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GENERAL STORAGE SYSTEMS LTD
2995 PAGE STREET LONDON, ONTARIO
hereinafter referred to as the “Company”
and
UNITED STEEL, PAPER AND FORESTRY,
RUBBER, MANUFACTURING, ENERGY,
INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION
(UNITED STEELWORKERS)
hereinafter referred to as the “Union”
February 1, 2016 to January 31, 2019
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TABLE OF CONTENTS
ARTICLE I – PURPOSE ............................................................................................................1
ARTICLE II - NO STRIKES OR LOCKOUTS .............................................................................1
ARTICLE III - RECOGNITION ...................................................................................................2
ARTICLE IV – MANAGEMENT RIGHTS ...................................................................................2
CONTRACTING OUT .....................................................................................................3
ARTICLE V - UNION SECURITY ...............................................................................................4
ARTICLE VI – REPRESENTATION ...........................................................................................6
ARTICLE VII - GRIEVANCES ....................................................................................................7
Step 1 ..............................................................................................................................7
Step 2 ..............................................................................................................................8
Step 3 ..............................................................................................................................9
Step 4 – ARBITRATION ..................................................................................................9
POLICY GRIEVANCE ................................................................................................... 10
ARTICLE VIII – SENIORITY .................................................................................................... 11
LAYOFFS ...................................................................................................................... 15
CONDITIONS OF SEVERANCE ALLOWANCE ........................................................... 16
ELIGIBILITY .................................................................................................................. 16
SCALE OF ALLOWANCE ............................................................................................. 16
CALCULATION OF ALLOWANCE ................................................................................ 16
PAYMENT OF ALLOWANCE TERMINATION .............................................................. 16
RECALL ........................................................................................................................ 17
JOB POSTING .............................................................................................................. 17
PREGNANCY LEAVE ................................................................................................... 19
ARTICLE IX - DISCHARGE AND DISCIPLINARY PROCEDURE ........................................... 19
ARTICLE X - WAGES .............................................................................................................. 21
CALL-IN PAY ................................................................................................................ 23
SHIFT PREMIUMS ........................................................................................................ 23
ARTICLE XI – HOURS OF WORK AND OVERTIME .............................................................. 25
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ARTICLE XII – STATUTORY HOLIDAYS ................................................................................ 27
ARTICLE XIII – VACATIONS ................................................................................................... 29
ARTICLE XIV – BULLETIN BOARD ........................................................................................ 33
ARTICLE XV – LEAVE OF ABSENCE..................................................................................... 33
ARTICLE XVI – SAFETY AND HEALTH.................................................................................. 34
ARTICLE XVII – EMPLOYEES WITH DISABILITIES AND STUDENT EMPLOYEES ............. 37
EMPLOYEES WITH DISABILITIES ......................................................................................... 37
STUDENT EMPLOYEES .............................................................................................. 37
ARTICLE XVIII – GROUP INSURANCE .................................................................................. 38
BEREAVEMENT CLAUSE ............................................................................................ 40
COURT DUTY ............................................................................................................... 41
ARTICLE XIX – DURATION OF AGREEMENT ....................................................................... 42
APPENDIX “A” - TIME STUDIES .............................................................................................. A
ARTICLE 1 - TIME STUDIES .................................................................................................... C
DUTIES OF TIME STANDARD STEWARD ................................................................... D
APPENDIX “B” - PENSION PLAN ..............................................................................................I
APPENDIX “C” - COST-OF-LIVING ...........................................................................................L
Negotiating Committee ................................................................................................... M
Educational Leave .......................................................................................................... M
APPENDIX “D” - OCCUPATIONAL WORK RATES ................................................................. N
GSS QUARTERLY INCENTIVE PLAN (BONUS PLAN) ........................................................... O
TEN [10] HOUR SHIFTS ........................................................................................................... Q
JOB TRAINING OPPORTUNITY .............................................................................................. R
LETTER OF UNDERSTANDING .............................................................................................. S
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ARTICLE I – PURPOSE
1:01 The general purpose of this Agreement is to provide a
practical method co-operation between the Company and its
employees, to the mutual advantage of both. The Company
desires to provide the best possible conditions of employment
and the Union desires to assist in every possible way in
increasing the productivity of individual workers.
1:02 Furthermore, it is the intent to provide an orderly and peaceful
means of conducting negotiations and resolving any
misunderstanding or grievances and to set forth herein the
Agreement between the parties, covering wages, hours of
work and other conditions of employment.
1:03 Where the word ‘he, his or they’ is referred to in the
agreement, both parties agree it pertains to both male and
female.
ARTICLE II - NO STRIKES OR LOCKOUTS
2:01 During the continuance of this Agreement, there shall be no
strikes of any kind, stoppages of work, slowdowns or
interruptions of the Company’s business by the Union or the
employees and there shall be no lockouts by the Company.
Any employee who engages in any slowdown, work
stoppages or strike of any kind, instead of fully complying with
the grievance procedure, shall be subject to discharge.
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ARTICLE III - RECOGNITION
3:01 The Company recognizes the Union as the sole collective
bargaining agency for those employees in the bargaining unit
as set out below.
3:02 The bargaining unit includes all production employees,
maintenance and office employees, save and except
supervisors, persons above the rank of supervisor, salesmen,
salaried staff, students employed during school vacation
period and persons in training for these positions as excluded
from the bargaining unit.
ARTICLE IV – MANAGEMENT RIGHTS
4:01 The Company shall be entitled to exercise all the usual rights
of management which are not expressly modified by this
Agreement and more particularly and without limiting the
generality of the foregoing, it is the exclusive right of the
Company, subject to the provision of this agreement, to:
[a] direct its working forces;
[b] plan, direct and control its plant operations;
[c] schedule and assign work to employees;
[d] determine the means, methods, processes and
schedules of its operations;
[e] establish reasonable production and operating standards
in order to maintain the efficiency of the employees;
[f] establish reasonable company rules and regulations;
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[g] hire, transfer, or lay-off employees and to relieve
employees from duties and to suspend, demote,
discharge and otherwise discipline employees for just
cause;
[h] to determine the locations of its plants, the products to
be manufactured, the scheduling of its production and its
methods, processes and means of manufacturing;
[i] Send the employee home for the safety of fellow workers
and himself, if an employee seems to be under the
influence of drugs or alcohol during his scheduled
working hours.
CONTRACTING OUT
4:02 The Company intends to keep as much work in the plant as is
economically sound, but from time to time, competitive costs
may make it necessary to have work done by other than
Bargaining Unit employees. The Company, however, agrees
not to contract work out that is normally performed exclusively
by Bargaining Unit Employees without giving the Union three
[3] months’ notice of its intention to do so. However, this
particular restriction does not apply to the following:
Building construction and the making of machinery and
toolage;
Building toolage and equipment maintenance;
Purchase of component parts and repair parts;
Product development;
Products manufactured by affiliated companies;
Purchase of lines for resale;
Tool and product design;
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Cleaning of premises, security services and property
maintenance;
Lawn maintenance provided there are no bargaining unit
employees on layoff;
Assisting bargaining unit employees in the counting and
writing up of inventory tickets.
The Company will advise the Union by having a meeting with
the Union Grievance Committee. At the request of the Union,
the Company will meet with the Union Grievance Committee
to discuss and consider any proposal of the Union to keep
work in the plant.
ARTICLE V - UNION SECURITY
5:01 It is understood and agreed by the parties hereto that all
bargaining unit employees who have served their
probationary period shall become and remain members of the
Union as a condition of employment for the life of this
Agreement.
5:02 [a] The Company shall deduct Union dues including, where
applicable, initiation fees and assessments, on a weekly
basis from the wages of each employee covered by this
Agreement. The amount of dues shall be calculated in
accordance with the Union’s Constitution.
[b] All dues, initiation fees and assessments shall be
remitted to the Union forthwith and in any event no later
than fifteen (15) days following the last day of the month
in which the remittance was deducted. The remittance
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shall be sent to the International Secretary-Treasurer of
United Steelworkers, AFL-CIO-CLC, P.O. Box 9083,
Commerce Court Postal Station, Toronto, Ontario, M5L
1K1 in such form as shall be directed by the Union to the
Company along with a completed Dues Remittance
Form R-115. A copy of the Dues Remittance Form R-
115 will also be sent to the Union Staff Representative at
119 Exeter Road, Unit ‘K’, London, Ontario, N6L 1A4.
[c] The remittance and Form R-115 shall be accompanied
by a statement containing the following information:
1. A list of the names of all employees from whom
dues were deducted and the amount of dues
deducted.
