Common use of OCCUPATIONAL CLASSIFICATIONS Clause in Contracts

OCCUPATIONAL CLASSIFICATIONS. 26.1 The occupation classifications, wage/salary and progression schedules, are set out at the end of this Article. When it is necessary to revise or add to this schedule the following procedure will apply. i. The Company will establish the title and rate for the revised or new classifications and will advise the Union of the facts and the reasons for the value of the classification, ten working days before it is implemented. ii. Should the Union wish to object, the Company and the Union will attempt to reach an agreement. iii. Should it still be necessary, the Company and the Union may take such disagreement to an Arbitrator in accordance with provisions of Article 28 of this Agreement. iv. In reaching its decision on the value of the revised or new classification the Arbitrator will be limited to evaluating the classification in relationship to the value of existing classifications in this Agreement. 26.2 A new employee will be hired at no less than the minimum rate for the occupational classification for which they are hired and will be advanced in accordance with the progression and rates set out in the schedule provided they are performing satisfactorily. Progression will be delayed by any layoff equal to the duration of the layoff. Employees may be advanced more quickly than the time progression schedule requires. In cases where the employee is not paid the scheduled rate, this may be a subject for the grievance and arbitration procedures. 26.3 A member who is hired into a different classification or a different level will be treated the same as a new employee except their rate will not be below their current rate provided it does not exceed the maximum rate of the new classification or grade. Such pay level shall be deemed to have been achieved by time in the new classification. 26.4 The Wage/Salary levels assigned to the positions have been determined by the recognition of the "needs of the business" and the "value of current work". It is recognized that classification/position evaluations are not static and will be reviewed periodically with respect to changing conditions. 26.5 A Performance Evaluation will be completed annually and reviewed with each member. It will serve as a basis of mutual understanding between management and the member and will indicate to the member what they are expected to accomplish and how they are being measured. During this evaluation the following points will be discussed, as a minimum: i. Review the member's performance of the past year. ii. Review what is required of them in the coming year. iii. Review the requirements to achieve a merit increase in the coming year, if any. iv. Review requirement/desires and set goals for completion. 26.6 A mid-year performance evaluation follow-up will be held with a member upon request. 26.7 Occupational Classification and Wage Schedule for Production/Hourly Employees Occupational Classification Level FOR THE YEAR 1 – DECEMBER 31ST, 2017 (2% Increase) FOR THE YEAR 2 – JANUARY 6TH, 2019 (2% Increase) FOR THE YEAR 3 – JANUARY 5TH, 2020 (2% Increase) Occupational Classification Level FOR THE YEAR 1 – JANUARY 14th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 2 – DECEMBER 30th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 3 – DECEMBER 29TH, 2019 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max

OCCUPATIONAL CLASSIFICATIONS. 26.1 3:01 The occupation classificationsbrief descriptions listed in Appendix “A” are intended to illustrate the general terms under which positions are classified in this Agreement. In each instance, wage/salary a classification is based on procedures, duties and progression schedules, are set out responsibilities specified in the job description in effect at the end of time this ArticleAgreement was negotiated. When it The Employer reserves the right to assign duties and responsibilities and to alter job descriptions but is necessary required to revise or add to this schedule the following procedure will apply. i. The Company will establish the title and rate for the revised or new classifications and will advise the Union of the facts and the reasons for negotiate the value of any material change in job content during the classification, ten working days before it is implemented. ii. Should the Union wish to object, the Company and the Union will attempt to reach an agreement. iii. Should it still be necessary, the Company and the Union may take such disagreement to an Arbitrator in accordance with provisions of Article 28 term of this Agreement. iva) In the event that the Employer creates a new classification, or alters an existing classification, the job description and wage rate for such classification shall be established by the Employer with notification to the Union and affected employees. In reaching its decision on Written notice of objection must be given to the value Employer by the Union within thirty (30) calendar days after the notification above or such classification and wage rates shall be considered approved and shall form part of the revised or new classification the Arbitrator will be limited to evaluating the classification in relationship to the value of existing classifications in this Agreement. 26.2 A new employee will be hired at no less than b) Where the minimum Union objects to the wage rate for a new or altered classification established by the occupational classification for which they are hired and will be advanced in accordance with Employer, negotiations or the progression and rates Arbitration Procedure set out in Article 20 must be utilized to resolve the schedule provided they are performing satisfactorily. Progression will difference within sixty (60) calendar days following the Employer notifying the Union in a) above. c) Any dispute as to whether a classification falls within the bargaining unit shall be delayed by any layoff equal referred to the duration of the layoff. Employees may be advanced more quickly than the time progression schedule requires. In cases where the employee is not paid the scheduled rate, this may be a subject Manitoba Labour Board for the grievance and arbitration proceduresdetermination. 26.3 A member who is hired into d) Where an employee believes that there has been a different classification material or a different level will be treated the same as a new employee except their rate will not be below their current rate provided it does not exceed the maximum rate of the new classification or grade. Such pay level substantial change in her job content since she was last classified, she shall be deemed entitled to have been achieved by time in the new request a review of her classification. 26.4 e) The Wage/Salary levels assigned Employer will examine the duties of the employee, compare them with the job description and give a decision as to the positions have been determined by the recognition validity of the "needs of the business" and the "value of current work". It is recognized that classification/position evaluations are not static and will be reviewed periodically with respect to changing conditions. 26.5 A Performance Evaluation will be completed annually and reviewed with each member. It will serve as a basis of mutual understanding between management and the member and will indicate to the member what they are expected to accomplish and how they are being measured. During this evaluation the following points will be discussed, as a minimum: i. Review the member's performance of the past year. ii. Review what is required of them in the coming year. iii. Review the requirements to achieve a merit increase in the coming year, if any. iv. Review requirement/desires and set goals for completion. 26.6 A mid-year performance evaluation follow-up will be held with a member upon request. 26.7 Occupational Classification f) If the decision in (e) is not satisfactory to the employee, she may treat this request for change in classification as a grievance as defined in Article 19. g) A revision to an existing job description to reflect more accurately the job content of any classification shall not necessarily constitute evidence of a substantial change in job content. 3:03 The Employer agrees to provide the Union with a current copy of job descriptions for all classifications for which the Union is the certified bargaining agent within one hundred and Wage Schedule for Production/Hourly Employees Occupational Classification Level FOR THE YEAR 1 – DECEMBER 31ST, 2017 twenty (2% Increase120) FOR THE YEAR 2 – JANUARY 6TH, 2019 days of the signing of the collective agreement. The Employer further agrees to provide the Union and the affected employee(s) with copies of any subsequent amendments to these job descriptions within sixty (2% Increase60) FOR THE YEAR 3 – JANUARY 5TH, 2020 (2% Increase) Occupational Classification Level FOR THE YEAR 1 – JANUARY 14th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 2 – DECEMBER 30th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 3 – DECEMBER 29TH, 2019 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Maxdays following their revision.

