Collective Bargaining Agreement
assigns, hereinafter called the
Company, OF THE FIRST PART
LOCAL 7226
OF THE SECOND PART
Article | Page | |||||
1 | Purpose of Agreement | 1 | ||||
2 | Union Recognition | 1 | ||||
2.04 | Contracting out | 1 | ||||
3 | No Discrimination | 2 | ||||
4 | Management | 2 | ||||
5 | Union Security | 3 | ||||
6 | Grievances | 4 | ||||
7 | Arbitration | 5 | ||||
8 | Discharge and Disciplinary Procedure | 6 | ||||
9 | Seniority | 7 | ||||
9.02 | Probationary Period | 8 | ||||
9.03 | Seniority Retention and Accumulation | 8 | ||||
9.04 | Loss of Seniority | 8 | ||||
9.05 | Seniority List | 9 | ||||
9.06 | Transfer to Jobs Outside of Bargaining Unit | 10 | ||||
9.07 | Job Postings | 10 | ||||
9.09 | Recall Procedure | 12 | ||||
9.10 | Temporary Transfer | 12 | ||||
9.11 | Lines of Progression | 13 | ||||
10 | Lay-off | 14 | ||||
10.01 | Lay-off Status Defined | 14 | ||||
10.02 | Lay-off Notice | 14 | ||||
11 | Leave of Absence | 15 | ||||
11.04 | Leave to Attend Union Business | 15 | ||||
11.05 | Leave for Union Employment | 16 | ||||
11.06 | Failure to Return from Leave | 16 | ||||
12 | Safety and Health | 17 | ||||
13 | Handicapped Employees | 18 | ||||
14 | Union Representatives | 18 | ||||
15 | Established Practices | 18 | ||||
16 | Bulletin Boards | 18 | ||||
17 | Committeemen and Stewards | 18 | ||||
18 | Hours of Work | 19 | ||||
18.01 | Definition of Day and Work Day | 19 | ||||
18.02 | Purpose of Defining Work Day and Work Week | 19 | ||||
18.03 | Definition of Work Week | 19 | ||||
18.04 | Shift and Work Schedules | 20 | ||||
18.05 | Definition of Shifts | 20 | ||||
18.06 | Shift Premiums | 20 |
Article | Page | |||||
18.07 | Lunch Periods | 21 | ||||
19 | Overtime | 21 | ||||
19.02 | Hours Worked in Excess | 21 | ||||
19.03 | Hours Worked on Saturday | 21 | ||||
19.04 | Hours Worked on Sunday | 21 | ||||
19.05 | Exceptions to Daily Overtime | 22 | ||||
19.06 | Lunch Periods | 22 | ||||
19.07 | Overtime Lunches | 22 | ||||
19.08 | Notice of Overtime | 23 | ||||
20 | Statutory Holidays | 23 | ||||
20.02 | Holiday Pay Allowance | 24 | ||||
20.03 | Pay for Work on Holidays | 24 | ||||
21 | Wages | 25 | ||||
21.03 | Standard Hourly Wage Scale | 26 | ||||
21.09 | Out of Line Differentials | 28 | ||||
21.17 | Temporary Transfer | 29 | ||||
21.18 | Trade or Craft and Assigned Maintenance Convention | 29 | ||||
21.19 | Incentives | 29 | ||||
21.20 | General | 29 | ||||
21.22 | Leave of Absence for Union C.W.S. Committee | 30 | ||||
21.23 | Pay Days | 30 | ||||
21.24 | Reporting Pay | 30 | ||||
21.25 | Call Out Pay | 31 | ||||
21.26 | Pay for Jury Service | 31 | ||||
21.27 | Pay on Day of Injury | 31 | ||||
21.28 | Bereavement Pay | 31 | ||||
21.29 | Elimination of Bargaining Unit Jobs | 32 | ||||
22 | Vacations | 32 | ||||
22.01 | Vacation Year | 32 | ||||
22.02 | Length of Vacation | 33 | ||||
22.03 | Vacation Pay | 33 | ||||
22.07 | Vacation Schedules | 36 | ||||
22.08 | Christmas Shutdown | 37 | ||||
23 | Insurance Benefit Program | 37 | ||||
23.01 | Benefits | 37 | ||||
23.02 | Pension Plan | 37 | ||||
24 | Appendices | 37 | ||||
25 | Copies of Agreement | 38 | ||||
25.02 | Letters of Understanding and Agreement | 38 | ||||
26 | Duration of Agreement | 38 |
Appendices | Page | |||||
Appendix (A) | Cooperative Wage Study | 40 | ||||
Appendix (B) | Learner Period Classification Analysis | 40 | ||||
Appendix (C) | Schedule of Classifications | 41 | ||||
Appendix (D) | Hours of Work Schedule | 44 | ||||
Appendix (E) | Insurance Benefit Program | 49 | ||||
Appendix (F) | Tradesmen's Tools | 61 | ||||
Appendix (G) | Protective Clothing | 61 | ||||
Appendix (H) | Lockers | 62 | ||||
Appendix (I) | Pension Plan | 63 | ||||
Appendix (J) | Lines of Progression | 67 | ||||
Letters of Understanding | ||||||
Initiation Fee | 71 | |||||
Pay for Union Business | 72 | |||||
Education Fund | 73 | |||||
Day Shift for Union President | 74 | |||||
Humanities Fund | 75 | |||||
Steelworkers' Savings Plan | 76 | |||||
Severance Adjustment Allowance | 77 | |||||
Group Leader Positions | 79 | |||||
Crew Movement - Oil Country | 81 | |||||
Safety Equipment Trust Fund | 84 | |||||
Safety Monitoring | 86 | |||||
Apprentice Training Agreement | 87 | |||||
Employee Empowerment | 106 | |||||
Shift Leaders | 109 | |||||
Contracting Out Cleaning of Mill Pits | 110 | |||||
Post Retirement Benefit Fund | 111 | |||||
Premium Threading | 112 | |||||
Overtime after 8 Hours/Pay and 40 Hours/Week | 114 | |||||
Gainsharing | 116 |
1.01 | Whereas the parties agree that it is mutually beneficial and desirable to arrange and maintain fair and equitable earnings, labour standards, wage rates and working conditions to obtain efficient operations, to protect the safety and health of employees and to provide machinery for the adjustment of disputes which may arise between the parties hereto. THEREFORE, the Company and the Union agree as follows: |
2.01 | The Company recognizes the Union as a sole and exclusive bargaining agent for: all employees of the Company at its Calgary operations excepting office, clerical and technical staff, plant security officers, office janitors, foremen and supervisors with authority to hire and/or fire. | ||
2.02 | The terms and conditions set forth in this Agreement shall have full force and effect for all employees in the Bargaining Unit, as described in Article 2.01. |
2.03 (a) | Persons whose regular jobs are not in the Bargaining Unit shall not work on any jobs which are included in the Bargaining Unit except for the purposes of instructions, experimenting, in emergencies when Bargaining Unit employees are not available. |
(b) | Emergencies when Bargaining Unit employees are not available, shall be meant to include manpower shortages due to lateness and unauthorized absenteeism. The Company will make every effort to place a suitable Bargaining Unit employee in that position as soon as possible. |
2.04 (a) | Whenever practicable, the Company will not contract out work normally performed by members of the Bargaining Unit for which qualified employees are available. |
(b) | In the application of Article 2.04 (a), the Company and the Union recognize the need to work toward the efficient utilization of Bargaining Unit employees so as to minimize the requirement to contract out work and as such the following has been agreed to: A Contracting Out Committee will be established, consisting of up to three (3) representatives of the Company and three (3) representatives appointed by the Union. This Committee shall meet on the 2nd Tuesday of January, April, June and September, or as may be mutually agreed. All information will be disclosed by the Company to enable |
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(c) | When the Company feels it is necessary because of equipment, knowledge, skill or time considerations to have other companies perform such work, it shall be in accordance with, and subject to, conditions set out in Article 2.04 (a) and (b). |
3.01 | The Company and the Union recognize that all employees have the right to work in an environment free from discrimination and harassment. The parties wish to create a workplace in which employees do not engage in or become subject to discriminatory and harassing behaviour, as defined by law. Accordingly, the Company has established clear policies prohibiting discrimination and harassment within the workplace. In the furtherance of these policies, the Company and the Union agree that there will be no discrimination against any employee on the basis of any prohibited grounds, as set forth in the applicable Provincial Human Rights Legislation, or on the basis of Union membership or Union activity, and that harassment will not be tolerated within the workplace. The parties agree that they shall not exercise their rights under this Collective Bargaining Agreement in a discriminatory or harassing manner. |
3.02 | If any employee feels subject to discriminatory and harassing behaviour, they have the right to bring their complaint to the Local Union Civil Rights Committee. The committee member(s) will then investigate the complaint. If the complainant can agree to a satisfactory resolution, the matter will be considered resolved. If the complaint cannot be resolved, the investigating committee member(s) will bring the matter to the Grievance Committee at stage three of the grievance procedure. All information gathered by the Civil Rights Committee investigation will be made available to the Grievance Committee in order to proceed with the grievance. If a resolution cannot ultimately be finalized through this procedure, the complainant has the right to take the case to the Human Rights Commission. |
4.01 | The Union recognizes that it is the function of Management to manage the affairs |
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of the business, and to direct the working forces of the Company subject to the terms of this Agreement. |
4.02 | Such Management function shall be: |
(a) | To determine the products and schedules of production, the locations of production, and the methods and sequence of manufacturing processes. | ||
(b) | To maintain discipline of employees including the right to make reasonable rules and regulations, provided, however, that any dispute as to the reasonableness of such rules and regulations or any dispute involving claims of discrimination against any employee in the application of such rules and regulations shall be subject to the grievance procedure of this Agreement. | ||
(c) | To discharge, suspend or discipline employees for just and reasonable cause, and also hire, transfer, promote, demote and to assign employees to shifts with due regard to seniority in Article 9 of this contract. |
4.03 | The Company shall not direct the working forces in a discriminatory manner. |
5.01 | Effective upon date of hiring, all employees within the Collective Bargaining Unit covered by the Agreement shall become members and maintain membership in the Union, as a condition of employment. | ||
5.02 | The Company shall deduct from the wages of each employee in the Bargaining Unit, union dues, initiation fees and assessments in the amount certified by the Union to the Company to be currently in effect according to the Union constitution. The total amount so deducted with an itemized statement of same, in duplicate, shall be forwarded to the Union prior to the end of the month in which said deductions are made in the manner provided for in Section 5.04 hereof. | ||
5.03 | Union members are to be supplied with union deduction totals for income tax purposes. The Company agrees to show on employees T4 slips the total union deductions for the previous taxation year. | ||
5.04 | Cheques shall be made payable to the United Steelworkers of America. Until further notice from the Union, all cheques shall be forwarded to the United Steelworkers of America at the following address: |
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UNITED STEELWORKERS OF AMERICA
P.O. BOX 1400, STATION A
VANCOUVER, BRITISH COLUMBIA
V6C 2P7
5.05 | The Company agrees to have all present and future employees covered by this Agreement, as a condition of continued employment, sign an agreement authorizing the Company to implement the provisions of this Article, and the Union agrees to indemnify the Company, and hold it harmless against any claim which may arise in complying with the provisions of this Article. |
6.01 | The purpose of this Article is to establish procedures for discussion, processing and settlement of grievances, as defined in Section 6.02 of this Article. | ||
6.02 | Grievance as used in this Agreement is a complaint or request involving any matter relating to wages, hours or working conditions, including any question of interpretation or application of, or compliance with, the provisions of this Agreement, and shall only relate to or concern any grievance which has arisen or arises subsequent to the date of this Agreement. | ||
6.03 | Union Officers, Stewards and Committeemen, with the approval of their immediate supervisor, shall be permitted to leave their jobs to investigate and adjust grievances and to attend to their duties under this Agreement. | ||
6.04 | Any grievance must be presented within ten (10) working days of its occurrence or otherwise it shall not be considered. In the case of a grievance concerning wages, the ten (10) working day period shall date from the date on which the employee receives his pay cheque. | ||
6.05 Step 1 | The grievance committeeman with or without the aggrieved employee may present the grievance to the employees immediate salaried supervisor. The supervisor shall make his reply verbally or in writing within two (2) days of receipt of the grievance. | ||
6.05 Step 2 | Should the grievance committeeman or the employee be dissatisfied with the Company disposition of such complaint or request, he may refer such matter on a written form to management within three (3) further working days. Management shall answer the grievance in writing within three (3) working days or a time |
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6.05 Step 3 | If no settlement is reached in Step Two (2), the grievance committee and representatives of management will meet within seven (7) working days to discuss the complaint. The Unions representative may be in attendance at this meeting. If the grievance is not then settled, then at the request of either party to this Agreement the grievance may be referred to arbitration. If notice of arbitration is not given within a further twenty (20) calendar days, unless further time is mutually agreed upon, the grievance will be deemed to have been settled. | ||
6.06 | The Union and the Company shall have the right to initiate a group grievance or a grievance of a general nature, at Step Three (3) of the grievance procedure. | ||
6.07 | If the Union does not advance a grievance from Step One (1) to Step Two (2), or from Step Two (2) to Step Three (3) with-in the agreed time limit, the grievance shall be considered withdrawn. Failure of the Company to reply to the grievance at any step shall automatically advance the grievance to the next step. |
7.01 | Whenever pursuant to the provisions of this Agreement a reference to arbitration is involved, the Company or the Union shall, within twenty (20) days following receipt of a decision in step (3) notify the other party, in writing, of intent to arbitrate. This notice shall: |
(a) | state the matter at issue and in what respect the agreement has been violated or misinterpreted by reference to the specific clause or clauses relied upon. Notwithstanding the above, the board may take into consideration all matters, clauses and evidence which in its opinion has a bearing on the grievance or question referred to arbitration, and | ||
(b) | state the nature of the relief or remedy sought. |
7.02 | (a) Single Arbitrator |
2. Tom Joliffe
3. Allan Beatty
4. Alex Trawick
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(b) | Selection of Arbitrator |
7.03 | At any stage of the grievance procedure including arbitration the conferring parties may have the assistance of the employee or employees concerned and any necessary witnesses, and all reasonable arrangement will be made to permit the conferring parties to have access to the plant and to view disputed operations. | ||
7.04 | The arbitrator shall have power to deal with matters involving the interpretation, application or alleged violation of this Agreement and shall not rule on any other matter nor shall they have the right to alter, amend, set aside, add to or delete from any one of the provisions herein contained, nor to render any decision which is inconsistent with the provisions of this Agreement or the Statutes of Alberta. | ||
7.05 | All time limits specified in Articles 6 and 7 shall be deemed to be exclusive of Saturdays, Sundays and Company recognized holidays and may be extended by mutual consent of the parties or by the Arbitrator. | ||
7.06 | Each of the parties concerned shall pay its own costs and the fees and expenses of witnesses called by it and its representatives. The fees and expenses of the Arbitrator, stenographic assistance and rents shall be shared equally between the parties. | ||
7.07 | The parties agree to abide by the provisions of Articles 6 and 7 as the only means of resolving any difference which may arise during the term of this Agreement, and all employees shall continue to work as usual and the Company shall continue its normal operating practices. |
8.01 | Management shall not take disciplinary action without first warning the employee, unless the circumstances justify immediate suspension or discharge. In the event of a claim that an employee has been discharged or suspended unjustly or |
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unreasonably, the grievance shall be filed at Step Three (3) of the grievance procedure within five (5) working days. |
8.02 (a) | Warnings shall be given in writing to the employee and a copy shall be sent by mail to the Union. The Company and the Union agree that disciplinary penalties shall not be imposed unreasonably or unjustly. In cases where justified penalties and warnings (excluding dismissals) have been given to an employee, it is understood and agreed that if an employee is not given a justified penalty and/or warning within a continuous period of twelve (12) months, his employment record shall be cleared of any deficiencies, and shall not be used against the employee thereafter. |
(b) | An employee who the Company intends to suspend shall be retained at or returned to active work until any grievance contesting such suspension is finally resolved through the grievance procedure. |
8.03 | If it is determined or agreed at any steps in the grievance procedure or decided by an arbitrator that an employee has been disciplined or discharged unjustly, the Management shall put him back on his job with no loss of seniority, and they shall pay the employee the amount he would have earned had he been working or by any other arrangement as to compensation, which is just and equitable in the opinion of the parties or in the opinion of the arbitrator if the matter is referred to such an arbitrator. | ||
