COLLECTIVE BARGAINING AGREEMENT...COLLECTIVE BARGAINING AGREEMENT BETWEEN VALE CANADA LIMITED AND...
Transcript of COLLECTIVE BARGAINING AGREEMENT...COLLECTIVE BARGAINING AGREEMENT BETWEEN VALE CANADA LIMITED AND...
COLLECTIVE BARGAINING AGREEMENT
BETWEEN VALE CANADA LIMITED AND CANADIAN GUARDS ASSOCIATION, LOCAL 105
OCTOBER 31, 2019
ONTARIO OPERATIONS SUDBURY DISTRICT
INDEX ARTICLE 1 - RECOGNITION .................................................................. 2 ARTICLE 2 - OBLIGATIONS AND MANAGEMENT FUNCTIONS .......... 3 ARTICLE 3 - LABOUR DISPUTE ............................................................ 3 ARTICLE 4 - RELATIONSHIP ................................................................. 4 ARTICLE 5 - ASSOCIATION DUES ........................................................ 5 ARTICLE 6 - ASSOCIATION BUSINESS ................................................ 5 ARTICLE 7 - COMPLAINT AND GRIEVANCE PROCEDURE ................ 7 Step No. 1 ................................................................ 7 Step No. 2 ................................................................ 7 ARTICLE 8 - ARBITRATION ................................................................. 10 ARTICLE 9 - SENIORITY ...................................................................... 12 ARTICLE 10 - JOB POSTING ................................................................. 16 ARTICLE 11 - HOURS OF WORK ............................................................ 20 ARTICLE 12 - SAFETY AND HEALTH ...................................................... 22 ARTICLE 13 - COMPANY BENEFITS ..................................................... 24 ARTICLE 14 - SALARIES ........................................................................ 25 ARTICLE 15 - CONSULTATION AND TRAINING................................... 26 ARTICLE 16 - DURATION ……………………………………………………………. 27
APPENDIX Appendix A - Salaries and Classifications ............................................... 29 SCHEDULE Schedule A - Recognized Areas for the Purposes of Article 9.09 ............ 30
LETTERS OF AGREEMENT Scheduling and Banking Regular Vacation ................................................................... 32 Employment Security .................................................................................................... 33 Hiring of Protection Services Professionals in Local 6500 ............................................ 34 Transfers to Relief Force ............................................................................................... 35 Schedule and Twelve (12) Hour Shifts .......................................................................... 36 Professional Development Opportunities ...................................................................... 37 Joint Problem Solving ................................................................................................... 38 Posting of Vacation Schedules ..................................................................................... 39 Association Time .......................................................................................................... 40 Casual Employee Letter ............................................................................................... 41 Temporary Assignments Outside the Association ......................................................... 42 Company Observed Holiday On Regular Day Off ......................................................... 43 Permanent Posting Job Preview .................................................................................. 44 Communication Sessions on Staff Benefits and Programs ........................................... 45 Corrective Action Letters .............................................................................................. 46 Joint IBN Training ......................................................................................................... 47 Collective Agreement Maintenance …………………………………………………………48
COLLECTIVE BARGAINING AGREEMENT 31 OCTOBER 2019 BETWEEN VALE CANADA LIMITED AND CANADIAN GUARDS ASSOCIATION, LOCAL 105 ONTARIO OPERATIONS SUDBURY DISTRICT
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THIS AGREEMENT entered into this 31st day of October, 2019
BETWEEN
VALE CANADA LIMITED (Sudbury District)
(hereinafter known as `the Company')
- and -
CANADIAN GUARDS ASSOCIATION, Local 105
(hereinafter known as `the Association')
WHEREAS by the nature of their duties, the employees covered by
this agreement are bound faithfully to perform their duties notwithstanding the
existence or non-existence of a collective agreement.
AND WHEREAS the parties to this collective agreement intend that
it shall not limit or impair the continuing faithful performance of the duties of
employees.
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ARTICLE 1 - RECOGNITION
1.01 The Company recognizes the Association as the exclusive
bargaining agent of all Protection Services Professionals employed
by the Company at its operations in the Sudbury District, save and
except supervisors, persons above the rank of supervisor,
investigators, temporary employees, casual employees, persons
regularly employed for not more than twenty-four (24) hours per
week and students employed during their summer vacation period.
1.02 The word `employee' wherever used in this Agreement shall mean
Protection Services Professional employed by the Company in the
bargaining unit as defined in 1.01.
1.03 Supervisors, and persons above the rank of supervisors, shall not
perform work which is normally performed by employees to the
extent and volume that it directly results in the lay-off or transfer of
an employee.
1.04 A "temporary employee" shall mean a person employed by the
Company and used by it to perform security functions for a period
of time not to exceed six (6) continuous months in the case of
unusual situations or during the period of any strike by any
personnel affecting the operations of the Company. Temporary
employees shall not perform work normally performed by
employees in the bargaining unit to the extent and volume that it
directly results in the lay-off of an employee or the displacement of
an employee from his or her regular job or regular shift.
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ARTICLE 2 - OBLIGATIONS AND MANAGEMENT FUNCTIONS
2.01 The Association agrees that the Company has the exclusive right to
manage the Company, direct the working forces, hire, promote,
transfer, demote or lay off employees, and to suspend, discharge
or otherwise discipline employees for just cause. Provided,
however; that the Company agrees that the exercise of these rights
and powers in conflict with any of the provisions of this Agreement
shall be subject to the provisions of the grievance procedure.
