Common use of Collective Clause in Contracts

Collective. The answer of the Human Resources Manager or their designee shall be given in writing within three working days following the meeting, excluding Saturdays, Sundays and Holidays. If during the meeting there is a situation where further investigation is required by either party, the rime limit for the written answer shall be extended by five working days. Any subsequent extensions shall be by mutual agreement only. If no resolution of the grievance is reached and the grievance involves the interpretation or of this Agreement, the Union may appeal the grievance to arbitration. Should the Union allege that the Company has violated the Agreement in a manner that affects employees either as a group or individuals, the Union may submit a grievance at Step The right to process policy grievances will not be abused to circumvent the regular grievance procedure. If a satisfactory resolution of the grievance is not reached within days, the Union may appeal the grievance to arbitration. When an employee requires a Union Representativeto with the processing of a grievance, the employee shall notify their Supervisor who will send for such representative promptly. The Supervisor of the Union Representative will arrange for a replacementwhere necessary so that the parties involved may meet to discuss or process the grievance as soon as reasonably possible. Committeepersons, of course, as well as other employees, have other duties to perform. Grievances may be presented or adjusted during working hours without loss of pay. No Plant Committee member may leave their job to handle a grievance for more than a reasonable length of time. time taken shall be used for investigating and processing grievances. No Committee member shall leave their job to handle a grievance until they have first obtained permission their Supervisor and an employee has been assigned to relieve them when necessary. Such permission shall not be unreasonably withheld, and the Union Representative shall notify their Supervisor upon returning to their Department. If the Union does not agree with the answer from the Company at the third step in a matter pertaining to discipline in which reference was made to prior discipline in assessing the penalty, the Company will, upon request, supply to the Plant Chairperson a copy of the discipline referred to. The copy of the discipline will be made available to the Union to assess the matter and for this purpose only. Reprimands will be made available at grievance meetings regarding the reprimand in question. The time limits in the grievance procedure may be extended by mutual agreement. Agreements to extend time limits involving written grievances shall be in writing. Arbitration The Union may appeal grievances that are not resolved in Step to arbitration. The Union must provide the Company with its written appeal to arbitration within calendar days after the Company’s Step answer. If a timely appeal is not submitted, the grievance shall be closed. The Arbitrator shall be selected within ten days from the Company’s receipt of the appeal. The Arbitrator be selected by mutual agreement between the Company and the Union. If such an agreement is not reached within five working days, the Union must then request the Ontario Minister of Labour to appoint an Arbitrator. The Arbitrator shall meet and hear the evidence and representations of both parties as soon as possible and shall render a decision promptly. The decision of the Arbitrator shall be final, conclusive, and binding, provided the Arbitrator shall not have authority to change, alter, or modify any of the provisions of this Agreement nor to substitute any new provisions, nor give any decision inconsistent with the intent or provisions of this Agreement. The expenses and fee of the Arbitrator shall be borne equally by the parties. No costs of any arbitration shall be awarded to, or against, either party. Arbitrations shall be held in Ontario. Grievances not appealed from the disposition of the Company’s representatives in any of the steps of the Grievance Procedure within the times and in the manner specified shall be resolved on the basis of the disposition last made and shall not be eligible for further appeal, subject to the right of the Arbitrator to set aside any question of time limits in accordance with the Labour Relations Act. Any grievance involving the interpretation or application of this Agreement which has been disposed of hereunder shall not be made the subject of another grievance. Up to two Union Representatives shall be paid for time lost attending arbitration hearings.

