Common use of LEAD HANDS Clause in Contracts

LEAD HANDS. is agreed that there will be a distinction between Lead Hand and and there will be a provision for a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the levels of Lead Hand. A separate definition is provided for "Student Labour Lead Hands". Upon ratification of this agreement, current Lead Hands will be categorized according to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand to a Lead Hand or However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe appropriate recognition through the job evaluation process. is also recognized that the Job Evaluation plan automatically awards a "1" under "Supervision" to all members recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” others how to do job and “tell” others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘Bargaining unitmembers assignedan Apprentice, are not eligible for a Lead Handrate in addition to regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:

LEAD HANDS. is agreed that there The Company will select employees from within their Zone to be lead hands. Such selection shall be subject to the job posting procedure and will be made upon a distinction between Lead Hand consideration of the employees leadership ability and communication skills as well as the factors referred to in Appendix "A" and there incorporated into Article In addition to their regular duties, lead hands may direct activities, assist, be responsible for materials in process or act as leaders of other employees. The company may in its discretion discontinue an employee as a lead hand. An employee who ceases to be a lead hand shall return to their former classification and rate within their Zone in keeping with their seniority and qualifications. When Management creates a new classification covered by this agreement, Management representatives will meet with the Plant Committee and advise them of the wage rate it has established for the new job classification. If the Plant Committee is not in agreement with the wage rate and the Committee and the plant Management cannot resolve the difference, then the Committee shall treat the matter as a grievance at Step No. of the grievance procedure by putting the grievance in writing within thirty (30) working days from the date upon which work in the new job classification commenced, or within thirty (30) working days from the date upon which Management met with the Plant Committee as above, whichever last occurs, and presenting it as provided at Step No. of the grievance procedure as such time. In the event that the Plant Committee and Plant Management agree upon a rate different from that established by the Company, or in the event that the matter proceeds to arbitration and the arbitrator makes an award different from that established by the Company, the new rate shall be retroactive to the date upon which work was performed pursuant to the new job classification. While any matter hereunder is pending, the employees who may be assigned to the particular jobs in question shall nonetheless fully perform such jobs in the manner required by the Company. The above process shall also apply to a significant change in the job duties or required skill, ability and knowledge of an existing job. When the Company is considering the introduction of new technology or equipment different from the existing technology or equipment affecting members of the bargaining unit, the Union shall be notified ninety (90) calendar days in advance of the introduction of such change and kept up to date as developments arise. The Company agrees to provide for continuing consultation and co- operation with the Union with respect to the displacement retraining of employees who are displaced as a result of the introduction of new technology or equipment. When any such change is introduced, the Company will assume the cost of on-the-job or other necessary training to afford bargaining unit employees who are affected and require (and who have had the basic knowledge and ability to be trained within a reasonable time frame) the opportunity to keep current with such technological change affecting their work. No job function, duties or responsibilities will be reclassified as bargaining unit functions, duties or responsibilities or be performed by or be transferred to non bargaining unit personnel, permanently as either a provision for a Lead Hand rate that corresponds direct or indirect result of technological change without the written mutual agreement of the parties. The company shall provide all employees with the varying level of responsibilitynecessary training to operate or repair any new or changed equipment, such training for skilled trades employees shall take place prior to any new or changed equipment becoming operational. The following definitions clearly outline what Company will meet once every months with the expectations Skilled Trades Representative and Plant Chairperson to ensure that all trades personnel have been given the necessary training on all new and changed equipment. An employee's normal hours of an individual work will be in comprised of five (5) consecutive days of eight (8) hours of work, Monday through Friday. Shift hours will normally commence as follows: (a) Day Shift between a.m. and a.m. Afternoon Shift between and Night Shift between and midnight. Normal shifts which are not on a shift operation will contain a one half hour unpaid lunch break and a ten minute paid break during the first half of the shift and a When the company schedules work on a three (3) shift operation, each of the levels shifts shall consist of Lead Handan eight hour shift, including a paid twenty (20) minute lunch period and one paid fifteen (15) minute break during the first half of the shift. A separate definition is provided for "Student Labour Lead Hands". Upon ratification of this agreementIn a three-shift operation the normal shift hours are: (a) Day Shift a.m. to Afternoon Shift to Night Shift to a.m. On a two or three-shift operations, current Lead Hands shifts will be categorized according to the work they currently do and/or are expected to do. In some casesrotated on a weekly basis, a current Lead Hand may move from a Lead Hand to a Lead Hand or However it must be recognized that there however accommodation may be some current Lead Hands who do not fit made for employees wishing to work a steady night shift. The Company will give the Plant Chairperson advance notice of any of the definitions of Lead Hand change in normal shift hours. Any such change in shift hours will normally be made for at least five (not even the current definition), and will no longer receive the current Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe appropriate recognition through the job evaluation process. is also recognized that the Job Evaluation plan automatically awards a "1" under "Supervision" to all members recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” others how to do job and “tell” others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘Bargaining unitmembers assignedan Apprentice, are not eligible for a Lead Handrate in addition to regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:5) consecutive working days.