Without restricting the generality of the foregoing, the Association
also agrees that all employees, because of their positions of
particular responsibility and trust shall not disclose to any
unauthorized person any confidential information or knowledge
which becomes available to them because of their position with the
Company unless properly authorized. Any violation of this
provision by an employee shall constitute just cause for discipline
or discharge.
ARTICLE 3 - LABOUR DISPUTE
3.01 The Company agrees that there will be no lockout of employees,
the Association agrees that there will be no strike, picketing or
other interference with the operation of the Company. The words
`strike' and `lockout' shall bear the meaning given them in the
Ontario Labour Relations Act, R.S.O. 1995, c.1, Chapter 232 and
amendments thereto.
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3.02 In the event that any controversy between the Company and any
organization or group of employees not represented by the
Association, results or threatens to result in a strike, work stoppage
or other interference with the Company's business, the Association
agrees that regardless of the organization or group involved in any
such controversy, employees represented by the Association will
fully discharge their duties.
3.03 Any employee contravening this article may be disciplined,
including discharge, by the Company and if more than one
employee engages in activity to contravene this article, the
Company may discipline, including discharge, any or all such
persons.
ARTICLE 4 - RELATIONSHIP
4.01 The Company and the Association agree that there shall be no
discrimination, intimidation, restraint, or coercion practised by either
of them or their representatives or members because of an
employee's membership or non-membership in the Association or
because of an employee's activity or non-activity in the Association.
4.02 There shall be no discrimination by the Company or the
Association or employees against any employee because of the
employee’s sex, race, colour, sexual orientation, age, religious
creed, political affiliation or because the employee has exercised or
failed to exercise any right specifically provided under this
agreement.
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4.03 There shall be no solicitation of membership, collection of dues or
other Association activity on the premises of the Company, except
permitted by this Agreement or with the written authorization of the
Company.
ARTICLE 5 - ASSOCIATION DUES
5.01 a) The Company will deduct from the first pay in each month of
each employee an amount equivalent to the regular monthly
dues of the Association. Such deduction shall be deposited
within twenty (20) days with the financial institution
designated in writing by the Association.
b) A statement of the amount deposited and a list of all
employees paying Association dues shall be sent to the
Association.
5.02 The Association agrees to indemnify and save the Company
harmless from any claims which arise as a result of the Company's
compliance with this article.
ARTICLE 6 - ASSOCIATION BUSINESS
6.01 The Company acknowledges the right of the Association to appoint
or otherwise select a Negotiation Committee of five (5) members
from amongst the employees who have completed their
probationary period. One of these members shall be the President
of the Association.
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6.02 The Company will arrange for appropriate bulletin board or boards
at all gate houses and first aid rooms, email and intranet access
which may be used by the Association for posting notices of its
meetings or conventions, nomination and election proceedings,
and social or recreational events sponsored by the Association,
which before posting, shall be subject to the approval of the
Protection Services Supervisor of the Company.
6.03 Upon written request from the Association, the Company will grant
unpaid leave of absence up to a maximum of twenty-five (25) days
in a year to the five (5) Executive members of the Association for
the purpose of attending regularly scheduled meetings of the
Association in Sudbury or out-of-town, for conventions, schools,
seminars, Labour College or other Local Association business.
Unused leave from one year may be accrued to ensuing years
during the term of this agreement, however; the maximum leave
that can be taken in any one year will be fifty (50) days.
The Association shall give fifteen (15) days prior notice so that the
Company can make the necessary arrangements to replace them
during their absence.
6.04 Time spent by employees on unpaid leave on the Association
Negotiating Committee in preparation and during negotiations for
renewal of this Collective Agreement during the ninety (90) days
prior to the termination of this Collective Agreement will not be
included in the total number of leaves provided under Section 6.04.
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6.05 The Company agrees to recognize a Grievance Committee
composed of a Vice-President and Second Vice-President. The
Association shall notify the Company in writing of the names of the
Grievance Committee.
ARTICLE 7 - COMPLAINT AND GRIEVANCE PROCEDURE
7.01 Any difference, misunderstanding or complaint between the
Company and any of the employees in regard to any of the
provisions of the agreement will be handled without undue delay.
The Company and the Association recognize the benefit of
resolving differences promptly and to this end the principles of joint
problem solving will be applied whenever possible.
Step No.1
An employee who has a complaint shall first discuss it verbally with
his or her immediate supervisor within five (5) working days after
the circumstances giving rise to the complaint have occurred. The
supervisor will provide a verbal decision to the employee within five
(5) days of the time the complaint was discussed with him or her.
Failing settlement then:
Step No.2 Within seven (7) days following the decision under Step No.1, the
Association representatives, up to a maximum of two (2) and the
grievor may submit the written grievance to the Superintendent of
Protection Services or his or her designate and a member of the
Human Resources Department at which time the matter will be
reviewed and discussed at a meeting between the parties. A
decision in writing will be given by the Company within seven (7)
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days from the date of which the grievance was heard at Step No.2.
If the grievance is denied, the decision shall contain brief and
concise reasons.
