AGREEMENT= 20~4- Ministry of Labour I Collective Agreement … · 2016-04-12 · COLLECTIVE AGREEMENT- 2014-2016 PAGE 2 COLLECTIVE AGREEMENT 2014-2016-INDEX ARTICLE DESCRIPTION ...

COllECT~VE AGREEMENT= 20~4- 2016 PAGE 1

MAY 2 8 Z014

COLLECTIVE BARGAINING INFORMATION SERVICES

Collective Agreement

between

Unifor LOCAL80-0

and

-Ministry of Labour Dispute Resolution Services Collective BargaininQ Information Services

File No.: ·3z-::t co!:{:~~ I(~ Cert. File: 4o~JS Cert. Date:

Total Emps.:

Effective Date:

Expiry Date:

Received From;

Union: D Empl.: D Other· D

Processed by:

Dat0:

CERTAINTEED INSULATION CANADA

From: January 1, 2014

To: December 31, 2016

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COLLECTIVE AGREEMENT- 2014-2016 PAGE 2

COLLECTIVE AGREEMENT 2014-2016- INDEX

ARTICLE DESCRIPTION

1 GENERALPURPOSE 1.01 Purpose 1. 02 I?iscrjmination 1.03 Assignment

2 2.01 ---2.02 2.03 2.04

3 3.01 (A) 3.01 (B) 3.02 3.03 3.04

4

5 5.01 5.02 (A) 5.02 (B) 5.03 5.04 5.05

6 6.01 6.01 (A) 6.01 (B) 6.01 (C)

6.02 6.02 (A) 6.02 (B) 6.02 (C)

6.03 6.03 (A) 6.30 (B) 6.30 (C) 6.03 (D) 6.03 (E)

RECOGNITION Union Recognition Bargaining Unit Description Students and On-Call Personnel Management Rights

UNION SECURITY Dues Deductions Union Insurance Dues Remittance Bulletin Board Union Meetings

STRIKES AND LOCKOUTS

UNION MEETINGS Meeting Frequency Union Executive & Grievance Committee Members Union Executive I Union Officers Union Bargaining Committee Notice to Supervisors Names of Union Executives & Officers

HOURS OF WORK Hours ofWork Guarantee Regular Schedules Hours ofWork Schedules, Shift Starting and Ending Times

MEAL & REST PERIOD Meal Periods -12hr & 10 Y2 hr Workers Meal Periods - 8 Yz hr Workers -Paid Lunch Meal Period Schedule

OVERTIME Overtime Employee Requesting Change of Hours Overtime Transportation Allowance Overtime Equalization Maintenance Department

6.04 6.05 6.06 6.07 6.08

6.09 6.09 (A) 6.09(B) 6.09 (C) 6.09 (D) r;, no fP\ v . v ./ \:'-"}

7 7.01 (A) 7.01 (B) 7.02 7.03 7.04 7.05 7.06 7.07 7.08

8 8.01 8.02 8.03 8.04

9

9.01 9.02 9.03 9.04 9.05

10 10.01 10.02 10.02 (A) 10.02 (B) 10.02 (C)

Call Off Time Call Ins Maximum continuous hours worked Meal Allowance Shift Transfers

Leaves of Absence without Pay (L WOP) Seniority During L WOP Benefits Continuation I Tem1ination Education Leave Limit Parental Leave

SENIORITY Seniority Rights Eligibility Seniority & Full time Vacancies Seniority Definition Department composition Loss of Seniority Seniority List

Seniority Date Guidelines for On-Call Status Severance pay on Permanent Plant Closure

PROMOTIONS, DISPLACEMENTS TRANSFERS, LAYOFFS & RECALLS Promotions and Transfers Layoffs Recalls Notices

JOB POSTING, PERMANENT AND TEMPORARY POSTIONS, TEMPORARY ASSIGNMENTS , Permanent Vacancies Temporary Vacancies Temporary Assignments Temporary Assignment at a lower rate

, Appointment to Staff Positions

VACATIONS Eligibility Vacation granted on the basis of calendar years First calendar year of employment Completed 4 years of service Completed 1 0 years of service


10.02 (D) 10.02(E) 10.02 (F) 10.02 G) 10.03 (A) 10.03 (B) 10.03 (C) 10.03 (D)

11 11.01 (A) 11.01 (B) 11.02 11.03 11.04 11.05

12

13 13.01 13.02 13.03 13.04 (A) 13.04 (B) 13.05 (A) 13.05 (B) 13.06 (A) 13.06 (B) 13.07

14

15 15.01 (A) 15.01 (B) 15.01 (C) 15.01 (D) 15.01 (E) 15.02

16

16.01 16.02 16.03

Completed 18 years of service Completed 25+ years of service Vacation Banking Vacation Carry Over Vacations and Conflict Requests Vacation and Conflicting Requests Vacation Requests Requirement Vacation # of Employees Allowed Off

SHIFT PREMIUMS Night Shift Premium Week End Shift Premium "On-Call" Pay "Assisting Mechanic" Pay Hot-Time Policy Industrial Mechanic Premium

GRIEVANCE PROCEDURE

RECOGNIZED HOLIDAYS Designated Holiday Recognized Holiday Observance Legislation and Legislative Changes During Vacation - Day Workers During Vacation - Shift Workers Pay for Working on Recognized Holiday Christmas Shutdown to Minimum Absence on Recognized Holiday Absence on Recognized Holiday & Make-Up Work Eligibility for Designated Holidays and Personal Leave I Sick Days

PERSONAL LEAVE I SICK DAYS

BEREAVEMENT Father, Father-in-law, Mother, Mother-in-law, Brother, Sister Brother-in-law, Sister-in-Law, Grandmother-in-law, Grandfather-in=law Grandparents, Grandchildren Spouse, Child Out of Town Funeral Eligibility Requirements

GROUP BENEFITS, INSURANCE, LENS REPLACEMENT AND RETIRMENT SAVINGS PLAN Group Benefits Committee Group Insurance Eligibility and Enrollment Table of Coverage, Cost Sharing and Benefit

COtlECT~VE AGREEME~x!T~ 2014-2016 PAGE 5

16.04 16.04 (A) 16.04 (B) 16.04 (C) 16.04 (D)

16.05 16.05 (A) 16.05 (B) 16.05 (C) 16.05 (D) 16.05 (E)

Continuation, Suspension and' Termination of Benefits Continuation of Benefits during an Absence Suspension of Benefits during an Absence Termination ofBenefits Spousal Benefits

Retirement Savings Plan Eligibility and Enrollment Employee Contributions Vesting Period Employer Contributions RSP funds \\'itl1drav;al.

17 WORK CLOTHING Uniforms17.02 (A) Safety Boots 17.02 (B) Boot Reimbursement 17.02 (C) Pro rated deduction 17.03 Maintenance Tool Allowance

18 WAGES AND JOB DESCRIPTIONS

19 UNION LEAVE OF ABSENCE 19.01 (A) Eligibility 19.01 (B) Union Leave of Absence Renewal 19.02 Leave of Absence for Union Business

20 JURY DUTY I CROWN WITNESS

21 WORK RELATED DISABILITY 21.01 Balance of Shift 21.02 Responsibility for Reporting Accidents 21.03 Modified work 21.04 WSIB Advances 21.05 Fonn 7

22 FIT FOR WORK CERTIFICATE

23 SAFETY & HEALTH

24 GENERAL 24.01 Millwright training committee 24.02 Mechanic's Trainee Position

24.01 24.03Appendices and Letters ofthis Agreement 24.02 24.04Quebec Resident- Require Time to Vote 24.03 24.05 Essential Duties


25. 25.01(A) 25.01 (B) 25.01 (C) 25.01 (D) 25.01 (E)

25

Appendix A Table A Table B

24.06 Training

E.A.P. PROGRAM-OTTAWA FIBRE L.P. Employee Assistance Program Referrals Confidentiality Follow Up Committee Services Offered

DURATION OF AGREMENT

Table - Classification & Rates of Pay Positions and Qualifications Step by Step Progression on Shifts Authorized Signature

ARTICLE 1 GENERAL PURPOSE

'LOi Purpose

The purpose of this agreement is to provide orderly collective bargaining relations between the company and its emp'loyees covered by this agreement through the union.

1.02 Discrimination

Neither the union nor the company carrying out their obligation under this agreement shall discriminate in any manner whatsoever, against an individual because of race, colour, sex, sexual orientation, age, religion or national origin. Nor shall they in their relationship with the employees of the company use any intimidation or coercion.

1.03 It is the intent of this article, that the company will apply principle of equity and fairness in the ASSiGi~iifiEi~T or viork to en1pioyees ana in deaHng v1ith e=-~-~pioyees in generaL

ARTICLE 2- RECOGNITION

2.01 The company recognizes the union as the sole and exclusive representative for its hourly rated employees for the purpose of collective bargaining.

2.02 Bargaining Unit Description

All employees of the respondent in Ottawa, Ontario save and except shift supervisors and persons above the rank of supervisor, office staff, sales staff and laboratory employees (Quality Control Technicians).

All Employees in the bargaining unit, as a condition of employment or continued employment, must become and remain a member in good standing of the Union.

2.03 Students and On-Call Personnel

It is agreed that Students and/or On-Call personnel will be hired as required when regular employees are not available for work or for vacation relief. Students and/or On-Call personnel will not displace regular employees and will be laid off first if lay off occurs. They will pay union dues when working twenty four(24) hours or more during any pay period.

2.04 Management Rights

Subject to the provisions of this agreement, the union acknowledges that it is the right of the exclusive function of the Employer to manage its operations and direct the working force, including but not limited to the following::

2.04 (A) Maintain order, discipline and efficiency,) Hire, promote, demote, transfer, suspend, discipline and discharge.

for just cause, layoff because of lack of work or recall, any employee, subject to the provision of this agreement.

2.04 (C) Operate and manage its business in all respects, except where this is in contradiction with the terms of this agreement.

2.04 (D) Make and alter from time to time rules and regulations tobe observed by employees provided such rules and regulations are reasonable and not inconsistent with this agreement.

2.04 (E) Supervisors should not be performing Union work.


ARTICLE 3 UNION SECURITY

3.01 (A) Dues Deductions:

The company will deduct on a weekly basis, from the wages of each employee in the bargaining unit under this Collective Agreement, such amounts as instructed in writing by the Union. The Union will give written notice of at least one (1) month for any changes in the amount of the regular Union dues

Union Dues- Contractors (external Trades persons)

There will be times when external trades' people are brought in to perform work that falls within the description of the Bargaining Unit under Article 2.02 of the CBA. These contractors will not be used to displace Union labour. The company will remit to the Union, dues payments totaling eight hundred dollars, ($800) per month. The dues are payable monthly, directly remitted to Unifor Local 80-0.

3.01 (B) Union Insurance:

The company shall deduct from the pay of each employee such amount as instructed by the Local Union to cover premiums for insurance Plans provided by the Local Union. The Union will give the Company a written notice of one(1) month in advance of the deduction or any changes thereof.

