capable of performing the wo1'k
adcqua1ely, or if 1he
Employees on layoff~nJ recall:
employ~ d~ides
he doe,; not w:u\1 the joh, he will
h~
g)
Employees who lwve lost seniority:
retumed to his previolls cln~sificutk'n without los~ of seniority anli the next .o;eniur
~pplic~ll!. proviileil the empktye~ is <~ble to p~t'f(ll'ill th~ jub, ~hall he ~elected.
h)
Employees who are di~dt~rl!ed;
These evlllumions will be i11 writing <tntl
;}
Job posting~" n~mcs of applkan~ w1d ~u~ccssful cunliidatcs:
a~opy
will
b~
[lrovidedtu the Union.
j)
Upd<ttcd
k)
Copies of ull bcnclit booklets and insurance policies and M;~stcr bene lit policy;
ol' the trial period in
I)
Notice of cmployc~s on bercav~nlcntlcave;
Thci(C cv~luations will be in wl'iting unci u ~-opy will he provided 10 the Union.
nile.~
and rcgu!micms;
16
h)
TI1c Cil!lljlally will evaluate the employee job [lCrt{mmmcc <It the tenth (I lith) o.hty
th~
pn:scnce of the Clll)Jloycc und a Union
17
rcpn:~cntaLivc.
The p~rt"1e~ re~ognil.e that "ut oome area,; testing is necessw·y und us such, the following
guidelines will be fulloweo.J:
If, in the Company's estimation, the employee is m.>t sutisfuo;wrily perfurn1ingthe
j~'b, they will be nutifled of tlte u;;pec!!; of the job tltut require impt'OVemetJt.
If, ut
,,
the tenth (lOth) d~y of evuluution, the employee b found to be performing the jub
satisfactol'ily, he will have his wugc~ adjusted to the rate of pay forth~ job.
If, utth~ tenth (lOth) day or cvaluution, the Company decides that the employee is
quulilied for the job, tho mnployac may ITUike their decision if they want it or may
h)
decide \0 dO the thil"ly {30) duy t.t"illl period bcfOI'C making their decision.
Ul lhc
tenth {lOth) day, the Company decides an employee cannolmeetthe requirements
Jr
Full Tim~
60%
Spa!'I.'S
55%
c)
If mMe thuu one (I J pcr~on is applying for u po.~ition I hut rcqttircs !!:sting, tltcn all
applic"nls will be te~ted; ul the ~ame lime, and ~ membe..· of Management and Ihe Uninn
must t~ pre.o;em during 1he 1es1.
of the job, Ihey will have Ihe op1ion Lo disquulify such emp!oy~e.
JO.O.'J
The Contpany agreeN to consult with the UniL.Ju when druwing up or •·evisi11g test
parameter,;:
Copi~~ of all job postings anti job applicant.~ with the successfttl bitlder
will be given tu
tlte Plum Chairperson. The posting wHI include Lhe wage nne fur Lite job in qtte.~tiun.
The
Union shall review all pustings prior ro posting in plum.
d)
,,
10.04 Successful applicants will be nolilicd within live (5) days of the job posting
bdng
:~warded by the Company. Such Jive (5) day period UlUY be
oxtcndcd by uwtual
agreement.
Applicwtts who have been 1es1ed Uild pa.~sed lhe lest, bttl wen~ not the suc.:essful
applicant. will net be obligetl to rewtite the same test for a maximum of one year
unless th~rc is a process change
All te~tiutt !"or j>C>sling imn cl:..~sit"ic"ticms will be a General Aplitul..lc Tc>l. Then
the CMwany will provide •·ou the jllb truinin{' itt ~ccordwtce with An ide 10.02.
Empl<l)'CC< will he ~xcmpted 1<"0111 the ba>ic ''"luirctncm.o; Ill" the Aptitude lc.~tiut:
10.05 F.tnptoyees will be ;tllowed not more 1han one (I) Stlccessful bi~! ~very si~ (6!
months ~nd
they will only be permilled 10 bid for positions outside their dus~il"ic:.tiun.
This
r~striction will nm upply to jiJb~ of higher monelary vulu~. or ,Heudy .o;hift
jubs
Any employee who elects to leave a das~ificaliun m~y 1101 ~-;tpply for 1hat da.>>lfi~;!liiJn.
fur six (GJ months;
10.06 Any employee who is disqualilkd from a job posting will be given notice in writing
stuting the reason for the disqualilication;
10.07 Employees who will be absent fot· thitty (30) duys or less, will huvc
the option of
notifying the Committee in writing priot· to the commencement of such nbsettce, of
their
desire to bid on u vacancy, should ~u~h vm:m1cy oc~u1· during lheit"ltbsenc~. Th~ Union.
before the commen~e111ent of such absent."<=,
t.lcsire Jo bid.
provi(l~~ tl1ey supply proof oi" Grude
Lift Truck, Sweeper
Lift truck truining and testing will be pruvhl~d by~~~ outsi~c scrvicc(s) or u Certit1etl
Tntiucr.
The Cump~ny agrees 10 keep uptl:•tcd n:cnrds ut" lhc rraining prnvidctl und 1hc employee
will
initiul or sign lhllllhcy h~vc received ~uch training.
j0.()9
Upon r:nirlcalinn the Cl"lmpuny agrees
h) po~l
fm•
spar~ empl<1y~es
cht~'dicm"tons
will provitle the Comp:11ty a copy of their
QA L"Jb
10.08 Tc~tiM
During til~ J'L:~Cnt ~cl of ncgotia1ions, the issue of t~~ting w:•s di.~cass~tl ut !J<"l.!ul lcnglh.•.
18
12 Malh and Engli.;h ..
trnu~t il~tve
QA
e~pt:ri~nt:~l
Sh"tpper/Rt:~~·, ver
Floor Swcepct
LiJ"rTntck Prudut:liul\
D1.1ck Auditur
Outshk Drivct•
Quality Inspector
PI\IJuclioiJ Leudhund
J~nitors
Wcl1i tech
19
~JlUI"CS
for lh~ foiJnwing
Set up I Operator
Weld Desu·uct
Shipping Driver
Tool Crib
11:0~
An
employe~
who is tmnsrenell fn:>m
on~ cl;~s.~ilication
wutkfon:e. will \le retumed to their previous
Mmeriul Humll~1·/ Die Seller
sl1ould the work loud
month~.
Spare Employee~ will be selected in the t'uHowiug. m:.tu!ler:
requirement~ in~ reuse
oltould the worklo:td
increu~e.
to another due to u reduction in
cl:t~sifi~utiun
as required by the work load,
within twelvt ( 121 months. Afier twelvt ( 12)
it will \le posted :ts a vacancy.
1J :04 Scnillrity cmplllyecs identified for indetinitc lay<>t'l' can cxcrdsc their .l'l:nitll'ity t<> hump
Only employees from the General L.abour Pool Group will b~ allowed to bill Cll sput'll
any jut1lor employee in the planL, by notil'lcatillll to Human Resources a minimum of
po~tings.
three (31 working days priM to the lust Jay l>t'work. unless
Bi
No elllployee will be allowed to bold more than one ( 1) .~pare position.
the job becomes uvuilable after the luynfl', pmviding they e<Jtl sati~fuctorily p~rfnnn the
C)
Th~
r<:quired wotk within live (5) regulal'
D)
Eu1ploy.::es reducecl frum the chtsslfication wi.l.l be placed at the top of til~ >~are li.1t.
A)
C:ompmly will post for a minimum or two (2) spart:s
Spure
employee~
will be the tirst persons used
to
p~r
cl:1ssificati<:•n.
~upplenJ~IJI
cover vacancii!S Ol' to
a
group.
Ei
Wh~n
tntining if neell<!ll.
~~11edllled
suti~ructory
reason is given or
da)'S und have bt:en provided pl'<:>per
In the event the employe.: c;ttttlut satisf;tctol'ily peri'Ol'tn the work,
he/she will be laid off in accordance with this Agreement. In the event of a temlX>I<Iry
luyoff w:1ere three (3) tluys notice cannot be provided, such bumpi11g ~hull commence on
a span: position becomes vacant it will be posted in
uc~ordancc
with
Ani~lc
10.
the second day of the htyotl'.
ARTICLE 11 -LAYOFF AND RECALL
11:05 Recall
o: employees will occut· by reverse order of layoff, provided tl1cy have the ubility
to perfonn the work required.
I l.Ol In the event of n planned reduction in force, lhc Company will provide seventy-two (72)
11;06 If any employee is tnmsfetTed or promoted ll> a position not sul>ject Ill the provisions of
hours advance notice.
II :02 In the event !hat there is to b~ u redu~tion in tile numb<:r ut· employe~s in a d:~SSific~tiun,
this Agreement, SliCh employee shu!! cease to <J<:Culmllute lieniorily from tht: dale such
employee is uunsfern:d out of the b;1rgai11in~ unit. !n the event that such employee is
affected employees will be displaced in the following m:umer:
subsequ~ntly
,,
si~t~
trunsferred buck to u pu.~ition within the bargaining 11nit within a period of
pmvision.~ of this 1\grecm~nt. he/she slo;LII be cr~dite<l with
the .1cnil•rity, which he held <.111 the clttl~ <.>f ih~ tn.msfcl' OU( uf tl>c l1utguiniug uuit. Such
All p1-obutionary employees within the classiticatiotl shall be 1:11d ufi fir~L;
b)
Further
1601 days. subject to the
cmpi"Y"~ li'<UISf~rrect
r.::duclion~
clus~H1cutlon
displ:1ccd
will be
mad~
in uccordunce with
wbel'l.:by the employee with the
lir~t.
lca~t
s~nio,·ity
amoulll of
within
~euiority
th~
is
buck into the hurg;oining. unit ,;hall
in the bargaining. unit, except in the
cas~
classification. This provision is not to be
di.~plac~
the junior n1ust
p~nmn
or .,killed trades, who will bump buck intn his
c~cn:isell
by un
cmploy~c
more thun one
tim~.
and sn on:
I 1:07 Tt:mlKlt1Jry L:!yotT
c) An employ<=e who
i~
MY employee with
identi!ied for h1yol'f muy e;o;;en:ise hi:Jher seniority to displace
le~s
stmioriry in rhe
b~rg3ining
unit, with the exception of
displucing an employee in skilled trades. In the case of summer
v~cutiun
shutdowns,
un employee dbplacing u junior employee must be <~ble to immediately perform ull
usp;:cts of the job to which they arc bumping und musr have held the classiticmion
within the previous
gt'OU[J.
thlrty-~ix (36)
momhs with the
cx~-cptiun
Nutwith~tandin;:
the above, "tt:mporJiy JuyufJ" mew>.<
one (I) f.1ll shift or
Je.~s.
~n
imp<.>Sed
abs~nce fi\HIL
wurk for
An employee muy be placed on tempomry layoff withulll reg.ard
the foregoing pt-ovi.~ions of this Article II. However. no employee shall lose more
than two(:?.) d:ty.> of work out of seniority in a culcndur yc;~r.
to
of the Gcner:1l L.:thuur
ln the c1·cnt the
Comp~ny
deems it necessary to tcmpot-arily lay orr an emplO}'I-"C unllcr
this s.::ction, the employee will he notilicd prior to, 01· utthe time the layCIIr occurs.
20
21
Any dispute~ with the above are tD be re~olved with the Plum Cllairpcrootl.
I LOll Temporury Trallsfer/Vucanci~
When aU employees ill a classificatiun are at work (excluding employees who are laid off
or le:tve of absence includitlg Workers' Compensmion, S&A, or EDBJ if the Company
temporarily tr~n~fct-:1 additional employ..:cs to work in that cla.~sification. for in c:~:ccss of
a) To Co'o'er Ca.~oal Ab~ence~ {ELD, PPH)
When it becomes ttcccssary to temporarily Iran:;t'er employees tfom one c!Ullsification 10
another the following pro~-cdurc shall be followed:
(i)
First the reduced employee ou shill in accordaucc with Article I J .03;
(ii)
I!' there is uo Iedttced employee on shift. and if ·J~ 'J re5ull oC tr:.lll$(~uing the
~eniOJ' sp:1re on ~hift, it CL"eate~ a va~ancy situation in the ~JussiJication where 1he
spw~ ~otne.~ from, and 1he Company has to
!ill that vacancy with ovel'time, then
the seniot' spurc will be rcturneli to their clussificuriun and rhe uve11ime will b¢
offeretl
275 hours in any period uf four consecutive mont liS (except rework and relief as provklcd
herein) the Company will post a vacancy in that clas.~ilication in accordance with Aniclc
10.
I I .09 Die Seuer.~ must have ninety (90) day.o; in the dassili.:atitm w remuin in thai dassiJ1cmion
in the event of :1 layoff. The rate of adjustmem will be in :LccJ.ml:tnce witiL Ani de !0.02.
II.IU In rhe event tlte Company transl'el's w1 ewployee dtLring the
in the classilic~tion where the initial vacancy occurred;
(iii)
Ovenime coverage for the inithLI vucancy will be covet-ed by offel'ing overtim~ to
employees in the snmc classiftcarion off shift;
(ivJ
If it cunm11 be covered by oveL'timc, then senior spare on
(v)
If 110 senior sp:n·c on
e111ploy~~s ~hit't, the
employee will be puid thdr regtllm rme ot' llu}' o1' !he ra!e of lhe du,;,;l!kmiun LIL<:y al~
trunsfm~d
~hift LI':.IUOfcrrcd
to.
whi~hcver
is gremer.
If !he ll'lln~kr c.o;cccds ouc (I) hour, the higher rule will be paid for ilLe balauce of the
rcg~rdless of what vacancy occun;
.1hil't including :1ny holdover overtime they muy be orf~rcd while tmnsfcrn..-d.
~hifl then lhc ConlpWIY will go to otheJ' qualified cmpln~ecs
on shifL
Jf the u·unsfer
i)
Fir.st to scnio1' reduced employee in accordance with At1iclo 11.03
ii)
If there is no senior rcduc~i.l then SCLtior spt•re in aet:nrdance with Aniclc J l.tl3
If there is 110 senior sp:1rc. then the l'ucancy will be coveL'Cd by offering overtime
iiiJ
iv)
to Clllllloyees in the same cl:tssil1eation off shit\.
If it CULlllOt he covered by overtime, then the Cmnpuny will go
employee~ for Lhe duys tltut UL'e vucunt.
11.11
Any employee being. utlli7.ed as setLiOI' ~uulifieli will uot have any overtime oppottunitles
in that cla~sitication above Clllploycc.s posted in that dus.~ilication, rcdt•~cd employees or
.>pares.
ARTICLE 12- LEAVE OF ABSENCE
w <llhcr quali!'icd
Comp:my to cover using casual absence laugu:Lge undlnew work we~~ begins.
Employees utilized to l.'OI'<:r Long Term Tempot~LI'Y Tnut~fers will remuin in that pusiLio11
umil Lhc :~bsent employee relLims to woo'k subject w A1'ticle II
Employees utilized to cover Lnug Term Temporary Trunst'er will Jmvc thciL' overtime
hours avcrugt:d upon tran!lfer.
pn:mium pay w:1s in
10 ·~ceive
the shift p1-emium they had p•·io•· to the
transfer or if it is a higher L'at~. then the higher shift pr¢mium L'>~!e will •1pply.
d:Ly~.
When it becomes necess~ry to rcmpor:u·iJy transfur employees from one ~Jassification to
another the following procedure ~hall be followed:
J~qttires the employee to leave a shil't whe1~ a shift
effect. the employee will continue
b) Ttl Cov~r Long Term Ab,;o;:nco:s (S&A, WSIB, LOA, under Anicle 12) mor~ th~n 5
11:01 Pl!rsonal
Tile C\Hnpuny sli~ll gratll a personal leave of absenL'e without puy, 10 any ~eniorhy
employee for legitiul:<lc p~1·sotml "'"-'OilS subje~t to the Company mahuaining a<lequate
.~t:tffing. An employee sh~ll ~ontinue to :.c~un1ul:ttc seniority while on leave of absence.
A scnitlrity empllLyce rc<.jucsling a Jc:wc of :~h~cnce shull <lo so in writing atlciisttwu (2)
week~ ?rior to the cOLillll~llCCmcnl of the requested leave, cll.ecpt in ca...cs ol' emergency.
The Company will respond to such a request in writing within one (I) week.
22
23
The
C11lllp;u1y
willp!'Ovid~
!be Uuion with u o..'l:lpy of uleav~ 11f :1bs~n~e
uuthori~uion
J'cl·m.
leave.
group
Th~ ~Liiploycr
benefit.~.
shull n('H be l'~quil'~d tu p:1y tile premium I(W ~11y uf the
Seniorhy ami pension credit~ slmll ac~unllli:lle during sudJieav!l.
Employees gelling illal'l'ied .~hal! be granteiJ tWO (2) weeks leave. of absence, withom p:1y,
pi'OVideiJ wrinen notio..-e is given one { IJ month in udvunce.
"'
12:02 Jucarceralion Leave
a)
The employer shall grant a IL!llve of ubsencc to any employee who Is convicted
undeJ.' the provision~ of the Highway Tral'fic Act {Ontario) 1-clating 10 ofJ'eitccs
arising out of lhe opcrulion of u motor vehicle ii' the employee ill ~clllenccd to a
term of imp1·isomnen1 of not more than one hundred, eighty (HIOJ days. Such
leave of absence shall be Ullpaid.
12:03
Any employee gra111ed such leave of ubsence $hall be enlitled 10 reinstutenJ<::nl on
th~ completion of th~ Jet,ve <~I the then current l"'Jie of pay, to .<ucl1 work us he may
A seniority employee con vic led of a criminal offence thai results in the employee
u jail term shall be grunter.! a leave of absence not Ill e11:cccd sillty (1501
ri~lm
working duys on u cnc time only basis. Suclt leuvc of absence shall be unpaid.
lcilve of ubscnc~.
12:04 Union Leave of Absence
b)
b)
~erving
Pregnuncy/Parenta1/Aduptiun Leaves
An employee will b<:: gl"'Jntcd u piugn~ncy/pi.U·cnwlllldOption leave in accordance with the
Employlllcnl Siamlards Act, Full time 1-cgular employees will be gr:uucd OitC (I) day of
!eave of absence with pay al their straight time rate for the binh of u child (fathel'). To
include udoption.
"'
12:05 Public <>nice Leave of Absence
An ~mplcycc with. scnicrity ~lccled Ol'll.ppointclllo u full tlrn~ f~dcl'al, provind:1l
or IO<;ul puhlk 11J'ticc, wiJIJ"C~"eivc" leave of ubscncc wilhout puy or hencfi1s fur
tt.c period of his/her J'irst t~tlll of active service in such pe~blic offic~. Addilionul
leaves I){ al»;ence for services in such ollice may be !!.l'iUHCd ul the op1ion of
n:anagcmemupon wrillcn upplication by the employee.
Upon wrincn request to the cmplcycr by the Union, the employer will grunt a
leave uf absence willlllUI p:1y :mt.l wirhour loss of se11iorlty <~nd pension c1Udits to
an employee acting as a rcpres~Jllmivc of the Uni011 in connection with other
Union activiti~~. Such requ~sl ~hal! be given to the employ~r wilhin a n:as<mublc
lime period to 111~ commencement of s~id leuve. Atl)' mcmbl!l' or th~ bargaining
unit ll1a1 is g1'11.nt~d u UlliOn !~av~ of ub~~nce without payment fl'Olll flcll'N'Gat~
C~lll:ld:l will be Cl'~ditCd with the lost ]IOU!'S for lime oJ'J' ;md V<tealiO!I Jllll'pO~~S ~~~
thougl1 they were at Wlll'k,
The employer will l!nlllt a lcav~ ofat>s~m:e 10 serve in a full tim~ pusiti<JII with the
National or Local Union. Such. leave of absence ~hall be n:qucstcd by the Union,
in writing, ~nd shall be for a pcritld of up ttl three {3) years, uml muy be cxlenllctl
upon I'CqiiCSI f1'0m year to year the1-cafter. In lhc even! the employee returns fi'Oill
such leave, tbc employee shull return 10 the job fmm which llCI>he was gl"'.mtcd
24
be entilled on the b;c~i~ of the seniority. pn.1visions uf this Agreement. Seniorhy
a1Hl p~:nsion cr~tlils will comin11e 10 accumulat~ tlurin~ 1h1: periutl of such
,,
Tae ~mploycc'> n:qucs1 ftlr kuv~ ul' ubscucc nmy :Lis" incluJc Lllc !1Cccssary tiLLtC
to camp~ign for such oi'Jicc. (Stich time is n!IIILl cxccct.l si.\ tfllllltlillli:;.) Witlwut
pay and benefits.
