COLLECTIVE AGREEMENT
between
PRUDENTIAL STEEL LTD. and
or their successors and/or their
assigns, hereinafter called the
"Company", OF THE FIRST PART
and
UNITED STEELWORKERS OF AMERICA
LOCAL 7226
hereinafter called the "Union",
OF THE SECOND PART
EFFECTIVE:
From January 1, 2001
To December 31, 2003
T A B L E O F C O N T E N T S
Article Page
1 Purpose of Agreement 1
2 Union Recognition 1
2.04 Contracting out 1
3 No Discrimination 2
4 Management 2
5 Union Security 3
6 Grievances 3
7 Arbitration 5
8 Discharge and Disciplinary Procedure 6
9 Seniority 7
9.02 Probationary Period 7
9.03 Seniority Retention and Accumulation 8
9.04 Loss of Seniority 8
9.05 Seniority List 9
9.06 Transfer to Jobs Outside of Bargaining Unit 9
9.07 Job Postings 10
9.09 Recall Procedure 12
9.10 Temporary Transfer 12
9.11 Lines of Progression 13
10 Lay-off 13
10.01 Lay-off Status Defined 13
10.02 Lay-off Notice 13
11 Leave of Absence 15
11.04 Leave to Attend Union Business 15
11.05 Leave for Union Employment 15
11.06 Failure to Return from Leave 16
12 Safety and Health 16
13 Handicapped Employees 17
14 Union Representatives 18
15 Established Practices 18
16 Bulletin Boards 18
17 Committeemen and Stewards 18
18 Hours of Work 19
18.01 Definition of Day and Work Day 19
18.02 Purpose of Defining Work Day and Work Week 19
18.03 Definition of Work Week 19
18.04 Shift and Work Schedules 19
18.05 Definition of Shifts 20
18.06 Shift Premiums 20
18.07 Lunch Periods 20
19 Overtime 20
19.02 Hours Worked in Excess 20
19.03 Hours Worked on Saturday 21
19.04 Hours Worked on Sunday 21
19.05 Exceptions to Daily Overtime 21
19.06 Lunch Periods 21
19.07 Overtime Lunches 21
19.08 Notice of Overtime 22
20 Statutory Holidays 23
20.02 Holiday Pay Allowance 23
20.03 Pay for Work on Holidays 24
21 Wages 24
21.03 Standard Hourly Wage Scale 25
21.09 Out of Line Differentials 27
21.17 Temporary Transfer 28
21.18 Trade or Craft and Assigned Maintenance Convention 28
21.19 Incentives 28
21.20 General 29
21.22 Leave of Absence for Union C.W.S. Committee 29
21.23 Pay Days 29
21.24 Reporting Pay 29
21.25 Call Out Pay 30
21.26 Pay for Jury Service 30
21.27 Pay on Day of Injury 30
21.28 Bereavement Pay 30
21.29 Elimination of Bargaining Unit Jobs 31
22 Vacations 31
22.01 Vacation Year 31
22.02 Length of Vacation 32
22.03 Vacation Pay 32
22.07 Vacation Schedules 35
22.08 Christmas Shutdown 36
23 Insurance Benefit Program 36
23.01 Benefits 36
23.02 Pension Plan 36
24 Appendices 37
25 Copies of Agreement 38
25.02 Letters of Understanding and Agreement 38
26 Duration of Agreement 38
Appendices Page
Appendix (A) Cooperative Wage Study 40
Appendix (B) Learner Period Classification Analysis 40
Appendix (C) Schedule of Classifications 41
Appendix (D) Hours of Work Schedule 44
Appendix (E) Insurance Benefit Program 49
Appendix (F) Tradesmen's Tools 61
Appendix (G) Protective Clothing 61
Appendix (H) Lockers 62
Xxxxxxxx (X) Xxxxxxx Xxxx 00
Xxxxxxxx (X) Lines of Progression 67
Appendix (K) Supplementary Unemployment Benefit 71
Letters of Understanding
Initiation Fee 89
Pay for Union Business 90
Education Fund 91
Day Shift for Union President 92
Humanities Fund 93
Steelworkers' Savings Plan 94
Severance Adjustment Allowance 95
Group Leader Positions 97
Crew Movement - Oil Country 99
Safety Equipment Trust Fund 102
Safety Monitoring 104
Apprentice Training Agreement 105
Employee Empowerment 122
Shift Leaders 125
Profit Sharing 126
Post Retirement Benefit Fund 127
Premium Threading 128
ARTICLE 1 - PURPOSE OF AGREEMENT
1.01 Whereas the parties agree that it is mutually beneficial and desirable to
arrange and maintain fair and equitable earnings, labour standards, wage
rates and working conditions to obtain efficient operations, to protect the
safety and health of employees and to provide machinery for the adjustment
of disputes which may arise between the parties hereto. THEREFORE, the
Company and the Union agree as follows:
ARTICLE 2 - UNION RECOGNITION
2.01 The Company recognizes the Union as a sole and exclusive bargaining agent
for: all employees of the Company at its Calgary operations excepting
office, clerical and technical staff, plant security officers, office
janitors, foremen and supervisors with authority to hire and/or fire.
2.02 The terms and conditions set forth in this Agreement shall have full force
and effect for all employees in the Bargaining Unit, as described in
Article 2.01.
2.03 (a) Persons whose regular jobs are not in the Bargaining Unit shall not
work on any jobs which are included in the Bargaining Unit except for the
purposes of instructions, experimenting, in emergencies when Bargaining
Unit employees are not available.
(b) Emergencies when Bargaining Unit employees are not available, shall be
meant to include manpower shortages due to lateness and
unauthorized absenteeism. The Company will make every effort to place a
suitable Bargaining Unit employee in that position as soon as possible.
Contracting Out
2.04 (a) Whenever practicable, the Company will not contract out work normally
performed by members of the Bargaining Unit for which qualified employees
are available.
(b) In the application of Article 2.04 (a), the Company and the Union
recognize the need to work toward the efficient utilization of Bargaining
Unit employees so as to minimize the requirement to contract out work and
as such the following has been agreed to: A Contracting Out Committee will
be established, consisting of up to three (3) representatives of the
Company and three (3) representatives appointed by the Union. This
Committee shall meet on the 2nd Tuesday of January, April, June and
September, or as may be mutually agreed. All information will be disclosed
by the Company to enable this Committee to make the necessary
recommendations as to which work will be contracted out and which work will
be performed by Bargaining Unit employees. Any and all information supplied
shall be kept in the strictest confidence. Where agreement cannot be
reached by this Committee the Union may file a grievance of a general
nature at Step 3 of the Grievance Procedure.
(c) When the Company feels it is necessary because of equipment, knowledge,
skill or time considerations to have other companies perform such work, it
shall be in accordance with, and subject to, conditions set out in Article
2.04 (a) and (b).
ARTICLE 3 - NO DISCRIMINATION OR HARASSMENT
3.01 The Company and the Union agree that there will be no discrimination
against any employee because of race, creed, colour, sex, national origin,
union membership or union activity, or any other grounds covered by
applicable legislation.
3.02 The Company and the Union agree there will be no harassment of an employee
for any reason.
ARTICLE 4 - MANAGEMENT
4.01 The Union recognizes that it is the function of Management to manage the
affairs of the business, and to direct the working forces of the Company
subject to the terms of this Agreement.
4.02 Such Management function shall be:
(a) To determine the products and schedules of production, the locations of
production, and the methods and sequence of manufacturing processes.
(b) To maintain discipline of employees including the right to make
reasonable rules and regulations, provided, however, that any dispute as to
the reasonableness of such rules and regulations or any dispute involving
claims of discrimination against any employee in the application of such
rules and regulations shall be subject to the grievance procedure of this
Agreement.
(c) To discharge, suspend or discipline employees for just and reasonable
cause, and also hire, transfer, promote, demote and to assign employees to
shifts with due regard to seniority in Article 9 of this contract.
4.03 The Company shall not direct the working forces in a discriminatory manner.
ARTICLE 5 - UNION SECURITY
5.01 Effective upon date of hiring, all employees within the Collective
Bargaining Unit covered by the Agreement shall become members and maintain
membership in the Union, as a condition of employment.
5.02 The Company shall deduct from the wages of each employee in the Bargaining
Unit, union dues, initiation fees and assessments in the amount certified
by the Union to the Company to be currently in effect according to the
Union constitution. The total amount so deducted with an itemized statement
of same, in duplicate, shall be forwarded to the Union prior to the end of
the month in which said deductions are made in the manner provided for in
Section 5.04 hereof.
5.03 Union members are to be supplied with union deduction totals for income tax
purposes. The Company agrees to show on employees T4 slips the total union
deductions for the previous taxation year.
5.04 Cheques shall be made payable to the United Steelworkers of America. Until
further notice from the Union, all cheques shall be forwarded to the United
Steelworkers of America at the following address:
INTERNATIONAL TREASURER
UNITED STEELWORKERS OF AMERICA
X.X. XXX 0000, XXXXXXX "X"
XXXXXXXXX, XXXXXXX XXXXXXXX
X0X 0X0
and made payable as aforesaid.
5.05 The Company agrees to have all present and future employees covered by this
Agreement, as a condition of continued employment, sign an agreement
authorizing the Company to implement the provisions of this Article, and
the Union agrees to indemnify the Company, and hold it harmless against any
claim which may arise in complying with the provisions of this Article.
ARTICLE 6 - GRIEVANCES
6.01 The purpose of this Article is to establish procedures for discussion,
processing and settlement of grievances, as defined in Section 6.02 of this
Article.
6.02 "Grievance" as used in this Agreement is a complaint or request involving
any matter relating to wages, hours or working conditions, including any
question of interpretation or application of, or compliance with, the
provisions of this Agreement, and shall only relate to or concern any
grievance which has arisen or arises subsequent to the date of this
Agreement.
6.03 Union Officers, Stewards and Committeemen, with the approval of their
immediate supervisor, shall be permitted to leave their jobs to investigate
and adjust grievances and to attend to their duties under this Agreement.
6.04 Any grievance must be presented within ten (10) working days of its
occurrence or otherwise it shall not be considered. In the case of a
grievance concerning wages, the ten (10) working day period shall date from
the date on which the employee receives his pay cheque.
6.05 The grievance committeeman with or without the aggrieved employee may Step
1 present the grievance to the employee's immediate salaried supervisor.
The supervisor shall make his reply verbally or in writing within two (2)
days of receipt of the grievance.
6.05 Should the grievance committeeman or the employee be dissatisfied with the
Step 2 Company disposition of such complaint or request, he may refer such
matter on a written form to management within three (3) further working
days. Management shall answer the grievance in writing within three (3)
working days or a time mutually agreed upon.
6.05 If no settlement is reached in Step Two (2), the grievance committee and
Step 3 representatives of management will meet within seven (7) working
days to discuss the complaint. The Union's representative may be in
attendance at this meeting. If the grievance is not then settled, then at
the request of either party to this Agreement the grievance may be referred
to arbitration. If notice of arbitration is not given within a further
twenty (20) calendar days, unless further time is mutually agreed upon, the
grievance will be deemed to have been settled.
6.06 The Union and the Company shall have the right to initiate a group
grievance or a grievance of a general nature, at Step Three (3) of the
grievance procedure.
6.07 If the Union does not advance a grievance from Step One (1) to Step Two
(2), or from Step Two (2) to Step Three (3) with-in the agreed time limit,
the grievance shall be considered withdrawn. Failure of the Company to
reply to the grievance at any step shall automatically advance the
grievance to the next step.
ARTICLE 7 - ARBITRATION
7.01 Whenever pursuant to the provisions of this Agreement a reference to
arbitration is involved, the Company or the Union shall, within twenty (20)
days following receipt of a decision in step (3) notify the other party, in
writing, of intent to arbitrate. This notice shall:
(a) state the matter at issue and in what respect the agreement has been
violated or misinterpreted by reference to the specific clause or clauses
relied upon. Notwithstanding the above, the board may take into
consideration all matters, clauses and evidence which in its opinion has a
bearing on the grievance or question referred to arbitration, and
(b) state the nature of the relief or remedy sought.
7.02 (a) Single Arbitrator
The Company and the Union agree that the following persons constitute the
panel of arbitrators from which will be selected a single arbitrator for
each grievance requiring arbitration under this Agreement:
1. Xxxxxx Xxxxx
2. Xxx Xxxxxxx
3. Xxxxx Xxxxxx
4. Xxxx Xxxxxxx
(b) Selection of Arbitrator
The method of selecting a single arbitrator shall be by rotation, starting
with the order of the names listed above. If the arbitrator so selected is
unable to act, then the arbitrator next on the list of names shall be
selected. Unless otherwise agreed to, a single arbitrator will be appointed
for each grievance or group grievance. No member of the panel of
arbitrators may be removed from the panel unless it is mutually agreed upon
by the Company and the Union. If a member of the panel is unable to
continue to act as an arbitrator, a new member may be appointed; the
appointment is to be mutually agreed upon by the Company and the Union.
7.03 At any stage of the grievance procedure including arbitration the confer
ring parties may have the assistance of the employee or employees concerned
and any necessary witnesses, and all reasonable arrangement will be made to
permit the conferring parties to have access to the plant and to view
disputed operations.
7.04 The arbitrator shall have power to deal with matters involving the
interpretation, application or alleged violation of this Agreement and
shall not rule on any other matter nor shall they have the right to alter,
amend, set aside, add to or delete from any one of the provisions herein
contained, nor to render any decision which is inconsistent with the
provisions of this Agreement or the Statutes of Alberta.
7.05 All time limits specified in Articles 6 and 7 shall be deemed to be
exclusive of Saturdays, Sundays and Company recognized holidays and may be
extended by mutual consent of the parties or by the Arbitrator.
7.06 Each of the parties concerned shall pay its own costs and the fees and
expenses of witnesses called by it and its representatives. The fees and
expenses of the Arbitrator, stenographic assistance and rents shall be
shared equally between the parties.
7.07 The parties agree to abide by the provisions of Articles 6 and 7 as the
only means of resolving any difference which may arise during the term of
this Agreement, and all employees shall continue to work as usual and the
Company shall continue its normal operating practices.
ARTICLE 8 - DISCHARGE AND DISCIPLINARY PROCEDURE
8.01 Management shall not take disciplinary action without first warning the
employee, unless the circumstances justify immediate suspension or
discharge. In the event of a claim that an employee has been discharged or
suspended unjustly or unreasonably, the grievance shall be filed at Step
Three(3)of the grievance procedure within five (5) working days.
8.02 (a) Warnings shall be given in writing to the employee and a copy shall be
sent by mail to the Union. The Company and the Union agree that
disciplinary penalties shall not be imposed unreasonably or unjustly. In
cases where justified penalties and warnings (excluding dismissals) have
been given to an employee, it is understood and agreed that if an employee
is not given a justified penalty and/or warning within a continuous period
of twelve (12) months, his employment record shall be cleared of any
deficiencies, and shall not be used against the employee thereafter.
(b) An employee who the Company intends to suspend shall be retained at or
returned to active work until any grievance contesting such suspension is
finally resolved through the grievance procedure.
8.03 If it is determined or agreed at any steps in the grievance procedure or
decided by an arbitrator that an employee has been disciplined or
discharged unjustly, the Management shall put him back on his job with no
loss of seniority, and they shall pay the employee the amount he would have
earned had he been working or by any other arrangement as to compensation,
which is just and equitable in the opinion of the parties or in the opinion
of the arbitrator if the matter is referred to such an arbitrator.
8.04 Any employee who is discharged, laid off or leaves of his own accord shall
be paid all wages due him on the pay day when such wages would normally be
due and payable, unless otherwise mutually agreed between the Company and
the Union.
8.05 No employee shall be subject to any disciplinary action by a xxxxxxx or
supervisor without having a Union representative present, where such action
is to be part of an employee's record.
8.06 The Union shall be immediately notified, in writing, as to reasons for the
dismissal of any member of the Bargaining Unit.
ARTICLE 9 - SENIORITY
9.01 (a) The parties recognize that job opportunity and seniority shall increase
in proportion to length of service. It is, therefore, agreed that in all
cases of vacancy, promotion, transfer, lay-off, termination and rehiring
after lay-off or termination, senior employees shall be entitled to
preference.
(b) In recognition, however, of the responsibility of Management for the
efficient operation of the plant, it is understood and agreed that in all
such cases, Management shall have the right to pass over any employee, if
it is able to establish with the employee and the Union, that he does not
have the ability or the physical fitness to perform the work with due
regard to Article 6 of this Agreement.
9.02 PROBATIONARY PERIOD - A new employee shall be on probation for a period of
six (6) calendar months. Upon completion of the probationary period, an
employee shall acquire seniority status, and shall be credited with service
from his original hiring date. A probationary employee laid off for lack of
work shall, if rehired within a twelve (12) month period, be credited with
time worked prior to lay-off as a probationary employee.
Article 6 shall not apply to probationary employees, except in cases
involving discrimination.
9.03 SENIORITY RETENTION AND ACCUMULATION - Seniority shall be retained and
shall accumulate during:
(a) absence from work due to an injury or sickness covered by the Workers'
Compensation Act until certified by the Compensation Board as being able to
return to work in the Bargaining Unit, subject to 9.04(f) below;
(b) authorized leave of absence;
(c) lay-off subject to Section 9.04(d);
(d) absence from work due to medically certified illness or injury, subject
to 9.04(f) below;
(e) while serving in the Armed Forces during period of national emergency;
(f) while serving in the Armed Force reserve for periods of up to one year.
9.04 LOSS OF SENIORITY - An employee shall lose his seniority standing and his
name shall be removed from all seniority lists for any one of the following
reasons:
(a) If an employee quits;
(b) If the employee is discharged for proper cause, and is not reinstated
in accordance with the provisions of this Agreement;
(c) If the employee is laid off and fails to notify the Company within five
(5) working days of his intention as to whether he intends to return to
work or not, after having been notified to do so by the Company by
registered mail to his last known address, and fails to return to work in
ten (10) working days after receipt of the registered notice, as stated
above; copy of such notice to be sent to the Union. Exceptions to this rule
will be extenuating circumstances.
It is the responsibility of laid off employees to keep the Company informed
of their addresses and telephone numbers.
(d) on the date on which the above registered letter has been returned to
the Company from the post office.
(e) If he has been on lay-off because of lack of work for a period equal to
his time of seniority or twenty-four (24) months, whichever is greater;
(f) employees who have ceased to receive Disability Benefits from either
the Workers Compensation Board or the Short or Long Term Disability
Benefits, under this Collective Agreement, and are unable to return to
active employment in the Company for medical reasons, or, who have
completed job retraining from the Worker's Compensation Board shall not
accumulate further seniority from the date of such discontinuation of
benefits. Employees who are not accumulating seniority under this article
shall not be eligible for further benefits under this Collective Agreement
(including pension and insurance benefit program) until such time as they
are medically fit to return to active employment in the Company.
9.05 SENIORITY LIST - The Company shall prepare a plant-wide seniority list and
present same to the Union within thirty (30) days of the signing of this
Agreement. Said lists shall commence with the employee with most seniority,
carry on downward to the employee with least seniority, and contain the
following information:
(a) employee's starting date;
(b) employee's name and clock number.
Additional revised lists will be furnished to the Union as requested from
time to time, and within ten (10) days of said request. The Union agrees
not to make such requests more frequently than once every two (2) months.
Seniority lists shall include all Bargaining Unit employees on the payroll
at the time such seniority list is prepared.
The Company shall also prepare a maintenance department seniority list that
shall include all tradesmen and apprentices, and the starting date on such
seniority list shall be the date upon which the employee enters the
maintenance department.
Employees having the same starting date, on either the plant-wide seniority
list or the maintenance department seniority list shall appear and receive
preference in alphabetical order.
9.06 TRANSFER TO JOBS OUTSIDE OF BARGAINING UNIT -
9.06(a) Employees who are transferred through the Bargaining Unit to any other
part of the Company's service shall hold and continue to accumulate
seniority in the Bargaining Unit for a period of twelve (12) months, during
which period the Company may elect to return the employee to his former
position in the Bargaining Unit, or the employee may opt to return to the
position he formerly held in the Bargaining Unit.
9.06(b) Article 9.06 (a) shall apply provided that:
1. They have completed their probationary period as regular employees in
the Bargaining Unit, and
2. They exercise their seniority rights or signify their intentions to do
so upon the termination of their jobs outside the Bargaining Unit.
3. They pay all dues accrued during the transfer period outside of the
Bargaining Unit.
4. All back dues will be calculated and paid to the Union through payroll
deduction by the Company.
9.07 JOB POSTING - When preferential jobs (jobs that are normally a one shift
operation), or jobs above Job Class 4 are available, the following
procedures will govern the assignment of employees to these jobs:
(a) Job vacancy notices will be posted, within five (5) working days, on
the bulletin board for three (3) full working days, but not longer than
four (4) working days. The job requirements and qualifications shall be
listed on the job vacancy notices.
The name of the successful bidder will be posted after three (3) days of
removal of notice from the bulletin board unless this time is extended by
mutual agreement.
(b) Applications will be made to the Management on a form supplied by the
Company.
(c) Any grievance concerning assignments made under job posting must be
filed within five (5) working days after the assignments are posted.
(d) Probationary employees shall be eligible to bid for posted job
vacancies, but the Company may assign such employees to any vacancies, if
the jobs cannot be filled by the bidding procedures.
(e) A job vacancy need not be posted a second time within thirty (30) days,
if there are enough suitable applicants from the first posting to fill the
vacancy or vacancies.
(f) An employee may apply for a lower paid job in any department, or for a
job at equal pay in a different department after four (4) working months in
his current job.
(g) If an employee has been a successful bidder under the job posting
provision, then he may be ruled ineligible during his next three (3)
working months for a job less than two (2) job classes higher than his
classification at the time.
(h) In cases of job vacancies not being posted, information will be
supplied to the Union upon request. Employees who are absent, while the job
is up, can have one of the Union executive committee members sign his name
and the member of the Union executive must place his initials against the
name of the employee. The absent employee must request this for each job
bid from one of the executive committee members.
(i) In the event that an employee selected for the job proves to be
unsuitable for the position, he shall revert to his former position and
status in accordance to seniority.
(j) In the event that a xxxxxxx wishes to discuss with an employee his
suitability for a posted job, the employee may be accompanied by a Union
committee member.
(k) The Company shall provide the Union with a list of jobs that each
employee has held, or is deemed to have held, under the job posting
provision. This list shall be updated bi-yearly.
(l) All requests by employees to be taken off a bid job must be in writing
and shall include an explanation for such request. Such requests shall not
be unreasonably denied.
(m) After five (5) days of holding a job bid, the successful bidder will
receive that rate of pay or his previous rate of pay, whichever is greater.
(n) The successful bidder must be on the job within ten (10) days of being
notified as the successful bidder.
(o) For tradesmen or apprentices bidding on a job posting, other than
Maintenance department job bids which shall be determined by Maintenance
department seniority, their plant seniority shall be the seniority used to
determine their eligibility on any such job vacancy.
(p) Employees requesting a transfer, in the same job classification,
between plants when one plant is on a two shift operation and the other
plant is on a three shift operation, shall be granted such transfer request
with due regard to seniority. An employee shall not make such request more
often than once every three months.
9.08 If a temporary shortage of work occurs for a period of five (5) working
days or less, employees affected shall have the option, upon the
commencement of their next regularly scheduled shift, of accepting the
lay-off or filling non-bid jobs in the labour pool, and retaining their
rates of pay.