2. A list of the name of all employees from whom no
deductions have been made and reasons.
3. This information shall be sent to both Union
addresses identified in Article 5:02 in such form as
shall be directed by the Union to the Company.
[d] The Union shall indemnity and save the Company
harmless against all claims or other forms of liability that
may arise out of any actions taken by the Company in
compliance with this Article.
[e] The Company, when preparing T-4 slips for the
employees, will enter the amount of Union dues paid by
the employees during the previous year.
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5:03 No supervisor or persons above the rank of supervisor shall
perform bargaining work when regular employees are
available, except for the employees training and when
qualified employees are not available to make emergency
repairs.
ARTICLE VI – REPRESENTATION
6:01 The negotiating [bargaining] committee of the Union will
include not more than three [3] employees, for negotiation of
agreements. The negotiating committee may be accompanied
by a Union staff representative. The Union will give the
Company the names of representatives on the negotiating
committee before the negotiations commence. The committee
of the Union will include not more than three [3] employees at
any specified time.
6:02 The Company agrees to recognize a Grievance Committee
selected by the Union and comprised of three [3] persons
from which two [2] persons will represent the employees as
follows as per 6:04.
[a] In all matters pertaining to the processing of grievances
as set out in Article VII of this Agreement.
[b] When problems arise pertaining to hours or work, rates
of pay, general working conditions or terms and
conditions of employment.
6:03 Within fifteen [15] days of the signing of this Agreement, the
Union shall give the Plant Manager a list of the names of its
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Grievance Committee members and shall promptly advise the
Plant Manager of any subsequent changes therein.
6:04 With the approval [such approval shall not be unreasonably
withheld] of the supervisor, members of the Grievance
Committee shall be permitted to leave their regular duties for
a reasonable length of time to investigate and negotiate
grievances. The Union agrees that such interruptions of work
should be arranged at times that will cause the least possible
interference with production. Grievance time will be paid to
two [2] grievance committee members, and the grievor if
necessary, by the Company for up to two [2] hours spent
during regular scheduled meetings with management
representatives at a mutually agreed meeting time, but no
grievance time shall be paid for when grievances are
investigated or negotiated outside regular working hours.
6.05 The Company will pay all Union stewards for all authorized
Union business in writing and charge 135% to cover the
wages and benefits to the Local Union monthly for
reimbursement.
ARTICLE VII - GRIEVANCES
Step 1
7:01 It is the mutual desire of the parties that complaints of
employees shall be adjusted as quickly as possible. Both
parties, therefore, recognize the supervisors shall be informed
as quickly as possible by the committeeman, employee, or
both, of any complaint. Under ordinary circumstances, a
grievance does not exist until the supervisor has had
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adequate time to investigate and deal with the matter. It shall
be mandatory that the supervisor and the committeeman
concerned fully discuss the grievance and make a positive
effort to resolve the matter. In the event no satisfactory
settlement is reached, the employee’s committeeman shall
state the grievance of the employee in writing on three [3]
copies of the grievance form signed by the grievor[s] and
deliver such copies to the immediate supervisor. The
supervisor shall state his decision in writing on all such copies
and deliver a copy to the grievor, the grievor’s committeeman,
and the Personnel Manager or a designate, within two [2]
working days and it is understood that two [2] working days
will be deemed sufficient time to cover Step One of the
Grievance Procedure in its entirety.
No grievance shall be considered arising from a complaint
that was not lodged within ten [10] working days after the
cause of the complaint shall have become known.
Step 2
7:02 If the grievance is not settled satisfactorily, the committeeman
shall within three [3] working days after the answer of the
supervisor, refer the grievance to the Personnel Manager or a
designate. The Personnel Manager will arrange a meeting
with the grievor and his committeeman within three [3]
working days from the receipt of the grievance. The
Personnel Manager shall render a decision in writing within
three [3] working days of this meeting.
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Step 3
7:03 If the grievance is not settled satisfactorily, the committeeman
shall, within three [3] working days of receipt of the answer of
the Personnel Manager, refer the grievance to the Plant
Manager. The Plant Manager, or his designate, will arrange a
meeting, scheduled at a mutually agreeable time, within five
[5] working days from the receipt of the grievance to discuss
the grievor’s complaint with the Union. The Union shall be
represented at such meeting by the Grievance Committee
and at the request of either party, a full-time representative of
the Union. At the request of the Union, the grievor may be
present at such meeting to assist in putting forward the
particulars of his complaint. Within ten [10] working days
after such meeting, the Plant Manager shall state the decision
of the Company in writing on all three [3] copies of the
grievance, forwarding one copy to the grievor, one copy to the
Union chairman, and retaining one copy.
Step 4 – ARBITRATION
7:04 [a] If not then settled satisfactorily, the grievance shall within
thirty [30] days of the reply to Step 3 be submitted to a
single arbitrator, mutually agreed upon, by writing to the
Plant Manager.
[b] Each of the parties hereto will bear jointly the expenses
of the arbitrator, if any. Any other expenses incurred by
either party shall be borne by the party incurring those
expenses.
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[c] The arbitrator shall not have the jurisdiction to alter or
change any of the provisions of this Agreement or to
substitute any new provisions in lieu thereof, nor give
any decisions inconsistent with the terms and provisions
of this Agreement or to deal with any matter not covered
by this Agreement.
[d] The decision of the arbitrator shall be final and binding to
the parties.
7:05 At any stage of the grievance procedure, up to and including
arbitration, settlement of a grievance shall include such
provision of retroactive pay as is reasonable in the
circumstances. However, it is agreed that no award in which
retroactive pay is involved shall be made which is in excess of
ten [10] working days preceding the lodging of the grievance
to the supervisor. Clerical and mathematical errors are
excepted from these limitations.
7:06 Time limits set out in this section may be extended by mutual
agreement in writing.
7:07 Once a grievance has been lodged, no supervisor or
Company official shall discuss said grievance with the
aggrieved employee except in the presence of a
committeeman and/or other Union official.
POLICY GRIEVANCE
7:08 Grievances which allege a misinterpretation or violation of a
provision of this contract and which could not otherwise be
resolved in the lower steps of the Grievance Procedure,
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because of the nature of the subject matter, will be filed at
Step 3 of the Grievance Procedure, by either party and will be
processed in accordance with the provisions set out in the
Grievance and Arbitration Procedures.
7:09 If a grievance involving a discharge has been referred to
arbitration, the parties shall attempt, without prejudice, to
settle such grievance with the assistance of a grievance
mediator prior to the date of a hearing. Any settlement
agreed to by the parties shall be final and binding upon the
parties and the grievor. If the parties fail to agree on a
settlement, the grievance may still be the subject of an
arbitration hearing. The parties shall jointly and equally bear
the cost of the mediator’s fees.
ARTICLE VIII – SENIORITY
8:01 Fundamentally, rules respecting seniority are made because
the parties recognize that job opportunity and security should
increase in proportion to length of service. In recognition,
however, of the responsibility of management and agreed
that, in all cases of promotion, demotion, transfer, increase or
decrease of the working force and rehiring after layoff, ability
to perform the work shall be considered as provided in
Section 8:07.
8:02 Continuous service means the period of unbroken service of
an employee with the Company, as shown by the Company
records, prior to the date of actual retirement, computed from
the latter of:
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[1] 90 days worked, previous to the hours accumulated, or
[2] the date of re-employment, following the last break in
such service, if any.
8:03 An employee’s seniority shall be evaluated in years, months
and days, and shall be subject to the following provisions:
[a] Seniority shall be maintained and accumulated for
eighteen [18] months during absence
due to sickness or accident.
[b] In the case of layoff due to lack of work, seniority of a
non-probationary employee shall remain and accumulate
for a period not to exceed his length of service at the
time of layoff or up to a maximum of eighteen [18]
months. All benefits will be paid for one [1] month from
day of layoff.