LEAD HANDS. is agreed that there The Company will select employees from within their Zone to be lead hands, Such selection shall be subject to posting procedure and will be made upon of the employees leadership ability and communication skills as well as the factors referred to in Appendix “A” and incorporated into Article In addition to their regular duties, lead hands may direct activities, assist, be responsible for materials in process or act as leaders of other employees. The company may in its discretion discontinue an employee as a distinction between Lead Hand and and there will lead hand. An employee who ceases to be a provision for a Lead Hand lead hand shall return to their former clas- sification and rate that corresponds within their Zone in keeping with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the levels of Lead Handtheir senior- ity and qualifications. A separate definition lead hand shall receive forty cents per hour above their own rate or the highest rated wage group the employee leads, whichever is provided for "Student Labour Lead Hands"higher, or if their clas- sification and rate of pay are set out in Appendix the employee shall receive the Appendix rate. Upon ratification of When Management creates a new classification covered by this agreement, Management representatives will meet with the Plant Committee and advise them of the wage rate it has established for the new job classification. If the Plant Committee is not in agreement with the wage rate and the Committee and the plant Management cannot resolve the dif- ▇▇▇▇▇▇▇, then the Committee shall treat the matter as a griev- ance at Step No, of the grievance procedure by putting the grievance in writing within thirty (30) working days from the date upon which work in the new job classificationcommenced, or within thirty (30) working days from the date upon which Management met with the Plant Committee as above, whichever last occurs, and presenting it as provided at Step No. of the grievance procedure as such time. In the event that the Plant Committee and Plant Management agree upon a rate different from that established by the Company, or in the event that the matter proceeds to arbitration and the arbitrator makes an award different from that established by the Company, the new rate shall be retroactive to the date upon which work was per- formed pursuant to the new job classification. While any mat- ter hereunder is pending, the employees who may be assigned to the particularjobs in question shall nonetheless fully perform such jobs in the manner required by the Company. The above process shall also apply to a significant change in thejob duties or required skill, ability and knowledge of an exist- ing job. When the Company is considering the introduc- tion of new technology or equipment different from the exist- ing technology or equipment affecting members of the bargaining unit, the Union shall be notified ninety (90) calen- dar days in advance of the introduction of such change and kept up to date as developments arise. The Company agrees to provide for continuing consul- tation and co-operation with the Union with respect to the dis- placement and/or retraining of employees who are displaced as a result of the introduction of new technology or equipment. When any such change is introduced, the Company will assume the cost of on-the-job or other necessary training to afford bargaining unit employees who are affected and require (and who have had the basic knowledge and ability to be trained within a reasonable time frame) the opportunity to keep current Lead Hands with such technological change affecting their work. No job function, duties or responsibilities will be categorized according reclas- sified as non-bargaining unit functions, duties or responsibil- ities or be performed by or be transferred to non bargaining unit personnel, permanently as either a direct or indirect result of technological change without the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand to a Lead Hand or However it must be recognized that there may be some current Lead Hands who do not fit any written mutual agreement of the definitions of Lead Hand (not even parties. The company shall provide all employees with the current definition)nec- ▇▇▇▇▇▇ training to operate or repair any new or changed equip- ment, and will no longer receive the current Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe appropriate recognition through the job evaluation process. is also recognized that the Job Evaluation plan automatically awards a "1" under "Supervision" such training for skilled trades employees shall take place prior to all members recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” others how to do job and “tell” others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘Bargaining unitmembers assignedan Apprentice, are not eligible for a Lead Handrate in addition to regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, new or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:changed equipment becoming operational.

LEAD HANDS. It is agreed that there will be a distinction between Lead Hand 1's; 2's and 3's, and there will be a provision for a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the 3 levels of Lead Hand. A separate definition is provided for "Student AStudent Labour Lead Hands". Hands@. Upon ratification of this agreement, current Lead Hands will be categorized according to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand 1 @ 5% to a Lead Hand 2 @ 7% or 3 @ 10%. However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current 5% Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe provided the appropriate recognition through the job evaluation process. It is also recognized that the CUPE Job Evaluation plan automatically awards a "1A1" under "Supervision" ASupervision@ to all members - recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” Ashow@ others how to do his/her job and “tell” ▇▇▇▇▇@ others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘*Bargaining unitmembers assignedan unit members assigned an Apprentice, are not eligible for a Lead Handrate Hand rate in addition to his/her regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:.

LEAD HANDS. It is agreed that there will be a distinction between Lead Hand 1's; 2's and 3's, and there will be a provision for a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the 3 levels of Lead Hand. A separate definition is provided for "“Student Labour Lead Hands"”. Upon ratification of this agreement, current Lead Hands will be categorized according to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand 1 @ 5% to a Lead Hand 2 @ 7% or 3 @ 10%. However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current 5% Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe provided the appropriate recognition through the job evaluation process. It is also recognized that the CUPE Job Evaluation plan automatically awards a "“1" ” under "“Supervision" ” to all members - recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” others how to do his/her job and “tell” others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘Bargaining unitmembers assignedan Apprentice, are not eligible for a Lead Handrate in addition to regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:.