(a) Filling non-bid jobs in the labour pool shall be subject to seniority
regulations in the bumping procedure.
9.09 RECALL PROCEDURE - In the case of recall of employees on lay-off status,
the following procedure shall apply:
(a) Senior employees who decline recall to work which they are informed is
temporary, and of limited duration, shall not thereby forfeit their
seniority. They shall not be eligible to displace junior employees during
the estimated period of employment for which they declined recall, and they
shall not be eligible for further temporary recall as above until they
notify the Manager, Human Resources of their subsequent availability for
work.
(b) The Union shall be supplied with a list of those employees who the
Company has been unable to contact, or who have refused, for a temporary
recall. The Company and the Union shall coordinate their efforts to contact
those employees.
9.10 TEMPORARY TRANSFER
(a) Temporary transfers can be made to jobs under this Collective Agreement
for a maximum of forty-five (45) calendar days to enable the Company to
meet operational requirements, or to hire and/or train employees and
pending assignments made under job posting providing that temporary
transfers will not be used to deny senior employees the right to fill jobs
under the job posting provision. Senior employees shall be entitled to the
right of refusal or acceptance of such temporary transfers.
(b) Temporary transfers of ten (10) working days or less can be made
without regard to seniority regulations in Article (a) above, but not on a
continuing basis. When there is a known vacancy, of one scheduled week or
more, senior employees will be used whenever possible. If the senior
employee is not used, he shall receive the higher of the two rates of pay.
(c) The Company shall maintain a list of all employees who are on temporary
transfer. Such list shall be made available for review by the Union at any
time.
(d) When an employee is off work due to illness or accident for more than
forty-five (45) days, his job will then be put up for temporary bid. Upon
returning from accident or illness, the individual will retain his job and
bump out the temporary bidder even if the temporary bidder is senior.
However, the temporary bidder shall hold recall rights to the position.
9.11 LINES OF PROGRESSION -
(a) The lines of progression shall be set forth in this Agreement, subject
to any subsequent changes agreed upon between the Company and the Union.
Such changes to be in writing and signed by both parties. Any new job
established in the line of progression shall become part of the line of
progression.
(b) General Terms
1. Plant seniority will be the seniority considered for applications for
bidding into a line of progression. To move up the line of progression, an
employee must have held the next lowest job listed in that line of
progression for a length of time, as defined in such line of progression.
2. Employees can bid out of the line of progression at any time.
3. All present employees who have in the past, bid and received any job
listed in the line of progression, will be given credit and will be able to
bid into the next higher job.
See pages 67 - 70 inclusive.
ARTICLE 10 - Lay-off
10.01Lay-off STATUS DEFINED - Lay-off status under this Agreement provides an
employee with the right to be recalled to work in accordance with Article
9.
For the purpose of this Agreement, "lay-off" means temporary dispensation
with the services of an employee for a period exceeding five (5) working
days in any one (1) calendar month.
10.02 Lay-off Notice
(a) Employees laid off because of lack of work, except for breakdowns or
reasons outside the control of the Company, shall be given five (5) working
days of notice. However, this five (5) day notice of lay-off shall not
apply to probationary employees, nor shall it apply to other employees
during the first five (5) consecutive regular working days of recall to
work on a day-to-day basis. Employees who are given five (5) days of notice
of lay-off under this Section, and who are then placed on a day-to-day
employment basis which continues without lay-off for five (5) consecutive
regular working days shall again become entitled to the five (5) day notice
of lay-off, as provided in the first sentence herein.
(b) Employees with one (1) or more years of seniority shall be given ten
(10) working days notice of lay-off.
10.03A senior employee shall have the right to displace a junior employee
provided that:
(a) The senior employee has held that job by bid or is considered to have
held the job by bid.
(b) The senior employee may bump only into their most recent job on which
they were the successful bidder, or they may elect to bypass such a job and
bump into the next most recent job that he has held by bid, regardless of
the job class of such a job.
(c) An employee who does not have the seniority to hold a bid job as a
result of lay-off may bump into the labour pool, providing he has the
seniority to do so.
(d) The procedure for recall to bid jobs shall be in reverse order of the
job bumping procedure.
(e) If any employee elects to bypass any job, he shall forfeit his recall
rights to any such job.
(f) In the event an employee who has bumped into a former position proves
to be unsuitable for the position, he shall revert to his next former
position and/or status.
(g) Maintenance department seniority shall determine who bumps out of the
maintenance department during a reduction in work. The employee's plant
seniority shall determine his bumping rights to any former positions.
(Subject to Article 3.04 of the Apprenticeship Agreement).
ARTICLE 11 - LEAVE OF ABSENCE
11.01Personal Reasons - An employee will be allowed a thirty (30) day leave of
absence without pay for personal reasons, if:
(a) he requests it from Management in writing;
(b) the leave is for a good reason, and does not interfere with operations,
except in emergency situations when leave shall be granted regardless.
(c) In the event that an employee is accused of an offence which requires a
court appearance, he shall be entitled to a leave of absence without pay to
attend court.
(d) In the event that the employee is incarcerated while awaiting a court
appearance, and is subsequently found not guilty, the employee shall be
granted a retroactive leave of absence for such period of time.
11.02A leave of absence will be extended for additional thirty (30) day periods
if there is a good reason, and Management and Union mutually agree. The
employee must request the extension in writing before his thirty (30) day
leave is up.
11.03(a) All requests for leave of absence, of five (5) days or less, under
this Article will be reviewed by Company representatives. The Union will be
notified of all leaves granted under this paragraph.
(b) All requests for leave of absence, of over five (5) days, under this
Article will be reviewed by a Company-Union Committee before the request is
authorized or denied. This committee shall be composed of up to three (3)
Union and three (3) Company representatives.
11.04Leave to Attend Union Business - An employee who has been elected or
appointed by the Union to attend Union business shall be granted a leave of
absence without pay for this purpose. The Union will inform the Company of
the names of the delegates at least three (3) working days in advance.
Alternate delegates will be selected in the event of sickness or to meet
work requirements.
11.05Leave for Union Employment - The Company shall grant an employee a leave of
absence for one (1) year to work in an official capacity for the local or
international Union. This leave may be extended for one (1) additional year
by mutual agreement between the Company and Union. There shall be a limit
of one (1) person on such leave at one (1) time. The employee must request
the leave in writing and the Union must approve it.
11.06Failure to Return from Leave - Any leave of absence will be in writing and
no such leave will affect any employee's seniority rights when used for the
purpose granted provided he shall return to work at the expiration of such
leave. Any employee who fails to report for work upon expiration of his
leave of absence or any extension thereof shall be deemed to have
voluntarily ceased employment with the Company (except by reasons of force
majeure).
11.07(a) The Company shall compensate employees on the Negotiating Committee at
their standard hourly rate for time spent in negotiation meetings with the
Company during regular day shift hours that they would otherwise have
worked.
1. When meeting with Company for 2 hours or more, payment of a full day's
pay.
2. When meeting as a sub committee, payment of a full day's pay.
3. When Company requests member not return to work, payment of a full day's
pay.
(b) During negotiations for a new Collective Agreement, the Company will
place employees, members of the Negotiating Committee, on the day shift
when meeting with Company.
(c) The Union Negotiating Committee shall consist of a maximum of five (5)
members of the Bargaining Unit and such Union International Representatives
as required.
11.08Military Leave to participate in Reserve Force Training or Duty - a
maximum of 12 months leave of absence without pay will be granted to
employees who are members of the Reserve Force and are selected for
extended, full-time service on peacekeeping or other missions. Reservists
shall give the Company a minimum of 12 weeks advanced notice.
ARTICLE 12 - SAFETY AND HEALTH
12.01The parties hereto recognize the importance of safety provisions in the
plant for the welfare of the employees and for the protection of the
Company's property. The Company agrees to improve and promote safe working
conditions in the plant. A Safety Committee shall be composed of up to
three (3) Union and three (3) Company representatives and it is agreed that
the minutes of every meeting shall be made available to each member of the
committee and a copy to the Compensation Board.
12.02Pay for Safety Committee Meetings held outside regular working hours shall
be at straight time rates.
12.03The Company will maintain a first aid station for the emergency treatment
of accidents during working hours, and a log book of all accidents shall be
maintained. Qualified First Aid personnel shall be available on all shifts.
12.04(a) Any employee working in the immediate vicinity of a serious or fatal
accident may, at the discretion of the senior supervisor on shift, refrain
from working the balance of the shift, without loss of pay.
(b) The senior shift supervisor, in either of the above situations, shall
notify the Senior Union Representative on shift, of his decision.
12.05(a) Employees who believe that they are being required to work under
conditions which are unsafe or unhealthy beyond the normal hazards inherent
in the operation in question shall have the right to have such conditions
investigated immediately. Upon request by an employee to have his work
conditions investigated, his work station shall be shut down immediately,
until such time that the preliminary investigation is completed.
Preliminary investigations may be conducted by the shift supervisor and any
union officer that is on shift, and their decision shall be binding until a
final judgement is passed down by the Safety Committee.
(b) The Company shall, upon request from a Union Executive or the Health
and Safety Committee Coordinator, provide necessary monitoring of noise and
lighting levels.
(c) The Union shall be notified immediately upon initiation of any near
miss and/or accident report and shall have the right to investigate such
report.
12.06Where an employee is employed under the conditions where he might be
injured, and not be able to secure assistance, the employer shall devise
some method of checking on the well-being of the employee at intervals
which are reasonable and practicable under the circumstances.
ARTICLE 13 - HANDICAPPED EMPLOYEES
13.01In the event of employees sustaining injuries at work, or becoming
affected by occupational diseases during the course of their employment and
becoming physically handicapped, as a result thereof, every effort will be
made by the Company to give the handicapped employee such suitable
employment as is available.
ARTICLE 14 - UNION REPRESENTATIVES
14.01If an authorized Representative of the International Union who is not
employed by the Company wishes to speak to Local Union representatives in
the plant about a grievance or other official Union business, he shall make
arrangements through the Plant Manager. Such arrangements shall not
interfere with normal plant operations.
ARTICLE 15 - ESTABLISHED PRACTICES
15.01Any rights and privileges enjoyed by the employees prior to the execution
of this Agreement shall be continued and no change shall be put into effect
unless mutually agreed by the Company and the Union.
ARTICLE 16 - BULLETIN BOARDS
16.01The Company agrees to provide the Union with bulletin boards in the plant
for the purpose of posting Union notices and official papers. Notices will
be posted only by officers of the Union and will be in keeping with the
spirit and intent of this Agreement.
ARTICLE 17 - COMMITTEEMEN AND STEWARDS
17.01The Union shall notify the Company in writing, within one (1) week of
their appointment or election, of the names of all Union Officers,
Committeemen and Stewards.
17.02If a Union Officer or Committeeman is required to leave his job in
connection with his duties under this Agreement, he must obtain permission
from his immediate supervisor before doing so. Such permission will not be
unreasonably withheld and he shall not suffer loss of pay while so engaged
during his working hours.
17.03Union Officers, Stewards and Committeemen shall not suffer loss of pay for
authorized time spent during working hours in the performance of their
duties as recognized under this Agreement.
Matters to be dealt with under the provisions of this Agreement shall
normally be discussed during working hours.
17.04If a Union Officer or Committeeman is assigned to night shift and his
duties require his presence on day shift, he shall be transferred to the
day shift for the length of time his duties require his presence on the day
shift, providing proper notice is given to the Company.
Alternative employees may be selected by the Union when necessary to meet
work requirements or in case of sickness.
17.05There shall be a grievance committee selected by the Union. This committee
will be so selected that each department will be represented.
17.06The duties of officers and committeemen as referred to in this Agreement
shall be deemed to mean carrying out the responsibilities of the committee
or committees they are assigned to as designated on the lists of officers
and committeemen supplied to the Company by the Union. Only those employees
included on such lists to the Company will be recognized as spokesmen for
the Union having duties under this Agreement.
ARTICLE 18 - HOURS OF WORK
18.01Definition of Day and Work Day - A day is a twenty-four (24) hour period
beginning with the start of the employee's shift. The basic work day is
eight (8) consecutive hours of work in the twenty-four (24) hour period
broken only by the established lunch period.
18.02Purpose of Defining Work Day and Work Week - The daily and weekly hours of
work outlined in this Article 18 are stated solely for the purpose of
calculating overtime and shall, in no way, be interpreted as a guarantee of
work or pay per day or per week.
18.03Definition of Work Week - The basic work week is made up of five (5)
consecutive working days Monday through Friday.
18.04 Shift and Work Schedules
(a) The daily hours of work shall be outlined in Appendix (D) page 44.
(b) An employee required to change shift shall have eight (8) hours of rest
between shifts. In the event an employee is recalled to work before such
eight (8) hours elapse, he shall be considered as still working on his
previous shift and shall be paid the appropriate rates except on a change
from afternoon to day shift when seven and one-half (7-1/2) hours will
prevail).
(c) Shift schedules and hours of work schedules shall be made and posted in
the department no later than Wednesday of the preceding week. Employees
required to change shifts for the convenience of the Company shall not
suffer loss of regular earnings, as a result of such shift changes. The
Company will provide available work or pay for the employee(s) affected by
such shift changes to make up the amount of regular earnings by the end of
the following pay period. Overtime rates as set forth herein shall be paid
for work performed on an employee's scheduled days off.
18.05 Definition of Shifts
(a) A shift starting on or after 6:00 a.m., but before 9:00 a.m. is a day
shift.
(b) A shift starting on or after 2:00 p.m, but before 5:00 p.m. is an
afternoon shift.
(c) A shift starting on or after 10:00 p.m., but before 1:00 a.m. is a
night shift.
18.06 Shift Premiums
Effective January 1, 1998, shift premiums shall be:
(a) A shift premium of twenty-five cents ($.25) additional to the standard
hourly rate shall be paid each employee for hours worked on afternoon
shift.
(b) A shift premium of fifty cents ($.50) additional to the standard hourly
rate shall be paid each employee for hours worked on night shift.
(c) The shift premiums outlined in (a) and (b) above shall be paid during
overtime hours at the rates outlined, but shall not be included in the
standard hourly rate for computing overtime pay.
18.07 Lunch Periods
Employees shall be granted a lunch period in each shift as provided in
Appendix (D) pages 46 - 50 inclusive.
ARTICLE 19 - OVERTIME
19.01There shall be no pyramiding of time in the calculation of weekly overtime
by including any hours for which daily overtime has already been paid.
19.02 (a) Hours Worked in Excess of Eight (8)
The Company shall pay an employee two (2) times his regular straight time
hourly rate for all hours he is required to work over eight (8) hours a
day.
(b) Hours Worked in Excess of Twelve (12)
The Company shall pay an employee three (3) times his regular straight time
hourly rate for all hours he is required to work over twelve (12) hours a
day.
19.03 Hours Worked on Saturday
The Company shall pay two (2) times the employee's regular straight time
hourly rate for the first twelve (12) hours of work, and three (3) times
his regular straight time hourly rate thereafter.
19.04 Hours Worked on Sunday
The Company shall pay two (2) times the employee's regular straight time
hourly rate for the first twelve (12) hours of work, and three (3) times
his regular straight time hourly rate thereafter.
19.05 Exceptions to Daily Overtime
When a employee is permitted by the Company to change from one shift to
another at his own request, and a new shift starts within the same
twenty-four (24) hour period as his preceding shift, overtime resulting
from such shift changes will not be paid as provided in Sections 19.02 and
19.03. The starting time of the new shift will start a new twenty-four (24)
hour period for the purpose of determining overtime, but Sections 19.02 and
19.03 shall not apply when an employee whose request for a shift change has
been granted reverts to his previous shift schedule.
19.06 Lunch Periods
Regular lunch periods shall start four (4) hours after the start of the
employee's shift. Employees shall not be required to work more than five
(5) consecutive hours after the starting of the shift without receiving
their normal lunch break. Lunch periods shall be uninterrupted. Employees
required to work without a lunch break after a maximum of five (5)
consecutive hours from the start of their shift shall be given a twenty
(20) minute lunch break and shall be paid one-half (1/2) hour at two (2)
times their regular straight time hourly rate.
19.07 (a) Overtime Lunches
Employees required to work overtime shall be given a thirty (30) minute
paid lunch break after having worked six (6) consecutive hours or, in any
case, after having worked ten (10) consecutive hours of actual work, and
every four (4) hours thereafter, provided that in each case it is necessary
to resume overtime work involving a paid lunch break as above, the Company
will provide a lunch if the employee(s) concerned were not notified on the
previous work day about the overtime work.
(b) Weekend Lunch Breaks
All employees working overtime on weekends shall work an eight (8) hour
shift, inclusive of a paid lunch break.
(c) Lateness and Overtime
(1)Late starting up to six (6) minutes shall not be deductible.
(2)Lateness in excess of six (6) minutes shall be calculated and deductible
to the nearest tenth (10th) of an hour, with a minimum deduction of
two-tenths (2/10) of an hour.
Approved overtime shall be applied and calculated on the following basis:
(1)Up to and including six (6) minutes shall be disregarded when no further
overtime is worked.
(2)Six (6) minutes and over shall be calculated to the nearest tenth (10th)
of an hour with a minimum of two-tenths (2/10) of an hour. NOTE: This
section does not provide for lateness or overtime on a continuous basis.
19.08 Notice of Overtime
The Company will provide at least one (1) hour of notice of overtime before
the end of the shift, except in the case of overtime work resulting from
equipment breakdown or from production requirements beyond the control of
the Company which occur within the hour prior to the normal shift finishing
time.
19.09The employee(s) shall have the right to refuse any unscheduled overtime.
Notice of scheduled overtime work required on Monday, Tuesday, Wednesday
and Thursday shall be given by noon of the previous day. All overtime on
Friday, Saturday and Sunday shall be voluntary.
19.10(a) Overtime will be distributed as evenly as possible among those
employees normally performing the work available. Employees who have
refused overtime will be credited as having worked this overtime for even
distribution purposes.
(b) Normally performing the work shall be meant to be the specific mill or
work area affected.
(c) Effective on ratification of this contract, the agreed upon record of
overtime distribution shall commence on January 1st of each calendar year,
and shall not exceed a twelve (12) month period.
ARTICLE 20 - STATUTORY HOLIDAYS
20.01The following shall be recognized as paid holidays under this Agreement
subject to Section 20.02:
New Year's Day First Monday in August
Family Day Labour Day
Good Friday Thanksgiving Day
Victoria Day Remembrance Day
Canada Day Christmas Day
Stampede Day Boxing Day
regardless of the day upon which they are observed or celebrated. If any of
the above holidays fall on Saturday or Sunday, the preceding Friday or the
following Monday will be considered the holiday.
20.02 Holiday Pay Allowance
An employee shall receive a holiday pay allowance of eight (8) hours pay
for any of the above-named holidays at his average regular straight time
hourly rate for the last complete pay period prior to the holiday, provided
that:
(a) If he is a probationary employee, he has completed thirty (30)
consecutive calendar days of employment prior to the holiday, except that
if he does complete the thirty (30) day period, he shall receive pay for
any holidays which occurred during such period, and
(b) he has worked eight (8) hours in the week preceding the holiday, unless
he is absent because of vacation, death in the immediate family, illness,
jury duty, or within fourteen (14) calendar days prior to the holiday, he
commences a leave of absence or is laid off, but
(c) an employee may not qualify for any further paid holidays under item
(b) above until he returns to work.
(d) Disciplinary action may be taken in instances where employees fail to
work the day before or the day after a plant holiday, except where
permission was previously obtained or the employee had a justifiable reason
for being absent.
20.03 Pay for Work on Holiday
An employee required to work on a holiday named in Section 20.01 shall be
paid two (2) times his regular straight time hourly rate for all work
performed in addition to any holiday pay allowance under Holiday Pay
Allowance.
20.04In the event that one or more of the above-named holidays occurs during
the employee's vacation, he shall be paid for such holiday(s), and the
additional days will be added to his vacation time.
20.05The observance of the above holidays may be transferred by mutual
agreement to other days than the date proclaimed or provided above.
ARTICLE 21 - WAGES
21.01(a) The Co-Operative Wage Study (C.W.S.) Manual for job description,
classification and wage administration, dated August 1, 1971 (herein
referred to as "the Manual") is incorporated into this Agreement as
APPENDIX (A) page 40, and its provisions shall apply as if set forth in
full herein.
(b) Job classifications shall be as set forth in APPENDIX (C) attached
hereto, and forming part of this Agreement. See pages 41 - 43 inclusive.
21.02Each employee's job shall be described and classified, and a rate of pay
applied to such employee in accordance with the provisions of this
Agreement.
21.03 Standard Hourly Wage Scale
(a) The standard hourly wage scale shall be as follows:
Job Class Jan 1/01 Jan 1/02 Jan 1/03
1 $21.01 $21.01 $21.73
2 21.27 21.32 22.04
3 21.53 21.63 22.35
4 21.79 21.94 22.66
5 22.05 22.25 22.97
6 22.31 22.56 23.28
7 22.57 22.87 23.59
8 22.83 23.18 23.90
9 23.09 23.49 24.21
10 23.35 23.80 24.52
11 23.61 24.11 24.83
12 23.87 24.42 25.14
13 24.13 24.73 25.45
14 24.39 25.04 25.76
15 24.65 25.35 26.07
16 24.91 25.66 26.38
17 25.17 25.97 26.69
18 25.43 26.28 27.00
19 25.69 26.59 27.31
20 25.95 26.90 27.62
21 26.21 27.21 27.93
22 26.47 27.52 28.24
23 26.73 27.83 28.55
24 26.99 28.14 28.86
25 27.25 28.45 29.17
26 27.51 28.76 29.48
27 27.77 29.07 29.79
(b) All employees with a start date after the signing date of this Collective
Agreement, that start at Job Class 4 or less, shall have a two dollar
($2.00) reduction from their rate of pay during the probationary period. In
the event that probationary employees are promoted to a job that is at a
Job Class higher than Job Class 4, such employees shall be paid the rate
for the job they are doing with no reductions. This article will not apply
to tradespersons.
21.04Effective on the dates specified in Section 21.03, all employees shall
have their rates of pay adjusted as follows:
(a) If the employee is not receiving an out-of-line differential prior to
the dates specified in Section 21.03, the rate of pay of such employee
shall be adjusted to conform to the standard hourly rate for that
employee's job, as provided in Section 21.03.
(b) If the employee is receiving an out-of-line differential prior to the
dates specified in Section 21.03, the rate of pay of such employee shall be
increased by the amount by which the rate for Job Class I has been
increased, as provided in Section 21.03 and the following shall govern:
(1)If the employee's new rate resulting from such increase is greater than
the standard hourly rate for the job as provided in Section 21.03, the
amount by which such employee's new rate is greater than the rate provided
in Section 21.03 shall become such employee's new out-of-line differential
(which shall replace the former out-of-line differential) and shall apply
in accordance with the provisions of this Agreement.
(2)If the employee's new rate resulting from such increase is equal to or
less than the standard hourly rate for the job, as provided in Section
21.03, the rate of pay of such employee shall be adjusted to conform to the
standard hourly rate for the job, as provided in Section 21.03, and the
former out-of-line differential shall be terminated.
21.05As of the date the Standard Hourly Wage Scale becomes effective, the
standard hourly rate for each job class shall be the standard hourly rate
for all jobs classified within such job class and shall so continue for the
duration of the Standard Hourly Wage Scale and shall be applied to any
employee in accordance with the provisions of this Agreement.
