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33~-1'1413- j!) COLLECTIVE AGREEMENT

3~5- o/0 c0-i8 Between

I:EL CANADIAN ELECTROCOATING LIMITED

-and-

TEAMSTERS LOCAL 879

rr-::t!· ~

January 2, 2014- January 1, 2018

Any dtsputes ansmg over any mterpretation of the language prmted

'".· tlus booklet .. , the ongmal s. tgncd collec.ttve agreement papers w1ll be consulted, and if any differences or discrepancies occur between lhe

r~o, then the original signed collective agreement will prevail over the

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INDEX BY ARTICLE

PURPOSE ............................................ 2 RECOGNITION... . . .... 2 UNION 5ECURITY .. ... ................... . ...... 3 PLANT COMMITTEE ................ . . ............... .4 GRIEVANCE PROCEDURE..... . ....................... 6 ARBITRATION . .. !l GENERAL GRIEVANCES.. . ............................................. 9 MANAGEMENT GRJEVANCES .. .. .................. 9 SENIORITY .............. l 0 LOSS OF SENIORITY ..................................................................... 10 LAYOFF AND RECALL... . .............. 12 PROMOTION AND JOB POSTING ................. 13 SAFETY AND HEALTH... . ................................. 15 HOURS OF WORK & WORKING CONDITIONS ...... 17 REST PERIODS .. ........................ . ......... 19 OVERTIME .... ................................ . .......... 19 BENEFIT PLAN ....................................................... 2! MEDICAL .................................... . ........... 24 PENSION ................... . ......................... 25 HOLIDAYS .......................................... 26 LEAVES OF ABSENCE... . ............................ 29 VACATIONS ...... ............................. . ........................ 30 JOB CLASSIFICATIONS ........ 34 QUALITY ....................... : .......................... 36 NO STRIKE OR LOCKOUT.. . ............................. 36 NEW HIRES ON OR AFTER JANUARY l, 2006 .......................... 37 TEMPORARY PART-TIME EMPLOYEES.. . . ..................... 40 PAY EQUITY ............................... 4! DEPARTivlENTALIZATION .................................................... 42 GENER.ALARTICLES ................. . . ... 44 DURATION OF AGREEME~T .. . ......... 44 APPENDIX "A" TIMKEN WORK SCHEDULE .. . .. 46 APPENDIX "B" GENERAJ,.. PLANT RULES.. . ............ 47

SAFETY RULES ............................ 48 DISCIPLINARY ACTIONS . . ........ 51

APPENDIX "C" .. . ........ ......... .. ....................... . ........ 52 LETTERS OF UNDERSTANDING .................................... 53

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COLLECTIVE AGREEMENT BETWEEN

CANADIAN ELECTROCOATING LIMITED

(hereinafter referred to as "the Company")

OF THE FIRST PART:

and-

TEAMSTERS LOCAL 879

(hereinafter referred to as "the Union")

OF THE SECOND PART:

January 2, 2014- January 1, 2018

ARTICLE I - PURPOSE

\:01 The general purpose of this agreement is to establish and maintain collective bargaining relations between the Company and its employees, to provide for settlement of grievances and to maintain satisfactory working conditions, hours of work and wages for all employees subject to this agreement.

ARTICLE 2- RECOGNITJON

2:01 The Company recognizes the Union as tbe sole bargaining agent of all employees of the Company in its plant, save and except engineers, technicians, supervisors, persons above the rank of supervisor, office and sales staff, persons regularly employed for 11ot more than twenty-four (24) hours per week and students employed during school vacation periods.

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(a) The Union recognizes the right of the Company to hire, assign work, promote and demote, transfer, suspend or otherwise discipline and discharge any employee, subject to the right of the employee concemed to lodge a grievance in the manner and extent herei11 provided.

(b) The Union furrber recognizes the undisputed right of the company to operate and manage its business in all respects in accordance with its obligations. In addition, the location of plants, the products to be manufactured, the schedules of production, the metlwds, processes and means of manufacturing are solely the responsibility of the Company. The Company shall also have the right to make and alter fTom time to time rules and ~egulat.ions to be observed by the employees, which rules and regulations Shall not be inconsistent with tbe provisions of this agreement.

(c) The Company agrees that it will not exercise its management rights for the purpose of restricting or limiting the rights of its employees herein granted .

The Company and the Union agree that supervisors and those above the rank of supervisor will not perform any work nonnally assigned to tl1e bargaining WJit except:

(n)

(b)

(o)

For the purpose of instructing or training of employees in the bargaining unit; ' In the event of a production emergency or development of the process;

In tbe event of an emergency, perform the start-up und shutdown oftbe process .

(d) h1 the event of the casual absence of an employee during the shift.