12:015
III~RF.AVEMENT
"'
Tile employer will puy for time lost, exclusive of Suturd~y. Sund:1y and paid
holiduys, cf fOUl' (4) consecutive working U;~ys pay at his/her straigllllirne, hourly
r~le, loa seniority employee whc has been absent ft'Om work due tc a d~ath in lhc
illlmct.li:uc f;tmily - mother, f:uhcr. brother, sister. spou.<e, child, :;:mndchild.
ntothcr-in-law. f~thCI'·in·law, grunclparenl, slcpchild, son-in-law, step-mother,
st~p-J'atbcr. or daughter-in-law.
i) If death uecuJ'l; in the employees immediate family (llltlth~l·, J'a1hcr, brmlicr,
,d;tcr, Sj)(OLISe, cllild, gra11dehild, mothcr-ln-lnw, J'n1her-i11-lmv, gnu1dp:u·em,
st~pchild, s1ep-mother, stcp.fulhcr, son-in-l~LW, or dallgillcr-in-l~W) while un
<ijlprllvet.l v;n:miun, the ~11111loycc will notify the Comp;tLJY uf the de;tlh :uul t.l;ne uf
t'uncn1l Wld will be:: tLli<Jwed tu 1<:-schct.I<Lic up to fuur 141 days <Jtl' with puy al"
t'uturc dme :1.1 agreed upon with the Company.
The employe,· will pay for time lo.11, c>:.clusivc or Su~urday. S11nday :u1d 1>aid
holidays, for a maJC.illlULll of two (2) cOil~ecutivc working days pay al hi.'!/hcr
25
straight time, hourly L'ale, to and including tile day of the funero~l, to a seniol'ity
employee who has been absent from work due 10 the death of !he employee·~
sister-in-Jaw, bruther-in-law, stepsister, stepbrother great gr~ndparem or
,,
14:02 (i
All hours worked in ex~-e~~ of eight (8) hourll per day will be p11id at time and o:mc
half ( l !>':!). AI! hours worked over twelve ( 12) l10urs per day wlll be paid a! double
(2xJ time. To include applicable shift pt-cmhtm.
gnmdparent of a current ~pouse.
(ii
Fur the purpose uf this Atiicle only, the Company will r~cugnizc 11 common-law
m· sam~ sex rclation~hip pt-ovidcd the employee has supplied the Company wilh a
writllln r~cord of the common-Jaw or sam~ s~x relationship. Once common-law
ot· Slime se11 relationship is established. all previous in-law n:lmionsbips will mn
be t:/ICUSed for bCLl:UVel\lelll.
Should·un eu1ployee reque.-;t a leave of ub:;~nce from the empluy~r fur ~o.Jo..lition:.tl
lin1e off in the event of u death in immeo.Ji~te liunily, the employer agrees thm
~uch leave shall be grunted withotll JXIY in uccord:.tllCC wilh A1tide 12.01.
d) Employees, will be nllowcd nne (I) day off with pny to ancno.J the funeral of an ;utili,
unclc,nie~c ot·nephcw.
All huttrs wurkc.t on Sutun.Jay:; will be paid 111 time an.t une h:tlf ( l \12) Ng;Lrllless
th~ week. To in dude ;opplic:Lllle shilt prcmh1111.
uf the homs wnrkeillluring
(iii
All W\ll'k pcrlbrm~U on s~ndU)'S slml! he 11uiU for at the L':ll~ uf duuh/c time (ll'.)
itJdud~ applicable shj[\ premitun.
To
14:0) When the plant i~ W\ll'king on u three (3) .<hirt b:L.;is. Sunday ,;IJallltOI he considered as
premium time so long ash is p:tn ufthe ttorm;LI Mond:ty (mio.Jnight) work duy.
14:04 All hours worked on hulio.Jays tl:~ugni7.ci.l in thi:; agreement shu!l be at duubl.: time plus
eight (8) hour., puy forth~ hofiduy.
parp~se uf ~vertime usking procedure, the Cump;my ~hull di~tl'ibute ovenime
among the employee.' normully p~t·tbrming tile work in the same cl:l~silic~!ion
:md sltift An (lVcnimc rc~onl slutll he muimainctl by the Company for c:L~h employe~.
14:0.5 Fur the
cqu~lly
12.07 MlUTARY LEAVE
~ ~opy ,,]' ull employ~e tlV~rtimc tcpL>ns, which will rn:
pClsted ~~the end nf the work week nnd inclu.tc S:Jt!trday charged hour~ of whid1 u enJlY
sb~ll )C t'<lrWitrd~d Lnlhc Union Ch<tit•.
The Cnmpuny will post weekly
If (ormal dneum~ntation is t-ec.:iv~d [rom th~ ~mploy~e·s miliwry tlltil reg:mJing truiuing
and/or service no le:;s than two (2) weeks prior to the ~ommenceme>n ,,f the leaw, it will
be uppt·ove.t :ts ;m unp:.id Je~ve of absence.
l-':06
ARTICLE 13- JURY DUTY AND SUPOENAED WITNESS
13:01 Where an Ctnployec with seniority i~ called to ano..l n:po11s fnr jury duty, OJ' i~ called to
testify as a Subpoenaed witness, he shull be paid the difference between the puy he
receiv.:s for such duty or tesLimony und the pay he would huve received for an eight (8)
hotll' day at his regular hourly mte for such time !eo;t. S.:nio1·ity and pension l'ights will
C\lntinuc to accunmlute.
ARTICLE 14- OVERTIME
14:01 If atl employee is rcqucstco..l to work more than tW<> (2) hours ovcnim~. 1hcrc shall be u
ten (10) minute rest period at the end or his/her regular shift.
26
Wlt~J-e possible, the Cumt>any shall ~~-~ t'urty-eig.ll!
the employees uf scheo.Juled ovenime work.
(4~) lluur~
t>!1Sted wJvmtce JL(>tiee
!0
14:07 For the purp<>se of "~~ttiu1e Llifferemiul cakulation IULd puyoutthe f<>lluwing ~h~ll apply;
Calctthttion nnd/ur pltyout will be by shift and rotution schcduk on shit't by classilication
to provid~
u
m~usut'C
of bitluncc where un cightccn (18) hour m":o:inmm
diffemnti;~l
will
be allowed.
E111ployee~ hours will h~ eulculuted with other enJplo~ell~ in same clill\~ification and shift
t-otation on the shift they arc working at the time the culcu!ation i.~ nw.de.
The Company will have until Mat·ch 3!", June 30'h. September 30'h. and D~.:mber 31~
ench ye1u- tO corr~ct the overtime differemial, atld ensttre that ovel'time is distributed
eqtLally 11s described above.
The Cl.lmpany un.t the Union repL-e,;entm'tv.: will ~·n o.Juwn oju\lrterly to tie in to \lbl.lve
times. tn review tl1e overtime ILUlLI'S. The Contpany ~n.t the Union will eswhlish \1 list uf
27
employ~~~
!hat m.: no! whhin !he ei::ht~ell ( l8) h0111' dil'fet·eutial. Th.., Comp:my will huve
until the next-quaner to bring these employee's hours in line.
Shout(] the Compatty full to bring the~e employees hours in line with the tlifferenti~l, the
11Ul will pt'Ovide u miuimwm or m J~t /'our (4) hour~ uoli~e pri111' to the end of
their lust regular scheduled shili or they will be (]ouble charged the IIOI'IllUl houn:
charg<l'll.
company will puy thut employee the lime th~y ur~ in excess of the eighteen (!8) hoUt'
iliJ Both p:uties agree thal the ussigtdng of pc11Uity hour.; will not be taken into
considerution when balancing ovenimc hour~ to the 18 hour tliffcrcntiul. No
employee will be cnritlcd to any balancing payout if the inequity is in :1ny way
diffcrctltiul.
14:08 Overtime wHJ b~ distributed by low hours within Lhc cla~sificution on shift.
1'Cia!ed lo the hnp(osing of penalty ll\lurs.
14:09 If cmploy~cs ure allsenL for w1y reason on cligilll~ overtime days Lhey will be charged
wiLh 1hc upplicahle 110111'~. All overlime hourn wilJ be <~:croed <IS of Jum•ury /' of euch
ycu•·. Any ovenimc opportunities sh~ll b~ charged ;~ceordingly if Union repn:scn1u1ion is
present unli pllperwork is initialed.
f. Any employee agreeing to wo,·k ovenimc but who is lheu uol •·equircd to work
wlllnul be charge<:!.
1
14:10 /\II ovenime shul! be voluntury, sLtbje~t to 14.14.
14:1 I If ovcJtinlc hours :u·~ cyuul, then the employee witli tb~ highC51 seniurity in !IJe
elassilicution wiJI be usked. An employee acquiring seniority or upon cm~ring a
clusslJicuJion shall be crcdiLed with the average ovcnime stuntling in his job cluS$il1-;~tion
at that time.
An employee, upon cnL~ring their new roLuLion sch~dulc, will be credited with the
avemge ovMil\le .~tanding inthul rolmion schedule atlhal time.
In the cuse of tlcpmtmenrs an(] I or shift rotatiotl when there is no other employee ro
average with, tlmt employee will be uventgetl with everyone in that clussiticmion und aU
shifts.
14:12 Lm•"illg Pmcec.Jurcs for
g. An~ emtllnyce rduslng tu wurk llV~rlim= will be c•h•n·geo..l Lhe lwun; lll th~
applit:.,bl~ I'Ul~.
h. All employee n~,·~pting ur r=t't1si11g w• offtr of ovenime in~ d~ssilk:uion otller
th>lll d1eir own, will b~ churged with the upplic:tble homs.
i. 1\ny employe~ who does not s<.:an in for 1wenime will be Cli!ISilieJ·eo.J u no uud
j.
t:harg~ th~ upplic.,blc ovcnimc hours.
For the piirptosc of overtime scllcduling, the <.luy tof ...~kiug will be un ur hcfMe
Wednesday for Sawnhty ani/ 1111 or before Thursday !'or SU11duy whcJ~ possible.
Any employo::c-,; who sc~n in by the uhove liuy~ (or applicublc nvcttin~~:. will have
pn::rcrcnce lo work by low hours and seniorily.
J( not ~IIOLLgh ~nlploy<>es scan in by the upplicable dates. overtime hom'S will be
charged to all employees inthm dep;.u•tment and shii'L
The employees who t:hange their option to work after the lime limiL ubovc will
])ave the hours changed to a ·yes' ano..l will be askec.J by low hour.~ ufter the
employee~ who lmv~ ~c:•nn~J in on 1i1uc.
14; J 3 In ud11ili"n "' Ihe pnovisioas uf th~ ~~·JI~ctiv~ ~l);!ll.:ClllCUt, the pill'lics !J"vc :•);!ll.:l'<i 10 the
J'ol!\l~>oing pnlcechu'CS in lli'dCI' 10 pwvide :o lUir di~tributiOII of nvcrtim~ anc.J 1<> mi11imizc
Ov~rtime
The policy fot' Jogging ovcr!ime hours will apply us fullow5:
a. All hours over and above eight (II) houn; per day will be cburged ut l.S rate. (!e.
lwO (2) hOltrs will b~ recon:kd us three (3) hou•'SJ
b. Smuro..lay will be cltarge(] aL I !h rute
c. Stllld:ty will be ch;u'ged at double time mte
d. If you are scheduled to work on Saturday or Sunday and leave curly, you will be
chur:;ed for the fLtll amount of time.
e. i) Any employee who is ~chedulcd for overtime a11d docs not work, will be
charged double the nnmml number of hours ehurgcd.
ii) Any employee who has accepted weckem.J I holiday ovcrLime ami must cancel
28
grievances.
Duy Sllifl:
!"' Ch:til'perso•J- if be/sh.: refuses then;
2'"1Vi~e Chuirperson/ReClmling Secretary
3"' Benetlt Representutive
On !he off-shift. if employee~ al~ schcdlllcd to work, the stcwurd muy l:le asked 10 work
in hi~ cl:•ssilicarion if such ovcnime work is ~vail:1ble as follows:
29
OR' Shin:
1~ S!ewun:l -if he/sh~ refuse:; !hen;
2'" Alternate,
4"' to lin: .<~nior quulitiei.l on tile off shit'! by low hour.~.
1
If none of the elected or al!ematc t-eprescntativcs ucccpt the ovcrtin1e or
thom: is no work scheduled intlleit' cla.~~itication, then a representative will
he appointed t'wm the emjlloye~:S S~:hcdu!cd to wod:.
AU
cl~el~d
union
t·~prcscnlalivcs
will maintain zero (0) ovettime hoYt~, to
exclude alternates.
In the event that skiUed
trude~
is :IChllduled to woJi.::.
14.14 The
lmur.~
llf work for weekend overtime will be eight bour shills 111 meet customer
demand~,
however the Company re.o;cNcs the right to schedule six
all that is rnquired.
to
work.
Wccl\cml/1 loliday Overtime:
When a.>king the
proc~dure
~mployc~~
to work in their
du.>.~ilkatkm th~
hour shilt~ if that'~
L1JNCI1 AND BREAK PERIODS (For 6 hour shift)
J" Skilkd Tro~des Rep- if he/she refuses Lhe llVCttime Lhwt a representative
will be appllinted from the employe~:S scheduled
(6)
BREAK
LUNCH
J 1:0~ p.m. 10 5:00a.m.
J;(j() ;L.!)I,- J:l{)
5:00a.m. to II :00 a.m.
7:0lJ U,ll), · 7: llJ U.IU.
9:Ull u.m. ·9:20a.m.
II ;QoJ a.m. to 5:00 p,m
I:OOp.m.- J:IOp.m.
3:00p.m.· 3:2U
~.!II.
~:00
:o.m. - 3:20 u.lll.
p.111
!'oJiowing
will apply:
rr oo~rtimc is schcdulc<L on u S<~!unJay thm l'<~lls uo1 <~luug wccl.:.~ud, tile n11c of pay l'tll'
that day >hall be at double lime plus the applicable sllll'l premium.
1" ltl the employees in the das~ificution on the shin by low hours;
2'"1w the employees in the classification.> on the off shift by low hours;
and
1
3" ro employees in other cimlsi!ic;~rion on the shift by low hours.
Ov~r
I Early Overtime:
When a vacancy o~curs on shift thw cumtot lle tilled by u temporary
LI'Un~fer 'u1 accord:tnce witll Article II .08, the following po'Ocedu!'l: will
14.15 In ortlcr for
spare~ ill a cla.~sit1cation m be :tsked foo· weekend ovetlime, they will be
requirellto work in the cla.•sification for not Je.>s than three (~) llays in the week thm the
ove11ime is being offered. unll mu.~t be working in the classifi~·ation on the d~y the overtime
Citnvas i~ done. The .~pare will then he asked in accordance with their ovcnirnc hours.
Any emplo}'<!e being utilized us senior qualified will not have any overtime opportuniti<!.l' in
that cla.~!ification above cmplo}'<!cs posrcd in that classilication, n::duc~d or spares.
14.15 Whe:t c:mvas.1ing for overtime, il Uttion l{epr~setuative shall be
w'tth ~\e Sttpervisor ;mtJI~r Hum·~n Re~our~cs represem;olivc.
uv:~ilahle
uml present
apply:
1" to the employees in the dassit'ie:tlion off shil'l low lmms
2"~ to tltc senior reduced employees ol'f shift by lnw hours
3nl 111 the senior spare on !!Jc off shift by low hours
30
ARTlCLE IS- CALL-BACK
15:01 An employee wht> has completed his shiir and lms c!o~·ke<lnut ami left !he plunt ami is
then culled buck to work overtime shull be paid al d1c appn1priatc J'atc for lime wot·kcd
with u minimum payment or four (4) hours puy at time und huH' hourly rate.
31
!.lull': (January I to
ARTICLE 16 ·REPORTING PAY
Dccclilll~r
If the employee's pay i.1
16:01 Wher~ an employee is ~~h~!.luled to wot·k and 1'llpo11s to work on his/her 1'llgl1lm'
~chc!.lulcd shift without b~ing notified in advance of the stwt of the shift that he/she will
11ot be ncell~(] the employee will be given at Joust fum· (4) hom~ work at their own
cla~silication rmc includi1l8 shift premium if applicable which may be any WOt'k hchhc is
c~pablc o(. If no such wot'k is availublc he/she will be puid four (4) hours Ot' actual hours
3 I).
inwrre~t ~u~ to !I
Comp:my
~t·rur,
chetJU~ within twemy-four (24) houl'~. Tile CLimpany will
~ign·.tLu'C M> tiiUI munu:tl cheques will
be
l'llOI'C
the Cl.lnlp;my will
i.-.~oc :1
mukc at·rangemcnts lUI' u thil'tl
timely.
ARTICLE L8- HOLIDAYS
at his t'Cgul~r rate of pay.
l8,UJ
This provision shall not apply wl1ere u luck of work !'or the employee is due to a M1our
i.lispure, government requiremenl~. fi~, flood or other maners beyond the company'~
l'easonable control including power and wmer failures. In the even! an employee
volunteers to go home under the abov~ circumsl;m~-ts he/she will nul receive the
additional pay. High ~e11iority employee~ on the .>hift will be asked fin;t when volunlccn;
arc rCtjuired.
Pnid Holic!avs 201)7
Vicwria Day ...
2.
3.
his the 1\lSponsibillty <Jf the employee to notify the company
phone numllcr in writing tn Human Resources.
or 11tc chan~c
................... Monday, July 2, 2007
....................................... Frid:1y. August J I, 2007
.. ............................... Momlay, September 3, 2007
Frii.lay before Lubuur Day ...
L<Lho"r O;,y ..
Than~sgiving
I.
.. ............... Munday, May 21.2007
Catm~a Day
Day
..................................... Mnnday. October 8, 2007
iu
In the event the enlployee does not have a phone or fails to provide the company
with rh~ con>::ct phone number the provisions will nor apply,
1t i.> ulso un!.lerswod that u message left on un answering uwchiue with four (4) ol'
mol'e hours before the stmt of the cancelled shit) sh11ll be considerei.l as notified.
Christmas Shut.lnwn-
Dcc~mher
25, 26, 27, 28,31,- 2(KI7
Paid Holidays 2008
New Yem's Day ..
....Tue~i.lay. Janu:try I, 200H
GoOO Friduy ......
....... Frid:1y, Murch 21,2008
....... Montlay. March 24, 2008
tn ~1e c',t5c or any g<>vcrnmcm St<~lc of emergency, if sbif{S ure cancel!c!.l before th~ shit'l
sturls. employee~ will be notified by oue (I) AM and one ( J) FM radio slatiOJt, us w~JI us the
locu! tclevisinn station.
Cun~du
ARTICLE 17 ·PAY DAY
Friday t>dore Lubour Duy ..
LuboL.r Day ..
Ea.~tcr
Mtmday
Victoriu Day .....
........ Munday. May 19, 200S
.. .. Monday, June 30, 2008
Day ..
...Fridny. Augu.<t 29, 200R
....... Monduy, September], 200H
.. ......... Mond:1y, Octobel' I~, 2001:\
1luu1hgiviug Day ..
l7:0l Employees slmH be pnii.l weekly by direct L!eposit during working hours. All dteljues und
Stllbs will be given to employees ptio1· to the ~nd of their respective work shir't.
Chrisunus SltuuJowu •
The d"y un!.l ulicrnoott shift shull be paid on Thun;i.l:•y, the mitlnighl shift shult be p~1i..l Lin
Tlmrsday nlorning.
Payroll cheques will include total
e<~rniugs,
32
deductions, vucution pay, weekly und ycur-tn·
Dec·~mber
25, 26, 2\), 30, 31
2l!U~
Puii.llloliJ"Y' 2009
New Year's Day
Gond Friday ..