21.06 Each standard hourly rate established under Section 21.03 shall be:
(a) The established rate of pay for all hours paid for on a non-incentive
job; and
(b) the established hourly base rate and minimum guaranteed rate of pay
under any incentive applied to the job in accordance with the provisions of
this Article.
21.07Except as otherwise provided by this Agreement, the established rate of
pay for each production or maintenance job, other than a trade or craft or
apprentice job, shall apply to any employee during such time as the
employee is required to perform such job.
21.08Except as otherwise provided by this Agreement, the established rate of
pay for a trade or craft or apprentice job shall apply to any employee
during the time such employee is assigned to the respective rate
classifications in accordance with the provisions of this Agreement.
21.09 Out of Line Differentials
The Company shall furnish to the Union a list agreed to by the Company and
the Union of employees who are to be paid "out-of-line differentials". Such
list shall contain the following information:
(a) Name of incumbent to whom such "out-of-line differential" is to be
paid.
(b) Job title of job on which out-of-line differential is to be paid.
(c) Job classification of such job.
(d) Standard hourly rate of such jobs.
(e) Amount of out-of-line differential.
(f) Date such out-of-line differential became effective.
21.10Except as such out-of-line differential may be changed by the means
hereinafter provided, any employee included in the list referred to in
Section 21.09 shall continue to be paid such out-of-line differential
during such time as the employee continues to occupy the job for which the
differential was established.
21.11If an employee with an out-of-line differential is transferred or assigned
to a job having a higher standard hourly rate, then the differential shall
be reduced by the amount of the increase in the standard hourly rate.
21.12If, as a result of lay-off and the exercise of seniority rights, an
employee with an out-of-line differential is moved to a job having a lower
standard hourly rate, then the out-of-line differential shall be cancelled.
21.13If such employee referred to in Sections 21.11 and 21.12 shall be returned
to the job for which the out-of-line differential was established, the
out-of-line differential shall be reinstated, except as it may have been
reduced or eliminated by other means.
21.14When an employee would, in accordance with the terms of this Agreement, be
entitled to receive his regular rate, he shall also receive any out-of-line
differential to which he is entitled.
21.15In addition to the means herein provided, increases in the increment
between job classes shall be used to reduce or eliminate out-of-line
differentials.
21.16Except for the application of the out-of-line differentials as called for
herein, the terms of this Agreement governing transfers shall apply.
21.17Temporary Transfer - An employee who is temporarily transferred from his
regular job shall be paid the standard hourly rate of the job to which he
has been transferred, provided such rate is not less than that of his
regular job. If the rate of the job to which he is temporarily transferred,
but not as a result of a lay-off, is less than the rate of his regular job,
he shall be paid the rate of his regular job during the period of such
temporary transfer.
21.18Trade or Craft and Assigned Maintenance Convention - In addition to the
provisions of the Manual for describing and classifying trade or craft and
assigned maintenance jobs the following shall apply:
(a) The description and Classification shall be carried out in accordance
with the Manual.
(b) The job classification of trade or craft jobs, having been classified
as in Paragraph (a), above, shall be increased by two job classes and the
two job classes shall be incorporated into the total classification of the
job.
(c) The job classification of assigned maintenance jobs, having been
classified at job class eleven or higher as in Paragraph (a), above, shall
be incorporated into the total classification of the job.
(d) Where a change in an existing job requires a new description and
classification for a job on which this convention has already been applied,
such job shall be reclassified in the same manner as that followed prior to
the application of this convention and the provisions of Paragraphs (a),
(b) and (c), above, shall apply.
21.19Incentives - Should the Company desire to install incentives to cover any
jobs, the following shall govern:
(a) The standard hourly rates for the respective jobs shall be the base
rates and minimum hourly guaranteed rates for such incentives.
(b) The Company shall first discuss with and explain to the Union the
development of any incentive plan, and reach mutual agreement with the
Union regarding such incentive plan before such incentive plan is
installed.
21.20General - Any mathematical or clerical errors made in the preparation,
establishment or application of job descriptions, classifications or
standard hourly rates shall be corrected to conform to the provisions of
this Agreement. 21.21 Except as otherwise provided, no basis shall exist
for an employee covered by this Agreement to allege that a wage rate
inequity exists.
21.22Leave of Absence for Union C.W.S. Committee - The Company agrees to grant
leave of absence from their regular work to three employees who shall be
selected by the Union to act on its C.W.S. Committee. Employees so selected
shall:
(a) Accumulate any seniority to which they normally would be entitled;
(b) Receive their regular rate of pay from the Company, as based upon a
normal work week; and
(c) Return to their regular employment when their work on the C.W.S.
Committee is completed.
21.23Pay Days - Employees shall be paid on Company time every second Friday.
Employees on afternoon shift shall be paid on the preceeding scheduled work
day.
Employees will be paid on the day preceding when the regular pay day falls
on a statutory holiday.
The regular pay day shall be extended by twenty-four (24) hours, if in the
event of a mechanical breakdown, the pay cheques are unavailable on the
regularly scheduled pay day.
(a) This article may be amended during the term of this Agreement, if
mutually agreed between the Company and the Union, to allow for a different
regular pay day and/or pay method, such as a direct deposit system.
21.24 Reporting Pay
(1) In cases where an employee is not notified of an emergency breakdown
before leaving home, and said employee reports for his regular shift, he
will receive a minimum of four (4) hours straight time pay, and shall be
required to perform any work which may be assigned.
(2) To receive reporting pay as in 21.34 (1), employees must have reported
current addresses and telephone numbers to the Company.
(3) After the shift has started, Section 21.34 (1) shall not apply in cases
where a major breakdown occurs as a result of fire, flood, or frost because
of failure of a utility company to deliver gas or electric power, due to a
breakdown outside of the Company's premises. Under this circumstance an
employee may, at the discretion of the Company, be dismissed for the day
and paid for the actual time worked or for four (4) hours pay, whichever is
the greater, but the employee must accept assigned work.
21.25Call-out Pay - An employee who has left the premises after completion of
his scheduled shift and who is recalled for work with less than eight (8)
hours of notice shall be paid two (2) times his regular straight-time
hourly rate, for all hours worked on such callout up to the starting time
of his scheduled shift but, in any event, for not less than two (2) hours
at double his regular straight-time hourly rate. Notwithstanding the
foregoing however, if any employee receives eight (8) hours of notice in
advance of the time that he is required to report to work, or seven and
one-half (7-1/2) hours in the case of a change from afternoon to dayshift,
then the starting time of his new work period will start a new twenty-four
(24) hour period for the purpose of determining overtime.
21.26Pay for Jury Service - The Company shall pay an employee who is required
for jury service or who is subpoenaed as a witness, for each day of
service, the difference between his average straight-time hourly rate for
the number of hours he normally works on his regular shift, and the payment
he receives for jury service. The employee will present proof of service
and the amount of pay received.
21.27Pay on Day of Injury - An employee hurt in an industrial accident shall be
paid for the time lost on the day he was injured at his regular daily
earnings including any overtime premium and applicable shift differential,
but the employee must return to work unless directed otherwise by the
doctor. The Company will provide necessary transportation for injured
workmen on day of injury. The Company shall not be responsible for the
payment of time or transportation compensated for by the Worker's
Compensation Board.
21.28 Bereavement Pay
(a) In the case of a death in the immediate family of an employee, the
Company shall grant three (3) days leave of absence with pay. "Immediate
family" shall be meant to include mother, father, mother-in-law,
father-in-law, brother, sister, brother-in law, sister-in-law, wife,
husband, children, grandchildren, grandparents and grandparents of spouse.
Any such leave of absence must be arranged with the employee's xxxxxxx, if
possible, or another Company representative.
This provision shall apply if the employee attends the funeral, or is
required to take an active part in the estate arrangements of the deceased.
(b) All requests for extended leaves of absence under this article, or a
grievance under this article will be reviewed by a Company-Union Committee.
This Committee shall be composed of up to three (3) Union and three (3)
Company representatives.
(c) Probationary employees who have not completed thirty (30) consecutive
days of employment prior to their commencement of the bereavement leave
shall be eligible for bereavement pay upon their completion of thirty (30)
consecutive days of employment.
21.29 Elimination of Bargaining Unit Jobs
Should the Company declare that it has eliminated any job listed in
Appendix (C), Schedule of Job Classifications, or eliminate any job meant
to be included in such appendix, the Company shall inform the Union which
job is to be eliminated and any employee who is currently in such job
classification shall:
1. Revert to his former position and status as defined under Article 10.03.
2. Maintain the rate of pay of the eliminated job classification for a
period of one (1) year, unless the rate of pay of his former position and
status is higher, then no rate retention shall apply.
3. Should an employee successfully bid on another job classification while
on rate retention, then such rate retention shall be cancelled.
4. An employee who is receiving rate retention but who is then bumped due
to lay-off shall lose such rate retention. However, when such employee is
returned to the job classification on which he was receiving rate
retention, the rate retention shall be reinstated.
ARTICLE 22 - VACATIONS
22.01Vacation Year - Each current vacation year will be defined as the period
from May 1 of the previous year to April 30 of the current year for
calculation of vacation pay and length of vacation.
(a) For the purpose of computing vacation, seniority shall mean the total
period of service since the employee's seniority date, excluding periods of
time during which the employee does not return to work from lay-off, after
being notified to do so as per Article 9.04.
(b) Employees on a Prudential Steel related Workers' Compensation claim, or
Prudential weekly indemnity, at time of recall above, shall continue to
accumulate vacation seniority until such time as they are declared fit to
return to work.
22.02 Length of Vacation
(a) Employees who have less than one (1) year of seniority as at May 1
shall be entitled to one (1) day of vacation for each month of seniority,
to a maximum of ten (10) days.
(b) Employees who have one (1) but less than two (2) years of seniority as
at May 1 shall be entitled to two (2) weeks vacation.
(c) Employees who have two (2) years but less than eight (8) years of
seniority as at May 1 shall be entitled to three (3) weeks vacation.
(d) Employees who have eight (8) years but less than twelve (12) years of
seniority as at May 1 shall be entitled to four (4) weeks vacation.
(e) Employees who have twelve (12) years but less than twenty-five (25)
years of seniority as at May 1 shall be entitled to five (5) weeks
vacation.
(f) Employees who have twenty-five (25) or more years of seniority as at
May 1 shall be entitled to six (6) weeks vacation.
22.03 Vacation Pay
NOTE: W.C.B. weekly indemnity benefits and not pension awards shall be
considered in calculating vacation pay.
(a) Employees with less than one (1) year of seniority as at May 1 shall be
entitled to four percent (4%) of all monies received from the Company,
Workers Compensation Board benefits and the Prudential Steel weekly
indemnity benefits while in the employ of the Company.
(b) Employees who have one (1) year but less than two (2) years of
seniority as at May 1 shall be entitled to vacation pay of:
(1)Employees with 1,900 or more credited hours shall be entitled to eighty
(80) times the employee's average hourly rate during the vacation year, or
four percent (4%) of gross pay, whichever is greater.
OR
(2)Employees with less than 1,900 credited hours shall be entitled to four
percent (4%) of all monies received from the Company, Workers Compensation
Board benefits and the Prudential Steel weekly indemnity benefits while in
the employ of the Company. (c) Employees who have two (2) but less than
eight (8) years of seniority as at May 1 shall be entitled to vacation pay
of:
(1)Employees with 1,900 or more credited hours shall be entitled to one
hundred and twenty (120) times the employee's average hourly rate during
the vacation year or seven percent (7%) of gross pay, whichever is greater.
OR
(2)Employees with less than 1,900 credited hours shall be entitled to seven
percent (7%) of all monies received from the Company, Workers Compensation
Board benefits and the Prudential Steel weekly indemnity benefits while in
the employ of the Company.
(d) Employees who have eight (8) years but less than twelve (12) years of
seniority as at May 1 shall be entitled to vacation pay of:
(1)Employees with 1,900 or more credited hours shall be entitled to one
hundred and sixty (160) times the employee's average hourly rate during the
vacation year, or nine percent (9%) of gross pay, whichever is greater.
OR
(2)Employees with less than 1,900 credited hours shall be entitled to nine
percent (9%) of all monies received from the Company, Workers Compensation
Board benefits and the Prudential Steel weekly indemnity benefits while in
the employ of the Company.
(e) Employees who have twelve (12) but less than twenty-five (25) years or
more years of seniority as at May 1 shall be entitled to vacation pay of:
(1)Employees with 1,900 or more credited hours shall be entitled to two
hundred (200) times the employee's average hourly rate during the vacation
year, or eleven percent (11%) of gross pay, whichever is greater.
OR
(2)Employees with less than 1,900 credited hours shall be entitled to
eleven percent (11%) of all monies received from the Company, Workers
Compensation Board benefits and the Prudential Steel weekly indemnity
benefits while in the employ of the Company. (f) Employees who have
twenty-five (25) or more years of seniority as at May 1 shall be entitled
to vacation pay of:
(1)Employees with 1900 or more credited hours shall be entitled to two
hundred and forty(240) times the employee's average hourly rate during the
vacation year, or thirteen per cent (13%) of gross pay, whichever is
greater.
OR
(2)Employees with less than 1,900 credited hours shall be entitled to
thirteen per cent (13%) of all monies received from the Company. Workers'
Compensation Board benefits and Prudential Steel weekly indemnity benefits,
while in the employ of the Company.
(g) For the purpose of calculating vacation pay, "credited hours" shall be
meant to include:
(1)Hours for which wages are received from the Company including vacation
hours and statutory holidays.
(2)Hours the employee would normally have received while receiving weekly
indemnity benefits from the Workers' Compensation Board, or the Company's
Insurance Welfare Program, while in the employ of the Company.
(3)Hours the employee would normally have received while on temporary Union
business (not Union employment).
22.04Estimated vacation pay will be made two (2) weeks prior to start of a
vacation and may be taken in a minimum of one (1) week periods upon written
request from the employee. Request for the above must be received by the
payroll department three (3) weeks prior to start of a vacation.
22.05As the vacation plan was introduced to provide an opportunity for rest and
recreation, no payment will be made in lieu of vacation, except as provided
for at termination of employment. Vacations cannot be accumulated from one
year to another.
22.06Should an employee's service be terminated at any time for any reason
whatsoever, he will be entitled to payment for vacation due him, as
provided in 22.03.
22.07 Vacation Schedules
(a) The Company, may at its discretion, institute a system of staggered
vacations in any year, and in such event, the employees will be given sixty
(60) days notice of such decision. If staggered vacations are instituted,
all employees who are entitled to vacations at May 1, will if at all
possible, be given their vacation during the summer months. Preference for
vacation shall be in accordance with seniority.
(b) If the Company decides to close the Plant for three (3) consecutive
weeks during the months of July or August, the Company shall post sixty
(60) days advance notice on the Shop Bulletin Board announcing the date on
which the Annual Vacation close-down will start.
Preference for any work available during this period shall be given, in
order of seniority, to those who normally perform such work, except for
work available in the job classification of Material Handler or Sweeper,
which shall be offered to all employees, based on plant seniority, but that
the rate of pay shall be the rate of pay of the work performed.
(c) Employees eligible for a fourth week of vacation, shall be scheduled
giving senior employees preference.
(d) Employees entitled to more than three (3) weeks vacation may be
scheduled for:
(1)Three (3) weeks during the months of May to October, inclusive, and the
remaining vacation between November 1 and April 30 of the vacation year; or
(2)Such employees who desire more than three (3) weeks vacation in one (1)
unbroken period must make such request sixty (60) days prior to
commencement of the employee's vacation. The granting of such requests will
be subject to production requirements and preference shall be in accordance
with seniority.
22.08 Christmas Shutdown
If the Company decides to close the plant for up to five (5) working days,
not including statutory holidays, during the Christmas holiday season, the
Company shall post thirty (30) days notice on the Shop Bulletin Board
announcing the dates on which such shutdown shall be. Preference for any
work available during this period shall be given, in order of seniority, to
those who normally perform such work, except for work available in the job
classification of Material Handler or Sweeper, which shall be offered to
all employees, based on plant seniority, but that the rate of pay shall be
the rate of pay of the work performed.
ARTICLE 23 - INSURANCE BENEFIT PROGRAM
23.01 Benefits
The Insurance Benefit Program as described in Appendix (E) will continue
during the term of this agreement.
23.02 Pension Plan
The present Pension Plan, described in Appendix (i), will be continued
during the term of this Agreement.
ARTICLE 24 - APPENDICES
24.01Attached hereto and forming part of this Agreement are the following
appendices:
Appendix (A) - Co-operative Wage Study (C.W.S.) Manual for Job
Description, Classification and Wage Administration
dated January 1, 1971.
Appendix (B) - Learner Period Classification Analysis.
Appendix (C) - Schedule of Classifications.
Appendix (D) - Hours of Work Schedules.
Appendix (E) - Insurance Benefit Program.
Appendix (F) - Tradesmen's Tools.
Appendix (G) - Protective Clothing.
Appendix (H) - Lockers.
Appendix (i) - Pension Plan.
Appendix (J) - Lines of Progression.
Appendix (K) - Supplemental Unemployment Benefit Plan
ARTICLE 25 - COPIES OF AGREEMENT
25.01Copies of this Agreement are to be made available to all employees in the
Bargaining Unit. Union officers and stewards will distribute copies of the
Agreement in their respective departments. All costs to be shared equally
between the Company and the Union.
25.02 Letters of Understanding and Agreement
(a) Form part of Collective Agreement:
The Company and the Union agree that any and all Letters of Understanding
and Memorandums of Agreement made between the parties, shall be considered
as part of the Collective Agreement.
(b) Copies to Union:
The Company agrees to supply the Union with signed copies of all Letters of
Agreement, Memorandums of Agreement and Appendices, which form part of the
current Collective Agreement.
(c) Renewal:
All Agreements, Letters of Understanding or Memorandums of Agreement issued
prior to the signing of this Collective Agreement, and not renewed, shall
become null and void after signing of this Collective Agreement.
ARTICLE 26 - DURATION OF AGREEMENT
26.01This Agreement shall be effective from January 1, 2001 to and including
December 31, 2003 and thereafter from year to year, unless written notice
of intent to terminate and/or amend the Agreement at the expiration of the
above period is given by either party during the period beginning on
October 1, and ending December 1 in any year after 2002.
26.02Within thirty (30) days after receipt of any notice given pursuant to this
Article by either party, the parties to this Agreement shall commence
negotiations. During the period of negotiations, this Agreement shall
continue in full force and effect.
IN WITNESS WHEREOF the parties hereto have executed this Agreement the
20 day of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ R.C. Less /s/ X.X. Xxxx
X.X. Xxx X.X. Xxxx
/s/ X.X. Xxxxxx /s/ X.X. Xxxxxxx
X.X. Xxxxxx X.X. Xxxxxxx
/s/ X. Xxxxxxx /s/ X.X. Xxxxxx
X. Xxxxxxx X.X. Xxxxxx
/s/ X.X. Xxxxxxxxx /s/ X.X. Xxxxxxx
X.X. XxxXxxxxx X.X. Xxxxxxx
/s/ X.X. XxXxxxxx
X.X. XxXxxxxx
/s/ N.A. Braybrook
N.A. Braybrook
A P P E N D I X ( A )
Co-operative Wage Study (C.W.S.) Manual for Job Description, Classification
and Wage Administration dated August 1, 1971.
A P P E N D I X ( B )
LEARNER PERIOD CLASSIFICATION ANALYSIS
Schedule of Apprenticeship Training with
Convention Additive of 2.0
--------------------------------------------------------------------------------
6 Month Training
Periods Journey
1st 2nd 3rd 4th 5th 6th 7th 8th Man
TRADE TITLES APPRENTICE JOB CLASSES
Electrician 8 9 11 13 14 16 18 19 21
Heavy Duty Mechanic 8 9 11 13 14 16 18 19 21
Machinist 8 9 11 13 14 16 18 19 20
Millwright 8 9 11 13 14 16 18 19 20
Welder - Maintenance 8 9 11 13 14 16 20
Welder - Fabrication 8 9 11 13 14 16 18
A P P E N D I X ( C )
SCHEDULE OF JOB CLASSIFICATIONS
JOB CLASS JOB TITLE
1 Sweeper
4 Material Handler
5 Drift Operator
6 Stenciller
6 Tallyman
7 Scale Operator
7 Fin Grinder
7 Bundling Station Operator
7 Truck Driver - Maintenance
8 Ironworker Operator
8 Upset Inspector
8 Punch Press Operator
8 Spray Painter
8 Grooving Operator
8 Auxiliary Saw Operator
8 End Cropper Operator
8 Beveller Operator
8 Drift/Hydro
8 Hydrostatic Tester Operator
8 Gantry Operator
8 Strapping Machine Operator
8 Swedge/Phosphate Operator
9 Overhead Crane Operator
9 Overhead Crane Lift-Truck Operator
9 Saw Sharpener Operator
9 Flying Cutoff Operator
9 Beveller - O.C.G.
9 Radial Drill Operator
9 Bandsaw Operator
10 Bucking Machine Operator
10 Thread End Inspector
10 HSS Gantry Crane Operator (Xxxxx)
10 Pipe Inspector
10 Uncoiler Operator
11 Yard Machine Operator
11 Yard Tractor Operator
12 Upsetter Operator
12 Uncoiler-Xxxxxx Operator
12 Mobile Crane Operator
12 Threading Machine Operator
13 Ultrasonic Inspector
14 Laboratory Operator
14 Yard Group Leader
14 Threading Line Group Leader
14 Thread Machine Operator (PT)
15 Assistant Mill Operator
15 Inspection & Ultrasonic Group Leader
16 Lab Group leader - Laboratory
17 Building Maintenance Man
18 Changeover Man
18 Shift Leader Yard
18 Welder Fabrication
19 Shift Leader Inspection
20 Millwright
20 Machinist
20 Maintenance Welder
20 Shift Leader Premium Thread
20 Fabrication Group Leader
21 Heavy Duty Mechanic
21 Electrician-Xxxxxxx
21 Mill Operator
22 Machinist Group Leader
23 Heavy Duty Mechanic Group Leader
23 Electrical Group Leader
23 Mill Line Group Leader
25 Senior Heavy Duty Mechanic Group Leader
27 Shift Leader Mill Line
27 Shift Leader Mechanic
A P P E N D I X (D)
HOURS OF WORK SCHEDULE
D1 - One Shift Operation
SCHEDULE
NO. REGULAR TIME LUNCH REGULAR TIME
1A 6:00 a.m.-10:00 a.m. 10:00 a.m.- 10:30 a.m. 10:30 a.m.-2:30 p.m.
1B 6:00 a.m.-10:30 a.m. 10:30 a.m.- 11:00 a.m. 11:00 a.m.-2:30 p.m.
1C 6:00 a.m.-11:00 a.m. 11:00 a.m.- 11:30 a.m. 11:30 a.m.-2:30 p.m.
1D 6:30 a.m.-10:30 a.m. 10:30 a.m.-11:00 a.m. 11:00 a.m.-3:00 p.m.
1E 6:30 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-3:00 p.m.
1F 6:30 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-3:00 p.m.
1G 7:00 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-3:30 p.m.
1H 7:00 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-3:30 p.m.
1I 7:00 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-3:30 p.m.
1J 7:30 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-4:00 p.m.
1K 7:30 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-4:00 p.m.
1L 7:30 a.m.-12:30 p.m. 12:30 p.m.-1:00 p.m. 1:00 p.m.-4:00 p.m.
1M 8:00 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-4:30 p.m.
1N 8:00 a.m.-12:30 p.m. 12:30 p.m.-1:00 p.m. 1:00 p.m.-4:30 p.m.