8.04 | Any employee who is discharged, laid off or leaves of his own accord shall be paid all wages due him on the pay day when such wages would normally be due and payable, unless otherwise mutually agreed between the Company and the Union. | ||
8.05 | No employee shall be subject to any disciplinary action by a foreman or supervisor without having a Union representative present, where such action is to be part of an employees record. | ||
8.06 | The Union shall be immediately notified, in writing, as to reasons for the dismissal of any member of the Bargaining Unit. |
9.02 (a) | The parties recognize that job opportunity and seniority shall increase in proportion to length of service. It is, therefore, agreed that in all cases of vacancy, promotion, transfer, lay-off, termination and rehiring after lay-off or termination, senior employees shall be entitled to preference. |
(b) | In recognition, however, of the responsibility of Management for the efficient |
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9.02 | PROBATIONARY PERIOD A new employee shall be on probation for a period of six (6) calendar months. Upon completion of the probationary period, an employee shall acquire seniority status, and shall be credited with service from his original hiring date. A probationary employee laid off for lack of work shall, if rehired within a twelve (12) month period, be credited with time worked prior to lay-off as a probationary employee. |
9.03 | SENIORITY RETENTION AND ACCUMULATION Seniority shall be retained and shall accumulate during: |
(a) | absence from work due to an injury or sickness covered by the Workers Compensation Act until certified by the Compensation Board as being able to return to work in the Bargaining Unit, subject to 9.04(f) below; | ||
(b) | authorized leave of absence; | ||
(c) | lay-off subject to Section 9.04(d); | ||
(d) | absence from work due to medically certified illness or injury, subject to 9.04(f) below; | ||
(e) | while serving in the Armed Forces during period of national emergency; | ||
(f) | while serving in the Armed Force reserve for periods of up to one year. |
9.04 | LOSS OF SENIORITY An employee shall lose his seniority standing and his name shall be removed from all seniority lists for any one of the following reasons: |
(a) | If an employee quits; | ||
(b) | If the employee is discharged for proper cause, and is not reinstated in accordance with the provisions of this Agreement; | ||
(c) | If the employee is laid off and fails to notify the Company within five (5) |
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(d) | on the date on which the above registered letter has been returned to the Company from the post office. | ||
(e) | If he has been on lay-off because of lack of work for a period equal to his time of seniority or twenty-four (24) months, whichever is greater; | ||
(f) | employees who have ceased to receive Disability Benefits from either the Workers Compensation Board or the Short or Long Term Disability Benefits, under this Collective Agreement, and are unable to return to active employment in the Company for medical reasons, or, who have completed job retraining from the Workers Compensation Board shall not accumulate further seniority from the date of such discontinuation of benefits. Employees who are not accumulating seniority under this article shall not be eligible for further benefits under this Collective Agreement (including pension and insurance benefit program) until such time as they are medically fit to return to active employment in the Company. |
9.05 | SENIORITY LIST The Company shall prepare a plant-wide seniority list and present same to the Union within thirty (30) days of the signing of this Agreement. Said lists shall commence with the employee with most seniority, carry on downward to the employee with least seniority, and contain the following information: |
(a) | employees starting date; | ||
(b) | employees name and clock number. |
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9.06 | TRANSFER TO JOBS OUTSIDE OF BARGAINING UNIT - | ||
9.06(a) | Employees who are transferred through the Bargaining Unit to any other part of the Companys service shall retain and shall accumulate seniority in the bargaining unit to a maximum of twelve ( 12 ) cumulative months. During these periods of time, that the employee is transferred outside of the bargaining unit, the Company may elect to return the employee to his former position in the bargaining unit, or the employee may elect to return to his former position held in the Bargaining Unit. | ||
9.06(b) | Article 9.06 (a) shall apply provided that: |
1. | They have completed their probationary period as regular employees in the Bargaining Unit, and | ||
2. | They exercise their seniority rights or signify their intentions to do so upon the termination of their jobs outside the Bargaining Unit. | ||
3. | They pay all dues accrued during the transfer period outside of the Bargaining Unit. | ||
4. | All back dues will be calculated and paid to the Union through payroll deduction by the Company. |
9.07 | JOB POSTING When preferential jobs (jobs that are normally a one shift operation), or jobs above Job Class 4 are available, the following procedures will govern the assignment of employees to these jobs: |
(a) | Job vacancy notices will be posted, within five (5) working days, on the bulletin board for three (3) full working days, but not longer than four (4) working days. The job requirements and qualifications shall be listed on the job vacancy notices. |
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(b) | Applications will be made to the Management on a form supplied by the Company. | ||
(c) | Any grievance concerning assignments made under job posting must be filed within five (5) working days after the assignments are posted. | ||
(d) | Probationary employees shall be eligible to bid for posted job vacancies, but the Company may assign such employees to any vacancies, if the jobs cannot be filled by the bidding procedures. | ||
(e) | A job vacancy need not be posted a second time within thirty (30) days, if there are enough suitable applicants from the first posting to fill the vacancy or vacancies. | ||
(f) | An employee may apply for a lower paid job in any department, or for a job at equal pay in a different department after four (4) working months in his current job. | ||
(g) | If an employee has been a successful bidder under the job posting provision, then he may be ruled ineligible during his next three (3) working months for a job less than two (2) job classes higher than his classification at the time. | ||
(h) | In cases of job vacancies not being posted, information will be supplied to the Union upon request. Employees who are absent, while the job is up, can have one of the Union executive committee members sign his name and the member of the Union executive must place his initials against the name of the employee. The absent employee must request this for each job bid from one of the executive committee members. | ||
(i) | In the event that an employee selected for the job proves to be unsuitable for the position, he shall revert to his former position and status in accordance to seniority. | ||
(j) | In the event that a foreman wishes to discuss with an employee his suitability for a posted job, the employee may be accompanied by a Union committee member. | ||
(k) | The Company shall provide the Union with a list of jobs that each employee has held, or is deemed to have held, under the job posting provision. This list shall be updated bi-yearly. | ||
(l) | All requests by employees to be taken off a bid job must be in writing and shall include an explanation for such request. Such requests shall not be unreasonably denied. |
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(m) | After five (5) days of holding a job bid, the successful bidder will receive that rate of pay or his previous rate of pay, whichever is greater. | ||
(n) | The successful bidder must be on the job within ten (10) days of being notified as the successful bidder. | ||
(o) | For tradesmen or apprentices bidding on a job posting, other than Maintenance department job bids which shall be determined by Maintenance department seniority, their plant seniority shall be the seniority used to determine their eligibility on any such job vacancy. | ||
(p) | Employees requesting a transfer, in the same job classification, between plants when one plant is on a two shift operation and the other plant is on a three shift operation, shall be granted such transfer request with due regard to seniority. An employee shall not make such request more often than once every three months. |
9.08 | If a temporary shortage of work occurs for a period of five (5) working days or less, employees affected shall have the option, upon the commencement of their next regularly scheduled shift, of accepting the lay-off or filling non-bid jobs in the labour pool, and retaining their rates of pay. |
(a) | Filling non-bid jobs in the labour pool shall be subject to seniority regulations in the bumping procedure. |
9.09 | RECALL PROCEDURE In the case of recall of employees on lay-off status, the following procedure shall apply: |
(a) | Senior employees who decline recall to work which they are informed is temporary, and of limited duration, shall not thereby forfeit their seniority. They shall not be eligible to displace junior employees during the estimated period of employment for which they declined recall, and they shall not be eligible for further temporary recall as above until they notify the Manager, Human Resources of their subsequent availability for work. | ||
(b) | The Union shall be supplied with a list of those employees who the Company has been unable to contact, or who have refused, for a temporary recall. The Company and the Union shall coordinate their efforts to contact those employees. |
9.10 | TEMPORARY TRANSFER |
(a) | Temporary transfers can be made to jobs under this Collective Agreement for a maximum of forty-five (45) calendar days to enable the Company to meet operational requirements, or to hire and/or train employees and pending |
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(b) | Temporary transfers of ten (10) working days or less can be made without regard to seniority regulations in Article (a) above, but not on a continuing basis. When there is a known vacancy, of one scheduled week or more, senior employees will be used whenever possible. If the senior employee is not used, he shall receive the higher of the two rates of pay. | ||
(c) | The Company shall maintain a list of all employees who are on temporary transfer. Such list shall be made available for review by the Union at any time. | ||
(d) | When an employee is off work due to illness or accident for more than forty-five (45) days, his job will then be put up for temporary bid. Upon returning from accident or illness, the individual will retain his job and bump out the temporary bidder even if the temporary bidder is senior. However, the temporary bidder shall hold recall rights to the position. |
9.11 | LINES OF PROGRESSION - |
(a) | The lines of progression shall be set forth in this Agreement, subject to any subsequent changes agreed upon between the Company and the Union. Such changes to be in writing and signed by both parties. Any new job established in the line of progression shall become part of the line of progression. |
(b) | General Terms |
1. | Plant seniority will be the seniority considered for applications for bidding into a line of progression. To move up the line of progression, an employee must have held the next lowest job listed in that line of progression for a length of time, as defined in such line of progression. | ||
2. | Employees can bid out of the line of progression at any time. | ||
3. | All present employees who have in the past, bid and received any job listed in the line of progression, will be given credit and will be able to bid into the next higher job. |
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10.01 | Lay-off STATUS DEFINED Lay-off status under this Agreement provides an employee with the right to be recalled to work in accordance with Article 9. |
10.02 | Lay-off Notice |
(a) | Employees laid off because of lack of work, except for breakdowns or reasons outside the control of the Company, shall be given five (5) working days of notice. However, this five (5) day notice of lay-off shall not apply to probationary employees, nor shall it apply to other employees during the first five (5) consecutive regular working days of recall to work on a day-to-day basis. Employees who are given five (5) days of notice of lay-off under this Section, and who are then placed on a day-to-day employment basis which continues without lay-off for five (5) consecutive regular working days shall again become entitled to the five (5) day notice of lay-off, as provided in the first sentence herein. | ||
(b) | Employees with one (1) or more years of seniority shall be given ten (10) working days notice of lay-off. |
10.03 | A senior employee shall have the right to displace a junior employee provided that: |
(a) | The senior employee has held that job by bid or is considered to have held the job by bid. | ||
(b) | The senior employee may bump only into their most recent job on which they were the successful bidder, or they may elect to bypass such a job and bump into the next most recent job that he has held by bid, regardless of the job class of such a job. | ||
(c) | An employee who does not have the seniority to hold a bid job as a result of lay-off may bump into the labour pool, providing he has the seniority to do so. | ||
(d) | The procedure for recall to bid jobs shall be in reverse order of the job bumping procedure. | ||
(e) | If any employee elects to bypass any job, he shall forfeit his recall rights to any such job. |
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(f) | In the event an employee who has bumped into a former position proves to be unsuitable for the position, he shall revert to his next former position and/or status. | ||
(g) | Maintenance department seniority shall determine who bumps out of the maintenance department during a reduction in work. The employees plant seniority shall determine his bumping rights to any former positions. (Subject to Article 3.04 of the Apprenticeship Agreement). |
11.01 | Personal Reasons An employee will be allowed a thirty (30) day leave of absence without pay for personal reasons, if: |
(a) | he requests it from Management in writing; | ||
(b) | the leave is for a good reason, and does not interfere with operations, except in emergency situations when leave shall be granted regardless. | ||
(c) | In the event that an employee is accused of an offence which requires a court appearance, he shall be entitled to a leave of absence without pay to attend court. | ||
(d) | In the event that the employee is incarcerated while awaiting a court appearance, and is subsequently found not guilty, the employee shall be granted a retroactive leave of absence for such period of time. |
11.02 | A leave of absence will be extended for additional thirty (30) day periods if there is a good reason, and Management and Union mutually agree. The employee must request the extension in writing before his thirty (30) day leave is up. | ||
11.03 (a) | All requests for leave of absence, of five (5) days or less, under this Article will be reviewed by Company representatives. The Union will be notified of all leaves granted under this paragraph. |
(b) | All requests for leave of absence, of over five (5) days, under this Article will be reviewed by a Company-Union Committee before the request is authorized or denied. This committee shall be composed of up to three (3) Union and three (3) Company representatives. |
11.04 | Leave to Attend Union Business An employee who has been elected or appointed by the Union to attend Union business shall be granted a leave of absence without pay for this purpose. The Union will inform the Company of the |
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names of the delegates at least three (3) working days in advance. Alternate delegates will be selected in the event of sickness or to meet work requirements. |
11.05 | Leave for Union Employment The Company shall grant an employee a leave of absence for one (1) year to work in an official capacity for the local or international Union. This leave may be extended for one (1) additional year by mutual agreement between the Company and Union. There shall be a limit of one (1) person on such leave at one (1) time. The employee must request the leave in writing and the Union must approve it. | ||
11.06 | Failure to Return from Leave Any leave of absence will be in writing and no such leave will affect any employees seniority rights when used for the purpose granted provided he shall return to work at the expiration of such leave. Any employee who fails to report for work upon expiration of his leave of absence or any extension thereof shall be deemed to have voluntarily ceased employment with the Company (except by reasons of force majeure). |
11.07 (a) | The Company shall compensate employees on the Negotiating Committee at their standard hourly rate for time spent in negotiation meetings with the Company during regular day shift hours that they would otherwise have worked. |
1. | When meeting with Company for 2 hours or more, payment of a full days pay. | ||
2. | When meeting as a sub committee, payment of a full days pay. | ||
3. | When Company requests member not return to work, payment of a full days pay. | ||
(b) | During negotiations for a new Collective Agreement, the Company will place employees, members of the Negotiating Committee, on the day shift when meeting with Company. | ||