[c] When an employee is transferred from the Bargaining
Unit to a position outside the Bargaining Unit, he shall
continue to accumulate seniority for a period of six [6]
months' probation, and if such employee returns to the
Bargaining Unit prior to the expiring of the six [6] months,
he shall return to the available job with such
accumulated seniority. An employee returning to the
Bargaining Unit after the six [6] month period shall return
only to the junior seniority position of the seniority list on
which he has recognized seniority and shall have
seniority accumulated from the date of his return to the
Bargaining Unit.
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8:04 All new employees hired shall be on a probationary basis until
they have 90 days worked, provided, however, that by mutual
agreement between the Company and the Union this period
may be extended in the case of individual employees. This
agreement must be in writing and it is the Company’s
responsibility to inform the employees. The 90 days worked
must be within a six [6] month period. Upon attainment of 90
days worked, an employee’s seniority shall be established as
per 8:06[a]. A probationary employee may be discharged at
the discretion of the Company. All discharges under this
clause shall be investigated and approved by the Plant
Manager.
8:05 Subject to the Canadian Human Rights Act, an employee
shall lose his seniority and his name shall be removed from
any seniority list (thus deemed to have their employment
terminated) for any of the following reasons:
[a] If an employee voluntarily quits.
[b] If the employee is discharged and is not reinstated in
accordance with the provisions of this Agreement.
[c] If an employee is laid-off and fails to contact the
Company within two (2) working days of being recalled
by registered letter or telephone to his last known
address as per Article 8:11 to signify his intent to return
to work, and if he fails to return to work within five (5)
calendar days of being recalled unless he has a valid
reason for failing to report within the above time limits.
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[d] If the employee does not return to work on his next
scheduled shift following the expiration of a leave of
absence, unless he has a valid reason for failing to
report.
[e] If he is absent without permission from work for more
than three [3] consecutive days unless he has a valid
reason for his absence.
[f] Is laid off because of lack of work for a period exceeding
his seniority at the time of the layoff not to exceed
eighteen [18] months, whichever is less.
[g] On retirement.
8:06 Seniority lists shall be made up as follows:
[a] The Company shall maintain up-to-date seniority lists
showing each employee in the order of his seniority with
his name, employment number, hiring date, classification
and job title. In cases where upon completion of 90 days
worked by more than one employee, the older or oldest
employee will be ranked as having the greater seniority.
Seniority lists shall be supplied every six [6] months.
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[b] The Company shall supply the Union, weekly, with
information of all employees hired, rehired, promoted,
laid off or discharged during the preceding week.
8:07 [a] In all cases of promotion, temporary transfers, layoff,
increase or decrease of the workforce, and rehiring after
layoff, a senior employee shall be entitled to preference
provided that he has the skill and ability to perform the
job, or within a reasonable time satisfactorily perform the
job. Maximum reasonable time shall be up to five [5]
days.
[b] Any employee who is displaced from his job for more
than one [1] day can displace only the most junior
employee within his classification or displace the most
junior employee in the plant.
LAYOFFS
8:08 [a] In all cases of layoff, the junior employee on the seniority
list will be the first to be laid off and senior employees
shall be retained in accordance with 8:07 above, except
where special qualifications necessary for certain work
can be demonstrated by the Company to the Union. This
provision shall not apply to a layoff of one [1] day or less
duration.
[b] The employee shall have the right to displace only an
employee affected by the layoff.
[c] In the event of a layoff due to lack of work, the Company
will endeavour to give the Union one [1] week notice
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prior to layoff notice, indicating approximately the
number of employees to be affected.
CONDITIONS OF SEVERANCE ALLOWANCE
8:09 [a] When the Company closes permanently a plant, or
substantial portion thereof resulting in the termination of
employees, employees shall be entitled to a severance
allowance in accordance with the subject to the following
provisions:
ELIGIBILITY
[b] Such an employee, to be eligible for a severance
allowance, shall have accumulated three [3] or more
years of continuous Company service as computed in
accordance with the seniority article of the Agreement.
SCALE OF ALLOWANCE
[c] An eligible individual shall receive severance allowance
based on one [1] week of pay for each year of
continuous Company service up to a maximum of
twenty-six [26] weeks.
CALCULATION OF ALLOWANCE
[d] A week’s severance allowance shall be determined in
accordance with the provisions for calculation of
vacation allowance as set forth in the vacations article of
this Agreement.
PAYMENT OF ALLOWANCE TERMINATION
[e] Payment shall be made in a lump sum at the time of
termination. Acceptance of severance allowance shall
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terminate employment and continuous service for all
purposes under this Agreement. Payments made under
this provision will not be duplicated by any monies
payable under the Employment Standards Act.
RECALL
8:10 [a] After a layoff of thirty [30] working days or longer, an
employee will lose his posting. All vacancies resulting
from the return of business shall be posted. These
postings will be open to all employees according to the
provisions of Article 8:12. The vacancies existing upon
the completion of the posting procedure will be filled by
the senior employee[s] on layoff as per the Recall
Provisions.
[b] An employee who has been laid off shall, when work
becomes available, be entitled to be recalled on the
basis of his seniority and in accordance with Article 8:07.
The Union shall be notified promptly of all employees
recalled. Employees so notified must communicate
immediately with the Company subject to the sanctions
provided in Article 8:05.
8:11 In order to protect their seniority, employees who are laid-off
must advise the Company in writing of contact information.
JOB POSTING
8:12 [a] All permanent job vacancies shall be posted on the
bulletin board. All employees shall have three [3]
working days to bid for the job. Applications will be
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selected in accordance with the provisions of Article 8:07
of the Agreement. Successful applicants will not be
permitted to apply for jobs under the job posting
procedure for six [6] months. Vacancies may be filled on
a temporary basis in order that production and
maintenance schedules may not be interrupted until
such vacancy has been filled. Subsequent jobs will be
posted for one [1] full working day. Any employees who
do not hold a permanent posting shall be assigned to
available postings. Employees assigned to postings
remain in this posting until they successfully bid into a
permanent posting.
[b] An employee promoted to vacant position may serve a
probationary period of thirty [30] days and if, during the
period, it is obvious that he is unable to perform the new
duties satisfactorily, he shall revert to the former position
and classification at the former salary rate.
[c] For the job classifications of Apprentice Millwright,
Maintenance Millwright/Set-Up and Operators, the
Company may post for specific qualifications to ensure
the safe operation of the equipment by only qualified
operators. If applicants from within the bargaining unit
fail to meet the qualifications which may result in a risk to
the health and safety to the equipment, operator or
others, the Company may train the most senior
employee who is capable of being trained from within the
bargaining unit or, if no employee is capable of being
trained, hire directly into the position provided the
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successful applicant for hiring meets or exceeds the
qualifications.
[d] In the event the Company creates any new classification
for which the Union is not excluded as being the sole
exclusive bargaining agent under Article 3:02, the Job
Posting procedure shall apply to such new
classifications.
8:13 Temporary job vacancies will be posted to cover extended
illness, leaves of absence and pregnancy leave. Employees
holding a temporary classification through the illness, leave of
absence and pregnancy leave will return to their previous
classification when permanently classified personnel return.
8:14 Unless mutually agreed, a temporary transfer is for a period
of thirty [30] days or less.
PREGNANCY LEAVE
8:15 If a female employee, because of her pregnancy wishes a
leave of absence, such a leave will be granted according to
the Ontario Employment Standards Act.
ARTICLE IX - DISCHARGE AND DISCIPLINARY PROCEDURE
9:01 When an employee receives a verbal warning, his steward
must be present, or the chief steward or finally an officer of
the Union must be present.
9:02 It is agreed that a verbal warning will be stricken from an
employee’s record after three [3] months from its occurrence;
a written warning will be stricken from an employee’s record
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six [6] months from its occurrence; a 1-day suspension
removed from an employee’s record nine [9] months from its
occurrence; a 3-day suspension removed from an employee’s
record twelve [12] months from its occurrence. Once
removed, they shall not be used in any future situations.
Discipline must be consistent in nature. If an employee is
suspended, the suspension will be served outside of the
plant, without pay. Terms of suspension are not negotiable.
The suspension will be served immediately following the
exhaustion of the grievance/arbitration procedure.