ARTICLE 3 -UNION SECURITY

3:01 As a condition of continued employment, all present ---_~··:· employees covered by this agreement shall become ru1d

remain members of the Union ar the,signing of the agreement

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become and remain members of the Union after tbe completion of their probationary employment

.... •• • jllilill •• The Company agrees to check off initiation fees, regular monthly.

union dues and assessments in the amounts as authorized in accordance with the Constitution und By-laws of the International Union and the Local Union. •• • • The Comp•ny a!!rees, for the duration of this Agreement, to deduct from the Pay cheque for the first week of each month, the .- · ··• monthly dues of any employee covered by this Agreement, and ' to remit such monies so deducted to the head office of the Local •. · -. Union along with a list of the employees for whom tl1e monies

were deducted not later than the :fifteenth (15) day of the month •. ··•·• following the date upon which such monies were deducted. The '

checkoff list will include social insurance numbers and names. ·~·,;;·-~·· In the case of an employee on Workers' Compensation, the checkS: off shall indicate tl1at such employee was on W.C.B. • . , .•

The Company agrees to show the total amount of dues deducted for the year, on each employee's T4 slip when issued.

ARTICLE 4- PLANT COMMITTEE

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{a) The Company acknowledges the right of the Union to ..... appoint or otllerwise select from the plant union membership, a Plant Committee composed of not more than tl1ree (3) • ··• stewards and three (3) alternate stewards, one (1) to be ·· assigned to each active shift. • ·•

The committee shall meet monthly to maintain a harmonious relationship between management and labour. The committee shall be paid at their straight time hourly rate for attendance at scheduled meetings held on Compru1y premises. The Union Business representative may sit in on any and all such meetings. Notification of the Union Business representative shall be the responsibility of the committeeperson.

.... ...... .... ·-·· • ••• (b) Each member of tile above committee shall have at least one (I) year of seniority with working l10urs of the plant, subject .... to prior notification to the Company. ___________________ __.

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(c) The Union agrees to notify.the Company ill writing from ti,lne to time of the names of the members of the Plant Committee and the effective date of their appointment.

(d) If the Union Steward is absent fTom the Company's employment Because of illness or leave of absence, the Company will recognize an alternate steward on that shift.

The Union will notify the Company in writing of the name of the Union Business Repre~entative.

The Union Business representative shall be allowed to enter the Company's Prince Road premises to deal with the admiriistration of this Agreement, provided he does not interfere with the nonnal operation of the Company. Such entry is limited to the nonnal working hours of the plant, subject to prior notification to the Company.

Forthe purpose oflayoff, the steward shall be establislled on the seniority list as first man provided they have the necessaJ")' skills and qualifications. This will not apply to altemate stewurds .

T11e Company agrees to gay U11ion Stewards at tlleir regular rate of pay for a reasonable amount oftime spent dealing with grievances in the p!ant during tl1e Union Steward's regular working hours, and does not include time· spent 011 grievances after they have reached the arbitratio11 stage. The above procedure shall also apply to group grievances .

11te Union recognizes and agrees that stewards as well as other employees have regular duties to perfonn. Stewards will noti"£)' their supervisor of the department wllcre tlley are respectively employed and sball be pennitted during tlx~ir working hours without loss of time or pay to attend to Union business reqLJirements including bui: not limited 10 dues receipts, Workers Compensation issues, leaves of absence issues, and discussions with management, union, and workers witl1 complaints or grievances, subject to a maximum absence from their regular duties of one (1) hour within the hours comprising.one working day. Tite time may be extended witlt mutual agreement of the supervisor and ste:-vard. (Such app_roval shall not be unjustly withheld.)

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Whenever, in the opinion of the supervisor concen1ed more than a reasonable period of time shaJl have been taken by a steward to accomplish such business requirements the supervisor of the department to which the steward is attached sball decline to approve payment to sucli steward for such excess time.

~ ..... .... ..... The Company will verbally notify the Union tllrough the ........ Altemate Steward, by telepl1one, or FAX prior to the suspension ~-or discharge of a Steward. V -

Tho C6mpony w;ll oonfinn to tho Union Bu,ino" Rop""ntativo : , : such action in writing by registered mail, telegram or FAX - •-machine. '' -·

Failure of the Company to comply with this procedure will render the dismissal or suspension null and void.

..... ..... The Company agrees to make available to the Union Stewards an ~ in-plant Union Office, .fOr their exclusive use when conducting .---union business, including computer and internet access, subject ~ to Company policies. .........-"""""

The Company will provide a glass enclosed, locked bulletin ..... board conspicuously placed for the exclusive use of the Union.