(c) | The Union Negotiating Committee shall consist of a maximum of five (5) members of the Bargaining Unit and such Union International Representatives as required. |
11.08 | Military Leave to participate in Reserve Force Training or Duty a maximum of 12 months leave of absence without pay will be granted to employees who are members of the Reserve Force and are selected for extended, full-time service on peacekeeping or other missions. Reservists shall give the Company a minimum of 12 weeks advanced notice. |
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12.01 | The parties hereto recognize the importance of safety provisions in the plant for the welfare of the employees and for the protection of the Companys property. The Company agrees to improve and promote safe working conditions in the plant. A Safety Committee shall be composed of up to four (4) Union, one of which shall be the local Union President, and four (4) Company representatives, one of which shall be the Supervisor, Medical Services, and it is agreed that the minutes of every meeting shall be made available to each member of the committee and a copy to the appropriate government agency. | ||
12.02 | Pay for Safety Committee Meetings held outside regular working hours shall be at straight time rates. | ||
12.03 | The Company will maintain a first aid station for the emergency treatment of accidents during working hours, and a log book of all accidents shall be maintained. Qualified First Aid personnel shall be available on all shifts. |
12.04 (a) | Any employee working in the immediate vicinity of a serious or fatal accident may, at the discretion of the senior supervisor on shift, refrain from working the balance of the shift, without loss of pay. |
(b) | The senior shift supervisor, in either of the above situations, shall notify the Senior Union Representative on shift, of his decision. |
12.05 | Employees who believe that they are being required to work under conditions which are unsafe or unhealthy beyond the normal hazards inherent in the operation in question shall have the right to have such conditions investigated immediately. No worker will be disciplined for exercising his right to refuse unsafe work. The worker will be offered other work, at his regular job class, until the matter is resolved by the following process. Upon request by an employee to have his work conditions investigated, his work station shall be shut down immediately, until such time that the preliminary investigation is completed. Preliminary investigations may be conducted by the senior salaried supervisor on shift and any union officer that is on shift, and their decision shall be binding until a final judgement is passed down by the Safety Committee. | ||
12.06 | Where an employee is employed under the conditions where he might be injured, and not be able to secure assistance, the employer shall devise some method of checking on the well-being of the employee at intervals which are reasonable and practicable under the circumstances. | ||
12.07 | The Company will provide paid education leave to the Health and Safety Committee members. |
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12.08 | The Joint Safety Committee Co-Chairs, or their designates, shall meet quarterly with the Plant Manager to review reports and recommendations of the Joint Health and Safety Committee, and discuss other matters pertaining to safety, accident prevention and industrial hygiene. For special needs related to safety the Union, or the Company, may request a meeting of the two parties. |
13.01 | In the event of employees sustaining injuries at work, or becoming affected by occupational diseases during the course of their employment and becoming physically handicapped, as a result thereof, every effort will be made by the Company to give the handicapped employee such suitable employment as is available. |
14.01 | If an authorized Representative of the International Union who is not employed by the Company wishes to speak to Local Union representatives in the plant about a grievance or other official Union business, he shall make arrangements through the Plant Manager. Such arrangements shall not interfere with normal plant operations. |
15.01 | Any rights and privileges enjoyed by the employees prior to the execution of this Agreement shall be continued and no change shall be put into effect unless mutually agreed by the Company and the Union. |
16.01 | The Company agrees to provide the Union with bulletin boards in the plant for the purpose of posting Union notices and official papers. Notices will be posted only by officers of the Union and will be in keeping with the spirit and intent of this Agreement. |
17.01 | The Union shall notify the Company in writing, within one (1) week of their appointment or election, of the names of all Union Officers, Committeemen and Stewards. |
17.02 | If a Union Officer or Committeeman is required to leave his job in connection with his duties under this Agreement, he must obtain permission from his immediate supervisor before doing so. Such permission will not be unreasonably |
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withheld and he shall not suffer loss of pay while so engaged during his working hours. |
17.03 | Union Officers, Stewards and Committeemen shall not suffer loss of pay for authorized time spent during working hours in the performance of their duties as recognized under this Agreement. |
17.04 | If a Union Officer or Committeeman is assigned to night shift and his duties require his presence on day shift, he shall be transferred to the day shift for the length of time his duties require his presence on the day shift, providing proper notice is given to the Company. |
17.05 | There shall be a grievance committee selected by the Union. This committee will be so selected that each department will be represented. | ||
17.06 | The duties of officers and committeemen as referred to in this Agreement shall be deemed to mean carrying out the responsibilities of the committee or committees they are assigned to as designated on the lists of officers and committeemen supplied to the Company by the Union. Only those employees included on such lists to the Company will be recognized as spokesmen for the Union having duties under this Agreement. |
18.01 | Definition of Day and Work Day - A day is a twenty-four (24) hour period beginning with the start of the employees shift. The basic work day is eight (8) consecutive hours of work in the twenty-four (24) hour period broken only by the established lunch period. | ||
18.02 | Purpose of Defining Work Day and Work Week The daily and weekly hours of work outlined in this Article 18 are stated solely for the purpose of calculating overtime and shall, in no way, be interpreted as a guarantee of work or pay per day or per week. | ||
18.03 | Definition of Work Week The basic work week is made up of five (5) consecutive working days Monday through Friday. |
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18.04 | Shift and Work Schedules |
(a) | The daily hours of work shall be outlined in Appendix (D) page 44. | ||
(b) | An employee required to change shift shall have eight (8) hours of rest between shifts. In the event an employee is recalled to work before such eight (8) hours elapse, he shall be considered as still working on his previous shift and shall be paid the appropriate rates except on a change from afternoon to day shift when seven and one-half (7-1/2) hours will prevail). | ||
(c) | Shift schedules and hours of work schedules shall be made and posted in the department no later than Wednesday of the preceding week. Employees required to change shifts for the convenience of the Company shall not suffer loss of regular earnings, as a result of such shift changes. The Company will provide available work or pay for the employee(s) affected by such shift changes to make up the amount of regular earnings by the end of the following pay period. Overtime rates as set forth herein shall be paid for work performed on an employees scheduled days off. |
18.05 | Definition of Shifts |
(a) | A shift starting on or after 6:00 a.m., but before 9:00 a.m. is a day shift. | ||
(b) | A shift starting on or after 2:00 p.m, but before 5:00 p.m. is an afternoon shift. | ||
(c) | A shift starting on or after 10:00 p.m., but before 1:00 a.m. is a night shift. |
18.06 | Shift Premiums |
(a) | A shift premium of twenty-five cents ($.25) additional to the standard hourly rate shall be paid each employee for hours worked on afternoon shift. | ||
(b) | A shift premium of fifty cents ($.50) additional to the standard hourly rate shall be paid each employee for hours worked on night shift. | ||
(c) | The shift premiums outlined in (a) and (b) above shall be paid during overtime hours at the rates outlined, but shall not be included in the standard hourly rate for computing overtime pay. |
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18.07 | Lunch Periods |
19.01 | There shall be no pyramiding of time in the calculation of weekly overtime by including any hours for which daily overtime has already been paid. |
19.02 | (a) Hours Worked in Excess of Eight (8) |
(b) | Hours Worked in Excess of Twelve (12) |
19.03 | Hours Worked on Saturday |
19.03 | ( a ) |
19.04 | Hours Worked on Sunday |
19.04 | ( a ) |
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19.05 | Exceptions to Daily Overtime |
19.06 | Lunch Periods |
19.07 | (a) Overtime Lunches |
(b) | Weekend Lunch Breaks |
(c) | Lateness and Overtime |
(1) | Late starting up to six (6) minutes shall not be deductible. | ||
(2) | Lateness in excess of six (6) minutes shall be calculated and deductible to the nearest tenth (10th) of an hour, with a minimum deduction of two-tenths (2/10) of an hour. |
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(1) | Up to and including six (6) minutes shall be disregarded when no further overtime is worked. | ||
(2) | Six (6) minutes and over shall be calculated to the nearest tenth (10th) of an hour with a minimum of two-tenths (2/10) of an hour. |
NOTE: This section does not provide for lateness or overtime on a continuous basis. |
19.08 | Notice of Overtime |
19.09 | The employee(s) shall have the right to refuse any unscheduled overtime. Notice of scheduled overtime work required on Monday, Tuesday, Wednesday and Thursday shall be given by noon of the previous day. All overtime on Friday, Saturday and Sunday shall be voluntary. |
19.10 (a) | Overtime will be distributed as evenly as possible among those employees normally performing the work available. Employees who have refused overtime will be credited as having worked this overtime for even distribution purposes. |
(b) | Normally performing the work shall be meant to be the specific mill or work area affected. | ||
(c) | Effective on ratification of this contract, the agreed upon record of overtime distribution shall commence on January 1st of each calendar year, and shall not exceed a twelve (12) month period. | ||
(d) | Overtime worked outside the employees regular department shall not be counted against the employees entitlement to overtime in their regular department. |
20.01 | The following shall be recognized as paid holidays under this Agreement subject to Section 20.02: |
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New Years Day | First Monday in August | |||
Family Day | Labour Day | |||
Good Friday | Thanksgiving Day | |||
Victoria Day | Remembrance Day | |||
Canada Day | Christmas Day | |||
Stampede Day | Boxing Day |
20.02 | Holiday Pay Allowance |
(a) | If he is a probationary employee, he has completed thirty (30) consecutive calendar days of employment prior to the holiday, except that if he does complete the thirty (30) day period, he shall receive pay for any holidays which occurred during such period, and | ||
(b) | he has worked eight (8) hours in the week preceding the holiday, unless he is absent because of vacation, death in the immediate family, illness, jury duty, or within fourteen (14) calendar days prior to the holiday, he commences a leave of absence or is laid off, but | ||
(c) | an employee may not qualify for any further paid holidays under item (b) above until he returns to work. | ||
(d) | Disciplinary action may be taken in instances where employees fail to work the day before or the day after a plant holiday, except where permission was previously obtained or the employee had a justifiable reason for being absent. |
20.03 | Pay for Work on Holiday |
20.04 | In the event that one or more of the above-named holidays occurs during the employees vacation, he shall be paid for such holiday(s), and the additional days will be added to his vacation time. |
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20.05 | The observance of the above holidays may be transferred by mutual agreement to other days than the date proclaimed or provided above. |
21.01 | (a) The Co-Operative Wage Study (C.W.S.) Manual for job description, classification and wage administration, dated August 1, 1971 (herein referred to as the Manual) is incorporated into this Agreement as APPENDIX (A) page 40, and its provisions shall apply as if set forth in full herein. |
(b) | Job classifications shall be as set forth in APPENDIX (C) attached hereto, and forming part of this Agreement. See pages 41 43 inclusive. |
21.02 | Each employees job shall be described and classified, and a rate of pay applied to such employee in accordance with the provisions of this Agreement. |
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21.03 | Standard Hourly Wage Scale |
(a) | The standard hourly wage scale shall be as follows: |
Job Class | Jan. 1/ 04 | Jan 1/05 | Jan 1/06 | |||
1 | 22.23 | 22.53 | 22.78 | |||
2 | 22.54 | 22.87 | 23.14 | |||
3 | 22.85 | 23.21 | 23.50 | |||
4 | 23.16 | 23.55 | 23.86 | |||
5 | 23.47 | 23.89 | 24.22 | |||
6 | 23.78 | 24.23 | 24.58 | |||
7 | 24.09 | 24.57 | 24.94 | |||
8 | 24.40 | 24.91 | 25.30 | |||
9 | 24.71 | 25.25 | 25.66 | |||
10 | 25.02 | 25.59 | 26.02 | |||
11 | 25.33 | 25.93 | 26.38 | |||
12 | 25.64 | 26.27 | 26.74 | |||
13 | 25.95 | 26.61 | 27.10 | |||
14 | 26.26 | 26.95 | 27.46 | |||
15 | 26.57 | 27.29 | 27.82 | |||
16 | 26.88 | 27.63 | 28.18 | |||
17 | 27.19 | 27.97 | 28.54 | |||
18 | 27.50 | 28.31 | 28.90 | |||
19 | 27.81 | 28.65 | 29.26 | |||
20 | 28.12 | 28.99 | 29.62 | |||
21 | 28.43 | 29.33 | 29.98 | |||
22 | 28.74 | 29.67 | 30.34 | |||
23 | 29.05 | 30.01 | 30.70 | |||
24 | 29.36 | 30.35 | 31.06 | |||
25 | 29.67 | 30.69 | 31.42 | |||
26 | 29.98 | 31.03 | 31.78 | |||
27 | 30.29 | 31.37 | 32.14 |
(b) | All employees with a start date after the signing date of this Collective Agreement, that start at Job Class 4 or less, shall have a two dollar ($2.00) reduction from their rate of pay during the probationary period. In the event that probationary employees are promoted to a job that is at a Job Class higher than Job Class 4, such employees shall be paid the rate for the job they are doing with no reductions. This article will not apply to tradespersons. |
21.04 | Effective on the dates specified in Section 21.03, all employees shall have their rates of pay adjusted as follows: |
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(a) | If the employee is not receiving an out-of-line differential prior to the dates specified in Section 21.03, the rate of pay of such employee shall be adjusted to conform to the standard hourly rate for that employees job, as provided in Section 21.03. | ||
(b) | If the employee is receiving an out-of-line differential prior to the dates specified in Section 21.03, the rate of pay of such employee shall be increased by the amount by which the rate for Job Class I has been increased, as provided in Section 21.03 and the following shall govern: |
(1) | If the employees new rate resulting from such increase is greater than the standard hourly rate for the job as provided in Section 21.03, the amount by which such employees new rate is greater than the rate provided in Section 21.03 shall become such employees new out-of-line differential (which shall replace the former out-of-line differential) and shall apply in accordance with the provisions of this Agreement. | ||
(2) | If the employees new rate resulting from such increase is equal to or less than the standard hourly rate for the job, as provided in Section 21.03, the rate of pay of such employee shall be adjusted to conform to the standard hourly rate for the job, as provided in Section 21.03, and the former out-of-line differential shall be terminated. |
21.05 | As of the date the Standard Hourly Wage Scale becomes effective, the standard hourly rate for each job class shall be the standard hourly rate for all jobs classified within such job class and shall so continue for the duration of the Standard Hourly Wage Scale and shall be applied to any employee in accordance with the provisions of this Agreement. |
21.06 | Each standard hourly rate established under Section 21.03 shall be: |
(a) | The established rate of pay for all hours paid for on a non-incentive job; and | ||
(b) | the established hourly base rate and minimum guaranteed rate of pay under any incentive applied to the job in accordance with the provisions of this Article. |
21.07 | Except as otherwise provided by this Agreement, the established rate of pay for each production or maintenance job, other than a trade or craft or apprentice job, shall apply to any employee during such time as the employee is required to perform such job. | ||
21.08 | Except as otherwise provided by this Agreement, the established rate of pay for a trade or craft or apprentice job shall apply to any employee during the time such employee is assigned to the respective rate classifications in accordance with the provisions of this Agreement. |
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21.09 | Out of Line Differentials |
