Common use of FOREMEN Clause in Contracts

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 16.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 16.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 16.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 16.4 In accordance with Article 10 – Union Security and Article 14.3 16.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) 16.5 The rates of pay for foremen shall be the greater of: (i) $3.00 per hour 12% above the journeyman rate; or (ii) . Any locals with a foremen differential over 12% will remain at their current foremen differential, the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall remaining locals will be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and characterbrought up to 12%. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 16.6 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 16.7 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - 31- Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 16.8 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 16.9 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 16.10 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 16.11 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 16.12 Foremen shall be accountable, but not liable, for gang tools used by their crew. 16.13 When the crew size is five (5) or less, including the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ may be required to work with the tools of the trade. The ▇▇▇▇▇▇▇ if not already eligible to act as a working ▇▇▇▇▇▇▇ on the shift will not be used to replace a journeyman on overtime.

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 fifteen percent (15%) per hour above the journeyman raterate effective May 1, 2020; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 32 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union ±Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall E\ WKH H[FHSWLRQV´ LQ WKH 2SHUDWLQJ ( be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union.for 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 In accordance with Article 10 – Union Security and Article 14.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 31 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.

FOREMEN. 14.1 16.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 16.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 16.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 16.4 In accordance with Article 10 – Union Security and Article 14.3 16.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman raterate ($3.50 effective May 1, 2007); or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder:; (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 16.6 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 16.7 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 34 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 16.8 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 16.9 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 16.10 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 16.11 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 16.12 Foremen shall be accountable, but not liable, for gang tools used by their crew. 16.13 When the crew size is five (5) or less, including the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ may be required to work with the tools of the trade. The ▇▇▇▇▇▇▇ if not already eligible to act as a working ▇▇▇▇▇▇▇ on the shift will not be used to replace a journeyman on overtime.

FOREMEN. 14.1 16.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 16.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 16.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 16.4 In accordance with Article 10 – Union Security and Article 14.3 16.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if a Union member, continue that Union membership; or (ii) if not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 3.50 per hour above the journeyman rate; , or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder:; (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 16.6 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 16.7 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - 31- Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 16.8 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 16.9 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 16.10 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 16.11 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 16.12 Foremen shall be accountable, but not liable, for gang tools used by their crew. 16.13 When the crew size is five (5) or less, including the ▇▇▇▇▇▇▇, the ▇▇▇▇▇▇▇ may be required to work with the tools of the trade. The ▇▇▇▇▇▇▇ if not already eligible to act as a working ▇▇▇▇▇▇▇ on the shift will not be used to replace a journeyman on overtime.

FOREMEN. 14.1 ‌‌ 15.1 It is understood that foremen hold a key position in the relationship between the Employers and the Union. Both parties agree that every effort should be made to recruit and retain foremen who have a high degree of efficiency in the performance of their jobs and in the handling of their men. Recognizing the responsibilities involved in being a supervisor and a member of a Union, the Employers and the Union will make every effort to minimize problems that may arise which concern the relationship between the foremen, the Employers and the Union. 14.2 15.2 Foremen are the first level of management supervision and, as such, are management representatives. In this capacity, they will exercise duties and responsibilities, as established by their Employers, and will not work with the tools of the trade, except as specified elsewhere in the collective this agreement. The parties recognize the responsibility of foremen to discharge their managerial duties. If the Union feels that a ▇▇▇▇▇▇▇ is not discharging his managerial duties in a manner that is fair, equitable and without bias, or if an Employer feels that the Union is interfering with a ▇▇▇▇▇▇▇ in the performance of his managerial duties, the Employer or the Union may refer the problem to the Project Committee for resolution. If the matter cannot be resolved by the Project Committee, the grievance procedure may be invoked by either party. 14.3 15.3 The selection and retention of foremen will be the responsibility of the Employers. When making appointments to the ▇▇▇▇▇▇▇ level, the Employers will give consideration to those journeymen they presently employ. The appointment of foremen in charge of composite or mixed crews will take into account the nature of the work to be done. 14.4 15.4 In accordance with Article 10 – Union Security and Article 14.3 15.3 above, the appropriate Union affiliation for foremen shall be determined, as follows: (a) Foremen appointed by internal promotion shall retain the Union membership held prior to appointment. (b) Foremen recruited externally shall: (i) if If a Union member, continue that Union membership; or (ii) if If not a Union member, join the Union in keeping with the nature of the work to be done. (a) The rates of pay for foremen shall be the greater of: (i) $3.00 per hour above the journeyman rate; or (ii) the Employer's current practice; or (iii) the rate negotiated in appropriate local agreements; except, as noted, in (b) hereunder: (b) The rates of pay for foremen engaged in the supervision of work covered by the "exceptions” in the Operating Engineer collective agreement shall be the greater of: (i) the Employer's current practice; or (ii) the locally negotiated rate for work of the same class and character. 14.6 When the normal weekly hours of work are amended by the "exceptions" recognized under this Agreement, the weekly hours of work for foremen shall be the same as for the tradesmen represented by the Union with which the ▇▇▇▇▇▇▇ is affiliated. 14.7 Foremen required to work shift work other than the regular day shift shall receive the same shift differential rate as the tradesmen represented by the Union. 14.8 Overtime rates for Foremen for work performed outside normal hours as defined in Article 29 - Hours of Work and outside hours of work amended by the "exceptions" recognized under this Agreement, shall be the same as for tradesmen represented by the Union. 14.9 The Employer agrees to pay into operative welfare, pension, and supplementary unemployment benefit plans on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.10 To maintain efficiency and productivity, an Employer shall have the right to move foremen from construction site to construction site, as determined at the pre-job conference. 14.11 The Employer agrees to pay into operative apprenticeship and training funds on behalf of foremen. Payments will be made on the same basis and in the same amounts as are paid on behalf of tradesmen represented by the Union. 14.12 On a charge-out basis, the Employer shall supply foremen with protective clothing appropriate for the conditions under which the work is being done. 14.13 Foremen shall be accountable, but not liable, for gang tools used by their crew.