The Company agrees tl1at a steward may provide newly-hired ..... probationary employees with a fifteen (15) minute orientation ~ at a time murually agreed upon by the Company and the Union. .--- --­The Company may be present dufing such orientation. Whenever ~ possible such orientation will be held prior to the employees ..-----commencing work. The time allotted shall be for a group .......... orientation and not for individual orientation of each employee. ~

ARTICLE 5- GRIEVANCE PROCEDURE ...... ...... .... ..... 5:01 (a) Any employee who has any complaint or question shall

first discuss the matter with their supervisor, Their Union Steward shall accompany the employee when requested. Any matter not settled at this stage may become the subject of a grievance and dealt with as follows:

STEP NO. I- The grievance of the employee shall be stated ~ in writing on a standard form to be supplied by the Union. ~

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making the complaint or qtlestion, and steward. The fonn will then be presented to the supervisor or Personnel Manager who wil!'answef t)le grk;vance in\.vriting and rerum the fol1l1 to the steward within five (5) working days of receipt.

STEP NO.2- If the decision of the supervisor or Personnel Manager is not satisfactory, the steward may appeal the deCision to the Plant Manager or management appointee in writing. The matter shall be discussed between Management, the Plant Committee and the Union Business representative.

~uch meeting shall take place not later .than five (5) working days after t:he appeal was registered or at such time agreed to by the parties.

STEP NO.3 -If Management's decision at Step No.2 is not satisfactory, then the grievance may be refeJTed to arbitTation as herein provided. Management s!Jail give its decision to the Plant Committee witbin ·five (5) working days following the meeting at Step No.2.

The Union Business representative shall be supplied by the Company, minutes ofall Labour Managerflent Meetings.

(b) Prior to proceeding to arbitration, any grievance may be submitted to a Joint Grievance Committee. Tbe Grievance Committee shall be composed of two (2) persons, one (1) of whom shall be a Manager selected by the Company, and one (1) Teamster Union Official who shall be selected by the Local Union concerned. It is understood that the Company will not select a Manager from the area in which the grievance originated, nor will the Union select an official from the local union involved in the grievance, but shall be from a Local Union tbat is signatory to this agreement.

A decision oftbe Joint Grievance Committee on tl1e disposition of a grievru1ce shall be deemed to be the settlement of the grievance and binding on the employee·, the Union and the Company. Settlements reac11ed by tlle Joint Grievance Committee shall not be used as

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precedents. In the event the Grieva11ce Committee is deadlocked and unable to render a decision, either party may refer the grievance to arbitration in accordance with Article 6:0.

Each of the parties hereto, will bear the expense of their appointee to the Grievance Committee.

The Grievance Committee shall not have tbe right to alter or change any provisions of the Agreement or substitute any new provisions in this Agreement or substitute any new

·-·-· ••• ··-· ··-· .-. provisions in lieu thereof, or to give any decision inconsistent .. -· '"'. with the terms and provisions of this Agreement The ·

Grievance Committee, however, shall have the power to vary .. ·~··· or set aside any penalty or discipline imposed relating to the grievance then befure tl1e Grievance Committee.

(c) Any time limits mentioned in this A1ticle may be extended by "'l''ilolil'··· mutmll agreement, in writing. • -

(d) It is mutually agreed that no grievance will be considered, the ....... alleged circwnstances of which originated or occurred more

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fail to agree upon an arbitFator within Jive (5) working days of receipt by the Company of the notice ofappeal, then either party may request the Ministry of Labour of the Province of Ontario, to appoint an impmtial arbitratot·. The decision of the impartial arbitrator shall be final and binding on both parties.

(b) Each of the parties hereto will bear jointly the expense and fee of the impartial arbitrator.

(c) The arbitrator shall not have jurisdictio'n to· alter or ch~nge any of the provisions of this agreement, or to substitute any new provisions i11lieu thereof, nor give any decision inconsistent with the tenns cwd provisions of this agreement, or to deal with any matter not covered by this agreement. The arbitrator, however, in respecf of a grievance penalty shall be entitled to modify sucb penalty, if in the opinion of the arbi\Tator, it is just and equitable to do so.

ARTICLE 7- GENERAL GRIEVANCES tban t~ree (3) work in days prior to the original presentation, ... except in the case of a grievance regarding wages which shall 7:01 An allegation invoh:ing the interpretatiOn or violation of any

provision of this agreement may'be lodged in writing by have a time limit of one (I) full pay period after issuance of pe: pay.

(e) A grievance which has not been processed to the next Step of the grievance procedure within five (5) days after the answer has been received, or a shorter period where such is stipulated, shall be deemed to have been withdrawn unless written notice to the contrary has been received. Similarly, any grievances not answered by the Company in the manner and within the time limits set out above shall be deemed to. have been upl1eld by the Company in favour of the Union .

.... the Union with the management of the Company, or by a representative ofthe Company with the Union. Such

. grievance shall be lodged.beginning with Stage No.2.