1O 8:00 a.m.-1:00 p.m. 1:00 p.m.-1:30 p.m. 1:30 p.m.-4:30 p.m.
PL (Paid Lunch)
D2 - Two Shift Operation
SCHEDULE
NO. REGULAR TIME LUNCH REGULAR TIME
2A 6:00 a.m.-10:00 p.m. 10:00 a.m.-10:30 a.m. 10:30 a.m.-2:30 p.m.
2:30 p.m.-6:30 p.m. 6:30 p.m.-6:50 p.m. 6:50 p.m.-10:30 p.m. PL
2B 6:00 a.m.-10:30 a.m. 10:30 a.m.-11:00 a.m. 11:00 a.m.-2:30 p.m.
2:30 p.m.-7:00 p.m. 7:00 p.m.-7:20 p.m. 7:20 p.m.-10:30 x.x.XX
2C 6:00 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-2:30 p.m.
2:30 p.m.- 7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-0:30 p.m. PL
2D 6:30 a.m.-10:30 a.m. 10:30 a.m.-11:00 a.m. 11:00 a.m.-3:00 p.m.
3:00 p.m.-7:00 p.m. 7:00 p.m.-7:20 p.m. 7:20 p.m.-11:00 x.x.XX
2E 6:30 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-3:00 p.m.
3:00 p.m.-7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-11:00 x.x.XX
2F 6:30 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-3:00 p.m.
3:00 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-11:00 x.x.XX
2G 7:00 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-3:30 p.m.
3:30 p.m.-7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-11:30 p.m. PL
2H 7:00 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-3:30 p.m.
3:30 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-11:30 x.x.XX
2I 7:00 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-3:30 p.m.
3:30 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-11:30 x.x.XX
2J 7:30 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-4:00 p.m.
4:00 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-MIDNIGHT PL
2K 7:30 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-4:00 p.m.
4:00 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-MIDNIGHT PL
2L 7:30 a.m.-12:30 p.m. 12:30 p.m.-1:00 p.m. 1:00 p.m.-4:00 p.m.
4:00 p.m.-9:00 p.m. 9:00 p.m.-9:20 p.m. 9:20 p.m.-MIDNIGHT PL
2M 8:00 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-4:30 p.m.
4:30 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-0:30 a.m. PL
2N 8:00 a.m.-12:30 p.m. 12:30 p.m.-1:00 p.m. 1:00 p.m.-4:30 p.m.
4:30 p.m.-9:00 p.m. 9:00 p.m.-9:20 p.m. 9:20 p.m.-9:30 x.x.XX
2O 8:00 a.m.-1:00 p.m. 1:00 p.m.-1:30 p.m. 1:30 p.m.-4:30 p.m.
4:30 p.m.-9:30 p.m. 9:30 p.m.-9:50 p.m. 9:50 p.m.-0:30 x.x.XX
PL (Paid Lunch)
D3 - Two Shift Operation with a Partial Crew on Night Shift
SCHEDULE
NO. REGULAR TIME LUNCH REGULAR TIME
3A 6:00 a.m.-10:00 a.m. 10:00 a.m.-10:30 a.m. 10:30 a.m.-2:30 p.m.
2:30 p.m.-6:30 p.m. 6:30 p.m.-6:50 p.m. 6:50 p.m.-10:30 p.m. PL
10:30 p.m.-2:30 a.m. 2:30 a.m.-2:50a.m. 2:50 a.m.-6:30 a.m. PL
3B 6:00 a.m.-10:30 a.m. 10:30 a.m.-11:00 a.m. 11:00 a.m.-2:30 p.m.
2:30 p.m.-7:00 p.m. 7:00 p.m.-7:20 p.m. 7:20 p.m.-10:30 p.m. PL
10:30 p.m.-3:00 a.m. 3:00 a.m.-3:20 a.m. 3:20 a.m.-6:30 a.m. PL
3C 6:00 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-2:30 p.m.
2:30 p.m.-7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-10:30 p.m. PL
10:30 p.m.-3:30 a.m. 3:30 a.m.-3:50 a.m. 3:50 a.m.-6:30 p.m. PL
3D 6:30 a.m.- 10:30 a.m. 10:30 a.m.-11:00 a.m. 11:00 a.m.-3:00 p.m.
3:00 p.m.-7:00 p.m. 7:00 p.m.-7:20 p.m. 7:20 p.m.- 11:00 p.m. PL
11:00 p.m.-3:00 a.m. 3:00 a.m.-3:20 a.m. 3:20 a.m.-7:00 a.m. PL
3E 6:30 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.- 3:00 p.m.
3:00 p.m.-7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-11:00 p.m. PL
11:00 p.m.- 3:30 a.m. 3:30 a.m.-3:50 a.m. 3:50 a.m.-7:00 a.m. PL
3F 6:30 a.m.- 11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-3:00 p.m.
3:00 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-11:00 p.m. PL
11:00 p.m.-4:00 a.m. 4:00 a.m.-4:20 a.m. 4:20 a.m.-7:00 a.m. PL
3G 7:00 a.m.-11:00 a.m. 11:00 a.m.-11:30 a.m. 11:30 a.m.-3:30 p.m.
3:30 p.m.-7:30 p.m. 7:30 p.m.-7:50 p.m. 7:50 p.m.-11:30 p.m. PL
11:30 p.m.-3:30 a.m. 3:30 a.m.-3:50 a.m. 3:50 a.m.-7:30 a.m. PL
3H 7:00 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon- 3:30 p.m.
3:30 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-11:30 p.m. PL
11:30 p.m.- 4:00 a.m. 4:00 a.m.-4:20 a.m. 4:20 a.m.- 7:30 a.m. PL
3I 7:00 a.m.-12:00 noon 12:00 noon-0:30 p.m. 0:30 p.m.-3:30 p.m.
3:30 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-11:30 p.m. PL
11:30 p.m.-4:30 a.m. 4:30 a.m.-4:50 a.m. 4:50 a.m.-7:30 a.m. PL
PL (Paid Lunch)
D3 - Two Shift Operation with a Partial Crew on Night Shift
SCHEDULE
NO. REGULAR TIME LUNCH REGULAR TIME
3J 7:30 a.m.-11:30 a.m. 11:30 a.m.-12:00 noon 12:00 noon-4:00 p.m.
4:00 p.m.-8:00 p.m. 8:00 p.m.-8:20 p.m. 8:20 p.m.-MIDNIGHT PL
MIDNIGHT-4:00 a.m. 4:00 a.m.-4:20 a.m. 4:20 a.m.- 8:00 a.m. PL
3K 7:30 a.m.-12:00 noon 12:00 noon-0:30 p.m. 0:30 p.m.- 4:00 p.m.
4:00 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-MIDNIGHT PL
MIDNIGHT-4:30 a.m. 4:30 a.m.-4:50 a.m. 4:50a.m.-8:00 a.m. PL
3L 7:30 a.m.-0:30 p.m. 0:30 p.m.-1:00 p.m. 1:00 p.m.-4:00 p.m.
4:00 p.m.-9:00 p.m. 9:00 p.m.-9:20 p.m. 9:20 p.m.-MIDNIGHT PL
MIDNIGHT -5:00 a.m. 5:00 a.m.-5:20 a.m. 5:20 a.m.-8:00 a.m. PL
3M 8:00 a.m.-12:00 noon 12:00 noon-12:30 p.m. 12:30 p.m.-4:30 p.m.
4:30 p.m.-8:30 p.m. 8:30 p.m.-8:50 p.m. 8:50 p.m.-0:30 a.m. PL
0:30 a.m.-4:30 a.m. 4:30 a.m.-4:50 a.m. 4:50 a.m.- 8:30 a.m. PL
3N 8:00 a.m.-0:30 p.m. 0:30 p.m.-1:00 p.m. 1:00 p.m.-4:30 p.m.
4:30 p.m.- 9:00 p.m. 9:00 p.m.-9:20 p.m. 9:20 p.m.-0:30 a.m. PL
0:30 a.m.-5:00 a.m. 5:00 a.m.-5:20 a.m. 5:20 a.m.-8:30 a.m. PL
3O 8:00 a.m.-1:00 p.m. 1:00 p.m.-1:30 p.m. 1:30 p.m.-4:30 p.m.
4:30 p.m.-9:30 p.m. 9:30 p.m.-9:50 p.m. 9:50 p.m.- 0:30 a.m. PL
0:30 a.m.-5:30 a.m. 5:30 a.m.-5:50 a.m. 5:50 a.m.-8:30 a.m. PL
PL (Paid Lunch)
D4 - Three Shift Operation
SCHEDULE
NO. REGULAR TIME LUNCH REGULAR TIME
4A 6:00 a.m.-10:00 a.m. 10:00 a.m.-10:20 a.m. 10:20 a.m.-2:00 p.m. PL
2:00 p.m.-6:00 p.m. 6:00 p.m.-6:20 p.m. 6:20 p.m.-10:00 p.m. PL
10:00 p.m.-2:00 a.m. 2:00 a.m.-2:20 a.m. 2:20 a.m. -6:00 a.m. PL
4B 6:00 a.m.-10:30 a.m. 10:30 a.m.-10:50 a.m. 10:50 a.m.-2:00 p.m. PL
2:00 p.m.-6:30 p.m. 6:30 p.m.-6:50 p.m. 6:50 p.m.-0:00 p.m. PL
10:00 p.m.-2:30 a.m. 2:30 a.m.-2:50 a.m. 2:50 a.m.- 6:00 a.m. PL
4C 6:00 a.m.-11:00 a.m. 11:00 a.m.-11:20 a.m. 11:20 a.m.-2:00 p.m. PL
2:00 p.m.-7:00 p.m. 7:00 p.m.-7:20 p.m. 7:20 p.m.-10:00 x.x.XX
10:00 p.m.-3:00 a.m. 3:00 a.m.-3:20 a.m. 3:20 a.m.-6:00 a.m. PL
4D 6:30 a.m.-10:30 a.m. 10:30 a.m.-10:50 a.m. 10:50 a.m.-2:30 p.m. PL
2:30 p.m.-6:30 p.m. 6:30 p.m.- 6:50 p.m. 6:50 p.m.-10:30 x.x.XX
10:30 p.m.-2:30 a.m. 2:30 a.m.-2:50 a.m. 2:50 a.m.-6:30 a.m. PL
A P P E N D I X ( E )
INSURANCE BENEFIT PROGRAM
Eligibility
Coverage of all benefits, with the exception of, weekly indemnity and
restorative dental coverage, will commence the first of the month following
the date of employment. Weekly Indemnity and restorative dental coverage
will commence after your probationary period which is 90 calendar days.
For employees who are recalled, after lay-off, all benefits shall commence
on the first day of the month following return to work.
All benefits under this program shall cease on the date of termination for
an employee who is terminated for cause (subject to the grievance
procedure). The exception to this shall be benefits which have been
pre-approved and are ongoing.
Dependents
Dependents are defined as:
- the spouse of an employee. Spouse includes the person to whom the
employee is legally married, or was legally married and is now legally
responsible, or a person of the opposite sex with whom the employee is
living as husband or wife. In no event will more than one person be
eligible for insurance as an employee's spouse.
- unmarried children under 21 years of age who are dependent on the
employee for support. This includes natural or legally adopted children who
may or may not be living in the employee's household. Also covered are step
children or any children related to the employee by blood or marriage
provided they live in the employee's household and the employee is
financially and legally responsible for them.
- a mentally retarded or physically handicapped child over the age of 21
and who had the condition and was insured as the employee's dependent
immediately before the age of 21.
- unmarried children over 21 years of age and in fulltime attendance at a
school or university and who are dependent upon the employee for support.
Cost of the Plan
The Company pays the entire cost of the group benefits described in this
agreement.
Claims
All claims must be submitted through your administrator. Do not send them
directly to the insurance company as this will only delay your payment. It
is the employee's responsibility to supply any information necessary to
substantiate a claim.
Unless otherwise specified the company will reimburse the cost for required
medical forms, under the insurance benefit program, to a maximum of $50 per
form.
Life Insurance
Your group life policy provides coverage for yourself and your dependents.
Employee coverage $50,000
Dependent's Insurance - Spouse $10,000
- each child $ 5,000
Coverage - 24 hour basis, on and off the job, valid anywhere in the world,
subject to policy exclusions.
Beneficiary
In the event of a death from any cause while the insurance is in force, the
amount of life insurance is payable to your estate, or to the person you
have named as beneficiary. You may change the beneficiary by applying to
the Administrator, subject to any legal requirements affecting such right.
Disability
If you become unable to engage in any gainful employment due to sickness or
injury, your life insurance will continue during the time you are disabled.
Proof of your total disability will be required from time to time.
Conversion
At termination of employment you may convert your life insurance regardless
of health, to an individual policy at rates dictated by the insurance
company depending on your age at time of application. You have 31 days
following termination to elect this option, otherwise the option is
invalid. It should be emphasized that you are not offered any special rate,
therefore, for your own protection, you should check the rates of other
insurance companies.
ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE
If one of the following losses should occur within one year following an
accident, payment will be made as follows:
FOR DEATH
- The principal sum which is $50,000
FOR DISMEMBERMENT
For the loss of or the loss of the use of:
- both hands The Principal Sum
- both feet The Principal Sum
- the sight of both eyes The Principal Sum
- one hand and one foot The Principal Sum
- one hand and the sight of one eye The Principal Sum
- one foot and the sight of one eye The Principal Sum
- speech and hearing in both ears The Principal Sum
- quadriplegia The Principal Sum
- paraplegia The Principal Sum
- hemiplegia The Principal Sum
- loss of one arm 3/4 of The Principal Sum
- loss of one leg 3/4 of The Principal Sum
- loss of one hand 1/2 of The Principal Sum
- loss of one foot 1/2 of The Principal Sum
- loss of the entire sight of one eye 1/2 of The Principal Sum
- hearing in both ears 1/2 of The Principal Sum
- loss of speech 1/2 of The Principal Sum
- loss of thumb and index finger 1/4 of The Principal Sum
- loss of hearing in one ear 1/6 of The Principal Sum
Of the losses not covered by this plan, the more important ones are:
- suicide or self destruction or any attempt thereat
- war, hostilities or riots
- travel or flight in any aircraft other than as a conventional passenger.
If a claim is established for total disability, the insurance will be
continued for the duration of total disability but not beyond your 65th
birthday.
Written notice of your claim must be received within 30 days and written
proof of loss must be received within 90 days after the loss.
The beneficiary named under your life insurance policy will be the same on
this policy, unless stated otherwise.
DISABILITY INCOME PLAN
To qualify for this benefit you must be considered totally disabled. For
the purpose of determining total disability, the following criteria shall
be followed:
During the period of Weekly Indemnity coverage, an individual is considered
totally disabled if you are prevented from doing your own job by reason of
illness or injury.
During the first two years of Long Term Disability coverage, an individual
will be considered totally disabled if you are prevented from engaging in
your own job by reason of illness or injury.
Beyond the first two years of Long Term Disability coverage you will be
considered totally disabled if you are prevented by illness or injury from
engaging in any gainful occupation for which you are, or may reasonable
become, suited by education, training or experience.
You must be under the care of a duly qualified physician or surgeon
licensed to practice medicine. Proof of disability will be required from
time to time. Forms will be issued to you for completion by yourself and
the attending physician.
On termination of employment, disability coverage will cease as of that
date.
Weekly Indemnity Benefits
Benefits will be provided for a maximum 52 week period in conjunction with
Employment Canada. The first 26 weeks of disablement is covered by the
plan, a maximum of 15 weeks is covered by Employment Canada (at UIC rates)
and the subsequent 11 weeks are covered by the plan. Benefits will be paid
by the plan from the first day of an accident or hospitalization and from
the fourth day of illness, as per schedule below:
Effective January 1, 2001 $550 per week
Effective January 1, 2003 $575 per week
Long Term Disability
Long term disability benefits will commence after weekly indemnity benefits
expire. Your long term disability benefit is payable until age 65 or until
you return to active employment in the company, terminate employment or
die. The long term disability benefits are as follows:
Effective January 1, 2001 $1,050 per month
Effective January 1, 2002 $1,100 per month
If you return to active full-time employment after receiving LTD benefits
and again become disabled due to the same disability within 6 months, LTD
benefits will begin immediately without any waiting period. If a subsequent
disability arises from causes entirely unrelated to a previous disability
and you have been back to work on a full-time basis for at least one month,
a new waiting period will be established.
As with most benefits, Long Term Disability increases are not retroactive
and the benefit that an employee is eligible for is the benefit level that
was in place at the time of the original disability.
Benefits will not be payable for disability caused by pregnancy,
intentional self-inflicted injuries, by war, riot or civil commotion, or by
sickness or injury resulting from employment for wage or profit other than
by Prudential Steel Ltd.
To assure prompt payment:
- obtain forms from the administrator of the plan one month before the end of
your waiting period.
- complete your portion of the forms.
- have your physician complete forms where applicable.
- submit required forms promptly to the administrator of the plan, under no
circumstances later than 90 days after the end of your waiting period.
ALBERTA HEALTH CARE
Basic health benefits are provided through Alberta Health Care. This plan
covers standard hospital accommodations and doctors charges up to the
approved fee schedule for office, home and hospital visits. This plan also
covers hospital services such as operating room, laboratory examinations,
drugs administered in hospital, diagnostic and therapeutic treatments,
X-rays and the services of some paramedical practitioners such as
chiropractors, naturopaths, etc.
Your Alberta Health Care number is required at time of employment in order
to place you on our group account. If you are new in the province, or an
employee previously registered as a dependent on your parents registration,
a registration form will have to be completed. Hospital expenses incurred
outside of Canada will have to be paid directly by you. Your receipts will
then be submitted to Alberta Health care for payment, and any unpaid amount
can be submitted to the insurance carrier for reimbursement.
The legislation creating medicare prohibits insuring excess physicians'
fees, commonly known as extra billing and hospital user fees. Consequently,
our supplementary plans cannot insure these charges.
Income tax regulations require that the Company report, as part of your
income each year, the premiums paid on your behalf for Alberta Health Care.
Should the Alberta Provincial Government make a substantial change to the
Alberta Health Care System during the term of this agreement (minus one
day) then the Company and the Union will meet to discuss the impact on
Prudential Steel Ltd. employees.
MAJOR MEDICAL
Your major medical plan will pay reasonable charges for the following if
medically necessary:
- by a licensed hospital, limited to semi-private accommodations including
out-patient charges, in Canada, and for a temporary period outside Canada
in the case of a resident of Canada who requires hospitalization due to an
emergency while travelling or on vacation or because treatment is not
available in Canada. In all cases, charges by a chronic or convalescent
hospital for a covered person 65 years of age or over, shall be excluded.
- for services rendered outside the province of residence of the covered
person, and excludes such services rendered outside Canada except when such
services are required due to an emergency while travelling or on vacation
or when treatment is not available in Canada, by a physician, legally
licensed to practice medicine, in excess of the charges allowed under the
health insurance plan of the province of residence of the covered person.
The maximum amount payable by the company for such services shall not
exceed the amount specified in the fee schedule of the province of
residence of the covered person, except in the case of an emergency while
the covered person is travelling or on vacation or when treatment is not
available in Canada when the amount payable shall be unlimited.
- for 90% of drugs and medicines which require the written prescription of
a physician or dentist for purchase, excluding the following:
(a) food and dietary supplements
(b) cosmetic or hygienic products
(c) experimental drugs and medicines
(d) drugs and medicines not considered by the Canadian Medical
Association to be therapeutically useful
- for services of a chiropractor, osteopath, naturopath, podiatrist,
physiotherapist, speech therapist and masseur but not to exceed $15.00 per
visit, subject to a maximum of 20 visits for each type of such practitioner
per calendar year for each covered person and for services of a
psychologist not to exceed $1,000.00 for each covered person per calendar
year.
Charges for services by any of the above practitioners who are members of
the College of Physicians and Surgeons are paid by the provincial health
insurance plan.
- for X-rays by a chiropractor not to exceed $45.00 for each covered person
per calendar year.
- for surgery performed by a podiatrist not to exceed $200.00 for each
covered person per calendar year.
- for visual motor therapy by an optometrist not to exceed $10.00 per
half-hour.
- for services of a dentist for the excision of cysts and tumours and for
treatment due to accidental injury to natural teeth from an external blow,
excluding biting accidents, provided treatment is received within 12 months
of the accident.
- for ambulance service to the nearest hospital where treatment is
available.
- for private duty nursing service in the home of the covered person, and
in hospital outside Canada if the covered person is a resident of Canada,
by a registered graduate nurse not ordinarily resident in the home and not
related to the covered person, provided such service can be performed only
by a registered graduate nurse and not by a person of lesser
qualifications, and was certified as medically necessary by the attending
physician. For any in-home private duty nursing services only 75% of the
charges incurred shall be included as a covered expense and the total
amount payable for such charges shall not exceed $5,000.00 for each covered
person per calendar year.
- for an artificial eye, arm, hand, leg, foot, breast or orthopaedic
braces, including repairs and adjustments or replacement if repair is not
possible, or to accommodate a growing child.
- for xxxxx socks, limited to six pair a year, for each covered person.
- for glasses or contact lenses following a cataract operation limited to
$100.00 for each eye once only.
- for oxygen and its administration.
- for rental of a standard wheelchair, crutches, hospital bed or iron lung
recommended and approved by a physician legally licensed to practise
medicine.
- for the following items if recommended and approved by a physician
legally licensed to practice medicine; elastic stockings, limited to two
pair per calendar year for each covered person, traction appliance, spinal
and abdominal medical supports, varco traction kits, belts and similar
appliances, neck braces, cervical collars, ileostomy or colostomy kits.
- for orthopaedic shoes custom built, the charge reduced by the cost of
ordinary shoes, and orthopaedic modifications to shoes are recommended and
approved by a physician legally licensed to practise medicine or by a
podiatrist.
- hearing aids (no maximum coverage within reason, but not including
experimental hearing aids) once every three (3) years.
- for medically required varicose vein treatment.
Limitations & Exclusions - No payment shall be made for:
- any covered expenses incurred by a dependent during a period of hospital
confinement which began before the date such dependent became insured
hereunder. This limitation shall not apply to a child who became insured as
a dependent at birth.
- medical or other expenses in connection with periodic health check-ups or
examinations, travel for health, dental or services other than those
covered under this plan, or cosmetic surgery.
- any injury or sickness for which a covered person is entitled to
indemnity or compensation under any Workers' Compensation Act or comparable
legislative or insurance provision.
- any expenses for which a covered person is not required to pay, or for
any expense to which the employee is entitled to reimbursement under any
non-contractual arrangement, or under the health insurance plan of the
province in which the covered person resides, whether or not such covered
person is insured thereunder.
- any charges which are not permitted to be insured.
- any injury or disease which resulted from an act of war or hostilities of
any kind. - any deterrent or similar fee charged by a hospital other than a
chronic care co-payment fee for a covered person under 65 years of age.
Claims
Written notice and satisfactory proof of the incurring of an expense for
which benefits are claimed hereunder must be received by the Administrator
not later than 90 days following the end of the calendar year in which the
expense was incurred.
DENTAL
AS THE FINAL DETERMINATION OF DENTAL WORK REQUIRED AND COVERED IS THE
DETERMINATION OF THE INSURANCE CARRIER, IT IS RECOMMENDED THAT
PRE-DETERMINATION BE COMPLETED ON ANY DENTAL WORK IN EXCESS OF $300. The
Health Guard Dental Benefits pays up to:
- 100% of the reasonable charges for basic dental services, and 50% of the
reasonable charges for orthodontic and restoration services; as provided by
your dentist or licensed dental technician.