3.02 Dues Remittance:

Dues and Union Insurance remittance will be monthly by two cheques or inter bank transfer payable to the Union's local secretary-treasurer no later than the 10th of the month following the dues deductions. The remittance shall have attached to it, separate Dues and Insurance lists of paying members during that month and the amounts collected from each one. Two copies of each list are to be sent to the Union Representative.

3.03 Bulletin Board:

One Bulletin Board shall be provided solely to the union for Union Business. All union bulletins and/or notices when approved by the Union president may be posted on bulletin board. Any notices or bulletins pertaining to the Company must be approved by the Union President/designate and the plant manager/designate. No pamphlet or petition shall be distributed to or presented on the company property by the union without approval of the Plant manager or designate.

3.04 (A) Union Meetings

Permission to have meetings of the union membership on company property must be requested and approved prior to those meetings being held. Requests under this provision must be submitted a minimum of five (5) days prior to the meeting.

ARTICLE 4 STRIKES AND LOCKOUTS

4.01 The union agrees that during the life of this agreement there will be no strikes, slowdowns, or stoppages of work either complete or partial and the company agrees there will be no lockouts.

ARTICLE 5 - UNION MEETINGS

5.01 Meetings between the company and the union executive committee will be held as necessary. Representatives of the national union shall be entitled to participate in any meeting.

5.02 (A) Union Executive & Grievance Committee Members

Union executive and Grievance Committee Members. An employee member of the union executive or

GRIEVANCE COMMITTEE (Union President., Union Vice-President and Union Steward sponsoring the

grievance) while attending meetings with company representatives, will be paid at the employee's

regular straight time rate for the duration of the meeting, if the meeting is held during the employee's

regular working hours and only for such time that the employee would have normally worked if the

meeting had not been held.

5.02 (B) Union Executive/Union Officers

A Union executive/officer shall be allowed to leave the employees regular duties as provided in

Article 5, without loss or pay, for Company/Union business as provided under the provisions of this

agreement. It is the responsibility of the union executive/officers to get authorization as far in

advance as practicable before leaving their regular duties providing such authorization shall not be

unreasonably withheld. If in the opinion of the company more than a reasonable length of time shall

h;;ve been tak~n; the company may decline to approv~ p?yment for such excess!ve t!me ..

5.03 Union Bargaining Committee:

Members of the union bargaining committee shall suffer no loss of pay when participating in contract negotiations provided all time to be paid for negotiating is requested in writing by way of the union

business leave form submitted by the Union President and authorized by HumanResources ..

Additionally, members who bargain on an off day will have eight (8) hours credited from time taken

off by other members of the bargaining committee for the purpose of bargaining. Members of the

union bargaining committee who are scheduled to work on a bargaining day will be paid for actual

time spent bargaining. The Union will be billed for the balance of applicable shifts. The company

shall pay a cancelled negotiation day if the notice of cancellation by the company is received less

than 48 hours in advance of the scheduled negotiation day. A normal negotiation day consists of 8 hours for the purpose of this article.

5.04 Notice to Supervisors

It is the responsibility of union members who are required to attend meetings/business referred to in

article 5, to advise the employee's supervisor of the meetings/business as far in advance as possible.

A union leave of Absence for union business must be completed by the employee and submitted to

the employee's supervisor at least ten days prior to the intended absence, unless the meeting is one

jointly arranged by both union and the company. Union members must notify the company of how much time they expect to miss if they are working night shifts prior to or after a joint meeting. In

exceptional circumstances, the President and Vice-President of the Local Union may notify the

employee's supervisor two(2) days prior to the intended absence.

5.05 Names of Union Executives and Officers

It is the responsibility of the local union to keep the company informed, in writing, within 14 days of

the change of the names of the current executives, officers, etc.

ARTICLE 6 HOURS OF WORK

6.01 Hours Of Work Guarantee:

Nothing in this article can be construed to mean a guarantee of hours of work.

6.01 (A) Regular Schedules:

The regular schedule of hours for day workers shall be eight and half (8 %) hours per day Monday

·through Thursday, eight (8) hours on Friday.


Twelve(12) hour shift workers will work twelve(12) hours per day and average forty two(42) hours per week in an eight (8) week cycle.

6.01 (B) Hours of work:

Day workers schedule for maintenance and others shall be:

Monday to Thursday 6:45am-3:15pm Friday 6:45 am - 2:45 pm

Twelve (12) hour shift workers Day shift 7:00 am to 7:00 pm Night shift 7:00 pm to 7:00 am Schedule: 2 day, 2 nights, four days off, on a four crew lineup

Day Shipper Schedule Monday to Thursday 8:45am to 5:15pm Friday 8:45 am to 4:45 pm

Night Shipper Schedule Monday to Thursday 8:30 pm to 7:00 am

Secondary Day Shift: for Process Maintenance and Electricians Shifts rotate Monday to Thursday 10;00am- 6:30pm Friday 9:00am -5:00pm

In the event the Company decides to implement shift communication meetings, the following parameters shall apply: 1. Company will post in advance the date(s) and start time of the employee shift

communication meeting. 2. The employee shall be paid for the time attending the communication meeting. 3. Employee must attend the communication meeting. 4. If scheduled to work, the employee is to work his/her full scheduled shift the day of the

communication meeting. 5. The company will provide at least 10 days notice.

6.01(C) Schedules, shift starting and ending times may be changed by mutual agreement of the parties to this agreement.

6.02 MEAL & REST PERIODS

6.02 (A) Meal Periods -12-hrshiftworkers and 10% hour workers

12-hour shift workers and 10 Y:z hour workers shall be entitled to three (3) meal periods of twentyfive(25) minutes paid for at their regular rates.

6.02 (8) Meal Periods- 8 112 Hour Workers- Paid Lunch

The Company will pay for fifteen (15) minutes of the lunch period and the employees shall use their fifteen(15) minute paid afternoon break to create a thirty(30) minute paid lunch break. It is understood that this additional 1.25 paid hours per week shall not be included in the calculation of

hours worl<ed for the purposes of overtime,

6.02 (C) Meal Period Schedule

The company will maintain a schedule for meal pe1·iods that ensures all shift members are treated

fairly. The total time of meal periods will not deviate from the total time allotted above.

6.03 Overtime

6.03 (A) Overtime

All overtime shall be paid at time and one half. For day workers and eight and half(S Yz) hour

workers, overtime is considered as time worked in excess of forty(42) hours per pay period or in excess of eight and ha~f (8 Y2] hours per day. ~or t.ri;eive{r12} hour sh~ft: ~..:o;Kers, ove~~~1§ ~s

considered as time worked in excess of thirty-six(36) or forty-eight(48) hours per pay period or in

excess of twelve(12) hours per day. Pay for Designated holidays shall be considered as time worked

for the purpose of computing overtime. There shall be no pyramiding of overtime hours.

6.03 (B) Employee Requesting Change of Hours

If any employee requests and is given permission to work hours in excess of the employee's normal

hours, to make up for hours previously missed at the employee's own request, these hours will be

paid for at straight time.

6.03 (C) Overtime Transportation Allowance

An employee required to continue to work past the employee's regular quitting time, who has not

received at least two(2) hours notice of such overtime prior to reporting for work, will be provided

transportation to the employee's home if the employee has no other means available and public

transportation is not available. The maximum value of the transportation provided will be thirty-five

($35.00).

6.03 (D) 6.03 (D) Overtime equalization

Overtime will be divided equally as far as practicable. Records of all overtime will be kept and made

available to the union stewards and/or union executive upon request. Records will be reviewed on a quarterly basis and any adjustments to equalize overtime will be made

in the following quarter.

6.03 (E) Maintenance Department

When day Mechanics are required to cover shift Mechanics, the following will apply:

All requests for leaves must be in writing and posted by the Supervisors within three (3) calendar

days of receipt of the request or as soon as is practicable.

During transition weeks where an employee is transferred from an eight and a half (8.5) hour per day

regular schedule to a twelve (12) hour per day regular schedule and vice versa, resulting in a mixture of twelve (12) hours per day and eight and a half(8.5) hours per day within the same week, the

-------------~-~--------~-------- ----- --- -- -- - ----------------------------------- ___ I


employee sha!! receive overtime pay fo; all hou;s in excess of forty two(42) hours per week in addition to any other entitlement under the Collective Agreement. On subsequent weeks, the employee shall be paid in accordance with the applicable schedule.

6.04 Call Off Time

An employee reporting for work who has not been told in advance not to report, will be given work for at least two(2) hours of the shift for which the employee reported. This obligation will not prevail when the employee is prevented from working because of:

6.04 (A) A breakdown of machinery or equipment

6.04 (B) A power shortage or failure of power supply

6.04 (C) Any circumstances beyond the control of the company

6.04 (D) The employee neglecting to keep the company advised of the employee's current address and telephone number

6.04 (E) The employee's suspension or discharge for proper cause In the specific case of A), B), or C) above, a minimum of one (1) hour's pay will be paid to any employee who was neither contacted by phone prior to reporting, nor provided with at least one (1) hour's work pr.ior to being sent home.

6.05 Call Ins

6.05 (A) An employee who is called in to work overtime will be entitled to time and one half as provided in section 6.03. However, notwithstanding the provision of section 6.03 the minimum payment for an employee called in to work will be equivalent to the payment for three (3) hours work at the employee's regular rate except where an employee starts to work three (3) hours or less before such employee's regular starting time, in which case overtime payment will be based on the hours actually worked.

6.05 (B) The Company agrees to pay one (1) hour at straight time in addition to the provision of 6.05(A) above. This article does not apply to any pre-approved scheduled overtime.

6.06 No employee shall be permitted to work in excess of sixteen [16] hours in any continuous period of duty.

6.07 Meal Allowance

Employees who are required to work unscheduled overtime will be provided with a meal allowance in accordance with the following:

6.07 (A) If the employee is required to continue to work for two(2) hours or more past the employees regular quitting time, the Company will provide a mea! allowance of $15.00

A lunch period of twenty-five (25) minutes with pay will be allowed after the first two(2) hours of overtime worked, if the employee is required to continue working after the break.

6.07 (B) Any employee working six(6) hours or more past the employee's regular quitting time wil! be provided with an additional meal allowance, that allowance being the same dollar amount as stated in Article 6.07(A).

6. 08 Shift Transfers

6.08 (A) If, as a result of the change to the employee's new shift, the ~employee thereby works less than the

standard hours of work for a standard period, the company will provide for the make-up work equal

to the time lost by such change, provided the time lost was not as a result of a reduction in the

number of production hours. A standard pay period shall mean the number of standard hours the

employee would have worked had the employee not been transferred. Make-up work is to be made

up during the actual week of such occurrence. The employee must request this make-up work.

6.08 (B) An employee will not be eligible for overtime payment for hours worked on approved exchange of

shift.