Should the parties fail to agree on Settlement of the issue, it may be appealed to an arbitrator within the time and in the same manner and to the extent set fo1th in the grievance procedure Steps 2.and 3.

ARTICLE 6 ·ARBITRATION

..... .... ...... .... ..... ..... Such general grievances shall not be lodged unless tbe grievance could not properly be'processed by an individual employee, and in any c;ase the Union and tile Company agree that a general grievance will not be used to circumvent ru1y provisions of the grievance procedure. 6:01

ARTICLE 8- MANAGEMENT GRIEVANCES

(a) lfthe decision of Management is not satisfactory to the employee concerned they may, be serving written notice of appeal to the Company, through the Plant Committee wl.thin ten (10) working days of the delivery of Management's decision, appeal there from to an impartial arbitrator to be ..... 8:01 It is understood that the Company may bring forward at any

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or grievance with respect to the conduct of the Union, its officers, committee people, or witll respect to the conduct of the employees generally. If such a complaint or grievance is not settled to the mutual satisfaction of the conferring parties, it may be referred to arbitration in tl1e manner provided for in the grievance procedure.

ARTICLE 9- SENIORITY • ··-· •'·· 9:01

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The rules herein respecting seniori(y are designed to give employees an equitable measure of security based on length of service with the company.

Any employee hired shall be considered to be on probation and .. -· will not be placed on the seniority list until they have completed· a total of 480 hours worked for the Company. Oveitime hours • -· worked during the probationary period to be credited at straight time. • • Employee's names shall appear on the seniority list in the order ... · • of their respective dates of hiring. Employees hired on tl1e same F date sball be listed by clock number order.

Until an individual has completed tbeir probationary period they shall not be eligible to any of the rights or privileges of seniority or access to the grievance procedure under this collective agreement.

Seniority lists shall be kept current and shall be posted on the Union bulletin board and revised quarterly.

The purpose of seniority is to provide a policy governing work assignment, layoffs and recalls as set out in this collective agreement.

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ARTICLE 10- LOSS OF SENIORITY

... ...... ..... .... ..... .... ...... 10:01 An employee sllalllose their seniority and their employment will be tenninated for any of the followi11g reasons:

(•) If an employee voluntarily quits the employ of the ....

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If the employee is discharged for just cause.

If the employee has been laid off and falls to retum within three (3) working days after they have been notified tO do so by tile Company or by registered mail addressed to the last address on record with the Company.

NOTE: It is the employee's responsibility at all times to keep the Company ?.nd the Union advised of their correct home address and telephone number.

If an employee fails to return to work on tl1e first day .following the expiration of a leave of absence granted by tl1e Company without securing ai1 extension of such leave in writing .

If an employee is absent from work for three (3) ofl1is/ ber consecutive shifts which he/she bad 'previously been scheduled to work, without notifying the Company or securing a leave acceptable to the Company .

If an employee accepts otber employment while on leave of absence.

Employees who had five (5) or more years of sonority with the Company on their last day worked shall have this time period extended to twenty four (24) months. Employees who had ,fifteen or more years of seniority with the Company on theii' last day worked sholl have this time period extended to thirty six (36) niontlls .

(h) If a seniority employee hired after Jarlllary 1, 2009 is laid off by the Company in excess of six (6) months. Employees with more than 5 years seniority with the Compitny hired after January I, 2009 shall have their time period extended to one (I) year .

(i) If an "employee accepts payment of termination pay or severance pay prior to theiT recall rights bCing exhausted. ·

Company. This shall inciLJde any employee who leaves ~

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vocational or retraining programme sponsored by the WSIB.

ARTICLE 11 ·LAYOFF AND RECALL •:• 11:01

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(a) In the event of a layoff in excess of the balance of the shift, the following p'rocedure shall apply: (I) All non-seniority • ,,_ .• employees will be tlle first laid-off; (2) Employees with the

lea~t seniority will be laid off in order of their seniority; ···-·~·· (3) Employees will be laid off on a plant-wide seniority basis. The ~mployees to be kept on the basis of seniority must be .---·-·-· quahfied, able and willing to perfonn the work available; ' 4) Stewards shall be continued at work as long as there is •. __ -•-. work in the plant they are able to do. ·

(b)In the ~vent of a layoff of the balnnce of the shift, the 1li""'"'ji'.lll followmg procedure shall apply: • -~ 1) ~e department in which the layoff is to occur will be . " •.•

JdentJfied; ···--· (2) Al] non-seniority employees in the department will be ~~~ .. . .• (3) Allnon-semomy employees in the other departments will . be laid off next provided the remaining employees are able • -•·-· and willing to do the required work. (4) Thereafter, empl_oy~es in th~ department ~ill be laid off in .--v- • reverse order ofsemonty, prov1ded the remaming employees arc able and willing to perfonn the work available; ·· . •-. (5) Stewards in the department shall be continued at work as • · long as there is work in the plant they are able to do. • -• •

W11en_ recalling employees who have been laid off, recall will be made m the reverse order of the layoff procedure, provided the employees eligible for recall are able and willing to perform the work which is available.