(a) | Name of incumbent to whom such out-of-line differential is to be paid. | ||
(b) | Job title of job on which out-of-line differential is to be paid. | ||
(c) | Job classification of such job. | ||
(d) | Standard hourly rate of such jobs. | ||
(e) | Amount of out-of-line differential. | ||
(f) | Date such out-of-line differential became effective. |
21.10 | Except as such out-of-line differential may be changed by the means hereinafter provided, any employee included in the list referred to in Section 21.09 shall continue to be paid such out-of-line differential during such time as the employee continues to occupy the job for which the differential was established. | ||
21.11 | If an employee with an out-of-line differential is transferred or assigned to a job having a higher standard hourly rate, then the differential shall be reduced by the amount of the increase in the standard hourly rate. | ||
21.12 | If, as a result of lay-off and the exercise of seniority rights, an employee with an out-of-line differential is moved to a job having a lower standard hourly rate, then the out-of-line differential shall be cancelled. | ||
21.13 | If such employee referred to in Sections 21.11 and 21.12 shall be returned to the job for which the out-of-line differential was established, the out-of-line differential shall be reinstated, except as it may have been reduced or eliminated by other means. | ||
21.14 | When an employee would, in accordance with the terms of this Agreement, be entitled to receive his regular rate, he shall also receive any out-of-line differential to which he is entitled. | ||
21.15 | In addition to the means herein provided, increases in the increment between job classes shall be used to reduce or eliminate out-of-line differentials. |
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21.16 | Except for the application of the out-of-line differentials as called for herein, the terms of this Agreement governing transfers shall apply. | ||
21.17 | Temporary Transfer An employee who is temporarily transferred from his regular job shall be paid the standard hourly rate of the job to which he has been transferred, provided such rate is not less than that of his regular job. If the rate of the job to which he is temporarily transferred, but not as a result of a lay-off, is less than the rate of his regular job, he shall be paid the rate of his regular job during the period of such temporary transfer. | ||
21.18 | Trade or Craft and Assigned Maintenance Convention In addition to the provisions of the Manual for describing and classifying trade or craft and assigned maintenance jobs the following shall apply: |
(a) | The description and Classification shall be carried out in accordance with the Manual. | ||
(b) | The job classification of trade or craft jobs, having been classified as in Paragraph (a), above, shall be increased by two job classes and the two job classes shall be incorporated into the total classification of the job. | ||
(c) | The job classification of assigned maintenance jobs, having been classified at job class eleven or higher as in Paragraph (a), above, shall be incorporated into the total classification of the job. | ||
(d) | Where a change in an existing job requires a new description and classification for a job on which this convention has already been applied, such job shall be reclassified in the same manner as that followed prior to the application of this convention and the provisions of Paragraphs (a), (b) and (c), above, shall apply. |
21.19 | Incentives Should the Company desire to install incentives to cover any jobs, the following shall govern: |
(a) | The standard hourly rates for the respective jobs shall be the base rates and minimum hourly guaranteed rates for such incentives. | ||
(b) | The Company shall first discuss with and explain to the Union the development of any incentive plan, and reach mutual agreement with the Union regarding such incentive plan before such incentive plan is installed. |
21.20 | General Any mathematical or clerical errors made in the preparation, establishment or application of job descriptions, classifications or standard hourly rates shall be corrected to conform to the provisions of this Agreement. |
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21.21 | Except as otherwise provided, no basis shall exist for an employee covered by this Agreement to allege that a wage rate inequity exists. |
21.22 | Leave of Absence for Union C.W.S. Committee The Company agrees to grant leave of absence from their regular work to three employees who shall be selected by the Union to act on its C.W.S. Committee. Employees so selected shall: |
(a) | Accumulate any seniority to which they normally would be entitled; | ||
(b) | Receive their regular rate of pay from the Company, as based upon a normal work week; and | ||
(c) | Return to their regular employment when their work on the C.W.S. Committee is completed. |
21.23 | Pay Days Employees shall be paid on Company time every second Friday. Employees on afternoon shift shall be paid on the preceeding scheduled work day. |
(a) | This article may be amended during the term of this Agreement, if mutually agreed between the Company and the Union, to allow for a different regular pay day and/or pay method, such as a direct deposit system. |
21.24 | Reporting Pay |
(1) | In cases where an employee is not notified of an emergency breakdown before leaving home, and said employee reports for his regular shift, he will receive a minimum of four (4) hours straight time pay, and shall be required to perform any work which may be assigned. | ||
(2) | To receive reporting pay as in 21.34 (1), employees must have reported current addresses and telephone numbers to the Company. | ||
(3) | After the shift has started, Section 21.34 (1) shall not apply in cases where a major breakdown occurs as a result of fire, flood, or frost because of failure of a utility company to deliver gas or electric power, due to a breakdown outside of the Companys premises. Under this circumstance an employee may, at the discretion of the Company, be dismissed for the day and paid for |
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the actual time worked or for four (4) hours pay, whichever is the greater, but the employee must accept assigned work. |
21.25 | Call-out Pay An employee who has left the premises after completion of his scheduled shift and who is recalled for work with less than eight (8) hours of notice shall be paid two (2) times his regular straight-time hourly rate, for all hours worked on such callout up to the starting time of his scheduled shift but, in any event, for not less than two (2) hours at double his regular straight-time hourly rate. Notwithstanding the foregoing however, if any employee receives eight (8) hours of notice in advance of the time that he is required to report to work, or seven and one-half (7-1/2) hours in the case of a change from afternoon to dayshift, then the starting time of his new work period will start a new twenty-four (24) hour period for the purpose of determining overtime. | ||
21.26 | Pay for Jury Service The Company shall pay an employee who is required for jury service or who is subpoenaed as a witness, for each day of service, the difference between his average straight-time hourly rate for the number of hours he normally works on his regular shift, and the payment he receives for jury service. The employee will present proof of service and the amount of pay received. | ||
21.27 | Pay on Day of Injury An employee hurt in an industrial accident shall be paid for the time lost on the day he was injured at his regular daily earnings including any overtime premium and applicable shift differential, but the employee must return to work unless directed otherwise by the doctor. The Company will provide necessary transportation for injured workmen on day of injury. The Company shall not be responsible for the payment of time or transportation compensated for by the Workers Compensation Board. | ||
21.28 | Bereavement Pay |
(a) | In the case of a death in the immediate family of an employee, the Company shall grant three (3) days leave of absence with pay. Immediate family shall be meant to include mother, father, mother-in-law, father-in-law, brother, sister, brother-in law, sister-in-law, wife, husband, children, grandchildren, grandparents and grandparents of spouse. Any such leave of absence must be arranged with the employees foreman, if possible, or another Company representative. |
(b) | All requests for extended leaves of absence under this article, or a grievance under this article will be reviewed by a Company-Union Committee. This |
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Committee shall be composed of up to three (3) Union and three (3) Company representatives. | |||
(c) | Probationary employees who have not completed thirty (30) consecutive days of employment prior to their commencement of the bereavement leave shall be eligible for bereavement pay upon their completion of thirty (30) consecutive days of employment. |
21.29 | Elimination of Bargaining Unit Jobs |
1. | Revert to his former position and status as defined under Article 10.03. | ||
2. | Maintain the rate of pay of the eliminated job classification for a period of one (1) year, unless the rate of pay of his former position and status is higher, then no rate retention shall apply. | ||
3. | Should an employee successfully bid on another job classification while on rate retention, then such rate retention shall be cancelled. | ||
4. | An employee who is receiving rate retention but who is then bumped due to lay-off shall lose such rate retention. However, when such employee is returned to the job classification on which he was receiving rate retention, the rate retention shall be reinstated. |
22.01 | Vacation Year Each current vacation year will be defined as the period from May 1 of the previous year to April 30 of the current year for calculation of vacation pay and length of vacation. |
(a) | For the purpose of computing vacation, seniority shall mean the total period of service since the employees seniority date, excluding periods of time during which the employee does not return to work from lay-off, after being notified to do so as per Article 9.04. | ||
(b) | Employees on a Prudential Steel related Workers Compensation claim, or Prudential weekly indemnity, at time of recall above, shall continue to accumulate vacation seniority until such time as they are declared fit to return to work. |
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22.02 | Length of Vacation |
(a) | Employees who have less than one (1) year of seniority as at May 1 shall be entitled to one (1) day of vacation for each month of seniority, to a maximum of ten (10) days. | ||
(b) | Employees who have one (1) but less than two (2) years of seniority as at May 1 shall be entitled to two (2) weeks vacation. | ||
(c) | Employees who have two (2) years but less than eight (8) years of seniority as at May 1 shall be entitled to three (3) weeks vacation. | ||
(d) | Employees who have eight (8) years but less than twelve (12) years of seniority as at May 1 shall be entitled to four (4) weeks vacation. | ||
(e) | Employees who have twelve (12) years but less than twenty-five (25) years of seniority as at May 1 shall be entitled to five (5) weeks vacation. | ||
(f) | Employees who have twenty-five (25) or more years of seniority as at May 1 shall be entitled to six (6) weeks vacation. |
22.03 | Vacation Pay |
(a) | Employees with less than one (1) year of seniority as at May 1 shall be entitled to four percent (4%) of all monies received from the Company, Workers Compensation Board benefits and the Prudential Steel weekly indemnity benefits while in the employ of the Company. | ||
(b) | Employees who have one (1) year but less than two (2) years of seniority as at May 1 shall be entitled to vacation pay of: |
(1) | Employees with 1,900 or more credited hours shall be entitled to eighty (80) times the employees average hourly rate during the vacation year, or four percent (4%) of gross pay, whichever is greater. |
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(2) | Employees with less than 1,900 credited hours shall be entitled to four percent (4%) of all monies received from the Company, Workers Compensation Board benefits and the Prudential Steel weekly indemnity benefits while in the employ of the Company. |
(c) | Employees who have two (2) but less than eight (8) years of seniority as at May 1 shall be entitled to vacation pay of: |
(1) | Employees with 1,900 or more credited hours shall be entitled to one hundred and twenty (120) times the employees average hourly rate during the vacation year or seven percent (7%) of gross pay, whichever is greater. |
(2) | Employees with less than 1,900 credited hours shall be entitled to seven percent (7%) of all monies received from the Company, Workers Compensation Board benefits and the Prudential Steel weekly indemnity benefits while in the employ of the Company. |
(d) | Employees who have eight (8) years but less than twelve (12) years of seniority as at May 1 shall be entitled to vacation pay of: |
(1) | Employees with 1,900 or more credited hours shall be entitled to one hundred and sixty (160) times the employees average hourly rate during the vacation year, or nine percent (9%) of gross pay, whichever is greater. |
(2) | Employees with less than 1,900 credited hours shall be entitled to nine percent (9%) of all monies received from the Company, Workers Compensation Board benefits and the Prudential Steel weekly indemnity benefits while in the employ of the Company. |
(e) | Employees who have twelve (12) but less than twenty-five (25) years or more years of seniority as at May 1 shall be entitled to vacation pay of: |
(1) | Employees with 1,900 or more credited hours shall be entitled to two hundred (200) times the employees average hourly rate during the vacation year, or eleven percent (11%) of gross pay, whichever is greater. |
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(2) | Employees with less than 1,900 credited hours shall be entitled to eleven percent (11%) of all monies received from the Company, Workers Compensation Board benefits and the Prudential Steel weekly indemnity benefits while in the employ of the Company. |
(f) | Employees who have twenty-five (25) or more years of seniority as at May 1 shall be entitled to vacation pay of: |
(1) | Employees with 1900 or more credited hours shall be entitled to two hundred and forty(240) times the employees average hourly rate during the vacation year, or thirteen per cent (13%) of gross pay, whichever is greater. |
(2) | Employees with less than 1,900 credited hours shall be entitled to thirteen per cent (13%) of all monies received from the Company. Workers Compensation Board benefits and Prudential Steel weekly indemnity benefits, while in the employ of the Company. |
(g) | For the purpose of calculating vacation pay, credited hours shall be meant to include: |
(1) | Hours for which wages are received from the Company including vacation hours and statutory holidays. | ||
(2) | Hours the employee would normally have received while receiving weekly indemnity benefits from the Workers Compensation Board, or the Companys Insurance Welfare Program, while in the employ of the Company. | ||
(3) | Hours the employee would normally have received while on temporary Union business (not Union employment). |
22.04 | Estimated vacation pay will be made two (2) weeks prior to start of a vacation and may be taken in a minimum of one (1) week periods upon written request from the employee. Request for the above must be received by the payroll department three (3) weeks prior to start of a vacation. | ||
22.05 | As the vacation plan was introduced to provide an opportunity for rest and recreation, no payment will be made in lieu of vacation, except as provided for at |
- 35 -
termination of employment. Vacations cannot be accumulated from one year to another. |
22.06 | Should an employees service be terminated at any time for any reason whatsoever, he will be entitled to payment for vacation due him, as provided in 22.03. |
22.07 | Vacation Schedules |
(a) | The Company, may at its discretion, institute a system of staggered vacations in any year, and in such event, the employees will be given sixty (60) days notice of such decision. If staggered vacations are instituted, all employees who are entitled to vacations at May 1, will if at all possible, be given their vacation during the summer months. Preference for vacation shall be in accordance with seniority. | ||
(b) | If the Company decides to close the Plant for three (3) consecutive weeks during the months of July or August, the Company shall post sixty (60) days advance notice on the Shop Bulletin Board announcing the date on which the Annual Vacation close-down will start. |
(c) | Employees eligible for a fourth week of vacation, shall be scheduled giving senior employees preference. | ||
(d) | Employees entitled to more than three (3) weeks vacation may be scheduled for: |
(1) | Three (3) weeks during the months of May to October, inclusive, and the remaining vacation between November 1 and April 30 of the vacation year; or | ||
(2) | Such employees who desire more than three (3) weeks vacation in one (1) unbroken period must make such request sixty (60) days prior to commencement of the employees vacation. The granting of such requests will be subject to production requirements and preference shall be in accordance with seniority. |
- 36 -
22.08 | Christmas Shutdown |
23.01 | Benefits |
23.02 | Pension Plan |
24.01 | Attached hereto and forming part of this Agreement are the following appendices: |
Appendix (A) | - | Co-operative Wage Study (C.W.S.) Manual for Job Description, Classification and Wage Administration dated January 1, 1971. | ||
Appendix (B) | - | Learner Period Classification Analysis. | ||
Appendix (C) | - | Schedule of Classifications. | ||