6.08 (C) An employee who is transferred to a new shift schedule (other than the employee's default shift) on a

designated holiday will, in addition to the employee's holiday pay, be paid one and a half time. for

actual time worked on a recognized holiday 6.09 Leaves of Absence Without Pay (LWOP)

A permanent full-time employee may request, by giving a two weeks notice in writing, a Leave of

Absence ~:-,iithout Pay (L\rJ'OPj for Education, Family, or Personal n::asons. Such Leave of Absance

may be granted, at the discretion of the Company, providing that the employee has exhausted ali

vacation time and personal leave/ sick days earned up to the time of the Personal Leave of Absence

request. Leaves of Absence can be granted for a maximum of one (1) year at the sole discretion of

the Company.

6.09 (A) Seniority During LWOP

If such Leave of Absence is granted, the employee's seniority and service shall continue to

accumulate during this Leave of Absence. An employee who does not return to work at the

expiration of the Leave of Absence loses Seniority unless a valid reason is given to the Company and

shall be considered to have quit voluntarily. A fulltime employee who goes on LWOP but requests to

be placed on the On-Call lists maintains his LWOP and Seniority status.

6.09 (B) Benefits Continuation /Termination Benefits will be continued or terminated subject to Article 16.04 of this agreement.

6.09 (C) Education Leave Limit

Education Leaves may be granted at the discretion of the Company and if the employee provides

proof of registration and payment for the educational program being undertaken.

No more than two (2) employees may be absent for Educational Leave at any time.

6.09 (D) Parental Leave

An employee with one thousand(1000) hours of service shall be granted an unpaid leave for a period

as provided by the "Employment Standards Act". During the leave, the employee will continue to

accrue seniority and the Company's share of any insurance benefits will be maintained by the

Company. Upon return to work the employee will resume their former position and the employee's

portion of the health care plan and insurance benefits including Union sponsored L.T.D. are in

arrears, the employee is responsible to make monthly payments commencing thirty(30) days from

the start of the absence. The employee will be notified in writing of the amount to be paid to maintain

benefit coverage. For employee's with ten (10) years service or more, the Company will provide a

parental leave "top-up" for authorized and approved parental leaves. The Company will top-up the

Employment Insurance benefits to a level equal to eighty-five per cent (85%) of the employee's

regular wages for a maximum period of two(2) months or until the leave ends, whichever is the

earlier.

6.09 (E) Family Leave


!f scheduled to 'Nork and if requested by an employee with one thousand and seven hundred ('i.ZOO) hours of service, leave of absence with pay for two(2) days for the birth/adoption of new child provided proof of birth/adoption is submitted to the company upon request.

ARTICLE 7- SENIORITY

7.01 (A) An employee shall not acquire seniority rights until such employee has completed a probationary period of one thousand (1 000) full-time hours of employment.

7.01 (B) All full-time vacancies will be filled with full-time employees as soon as possible.

7.02 Seniority The term "Seniority" shall mean "Departmental Seniority", which shall be defined as the length of continuous, or unbroken service within the bargaining unit in a given department since the last date of hiring.

7.03 Department

For the purpose of Articles 7, 8 and 9, the bargaining unit shall be composed of two(2) departments; (A) Production department and, (B) Maintenance department.

7.04 Loss of Seniority

Seniority rights of an employee shall be lost if;

7.04 (A) The employee voluntary terminates employment.

7.04 (B) The employee is discharged for just cause and is not reinstated.

7.04 (C) The employee has not been recalled for work within a period of eighteen (18) months after the date of lay-off.

7.04 (D) The employee has not been recalled for work within a period of forty-eight(48) months after the date on which the company is sold by CertainTeed Insulation Canada to a new owner.

7.04 (E) The employee has not been recalled for work within a period of forty-eight(48) months after the date on which the company is closed provided it is reactivated within the forty-eight(48) months following the closure date.

7.04 (F) Failure to notify the company of the employee's intention to work within (5) five calendar days (excluding weekends) after notification of recall (by telephone) or by registered mail to the last address recorded by the employee with the payroll department.

7.04 (G) The employee fails to return to work within seven (7) calendar days after notification to the !ast address recorded by the employee with the payroll department.

7.04 (H) The provisions of subsections (F) and (G) shall not apply if the employee furnishes to the Human

.Resrouces Department an acceptable explanation ·ror faHure 'i:o comp~y with tl'iie above requirements

provided such an acceptable explanation is furnished within ten (10) calendarr days (exch.u:lin£1

weekends) of the date of recall notification.

7.04 (I) The employee has been unavailable for work or has not worked for a continuous period of two(2)

years.

7.05 Seniority Lists

Seniority lists, showing each employee's name, classification, and departmental seniority shall be

posted in the plant and revised every four(4) months. Three(3) of the revised seniority lists shall be

furnished to the secretary treasurer of the Local Union.

7.06 Seniority Date

If two(2) or more employees are hired on the same date, their order on the seniority list shall be

determined by calculating their total hours accumulated since the date of hiring as of the day they

acquire seniority to determine who shall be the senior employee. The employee with the higher

number of hours worked shall be deemed to be the senior employee. If the number of hours worked

are the same for the two (2) or more employees under consideration, seniority shall be determined by

a random drawing of names to be performed in the presence of a member of the local union

executive.

7.07 Guidelines .for On-Call Status

When an on-call employee student or part-time becomes available for full-time hours these

guidelines are to be followed:

When an on-call employee reaches the 1700 hour milestone, which is the last monetary increment

they qualify for, that person will be put in line on the on-call list by start date.

When an on-call employee has less than 1700 hours, he will be put in line on the on-call list

according to the number of hours actually worked.

7.08 Severance Pay on Permanent Plant Closure

In the event that the company decides to permanently close the plant, employees will be entitled to

notice and severance (if applicable) in accordance with the Employment Standards Act, as amended

from time to time. Employees who have completed greater than fifteen (15) years' continuous

service at the time of the lay-off shall be entitled to enhanced severance payments equal to two (2)

weeks per year of service to a maximum of fifty-five thousand dollars ($55,000), which shall be

deemed to be inclusive of their statutory entitlements. Employees who are paid severance in

accordance with this provision shall be deemed to have terminated their employment.

It is understood that due to the nature of the company's business, periodic temporary plant closures

may be required that are for a duration which requires the layoff of employees for a period in excess

of the temporary layoff periods set out in the Employment Standards Act, as amended from time to

time, and this shall not constitute a permanent plant closure for the purposes of this provision or the

Employment Standards Act, as amended from time to time. It is understood that the payments set

out in this provision shall not be triggered in situations of temporary layoff as set out below.


The Company and the Union agree that employees who are laid off shall be considered to be on temporary layoff for the purposes of the Collective Agreement and Part XV of the Employment Standards Act, as amended from time to time, until they have been laid off and not recalled for a period greater than eighteen (18) months if the circumstances in Article 7.04(C) of the Collective Agreement exist or until they have been laid off and not recalled for a period greater than forty-eight (48) months if the circumstances in Articles 7.04(0) or 7.04(E) exist.

For greater certainty, and without limiting the generality of the foregoing, the Company and the Union agree that in situations of layoff, an employee shall not be deemed to be terminated for the purposes of the Collective Agreement and Part XV of the Employment Standards Act, as amended from time to time, and shall have no right to termination and severance pay until the layoff has exceeded the eighteen (18) or forty-eight (48) month period set out above.

The Company and the Union agree that this provision constitutes an agreement pursuant to section 56(2)(c) of the Employment Standards Act, as amended from time to time.

Notwithstanding all of the above, enhanced severance will not be payable in the case of permanent plant closure due to bankruptcy or receivership.

ARTICLE 8- PROMOTIONS, DISPLACEMENTS, TRANSFERS, LAYOFFS & RECALLS

8.01 Promotions and Transfers

8.01 (A) Promotions and Transfers shall be governed in accordance with the provisions of Table "A" where the term "seniority" shall mean department seniority, wherein the applicant shall have an evaluation period of up to three months to prove the employee's ability to perform the work required.

8.01 (B) Some promotions may require the applicant to pass a standard test, verbal or written, the result and I or content of which may be scrutinized by the Union. If the company decides to institute new tests or testing methods, the Union will be informed.

8.02 Layoffs

8.02 (A) In the event of a reduction of the workforce, probationary employees shall be laid off first. Affected employees with seniority rights may displace an employee with less departmental seniority within the employee's own department provided the employee can satisfactorily perform the work available.

8.02 (B) Notwithstanding (a) above, an employee may displace an employee in another department only in positions the employee has previously occupied. The company may require the employee to pass test(s), verbal or written, necessary to determine the ability of the employee to perform the work. Such employee may only exercise the department seniority the employee has accumulated in the department sought.

8.02 (C) Full-time employees will be given five(5) calendar days' notice before being laid off.

8.02 (D) Full-time employees who would otherwise be laid off will have the choice to accept the layoff or to revert to the on-call list. If the full-time employee opts to be laid off, his benefits shall cease. If the full-time employee opts to revert to the on-call Jist, his benefits will be maintained provided he works a minimum of two (2) shifts per week, if offered by the Company. The full-time employee who opts to revert to the on-call list shall be paid the rate of the position to which he is called to work.

8.02 (E) Not withstanding 8.020 above, the Jay-off of full-time employees will be governed by seniority only.

8.03 Recalls Employees shall be recalled from lay-off in the reverse order of the Jay-off. The company will not hire employees while there are employees on the recall list who can perform the work available. Short-

Term l!"ecal! wm contirH..Je to be administered in accordance with cum~111t practice

8.04 Notices

In the cases of lay-off and/or recall, the Company will furnish the Local Union President with a copy

of any notices to that effect.

ARTICLE 9- JOB POSTING, PERMANENT AND TEMPORARY POSITIONS, TEMPORARY ASSIGNMENTS

9.01 Permanent Vacancies

9.01 (A) New positions, full time position and temporary positions exceeding thirty 30 working daysabove the

lowest rate, except Line and Senior Process Mechanic positions, shall be posted within five(5)

consecutive days. The Company shall provide employees on vacation with the opportunity to bid for

any vacancies that occur \'\!hHe they are on vacation using the Company !!Leave Forrri 55•

In the case of temporary vacancies, the posting will reveal the name of the position only. Once the

absent employee returns to work, all employees occupying temporary positions shall revert back to

their previous position.

For on-call employees filling temporary vacancies, they will receive the packer trainee classification

rate after they occupy the temporary position for a continuous period of seventeen(17) weeks. After

filling the temporary vacancy for a continuous period of six (6) months, the employee shall be eligible

for medical and dental benefits and shall receive the rate of pay for the packer classification.

9.02 Temporary Vacancies

9.02 (A) Temporary shift vacancies of fourteen(14) working days or less shall be filled by a step by step

progression within the shift to the degree possible, then by most senior on the shift, and then by

filling with personnel from other shifts. Step by step progression is defined in Table "B" ·

9.02(8) An employee who accepts a temporary position must accept that position for the duration of the

temporary position or a minimum period of three(3) months, unless prevented from doing so by

medical restrictions.

9.02 (C) The Union agreesthat while a sign off position is in effect, the employee cannot bid for a temporary

positions.

9.03 Temporary Assignments

9.03 (A) An employee temporarily assigned to fill a vacancy in a classification carrying a higher rate than the

classification of the employee shall be paid the rate) of higher classification providing the

assignment is for more than one (1) hour.

