Benefit and Insurance Plans. The Company agrees to maintain the level of, and the ratio of contribution to, the various benefit and insurance plans including Life, Accidental Death and Dismemberment, Weekly Indemnity, Long Term Disability, Extended Health Care and Dental, except as may be mutually agreed to between the Company and the National Union. The Company further agrees to provide a summary of benefit and insurance plans to employees and the National Union and will provide complete copies of the master policies to the National Union. Employees who wish to continue their participation in benefit and insurance plans during a leave of absence without pay or lay off may do so, within the time limits of the various plans. Such employees will, in addition to their share, be responsible for the Company's share of the premiums for such plans in accordance with arrangements made between the Company and the employee. A part-time employee's participation in benefit and insurance plans will not be affected when their hours are reduced by the Company to less than twenty (20) hours per week or if their scheduled hours of work are less than twenty (20) hours per week. Dental and Health insurances for employees who are laid off will continue to the end of the month following the month of lay Off. Human Rights Employees will not suffer any harassment nor will they be discriminated against by the Company and/or the Union, or any of the officers or agents acting on their behalf, with respect to terms or conditions of employment on the grounds of sex, race, colour, nationality, ancestry, place of origin, a language ability which is not bona fide, family status, place of residence, political affiliation, sexual orientation, or failure to act on a directive which is illegal. The Company further commits than no employee will be unlawfully interfered with, coerced or discriminated against by the Company, its officers or agents, because of lawful activity on behalf of the Union. Harassment The Company and Union recognize an employee’s right to a working environment which is free of harassment on the grounds of race, sex and sexual orientation. For the purposes of this Agreement, “harassment” means any conduct, comment or gesture of racial or sexual nature or connotation which is: unwanted or may reasonably be considered as unwanted, and offensive, humiliating, abusive, threatening, repetitive or which has adverse effects on a individual’s employment. Complaints and/or grievances involving allegations of sexual or racial harassment will be handled with all possible confidentiality. No reprisal shall be made against an employee because they filed a complaint of harassment except where a false charge has been made with malicious intent. Trades Apprentice Training Trades Apprentices will be granted time off without pay as necessary in order to attend Government approved courses which will result in the issuance of a license for the type of work to be performed. ARTICLE UNION SECURITY The Company shall deduct from the wages of employees the amount of regular dues and initiation fee as may be assessed by the Union Constitution and remit the amount to the Union subject to the conditions set forth herein. The amount to be deducted will not be changed except to conform with a change in the Union's Constitution. Deductions will commence on the payroll for the first pay period of the calendar month following the first date of employment in a position covered by this Agreement. If the wages of an employee payable for any pay period are insufficient to permit a full deduction, no such deduction will be made from the wages of such employee by the Company on that payroll. The Company will not, because the employee did not have sufficient wages payable on any payroll, carry forward and deduct from any subsequent wages the amount not deducted on an earlier payroll. The amount so deducted from wages, accompanied by a statement of these deductions from individuals, will be remitted by the Company to the Local Union, as may be mutually agreed by the Company and the Union, not later than thirty (30) calendar days following the pay period in which the deductions are made. At the same time that income tax slips are made available, the Company will provide each employee from whom deductions were made with a statement of the amount of such deductions made in the previous year. The Company shall not be responsible financially or otherwise either to the Union or to any employee, for any failure to make deductions or for making improper or inaccurate deductions or remittances. However, in any instance in which an error occurs in the amount of any deduction pursuant to this Article from an employee's wages, the Company shall adjust it directly with the employee. In the event of any mistake by the Company in the amount of its remittance to the Union, the Company shall adjust the amount in a subsequent remittance. The Company's liability for any and all amounts deducted pursuant to the provisions of this Article, shall terminate at the time it remits the amounts payable to the Union. The Union agrees to indemnify and save harmless the Company from any losses, damages, costs, liability or expenses suffered or sustained by the Company as a result of any action at law against the parties hereto resulting from any such deduction or deductions from payrolls made pursuant to this Article.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Benefit and Insurance Plans. The Company agrees to maintain the level of, and the ratio of contribution to, the various benefit and insurance plans including Life, Accidental Death and Dismemberment, Weekly Indemnity, Long Term Disability, Extended Health Care and Dental, except as may be mutually agreed to between the Company and the National Union. The Company further agrees to provide a summary of benefit and insurance plans to employees and the National Union and will provide complete copies of the master policies to the National Union. Employees who wish to continue their participation in benefit and insurance plans during a leave of absence without pay or lay off may do so, within the time limits of the various plans. Such employees will, in addition to their share, be responsible for the Company's share of the premiums for such plans in accordance with arrangements made between the Company and the employee. A part-time employee's participation in benefit and insurance plans will not be affected when their hours are reduced by the Company to less than twenty (20) hours per week