............ Thursday,January I, 201)9
................. Friday,Aplil 10,2009
33
EasLer Monday ...••
Victoria Day .............................
Canada Day
Friday before Labour Duy........................... ,
Lllbour Day ............
Thank~giving
Chri~tmus
oth~rwis~ ~ligible fo1· holiday pay, who mi:1.~es either one Clf Lhe quulifying days willlo~e
only one (I) day's pay. If such e111ployee lllisses both qualifying d~1ys, he/she will lose
only two (two) day's pay.
..Monday, April 13, 200~
Day ......
.. MomJay, May 18, 200~
............ Monday, July 3, 2009
.......... Friday, September4, 2009
... Monday, Sept~mb~r 7, 2009
.. ......... Mond:1y, October 12,2009
Shutdown- December 25, 28, 29, 30, JJ, 2009
18:06
Chri.~Lmas lloliday~
Th.:: Cnmpmly ugn:c~ llHil cmph>ycc.~ wiilrc~civc :oil their Chrismws h<1lid"y pay un thm
l:1.,l o:lay j'll'iDI' (() thC holliday pco•iooJ 01' C:icll ycm• COVCI'I!d by IIIC UniOII ClllltWCI, Ao.i\'alleed
cheque~ will he po~t da1cd.
Such
p<~yment
n~gulm
New Ye<Lr'~ D:~y
GooU FriUny ..
Easter Munday ..
.FriUay, Jununry I, 2010
...... FI'io.luy, Ap1i! 2, 20t0
.. .......................... Monday, April 5, 2010
18:02 If un Cu!ploycc is n:quin:d Ill wurk oil any of the paid holid<~YS set for in Aniclc J8,
hc/~hc sh~ll he p~id ut the r~te spceiJ1cd in Aniclc 14:00 times his/her regular straight
time hot<~'ly rate for ull hour.~ worked in addition to Jhc holiday p~y in aeemdnncc wiilt
Artie!.:: !8.
IIS:W Should any holiday meu!ioned um!~r A11ide 18, !'loll during the va~utkm period or uny
employee, he/she .>hall be p:oitl for such hoHUay ut the regular l'llte in utlllition 10 hiWhe1'
vacation pay.
will he consid~r.:tl au U\lvance and will be <~djusLcd !'mm the employees
p:ty ch~que t<.wtlull p;oy period upon Iheir o-eturn 10 W\ll'k,
HW7 h i~ ~gt-eed thut on 11le Ius! d~y of work pdoo· to the Christmas shuttlown period, the
Colllpuny will schetlule employees to Wt>rk Oil ~ix (6) hour shifts and be paid foreiglu {8)
hOLU'S,
18.08 PJid Pcr~onul
Holid~y~
En>ployccs shall rcqucs1 in writing <>n uvuiluhk J'omn.~ t)llc ( J) calendar week in adv,.nec,
!'or tbei1' personal days off. Paid Pc1Mmll holiday dny,~ we not for w.:ektnd usage. If mt>re
tlmn one (I) person applie~ for the ~wne d:1y off, it will be ,\!11Hlled llll Lhe bus is of
s~niority
aml StlhjecL to llpermlng ~ontlitions.
senioo'ily o;lltploy~es while liD ~Uip!oyetl anti havi11g a pcr>iUII"t Jay,; ut'f renmining tu
thdo· crc~it shall be paill ut their rq:ular ltomly n11c in l'lcu Ill the Jay~ ot~. nl the cn<J of
C<!Ch <1pplic:1ble COniWCI year,
ALl)'
I B:04 ll1e provisiool~ outlincoJ in Art ide 18 sh"l! only apply to cn>ploy~cs whll:
,,
hav~
completed their probationary pedod;
Each seniority etnploycc will be gL';Intt:d four (4) PPH days f ycut·.
(bl
have worked their !nstrcgulurly sch~dtolcd work day immcdiulcly pn::ccding and
th~ir n1-s1 1'1!gularly sch~duled work duy immediately following 1be holiday unl.:ss
he/she provides" vnlid re;L~on for such absence. An employee absent Oi>leave 01'
oJtte to a layoff or sick leave provided !hat such leave, J.,yoff or sick lei!ve mu~t
ltave commence(] within thiny (30) calen<J<Lr <J<Lys of the holiUays in que.~tion.
HtJiiduy P"Y p:1id to an employee for a holl<Juy falling on a Friday, shall have the
holitl:~y pay dctluctcU the following week should th~y fuil 10 WOI'k the appropriate
hours ,,n Ihe next schedule<! shit) <OfiCl' the Jmlid:;y,
18:05 For tbc paid holidays during Lbc Chri~tlll~> ~11d New Yeurs period, un ~mploy~c who is
34
E11ch senior employee will
b~ gr:uued tlleir birthd:1y ofl' wi1h p:1y. IJ' your bi1thduy f:~lls on n
weekend ;,r hulitluy, tile employee will be nble to schetlule Friday for~ Saturday anU Mundny for
a SunUay.
ARTICLE 1?- VACATION WJTH PAY
19.01 Et.ch employee will be granted ;m anm1:il vaeuLinn with I'"Y in ucccrd:mcc with the
fo.lowing provisions:
35
be gL'UILled il' lh~ vuemion
g.n::ncr.
y~:1r
I day per molllh to a ma!l. of JO
does not impair tht Company\> ;1bility to operate any
Vacation With pay will be handed out by tlte last pay period of Ju1te or upon
wriucn rcquc'~t by tile employee at time of v~cation t(llcn. Employees identified
for luynff will he paid v:1emim1 p:1y :u the time nf lnyoff based on their pcn:cnl<~gc
or eaminl,!S. Any udju~Ullellls in hour.~ versus pcrcenmgc will be made when
0
Seniority a~ of June 30' number of day~ or percentage of gro~s e11rninw;. whichever is
Less than I
L'l:que~l
depann1ents within the plan! in a11 efttcient nmnner.
T11e qualifying pe1·iod will L'Uil from July 1 to June 30 each year.
4%
I Year but Je~s than5 y~ar~
5 Years but lc.s<~lhan 10 year~
JU Yeurs but less than IS yeLU·~
10
4%
15
6%
(iiJ
15
7%
(iii)
15 years or Lnore
20
8%
19:02 To be eligib!.: fur the v~~·•uion pay as de tined in ArtiL'le 19:01, >tn employee 11111~1 b~ve
regular vacmion pay is paid in June;
Any VIIC:LiiOn l'~<IUC~I.'\ :11\el' Mai'Cil I" will b~ 011
il J'i1.,;L ~OillC fiL"'l SCI"YC hasis:
Employees will h~ allowed 1111 oppnl'lLLnit~ to withtll1lW LllOnics fl\1111 theil' accrued
V<l>:~lion pay six (6! Limes p~r yeal' llll a hi-moJtlhly lla.>is, U~'<lll L"<]Ue~l 10 llu~
Human
R~.~lllllt:~s d~pm·tm~m. l'll~s~ 1nani~.~
~~~L'<ILint
011 1he first
pa~
will be
c!eposit~cl
in
th~ emptuyec~
period following 1hi,o; request.
work~<.! on~ th<>usancl (1,000) hours in rn~ pr~viuus twelve (12) month period. Holldays
will cotmt :ts hours worked.
ARTICLE 211- BENEFI1'S
Failing such qualifying hLlurs, th~ i!lllployce will receive vacation pay equal to the
percentage cf gros.~ earnings as defined in 19:01.
19:03 If one of the paid holidays specH'ied in this Agreement is observed by the Company on a
LJOflllal working d~y (MomJay through Ft'iday) during un employee's v~cmion, hd~he
shall be emilled to ~11 exmt day of paid v:Lcation, at the discretion of the employee.
In the evem of normally scheduled ~ummer vacmian thi~ day will be a~~igned at the
b~ginnlng or end of the vacation p~riod;
20:01 The following benelils will be provided to all clisihle employees and thci1· dcp!llldanu;.
The cost of the benefit~ below, induding any and all premiums ~hall he p-~id one hundi'Cd
percenl (100%) by the employer:
I.
OH!P
2.
Se111i Private- Ma!i.hnum $200.00 f <.lay
Drug Plun- $2.t!O co-puy- no over coun1e1 · pru<.luct sd~~1ion
Drug Cov~ruge Enhancement. Coverage to induOe the following:
'·
Jnmv;mc
FlioriLHit
No employee shall be forced to usc mon: than one-w~ck vue~tion emill~ment during the
summer ~hutdown. The sum1ncr ~hutdow11 sh~H be the only p.:riod of time in thc year that
the Company m~y force the on~ week vw::atinn cnthlcmcnl to b~ taken.
19:04 Vac:LLlon pay in th~ c11sc of 1ermlnmion of employmenl will be pL'OVided on the busls of
percenmge of gross eamlngs in effect m poim ofterminmion.
All vucation puys will be on a separate p:~y stub through direct depu~il
19:05 Employees will tum in vacation requests by March 1st cadi ycat'. tf turned in by Man:h
lst, vacation requests will he gra111ed based on seniority within e~eh cl~ssil'ication:
The Company will post Ihe ~pprovcd v:1c~tion schedule by June lst of each ycnr.
The Company will n:asnnubly :md wilh<1Ut prejudice con~idcr :ill r~quc~t~ and they will
36
Estn>gcn
lonumin
4.
HcaL'in~ Aid~
- $50\J,OO every 36 lmlnths.
5. Blood Gtuco.>e Monitoring
Machine~-
one (I)
~very
6.
D~ntul- as current plun
7.
Vlsion • S200.00 cvcl'Y 2 yeors
Laser Surgery- $600 one time payment
37
four years
ll.
9.
Ou1 of Canada Covc:rug"'
Emergc:ncy Tr~vel As~is1ancc:
10.
Extended Health (as pet· current plan)
Conv:1lesccnt Hospim!
II.
Private Duty Nursing ($5,000.00 per calendar year)
12.
Ufe Jnsut·ancc:
2 X Annuul salary up to SlOO,()()O.OO
Minimum of$50,000.00
The above listt:d benefits will be hn.~ed on a n:imbursemelll piau.
Optional Life:
17. Survivot· Bendits:
$10,000.00 increments to $300.000.00 lll<~ximum
!3.
A. D. & D.:
2 X Annu~J suh.uy up to SlOO,OU(l.OO
Mluimum oi'$50,000.00
14.
Dt':peudanl Life:
Spouse
Child
• $10.000.00
. $5.000.00
The benefits in thi~ Artide lire pay01ble by the carrier reg:~rt.!less of paymenl~ thut may have b~en
made to ao employee under any statut~ry plans.
The benefit~ set out in this Arli~lc, and lhc cHgibility for such bcne!'its, sba!l !lnl be
clwnged or modil1od during the life of this Agreement except by negotiation and the
mutual agt"Cemont or !11c union •~nd the omploy~r.
15. R~lire~s Benefits will be providt':d to all eligible IJ::ti•·~..,~ ant.! dep~m.lmll~ dc:-J'ined us
spou.o;e. su,viving spouse und all dependant~ to the uge of 21 or 25 if still attending
full time scllOol (proof of schooling annu;~lly is to be proviLied) and to any uge if
physic<~lly .,,. tnentally ha11dic:•pped.
I 6.
spoust': (inciLnling Sunlvlng Spouse:) Health Cart': Rem:fil~ as o~ulinc bcl<)W:
u) Vision - utinh covemge: $200.00 evet)' 2 yean; plus eye ~xam; child cuverage
under IS years uld: $200.00 every year pitt.~ eye exams (lllit'rorll Hourly Ac1ive
pl:•n). Nu laser eye .~urgc:ry coverage.
b) Octnul- same basic ph•n services as active cmpluyccs (with 12 momh recall) aud
dentures @ 50% up m $1,200.00 maximum.
~~ Drug· $2,500.00 annual ma11imum l'or employee, .~pous~ and ~hild combiucd.
dJ Out of Pmvin~e Coverage- 60 d~ys
Rctin::c~;
For eligible employees who n:tire at age 60 with at least 20 years of service or any
combinatillJl thai reaches 80 points, the Company will provide to the n:tit'C~ and
38
8enet1t continumi(m l\1r th~ spouse und cligi\1le
in :•ccon.l~tlce with the r,,[]owing con<.lition.;:
t,kp~n<.knts
of u
dece~sed
employee
1) The cmpluycc
pus~c·, mvay prior hl rctiriJJ~.
lws i'ivc (5) yc,.r.~ \11' more Mscni<>rily.
JJ Covcr~:;c will he m:timain~d for a period 111' three (3) yc<~r., <'•I' the l'l.!lllUrri~:,:c ,,]
the spou.~c: whicbcvct' comes ilr.;t.
4) Dependt':nts will not hitve a tlm~e (3) yc:ut· limiwtiotl on coveragt': but, mus1
continue ~o meet the eligibility cl'iteria for dependents us deliut':d by the insm~r .
5) Benefits cover.1ge will include ull benefit.~ providet.! under the ugrc:emem with the
exception of S & A, LTD and dependent life insurunce.
2) The
cmpl<ly~c
Tl1c term eligible dcpcndanL> is to itlcludc ull dependants to tile age of 2! or 2:; if still
ancnding fUJI time school (proof uf schooli11g annually i~ to he provided) and to any age
if physically Ot' mcnt:11ly handicapped. This section will be added to the policy, including
deli nit ion of physic:ully and memally lmmilcappcd.
Wed...Jy lm.l~m~1i1y Insurance
Amount p:1yable. 6U% of w~ekly
~:lrtling.~
lU UJC
Coverage will b~ to~ fulh.Jw.~:
Accidents .....
AdmissiotttO huspiml .......................... .
Sickness... .
Duration .. .
nw~imum.
(Reuluve UJC capt
.. ........... P~yublc
............... Payublc
l~t
dlly
l~t d<~y
................................. Payable 71h day (calcnt.!ar day)
...... 17 weeks
39
In cuses wher<: ~ WS!B cluim is
denied, the Compa ny will pay Weekly
Indemnity
~ubject to an "ppropt•iute waiwr,
provhle d the employ ee meets the e!i~ibil
ity
re~uirements for weekly indemn
ity benetit.
6 Yew·s to Ill yew.., of ~euiority
• tlltee
employment intet·rupted.
benet'its,
(J)
months (ol!owiu~ the •n<\nth
20:03 Employees
Fot· tllOsc
t-.:turnin:~ from layoff wJ•o have
been ~•ttuve..J fn1111 the a~dw benditl
istin)ls
smtll be reinstatct.ltu all benetit~. FirM
one (I! to lift..:en (15) ..J:ty.• • cum:nt
mumh.
Fifteen (15) <.bys :•fter tu tli"!it of uc:d •nnnth.
employee~
who comim1c tu be dis\lbled uftcr the
c;.;pinllion ol their weekly
iluicmnity benefits, they ,,hall be eligible
t<l go on c;.;tcndcd disabiHty pl:m. EligibU
ily
r~:quin::mcms arc dctct·mitted
by the rc~rmetcd platJ, copic~ or the policy
will be given to
theUui nn.
F.xtended Disability Ben.:lits Plan with
the fe>llowing pro1·isions, effectiv e M;~y
l.~t.
b~lance of the month io which
such ~ickness or injury occur.~. \llld
twenty -four (24)
1111>ntlis thereafter from th.; last day wo•·ked
in the plant
Any employee currently on WSIB LMR
will be covered for all benet1ts listed
in Article
10 for twenty-four {14) months from
date of ratificution.
I !i'J6:
iJ
Employees shall be eligible for benefits
under tb~ plan upon exhau~tion of
Weekly lndetnn ity benefit:; or the ~essati
on or re<..luction ofW.S. I.B. benetit
s:
ii)
60% of earning s
iii!
Bcndit s under the Plan shul! J"un n(l/ong
cr thun age 65;
iv)
"Di~ability"
to
20'.04 lJ an !lmploy~~ i~ rcc~iving w~ekly
ind~tllnity, workers' corupcm;atiotl
or E.D.B., hc/l>Jre
und his/her· ~liglble dcpendllll!~ will be covered
fm· all bcneJit.~ li.~tud iu Article 20 for Ibe
If Utl employee i~ on weekly indcrnn
ity benctits OJ' WSlB life insuran ce coverag
e ~hull
continue regardless of his/her seniiJriry
swills up 10 two
muxim um nf $1,500.00;
(2)
Cor the purposes of the Plan
~hull be dei'irreJ
years.
Jn the
cv~m that ·~a cmployc~·s life
iusw";.lncc cov.::ragc is t~rmlmu.:..l, al'tcr
~ wai1•ct' of
pr-.::mhnn hus bcca appmvc d, the Cocnp~
ny wi!l notify U1e ~mployc~ iu
or..Jcr to ullow 1h~
em;1loyee tn upply fur an indivichcal poli..:y
in UL'COt~l~nce with L!re convcrsiou provi~ion~
found in til~ ~omract 1lf insunmce,
us totally di,;abled frotll
the employ~e·s own occupa tion f<1r !he
W<tiling period ( 17 weeks) ond ne~ttw
o (21
years of disubility; from rhen on tu
end of eligibility, tntully di,;nbled fJ"om
ac1y
OCCUIMion for which the employ ee is
reusonably fitted by educution, truining
or
exper·ieiJCe.
Any entp!O)'ee who
gt:t~
Uis4uodified from LMR and Uoes nul
app~J
the
Uc~isiou
in the
tim~ ullowed, will have their benefit
coverag e cease whea ~le time period
to appeal
cKp,res.
20.05 Bcw;J'ir Resolution
I.
20:02 Jn the event of layoff, all insuran
ce coveruge sh:tll be muint<<.ined fo1
th~ foHowiug
period~ with th.: exL-epciun of weekly
indemn ity insuran ces "'1d E.D.B.:
Le,;s thunun e year- Balunce of JllonJh;
Up 10 2 ycul"li seniority • one ( 1)
month following the month
intern•ptcd.
2
Yc~t·s
to 5 YC:.ti'S sctliOr ity. two (2)
intCI't"<•pled.
40
m<llllh~
~mpluymenl
Procgdur~
In the ew:ot u cluilll is denied and 1hc
Union disputes the d~ttial, !he employ
ee
.1hu!J sign u w:tiver l"ot·m allowing the
Uniou :urd the Cnmp•my the oprorlu nity
of
ree~iving ·ond reviewi ng ;~II docmlle
nt:ttion neceSS<try for ill~ prlljJel" cnnside
r:tlian
oftlred uim.
2.
The Uniun. Cump:illY aile.! the employ
ee sit:•! I ~'-'-OJle11tt~ Ill en ..;<ore tltm "II parties
are giwn full <.li~closure of ull fHCt~
:mU opilliiJns rclcv:~m w w1y cluim
for
bcndits .
3.
All
lilllowing the mnuth cmployn1cnt
cl~itus
t'or bellcJits shull be Sllbmitt.:d th!'ough
the Compuny.
41
4.
s.
In the event the cluim is UenieU, the Company ~hull
reque~t from the currier all
documentu tion upon which il relied upon in denying
the c!~im iltld to pt'OVide
copies of the snme to the Union.
21:02 il1e houn; of wot•k on <~two ~hiC! opet';Jlion will
Shift #2- 7:00a.m. 10 3:30p.m.
Shift #3- 3·.30 p.m. to 12:00 a.m.
If~~~ chlhtl cunnnt be rcwlved to th~ 5\tti~fadiOil of all p~tnic~.
the CmllP'.IIlY will
The I1UUL'S
arrat1ge for u medical exl!mination by a duly qualified
physician nr specialist und
shall ~ubmil any t-eporl received to the cu,·ri~r. with
u copy to the Un'u:m and th~
employee.
6.
7.
In tile evenl lhe eligibility for benefit~ cunm1t be re~olved.
lhe mailer n1:1y be
t'l!ferred to urbitrution in uccot\bnc e with the contntct.
The evidence of 1he Union
m the <~rbitrarion heming sh<~ll be limite(.! 10 thai ptuvided
w the Cu•np<~ny at lhe
time 11 fin:tl decision to deny benefits was mude,
prior 10 <~rbimuion. Ot'
documenta tion ubmined un(.icr subpoena from the c<~rriar.