- Dental coverage shall follow the current CLHIA guidelines during the term
of this Agreement.
Covered expenses include:
BASIC 100%
- routine examinations (not more than one examination every six months)
- x-rays
- fillings other than inlays and crowns
- extractions
- oral surgery which includes procedures such as excision of cysts and
tumours
- cleaning and scaling
- fluoride treatments
- periodontal care (treatment of gums) excluding periodontal prothesis
(splinting) and orthodontic treatment (repositioning)
- endodontics, e.g. root canal therapy
- space maintainers and regainers for missing primary teeth
- rebasing and relining of dentures
ORTHODONTIC 50%
- orthodontic treatment (repositioning) and appliances up to a maximum of
$3,500 per covered person per lifetime.
RESTORATIVE 50%
- inlays and onlays
- crowns and bridges, limited to once in every five years
- pontics (false tooth)
- dentures (not duplicate set), limited to one set every five years
- bridge and denture repair
- limited to a maximum of $5,000 per covered person per year
Payment shall not exceed a portion of the amount shown in the fee schedule
of the dental association of your province of residence when treatment was
provided.
Limitations and Exclusions - No payment shall be made for:
- expenses payable under any other provision of this policy.
- expenses incurred for cosmetic purposes except covered dental
expenses for treatment required for correction of damagecaused by
accidental injury.
- expenses for services received because of dental injury for which a
covered person is entitled to indemnity or compensation under any
Workers' Compensation Act or comparable legislative or insurance
provision.
- expenses for services received for which a covered person is not
required to pay, including any expenses reimbursed, assumed
or allowed under any non-contractual plan, scheme or arrangement.
- expenses in respect of any dental injury which has resulted from an act
of war or hostilities of any kind.
- expenses for services for which coverage is provided for the covered
person under any other insurance plan or policy, to the
extent of such coverage.
Claims
Dental claim forms for each family member must be completed by the dentist and
you. The form should then be submitted to the administrator of the plan.
Written notice of any expense incurred on account of which benefits are payable
hereunder must be given to the Company within 30 days from the date such expense
was incurred. Written proof satisfactory to the Company of any expense on
account of which benefits are claimed must be furnished to the Company within 90
days from the date such expense was incurred.
Vision Care
(a) Safety
One pair of safety prescription glasses per year will be supplied to those
who require them for their work.
This plan covers approved safety frames, lenses and dispensing fees to a
maximum of $120.00 for single vision and $180.00 for bifocal lenses. The
supplier of the safety glasses shall be appointed by the Company.
(b) Family
One pair of prescription glasses or contact lens per family member once
every two years to a maximum of $250 per family member every two years.
This maximum of $250 per family member may be used to offset the cost of
laser surgery, however, this maximum shall apply to each individual
occurrence of laser surgery and shall not be cumulative.
The administrator will supply you with the necessary forms, prices, choice
of frames, and instructions, if required, on purchasing the glasses.
Eye Examination
Eye examinations not covered by Alberta Health Care will be covered to a
maximum of $55.00 per examination and shall be limited to one examination
per covered person per year.
A P P E N D I X ( F )
TRADESMEN'S TOOLS
(a) Employee-owned hand tools which are broken in the performance of work for
the Company shall be replaced by the Company upon presentation of the broken
tool to the Maintenance Xxxxxxx or the Electrical Xxxxxxx, as applicable, by the
employee within the next working day following date of breakage, if, in the
opinion of the Maintenance Xxxxxxx or the Electrical Xxxxxxx, as the case may
be, the tool was required for performance of work for the Company and the work
was performed in a careful and workmanlike manner including the use of the
proper tool for the job.
(b) In addition to (a) above, a cash tool allowance as set out below, will be
paid on completion of one (1) year of service and will be paid on the pay day
immediately following May 31 of each year. For employees working less than a
full year amounts will be pro-rated as at May 31.
1. Machinists $100.00
2. Millwrights $100.00
3. Electricians $ 50.00
4. Maintenance Welder $ 50.00
5. Fab. Welder $ 50.00
6. H.D. Mechanic $100.00
(c) Each tradesman must supply his own hand tools as per each department's
listed requirement.
A P P E N D I X ( G )
PROTECTIVE CLOTHING
The Company will supply the following protective clothing under conditions as
shown:
1. For employees whose regular job is on the inside and who are requested to
work outside during their regular shift, without having been notified of
such before leaving for work when outside temperatures are +30 F or lower.
The Company will provide:
(a) A winter lining for the safety helmet.
(b) A pair of working gloves.
(c) A heavy duty parka.
(d) A heavy duty pair of pants.
(e) A pair of winter boots.
This clothing must be turned in as soon as the employee is no longer needed
outside.
2. For employees whose regular job is on the inside and who are requested to
work outside during their regular shift, without having been notified of
such before leaving for work when it is raining.
The Company will provide:
(a) A waterproof coat or suit.
(b) A pair of overshoes.
This clothing must be turned in as soon as it stops raining or whenever the
employee is no longer needed outside.
3. For regular outside employees who are required to work outside while it is
raining.
The Company will provide:
(a) A waterproof coat or suit.
This clothing must be turned in as soon as it stops raining. None of the
aforementioned clothing can be taken outside the Company premises.
A P P E N D I X ( H )
LOCKERS
Full size lockers will be provided for all employees.
A P P E N D I X ( i )
PENSION PLAN
U.S.W.A., L.U. 7226 and Prudential Steel Ltd.
The Company to amend the Pension Plan effective January 1, 2001 to incorporate
the following features which shall be made part of the renewed Collective
Agreement.
1. Eligibility
All employees who are covered by the Collective Agreement have completed
one (1) year of service to become members with service credited from date
of hiring
2. Funding
Non-contributory; Company to bear entire cost.
3. Normal (Unreduced Pension Benefits)
Employees will be eligible for an unreduced basic pension at age 65 or
after 30 years of service.
In addition to the basic pension described above, active employees with at
least 30 years of service will be eligible for a pension supplement payable
until the retiree's 65th birthday.
4. Monthly Pensions Payable
Effective January 1, 2001, the basic pension benefit will be equal to $50
per month times years of service with a maximum credit of 35 years of
service.
Effective January 1, 2001, there shall be a basic pension benefit equal to
$52 per month times years of service, with a maximum credit of 35 years of
service, for those employees who retire between January 1, 2001 and
December 31, 2003. Effective January 1, 2004, the basic pension shall be
equal to $50 per month as listed above.
Effective January 1, 2001, the pension supplement will be equal to $20 per
month times years of service with a maximum credit of 30 years of service.
5. Reduced Early Retirement Pension
(a) Basic Pension
At the employee's sole discretion, after age 55, and with 10 or more
years of service, but less than 30 years of service, the employee may
retire with a basic pension reduced by 1/2 of 1% for each month that
the retirement date precedes his 65th birthday.
(b) Supplemental Pension
At the employee's sole discretion, after age 55, and with 10 or more
years of service, but less than 30 years of service, the employee may
retire with a supplemental pension reduced by 1/2 of 1% for each month
that the retirement date precedes his 65th birthday.
6. Vesting
Employees shall be fully vested in accrued basic pension benefits as
required under the Alberta Pension Legislation. Employees terminating
with vested basic pension rights are entitled to a deferred vested
pension payable at age 65.
Current vesting is 5 years of continuous service for full vesting and
2 years of service for vesting of credited service received after
January 1, 2000.
7. Survivor Pension
The surviving spouse of an employee who dies after becoming eligible
for any form of basic pension benefit under this Plan (whether he is
retired or still employed by the employer), shall receive a monthly
pension for life equal to 60% of the basic pension, which the deceased
spouse was receiving, or would have been entitled to receive, assuming
the date of his death had been his normal retirement date for the
purpose of this Plan.
8. Credited Service
There will be two types of credited service for the purpose of
calculating benefits under the Plan:
(a) Past Services:
All service with the Company up to the effective date of this Plan.
Past service credit shall include service for periods of time that an
employee was on Official Lay-Off status for years prior to January 1,
1990. This pension " Buy - Back " shall include only those employees
who have a current seniority start date of December 31, 1989 or
earlier.
(b) Current Service:
Service after the effective date of this Plan to be calculated in
years and tenths of years, as follows:
- Any year in which an employee receives 1,700 credited hours or
more shall constitute one year of credited service.
- Where an employee has fewer than 1,700 credited hours to his
credit during a year he shall be credited with 1/10 year of
service for each 170 credited hours.
Credited hours shall be meant to include:
1. Hours for which wages are received from the Company including
vacation hours and statutory holidays.
2. Hours the employee would normally have received while receiving
weekly indemnity benefits of the Workers' Compensation Board, or
the Company's Insurance Welfare Program, while in the employ of
the Company.
3. Hours the employee would normally have received while on
temporary Union business (not Union Employment).
9. Pension Committee
The Union shall appoint a Pension Committee. It is agreed that the
Union Pension Committee shall be supplied with:
- Pension Plan statistics;
- Periodic financial and actuarial reports on the Plan;
- Verification of service credits.
The Pension Agreement will provide for final settlement by an
arbitrator, if necessary, if disputes arise within the Pension Plan.
The Company shall contribute to a Union administered post retirement
benefit fund.
APPENDIX (J) X DESIGNATES 30 DAYS
LINES OF PROGRESSION 2X DESIGNATES 60 DAYS
PRODUCTION 3X DESIGNATES 90 DAYS
-67-
APPENDIX (J) X DESIGNATES 30 DAYS
LINES OF PROGRESSION 2X DESIGNATES 60 DAYS
QUALITY CONTROL 3X DESIGNATES 90 DAYS
-68-
APPENDIX (J) X DESIGNATES 30 DAYS
LINES OF PROGRESSION 2X DESIGNATES 60 DAYS
YARD 3X DESIGNATES 90 DAYS
-69-
APPENDIX (J) X DESIGNATES 30 DAYS
LINES OF PROGRESSION 2X DESIGNATES 60 DAYS
YARD 3X DESIGNATES 90 DAYS
-70-
APPENDIX K
SUPPLEMENTAL UNEMPLOYMENT BENEFIT PLAN
ARTICLE 1 - DEFINITIONS
1. "Accounting Period" means a calendar month.
2. "Bargaining Unit" means the unit or units of employees covered by the
Collective Agreement.
3. "Regular Benefit" means such weekly benefit as is payable under Article VII
of the Plan to an eligible employee for a week of layoff in which he
performed no work for the Company, and received no Jury Duty, Bereavement
or similar pay from the Company.
4. "Board" means the Board of Administration provided for in Article IX
hereof.
5. "Break in Seniority" means any break in or loss of seniority pursuant to
the terms of the Collective Agreement.
6. "Collective Agreement" means the currently effective Collective Agreement
between the Company and the Union.
7. "Company" means Prudential Steel Ltd.
8. "Compensated or Available Hours" for a week shall be the sum of:
(a) all basic shift hours for which an employee receives pay from the
Company;
(b) all hours scheduled or made available to the Employee by the Company
but not worked by the Employee, after reasonable notice has been given
to the Employee (including any period on leave of absence);
(c) all hours not worked by the Employee which are attributed to
absenteeism of other employees;
(d) all hours represented by vacation pay, paid pursuant to the Collective
Agreement, on the basis that 40 hours, or such fewer hours for which
vacation pay was received, shall be applicable to the first vacation
week to which the Employee is entitled under the Collective Agreement
and the remainder of such vacation hours, if any, shall be applied to
any additional week of Company designated vacation received by the
Employee.
9. "Credit Unit" means a unit credited to an Employee under the plan.
10. "Employee" means an employee in the Bargaining Unit covered by the Plan.
Use of the masculine gender in this Plan shall be deemed to also include
the feminine.
11. "Employee in Active Service" means an employee who has performed any work
for which he has drawn pay in any pay period.
12. "Fund" or "Trust Fund" means the trust fund established under Article II of
the Plan from which Benefits may be payable to Employees.
13. "Hours Credited" means:
(i) paid clock hours actually worked by employees
(ii) paid hours of vacation taken but not in excess of 40 hours per
week of such vacation
(iii)paid holidays not worked; paid call-in hours not worked
(iv) paid hours not worked on the day of an injury on the job
(v) paid hours not worked while serving on jury duty
(vi) regular shift hours not worked while absent due to sickness or
accident for which the employee has been compensated under the
Workmen's Compensation Act or the Weekly Indemnity Plan
(vii)regular shift hours not worked by an employee while on Union
business.
(It is understood that there shall be no duplication of hours counted
under the foregoing provisions).
14. "Plan" means the Supplemental Unemployment Benefit Plan as set forth in
this Agreement.
15. "Plant" means any of the company's operations.
16. "Regular Shift Hours Worked" means hours actually worked by employees.
17. "Seniority" means seniority status under the terms of the Collective
Agreement.
18. "Standard Hourly Rate" means the rate assigned in the Collective Agreement
to the job classification in which the employee is working,
(i) in the case of a regular benefit, the straight time hourly rate on his
last day of work in the Bargaining Unit
(ii) in the case of a short work week benefit, the highest straight time
hourly rate paid the employee while in the Bargaining Unit during the
pay period in which the short work week occurs.
19. "Supplementation" means the receiving by a laid off employee of both
Employment Insurance and Weekly Supplemental Benefit under the Plan for the
same week of layoff at approximately the same time and without reduction of
Employment Insurance because of the payment of the Weekly Supplemental
Benefit under the Plan.
20. "Trustee" means the trustee or trustees of the Trust Fund as provided for
under Article II of this Plan.
21. "Employment Insurance" means any system of programme established pursuant
to any law of Canada for paying benefits to persons on account of their
unemployment under which an individual's eligibility for benefit payments
is not determined by application of a "means" or "disability" test, and an
"employment insurance benefit" means a benefit payable under Employment
Insurance.
22. "Union" means the United Steelworkers of America on behalf of its Local
7226.
23. "Weekly Supplemental Benefit" means the weekly benefit provided for under
Article VII of the Plan.
24. "Week" or "Full Week", when used in connection with a period of layoff,
means:
(i) a period of layoff equivalent to a work week or
(ii) a work week for which an employee, although working all of the hours
of work made available to him during such week, shall not receive pay
from the Company sufficient in amount to disqualify him for a Benefit
under this Plan.
25. "Weekly Straight Time Pay" means an amount equal to an employee's Standard
Hourly Rate (plus any applicable out-of-line differential in effect at the
time of computation of the Regular Benefit, but excluding all other
premiums and bonuses of any kind) multiplied by 40.
26. "Weekly After Tax Pay" means the amount of an employee's Weekly Straight
Time Pay reduced by the sum of all federal, provincial and municipal taxes
and contributions which would be required to be collected, deducted or
withheld by the Company from a regular weekly wage of such amount if paid
to him for the last Pay Period he worked in the Bargaining Unit.
27. "Work Week" or "Pay Period" means a period of 168 hours covering work
performed on any shift commencing at or after 12:01 a.m. Sunday and up to
12:00 midnight the following Saturday.
ARTICLE II - ESTABLISHMENT OF FUND
The Company shall, in accordance with the Plan, establish and maintain a Fund,
with a qualified Trust Company selected by the Company as Trustee. The
Company's contributions shall be made into the Fund, the assets of which
shall be held, invested and applied by the Trustee, all in accordance with
the Plan. Benefits shall be payable only from the Fund. All assets of the
Fund shall be held by the Trustee in cash or investments in which the
Trustee is authorized to invest trust funds. The Fund shall be administered
in accordance with the terms of a trust agreement which shall be entered
into between the Company and the Trustee.
ARTICLE III - PERCENTAGE POSITION OF FUND
Section 1 - Percentage Position of Fund
The Company shall determine for each accounting period a Percentage Position of
the Fund, (hereinafter called the Percentage Position of the fund). The
Percentage Position of the fund for a particular accounting period shall be
the percentage of the market value of the total assets in the Fund, as
certified by the Trustee as of the close of business on the Friday
preceding the first Sunday of such accounting period, as it relates to the
Fully Funded Position of the fund for such accounting period as determined
by the Company in accordance with the provisions of this section. The Fully
Funded Position of the fund for any such accounting period shall be
determined by multiplying $867 by the sum of
(i) the number of employees in active service; and
(ii) the number of employees laid off from work and having Credit Units,
who are not included in (i),
both numbers to be determined as of the latest closed payroll period for which
the figures are available prior to the first Sunday of the accounting period for
which the Fully Funded Position is being determined.
Section 2 - Finality of Determinations
No adjustment in the Fully Funded Position or the Percentage Position of the
Fund shall be made on account of any subsequently discovered error in the
computations or the figures used in making the computations, except
(i) in the case of an error in bad faith, or
(ii) in the case where after discovery of any error adjustment is feasible.
ARTICLE IV - CONTRIBUTIONS BY COMPANY
Section 1
Effective January 1, 1998, the Company shall make a contribution to the fund
equal to ten (10 cents) multiplied by the total number of regular shift hours
worked by all employees for such pay period.
Section 2 - When Contributions are Payable
The contribution by the Company shall be made within four weeks of the end of
the accounting period with respect to which such contributions are being made.
ARTICLE V - ELIGIBILITY FOR BENEFITS
Section 1 - Application for Benefits
No employee may receive a Benefit unless he shall have made due application
therefore in accordance with the procedures established hereunder and shall have
met the eligibility requirements of Section 2 of this Article.
Section 2 - Eligibility
Effective January 1, 2001, and subject to the other provisions of this Plan, an
applicant shall be eligible for Regular Benefit only if, pursuant to the
provisions of the Collective Agreement, he is laid off from employment in the
Bargaining Unit for the work week, as defined in Article I, for which
application is made, or while such employee is participating in a company
approved training program, for which the employee also qualifies for Employment
Insurance Benefits, and,
(a) such layoff was not for disciplinary reasons and was not a consequence
of
(i) any strike, slowdown, work stoppage, picketing or other concerted
action involving employees or
(ii) any war or hostile act of a foreign power (but not government
regulations or controls connected therewith) or
(iii) sabotage or insurrection.
(b) with respect to such week the applicant:
1. has to his credit at least one-half (.50) Credit Unit:
2. has registered at and complied with the reporting requirements of
an employment office maintained by Employment Insurance and has
not failed or refused to accept employment deemed suitable by
Employment Insurance, in accordance with the regulations
thereunder.
3. has received an Employment Insurance benefit for the week in
which the member is claiming a benefit under this plan:
(i) only Employment Insurance benefits received as a result of
layoff from Prudential Steel ltd. shall be considered as
fulfilling the eligibility requirements of this plan
(ii) other Employment Insurance benefits such as training
allowances, maternity leave or sick benefits shall not be
considered eligible under this plan.
4. has not refused to accept work when recalled except as permitted
by the provisions of the Collective Agreement.
5. was not receiving or claiming any statutory benefit or any
accident or sickness benefit under the terms of the Weekly
Indemnity Plan or other disability benefit, (other than a
survivor's allowance under Workmen's Compensation laws or a
disability benefit which he was in receipt of while in active
employment with the Company prior to layoff).
6. did not receive any Employment benefit from or under any
contract, plan or arrangement of any other employer, and was not
eligible for such a benefit from or under any contract, plan or
arrangement of any other employer with whom he has greater
seniority than with the Company.
7. is eligible for a Benefit under the Plan of at least $25 per
week.
Section 3 - Disputed Claims for Benefits under
Employment Insurance
With respect to any week for which an applicant for a Benefit under the Plan has
been denied a benefit under Employment Insurance (except for one of the reasons
set forth in Section 2(b)(3) of this Article) and such denial is being appealed
by the applicant through the procedure provided therefore under Employment
Insurance, there shall be no consideration given to such application for Benefit
under the Plan unless and until his appeal for a Benefit under Employment
Insurance with respect to such work has been allowed.
ARTICLE VI - CREDIT UNITS
Section 1 - Accrual of Credit Units
(a) Credit Units shall have no value in terms of either time or money
but shall be a means of determining duration of benefits under
the varying circumstances prevailing from time to time. Credit
Units shall be credited to an employee at the rates specified in
subsection (b) of this section, provided that:
1. no employee may have to his credit in the aggregate at any
one time more than 39 Credit Units under the Plan, and
2. no employee shall be credited with any Credit Units prior to
the first day as of which he
(i) had at least one year of seniority and
(ii) is an Employee in Active Service in the Bargaining
Unit, but as of such day he shall be credited with
Credit Units based upon his work week subsequent to
date of hiring or January 1, 1991, whichever is later.
(b) Credit Units shall be credited at the rate of one-half (.50) of a
Credit Unit for each full work week commencing on or after
January 1, 1991. For the purpose of accruing Credit Units under
this subsection, a full work week for an employee means a work
week in which his hours credited are 31 or more.
Section 2 - Forfeiture of Credit Units
An employee shall forfeit permanently all Credit Units with which he shall have
been credited if at any time
(i) he shall incur a break in his seniority, or
(ii) he shall wilfully misrepresent any material fact in
connection with an application by him for Benefits under the
Plan.
ARTICLE VII - AMOUNT OF REGULAR BENEFITS
Section 1 - Weekly Supplemental Benefits
Regular Benefit
- The Weekly Supplemental Benefit payable to any eligible applicant shall be
$50.00 less the amount of any wage or remuneration earned by the applicant
in such week.
- The weekly supplemental Benefit payable to any eligible applicant, while in
approved training shall be $450/week for the first two weeks of his
Employment Insurance waiting period, and $100/week for the balance of their
training course, less the amount of any wage or remuneration earned by the
applicant in such week.
Section 2 - Insufficient Credit Units for Full Benefit
If an eligible applicant shall have available a number of Credit Units less than
those required for the full amount of the Weekly Supplemental Benefit for any
week, he shall receive a proportionate amount of the Weekly Supplemental Benefit
to which his Credit Units would entitle him on the pro rata basis, but such
proportionate amount of benefit must be in an amount of at least $25.00.
Section 3 - Withholding Tax
The Trustee shall deduct from the amount of any Benefit as computed under this
Plan any amount required to be withheld by the Trustee or the Company by reason
of any law or regulation for payment of taxes or otherwise to any federal,
provincial or municipal government.
ARTICLE VIII - DURATION OF BENEFITS
Section 1 - Number of Weeks of Benefits
The number of weeks for which an eligible applicant shall receive Weekly
Supplemental Benefit payments shall be determined by the number of his Credit
Unit and the current Percentage Position of the Fund. Following the
implementation of this Plan on January 1, 1991, there shall be no benefits
payable until the Percentage Position of the Fund reaches at least 25%.
Thereafter the full Conversion Table shall apply.
Section 2 - Cancellation of Credit Units
The number of Credit Units to be cancelled for the regular benefit shall be
determined by
(i) the seniority of the employee to whom such benefit is paid and
(ii) the Percentage Position applicable to the week for which such
benefit is paid, in accordance with the following table:
CONVERSION TABLE
If the Percentage And if at the date of the
Position of the seniority of the person to
Fund Applicable whom such Benefit is paid is:
to the week for
which such 1 to 5 5 to 10 10 to 15 15 years
Benefit is Years Years Years and over
paid is:
The Credit Units cancelled for such Benefit shall be:
75% or over 1.00 1.00 1.00 1.00
65 - 74.99 1.25 1.00 1.00 1.00
55 - 64.99 1.50 1.25 1.00 1.00
45 - 54.99 1.75 1.50 1.25 1.00
35 - 44.99 2.00 1.75 1.50 1.25
25 - 34.99 2.50 2.00 1.75 1.50
15 - 24.99 3.00 2.25 2.00 1.75
under 15% No Benefit Payable
ARTICLE IX - ADMINISTRATION
Section 1 - General
(a) The determination of the eligibility of any applicant for a Benefit
and the payment of such Benefit shall be made in accordance with the
provisions of this Article.
