AGREEMENT between UNION DRAWN STEEL II LP and UNITED … Fabrication... · union drawn steel ii lp...
Transcript of AGREEMENT between UNION DRAWN STEEL II LP and UNITED … Fabrication... · union drawn steel ii lp...
AGREEMENT
between
UNION DRAWN STEEL II LP
and
UNITED STEEL, PAPER, FORESTRY, RUBBER,
MANUFACTURING, ENERGY, ALLIED INDUSTRIAL
and SERVICE WORKERS INTERNATIONAL UNION
(UNITED STEELWORKERS)
LOCAL 2308
PRODUCTION AND MAINTENANCE EMPLOYEES
Mar 1, 2017
AGREEMENT
between
UNION DRAWN STEEL II LP
and
UNITED STEEL, PAPER, FORESTRY, RUBBER,
MANUFACTURING, ENERGY, ALLIED INDUSTRIAL
and SERVICE WORKERS INTERNATIONAL UNION
(UNITED STEELWORKERS)
LOCAL 2308
PRODUCTION AND MAINTENANCE EMPLOYEES
Mar 1, 2017
TABLE OF CONTENTS
Section
Page
DISCLAIMER ................................................................... v
AGREEMENT .................................................................. vi
WORK SHARE PROGRAM .......................................... vi
ARTICLE ONE - PURPOSE AND SCOPE ................... 1
Purpose ............................................................ 1
Observance ...................................................... 2
............ 1
............ 1
ARTICLE TWO - RECOGNITION ............................... 2
Coverage ......................................................... 1
Employee Defined ........................................... 2
Disputed Exclusions ........................................ 3
Supervisors Working ....................................... 4
Contracting Out ............................................... 5
............ 2
............ 2
............ 2
............ 2
............ 3
ARTICLE THREE - COMPANY AND UNION
ACTIVITY ............................................................... 4
Interference or Discrimination ........................ 1
Union Activity ................................................. 2
Intimidation or Coercion ................................. 3
Non-Discrimination ......................................... 4
............ 4
............ 4
............ 4
............ 4
ARTICLE FOUR - UNION MEMBERSHIP AND
CHECKOFF ............................................................. 5
Union Membership .......................................... 1
Check Off and Indemnity Clause .................... 2
............ 5
............ 5
ARTICLE FIVE - WAGES .............................................. 6
Wage Payment Policies ................................... 1
Description and Classification of New or
Changed
Jobs ........................................................ 2
Application of the Standard Hourly Wage
Scales .............................................................. 3
Production and Maintenance Jobs ................... 4
Trade, Craft or Multiple Rated Jobs ................ 5
Learner Jobs .................................................... 6
Performance Standards .................................... 7
............ 6
.......... 10
.......... 13
.......... 13
.......... 14
.......... 14
.......... 14
Section
Cost-of-Living Adjustment ............................. 8
Page
.......... 15
ARTICLE SIX – HOURS OF WORK .......................... 16
Normal Work Week ........................................ 1
Normal Work Pattern ...................................... 2
Work Schedules .............................................. 3
Work Notices .................................................. 4
Reporting Pay .................................................. 5
Overtime .......................................................... 6
.......... 16
.......... 16
.......... 17
.......... 18
.......... 18
.......... 18
ARTICLE SEVEN – HOLIDAYS ................................. 20
Holidays Enumerated ...................................... 1
Pay for Holidays Not Worked ......................... 2
Holiday Hours Worked ................................... 3
.......... 20
.......... 20
.......... 21
ARTICLE EIGHT – VACATIONS ............................... 22
Eligibility......................................................... 1
Length of Vacation Period .............................. 2
Vacation Allotment ......................................... 3
Vacation Hours and Pay .................................. 4
.......... 22
.......... 22
.......... 23
.......... 25
ARTICLE NINE – SUSPENSION AND
DISCHARGE CASES ........................................... 26
Justice and Dignity .......................................... 1
Union Representation ...................................... 2
.......... 26
.......... 27
ARTICLE TEN – SENIORITY ..................................... 27
Definition ........................................................ 1
Calculation of Continuous Service .................. 2
Layoff .............................................................. 3
Permanent Vacancies ...................................... 4
Temporary Vacancies ...................................... 5
Probationary Employees ................................. 6
Service with International Union..................... 7
Salaried Employees ......................................... 8
Leave of Absence ............................................ 9
.......... 27
.......... 27
.......... 28
.......... 28
.......... 29
.......... 29
.......... 30
.......... 30
.......... 30
ARTICLE ELEVEN –
ADJUSTMENT OF COMPLAINTS AND
GRIEVANCES ....................................................... 31
Purpose ............................................................ 1
Operation of Grievance Procedure .................. 2
Procedure......................................................... 3
Arbitration Procedure ...................................... 4
Suspension of Grievance Procedure ................ 5
Union Grievance Committee ........................... 6
Grievance Settlement ...................................... 7
.......... 31
.......... 31
.......... 32
.......... 33
.......... 33
.......... 34
.......... 34
Section
Access to Plant ................................................ 8 Page
.......... 35
ARTICLE TWELVE - SAFETY
AND HEALTH ...................................................... 35
General Provisions .......................................... 1
Use of Disciplinary Records............................ 2
Alcoholism and Drug Abuse ........................... 3
Safety and Health Training.............................. 4
Medical Records .............................................. 5
Occupational Health and Safety Act ............... 6
.......... 35
.......... 36
.......... 37
.......... 37
.......... 37
.......... 37
ARTICLE THIRTEEN - MANAGEMENT ................. 38
Management .................................................... 1
Qualification Levels ........................................ 2
Shift Assignment ............................................. 3
.......... 38
.......... 38
.......... 39
ARTICLE FOURTEEN – STRIKES AND
LOCKOUTS .......................................................... 39
ARTICLE FIFTEEN - PROGRAM OF INSURANCE
BENEFITS ............................................................. 39
ARTICLE SIXTEEN - RETIREMENT PLAN ............ 39
ARTICLE SEVENTEEN - LETTERS OF
UNDERSTANDING .............................................. 39
ARTICLE EIGHTEEN - TERM OF
AGREEMENT ........................................................ 40
Term ................................................................ 1
Notice .............................................................. 2
Commencement ............................................... 3
Expiration ........................................................ 4
.......... 40
.......... 40
.......... 40
.......... 40
ARTICLE NINETEEN - RIGHT OF FIRST
REFUSAL ................................................................ 41
APPENDICES A …………………….STANDARD HOURLY WAGE
SCALE OF RATES, STANDARD SKILLED
TRADE RATES AND WAGE KICKERS .............. 42
B BENEFITS PROGRAM .......................................... 44
C RETIREMENT PLAN ............................................. 46
WHEREAS Union Drawn Steel Company II LP (“Union Drawn”) is
insolvent or is in bankruptcy;
AND WHEREAS Union Drawn Steel II LP (the “Company”) has purchased
certain assets from the Trustee in Bankruptcy and from the secured creditors
of Union Drawn;
AND WHEREAS the Company has not purchased the former business of
Union Drawn or part of the former business of Union Drawn as defined in
the Employment Standards Act, R.S.O. 1990, E.14;
AND WHEREAS the Company has not purchased the former business of
Union Drawn or part of the former business of Union Drawn and is not a
successor employer within the meaning of the Labour Relations Act, R.S.O.
1990, L.2;
AND WHEREAS the Company wishes to employ the members of the
United Steel, Paper, Forestry, Rubber, Manufacturing, Energy, Allied
Industrial and Service Workers International Union (United Steelworkers),
Local 2308 (the “Union”) who were formerly employed by Union Drawn on
terms and conditions set out herein;
AND WHEREAS the Company hereby voluntarily recognizes the Union as
the exclusive collective bargaining representative of the members of the
Union in the bargaining unit as defined in this Collective agreement;
NOW THEREFORE THE PARTIES AGREE AS FOLLOWS:
AGREEMENT
This Agreement, dated March 1, 2017, is between Union Drawn Steel II LP,
(hereinafter referred to as the “Company”); and United Steel, Paper, Forestry,
Rubber, Manufacturing, Energy, Allied Industrial and Service Workers
International Union (United Steelworkers) Local 2308 (hereinafter referred
to as the “Union”), representing the employees, as hereinafter defined, of the
Union Drawn Steel II LP, in its Plant at Hamilton, Ontario, Canada.
Except as otherwise expressly provided herein, the provisions of this
Agreement shall be effective March 1st, 2017.
WORK SHARE PROGRAM
The Union and the Company agree to remain in the existing Work Share
Program for the period they have now agreed to, plus any extensions to this
program that are granted. Both parties will cooperate in applying for any
extensions to this Work Share Program.
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ARTICLE ONE - PURPOSE AND SCOPE
Section 1 - Purpose
It is the intent and purpose of the parties hereto to set forth herein the
agreement covering rates of pay, hours of work, and conditions of
employment to be observed between the parties hereto for the employees of
the Company in the bargaining unit of the Company set forth in Article Two
- Recognition - of this Agreement. (1)
The parties recognize that for their joint benefit, increases in wages and
benefits should be consistent with the long-term prosperity and efficiency of
the Company. (2)
The parties are concerned that the future for the Company in terms of
employment security and return on substantial capital expenditures will rest
heavily upon the ability of the parties to work co-operatively to achieve
significantly higher productivity trends than have occurred in the recent past.