or if their scheduled hours of work are less than twenty (20) hours per week. Dental and Health insurances for employees who are laid off will continue to the end of the month following the month of lay Offoff. Human Rights Employees will not suffer any harassment nor will they be discriminated against by the Company and/or the Union, or any of the officers or agents acting on their behalf, with respect to terms or conditions of employment on the grounds of sex, race, colour, nationality, ancestry, place of origin, a language ability which is not bona fide, family status, place of residence, political affiliation, sexual orientation, or failure to act on a directive which is illegal. The Company further commits than no employee will be unlawfully interfered with, coerced or discriminated against by the Company, its officers or agents, because of lawful activity on behalf of the Union. Harassment The Company and Union recognize an employee’s right to a working environment which is free of harassment on the grounds of race, sex and sexual orientation. For the purposes of this Agreement, “harassment” means any conduct, comment or gesture of racial or sexual nature or connotation which is: unwanted or may reasonably be considered as unwanted, and offensive, humiliating, abusive, threatening, repetitive or which has adverse effects on a individual’s employment. Complaints and/or grievances involving allegations of sexual or racial harassment will be handled with all possible confidentiality. No reprisal shall be made against an employee because they filed a complaint of harassment except where a false charge has been made with malicious intent. Resolution Stage Informal Conflict Resolution The informal conflict resolution process will not be utilized to investigate and resolve Human Rights Harassment. Any employee who believes they have a potential complaint of harassment should make their objection known to the alleged harasser and is encouraged to resolve the matter wherever possible on an informal basis. The employee may choose to ask for the help of their local manager or Union Representative to facilitate a meeting between the parties. In an environment of confidentiality, the manager Union representative will outline the complaint procedure, the definition of harassment, and discuss various possible courses of action with the parties in order to resolve the matter quickly and appropriately. At any point the complainant, management or the CAW may decide to discontinue the informal process and escalate the matter to Stage While the informal conflict resolution process will not assign formal responsibility for the conflict, management may need to address inappropriate behaviour on the part of individuals involved in the dispute, and warn that future incidents of inappropriate conduct may result in discipline and the more formal investigation process of Stage Stage resolutions should be completed within two weeks from the date of the initial pIain Stage Formal Investigation If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights harassment, the complainant will make a complaint in writing in the form of an assigned letter to the President of the Local Union which will be forwarded to the Company’s Harassment Policy Coordinator. The signed letter will contain detail to determine if the matter will proceed to a formal investigation. The CAW and the Company will each select an individual who will act as an investigator and will communicate the names of their designate to each other. The Union and Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). When the complainant and respondent are members of different bargaining units, the senior executive of the respondent‘s bargaining unit will be informed by the Company Harassment Coordinator and will have the right to appoint an investigator to hear all evidence in the formal i tation. If the matter remains unresolved at the completion of the investigation, a joint report will be prepared by the investigators. Where the preparation of a joint report is not possible, the investigators may submit separate reports in which case each will receive a copy of the other’s report. A recommendation to resolve the complaint will be made by the Company investigator. The Union investigator may choose whether or not to submit a recommendation. The report will be submitted within fourteen (14) calendar days of the filing of the complaint. An extension of the time limit for submitting the report may be agreed between the Assistant Vice President, Labour Relations and the President of the Local. Within ten calendar days of receiving the investigation reports the Assistant Vice President, Labour Relations shall issue such orders as may be necessary to resolve the complaint. Summarizing the findings of the investigation (harassment has been or has not been substantiated) these orders will be communicated in writing to the complainant, the respondent and the President of the Local Union. At any time during the formal investigation process the Assistant Vice President, Labour Relations may take measures to separate employees, if deemed necessary. Appeals Where any party to the investigation is not satisfied with the decision, a letter requesting a review of the decision will be sent to the Assistant Vice President, Labour Resources within fourteen (14) calendar days of receipt of the decision. The Assistant Vice President, Labour Relations and the President of the Local will jointly review the decision. Where the CAW is not satisfied with the decision, the complaint will be referred to expedited arbitration with a single arbitrator. Agreement on the selection of the arbitrator and the dates of availability to rule on this matter will not be unreasonably delayed or withheld by either party. In cases of Human Rights harassment where the complainant is not satisfied with the final outcome of the process has the right to seek redress under the Canadian Human Rights Act. Where changes in the workplace are made necessary by demonstrated harassment, the harasser shall be subject to changes such as transfer or reassignment, except where the complainant is transferred at request. Domestic Violence The Company agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree, when there is adequate verification from a recognized professional (i.e. doctor, lawyer, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay. Trades Apprentice Training Trades Apprentices will be granted time off without pay as necessary in order to attend Government approved courses