Common use of Utility Operator Clause in Contracts

Utility Operator. During 2016 contract bargaining the company and the Union had lengthy discussions on achieving a greater work life balance for the bargaining unit employees at Ventra Peterborough. As part of these discussions it was recognized by the company that reducing the need to mandate employees as much as possible would help achieve this goal and would also reduce the amount of employee absenteeism at the facility. As a result the company has agreed to post a new classification of Utility Operator in the skilled departments, including fork lift where extra coverage is required. The company and the Union will meet to determine the needs of departments requiring utility operators, and will agree to a minimal number to be maintained. A meeting will take place every 6 months to discuss the feasibility of increasing the utility operator’s needs over and above the minimal number agreed to by the parties. It is agreed that the purpose and role of the Utility Operator role is to add the flexibility required for the identified departments in order to mitigate the need for temporary transfers. When covering for absences, utility operators will not be moved to cover more than one position during a single work day, unless covering for an employee lateness or an employee leaving early. In the unlikely event that there is no need for the utility operator on a specific day within their assigned area, the company may assign other duties to the utility operator which may include production if nothing else is available. In the case of the above there will be no production employees bumped out for the reason of allocating additional duties to a utility operator. As this will be a newly developed position in the facility, the company will develop a standardized job description for the classification which may include flexible duties if not being utilized to cover for absences and vacation Employees posting into Utility Operator positions acknowledge up front that from time to time they may be required to change shifts for a short period of time. It is understood that U/O.s will have a home posted shift and any requirement to change shift will be asked for by seniority and if no volunteers, the junior on shift U/O will be required to change. The company has agreed that due to the nature of the new position, a premium rate will be implemented for the position. The Union has agreed that due to the ability of utility operators to move from departments and shifts, utility operators will be exempt from holding a union rep. Position, including Health and Safety as those positions are required shift and area specific. Although Utility operators are eligible to post for any full time vacancy, utility operators are not eligible to post for temporary posting, or back up positions in order to maintain the integrity of the Utility Operator responsibilities. The Parties agree that there will be a minimal of 1 (one) utility operator posted for PSPD and that posted position will be eligible to cover Driver/Picker and Production, it will not include Quality or Shipping. Covering production on a regular basis is restricted to PSPD only. In the event of a decrease in production where the Utility Operator classification will be reduced, such reductions will follow article 12. Either party may give 60 days notice of their intent to terminate the utility operator classification if it is deemed to be having a negative impact. If so the parties will immediately meet to attempt to resolve the outstanding issues and if they cannot be resolved the utility program will be terminated. For the purpose of overtime, and vacation entitlements utility operators will have entitlements in their respective classification, however overtime entitlements will be limited to only one position within the class L ▇▇▇▇▇ # 29 Benefit Claim Denial/ Delay The company will assist employees who are experiencing difficulties in having disability claims adjudicated in an expeditious manner. The company will ensure that the employer portion of the claim report is completed and sent to the carrier within two days of becoming aware of the employee filing the claim In the event that the claim adjudication is delayed due to incomplete or missing medical information, the company will contact the insurance company directly to enquire as to why there is a delay and will assist in forwarding requested information. It is understood that the company will only enquire about what information is required, IE, Diagnosis, prognosis, treatment etc. and will not be privy to any personal medical information of an employee. The company will advise the employee of what information may be lacking or that is needed to complete the adjudication process of the claim. If for any reason there is specific medical information being requested, it