9:03 Before any employee is discharged or suspended for cause,
the chief steward shall be notified immediately and where
possible, be present at such meeting.
9:04 Any employee whom the Company suspends or discharges,
or whom it contends has lost their seniority under Article 8,
shall be retained at/or returned to active work until any
grievance contesting such suspension, discharge or break in
service question is finally resolved through the grievance and
arbitration procedure.
9:05 However, the employee may be removed from active work
[without pay] until the resolution of the grievance protesting
the suspension or discharge if the alleged cause for
suspension, discharge or termination presents a danger to
the safety of employees or equipment in the plant due to
fighting, theft, concerted refusal to perform their assigned
work.
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9:06 Grievances involving employees who are retained at work
under this provision will be handled in the Expedited
Arbitration Procedure unless the Union Staff Representative
and the Plant Manager mutually agree otherwise. If the
arbitrator upholds the suspension, discharge or break in
service of an employee retained at work, the penalty shall be
instituted after receipt of the arbitration decision.
9:07 The above references to suspensions, discharges and
termination are examples and are not intended to be all
inclusive, but indicate how various types of issues will be
handled.
9:08 If an employee is not to be retained at work in accordance
with the above, the employee shall have the right to interview
his Union steward for a period of fifteen [15] minutes before
leaving the premises. If additional time is required the Union
steward must request permission. Permission shall not be
unreasonably withheld.
9:09 Any grievance involving suspensions, discharges or
termination shall be filed at Step 3 of the Grievance
Procedure within three [3] working days of the action.
ARTICLE X - WAGES
10:01 [a] An employee who is transferred by the Company from
his group to another group shall be paid the regular
hourly rate of the group to which he is transferred,
provided that such rate is not less than that of his regular
group. If the rate of the group to which an employee is
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transferred, but not as a result of a layoff, is less than the
rate of his regular group, he shall be paid the rate of his
regular group during the period of such transfer.
[b] The Company shall not alter any work ticket without first
notifying the affected employee in writing of the reason
for such alteration. If a supervisor is considering altering
a ticket, he must first meet with the affected employee to
notify and discuss the change.
[c] Graduated Wages for Newly-Hired Employees
Probationary employees will be paid 75% of the current
posted Occupational Work Rate; upon completion of the
probationary period, all wages will increase with days of
service (seniority) as follows:
91-160 days worked from date of hire - 80% of the
current posted Occupational Work Rate.
161-260 days worked from date of hire – 85% of the
current posted Occupational Work Rate.
261-340 days worked from date of hire - 90% of the
current posted Occupational Work Rate.
After 341 days worked from date of hire, all wages will
be paid according to the Occupational Work Rate.
Days worked shall include paid vacation days, and paid
Statutory Holidays; does not include layoff.
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CALL-IN PAY
10:02 [a] Employees called into work on Saturdays, Sundays or
holidays shall be guaranteed four [4] hours’ work or pay
in lieu thereof, except if the work be emergency repairs,
which case the paragraph following applies.
[b] An employee who has already left the premises of the
Company after completion of his scheduled shift and
who is called for maintenance work shall be paid the
applicable overtime rate for all hours worked on recall,
up to the starting time of his scheduled shift. The
employee will be guaranteed a minimum four [4] hours
work, however if the employee chooses to leave before
completing four [4] hours work, he will be paid at
overtime rate for hours worked only.
SHIFT PREMIUMS
10:03 All employees working on shifts other than the regular day
shift shall be paid a bonus of forty [40] cents per hour on
second shift [afternoons] and fifty-five [55] cents per hours on
third shift [midnights] above the regular rates. This bonus
shall not be included in calculating overtime premium rates.
10:04 An employee working as a lead hand shall receive a premium
of forty [40] cents per hour. A Lead Hand is a person
selected to lead a group of employees in a department
because of leadership qualities and the ability to understand
and perform the work of the department. A Lead Hand has
no disciplinary authority; however, will assign work as
required and report job failure. A Lead Hand will assist or
replace employees within the department as required. An
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employee replacing Lead Hand employees temporarily, has
to perform the job for a minimum of forty [40] hours to obtain
Lead Hand compensation.
10:05 It is understood and agreed between the parties hereto that in
all instances where equal quantity and quality of work is
performed in a plant, equal wage rate shall be paid.
10:06 Employees injured at work who are unable to resume work
will be paid at their hourly rate for the balance of the shift if
they do not receive Workers’ Compensation for that day.
10:07 Except where his failure to receive notice is due to absence
on the immediately previous shift, or when the Company is
unable to provide work through uncontrollable circumstances
such as fire, failure of power or gas supply, etc., any
employee not told of a layoff and reporting for work at his
usual starting time shall receive one-half day’s work, or
wages in lieu thereof, for this first half shift. In the event of a
possible reduction of hours in the second half shift, the
Company shall attempt to place workers on other jobs.
10:08 The schedule of hourly rates and job classifications shall be
as listed in this agreement.
10:09 Pay period will be Monday to Sunday inclusive payable the
following Thursday. The Company will hold back one week’s
pay. Payment will be made by electronic funds transfer
[EFT].
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10:10 All occupational job classifications and groups are listed in
Appendix “D”.
ARTICLE XI – HOURS OF WORK AND OVERTIME
11:01 For the purpose of the following paragraphs, the work week
will consist of forty [40] hours; eight [8] hours a day, Monday
to Friday. The Company does not guarantee to provide work
for either of the daily or weekly hours noted above.
11:02 The Company agrees that it shall discuss necessary changes
in the regular shifts and work schedules as far in advance of
such changes as is practical.
11:03 In the event that additional shifts become necessary during
the life of this Agreement, the hours of such shifts shall be
worked out by mutual agreement between the Union and the
Company in writing.
11:04 Employees working on three [3] shift operations will be given
a twenty [20] minute lunch period in each shift which shall be
paid for by the Company at the employee’s regular rate.
11:05 All employees shall have one (1) ten (10) minute rest period
halfway through the morning and an additional break halfway
through the afternoon and a ten (10) minute clean-up time at
the end of their shift. The ten (10) minute clean-up is to be
used by employees to clean their work area and for personal
clean up. Day workers shall be paid during such periods at
the occupational rate of the jobs on which they are employed.
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11:06 An employee required to work more than eight (8) hours or
outside his regular scheduled hours per day or per night shall
be paid time and one-half (1 1/2) for the first eight (8) hours of
overtime and double (2) times thereafter, provided the
employee completes forty (40) hours worked during the
regular workweek. Verified absence, which shall include
WSIB, vacation, Union leave, sickness and accident,
bereavement leave, documented emergency day, statutory
holiday and layoff, shall apply towards the calculation of the
forty (40) hour criteria.
11:07 Except as herein expressly provided, employees required to
work on Saturday will be paid time and one-half [1 1/2] for the
first eight [8] hours and double [2] times thereafter.
11:08 Except as herein expressly provided, double [2] times will be
paid for all hours worked on Sunday.
11:09 Employees on continuous shift operation who work a sixth [6]
shift in any one [1] week period shall be paid one and one-
half [1 1/2] times their regular straight time rate for the first
eight [8] hours of the shift and double [2] thereafter. A
seventh [7] shift worked in any one [1] pay period shall be
paid at twice [2] their regular straight time rate for all hours
worked on said shift.
11:10 In the event the Company requests an employee to change
shift by working a second [2] shift in a twenty-four [24] hour
period, the second [2] shift will be paid for at time and one-
half for the first eight [8] hours of overtime and double [2]
times thereafter.
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11:11 Overtime shall be equitably distributed among all those
normally performing that work. The supervisor will give a
minimum of two [2] hours' notice when overtime is required
except in cases of emergency or maintenance work is
required. Notice of overtime work scheduled for Saturday will
be given to the employee not later than Thursday except in
cases of maintenance work or emergency. An employee will
not be entitled to work Friday afternoon or Saturday overtime
if he fails to work his full shift Monday to Friday, unless such
absence is due to verified or authorized leave of absence and
the employee has notified the Company that he will be
available for Friday afternoon or Saturday overtime.