For the purpose of this Agreement a grievance shall mean any
difference between the Company and any of the employees
concerning the interpretation, application, administration or alleged
violation of the provisions of this agreement.
7.02 All agreements reached under the Grievance Procedure at Step
No. 2 between the representatives of the Company and
representatives of the Association will be final and binding upon the
Company, Association and the employees.
7.03 A policy grievance arising directly between the Company and the
Association (which would not normally be grieved by an individual
employee) shall be originated under Step No. 2. Any grievance by
the Company or the Association as provided in paragraph 7.03
hereof shall be commenced within seven (7) days after the
circumstances giving rise to the complaint having occurred.
7.04 No adjustment affected under the Grievance Procedure or
Arbitration Procedure shall be made retroactive more than twenty-
one (21) days prior to the date the complaint or grievance was
formally discussed or presented. This paragraph shall not prevent
any adjustment of clerical errors made in the computation of pay.
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7.05 Any grievances not processed by the employee or the Association
within the time limits specified in the Grievance Procedure, or in
accordance with this Article 7 shall be deemed to have been settled
and ineligible for arbitration. The time limits set out in this Article
may be extended on agreement between the Association and the
Company.
7.06 A claim by an employee who has completed his or her probationary
period that he or she has been unjustly discharged shall be treated
as a grievance if a written statement of such grievance is lodged at
Step No. 2 of the Grievance Procedure within six (6) days after the
employee ceases to work for the Company and the first step of the
Grievance Procedure will be omitted in any such case.
7.07 The Company agrees to provide grievance forms that will be used
by both parties.
7.08 The word "days" wherever used in this agreement shall mean
calendar days. Regular days off of both the grievor and the
Company representatives involved during the grievance procedure,
vacation time off of the grievor and recognized holidays shall not be
counted in determining the time within which any action is to be
taken at any step in the grievance procedure.
7.09 The Company will continue its practice of granting time off work to
the grievor and Association representatives for the purpose of
attending grievance meetings scheduled by the Company under
Section 7.01 during their working hours. The time lost during their
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regular shifts will be considered time worked. The Company
reserves the right to discontinue the practice if it is being abused.
7.10 Where practicable, an employee who is to be suspended, issued
'formal' discipline or discharged will be advised that a member of
the Association Executive may be present. If more than one
Management Representative is present for the purpose of
counselling or when discipline is issued the employee will be
advised that a member of the Association Executive may be
present. An employee will be advised when any formal discipline
in the form of a letter will be placed in their file. An employee will
be entitled to review with their immediate supervisor the
employee’s counselling or discipline record and upon request, will
receive a copy of their record.
ARTICLE 8 - ARBITRATION
8.01 Failing settlement under the foregoing procedure of any grievance
between the parties, including any questions as to whether the
matter is arbitrable, arising out of the interpretation, application,
administration, or alleged violation of this agreement, such
grievance may be submitted to arbitration. If no written request for
arbitration is received within sixty (60) calendar days after the
decision under Step No. 2 is given, it shall be deemed to have
been settled and not eligible for arbitration.
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8.02 The party desiring to submit a matter to arbitration shall deliver to
the other party a notice in writing of intention to arbitrate. This
notice shall include: a concise statement detailing the matter at
issue; a brief synopsis of the facts; the specific clause or clauses of
the collective agreement that are alleged to have been contravened
and the nature of the relief or remedy sought.
8.03 The Company and the Union shall confer to jointly appoint a sole
arbitrator. If within thirty days of the receipt of the notice of the
intention to arbitrate the parties are unable to agree to a mutually
satisfactory sole arbitrator, an arbitrator shall be appointed by the
Minister of Labour for the Province of Ontario upon the request of
either party.
8.04 The decision of the Arbitrator shall be final and binding on both
parties but the jurisdiction of the Arbitrator shall be limited to
deciding the matter at issue within the existing provisions of the
agreement and in no event shall the arbitration board have the
power to add to, subtract from, alter or amend this agreement in
any respect.
8.05 Each party shall pay its own costs and the fees and expenses of
witnesses called by it and of its representative. The fees and
expenses of the Arbitrator shall be shared equally between the
parties.
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ARTICLE 9 - SENIORITY
9.01 (a) An employee will be considered on probation and will not be
subject to the seniority provisions of this agreement, nor shall his or
her name be placed on the seniority list until after he or she has
completed six months of employment with the Company. Upon
completion of such probationary period, the employee's name shall
be placed on the appropriate seniority list with seniority dating from
the date he or she was last hired by the Company. The dismissal
of a probationary employee shall not be the subject of a grievance.
9.01 (b) Seniority
Means the length of continuous service with the Company.
Departmental Seniority
1. Departmental seniority means the length of continuous
service in the Association subject to Subsection 2 of this
Section 9.01 (b).
2. Employees who have left or leave the Association and
continue to be employed by the Company, will upon
returning to the Association be credited with any previous
Departmental seniority.
9.01 (c) For the purpose of the seniority provision of this Agreement an
employee with recall rights who was laid off and rehired after his or
her recall rights expired will be credited with his or her prior
continuous service.