is understood that the company cannot participate in sharing or acknowledging such personal information. If an employee is not adverse to the company having any knowledge of medical information to assist in the adjudication of the claim, this will only be permitted by written consent on a form supplied by the company and signed by the employee. Any medical information that is agreed to be shared with the company will be strictly limited to what is required to assist in the claim only. L ▇▇▇▇▇ # 30 – Surveillance Cameras The company has agreed to discontinue the use of the cameras that were installed in the injection area over the Christmas shutdown. The company further recognizes that individual employee’s privacy in the workplace must be taken into consideration before any video surveillance is introduced, and alternatives to achieving the results of video monitoring will be reviewed. The Union will be provided with the locations of cameras currently in use It is agreed by the company in the event that video is required for a legitimate equipment monitoring or other issues that have been agreed to by the Union, the following will govern the use. - Video surveillance will not be directed to monitor employees - Video surveillance will not be used for the purpose of issuing discipline - Video surveillance will not be relied upon for the purpose of monitoring attendance, tardiness, or any other plant rule that could lead to discipline. - If there is an issue involving an employee that may need to be reviewed by looking at video, the Union Chairperson must be notified and will also view the video. - Any video to be reviewed will be authorized through the Human Resources Manager and/or the Plant Manager, and will only viewed by those directly involved in the investigation with mutual agreement of the Union. L ▇▇▇▇▇ #31 Overtime Mandates In implementing article 20.06 (a). The Company agrees that employees will not be mandated out of their department/ classification. Except for backup and/or utility as may be needed, as a means of avoiding the agreed upon triggers for the potential of implementing a weekend production shift as per letter agreement #27. It is further understood that the trigger for implementation will be recognition of the requirements to mandate employees in their regular classification/ department. Job Classification Assembly Department 1st Year 2nd Year 3rd Year Glue Line Operator 21.93 22.48 22.98 Production Worker 20.43 20.98 21.48 Janitor 20.43 20.98 21.48 Material Handler 20.43 20.98 21.48 PSPD Department Utility Operator 21.53 22.08 22.58 Picker 21.03 21.58 22.08 Production 20.43 20.98 21.48 Injection Moulding Department Utility Operator 25.48 26.03 26.53 Set-up 24.98 25.53 26.03 Grinder Operator 22.03 22.58 23.08 Material Handler/ ▇▇▇▇▇▇▇ Reach 22.00 22.55 23.05 Production Worker 20.43 20.98 21.48 Paint Department Utility Operator 25.48 26.03 26.53 Paint Set-up 24.98 25.53 26.03 Chemical Monitor 23.98 24.53 25.03 Paint Kitchen 22.98 23.53 24.03 Cart Maintenance 20.48 21.03 21.53 Production Worker 20.43 20.98 21.48 Material Handler 20.43 20.98 21.48 The Company and the Union agree that when a Chemical Monitor or a Paint Set Up employee reports earlier than 5:00 AM then those employees shall be paid 3 hours midnight shift premium. Relief Person Premium is 25¢ per hour above Regular Rate Lead-Hand Premium is $1.00 per hour above Regular Rate Utility Operator premium is 50¢ per hour above the highest wage within the group. J ob Classification (Continued) 1st Year 2nd Year 3rd Year S hipping & Receiving Department Utility Operator 22.53 23.08 23.58 Shipper/Receiver 22.03 22.58 23.08 Driver/Cleaner 21.03 21.58 22.08 Material Handler 20.43 20.98 21.48 Lab Technician 22.78 23.33 23.83 Quality Auditor 22.28 22.83 23.33 Q.A. Technical Assistant 22.28 22.83 23.33 Relief Person Premium is 25¢ per hour above Regular Rate Lead-Hand Premium is $1.00 per hour above Regular Rate Electrician/Electronic 30.78 31.33 31.83 Machine Repair/Millwright 30.78 31.33 31.83 Mouldmaker/Tool & Die Maker 30.78 31.33 31.83 It is agreed that Tool and Die Maker shall also mean Mouldmaker and as such the Company may hire either a Mouldmaker or a Tool and Die Maker at the discretion of the Company. Lead-Hand Premium is $1.00 per hour above Regular Rate J ob Classification - Office Union 1st Year 2nd Year 3rd Year Computer System Analyst 24.88 25.43 25.93 Material Control Clerk 21.03 21.58 22.08 Maintenance Control Clerk 21.03 21.58 22.08 Maintenance Planning Clerk 21.03 21.58 22.08 Maintenance Stores Clerk 21.03 21.58 22.08 Payroll & Benefit Clerk 21.03 21.58 22.08 Accounts Payable Clerk 21.03 21.58 22.08 Secretary 21.03 21.58 22.08 Purchasing Clerk 21.03 21.58 22.08 Inventory Control Clerk 21.03 21.58 22.08 Shipping/Receiving Clerk 21.03 21.58 22.08 Data Entry Clerk 21.03 21.58 22.08 Receptionist 21.03 21.58 22.08 Floater 21.03 21.58 22.08