ARTICLE XII – STATUTORY HOLIDAYS
12:01 The Company and the Union agrees that Family Day will be
observed on the third Monday of each February. The
Company agrees to pay all employees at their hourly
earnings for the following statutory holidays:
Holiday 2016 2017 2018 2019
New Year's Day Fri., Jan. 1 Mon., Jan. 2 Mon., Jan. 1 Tues., Jan. 1
Family Day Mon., Feb. 15 Mon., Feb. 20 Mon., Feb. 19
Good Friday Fri., Mar. 25 Fri., April 14 Fri., March 30
Victoria Day Mon., May 23 Mon., May 22 Mon., May 21
Canada Day Fri., July 1 Fri., June 30 Mon., July 2
Civic Holiday Mon., Aug. 1 Mon., Aug. 7 Mon., Aug. 6
Labour Day Mon., Sept. 5 Mon., Sept. 4 Mon., Sept. 3
Thanksgiving Day Mon., Oct 10 Mon., Oct. 9 Mon., Oct. 8
December 24 Fri., Dec. 23 Fri., Dec. 22 Mon., Dec. 24
Christmas Day Mon., Dec. 26 Mon., Dec. 25 Tues., Dec. 25
Boxing Day Tues., Dec. 27 Tues., Dec. 26 Wed., Dec. 26
Festive Day #1 Wed., Dec. 28 Wed., Dec. 27 Thurs., Dec. 27
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Festive Day #2 Thurs., Dec 29 Thurs., Dec. 28 Fri., Dec. 28
Festive Day #3 Fri., Dec. 30 Fri., Dec. 29 Mon., Dec. 31
12:02 This payment shall not be made to employees who do not
work all of his last preceding scheduled day of work or all of
his next succeeding scheduled day of work unless an
employee with seniority was absent due to
[a] Verified illness for a period not exceeding thirty [30]
calendar days inclusive of the plant holiday.
[b] Layoff for period not exceeding five (5) working days
inclusive of the plant holiday except during the
Christmas – New Year's period. During the Christmas –
New Year's period, employees will be entitled to plant
holiday pay when absent due to layoff commencing on
or after December 14th, and ending on or before January
11th. Employees that are laid off prior to December 14
th
will receive statutory holiday pay according to the
calculation as established in the Employment Standards
Act. (Statutory Holidays include only Christmas Day,
Boxing Day, and New Year's Day)
[c] Excused absence not exceeding five [5] working days
inclusive of the plant holiday.
12:03 Notwithstanding the provisions of Article 12:02, an employee
who has completed his probationary period shall be
considered eligible for holiday pay if his failure to work as
required by Article 12:02 [b] or 12:02 [c] is due to:
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1. Authorized leave of absence for one day.
2. An illness or injury which is substantiated to the
satisfaction of the Company.
3. Part of a day lost time, due to lost time work injury on the
work day before or work day after the holiday.
This clause shall not apply as to make the Company
responsible for payment of such times as is compensated for
by the Workplace Safety and Insurance Board.
12:04 An employee required to work on any of the above mentioned
holidays shall be paid at one and one-half [1½] times his
regular straight hourly rate and in addition to this, he shall
receive his holiday pay. In the event that one or more of the
statutory holidays occurs during the employee’s vacation, he
shall be given an additional day following his vacation in lieu
of such a statutory holiday. Work performed on Festive
Holidays will be paid at straight time.
12:05 In the event that one or more of the statutory holidays occurs
during a weekend, such a statutory holiday shall be observed
on the Monday following the weekend on which it fell.
ARTICLE XIII – VACATIONS
13:01 All employees who at June 30 in a current year have less
than one [1] year seniority shall receive four [4] percent of
their gross earnings.
13:02 All employees who at June 30 in a current year have
completed one [1] year seniority but less than five [5] years'
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seniority shall receive two [2] weeks of vacation at four [4]
percent of their group rate inclusive of vacation pay and paid
Union leave.
13:03 All employees who at June 30 in a current year have
completed five [5] years’ seniority but less than ten [10] years'
seniority shall receive three [3] weeks of vacation at six [6]
percent of their group rate inclusive of vacation pay and paid
Union leave.
13:04 All employees who at June 30 in a current year have
completed ten [10] years’ seniority but less than twenty [20]
years' seniority shall receive four [4] weeks of vacation at
eight [8] percent of their group rate inclusive of vacation pay
and paid Union leave.
13:05 All employees who at June 30 in a current year have
completed twenty [20] years’ seniority shall receive five [5]
weeks’ vacation at ten [10] percent at their group rate
inclusive of vacation pay and paid Union leave.
13:06 Employees who are on WSIB and/or S. & A. as contemplated
in Article19,shall have their time off counted towards their
vacation entitlement earnings and leave, employees that
miss work due to unexcused absence will have their
vacation entitlement reduced by the number of hours
missed.
13:07 All employees whose employment is terminated prior to June
30 in a current year by quitting, layoff, retirement or discharge
shall receive four [4] percent, six [6] percent, eight [8] percent
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or ten [10] percent of their gross earnings according to their
seniority at the time of termination as described in Clauses
13:02, 13:03, 13:04 or 13:05 above.
13:08 The Company agrees that the first two [2] weeks of vacation
will be granted during the summer months and that seniority
and the needs and requirements of the business will govern
in the case of an employee’s choice. The balance of the
vacation, if any, may be taken at the employee’s discretion.
The Company may schedule the third week of an employee’s
vacation entitlement, which had not been previously
scheduled by the employee, to offset an impending layoff,
after discussion with the Union to completely review the
circumstances of the layoff. It is however, agreed and
understood that for the efficient operation of the plant,
vacations must be taken in an orderly method. If, in the
opinion of the supervisor, an employee’s selection of vacation
would seriously affect the operation of the department, then
the supervisor may request the employee change his
selection.
An afternoon shift employee may at his discretion elect to
utilize his entitlement in increment of ten [10] hours; (i.e. - ten
[10] hours off at ten [10] hours' pay). These provisions may
only be applied during a week in which the afternoon shift is
working a ten [10]-hour shift.
13:09 Vacation shall be scheduled between January 1st of one year
and December 31st of the following year. In scheduling
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vacation time, the Company will consider the wishes of the
employees by order of seniority.
The Employer shall post vacation request form by February
1st.
To accommodate the greatest number of requests, no
individual can receive more than four (4) weeks of vacation in
total during the summer vacation period.
Where a conflict exists between employee requests,
scheduling of vacation will be by seniority.
Vacation time which remains available may be requested by
employees and any requests will be considered based on the
order in which they are received.
13:10 Employees are only eligible to request full day vacation time;
full day considered to be an eight [8] hour day for daytime
employees and ten [10] hour day for afternoon employees.
Half [½] day vacation leave may be offered only if mutually
agreed with the supervisor and employee.
13:11 Vacation is earned from July 1 of a fiscal year to June 30 of
the next calendar year. The vacation days accumulated from
July 1 to December 31 are eligible to be taken from January 1
to June 30 of the next year, Vacation days earned from
January 1 to June 30 are eligible to be taken from July 1 to
December of the current year.
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ARTICLE XIV – BULLETIN BOARD
14:01 The Company will provide bulletin boards in the plant and
office which the Union may use to post its official notices
relating to meetings, committee appointments, election of
officers and parties. Notices will be posted by the officials of
the Union after a copy has been filed with the Plant Manager.
ARTICLE XV – LEAVE OF ABSENCE
15:01 [a] The Company shall grant leave for a maximum of two (2)
employees for up to five [5] days to attend Union
business provided leave does not impede operational
requirements. No reasonable request will be denied.
Leaves granted under this provision shall be inclusive of
any leaves granted pursuant to Appendix ‘C’, Article
3:01. Pay for employees on such leave shall be
maintained in accordance with Article 6:05.
[b] An employee desiring leave of absence shall make a
request for such leave to his foreperson and the
Company may grant him a leave of absence without pay
and without paid benefits and will accumulate seniority
for a period not exceeding one [1] year. The period for
which leave of absence is given shall be stated at the
time it is granted. Such leave of absence must be
obtained in writing before the employee leaves. Copy of
such leave of absence shall be given to the Grievance
Committee. The Company will discuss with the Union
any special leave requests concerning a convicted
criminal offense.