9.03 (B) The time spent in a given temporary assignment will be applied towards reducing the "training

period" if the employee is assigned to the given position on a temporary or permanent basis.

Total hours of all related temporary assignments will be rounded off to the closest full shift for the

purpose of determining the "qualifying periods".

9.04 An employee temporarily assigned to fill a vacancy in a classification carrying a lower rate than the

regular rate of the employee, such employee shall continue to be paid at the employee's present rate.

9.05 Appointment to Staff Positions

Bargaining unit employees who are appointed to staff positions may return to their previous position


in the bargaining unit within three (3) months, without ioss of seniority, provided aii union dues are remitted to the local union.

ARTICLE 10 VACATIONS

Vacation to be earned and taken in the current calendar year. Effective January 1everyone will receive full vacation entitlement. Vacation pay at 2% gross earnings or card rate whichever is greater per week.

Transitional Vacation Administration -New Full Time Permanent Employees

An employee in an ON-Call classification will receive vacation pay of 4% of vacation earnings in lieu of vacation time off with pay but does not take time off. In order to normalize this employee's vacation record for future years, in the transition year i.e. when transferring from ON-Call to Packer Trainee Classification (as of the Seniority date) that employee will be eligible for the following vacation entitlement:

1. Vacation time earned during the period between his/her seniority date and December 31 based on a two week annual entitlement. This will be vacation with pay with carry forward privileges limited to 42 hours. 2. Annual entitlement of two weeks will be credited on January 1st of the year following the transition year. This will be vacation with pay, based on the following formula:

a. If year to date hours worked since his/her full-time hire date is greater than 1050 hours, employee will get paid vacation pay at card/home position rate. b. If year to date hours worked since his/her full-time hire date is less than or equal to 1050 hours employee will get paid 2% of year to date earnings.

General Statement:

All other employees who qualify for vacation time off, will receive vacation pay based on the following formula:

a. If total hours worked in previous calendar year is greater than 1050 hours, employee will get paid vacation pay at card/home position rate. b. If total hours worked in previous calendar year is less than or equal to 1050 hours employee will get paid 2 % of previous calendar year to date earnings.

10.01 Eligibility

The vacation year shall be defined as the (12) twelve-month period between January l't and ending December 31st.

After 1 year of service 84 Hours vacation

After 4 years of service 126 Hours vacation




10.02 Vacation pay for each week of vacation shall be calculated as follows: at the rate of 2% of gross earnings in the vacation year or forty-two (42) hours times the employee's base rate, whichever is greater. Gross earnings shall only include the hourly rate paid the employee, overtime, as per the employee's job classification

COllECT~VE AGREEMENT~ 2014 = 21l~6 PAGE 19!

for time actually worked and applicable premiums and shall include no other amount. An employee must work

at least 1050 hours in a vacation year to be entitled to the vacation pay of 42 hours times the employee's base

rate per week of vacation entitlement mentioned herein otherwise such employee shall only be entitled to the

2% of gross earnings stated above.

(b) Notwithstanding Article 10.01, an employee may carry over up to 42 hours of vacation in

any calendar year, however, an employee must take a minimum of 84 hours in any vacation year.

Any unused entitlement in excess of 42 hours shall be paid.

10.02 (G) Vacation pay that has not been paid out during the year shall be paid out in January of the following

year. There will be a maximum carryover of one (1) week of vacation time or dollars with the

av,....onfinn nf fha ~l"'i.tnn"'f;.on,....o.mo.nf ''o.!lr ~~"="""=".?"~~..,...=~ -= ~=="=" "'="~======"="'=="=""="'!!:":;:'::~ :;"=""~: ..

10.03 (A) Vacations and Conflicting Requests

Employees shall indicate their first(1st) and second(2nd) preferences for their summer/fall vacation

period prior to May 1st in any year, and prior to November 1st for the remaining vacation period, on

the forms provided. Where there is a conflict, vacation periods shall be assigned on the basis of

seniority, based on the length of service in a given department. Employees shall be advised as

soon as possible in advance and their vacation period. will not be changed without consulting with

the employee.

10.03 (B) The Company and the Union agree that the principle of seniority in Article 10.04(A) above should

also be subject to an equal opportunity for employees wishing to take their vacation during the

period between June 15th and Labour Day.

Employees are encouraged to come to a mutually satisfactory arrangement with their co-workers

during the period noted above. In the event that conflict cannot be resolved between a group of

employees the Company may limit the number of weeks of vacation to a maximum of two(2) weeks

for employees with more than two weeks (2) vacation entitlement in order to resolve the conflicting

group of employees' requests for vacation.

10.03( C) All vacation requests require a minimum of 2 weeks notice, except outside summer peak periods

and December holiday period where only one weeks notice of request is required.

10.03 (D) A maximum of four(4) employees are allowed off for vacation and personal leave/ sick days per

shift except in July where a maximum of three(3) employees per shift for shifts one(1) and three(3)

will be allowed; and a maximum of three (3) employees per shift in August for shifts two(2) and

four(4). Restrictions on vacation/personal leave/sick days request will apply to the first three (3)

working days of absence due to sickness or bereavement leaves.

ARTICLE 11 -SHIFT PREMIUMS

11.01 (A) Night Shift Premium

In addition to the applicable hourly rate, a shift worker shall receive a shift premium of $1.60 per

hour for hours worked between 7:00 p.m. and 7:00 a.m.

All day workers will be paid the night shift premium for any hours worked between 7:00 p.m. and

7:00a.m.

11.01 (B) Week End Shift Premium


in addition to the appiicable hourly rate and shift premium, an additional premium of thirty cents ($0.30) an hour shall be paid for work performed between the hours of 7:00am Saturday and 7:00am Monday.

The above shift premium will not be paid to day workers nor shall premiums be included in a shift workers rate for the purpose of computing overtime pay, for recognized holidays not worked etc.

11.02 "On-Call" Pay

When the need occurs that a Maintenance Department employee is required to be on an "On Call" status for weekends, holidays or other occasion as mutually agreed upon, the company will compensate that employee with an "On Call" allowance equal to one(1) hour of straight-time pay for every eight(8) hours on call, or any pro-rated portion.

11.03 "Assisting Mechanic" Pay

It is agreed that line workers (any classification) providing significant assistance to a maintenance mechanic or a group of maintenance mechanics will have their base rate of pay increased by one dollar ($1.00) per hour.

The following conditions must exist to qualify for such pay:

1. The assignment must be one continuous hour or more.

2. The assignment must be made by the employee's supervisor.

3. The assignment must be specific in nature and must involve active physical assistance in a maintenance repair.

4. The assignment must be outside a worker's "regular" or "normal" duties.

11.04 Hot-Time Policy

Hot pay is given to compensate for working under abnormally hot conditions. Employee will be paid time and one quarter (x1.25) pay for Hot Time duties such as:

1. Any work done on metter refractory face (overpatch, push/pull electrodes, chipping glass from electrodes, installing water jackets, refractory repairs to metter, riser, throat, etc., and bushing repairs)

2. Any work done under emergency conditions involving open hot glass conditions.

3. Employees working on metter or forehearth rebuilds will be paid at time and one quarter (1.25 times) their straight time hourly rate for all hours worked during the first forty-eight (48) hours of the metter or forehearth rebuild and the last forty-eight (48) hours of the metter heat-up ..

Hot pay would not normally be considered for the following:

1. Cementing forehearth electrodes, and setting cooling ducts in place.

11.05 Journeyman/Welder Ticket Premium

Maintenance employees who provide proof that they are possession of a current and valid Industrial Mechanic Certificate from an accredited organization shall receive a premium of sixty cents ($0.60) per hour in addition to their regular hourly rate. Employees who have a multi ticket will receive a premium of $1.20 per hour.

ARTIClE 12 GRIEVANCE PROCEDURE

'12.0'1 It is the desire of the parties hereto that grievances be settled as quickly as possible. Such

grievances shall only be concerned with the administration, application, interpretation or alleged

violations of the terms of this agreement.

12.02 There shall be no suspension or interruption of work due to such grievances. It is agreed that a

grievance cannot be initiated until the employee has first given the opportunity of the employee's

supervisor of correcting the situation about which the employee is dissatisfied. The employee may

request the assistance of a union steward or officer of their choice if he/she wishes.

12.03 Grievances Procedure

lhe company shall strive to administer suspensions only after a Step 2 meeting has been heid where

possible or practical. The Union recognizes this will not restrict the company's right to remove

employees from service as required.

STEP 1 The specific grievance should be presented, in writing, to the supervisor/department manager not

later than seven(7) calendar days from the date of the incident precipitating the grievance. The

employee may request the assistance of a shop steward of their choice. If a satisfactory written

response is not forthcoming within seven (7) calendar days from the date grievance is first submitted

to the employee's supervisor, then step 2 will be initiated. In matters of suspension/discharge or

policy, a grievance may be initiated directly at step 2 within seven (7) calendar days.

12.03 STEP 2 The grievance will then be submitted, in writing, to the plant/ Human Resources manager within

seven (7) calendar days from supervisor's response in step 1. The grievance shall be discussed

within seven (7) calendar days from the date it is presented to the plant/Human Resources manager.

Any meeting at this stage may be attended by the griever and such union and company

representatives as may be designated by either party. The company shal.l provide a written decision

within seven (7) calendar days from the date of the meeting.

12.03 STEP 3 By submission to arbitration as per Article 12.04 which must be made within thirty(30) calendar days

from the plant manager's response in step 2.

12.04 (A) Arbitration When either party decides to submit a grievance to arbitration as per Article 12.03 STEP 3, the

parties agree to follow the procedures outlined in the Ontario Labour Relations Act.

12.04 (B) The discharge or suspension of an employee may be settled under the grievance procedure or

arbitration procedure by:

i) Confirming management's action suspending or dismissing an employee.

ii) Reinstating the employee with compensation for time lost.

iii) Any other arrangement which may be deemed just and equitable.

12.05 Notwithstanding the provisions of section 10, an employee member of the union grievance

committee will be paid at the employee's regular straight time hourly rate for the actual regular

working time lost while attending an arbitration hearing with company representatives.

COLLECTIVE AGREEMENT- 2014- 2016 PAGE 22

12.06 It is agreed that the fees and expenses of an arbitrator shall be shared equally by the parties to this agreement.

12.07 Written disciplinary notices, other than suspensions will be removed from an employees file provided the employee has no other related written disciplinary notices, within the previous 18 months.

Records of suspension will be removed provided the employee has no other related suspension or written discipline notices within the previous 24 months.

ARTICLE 13 RECOGNIZED HOLIDAYS

13.01 Designated Holiday

Days designated as recognized holidays are as follows: New Year's Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Family Day Christmas Day Boxing Day

13.02 Recognized Holiday Observance

13.02 (A) Shift workers, the day of observance of a holiday begins at 07:00 am the day of observance, to terminate twenty four (24) hours later, for each holiday.

13.02 (B) Day workers will observe the recognized holidays on the traditional calendar date or date decreed by statute or custom or as mutually agreed by th'e parties.