Appendix (D) | - | Hours of Work Schedules. | ||
Appendix (E) | - | Insurance Benefit Program. | ||
Appendix (F) | - | Tradesmens Tools. |
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Appendix (G) | - | Protective Clothing. | ||
Appendix (H) | - | Lockers. | ||
Appendix (i) | - | Pension Plan. | ||
Appendix (J) | - | Lines of Progression. |
25.01 | Copies of this Agreement are to be made available to all employees in the Bargaining Unit. Union officers and stewards will distribute copies of the Agreement in their respective departments. All costs to be shared equally between the Company and the Union. | ||
25.02 | Letters of Understanding and Agreement |
(a) | Form part of Collective Agreement: |
(b) | Copies to Union: |
(c) | Renewal: |
26.01 | This Agreement shall be effective from January 1, 2004 to and including December 31, 2006 and thereafter from year to year, unless written notice of intent to terminate and/or amend the Agreement at the expiration of the above period is given by either party during the period beginning on October 1, and ending December 1 in any year after 2005. |
- 38 -
26.02 | Within thirty (30) days after receipt of any notice given pursuant to this Article by either party, the parties to this Agreement shall commence negotiations. During the period of negotiations, this Agreement shall continue in full force and effect. |
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |
R.C. Lee | K. Turcotte | |
R.J. Coller | D.L. Hawkins | |
R. Pollitt | N.A. Braybrook | |
T.D. MacKenzie | L.H. Normand | |
F.N. Rambie | ||
S.L. Johnson |
- 39 -
6 Month Training | Journey | |||||||||||||||||||||||||||||||||||
Periods | 1st | 2nd | 3rd | 4th | 5th | 6th | 7th | 8th | Man | |||||||||||||||||||||||||||
TRADE TITLES | APPRENTICE JOB CLASSES | |||||||||||||||||||||||||||||||||||
Electrician | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 21 | |||||||||||||||||||||||||||
Heavy Duty Mechanic | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 21 | |||||||||||||||||||||||||||
Machinist | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 20 | |||||||||||||||||||||||||||
Millwright | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 20 | |||||||||||||||||||||||||||
Welder Maintenance | 8 | 9 | 11 | 13 | 14 | 16 | 20 | |||||||||||||||||||||||||||||
Welder Fabrication | 8 | 9 | 11 | 13 | 14 | 16 | 18 |
- 40 -
JOB CLASS | JOB TITLE | |
1 | Sweeper | |
4 | Material Handler | |
5 | Drift Operator | |
6 | Stenciller | |
6 | Tallyman | |
6 | Bander Operator | |
7 | Scale Operator | |
7 | Fin Grinder | |
7 | Bundling Station Operator | |
7 | Truck Driver Maintenance | |
8 | Ironworker Operator | |
8 | Upset Inspector | |
8 | Punch Press Operator | |
8 | Spray Painter | |
8 | Grooving Operator | |
8 | Auxiliary Saw Operator | |
8 | End Cropper Operator | |
8 | Beveller Operator | |
8 | Drift/Hydro | |
8 | Hydrostatic Tester Operator | |
8 | Gantry Operator | |
8 | Strapping Machine Operator | |
8 | Swedge/Phosphate Operator | |
9 | Overhead Crane Operator | |
9 | Overhead Crane Lift-Truck Operator | |
9 | Saw Sharpener Operator | |
9 | Flying Cutoff Operator |
- 41 -
JOB CLASS | JOB TITLE | |
9 | Beveller - O.C.G. | |
9 | Radial Drill Operator | |
9 | Bandsaw Operator | |
10 | Bucking Machine Operator | |
10 | Thread End Inspector | |
10 | HSS Gantry Crane Operator (Heede) | |
10 | Pipe Inspector | |
10 | Uncoiler Operator | |
10 | Coiler/Re-Coiler Operator | |
11 | Yard Machine Operator | |
11 | Yard Tractor Operator | |
11 | Crane/Coil Machine Operator | |
12 | Upsetter Operator | |
12 | Uncoiler-Looper Operator | |
12 | Mobile Crane Operator | |
12 | Threading Machine Operator | |
13 | Ultrasonic Inspector | |
14 | Laboratory Operator | |
14 | Yard Group Leader | |
14 | Threading Line Group Leader | |
14 | Thread Machine Operator (PT) | |
14 | Slitter Operator | |
15 | Assistant Mill Operator | |
15 | Inspection & Ultrasonic Group Leader | |
16 | Lab Group leader - Laboratory | |
17 | Building Maintenance Man | |
18 | Changeover Man | |
18 | Shift Leader Yard | |
18 | Welder Fabrication | |
19 | Shift Leader Inspection | |
20 | Millwright | |
20 | Machinist | |
20 | Maintenance Welder |
- 42 -
JOB CLASS | JOB TITLE | |
20 | Shift Leader Premium Thread | |
20 | Fabrication Group Leader | |
20 | Shift Leader Slitter | |
21 | Heavy Duty Mechanic | |
21 | Electrician-Wireman | |
21 | Mill Operator | |
22 | Machinist Group Leader | |
23 | Heavy Duty Mechanic Group Leader | |
23 | Electrical Group Leader | |
23 | Mill Line Group Leader | |
25 | Senior Heavy Duty Mechanic Group Leader | |
27 | Shift Leader Mill Line | |
27 | Shift Leader Mechanic |
- 43 -
HOURS OF WORK SCHEDULE
SCHEDULE | ||||||||||||||||||
NO. | REGULAR TIME | LUNCH | REGULAR TIME | |||||||||||||||
1A | 6:00 a.m. | | 10:00 a.m. | 10:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 2:30 p.m. | |||||||||
1B | 6:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 2:30 p.m. | |||||||||
1C | 6:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 2:30 p.m. | |||||||||
1D | 6:30 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 3:00 p.m. | |||||||||
1E | 6:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:00 p.m. | |||||||||
1F | 6:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 3:00 p.m. | |||||||||
1G | 7:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:30 p.m. | |||||||||
1H | 7:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 3:30 p.m. | |||||||||
1I | 7:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 3:30 p.m. | |||||||||
1J | 7:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 4:00 p.m. | |||||||||
1K | 7:30 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:00 p.m. | |||||||||
1L | 7:30 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:00 p.m. | |||||||||
1M | 8:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:30 p.m. | |||||||||
1N | 8:00 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:30 p.m. | |||||||||
1O | 8:00 a.m. | | 1:00 p.m. | 1:00 p.m. | | 1:30 p.m. | 1:30 p.m. | | 4:30 p.m. |
- 44 -
SCHEDULE | ||||||||||||||||||||
NO. | REGULAR TIME | LUNCH | REGULAR TIME | |||||||||||||||||
2A | 6:00 a.m. | | 10:00 a.m. | 10:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 6:30 p.m. | 6:30 p.m. | | 6:50 p.m. | 6:50 p.m. | | 10:30 p.m. | PL | |||||||||||
2B | 6:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 7:00 p.m. | 7:00 p.m. | | 7:20 p.m. | 7:20 p.m. | | 10:30 p.m. | PL | |||||||||||
2C | 6:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 10:30 p.m. | PL | |||||||||||
2D | 6:30 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 7:00 p.m. | 7:00 p.m. | | 7:20 p.m. | 7:20 p.m. | | 11:00 p.m. | PL | |||||||||||
2E | 6:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 11:00 p.m. | PL | |||||||||||
2F | 6:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | 11:00 p.m. | PL | |||||||||||
2G | 7:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 11:30 p.m. | PL | |||||||||||
2H | 7:00 a.m. | | 11:30 a.m. | 11:30 a.m | | 12:00 noon | 12:00 noon | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | 11:30 p.m. | PL | |||||||||||
2I | 7:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | 11:30 p.m. | PL | |||||||||||
2J | 7:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | MIDNIGHT | PL | |||||||||||
2K | 7:30 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | MIDNIGHT | PL | |||||||||||
2L | 7:30 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 9:00 p.m. | 9:00 p.m. | | 9:20 p.m. | 9:20 p.m. | | MIDNIGHT | PL | |||||||||||
2M | 8:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | 0:30 a.m. | PL | |||||||||||
2N | 8:00 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 9:00 p.m. | 9:00 p.m. | | 9:20 p.m. | 9:20 p.m. | | 9:30 a.m. | PL | |||||||||||
2O | 8:00 a.m. | | 1:00 p.m. | 1:00 p.m. | | 1:30 p.m. | 1:30 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 9:30 p.m. | 9:30 p.m. | | 9:50 p.m. | 9:50 p.m. | | 0:30 a.m. | PL |
- 45 -
SCHEDULE | ||||||||||||||||||||
NO. | REGULAR TIME | LUNCH | REGULAR TIME | |||||||||||||||||
3A | 6:00 a.m. | | 10:00 a.m. | 10:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 6:30 p.m. | 6:30 p.m. | | 6:50 p.m. | 6:50 p.m. | | 10:30 p.m. | PL | |||||||||||
10:30 p.m. | | 2:30 a.m. | 2:30 a.m. | | 2:50 a.m. | 2:50 a.m. | | 6:30 a.m. | PL | |||||||||||
3B | 6:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 7:00 p.m. | 7:00 p.m. | | 7:20 p.m. | 7:20 p.m. | | 10:30 p.m. | PL | |||||||||||
10:30 p.m. | | 3:00 a.m. | 3:00 a.m. | | 3:20 a.m. | 3:20 a.m. | | 6:30 a.m. | PL | |||||||||||
3C | 6:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 2:30 p.m. | |||||||||||
2:30 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 10:30 p.m. | PL | |||||||||||
10:30 p.m. | | 3:30 a.m. | 3:30 a.m. | | 3:50 a.m. | 3:50 a.m. | | 6:30 a.m. | PL | |||||||||||
3D | 6:30 a.m. | | 10:30 a.m. | 10:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 7:00 p.m. | 7:00 p.m. | | 7:20 p.m. | 7:20 p.m. | | 11:00 p.m. | PL | |||||||||||
11:00 p.m. | | 3:00 a.m. | 3:00 a.m. | | 3:20 a.m. | 3:20 a.m. | | 7:00 a.m. | PL | |||||||||||
3E | 6:30 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 11:00 p.m. | PL | |||||||||||
11:00 p.m. | | 3:30 a.m. | 3:30 a.m. | | 3:50 a.m. | 3:50 a.m. | | 7:00 a.m. | PL | |||||||||||
3F | 6:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 3:00 p.m. | |||||||||||
3:00 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | 11:00 p.m. | PL | |||||||||||
11:00 p.m. | | 4:00 a.m. | 4:00 a.m. | | 4:20 a.m. | 4:20 a.m. | | 7:00 a.m. | PL | |||||||||||
3G | 7:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 7:30 p.m. | 7:30 p.m. | | 7:50 p.m. | 7:50 p.m. | | 11:30 p.m. | PL | |||||||||||
11:30 p.m. | | 3:30 a.m. | 3:30 a.m. | | 3:50 a.m. | 3:50 a.m. | | 7:30 a.m. | PL | |||||||||||
3H | 7:00 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | 11:30 p.m. | PL | |||||||||||
11:30 p.m. | | 4:00 a.m. | 4:00 a.m. | | 4:20 a.m. | 4:20 a.m. | | 7:30 a.m. | PL | |||||||||||
3I | 7:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 3:30 p.m. | |||||||||||
3:30 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | 11:30 p.m. | PL | |||||||||||
11:30 p.m. | | 4:30 a.m. | 4:30 a.m. | | 4:50 p.m. | 4:50 a.m. | | 7:30 a.m. | PL |
- 46 -
SCHEDULE | ||||||||||||||||||||
NO. | REGULAR TIME | LUNCH | REGULAR TIME | |||||||||||||||||
3J | 7:30 a.m. | | 11:30 a.m. | 11:30 a.m. | | 12:00 noon | 12:00 noon | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 8:00 p.m. | 8:00 p.m. | | 8:20 p.m. | 8:20 p.m. | | MIDNIGHT | PL | |||||||||||
MIDNIGHT | | 4:00 a.m. | 4:00 a.m. | | 4:20 a.m. | 4:20 a.m. | | 8:00 a.m. | PL | |||||||||||
3K | 7:30 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | MIDNIGHT | PL | |||||||||||
MIDNIGHT | | 4:30 a.m. | 4:30 a.m. | | 4:50 a.m. | 4:50 a.m. | | 8:00 a.m. | PL | |||||||||||
3L | 7:30 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:00 p.m. | |||||||||||
4:00 p.m. | | 9:00 p.m. | 9:00 p.m. | | 9:20 p.m. | 9:20 p.m. | | MIDNIGHT | PL | |||||||||||
MIDNIGHT | | 5:00 a.m. | 5:00 a.m. | | 5:20 a.m. | 5:20 a.m. | | 8:00 a.m. | PL | |||||||||||
3M | 8:00 a.m. | | 12:00 noon | 12:00 noon | | 12:30 p.m. | 12:30 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 8:30 p.m. | 8:30 p.m. | | 8:50 p.m. | 8:50 p.m. | | 0:30 a.m. | PL | |||||||||||
0:30 a.m. | | 4:30 a.m. | 4:30 a.m. | | 4:50 a.m. | 4:50 a.m. | | 8:30 a.m. | PL | |||||||||||
3N | 8:00 a.m. | | 12:30 p.m. | 12:30 p.m. | | 1:00 p.m. | 1:00 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 9:00 p.m. | 9:00 p.m. | | 9:20 p.m. | 9:20 p.m. | | 0:30 a.m. | PL | |||||||||||
0:30 a.m. | | 5:00 a.m. | 5:00 a.m. | | 5:20 a.m. | 5:20 a.m. | | 8:30 a.m. | PL | |||||||||||
3O | 8:00 a.m. | | 1:00 p.m. | 1:00 p.m. | | 1:30 p.m. | 1:30 p.m. | | 4:30 p.m. | |||||||||||
4:30 p.m. | | 9:30 p.m. | 9:30 p.m. | | 9:50 p.m. | 9:50 p.m. | | 0:30 a.m. | PL | |||||||||||
0:30 a.m. | | 5:30 a.m. | 5:30 a.m. | | 5:50 a.m. | 5:50 a.m. | | 8:30 a.m. | PL |
- 47 -
SCHEDULE | ||||||||||||||||||||
NO. | REGULAR TIME | LUNCH | REGULAR TIME | |||||||||||||||||
4A | 6:00 a.m. | | 10:00 a.m. | 10:00 a.m. | | 10:20 a.m. | 10:20 a.m. | | 200 p.m. | PL | ||||||||||
2:00 p.m. | | 6:00 p.m. | 6:00 p.m. | | 6:20 p.m. | 6:20 p.m. | | 10:00 p.m. | PL | |||||||||||
10:00 p.m. | | 2:00 a.m. | 2:00 a.m. | | 2:20 a.m. | 2:20 a.m. | | 6:00 a.m. | PL | |||||||||||
4B | 6:00 a.m. | | 10:30 a.m. | 10:30 a.m. | | 10:50 a.m. | 10:50 a.m. | | 200 p.m. | PL | ||||||||||
2:00 p.m. | | 6:30 p.m. | 6:30 p.m. | | 6:50 p.m. | 6:50 p.m. | | 10:00 p.m. | PL | |||||||||||
10:00 p.m. | | 2:30 a.m. | 2:30 a.m. | | 2:50 a.m. | 2:50 a.m. | | 6:00 a.m. | PL | |||||||||||
4C | 6:00 a.m. | | 11:00 a.m. | 11:00 a.m. | | 11:20 a.m. | 11:20 a.m. | | 200 p.m. | PL | ||||||||||
2:00 p.m. | | 7:00 p.m. | 7:00 p.m. | | 7:20 p.m. | 7:20 p.m. | | 10:00 p.m. | PL | |||||||||||
10:00 p.m. | | 3:00 a.m. | 3:00 a.m. | | 3:20 a.m. | 3:20 a.m. | | 6:00 a.m. | PL | |||||||||||
4D | 6:30 a.m. | | 10:30 a.m. | 10:30 a.m. | | 10:50 a.m. | 10:50 a.m. | | 2:30 p.m. | PL | ||||||||||
2:30 p.m. | | 6:30 p.m. | 6:30 p.m. | | 6:50 p.m. | 6:50 p.m. | | 10:30 p.m. | PL | |||||||||||
10:30 p.m. | | 2:30 a.m. | 2:30 a.m. | | 2:50 a.m. | 2:50 a.m. | | 6:30 a.m. | PL |
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| A person to whom the employee is legally married, or who has lived with the employee, as their domestic partner, for a minimum of 12 months and who has been publicly represented as the employees spouse throughout the period. If the employee removes the coverage for their current spouse on the plan, a future spouse may be added effective: |
| The date of marriage | ||
| 12 consecutive months after the removal of the previous spouse from the plan, provide that the employee has lived with the current partner for 12 consecutive months | ||
| Coverage is provided for only one spouse at a time |
| unmarried children under 21 years of age who are dependent on the employee for support. This includes natural or legally adopted children who may or may not be living in the employees household. Also covered are step children or any children related to the employee by blood or marriage provided they live in the employees household and the employee is financially and legally responsible for them. | |
| a mentally retarded or physically handicapped child over the age of 21 and who had the condition and was insured as the employees dependent immediately before the age of 21. | |
| unmarried children over 21 years of age and in fulltime attendance at a school or university and who are dependent upon the employee for support. | |
| The employer agrees that it will notify the Union of changes to the benefit carrier and |
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benefits will not be reduced without mutual agreement with the Union. |
Employee coverage | $ | 50,000 | ||||||
Dependents Insurance | | Spouse | $ | 10,000 | ||||
| each child | $ | 5,000 |
Coverage 24 hour basis, on and off the job, valid anywhere in the world, subject to policy exclusions. |
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| The principal sum which is | $ | 50,000 |
1. | An amount equal to 200% of the Amount of the Principal Sum for: |
(a) | paraplegia (total paralysis of both lower limbs), or | ||
(b) | hemiplegia (total paralysis of one side of the body), or | ||
(c) | quadriplegia (total paralysis of all four limbs), or | ||
(d) | loss of use of both arms, or | ||
(e) | loss of use of both legs, or | ||
(f) | loss of use of one arm and one leg on the same side of the body. |
2. | An amount equal to 100% of the Amount of the Principal Sum for: |
(a) | loss of both arms or both legs, or | ||
(b) | loss of both hands or both feet, or | ||
(c) | loss of sight of both eyes, or | ||
(d) | loss of one hand and one foot, or | ||
(e) | loss of use of both hands, or | ||
(f) | loss of use of both feet, or | ||
(g) | loss of use of one hand or arm and one leg, or | ||
(h) | loss of sight of one eye and one hand or one foot, or | ||
(i) | loss of speech and hearing in both ears. |
3. | An amount equal to 75% of the Amount of the Principal Sum for: |
(a) | loss of one arm, or | ||
(b) | loss of use of one arm, or |
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(c) | loss of one leg, or | ||
(d) | loss of use of one leg. |
4. | An amount equal to 66 2/3% of the Amount of the Principal Sum for: |
(a) | loss of one hand, or | ||
(b) | loss of one foot, or | ||
(c) | loss of speech, or | ||
(d) | loss of hearing in both ears, or | ||
(e) | loss of sight of one eye, or | ||
(f) | loss of use of one hand, or | ||
(g) | loss of use of one foot. |
5. | An amount equal to 33 1/3% of the Amount of the Principal Sum for: |
(a) | loss of the thumb and index finger of the same hand, or | ||
(b) | loss of four fingers of one hand, or | ||
(c) | loss of hearing in one ear. |
6. | An amount equal to 25% of the Amount of the Principal Sum for the loss of all toes of one foot. |
| suicide or self destruction or any attempt thereat | |
| war, hostilities or riots | |
| travel or flight in any aircraft other than as a conventional passenger. |
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(a) | Hospitalization shall be meant to include overnight admittance to a recognized hospital, as well as Day Surgery, performed in a recognized medical facility, that medically prevents the eligible employee from performing their work duties. |
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| obtain forms from the administrator of the plan one month before the end of your waiting period. | |
| complete your portion of the forms. | |
| have your physician complete forms where applicable. | |
| submit required forms promptly to the administrator of the plan, under no circumstances later than 90 days after the end of your waiting period. |
Hospital expenses incurred outside of Canada will have to be paid directly by you. Your receipts will then be submitted to Alberta Health care for payment, and any unpaid amount can be submitted to the insurance carrier for reimbursement.