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15:02 An employee who is granted leave of absence by the
Company shall automatically lose all seniority if he accepts
other full-time employment except with the Union, while on
such leave of absence.
ARTICLE XVI – SAFETY AND HEALTH
16:01 The Company and the Union agree to exert joint efforts to
maintain high standards of safety, health and good
housekeeping in the plant in order to prevent industrial injury
and illness.
16:02 The Company shall make reasonable provisions to safeguard
the health of the employees and without charge, supply
special protective clothing and devices [which do not include
safety shoes], adequate heating and ventilating systems,
proper sanitary equipment, and sufficient lunch and locker
room facilities. The employees shall be held responsible for
the loss through negligence or intentional damage to such
protective clothing and devices.
16:03 The Company and the Union agree to appoint a Safety and
Health Committee composed of two [2] members appointed
by the Company and two [2] members appointed by the
Union or as otherwise mutually agree. The function of this
committee shall be to recommend to management on the
promotion of safety, good housekeeping and health in the
plant.
16:04 This committee shall hold meetings at least every second
month and shall carry out monthly inspections. The minutes
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of these meetings will be forwarded to each member of the
committee and a copy forwarded to the Union.
16:05 The Safety Committee shall be informed of all lost time
accidents and may carry out investigations on the nature and
causes of these accidents. When an employee is injured on
the job and he is sent home or to a hospital or doctor by a
medical officer of the Company or by his foreperson, he shall
be paid for time lost during said shift or for the balance of the
entire shift on which he was injured, should he provide the
Company with a valid doctor’s certificate issued by the initial
attending doctor, claiming him unable to return to work that
day.
This clause shall not apply as to make the Company
responsible for the payment of such times as is compensated
for by the Workplace Safety and Insurance Board. Any injury
must be reported immediately after the occurrence to the
appropriate supervisor and an accident report established.
If this is not reported, the Company will not be responsible for
any employee’s compensation.
16:06 The Company will assist an injured employee in filling out the
report of an accident and claim form of the Workplace Safety
and Insurance Board. If the employee so desires, an
unsigned copy of such form shall be given the employee for a
period not exceeding twenty-four [24] hours for purposes of
discussing this matter with his Union representative. If the
employee signs this form, he shall be given a copy.
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16:07 If an employee believes that a dangerous situation exists so
that he is in danger of injury or a serious risk to his health, he
shall immediately notify his supervisor. If it is agreed that the
danger exists, then the employee will be assigned to other
available work in the plant in accordance with the seniority
provisions.
16:08 If there is a disagreement between the employee and the
supervisor concerning the necessity of relieving the
employee, he will be assigned other work in the plant in
accordance with seniority provisions and the superintendent
or manager shall, without undue delay, investigate with Union
member of the Safety Committee and determine whether the
danger exists. If there is disagreement between the
superintendent or manager and the Union member of the
Safety Committee as to whether a dangerous situation exists,
the employee shall have the right to:
1. Present a written grievance at the third stage of the
grievance procedure.
2. Be relieved from his occupation and assigned to other
available work until the grievance has been settled.
16:09 An employee will not be requested to work alone.
16:10 The Company agrees to provide smocks to all maintenance
employees.
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16:11 The Company agrees to pay one hundred and fifty dollars
[$150.00] per calendar year towards the purchase of safety
shoes upon proof of purchase.
16:12 There shall be a First Aid station with a qualified attendant on
duty during normal working hours.
ARTICLE XVII – EMPLOYEES WITH DISABILITIES AND STUDENT EMPLOYEES
EMPLOYEES WITH DISABILITIES
17:01 Employees who are unable to perform their regular work as a
result of an industrial accident, age or other infirmity, may be
exempted from the seniority provisions by mutual agreement
between the Company and the Local Union and the workers
involved. The Company will make every effort to give such
employees preference on any work which they are capable of
performing.
STUDENT EMPLOYEES
17:02 The Company reserves the right to employ students, with a
limit of twelve [12] students at any one time.
Student employees can be employed yearly from May 1 to
the first Monday in September. Students are hired as
students only and it is understood that a person hired as a
student is returning to school and shall not attain seniority or
benefits. It is understood that any such employees would not
be employed while regular employees are laid-off or would
not be allowed to perform work which would result in lost
overtime to regular employees.
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[a] Rate of pay for students will be the provincial minimum
wage for students.
ARTICLE XVIII – GROUP INSURANCE
18:01 Forming part of this agreement between the Company and
the Union is the following Insurance Health Plans:
Out-of-Country travel insurance.
Life Insurance, effective February 1, 2013 of $35,000 to
the age of 70.
Death & Dismemberment, effective December 1, 2005 of
$35,000.
The Company will provide weekly indemnity coverage to E.I.
weekly indemnity benefit levels and standards for the period
of the first two [2] weeks, coverage commencing on the first
day of accident, first day of sickness in hospital and fourth
day of sickness.
The above benefits do not cover any disability resulting from:
1. Self-inflicted injury, while sane or insane.
2. Injury or illness resulting from committing,
attempting to commit, an assault or criminal
offence.
The employee must apply for coverage to E.I. for the third to
the seventeenth weeks inclusive, for sickness or accident
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coverage. Weekly Indemnity coverage for this fifteen [15]
week period shall be the responsibility of, and in accordance
with E.I. standards. Under no circumstances will the
Company be responsible for coverage of these fifteen [15]
weeks.
It will be the Company’s responsibility to provide coverage to
E.I. benefit levels and standards from the eighteenth [18th]
week to the fifty-second [52nd
] week of sickness or accident.
The Company further agrees to provide the employees a
100% no deductible Drug Plan for prescription drugs only and
not able to be purchased over the counter without a written
prescription, excluding quitting addiction drugs and elective
cosmetic medications, (covered if prescribed by a Physician).
The maximum benefit for the employee and eligible family
members is $3,850.00 per calendar year.
For those employees over the age of 65 years, the first
provider for drug claims will be the Ontario Drug Benefit
Program.
The Company will pay one hundred [100] percent of the cost
for a Plan to a maximum of $2,000.00 per family per calendar
year for any dental costs.
The Company agrees to continue to maintain the cost of
providing three hundred dollars [$300.00] toward prescription
eye glasses with receipts every twenty-four [24] months from
the date previous glasses were purchased, plus fifty [50] per
cent of the cost of an eye examination.
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During the life of this Agreement, the Company agrees to
continue to maintain the cost of providing five hundred dollars
[$500.00] each thirty-six [36] months [employees and
dependents] from the date of previous purchase toward the
cost of purchasing a hearing aid with receipts.
Effective December 1, 2005, the Company agrees to
reimburse the cost of a PSA blood test for men every twelve
[12] months.
1. If your spouse has coverage under another insurance
plan, his charges must first be submitted under that plan.
2. Charges for dependent children should first be submitted
to the plan of the parent whose month and date of birth
comes earlier in the calendar year [excluding the year of
birth].
Pension Plan Contribution as per Appendix “B”.
BEREAVEMENT CLAUSE
18:02 [a] Employees shall be entitled to take up to five [5] working
days off with pay at their option, in the event of the death
of an employee’s current spouse, child or grandchild.
[b] Employees shall be entitled to take three [3] working
days off with pay at their option. By immediate family it is
meant: mother, father, mother-in-law, father-in-law,
brother and sister of the employee or employee's current
dependent spouse.
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[c] One [1] working day leave of absence with pay for
brother-in-law, sister-in-law and grandparents of the
employee and the employee's current dependent
spouse.
[d] It is understood and agreed that step-parents, legal
guardians and common-law relationships are covered in
the above.
COURT DUTY
18:03 The Company will pay an employee, who is required to serve
on a jury or appear as a witness, at their rate of pay for the
time he was absent. The employee will present proof of
attendance.
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ARTICLE XIX – DURATION OF AGREEMENT
19:01 This Agreement becomes effective February 1, 2016 and will
remain in full force and effect until January 31, 2019 and from
year to year thereafter unless either party gives written notice
not less than thirty [30] days nor more than ninety [90] days
immediately prior to the expiration date if its intention to
amend, modify or terminate this Agreement. The parties
agree to meet within twenty [20] days after receipt of such
written notice for the purpose of negotiating a modified or new
Agreement.