Collective. The answer seniority upon the and for the duration of the Human Resources Manager or Employees may participate in the Supervisory Training Program for up to six months. Three Zone Committeepersons, a Skilled Trades Committeeperson, and a Plant Chairperson will constitute the Plant Committee and the Negotiating Committee. The Union will appoint a committee member for each zone. The Plant Committee will be on steady days within their designee zones. To the extent practical, the Company will keep the Alternate Committeepersons on the they are assigned to, unless the Committeeperson chooses to change shifts. Committeepersons shall be given employees of the Company. The Union shall notify the Company in writing within three working days following of the meeting, excluding Saturdays, Sundays and Holidays. If during names of the meeting there is a situation where further investigation is required by either partycommitteepersons, the rime limit for duration of their appointments, the written answer shall be extended by five working days. Any subsequent extensions shall be by mutual agreement only. If no resolution names of the grievance is reached and the grievance involves the interpretation or of this Agreement, the Union may appeal the grievance to arbitration. Should the Union allege that the Company has violated the Agreement in a manner that affects employees either as a group or individuals, the Union may submit a grievance at Step The right to process policy grievances will not be abused to circumvent the regular grievance procedure. If a satisfactory resolution of the grievance is not reached within days, the Union may appeal the grievance to arbitration. When an employee requires a Union Representativeto with the processing of a grievance, the employee shall notify their Supervisor who will send for such representative promptly. The Supervisor of the Union Representative will arrange for a replacementwhere necessary so that the parties involved may meet to discuss or process the grievance as soon as reasonably possible. Committeepersons, of course, as well as other employees, have other duties to perform. Grievances may be presented or adjusted during working hours without loss of pay. No Plant Committee member may leave their job to handle a grievance for more than a reasonable length of time. time taken shall be used for investigating and processing grievances. No Committee member shall leave their job to handle a grievance until committeepersons they have first obtained permission their Supervisor and an employee has been assigned to relieve them when necessary. Such permission shall not be unreasonably withheldare replacing, and the Union Representative shall notify their Supervisor upon returning to their Department. If the Union does not agree with the answer from the Company at the third step in a matter pertaining to discipline in which reference was made to prior discipline in assessing the penalty, the Company will, upon request, supply to the Plant Chairperson a copy name of the discipline referred to. The copy of the discipline will be made available to the Union to assess the matter and for this purpose only. Reprimands will be made available at grievance meetings regarding the reprimand in question. The time limits in the grievance procedure may be extended by mutual agreement. Agreements to extend time limits involving written grievances shall be in writing. Arbitration The Union may appeal grievances that are not resolved in Step to arbitrationChairperson. The Union must provide shall appoint one off-shift committeeperson on each shift within each of the Company with its written appeal to arbitration within calendar days after the Company’s Step answer. If a timely appeal is not submitted, the grievance shall be closedfour committee zones. The Arbitrator shall be selected within ten days from the Company’s receipt of the appeal. The Arbitrator be selected by mutual agreement between the Company and the Union. If such an agreement is not reached within five working days, the Union must then request the Ontario Minister of Labour to appoint an Arbitrator. The Arbitrator shall meet and hear the evidence and representations of both parties as soon as possible and shall render a decision promptly. The decision of the Arbitrator shall be final, conclusive, and binding, provided the Arbitrator shall not have authority to change, alter, or modify any of the provisions objective of this Agreement nor structure is to substitute any new provisions, nor give any decision inconsistent with the intent or provisions of this Agreement. The expenses and fee of the Arbitrator shall be borne equally by the parties. No costs of any arbitration shall be awarded to, or against, either party. Arbitrations shall be held result in Ontario. Grievances not appealed from the disposition of the Company’s representatives in any of the steps as many grievances being resolved at Step of the Grievance Procedure within as is possible. The appointed committeepersons shall be accountable to the times and elected zone committeeperson regarding duties carried out on behalf of the committeeperson. The appointed committeeperson may not process a grievance to Step unless agreed to by the elected committeeperson. The Union may appoint an alternate committeeperson in the manner specified absence of the regular committeeperson. When there are or more employees in the bargaining unit, the Plant Chairperson shall be resolved permitted to have up to eight hours paid time per regular shift while on the basis of premises for sole purpose attending 2nd and 3rd step grievance meetings; doing Local Unit paperwork and keeping; preparing Union notices; maintaining Union discussing matters with the disposition last made Employee Relations Manager or their designee; and meeting with employees not at work regarding Union business in a conference room or other suitable facility (these meetings can address problems relating to unemployment insurance, workers' compensation, employee benefit programs, alcohol and/or drug abuse, grievance investigation, or (vi) safety). The Plant Chairperson shall not be eligible account for further appeal, subject this paid time to the right Employee Relations Manager or their designee. These will continue a period of one month following a reduction below employees. The Employee Relations Manager and the Arbitrator to set aside any question of time limits Plant Chairperson may agree that the Plant Chairperson may perform tasks other than those listed in accordance with the Labour Relations Act. Any grievance involving the interpretation or application of this Agreement which has been disposed of hereunder shall not be made the subject of another grievance. Up to two Union Representatives Article The Plant Chairperson shall be paid for time lost attending arbitration hearings.supplied with space which includes:

Collective. The answer If that discussion does not resolve the matter, an employee may proceed as follows: Upon the request of the Human Resources Manager or their designee shall be given in writing employee for a further meeting regarding the grievance, the employee’s immediate Supervisor will meet with the employee and a Zone Committeeperson during the shift, if practical. The Supervisor will answer the grievance within three one working days following day of the meeting, excluding Saturdays, Sundays and Holidays. If during the meeting there is a situation where further investigation is required by either party, the rime limit for the written answer shall be extended by five working days. Any subsequent extensions shall be by mutual agreement only. If no resolution of the grievance is reached and the grievance involves the interpretation or of this Agreement, the Union may appeal the grievance to arbitration. Should the Union allege that the Company has violated the Agreement in a manner that affects employees either as a group or individuals, the Union may submit a grievance at Step The right to process policy grievances will not be abused to circumvent the regular grievance procedure. If a satisfactory resolution of the grievance is not reached resolved in Step the Committeeperson may, within one working day from the answer, excluding Saturdays, Sundays and Holidays, request the Supervisor to arrange a meeting with the Committeeperson, Plant Chairperson, and Factory Manager, or their designees, to discuss the grievance. That meeting will be held within two working days of the request, excluding Saturdays, Sundays and Holidays. The Company will answer the Step grievance within two working days of the meeting, excluding Saturdays, Sundays, and Holidays. If the grievance is not resolved in Step the grievance may be submitted to the Human Resources Manager in writing, signed by the employee, if possible, on a form provided by the Company, within three working days, excluding Saturdays, Sundays and Holidays, of the Union may appeal answer at Step If the grievance to arbitration. When an employee requires a Union Representativeto with the processing of a grievanceso desires, the employee shall notify their Supervisor who will send for such representative promptly. The Supervisor have the assistance of the Union Representative will arrange for a replacementwhere necessary so that the parties involved may meet committeeperson to discuss or process reduce the grievance as soon as reasonably possibleto writing. Committeepersons, of course, as well as other employees, have other duties to perform. Grievances may be presented A meeting between the Human Resources Manager or adjusted during working hours without loss of pay. No Plant Committee member may leave their job to handle a grievance for more than a reasonable length of time. time taken shall be used for investigating and processing grievances. No Committee member shall leave their job to handle a grievance until they have first obtained permission their Supervisor and an employee has been assigned to relieve them when necessary. Such permission shall not be unreasonably withheld, designee and the Union Representative shall notify their Supervisor upon returning to their Department. If the Union does not agree with the answer from the Company at the third step in a matter pertaining to discipline in which reference was made to prior discipline in assessing the penalty, the Company will, upon request, supply to the Plant Chairperson a copy of the discipline referred to. The copy of the discipline Negotiating Committee will be made available to the Union to assess the matter and for this purpose only. Reprimands will be made available at grievance meetings regarding the reprimand in question. The time limits in the grievance procedure may be extended by mutual agreement. Agreements to extend time limits involving written grievances shall be in writing. Arbitration The Union may appeal grievances that are not resolved in Step to arbitration. The Union must provide the Company with its written appeal to arbitration within calendar days after the Company’s Step answer. If a timely appeal is not submitted, the grievance shall be closed. The Arbitrator shall be selected within ten days from the Company’s receipt of the appeal. The Arbitrator be selected by mutual agreement between the Company and the Union. If such an agreement is not reached held within five working days, excluding Saturdays, Sundays and Holidays, from the Union must then request the Ontario Minister of Labour to appoint an Arbitrator. The Arbitrator shall meet and hear the evidence and representations of both parties as soon as possible and shall render a decision promptly. The decision receipt of the Arbitrator shall be finalwritten grievance to discuss the grievance. If the Negotiating Committee so desires, conclusive, and binding, provided the Arbitrator shall not they may have authority to change, alter, or modify any a representative of the provisions of National Union assist them at this Agreement nor to substitute any new provisions, nor give any decision inconsistent with the intent or provisions of this Agreementmeeting. The expenses and fee of the Arbitrator shall be borne equally by the parties. No costs of any arbitration shall be awarded to, or against, either party. Arbitrations shall be held in Ontario. Grievances not appealed Upon reasonable advance request from the disposition Union, the may be present during the third step grievance meeting for the purpose of clarifying the Company’s representatives grievance in any of the steps of the Grievance Procedure within the times and in the manner specified shall be resolved on the basis of the disposition last made and shall not be eligible for further appeal, subject to the right of the Arbitrator to set aside any question of time limits in accordance with the Labour Relations Act. Any grievance involving the interpretation or application of this Agreement which has been disposed of hereunder shall not be made the subject of another grievance. Up to two Union Representatives shall be paid for time lost attending arbitration hearingsquestion.