Income tax regulations require that the Company report, as part of your income each year, the premiums paid on your behalf for Alberta Health Care.
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| by a licensed hospital, limited to semi-private accommodations including out-patient charges, in Canada, and for a temporary period outside Canada in the case of a resident of Canada who requires hospitalization due to an emergency while travelling or on vacation or because treatment is not available in Canada. In all cases, charges by a chronic or convalescent hospital for a covered person 65 years of age or over, shall be excluded. | |
| for services rendered outside the province of residence of the covered person, and excludes such services rendered outside Canada except when such services are required due to an emergency while travelling or on vacation or when treatment is not available in Canada, by a physician, legally licensed to practice medicine, in excess of the charges allowed under the health insurance plan of the province of residence of the covered person. The maximum amount payable by the company for such services shall not exceed the amount specified in the fee schedule of the province of residence of the covered person, except in the case of an emergency while the covered person is travelling or on vacation or when treatment is not available in Canada when the amount payable shall be unlimited. | |
| for 90% of drugs and medicines which require the written prescription of a physician or dentist for purchase, excluding the following: |
(a) | food and dietary supplements | ||
(b) | cosmetic or hygienic products | ||
(c) | experimental drugs and medicines | ||
(d) | drugs and medicines not considered by the Canadian Medical Association to be therapeutically useful |
| for services of a chiropractor, osteopath, naturopath, podiatrist, physiotherapist, speech therapist and masseur but not to exceed $15.00 per visit, subject to a maximum of 20 visits for each type of such practitioner per calendar year for each covered person and for services of a psychologist not to exceed $1,000.00 for each covered person per calendar year. |
| for X-rays by a chiropractor not to exceed $45.00 for each covered person per calendar year. | ||
| for surgery performed by a podiatrist not to exceed $200.00 for each covered person per calendar year. |
| for visual motor therapy by an optometrist not to exceed $10.00 per half-hour. | |
| for services of a dentist for the excision of cysts and tumours and for treatment due to accidental injury to natural teeth from an external blow, excluding biting accidents, provided treatment is received within 12 months of the accident. |
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| for ambulance service to the nearest hospital where treatment is available. | |
| for private duty nursing service in the home of the covered person, and in hospital outside Canada if the covered person is a resident of Canada, by a registered graduate nurse not ordinarily resident in the home and not related to the covered person, provided such service can be performed only by a registered graduate nurse and not by a person of lesser qualifications, and was certified as medically necessary by the attending physician. For any in-home private duty nursing services only 75% of the charges incurred shall be included as a covered expense and the total amount payable for such charges shall not exceed $5,000.00 for each covered person per calendar year. | |
| for an artificial eye, arm, hand, leg, foot, breast or orthopaedic braces, including repairs and adjustments or replacement if repair is not possible, or to accommodate a growing child. | |
| for stump socks, limited to six pair a year, for each covered person. | |
| for glasses or contact lenses following a cataract operation limited to $100.00 for each eye once only. | |
| for oxygen and its administration. | |
| for rental of a standard wheelchair, crutches, hospital bed or iron lung recommended and approved by a physician legally licensed to practise medicine. |
| for the following items if recommended and approved by a physician legally licensed to practice medicine; elastic stockings, limited to two pair per calendar year for each covered person, traction appliance, spinal and abdominal medical supports, varco traction kits, belts and similar appliances, neck braces, cervical collars, ileostomy or colostomy kits. |
| for orthopaedic shoes custom built, the charge reduced by the cost of ordinary shoes, and orthopaedic modifications to shoes are recommended and approved by a physician legally licensed to practise medicine or by a podiatrist. | |
| hearing aids (no maximum coverage within reason, but not including experimental hearing aids) once every three (3) years. | |
| for medically required varicose vein treatment. |
| any covered expenses incurred by a dependent during a period of hospital confinement which began before the date such dependent became insured hereunder. This limitation shall not apply to a child who became insured as a dependent at birth. |
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| medical or other expenses in connection with periodic health check-ups or examinations, travel for health, dental or services other than those covered under this plan, or cosmetic surgery. | |
| any injury or sickness for which a covered person is entitled to indemnity or compensation under any Workers Compensation Act or comparable legislative or insurance provision. | |
| any expenses for which a covered person is not required to pay, or for any expense to which the employee is entitled to reimbursement under any non-contractual arrangement, or under the health insurance plan of the province in which the covered person resides, whether or not such covered person is insured thereunder. | |
| any charges which are not permitted to be insured. | |
| any injury or disease which resulted from an act of war or hostilities of any kind. | |
| any deterrent or similar fee charged by a hospital other than a chronic care co-payment fee for a covered person under 65 years of age. |
| 100% of the reasonable charges for basic dental services, and 50% of the reasonable charges for orthodontic and restoration services; as provided by your dentist or licensed dental technician. | |
| Dental coverage shall follow the current CLHIA guidelines during the term of this Agreement. |
| routine examinations (not more than one examination every six months) | |
| x-rays | |
| fillings other than inlays and crowns |
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| extractions | |
| oral surgery which includes procedures such as excision of cysts and tumours | |
| cleaning and scaling | |
| fluoride treatments | |
| periodontal care (treatment of gums) excluding periodontal prothesis (splinting) and orthodontic treatment (repositioning) | |
| endodontics, e.g. root canal therapy | |
| space maintainers and regainers for missing primary teeth | |
| rebasing and relining of dentures |
| orthodontic treatment (repositioning) and appliances up to a maximum of $3,500 per covered person per lifetime. |
| inlays and onlays | |
| crowns and bridges, limited to once in every five years | |
| pontics (false tooth) | |
| dentures (not duplicate set), limited to one set every five years | |
| bridge and denture repair | |
| limited to a maximum of $5,000 per covered person per year |
| expenses payable under any other provision of this policy. | |
| expenses incurred for cosmetic purposes except covered dental expenses for treatment required for correction of damage caused by accidental injury. | |
| expenses for services received because of dental injury for which a covered person is entitled to indemnity or compensation under any Workers Compensation Act or comparable legislative or insurance provision. | |
| expenses for services received for which a covered person is not required to pay, including any expenses reimbursed, assumed or allowed under any non-contractual plan, scheme or arrangement. | |
| expenses in respect of any dental injury which has resulted from an act of war or hostilities of any kind. |
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| expenses for services for which coverage is provided for the covered person under any other insurance plan or policy, to the extent of such coverage. |
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(a) | Safety |
(b) | Family |
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(a) | Employee-owned hand tools which are broken in the performance of work for the Company shall be replaced by the Company upon presentation of the broken tool to the Maintenance Foreman or the Electrical Foreman, as applicable, by the employee within the next working day following date of breakage, if, in the opinion of the Maintenance Foreman or the Electrical Foreman, as the case may be, the tool was required for performance of work for the Company and the work was performed in a careful and workmanlike manner including the use of the proper tool for the job. |
(b) | In addition to (a) above, a cash tool allowance as set out below, will be paid on completion of one (1) year of service and will be paid on the pay day immediately following May 31 of each year. For employees working less than a full year amounts will be pro-rated as at May 31. |
1. | Machinists | $100.00 | ||
2. | Millwrights | $100.00 | ||
3. | Electricians | $ 50.00 | ||
4. | Maintenance Welder | $ 50.00 | ||
5. | Fab. Welder | $ 50.00 | ||
6. | H.D. Mechanic | $100.00 |
1. | For employees whose regular job is on the inside and who are requested to work outside during their regular shift, without having been notified of such before leaving for work when outside temperatures are +30 F or lower. |
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(a) | A winter lining for the safety helmet. | ||
(b) | A pair of working gloves. | ||
(c) | A heavy duty parka. | ||
(d) | A heavy duty pair of pants. | ||
(e) | A pair of winter boots. |
2. | For employees whose regular job is on the inside and who are requested to work outside during their regular shift, without having been notified of such before leaving for work when it is raining. |
(a) | A waterproof coat or suit. | ||
(b) | A pair of overshoes. |
3. | For regular outside employees who are required to work outside while it is raining. |
(a) | A waterproof coat or suit. |
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1. | Eligibility |
2. | Funding |
3. | Normal (Unreduced Pension Benefits) |
4. | Monthly Pensions Payable |
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5. | Reduced Early Retirement Pension |
(a) | Basic Pension |
(b) | Supplemental Pension |
6. | Vesting |
| Employees shall be fully vested in accrued basic pension benefits as required under the Alberta Pension Legislation. Employees terminating with vested basic pension rights are entitled to a deferred vested pension payable at age 65. |
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S | Current vesting is 5 years of continuous service for full vesting and 2 years of service for vesting of credited service received after January 1, 2000. |
7. | Survivor Pension |
8. | Credited Service |
(a) | Past Services: |
S | All service with the Company up to the effective date of this Plan. | ||
S | Past service credit shall include service for periods of time that an employee was on Official Lay-Off status for years prior to January 1, 1990. This pension Buy-Back shall include only those employees who have a current seniority start date of December 31, 1989 or earlier. |
(b) | Current Service: |
| Any year in which an employee receives 1,700 credited hours or more shall constitute one year of credited service. | ||
| Where an employee has fewer than 1,700 credited hours to his credit during a year he shall be credited with 1/10 year of service for each 170 credited hours. |
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1. | Hours for which wages are received from the Company including vacation hours and statutory holidays. | ||
2. | Hours the employee would normally have received while receiving weekly indemnity benefits of the Workers Compensation Board, or the Companys Insurance Welfare Program, while in the employ of the Company. | ||
3. | Hours the employee would normally have received while on temporary Union business (not Union Employment). |
9. | Pension Committee |
| Pension Plan statistics; | ||
| Periodic financial and actuarial reports on the Plan; | ||
| Verification of service credits. |
10. | The Company shall contribute to a Union administered post retirement benefit fund. |
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APPENDIX (J) LINES OF PROGRESSION PRODUCTION AND SLITTER | X DESIGNATES 30 DAYS 2X DESIGNATES 60 DAYS 3X DESIGNATES 90 DAYS |
- 67 -
APPENDIX (J) LINES OF PROGRESSION QUALITY CONTROL | X DESIGNATES 30 DAYS 2X DESIGNATES 60 DAYS 3X DESIGNATES 90 DAYS |
- 68 -
APPENDIX (J) LINES OF PROGRESSION YARD | X DESIGNATES 30 DAYS 2X DESIGNATES 60 DAYS 3X DESIGNATES 90 DAYS |
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APPENDIX (J) LINES OF PROGRESSION OIL COUNTRY GOODS | X DESIGNATES 30 DAYS 2X DESIGNATES 60 DAYS 3X DESIGNATES 90 DAYS |
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LOCAL 7226
5.02 | Institution of initiation fees at $10.00. | |
This document is to insure the smooth operation in the implementation of initiation fees in the amount of $10.00. | ||
Commencing the month following the month of hire, the Company will deduct an initiation fee from the new employee in the amount of $10.00. | ||
This deduction shall take place at the end of the first full pay period in the month following the month of hire. | ||
Such amounts deducted shall be sent to the Union with a separate accounting in the same fashion as the regular union dues deductions. |
PRUDENTIAL STEEL LTD | UNITED STEELWORKERS OF AMERICA | |||||
Local 7226 | ||||||
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Local 7226
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
(on behalf of Local Union 7226) | ||||||
- 72 -
Local 7226
For the Company | For the Union | |||||
- 73 -
Local 7226
For the Company | For the Union | |||||
- 74 -
Local 7226
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 75 -
Local 7226
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 76 -
Local 7226
- 77 -
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 78 -
between
PRUDENTIAL STEEL LTD.
AND
UNITED STEELWORKERS OF AMERICA
LOCAL UNION 7226
Job Classification | Level of Activity Required to Fill Vacancy | |
Mill Line Group Leader | 1 per shift per mill | |
Inspection Group Leader | 1 per line per shift per mill | |
Threading Line Group Leader | 1 per shift of threading | |
Laboratory Group Leader | 1 when Mill I and/or Mill II is on one shift: | |
2 when Mill I and Mill II are on 2 or more shifts | ||
Yard Group Leader | 1 when there are 10 or more employees on a shift | |
Senior H.D. Mechanic Group Leader | 1 when 9 H.D. Mechanics are employed | |
Heavy Duty Mechanic Group Leader | 1 when 5 H.D. Mechanics are employed | |
Machinist Group Leader | 1 when 9 Machinists are employed | |
Fabrication Group Leader | 1 when 8 Fabrication employees are employed | |
Electrical Group Leader | 1 when 8 Electricians are employed |
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PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 80 -
between
PRUDENTIAL STEEL LTD.