LEAD HANDS. It is agreed that there will be a distinction between Lead Hand 2's and and there will be a provision for a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the levels of Lead Hand. A separate definition is provided for "'Student Labour Lead Hands". Upon ratification of this agreement, current Lead Hands will be categorized according to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand to a Lead Hand or However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe provided the appropriate recognition recognilion through the job evaluation process. It is also recognized that the Job Evaluation plan automatically awards a "1" under "Supervision" to all members recognizing that in every job there is an expectation that the employee at any given time, will be expected to “"show” ' others how to do job and “'tell” ' others how to lo complete a task etc. With this in mind, simply answering a question for another bargaining unit member; partpad-time employee; student employee, . will not necessarily result in a Lead Hand designation. ‘'Bargaining unitmembers assignedan unit members an Apprentice, are not eligible for a Lead Handrate Hand rate in addition to regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to lo change based on the operational requirements of the department. Definition of “"functional guidance’’ Directs " a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:

LEAD HANDS. The Company may require an to per- form duties normally thought of as ”Lead Hand” duties. The purpose of these duties will be to assist supervisory personnel in the effective and efficient utilization of and/or materials as well as human resources. It is agreed that there will be a distinction between Lead Hand and and there will be a provision for a Lead Hand rate has no authority to administer discipline. Should the Plant Committee feel that corresponds with the varying level of responsibility. The following definitions clearly outline what Lead Hand has abused his responsibil- ities, the expectations of an individual Plant Chairperson shall point these abus- es out to the Manager, Human Resources and if, upon further investigation, the allegations are sub- stantiated, the Lead Hand will be in each cautioned. If a Lead Hand receives two such cautions within a twelve (12) month period, shall be relieved of duties for the levels of Lead Hand. A separate definition is provided for "Student Labour Lead Hands". Upon ratification duration of this agreement. To ensure that all employees have an opportunityto apply for Lead Hand status, current vacancies shall be posted in accordance with article of the Collective Agreement. However, it is recognized that “Lead Hands will be categorized according Hand” is not a separate classification. An employee appointed to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand to a Lead Hand or However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions position of Lead Hand (not even will receive and additional per hour while is performing Lead Hand duties. The Company will recognize and post for the current definition), and new classification of “Line Leader” that will no longer receive replace the current Lead Hand rate. In those cases, designation in the work Operator classification and which will perform the duties pre- viously performed by the employee Lead Hand. The purpose of these duties will have been outlined be to assist supervisory person- nel in the job evaluation questionnaire, effective and providedthe appropriate recognition through efficient utilization of machines and/or materials as well as human resources. It is agreed that a Line Leader has no authority to administer discipline. Should the job evaluation process. is also recognized Plant Committee feel that the Job Evaluation plan automatically awards a "1" under "Supervision" Line Leader has abused his the Plant Chairperson shall point these abuses out to all members recognizing that in every job there is an expectation that the employee at any given timeManager, Human Resources and if, upon further investigation, the allegations are substantiated, the Line Leader will be expected to “show” others how to do job and “tell” others how to complete cautioned. If a task etcLine Leader receives two such cautions within a twelve (12) month period, shall be removed from the classification. With this in mind, simply answering a question The wage rate for another bargaining unit member; part-time employee; student employee, the position of Line Leader will not necessarily result in a Lead Hand designation. ‘Bargaining unitmembers assignedan Apprentice, are not eligible for a Lead Handrate in addition to regular hourly be set at over the rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:Operator.

LEAD HANDS. It is agreed that there will be a distinction between Lead Hand 1's; 2's and 3's, and there will be a provision for a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the 3 levels of Lead Hand. A separate definition is provided for "“Student Labour Lead Hands"”. Upon ratification of this agreement, current Lead Hands will be categorized according to the work they currently do and/or are expected to do. In some cases, a current Lead Hand may move from a Lead Hand 1 @ 5% to a Lead Hand 2 @ 7% or 3 @ 10%. However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current 5% Lead Hand rate. In those cases, the work performed by the employee will have been outlined in the job evaluation questionnaire, and providedthe provided the appropriate recognition through the job evaluation process. It is also recognized that the CUPE Job Evaluation plan automatically awards a "“1" under "“Supervision" ” to all members - recognizing that in every job there is an expectation that the employee at any given time, will be expected to “show” others how to do his/her job and “tell” others how to complete a task etc. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, will not necessarily result in a Lead Hand designation. ‘*Bargaining unitmembers assignedan unit members assigned an Apprentice, are not eligible for a Lead Handrate Hand rate in addition to his/her regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department. Definition of “functional guidance’’ Directs a co-worker doing detailed work related to position, or serves as channel through which work is directed or checked, or assigns, checks and maintains the flow of work where procedures are standardized. A Lead Hand is an employee with all of the following duties and responsibilities:.