OCCUPATIONAL CLASSIFICATIONS. 26.1 The occupation classifications, wage/salary and progression schedules, classifications covered by this Collective Agreement are those set out at by the end Manitoba Labour Board and as listed in Schedule A. 3:01 In the event that the Employer establishes or proposes to establish a new classification, or if there is a substantial change in the job content or qualifications of this Article. When it is necessary to revise an existing classification, and providing that the new or add to this schedule revised classification falls within the following procedure will applybargaining unit, the Union shall receive a copy of the job description and accompanying salary range. i. The Company will establish the title and rate for the revised or new classifications and will advise 3:02 Unless the Union of the facts and the reasons for the value of the classification, ten working objects in writing within thirty (30) days before it is implemented. ii. Should the Union wish to objectfollowing such notification, the Company classification and the Union will attempt to reach an agreement. iii. Should it still be necessary, the Company salary range shall become established and the Union may take such disagreement to an Arbitrator in accordance with provisions form part of Article 28 Schedule “A” of this Agreement. iv3:03 If the Union files written objection, then the parties shall commence negotiations and attempt to reach agreement as to an appropriate salary range. In reaching its Failing agreement, the matter may be referred to arbitration in accordance with Article 21 - Arbitration. 3:04 If the salary range of a revised classification is adjusted by means of negotiation or otherwise, retroactivity for such adjustment shall be no later than the date the re-classification request was submitted. Such request shall be submitted in writing. 3:05 An employee shall have the right to request a review of her classification if she feels she has been improperly classified, or if she feels that the duties of the job have changed substantially. 3:06 The Employer will examine the duties of the employee and give a decision on as to the validity of the request. 3:07 If the decision given is not satisfactory to the employee, she may then treat the request for change in classification as a grievance as laid out in Article 20. 3:08 The Employer reserves the right to assign duties and responsibilities, and to alter job descriptions, but is required to negotiate the value of any material change in job content during the revised or new classification the Arbitrator will be limited to evaluating the classification in relationship to the value term of existing classifications in this Agreement. 26.2 A new employee will be hired at no less than 3:09 The Employer agrees to provide the minimum rate Union with a current copy of job descriptions for the occupational classification all classifications for which they are hired and will be advanced in accordance with the progression and rates set out in Union is the schedule provided they are performing satisfactorily. Progression will be delayed by any layoff equal to the duration certified bargaining agent within sixty (60) days of the layoff. Employees may be advanced more quickly than signing of the time progression schedule requires. In cases where the employee is not paid the scheduled rate, this may be a subject for the grievance and arbitration proceduresCollective Agreement. 26.3 A member who is hired into a different classification or a different level will be treated 3:10 The Employer further agrees to provide the same as a new employee except their rate will not be below their current rate provided it does not exceed the maximum rate of the new classification or grade. Such pay level shall be deemed to have been achieved by time in the new classification. 26.4 The Wage/Salary levels assigned to the positions have been determined by the recognition of the "needs of the business" Union and the "value affected employee(s) with copies of current work". It is recognized that classification/position evaluations are not static and will be reviewed periodically with respect any subsequent amendments to changing conditionsthese job descriptions within thirty (30) days following their revision. 26.5 A Performance Evaluation will be completed annually and reviewed with each member. It will serve as a basis of mutual understanding between management and the member and will indicate to the member what they are expected to accomplish and how they are being measured. During this evaluation the following points will be discussed, as a minimum: i. Review the member's performance of the past year. ii. Review what is required of them in the coming year. iii. Review the requirements to achieve a merit increase in the coming year, if any. iv. Review requirement/desires and set goals for completion. 26.6 A mid-year performance evaluation follow-up will be held with a member upon request. 26.7 Occupational Classification and Wage Schedule for Production/Hourly Employees Occupational Classification Level FOR THE YEAR 1 – DECEMBER 31ST, 2017 (2% Increase) FOR THE YEAR 2 – JANUARY 6TH, 2019 (2% Increase) FOR THE YEAR 3 – JANUARY 5TH, 2020 (2% Increase) Occupational Classification Level FOR THE YEAR 1 – JANUARY 14th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 2 – DECEMBER 30th, 2018 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max FOR THE YEAR 3 – DECEMBER 29TH, 2019 (2% Increase) Level Min 12 Mos 24 Mos 36 Mos 48 Mos Max