(b) The Company shall determine the eligibility of any applicant for a
Benefit and the manner of payment of such Benefit, subject to the
right of appeal by the applicant as herein set forth.
Section 2 - Application for a Benefit
(a) The Company shall establish reasonable rules, regulations and
procedures concerning the times and locations at the Plant at which
employees desiring to establish eligibility for and/or to apply for a
Benefit may report in order to comply with the eligibility
requirements of the plan and concerning the form, content, and
substantiation of application for Benefits.
(b) An applicant may be required to exhibit his employment insurance
benefit cheque for the week with respect to which application is made
or to exhibit other satisfactory evidence of receipt of an Employment
Insurance Benefit.
(c) In addition, an applicant may be required to state in writing,
(i) whether he received or was entitled to receive any benefit from
any source other than the Plan for the week with respect to which
application is made, and, if so, the source and amount thereof;
(ii) the amount of any earnings during such week; and
(iii)such further evidence and information as the Company may deem
necessary to determine his eligibility for a Benefit.
Section 3 - Determination of Eligibility - Payment Procedure
(a) When an applicant files an application for a Benefit and furnishes the
evidence and information required to be furnished under Section 2 of
this Article, the Company shall determine within five working days
whether a Benefit is payable to him and, if so, the amount thereof.
(b) If the Company determines that a Benefit is payable, it shall within
five working days arrange payment by the Trustee.
(c) If the Company or the Board determines that any Benefits paid under
the Plan should not have been paid or should have been paid in a
lesser amount (as a result of a subsequent disqualification for
Employment Insurance Benefits or otherwise), written notice thereof
shall be mailed to the recipient and he shall return the amount of
overpayment to the Trustees. If such recipient shall fail to return
such amount promptly the Trustee shall arrange for the amount of
overpayment to be reimbursed to the Fund by making a deduction from
future Benefits otherwise payable to such recipient or by requesting
the Company to make a deduction from compensation and in such event
shall pay the amount deducted to the Trustee, and advise the Board of
such action. At such times as such overpayment is recovered by the
Fund, the number of Credit Units, if any, theretofore cancelled with
respect to such overpayment of benefits shall be restored to such
employee, subject to the provisions of Article VI.
(d) Payment of Benefits under the Plan shall be made by, and the return of
amounts of overpayment shall be made to, the representative of the
Trustee appointed by it for such purpose. Such representative may be a
person or persons employed by the Company.
(e) If the Company determines that an applicant is not entitled to a
benefit for which he has applied, it shall send prompt written notice
thereof to him by registered mail.
Section 4 - Powers and Authority of the Company
The Company shall have such powers and authority as are necessary and
appropriate in order to carry out its duties hereunder, but not limited to, the
following:
(a) To obtain from employees, the Trustee, and elsewhere such information
as the Company shall deem necessary in order to carry out its duties
under this Plan.
(b) To investigate the correctness of information furnished by any
applicant for a Benefit.
(c) To make appropriate determinations pursuant to this Article.
(d) To establish appropriate procedure for giving notices required to be
given under this Plan.
(e) To establish and maintain necessary records.
Section 5 - Board of Administration
(a) Composition and Procedure:
1. There shall be established a Board of Administration consisting
of three Company appointed representatives and three Union
appointed representatives hereinafter referred to respectively as
the Company Members and the Union Members. In the event of a
deadlock in voting on the Board, an impartial Chairman may be
selected by mutual agreement of the Company and Union Members. If
no agreement can be reached, the Chairman shall be appointed by
the Dist. Dir. - USWA at the request of either the Company or the
Union. The impartial Chairman shall be considered a member of the
Board and shall attend and vote at meetings of the Board only
with respect to a matter before the Board under the Plan which
the Company and Union Members are unable to dispose of by
majority vote.
2. (i) The Company and the Union may appoint an alternate for each
Member who may replace the respective Member at any meeting which
the Member is unable to attend.
(ii) Either the Company or the Union at any time may remove a
Member or alternate appointed by it and may appoint a Member
or alternate to fill any vacancy among the Members or
alternates appointed by it. Both the Company and the Union
shall notify each other in writing of the names of Members
or alternates respectively appointed by them before any such
appointments shall be effective.
3. To constitute a quorum for the transaction of business, there
shall be required to be present at any meeting of the Board at
least two Union Members and two Company Members. Decisions of the
Board shall be by a majority of the votes cast.
4. The Board shall not maintain any separate office or staff. The
Company and the Union shall each be responsible for furnishing
such clerical and other staff assistance as its own
representative members of the Board respectively shall require.
Copies of all appeals, reports, and other documents to be filed
with the Board pursuant to the Plan shall be filed in duplicate,
one copy to be sent to the Company members at the address
designated by them and the other to the Union Members at the
address designated by them.
(b) Powers and Authority of the Board:
1. The Board shall be empowered and authorized and shall have
jurisdiction,
(i) to hear and determine appeals pursuant to this Article;
(ii) to prescribe the form and content of appeals to the Board
established pursuant to Section 6 of this Article and such
detailed procedure as may be necessary with respect to the
filing of such appeals;
(iii)to require the Company to authorize the Trustee to make
payment of Benefits pursuant to determinations made by the
Board;
(iv) to require the Company to authorize the Trustee to make
payment of expenses of the Board which under the terms of
the Plan are to be paid from the Fund;
(v) to perform such other duties as are expressly conferred upon
it by the Plan.
2. Nothing in this Article shall be deemed to give the Board the
power,
(i) to prescribe in any manner internal procedures or operations
of either the Company or the Union nor
(ii) to add to, subtract from, or modify the provisions of this
Plan.
All majority decisions of the Board shall be final and binding on
employees, the Union, and the Company.
Section 6 - Appeals from Company Determination
(a) Appeal Procedure:
1. An appeal must be filed by an applicant in writing with
the Board within ten (10) days from the date the
employee is notified of a decision made by the Company.
2. A meeting of the Board of Administration, as provided
in the Supplemental Unemployment Benefit Plan, will
take place within ten (10) days from the receipt of a
written appeal.
3. An appeal may be withdrawn by the applicant before the
Board has made a decision.
(b) Applicability of Appeals Procedure:
1. Only the appeals procedure set forth in this Section
may be employed for the purpose of the Plan. An appeal
hereunder shall not be used nor deemed to be a
substitute for a protest or appeal under appropriate
Employment Insurance procedures of a denial of an
Employment Insurance Benefit.
2. In acting on appeals under this Section, the Board
shall have no power to determine questions arising
under the Collective Agreement, even though relevant to
the issues before the Board. All such questions shall
be determined through the regular procedures provided
therefore by the Collective Agreement, and all
determinations made pursuant to such agreement shall be
accepted by the Board.
Section 7 - Cost of Administering the Plan
(a) Expenses of the Trustee:
The costs and expenses incurred by the Trustee under the
Plan shall be charged to the fund.
(b) Expenses of the Board:
The compensation paid to the impartial Chairman of the Board
as well as any necessary expenses of the Board for the
performance of its functions specified in the Plan shall be
borne by the Fund. The Company members and the Union members
of the Board shall serve without compensation from the Fund.
(c) Cost of Company Administrative Services:
The Company shall bear the costs of services performed by it
in the administration of this plan and shall not be entitled
to reimbursement from the fund for such costs.
Section 8 - Reports
(a) Reports by the Company:
1. The Company shall notify the Board and the Union with
reasonable promptness of the Percentage Position of the Fund
as determined by it in accordance with the provisions of
Article III, and shall furnish a statement showing the
number of Employees in Active Service and the number of laid
off employees with Credit Units used in the computation.
2. Within 90 days following the end of each calendar year, the
Company shall furnish to the Union a statement showing the
number of Employee Regular shift hours on which Company's
contributions to the Fund during each accounting period of
such year have been based.
3. The Company will comply with reasonable requests by the
Union for other statistical information on the operation of
the Plan which the Company has compiled.
(b) Reports by the Trustee:
1. Within ten (10) days after the commencement of each accounting
period, beginning with the accounting period in which the Company
shall have made its first contribution under the Plan, the
Trustee shall be required to furnish to the Board, the Union, and
the Company a statement showing Trust Fund receipts during the
preceding accounting period.
2. Not later than the 10th (tenth) day of each accounting period
following the first Anniversary Date, the Trustee shall furnish
to the Board, the Union, and the Company,
(i) a statement showing the total market value of the Fund as of
the close of business on the Friday following the last
Monday of the preceding accounting period; and
(ii) a statement showing the amounts, if any, paid from the fund
during the preceding accounting period.
ARTICLE X - MISCELLANEOUS
Section 1 - Liability
(a) The provisions of Article IV of the Plan express completely the
Company's obligation with respect to financing the Plan and
providing for Benefits, and neither the Union nor any employee
shall call upon the Company to make or provide for any benefit or
payment beyond the provisions of the Plan, in the event the Fund
should prove insufficient to pay Benefits which might otherwise
be payable under the Plan.
(b) The Board, the Company, the Union, the Trustee and each of them
shall be entitled to rely upon the correctness of any information
furnished to it by an authorized representative of any of the
others; and none of them shall be liable because of any act or
failure to act on the part of any of the others, except that
nothing herein shall be deemed to relieve any such individual
from liability for his own fraud or bad faith.
Section 2 - Rights and Responsibilities
Neither the rights of the employees as set out in the
Collective Agreement, nor the Company's right to discipline
or discharge shall be enlarged or limited by reason of any
provision of this Plan. The Plan shall not be deemed in any
way to enlarge, qualify, limit or alter the Management
responsibilities of the Company as set forth in the
Collective Agreement.
Section 3 - No Vested Interest
No employee shall have any right, title, or interest in or to any of the assets
of the Trust Fund or to any Company contribution thereto, except to the extent
provided for by this Plan.
Section 4 - To Whom Benefits are Payable under Certain Conditions
Benefits shall be payable hereunder only to the person who is eligible
therefore, except that if the Board shall find that such person is deceased or
is unable to manage his affairs for any reason, any Benefit otherwise payable to
him shall be paid to his duly appointed legal representative, if there be one,
or if not, to the spouse, parents, children, or other relatives or dependents of
such person as the Board in its discretion may determine, and any such payment
so made shall be a complete discharge of any liability with respect to such
Benefit. In the case of death, no Benefit shall be payable with respect to any
period following the last full day of layoff immediately preceding the person's
death. Such benefit shall be prorated if a partial week is involved.
Section 5 - Non-Alienation of Benefits
No benefit shall be subject in any way to alienation, sale, transfer,
assignment, pledge, attachment garnishment, execution, or encumbrance of any
kind and any attempt to accomplish the same shall be void. In the event that the
Board shall find that such an attempt has been made with respect to any benefit,
the Board in its sole discretion may request the Company to direct application
of the amount of such benefit to such employee, his spouse, parents, children,
or other relations or dependents as the Board may determine, and any such
application shall be a complete discharge of any liability with respect to such
benefit.
Section 6 - Status of Person Receiving Benefits
Neither the Company's contributions nor any benefit paid under the Plan shall be
considered a part of any employee's wages for any purpose, other than for Income
Tax purposes. No person who receives any Benefit shall for that reason be deemed
an employee of the Company during such period nor shall he thereby accrue any
greater right to participate in, accrue credits or receive benefits under any
other Employee Benefit Plan to which the Company contributes than he would if he
were not receiving such benefit.
Section 7 - Amendment and Termination of the Plan
(a) So long as any Collective Agreement between the Company and the
Union concerning the Plan shall remain in effect, including the
period of time covered by the Collective Agreement, the Plan
shall not be amended, modified, suspended or terminated. Upon
Termination of such Agreement, the Company shall have the right
to continue the Plan in effect or to modify, amend, suspend, or
terminate the Plan once it has the agreement of the Union.
(b) Upon any termination of the Plan, the assets then remaining in
the fund shall be subject to all of the applicable provisions of
the Plan then in effect and shall be issued until exhausted to
pay expenses of administration and to pay benefits to eligible
applicants laid off, or thereafter laid off, in the order, each
week, of the respective dates as of which they were laid off, in
which event the provision of the last line of the table in
Section 2 of Article VIII with respect to a Percentage Position
of less than 25% (twenty-five percent) shall apply until the Fund
shall be exhausted. Following the effective date of such
termination of the Plan, after all benefits have been paid that
employees may be eligible to receive under the provisions of this
plan, the remaining funds of the Plan shall revert to the
Company.
(c) The Company shall notify Human Resources Development Canada of
any changes or amendments to this Plan within 30 (thirty) days of
the effective date of the change.
Section 8 - Payments Not Effected by Other Benefits
Any other benefits received by a member of this Plan such as guaranteed
remuneration, deferred remuneration or severance pay will not be reduced or
increased by payments received under this plan.
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD. (CALGARY)
and
UNITED STEELWORKERS OF AMERICA
LOCAL 7226
With regard to Article 5 - Union Security:
5.02 Institution of initiation fees at $10.00.
This document is to insure the smooth operation in the implementation of
initiation fees in the amount of $10.00.
Commencing the month following the month of hire, the Company will deduct
an initiation fee from the new employee in the amount of $10.00.
This deduction shall take place at the end of the first full pay period in
the month following the month of hire.
Such amounts deducted shall be sent to the Union with a separate accounting
in the same fashion as the regular union dues deductions.
Signed this 20 day of April, 2001.
PRUDENTIAL STEEL LTD UNITED STEELWORKERS OF AMERICA Local 7226
/s/ X.X. Xxx /s/ X.X. Xxxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
1. Re: Pay for Lost Time for Union Business
The Company agrees to pay all lost time for union business, and xxxx Local
7226 for such time as not covered by Article 11.07, on a monthly basis.
IN WITNESS WHEREOF the Parties hereto have executed this Letter Of
Understanding on this 20 day of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
(on behalf of Local Union 7226)
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA,
Local 7226
Effective January 1, 1991, the Company agrees to pay two and one-half (2-1/2)
cents per hour for each and every hour actually worked by an employee in the
Bargaining Unit to the United Steelworkers of America Local 7226 Education Fund.
Such contributions shall be made solely by the Company and the Company shall not
deduct such contributions or any portion thereof from an employee's wages. Such
contributions are in excess of the wage rate set out in the Collective
Agreement, and do not constitute a payment of wages, or any portion of a payment
of wages. Upon the wages of an employee becoming due the said contributions of
two and one-half (2-1/2) cents per hour shall be calculated by the Company, and
set aside for the Trustees of the said Fund and the gross contributions of the
Company for all hours worked by all employees in the Bargaining Unit in a month
shall be forwarded by the Company to the said fund at #000, 0000 Xxxxxxxx Xxxxx,
X.X., XXXXXXX, Xxxxxxx X0X 0X0, no later than the fifteenth (15th) of the month
following.
It is understood that the contributions above are for the benefit of members of
the Union as recognized by the Trustees of the said Fund, and that the Fund
shall be administered solely by the Trustees of the said Fund, and that the
Trustees are empowered to make from time to time reasonable rules in this
respect.
In witness whereof the parties hereto have executed this Agreement this 20 day
of Arpil, 2001.
For the Company For the Union
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA,
Local 7226
It is understood and agreed that the officially elected President of Local 7226,
while employed by Prudential Steel Ltd. and while serving in the capacity of
President of Local 7226, shall be put on straight day shift in the job he
normally holds as an extra employee. In addition, he shall remain accessible at
all times to the members of Local Union 7226.
Pay shall be for all hours worked, or as otherwise provided for under the
Collective Agreement.
In witness whereof of the parties hereto have executed this Agreement this 20
day of April, 2001.
For the Company For the Union
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.,
and
UNITED STEELWORKERS OF AMERICA
Local 7226
The Company agrees to the Union request to deduct one (1) cent per hour worked
from employee's pay and remit such deduction to the United Steelworkers of
America Humanities Fund as advised by the Union.
In witness whereof the parties have executed this Letter of Understanding on
this 20 day of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
The Company agrees with the Union's request to establish a payroll deduction
plan for workers who want to contribute to the Steelworkers Savings Plan.
Details of such plan shall be as mutually agreed between the Company and the
Union.
In witness whereof the parties hereto have executed this Agreement this 20 day
of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
The Company agrees to a severance adjustment allowance for employees covered by
this Collective Agreement and such allowance shall be as follows:
The Severance Adjustment Allowance shall be equal in total to two (2) weeks' pay
times years of seniority to a maximum of fifty-two (52) weeks, payable in
monthly instalments, to be no greater than $400 per month, until the terminated
person's individual amount is exhausted.
Alternatively, an employee affected by a plant closure may elect to receive a
lump sum payment equal to 80 hours pay times year of service.
To be eligible, the person must have been actively employed by the Company for
five years credited pension service and hold status on the Plant Seniority List.
To receive a benefit, the person must have been on layoff for two (2) continuous
years or have been permanently laid off as a result of a plant shutdown.
The person must apply in writing and expressly give up all recall rights.
The Company and the Union agree that for the term of this Collective Agreement
the Company will establish a Book Account of Ten (10) Cents per hour worked by
all employees covered by the Agreement. The Account will be administered by the
Company and the Union will be provided with quarterly statements.
Should the account ever fail to have sufficient funds to meet the monthly
payments, the Company shall advance the necessary amount to cover that month's
expense and recoup such advance from future accruals.
Any employee accepting participation in the Severance Adjustment Allowance shall
waive all rights past, present and future against the Company as a result of his
employment and or severance from the Company.
In witness whereof the parties hereto have executed this Letter of Understanding
this 20 day of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
AND
UNITED STEELWORKERS OF AMERICA
LOCAL UNION 7226
It is understood and agreed that the Group Leader positions will be filled by
hourly employees at the following levels of activity in each department.
Level of Activity Required
Job Classification to Fill Vacancy
Mill Line Group Leader 1 per shift per mill
Inspection Group Leader 1 per line per shift per mill
Threading Line Group Leader 1 per shift of threading
Laboratory Group Leader 1 when Mill I and/or Mill II
is on one shift:
2 when Mill I and Mill II are
on 2 or more shifts
Yard Group Leader 1 when there are 10 or more employees
on a shift
Senior H.D. Mechanic Group Leader 1 when 9 H.D. Mechanics are employed
Heavy Duty Mechanic Group Leader 1 when 5 H.D. Mechanics are employed
Machinist Group Leader 1 when 9 Machinists are employed
Fabrication Group Leader 1 when 8 Fabrication employees
are employed
Electrical Group Leader 1 when 8 Electricians are employed
Signed this 20 day of April, 2001.
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
AND
UNITED STEELWORKERS OF AMERICA
Local 7226
Procedure for crew movements between the upsetter and threading lines to replace
procedure dated October 18, 1979.
Movement of upsetter crew to threading line on a temporary basis:
Upsetter line Job class Threading line Job class
Upsetter Operator @ 12 goes to Group Leader @ 14
" @ 12 goes to Threading Machine Op. @ 12
" @ 12 goes to Thread End Insp. @ 12
" @ 12 goes to Bucker Operator @ 12
Upset Inspector @ 8 goes to Hydro Operator @ 8
" @ 8 goes to Scale Operator @ 8
Fin Grinder @ 7 goes to Drift Operator @ 7
" @ 7 goes to Material Handler @ 7
Movement of threading crew to upsetting line on a temporary basis:
Threading line Job class Upsetter line Job class
Group Leader @ 14 goes to Upsetter Operator @ 14
Threading Machine Op. @ 12 goes to " @ 12
Thread End Insp. @ 10 goes to " @ 12
Bucker Operator @ 10 goes to " @ 12
Hydro Operator @ 8 goes to Upset Inspector @ 8
Scale Operator @ 7 goes to " @ 8
Drift Operator @ 5 goes to Fin Grinder @ 7
Material Handler @ 4 goes to " @ 7
1. When moving from the upsetter to the threading line, the leader's job will
be filled first by the senior man in O.C.G. department with recall rights
then by the senior Upsetter-threader Operator.
2. Job openings will be filled first by personnel with recall rights, then by
job postings. Operator jobs will be posted as Upsetter-Threader Operators.
All other jobs will be posted by CWS job titles.
3. Order of crews in the Oil Country Goods Department shall be:
Crew 1 - Threading, Crew - 2 Threading, Crew - 3 Threading, Crew 4 -
Upsetter, Crew 5 - Threading, Crew 6 - Upsetter, Crew 7 - Threading,
Crew 8 - Threading, Crew 9 - Upsetter
4. Premium Threading Crews:
1 Premium Crew to Upsetter
1 Shift Leader (20) to Upset Operator (20)
1 Senior CNC Operator (14) to Upset Operator (14)
1 CNC Operator (14) to Upset Inspector (14)
1 Swage/Phosphate (8) to Fin Trimmer (8)
1 Swage/Phosphate (8) to Material Handler (8)
(1) 2 Premium Crews to Threading
1 Senior Shift Leader (20) to Leadhand (20)
1 Shift Leader (20) to Thrd Machine Opr (20)
1 Senior CNC Opr (14) to Thread Inspector (14)
1 CNC Operator (14) to Bucker Operator (14)
1 CNC Operator (14) to Drift Operator (14)
1 CNC Operator (14) to Scale Operator (14)
4 Swage/Phosphate (8) to Material Handler (8)
(2) 2 Premium Crews to Upsetter
1 Shift Leader (20) to Upset Operator (20)
1 Shift Leader (20) to Upset Operator (20)
1 CNC Operator (14) to Upset Operator (14)
1 CNC Operator (14) to Upset Operator (14)
1 CNC Operator (14) to Upset Inspector (14)
1 CNC Operator (14) to Upset Inspector (14)
1 Swage/Phosphate (8) to Fin Trimmer (8)
1 Swage/Phosphate (8) to Fin Trimmer (8)
2 Swage/Phosphate (8) to Material Handler (8)
Signed on behalf of:
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
Signed this day 20 of April, 2001.
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
or their successors and/or
their assigns, hereinafter
called the "Company", of
the first part
and
UNITED STEELWORKERS OF AMERICA, LOCAL 7226
hereinafter called the
"Union", of the second part
Effective January 1, 1991, the Company agrees to pay five (5) cents per hour for
each and every hour actually worked by any employee in the bargaining unit to
the United Steelworkers of America, Local 7226 (Prudential) Safety Equipment
Trust Fund. Such contributions shall be made solely by the Company and the
Company shall not deduct such contributions or any portion thereof from an
employee's wages. Such contributions are in excess of the wage rate set out in
the Collective Agreement, and do not constitute a payment of wages, or any
portion of a payment of wages. Upon the wages of an employee becoming due the
said contributions of five (5) cents per hour shall be calculated by the
Company, and set aside for the trustees of the said Fund, and the gross
contributions of the Company for all hours worked by all employees in the
bargaining unit in a month shall be forwarded by the Company to the said Fund at
150, 0000 Xxxxxxxx Xxxxx X. X. Xxxxxxx, Xxxxxxx, X0X 0X0, no later than the
fifteenth (15th) of the month following.
It is understood that the contributions above are for the benefit of members of
the Union as recognized by the trustees of the said Fund, and that the Fund
shall be administered solely by the trustees of the said Fund, and that the
trustees are empowered to make from time to time reasonable rules in this
respect.
It is also understood that the Union will prepare a financial statement on the
operations of the said Fund for each calendar year, and submit this financial
statement to the Company.
Upon request by the Company, the Union will supply details on the operation of
the said Fund.