AND
UNITED STEELWORKERS OF AMERICA
Local 7226
Upsetter line | Job class | Threading line | Job class | |||
Group Leader | @ 14 goes to | Group Leader | @ 14 | |||
Upsetter Operator | @ 12 goes to | Threading Machine Op. | @ 12 | |||
| @ 12 goes to | Thread End Insp. | @ 12 | |||
| @ 12 goes to | Bucker Operator | @ 12 | |||
| @ 12 goes to | Scale Operator | @ 8 | |||
Fin Grinder | @ 7 goes to | Drift Operator | @ 7 | |||
| @ 7 goes to | Material Handler | @ 7 |
Threading line | Job class | Upsetter line | Job class | |||
Group Leader | @ 14 goes to | Group Leader | @ 14 | |||
Threading Machine Op. | @ 12 goes to | Upsetter Operator | @ 12 | |||
Thread End Insp. | @ 10 goes to | | @ 12 | |||
Bucker Operator | @ 10 goes to | | @ 12 | |||
Scale Operator | @ 7 goes to | | @ 12 | |||
Drift Operator | @ 5 goes to | Fin Grinder | @ 7 | |||
Material Handler | @ 4 goes to | | @ 7 |
1. | When moving from the upsetter to the threading line, the leaders job will be filled first by the senior man in O.C.G. department with recall rights then by the senior Upsetter-threader Operator. | |
2. | Job openings will be filled first by personnel with recall rights, then by job postings. Operator jobs will be posted as Upsetter-Threader Operators. All other jobs will be posted by CWS job titles. | |
3. | Order of crews in the Oil Country Goods Department shall be: |
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4. | Premium Threading Crews: |
1 Shift Leader | (20 | ) | to Upset Operator | (20 | ) | |||||||
1 Senior CNC Operator | (14 | ) | to Upset Operator | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Upset Inspector | (14 | ) | |||||||
1 Swage/Phosphate | (8 | ) | to Fin Trimmer | (8 | ) | |||||||
1 Swage/Phosphate | (8 | ) | to Material Handler | (8 | ) |
1 Senior Shift Leader | (20 | ) | to Leadhand | (20 | ) | |||||||
1 Shift Leader | (20 | ) | to Thrd Machine Opr | (20 | ) | |||||||
1 Senior CNC Opr | (14 | ) | to Thread Inspector | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Bucker Operator | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Drift Operator | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Scale Operator | (14 | ) | |||||||
4 Swage/Phosphate | (8 | ) | to Material Handler | (8 | ) |
1 Shift Leader | (20 | ) | to Upset Operator | (20 | ) | |||||||
1 Shift Leader | (20 | ) | to Upset Operator | (20 | ) | |||||||
1 CNC Operator | (14 | ) | to Upset Operator | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Upset Operator | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Upset Inspector | (14 | ) | |||||||
1 CNC Operator | (14 | ) | to Upset Inspector | (14 | ) | |||||||
1 Swage/Phosphate | (8 | ) | to Fin Trimmer | (8 | ) | |||||||
1 Swage/Phosphate | (8 | ) | to Fin Trimmer | (8 | ) | |||||||
2 Swage/Phosphate | (8 | ) | to Material Handler | (8 | ) |
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PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 83 -
or their successors and/or
their assigns, hereinafter
called the Company, of
the first part
hereinafter called the
Union, of the second part
Fund.
- 84 -
Signed on behalf of: | Signed on behalf of | |||||
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
- 85 -
Local 7226
For the Company | For the Union | |||||
- 86 -
- 87 -
Article | ||
1 | Preamble | |
2 | Joint Apprenticeship Committee | |
3 | Relation of Trade | |
4 | Qualifications of Applicants for Apprenticeship | |
5 | Contract of Apprenticeship | |
6 | Schedule of Apprentice Training Rates | |
7 | Schedule of Training Processes | |
8 | Instruction of Apprentices | |
9 | Seniority | |
10 | Hours of Work | |
11 | Certificate of Apprenticeship | |
12 | Modification of Standards | |
13 | Duration of Agreement |
Exhibit | ||
A | Record of Application | |
A-1 | Application for Apprenticeship (Government form not included) | |
B | Contract of Apprenticeship (Government form not included) | |
C | Schedule of Apprenticeship Training Periods and Classifications | |
D | Work Processes and Related Organized Training | |
E | Personal Evaluation for Apprenticeship Selection |
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PREAMBLE | ||
1.01 | This Agreement entitled Apprentice Training Agreement, dated , 20___, is entered into between Prudential Steel Ltd., Calgary, Alberta, and/or its successor, (hereinafter) referred to as (the Company) and Local Union 7226, United Steelworkers of America and/or its successor, (hereinafter) referred to as (the Union) and is supplemental to the Collective Agreement currently in effect between the Company and the Union . Wherever the masculine pronoun is used in this Agreement, the same shall be construed as meaning the feminine. | |
Unless specifically amended by the Apprenticeship Training Agreement or by other Agreement approved jointly by the Company and the Union, the provisions of the Collective Agreement currently in effect shall apply to Apprentices the same as to other employees covered by the Collective Agreement. | ||
1.02 | This Agreement is established as an aid to the Company and its employees as represented by the Union. |
(a) | To give practical expression to the mutual desire of the Company and the Union to develop trained, qualified Journeymen in the respective trades through an adequate Apprentice Training Program; and | ||
(b) | To provide a detailed record of the basis upon which such Apprentice Training Program is to be conducted. |
JOINT APPRENTICESHIP COMMITTEE | ||
2.01 | A Joint Apprenticeship Committee shall be established consisting of three (3) representatives of the Company and three (3) representatives of the Union. | |
This Committee shall administer the provisions of this Agreement. Each representatives shall have one vote. Union representatives on the Joint Apprenticeship Committee shall be members of Local 7226 in the employ of the Company. | ||
2.02 | The Secretary of this Committee shall be a designated Committee representative of the Company. No minutes of any meeting shall be valid unless co-signed by a designated Committee representative of the Union. The Chairman of this Committee shall be a representative of the Company. |
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2.03 | The Committee shall meet at regular monthly intervals, or more often when requested by either party. No meeting shall be held with less than two (2) members of each party present. However, if only two (2) members are present, of either party, they shall have authority to vote the full three (3) votes of the respective group. | |
2.04 | Each group may request consultants to attend meetings. Such consultants may participate in discussions, but shall not vote on any matters. | |
2.05 | The duties of the Committee shall be as follows: |
(a) | To approve Apprenticeship Applications; (Exhibit A-1) | ||
(b) | To hear and adjust differences which may arise respecting the provisions of this Agreement; | ||
(c) | To ensure that adequate and proper training is given the Apprentice; | ||
(d) | To review testing procedures and results; | ||
(e) | To co-operate with the apprentice, the school authorities, the Company and the Union in the successful operation of the Apprentice Training Program; | ||
(f) | To co-operate with the Provincial Government Apprenticeship Training Branch; | ||
(g) | To improve the standards of apprenticeship by recommending additions and revisions; | ||
(h) | To formulate and carry out plans to create and maintain interest in the Apprentice Training Program; | ||
(i) | To ensure that the program is administered properly and periodically to review the progress of the apprentices. |
2.06 | The Company shall establish and install all apprenticeship programs. These programs shall be reviewed by the Joint Apprenticeship Committee. Should the Joint Apprenticeship Committee be unable to agree, with regard to the content of any apprenticeship program, as established by the Company, the matters in dispute, which cannot be resolved by the Joint Apprenticeship Committee, shall be subject to Article 6 of the Collective Agreement. |
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RELATION OF TRADE | ||
3.01 | Employees may be selected to serve as apprentices for the purpose of developing skilled Journeymen in the trades of: |
(a) | Electrician | ||
(b) | Heavy Duty Mechanic | ||
(c) | Machinist | ||
(d) | Millwright | ||
(e) | Welder-Maintenance | ||
(f) | Welder-Fabrication |
3.02 | Employees who possess the requisite qualifications and ability shall be eligible for apprentice training in the respective trades or crafts. | |
3.03 | There shall be a ratio of not more than one apprentice for each trade, and additionally, one apprentice for each four (4) Journeymen regularly employed in the bargaining unit in respective trade, except as may be otherwise agreed by the Joint Apprenticeship Committee. | |
3.04 | A reduction in the number of Journeymen may not call for a reduction in the number of apprentices provided the agreed ratio, in Article 3.03, is not exceeded. |
QUALIFICATIONS OF APPLICANTS FOR APPRENTICESHIP | ||
4.01 | Applications for apprentice training shall be made in accordance with the Job Posting provisions of the Collective Agreement currently in effect. | |
4.02 | Applicants for apprenticeship shall possess the following qualifications: | |
Scholastic |
(a) | Applicants for apprenticeship training shall have a minimum education to be agreed upon by the Joint Apprenticeship Committee as each case arises, but should not be less than a Grade 9 certificate or other qualifications determined by the Minister of Labour, as equivalent thereto for the following trades: | ||
- Heavy Duty Mechanic | |||
- Welder |
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(b) | The following trades should have a minimum of a Grade 10 certificate or other qualifications determined by the Minister equivalent thereto: | ||
- Electrician | |||
- Machinist | |||
- Millwright |
4.03 | All qualified applicants, before being accepted as apprentices shall: |
(a) | Fill out Record of Application Form set forth as EXHIBIT A of this Agreement. | ||
(b) | fill out Application for Apprenticeship Form set forth as EXHIBIT A-1 of this Agreement. |
4.04 | The Company shall furnish to the Union lists showing apprentices selected and any future change in their training periods. Such lists shall include: |
(a) | Name of trade; | ||
(b) | Name of apprentice; | ||
(c) | Training period to which assigned; | ||
(d) | Date of assignment to such training period. |
4.05 | Selecting Apprentices | |
The information notice for an apprenticeship opening will include the trade the apprenticeship is for and the dates on which the information notice goes up and comes down. You may contact the Personnel Department for any additional information. | ||
The apprenticeship will be open to all Prudential Steel Employees except tradesmen and apprentices in another trade. There will be no negative effect to an employees chance of getting an apprenticeship if more than one trade apprenticeship is applied for, although it is in the employees best interest to go after one trade and get both work experience and education that relate directly to the apprenticeship that is being applied for. This is recognized in the Apprenticeship Evaluation Procedure. | ||
The information notice will remain on the bulletin boards for a minimum of three (3) days to ensure everyone on the property has an opportunity to read and respond to it. | ||
At this point, the selection process begins. The first step is to see if the applicant has the minimum requirements: |
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11. | The probation period of service with Prudential Steel has been completed as of the closing date of the notice. | ||
12. | The applicant has the minimum education requirements as set by the apprenticeship board. |
If these two requirements are met, you can proceed to the next step in the selection process. | ||
Responsibilities In The Apprenticeship Selection | ||
It is the responsibility of the employee applying for the apprenticeship to provide all information and certificates that relate directly to the apprenticeship applied for by the closing date of the notice. | ||
The Apprenticeship Committee will be made up of three (3) Union and three (3) Company representatives. The Apprenticeship Committee will set out its own procedures. All decisions of the Committee shall be made jointly. | ||
The Personnel Department will administer the trades related tests and score them, calculate the point value for each applicant for length of service, distribute and collect Employee Performance Appraisals for the applicants, and schedule the interviews with the Apprenticeship Committee. These interviews will be conducted, and all will be completed in one day, if possible. The goal is to gather all information quickly so that the apprenticeship may be awarded as expediently as possible. | ||
Apprenticeship Evaluations |
13. | Trade Assessment Exam | ||
This test is conducted through the Personnel Department. The test is designed to examine candidates in areas that are pertinent to the trade. Each candidate will have two opportunities to write the test. At the present time, the pass mark is 70%. | |||
Ten (10) points will be awarded for the test, however, a pass mark must be achieved for being considered for the apprenticeship. The ten (10) points will be awarded in relationship to your test score as: 70%-79% = 2 pts; 80%-84% = 4 pts; 85%-89% = 6 pts; 90%-94% = 8 pts; 95%-100% = 10 pts. | |||
14. | Present Job Performance | ||
It is the committees plan to initiate a performance evaluation to be done on each candidate by his/her immediate foreman. The evaluation is on overall performance at their present job. | |||
15. | Seniority |
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This is for the candidates company seniority since last date of hire up to the date the notice closes. This accounts for 30% of the overall rating. One point will be determined by dividing the total service, in months, of the senior applicant by 30. The corresponding amount will be used to determine the points scored for each subsequence applicant. | |||
ie: Senior applicant = 120 months Divided by 30 = 4 months = 1 point | |||
All other applicants= seniority in months, divided by 4, equals their points. |
16. | Work History | ||
This would include all past experience gained both previous to and during employment at Prudential Steel, that specifically relates to the apprenticeship that has been applied for. Confirmation of the exact experience obtained before working at Prudential Steel must be in writing, and experience obtained at Prudential Steel confirmed verbally. | |||
Some points to consider when deciding the specific point value for past experience are: |
- | how familiar the candidate is to the trade through the jobs he has worked at (ie: for heavy duty mechanics, an equipment operator would have some exposure to the job. For millwrights, a person that has worked in the plant would have some exposure to the job.) | ||
- | consider the amount and quality of the experience along with the time spent in the position to gain experience related to the trade. | ||
- | have they worked in any jobs that have given them experience with shop practices and safety as it relates to the trade. | ||
- | how in depth has the experience been. |
Points are divided into three (3) areas and will be determined by the Apprenticeship Committee to ensure consistency: |
1) shop practices | (5 | ) | ||||
2) trade-related experience | (10 | ) | ||||
3) other work-related experience | (5 | ) |
This accounts for 20% of the overall rating. | |||
17. | Trade Related Education | ||
In this area, we look at the candidates extra skills or education. Has he/she taken a pre-apprenticeship or any other trade-related courses on his/her own? First aid courses, although helpful, are of a general nature and not specifically trade-related thus they will not be considered. Points for extra effort relating to the trade will be awarded here. | |||
A pre-apprenticeship that has been taken for the trade applied for would be worth twenty (20) points. Other courses would be comparatively judged, using the pre-apprenticeship as a standard. |
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An exception to this would be courses taken to qualify the applicant for the apprenticeship (ie: G.E.D. or grade twelve upgrading would not be counted). Courses taken to improve an applicants minimum standing or taken during high school (ie: auto shop) also will not be counted. | |||
Points will be determined by the Apprenticeship Committee to ensure consistency. | |||
This accounts for 20% of the overall rating. | |||
18. | Education | ||
Completion of Grade 10 is a must for entrance into most of the Apprenticeship programs in Alberta. | |||
It is also the desire of Prudential Steel to promote the completion of an individuals high school education. | |||
An individual will be awarded ten (10) points for completion of each grade above 10 to a maximum of twenty (20) points for completion of the highest grade completed in his/her province or state. | |||
G.E.D. or equivalent education will be considered as with the above. | |||
19. | Scoring | ||
Total scoring is out of 100 points. One (1) point = 1%. Calculations will be rounded to one decimal point. |
Awarding The Apprenticeship | ||
Within five days after the selection process is complete, the name of the successful candidate will be posted. | ||
At this point, the new apprentice will be asked to come to the Personnel Department and complete the necessary forms of indenture, and to see the general foreman of the area he/she will be working in to discuss the move into the trade. | ||
There may be a waiting period from the time the apprenticeship is awarded to the start date. This is to minimize the disruption in the operation where a need arises to fill the position of the successful candidate. |
NOTE: | The successful candidate will be scheduled to write a Trades Entrance Exam provided by the Apprenticeship Branch, if not already done. |
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5.01 | Each apprenticeship application set forth as EXHIBIT A-1, complete with documented proof of education and experience, shall be submitted to the Joint Apprenticeship Committee for approval by the Committee prior to being forwarded to the appropriate Provincial Government department. No application shall be so forwarded, which has not been approved by the committee. | |
5.02 | The applicant whose application has been approved by the Joint Apprenticeship Committee and his parent or guardian, if he is under 17 years of age, shall enter into an Apprenticeship Contract with the Company. | |
All standards contained in this Agreement shall be a part of the Apprenticeship Contract as though specifically written therein. A specimen Apprenticeship Contract is set forth as EXHIBIT B of this Agreement. Such Apprenticeship Contract shall not be eligible for registration with the appropriate Provincial Government department until after the apprentice has been in training for a period of ninety (90) calendar days. | ||
5.03 | The following shall receive copies of the Contract of Apprenticeship properly filled out: |
(a) | The apprentice; | ||
(b) | The Company; | ||
(c) | The appropriate Provincial Government Department; | ||
(d) | The Union. |