Employees not able to perform their regular duties due to illness or injury, shall remain on layo·ffstatus until they are able to resume their regular duties. It will be ilie responsibility of the employee to notify the Company when they l1ave recovered and are able to return.

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...... Employees being recalled will be contacted directly at their last ~. phone number on record with the Company, failing to contact _....,..

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last address on record with the' Compa11y.

II :04 Whenever prat:tical, notice of layoff shall be given to seniority employees as-soon a's possible in advance of lay-offs. ·

ARTICLE 12 ·PROMOTION AND JOB POSTING

12:01 Persons occupying a job not covered by the tenns of this cqllective agreement, but who previously acquired seniority in the bargaining unit, shall be given the rigl1t to transfer back to a job in the bargaining unit, within six1y (60) days.

12:01 (a) General processors who post into a110ther department will be allowed o11e week to return to their original position.

12:02 Vacancies in regularly as·signedjobs and newly created jobs shall be posted for three (3) w"orking days· (excluding weekends and Holidays)on.Company bulletin boards accessJble for all employees. Such bulletins will show the job title, job requirements, rate of pay and to whom the applh:ation should be directed.

12:03 In the event two (2) or more employees apply, the most senior applicant with the necessary qualifications to perform the work shall be given the job.

12:04 (a) If in the opinion of the Company, none oftbe applicants are qualified tO perform the vacant job, then the Company may hire from outside. If in the opinion of the Union, the Company has not considered all the relevant facts, they may reque~t a meeting with management to discuss the situation. The Company will, provide an applicant with a training period ofsixty(60) working days in which to leal11tbe]ob . If during, or upon completion of the training period, the Company still feels the applicant is riot qualified for the position, tl1e applicant will return to'his former position. The next senior applicant may then be given an opportunity for a training period. Ifthe second applicant does not qualify for tbe position the Company may fill the vacancy at tbeir discretion. At ai1y time during the training period the Union and the Company can mutually agree to terminate the training and-the. applicant will return 10 his/ ber former osition.

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(b) In the event that there are no applicants for tbe posted position, the vacant position shall be filled by either hiring from the outside or filling the vacancy with the employee with the lowest seniority.

--~· .... ~· (c) The parties agree that the initial vacancy and the vacancy

created by the successful candidate will only be subject to the ··:~:x. posting procedure and the other vacancies will be filled at the '

discretion of the Company. ·- I {a) Posting for back·up positions of Material Handler, Janitor

and Auditor to fill in temporarily due to absences or excess work situations will be made during January of each year. Postings for Lift Truck Drivers, Set Up Processors and Crane Operators will be done in the first three months of each collective agreement.

ePP• ·:• • • (b) A list of applicants per shift selected by the Company for --~·

each position will be supplied to the Union. T11e list shall be posted and will become effective on the first Monday .... following that date. In the event further backups are required, employees on the original posting will be used ·first. ....

The following positions shall be posted for back~up: · Material Handler- 2 per shifl: - Lift Truck Drivers- 3 per shift ·Janitors- 2 per shift -Auditor- 2 per shift - Set Up Processors -3 per shift - Crane Operator- 2 per shift

{c) Whenever an employee is transferred to a backup position, .~. the transferred employee will receive tl1e appropriate rate for ~ the job, _a~er one llour, for all hours worked during the day, in ~ thatposmon. ~

remain in the department, provided they are qualified, willing, and able to do the work required. ·

12:08 W11enever practical, the Company will commence training of backups within 1 month of successful posting.

ARTICLE 13 -SAFETY AND HEALTH

13:01 The Company, Employees and Union agree io maintain the highest standard of safety, health, sanitation and working conditions in and around the Company's premises.

13:02 The Company and the Union shall maintain a Joint Occupational Health and Safety Committee consisting of three (3) members elected or appointed by the Union and three (3) membersappointed·by tlie Company. There will be a member o~ each shift from the three elected or appointed by the Union. In the event a union safety rep is absent from the shift, the alternate will be used or the Union will appoint a rep for that shift. In the event that a regular safety conunittee person is absent from the plant the Union may appoint and the Company will recognize an employee designated as an alternate safety committee person who will act only during the period of absence of the regular safety comrnitteeperson.

13:03 The general duties of the Joint Occupational Health and Safety Committee shall: ·

(•)

(d) Only employees in the general processor classification will be allowed to post for back-up positions.