In witness whereof the parties hereto have executed this Agreement the 20 day of
April, 2001.
Signed on behalf of: Signed on behalf of
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
It is understood and agreed that the employer (Prudential Steel Ltd.) shall
maintain a continuous and ongoing monitoring program at the worksite. The Union
shall participate in such monitoring activities and inspections, including, but
not limited to, health and safety evaluations of noise levels, air pollutants,
chemical and physical agents or ventilation problems.
In addition, the Union shall be allowed to conduct whatever additional health
and safety inspections and monitoring the Union deems necessary to safeguard the
health and safety of its members. Inspections conducted by a third party must be
mutually agreed upon by the Company and the Union.
In witness whereof the parties hereto have executed this Agreement this 20 day
of April, 2001.
For the Company For the Union
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
APPRENTICE TRAINING AGREEMENT
between
PRUDENTIAL STEEL LTD.
and
UNITED XXXXXXXXXXXX XX XXXXXXX
XXXXX 0000
XXXXXXX
XXXXXXX
APPRENTICE TRAINING AGREEMENT
INDEX
Article
1 Preamble
2 Joint Apprenticeship Committee
3 Relation of Trade
4 Qualifications of Applicants for Apprenticeship
5 Contract of Apprenticeship
6 Schedule of Apprentice Training Rates
7 Schedule of Training Processes
8 Instruction of Apprentices
9 Seniority
10 Hours of Work
11 Certificate of Apprenticeship
12 Modification of Standards
13 Duration of Agreement
Exhibit
"A" Record of Application
"A-1" Application for Apprenticeship (Government form not included)
"B" Contract of Apprenticeship (Government form not included)
"C" Schedule of Apprenticeship Training Periods
and Classifications
"D" Work Processes and Related Organized Training
"E" Personal Evaluation for Apprenticeship Selection
ARTICLE 1 - 1
PREAMBLE
1.01 This Agreement entitled "Apprentice Training Agreement", dated , 20 , is
entered into between Prudential Steel Ltd., Calgary, Alberta, and/or its
successor, (hereinafter) referred to as ("the Company") and Local Union
7226, United Steelworkers of America and/or its successor, (hereinafter)
referred to as ("the Union") and is supplemental to the Collective
Agreement currently in effect between the Company and the Union . Wherever
the masculine pronoun is used in this Agreement, the same shall be
construed as meaning the feminine.
Unless specifically amended by the Apprenticeship Training Agreement or by other
Agreement approved jointly by the Company and the Union, the provisions of the
Collective Agreement currently in effect shall apply to Apprentices the same as
to other employees covered by the Collective Agreement.
1.02 This Agreement is established as an aid to the Company and its employees as
represented by the Union.
(a) To give practical expression to the mutual desire of the Company and
the Union to develop trained, qualified Journeymen in the respective
trades through an adequate Apprentice Training Program; and
(b) To provide a detailed record of the basis upon which such Apprentice
Training Program is to be conducted.
ARTICLE 2 -
JOINT APPRENTICESHIP COMMITTEE
2.01 A Joint Apprenticeship Committee shall be established consisting of three
(3) representatives of the Company and three (3) representatives of the
Union.
This Committee shall administer the provisions of this Agreement. Each
representatives shall have one vote. Union representatives on the Joint
Apprenticeship Committee shall be members of Local 7226 in the employ of
the Company.
2.02 The Secretary of this Committee shall be a designated Committee
representative of the Company. No minutes of any meeting shall be valid
unless co-signed by a designated Committee representative of the Union. The
Chairman of this Committee shall be a representative of the Company.
2.03 The Committee shall meet at regular monthly intervals, or more often when
requested by either party. No meeting shall be held with less than two (2)
members of each party present. However, if only two (2) members are
present, of either party, they shall have authority to vote the full three
(3) votes of the respective group.
2.04 Each group may request consultants to attend meetings. Such consultants may
participate in discussions, but shall not vote on any matters.
2.05 The duties of the Committee shall be as follows:
(a) To approve Apprenticeship Applications; (Exhibit "A-1")
(b) To hear and adjust differences which may arise respecting the
provisions of this Agreement;
(c) To ensure that adequate and proper training is given the Apprentice;
(d) To review testing procedures and results;
(e) To co-operate with the apprentice, the school authorities, the Company
and the Union in the successful operation of the Apprentice Training
Program;
(f) To co-operate with the Provincial Government Apprenticeship Training
Branch;
(g) To improve the standards of apprenticeship by recommending additions
and revisions;
(h) To formulate and carry out plans to create and maintain interest in
the Apprentice Training Program;
(i) To ensure that the program is administered properly and periodically
to review the progress of the apprentices.
2.06 The Company shall establish and install all apprenticeship programs. These
programs shall be reviewed by the Joint Apprenticeship Committee. Should
the Joint Apprenticeship Committee be unable to agree, with regard to the
content of any apprenticeship program, as established by the Company, the
matters in dispute, which cannot be resolved by the Joint Apprenticeship
Committee, shall be subject to Article 6 of the Collective Agreement.
ARTICLE 3 -
RELATION OF TRADE
3.01 Employees may be selected to serve as apprentices for the purpose of
developing skilled Journeymen in the trades of:
(a) Electrician
(b) Heavy Duty Mechanic
(c) Machinist
(d) Millwright
(e) Welder-Maintenance
(f) Welder-Fabrication
3.02 Employees who possess the requisite qualifications and ability shall be
eligible for apprentice training in the respective trades or crafts.
3.03 There shall be a ratio of not more than one apprentice for each trade, and
additionally, one apprentice for each four (4) Journeymen regularly
employed in the bargaining unit in respective trade, except as may be
otherwise agreed by the Joint Apprenticeship Committee.
3.04 A reduction in the number of Journeymen may not call for a reduction in the
number of apprentices provided the agreed ratio, in Article 3.03, is not
exceeded.
ARTICLE 4 -
QUALIFICATIONS OF APPLICANTS FOR APPRENTICESHIP
4.01 Applications for apprentice training shall be made in accordance with the
Job Posting provisions of the Collective Agreement currently in effect.
4.02 Applicants for apprenticeship shall possess the following qualifications:
Scholastic
(a) Applicants for apprenticeship training shall have a minimum education
to be agreed upon by the Joint Apprenticeship Committee as each case
arises, but should not be less than a Grade 9 certificate or other
qualifications determined by the Minister of Labour, as equivalent
thereto for the following trades:
- Heavy Duty Mechanic
- Welder
(b) The following trades should have a minimum of a Grade 10 certificate
or other qualifications determined by the Minister equivalent thereto:
- Electrician
- Machinist
- Millwright
4.03 All qualified applicants, before being accepted as apprentices shall:
(a) Fill out Record of Application Form set forth as EXHIBIT "A" of this
Agreement.
(b) fill out Application for Apprenticeship Form set forth as EXHIBIT
"A-1" of this Agreement.
4.04 The Company shall furnish to the Union lists showing apprentices selected
and any future change in their training periods. Such lists shall include:
(a) Name of trade;
(b) Name of apprentice;
(c) Training period to which assigned;
(d) Date of assignment to such training period.
4.05 Selecting Apprentices
The information notice for an apprenticeship opening will include the trade
the apprenticeship is for and the dates on which the information notice
goes up and comes down. You may contact the Personnel Department for any
additional information.
The apprenticeship will be open to all Prudential Steel Employees except
tradesmen and apprentices in another trade. There will be no negative
effect to an employee's chance of getting an apprenticeship if more than
one trade apprenticeship is applied for, although it is in the employee's
best interest to go after one trade and get both work experience and
education that relate directly to the apprenticeship that is being applied
for. This is recognized in the Apprenticeship Evaluation Procedure.
The information notice will remain on the bulletin boards for a minimum of
three (3) days to ensure everyone on the property has an opportunity to
read and respond to it.
At this point, the selection process begins. The first step is to see if
the applicant has the minimum requirements:
The probation period of service with Prudential Steel has been completed as
of the closing date of the notice.
The applicant has the minimum education requirements as set by the
apprenticeship board.
If these two requirements are met, you can proceed to the next step in the
selection process.
Responsibilities In The Apprenticeship Selection
It is the responsibility of the employee applying for the apprenticeship to
provide all information and certificates that relate directly to the
apprenticeship applied for by the closing date of the notice.
The Apprenticeship Committee will be made up of three (3) Union and three
(3) Company representatives. The Apprenticeship Committee will set out it's
own procedures. All decisions of the Committee shall be made jointly.
The Personnel Department will administer the trades related tests and score
them, calculate the point value for each applicant for length of service,
distribute and collect Employee Performance Appraisals for the applicants,
and schedule the interviews with the Apprenticeship Committee. These
interviews will be conducted, and all will be completed in one day, if
possible. The goal is to gather all information quickly so that the
apprenticeship may be awarded as expediently as possible.
Apprenticeship Evaluations
Trade Assessment Exam This test is conducted through the Personnel
Department. The test is designed to examine candidates in areas that are
pertinent to the trade. Each candidate will have two opportunities to write
the test. At the present time, the pass xxxx is 70%. Ten (10) points will
be awarded for the test, however, a pass xxxx must be achieved for being
considered for the apprenticeship. The ten (10) points will be awarded in
relationship to your test score as: 70%-79% = 2 pts; 80%-84% = 4 pts;
85%-89% = 6 pts; 90%-94% = 8 pts; 95%-100% = 10 pts.
Present Job Performance It is the committee's plan to initiate a
performance evaluation to be done on each candidate by his/her immediate
xxxxxxx. The evaluation is on overall performance at their present job.
Seniority
This is for the candidates company seniority since last date of hire
up to the date the notice closes. This accounts for 30% of the overall
rating. One point will be determined by dividing the total service, in
months, of the senior applicant by 30. The corresponding amount will
be used to determine the points scored for each subsequence applicant.
ie: Senior applicant = 120 months Divided by 30 = 4 months = 1 point
All other applicants' seniority in months, divided by 4, equals their
points.
Work History
This would include all past experience gained both previous to and
during employment at Prudential Steel, that specifically relates to
the apprenticeship that has been applied for. Confirmation of the
exact experience obtained before working at Prudential Steel must be
in writing, and experience obtained at Prudential Steel confirmed
verbally.
Some points to consider when deciding the specific point value for past
experience are:
- how familiar the candidate is to the trade through the jobs he has worked
at (ie: for heavy duty mechanics, an equipment operator would have some
exposure to the job. For millwrights, a person that has worked in the plant
would have some exposure to the job.)
- consider the amount and quality of the experience along with the time spent
in the position to gain experience related to the trade.
- have they worked in any jobs that have given them experience with shop
practices and safety as it relates to the trade.
- how in depth has the experience been.
Points are divided into three (3) areas and will be determined by the
Apprenticeship Committee to ensure consistency: 1) shop practices (5) 2)
trade-related experience (10) 3) other work-related experience (5)
This accounts for 20% of the overall rating.
Trade Related Education
In this area, we look at the candidate's extra skills or education.
Has he/she taken a pre-apprenticeship or any other trade-related
courses on his/her own? First aid courses, although helpful, are of a
general nature and not specifically trade-related thus they will not
be considered. Points for extra effort relating to the trade will be
awarded here.
A pre-apprenticeship that has been taken for the trade applied for
would be worth twenty (20) points. Other courses would be
comparatively judged, using the pre-apprenticeship as a standard.
An exception to this would be courses taken to qualify the applicant
for the apprenticeship (ie: G.E.D. or grade twelve upgrading would not
be counted). Courses taken to improve an applicant's minimum standing
or taken during high school (ie: auto shop) also will not be counted.
Points will be determined by the Apprenticeship Committee to ensure
consistency.
This accounts for 20% of the overall rating.
Education
Completion of Grade 10 is a must for entrance into most of the
Apprenticeship programs in Alberta.
It is also the desire of Prudential Steel to promote the completion of
an individual's high school education.
An individual will be awarded ten (10) points for completion of each
grade above 10 to a maximum of twenty (20) points for completion of
the highest grade completed in his/her province or state.
G.E.D. or equivalent education will be considered as with the above.
Scoring
Total scoring is out of 100 points. One (1) point = 1%. Calculations
will be rounded to one decimal point.
Awarding The Apprenticeship
Within five days after the selection process is complete, the name of
the successful candidate will be posted.
At this point, the new apprentice will be asked to come to the
Personnel Department and complete the necessary forms of indenture,
and to see the general xxxxxxx of the area he/she will be working in
to discuss the move into the trade.
There may be a waiting period from the time the apprenticeship is
awarded to the start date. This is to minimize the disruption in the
operation where a need arises to fill the position of the successful
candidate.
NOTE: The successful candidate will be scheduled to write a Trades
Entrance Exam provided by the Apprenticeship Branch, if not already
done.
ARTICLE 5 -
CONTRACT OF APPRENTICESHIP
5.01 Each apprenticeship application set forth as EXHIBIT "A-1", complete with
documented proof of education and experience, shall be submitted to the
Joint Apprenticeship Committee for approval by the Committee prior to being
forwarded to the appropriate Provincial Government department. No
application shall be so forwarded, which has not been approved by the
committee.
5.02 The applicant whose application has been approved by the Joint
Apprenticeship Committee and his parent or guardian, if he is under 17
years of age, shall enter into an Apprenticeship Contract with the Company.
All standards contained in this Agreement shall be a part of the
Apprenticeship Contract as though specifically written therein. A specimen
Apprenticeship Contract is set forth as EXHIBIT "B" of this Agreement. Such
Apprenticeship Contract shall not be eligible for registration with the
appropriate Provincial Government department until after the apprentice has
been in training for a period of ninety (90) calendar days.
5.03 The following shall receive copies of the Contract of Apprenticeship
properly filled out:
(a) The apprentice;
(b) The Company;
(c) The appropriate Provincial Government Department;
(d) The Union.
5.04 The Union shall be notified by the Company whenever an Apprenticeship
Contract is cancelled for any reason, either by the Company or the
apprentice.
Such notification shall be in writing, and shall state the reason for such
cancellation, and shall be submitted as soon as possible, but not later
than ten (10) calendar days after cancellation.
ARTICLE 6 - SCHEDULE OF APPRENTICE TRAINING RATES
6.01 A schedule of Apprentice Rates for the respective apprentice training
periods of actual training experience with the Company in the trade or
craft in each training period is herein established at various levels of
the respective Standard Hourly Wage Scale rates for the respective trade or
craft job. The Schedule of Appropriate Training Periods and Classifications
is set forth in EXHIBIT "C" of this Agreement.
6.02 The Schedule of Apprentice Training Rates shall be related to the Standard
Hourly Wage Scale in effect from time to time, and as set forth in the
Collective Agreement, and the apprentice shall be paid accordingly.
6.03 Credits
An employee who has acquired experience in a trade by working on a job
closely allied with such trade shall be granted credit for one or more
apprenticeship training periods. Such training period credits shall be
recommended by the Joint Apprenticeship Committee, subject to final
determination by the Provincial Government Apprenticeship Branch.
ARTICLE 7 -
SCHEDULE OF TRAINING PROCESSES
7.01 In order to develop qualified Journeymen in the respective trades or
crafts, apprentices shall receive appropriate and adequate training by
means of assignments to practical job work and by other supplemental and
related training.
7.02 Schedule of Work Experience
The apprentice, during his term of apprenticeship, shall receive such broad
experience and training on the job, as it is necessary to develop a
practical and fully trained Journeyman. This shall include work both in and
out of the shop, under qualified supervision. It is recognized that it may
not always be possible to establish a specific sequence of work experience,
but it is also recognized that the final objective of work assignments to
the apprentices is the development of fully trained Journeyman in the
respective trades or crafts.
Qualified supervision shall mean that degree and closeness of supervision
necessary to teach good workmanship. Consistent with work schedules, it
shall not mean that the apprentice, at all stages of his training must be
accompanied at all times by his supervisor or a Journeyman, for as
apprenticeship advances, so will the apprentice's degree of performance and
the amount of responsibility, but it shall mean, however, that no
apprentice shall be required to exercise skill or responsibility beyond
that of the level which he from time to time has attained.
7.03 Supplemental and related organized training shall consist of periods of
training at the Provincial Institute of Trades, as required by the
appropriate Provincial Government department.
Apprentices shall be required to maintain steady progress in their related
organized training courses, and complete them within the specified time. In
the case of failure on the part of any apprentice to fulfill his assumed
obligations as to progress in and completion of his related organized
training course, and after all permitted opportunities have been exhausted,
his apprenticeship shall be suspended or cancelled.
7.04 (a) During periods of supplemental and related organized training, as
outlined in Section 7.03, the apprentice shall be paid the normal straight
time hourly wages in accordance with exhibit "C" schedule of apprenticeship
training periods and classifications. The attendance record will be
monitored and wages will be deducted for absenteeism.
(b) Apprentices who have been placed on lay-off status from the Maintenance
Department, but who are still in the employment of Prudential Steel Ltd.
shall remain eligible for the benefits in Articles 7.03 and 7.04 (a),
however, to qualify for this provision they must have completed the
necessary hours of work and length of apprenticeship service prior to
attending the period of supplemental and related organized training.
The apprentice shall pay the cost of required text books during his
apprenticeship training.
7.05 Hours of apprenticeship training periods not attended shall be deducted
from the regular straight time earnings in the calculations made in Section
7.04.
7.06 Set forth as EXHIBIT "D" of this Agreement is an example only of how work
processes and other related organized training are developed.
ARTICLE 8 -
INSTRUCTION OF APPRENTICES
8.01 (a) The department supervision shall keep accurate records of the progress
of each apprentice in his department, as to practical and related training,
and report to the Joint Apprenticeship Committee at specified intervals,
regarding the progress of the apprentice.
(b) The apprentice's immediate supervisor shall ensure that the apprentice
obtains the practical work experience outlined in the Schedule, of Job
Training and related organized training, as established for the respective
trade, and is given instruction in safe work methods in each work operation
encountered throughout the term of the apprenticeship.
8.02 The apprentice shall receive active instruction from Journeyman and/or
other qualified personnel, and shall not be put on a job and expected to
learn it alone. Apprentices shall be given full opportunity by Journeymen
to learn all aspects of the trade.
8.03 The apprentice shall regularly attend any Company scheduled lecture
courses, and do such reasonable home study work as may be prescribed by the
Company from time to time to assist his training. The Company shall pay the
apprentice at his regular hourly wage rate for attendance during his
regular working hours at scheduled lecture courses, subject to Section
7.04.
8.04 The apprentice shall progressively acquire the standard craftsman's tools
normally considered to be the tradesman's obligation to supply.
ARTICLE 9 -
SENIORITY
9.01 Apprentices shall commence accumulating maintenance department seniority
effective on the date of entry into the department, following ninety (90)
day trial period. In the event there is a reduction in the number of
apprentices in a trade, the apprentice in such trade shall be laid off
and/or recalled in accordance with their maintenance department seniority.
Upon successful completion of their apprenticeship, the employees
maintenance department seniority shall be his original date of entry into
the maintenance department as an apprentice.
9.02 Subject to the exceptions specified in Section 9.01, apprentices shall be
governed by the seniority provisions of the Collective Agreement currently
in effect between the Company and the Union.
ARTICLE 10 -
HOURS OF WORK
10.01Hours worked by an apprentice in excess of forty (40) hours per week shall
be credited on a straight time basis toward completion of the period of
apprenticeship.
10.02Each apprentice, upon indenture, shall be furnished a record book by the
Company. The Company must faithfully keep this record book up-to-date, and
it shall be verified at the end of each year by the Xxxxxxx.
ARTICLE 11 -
CERTIFICATE OF APPRENTICESHIP
11.01Upon the successful completion of his term of apprenticeship, the
apprentice shall be classified as a Journeyman in his trade. He shall also
receive his certificate of Apprenticeship, issued by the Provincial
Government.
ARTICLE 12 -
MODIFICATION OF STANDARDS
12.01The Joint Apprenticeship Committee shall recommend modifications of
standards specified in this Agreement, subject to approval by the
appropriate Provincial Government department, where necessary, and
agreement by the parties to this Agreement.
ARTICLE 13 -
DURATION OF AGREEMENT
13.01 This Agreement shall be effective as of the signing date.
PRUDENTIAL STEEL LTD., UNITED STEELWORKERS OF AMERICA
CALGARY, ALBERTA. LOCAL UNION 7226
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
SIGNING DATE: April 20, 2001
EXHIBIT "A"
PRUDENTIAL STEEL LTD.
RECORD OF APPLICATION
FOR APPRENTICESHIP
In the Trade or Craft of
Name in Full Clock No.
Tel. No. Street Address
City or Town Date of Birth
Height Weight
School Attended:
Public Grade
High Grade
Technical Grade
Specialized in
Related Experience (if any)
Use back of form, if necessary
EXHIBIT "C"
SCHEDULE OF APPRENTICESHIP TRAINING PERIODS AND CLASSIFICATIONS
6 Months
Training Periods 1st 2nd 3rd 0xx 0xx 0xx 0xx 0xx Xxxxxxxxxx
TRADE TITLES APPRENTICE JOB CLASSES
Electrician 8 9 11 13 14 16 18 19 21
Heavy Duty
Mechanic 8 9 11 13 14 16 18 19 21
Machinist 8 9 11 13 14 16 18 19 20
Millwright 8 9 11 13 14 16 18 19 20
Welder
Maintenance 8 9 11 13 14 16 20
Welder
Fabrication 8 9 11 13 14 16 18
EXHIBIT "D"
WORK PROCESSES and RELATED ORGANIZED TRAINING
Work processes and related organized training procedures are to be developed and
established for each trade by the Joint Apprenticeship Committee. The Committee
shall follow the formula outline of the Alberta Apprenticeship Board booklet,
for each trade, as is practical with the Company's facilities. Attached is a
sample of a work process outline.
EXHIBIT "E"
PERSONAL EVALUATION FOR APPRENTICESHIP SELECTION
TRADE: DATE:
NAME OF APPLICANT:
------------------------------------------- --------------- ------------- -----
POSSIBLE POINTS
CATEGORY POINTS SCORED
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Trades related test 10
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Length of service 30
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Work History: 20
a) shop practices (5)
b) trade related experience (10)
c) other mechanical experience (5)
------------- ------
------------- ------
a)
------------- ------
------------- ------
b)
------------- ------
------------- ------
c)
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Trade related education 20
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Education 20
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
=========================================== =============== ============= ======
------------------------------------------- --------------- ------------- ------
TOTAL 100
------------------------------------------- --------------- ------------- ------
ADDITIONAL COMMENTS:
--------------------------------------------------------------------------------
Apprenticeship Evaluations
1) Trade Assessment Exam This test is conducted through the Personnel
Department. The test is designed to examine candidates in areas that are
pertinent to the trade. Each candidate will have two opportunities to write
the test. At the present time, the pass xxxx is 70%. Ten (10) points will
be awarded for the test, however, a pass xxxx must be achieved for being
considered for the apprenticeship. The Ten (10) points will be awarded in
relationship to your test score as: 70%-79% = 2 pts; 80%-84% = 4 pts;
85%-89% = 6 pts; 90%-94% = 8 pts; 95%-100% = 10 pts.
2) Present Job Performance It is the committee's plan to initiate a
performance evaluation to be done on each candidate by his/her immediate
xxxxxxx. The evaluation is on overall performance at their present job.
3) Seniority This is for the candidates company seniority since last date of
hire up to the date the notice closes. This accounts for 30% of the overall
rating. One point will be determined by dividing the total service, in
months, of the senior applicant by 30. The corresponding amount will be
used to determine the points scored for each subsequence applicant. ie:
Senior applicant = 120 months Divided by 30 = 4 months = 1 point All other
applicants' seniority in months, divided by 4, equals their points.