13.03 Legislation and Legislative Changes

13.03 (A) In the event of discussions or debates between following this agreement or the legislation the company will follow the legislation.

13.03 (B) Shift workers are required to work on recognized holidays as indicated by their schedule unless otherwise notified by the company.

13.03 (C) Day employees, will observe any such recognized holidays that fall on Saturday, Sunday or on other recognized holidays, on the Monday immediately following or the Friday immediately preceding the traditional calendar date for the holiday or as per mutual agreement by company and union.

13.04 (A) During Vacation- Day Workers

In the event that recognized holiday is observed during an employee's vacation, the employee shall be entitled to eight four (8.4) hours pay at employee's regular straight time rate, separate from the employee's vacation pay, provided the employee meets all the eligibility requirements as stated in Article #13.07.

13.04 (B) During Vacation- Shift Workers 13.04 b); In the event that a recognized holiday is observed during an employee's vacation, twelve (12) or ten and a half, (1 0 Yz ) hour workers shall receive (8 .4) hours of holiday pay, or defer this statutory holiday and pay to be used only during a layoff or shutdown period. In the event the employee is not subject to

COlliECT~VE f~GRIEEME~~T= 2014-2016 PAGE 23

layoff or shutdown period within 12 months of the designated holiday, the employee shall be paid the 8.4

hours of defen-ed holiday pay.

13.05 {A) Pay for Working on Recognized Holiday

Workers scheduled or required to work on a recognized holiday shall receive time and one half for the hours actually worked. For shift workers the day of observance of a holiday begins at 7:00am the day of observance to terminate twenty four (24) hours later, for each holiday for the purposes of calculating hours worked during the holiday. This shall be exclusive of any holiday pay to which he may be entitled as set forth in clause 13.01 above.

13.05 (B) CHRISTMAS SHUTDOWN

The Plant will shut down to the minimum necessary employee complement for the twenty-four (24) hour period of Christmas Day, this period shall begin at December 25, 7:00 a.m. and end at December 26 at 7:00 a.m.

13.05 (C) CHRISTMAS SHUTDOWN

In the event that the Company decides to operate on Christmas Day, the Company will pay employees working ·a full scheduled shift a bonus of sixty-five dollars {$65.00), payable by separate cheque in the following pay cycle. It is understood that the Union is responsible to supply a list of volunteers to operate based on the Company's requirements. The Company will notify the Union of its intention to run by December 10 and the Union will supply a list of the employees who have agreed to work by December 20. in the event the Local fails to secure enough qualified manpower for all positions required, those positions not filled will be filled by those previously scheduled.

13.06 (A) Absence on Recognized Holiday An employee shall receive eight.point four (8.4) hours pay or banked at the employee's regular straight time rate at the time of the Designated holiday, if the employee's absence on the recognized holiday was due to illness or accident verified by the doctor's certificate. If banked, this statutory holiday and pay is to be used only during a layoff or shutdown period, In the event the employee is not subject to layoff or shutdown period within 12 months of the designated holiday, the employee shall be paid the 8.4 hours of deferred holiday pay.

13.06 (B) Absence on Recognized Holiday &Make-Up Work

If a twelve(12) hour shift worker is absent on a recognized holiday due to illness or accident, verified by a doctor's certificate dated on or before the date of absence, he shall receive eight.four (8.4) hours of holiday pay or have the eight(8) hours banked and be eligible to work three{3) extra hours at overtime rate (time and one-half) during the week which the holiday falls or the week immediately following the holiday week. The employee must request the overtime work. If banked, this statutory holiday and pay is to be used only during a layoff or shutdown period, In the event the employee is not subject to layoff or shutdown period within 12 months of the designated holiday, the employee shall be paid the 8.4 hours of deferred holiday pay.

13.07 Eligibility for Designated Holidays, and Personal Leave/ Sick days

An employee shall receive the following pay at the employee's regular straight-time rate provided the employee meets the following eligibility requirements outlined in (A) to {E) below:


DESIGNATED HOLiDAYS: 8.4 hours pay or banked

PERSONAL LEAVE/SICK DAYS:

8 hour workers 10 % hour worker 12-hour workers

DESIGNATED HOLIDAY:

8 hour workers 10% hour worker 12-hour workers

8 hours pay 10 1/2 hours pay 12 hours pay

8.4 hours pay 8.4 hours pay 8.4 hours pay

13.07 (A) The employee shall have reported for work both the last scheduled shift preceding and the first scheduled shift following the day of observance of the holiday and completed both shifts. Any deviation from the above must be authorized by management as justified.

13.07 (B) The employee reports for work and completes the employee's shift on a recognized holiday if required or scheduled to do so. Any deviation from the above must be authorized by management as justified.

13.07 (C) The employee is not on lay-off, personal leave of absence, extended union leave of absence or receiving Workers' Compensation, or Weekly Indemnity.

13.07 (D) Designated holiday pay will be based on the regular wages and vacation pay payable to an employee during the four( 4) weeks prior to the holiday - divided by 20.

13.07 (E) If the plant is not operated on a recognized holiday, those twelve (12) hour shift workers who were scheduled to work on the Designated holiday will, in addition to receiving eight.four (8.4) hours of holiday pay or banked hours, be eligible to work three(3) extra hours at overtime rate(1.5X) to compensate the employee for the four(4) hours the employee would otherwise have received had the plant not been shut down. The overtime must be worked during the week in which the holiday falls or the week immediately following the holiday week and the employee must request the overtime work. If banked, this statutory holiday and pay is to be used only during a layoff or shutdown period, in the event the employee is not subject to layoff or shutdown period within 12 months of the designated holiday, the employee shall be paid the 8.4 hours of deferred holiday pay.

If the plant is not operated on a recognized holiday, those ten and half (1 0 1/2 ) hour shift workers who were scheduled to work on the Designated holiday will, in addition to receiving eight(8) hours of holiday pay or banked hours, be eligible to work two(2)) extra hours at overtime rate(1.5X) to compensate the employee for the four(4) hours the employee would otherwise have received had the plant not been shut down. The overtime must be worked during the week in which the holiday falls or the week immediately following the holiday week and the employee must request the overtime work. If banked, this statutory holiday and pay is to be used only during a layoff or shutdown period, In the event the employee is not subject to layoff or shutdown period within 12 months of the designated holiday, the employee shall be paid the 8.4 hours of deferred holiday pay.

13.07 (F) Where the first scheduled shift following the day of observation of the holiday is Sunday and is considered as a day in the following pay period, the employee will receive the eight (8) hours pay or twelve{12) hours pay on the pay cheque covering the Designated Holiday provided the

COlliEC1'!VE AGREEMENl1'- 2liH4- 2016 PAGE 25

~3.07 (G) Shift wo1·kers will have the option of:

OR

i) being paid the eight point four (8.4) hours holiday pay at the employee's regular straight-time

rate plus the time and one half(x1.5) providing the employee meets the eligibility requirements

outlined in (A) to (E) above;

Have the eight.four (8.4) hours banked to be taken off during a layoff or shutdown period, In the

event the employee is not subject to layoff or shutdown period within 12 months of the designated

holiday, the employee shall be paid the 8.4 hours of deferred holiday pay.

ii) the employee w!!l receive payment in do!!ars at the end of the year at the rates applicable at the

time of the Designated holiday (1 hour banked = 1 hour off), and only receiving payment of the

time and one half (1.5) on the current paycheck, providing the employee has completed a

"Banking Hours Form" by January 30th of the current year and meets the eligibility

requirements outlined in (A) to (E) above. This form will cover all designated holidays worked

for the period January 2n of the current year to January 1st of the following year. It is

understood the use of single banked days is not permitted.

OR

13.07 iii) Designated Holidays coinciding with the employee's annual vacation and/or Plant Christmas

Shutdown will be considered on the basis of the employee's projected schedule during these

periods.

ARTICLE 14- PERSONAL LEAVE/ SICK DAYS

14.01 PERSONAL LEAVE/ SICK DAYS

The purpose of personal leave/ sick days is to enable the employee more flexibility to take time off in

the case of sickness and/or to fulfil family responsibilities.

14.01 Employees will receive six (6) personal leave/ sick days per calendar year which can be taken subject

to the following conditions and the eligibility requirements in Article 13.07 above:

1. After the completion of 1,000 full-time hours the new employee qualifies for the personal leave/

sick days in which his/her qualifying date is closest to, and then for an~ future leave/ sick days

according to all other eligibility rules. For example {May 1st- June 30 period} if an employee

reaches his 1,000th hour on May 31st or before he would qualify for the May 1st Personal leave/ sick

days, if he did not reach his 1,oooth hour until June he would only qualify for the July 1st Personal

leave/ sick days and then for any future personal leave/ sick days according to all eligibility rules.

Every year, starting with January 1, the personal sick day list will be revised to reflect shift

transfers of employees. This will be effective until the end of the present agreement of December

31,2013.

Day Workers, Shifts 1 and 3 Between January 1st Last day of February,


Between March 1st April 30th, Between May 1st June 30th, Between July 1st August 31st, Between September 1st October 31st, Between November 1st December 31st, of each calendar year.

March 31st May 31th July 31th, September 30th, November 30th

Shifts 2 and 4 Between February 1st Between April 1th Between June 1st Between August 1st Between October 1st Between December 1st January 31st, of each calendar year.

2. Personal leave/ sick days will be approved by the Company in accordance with posted "Vacation Personal Leave/ sick days" guidelines.

3. The personal leave/ sick day must be taken off.

4. Pay advances will not be given for personal leave/ sick days.

5. One(1) personal leave/ sick day will be earned every two (2) months as shown in paragraph 1 above. Personal Leave/Sick Days earned will be credited as follows:

Day Workers, Shift 1 and 3 in Odd Months

January 1st March 1st May 1st July 1st September 1st November 1st

Shifts 2 and 4 in Even Months

February 1st April 1st June 1st August 1st October 1st December 1st

6. All personal leave/ sick days require two (2) hours minimum notice.

ARTICLE iS-BEREAVEMENT

15.01 (A) Father, Father-in-law, Mother, Mother-in-law, Brother, Sister

If requested by any employee, a leave of absence with pay for four (4) consecutive shifts will be granted in connection with death of father, father-in-law, mother, mother-in-law, brother, sisters, subject to the following conditions set out in 15.02.

15.01 (B) Brother-in-Law, Sister-in-Law, Grandmother-in-law, Grandfather-in-law

An employee who suffers the bereavement of a brother-in law or sister-in-law or Grandmother-inlaw or Grandfather-in-law shali be granted a Leave of Absence, with pay, for the date of the funeral only, provided the funeral falls on the employee's regularly scheduled shift, which, but for the bereavement, the employee would have worked. Payment for the bereavement is subject to the conditions set out in 15.02.

COllECTIVE AGREEME~~T~ 2014- 2«H6 PAGE 21

~SJH (q Grandparents, Grandchiidrelli

An employee who suffers the bereavement of his/her grandparents or grandchildren shaH be granted a leave of absence with pay of two (2) consecutive shifts to attend the funeral, provided the days would have been scheduled working days of the employee which, but for the bereavement, the employee would have worked. Payment for the bereavement is subject to the conditions set out in 15.02.