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9.02 A person shall lose all seniority and departmental seniority and
shall be conclusively deemed to have terminated employment with
the Company if he or she:
(a) voluntarily quits the employ of the Company; or is
(b) discharged and such discharge is not reversed through the
Grievance Procedure; or
(c) is absent without leave for seven (7) consecutive working
days unless a reason satisfactory to the Company is given;
or
(d) fails to return to work upon termination of an authorized
leave of absence unless a reason satisfactory to the
Company is given or utilizes a leave of absence for the
purposes other than those for which the leave of absence
was granted; or
(e) is absent due to layoff for a period exceeding his or her
departmental seniority at the time of layoff, or forty-eight (48)
months whichever is the lesser; or
(f) upon notice of recall from layoff, fails to notify the Company
within fourteen (14) days of his or her intention to report for
work, unless a reason satisfactory to the Company is given;
or
(g) fails to report to work within twenty-eight (28) days after
being recalled from layoff, unless a reason satisfactory to
the Company is given.
9.03 Where employees are laid off due to lack of work from the
Company (other than temporary layoffs not to exceed fourteen (14)
days) the Company shall lay off the employees affected in the
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inverse order of their departmental seniority ranking with the
Company, except in those cases where the requirements and
efficiency of operations and ability, knowledge, training and skill of
the individual to fill the normal requirements of the job in a manner
satisfactory to the Company. Recall shall be in reverse order of
layoff except in those cases where the requirements and efficiency
of operations and ability, knowledge, training and skill of the
individual to fill the normal requirements of the job in a manner
satisfactory to the Company.
9.04 It is agreed and understood that employees notify the Company of
any change of address or telephone number within a reasonable
time. The Company shall be entitled to rely upon the last address
and telephone number furnished by the employee for all purposes.
9.05 The Company agrees to provide the Association with both seniority
and departmental seniority lists of all employees of the Protection
Services Department and shall update the lists every three (3)
months.
9.06 Subject to section 9.07 persons entering the Protection Services
Department will enter no higher than the maximum of the salary
range. Employees returning to the Protection Services Department
will enter no lower than the minimum of the salary range.
Notwithstanding the forgoing a person who transfers into the
Department from a staff position, will receive the greater of his or
her previous staff salary up to the maximum of the salary range for
the applicable classification.
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9.07 (a) Protection Services Supervisors, persons above the rank of
supervisor and investigators returning to the Association will enter
the relief force at a classification to be determined by the Company
and the provisions of Section 9.03 will not apply provided that the
employee so transferred has more departmental seniority than
those persons with recall rights. The Company will notify the
Association in writing of the classification.
(b) Persons who are supervisors, persons above the rank of supervisor
or investigator who enter the Association will enter with
departmental seniority equal to the amount of previous service in
the Protection Services Department.
9.08 In the event that the Company is considering the implementation of
a major innovative change in equipment or technology which will
affect the terms and conditions of employment of one or more
employees, it will first meet with the Association executive to
discuss the matter. Prior to implementing any such change,
employees will be given a minimum of 30 days’ notice or such
notice as is reasonable under the circumstances.
9.09 Where the Company determines a reduction in employee(s) in
any particular plant or complex is necessary, the Company will
first notify the Association and discuss the reasons for the
reduction.
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The employee(s) posted to the reduced role(s) will be provided
the following options as alternatives to be assigned to the
relief force:
(a) directly displace the employee holding the least amount
of departmental seniority in the plant or complex;
(b) directly displace the employee holding the least amount
of departmental seniority in the Association;
If option 9.09 (a) is selected, the displaced employee(s) from a
plant or complex will be provided the option to directly
displace the employee(s) holding the least amount of
departmental seniority in the Association.
ARTICLE 10 - JOB POSTING
10.01 When it is determined that a permanent position exists in the
department the Company shall indicate such fact to its employees
within 14 days of such determination, by sending an email to all
employees indicating the vacancy for a period of ten (10) days.
Such notice shall specify the location, classification, shift and
position number of the posted position.
An employee who wishes to apply for such posting may complete
the online application and forward to the Protection Services
Supervisor or their designate by email, fax or hand delivery within
the ten (10) day posting period.
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10.02 If, in the opinion of the Company a permanent position will be
vacant for a limited period of at least four (4) weeks, owing to the
temporary absence of the incumbent employee, (other than
absence due to vacation) the Company will send an email to all
employees indicating the vacancy of such position within 14 days
for a period of ten (10) days. Such notice shall specify the location,
classification, shift, position number and the expected duration of
the limited job.
An employee who wishes to apply for such posting may complete
an online application and forward to the Protection Services
Supervisor or their designate by email, fax or hand delivery within
the ten (10) day posting period.
When one is awarded a “temporary vacancy” it is the Company’s
expectation that they will work in the position for the duration of the
limited period. If the limited period lasts for greater than six (6)
months, the employee in the temporary vacancy is entitled, to
submit a “Letter of Notice” to the Company, copying the
Association providing thirty (30) days notice to permit the temporary
position to again be posted, and once awarded, to return to his/her
permanent position or on to another vacancy. If the employee
does not advise the Company of such request, the expectation will
be that temporary posting holder will remain for the duration of the
temporary vacancy.
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10.03 The Company shall consider the following two (2) factors in
determining which employee within the department shall fill such
posted position:
(a) departmental seniority of each employee concerned;
(b) requirements and efficiency of operations and the qualifications,
knowledge, training, skill and physical fitness of each employee
concerned to do the work required by the Company.