Utility Operator. During 2016 contract bargaining the company and the Union had lengthy discussions on achieving a greater work life balance for the bargaining unit employees at Ventra Peterborough. As part of these discussions it was recognized by the company that reducing the need to mandate employees as much as possible would help achieve this goal and would also reduce the amount of employee absenteeism at the facility. As a result the company has agreed to post a new classification of Utility Operator in the skilled departments, including fork lift where extra coverage is required. The company and the Union will meet to determine the needs of departments requiring utility operators, and will agree to a minimal number to be maintained. A meeting will take place every 6 months to discuss the feasibility of increasing the utility operator’s needs over and above the minimal number agreed to by the parties. It is agreed that the purpose and role of the Utility Operator role is to add the flexibility required for the identified departments in order to mitigate the need for temporary transfers. When covering for absences, utility operators will not be moved to cover more than one position during a single work day, unless covering for an employee lateness or an employee leaving early. In the unlikely event that there is no need for the utility operator on a specific day within their assigned area, the company may assign other duties to the utility operator which may include production if nothing else is available. In the case of the above there will be no production employees bumped out for the reason of allocating additional duties to a utility operator. As this will be a newly developed position in the facility, the company will develop a standardized job description for the classification which may include flexible duties if not being utilized to cover for absences and vacation Employees posting into Utility Operator positions acknowledge up front that from time to time they may be required to change shifts for a short period of time. It is understood that U/O.s will have a home posted shift and any requirement to change shift will be asked for by seniority and if no volunteers, the junior on shift U/O will be required to change. The company has agreed that due to the nature of the new position, a premium rate will be implemented for the position. The Union has agreed that due to the ability of utility operators to move from departments and shifts, utility operators will be exempt from holding a union rep. Position, including Health and Safety as those positions are required shift and area specific. Although Utility operators are eligible to post for any full time vacancy, utility operators are not eligible to post for temporary posting, or back up positions in order to maintain the integrity of the Utility Operator responsibilities. The Parties agree that there will be a minimal of 1 (one) utility operator posted for PSPD and that posted position will be eligible to cover Driver/Picker and Production, it will not include Quality or Shipping. Covering production on a regular basis is restricted to PSPD only. In the event of a decrease in production where the Utility Operator classification will be reduced, such reductions will follow article 12. Either party may give 60 days notice of their intent to terminate the utility operator classification if it is deemed to be having a negative impact. If so the parties will immediately meet to attempt to resolve the outstanding issues and if they cannot be resolved the utility program will be terminated. For the purpose of overtime, and vacation entitlements utility operators will have entitlements in their respective classification, however overtime entitlements will be limited to only one position within the class L ▇▇▇▇▇ # 29 Benefit Claim Denial/ Delay The company will assist employees who are experiencing difficulties in having disability claims adjudicated in an expeditious manner. The company will ensure that the employer portion of the claim report is completed and sent to the carrier within two days of becoming aware of the employee filing the claim In the event that the claim adjudication is delayed due to incomplete or missing medical information, the company will contact the insurance company directly to enquire as to why there is a delay and will assist in forwarding requested information. It is understood that the company will only enquire about what information is required, IE, Diagnosis, prognosis, treatment etc. and will not be privy to any personal medical information of an employee. The company will advise the employee of what information may be lacking or that is needed to complete the adjudication process of the claim. If for any reason there is specific medical information being requested, it is understood that