The parties are acutely aware of the impact upon the Company and its
employees of the sizable penetration of the domestic steel market by foreign
producers. Thus, it is incumbent upon the parties to work co-operatively to
meet the challenge posed by principal foreign competitors in recent years. It
is also important that the parties co-operate in promoting the use of steel. (3)
The representatives of the Company and the Union shall continue to provide
each other with such advance notice as is reasonable under the circumstances
on all matters of importance in the administration of the terms of the labour
agreement, including changes or innovations affecting the relations between
the local parties. (4)
Section 2 - Observance
The Union (its officers and representatives at all levels) and all employees
are bound to observe the provisions of this Agreement. (5)
The Company (its officers and representatives at all levels) is bound to
observe the provisions of this Agreement. (6)
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ARTICLE TWO - RECOGNITION
Section 1 - Coverage
The Union having been designated the exclusive collective bargaining
representative of the employees of the Company as defined in Section 2
below, the Company recognizes the Union as such exclusive representative.
Accordingly, the Union makes this Agreement in its capacity as the exclusive
collective bargaining representative of such employees. The provisions of
this Agreement constitute the sole procedure for the processing and
settlement of any claim by an employee or the Union of a violation by the
Company of this Agreement. As the representative of the employees, the
Union may process complaints or grievances through the complaint and
grievance procedure, including arbitration, in accordance with this
Agreement or adjust or settle the same. (7)
Section 2 - Employee Defined
The term “Employee”, as used in this Agreement, shall mean all employees
of the Company employed in and around the Company’s Plant at Hamilton,
Ontario, except salaried and office employees, foremen and those of higher
rank and those employed in a confidential capacity. (8)
Section 3 - Disputed Exclusions
Any differences which shall arise between the Company and the Union as to
whether or not any individual employee is or is not included within the term
“Employee” as defined in this Article Two shall be handled as a complaint or
grievance in accordance with the procedure set forth in Article Eleven -
Adjustment of Complaints and Grievances - of this Agreement. (9)
Section 4 - Supervisors Working
Any supervisor at the Plant shall not perform work on a job normally
performed by an employee in the bargaining unit at the Plant; provided,
however, this provision shall not be construed to prohibit supervisors from
performing the following types of
work: (10)
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ARTICLE TWO - RECOGNITION ... cont’d
A. experimental work;
B. demonstration work performed for the purpose of instructing and
training employees;
C. work required of the supervisors by emergency conditions which if not
performed might result in interference with operations, bodily injury, or
loss or damage to material or equipment; and
D. work which, under the circumstances then existing, it would be
unreasonable to assign to a bargaining unit employee and which is
negligible in amount.
Work which is incidental to supervisory duties on a job normally performed
by a supervisor, even though similar to duties found in jobs in the bargaining
unit, shall not be affected by this provision. (11)
If a supervisor performs work in violation of this Section 4 and the employee
who otherwise would have performed this work can reasonably be identified,
the Company shall pay such employee the applicable standard hourly wage
scale rate for the time involved. (12)
Section 5 - Contracting Out
In work involving outside contractors on existing equipment and of a nature
normally done by Company’s employees, or work involving outside
contractors and Company’s employees working together on the same work,
the Company will notify the Union in advance in writing before such work is
contracted out. (13)
On such jobs as can be considered new construction, the Company will not
be bound by this Agreement and reserves the right to award work to such
contractors as may be selected by reason of their special ability to do the job.
(14)
However, in conjunction with the foregoing provisions of this Section, the
Company agrees that insofar as it is practicable given time constraints and
the ability and experience of its work force, before it contracts out any work,
Company will compare the cost of contracting out work to the cost of having
its employees perform the same work and provide written documentation of
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ARTICLE TWO - RECOGNITION ... cont’d
the cost comparison to the Union. Where cost is the only consideration, if
the cost of having its employees perform the work is less than or equal to the
cost of contracting out the work, then the Company will offer the work to its
own employees. (15)
ARTICLE THREE - COMPANY AND UNION ACTIVITY
Section 1- Interference or Discrimination
The Company recognizes and will not interfere with the rights of its
employees to become members of the Union. There shall be no
discrimination, interference, restraint, or coercion by the Company or any of
its agents against any employee because of membership in the Union. (16)
Section 2 - Union Activity
No employee shall engage in any Union activity on the property of the
Company in any manner which shall interfere with production or engage in
Union activity on Company time. (17)
Section 3 - Intimidation or Coercion
The Union, its officers, agents and members, shall not intimidate or coerce
employees into joining the Union or continuing their membership therein.
(18)
Section 4 - Non-Discrimination
It is the continuing policy of the Company and the Union that the provisions
of this Agreement shall be applied to all employees without regard to race,
colour, creed, ethnic origin, ancestry, place of origin, citizenship, sexual
orientation, age, record of offences, marital status, same-sex partnership
status, family status, handicap or sex. The representatives of the Union and
the Company in all steps of the complaint and grievance procedure and in all
dealings between the parties shall comply with this provision. (19)
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ARTICLE FOUR - UNION MEMBERSHIP AND CHECKOFF
Section 1 - Union Membership
Each employee who on the effective date of this Agreement is a member of
the Union in good standing and each employee who becomes a member after
that date shall, as a condition of employment, maintain his membership in the
Union. (20)
Section 2 - Checkoff and Indemnity Clause
A. The Company shall deduct Union dues including, where applicable,
initiation fees and assessments, on a bi-weekly basis, from the total earnings
of each employee covered by this agreement. The amount of dues shall be
calculated in accordance with the Union’s Constitution. (21)
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
shall be sent to the International Secretary Treasurer of the United
Steelworkers, P.O. Box 9083 Station ‘A’, Toronto, ON M5L 1K1 in such
form as shall be directed by the Union (if the collective agreement does not
have the International Union as the party, then the word “Union” should be
changed to the “International 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 office designated by the Area
Coordinator. (22)
C. The remittance and the R-115 form shall be accompanied by a statement
containing the following information: (23)
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 names of all employees from whom no deductions have
been made and reasons.
D. The Union shall indemnify 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. (24)
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ARTICLE FOUR - UNION MEMBERSHIP AND CHECKOFF... cont’d
E. The Company, when preparing T-4 slips for the employees, will enter
the amount of Union dues paid to the employee during the previous year.
(25)
ARTICLE FIVE - WAGES
Section 1 - Wage Payment Policies
A. Hourly Wages
1. Each employee covered by this Agreement shall receive an hourly
wage as set forth in Appendix A. (26)
2. An employee who is temporarily assigned (movement within
a shift) to a higher hourly wage rate job will be paid at the higher
rate. An employee who is temporarily assigned (movement within a
shift) to a lower hourly wage rate job at the convenience of the
Company will be paid at the employee’s regular rate as set forth in
Appendix A. (27)
3. No basis shall exist for any employee to allege that a wage rate
inequity exists and no grievance on behalf of an employee
alleging a wage rate inequity shall be filed or processed during the
term of this Agreement. (28)
4. It is understood that the fundamental principle of the work and
wage relationship is that the employee is entitled to a fair day’s pay, i.e. the
standard hourly wage scale, in return for which the Company is entitled to a
fair day’s work. The Company will not establish performance standards not
in accordance with this fundamental principle of the work and wage
relationship. (29)
5. Employees hired starting from 1 February 2017, will be paid
sixty-five (65%) percent of the rate of the job to which they
are assigned for the first six (6) months of employment, then
paid seventy (70%) percent for the next six (6) months, then paid
seventy-five (75%) percent for the next twelve (12) months and
then eighty (80%) percent for the next twelve (12 months), except
for employees assigned to a maintenance trade or craft job will be
paid one hundred (100%) percent of the rate of the job to which
they are assigned. (30)
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ARTICLE FIVE - WAGES ... cont’d
6. When an employee is scheduled on another job due to a work
incurred injury, he will be paid the higher of the wage rate of the job he is
working on or the employee’s regular rate. (31)
B. Shift Differential
1. For hours worked on the afternoon shift, there shall be paid a
premium rate of 55 cents per hour. For hours worked on the
night shift, there shall be paid a premium rate of 70 cents per hour. (32)
2. Shifts shall be identified as follows: (33)
A. Day shift includes all shifts scheduled to commence between 6:00
a.m. and 8:00 a.m., inclusive;
B. Afternoon shift includes all shifts scheduled to commence between
2:00 p.m. and 4:00 p.m., inclusive;
C. Night shift includes all shifts scheduled to commence between
10:00 p.m. and 12:00 midnight, inclusive.
C. Call-In Pay
When an employee is called back to work, after leaving the Company
premises, he shall be entitled to time and one-half (1 1/2) pay for hours
worked in that work day in excess of eight (8) hours, but in no case shall be
paid less than three (3) hours pay, at his standard hourly rate or the job’s
standard hourly rate, whichever is greater. (34)
D. Reporting Pay
1. An employee who is scheduled or notified to report and who
does report for work shall be provided with and assigned to a minimum of
four (4) hours of work on the job for which he was scheduled or notified to
report or, in the event such work is not available, shall be assigned or
reassigned to another job. In the event, when he reports for work, no work is
available, he shall be released from duty and credited with a reporting
allowance of four (4) times the standard hourly wage rate of the job
(including any applicable shift differential and Sunday premium) for which
he was scheduled or notified to report. When an employee who starts to
work is released from duty before he works a minimum of four (4) hours, he
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ARTICLE FIVE - WAGES ... cont’d
shall be paid for the hours worked in accordance with this Section and
credited with a reporting allowance equal to the standard hourly wage rate of
the job (including any applicable shift differential and Sunday premium) for
which he was scheduled or notified to report multiplied by the unutilized
portion of four (4) hour minimum. (35)
Section 1 shall not apply in the event of the following: (36)
a. Strikes, work stoppages in connection with labour disputes, failure
of utilities beyond the control of the Company, acts of God or acts
of sabotage interfered with the work being provided; or
b. An employee is not put to work or is laid off after having been put
to work, either at his own request or due to his own fault; or
c. Management gives two (2) hours notice of change in scheduled
reporting time or that an employee need not shall promptly determine what
constitutes reasonable notice.