15.01 (D) Spouse, Child

An employee who suffers the bereavement of a spouse or child shall be granted a Leave of Absence for ten (1 0) calendar days, commencing with the date of the bereavement. The employee will be paid for any scheduled shifts missed during that ten (1 0) day period, which, but for the bereavement, the employee would have worked.

15.01 (E) Out of Town-Funeral

, If requested, in writing, by the employee, two (2) extra days as leave of absence with pay shall be granted to attend the funeral held at a distance equal or greater than three hundred (300) kilometres from Ottawa provided the day would have been scheduled working day of the employee which, but for the bereavement, the employee would have worked. Payment for the extra days is subject to the conditions set out in section 15.01 [A] to [D] and section 15.02.

15.02 Eligibility Requirements:

15.02 (A) The employee must attend the funeral.

15.02 (B) The days eligible for payment shall include the day of the funeral and such days shall be scheduled working days of the employee which, but for the bereavement, the employee would have worked.

15.02 (C) The employee has completed seventeen hundred (1700) hours of service.

15.02 (D) The employee fills out a Bereavement Leave of Absence form before or after the leave.

15.02 (E) Employees may be permitted to use one day or more of available vacation time to supplement their bereavement leave if requested in writing

Article 16 GROUP BENEFITS, INSURANCE, LENS REPLACEMENT AND RETIREMENT SAVINGS PLAN

The company will provide a group benefits plan that includes Life, AD&D Medical, Dental and Lens Replacement insurance under which employer and employee bear or share the cost subject to the limitations in this article and the insuring provisions of the service provider. The company will offer optional insurance packages when available with employee paying all the extra premiums. The employer will strive to process all claims in a timely manner

16.01 Group Benefits Committee

A Group Benefits Committee shall be established. The Committee will meet at least once annually, preferably in February, or some time before the Group Plan renewal date. The Committee will discuss and resolve issues and exchange information. Each party will be represented by two people.


16.01 (A) Terms of Reference- Group Benefits Committee

1. Committee Name:

Group Benefits Committee

2. Purpose of the Committee:

This advisory committee is created under the authority of the Collective Bargaining Agreement 2011-2013 Article 16.01, for the purpose of exchanging information, discussing and proposing solutions to employee benefits issues and recommending changes to Management and Union.

3. Committee Members:

There shall be four(4) members of whom two(2) will be appointed by the Union and the other two(2) by Management. The committee will have the authority to co-opt on an issue-by-issue basis, temporary members in order to expand its resources as needed.

4. Committee Functions:

• Duties- The committee shall review existing employee group benefits plan design, administrative and claims procedures, employee complaints and suggestions and recommend changes.

• Power- The committee will be chaired by the Manager, Staffing and the Union Resources and the second Union Representative respectively will deputize them.

• Meetings- The Committee shall meet at least two(2) times a year, ideally, in February and September of each year during the life of the Collective Agreement. A record of meetings shall be maintained and share with Management and Union Executives on a consistent and timely basis.

• Recommendations to Management or the Union will be by consensus. In absence of consensus, matters will be referred to Management and Union official meetings.

16.02 Group Insurance Eligibility and Enrolment

An employee is eligible to participate in the CertainTeed Insulation Canada Inc Benefits Plan six (6) months after his or her date of seniority as full-time, permanent employee. Participation is mandatory except where the employee proves that he/she is covered under a spousal or other government plan, is on temporary layoff, maternity or parental leave, suffering from workplace injury, illness or other short term disability. On-Call, part-time and temporary workers are not covered under this plan.

Employees enrol by completing the prescribed forms and are responsible for keeping their personal information up to date for benefit claim purposes.

16 03 T bl f C a eo overage, C t Sh . OS armg an dB f ene it

Coverage Cost Sharing Benefit Highlights Basic Life Employer pays 200% of annual base earnings

100% Optional Life Employee pays Available in $10,000 units to a maximum of Insurance 100% $500,000 for self or spouse subject to

approval of evidence of insurability

Accidental Death ?Ji11d

Dismemberment

Weekly Indemnity (Short Term Disability)

Health Care

Health Care- Vision Care

Dental Care

Optional Critical Illness Insurance

Lens Replacement Plan (self -insured)

Employe1· pays 100%

Employer pays 100%

Employer pays . 50%

Employer pays 50%

Employer pays 50%

Employee pays 100%

Employer pays up to a max off $200 · per year (inclusive of PST and GST)

Class Ill Principal sum is two times annual base earnings to a maximum of $500,000 for accidental loss of life, sight in both eyes, hearing in both ears, both hands, both feet. Four times the principal sum for paralysis in any pair of limbs. See plan handbook for more details. 66.67% of average weekly base earnings up to a weeki¥ max of $750. Benefits begin either the 15 day of injury, the day of hospitalization or the 8th day illness for 2 weeks, then for 15 weeks after employment insurance benefits have been exhausted. Pay direct Card with no deductible. Reimbursement: 100% ,with no maximums . on prescription drugs · Paramedical: $750/year per practitioner. See plan handbook for more details. $200/24 months per family member

Deductible: $25-lndividual and $50-Family Basic: 90%, Major: 50% Max of $1 ,500/year for Basic and $1 ,000/year for Major See plan handbook for more details.

Available in $10,000 units to a maximum of $250,000 for self or spouse subject to approval of evidence of insurability

Replacement of prescription safety glasses damaged at work and not covered by Workers Safety and Insurance Board of Ontario. One (1) replacement per calendar year, (must have purchased 1st pair) on presentation of proper receipts.

16.04 Continuation, Suspension and Termination of Benefits:

In the event that an employee is absent from work due to a maternity or parental leave, a workplace injury, illness or other short term disability, he/she may choose to maintain or suspend coverage during that absence.

16.04 (A) Continuation of Benefits during an Absence

If an employee chooses to maintain coverage he/she or a representative must, within 14 days of the start of the absence inform the Union Rep, Payroll or Human Resources staff in writing. The employee will be notified in writing of the amount to be paid (including Union insurance premiums}. He/she should commence making monthly payments within 14 days thereafter otherwise benefits will be suspended for non payment of premiums.

16.04 (B) Suspension of Benefits during an Absence

If an employee chooses to suspend coverage he/she or a representative, must inform Payroll or Human Resources staff via a prescribed form and within 14 days of the start of the absence.


Benefits will be suspended and all coverage withdrawn for a period not exceeding 6months. He/she may apply for re-instatement as soon as they return to work. However, the service provider reserves the right to request Proof of Insurability and may deny coverage after a 6-month suspension.

16.04 (C) Termination of Benefits

Insurance coverage will automatically terminate upon voluntary or involuntary termination of employment. Any unpaid premiums will be recovered from any final payments due to the employee.

16.04 (D) Spousal Benefits

In the event that an employee dies while a member of the group plan, the company shall maintain the medical and dental benefit coverage for the spouse of that employee for a period not exceeding 12 months. The company will pay 100% of the cost of the premiums. 16.05 Retirement Savings Plan

The company will provide a group retirement savings plan under which both employer and employee will contribute subject to the limitations in this article.

16.05 (A) Eligibility and Enrollment

Employees are eligible to participate in the CertainTeed Insulation Canada Inc RSP if they are a fulltime, permanent employee. He/She may join anytime as of his/her date of full-time employment. Participation is not compulsory. Employees enroll by completing the required enrollment and deduction authorization forms.

16.05 (B) Employee Contributions:

The employee will contribute on a regular basis any amount stated as a percentage of their weekly basic earnings. The employee may make additional contribution (lump sum contributions) at any time by advising the Payroll Staff of the amount. The company will not match such lump sum contribution portion until it has done its year-end reconciliation on the total employee contribution for the year.

16.05 (C)RRSP ELIGIBLE EARNINGS-

Management and Union agree that the Basic Weekly Earnings- Article 16.05B will include the following: 1. Regular Pay 2. Vacation Pay 3. Bereavement Pay 4. Personal Days Pay 5. Statutory Holiday Pay 6. Statutory Holiday Worked (regular only, ie no overtime or premiums)

to calculate the employee's and employer contribution to RSP.

16.05 (D) Vesting Period

After three years of full-time permanent employment, contributions made by employees start counting towards the company RSP matching plan. After 5 years of full-time employment the company will pay a lump sum RSP contribution into the employees RSP account equal to the total

16.05 (E~ Employer Contributions:

The company will match 100% of the employee's RSP contribution up to a maximum of 5.0%. of the

employee's weekly base earnings. The employer contributions will be remitted to the RSP service

provider on once a month basis together with the employee's contribution during the previous

month. Any additional employer contribution after reconciling for additional employee lump sum

contributions will be made in January of the following year.

16.05 (F) RSP Funds Withdrawal:

An employee may withdraw funds at any time. However, if an employee withdraws RSP funds more

than two times in a 24 month period the company will stop matching his/her contributions for a

period of 24 months after the date of his last withdrawaL An employee who is going through a life

changing event, participating in a government sponsored program or transferring into another

fund, will be exempt from this rule.

16.05 (G) Life Changing Events

The list of Life changing events is as follows:

1. Birth of child, Parental or Adoption leave 2. Bereavement 3. Buying a house 4. Family Medical Leave* 5. Emergency Leave** 6. Personal Disability 7. Marriage, Separation and Divorce 8. Personal or Child's Education Program.

Notes: * For which family member may a family leave be taken?

The specified family members for whom a family medical leave may be taken are:

" The employee's spouse (including same-sex spouse)

e A parent, step-parent or foster parent of the employee

" A child, step-child or foster child of the employee or the employee's spouse.

** For what reasons can an unpaid emergency leave be taken?

Personal illness, injury, medical emergency, and Death, illness, injury, medical emergency of or urgent matters relating to:

o a spouse (including same-sex spouse) o a parent, step-parent, foster parent, child, step-child, foster child, grandparent, step

grandparent, grandchild or step-grandchild of the employee or employee's spouse

(including same-sex spouse) o the spouse* of an employee's child o a bother or sister of the employee o a relative of the employee who is dependent on the employee for care or assistance

ARTICLE 17 WORK CLOTHING

17.01 Coveralls: A company uniform will be provided to all full time employees

Utility, maintenance, Day Labour and Shippers will be provided with one (1) pair of insulated coveralls, one(1)

pair of insulated winter boots, and one(1) pair of insulated winter gloves. Under normal

circumstances employees will be limited to one (1) additional replacement, subject to prior


approval. 17.01 (B) Upon termination of employment the clothing/uniforms are to be returned otherwise an amount to cover the replacement cost will be deducted from the employee.

17.01 (C)

17.01 (D) The clothing is provided to employees who have completed 1700 hours worked.

17.02 (A) Safety Boots

An employee, as a condition of employment, shall be required to wear GSA approved, green triangle, safety boots in accordance with guidelines set out by joint health and safety committee.