In 1hc event th~ Union is ~uccessl'ul ut arbill'\llion, the Com1nmy
will instt\tCI the
caLTicr to pay in accordanc e with the 1ern1s nnd provisions
of the policy.
8.
The employee tllU~t he qualified under tlte terlll~ of the
policy.
9.
Any changes made by the Contpany 10 1he present
covewge"s :tfforded by the
policy may be subject to the :trbitnuion procedm-e.
b~ ~-~follows:
11f
work on
u tlu-ec shift upennion will be as folhlw.~:
Shi!'i #I- 11:00 p.u\.
Shift
w 7:00 u.m.
tt2 ·7:00a.m . to 3:00p.m.
Shit'i #) · 3:()0 p.m. to I l ;Ol) p.m.
21:0~
Employ~e~
wot•king on a one (l) amJ tWo (2) shift opet';JtioLl ,;hall
have a thirty (30)
minut~ unpaid lunch period. Employee s working
on Cljllipmem reljuiring
opet';Jtion shall have u twenty (20) minute puid Iundt break.
It is ltndcrstood that the opcriltion of a partial third shift does
nol constitute a fuH yo! shin
upcrmitln unlc~~ 25 employee;; arc required to woL'k.
21:04 Employees
~quested to WOL'k pdor to th~ staL'l of their
J-esular shift wHJ be paid al the
ovcrtitnc rutc applicable for <~II ~uch time worked PL'ior
to Ute regula!' startiug time ou
lheil· slti!h, provided they complete their regu!ru· shift unless 1he
employee is sent hom.:
by the Cllmpany during rh~ regullll' shifl.
21:05 1l1~re.~h~ll be two (2J ten (!OJ minu1e re.~t p~riud~
uu ~ .. ~~~ ~ltift.
21:06 The Company will not truMfer :Ul emplt>yee
to anotl1er
shift
10. Tile etupluycc llltd the Union agt-ec w co-opcnttc
with the Company in uny litigation
or o1hcr proceedin gs aguh,~t the lnsuL'Cr which 111ay
he taken llY the ComptLLly. The
employee and lhc Union ugt'Cc to fully discln~c uny
infcmnation necessary to <~~si~t
the company i11 any such pt-occcdings.
a three (3) &tift
on~~
the wurk
w~ek
ltao:
started, unle% mutually UJ:!reed upun by uil puL'ties.
21:07 There iha!l he a tive
(5) miLtUI~ ww;lt-up p~riod immediate ly pdot' to
the ~nd of the wurk
day.
ARTICL E22 ·PAID EDUCATION LEAVE
ARTICL R 21 ~HOURS OF WORK
21 ;Ol The nonmtl hours of wo!k for all employees
shaH be elght (8) hour.~ pel' d~y. the nonnal
wot·king wet:k shall be fol1Y (40) hours, Monday 10 Friduy,
inclusive.
42
22:01 1l1e Comp:tny ugrees to P"Y imo a special fund,
oue cem (1¢) per employee for all
compensatel.l hour~ for the purpose of providing
paid education leave. Soch paid
educmion leave will be fur the purpo.~e of ttpgrudin!lthe
employee' s skills in all aspects of
Tr~Je Union functio~s. Sueh motlies to be
paid on a ljU:trterly basis iow ~ trust fund
Cst<~bli~h~d by the N<~tionul Union, CAW,
und .l~ltl by th~ Coutp~llY to the Nationul
Off1c~ ut205 Pliiccr Cotll1, Willuwd~lc, Omurio
M2H 3H9.
43
to uuetld such cour~~s. will be gnuucd u k:uv.: ol'ul>.<.:nc~ without p:ty for twenty-one (21)
of cia.~~ time, plu~ tmvel titne where necessary. Said leave of absen~e to be
intennittetlt over a twelve ( 12) month period from the first <lay of leave, Employee~ on
!.lay~
~uch ietwe of absence will cotninue to nee rue seniority und benefits !.luring such leave,
ARTICLE 23
STANDARDS)
CONTINUOUS
IMPROVEMENT
(PRODUCTION
23:01 The Compuuy and the Union acknowl~dgc unci ugrec that cnminutlu~ impwvcm~nl in the
dliciency of pli.int op~r.1tioos is critical to the C<lmpetitiveness of the Company's products
and employees' jol> security. The Compttny Ulld the Uni,·lll will ih~ref,'t'C coop~t·mc in
implementing pr(ldnction ~;hunge~ und refinement~ thut itllprove efficiency.
The Comp;u1y will huve tl1<: t·ight, if it choos~s.
to est~blish
production stand~n:.l ..; fmm
w time,
which shall be cxprcs.5ed i11 ~landar!.l units per hour of produ•·tion and
comnmni~mcd to the Pl:ml Committee.
time
After a work sta.nd~rd js established under the approved proc<Xlure, methods and job
conditions, the standard will not be ch:mgcd unless the Comp~ny reclines a previous
mathematicul error or chauges the toob, equipment, methods, mmerial or de.~ign which
ju~tifie..< the revision of tile stand:ml.
Any such sHuldanJs shall he buse!.l upon opet'ations w; designed by the Company and
performe(,) by experience(] opcrutur.; (reflective of the w<Jrkplace) working under normal
conditions.
The introduction of new stun~w·~s o.n current or new w<Jrk into the facility will be
developed in line with gcncrully ucceptc(,) Industrial Engineering smndards. In event thm
there is u di>pttlC regarding the application of the I.E. staudmds to the .new work tl1cn the
While cmploy~e.~ are aw:nding or waiting to enter rehabililation progt·am~, they 111LIY
make <ipplication for Shon Term Disability BeneflL~ consistent with the provisions of
Atticlc 20:01 of the currem Collective Agt·ccmcm;
24.03 The Company will pruvi!.le time off with pay for u Union Rcprc.~clllativc (if l'l:qucste!.l by
~1.:: employee) to ll'ansport the cmploy~c to a treatment an!.l rchabilitmion facility for that
employee'~ initial visit;
24.04 The Comp~ny und the Union ugrc~ Ihut uddiction to gambling can cau~c the same type of
~ociul pt'Oblcm:; that :uc u:;sociuted with ~ubstuncc ~bttsc;
24.05 The purtics funh~r agt'CC, thut uddiction to gumbling Cull lc~d to set·ious medical
problems. Any employ~e :;uff~ring medical problems"" u resuh of mldictionto gambling
will be allowed 10 :tpply for S & A benelits. Eligibility and p:tymcnl lbt· S & A benelils
will b~ iu ~ccon.l~nce widt the pruvi~klils of Anick 20.01 of lite Cllllectivc Agreentent);
24.06 Tile Cllmpuny and tile Union agt'Ce that the pnJvisions llf Anicle 24 re!:anling suh.'ltance
ubttse will :tpply et1ually Ill employees suffel'ing from an addiction to g:uubliug.
ARTICLE 25 ·HEALTH & SAFETY
25.01 The Compu11y wiJJ make ad~quat~ pi'OI'isiou.,; for the $ali:ty and h~ulth of all cmploy~es.
25.02 The Company and Ihe Union jointly agree to promote memoures to ~urc ll1e health and
safety of a: I employee~.
25.03 The pat1b agree to set up u H~alth and Safety Committee ~ompri:;e!.l :tl! foii<Jws:
(i)
Thcr~ will be three (3) members n::pr~scnting wor!>cr~ ~clc~tcd by the Utlitm.
There will be three (3) members rcpt'CS~Ilting Mauagcmcm. The co-dtuirpersott
on each side will he considered included in the tlu'Ce (31 members.
CAW wlll be invited to review the utili~cd standurds and job while it is operation:tl.
ARTICLE 24- SUBSTANCE ABUSE
24.01 Subst;~nce ubuse is recogni;.ed
to
An1 disputes regarding shift rotations will be han!.lled by the worker members. At
110 time sh:tll an employee hold a position 11s :1 member of the Joilll Hc<dtb and
Saftty Com111ittee mt!.l Union rep ut the same time.
be a sel'ious medicul and social problem that cw1 affect
employees. The Compuny :md the Unio11 have a very strong intet'tst in encour.tging e:trly
treatment an~ assi~ting employees towmds full rehabilitation:
24.02 Tl1e Company :md the Uniotl will ~'Ontimte to provide a comprehensive appt'Oach towilt'lls
!.lealing with substnncc abuse un!.l its relmcd pt\lblems. The Compuny will continue to
rcfcr such employees Lo LI[J[Jroprialc counseling services or treatment :tnd t"ehabilitation
fueilitics.
44
(ii)
The Health Lln!.l Safety Commillee will huve two (2/ co-chairpersons, on~ ( IJ co-
cb~lt·per~>on elected or appointe(,) by the Union und one (!) ~pPOinted by
The cn-chairpcrwn t"eprcsenting wnrkct'S will be grwuc!.l
m~nugcmcm.
rcusnnahlc time m aucnd his/her hca!tll utld silfcty dutic~. Such time shall not be
rea~nnabl y.d.::nicd.
45
(iii)
(iv)
During ab~ences of the Union co...:hairpc;·son, the Company will reCojlniu tb~
alternme Un';on co-chairperson, selected by the Union. The altermtte mt•~t be a
mentbet' of the Joint Health and Sufety Committee.
The CumpUtly wiJJ lltTangc fill' ncccs.~ary training fur the ~n-<.:bairpcroon ;111d the
nhcmate cQ-ehairpcr.~on within si,; (6) month~ of si~nitlg this asn:emcm. Upon
6.
25.05 Safely Glasses
,,
successful eotllpletion of !ruining, the new eommiuce·sha!l replace the c,;isting
members representing the employees.
(v)
Participate in the analysis of othet· matte!'~ relutin,!; to hel.llth und s-.~rety con~-ern~
as the Health ami Safety Comminee may de~i<.le;
With respect to regular safety gl:t!lscs, the Company agrees to pay fot· the Jirst
pair, after which the employee is responsible. However, the Company will replace
lenses that are danJuged throu&h occupational usc at no charge. Management will
Two {2) ~hifz oper.tlion there will be three (3) m~mber.<. Thre~ (:\) .lhift opermion
there will be three (3) members.
~ppro~~ l~n.ll'eplucement.
Will:
25.04 In uddition to the duties irnpuscd und~r the Occupmional Health und Sufety /\ct. the
commiuct: shull he responsible for the following:
I.
Th~
2.
Rcceiv~
promothm of compliance with applicabk legi>laliOII',
25.1J6
and
inv~stigutc
complaints in a timely manner and prepare
Sa1'~1y Sho~~
llc.·c,;~ury
repons;
3.
ll!sp~ct to prescription s;~fety ~;hsses, the Comp:wy will puy one hum.Jred
umJ fifty dollurs ($150,00) ev~ry two (2) years upon receiving proper receipts.
The Compail)'
The investigation of accidents where a worker is f:unlly or critically injured ur
work, the co-chuirper.;nns or in their absence anothet' member of the Heulth und
Sufety Committee as designated by each purty. Upon the direction of t11e Health
and Safety Committee a member will also investigate other wor~placc uccidems
involving pcrsomtl injuries or the potentiuJ for the same, indutling those thut may
U;ll'W.l II! provide a Sa!i!ty Shuc Ailuwauc"
t'ive dollars ($!25.00) tor approved S(l{ety footwear, for
seniority ami two huudred and fil'ty dollars ($250) for
leadhands wtd weld technidan employees with seniority
of one hundn~d ami twcmyproduction employees with
skill~d ll'ildes, Die seuers,
and who are active on t.he
schetlule. U1llln return to uctive status, employee~ shall receive the a!lowan~e. New hires
sh~ll receive the allowance on the first purchase of ~hoes when tlley have completed their
probationary p~riod u11d not on August I" in tbcir tlt'.<t yeur of work.
lead to industrial disease claim.~;
Each empl11yec's c:llitlem~m is payable Augu~t J~ or each year.
4.
5.
The co-chairpel'l;Otl or designuted m~mbcr of the Heallh and Safety CommiUcc
will assisllaccnnlpany a Ministry of Lubour inspector duritlg acddem
investigulion~ or plnnt in~pectiontour~;
The
ma~ing
of
recommendation~
with re~pecl to eJ'gonomic progmn1s, ne~es~ary
with 1he relocation of madtinery or the introdttction of
new nmchincry Ot' major changes in processes giving ri>e to h~ahh wuJ saf~ty
eon~'Cm~. induding dL<cu.~oion~ 011 the PDA 's and mher crgllllomic rd~tcd i.~suc.1.
safety
meaoure~ :~ssoc:inte<.l
Thc.~e tliscussiom; will include the partlciputinn under the duties of the B~ndit
Repre~entut'tvc:
46
25.07 Th~ Comp:u;y agn~c~ tt• pay :til ~'Osls l'o•· CPR :u;d first Aid Truiniug- ~u lost t11n~ will
be paid at slr;:ighttime.
25,0~ TI1e Company ugree.1 tu establi~h the fuilelWiilg ~ommittees 1u '"e~t i11 Muy of e(<e'h
y~:u·
H~at Stress withiu the phllll. The commiuee will CUilSi.lt of the Hum:ul
Resuurce Ma~ager, Union Pl:mt Chai;·pet"SUII :mtl the S:1fety Co·Cimir t'epre~ttllin!; lhe
wot·kcrs. Til~ Comp;111y will maintain !11~ f(lllS in good wot'king o;'d~r.
to address
25.09 Protective dc•ic"s and oth~r equipmelll decm~d neces~at'Y to protm employ<!<:s from
disea:;e ~nd injury will be suppli~d by the Company at no cost w the employee with the
47
exception of presct'iption safety ::las~es and safety
~hoes.
25.10 The co-chair of the Health umJ Sufety committ
ee w'tll be L"CH!ined on
26:02 The Unio1: and the Compl!IIJ recognize that
~e~ual rad:tl or vioknt barassn>ent is
and de~tru~tive behaviour agJitl~J otl1t:~ thut ct111 lwl'e
i.levaswting elfects.
i.l~ty ~hift.
11)
25.1 I The Comp~my will ensure thai rcgurdlc.~s of
any chungcs w tile ~omposhion of the I lcalth
uni.l Sufery Commincc, :til worker members will
httVC the ccrtificufton tntining <>I th<:
Company's expense within .~ix months of the change
or elections.
Sexu~l il~r•.smem
is ~uy unw~n!=d Ull~llli~n ol' a se.wal n:!IUI"l:: ~~~~11
u; rem;or);; ;tl><lut
or J~n;011"l lili:, offen;i•e writtert Ol' visn"l nction~
like gral'lili ~r do:g.radin~
piclttr~~. tlhy•kal com~~t of "uy kiml, o1·
:«:r.uul d~mund~:
appeara.<~e
25.12 The Compuny will t'llcognize a minute or sil<::nce
ut 11:00 u.m. on April 28th or euch year
to remember employees futully injut-ed in workplac
e accidenK
25.13 In the even! llmt 01e Onlurio Occllputiotml
Health & Safety Act and Reg,olutions for
lndustri:~l Eswb!ishment.~ dated Novemb
er, 1992 is llmendei.l to delete or chllnge Plln V,
(Right to Refuse or to Stop Work Where Health
or Safety in Danger), Chapter O.l, Section
43, the Company und the Union agree that
the Collective Agreement will be 1\lnended
forthwith to provide ~J/ the partie.~ and employee.~
1hc rights, pl'o!Cctiun and responsibilities
of the present Act, Section43;
b)
Ra~:ial hur..,;~m~nl i~ any III.'Liun, whcth~r
verbal uo' phy.<kul that cKp<'-'S>~'!; 01 pi'UIIIUtCS l';~<,:iul
hat<eU in the wurkpla~e .lueh u& racial ~lurs, wriuen ur
visually ofli:11.1ive actions, jokes or
Other llllWUIUeJ ~Unllllc:lll,< Ol' ~~IS;
c)
Violent ~anm;mcnt includes any form of aucmpto:d, thn:atcneU
, n~tuuJ ~ondu~L ur pl>ysicaJ
force of a person/ employee thut causes or i~ likely
10 cause. i11jury, and illcluoks any
threatening ¥i:ltcmenr or behaviour thut gives illl ~n>ployce
reasonable cause tu believe tll:l.t
the Cillploycc ism risk ufi•tiury.
H:~~·a~melll
2.
3.
4.
'·
The Comp~ny
ann gulll~ls;
is in 110 wuy 10 be cuttwuell as
prop~rly Uiscllat·gell supcrvisvry
inclulling tile U~lcg~tion t>f work ussigulliC<H.<,
the a.•;scs.~mcnt vf
t.li:;ciplluc ' I' any C<>mlttct that !lues um uni.lcnuinc the
i.liguity oi' tit.: indil'iJu;il.
25.14 Clothing
I.
~ ~rud
rcsrxm.~ihilitic.<,
ugn~es
to provid<:: work
glove~.
impact
resist:~nl
gloves,
w~Jding
lutts aud
In adllition the Contpuny will pmville, whe1'e reqt1ired,
:.prcms;
1l1e Ct.Hnpany to provide five (5) set~ of cove"tlls
or sllop co:tls. whichever the en1pluye~
choos<::S. where l'el[Uired. The Cump;u>y is l'esponsib
le for the ltmndering;
Upon t'Cqttcsl of the Mig WdUcrs. Welt.! Technici
ans. Tool Ma~er.~. Millwrights,
Electricians uni.l Die Sctt~rs will be u.<sign~d co!l(lJl
ovcm!Js. All fC{jUe.<tS me lu he umdc
in wl'iting to the Hunmn Rc.~ourcc~ Dcpattmcm:
The ConlpMy ugrce.~ to pi'Ovidc wintct· couts 10
~mployce.~ who urc rcquir~d to work
outside. The Company is r~sponsih!c J'or the launderin
g.
.26:03 Filing u Compluim
II' any employee hcllcvc& th:11 th~y h~vc b~cn huras.wd
undi<Jt' di~~riminmci.l nguinst u11
the husis tlf auy prohihiled grnund~ or di.<cl'ilnin;uiou,
there nt'l: .o;p~cific actions thnt muy
be !liken tO pul u stop lu it
First, requc~t a swp of the unw;uned bdrJviour,
Inform the intlividuul thut is lluing the uJiegeU 11aras:;ing
or the Uiscriminuling
agnimt you thm the behaviour is unwameo.l ani.l uowelcum
c.
It is ui.lvi.~able tO i.lm:umcnr the C\'Cill!;
cctmplcu: with timc..o;, d~te.o;, hx:·.11iun,
witucssc,; ~ml i.lctails. Howcvcr, it i~ ulsu uni.lcnauo
i.ILhat son1e victims of tlila:rimination
or harus~mcm ure n!lucturK 10 confroiJlthcir llllcgcd
hat1JSSCf ol' they may fear t'l:p!isuls
Ji'Om the alleged hur~sscr, J~.-k oJ'suppcm !'rom thci•·
fellow employee or disbelief hy their
supervisor.
In ull instun~"l::s, lhe incidetlt .llmttld he ht'Ouglti
'''the uuen1i0n <11' Humun R~.10uo-.:e~
anU/u•· Supcrvis<.>r mJi.llor your U11i<.>n Rept'l::.¢tltuLive.
ARTIC LE 26- NO OISCRIMINATIONIHARASS
MF:NT
26:01 The Cmnpany and the Union ugree that
there ~h~ll be no discrimin<Otion, intett'e,-ence,
<'estt·iction or coercion e~ercisei.l or practised with
respec1 to any employee by rea~on of
uge tiS tic fined in !he I luntnn Rights Coi.l~.ll\~ritul
stmos. sex. mce, erect!, colour, nutional
origiu, prlliticn! or religious aftilinlinn, handi.-.tp
;Ls detincd in the Hm11an Righrs Code,
sexuul oricmation not· hy t'tlason of Union lllCillhers
hip or pnsi>ion of Ihe Union.