E. Allowance for Jury or Witness Service
An employee who is called for jury service or subpoenaed as a witness shall
be excused from work for the days on which he serves. Service, as used
herein, includes required reporting for jury or witness duty when summoned,
whether or not he is used. Such employee shall receive, for each such day of
service on which he otherwise would have worked, the difference between
report. Local Management and the Grievance Committee
the payment he received for such service in excess of $5.00 and eight times
his average straight-time hourly wage as set forth in Appendix A. Time thus
paid shall not be counted as hours worked for purposes of determining
overtime or premium pay liability. The employee will present proof that he
did serve or report as a juror or was subpoenaed and reported as a witness,
and the amount of pay, if any, received therefore. A “day” is defined as any
period between 12:01 a.m. to 12:00 midnight (or Turn starting closest
thereto). (37)
- 9 -
ARTICLE FIVE - WAGES ... cont’d
F. Allowance Bereavement
A three (3) day grieving period off (weekends not included) for
a death that occurs in the employee’s immediate family.
1. If there is a special relationship of care-giving or care-giver, the
employee shall discuss such with the Company and consent to this grieving
period shall not be unreasonably withheld.
2. Payment shall be eight (8) times the employee’s average
straight-time hourly earnings (as computed for jury pay).
3. Time thus paid will not be counted as hours worked for
purposes of determining overtime or premium pay liability. (38)
If an employee is on vacation and an eligible death occurs, the Company
agrees to pay the portion of the Funeral/Bereavement entitlement based on
the following conditions: (39)
1. This benefit applies on the next day following the death.
2. The days eligible for pay will be based on reporting pay days that
the employee would normally be scheduled.
3. Funeral/Bereavement entitlement will be paid only, vacation will
not be rescheduled.
G. Errors in the Application of Rates of Pay and Rates of Pay Practices
(40)
1. Errors in the application of established rates of pay or wage
payment practice, when discovered, shall be corrected promptly to
conform with the provisions of this Section.
Neither supervisors nor Committeemen shall have the authority to
commit the parties to a future course of action with respect to rates of pay
which shall be in violation of this Agreement, beyond the first such
occurrence in any single instance. (41)
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ARTICLE FIVE - WAGES ... cont’d
Section 2 - Description and Classification of New or Changed Jobs
A. The August 1, 1971 Job Description and Classification Manual
(herein called the “Manual”) (supplemented by master job classification for
fabricating and manufacturing operations) agreed to by the parties is hereby
made a part of this Agreement. The description and classification of each
new or changed job shall be consistent with, and conform to, the description
and classification of jobs as agreed to in the Plant and also the appropriate
“Master Job Classification” as set forth in the August 1, 1971 Manual in
accordance with the following procedure. (42)
B.
This procedure is not to be construed or interpreted in any way as a license
for any review of job descriptions and classifications currently in effect
except as provided below: (43)
1. All new jobs, including trade or craft jobs, established on or after
August 1, 1971, shall be classified by the provisions set forth in the
Manual.
2. All jobs that are changed in job content (requirements of the job as
to training, skill, responsibility, effort or working conditions) on or
after August 1, 1971, shall be reclassified only in those factors
affected by the change, using only Section 5 of the Manual - “The
Basic Factors and Instructions for Their Application” and Section 6
of the Manual - “Conventions for Classification of Designated Jobs”
where applicable. When and if the net total of the changes in the
factors affected equals less than one full job class, a supplementary
record shall be established to maintain the job description and
classification on a current basis and to enable a subsequent
adjustment of the job description and classification for an
accumulation of small job content changes. When and if the net
total of the changes in the factors affected, or the accumulation of
such changes, equals a net total of one full job class or more, a new
job description and classification for the job shall be established in
accordance with Sub-paragraph 1 above.
C. Except as otherwise provided herein, the job description and
classification for each job in effect as of the date of this Agreement and of
those hereafter agreed upon shall continue in effect
unless: (44)
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ARTICLE FIVE - WAGES ... cont’d
1. Management changes the job content (requirements of the job as to
training, skill, responsibility, effort, and working conditions) to the
extent of one full job class or more;
2. The job is terminated or not occupied during a period of one year; or
3. The description and classification are changed in accordance with
mutual agreement of officially designated representatives of the
Company and the Union.
D. When, and if, from time to time the Company, at its discretion,
establishes a new job or changes the job content (requirements of the job as
to training, skill, responsibility, effort, and working conditions) of an existing
job to the extent of one full job class or more, a new job description and
classification for the new or changed job shall be established in accordance
with the following procedure: (45)
1. Management will develop a description and classification of the job
in accordance with the provisions of the Manual.
2. The proposed description and classification will be submitted to the
Grievance Committee for approval, and the standard hourly wage
scale rate for the job class to which the job is thus assigned shall
apply in accordance with the provisions of
Section 1 of this Article Five. At the same time copies of the proposed
description and classification shall be sent to a designated representative of
the International Union. If the job involves new-type facilities or a new-type
job, special designation of this fact shall be made.
3. The Grievance Committee and Management shall discuss and
determine the accuracy of the job description.
4. If Management and the Grievance Committee are unable to agree
upon the description and classification, Management shall install the
proposed classification and the standard hourly wage scale rate for
the job class to which the job is thus assigned shall apply. The
employee or employees affected, or the Grievance Committee shall
be exclusively responsible for the filing of grievances and may, at
any time within 30 days from the date of the installation, file a
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ARTICLE FIVE - WAGES ... cont’d
grievance with Plant Management alleging that the job is
improperly described and/or classified under the provisions of the
Manual.
Thereupon the Grievance Committee and Management shall prepare and
mutually sign a stipulation setting forth the factors and factor codings which
are in dispute. Thereafter such complaint shall be referred by the respective
parties to their Step Three representatives for further consideration. In the
event the Step Three representatives are unable to agree on the description
and classification within thirty (30) days, they shall prepare and mutually
sign a stipulation (which may amend the stipulation set forth by the
Grievance Committee and Management) setting forth the factors and factor
codings which are in dispute, copy of which shall be sent to a designated
representative of Management and the aforementioned representative of the
International Union.
5. Upon request of either party’s Step Three representative the matter
may be referred to the aforementioned designated representative of the
International Union or a designated representative of Management,
respectively, who may request that the proposed description and
classification be submitted to them for their review and resolution. In the
event either of said representatives requests such review they shall meet for
this purpose and shall, within sixty (60) days, advise the Step Three
representatives of their agreement or failure to reach agreement.
6. If said representatives fail to reach agreement within the sixty (60)
day period, the Union’s International Representative may within fifteen (15)
days thereafter, request that the issues in dispute be submitted to
mediation/arbitration. If submitted to mediation/arbitration the issues shall
be limited to the factors stipulated at that time by the respective Step Three
representatives as being in dispute and the decision shall be effective as the
date when the new job was established or the change or changes installed.
7. In the event the parties fail to agree as provided and no request for
review or mediation/arbitration is made within the time provided, the
classification as prepared by the Company shall be deemed to be approved.
E. In the event Management does not develop a new job description and
classification, the employee or employees affected or the Grievance
Committee may, if initiated promptly, process a complaint under the
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ARTICLE FIVE - WAGES ... cont’d
complaint and grievance procedure of this Agreement requesting that a job
description and classification be developed and installed in accordance with
the provisions of the Manual and the applicable provisions of this Section 6.
The resulting classification shall be effective as of the date when the new job
was established or the change or changes initiated. (46)
Section 3 - Application of the Standard Hourly Wage Scales
The standard hourly wage scale rate for each job shall be as set forth in
Appendix A. (47)
A. A schedule of trade or craft rates and rates applicable to multiple-rated
jobs, containing: (48)
1. A standard rate equal to the standard hourly wage scale for the
respective job class of the job;
2. An intermediate at a level of two job classes below the standard
rate; and
3. A starting rate at a level four job classes below the standard rate
shall be established for each multiple-rated job and for each of the following
repair and maintenance trade or craft jobs:
Maintenance Leader
Machinist
Electrician
B. The Company and the Union will agree on a schedule of apprentice
rates. Such agreement shall remain in effect unless and until modified
by local written agreement signed by Management and the Chairman of
the Grievance Committee. (49)
Section 4 - Production and Maintenance Jobs
The established rate of pay for each production or maintenance job, other
than a trade or craft or multiple-rated job or apprentice job as defined in
Section 3 of this Article Five, shall apply to any employee during such time
as the employee is required to perform such job. (50)
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ARTICLE FIVE - WAGES ... cont’d
Section 5 - Trade, Craft or Multiple-Rated Jobs
The established starting rate, intermediate rate, or standard rate of pay for a
trade or craft job or multiple-rated jobs, defined in Sub-paragraph A of
Section 3 of this Article Five, shall apply to each employee during such time
as the employee is assigned to the respective rate classification, in
accordance with the applicable provision of the August 1, 1971 Manual and
as identified in Section 6 of this Article Five. (51)
Section 6 - Learner Jobs
The Company may continue learner jobs where such jobs are now in
existence and may establish additional learner jobs where the jobs to
be learned are classified in Job Classes Six to Nine inclusive. (52)
Learner jobs shall not be established where the job to be learned is: (53)
A. Classified in Code A of Factor 2;
B. A “helper” job; and
C. Filled by an employee who formerly worked on a bonafide “helper” job
or on a job that furnished directly related training for such job.