When, in the judgment of the Company, (b) is equal as between
two (2) or more employees, then the employee having the greater
departmental seniority will be given preference. When departmental
seniority is equal between two (2) or more employees, greater
seniority will govern. The company will not exercise its judgment in
an arbitrary fashion.
If there is no applicant or no successful applicant to a posted
permanent job the Company will assign the employee from within
the relief force with the lowest seniority ranking.
When filling a limited job, preference will be given to applications
from employees who do not hold a permanent position. If no such
applications are submitted the job will be awarded to an applicant
holding a permanent job in accordance with (a) and (b) above. The
resulting vacancy will be filled by canvassing the relief force and
granting preference to the senior employee.
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If there is no applicant or no successful applicant to a posted
limited job the Company will assign the employee from within the
relief force with the lowest seniority ranking who is eligible for such
assignment. The junior employee who is assigned under this
section to fill a limited vacancy shall not, so long as they remain in
that job be assigned to another limited vacancy under this section.
If the Company decides that there is no satisfactory applicant it may
fill such position from outside the Association (for example, from
the Protection Services Professionals’ casual relief force).
The Company will post the name of the successful applicant or
assigned employee electronically as soon as practicable with a
copy being sent to the Association.
10.04 It is agreed that the relief force is a work group required to work on
all shifts and at all locations in the Sudbury District.
For the purpose of vacation relief scheduling, locations and shifts
will be distributed amongst the relief group on a fair and equitable
basis taking into account the wishes of the employees, their
seniority, the qualifications, skill and ability of the employees to
perform the work and the requirements and efficiency of
operations.
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ARTICLE 11 - HOURS OF WORK
11.01 The normal scheduled hours will be posted at the various work
areas. It is expressly understood that the posting of such
schedules are intended only to provide a basis for calculating time
worked and are not a guarantee or restriction as to the hours of
work per day nor as to the days of work per week nor as a
guarantee of working schedules.
11.02 Authorized work which the Company requires the employee to
perform in excess of the total hours of the scheduled work day or
work week will be paid at the rate of time and one-half.
11.03 It is agreed that any Protection Services Professional may be
required, at the option of the Company, to work eight (8) or ten (10)
hour shifts and upon agreement between the Company and the
Association, twelve (12) hour shifts.
11.04 The Association recognizes that due to the nature of the
employee's duties that it may be necessary for the Company to
alter hours of work and make schedule changes in emergency
situations and that the employees shall cooperate fully with the
Company in such a situation.
11.05 Time spent in attendance at Company required training courses
outside of an employee's regular working hours will be paid at the
rate of time and one-half or if the employee wishes, will be given
paid time off in lieu of pay at a time suitable to both the Company
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and the employees.
Should mandatory training, mandatory information sessions and
mandatory committee meetings, as determined by the Company,
be scheduled outside of an employee’s regular working hours at a
time which is not immediately preceding or following the
employee’s work day, he or she will be paid for all hours of such
mandatory attendance at the rate of time and one-half or four (4)
hours at their equivalent hourly rate, whichever is greater.
11.06 It is recognized by the parties that the services performed by
employees are required on a continuous basis and that overtime
work will sometimes be necessary. The Company shall first
endeavour to assign overtime work on a voluntary basis at the
location concerned. When canvassing for volunteers, employees in
the relief force will be considered. In the event this cannot be
reasonably accomplished, employees agree to work such overtime
as is required and this shall constitute their consent to do so within
the meaning of the Employment Standards Act.
11.07 An employee reporting to work, which includes meetings, on a “call
out” will be paid for all hours worked during the call out at one and
one-half their equivalent hourly rate or four (4) hours at their
equivalent hourly rate, whichever is greater. To qualify for call out
allowance an employee shall have:
a) left the premises of the Company, and,
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b) been notified to commence work at a time other than the time
immediately following the employee’s work day or at a time which is
more than one (1) hour immediately preceding the employee’s
work day, and,
c) received notice from the Company less than sixteen (16)
hours before the employee was to commence such work.
11.08 The scheduling of regular vacation will take into account the
wishes of employees, their overall company seniority and the
requirements and efficiency of operations. The Company will post
a current, updated regular vacation schedule electronically in an
area where all employees have access to it.
11.09 If a Company Observed Holiday occurs on an employee’s regular
day off or during his or her vacation and he or she qualified for
holiday pay, he or she shall receive eight (8) hours pay at his or her
regular hourly rate or eight (8) hours lieu time off with pay at his or
her regular hourly rate. In the case where lieu time off is granted, it
shall be taken at a time mutually agreeable between the employee
and the Company.
ARTICLE 12 - SAFETY AND HEALTH
12.01 The Company and the Association share a common concern for
maintaining a safe and healthy working environment and support
the internal responsibility system.
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12.02 The Company and Association agree to establish an Operation
Safety and Health Committee consisting of five (5) members. Three
(3) will be appointed by the Association, and if possible, at least
one member is to be from the Mines Operations and at least one is
to be from the Surface Plant Operation and, two (2) to be
appointed by the Company from among Management
Representatives. The Association and the Company shall each
designate a member of the Committee as Co-Chairperson. Unless
both parties agree otherwise, the Committee shall meet once every
three (3) months for the purposes of exchanging and discussing
Safety and Health information and considering specific Safety and
Health problems at work locations within the Operation. The Co-
Chairperson will determine an agenda of matters to be discussed
at the meeting at least five (5) days prior to each scheduled
meeting.