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APPENDIX “A” - TIME STUDIES
The method to be followed in the taking of time studies when stop watch
times are used:
1. A workman when being studied shall perform his work in
accordance with the Company’s instructions and shall otherwise
co-operate to give a performance which is representative of actual
conditions under which the job is being studied.
2. The Union shall have the right to grieve concerning any production
standard and any matters relating to a particular time study, but no
grievance shall be made until the standard has been given a
reasonable period of trial which need not exceed five [5] days. In
the event of a grievance, the Union shall have the right to inspect
all data pertaining to the standard.
3. In the event of a standard being grieved, the Union shall have full
opportunity at any time, after the time study is taken to compare
the circumstances and conditions under which the study was
taken with the actual operating conditions of the job.
4. The Company agrees that, prior to the study; the worker or
workers shall be advised.
5. In the event of a standard being grieved and re-time study being
decided upon, such restudy will be made by the continuous watch
reading method, if so requested.
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6. If any observed time is not used in the calculation of the
standards, the reason will be stated.
7. In the event of a re-study, a minimum of a thirty [30] minute study
or twenty [20] observations, whichever is the greatest, shall be
made unless otherwise agreed.
8. In case of dispute of a time study and a re-study is agreed to, a
different worker may be used for the re-study if two [2] or more
employees are performing the operation with reasonable
efficiency, and will be used if the Union so requests.
9. All work performed during a time study shall be inspected in the
normal way. If the number of rejects is abnormally large to a
degree which affects the validity of the study, then a re-study shall
be made.
10. Upon conclusion of a time study and before the Company’s time
study man leaves the operation, he will supply to the worker who
was time studied:
1. The exact total period of time over which the time study took
place.
2. The number of pieces that were produced during the time
study.
3. The steward of the department being studied may look at the
data prior to the timer leaving the area.
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ARTICLE 1 - TIME STUDIES
1:02 The Company may set production and time standard by any
method that is fair to the worker and the Company. Before
using a particular method, the Company will advise the Union
of its intention, and if the Union so desires, will explain the
method.
1:03 The Union shall have the right to grieve any standard that is
considered unfair, and if they grieve, shall be entitled to
inspect the data pertaining to the standard. On request, the
Company agrees to provide the Union Staff Representative
with a copy of the study dispute.
1:04 Established production standards shall remain unchanged
except when the Company changes the method, materials,
tools or equipment [other than maintenance or replacement
changes], or inspections standards and such change or
changes affect the production standard to the extent of plus
or minus five [5] percent more, or except in the case of
clerical error or when changed by mutual consent. “It is
recognized that when making such changes in Production
Standards, it is desirable to incorporate the revised standards
as soon as possible after the changes”.
1:09 Production standards shall be set on the basis of one
hundred [100] percent representing the performance of
average experienced workers suited to the job working as a
normal day work pace with standard material and equipment
and work under the specified standard conditions.
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1:14 When making the time study on a job, the Company’s date
shall show all the significant elements into which the job has
been broken down, the element breaking points, the
sequence of elements, the method, the motion pattern, the
location of tools, equipment, stock and all other conditions
that might have a significant effect on the employee’s
performance.
1:15 The method and condition referred to in the foregoing should
be recorded in sufficient detail so that the job and significant
conditions surrounding it may be reproduced or examined at
any time in the future as nearly as possible as they were at
the time of the study.
DUTIES OF TIME STANDARD STEWARD
1:16 [a] Two [2] employees who have been selected by the
Union will be trained with the Company personnel and
will take part in the time study application as set out
below. Of the two [2] employees selected, one [1] will
actively participate in any time study.
[b] Duties and function of the time standards steward shall
include:
1. Investigate the accuracy, completeness and sufficiency
of analysis and application and the accuracy,
completeness and sufficiency of time studies, reported to
justify the selection of the time values of the elements or
motions.
2. Review the composition of analysis on the formula to
ascertain the completeness of same with regard to
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allowances for personal time, fatigue, incidental delays
that occur at regular intervals in any job.
[c] Provide the Union officers and members with proper
explanations of time standards and where changes may
be made in the same due to change of methods,
materials, equipment, quality requirements or conditions.
Prepare reports of the analysis of time study data used to
establish any time standard that maybe in dispute or under
review;
2. Investigate any time standard subject to review as
directed by the Union and investigate any time standards
in dispute and submit recommendations for corrective
measures. In accordance with this procedure, if the time
standards steward after investigation is not satisfied with
the time standard, he will so report to the supervisor of
the department concerned, and the supervisor will
arrange to get the methods and time study man
responsible for setting the time standard in question and
the Union time standard steward together, and the two
[2] above named shall endeavour to reach a satisfactory
solution to the point or points in question. Should the two
[2] above named be unable to reach agreement on the
matter, then the matter may be the subject of a
grievance and dealt with in accordance with the
provisions of the Grievance Procedure as set out in the
Collective Agreement.
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[d] The time standard steward shall at all times have access
to all records and papers of the Methods and Time Study
Department pertaining and relevant to the time standard
then being investigated by the above named steward.
1:17 The method to be followed in the taking of time studies when
stop watch times are used:
1. A workman when being studied shall perform his work in
accordance with the Company’s instruction and shall
otherwise co-operate to give a performance which is
representative of the actual conditions under which the
job is being studied.
2. The Union shall have the right to grieve concerning any
production standard and any matters relating to a
particular time study, but no grievance shall be made
until the standard has been given a reasonable period of
trial, which need not exceed five [5] days. In the event of
a grievance, the Union shall have the right to inspect all
data pertaining to the standard.
3. In the event of a standard being grieved, the Union shall
have full opportunity at any time after the time study is
taken to compare the circumstances and conditions
under which the study was taken with actual operating
conditions of the job.
4. The Company agrees that prior to the study the worker
or workers shall be advised.
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5. In the event of a standard being grieved and re-time
study being decided upon, such re-study will be made by
the continuous watch reading method, if so requested.
6. If any observed time is not used in the calculations of the
standards, the reason will be stated.
7. In the event of a re-study, a minimum of a thirty [30]
minute study or twenty [20] observations whichever is
the greater, shall be made unless otherwise agreed.
8. In case of dispute of a time study and re-study is agreed
to, a different worker may be used for the re-study, if two
[2] or more employees are performing the operation with
reasonable efficiency, and will be used if the Union so
requests.
9. All work performed during a time study shall be
inspected in the normal way. If the number of rejects is
abnormally large to a degree which might effect the
validity of the study, then a re-study shall be made.
10. Upon conclusion of a time study and before the
Company’s time study man leaves the operations, he will
supply to the worker who was time studied:
[i] The exact total period of time which the time study
took place.
[ii] The number of pieces that were produced during
the time study.
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[iii] The Committeeman may look at the data being
studied prior to the time leaving the area.
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APPENDIX “B” - PENSION PLAN
1:01 All union employees shall be enrolled as members of the
Steelworkers’ Members Pension Benefit Plan [the “Pension
Plan”] upon completion of the employee’s probationary
period.
1:02 The Company acknowledges that the administration of the
Pension Plan shall be performed by trustees appointed by the
Union. The Company agrees that the administration of the
Pension Plan and the benefits to be provided by the Pension
Plan shall be determined by the Pension Plan documents
adopted by the trustees. The Company agrees that it and the
employees shall be bound by and adhere to the terms of such
Pension Plan documents, provided however that in no event
shall the obligations of the Company to make contributions to
the Pension Plan be greater than that set out in paragraph
1:03.
1:03 The Company shall make contributions to the Pension Plan at
the rate of two [2] dollar and forty [40] cents per hour for each
member of the Plan. Such contribution shall be made on the
basis of a forty [40] hour work week and shall be made for
fifty-two [52] weeks per year provided that such member is on
the seniority list in accordance with the provisions of
paragraph 1:04. Contributions are due on the fifth working
day of each month following the month for which the
contributions are payable. In addition to making
contributions, the Company shall provide all information which
the trustees of the Pension Plan may require for the effective
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administration of the Pension Plan including the hours of work
for all members, their names, address, date of birth, social
insurance numbers, spousal status and similar information.