If any dispute shall arise between the Company and the Union as to whether
or not additional learner jobs have been established in compliance with the
provisions of this Paragraph, such dispute may be initiated as a complaint.
Learner jobs are not to be described or classified, but shall be assigned to a
job class four job classes below the job class of the job being learned when
bidding to the same or lower rated job. When bidding to a higher rated job,
the Learner job will be two job classes below the job class of the job being
learned. An employee transferred from another job to a learner job shall be
paid the learner job class rate. An employee shall be assigned to a learner
job only until he can perform satisfactorily the job for which he is being
trained and in no event for more than 780 hours of actual work. (54)
Section 7 - Performance Standards
The Company may establish performance standards provided they
are fair and reasonable. (55)
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ARTICLE FIVE - WAGES ... cont’d
Section 8 - Cost-of-Living Adjustment
A. For purposes of this Section 9: (56)
1. “Consumer Price Index” refers to the “Consumer Price Index for
Canada (1971=100)” published by Statistics Canada.
2. “Consumer Price Index Base” refers to “Consumer Price Index” for
the month of __________ published by Statistics Canada.
3. “Adjustment Dates” are
4. “Change in the Consumer Price Index” is defined as the difference
between a) the “Consumer Price Index Base” and b) the “Consumer
Price Index” for the second Calendar month next preceding the
month in which the applicable Adjustment Date falls.
5. “Cost-of-Living Adjustment” is calculated as below and, except as
is provided in D, will be payable for the three-month period commencing
with the Adjustment Date.
B. Effective on each Adjustment Date, a Cost-of-Living Adjustment equal
to per hour for each full _____ of a point change in the consumer Price
Index shall become payable, except as noted in E, for all hours actually
worked and for any reporting allowance credited before the next
Adjustment Date. However, such Adjustment shall be reduced by an
amount equal to the sum of all prior Adjustments, if any, which shall
have been included in the Standard Hourly Wage Scale Rates. (57)
C. Until included in the rate pursuant to the provisions of D, the Cost-
of-Living Adjustment shall be an “add-on” and shall not be part of the
employee’s Standard Hourly Wage Scale Rate. (58)
Until so included in the rates, such Adjustment shall be payable only for
hours actually worked and for reporting allowance and shall be included in
the calculation of overtime premium but shall not be part of the employee’s
pay for any other purpose and shall be used in the calculation of any other
pay, allowance, or benefit. (59)
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ARTICLE FIVE - WAGES ... cont’d
D. Annual Cost-of-Living Roll-In
In order that the annual rise in the Cost-of-Living Adjustment may
be fully reflected in the wage scale, effective _____ an Amount
equal to the amount of the Cost-of-Living Adjustment then
payable and in effect shall be included in the Standard Hourly
Wage Scale Rates. Such inclusion shall be treated for all purposes,
except as provided in the Pension Agreement, as a general wage
increase commencing on each of said dates. (60)
E. Should the Consumer Price Index, in its present form and on the same
basis as the last Index published prior to _____, become unavailable, the
parties shall attempt to adjust this, Section 9 or, if agreement is not reached,
request Statistics Canada to provide the appropriate conversion or adjustment
which shall be applicable as of the appropriate adjustment date and
thereafter. The purpose of such conversion shall be to produce as nearly as
possible the same result as would have been achieved using the Index in its
present form. (61)
F. If the Consumer Price Index falls below the Consumer Price Index Base,
there shall be no Cost-of-Living Adjustment. (62)
G. For the life of this Contract, Cost-of-Living Adjustments as per this
Section 9 will not be recognized. (63)
ARTICLE SIX - HOURS OF WORK
Section 1 - Normal Work Week
A. As of the effective date of this Agreement, the normal work week shall
be forty (40) hours comprised of consecutive work days. (64)
B. Whenever the normal work week is scheduled from Monday to Friday,
the first night shift of the week will commence at 11:00 p.m. Sunday
night. (65)
C.
Section 2 - Normal Work Pattern
The normal work pattern shall be consecutive workdays beginning on the
first of any 7-consecutive-day period. The 7-consecutive-day period is a
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ARTICLE SIX - HOURS OF WORK ... cont’d
period of 168 consecutive hours and may begin on any day of the calendar
week and extend into the next calendar week. On shift changes, the 168
consecutive hours may become 152 consecutive hours depending upon the
change in the shift. (66)
Section 3 - Work Schedules
A. The hours of work and the work schedule shall be determined
exclusively by the Company. Determination of starting times and work
schedules shall be made by the Company and may be changed by the
Company from time to time to suit varying conditions of the business. (67)
B. For the advance information of employees, a one-week work schedules
shall be posted. Such schedules shall be posted no later than Wednesday
at 12:00 noon, one week preceding the calendar week in which the
schedule becomes effective. However, for weeks containing a holiday,
as defined in Article Seven-Holidays, the schedule for the weeks
involved shall be posted no later than Thursday at 12:00 noon. (68)
C. Changes in work schedules made after such postings shall be explained
at the earliest practical time to the employees affected and the
appropriate Union representative, in addition to the giving of such notice
as required in Section 4, below. (69)
D. No changes in work schedules shall be made after Thursday 12:00 noon
for the following week’s schedule, only except in case of breakdowns,
customer demands or other conditions beyond the control of management.
Employees will be notified of such changes. (70)
E. When a job is increased from 1 to 2 shifts, or 2 to 3 shifts for the first
week of such increase, the man or men scheduled on such job in the prior
week will be scheduled as normal and the transferred employee will fill the
open shift. After the first week of such increase, scheduling will be
according to normal scheduling practices. (71)
F. An employee with physical restrictions cannot displace an incumbent
under the weekly scheduling practices. (72)
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ARTICLE SIX - HOURS OF WORK ... cont’d
Section 4 - Work Notices
Management will establish a procedure where such does not already exist,
affording any employee whose last scheduled turn ends prior to the posting
of his schedule for the following week, an opportunity to obtain information
relating to his next scheduled turn. This procedure will also be applicable
with respect to employees returning from vacation. (73)
A. Employees on vacation are responsible to determine and to report to
work for the job and shift they are scheduled on after vacation. (74)
B. However, in the case where an employee already on vacation has
had an unexpected schedule change away from his previously scheduled job
and shift, he will be notified of such change by the Company as follows: (75)
1. The Company will make one phone call to the number provided by
the employee.
2. If the Company is unable to contact the employee directly or leave a
voice mail message, it is still the employee’s responsibility to
determine and report for his scheduled job and shift.
Section 5 - Reporting Pay
Any regular employee who is not advised of a layoff and the reason for such
layoff is within the control of Management, who reports for work shall
receive four (4) hours of work or wages in lieu thereof. (76)
Section 6 - Overtime A. The following shall provide the basis of calculating overtime or other
premium compensation. (77)
1. The payroll week shall start with the first shift nearest Midnight
Sunday and run for seven consecutive days.
2. The workday for purposes of this subsection is the 24-hour period
beginning with the time the employee begins work.
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ARTICLE SIX - HOURS OF WORK ... cont’d
3. Time and one-half the regular rate (as such regular rate is calculated
for these purposes on the date of this Agreement) shall be paid for all hours
worked in excess of forty (40) in any one payroll week.
4. Time and one-half (1 1/2) the regular rate shall be paid for all hours
worked in excess of eight (8) during one day, unless the employee is
scheduled for a ten (10) hour shift.
5. Double (2) the regular rate will be paid for all hours worked on a
Sunday. Exclusions, for which time and one-half (1 1/2) the regular rate will
be paid for all hours worked on a Sunday are:
A. If the plant is working a 4-shift schedule.
B. If the plant is working a 6-day schedule and they work a
Sunday shift in lieu of a Saturday 3-11 shift.
6. If an employee is requested by the Company to work a double back
shift, then he must be paid time and one-half (1 1/2) if the employee chooses
to work the 6th
day.
7. Work performed by an employee in excess of eight (8) hours in any
twenty-four (24) period will not be paid for at time and one-half (1 1/2) when
a change is made in an employee’s working hours for either his work week
or work day at his own request.
B. Payment of overtime shall not be duplicated for the same hours
worked. To the extent that hours worked are compensated for at overtime or
premium rates under one provision of this Agreement, they shall not be
counted as hours worked in determining overtime or premium pay under the
same or any other provision of the Agreement, excepting as such is
especially provided for in the payment of holiday hours, set forth in the
Article Seven (Holidays). (78)
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ARTICLE SEVEN - HOLIDAYS
Section 1 - Holidays Enumerated
Whenever used in this Agreement, the term “holiday” means one of the
following days: (79)
January 1st
Good Friday
Victoria Day
Canada Day
Civic Holiday
Labour Day
Thanksgiving Day
Christmas Day
The Day After Christmas Day
Four “floating” holidays to be used at a mutually agreed upon date around
Christmas and New Year.
NOTE: If the July 1st Canada Day holiday falls on a Sunday, Tuesday or
Wednesday, the holiday will be observed on the nearest Monday. If the
Canada Day holiday falls on a Thursday or Saturday, the holiday will be
observed on the nearest Friday.