26:04
lnve~tilllltion
Upon receipt ~f the compl:linttlt:ot is b:c~~u on "prohibi
ted gru1111tl, 111e Hun tun Rc~uurc~::s
Rcpr~scnt:o!iw/ Sup~rvisuti Uniull
Rcpr.:s~111~1ivc contuct~i.l will immcdiu
tcly illform the
Union c1r Ct)lllJl"llY Har;c~smcm Cun11nincc Rcpn:.~~nt
·o~tivt
48
49
Tog~thet the Human
R~soorce5 Representative
andfor Supervisor antlJor· Union
Representative will thcrl intervi
ew the employee and advi~e
the employee if !be
complaint can be resolved immed
iutely or if rhc complairu .o;llould
be fornmUy $ubmittcd
to rhe Hurussmenl Comm iuee
comprised of the Director. Huma
n Re.~ources and CAW
National Rcpn:scnturive, Euch parry
.~hall appoint an ud(.]itional
representative 10 01~.1ist
with the investigation. In the event
of a complaint involving sexual
humosmcnt. rhe
invc.•llgation cormniuce, if pos.•ib
lc. will be comprisco.l of at Jcasr one
(I) female for each
p!rty
26:05
A J'cmnul invesrigmion of the compl
uim will then begin. It may incluo.l
e intcrv kwing rhc
alleged hara~set·, wiLrteS$CS and
other person.~ uumeo.l in the compl
ain!. Any r't!luted
d~;~cumerll~ ruuy al~o be r<:view
ed.
Re~ohJtiorl
Jf a joint
inve~tigation confinn~
rhat
haru.~smem
Th~ Compmry will ul!ow th~
~mployee Utld the counsellor·
to meet for a J't!~sonable period
of time, witltout /0.1~ of p:~y, to
dll'.l! with the simution, provide(.]
permis~ion from the
supervisor ls obtained.
Di~cn:tion
Liismprion
Comp~ny agree> thul the
Union will post notkc.~. iu muru.,
lly ugrceoJ Juc~Lii<ms, ro
raise uwurc11c.'>s regarding the i~suc
of violence towurds women.
ART ICLE 27- EMP LOY EE ASSI
27.01 Tbe
pur!i~s
dealing with
STANCE PRO GRA M
L't!COgni:.<e the need to es!ubli.1h
a support system to ~~~sisl emplo
y~es in
problems, whicJ1 m;Ly uffe<:t their
performance in the workplace.
per-.on~l
The parties will co-opel'llle to
ensure rtr.nt employee.\ ill nee(.]
of coun~eUing wHI be
L'cfcrn:(.] tO 1111 E.A.P. counsellor U.l
agreed upon.
50
NCE
th~
yee is ~erll home by rhe Company
or is sent to 'Jil out~ide l1ospital
wLd u tloctor at such hospitul or
the employee's own
Uoclor cenifi~ that the emplo~
sl10uld not n:tum ro work. The Comp
lllly will pruvitle
trnnsportation, for ~ucb injured
employee und the first :rio.! penion
will accompuny the
injured employee to :onuvailublc
fudlit y for treatment.
26:06 Tills urridc
26.08 The
to en~oro both confiU~minlily an(.]
minim<~!
21S:OJ Au employee i11jur~(.] orr the
job ,;h;rll be p;.lid J'or Lhc b:rlunc~
M ]lis/her sl1ift orr whiclr
injtrry otcurr"t:d if, u~ ~ r.:suh of such
injury, the emplo
taken{() put :mend to the htU"J.~
sment. The Comp My will take
:tppropriate uctionuguin~t
unyonc found in violurion of the
I lum:rn Rights Code. up to utxl includ
'rng termination of
cmploymem
Even though the~ conunenr~ or
action~ may not be cover"J
:d by anide 26, the partie,-;
agree to ~:oopenrte 10 the extent neces.
~ury to provide \1 haru.1sment
free work place,
partio:.~
tl1e workph1cc.
ARTICLE 28 -INJ URY ALLOWA
hw; occurTell, i!llrnediate action
will be
i~ not iutended to n:stric
t any emplo yee's righr under the
Omario Htrmuu
Righrs Code nor restrict Mun~gcnu::n(
~ right 10 tukc uppropri~tc
di~ciplinary uctjon.
26.07 The parties agree: rn coope
rate 10 the extent ncccs.la!'y 10 pro
ville a hurus.~rncnt fn::c
workpl01c:C reg~cdlng improper C:Oint
nents or actions that me demeaning
und degr.u:!ing to
empiDyee~.
will be cx:cn:iseo.l by all
l~;~
28.02 There may be :imcs wh~n
cmp/oyc~s may be re~tiving
nLedicaltreauncnr, urlo.l the time ir
tak~s to admitrlsret' such rreaun
etu could extend beyond U1e employ
ee.~ regular shit).
Employee's making u claim for udditio
tLa) ~tr;.rlghttirnc puy for time spent
in il treuunent
J'ucility will ber't!viewed by the Con1p
any aud rhe Union on an individual
basis.
ARTICLE 29- TECHNOLOGICAL
2~.01
CHANGE
When tl1e Cotnpuny is consir.leo•ing
til~ inln.lr.lU~!ion L>f t~cl11\ulu~j~,
o( clmnge al'li.>t:ting
of tire bucguining unit. 111c Uniou
~hull be notified anr.l k~p1
up·to-o.latc u.~ new
dcvc!lrpn,cms ;u·i~e :md moUifi~<rtio
ns urc made.
The CllUJp:rrry will ~ominuc Hl involv
e the members of lh~ Bargaining
ComnJiUc~ und
!larguining urlit employ~cs as selecte
d by rhc Company b~~ed on their
koJow!cdge ~nd
c~pcricn~c i11 new Jli'OducL
Juundl mcclitLgs, meetings about
lhc irur'Oiluction of new
equipment arlt pi'OL~S~es OL' com~
mpMed clulllges in the t.:chuo
/ogy used to produce
e~i~ting prodlrcl.
At the r-eque~t of the Union, ~1e
Cornpany will meet, uot more ofren
!llUn each six
rnonth~. 10 dbcu.1s rhe Comp
any's plans and etl'oo'£1; with respec
t to technolo~ical
ch01nge. At .~uc!1 meerin:; the Cornp
auy will, frorn lime to time, invite
represem;.rtives
from it's cngiP.ccring fu,lclions
u.l uppropriutc lu .~hui'l: information
on their present
pr-ojcc1s vr· [ullll'l: ter;hnnlog.ic;~l dcvclu
pm~m.~. lt i.-; Clllllcmpt,ucd
that uucoLr.lccs "I the
1ncctiug will di.-;cuss subject~ .>uch us new
tCcllnology, research, irnprovcmcn
rs in
~urrcnr pmccss~s. "nr.l ~ha<rg
cs uuo.l~r curr~n! con~id~,·ation
, new pmjco!s and up,lar~
s
m~mbcrs
51
on currem pruj~cts. AI ..;uch n1~~1iug
s it would b~ UJ>J>I'Oprial~ 10
di.<~uss JlUienli:ll
in1pact 011 the m~mbers of the bargaining
Unit arising from .~uch techt\ologkul clmng~.
The Company agrees 10 provide for continu
ing consuUutiotl and co-oper~llon with
the
Union in respect ro relocation and/01'
retmining of employees whu arc di.~place
!.l us a
result of the intt'O!.luction of new technol
ogy or modification of ClC:i.~ting equipm
ent.
ARTI CLE 30 • CONTINUING EDUC
ATION
30:01 Emplo~es wilh one (I) or more
year~ of .o;eniorily, who des in: 10
further Lh~ir educadon
may make illl applicution to lhi!t Pen;onn
el DeJ)'.Itlmenl.
Approv.,J for such change
(i)
(ii)
(iii)
.~11~11
be comJitiunal on Ihe following:
cduc~Linn
cuLir.-.: name.
pmgrum within Jive (5)
Employee fiuds someone lo switch shifcs
only on d11yo; of course, who is iu the
perfurming similar wurk and who i.~ willing
and able;
~ume cl;~ssifkuLion,
{iv)
Thut no more thun five percent (5%J ufthe
tutu! active emplo}ee~ will be 'Jilowed
to cxcrds c the abo~c dausc at tltc same
time;
(v)
If an employee fail~ to uctcnd, di~comi
nt1es the course they arc enrolle
d in, the
said employee wHJ not he ublc Lo exercis
e this cJuu~c for a period of one (I) )'cur.
The employee mu~l be r~quired to ullend
<:Jigible fOI'Ihj~ m'l'!illg,.llllCIII.
~chonl
31- TUITION 11'EES AND ROOKS
3l.OJ Tl1e Cumpatty recogniz~s the
importance of conti11uing e!.lucutiun.
and eucourages
entployees to punicipate and investig
ate job-relate!.l furthenmce of thOlre
skills.
Employees ilrc invited to '4ppwuch managc
ntell[ regan..ling courses uf this nuhJre;
aU
t•cquests sh.1ll be consi!.lered and will 1101
be onrcusomiJiy !.lenied. Programs appmv
cd in
writing will be Nimburlil:d by Lb.: Compa
ny, 10 include all ncc.:ssary book!; and
tuition
f~.ta~. upon ~uccc~~fuJ completion.
hi~ undemoo!.l und agreed that reimbur
sem~nt for uny
.:mpiDJII!C PJI'~u:.mlLo Lbb Atticlc will nO!
c.-::cccd $1.000.00 in uny one (I) cul.:nll~
r year.
IL is Ulider.-ILOOd lhut this provision i~
nol ~pplicable !0 CPR wtd to Ana Aid
training
courses.
ARTICLE 32- NEW EMPLOYEE ORIE
NTATION
Thirty (30) calcnd11r !.luys prior 11oticc
in writing ~lat'1ng:
cducmillnal t:1<.·iliry. SL<ll'ling d;1rc 1111d dur;,riu1
1 of CIIUI"SC;
Employee p1ovidcs evidence or accepta
nce to
days of the .~lmt of their cOIII"!iC;
ARTICLI:o~
ul Jeusl two (2)
d~ys
per
we~k
Employees wlw uttend ci:J~.~ one (I) day
per week will only be ullowt:d 10 change
fur the dny on which their cluss occurs.
10 he
shifl~
32:0 I The Cumpu1:y <~gr~es w UL''JU~in
l new euiployccs with Ill~ fad that
·~ ~ollcccive agn:eniCnt
is in effect and with lhe CDil!JiLions uf
clllploymclll oct uut in the uniclcs dculin::.
wil11
Uuioo security and dues chl-ck on: A
new employ~e shall be advised of the
name and
loc~tion of lis/her Uaion reprcs~u
turiv.: and shall be provided
with a copy of Lhe
collective agreement. Whenever th~ Union
repi'C.>entutivc is employed in the same
wol'l.;:
are~ as the n~w employee, Lhe
employe~'• immedime supe1·v
i,;or wiU introduce him/her tn
his/her Union represenlativ<:.
Upon ;,naiulng seniority Sll.IIU>, 1.111 employ
ee will be given Len (10) minutes off the
job for
an orientmion meeting wiLl\ the Chahpe
rson unless dte entployee is orienteJ in
m"ss ut
the time of hilc ut whkh rime a Uniun represe
ntative will be prescnl to pwvidc tltc llbovc
infot·mation.
Aln'J CLE 33- EMJ'LOYEE CALL· IN
PROCEDURE
33.01 The Comp~ny will im;lull u "'llUJ'Ul<
: (KELCOM) L~kphone line (519) 973-45
63 wi1h an
wl>weJing m~dli11<: for :~II employee~
to rep1m tlteir <tb.-;ence 10 the H111mm
R<=OO!Ir.:~s
Depanment, ~s soon us pos~ible, bJJL 110
Jarcr thun one-h<J!f (112) hour prio1· 10
111e SI<Jfl of
their r<:spective ~hit't. Employees using Lhi$
proceJJtll'e will re.:.:ive u confirmation nunlher
.
52
53
ARTICI .. E 34 ·WAGE SHEET AND SHIFT PREMIUM
CJ.ASSIFICATION
CURIUl:NT
3401
CLASSU'ICATION
CURRENT
April 30,
April30,
Apri130,
20117
2008
2009
El<!elrician Leud Haod
Jndu~ll'ial
Generdl Labour
20.85
20.95
21.05
2l.JS
Production Lead Hllnd
22.85
22.95
23.05
23.15
Ufl Truck (Production)
21.85
21.95
22.05
22.! s
Lill Truck {Yurd)
21.85
21.95
22.05
22.15
Lirt T•·uck (Shipping)
21.85
21.\15
22.05
22.15
Truck Drive f Stake
21.60
21.70
21.80
21.90
Die Sct/Matcriul HundlcJ'
23.85
23.95
24.05
24.15
Junitor
20.85
20.95
21.05
21.15
swccpct·
21.35
21.45
21.55
21.65
Q.A. Inspector
21.85
21.95
22.05
22.15
Q.A.I.aO
21.85
21.95
22.05
22.15
Dock Auditor
21.35
:21.45
21.55
21.65
Mig Weld Repuir
21.35
21.45
21.55
21.65
Weld Tcdmkian
25.15
25.25
25.35
25.45
Weld Tech Lead Hund
26.15
26.25
26.35
26.45
Tool Room
29.76
29.86
2\1.96
30.06
Tool Room Lead Hand
30.76
30.1:!6
30.96
31.06
Millwright
29.76
29.86
29.96
30.06
Millwright Lc::.d Hand
30.76
30.!16
30.96
31.06
Elttlriciun
29.76
29.86
29.96
30.06
54
Lift Truck Meclwnic
Tool Crib
S~t
Up Opciutor
w~Jll o~~lrucl
30.76
Aprii3U,
April30,
Aprii3U,
2007
2008
2009
30.86
30.96
31.06
26.75
26.85
26.95
27.05
2!.35
21.45
21.55
21.65
22.60
22.70
22.80
22.90
21.35
21.95
22.05
22.15
NOTE:
Sp~ci:•llm:rcn•clll
ul' 50~ r,,. WdJ
Dcsm•~t Op~•·a1ur
LEAUERS RA'J'Il.
SJ.[J[J udo.litionul uv~r "'"'" th~y .,,., leuding.
SHIFT PREMIUM
Af1~rnoons, employ~~s shull be paid an off >hin
pr~mium of 45¢ per hour. On
Midnights, employee shall be un off shift premium ot' 55¢ p~r hoUI',
On
Such pn!mium shall be included in the hot1rly rate J'or the ~alcululinn
orovenintc.
Such
pt~:miums
comp.:n~uted
sh11ll be added to th~
hours t!lc~pl vu~ution puy.
START RATE
PROBATIONARY RATE
12 MONTH RATE
cmploy~c·s
regular hourly rule of puy ro,· ul!
SJ.IIO LESS TI~AN FULL RATE
HOlt LESS FULL TIME RATE
FULL RATE
34.02 Cusl of Living AUuwanc~
In udditinn to th~ wugc rates of c:tch ,-;cnlorlty employ~:<::, and subjc~L
10 the conditions
und provioious ~cl fonh herein, u Coot of Living Allow;mcc (C.O.J...A)
shu!l be puid to
55
ench employee based on the followillj;:
~)
The b~sis for determining the amount of the COLA shull be the Consumer Price Index
published by Smtistics Cl\nada (Total CPI- all items), 1992 = 100, hereinafte1· referred
Februa1·y 2008
Man.:h
200~
w us th.:: Cons~mer Pri~e lmlex (CPI),
Ap1·il
2003
b) The
bu~e
tigtn'C ~hull be the CPI for April 2007
c) The COI.A Cllkulmions shall be based
{If\
the point dmngc between the
rc.;p~~tlvc
May
200~
d) The COLA Will be paid for all hours wol'l::cct and (or ~!I how.,; whi~h an cmp!(lycc
Jtme
2008
receives fOJ' holiday pay, ~ull in pay, vucution puy. jury duty and bcrcavcmcntlcuvc.
July
2008
Quarterly CPI
Averag~
and the Base 11gure.
e) Should there be any revisions of the CoJt~umer Price Index publi~hed by Statistics
Cuuada (1992=100) othe1· thau periodic changes in the mix or weighing llf items
m;~king
m~nner
up the Consumer Price Index, the Union um.l the Comp~ny will negotiate the
in which the revised index will apply 10 til~ Cost of Uving Allowance.
August
September
"""
October
2008
Novcmbc.r
December
2008
JanUUI'Y
2009
2!){)8
However. in no event will the revised index generate less than that which would h:.ve
t)
been generated under the 1992=100 Stuti~tics Canada Index.
No 11dj~stmcnt rctwactive or o!herwi.•e shu II be made due to nny revision which ntliY be
made in the published Statistics Canada CPl.
g) The Company will provide the Union with \he hours used in the COLA calculation or
2(109
F~bruury
each employee,
h) COLA shall be cotnpuled quarterly in accordance with (d) above and paid as :1 lump
sum pllyment in accordance with th~ fCIIIowing ~chedt1le, on the I" pay period
2008
Mat'l:h
2009
April
20U!:l
May
20()!:)
following the publishin~: of the index.
i)
A one cent increase in the COLA sh;tll become payable for euch 0.12
Quarterly CPI average over the
April 2007 - B:1sc figure
B;~~c
figtii'C roundcll to the nearest cent.
increw;~
in the
June
200!:)
July
20C9
May 2007
August 2009
Scptcmb<;l' :200~
June 2007
October
2009
Nov~mber
200\1
o~~-embel'
200\1
.lanullry
2010
C.O.L.A. Quarterly adjusuncnt schedule
July 2007
August2007
Sept~mber 2007
October 2007
November 2007
Dcc~mbc!'
2007
Janum·y 2008
56
F~brultry
2ill0
Ma!'Ch
20!0
April
20!0
57
COLA FLOAT
The cun-ent C.O.LA. Float of Muy 2007 C.O.L.A. hit will continue to be paid U!; per
Collective Agreement plus oil C.O.L.A. hits gencmted under the New Collective
3l!:02 The Company shall nul call ot' autiJoJ'ize or thr=aten to call or authorize an unhtwfol lock
out and no offi~er, official, or agent of the Company s.hall counsel, procure, suppon or
encourage un unlawful lockout OJ' tlu-eatcn an unlawful lockout.
Agreement
ARTICLE 35 ·LOCKERS
3S:03 For ill~ purpos~ of ttli~ Artide, "strike~" and "lockout~" arc uo dcJiacd lot the Ontario
Labour Relations Act.
35:01 Th~ Cotnpany ugt·cc:; h1 pmvidc adequate lockers w all empl()ycc~ within three (3)
months of ratification or when an employee reaches hi~lher seniority. Such lockers shall
b.:: assigned :mel plm~ed in :m::llS designutecl by lite etnployeo·.
ARTICLE 39 ·SKILLED TRADE SU!•PLEMENTARY AGREEMENT
1.
ARTICLE 36 ·BULLETIN BOARDS
36:0) The Company will pmvi!le four {4) bulletin bomtls, gluss·enclosci.l ;tni.l locked, in both
luncll rooms and by the punch-clock, !'or ttsc by the Union in posting notices of Union
activities. Such notices must be signed by the pt'Opet· oniccr of th~ Union and mu.>l be
submilled to the Human Resources Managet· of the Company for approval pt'iOt' to being
po~led.
Skilki.ltt'ui.les i.lepanment fur the purpose uf litis agreement, ~h~ll me:lll the tool :ond die
U~p:mm~m. the tmtintenunce u~purtment, and electrical Uepw1met1t, inL'luding ull
cununon!y recugniu!l uppn:mtice related mille.>.
2.
Seniority in the skillci.ltrai.lcs i.lcputtmcms sh;oll be by nun-imerchungcuble occupations of
u·adcs within u dcpuruncm Ol' group of depanmetlts. Seniority lis~~ shall be by basic tmdc.
).
S~niority
uf journcymen/wom~n and uppremices in the skilled trades dcJMtmcnt shall
of entry imu such depat•tmeou.
b~gin i.ll! of date
Pruch1~1iun workers will JIUI curry seniutity intu the skilkd li'itdes u~cuputiull> :om.l the
skilled tra.Jes worker.> will not cal1'.1' seniority imo pruduetiun depanmeolls after signing
ARTICLE 37 ~ COPJES OF THE CONTRACT
37.0.1 All lcttcrR of um.lct·smnding will funn purt of the Ct.>llcetivc Agreement ex~cpt :~s
otbctwis~ noted on the .~pccitic l~ttCJ·. The Union will pmvii.lc :til t>arg:~lning unit
employees pocket si~e copies of the Cnllectivc Agreement a~ well as twenty (20) copies
tn the National Union within three (3) months ofratilic:tlion to he printed in u Unhm ,;hop
of agr~ement with ex~~ption of appr~ntices in :t~cur.Juuee with Attid~ II of the
Cullceti\'ll Agr~emcnt.