5.04 | The Union shall be notified by the Company whenever an Apprenticeship Contract is cancelled for any reason, either by the Company or the apprentice. | |
Such notification shall be in writing, and shall state the reason for such cancellation, and shall be submitted as soon as possible, but not later than ten (10) calendar days after cancellation. |
6.01 | A schedule of Apprentice Rates for the respective apprentice training periods of actual training experience with the Company in the trade or craft in each training period is herein established at various levels of the respective Standard Hourly Wage Scale rates for the respective trade or craft job. The Schedule of Appropriate Training Periods and Classifications is set forth in EXHIBIT C of this Agreement. |
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6.02 | The Schedule of Apprentice Training Rates shall be related to the Standard Hourly Wage Scale in effect from time to time, and as set forth in the Collective Agreement, and the apprentice shall be paid accordingly. | |
6.03 | Credits | |
An employee who has acquired experience in a trade by working on a job closely allied with such trade shall be granted credit for one or more apprenticeship training periods. Such training period credits shall be recommended by the Joint Apprenticeship Committee, subject to final determination by the Provincial Government Apprenticeship Branch. |
SCHEDULE OF TRAINING PROCESSES | ||
7.01 | In order to develop qualified Journeymen in the respective trades or crafts, apprentices shall receive appropriate and adequate training by means of assignments to practical job work and by other supplemental and related training. | |
7.02 | Schedule of Work Experience | |
The apprentice, during his term of apprenticeship, shall receive such broad experience and training on the job, as it is necessary to develop a practical and fully trained Journeyman. This shall include work both in and out of the shop, under qualified supervision. It is recognized that it may not always be possible to establish a specific sequence of work experience, but it is also recognized that the final objective of work assignments to the apprentices is the development of fully trained Journeyman in the respective trades or crafts. | ||
Qualified supervision shall mean that degree and closeness of supervision necessary to teach good workmanship. Consistent with work schedules, it shall not mean that the apprentice, at all stages of his training must be accompanied at all times by his supervisor or a Journeyman, for as apprenticeship advances, so will the apprentices degree of performance and the amount of responsibility, but it shall mean, however, that no apprentice shall be required to exercise skill or responsibility beyond that of the level which he from time to time has attained. | ||
7.03 | Supplemental and related organized training shall consist of periods of training at the Provincial Institute of Trades, as required by the appropriate Provincial Government department. | |
Apprentices shall be required to maintain steady progress in their related organized training courses, and complete them within the specified time. In the case of failure on the part of any apprentice to fulfill his assumed obligations as to progress in and completion of his related organized training course, and after all |
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permitted opportunities have been exhausted, his apprenticeship shall be suspended or cancelled. |
7.04 | (a) | During periods of supplemental and related organized training, as outlined in Section 7.03, the apprentice shall be paid the normal straight time hourly wages in accordance with exhibit AC@ schedule of apprenticeship training periods and classifications. The attendance record will be monitored and wages will be deducted for absenteeism. | ||
(b) | Apprentices who have been placed on lay-off status from the Maintenance Department, but who are still in the employment of Prudential Steel Ltd. shall remain eligible for the benefits in Articles 7.03 and 7.04 (a), however, to qualify for this provision they must have completed the necessary hours of work and length of apprenticeship service prior to attending the period of supplemental and related organized training. | |||
The apprentice shall pay the cost of required text books during his apprenticeship training. |
7.05 | Hours of apprenticeship training periods not attended shall be deducted from the regular straight time earnings in the calculations made in Section 7.04. |
7.06 | Set forth as EXHIBIT D of this Agreement is an example only of how work processes and other related organized training are developed. |
INSTRUCTION OF APPRENTICES |
8.01 | (a) | The department supervision shall keep accurate records of the progress of each apprentice in his department, as to practical and related training, and report to the Joint Apprenticeship Committee at specified intervals, regarding the progress of the apprentice. | ||
(b) | The apprentices immediate supervisor shall ensure that the apprentice obtains the practical work experience outlined in the Schedule, of Job Training and related organized training, as established for the respective trade, and is given instruction in safe work methods in each work operation encountered throughout the term of the apprenticeship. |
8.02 | The apprentice shall receive active instruction from Journeyman and/or other qualified personnel, and shall not be put on a job and expected to learn it alone. Apprentices shall be given full opportunity by Journeymen to learn all aspects of the trade. |
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8.03 | The apprentice shall regularly attend any Company scheduled lecture courses, and do such reasonable home study work as may be prescribed by the Company from time to time to assist his training. The Company shall pay the apprentice at his regular hourly wage rate for attendance during his regular working hours at scheduled lecture courses, subject to Section 7.04. | |
8.04 | The apprentice shall progressively acquire the standard craftsmans tools normally considered to be the tradesmans obligation to supply. |
SENIORITY | ||
9.01 | Apprentices shall commence accumulating maintenance department seniority effective on the date of entry into the department, following ninety (90) day trial period. In the event there is a reduction in the number of apprentices in a trade, the apprentice in such trade shall be laid off and/or recalled in accordance with their maintenance department seniority. | |
Upon successful completion of their apprenticeship, the employees maintenance department seniority shall be his original date of entry into the maintenance department as an apprentice. | ||
9.02 | Subject to the exceptions specified in Section 9.01, apprentices shall be governed by the seniority provisions of the Collective Agreement currently in effect between the Company and the Union. |
HOURS OF WORK | ||
10.01 | Hours worked by an apprentice in excess of forty (40) hours per week shall be credited on a straight time basis toward completion of the period of apprenticeship. | |
10.02 | Each apprentice, upon indenture, shall be furnished a record book by the Company. The Company must faithfully keep this record book up-to-date, and it shall be verified at the end of each year by the Foreman. |
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CERTIFICATE OF APPRENTICESHIP | ||
11.01 | Upon the successful completion of his term of apprenticeship, the apprentice shall be classified as a Journeyman in his trade. He shall also receive his certificate of Apprenticeship, issued by the Provincial Government. |
MODIFICATION OF STANDARDS | ||
12.01 | The Joint Apprenticeship Committee shall recommend modifications of standards specified in this Agreement, subject to approval by the appropriate Provincial Government department, where necessary, and agreement by the parties to this Agreement. |
DURATION OF AGREEMENT | ||
13.01 | This Agreement shall be effective as of the signing date. |
PRUDENTIAL STEEL LTD., | UNITED STEELWORKERS OF AMERICA | |||||
CALGARY, ALBERTA. | LOCAL UNION 7226 | |||||
SIGNING DATE: |
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High Grade
Technical Grade
Specialized in Related Experience (if any)
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6 Months | ||||||||||||||||||||||||||||||||||||
Training Periods | 1st | 2nd | 3rd | 4th | 5th | 6th | 7th | 8th | Journeyman | |||||||||||||||||||||||||||
TRADE TITLES | APPRENTICE JOB CLASSES | |||||||||||||||||||||||||||||||||||
Electrician | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 21 | |||||||||||||||||||||||||||
Heavy Duty Mechanic | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 21 | |||||||||||||||||||||||||||
Machinist | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 20 | |||||||||||||||||||||||||||
Millwright | 8 | 9 | 11 | 13 | 14 | 16 | 18 | 19 | 20 | |||||||||||||||||||||||||||
Welder Maintenance | 8 | 9 | 11 | 13 | 14 | 16 | 20 | |||||||||||||||||||||||||||||
Welder Fabrication | 8 | 9 | 11 | 13 | 14 | 16 | 18 |
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TRADE: | DATE: |
NAME OF APPLICANT: | ||
POSSIBLE | POINTS | |||||||||||
CATEGORY | POINTS | SCORED | COMMENTS | |||||||||
Trades related test | 10 | |||||||||||
Length of service | 30 | |||||||||||
Work History: | 20 | |||||||||||
a) shop practices | (5 | ) | ||||||||||
b) trade related experience | (10 | ) | a) | |||||||||
c) other mechanical experience | (5 | ) | b) | |||||||||
c) | ||||||||||||
Trade related education | 20 | |||||||||||
Education | 20 | |||||||||||
TOTAL | 100 |
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1) | Trade Assessment Exam | |
This test is conducted through the Personnel Department. The test is designed to examine candidates in areas that are pertinent to the trade. Each candidate will have two opportunities to write the test. At the present time, the pass mark is 70%. | ||
Ten (10) points will be awarded for the test, however, a pass mark must be achieved for being considered for the apprenticeship. | ||
The Ten (10) points will be awarded in relationship to your test score as: 70%-79% = 2 pts; 80%-84% = 4 pts; 85%-89% = 6 pts; 90%-94% = 8 pts; 95%-100% = 10 pts. | ||
2) | Present Job Performance | |
It is the committees plan to initiate a performance evaluation to be done on each candidate by his/her immediate foreman. The evaluation is on overall performance at their present job. | ||
3) | Seniority | |
This is for the candidates company seniority since last date of hire up to the date the notice closes. This accounts for 30% of the overall rating. | ||
One point will be determined by dividing the total service, in months, of the senior applicant by 30. The corresponding amount will be used to determine the points scored for each subsequence applicant. | ||
ie: Senior applicant = 120 months Divided by 30 = 4 months = 1 point All other applicants seniority in months, divided by 4, equals their points. | ||
4) | Work History | |
This would include all past experience gained both previous to and during employment at Prudential Steel, that specifically relates to the apprenticeship that has been applied for. Confirmation of the exact experience obtained before working at Prudential Steel must be in writing, and experience obtained at Prudential Steel confirmed verbally. |
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TRADE: | DATE: | |||
NAME OF APPLICANT: | ||
POSSIBLE | POINTS | |||||||||
CATEGORY | POINTS | SCORED | COMMENTS | |||||||
Trades related test | 10 | |||||||||
Length of service | 30 | |||||||||
Work History: | 20 | |||||||||
a) shop practices | (5 | ) | ||||||||
b) trade related experience | (10 | ) | a) | |||||||
c) other mechanical experience | (5 | ) | b) | |||||||
c) | ||||||||||
Trade related education | 20 | |||||||||
Education | 20 | |||||||||
TOTAL | 100 |
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Local 7226
1. | The Company and the Union are committed to making changes which will both: |
(a) | Increase the efficiency of operations and; | ||
(b) | Result in better jobs and a better work environment from the point of view of the worker. | ||
The second objective will involve, but is not limited to, providing employees with greater opportunity to train and expand their skills, more responsibility and influence over decisions in their jobs, and the elimination of Health and Safety Hazards. |
2. | The Company and the Union are committed to a process of an ongoing consultation and joint decision making on certain issues related to workplace change, as set out below. | |
3. | The Company and the Union agree that decision making should be pushed down to the lowest level possible. As many decisions as possible should be made by those directly affected. | |
4. | Employee empowerment may evolve to include new job progression and rotation systems, and establishment of work groups or self-regulated work teams. | |
5. | In order to achieve the objectives outlined above, the parties will immediately establish a Joint Steering Committee, made up of three (3) members from the Company and three (3) members from the Union who shall jointly direct the development, implementation and maintenance of an employee empowerment process. |
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The duties of the Local Joint Steering Committee will include the following: | ||||
(a) | To review the training needs of all employees and develop a comprehensive training program, which may include participation in CSTEC, which will then be implemented after it is approved by the Joint Steering Committee. This work will be done by a Joint Training Committee struck by the Joint Steering Committee for that purpose. The Training Committee will then present its proposal to the Joint Steering Committee for approval; | |||
(b) | Establish, by consensus, guidelines, training and implementation requirements specific to employee empowerment; | |||
(c) | Approve, by consensus, all proposals for the development of employee empowerment which require modification or clarification relative to the Collective Agreement; | |||
(d) | Approve, by consensus, payment of lost time wages by the Company for Union members for meetings of the Local Joint Steering Committee; | |||
(e) | To authorize the establishment of Joint Sub-Committees, as necessary. |
6. | The Company will make the final decision if the following conditions are met: |
1) | No mutually acceptable decision can be reached by the Joint Steering Committee. | |||
2) | The Company would have the right to make a unilateral decision under the terms of the Collective Agreement, Absent this letter. |
7. | In the event that the Company makes the final decision, the Union retains any rights it would have had to grieve that decision under the terms of the Collective Agreement, Absent this letter. | |
8. | Questions concerning the combination, amalgamation, creation or elimination of jobs arising from employee empowerment and/or other major proposals will be thoroughly discussed by the Joint Steering Committee. If no agreement is reached on these questions then the parties will revert to their rights under the Collective Agreement. |
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9. | This Letter of Understanding will be in effect for the term of the Collective Agreement, and from year to year thereafter. However, this Letter of Understanding may be terminated by either party, by serving written notice on the other party, no sooner than thirty (30) days, no later than fifteen (15) days, prior to the expiration of each year of the Collective Bargaining Agreement. |
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
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Prudential Steel Ltd. | United Steelworkers of America | |||||
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Local 7226
Prudential Steel Ltd. | United Steelworkers of America | |||||
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Local 7226
Prudential Steel Ltd. | United Steelworkers of America | |||||
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Local 7226
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24. | A one week course at S.A.I.T. for their CNC Machine Tool Operator course. Successful applicants of the job posting are required to take and pass this course. | ||
25. | The manufacture of the threading equipment will instruct on the use of the actual equipment to be used. This will be done at Prudential. | ||
26. | Upon successfully completing the CNC Machine Tool Operator course, S.A.I.T. will issue Certificates to the graduates. The skills learned in this course should be transferrable to other employers, in the event of any lay-off from Prudential. |
PRUDENTIAL STEEL LTD. | UNITED STEELWORKERS OF AMERICA | |||||
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LOCAL UNION 7226
AND AFTER 40 HOURS PER WEEK
A) | The employee must first complete 40 credited hours of work in the current overtime week. The current overtime week shall be defined as starting with the first scheduled shift on the Monday and ending with the last scheduled shift on the following Sunday ( ie The overtime week starts at 10:00 pm Sunday and ends at 10:00 pm the following Sunday ). | ||
B) | Credited Hours shall be as follows: |
a. | Regular hours worked | ||
b. | Vacation Hours Taken | ||
c. | Statutory Holiday Hours | ||
d. | Union Business on or off property | ||
e. | Paid Jury Duty Hours | ||
f. | Paid Bereavement Hours | ||
g. | Training or School Hours | ||
h. | Hours that the employee would have normally worked while in receipt of Weekly Indemnity or Workers Compensation Benefits | ||
i. | Hours lost due to emergency breakdown |
C) | Overtime hours worked Monday to Friday ( Hours worked over 8 hours per day ) shall not be considered as credited hours. |
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D) | All hours worked up to the 40 credited hours shall be at straight time rate of pay ( excluding hours worked in excess of 8 hours per day which shall be paid at the appropriate overtime rate of pay ). | |
E) | All hours worked in excess of the 40 credited hours of work on Saturday or Sunday shall be paid at the appropriate rate of overtime pay as defined in Article 19.03 and Article 19.04 of this Collective Agreement. | |
F) | This Letter of Understanding may be cancelled by mutual agreement of the parties at anytime during the term of this agreement, or, by either party, with 14 days written notice, at anytime after July 1, 2005. |
Prudential Steel Ltd. | United Steelworkers of America | |||||
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LOCAL UNION 7226
A) | The maximum calculation shall be 2% for Yield, 2% for Productivity and 2% for Safety. | |||
B) | The Quarterly Gainsharing calculation shall be applied to each employees qualifying gross pay for that quarter. | |||
C) | Qualifying gross pay shall include regular straight time earnings, Statutory Holiday pay, Union Business on/off property, Bereavement pay, Jury Duty pay, Training pay and Vacation earnings accrued in the quarter. | |||
D) | This Gainsharing Program may be amended , by mutual agreement during the term of this agreement. |
Prudential Steel Ltd. | United Steelworkers of America | |||||
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