Section 2 - Pay for Holidays Not Worked
Eligible employees shall receive eight (8) hours straight time pay (see
Appendix A) for holidays not worked. (80)
All holidays will be observed as described unless otherwise mutually agreed
upon in writing between the President of the Local Union and the Vice
President - Operations or their representatives. (81)
A holiday shall be deemed to begin at 12:01 a.m. of the holiday or turn
starting closest thereto, and shall end 24 hours later. (82)
As used in this Article Seven, this section does not apply to an employee
who: (83)
A. Fails to work his scheduled regular day of work preceding or his
scheduled regular day of work following a public holiday, unless he has
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ARTICLE SEVEN - HOLIDAYS... cont’d
failed so to work his shift or part of his shift because of justifiable
sickness or justifiable good cause;
B. Has agreed to work on a public holiday and who, without
reasonable cause, fails to report for and perform the work; or
C. Is employed under an arrangement whereby the employee may elect to
work or not when requested so to do.
Section 3 - Holiday Hours Worked
A. All hours worked by an employee on any of the holidays specified in
Section 1, overtime shall be paid at the rate of double time and one-half
his standard hourly wage rate. (84)
In no case shall an eligible employee receive less than the benefit of the paid
holiday to the extent that the number of hours worked by him on the holiday
is less than eight (8). (85)
B. For the purpose of determining whether or not the employee has
worked in excess of 40 hours in the work week in which a holiday occurs,
the holiday shall be considered as an eight-hour day worked whether or not
work is performed, excepting for those employees who fail to perform
scheduled work on such holiday. (86)
C. Payment of overtime or premium rates shall not be duplicated for
The same hours worked, but the higher of the applicable rates shall be
paid. To the extent that hours worked are compensated for at overtime or
premium rates under one provision of this Agreement, they shall not be
counted as hours worked in determining overtime or premium pay under the
same or any other provision of the Agreement, except as provided in the
immediately preceding paragraph B. (87)
D. If an eligible employee who is scheduled to work on any such
holiday, fails to report or perform his scheduled or assigned work, he shall
become ineligible for pay for the unworked holiday unless he has failed to
report or perform such work because of verified personal illness (verified in
writing by a physician), death in the immediate family or because of similar
verified good cause. (88)
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ARTICLE SEVEN - HOLIDAYS... cont’d
E. If any of the holidays specified in Section 1 fall during an eligible
employee’s scheduled vacation, the eligible employee shall have the option
of receiving either (a) eight (8) hours straight time pay for the holiday not
worked or (b) rescheduling this holiday at a time that is convenient for both
the employee and the Company. This rescheduled holiday will, so far as
practicable, be granted at a time most desired by the employee (longer
service employees being given preference as to choice); but the final right to
schedule this rescheduled holiday is exclusively reserved to the Company in
order to ensure the orderly operation of the Plant. The rescheduled holiday
will be provided to the eligible employee before the eligible employee’s next
annual vacation. (89)
ARTICLE EIGHT - VACATIONS
Section 1 - Eligibility
A. To be eligible for a vacation in any calendar year during the term of this
Agreement, the employee must: (90)
1. Have one year or more of continuous service; and
2. Not have been absent from work for six (6) consecutive months or
more in the preceding calendar year.
Section 2 - Length of Vacation Period
A. For the term of this Agreement only, Union Drawn Steel II Ltd and
former Union Drawn Steel Company Limited employees will be eligible
for vacation to be determined as follows: (91)
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ARTICLE EIGHT - VACATIONS ... cont’d
Weeks of Vacation
Combined Union Drawn Steel II Limited
Years of Service and Previous Years of
Service Under the Former Union Drawn
Steel Company Limited
2
3
4
5
6
1 but less than 6 years
6 but less than 11 years
11 but less than 17 years
17 but less than 23 years
23 years and up
(Effective March 1, 1999)
B. A week of vacation shall consist of 7 consecutive days and
vacations must occur in the calendar year in which eligibility occurs. In
extenuating circumstances vacation times may be carried over into the next
year, to be taken at the first available opportunity. The Company will act in a
reasonable manner. (92)
Section 3 - Vacation Allotment
A. The following procedure will be used to schedule employee’s vacation
allotment: (93)
1. On or promptly after November 1 of each year, each employee
entitled to, or expected to become entitled to vacation time off in the
following year, will be contacted by a Company representative, in order of
the employee’s seniority, to determine vacation allotment. This procedure
will continue until all employees are contacted.
2. The employees must be prepared to make their choice as soon as
possible, with the intent to have all vacations scheduled by January 1 of the
year the vacation is to be taken. It is understood by both parties, that all
involved must participate to achieve this deadline.
B. Notice will be given to an employee at least 15 days in advance of
the date his vacation period is scheduled to start, but in any event not later
than January 1 of the year in which the vacation is to be taken. (94)
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ARTICLE EIGHT - VACATIONS ... cont’d
C. Vacations will, so far as practicable, be granted at times most
desired by employees (longer service employees being given preference as to
choice); but the final right to allot vacation periods and to change such
allotments is exclusively reserved to the company in order to ensure the
orderly operation of the Plant. (95)
D Any employee absent from work because of layoff, disability or leave of
absence at the time employees are requested to specify the vacation periods
they desire and who has not previously requested and been allotted a
vacation period for the calendar year, may be notified by Management that a
period is being allotted as his vacation period, but that he has the right within
14 days after such notice is sent, that he desires some other vacation period,
he shall be entitled to have his vacation scheduled in accordance with
Subsection C above. (96)
E If an employee is on layoff from the Plant at any time before the
beginning of his scheduled vacation hereunder, he may request to have his
vacation start at any time during such layoff and if Management agrees to
grant his request, it shall have the right to set the appropriate conditions
under which it grants his request. (97)
F. Vacations may be scheduled throughout the calendar year. The
number of employees off per week will be four (4) for the length of this
current contract only. For all other vacation allotment, the Company reserves
the exclusive right to determine the number of people off per week, as per
Article Eight, Section 3C. (98)
G. The Company may, with the consent of the employee, pay him vacation
allowance, in lieu of time off vacation, as outlined in Letter of Understanding
No. 21. (99)
H. Any payment of vacation allowance shall not require the Company to
reschedule the vacation of any other employee. (100)
I. When allocated vacation time becomes available due to movement, pay-
in-lieu, death, or cancellation, it becomes available to anybody on a seniority
basis for movement. (101)
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ARTICLE EIGHT - VACATIONS ... cont’d
J. Vacations shall be scheduled in a single period of consecutive
weeks, provided, however, that in the event the orderly operations of the
Plant require vacations of two or more weeks may be scheduled in two
periods, neither of which may be less than one week. With the consent of the
employee, vacation may be scheduled in any number of periods, none of
which may be less than one week. (102)
K. The Company and the Union shall agree to a temporary shutdown for
vacation purposes as outlined in Letter of Understanding
No. 20. (103)
L. The calendar week containing New Year’s Day may be taken as a
week of vacation for either the year preceding New Year’s Day or the
year in which New Year’s Day falls except when new Year’s Day falls on
Sunday, provided such vacation week has been scheduled as vacation in
accordance with this Article Eight. If the Company in its sole discretion
schedules a shutdown of any operation during the calendar week containing
Christmas Day, any employee who is not scheduled to work due to the
shutdown in such week and who has completed his vacation entitlement for
that year may elect to reschedule a week of vacation for which the employee
has qualified and will be entitled in the following calendar year into the
shutdown week; provided, however, that vacation pay for such vacation
week, calculated as though the week were scheduled and taken in the next
following year will be paid on the regular pay day for the pay period in
which the shutdown vacation falls; and provided further that no vacation pay
for a vacation rescheduled hereunder will be paid to an employee who quits,
retires, dies or is discharged prior to January 1 of the year from which the
shutdown vacation was rescheduled, except as may be required by law. (104)
Section 4 - Vacation Hours and Pay
A. Pay for each vacation week shall be the greater of two (2%)
percent of employment income (as reported in Box 14 of the T-4) or forty
(40) times the employee’s current base rate. (105)
B. Each employee granted vacation will be paid at the time vacation is
taken. (106)
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ARTICLE EIGHT - VACATIONS ... cont’d
C. No employee shall be entitled to a vacation or vacation pay after
resignation, retirement, discharge or death, except as may be required by
law. (107)
ARTICLE NINE - SUSPENSION AND DISCHARGE CASES
Section 1 - Justice and Dignity
An employee whom the Company suspends, discharges and/or terminates
shall be retained at or returned to active work until any complaint contesting
such suspension or discharge is finally resolved through the Complaint and
Grievance Procedure. (108)
If the employee does not file a complaint within five (5) calendar days, the
suspension or discharge shall become final. (109)
However, it is understood the employee may be suspended, discharged
and/or terminated (without pay) until the resolution of the complaint
protesting the suspension or discharge, if his alleged cause for suspension or
discharge presents a danger to the safety of employees or equipment in the
Plant due to fighting, theft, consumption of alcohol, drugs or other similar
substances, or for deliberate attempted or actual damage to Company
property, or disobeying supervisory orders which are not pertinent to the
Ontario Health and Safety Act or Regulations and he has been afforded
Union representation prior to such suspension or discharge. (110)
In cases of suspension due to absenteeism, if upheld by the resolution of the
complaint procedure, the employee’s progressive discipline will be in the
form of “on paper only” (not actual time off without pay) suspensions, except
for the final loss of employment. (111)
Complaints involving an employee who is retained at work under this
provision will be handled in the Expedited Arbitration Procedure (Section 49
of the Ontario Labour Relations Act) unless the Company and the Union
mutually agree otherwise. If the Arbitrator upholds the suspension or
discharge of an employee retained at work, the penalty shall be instituted
after the receipt of the Arbitration Award. (112)
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ARTICLE NINE - SUSPENSION AND DISCHARGE CASES ... cont’d
Section 2 - Union Representation
Any employee who is summoned to meet in the office of a supervisor for the
purpose of discussing possible disciplinary action against such employee
shall be entitled to be accompanied by his Grievance Committeeman or his
Steward, if he requests such representation, provided such representation is
available. (113)
ARTICLE TEN - SENIORITY
Section 1 - Definition
Seniority is defined as the length of an employee’s continuous service with
the Company and shall be expressed as the date on which continuous service
started, i.e., the date first employed by the Company or the date of re-
employment after the last termination of seniority. The determination of
such continuous service is subject to the mutual understanding and
agreement that the personnel records of the Company are accepted as being
correct, and further subject to the following subsections. (114)
Section 2 - Calculation of Continuous Service
A. The continuous service record of an employee shall be considered
to be broken so that no prior period or periods of employment shall be
counted and his seniority shall cease upon: (115)
1. Voluntary quit
2. Discharge/termination
3. Failure to return to work upon expiration of an approved leave of
absence where due notice to return has been given by the Company.