5.
10 hc puid J'or hy the Compuny.
"'
ARTICLE 38. NO STRIKES OR LOCKOUTS
,,
38:01 Tl1e Union will nut cause or permit its members to cause, nor will any member of the
Union tuke part in uny sit down, stuy in, o•· ~low down in any plant of the Co111puny, ur
uny eurtuilmcnt of work ot· rcMriction of 01' interference with pt'Oduction of the Comp:my.
The Union will nnt cause 01· ~;mction its [1lcmbcrs to c:tu.1c, nut' will <my member of the
Union take purl in any stdkc nt' stoppugc of ~ny or the Company's opcrutions or picket
any o!' the Company's plants or pn~mi.1cs during thc term of this ugrccmcnt.
58
The
o.
1~1'111 "Jotu·n~yman/wom:ul"
as
us~d
in this
agn.:~mcnt, ~hallmc:lll
auy pcrstlll.
Who prc~cntly ht>ld~ ujoum~yman/woman clas.~ifi~ution in the plwn int.h" skilled
trades·
Who 'has served a bona Jide appremiceship ;tnd b:ts a ~ertificate, which
sub.~tanliates hislher claim uf such servi~e. OTAB Cettified Appn:ntice Prugmm;
Who h:ts hall eight yems of pr~ctical experience and c:m prove s:tme with proper
affidavit";. The Comp;my will recognize the possession of the CAW/UAW
Juurncynmn/wum:m C:trd us pruuf of ~uulit1catiuns.
Any fut1hco· employment in th~ skill~d 1radcs o ..'Cupulions in this plum, ulkr si!:ning or
this agt·ccmcnt., shull b~ lilllitcd 10 j<lumcymcn/wom~tl unci uppnmticcs.
59
I]. ul"ng with tho: IHLillC~ or lite employee~ shall be i"Cillittcd I~ lite rinulll:i:•l S.:cr~l:try ol
7.
..
Whenever the
tltc Ll.lcal Union.
.~killed trade.~ oc~uputions ur~
required w increase their furce l;le~attse uf
product chunge, model chmtge, plant re-urntngemem or nmiomtl emet·gency, and
journeymeufwomen me 1101 ttvailable, (I d1angeuver employee agreemelll nmy be
negotiated. Such agr.x:mcnt shall fully prute<.:t tho equity ot' tltc skilled
journcymnn!womun :tnd pmvidc dmt the chnngoovcr cmpluycc shall nut accumnlmc
seniority Ot' pcnnancnt status in the skilled department but shall accumulate seniority in
his/her production department.
h•rtlt~ put·pu~ of overtime in Skilled Tnu.lcs, the folltlWing procedure will upply:
I
When the plum i~ running a two or three ~hH"l opcmtiou and ull shifts UN
l"ot' overtime:
sch~dul~d
In cuoe of a
l~yo!T
in the sk.Uled lmdes
classi!ication~.
Lhe following procedure
~huU
By clussil'ic~lion, by
be
~hift, by low holll'~.
u.~ed:
,,
Prub:ttionury joorneyntunlwllmun,
!n the evem that tlUt :tl! shifts are sch~Liuki..l for weck.~ni..ll holiday overtime, the
following will apply:
bJ
i\pprenli~es (in l\C~onl:mce with llpprenticeship pro];;ntll\)
Joniot· seniority employee within the chtssillcations.
·by d:tssilkation, by low ILIJut'li:
d)
Ret:u!ls shall
,,
9.
b~
mudc in the reverse ottlcr ofth~ htynft",;.
The following cla%iJications shall be estublishcd in the skilled tmdcs dcpartmcms:
>hJuiJ "J.!I hours be equal, Ute ~euior ctnployce itLthe clussHication ohall k askcJ.
i'\lr tha purpose of overtime equa!i:c:ation, a Ll!ad Hand wil! k treated th~ same ~s other skilled
~;~~ ~mployccs.
Tool and Di~ Mak~r
Millwtighl
Ele<.:tt•ici<tn
(nduslri~l Lift Tntck Mech~nic
F,~r th~ purpo~e of ~hirl rotatio•l 1h~ Skilled Trades R~presenl:ttive und Oepunmet\t Man:1geL'li
•<oll/•'tltll 1im~ to titne Lletennine u fu"tr
tO.
The Company and the Union <tgt'CC to negotiate :til uppretltice~hip program. The
be in kceplttg with the st:mdnrds of the Nmimml Union,
CAW. The apprenticeship standards when completed shall be considered as an
inscpamblc: pat1 to this Supplcmcntury Agrccnlcnl. Such progrum sbnll begin within the
fit-st three momhs ancr the signing or this ngrcemcnt.
~y::.tem
of l'tlMion.
upprenticc~hip ~tand:trd~ ~hall
I J.
sections or th~ buo·g:1ining ugreemenl pre~ently iu et"l"ect. which m·e not
wirh thi.~ sttpplement, shu! I upply to skilled workers.
All
incou~istelll
I l. The Compwty agrees w deduct the sum of one b;tlf (V.) hour per ye:u· as <.lues to the
C.A.W. SkillcJ Tmdc.~ Council, from cmploy~cs l1ircd, rehired, rcimautcd oo·
h"lUJsferrcLI to :t skilled tntdes clussitkation. Such dcdu<.:tiun shall be mudc at the same
tiu1c us 1"Cgulur U11ion dues Utld thcreaftcL" 011 an annual b:t.<is in the month of January.
L~...J H~nJ positiel<lS shall be juh pomcd and such Lead Hands shall have
right:; OWl' and
..po::~ 1 t1cally 1·~q 11 iro!{lto pe1fot·m L..:ud Hund !"unction~. ~ad Hands shall be subJect to all terms of
colkctiv~ agreement \ttld sh<tll not be involveo.l in the hiriO!!,, ;.eput'"otillll ol' cli>~iplin~ry
1 ~,,
?fc>..:.:o.lLI'C' uf the Company.
Tr-..: C••mpuny willnmintain Uad H:mi..ls fOJr Tool Ruum us well a.> Maimenunce und Electrical
[)..:J'-Lnmcnts un all three {3) shifts.
These d~'ductions,
~
Llll
;.r...,,~ oth~t· ~onploy~~s including prdcrcmial ~~ni(lrity or <lvcrtinle <lpjl<ll"luLtities c:~.c~pl wl•erc
61
Tool Allowance
A five hundred ($500.00) per yc~r tool uJlow~nce will he giveu to employees euch
y~:1r, iu the
loci fOom dep~nment, maintenance nnd elecu"ica! dcpattment~ as wd! as employees
in die
KEGISTKATIO N
4. All
selling and weld !cells. No tools are to be purch,Lsed through the Company, after the tool
The Compuny will provide theft in.~urnnce 011 worker's pernonul tool ~nd equipment
for all trnaes
people and set-up f weld techs f die setters. The pmgr<~m to cover rcpl•tccmcnt cost.~
un broken
will eontiuuc. Upo11 ruriticmion rhe employee Lind Depurtmcnt Munagcr will provide
the
Comp<~ny a complete inventory li.~l ol nil pcrsonul tools :md brand nam~s oo the Cmnpuny
premise~. Any LOllis not included in the inven!ory list will no! be suhjecl hl reimbur~;emeut,
The
Comp~ny re.<erves the ri&dll lo verify ~uid inventories.
(()(*
INITIAL EDUCATION REQUIREMEN TS
5.
The purpose of the Appendix is to define the provisious governing regisrmtion,
cilucation, ~enlority, and :•II mhc1· nHLtlers peculiar ro skillcll tmdcs appn::nriccship~.
2.
Provisions of the Collective Agreement shall npply to all skilled lradcs upprcnticcs.
3.
A Joint AppreQticeship Commiaee shul! be composed of un equal number of n1cmbeno,
two (2) from mmmgement and two (2) from the skiJJed tntdes cl<~ssificution. one of
which
will be the skilled trude.~ c.huirperson.
An Appt"entke will be relJUil"ed to huve ull Ontario Academic Cre<.lirs or elJuivalenr.
Exception tu tho~e requirement.~ may be made by rile Apprenticeship Commiuee.
SCHOOL ATTENDANCE
Appn.mticcs will be (ll4ui~U II> ~11cui..l elu.~ses till" related iu,;tructinn. Auy tim~ ~pcm
ill
the Ctassrc)O!ll instruction will tN 1mid for lly 111c Compuny j[" the appn:nticc loses
Lillie
frum his\her reg1tlar work scheJule a~ a result oi" schoill Ultemlunce. The Appt"enticeshlp
Commiuee will establish a rel;11ed pt"Ogresoive training schedttle for the apprentices
SKJLI.ED TRADF.S APPRF.NTICF.S
I.
will b~ l"~gistel"c<.l with the Ont:a"io Dcpartmeol of Labout" :mcilh~ Ontario
All appremlci!S will ~ign a written Appn:mti~e~hip
Agreement with the Company.
Set up operators will continue to receive a tool ul/owance of two hundred fifty ($250.00)
pc1·
year. No lool~ :ue IO be put"Ciltl~Cd through !he Comp~ny, after tile tool ullowanee lms been u.~ed
"P·
apprentice~
Training Adjustmcm Board.
allowance ha~ llccn used ul'·
similar to t~m 1-ecouunended by the CAW Apprenticeol1ip Sta•JJards, offering
full
expos11re to all aspects of the upprenlices trm.le. Tile CornpunY will arrange for
the
uppremic~s 10 uttend >ucll <:ourses.
COMPLETiON Oll APPRENTICE SHII•
7.
An ~pprentic~. upon completion or his\hcr appo::ntiecship, shall receive lhe journeyman's
No certificates will be issued by the Apprenticeship Brunch, Onlorio
D<:purtmeul of Labour, unl~ss approved by the Joiru Apprenticeship Committee.
classilicution.
SI-:~IURITY
The futlCtion of this comminee .~hall be !Ll udvise 011 ull phuses of the Appn:ntkeship
Training Program. This Comminee shull meet quurtcrly and as n:quircd, Ar least one
( 1l
member of lh~ Conuniuce from the Union :u1d one (I) member of the Commirtec
ti"om
the Compuny must be prc•cnt in ordet" to administer the Appt"l:nticcshlp Siandards.
62
The uppl"~llli~es will e~~rd,;e their ~tuiol"ily in their own dtt>Sitk:tti<m. (Fur exantple,
il
tl>.;-t·~ me four(<!) :tppr~micc.~ in tile Elc~tl"i.:;ll Trucl~ unU 11 rcUu~tion in
tl1i~ mm1bcr is
I"CijUil"ctl d11c 111 luck <If Wt>rk, til~ llr.~t hired sh"ll h~ the lust l"id off ami til~ lust l"id
uff
b~ the !"i:"SllO be n:instat~r.l.
>hull
63
(e)
Upon satisfactory completion of the Apprenticeship Prugr~m. the uppremi~e will obtuin
seniority us of the smrting date of the apprendceship, lllitiUS any time spent
All apprett1ices will be hired from the bargaioing unit provided tile applicanl$
meet the initial educatilln requirements in SubS.
~killed tt'Ude.~
Otllayoff Ol' in pt'Oduction tJue to exercising bumping rights due to layoff. 1\ccumulatilln
The parties agree thut if the circumstances dictate that the Cllmpany re<JUires an
app1'Cnticc that is in their 3"' or 4'" ycur of ~he pl'llgram, the appren~ic.:ship
of productionllenillrity is fro7.cn and cxcllltJcs time served in appt'Cnliceship.
Employees who enter the Arprcnticcship Training Program shall rc1ain tlldr rcla1ivc
plam seniot·hy until such time as they comrlcle their apprenticeship when the t'Cgular
upprcnlice.<lhip seniority rule shall apply. The apprentice will cxet·cisu hi~ relative plant
seniority uta time of layoff from the apprenticeship.
~ommiucc
1'r..dit Fur Pro:vi11us
11.
RATIO
9.
thc~c:
li:xpo:ri~ncc
Ct·ectit for p1·ev\ous t·el~te.J exp~riem:.: iu un uppremke truining program. llr u sldlk.t u·utk
in ~ny plant, muy be given Lop to the time I'C(jllired on any phase of the UJllll'enlice shop
trJining or reluteo.ltrJining scheo.ILtles. Creo.lit for such previow; e:c.perience sh:tll be given
to the upprentice at the time he\~he hus suti.~fuctory tJemonstr:ltei.l tlmt he\she possesses
,;u~h previoLos experiellct uno.l is able to o.lo U1e job. Rei<Lted tL'Uining creo.lil shall be given
The mtio sh~ll nDI be more thun one upprenti~e to 6 joUL1!e}'men. In the event of a Juyoff
ot· t'Ccall, the ratio shall be one apprentice to 6 journeymen. The company will endeavour
to maintain
nmy uuttuully U!\L'CC to this in thns.: sp~ciul circumstances.
the appt'Cntice at the time that hc\she is rcljucsting credit under the relat.cd tr.Jining
L'lltios.
~~h~Liule.
AI the time sud1 ~rcdit is given, the apprentice's wuge rate ~hull be
corr<!spondingly acUusted within the uppt'Cntice rut~ schedule lxt.~ed on the umount of
crodi! givt:~l toward compl~lion of!he shop !ruining sch~du!c.
The ubove mentioned rutio muy be modi lied us the n~d uriscs upon appmvul of the J.oim
Apprenticeship Commiucc.
APPUCATIONS
11.
10.
Senjnrih Employees
(u)
(b)
Tbe Cllmmiu~e shall l1uve the "uthurity to cuncel the apprenticeship ugreem~nt uf the
appremi~~ :u any time fllr cause pertaining tu hi.> appremiceship such us:
Nll!icc of LLppt'l!nticcship openings will be pustco.l on !he Cumpany',; B11llctin
(a)
Board.
(b)
Unsatisf<tctury Wlll'k
{c)
Lack of in!Ct'l!>l in his\hcr work. or education
Inability tu lcum
Applkations for apptl!tUiccship will be acccp!cd by the Humnn Resoui'CC
Department from seniority
employee~
(employees within the Bargaining Unit)
who consider themselves digihl~ under thb pmg,·nm oflrJining.
Tbb >hull not limit the right of th~ Company 10 discipline an apprentice for cuu~ for
muliers not relut¢d to his\h~r trui11ing us an uppremice. Such dJ~cipJine by the Company
shall be subject to the Griev11nce Procedme.
(c)
A numbered app!icmion blank will be filled out m1d euch applieunt wHI ~ign a
1-egister noting that he\>he has received antJ filed un application.
... PPRENTICES
Apprentic~~ in each of the Tt'l!de~ cvvered shut!
(o.l)
Applicant~ meeting the minimum requirement.~ <ts per
#S will be wrncd over w
Ire pai.J a progreSJ;iveJy inc~asing
:.chcdulc uf wugc as follows:
the joint Appt'l!tlliceship Commlnce for appmval llrdis.appn.>vul.
l:!t J000 hOLU'S nol less Jltun 65% of lh~ Jnu,·neyman's
rat~
2nd 1000 hourll not Jc~s thun 70% or the Journ~ymun's rut~
64
65
3rd !000 hour~ nolle~s thun 75% of th~ JCiurney
muu's rate
4th 1000 hours nor les.~ than 80% ofdl~ loun1ey
man's r~te
5th 1000 hour~ not Jess than 85% of tile Journey
man's rute
6th 1000 hours nor Jess thnn 90% of the lourney
mun's ntte
7th 1000 houl'8 not Jess than 95% of the Joumey
man's rate
8th 1000 hours not Jess than 95% of the Joul'!ley
mun's rate
An employee with senioJily rights who enters
the apprenticeship program wUJ remnin at
hi~\hcr current hourly rate until such time
~~~ lhe percentage (%) of lhe journeymun'~
rate
is gJ'calcr of the two (2) and will continue
to progressively increase uo ~r ubovc chllfL
A new hire place(! directly into an apprent
iceship will begin 111 65% of the J<.Jurney
mun's
rate and progress according to the uppremi
L'e wage ~chedule.
AR'ri CLE 40 -JOB ROTA TION
"'
40.01
'
Each opcr~lor may up ply lbr a work urcu
preference quarterly.
The work area.> will be:
I. Sub Assenlbly
2. Press Art:u
3. RSIRT Rear
03 Available opel"'~ton> will be utilized for
ubsenteeism or othet' dutie~ tiS required
by the
Super~isors.
.W.o-t Emplo)·ces who will be: absent for
any reu.wn will be llble to bid on II work
area
preference before they Jcave the prunr. Sudl
bids will be made to Hullllln Resources
at
least three (3) day~ prior to the end of bidding.
One mouth following the ratilicatiou of a new Collecti
ve Ag.-eemelll, the Compuny will
cilllvll.'ls employees, by seniority, to d~tcrmi
nc their preference forc~J! picks
ancl shiJ't.
-10.0:5 .Employees J'equesting a Jemporury Shift
Rotmion change will be pluced in the work
at<:~
of the ClllJlloyce they are switching ~hifts with.
~.00 \Vhen u job that i.~ tunning
l!Oe~ down, the employe~(s) runui11g
thut job will be moved !0
another open job, by .~enio.-iJy. When 1he
employees po~ted job $1Ul'ts up ag~in, they
will
b.: returned, by SC•Jiurity.
-lo'..\.()7 The Company <~grecs 10 meeJ
with tile Uuiou Committee (uu u pre-esta
blished clute) 10
di>cu!iS ur1dtur chungc ;~ny toM ion pwblem
s thut migh1 occur due to a product change.
ARTICLE 41 -SHIF T ROTA TION
4i.oJ All shift; shall rotllti: eve.ry two weeks,
MAD sy~tem.
4. R'fFron t
Employees will be u~sigued to the work
an:u preference, by seniurity on th~ employe~·~
shift.
40.02
~-
Operuto•·s within the :trc;t> will rut\!!e witilin
their rc.1~~1ive cell pkk.~ ilaily bH$~11 on
u
.~et ~chedulc <~greed ttpon hy the
Company lmd the UilitUI thai pmvide.•
\1 fair and
eqoil~blc
rotmion for~~~ employees.
Jn the evem of u dbpute owr the rotutlou
system, i!.illploye~5 will foJinw the nll<~tion
sy.~tem outlined by the Company
until such mauer can be resolved througil
the
griev;tnce/;u'bitrt
UiOil pr.xedttr~.
No Clpemtor will he required to wo,·k the
same job mm-e th~n once a week (Mond~
y to
Friday) with the exception of "Press area".
66
~!.Ul
¢X~-ept
steady
Shiil schc<.lules will be us fulluws:
Steady Shifts- Duyo, Midniglll.l, Ah~muun.~
2 Slliti Opcrati<.>n·Day.> :~nd Afternoons
3 Shih Operation- 001ys, Midnight~. Aflcrua
shil'l~
as outlined bdow on the
ons
The Cumpllny will determine lili: numbci'
of cmployeLJ;; '"<Juil'colto st"IT uuy of !he ube•·e·
mc:ntioncL shi(!S.
Ste01dy d"Y u•td ul't~moon shift sh;~J b~ bula.,~eo
l except wb~re then: may b~ <Jil~~~~.
utth~
o.Jisel'eti<.>n of the Company, to lwve Jn extru
number of employees on the steady d~y shift.
Tile!l<l extm employ~e~ will be chosen from
the prefet-ence list or by junior seniority
.:mployees if there ure no available employ
ees on tile pt-eferencc li~t.
The stelllly midnight shit) will b~ staffed from
the prcf~rence list. If thei'e arc insutlicient
I'Ulumccrs the11 thCJ.'J! will be <1 3-shift rotution
in addition to the st~udy midnight shift.
The three-shift rotation sllull be bulaneed.
In the event thae is a need fnr u two--shirt
operation then the shifts will be balan~-ed.
