Common use of LEAD HANDS Clause in Contracts

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

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

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

LEAD HANDS. It is agreed that there The Company will select employees from within their Zone to be lead hands. Such selection shall be subject to the job posting procedure and will be made upon a distinction between Lead Hand 1's; 2's consideration of the employees leadership ability and 3'scommunication skills as well as the factors referred to in Appendix "A" and incorporated into Article In addition to their regular duties, and there will lead hands may direct activities, assist, be responsible for materials in process or act as leaders of other employees. The company may in its discretion discontinue an employee as a lead hand. An employee who ceases to be a provision for lead hand shall return to their former classification and rate within their Zone in keeping with their seniority and qualifications. ARTICLE NEW JOBS When Management creates a Lead Hand rate that corresponds with the varying level of responsibility. The following definitions clearly outline what the expectations of an individual will be in each of the 3 levels of Lead Hand. A separate definition is provided for “Student Labour Lead Hands”. Upon ratification of new classification covered by this agreement, current Lead Hands Management representatives will meet with the Plant Committee and advise them of the wage rate it has established for the new job classification. If the Plant Committee is not in agreement with the wage rate and the Committee and the plant Management cannot resolve the difference, then the Committee shall treat the matter as a grievance at Step No. of the grievance procedure by putting the grievance in writing within thirty (30) working days from the date upon which work in the new job classification commenced, or within thirty (30) working days from the date upon which Management met with the Plant Committee as above, whichever last occurs, and presenting it as provided at Step No. of the grievance procedure as such time. In the event that the Plant Committee and Plant Management agree upon a rate different from that established by the Company, or in the event that the matter proceeds to arbitration and the arbitrator makes an award different from that established by the Company, the new rate shall be categorized according retroactive to the date upon which work they currently do and/or are expected was performed pursuant to dothe new job classification. In some casesWhile any matter hereunder is pending, a current Lead Hand the employees who may move from a Lead Hand 1 @ 5% be assigned to the particular jobs in question shall nonetheless fully perform such jobs in the manner required by the Company. The above process shall also apply to a Lead Hand 2 @ 7% or 3 @ 10%. However it must be recognized that there may be some current Lead Hands who do not fit any of the definitions of Lead Hand (not even the current definition), and will no longer receive the current 5% Lead Hand rate. In those cases, the work performed by the employee will have been outlined significant change in the job evaluation questionnaireduties or required skill, ability and provided knowledge of an existing job. When the appropriate recognition through Company is considering the introduction of new technology or equipment different from the existing technology or equipment affecting members of the bargaining unit, the Union shall be notified ninety (90) calendar days in advance of the introduction of such change and kept up to date as developments arise. The Company agrees to provide for continuing consultation and co- operation with the Union with respect to the displacement retraining of employees who are displaced as a result of the introduction of new technology or equipment. When any such change is introduced, the Company will assume the cost of on-the-job evaluation processor other necessary training to afford bargaining unit employees who are affected and require (and who have had the basic knowledge and ability to be trained within a reasonable time frame) the opportunity to keep current with such technological change affecting their work. No job function, duties or responsibilities will be reclassified as bargaining unit functions, duties or responsibilities or be performed by or be transferred to non bargaining unit personnel, permanently as either a direct or indirect result of technological change without the written mutual agreement of the parties. The company shall provide all employees with the necessary training to operate or repair any new or changed equipment, such training for skilled trades employees shall take place prior to any new or changed equipment becoming operational. The Company will meet once every months with the Skilled Trades Representative and Plant Chairperson to ensure that all trades personnel have been given the necessary training on all new and changed equipment. ARTICLE NORMAL HOURS OF WORK It is also recognized hereby expressly understood and agreed that the CUPE Job Evaluation plan automatically awards provisions of this Article shall not be construed to be a “1" under “Supervision” guarantee of or limitation upon the hours of work to all members - recognizing that in every job there is an expectation that the employee at any given timebe done per day or per week or otherwise, nor as a guarantee of working schedules. An employee's normal hours of work will be expected to “show” others how to do his/her job and “tell” others how to complete a task etccomprised of five (5) consecutive days of eight (8) hours of work, Monday through Friday. With this in mind, simply answering a question for another bargaining unit member; part-time employee; student employee, Shift hours will not necessarily result in a Lead Hand designation. *Bargaining unit members assigned an Apprentice, are not eligible for a Lead Hand rate in addition to his/her regular hourly rate of pay. Each Lead Hand will be provided with a letter confirming their Lead Hand designation and rate, and outlining the duties normally commence as defined below. They will also be advised that the Lead Hand rate assigned at this time is subject to change based on the operational requirements of the department.follows:

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

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