which will result in the issuance of a license for the type of work to be performed. ARTICLE UNION SECURITY The Company shall deduct from the wages of employees the amount of regular dues and initiation fee as may be assessed by the Union Constitution and remit the amount to the Union subject to the conditions set forth herein. The amount to be deducted will not be changed except to conform with a change in the Union's Constitution. Deductions will commence on the payroll for the first pay period of the calendar month following the first date of employment in a position covered by this Agreement. If the wages of an employee payable for any pay period are insufficient to permit a full deduction, no such deduction will be made from the wages of such employee by the Company on that payroll. The Company will not, because the employee did not have sufficient wages payable on any payroll, carry forward and deduct from any subsequent wages the amount not deducted on an earlier payroll. The amount so deducted from wages, accompanied by a statement of these deductions from individuals, will be remitted by the Company to the Local Union, as may be mutually agreed by the Company and the Union, not later than thirty (30) calendar days following the pay period in which the deductions are made. At the same time that income tax slips are made available, the Company will provide each employee from whom deductions were made with a statement of the amount of such deductions made in the previous year. The Company shall not be responsible financially or otherwise either to the Union or to any employee, for any failure to make deductions or for making improper or inaccurate deductions or remittances. However, in any instance in which an error occurs in the amount of any deduction pursuant to this Article from an employee's wages, the Company shall adjust it directly with the employee. In the event of any mistake by the Company in the amount of its remittance to the Union, the Company shall adjust the amount in a subsequent remittance. The Company's liability for any and all amounts deducted pursuant to the provisions of this Article, shall terminate at the time it remits the amounts payable to the Union. The Union agrees to indemnify and save harmless the Company from any losses, damages, costs, liability or expenses suffered or sustained by the Company as a result of any action at law against the parties hereto resulting from any such deduction or deductions from payrolls made pursuant to this Article.
Appears in 1 contract
Samples: Collective Agreement
Benefit and Insurance Plans. The Company agrees to maintain the level of, and the ratio of contribution to, the various benefit and insurance plans including Life, Accidental Death and Dismemberment, Weekly Indemnity, Long Term Disability, Extended Health Care and Dental, except as may be mutually agreed to between the Company and the National Union. The Company further agrees to provide a summary of benefit and insurance plans to employees and the National Union and will provide complete copies of the master policies to the National Union. Employees who wish to continue their participation in benefit and insurance plans during a leave of absence without pay or lay off may do so, within the time limits of the various plans. Such employees will, in addition to their share, be responsible for the Company's share of the premiums for such plans in accordance with arrangements made between the Company and the employee. A part-time employee's participation in benefit and insurance plans will not be affected when their hours are reduced by the Company to less than twenty (20) hours per week or if their scheduled hours of work are less than twenty (20) hours per week. Dental and Health insurances for employees who are laid off will continue to the end of the month following the month of lay Offoff. Human Rights Employees will not suffer any harassment nor will they be discriminated against by the Company and/or the Union, or any of the officers or agents acting on their behalf, with respect to terms or conditions of employment on the grounds of sex, race, colour, nationality, ancestry, place of origin, a language ability which is not bona fide, family status, place of residence, political affiliation, sexual orientation, or failure to act on a directive which is illegal. The Company further commits than no employee will be unlawfully interfered with, coerced or discriminated against by the Company, its officers or agents, because of lawful activity on behalf of the Union. Harassment The Company and Union recognize an employee’s right to a working environment which is free of harassment on the grounds of race, sex and sexual orientation. For the purposes of this Agreement, “harassment” means any conduct, comment or gesture of racial or sexual nature or connotation which is: unwanted or may reasonably be considered as unwanted, and offensive, humiliating, abusive, threatening, repetitive or which has adverse effects on a individual’s employment. Complaints and/or grievances involving allegations of sexual or racial harassment will be handled with all possible confidentiality. No reprisal shall be made against an employee because they filed a complaint of harassment except where a false charge has been made with malicious intent. Resolution Stage Informal Conflict Resolution The informal conflict resolution process will not be utilized to investigate and resolve Human Rights Harassment. Any employee who believes they have a potential complaint of harassment should make their objection known to the alleged harasser and is encouraged to resolve the matter wherever possible on an informal basis. The employee may choose to ask for the help of their local manager or Union Representative to facilitate a meeting between the parties. In an environment of confidentiality, the manager Union representative will outline the complaint procedure, the definition of harassment, and discuss various possible courses of action with the parties in order to resolve the matter quickly and appropriately. At any point the complainant, management or the CAW may decide to discontinue the informal process and escalate the matter to Stage While the informal conflict resolution process will not assign formal responsibility for the conflict, management may need to address inappropriate behaviour on the part of individuals involved in the dispute, and warn that future incidents of inappropriate conduct may result in discipline and the more formal investigation process of Stage