R~quire one workef representative and one management representative to make a monthly inspection of the workplace plant areas for the purpose

of determining hazardous conditionsand to chei::k unsafe practices. The worker rep slmlll1ave 3 hours per month to conduct such audit. Additional time required for safety matters may be requested, as required.

~ Hold a Joint Health and Safely Committee mee'ting (b) ~ once a month for discussion of cWTent accidents their ~ causes, suggested means of preventing their rec~rrence, ............ • ! reviewing reports of the workplace inspections, and any

When it becomes necessary to reduce the number of employees ~ other matter deemed relevant by the Committee.

An employee may hold only one back·up position.

in a department, those employees with the highest seniority will ~ (c) Keep minutes of meetings. The minutes shall indicate ----------------~---------~· ______ cw•hheO]t"'"'~""'ll"lhill'>'llb&eeooll!"!lk&"ll'~w<]i!]thc'"'"'llD'~'"'l""-''"ug•""'"'Ji<iogn"'L-14

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or recommendations previously made, and if no action has been taken, tile reasons therefore shall be given. Keep records, of all investigations and inspections perfonned by the Committee.

A member of the Joint Health and Saf-ety Committee representing workers shall have the right to accompany a Ministry of Labour Safety Inspector on a plant inspection or investigation and shall receive copies of any reports sent to the Company pertaining to such inspections.

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Reports required by tbe Ministry of Labour under tlJe .. Occunational Health and SafetvAct (O.H.S.A.) shall be available · ~" · -

to the Safety Committee. Tite Company also agrees to make ~

available to the Committee upon request, thetrade name and or ....-... tetlmical description, (including chemical analysis, if available) ~. ___ ...

of any compounds and substances used in the plaiJt. ~

(a) Tbe Company shall provide time off without loss of pay for three (3) Joint Healtl1 and Safety Committee members to become certified. Wl1en the Company operates three shifts (days, afternoons, midnights), a certified member shall be scheduled to represent one of.the three Shifts. Certification training must be approved by the :Ministry of Labour as meeting their training requirements for certifying a Joint Health and Safety Committee member representing workers (certified member). Such training must be done in the Windsor area.

(b) The time spent by the"Certified Member in the perfonnance of his/her duties as a member of the Joint Health and Safety Committee shall be recognized by tlle Company as work time, and he/she shall be paid at the applicable hourly rate plus any premiums, if applicable.

11te Company agrees to keep posted in a conspicuous place in the Plant a copy o(the Occupational Health and Safetv Atl(O.H.S.A.) for employee review.

.... .......... ....-... ..... ••• .... ..... ..... .... .... .....