17.02 (B) Boot Reimbursement

Each employee who has completed 1700 hours worked service shall receive a voucher for up to one hundred and eighty dollars ($180.00) toward the purchase cost of the employee's first (1st) pair safety boots from Company designated store. If the employee does not purchase their boots from the designated store, the employee will not be eligible for the voucher system and shall submit receipts for reimbursement. Under normal circumstances employees will be limited to additional replacements, subject to prior approval on the following terms:

1. Production employees - limit one(1) replacement per year. or as needed subject to approval. 2. Maintenance employees -limit two (2)} replacements per year or as needed, subject to approval

Under exceptional circumstances only, employees with less than 1700 hours, may be awarded a voucher in advance.

17.02 (C) If the employee leaves the company payroll for any reason during his/her first(1st) year, or any subsequent reimbursement year of employment, a pro-rata deduction equal to 1/12 of the company disbursement for each month remaining in the first(1st) employment year (or any subsequent year), will be subtracted from the employee's final pay cheque or vacation allowance due.

17.03 (1) Maintenance Tool Allowance

Each maintenance employee of the company is required to provide and maintain a basic life-time guarantee quality tool kit to be used on the job. There will be a one hundred ($100) dollars annual allowance provided to upgrade each mechanics tools when a receipt is provided.

17.03 (2) The company agrees to replace any broken or worn out tool, subject to the conditions outlined in (4) below.

17.03(3) In addition, the company agrees to provide a Tool Allowance of up to one hundred twenty five dollars ($125.00) per year for all lost tools, subject to the conditions outlined in (4) below.

17.03 (4a) The tool must be one that belongs to a maintenance mechanic (this article does not apply to any other employee category).

17.03(4b) Authorization to replace any tool, whether it has been lost or broken, must be obtained prior to any purchase being made. The mechanic will be reimbursed for the replacement cost upon submission of a proper receipt.

17.03 (4c) The todls purchased by the employee must be of a "life-time guarantee" quality.

17.03(4ol) The tool must have been worn-out, broken, or lost "on the job". Lost tools must be reported wi~hirn one(1) month from the time the employee discovers the loss.

17.03 (4e) The broken or worn out tool must be turned over to the maintenance supervisor.

17.03 (4f) Replacement Policy- The company will replace the broken, worn out, or lost tool with one of equal value.

17.03(4g) Regarding "lost tools", if the employee leaves the company rolls for any reason during the employee's first(1st) year, a pro-rata deduction equal to 1/12 for each month remaining in the first(1st) employment year will be subtracted from the employee's final pay cheque or vacation allowance due.

ARTICI E 18- WAGES AND JOB DESCRIPTIONS

18.01 The company shall establish and post all job descriptions during the life of this agreement and when mutually agreed upon: these shall form part of the agreement.

18.02 (A) During the duration of the agreement, the company agrees that payment of wage rates will be made in accordance with the schedule shown in appendix "A" subject to the provisions of subsections (B) and (C).

18.03 The company will strive to keep employee training consistent and on day shift when possible and will be conducted by qualified persons.

18.02 (B) It is agreed that should the company change the job content of a classification, or if duties or responsibilities with respect to that job are demonstratively changed, the company will continue its present practice of preparing job descriptions with a copy available to the union executive committee within seven(7) days upon request.

18.02 (C) The Company will inform the union of the establishment of new or changed classification or work and the subsequent revisions, if any, to appendix "A".

If the union does not consider the rate proper, then this matter may be subject to the grievance procedure commencing at STEP 2.

ARTICLE 19- UNION LEAVE OF ABSENCE

19.01 (A) An employee of the company who is elected or appointed by the union to engage in union activity on a full or part-time basis will be granted leave of absence in writing for a period not to exceed two(2) years, provided that such employee makes written application for such leave five(5) calendar days before the leave is to commence. Permission may be withheld if a request from an employee of the same classification has been granted a leave covering the same period or any portion of same period.

19.01 (B) Union Leave of Absence Renewal

An empioyee of the company who is elected or appointed by the union to full-time position with Unifor and has been granted a leave of absence as provided in subsection 19.01(A) will be entitled to an automatic renewal of such leave of absence as provided in subsection 19.01 (A) provided the employee makes application to the company at least ten (10) calendar days prior to the expiration of the previous leave of absence. ·

19.02 Employee on leave of absence for union business (other than a full time leave of absence) will be compensated by the company at their regular hourly rate. The lost time will be recorded by the company and at the end of each month, Unifor local 80-0 will be billed for all monies paid out by

I

I


the company for that purpose in that month. The Company will provide for a sixty (60) working hours paid leave for W.S.I.B and Long Term Disability Administration, provided such leave doesn't interfere with operations.

The Employer agrees to pay annually into a special fund an amount of Two Thousand Dollars ($2000) per year to provide for a Unifor Paid Education Leave (PEL) program. Such payment will be remitted to a trust fund established by the Unifor National Union effective the date of ratification. Payment will be sent to the following address: Unifor Paid Education Leave Program 205 Placer Court Toronto, ON M2H 3H9

The Employer shall approve Education Leave for the members of the bargaining unit at the request of the Union upon a minimum of 30 days written notice. Permission may be withheld if a request from an employee of the same vacation grouping has been granted a leave covering the same period. Only under an extreme emergency will this education leave be denied. Candidates for PEL shall be selected by the Union to attend. The union will provide written confirmation to the Employer of such selection. Employees on PE leave of absence will continue to accrue seniority and service.

ARTICLE 20 JURY DUTY/CROWN WITNESS

20.01 (A) In the event that an employee is precluded from working the employee's regular shift or shifts due to being called for reporting for and serving jury duty or to serve as a crown witness, the company agrees to make up the difference in pay between the amount received for jury duty or for serving as a crown witness and the amount the employee would have earned for working the employee's regular shift or shifts.

20.01 (B) Employee must provide proof of attendance, including a statement of the amount paid by the crown for attendance.

20.01 (C) When the employee is not on active jury duty and the employee would have been normally scheduled to work, the employee shall report to work or lose any difference in any pay adjustment.

ARTICLE 21 WORK RELATED DISABILITY

21.01 Balance of Shift

An employee injured on the job shall be paid for the balance of the employee's shift and, if as a result of such injury, the employee is sent home, immediate transportation will be supplied by the company.

21.02 Responsibility for Reporting Accidents:

Primary responsibility for reporting of any accident on the job belongs to the employee. Failure to report, within a reasonable time, could result in disqualification of the employee's claim by the W.S.I.B. The employee must report an accident immediately after an occurrence or within one(1) hour.

21.03 Modified Work:

21.03 (A) If an employee incurs a work related disability which is of such nature as to prevent the employee from performing his/her regular work and such employee is capable of carrying out the requirements of an existing job classification in the bargaining unit, then the company and the union may, notwithstanding the provisions of Article 10 and Article 11 of this agreement, mutually arrange the establishment of such employee in such a position suitable to the circumstances,

having at a~~ ~imes i~1 n.'linull the obligation of the co~11pt<H1lf aB~~dl ft!'ue ~.mioill to ai~ otheli" employee$ il11i

the company.

21.03 (B) The Union agrees to cooperate with the Company in the establishment of a Modified Work Program through it's participation in a joint committee with the employer. This joint committee will meet annually or as needed.

The parties further agree that the Modified Work Program shall be established in a fair and consistent manner to all employees in the bargaining unit.

21.03 (81) An employee who is actively participating in the program will receive no less than the employees regular working conditions covered by the Collective Agreement for the duration of the temporary work, other than "hours of work" which may have to be reduced for medical reasons.

21.03 (82) Any permanent Modified Work assignments shall be discussed and agreed to on a case by case basis subject to approval by the Plant fv'ianager and the Union executive whiie conforming to existing legislation.

21.03 (83) Once a worker is established under the program the distribution of tasks will be the responsibility of the Program Manager, who will be under no obligation to inform the committee of each new assignment, but must report to the committee at regular meetings.

21.03 (84) The Program Manager will coordinate worker treatments ensuring they interfere as little as possible with the employees work.

21.03 (85) Nothing in this agreement can be interpreted to deny the right of an employee to be treated by the health professional of the employees choice, other than legislative restrictions.

21.03 (86) An employee shall not be subject to any additional financial charges caused by the implementation of this program or it's administration.

21.03 (87) Nothing in this agreement can be. interpreted as a modification of any terms contained in the Collective Agreement.

21.04 WSIB Advances

An employee who has completed the prescribed probationary period and who, as a result of a lost time accident incurred while at work with the company, and who is entitled to receive compensation under the Worker's Safety and Insurance Act will be advanced by the company, a weekly allowance equal to Worker's Compensation, until such time that Worker's Compensation benefits begin, provided the employee assigns to the company all such compensation received by him in respect to the same period. All advances are subject to the provision of medical evidence as outlined in the Modified Work Program.

21.05 The Employer agrees to provide the Union with a copy of any Form 7 and related correspondence filed via fax within five (5) business days of its completion. The Union agrees to provide the Employer with a copy of any and all objections within five(5) business days of the date of the reception of the objection. The Union will advise the Employer of the designated person to whom the fax should be sent as well as the fax number.

ARTICLE 22 - FIT FOR WORK CERTIFICATE

22.01 Before returning to work after ANY accident, WORK OR NON-WORK RELATED a "Fit for Work Certificate" from the employee's doctor must be given to the employee's supervisor before the employee can resume the employee's position.

------------------------------------------------------~---------~---·---~------····--·-"·-····--·-----------


ARTICLE 23 -SAFETY & HEAL iH

23.01 (A) The company shall make reasonable provision for the safety and health of employees during the hours of their employment and provide protection devices and other equipment, necessary to protect employees properly from injury. The union may, from time to time, meet with the company to bring to the attention of the company recommended suggestions in this regard.

23.01 (B) There shall be established a Joint Health and Safety Committee. The Joint Health & Safety Committee shall be governed in accordance with applicable Federal and Provincial legislation and "Terms of Reference". Terms of Reference will be agreed between the parties to accomplish compliance with the appropriate legislation and to ensure a safe and healthy workplace. The Committee will discuss training requirements needed to improve workplace safety.

23.01 (C) Wages of union members of the committee while at committee business will be borne by the company at straight time rates. An employee reporting to the Joint Health and Safety Committee monthly meeting will be paid for a minimum of two (2) hours at the employee's straight rate of pay.

23.01 (D) The company undertakes to inform the Joint Health and Safety Committee, the union executive, and any employee affected: of any hazardous substance known to the plant and to which an employee may become exposed during the course of employee's regular duties.

23.01 (E) Employees have an obligation to comply with Government's legislation regarding hazardous materials, medical monitoring and the employees have an obligation to attend WHMIS and other legislated safety training sessions provided by the employer and approved by the Joint Health and Safety Committee. Refusals to comply may lead to disciplinary measures which may include dismissal.

23.01 (F) All probationary employees will be required to have a pre-employment physical as an obligation to comply with government regulations concerning hazardous materials monitoring. This physical will be administered prior to the employee's leaving the employee's probationary status.

23.01 (G) The company shall invite a Certified Union Member to jointly meet and talk to new employees during the Health and Safety part of the orientation process.