4) Work History This would include all past experience gained both previous to
and during employment at Prudential Steel, that specifically relates to the
apprenticeship that has been applied for. Confirmation of the exact
experience obtained before working at Prudential Steel must be in writing,
and experience obtained at Prudential Steel confirmed verbally.
PERSONAL EVALUATION FOR APPRENTICESHIP SELECTION
TRADE:
DATE:
NAME OF APPLICANT:
------------------------------------------- --------------- ------------- ------
POSSIBLE POINTS
CATEGORY POINTS SCORED
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Trades related test 10
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Length of service 30
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Work History: 20
a) shop practices (5)
b) trade related experience (10)
c) other mechanical experience (5)
------------- ------
------------- ------
a)
------------- ------
------------- ------
b)
------------- ------
------------- ------
c)
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Trade related education 20
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
Education 20
------------------------------------------- --------------- ------------- ------
------------------------------------------- --------------- ------------- ------
=========================================== =============== ============= ======
------------------------------------------- --------------- ------------- ------
TOTAL 100
------------------------------------------- --------------- ------------- ------
ADDITIONAL COMMENTS:
--------------------------------------------------------------------------------
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
RE: EMPLOYEE EMPOWERMENT
1. The Company and the Union are committed to making changes which will both:
(a) Increase the efficiency of operations and;
(b) Result in better jobs and a better work environment from the point of
view of the worker.
The second objective will involve, but is not limited to, providing
employees with greater opportunity to train and expand their skills, more
responsibility and influence over decisions in their jobs, and the
elimination of Health and Safety Hazards.
2. The Company and the Union are committed to a process of an ongoing
consultation and joint decision making on certain issues related to
workplace change, as set out below.
3. The Company and the Union agree that decision making should be pushed down
to the lowest level possible. As many decisions as possible should be made
by those directly affected.
4. Employee empowerment may evolve to include new job progression and rotation
systems, and establishment of work groups or self-regulated work teams.
5. In order to achieve the objectives outlined above, the parties will
immediately establish a Joint Steering Committee, made up of three (3)
members from the Company and three (3) members from the Union who shall
jointly direct the development, implementation and maintenance of an
employee empowerment process.
Local Joint Steering Committees
The duties of the Local Joint Steering Committee will include the following:
(a) To review the training needs of all employees and develop a comprehensive
training program, which may include participation in CSTEC, which will then
be implemented after it is approved by the Joint Steering Committee. This
work will be done by a Joint Training Committee struck by the Joint
Steering Committee for that purpose. The Training Committee will then
present its proposal to the Joint Steering Committee for approval;
(b) Establish, by consensus, guidelines, training and implementation
requirements specific to employee empowerment;
(c) Approve, by consensus, all proposals for the development of employee
empowerment which require modification or clarification relative to the
Collective Agreement;
(d) Approve, by consensus, payment of lost time wages by the Company for Union
members for meetings of the Local Joint Steering Committee;
(e) To authorize the establishment of Joint Sub-Committees, as necessary.
6. The Company will make the final decision if the following conditions are
met:
1) No mutually acceptable decision can be reached by the Joint Steering
Committee.
2) The Company would have the right to make a unilateral decision under
the terms of the Collective Agreement, Absent this letter.
7. In the event that the Company makes the final decision, the Union retains
any rights it would have had to grieve that decision under the terms of the
Collective Agreement, Absent this letter.
8. Questions concerning the combination, amalgamation, creation or elimination
of jobs arising from employee empowerment and/or other major proposals will
be thoroughly discussed by the Joint Steering Committee. If no agreement is
reached on these questions then the parties will revert to their rights
under the Collective Agreement.
9. This Letter of Understanding will be in effect for the term of the
Collective Agreement, and from year to year thereafter. However, this
Letter of Understanding may be terminated by either party, by serving
written notice on the other party, no sooner than thirty (30) days, no
later than fifteen (15) days, prior to the expiration of each year of the
Collective Bargaining Agreement.
Signed this 20 Day of April, 2001 on behalf of:
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
APPENDIX 'A' TO THE LETTER OF UNDERSTANDING
RE: EMPLOYEE EMPOWERMENT
RE: SHIFT LEADERS
It is understood and agreed that the Company may appoint Bargaining Unit members
to the position of Shift Leader. The Shift Leader position shall be meant to be
those Group Leader positions that are operating without direct supervision and
are essentially performing the duties and responsibilities of a non-union
salaried xxxxxxx. The appointment of bargaining unit members shall be subject to
the following terms and conditions:
The appointment of bargaining unit members to the position of Shift Leader shall
be done pursuant to the Letter of Understanding re: Employee Empowerment.
Each employee appointed to the position of Shift Leader shall be eligible to
receive units of $0.50 per hour Administrative Additive in addition to the
Standard hourly rate that the employee would normally receive.
The Joint Steering Committee of the Employee Empowerment Committee shall
determine the number of Administrative Additive units that each Shift Leader
position will receive, and shall be empowered to make adjustments to these
rates, from time to time, as mutually agreed.
This is an Appendix to the Letter of Understanding re: Employee Empowerment and
as such is part of the Collective Agreement; however, the number of Shift
Leaders at any time, appointments or administrative additives given under this
agreement shall NOT form any precedent or established practice under the terms
of the Collective Agreement. If this Appendix of the Letter of Understanding is
cancelled, then all Shift Leaders will revert to their former position and wage
level pursuant to the Collective Agreement. While this Appendix is in effect, if
there is a conflict between this Appendix and the Collective Agreement, this
Appendix shall prevail.
This Agreement may be cancelled by either party at any time upon official
notification to the other party.
Signed this 20 day of April, 2001
Prudential Steel Ltd. United Steelworkers of America
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
or their successors and/or
their assigns, hereinafter
called the ACompany@, of
the first part
and
UNITED STEELWORKERS OF AMERICA, LOCAL 7226
hereinafter called the
AUnion@, of the second part
PROFIT SHARING PLAN
Effective January 1, 1998, a Profit Sharing Plan shall be instituted that will
be paid quarterly, according to the following formula:
A) Two (2) percent of quarterly profit after tax and after subtracting
dividends, but before extraordinary items,
B) divided by the total average employment of Prudential Steel Ltd. hourly
employees for the quarter,
C) divided by 520 hours,
D) multiplied by: Straight Time hours worked plus Overtime hours worked,
Vacation hours taken and Statutory holidays hours.
E) quarterly profit shall be defined as the quarterly profit of Prudential
Steel Ltd., Calgary operations only.
Payments will be issued quarterly. The final adjustment of each year will be
based on audited financial statements and will reconcile any payments from the
three earlier quarters of that year. The company will provide the union with
quarterly income statements and data regarding the number of hours worked as
soon as quarterly results are published.
Signed this 20 Day of April, 2001 on behalf of:
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
Re: Funding of Post Retirement Benefit Plan and Termination of Supplemental
Unemployment Benefit Plan
Effective January 1, 2001, the Company shall contribute $0.10 per hour worked to
a Post Retirement Benefit Plan. This Plan shall be administered by the Union,
and shall be used to provide Health and Welfare benefits for employees who have
retired from Prudential Steel Ltd. The benefit levels and eligibility
requirements shall be at the sole discretion of the Union.
Effective January 1, 2002, the Company shall cease payments to the Supplemental
Unemployment Benefit Plan, Appendix (L) of this agreement. The $0.10 per hour
which was contributed to the Supplemental Unemployment Benefit Plan will be
contributed to the Post Retirement Benefit Plan for a total contribution to the
Post Retirement Benefit Plan of $0.20 per hour worked.
Effective January 1, 2002, the Supplemental Unemployment Benefit Plan, Appendix
(L) of this agreement shall be terminated. After all legal liabilities, such as
outstanding benefit claims, administration fees, Revenue Canada implications
etc. have been cleared the balance of the funds held in trust, for this Benefit
Plan, shall be transferred to the Post Retirement Benefit Plan listed above.
In witness whereof the parties hereto have executed this agreement the 20 day of
April, 2001.
Prudential Steel Ltd. United Steelworkers of America
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
LETTER OF UNDERSTANDING
between
PRUDENTIAL STEEL LTD.
and
UNITED STEELWORKERS OF AMERICA
Local 7226
Re: Premium Threading Operators and Premium Threading Shift Leaders
As these Premium Threading Operator positions require extensive training in
order to operate a CNC (Computer Numeric Controlled) lathe, it has been agreed
between the Company and the Union, that the terms and conditions listed below,
will apply to these positions. This is a temporary agreement that can be changed
through mutual agreement between the Company and the Union.
BID AS A CRAFT JOB WITH MAINTENANCE DEPARTMENT SENIORITY
As there is outside training involved for these positions, we may find that we
have work for Premium Threading during a period of time that these operators
would otherwise be on lay-off. As there would be insufficient time to train
other employees, the result would be both a loss of business for the company and
a loss of work for employees. Therefore, these positions will be bid as Craft
Jobs within the Maintenance Department and their Maintenance Department
Seniority will determine their lay-off and recall rights to this craft job. The
successful applicants will continue to hold their regular Plant Seniority
status.
JOB CLASS 14, LINE OF PROGRESSION AND MINIMUM GRADE 10 MATH
The Premium Threading Operator will be a Job Class 14. The pre-requisite will be
that the successful applicant must have held the Job Classification of Threading
Machine Operator or Thread End Inspector. As the Premium Threading Operator must
operate a CNC lathe, and extensively inspect the finished product, experience on
these two jobs is a requirement.
The successful applicants must also have a minimum education of Grade 10 Math to
qualify for entry in a one week course at S.A.I.T., which is part of the
training for this job.
TRAINING
The training for this position will include:
A one week course at S.A.I.T. for their CNC Machine Tool Operator course.
Successful applicants of the job posting are required to take and pass this
course.
The manufacture of the threading equipment will instruct on the use of the
actual equipment to be used. This will be done at Prudential.
Upon successfully completing the CNC Machine Tool Operator course, S.A.I.T. will
issue Certificates to the graduates. The skills learned in this course should be
transferrable to other employers, in the event of any lay-off from Prudential.
Signed this 20 Day of April, 2001 on behalf of:
PRUDENTIAL STEEL LTD. UNITED STEELWORKERS OF AMERICA
/s/ X.X. Xxx /s/ X.X. Xxxxxxx
PRUDENTIAL STEEL LTD.
METRIC CONVERSION BOOKLET
METRIC CONVERSION FACTORS
EQUIVALENT
TO CONVERT MULTIPLY BY
Pounds to kilograms 0.4536
Kilograms to pounds 2.2046
Inches to millimetres 25.4
Millimetres to inches 0.03937
Feet to metres 0.3048
Meters to feet 3.2808
Pounds per foot to kilograms per metre 1.48816
Kilograms per metre to pounds per foot 0.67197
The following formula is used to convert degrees Fahrenheit (F) to degrees
Celsius (C) C = 5/9 (F -31)
CONVERSION TABLE
THOUSANDS TO FRACTIONS
.0625........................................................1/16
.125.........................................................1/8
.1875........................................................3/16
.250.........................................................1/4
.3125........................................................5/16
.375.........................................................3/8
.4375........................................................7/16
.500.........................................................1/2
.5625........................................................9/16
.625.........................................................5/8
.6875........................................................11/16
.750.........................................................3/4
.8125........................................................13/16
.875.........................................................7/8
.9375........................................................15/16
.1000........................................................1"
LINE PIPE
Grades
Imperial Metric
Grade B G241
X42 G290
X46 G317
X52 G359
X56 G386
X60 G414
LENGTH TOLERANCES
Specific lengths in entire shipment.
Nominal Minimum
Length Minimum Average Maximum
m ft m ft m ft m ft
6 19.68' 3.00 9.84' 5.00 16.40' 8.00 26.25'
12 39.37' 4.00 13.12' 11.00 36.09' 16.00 52.49'
18 59.05' 4.00 13.12' 16.00 52.49' 20.00 65.62'
24 78.74' 15.00 49.21' 21.00 68.90' 26.00 85.30'
Special To be agreed upon by the purchaser and the manufacturer.
LINE PIPE
O.D. Wall Weight O.D. Wall Weight
Inches Inches Lbs./Ft. mm mm kg/m
2.375 .083 2.02 60.3 2.1 3.00
.109 2.67 2.8 3.97
.125 3.03 3.2 4.51
.154 3.64 3.9 5.42
.188 4.41 4.8 6.57
.218 4.99 5.5 7.43
3.500 .083 3.02 88.9 2.1 4.50
.109 3.99 2.8 5.95
.125 4.54 3.2 6.76
.156 5.62 4.0 8.37
.188 6.69 4.8 9.95
.216 7.60 5.5 11.31
.250 8.75 6.4 13.02
.281 9.62 7.1 14.32
.300 10.24 7.6 15.24
4.500 .083 3.90 114.3 2.1 5.81
.109 5.17 2.8 7.70
.125 5.89 3.2 8.77
.156 7.31 4.0 10.88
.188 8.71 4.8 12.96
.203 9.40 5.2 13.99
.219 10.09 5.6 15.01
.237 10.76 6.0 16.02
.250 11.44 6.4 17.03
.281 12.61 7.1 18.77
.312 13.93 7.9 20.73
.337 5.06 8.6 22.41
5.562 .156 9.10 141.3 4.0 13.54
.188 10.86 4.8 16.16
6.625 .109 7.68 168.3 2.8 11.43
.125 8.76 3.2 13.03
.156 10.89 4.0 16.21
.188 13.00 4.8 19.35
.203 14.05 5.2 20.91
.219 15.10 5.6 22.47
.250 17.17 6.4 25.55
.280 18.97 7.1 28.22
.312 21.00 7.9 31.25
LINE PIPE
O.D. Wall Weight O.D. Wall Weight
Inches Inches Lbs./Ft. mm mm kg/m
6.625 .344 23.01 168.3 8.7 34.24
.375 25.00 9.5 37.20
.432 28.67 11.0 42.67
.500 32.75 12.7 48.73
8.625 .125 11.45 219.1 3.2 17.04
.156 14.26 4.0 21.22
.188 17.05 4.8 25.37
.203 18.43 5.2 27.43
.219 19.81 5.6 29.48
.250 22.56 6.4 33.57
.277 24.60 7.0 36.61
.312 27.64 7.9 41.14
.322 28.66 8.2 42.65
.344 30.33 8.7 45.14
.375 32.99 9.5 49.10
.438 38.26 11.1 56.94
.500 43.44 12.7 64.64
10.750 .188 21.34 273.1 4.8 31.76
.203 23.08 5.2 34.35
.219 24.82 5.6 36.94
.250 28.28 6.4 42.09
.279 31.29 7.0 46.57
.307 34.29 7.8 51.03
.344 38.11 8.7 56.72
.365 40.65 9.3 60.50
.438 48.19 11.1 71.72
.500 54.80 12.7 81.55
12.750 .203 27.46 323.9 5.2 40.87
.219 29.54 5.6 43.96
.250 33.67 6.4 50.11
.279 37.27 7.1 55.47
.312 41.37 7.9 61.56
.331 43.91 8.4 65.35
.344 45.44 8.7 67.62
.375 49.49 9.5 73.65
.500 65.48 12.7 97.46
OIL COUNTRY TUBULAR GOODS (OCTG)
GRADES
H40 H276
J55 J379
LENGTHS
Range 1 16-25 ft. 4.88 - 7.62 m
Range 2 25-34 ft. 7.63 - 10.36 m
Range 3 34-48 ft. 10.37 - 14.63 m
For Inspection purposes Document (9) supersedes.
OIL COUNTRY GOODS
IMPERIAL METRIC
O.D. W/T Weight O.D. W/T Weight
Inches Inches Lbs./Lin.Ft. mm mm kg/m
2.375 .190 4.70 60.3 4.83 6.99
2.875 .217 6.50 73.0 5.51 9.67
3.500 .254 9.30 88.9 6.45 13.84
4.500 .205 9.50 114.3 5.21 14.14
.224 10.50 5.69 15.63
.250 11.60 6.35 17.26
5.500 .244 14.00 139.7 6.20 20.83
.275 15.50 6.99 23.07
.304 17.00 7.72 25.30
7.000 .231 17.00 177.8 5.87 25.30
.272 20.00 6.91 29.76
.317 23.00 8.05 34.27
.362 26.00 9.19 38.69
8.625 .264 24.00 219.1 6.71 35.72
.304 28.00 7.72 41.67
.352 32.00 8.94 47.62
9.625 .312 32.30 244.5 7.92 48.11
.352 36.00 8.94 53.62
10.750 .279 32.75 273.0 7.09 48.74
HOLLOW STRUCTURAL SECTIONS (H.S.S.)
GRADES
IMPERIAL METRIC
42W 300W
50W 350W
Waterwell Casing - ASTM A589-B
Pipe and Piling - ASTM A252-3
STANDARD LENGTHS
20 ft. 6.10 m
24 ft. 7.32 m
32 ft. 9.75 m
40 ft. 12.19 m
48 ft. 14.63 m
60 ft. 18.29 m
66 ft. 20.12 m
For Inspection purposes Document (104) supersedes.
SQUARES
IMPERIAL METRIC
Size W/T Weight Size W/T Weight
Inches Inches Lbs./Lin.Ft. mm x mm mm kg/m
1.0 x 1.0 .100 1.14 25.4 x 25.4 2.54 1.69
.125 1.35 3.18 2.01
1-1/4x1-1/4 .100 1.48 31.1 x 31.8 2.54 2.20
.125 1.78 3.18 2.65
1-1/2x1-1/2 .100 1.82 38.1 x 38.1 2.54 2.71
.125 2.21 3.18 3.28
.188 3.05 4.78 4.54
2.0 x 2.0 .100 2.48 50.8 x 50.8 2.54 3.70
.125 3.06 3.18 4.55
.188 4.33 4.78 6.45
.250 5.41 6.35 8.05
2.5 x 2.5 .125 3.91 63.5 x 63.5 3.18 5.82
.188 5.61 4.78 8.35
.250 7.11 6.35 10.60
3.0 x 3.0 .125 4.74 76.2 x 76.2 3.18 7.10
.188 6.89 4.78 10.30
.250 8.81 6.35 13.10
.375 11.74 9.53 17.50
3.5 x 3.5 .188 8.17 88.9 x 88.9 4.78 12.2
.250 10.50 6.35 15.60
.375 14.70 9.53 21.90
4.0 x 4.0 .125 6.44 101.6 x 101.6 3.18 9.60
.188 9.45 4.78 14.10
.250 12.20 6.35 18.20
.313 14.80 7.95 22.10
.375 17.30 9.53 25.70
.500 20.88 12.70 31.10
5.0 x 5.0 .188 12.00 127.0 x 127.0 4.78 17.90
.250 15.60 6.35 23.20
.313 19.10 7.95 28.40
.375 22.40 9.53 33.30
.500 28.41 12.70 42.30
SQUARES
IMPERIAL METRIC
Size W/T Weight Size W/T Weight
Inches Inches Lbs./Lin.Ft. mm x mm mm kg/m
6.0 x 6.0 .188 14.60 152.4 x 152.4 4.78 21.70
.250 19.00 6.35 28.30
.313 23.40 7.95 34.80
.375 27.50 9.53 40.90
.500 35.20 12.70 52.40
7.0 x 7.0 .188 17.10 177.8 x 177.8 4.78 25.50
.250 22.40 6.35 33.40
.313 27.60 7.95 41.10
.375 32.60 9.53 48.50
.438 37.50 11.13 55.70
.500 42.00 12.70 62.60
8.0 x 8.0 .188 19.00 203.2 x 203.2 4.78 29.30
.250 25.80 6.35 38.40
.313 31.90 7.95 47.50
.344 34.80 8.74 51.90
.375 37.70 9.53 56.10
.500 48.90 12.70 72.70
10 x 10 .250 32.60 254.0 x 254.0 6.35 48.60
.375 47.90 9.53 71.30
.500 62.50 2.70 93.00
12 x 12 .250 39.40 304.8 x 304.8 6.35 58.70
.375 58.10 9.53 86.50
.500 76.10 12.70 113.00
RECTANGLES
IMPERIAL METRIC
Size W/T Weight Size W/T Weight
Inches Inches Lbs./Lin.Ft. mm x mm mm kg/m
2.0 X 1.0 .100 1.82 50.8 x 25.4 2.54 2.71
.125 2.21 3.18 3.28
3.0 X 2.0 .125 3.91 76.2 X 50.8 3.18 5.82
.188 5.61 4.78 8.35
.250 7.11 6.35 10.60
4.0 X 2.0 .125 4.76 101.6 X 50.8 3.18 7.10
.188 6.89 4.78 10.30
.250 8.81 6.35 13.10
.313 10.60 7.95 15.80
.375 11.74 9.53 17.50
4.0 x 3.0 .125 5.60 101.6 x 76.2 3.18 8.30
.188 8.20 4.78 12.20
.250 10.50 6.35 15.60
.313 12.70 7.95 18.90
.375 14.70 9.53 21.90
5.0 x 2.0 .125 5.60 127.0 x 50.8 3.18 8.30
.188 8.20 4.78 12.20
.250 10.50 6.35 15.60
5.0 x 3.0 .125 6.45 127.0 x 76.2 3.18 9.60
.188 9.45 4.78 14.10
.250 12.20 6.35 8.20
.313 14.80 7.95 22.10
.375 17.30 9.53 25.70
.500 20.90 12.70 31.10
6.0 x 2.0 .125 6.45 152.4 x 50.8 3.18 9.60
.188 9.30 4.78 13.90
.250 12.00 6.35 17.90
.313 14.50 7.95 21.60
.375 16.80 9.53 25.10
6.0 x 3.0 .188 10.70 152.4 x 76.2 4.78 16.00
.250 13.90 6.35 20.70
.313 17.00 7.95 25.30
.375 19.80 9.53 29.50
RECTANGLES
MPERIAL METRIC
Size W/T Weight Size W/T Weight
Inches Inches Lbs./Lin.Ft. mm x mm mm kg/m
6.0 x 4.0 .125 8.20 152.4 x 101.6 3.18 12.20
.188 12.00 4.78 17.90
.250 15.60 6.35 23.20
.313 19.10 7.95 28.40
.375 22.40 9.53 33.30
.500 28.40 12.70 42.30
7.0 x 5.0 .188 14.60 177.8 x 127.0 4.78 21.70
.250 19.00 6.35 28.30
.313 23.40 7.95 34.80
.375 27.50 9.53 40.90
.500 35.20 12.70 52.40
8.0 x 4.0 .188 14.60 203.2 x 101.6 4.78 21.70
.250 19.00 6.35 28.30
.313 23.40 7.95 34.80
.375 27.50 9.53 40.90
.500 35.20 12.70 52.40
8.0 x 6.0 .188 17.10 203.2 x 152.4 4.78 25.50
.250 22.40 6.35 33.40
.313 27.60 7.95 41.10
.375 32.60 9.53 48.50
.500 42.20 12.70 62.60
9.0 x 7.0 .250 25.80 228.6 x 177.7 6.35 38.40
10.0 x 6.0 .250 25.80 254.0 x 152.4 6.35 38.40
.313 31.90 7.95 47.50
.375 37.70 9.53 56.10
.438 43.40 11.13 64.60
.500 48.90 12.70 72.70
12.0 x 8.0 .250 32.60 304.8 x 203.2 6.35 48.60
.375 47.90 9.53 71.30
.500 62.50 12.70 93.00