No employee shall be disciplined because the employee has .... acted in compliance with the Occupational Health and Safety

~~~new substance, material, agent or chemical shall be ...

___ '_n_tr_o_d_u_oo_d_i_'_'o-th_e_w_o_•_k_p_J'_'_'_w_i_tJ_t _•n_u_p-_t_o-_da_"_M_'_"_'_'•_I ___ • ---~· t6 ....

•••

13:10

Safety Data Sheet supplied to tl1e Joint Health and Safety Committee. Employees will be trained according to the re­

quirements ofO.H.S.A.

The Company has the right to forJB.ulate and publish from time to time, rules and regulations to ensure the safety and health of its employees and the terms and conditions ·upon which special equipment and clothing is issued to employees. Such rules and regulations shall not be inconsistent with the

provisions of this agreement.

13:11 The Company shall provide at no cost to each employee safety glasses, adequate glove and arm guards (to be maintained by t]JC Company), h~aring protection and other safety equipment required by the Company or by any government Agency. However, emplOyees will be responsible for the maintenance and care of Such equipmertt.:J.nd will also be respm1sible for them if lost or stolen.

ARTICLE 14 HOURS OF WORK & WORKING CONDITIONS

14:01 The regular work week shall consist offive (5) days per week, Monday to Friday inclusive, tOgether wi111 a daily half­

hour unpaid lu.rJch period.

14:02 Nanna! hours of work are as follows:

One Shift Monday to Friday

Two Shift~- Days Afternoons

Three Shifts· Days Afternoons Midnights

7:00-3:30 p.m.

6:30-3:00p.m 3:30- 12:00 a.m.

· 7:00- 3:00p.m .. 3:00- II :00 p.m. 11:00-7:00a.m.

Four Shifts" Timken shift schedule. Appendix "A'"

14:03 Any shift work over one (1) shift per day will rotate according to a two (2) ~eek basis.

14:04

14:05

14:06

14:07

14:08

14:09

14:10

18

~ Shift rotation wl1ile on the Timken schedule will be on a one (1) ~ week basis. See Appendix "A" .,......-­

outside the control of Company.

(a) The day on which a shift starts shall be deemed to be the regular working day for tbat shift. It is agreed that the Monday shift may start at II :00 p.m. Sunday and shall be paid at straight-time rate for all hours worked on a three (3) shift operation.·

~ ARTICLE 15- REST PER! ODS

.... 15:01 The Company agrees to allow a rest period ofte11 (10) minutes duration, once in the first half and once in the second half of each shift with pay . .....

......... 15:02 When the first buzzer goes, employees may leave their work (b) If the Company requires an Employee to switch from r~- stations. Employees will resume wor)S at the ten (10) minute

afternoons to days midweek, the Employee may leave at 9 . ·'~' buzzer. p.m. and be paid for the remainder of the shift. This does not ......... apply when one of the shifts is an overtime shift or when the ~ - 15:03 change is at the' Employee's request. · ...

It is agreed by both parties, that the above referred times are for reference only and may be revised as production demands warrant.

.... 15:04

Employees will be allowed an additional ten ( ( 0) minute paid break for .every two (2) hours worked in excess ofcigllt (8) hours in a day .

The Employees shall be entitled to a five (5) minute wa~h-up period before tl1e end dftheir shift. This article is not to be construed to mean that employees can "line up" or pwtch out before the termination- of their shift. Employees may be requi-red to work through their breaks and

lunch periods which will be reallocated to another time within that sl1ift.

..­..... ...... ARTICLE 16- OVERTIME

Employees shall receive tbeir pay stubs for the preceding week, on Thursday or earlier if possible for all shifts. Payment to be made by direct deposit. Employees may divide their paycheque between two accounts (can be one each in bank or credit union).

Errors of more than $70 will be transferred witl1in two banking days provided the employee advises the Company of the error within 24 hours of pay stubs being distributed and provided the error is not referable to tl1e employee's failure to clock in or out. Otherwise errors wilt be corrected and paid by separate deposit with the next week's pay.

Wl1en employees are scheduled on a three (3) shift, they will receive a twenty (20) minute paid lunch period.

.... 16:01

~·· ~· .,... ~· .,... ~ The Company agrees to pay four (4) hours of wages in the event ~"

that an employee reports for work in the usual manner at the ~ beginuing oftheir scheduled shift and is prevented fTOm -" ~ - . starting work due to any cause not within his control. This ~; 16:02 provision shall not apply when such prevention is due to a labour ~ dispute, fire, flood, plant-wide utility failure or other causes ~.. ·

~ .,...

(a) The Company and Union agree that overtime may be required from time to time to be per f01med by members of the bargaining unit. Seniority employees will be given the first opportunity to work the available overtime within their classification, depariinent and shi'ft. ·

(b) In the Press Area, when 1,10t enough Genera! Processors in the department 011 the shift: volunteer for overtime, it will ·first be o'ffered to Setup Processors on the .sllift and then the Crane Operator on the shift: before being offered to other General Processors on the shift .

(c) In the event that insufficient employees volunteer fTom tl1e decpartment that the overtime is being offered in, then tbe overtime wilt be offered to all oth~r employees wl1o have volunteered aq.d swiped in on a seniority basis on that

shift.

Overtime scheduling shall be voluntary, but the Union a'grees that those employees with less seniority may be required to work "'br>n ioSJJfficiem seniodt]t employees yo]!!nterr

~-· "------~ .. ------------cc~----cc----cc..,.-

19

16:03

16:04

16:05

16:06

16:07

16.08

I

5 .... Ali authorized overtime shall be calculated in fifteen (15) minute .... segments. ... Tile parties agree that there will be no pyramiding of wages due to overtime. .....

A probationary employee shall not be eligible to work overtime vntil all seniority employees, in that department, classification and on that shift, have had an opportunity to work.