When required, the Company will grant time off work to the
Association representatives for the purpose of attending Committee
meetings. The time so spent will be considered time worked.
12.03 One member of the Committee representing the Association will be
a Certified Member and shall remain a member of the Committee
for the duration of the Collective Agreement.
12.04 If an employee is subpoenaed and attends at a Coroner's inquest,
he or she may be accompanied by a member of the Association on
the day of his or her attendance. The Company agrees to grant
time off with pay to the Association member for this purpose.
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ARTICLE 13 - COMPANY BENEFITS
13.01 The Company will make available to the employees covered by this
Agreement with Vale CANADA Limited the following benefits and
programs:
▪ Retirement System
▪ Employee & Family Assistance Program
▪ Security Reserve Fund Plan (pre 2009 hire) Company
Observed Holidays including the Floating Holiday
▪ Flex-Benefits
▪ Short Term Disability
▪ Regular Vacation Plan
▪ Tuition Assistance Program
▪ Bereavement Leave
▪ Jury Duty Leave
▪ Short-term Incentive Plan
▪ Supplement to Employment Insurance (EI)
13.02 The benefits and programs which are available to Non-Unionized
Staff employees are not conditions of employment or a part of any
agreement between the Company and the Association, and are not
subject to the Arbitration Procedure of this agreement as outlined
under Article 8, will be offered to employees of this unit. Whereas
the Company does not anticipate reducing the overall level of
benefits under the total program, it may be necessary for the
Company to revoke, terminate, suspend, modify, change, or
interpret any part of them at any time in its sole discretion.
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13.03 The Company will advise the Association in writing that there has
been a change in the programs and will discuss the application of
any of these benefits with the Association or any employees at their
request.
ARTICLE 14 - SALARIES
14.01 The salary range shall be set out in Appendix `A' attached hereto
and forming part of this agreement. If the Company determines
that there will be improvements or other changes in the salary
schedule applicable to its Non-Unionized Staff employees, these
changes shall be applied to employees covered by this Agreement
in conformity with general application to such salaried personnel.
14.02 It is understood and agreed, however, that a complaint by an
employee alleging that the Company has discriminated against him
or her in making its decision as to whether or not he or she should
receive a salary adjustment within his or her salary range for their
classification or from one classification to another, may be the
subject of a grievance. Such a complaint will be treated as a
normal grievance and processed in accordance with Article 7 and
8.
14.03 The Company agrees to provide a compa ratio listing to the
Association Executive on an as requested basis.
26
ARTICLE 15 - CONSULTATION & TRAINING
15.01 Members of the Association Executive and representatives of the
Company agree to meet, when required to discuss items of
concern within the Protection Services Department.
15.02 The Company and the Association will establish a joint Training
and Scheduling Committee consisting of two (2) employees
appointed by the Association (one of whom shall be from the
Executive), and one person appointed by Management. The
Committee shall meet at agreed upon times for the purpose of
reviewing, considering and discussing training requirements,
programs, on the job assignments and examine scheduling issues
such as the utilization of the relief force, the scheduling of vacation,
accrued time recovery, coverage for employees attending
meetings, floating holidays, training and other issues as may be
determined by the parties. Time spent by Committee members in
Committee meetings during their regularly scheduled hours of work
will be considered time worked.
27
ARTICLE 16 - DURATION
16.01 This agreement shall be in effect from November 1, 2019 to
October 31, 2026, and unless either party gives the other party
written notice of termination or a desire to amend the agreement,
then it shall continue in effect for a further period of one (1) year
without change.
16.02 Notwithstanding the Letter of Agreement – Collective
Agreement Maintenance, notice of termination or that
amendments are required may only be given during the period of
not more than ninety (90) days and not less than thirty (30) days
prior to the termination date.
28
Executed at Sudbury, Ontario this 31st day of October 2019.
CANADIAN GUARDS ASSOCIATION VALE CANADA LIMITED
Local 105 for itself and also
on behalf of each and every
employee of the Company on
whose behalf this Agreement
has been made.
J. Brunet C. Parkinson
K. White B. Simard
T. Markiewich J. Raskevicius
C. Severinac A. Trapasso
A. Bowering
29
APPENDIX `A' SALARIES AND CLASSIFICATIONS Protection Services Professional (G03)
MINIMUM (80%) MIDPOINT (100%) MAXIMUM (120%) $60,800 $76,000 $91,200
The above salary schedule takes effect 2019. The Association will be advised in writing of any changes to the above salary schedule.
30
SCHEDULE A
Recognized Areas for the Purposes of Article 9.09 For the purposes of Article 9.09, the areas shall be:
1) Garson 2) Coleman 3) Creighton 4) Totten 5) Nickel Refinery 6) Smelter Complex 7) Copper Cliff North and Clarabelle Mill 8) Copper Cliff South Mine and Power St. Gate
Together with additional areas the Company may from time to time establish in consultation with the Association.
31
LETTERS OF AGREEMENT The following are the letters of agreement between the Company and the
Association, and are intended solely for the purpose of information. They do not form part of the Collective Bargaining Agreement.