the company cannot participate in sharing or acknowledging such personal information. If an employee is not adverse to the company having any knowledge of medical information to assist in the adjudication of the claim, this will only be permitted by written consent on a form supplied by the company and signed by the employee. Any medical information that is agreed to be shared with the company will be strictly limited to what is required to assist in the claim only. L ▇▇▇▇▇ # 30 – Surveillance Cameras The company has agreed to discontinue the use of the cameras that were installed in the injection area over the Christmas shutdown. The company further recognizes that individual employee’s privacy in the workplace must be taken into consideration before any video surveillance is introduced, and alternatives to achieving the results of video monitoring will be reviewed. The Union will be provided with the locations of cameras currently in use It is agreed by the company in the event that video is required for a legitimate equipment monitoring or other issues that have been agreed to by the Union, the following will govern the use. - Video surveillance will not be directed to monitor employees - Video surveillance will not be used for the purpose of issuing discipline - Video surveillance will not be relied upon for the purpose of monitoring attendance, tardiness, or any other plant rule that could lead to discipline. - If there is an issue involving an employee that may need to be reviewed by looking at video, the Union Chairperson must be notified and will also view the video. - Any video to be reviewed will be authorized through the Human Resources Manager and/or the Plant Manager, and will only viewed by those directly involved in the investigation with mutual agreement of the Union. L ▇▇▇▇▇ #31 Overtime Mandates In implementing article 20.06 (a). The Company agrees that employees will not be mandated out of their department/ classification. Except for backup and/or utility as may be needed, as a means of avoiding the agreed upon triggers for the potential of implementing a weekend production shift as per letter agreement #27. It is further understood that the trigger for implementation will be recognition of the requirements to mandate employees in their regular classification/ department. Job Classification Assembly Department 1st Year 2nd Year 3rd Year Glue Line Operator 21.93 22.48 22.98 Production Worker 20.43 20.98 21.48 Janitor 20.43 20.98 21.48 Material Handler 20.43 20.98 21.48 PSPD Department Utility Operator 21.53 22.08 22.58 Picker 21.03 21.58 22.08 Production 20.43 20.98 21.48 Injection Moulding Department Utility Operator 25.48 26.03 26.53 Set-up 24.98 25.53 26.03 Grinder Operator 22.03 22.58 23.08 Material Handler/ ▇▇▇▇▇▇▇ Reach 22.00 22.55 23.05 Production Worker 20.43 20.98 21.48 Paint Department Utility Operator 25.48 26.03 26.53 Paint Set-up 24.98 25.53 26.03 Chemical Monitor 23.98 24.53 25.03 Paint Kitchen 22.98 23.53 24.03 Cart Maintenance 20.48 21.03 21.53 Production Worker 20.43 20.98 21.48 Material Handler 20.43 20.98 21.48 The Company and the Union agree that when a Chemical Monitor or a Paint Set Up employee reports earlier than 5:00 AM then those employees shall be paid 3 hours midnight shift premium. Relief Person Premium is 25¢ per hour above Regular Rate Lead-Hand Premium is $1.00 per hour above Regular Rate Utility Operator premium is 50¢ per hour above the highest wage within the group. J ob Classification (Continued) 1st Year 2nd Year 3rd Year S hipping & Receiving Department Utility Operator 22.53 23.08 23.58 Shipper/Receiver 22.03 22.58 23.08 Driver/Cleaner 21.03 21.58 22.08 Material Handler 20.43 20.98 21.48 Lab Technician 22.78 23.33 23.83 Quality Auditor 22.28 22.83 23.33 Q.A. Technical Assistant 22.28 22.83 23.33 Relief Person Premium is 25¢ per hour above Regular Rate Lead-Hand Premium is $1.00 per hour above Regular Rate Electrician/Electronic 30.78 31.33 31.83 Machine Repair/Millwright 30.78 31.33 31.83 Mouldmaker/Tool & Die Maker 30.78 31.33 31.83 It is agreed that Tool and Die Maker shall also mean Mouldmaker and as such the Company may hire either a Mouldmaker or a Tool and Die Maker at the discretion of the Company. Lead-Hand Premium is $1.00 per hour above Regular Rate J ob Classification - Office Union 1st Year 2nd Year 3rd Year Computer System Analyst 24.88 25.43 25.93 Material Control Clerk 21.03 21.58 22.08 Maintenance Control Clerk 21.03 21.58 22.08 Maintenance Planning Clerk 21.03 21.58 22.08 Maintenance Stores Clerk 21.03 21.58 22.08 Payroll & Benefit Clerk 21.03 21.58 22.08 Accounts Payable Clerk 21.03 21.58 22.08 Secretary 21.03 21.58 22.08 Purchasing Clerk 21.03 21.58 22.08 Inventory Control Clerk 21.03 21.58 22.08 Shipping/Receiving Clerk 21.03 21.58 22.08 Data Entry Clerk 21.03 21.58 22.08 Receptionist 21.03 21.58 22.08 Floater 21.03 21.58 22.08.