67
It is uol 1.1\ttside tho:: scope: 11f this lungltag.e th~l atty <.lr till <ti' the ,,b,wo::
.~hilts may operate
simultaneot.mly.
"n; .. nJ tit~ Uniun willut.:et imme~iately tltet-ettfter 10 dl.~..:us.o> th~ do,;ure aw.l
·~: ... i·. ·•¥r~~~~~~nts, whidt 111inimi1~ the imp:t~t of tit~ cJostll'l:
<.m employees in
41.03 Upon mliticution, the Compuny will canvm; the employe~s for
~ell pkk.~ :md .~!tift to
dctcnninc the employee's shift schedule amJ cell pick pt'Cf~rcncc. by
seniority. und will
implement the suhcdule as soon as pmctic;tl, t>ut nu httCr tlmn vne (I)
month after the
eCJ'ec1ivc cl:1te of the Ct\lllt1.1CI.
n~
:
41.(>4 Once Mamtgemetll ha.~ determined the uppt'Opdmc nJruJpnwet' t'Cquiremems
. emplll)'CCS
will he ussigned In cho::il' ~hire sched~tle preference, hy seniol'ity. The ptoeference~
will he
filled in <LCCDt'd:mL~ wi1h the following:
:t)
Shin preference fur ste~lly shifts, then sl1ift p!'eferem;e for a rotmi!lg
shift. If there ure
insufftr:ient volunteers to CU\'<:r ~ny "f th~ t'Ol<tting shifts. emplvyees muy
he assi~neU 111
rotmitlg shift .~cheduks by seniority.
b)
Empktycc~
roqttcsting.
the <l:oy shift.
~tcudy
uftcmoun shift will be iiSsigncd" p:utncr t>y
cl Once :tn employee is :tssigncd to their shill schcclttlc pn::J'crcncc
tJ1cy will
that schedule quurter!y, Ltn!css u switch shin or one (II week or lc!H;
by Httlllllll RcsOui't:Cs.
lt~s
.~~nillfity
1,1(J) Juy~ of lh~ ~11<.1 uf c<tdt ~oll!noct y<::tr, lite .:ontpany will
Jl<tY 111~
ttMtlll' in e:t.:h employee·,, R.R.S.P.:
·· tl)
; •0
h~ ln~keU ituo
hccn :tppt'I.Wcd
Employee.~ rl!quesling a shifl clwngl! shall .~ig1t lhe .~hif!
clwnge ro::quest fonns. Shi[l
41.05 Shift schedttles will h~ rms!~d by th~ Wednesd~y Jll'it)r to the m1u1ion.
On~~ 1he .~hirt pr~r~rence schedule h<~s (leeu c~t:lbli>hed
it will b~ mainlllilt~d itnd ul:;.htteU
by Jilt! Comp;my.
ARTICLE 42- NO'flCE OF CLOSURE
42.01 The Cnmpuny ~hull provide two (2) months nuticc uf ;ony decision
!0 dtlSC lh~ plo1111
covered by thi.~ Agrc~mcn1. ttnlcss the Comp:tny hus 1111 prior knowledge
of the
circum.~lunces lca<Jinp, 10 the closut'C. Such notice
shall he in writing and indicate the
68
~:llfiL•ytllCnl.
! I I t. 4J. PE:-iS!ONS
fot
chunges will be n1mle M" on~ for one t>usis by ~enilll'ily. If 1h~1·e is not
;m equalnmounl
uf ~lift change requests to bnlUtiL'e the shift rotation .~~hedull!. the r~quest
wlll not be
gr:mted until Sl1Ch time <L~ u repiH~oement will toe identified th~nthes<tme rules
will apply.
dl No ernph1yee will he gr:mted <1 ohift preference if it ''iohres :1 ltigb~r
~eniority employee·~
right 10 ~shift ,<chcdtilc prcl'ct'Cncc.
c) Ex1rn ~IC<tdy d:oy posilitlllS will \1c filled t>y vulun1cct.,; un lhe
!<hit) preference schcd"le or
if no volunteers then hy assigning lite lower seniority employee~ fnlm
the dussiJ'ic•Hion
\<)the shiJ'I.
~ wll.l Ji"' a~rcc> to (und a Job S~urell Committe~ in otUer to ussist
cmployt.-cs in
, .1
•
t.n:t.
\;,orl
\ ...,r ~
l';oymcl!l
\ .. ~r 3
P:t)'lll~lll
J"'l'~cntuges
, 0
""'~·of ab>ence
,
P~ymcm
,,~ 11 1
lim~ April 2~.
dutc April29,
d~IC April 29,
will he paid on oil
...
S'~.
2009
5'ilo
2010
5'~.
compensut~d hmu·~.
lncludiJlg holid<t)' pa)',
and vacutitln p~y.
an employee is no longer employed by the cumpatty, the ubove p<:t'Centages
'" i'.. 1,1 with:n d1irty (30) d<tys there:tft~r iuto an RRSP of their ~hoi~.
1 ,., I il U: -1-1·
DURATION
· · ·it.dl h~ df~c•ti>'C fnlllllh~ 2\llh duy ot' April, 2007 l1l ~ntl incltt<Jingtll..
: 28lh day
!:ithu parly shull be ~alitieJ to giv~ tmtic~ in writing lO 111e llther pm1)'
"~
;·,,. J .. hc>ur R~l:ttions Act or il• de~ire to bmgain
with" view LV the t~new<~l of lh..:
,_.: 1, ~ :ogreem~m m Ull)' lime within a pel'io~ uf ninety
(~01 o.laj'~ b~fore tl1e e~piry
.;rcctll~lll. Following ~uc·h noli~~ to barg~in !h..: p~rli~~ ~lt;oll
llteet wit!t'ut ftft~ll (15)
. 1,•1!_.< c>r witl1in such furlh~r perioo.l us the patties uttotually agree up.,n .
1
.: ;l:.ol tltlri!lg tl·.c cnursc of hurgaining, it s!wll be open !o lh~ punic~ 10
;tgr~c in writing
·:·. 1• ot¥rccmcm b~)·ond the expiry date of 28th day of April, 2010 for uny
stutcd period
. 1,, til~ pani.:s tmd in ac~ordoncc with the Lahour Rclmions Act.
69
•,,.,•:,.,.,. ···:.-,~: ;:·,/
201111
Provided !hal for purpos~~ of all nmices under thi~ a11icle, no1ke i11 writing shall be deemed 10
have been received by the pa1ty 10 whon1 it is sent upon !he mailing of such no1ice by l'egistered
mail addre~~ed to the cum:ut ~ddress of !he othe1' party.
l.f:TTER OF UNDERSTANDING #5
R£: S&A ADVANCEMENTS
Ah.:t tl'lv weeks of ~ubmitti11g a properly filled 0111 5 & A form to the Cump~1ny, :tn cmp!vycc
'1'!-l) rcqucSI and 1hc Compan~ may p:1y tu the employee an udv:mce paymct\1 of !helL' S & A
:tw..-:dit~ Ea.:h request will be handled on an indlvldL1al ha~ls. Advanced pu~mcnts arc subject to
LETTER OF UNO ERST ANDING #1
RE: S.SO EMPLOYMENT STANDARDS ACT
~ fc~Jc,ingcondltions:
The Comp~ny ugrees th:1t no employee will be chnrgcd wi!h a s.SO Employmcm Standut·ds Act
Elnl!rgency leave day while on bereavement leave, m· for both sho111erm and long term dh;abilily
leave~ of ab~nce. This unde1"Standing will remain in efiecl as long as.5fl of Ihe Acl remains 11s in
the Emp!oymenl Stand;m.ls Act. If the sec!itm changes, the Company wiH be bound by the new
The employ.:.: will be requiL'ed 10 sign a releuse, authod:.dng the insumnce C"aLl'ier to pa~
d.it...;tly to Lbe Company, the repaymem of an~ udva11ted monies once 1he claim is
..pproved.
wording of the set"!ion.
IUnount of advanced paymellls an employee ~an t"e<juest i~ limited to folll'
The four (41 week limiMion can be increased by mutual a:;wcement. if
~wwval of u daim is Llcl~ycd due to w<~lting foL' lcsl ,-.:,;ults.
nr. th<.· cvcnl u eluim ~~ d~nicd :md i1 is not rc.~olvcd 1hru Ll1c gricvwJcc procedure or au
"".:rpaymcm ''~curs. 1hc cmpltlyce will mukc at'l'llllf!Cillcnts to h11vc such mou~y repaid to
11:.<
u~intum
~~~ week~.
LETTER OF UNDERSTANDING #2
RE: PARKING LOT
The Comp:1ny undcttakcs lo maintain lhe piU'king
1~1
as L'l.'quircd .. The Cmnpuny
l'unh~r
U'.:CLJtnjlUII)'.
agrees
lo repair the back pad in a l"easonable amount of lime.
:~'
LETTER OF UNDERSTANDING #3
RE: PATIO
The Company agrees thUI tile existing p11tio ami picnic tublcs oft' the muin office wlU L'cmuin or
J 1r..: ~mploy~e\ ~mpl~y111~111 i~ tennitwl~d 11lkr udvaltc=d Ll\clni~s hav= b==" p<>i<l to
tbcn1, the Company will huve 1l1e rigln 10 Lleduclth~ full umo11nt owe<.! to tllem ftlllll uny
mvncy owed 11.11he employe.: 111 the time uf ta111inatiun.
U.ITER OF UNDERSTANDING #6
R£: R.-\TIFIC.-\ TIONIEMPLOYEE FILES
may be relocated i!' nccc~snry.
l..-
LETTER OF UNDERSTANDING #4
RE: WASHROOM/CAFETERIA
ntlifit::~~.liun
all
noo-uU~':IIda11~~
related discipline will be
r,....
nttilication all
auendan~e
r~la!ed
discipline will
The Company agrees thai the change 1uom~ and washroon1s will be cleaned du,·ing the .~hift. We
full'h~r agree that the cafete.J·iu wlll be cleaned within the Ia~! hour of the shift.
For the ptll'poses of weekend overtime, when twenty {20) peL' shift or more is scheduled to work.
the juniton: and floor sweeper,; will be asked
w work.
70
71
iii
.. ,.,
ren•u~ed
rrum the
~t"C'S ~cords.
.)
·'
be
nmv~d
ba~k
I slep
LETTER OF UNDERSTANDING #7
RE: TRAVELALLOWANCE
Weather Plan is pLot into errect, the emp!L."lyee will bc ullowed to leave the plan!.
An~· lc::o~e rcyuest~ with the Notmion ''Left Early, Sick Heat"
Employees Ucsigmoted by the C<.>rnpuny I<J pcrf<Jrm .~crvi~e W<JL"k ~hall t>c Cll!ill~J hl Lhc
foU<Jwing:
A)
B)
The Compuny agrees to pay the u·avlll ulluwance in its current form i"Lll" the life of
the ugrcemcnt (30~ JlCL" kilometre)
Other expen~cs SLLch u tolls, cur rentals, taxis, pat•king, hotel o-oom. etc. arc
reimbun;ed to the employte on the basis of receipts submitted or p11id for directly
by Lh~ Compuny.
LETTER OF UNDERSTANDING #8
RE: PERSONAL RELIEF TIME
During the recent .~et of ncgotiulion~ the p:lrtics discussed th~ issue of peaonultclicf time
for employees who are re5tricted from wa!J.:ing away f1-om Lltcir jobs due to the
protluction set up (lines).
L.i
1l1e Company ngree.~ Jo p1-ovide rclicf timc to such employees fo1· washroom breaks only,
when requeste!.l. Such relief to be provided by a bargaining unit employee within u
will not be considere<.J us an
Em.:rgc:nc:y Leave of Absence tELOA) Day.'
.-\b..:r~<.·~~ due tu h~:~t wilt be moniton~d and if ubuocs to thb pmcc..Jtm:: ar~ Cl(pcricm:c<l,
1.\X.D "'-'Ch individual~ will be J"Ctjuircd to dotcument their abs~nce
II'"..l.)
und ftmltcr absences
rc·.,ult it: discipline.
Tb:: Union Committcc will CL>wtscl su.;h cmpl"yc~s rt.gun.ti11g th' al>u~c to :~wid funhcr
.::bu.,.; :md the i~SUUIICC Of di!lCipiiDC.
T::.: C"omp~r.y may, on "qualifying dt~y for u holiday, Icquir~ ~~~employee who must
the pla.11 du~ to illol~~ as u Icsult of the hcut, pL"Ovide mcdicnJ note justifying such
._~.,,c
.:b...."llo..""C.
l.ETIER OF UNDERSTANDING# !I
K£.: AUTOMATION WEJ.D TECH
1;-:e liniun ard the Company ag1-ee that the empluyee!l maintailting thc Weld Cell!l will be
<:>'11.'.:-I.IC"d into the lJl<.lustriul Automation C~o1ifkate po"Ogram with the following
j:.'lllo.kllncs:
o-eason:tble amount of time not to exceed ten (101 minot~!;.
I JOB PO:O:T!NG
Hut Weather Piau
lb. ..Jm.i>.>.i.:>.t r~quin.:mcnts into til~ Au!Cimution Tech cla>'sificutiun will b~ High School
When un Environment Cam1da Humidex iSllues tm udvi~oty. the Hot WeutJtet· Phm will be
put into plu~e. Thi~ plun will inclu!.lc, but not be limited to the following:
Cold drinks fot· employees including elcctrnlyto replenishing drinks:
Additional bt-c<lks in uir comlitiollcd rest area~:
Gt-.lo:le 12 Diploma.
II will be posted in accordance with
~nicle
10 of the Collective
"'i;!c.:>ll<:llt.
Tk ~urrem iot~umbellts as of the date of this Letter of Undemanding in the Weld Tech
Popsicles/frcczes to be pt"Ovided;
.~liic-.nion will be provided the initial opportunity to commence the Industrial
lncrcuscd nir movement with fnns.
A~l.:>lfkltion
C!niticatc U"llining program.
Employees are e~pected to attend work anU to pe•form work, us required.
However, if an employee still suffers from he!tt sickness. eve11 afler the Hot
72
11.
73
I.
l,.u
.!!. .~ ...
AUTOMATION TF.CHNICIA.N CERTIFJCATF. COURSES
~n.ucccs;fully ~omplcte the requirem~nts fot' progressiotL tO the ILCll.( JeveJ
of truitdng, the
employee will be witltdrawn ft'Um the truining prugmm. As an employee su~>Ces.~fully
.:urnpletes the required needed fllr each level of the Weld Tech classitic:~tion, they will be
on..>\'ed to the next approprlme level until the employee obtains ull of tlte
job skill Md
"C' LEVEL COURSES
8 foundation couqcs;
I. ELC 139 Digital Control SyMems
2. ELC 143 Fundumental~ofPLC
3. ELC !53 Gener.t.l Manufacturing Processes
4. ELC 141
Electrical and Electronic Principals
5. ELC 241
Elcctl'ic:tl nml Electnmic PL'incipttls II
6. ELC 152 Sensors, actuators & M~~suo-cmcnt
7. ELC 149 Fluid Power Basics
8. COM21UG1 Introduction to Tcchtlical Commutticuticn
Roholjc Tr-Jinitlg:
I.ABB
Rohot Progt';lmming
2. Naclti
Robot Progt'llnlming
3. Motomun
Robot PI'Ogl'amming
educ;~tion:U requirements posted ln the cl;~ssilicatiotl ut the "A" Level. II
is the intention
the· Employ~r to provide <tOY individual ettru!Jcd in the Auwmution Techtticimt
<:.>f
f'!l;l'gr<~mlnc opportunity to progress from the entry level
MC" to u full quuJHi~-d "A".
Ll!.><.iuuliticution or o-.:.:~ig.nution from lhe Automutiott T~chniciun Prugrum pt'Uvidcd th~
C<N:Upany has O<ll (organ~ uuy costs hlwurds !ruining will r~,;uh in the in"i~iduul JlOt
t><-J.nj; able tO reapply to another Automation T~chniciun p<J~ting for
u onininluon of six (6)
~lJ."; in u~cordunce with Article 10.06. Disqu~lilicution ur re~i~nution
from the
"'-'Wmution T~chnician Program wh~re the Comp:my h;~,; put fotwan.l U1.1ining custs will
=-..lt in the ino.Jividual nm being able to reotpply to <mother Autom:.tiun Technician
~ng fur u minimum uftwdve (12} month,,,
t ~.\ El "C" WclJ Tech
:\dtni.~silln
Resistunce Weldin":
I. Star-tech Rc~ist~ncc Welding Muintcnuncc Cout'l;C
'B' LEVEL COURSES
6 Advanced Cour.1cs:
.
~
.
• '1
1."'1
'"·'
I. EI.C 307 Advuncell Level Pro';!,l·amming I
2. ELC 310 Advanced Level Progmmming II
3. ELC XXX HM! & SCADA Systems
4 . ELC ll.xx
Motor Drives und
Sen.~ors
5. ELCxxx Visu11l 11\spcction Systems
6. ELC 347 Bu.<k Pncunmtit:s
Each emplllyce uwunlcd the A.utolllation Tech postillg will he required to complete all
the
Ll'<Lining stutcd uhovc within the prcsct•ibcd lime period.
Should the employee
74
i
:,
«:tluircmcnts an: lligh School OipJontu.
L:pon admissinn H\tJSt eMull in rraiolhtg cu1n·scs aml take u mluimum af twu (2)
11cr ~~me,;tcr (when av~il:thlc ~s d~iermincd by the College curricttl~m
1111d u.1 d~Lcrmined by production rcquii'Cmcms)
J. Aueod dusscs on a t'llgul:tr basis und pmvidc ;tltcm:i~ucc ~erilicntion.
4, Dei:tonstr~tc prn:;rc.~sivc ability dttl'illg practical joh training.
5. Tltc JHa~imumtin1c tn prugr~s.~ fr~m u lc~el C to~ level A will b~ 36 (thiny-slll.)
momhs unless thu.1e ci•·o:umstances a~ lltillined in section 2 :tllove or personal
drcumst:tnccs !.licrat~ an ex:tCIJsion. Such extension to be omnually ugrecd tipuu by
Company mo!.lth~ Union 'IS r~(jUircd pl'iur tu the 36 (rhiny·six) muntlls. (Note:·
('unJitlmc~ ll)USI SlJ<:<:CSSI'ully CUllipkiC C<odt ~()lli'S~ before illiiVillg UtllU
a 8).
Emplllyces who ~rc imp•10:tcd by pnldu.:tion rcquir~oncnls will he gi~cn I"
opponuuity (Ill' Clli'Ullm~lll the i'llli<'Jwiug ~cmes1er.
~ursco
lE.\EL "8"
W~I<IT~l'lt
!. Conutu~ 1\l enroll in training cuu!'ses und take u minhnllln of twu (2) course$
per
scmest~r. (wh~n available us llet~nnined by the College cun·iculum and
dctcr:-nincd bY production requirement~)
Ancml clussc.~ !Jil a l'lll!lllar hu~is :md pmvidc mtcnduncc v~ritkarion.
O.:monstrul~ pmgrcssiv~ :tbility o.litring pructiculjiJb h'llinittg.
75
u~
4. The maxinwm thuc to pl'lgrc.'l.!l t'L"Om a level C to a level A will be 36 (thit1y·si")
momhs unlilss th.osil c:ircumstancils a.~ outlined in Scillion I above or per~onul
circumstances dictate an C)!. tension. Such c)ltcnsion 10 be mutually agreed upon by
Comp.my und the Ut1ion u~ required prior to the 36 (thirty-si"J months. (Note:·
Cantlidult:s must successfully complete each course hel'ot-e moving 01110 un A).
S. Employees who are hnpacted by pt'Dductiotlt"equirements will be given J"
opportunity fur enrollment the following semester.
LETTER OF UNDERSTANDING #Ill
RE: Pl.A~'I' I~UNI)
Th~ C<.~mpa"y
will p;ty ltuo The
Flex'N'Ciul~
Union P!ulll
f~tmt lh~ ~11111
ol' two
cem~
(50.02) p<::r bour for nll hours wo,·kcd. Payment will be nmlc on a quarterly basi~.
Cakulation will
comm~ncc
for hours worked ai'lcr April 29, 2007.