32
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Scheduling and Banking Regular Vacation With respect to the scheduling of regular vacations which has in accordance to Company policy been banked from one year to the next year regular vacations for all employees will be scheduled in priority to banked vacations. When a change in work requirements occurs, the Company will make every effort to minimize the impact to the posted vacation schedule. Should a difference arise between the Association and Company concerning vacation scheduling, the parties will meet at an agreed upon time for the purpose of discussing and attempting to resolve the difference. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
33
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Employment Security This will confirm our discussions during negotiations with respect to the issues of contracting out and employment security. The Company agrees to have full discussions with the Association prior to making any decisions relating to contracting out work normally performed by Protection Services Professionals, or making changes to current staffing levels. Further, the Company recognizes the need for the Association executive and employees to have prior knowledge when work normally performed by Protection Services Professionals will be performed by a contractor in the course of strike/lockout in the Sudbury District. To that end:
o the Association will designate, to the Company one member of the local executive to meet with area management when work normally performed by Protection Services Professionals is to be complemented by contractors
o the Company will discuss with this designate, where practicable, in advance of contracting out this work. This discussion will be for the purpose of discussing the work to be contracted out and planning for communications with employees.
In the event that a force reduction is necessary, the Company will give full consideration to placing affected employees in available positions elsewhere in its operations. Yours very truly,
Jacob Raskevicius Human Resources, Ontario Operations
34
October 31, 2019 Mr. Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Hiring of PSP’s in Local 6500 An individual whose name appears on the recall list for Protection Services Professionals shall be given preference, subject to meeting the normal employment standards and being otherwise qualified for the job, when it is necessary to hire new persons to perform work normally performed by members of the bargaining unit represented by the United Steelworkers in the Sudbury District. If a Protection Services Professional is so hired, he or she will be credited with his or her previous continuous service accumulated with the Company for vacation purposes and provided he or she has maintained his or her status in the pension plan, for pension purposes as well. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
35
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Transfers to Relief Force This will confirm our understanding that any employee, who wishes to be transferred in his or her classification to the relief force, may file a written application to that effect with the Protection Services Supervisor. The Company will consider such application before filling any position in the relief force. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
36
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Schedule and Twelve (12) Hour Shifts We wish to confirm the intent of the Company to give the Association and employees adequate notice of a change to a permanent schedule. The Company will also upon taking into consideration the requirements and efficiency of operations, give consideration to written requests from either the Association or employees to be removed from a twelve (12) hour shift. Either the Company or the Association may cancel any particular twelve (12) hour shift upon at least thirty (30) days written notice to the other. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
37
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Professional Development Opportunities This will confirm our discussions during negotiations with respect to development opportunities. Within six (6) months of ratification of the collective agreement, the Company will develop a plan to educate members of the association on Vale’s Career and Succession Planning system. This education will include, at minimum, details about Individual Development Plans, the Career Counseling centre, how to access career chats with trained Vale Career Counselors, and how this presents opportunities for personal professional development. The Company will consider releasing an employee to specific opportunities that are identified. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
38
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Joint Problem Solving This will confirm our discussions during negotiations in which we agreed to the use of a joint problem solving technique (as referred to in Article 7.01) to aid the parties in the resolution of differences whenever practical to do so. For purposes of problem solving the following definitions will apply: ISSUE: Problem or subject area to be addressed. INTEREST: A concern, need, or goal giving rise to an issue which must be
addressed in reaching a solution. OPTIONS: Potential, sometimes partial, solutions to satisfy one or more interests. CRITERIA: Broad or general agreed upon qualities of an acceptable solution. BRAINSTORMING:
Generation of options, interests, criteria, solutions by involvement of all who can contribute an idea without evaluation of its merit.
CONSENSUS:
An agreement everyone will support because they fully participated in the process.
Jacob Raskevicius Human Resources, Ontario Operations
39
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Posting of Vacation Schedules This will confirm our discussions with respect to the posting of vacation schedules and vacation relief schedules. The Company will make every reasonable effort to post the vacation schedule and the vacation relief schedule by December 31st annually and to keep these schedules current through regular updates. The schedules will indicate the date of last revision along with the name of the individual responsible for administering the schedule. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
40
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Association Time This will confirm our understanding that the Company will pay up to one hundred and ten (110) hours in each year of the Collective Bargaining Agreement commencing on November 1, 2009, for any employee to attend to Association business, as distributed by the President of the Association. The Company will pay up to an additional forty (40) hours in the year the collective agreement expires. The Association will give as much notice as possible to assist with scheduling. This eight-hour or twelve-hour period can be split into segments, none of which shall be less than four (4) hours in duration. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
41
October 31, 2019
Mr. Joey Brunet
Canadian Guards Association
Local 105
Dear Mr. Brunet:
Subject: Casual Employee Letter
This will confirm our discussions concerning ‘Casual Employees’. Casual Employee
shall mean a person employed full time or part time by the company to perform security
and first aid functions on a temporary basis. Their employment shall not result in the
lay-off of an employee or the displacement of an employee from his or her regular job or
shift. Union dues will be paid in accordance with article 5.01. The dismissal of a Casual
Employee shall not be the subject of a grievance.
It is anticipated that Casual Employees will be used to supplement the relief work force
and may be assigned to various locations and schedules as required. They will be paid
an hourly rate of $28.08. In addition, they will be entitled to vacation pay on all
earnings in accordance with the Employment Standards Act.