23.01 (H) RE: JOINT HEALTH & SAFETY COMMITTEE

For the duration of this Agreement, the Joint Health & Safety Committee shalf be permitted to add the members from the local Union's Executive Committee. It is agreed that these members shall participate as non-voting members of the Committee and that leave to attend these meetings shall be governed by Article 23.01 (C) of this Agreement. Members of the local Union Executive Committee shall not miss night shifts to attend morning meetings of the Committee. The members of the local Union Executive Committee may withdraw from the Joint Health & Safety Committee at any time during the life of this Agreement.

ARTICLE 24- GENERAL

24.01 Millwright training committee

A Millwright Training Committee will be established to consist of a member of the Union and a member of management to discuss relevant issues as needed on a regular basis. This committee will discuss all aspects of Millwright training and development and will make recommendations for training programs and standards within the Maintenance Department.

24.02 Mechanic's Trainee Position

Employees who post fm· ihe position of mechanic's trainee shall be selected on the basis of thei!·

qualifications as determined by the results of the testing procedure. if the Company considers their

qualifications to be relatively equal, seniority shall be deciding factor. Once the mechanic's trainee

has been selected, the successful employee shall work on the day shift and be paid at the current

base rate until they have successfully progressed to the next step in the mechanic's trainee progression. The company agrees to pay the enrolment fee up to a maximum of four hundred and

fify ($450) The employee will also be given the opportunity to work and go to school at the same

time. The company will pay four (4) hours and the employee will work four (4) hours at straight time

to make up day missed at school

The mechanic's trainee progression shall occur over (3 to 4) year period and shall require the

successful completion of four (4) testing sessions over the period. No employee shall continue to

occupy the mechanic's trainee position if they have been unsuccessful in passing the test to

progress to the next step within 1092 hours worked of entering the position or of passing the

previous test. No employee shall be given more than two (2) opportunities to test for progression to the next step.

The mechanic's trainee rate progression shall be as follows:

1. The successful mechanic's trainee enters the position with their current base rate intact.

2. The successful mechanic's trainee base rate is subtracted from the top rate for the mechanics'

trainee as outline in Appendix A of this Agreement and then divided by three (3).

3. The resulting amount is the step progression to be applied as the incremental increases from

the employee's initial base rate to the mechanic trainee's rate as the mechanic's trainee

successfully completes each of the four (4) phases of the mechanic's trainee progression. '

Once a mechanic's trainee position has been awarded to an employee, any subsequent

openings in the mechanics' trainee position will require all applicants to complete a new test

and completion for the position. Previous test results will not be used to evaluate applicants.

Once an employee has progressed beyond the mechanic's trainee position, they will not be

allowed to regress to any position except in production.

Once a mechanic's trainee has passed the four(4) steps of the progression, they shall cover for Line Mechanics on leave

Once a mechanics's trainee has passed the four (4) steps of the progression, they must remain

with the company for a minimum of 3 years as a mechanic, otherwise all company

contributions shall be paid back

24.03 Appendices and letters of agreement

24.04

24.05

24.06

Any appendices and letters of agreement will form an integral part of this agreement.

12 hr I 10 % hour shift workers who reside in Quebec and require time to vote in a Quebec

provincial election/referendum will paid up to two (2) hours at straight time for any time lost while

voting.

Essential Duties

The Employer agrees that one (1) ,worker in the plant may be permitted to serve as a volunteer

firefighter. This employee may be absent from work without loss of pay to attend to emergency duties as a volunteer firefighter.

Training The company shall provide ten (10) calendar days' notice where the employee is required to


come to training outside his or her reguiar scheduied work hours.

ARTICLE 25 - E.A.P. PROGRAM -

25.01 (A) The Company and the Union reached an agreement in establishing a joint Employee Assistance Program (E.A.P.) for all its employees at the Ottawa Plant.

Both the Company and the Union recognize that there are circumstances in which an employee may be adversely affected at work and in the employee's private life by personal problems such as alcohol or drug abuse, emotional, mental, family, financial difficulties or lifestyle management. If left untreated, such problems may further aggravate difficulties on the job, the safety and welfare of other co-workers. The joint Employee Assistance Program has been agreed to provide help on a CONFIDENTIAL and VOLUNTARY basis to any employee experiencing un-manageable difficulties or to any employees who may require guidance or counselling to effectively deal with either personal or family problems.

25.01 (B) Referrals:

Employees may voluntarily seek help from any one (1) of the following methods: 1) Through the Human Resource Manager, 2) Through the trained Union Counsellor, 3) Directly to the E.A.P. provider:

Shepell. Fgi 1-800-363-3872

Or

The Ottawa Pastoral Centre 209- 211 Bronson Avenue Ottawa, ON K1 R 6H5 TEL: 235-2516

Or

Sandy Hill Community Centre 221 Nelson Street Ottawa ON K1N 1C7 Tel(613)789-8941 Email [email protected]

25.01 (C) Confidentiality

Independent of the method the employee chooses for assistance confidentiality is assured from all participants of the program, unless the employee consent in writing.

No consent for in formations will be required by either the Company (or its agents) or the Union (or its agents). ·

25.01 (D) Follow Up Committee

The Company and the Union will form an EAP Committee composed of two(2) representatives on each sides to monitor the success of the program or to redirect its coverage in order to maximize the effectiveness of the program.

The Committee will mee~ as required! and wm have 01ccess s~rfictly ~li:» stati§;~firc;a~ nl!'lifoli"mation about thle use of the program by the employees.

25.01 (E) Services Offered

The services provided is independent of the religious belief of the employee.

ARTICLE 26 - DURATION OF AGREEMENT

26.01 This agreement shall be effective from January 1, 2014 and remain in full force until December 31, 2016, and shall be automatically renewed for a period of one (1) year, unless notice in writing is given by either party to the other, for modification or termination during the last ninety(90) days prior to December 31, 2016

Appendix A

Rates of

Classification Pay

Jan-13 Jan-14 Jan-15 Jan-16

current

Student On Call 14.21 14.42 14.71 15.01

On Call with 1000 hours 14.76 14.98 15.28 15.59

On Call with 1700 hours 15.85 16.09 16.41 16.74

Packe:- ·;-l·aji·\:::r~ J9.75 20.05 20.45 20.86

Labourer 21.65 21.97 22.41 22.86

Packer 21.65 21.97 22.41 22.86

Go Packer 21.95 22.28 22.72 23.18

Shipper 22.20 22.53 22.98 23.44

White Wool Attendant 22.20 22.53 22.98 23.44

Utility 22.31 22.64 23.10 23.56

Line Attendant Assistant 22.40 22.74 23.19 23.65

Receiver/Shipper 23.24 23.59 24.06 24.54

Line Attendant 24.09 24.45 24.94 25.44

Process Operator 25.65 26.03 26.56 27.09

Operator 27.22 27.63 28.18 28.74

Line Mechanic/Journeyman 28.71 29.14 29.72 30.32

Maint Process flex 29.36

Mechanic 29.80 30.40 31.00

Process 31.77

Mechanic/Electrician 32.25 32.89 33.55

Sr. Process Mechanic 32.61 33.10 33.76 34.44

---------··---·--------------- -- --···-·--. ···-··-· .. ····· - ·-·-···----------------·- -------------. ·--··- .


Sr. Mechanic 32.61 33.10 33.76 34.44 E~c:ctr~lcrc~r·~ 34.20 34.88 35.58

(A) All New packers will be paid the packer trainee rate for the first one thousand (1000) regular working hours of employment.

(B) Any on-call worker will be paid as indicated in the above table according to his hours worked.

TABLE A Positions and qualifications as per Table 'A' below must be met before employee is eligible for promotion/transfer!

OPERATOR

must be a Line Attendant for a minimum period of three(3) months, will take part in a forty (40) hour training program that will consist of five (5) eight (8) hour shifts.

PROCESS OPERATOR

must be a Line Attendant for a minimum period of three(3) months.

will take part in a forty(40) hour training program that will consist of five(5) eight(8)-hour shifts

LINE ATTENDANT

must be a Line Attendant Assistant for a minimum period of three(3) months.

LINE ATTENDANT ASSiSTANT will take part in a forty(40) hour training program that will consist of five(5) eight(8)-hour shifts.

Utility Will take part in a forty (40) hour training program that will consist of five (5) eight (8) hour shifts

WHITE WOOL ATTENDANT will take part in a forty(40) hour training program that will consist of five(5) eight (8)-hour shifts.

SHIPPER & DAY SHIPPER will take part in a forty (40) hour training program that will consist of five(5) eight (8) -hour shifts.

New Hire- Packer Wi!! take part in a forty (40) hour training program that will consist of five (5) eight (8) hour shifts. The company agrees to strongly endeavour to train five (5) consecutive 8 (eight) hour shifts not withstanding any plant emergencies.

PROCESS & SENIOR MECHANIC must be a Line Mechanic for a minimum period of three(3) months.

liNE MECHANIC must be a licenced joumeyma111 for all new hires.

LINE MECHANIC TRAINEE must have previous experience related to the position and must pass the Maintenance Entry Exam. ,

Seniority shall prevail provided that the employee meets the qualifications of the job. No employee will have

classification downgraded as a result of the introduction of new trainee positions. An Employee, who

successfully posts for a position at a different level, shall be considered to be on trial period of up to three (3)

months provided he/she has not held the same position within the last two years. During this trial period, the

employee may be returned to his former classification and base rate at the option of the employee or the

Employer.

Temporary Vacancies

Step-by-Step Progression on shifts is defined below in Table B.T ABLE B

I

OPERATOR

PROCESS OPERATOR

LINE ATTENDANT I

LINE ATTENDANTASSISTANT

UTILITY current incumbents will not be requried to

progress

W HI T E W 0 0 L AT TE N D A N T

SHIPPER

GO-PACKER

PACKER

PACKER TRAINEE


In witness whereof, the company and the union have caused these presents to be duly executed by their duly authorized representatives, on the date given below:

CertainTeed Insulation Ottawa

R. Cohen R.Young

L. Paquette P. Davis

G. Amannt

Unifor 80-0

H. Belway S. Routfiffe

K.Oiive J. Schroeder

R. Giradin

Signed on this ___ day of _____ , 2014


In witness whereof, the company and the union have caused these presents to be duly executed by their duly authorized representatives, on the date given below:

CertainTeed Insulation Canada

lottf!~J Fi.Cohen

r?1-Y I L. ,aque e

~/ ___:::s> G.Amannt

?_

~-- ~

_K. Glive---...::::..~--h J. Schroeder

~ R. Girardin

\ 1~"'-

1 Signed on this~P:=..-_ day of '2014

·----·---·-----~·~~·-·-""-·-~-- ·--·-··-------------·---"""- -· , __ ------·---·

AGREEMENT= 20~4- Ministry of Labour I Collective Agreement … · 2016-04-12 · COLLECTIVE AGREEMENT- 2014-2016 PAGE 2 COLLECTIVE AGREEMENT 2014-2016-INDEX ARTICLE DESCRIPTION ...

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