Stage resolutions should be completed within two weeks from the date of the initial pIain Stage Formal Investigation If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights harassment, the complainant will make a complaint in writing in the form of an assigned letter to the President of the Local Union which will be forwarded to the Company’s Harassment Policy Coordinator. The signed letter will contain detail to determine if the matter will proceed to a formal investigation. The CAW and the Company will each select an individual who will act as an investigator and will communicate the names of their designate to each other. The Union and Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). When the complainant and respondent are members of different bargaining units, the senior executive of the respondent‘s bargaining unit will be informed by the Company Harassment Coordinator and will have the right to appoint an investigator to hear all evidence in the formal i t ation. If the matter remains unresolved at the completion of the investigation, a joint report will be prepared by the investigators. Where the preparation of a joint report is not possible, the investigators may submit separate reports in which case each will receive a copy of the other’s report. A recommendation to resolve the complaint will be made by the Company investigator. The Union investigator may choose whether or not to submit a recommendation. The report will be submitted within fourteen (14) calendar days of the filing of the complaint. An extension of the time limit for submitting the report may be agreed between the Assistant Vice President, Labour Relations and the President of the Local. Within ten calendar days of receiving the investigation reports the Assistant Vice President, Labour Relations shall issue such orders as may be necessary to resolve the complaint. Summarizing the findings of the investigation (harassment has been or has not been substantiated) these orders will be communicated in writing to the complainant, the respondent and the President of the Local Union. At any time during the formal investigation process the Assistant Vice President, Labour Relations may take measures to separate employees, if deemed necessary. Appeals Where any party to the investigation is not satisfied with the decision, a letter requesting a review of the decision will be sent to the Assistant Vice President, Labour Resources within fourteen (14) calendar days of receipt of the decision. The Assistant Vice President, Labour Relations and the President of the Local will jointly review the decision. Where the CAW is not satisfied with the decision, the complaint will be referred to expedited arbitration with a single arbitrator. Agreement on the selection of the arbitrator and the dates of availability to rule on this matter will not be unreasonably delayed or withheld by either party. In cases of Human Rights harassment where the complainant is not satisfied with the final outcome of the process has the right to seek redress under the Canadian Human Rights Act. Where changes in the workplace are made necessary by demonstrated harassment, the harasser shall be subject to changes such as transfer or reassignment, except where the complainant is transferred at request. Domestic Violence The Company agrees to recognize that employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. For that reason, the Company and the Union agree, when there is adequate verification from a recognized professional (i.e. doctor, lawyer, registered counsellor), an employee who is in an abusive or violent situation will not be subjected to discipline if the absence can be linked to the abusive or violent situation. Absences which are not covered by sick leave or disability insurance will be granted as absent with permission without pay. Trades Apprentice Training Trades Apprentices will be granted time off without pay as necessary in order to attend Government approved courses which will result in the issuance of a license for the type of work to be performed. ARTICLE UNION SECURITY The Company shall deduct from the wages of employees the amount of regular dues and initiation fee as may be assessed by the Union Constitution and remit the amount to the Union subject to the conditions set forth herein. The amount to be deducted will not be changed except to conform with a change in the Union's Constitution. Deductions will commence on the payroll for the first pay period of the calendar month following the first date of employment in a position covered by this Agreement. If the wages of an employee payable for any pay period are insufficient to permit a full deduction, no such deduction will be made from the wages of such employee by the Company on that payroll. The Company will not, because the employee did not have sufficient wages payable on any payroll, carry forward and deduct from any subsequent wages the amount not deducted on an earlier payroll. The amount so deducted from wages, accompanied by a statement of these deductions from individuals, will be remitted by the Company to the Local Union, as may be mutually agreed by the Company and the Union, not later than thirty (30) calendar days following the pay period in which the deductions are made. At the same time that income tax slips are made available, the Company will provide each employee from whom deductions were made with a statement of the amount of such deductions made in the previous year. The Company shall not be responsible financially or otherwise either to the Union or to any employee, for any failure to make deductions or for making improper or inaccurate deductions or remittances. However, in any instance in which an error occurs in the amount of any deduction pursuant to this Article from an employee's wages, the Company shall adjust it directly with the employee. In the event of any mistake by the Company in the amount of its remittance to the Union, the Company shall adjust the amount in a subsequent remittance. The Company's liability for any and all amounts deducted pursuant to the provisions of this Article, shall terminate at the time it remits the amounts payable to the Union. The Union agrees to indemnify and save harmless the Company from any losses, damages, costs, liability or expenses suffered or sustained by the Company as a result of any action at law against the parties hereto resulting from any such deduction or deductions from payrolls made pursuant to this Article.
Appears in 1 contract
Samples: Collective Agreement