For the purpose of overtime scheduling, Casual Employees will be treated as per the
Overtime policy.
Any hours worked in excess of 40 hours per week (excepting the training period), in the
case of a Casual Employee working an 8 hour shift schedule, will be compensated at
the rate of time and one-half their regular hourly rate.
Any hours worked in excess of 48 hours per week or 160 hours every 4 weeks in the
case of a Casual Employee working a 12 hour shift schedule, will be compensated at
the rate of time and one-half their regular hourly rate.
It is understood that Casual Employees shall have no rights or benefits beyond those
specifically stated in this letter and that the words ‘Casual Employee’ shall have a
separate and distinct meaning from the word ‘Employee’ as used throughout the
agreement.
Yours very truly,
Jacob Raskevicius
Human Resources, Ontario Operations
42
October 31, 2019
Mr. Joey Brunet
Canadian Guards Association
Local 105
Dear Mr. Brunet:
Subject: Temporary Assignments Outside of Association
It is in the interest of both the Company and the Association to foster an environment
where employees can participate in career opportunities outside of the Protection
Services Department.
This letter will confirm our discussions with respect to the status of members of CGA
Local 105 when on temporary assignments outside the Association. The employee shall
cease to be a member of the Association and will have no rights under the collective
agreement save and except:
• Their permanent position shall not be posted as a vacancy during their absence
on assignment outside the positions included in the CGA Local 105.
If their temporary assignment exceeds two (2) years the member will be returned to
their permanent position or be assigned permanently outside the Association.
Extensions to this timeline may be granted in situations where the assigned
employee is filling a role that is temporarily vacant due to a pregnancy leave,
parental leave, or illness.
An employee who has returned to their PSP role from a temporary assignment
shall not be eligible for another temporary assignment for six (6) months.
Should an employee be offered a temporary assignment outside the positions included
in the CGA, Local 105, the employee may elect to continue to remit to the CGA, Local
105 an amount equaled to their normal monthly Association dues. In exchange for
continuing to remit an amount equaled to their normal monthly Association dues to the
CGA Local 105, the employee shall:
• Have the right to compete for full-time permanent job postings in the bargaining
unit.
• Continue to accrue departmental seniority.
Yours very truly,
Jacob Raskevicius
Human Resources, Ontario Operations
43
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Company Observed Holiday on Regular Day Off The Company, the Association and the employees will co-operate to permit employees to switch shifts on recognized holidays. Employees requesting such a change must provide adequate notice to their supervisors to allow for a schedule change. Such shift changes must be cost neutral to the Company and be in compliance with the Employment Standards Act. In order for a shift change to be cost neutral, the Recognized Holiday must be switched for another shift within that calendar month. Yours very truly, Jacob Raskevicius, Human Resources, Ontario Operations
44
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Permanent Posting Job Preview This will confirm our agreement with respect to employees bidding on permanent positions. An employee who is the successful applicant to a posted permanent position may spend one training shift, to be paid at straight time, at his or her new location to determine if he or she wishes to accept the position. This training shift will, where practicable be scheduled within 10 days of the employee being awarded the position. The employee will have 2 days after the training shift in which to accept the position or return to his or her previous position. The Company may extend this timeline at its sole discretion. Should the employee decide to return to his or her previous position after the training shift the posted vacancy will be awarded in accordance with article 10.03 from among the applicants. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
45
October 31, 2019 Mr. Joey Brunet President, Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Communication Sessions on Staff Benefits and Programs The Company commits to provide information and examples of key employment provisions contained in staff policies and the collective bargaining agreement:
o Accessing “my pension information” o Accessing “my benefit information” o Understanding my “pay statement”
The parties will identify other subjects relating to staff benefits and programs for review as agreed. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
46
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Corrective Action Letters This will confirm our discussions in respect to Corrective Action Letters (Discipline) pursuant to Article 7.10. Any employee who has been issued a discipline letter will have such letter removed from their Discipline File after three (3) years from the date of issue, provided no further discipline is issued in that period. If an employee is issued further discipline within the three year period, the first discipline letter shall not be removed from the Discipline File and the three year period shall be extended from the date of issue of the second letter. Any subsequent discipline within the amended three year period will be treated in the same manner, with letters being updated to the current discipline date. Discipline letters removed from the Discipline File shall not be referenced by the Company. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
47
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Joint IBN Training During the 2019 Negotiations Process, the parties agreed that in preparation for renewal of the next collective agreement, it would be of shared benefit for both parties to jointly participate in training for Interest Based bargaining techniques. Should such training be jointly agreed, the parties will attend together and any paid leave required for CGA Executive members to attend will be covered by the company and excluded from the annual allotment. The cost of training will be covered by the Company. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations
48
October 31, 2019 Mr. Joey Brunet Canadian Guards Association Local 105 Dear Mr. Brunet: Subject: Collective Agreement Maintenance During the life of this collective bargaining agreement, updates to language that has become obsolete can be made with mutual agreement between the Company and the Association. The most up to date version of the document will be available by digital copy online via the Vale intranet. It is agreed and understood that such updates do not constitute an agreement to engage in collective bargaining. Yours very truly, Jacob Raskevicius Human Resources, Ontario Operations