4. Absence due to either layoff or disability or both which continues for
more than two (2) years; employees injured while on duty shall
accumulate credit for continuous service until the termination of the
period for which statutory Workers’ Compensation is payable, plus
30 days. This paragraph does not pertain to probationary
employees.
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ARTICLE TEN - SENIORITY ... cont’d
5. Unauthorized absence from scheduled work for more than three (3)
consecutive working days, unless excused by the Company by
reason of illness or other disability or other reasonable cause. The
Company shall give due notice of the intention to terminate the
employee.
6. Failure to report for and begin work within seven (7) days upon
receipt of notice of recall from layoff.
B. Due notice for the purposes described in Paragraph “A” above shall be:
(116)
1. Calling the telephone number on record furnished by the employee.
2. If unable to reach the employee by phone or if he fails to report as
scheduled, the Company shall send a registered letter to his last
known address.
3. If the employee fails to report for work or to report his availability
for work within seven (7) calendar days after the mailing of the
letter, he shall be terminated unless an excuse satisfactory to the
Company is given before the end of the seven (7) day period.
Satisfactory excuses shall include an opportunity to give reasonable
termination notice to his interim employer.
Section 3 - Layoff
In the laying off of employees, a reduction in force or in the recall of
employees after layoff, if the employees are equally qualified to do the
available work, the employee with the least seniority will be reduced or laid
off first and the employee with the longest seniority will be recalled first.
(117)
Section 4 - Permanent Vacancies
A. A notice will be posted for seventy-two (72) working hours when
new jobs or vacancies become open. Seniority will be considered for
purposes of promotion where employees are relatively equal with respect to
their ability to do the work required in a satisfactory manner. If the
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ARTICLE TEN - SENIORITY ... cont’d
employee does not display satisfactory progress during the first 780 hours on
the job, he will be returned to his former job. (118)
B. Any unfilled permanent postings will be assigned to the most junior non-
probationary labourer, or if none available, the Company will assign a
probationary labourer. (119)
C. Applicants for the permanent job of Maintenance Leader must have a
Provincial Electrician’s license. (120)
D. Applicants for the permanent job of Metallurgical Laboratory Helper
must complete a certificate course in metallurgy at Mohawk College or
McMaster University. The Company will pay tuition and book costs, if
applicant passes each year. (121)
Section 5 - Temporary Vacancies
When it is necessary to fill a temporary vacancy of more than four (4)
consecutive weeks duration and the employees are equally qualified to do the
work, the employee with more seniority will fill the
vacancy. (122)
Section 6 - Probationary Employees
New employees and those hired after a break in continuity of service will be
regarded as probationary employees for the first one thousand and forty
(1040) consecutive hours of actual work and will receive no continuous
service credit during such period. Probationary employees may file and
process grievances under this Agreement, but may be laid off or discharged
as exclusively determined by Management, provided that this will not be
used for purposes of discrimination because of race, colour, religious creed,
national origin or sex or because of membership in the Union. Probationary
employees continued in the service of the Company subsequent to the date of
this Agreement upon the completion of the first one thousand and forty
(1040) consecutive hours of actual work shall receive full continuous service
credit, including department seniority, from the date of original hiring. (123)
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ARTICLE TEN - SENIORITY ... cont’d
Section 7 - Service with International Union
Leaves of absence without pay for the purpose of accepting positions with
the International Union shall be available to a reasonable number of
employees. Adequate notice of intent to apply for leave shall be afforded
Management to enable provision to be made to fill the job to be vacated.
Such leaves of absence shall be for a period not in excess of two years unless
extended by mutual agreement. (124)
Section 8 - Salaried Employees
Employees who are promoted to a salaried rank outside of the bargaining
unit who Management decides to place in a position within the bargaining
unit, shall be deemed to have lost no seniority by virtue of their salaried
position for the first twelve (12) months. The Company will reimburse the
Union for dues payable while such employee was in a salaried position. (125)
The above provisions of this Section 8 may be modified by mutual
agreement in writing, which must be signed by the Vice President/General
Manager and the President of the Local Union. (126)
Section 9 - Leave of Absence
A. Application
Application for leave of absence shall be made in writing to the Plant
Manager with final authorization being granted by written permission of the
Vice President/General Manager. (127)
B. Time Limits
No leave of absence shall be granted for a period in excess of ninety (90)
days. With justifiable reason an application for extension may be made in
writing to the President, no later
than fifteen (15) days prior to the expiration of the original leave of absence
and disposition of such application shall be made in writing by the President,
prior to expiration of the original leave of absence. No consideration shall be
given beyond one (1) extension. (128)
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ARTICLE TEN - SENIORITY ... cont’d
C. Restrictions
Reservation is made by the Company to refuse to grant leave of absence if
the normal operations of the Company are impaired through granting of such
leave of absence. Leave of absence shall not be granted for the purpose of
becoming self-employed or accepting other employment. The Company will
not unreasonably deny requests. (129)
D. Union Conventions
The Company will grant leave of absence without pay or loss of seniority to
employees to attend Union conventions and conferences, and approved
Union education programs of four (4) weeks or less, it being understood that
this privilege will be limited to not more than two (2) employees at any time.
(130)
E. Union Business
The Company will grant leaves of absence for legitimate Union business
provided it is approved by the Union President and does not adversely affect
the operation of the Plant. (131)
ARTICLE ELEVEN - ADJUSTMENT OF COMPLAINTS
AND GRIEVANCES
Section 1 - Purpose
The purpose of this Section is to provide an orderly procedure for the
discussion of any request or complaint and to establish procedures for the
processing and settlement of grievances as hereinafter defined. (132)
Section 2 - Operation of Grievance Procedure
Should any differences arise between the Company and the Union as to the
meaning and application of this Agreement or as to any question relating to
the wages, hours or other conditions of employment of any employee, there
shall not be any suspension of work on account of such differences but an
earnest effort shall be made to settle them promptly in accordance with the
following procedure in the manner and order hereinafter set forth. (133)
- 32 -
ARTICLE ELEVEN - ADJUSTMENT OF COMPLAINTS
AND GRIEVANCES ... cont’d
Section 3 - Procedure
A. Step One: The grievance procedure shall be as follows: within ten
(10) working days after the protested occurrence or event, any employee who
believes that he has a justifiable request or complaint shall discuss the
request or complaint with his Supervisor, with or without the Grievance
Committeeman being present, as he may elect, in an attempt to settle the
request or complaint. However, any such employee may instead, if he so
desires report the matter directly to his Union Representative and in such
event, the Union Representative, if he believes the request or complaint
merits discussion, shall take it up with the employee’s Supervisor in a sincere
effort to resolve the problem. The employee involved may be present in such
discussion if he so desires. (134)
B. Step Two: Those grievances not resolved at Step One may be
referred to Step Two. Within five (5) working days after receipt of the
Supervisor’s Step One response, the Union President or Grievance person
shall submit a written grievance to the Plant Manager. Within ten (10)
working days, the Chairman of the Grievance Committee, or his designee,
and the Plant Manager, or his designee, will meet in a sincere effort to
resolve the complaint or grievance. The Vice President/General Manager, or
his designee, shall answer the grievance within ten (10) working days.
(135)
C. Step Three: In the event the grievance is not resolved at Step Two, it
may be appealed to Step Three. Within ten (10) working days after receipt of
the Plant Manager’s second step response, the Union President, the Union
International Representative, or his designee, two members of the Grievance
Committee, the Company President or the Vice President/General Manager,
or his designee, and the Plant Manager, or his designee, shall meet to discuss
the grievance. The Company shall mail its answer to the Union within ten
(10) working days after the Step Three meeting. (136)
D. Mediation (and all other references) (137)
E. Step Four: Arbitration. (138)
- 33 -
F. Company Grievances: The Company can invoke the complaint and
grievance procedure by filing with the Chairman of the Grievance
Committee in Step Two. (139)
ARTICLE ELEVEN - ADJUSTMENT OF COMPLAINTS
AND GRIEVANCES ... cont’d
Section 4 - Arbitration Procedure
A. In the event the dispute shall not have been satisfactorily settled in Step
Three, the grievance may be referred to an impartial arbitrator to be
mutually agreed upon by the parties hereto, such appeal to be taken
within thirty (30) working days after receipt by the Union of the
Company’s answer in Step Three. If, after fifteen (15) working days
following appeal, the parties fail to agree upon an arbitrator, the
selection shall be made by the applicable Section of the Ontario Labour
Relations Act (OLRA). (140)
B. The conduct of hearings and other procedures having to do with
arbitration of the dispute shall follow the procedures set out herein or as
provided by the OLRA. (141)
C. The arbitrator shall have jurisdiction and authority to interpret, apply, or
determine compliance with the provisions of the Agreement relating to
the wages, hours of work, and other conditions of employment set forth
in the Agreement, together with those agreements which are, or may
hereafter be, in effect in the Plant insofar as shall be necessary to the
determination of such grievances arising hereunder; but the arbitrator
shall not have jurisdiction or authority to add to, detract from, or alter in
any way the provisions of this Agreement or supplements thereunder.