1:04 For the purposes of pension contributions only, the seniority
list shall be deemed to include all employees receiving wages
or salary, vacation pay, holiday pay, sickness benefits,
Workplace Safety and Insurance and bereavement. For the
purpose of pension contributions, employees shall be
deemed to be removed from the seniority list only upon
termination of employment or after a layoff. In the event any
employee is terminated other than on the last day of a month,
a prorated contribution shall be made on behalf of that
employee based on the number of weeks or partial weeks
worked during the month.
1:05 No member contributions to the Pension Plan shall be
required.
1:06 The Company agrees that the employees will be able to retire
at their option under the terms of the Pension Plan.
1:07 It is the intention of the Company and the Union that pension
contributions should be deductible by the Company under the
Income Tax Act [Canada]. If the Company is not permitted by
Revenue Canada to deduct contributions under the Income
Tax Act [Canada], the Company and Union shall meet to
discuss and implement measures which are required to
ensure that the contributions are deductible or to agree upon
alternate contributions which will be deductible, all of which
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shall be done to preserve so far as possible the original intent
and meaning of the Pension Plan.
1:08 The Company shall pay lost time for one [1] trustee to attend
trustees’ meetings for a maximum of three days per trustee in
each year of this agreement and grant leaves of absence
without pay as may be required to permit them to attend a
maximum of a further three [3] meetings per trustee in each
year of the agreement. The Union agrees to promptly notify
General Storage Systems, in writing, the employee selected
to serve as trustee. The Union further agrees to notify, in
writing, at least two [2] weeks in advance of the time when the
trustees will require time off work for the purpose of attending
trustee meetings.
1:09 When a member is terminating his employment and has a
pension entitlement, a representative of the Company’s
Human Resources Department will contact the Union’s
pension representative to determine the amount of the
employee’s entitlement and pension options, if any. This
information will be recorded by the Union’s pension
representative on a prescribed form and given to the Human
Resources Department. The Human Resources Department
will convey this information to the employee when the
employee’s termination of employment is being processed.
1:10 Pension contributions cease after the age of 65 years.
1:11 Pension contributions will be maintained at one hundred
percent [100%] for employees on WSIB.
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APPENDIX “C” - COST-OF-LIVING
1:01 Cost-of-Living Allowance
Year 1 - based on the July 1990 C.P.I. [1981 = 100]
C.O.L.A. will trigger on the basis of one [1] cent for each 0.15
rise in the C.P.I. after a 3.0 point increase has been reached.
C.O.L.A. will be adjusted quarterly to the July 1991 index and
be carried as an add-on.
Year 2 - based on the July 1991 C.P.I. [1981 = 100]
C.O.L.A. will trigger on the basis of one [1] cent for each 0.15
rise in the C.P.I. after a 2.5 point increase has been reached.
C.O.L.A. will be adjusted quarterly to the July 1992 index and
will be carried as an add-on.
Year 3 - based on the July 1992 C.P.I. [1981 = 100]
C.O.L.A. will trigger on the basis of one [1] cent for each 0.15
rise in the C.P.I. after a 2.5 point increase has been reached.
C.O.L.A. will be adjusted quarterly to the end of the contract
at which time C.O.L.A. will be carried as an add-on into the
next contract.
Actual payment of the adjustment will take place on the first
pay day following the publishing of C.P.I. for the applicable
month.
C.O.L.A. will be paid on the basis of forty [40] hours per week.
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Note: For this three [3] year contract, the above C.O.L.A.
clause is frozen and will not affect any wages.
Negotiating Committee
2:01 Three [3] members of the Negotiating Committee will be
granted five [5] days wages for time lost from their regular
scheduled work when actively involved in negotiations with
the Company Negotiation Committee.
Educational Leave
3:01 Leave of absence will be granted at Union request to attend
educational classes. Such leave is limited to forty [40] hours
in total in any contract year. Such leave will be paid at the
employee’s rate of pay.
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APPENDIX “D” - OCCUPATIONAL WORK RATES
Group Classification 2016 Rate
1 Packing $ 22.00
1 Receiver / Hardware $ 22.00
1 Warehouse $ 22.00
1 Shipper $ 22.00
1 Paint Pick Prep $ 22.00
1 CNC Operator $ 22.00
2 Material Handler $ 24.00
2 Spot Welder $ 24.00
2 Screwmatic $ 24.00
2 Door Line Weld $ 24.00
2 Paint Line Operator $ 24.00
2 Door Line Operator $ 24.00
3 Shear Operator $ 26.00
3 Press Operator $ 26.00
3 Braise/Burnish/Weld $ 26.00
3 Painter $ 26.00
4 Maintenance/Set-Up $ 27.00
Level II Maintenance Millwright
The Company reserves the right to have outside companies, Union or non-Union personal
perform the maintenance functions as per 4:02 when required.
Afternoon Shift Premium $0.40/hour as per 10:03.
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GSS QUARTERLY INCENTIVE PLAN (BONUS PLAN)
JANUARY 2016
As a replacement for wage increases and annual bonuses, we have
decided to implement a quarterly incentive plan for all qualified
employees. Employees will qualify after completion of one (1) year of
full time permanent employment. The incentive payments will be made
at the end of the month following each quarter, so the payments will be
made on a special payroll run at the end of April, July, October and
January 2017. Employees who have received any formal discipline
during the quarter shall not qualify.
Each employee will receive a formal letter indicating the amount of the
quarterly incentive that they can expect if the Company achieves its
objectives. In addition, if the Company has achieved its annual
objective, there will be one (1) additional bonus amount paid before the
end of December each year. So each employee will qualify for up to
five (5) bonus payments per year.
The bonus payments will be triggered on the achievement of the
Company's sales and cost objectives as measured by the Gross
Margin Target. Essentially we will take the quarterly sales and subtract
the materials purchases and the total hourly labour cost for that quarter.
We will post results for each month so we can all monitor results. The
objective is to engage all employees in achieving our Company
objectives:
* Meet or exceed our customer delivery and quality expectations.
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* Reduce material purchases by using the inventory on hand and
outsourcing less work.
We look forward to paying out these bonuses as they will mean that the
Company has met its objectives and we have worked together to make
that happen.
The following are examples only.
Sales Target Gross Margin Target
Q1 1,100,000 405,000
Q2 1,950,000 720,000
Q3 2,350,000 870,000
Q4 1,100,000 405,000
Yr 6,500,000 2,400,000
Our actual results for Q2 and Q3 in 2015 were very close to the above
targets. If you have any questions or concerns, feel free to contact
Craig Mannell.
Sales will be based on actual shipments in the quarter. Cost will be
determined as all material purchases including subcontract plus hourly
labour cost based on average total labour cost at 30.86 currently and
15.43 premium for overtime hours.
Pay-out for all hourly will be $600 per quarter, to a maximum of
$3,000.00 per year.
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LETTER OF INTENT
TEN [10] HOUR SHIFTS
Without prejudice or precedent to either party, the Company and the
Union agree to introduce, should market conditions permit, a work week
consisting of four [4] ten [10] hour shifts, Monday to Thursday inclusive.
All hours so worked will be at regular rates of pay applicable to the job.
Any hours worked in excess of the regularly scheduled hours of work
herein defined will be paid at overtime rates as defined in the Collective
Agreement, except that in the case of a week where a statutory holiday
falls. The statutory holiday will be counted as an eight [8] hour day only
and the remaining four [4] days will be designated as eight [8] hour
shifts, at straight time, to make up the forty [40] hour week.
This agreement is made on the understanding that productivity and
attendance will be maintained at a satisfactory level. In the event of
unforeseen problems, the Company or the Union reserve the right to
cancel this agreement at any time, after giving notice to the other party.
For the purpose of Articles 8:02, 8:04, 8:06, 10:01 (L), the completion of
four (4) 10 hour shifts shall equal five (5) days worked.
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LETTER OF UNDERSTANDING
JOB TRAINING OPPORTUNITY
When an employee requests some specific training, the Company will
post a notice outlining the training being offered.
Employees may sign up for this training. This training will be offered on
the off hours or weekends without pay.
The purpose of this training is to afford employees the opportunity to
gain the knowledge needed by them to enable them to claim those
positions when they have been removed from their classification
because of a work reduction.
This procedure shall not be used to supersede the intent of Article 8:08
which allow the senior employees a reasonable time to learn the job.
Recommended