LEVEL "A" Weld Tech
1. Must have a minimum of thirty-six (36) months in clas~ification LO he moved to 'A'
2. The employee must have successfully complctcd and passed the required eight (8)
Foundation CoUJ'SCS, the Robot Training, and the Resistance Welding Cour~es as
well us the six (6) Advanced Level Courses and demonsu-uted progressive ubility
during the practical job tntining acquire(.) in Level "B"
3. The nmximum time to progress from u level C to a level A will be 36 (thi1ty-si~)
months unle~ those circumstances as oLnlined in the above or pen;onal
circumstm1ces dicwte an cxtcn.~iun. Such c~tcnsion 10 he mutually agreed up<ln by
CumpatlY :u1d the Unio11 a~ r<.:quin:(.) prior l0lhu 36 (thirly-.~ix) months.
4. Employees who are lmpuctud by production requirements will be given!"
opportttnily !'or enrollment the ftLIIowing semester.
tETTER OF UNDERSTANDING #11
RE:
PREVENTATIVE MAINTANENCE PROGRAM· WEI.DERS
With the mMition of the New Weld e(jUipment the Company agree~ tu work with the
Union and l!calth and Safety Cummiuce to resolve outstunding is~uc~ tlmt may ari.w.
rob
indttd~s
the weld Ucmuct
arc:t.~.
LETTER O.F UNDERSTANDING #12
RE: HANDSWIPEDEV.ICES
AGREEMENT
Tho: Compully agrees to maimaitt tile thn::e huttd
Thu parties agree thul during the training period of the existing cummt si" (6J Weld
;.;.~tem.
LoentiotlS to be
discus~U
~wi~ recording devi~es tOr
the payro.IJ
with the Plant Commiuee.
Tcchs they will be granted seniority standing and recognition above uny future Weld
Techs that are hired afier the (.)ate of this agreement, provided
LETIER OF UNDERSTANDING #13
they tnuintuin their "training status" and continue to achieve the requit•emenls of the
Level
RE:
"c··. or "B'·, that they are progressing in.
THE FAMILY RESPONSIBILITY OFFICE ADMINISTRATION
FEES
Tho: Cnmpa~>y agrees that when an error is made by the Company with respect to the
f.unil)' Rc~pon~ibility Ol'licc, the Company will be t'cSpon~ib!c. for the Administration
It is understood thut if an ovet1ime oppottunitY for Automation Weld Technicians will
be offered in occorduncc with A11icle #14, that a Level "A", "B" or "C" will have the
uppmttlllity to wtuk during this cun1::nt training pct'io(.) provided tlicrc i~ work
ltt~ :.:.se,;.,~d
to tile employee by the Family Responsibility Ol'li.x.
pet'fm·m~(.) within th~it• currcm levu! ami for which they have the ~kill and ubillty ILl
,J.,o employ~~ going off work ( WSJB, LTD, STD, Vacation, ~tc ... ) will b~ L'~sponsibl~ t'ot'
m.aking :.t'I'Uilg~ment.~ with the Compa11y for payment lu the Family Respon.~ibility
perform.
Oifi~c.
Atl etllployee failing to make
...dmini:;tr:.tiun fees
76
as~~sse(.)
urr~ngements
to him/hct·,
77
II
JJ.
·"'''"
will be respon:;ible for the
LETT ER OF UNDERSTANDING #14
RE: SIGNING BONUS
Eud1 employee ~hall receive a .~igning
htLJlUS <~fter nuiti!.":ltiOn 11f $4.'iO.llll l~ss
10')1•
incumc lax to nil employees nol l:1ill lJ!'t' and
lo employee~ who me I\I'Jd off uud mtcnd the
r:uilicmion mcctin.g.
,'•
•
2.
be lwmoght in emu nne for one basis,
3.
Jil:;t
Cmnpuuy
I
hires~ ;ilu<l~nl ~!llplnJ•c~
~mplnyee h~, ,·omp!~l~d
· i. dit) 11 'til he pl;<c~\i
, .: ,;·'·')C~
Student~
a) Studellls will he <<•hjcct l<l th~ same
cnndition~ 111' ~mplnyment :1s
pi\lhltli(Jillll')' emp!uye~s. ~:~ve <lild exc~pt
the ~,;.,,·i!y po·cwi"i(lll,l, go·i~v•mce
ptocaiLIL'e.\ exc~pt in rcg:u'ds to termina
tion to e.~tablish ar~itmhiliry :mil
discriminmion or bud f:Jith, :md w:t~ provi~i
on~ uf this agreement.
b) Studems will~~ o-.:~trired to p•tY Union
dues 1111d initi>~li\111 fee~ e"ch momli,
uccoo'ding to uniun conslituliun.
t') No snalcnt ~~~~u he u.~cd dming
.~llllliiiCr ~hlold<J>VIl until :~JI .-;cui<•riL
y anti
::· ll'ill be cliJ:liblc t" Ill: p;oi.J <.>VCI'liJIIC
J11'· ,I"'J,luns ,,r I he Cullcctivc
AgrccnJCJll,
-~Ill th~
• i.lc .I
cl\ts~ifit:ution.
wi!ltwt gain scniurity swtu~.
t>J SJUd~nl~ will nut work tLvenim~ LLmil all
seniurity •utd Jl'~'butiunmy ~niJll<lyc~s
have been asked ru wurk.
c) Student.< will he the first employe~~ ro he
~cru ho111~ if I< work slionngc ncclll',<.
d) Stud~nJ.< will not work more than JOOO hmu);
per eai<::Jld:or year.
C) Studcn1s will 11<>1 rcphLc<:: ~~~employee other
th;m a GCILCr.JI Lnbourer.
of $15.0() 1><!1' ilolu'
r~tc
piLL.~ appliC4tll~ ~hifl
ill ''C'''"11Hucc with Lhc
'' C''IIIPllll} ' <~!)1'~~-' 10 p:oy intCI 1he pl;uH fttnd
and PFJ. in "~cotdam:~ wilh
LOU #10 Plant fun<.!.
f -~ Cc,mp•mr Will maintain tl list of ~tudents
(uf CLirrent empluyees). Thes~
... t·u..: ll'ill be utilized fur the purpose of lhi.~
.~tudellt letll!r. Students to be
·:;:.·J al·~il;tblc work on a rouuiom1l basis
in order ro provio.le .,, fair
: •:.')'lllic1JI [lj" tJIC :JV"iJu[>)C WOI'k.
l :\i;•JI will h~ prcscn1 when scheduling .•llldcms
.
II" s~niCirily employees :tre on luyoi"L ~iud~nts will
nLJL [Je off~r~d the oppnnunily
to work 111ilil1he laid Cli"f e111ploy~e.< have
been offet'ecl stJcb WCirk in the op~n110r
u)
r:11~
.~ ~~ unil
The CtLmpany will b~ permined to hire student~
llut·ing the .~<"huol holid:~y period
from Muy 1:>'" to S~ptem~r J.5 10 to till in
for seniot•ity employees Who are abse111
due ttl the following rca.'\On; a) P<tid Pcr,ICIIl~
l I lulidays (pre-booked)
h) Lcnvcs of llhscncc
c) Vacalinns
E·,ldl.~tudcntwi!J
<1
• "'"'ll)l:ony <~,!lNCs Ill Stipp!)' 111.: U1tion :1
list of stLJdCIH employ~~~ unJ
. • ,.,· 1l1c crnplnycc.~ uh~~ut. un,lthc rcu.•mL
for said ub~cncc nu a 1wcl:ly
LETT ER OF UNDERSTANDJNG #15
RE: STUDENTS
J.
Sli~LII r~c<!iV~
4HO l1011ro
c1111b~ ~eniot'lty li~l
hec'oliiCS (UJitilliC:.
i111<1" lull
1i 111 ~ Jlll>ilil~l.
work~d
In a twc!v~ ( 12) month
wiJIL a ,;CIIi<>J'ity duy hd11g !he d:ue
ILl~
OF[!!\IDERSTANI)ING #16
l' L'RRENT Rli:TJREE$ BENEFIT COVE
..;11'~~-
RAGE
will be gL'aJJdlilth~r~d into all e;.:.bling cowrag
c wilh the cxccptiou or
Hr>wever, anyone cun-emly ina Nursiug Jinme
will con!inu~ to
,,:~ ~''''tru:;e.
78
79
,:<
'd
LETTil:R OF UNDii:RSTANDING # 17
RE:
Tile
COLA FLOAT
~un'ent
COLA flout
May '07 COLA hit win cr.>ntinue tr.> be paid us pe•· the
Collective Agreement plus all COLA hjts gcncr.1ted under
the New CoUecrivc
Agreemen t
r.>f
WHEREAS the E1nployer and the Union
on Aptil28' 0, 2010
w.~
purty to a Colle.:tive Agreement thnt
expire~
I.F.:TTER OF' UNDRRSiTANDING #18
RE: FULL TIME PREFER ENTIAL HIRING
If atly Veltri I Flex 'n Gate I Chrome~hieloJ plant in u CAW Local
IYS bargaining unit i~
hil'ing new employees uno.! there are ,leniot·ity employees li·um
~uch other Vdtri I flex' N
G:lte I Chrumc.1hield CAW Locul 195 ~rgaining lue:uion~ on
layoff, tile partie~ ~grce to
the following arr~ngcment:
1.! <J;:.Jrin~ tll~ thiny (30! o.l~)' ~vuluatiun p~riud, an Emph.>yee
fail~ to pruvioJ~ two (2)
or ~ubmito noti~~ Ol.!!E!'..the thirty (30) day u·i~l periud, the Employ~
will be
~o:.:lt<.> t:uve voluntarily t~rmimtt~d the it' eu1ploymen
t :tno.l will be pla~..:-oJ ut the bottom
~ 1'llo: -Prckn:ntia ! J !iring Pool" fo1' ninety (90) calendar
days, :tftcr which tim~ they will
;.;: ,u._-.....t 011 the .. Pn:t'crcntia) hiring f'l,1ol List' in accon.lanec with their seniority.
"'=1.~ n<Jti~~
The laid of seniority employees muy request to have thch·
names placed on n
''Pl'eferential Hiring Pool List". Employees will be o!Tered employmen
t at the hiring plaut
in order of their ~eniority, from all plants whet'e employees are
on layoff, provided they
ure qulllifl~d ~nd they h:zve the ability to perform the t·equired
work within the entry level
production and skilled trades c!a~sifications only.
· Tb:: panic; agree that during the thirty (30) day evaluation period,
prdcremial hired
will not be entitled to use nny of the PPH days, boot ullowancc
or other
D.."'X:U!)' benefits or the new plant. Following the
thirty (30) day trial Jlel'iod, such
='f'k>~ee:s ll'i!l be entill~d to all benefits of the
new plwtt pn,wil1~d tb~t this is the
:;,;r=m th~)' are working under. During the tlJirty (30)
duy evulu~rion period,
=~~~ 11 'dl be emit leo.! to tit~ ben~fits of tb~ir
home plant.
- A seniority employee who accept~ njob with Vcllri I Flex 'n
G:1te I ChromcshicloJ while
on layoff from their home plunt will not be considered to have
resigned from their home
plant and will maimaill recall right~ and employ~e bencJiL~
at their home plum in
accord:tnce with the provisions of the applicable home plant CoJJL:Ctivc
Agreement.
t1 ..a Emplu)·~e i• n:IJUiieJ 10 <tU~nd an ol'i~ntat'toll-ti':Linin,g
progr;,tu priul' tu
c•uploymcnt, the Eu1pluy~r will rcimbLII'SC Lhc employee f<ll' the
huurs spcm
~Ute orient~tion-tr~inin~ pcriod.
~
80
!l! ... l
-~~""no:ing
who ~c~cpts full time empll)ymcnl throu~h the "Preferenthd Hiring
Pool"
th~ir recall
:::>,!,)\"'· 1h<: Employee vacnting tbdr po.~ition at the new
hire pi<Lill bee au:;~ or recellto
:r...:w t:..>.'lle plWl! will have the uption of returning to the Llew hire
plunl in the seniol'ity
;>-"h:n.>o they would have m~intuinetl should they be laid off
again from their home plum.
T:tc .:>pt~on to return to the new hiring facility will only be allowed
during the first
~n ( 13) weeks of the Employee returning to their home
plant Ot' if they get laid off
1i:'<1w. the hiriug plant ou a shoJt rc,·m h•yoll' with un :tppn.lxiumllle
date for
.. \iii
- If un employee loses their recall z·ights to their home phmt,
the preferential hire plunt
now becomeR the home pl;~nt :md they will keep their credited
service for pen~ion,
(except ns amended for Lilkeshore) vucation, etc. Thi~ does not
uffe.:t the seniot·ity date,
!bUt remains the date of entry they h:tve when they were
hired a~ "preferential hire"
cmpl<.•yce.
I!
(~_,ceo
..._~ fwplo)~~
LOSS OF RECALL RIGHTS IN IIOME PLANT
II
l' P-'111 ;~n employee acc~pt!ng employment at Lhe hi•·ing plant,
the Employer attd
have a thiny (30) date Ilia! period to d~termine if the Employee
is ;zble to
~'rnlthe 110ri: ·~tthe new facility. If dUt'itJg the
thirty (30) day evaluation pc:riod, the
e~")~"' U.:t~rmirx:s they do not wish to ~<.>ntinuc their
employm~nt ~t the new t't~~:Hity
t::>.o::) mu>l pru1·idc the En1ployer with wrirttn notice
of their imention to rc~igtl a
=•+.tlUfll o( t'<"O j~) weeks [lrior Ill their lu~t
day worked. Pmvidcd the Empl(ly~c
"'!l:r.llt> th..:lr notice ot' intention to resign within the thirty (30)
culcndm dOJy period, the
~)·~~ ,·,ill be luiU oft' U1tll p!uc~'<.l buck in
111 the Ptcfcn:nti~l Hit•ing l'llol, in
...:~"-'><Clan.:~ with th~ir s~niority.
~0.:..~ ,. ill
::oc <:>blig~:ed to aeeept ~ ree~U to theit' home plunl or thq wlll J'ort'eit
8!
Ill.
..1.
r.:turn to wot'k, not to e~cetld fotu' (4) we<lk of layoff.
-IIi.~ further :tgreed d1~1t any employee accepting employment with Veltri 1 Flex'n Gate 1
~li>::
Chromesllield plalll will not be entitled to ony additional v~catiotl PPH 1 Sick days than
:h:<m:::
they would be otherwise entitled to 111 their home planL An employee accepting
;fie
employment at the hiring plant will assume the PPH I Sick day Col!cctivc Agreement
entitlctncnt oft he hirins phtnt upon the IICXIIIpplicablc eligibility dote,
~;:.:;.....,._""h
r-=-.UI
right~ :~te ~:~:lta~t.~ted, th~
employee will (;Ill under tile pension phm of tho:ir
p._,
fur 1111 purposes, C;(CCpt for Lakeshm'e employees at Lakeshor.: hired under
f':.:{.er-co:u:.J Lcner will continue their Home Plant until such time a~ Lak~hore
~.od
lbc I lome Plant. They will then go umlcr the Lakeshore Plant
'I>O"')II,."t;,
il!i
vested, bot no
Crcditc!.l scr\·icc will commence goh1g fotwot"<l once they at'C enrolled in the
~~.-c:Piam.
- Alsa, a seniority employee who declines an offer of employment with the hil'ing Veltri 1
Fle:~:'n Gate f Chromc:shield plant while on Joyoff from thl!ir home plalll will maintain
(L-\.RlFL~CTION:
their recall rights ut Veltri I Fle:~:'11 G~te I Chromeshield, in <lc~o 1'!.1a 11ce wilh the
~pplicable Collective Agreements.
""" li"'"' ..._'"'
- Seniority employees hired by
the provision~ of this Leuer of Understanding at another
i> lh<= only L•~<~dit thai will re11mio1 as pan M the lwme pl<tnl c,lnlrw::t: the
'""" ,,~ :::.e F~u,·blons "t' 1ile Cullective Agreeme111 will t•e ~~~ pr,viuu,;ly :ogreeo.l.
:'..i,:Cit pr""t to.• prdcrcmialltil'l! contl'a~t date-fall under old agreement.
Ul.: p<cfcrcntial hire cvntact aomiversary o.l;~te conte~- you f;tll uuo.lei' th~ provisio.m~
Vdtri f Flex'n Gutc f Cbromcshiel!.l plant will have date of emry seniority with no
~:,,._.,..
probationary pct·iod, Howevet', an cmplnyee will eut·ry his/her disciplin<~ry 1 mtco!.lance
.t ~ >"eicrenli"-1 hire agr.:cmcm (cxcep1 pcn.>ion).
record
as well as seniOI'ity for pcnsi011 Ct'cdits I accrual service and eligibility purposes
and for vucutioo entitlement {hut not vacution preference).
"'·'' ~"'lf'lo..>~·~-c will be cntitko.l w
,a,,...'C\ll.lrnkr either ugrecmcm.
;~.co.:unuil;lle
mure benefits, lmlidays, etc, th;m the m;1~
'• .:<l.I.'II'..Jt~ Quil - An empi•1Y~~ who vnluJlt~~rs to 'l''it~ !'rom tll~ir hom~ Platn whit~
-All provisio11s of this Letter of UndCl'lHanding nre applicable to tho~e employee~ of euch
Veltri I Flex'n Gale I Chrome.~bield, CAW Lo~nl !95 burguining unit thai have r:uified
this Leuer of Underst:m!.ling.
.... ;·(~ fyJI time ~~ ~ Hiring Pl~nl. th~y will hav~ seniority !.late of the date or entry or
l1r.
Hm:.:. g Plant u.nd
their ~~t·vice will be equal to theit" length of seniority at tile Hil'ing
i''ao;:c.
l£1TEJl OF UNDERSTANDING #19
j£:; WORKPLACE COMMITMENT FOR THE RT FRONT RAIL
Pension
- The panies ugrcc the emp!tJycc~ will Cllntinue under the pen~ion pl:m uf their home
pl:1nt until such time n:; thei1' n:cu!l right to the home plum tun out for wh:ttcvct· rca.'!On.
Until such Lime the employee will either collect hours toward~ credited service (Veltri
Lakesllore) or willlm paid u pcn::entugc of earning un!.lcr the provisions of the home plant
ngreemelll.
WULCELLS
lit'«. ( ,.,~.,..,~ .;,.,I.IJJIII> IU nwiutaiuin!! its ~urrc11t maii!JJ'acwriiJg llpcnttions at fkx. N
,.;.......
('~-''-'ring 1h~ l~t·m
1'"'-,..:~ ~J .~lay
Tn .. , ...,,u.miltcd work will
This inclu!.les: Percentage rate
of the ucw
Colkctiv~
Agn:cmcm
nc~oti<~.H"J
between the
17. 2t!07, through April 28, 2010.
includ~
<tll WdJed Assembly wul'k
;ti\SOCiat~d
wilh the new
li,";r.')•kt RT mini v~n From Rails. The Company is pr~p~red, pen!.ling ratification of this
Hourly rate
X's hours worked m prderemial hire plant
Deposited in !;~me manner as hnmc plant (monthly vs. yc<~.rly or lnckcd in
v~. not locked in)
82
.1..1
(;cll:b:mc Ag~meot, tu ~otmnit 10 ensuring that thi:. work smy~ ~t the plant daring the
"-""' ~'i thi ..; new
~greemeo11,
83
.... ·•
The Compuny conunilment to t'elain this work into Fb:. N G~te Cutwda fucilily will[>(:
dependant upon ratification of the propo~ll a~reerneut.
The C~1111puny commitment to the employee~ ulso include~ a cummitment to maintain the
employment levels at the ~umc level a.~ currently in cffc~t upon nuilic;.~tion of this
tlgrccmcnt, undcnmmding that the n<>rmol L'l:C;dl of employees will l)CCUL' consi~tent with
customer t'l:quit"Cments.
However, the parties do recognize that a totu! clinlinlllion of jobs or u rcluction in
customer demand are out of control of the employet' and could resul! in a possible lay-off
of employee.~.
;.,'~i
:
'..i
,!
"
't
..1;
84
;:!
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1.1.11
. . . . . 1.1
I.
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