(142)
D. This award of the arbitrator shall be final and binding upon the
Company, the Union, and the employees. All expenses incurred as a result
of the arbitration shall be borne equally by the Company and the Union.
(143)
Section 5 - Suspension of Grievance Procedure
If this Agreement is violated by the occurrence of a strike, slowdown, work
stoppage, or interruption or impending of work in any department or sub-
division, no grievance shall be discussed or processed for the employees
directly involved in the violation while such violation continues. The Union
- 34 -
will proceed immediately to get the concerned employees in compliance with
this Agreement. (144)
ARTICLE ELEVEN - ADJUSTMENT OF COMPLAINTS
AND GRIEVANCES ... cont’d
Section 6 - Union Grievance Committee
A. Grievance Committee
A Grievance Committee shall be established not to exceed three (3)
employees. The Grievance Committee, as such as designated to the
Company in writing by the Union, shall attend meetings to discuss
grievances heard in the Third Step of the Grievance Procedure and other
appropriate labour-management meetings called by the parties. (145)
B. Grievance Man
Grievance men may be designated to the Company to represent employees,
serving as the Union representative for any grievance. From such grievance
men, a single grievance man shall be designated as Chairman to represent
employees in the Second Step of the Grievance Procedure. Grievance men
shall serve as the exclusive Union representative for the processing of any
grievance under their jurisdiction in Step One of the grievance procedure. In
addition, the grievance men may participate in other appropriate labour-
management meetings called by the parties. (146)
C. Grievance Activities
Grievance Committee men (and Grievance men when they are performing
the duties of a committee member) will be afforded time off with pay, for up
to the first hour only, for the time spent at Steps One and Two of the
Grievance Procedure, where the Union and the Company are meeting and
where notice has been given and permission granted by the Company. Letter
of Understanding No. 8 further defines payment for grievance activities.
(147)
Section 7 - Grievance Settlement
Settlement of grievances, including those of an arbitrator, may or may not be
retroactive as the equities of particular cases may require, but the following
limitations shall be observed in any case where such settlement is retroactive.
- 35 -
(148)
ARTICLE ELEVEN - ADJUSTMENT OF COMPLAINTS
AND GRIEVANCES ... cont’d
A. The effective date for adjustment of grievances relating
to:
2. Discharge and disciplinary cases - shall be the first date the
discharge or discipline became effective. (149)
3. Rates of pay, including overtime, shift premium, reporting time,
vacations, and holidays - shall be the date of the occurrence or non-
occurrence of the event upon which the grievance is based.
4. Continuation of Life Insurance Policy until grievance arbitration
process completed.
B. The effective date for adjustment of grievances involving matters other
than those referred to in Paragraph A above shall be no earlier than the
date the grievance was first presented in written form. (150)
Section 8 - Access to Plant
The representatives of the Union who customarily handle grievances in Step
Two of the Grievance Procedure shall have access to the Plant, subject to the
established rules of the Plant, at reasonable times to investigate grievances
with which they are concerned. (151)
ARTICLE TWELVE - SAFETY AND HEALTH
Section 1 - General Provisions
The Company shall make reasonable provisions for the safety and health of
its employees at the Plant during the hours of their employment. (152)
An employee who, as a result of an industrial accident, is unable to return to
his assigned job for the balance of the shift on which he was injured will be
paid for any wages lost on that shift. (153)
- 36 -
Protective devices, wearing apparel, and other equipment necessary to
properly protect employees from injury shall be provided by the Company in
accordance with practices now prevailing in the Plant or as such practices
may be improved from time to time by the Company. Goggles; gas masks;
face shields; respirators; special purpose gloves; fireproof, waterproof or acid
ARTICLE TWELVE – SAFETY AND HEALTH ... cont’d
proof protective clothing when necessary and required shall be provided by
the Company without cost, except that the Company may assess a fair charge
to cover loss or willful destruction thereof by the employees. Where any
such equipment or clothing is now provided, the present practice concerning
charge for loss or willful destruction by the employee shall continue. The
Company will add a portable defibrillator, providing costs for
certification/training and compliance are reasonable. (154)
When the Company introduces new personal protective apparel or extends
the use of protective apparel to new areas or issues new rules relating to the
use of protective apparel, the matter will be discussed with the members of
the Joint Safety and Health Committee in advance with the objective of
increasing co-operation. Should differences result from such discussions, a
complaint may be initiated in Step Two by the Chairman of the Grievance
Committee within 30 days thereafter. In the event that the complaint
progresses through the Complaint and Grievance Procedure to arbitration, the
Arbitrator shall determine whether such rule or requirement is appropriate to
achieve the objective set forth in Section 1 of this Article Twelve. (155)
In the event the Company decides to contest a compensation claim, it will
advise the person designated by the Union. (156)
The Company will provide the Recording Secretary of the Local with prompt
notification of any accident resulting in a fatality to a Union member. This
notification shall be either oral or written and include the date of the fatality
and, if known, the cause of the fatality. The Company will provide the
Recording Secretary of the Local with a copy of the fatal accident report that
is given to the Local Union Joint Safety and Health Committee when such
report becomes available. Any necessary discussion or other communication
on this data between the Company and the International Union will be with
the individual designated to provide such information. (157)
Section 2 - Use of Disciplinary Records
- 37 -
Written records of disciplinary action against the employee involved for the
violation of a safety rule but not involving a penalty of time off will not be
used by the Company in any arbitration concerning such action. (158)
When an employee has completed 24 consecutive months of work without
discipline involving a penalty of time off for violation of a safety rule, prior
ARTICLE TWELVE – SAFETY AND HEALTH ... cont’d
disciplinary penalties for such offenses not exceeding 4 days suspension shall
not be used for further disciplinary action. (159)
Section 3 - Alcoholism and Drug Abuse
Alcoholism and drug abuse are recognized by the parties to be treatable
conditions. Without detracting from the existing rights and obligations of the
parties recognized in the other provisions of this Agreement, the Company
and the Union agree to co-operate at the Plant level in encouraging
employees afflicted with alcoholism or drug abuse to undergo a co-ordinated
program directed to the objective of their rehabilitation. (160)
Section 4 - Safety and Health Training
The Company recognizes the special need to provide appropriate safety and
health training to all employees. The Company presently has safety and
health training that provides either the training described below or the basis
for such training as it relates to the needs of the Company and its various
Plants. (161)
Training programs shall recognize that there are different needs for safety
and health training for newly hired employees, employees who are
transferred or assigned to a new job and employees who require periodic
retraining. The Joint Safety and Health Committee may make
recommendations on these and other safety education matters. (162)
Section 5 - Medical Records
The Company shall release employee medical records to the workers who
request them. All remaining files will be destroyed. (163)
Section 6 - Occupational Health and Safety Act
- 38 -
The Occupational Health and Safety Act R.S.O. 1990, c. 0.1 as amended by
S.O. 1992, c. 14, 2.2 hereinafter referred to as the Health and Safety Act is
incorporated into and forms part of this agreement.
The employer and the Union agree to abide by those provisions unless this
agreement provides otherwise. Amendments to the Health and Safety Act
ARTICLE TWELVE – SAFETY AND HEALTH ... cont’d
other than those indicated above shall not be incorporated into this agreement
except upon written agreement of the parties. (164)
ARTICLE THIRTEEN – MANAGEMENT
Section 1 - Management
A. The Company retains the sole and exclusive right to manage the
business and to direct the working forces. The Company, in the exercise of
its rights, shall observe the provisions of this Agreement. (165)
The right to manage the business and to direct the working forces include,
but is not limited to, the right to hire, suspend, discharge, or transfer, and the
right to relieve employees from duty because of lack of work or for other
legitimate reasons. (166)
B. The Company retains the sole discretion to assign employees to
any duty for which they have been qualified, and for any time duration. It is
understood that job security and Company profitability depend upon the
flexibility of the work force. (167)
Notwithstanding the foregoing, the Company shall not assign employees in a
discriminatory or arbitrary fashion. (168)
Employees have no right to refuse an assignment for which they are duly
qualified. The Company may assign maintenance and craft employees to
perform production work, and may assign production employees to perform
maintenance or craft work. (169)
Section 2 - Qualification Levels Employees shall be qualified or disqualified for duties and/or qualification
levels based upon factors such as safety, productivity
- 39 -
and/or quality at the sole discretion of the Company, however, the Company
shall not make any such decision in a discriminatory or arbitrary fashion.
(170)
ARTICLE THIRTEEN – MANAGEMENT ... cont’d
Section 3 - Shift Assignment
The Company shall assign employees to shifts at the sole discretion of the
Company; however, the Company shall not assign employees in a
discriminatory or arbitrary fashion. (171)
ARTICLE FOURTEEN - STRIKES AND LOCKOUTS
During the term of this Agreement, the Company agrees that there shall be
no lockouts. (172)
The Union agrees that there shall be no strike, slow-down or other stoppage
or interference with work. Any employee or employees who violate the
provisions of this Article Fourteen may be discharged from the employ of the
Company in accordance with the procedure of Article Nine of this
Agreement. (173)
ARTICLE FIFTEEN - PROGRAM OF INSURANCE BENEFITS
The Program of Insurance Benefits is contained in a booklet entitled, “Your
Group Insurance Benefits” as set forth in Appendix B, effective March 1,
2017, a copy of which will be provided to each employee. Such booklet
constitutes a part of this Article Fifteen as though incorporated herein. (174)
ARTICLE SIXTEEN - RETIREMENT PLAN
The Company shall provide a defined contribution type Retirement Plan for
eligible members. The major components of the Plan are set forth in
Appendix C. (175)
ARTICLE SEVENTEEN - LETTERS OF UNDERSTANDING
- 40 -
All Letters of Understanding agreed to by the parties are incorporated into
and form part of this collective agreement. These Letters of Understanding
can be amended and supplemental Letters of Understanding can be added,
without the requirement of negotiating the entire contract. (176)
ARTICLE EIGHTEEN - TERM OF AGREEMENT
Section 1 - Term
This agreement shall become effective on the 1st day of March 2017 and shall
continue in full force and effect up to and including the 28th
day of February
2020. (177)
Section 2 - Notice
Either party desiring to renew or amend this Agreement may give notice in
writing of its intention during the last ninety (90) days of its operation. (178)
Section 3 - Commencement
If notice of the intention to renew or amend is given by either party pursuant
to the provision of the preceding paragraph, such negotiations shall
commence not later than fifteen (15) days after such notice or as soon
thereafter as is mutually agreed. (179)
Section 4 - Expiration
If, pursuant to such negotiations, an agreement on the renewal or amendment
of the Agreement is not reached prior to the current expiration date, or if no
notice is given, the Agreement shall continue in effect in accordance with the
terms of the OLRA. (180)
- 41 -
ARTICLE NINETEEN - RIGHT OF FIRST REFUSAL
During the term of this Agreement, if the Company receives a bona fide
Offer of Purchase, it is hereby agreed that the United Steelworkers through
an ESOP shall have the Right of First Refusal. This Right shall expire 30
days after the day the offer is received. (181)
Signed at Hamilton, Ontario
UNION DRAWN STEEL II LP
BY: Michael P. Pitterich
UNITED STEEL, PAPER, FORESTRY, RUBBER, MANUFACTURING,
ENERGY, ALLIED INDUSTRIAL and SERVICE WORKERS
INTERNATIONAL UNION (UNITED STEELWORKERS), LOCAL 2308
By: Harry Dendekker
Charlie Scibetta
Jason Glover
Roger Richard
- 42 -
APPENDIX A
STANDARD HOURLY WAGE SCALE OF RATES, STANDARD
SKILLED TRADE RATES AND WAGE KICKERS The Standard Hourly Wage Scale of Rates shall be as follows:
Wage Increase
2017 01-Feb-17
$0.500
2018 01-Mar-18
$0.550
2019 01-Mar-19
$0.650
Job Class 1-2
3 4
$26.825
$26.992 $27.159
$27.375
$27.542 $27.709
$28.025
$28.192 $28.359
5 6
7
$27.326 $27.493
$27.660
$27.876 $28.043
$28.210
$28.526 $28.693
$28.860
8 9
10
$27.827 $27.994
$28.161
$28.377 $28.544
$28.711
$29.027 $29.194
$29.361
11 12
13
$28.328 $28.495
$28.662
$28.878 $29.045
$29.212
$29.528 $29.695
$29.862
14 15 16
$28.829 $28.996 $29.163
$29.379 $29.546 $29.713
$30.029 $30.196 $30.363
17 18 19
$29.330 $29.447 $29.664
$29.880 $29.997 $30.214
$30.530 $30.647 $30.864
20 $28.831 $30.381 $31.031
Janitor/Power Sweeper Operator (Note: Wage kickers do not apply to
this position.)
$25.577 $26.127 $26.777
STANDARD SKILLED TRADE RATES
Wage Increase
2017 01-Feb-17
$0.500
2018 01-Mar-18
$0.550
2019 01-Mar-19
$0.650
Electrician (Wireman) & Machinist $30.497 $31.047 $31.697
Maintenance Leader $30.831 $31.381 $32.031
- 43 -
APPENDIX A ... cont’d
WAGE KICKERS
Total Monthly
Shipments
Wage Kicker
(+ or -)
Cumulative
Wage Kickers
3,400
3,600
3,900
$0.50/hour
$0.50/hour
$0.50/hour
$0.50/hour
$1.00/hour
$1.50/hour
4,100
4,300
4,500
$0.50/hour
$0.50/hour
$0.50/hour
$2.00/hour
$2.50/hour
$3.00/hour
4,700
4,900
5,100
$0.20/hour
$0.20/hour
$0.20/hour
$3.20/hour
$3.40/hour
$3.60/hour
5,300
5,500
5,700
$0.20/hour
$0.20/hour
$0.20/hour
$3.80/hour
$4.00/hour
$4.20/hour
5,900 $0.20/hour $4.40/hour
These tonnage goals are for the total of both prime tons and “conversion”
tonnage shipped. Hot roll bar straightened conversion tonnage will not be
included in total monthly shipments.
The wage kickers are determined, on a plus or minus basis, on a three (3)
month rolling average basis and are payable or not payable for the following
month only, but to only the nearest biweekly pay periods in the following
month. July and December are to be excluded from the calculation of the
three (3) month rolling average.
Note: Wage kickers are cumulative, so that more than one (1) can be
applicable for any months nearest biweekly pay periods.
- 44 -
APPENDIX B
BENEFITS PROGRAM
Life Insurance: $62,000.00
Accidental Death Benefit: $60,000.00
Short Term Disability: $650.00 per week, maximum 26 weeks.
Qualifying Disability Period:
Your qualifying disability period shall be:
1. For a disability due to an injury: 0 days.
2. For a disability due to a disease or pregnancy: 4 days.
However, if you should be hospitalized prior to the 5th
day of disability,
benefit payments will commence on the 1st day of hospitalization.
For out-patient surgery or procedure, the four (4) day waiting period will be
reduced to 0 days. The Company will pay the employee for the days until
the W.I. insurance benefit begins at $85.00/day.
Long Term Disability: $1,000/month. Company to give supplemental
payments of up to $300/month, for up to 36 months, if required. CPP
disability benefits not to reduce the LTD benefit during the 24 month period,
providing the CPP disability benefits are payable.
Health and Hospital: Drug card with $1.50 deductible per prescription.
The Company pays the first $12.00 for drug dispensing. Reimbursement is
100% of covered charges. Semi-private hospital. Paramedical coverages.
Out of Province emergency hospital and medical.
Vision Care: $400.00 per person per 24 months.
Over and above the $350, eye exams to be paid
for Employee and dependents one time during the life of the contract.
Receipt must be provided. Insurance is not to be used for eye exams.
45
APPENDIX B: BENEFITS PROGRAM ... cont’d
Dental: The insurance provider will pay on the basis of the previous year’s
Dental Association suggested Schedule of Fees for General Practitioners as of the
1st month following the month in which the insurance provider receives the new
Schedule.
Basic Services: Reimbursement is 100% of Insured Charges. Part A
Services: Diagnostic clinical oral recall examinations limited to 1 every 9 months
and all other limited and specific examinations limited to 1 total in any calendar
year.
Major Restorative: Reimbursement is 50% of Insured Charges.
The overall maximum is $1,700.00 per person per calendar
year.
Orthodontics: Reimbursement is 50% of Insured Charges.
Maximum is $1,500.00 in the lifetime per dependent child.
Retirees: Prescription drug coverage at age 60 - 65 with ten (10) years
combined service.
Retirement Incentive/Extended Benefit of $23,000.00 per employee paid on date
of retirement, available up to a maximum of 16 employees over the life of the
contract. Maximum ten (10) in the 1st year and six (6) in the 2
nd year. This
applies to only those employees who turn sixty (60) or over during this contract,
or workers with 30 years’ service.
There will be no out of pocket expenses for included benefits for covered
employees. However, the employee is responsible for determining whether their
service provider will accept this arrangement with Industrial Alliance (insurance
provider).
NOTE: The above is intended as a brief outline of the major benefits. Please
refer to your booklet for additional information.
46
APPENDIX C
RETIREMENT PLAN
The Defined Contribution Retirement Plan for eligible hourly employees
shall be as follows:
1. The Plan provided for eligible hourly employees is a Defined
Contribution Type Retirement Plan.
2. The workers that were previously employed under Union Drawn Steel
Company Limited that were hired as Union Drawn Steel II LP
employees are immediately enrolled in the Plan, except for former
employees having experienced a break in their continuous service with
Union Drawn Steel Company Limited, as defined under Article Ten -
Seniority.
3. New employees hired by Union Drawn Steel II LP will be enrolled in
the Plan after completion of two (2) years of service.
4. The amounts to be contributed by the Company per year of the Contract
shall be as follows:
March 1,
2017
March 1,
2018
March 1,
2019
$3,800
($1.83/hr)
$3,950
($1.90 /hr)
$4,100
($1.97/hr)
Note: The total amount for the year shall be prorated pursuant to the time
worked for the year, but will include vacation and holiday time off work.
The total amount paid is not to exceed the yearly amount contributed by the
Company.
5. Contributions for all members will be direct deposited monthly, to a
mutually agreed to Trust Company for deposit into the RRSP account
for each individual member.
6. A summary copy of all contributions made to each individual member
shall be given to the Union.
7. Members on Short Term and Long Term disability receive RRSP
contribution.