Any employee who is available for overtime work will be required to identify their availability by inputting their clock number into tl1e overtime system as directed by the Company .

I. Overtime rates of time and one-half the regular pay shall be as follows: (a) All hours worked in excess of eight (8) hours per day . (b) Time worked on Saturday once the employee has

earned forty (40) regular hours of pay .

...... ... .... ..... .-. ...... ...... 2. Time worked on Sunday, once the employee lms eamed forty ·.

(40) regular hours of pay shall be paid at the rate of two ~ times the regular rate of pay, provided if the Saturday before .-- · was scheduled, the employee worked a minirnwn of 6 hours ~ on tlmt Saturday, or worked a minimum of 6 hours overtime ~ between Monday and Friday, otherwise hours worked on ~ Sunday will be at time and one-l1alfthe regular rate. ~

3. Employees who have completed their regular shift and have left the company's premises and are "called back" the same day, sha11 be paid and shall receive a minimwn of two (2) hours pay at time and one-balftl1eir hourly rate.

4. A credit for time worked will be granted for overtime qualification for Paid Holidays, written Leaves of Absence and Bona Fide illnesses, acceptable to the Company, supported by a doctor's note.

.... ..... ...... ~·

~ Provided the Overtime is available in the Union Steward's -.~ ~ -·~ _. usual classification and the Union steward has made himl11erself ~ avil.ilable, the Union Steward on tl1e shift will be the first chosen -~ for overtime on the shift. If the regular Union steward has not ~

16.09

_L[ t

steward.

Any employee who is currently'on restricted (Light) duties due to compensable or non-work n::lated injury, shal! not be eligible to apply for any overtime offered, unless overtime work i~ available that they can do within their restTictioris and they can meet production requirements .

ARTICLE 17- BENEFIT PLAN

17:01 The Company agrees to pay, during the continuance of this Agreement, the full premium cost for the following health and welfare plans for each eligible employee and their eligible dependents as detennined by the insurers of the respective plans:

(b)

(o)

(d)

SHNS 60 Drug Plan with a $5.00 capay per prescription, with product Selection. The maximum amount of coverage to SHNS 60 is Five Thousand a11d Five Hundred ($5500) dollars per .eligible employee and their eligible dependents annually. $9 dispensing fee cap. T11e plan will not cover any drugs for obesity, fertility, sexual or erectile dysfUJJCtion.

Dental Plan 31 with 20% employee co-pay, 12 month check-up periods ·and endodontic services or equivalent..$2,100.00 annual ~aximum on basic 'dental.

January 3, 2006- Coverage for pentures, Porcelain fillings; crowns, and bridges .

-50% co-paY, $1300 am1ualmaximum. January 3, 2006- Orthodontal coverage for dcpc11dent

children under age 21 -50% co-pay - $750 lifetime. maximum.

Dental is on a l year ODA schedule lag.

Global Medical Assistance.

Vision Care Plan, including contact lenses, which allows up to Two Hundred and Five dollilrs ($205) every 24 months, January 2, 2014.

made him/herself available, this shall apply to the Alternate ~ ::---------------------------------------------------....,-.., --------"roc)c_L""i'''""c''""~'''',''"'UPol•'"~'"'""'"'"'"mnp•'~'"n'J'U'c'--------------'o 21

~ ~

;---.,-,,---,--,,-,--,..,.~~:· _-_;'' -,. ----~-----·~----·· ·------- ---­·~-·-------------·-~-·

17:02

17.03

17.04

7 ;; Fir ___ )!'!Ltt

••• $26,000 Dollars effective January 2, 2014. for each employee.

• •·if; 17;05

(f) Accide11tal Death and Dismembenne11t Insurance Plan in the amount of: $25,000 Dollars effective January 2, 2006 for each employee.

(g) Employees hired on or after January I, 1994 will not be eligible for Health and Welfare Benefits prescribed in Articles 17:0! (a), (b), (c), (d), (e), (f) until they have completed their probationary period and worked seven hundred and twenty hours (720) after said completion, as described above.

....,.. ·-· ., ~· ..... ..... ...... ....

I11 tbc event of layoff, leave of absence or any interruption .... of employment for other tban strike, siclrness or accident, all insurance premiwns will be continued in force fur a two (2) ~i' month period following the last day of the month in which such . an interruption in employment occurs. In the event of strike or ~. lockout, benefits will cease immediately. ~

In the event of absence due to non-compensable siclrness or .. -~ •. accident, all insurance premiums will be continued in force for ~ a four (4) month period following the last day of the month in ~ which the absence commences. Employees with greater than five~­years seniority will have continuation for seven months. ~

In the event an employee is absent due to a compensable injury, the Company shall continue all Plans in effect for :fifty"two (52) weeks.

.... ... !fan employee is laid off and subsequent to the layoff receives ....... benefits for a compensable injury or sickness and accident, benefit continuation is only counted from the date of layoff. If ~~ an employee (who bas benefit continuation) is off for any other reason beside layoff and is subsequently laid off, the period of ~ benefit continuation will run from the date of layoff Only and ~

~ 7:06

17:07

.. JWiL

Each el.Lgrble.employeewill complete an eJnployeeidependenl enrollment form listing dependents, coverages required by employee, coverages not required due to coverage on another o.utside plan, and information. required by the insurer for enrollment. Such forms will be available from the Company to document and record changes required throughout the tenn of this agreement. ~n the event an eligible employee re-enrolls in a benefit, the coverage will be immedate upon completion of the enrollment form .

All eligible employees will be covered by life insurance and accidental death and dlsmembennent as outlined in this article .

Seniority employees who are required to wear prescription safety glasses while performing th,eir duties will be provided one (l) pair of prescriPtion glasses, authoiized by the Company, as its approved source, but such lenses or replacements will be limited to once in a twenty-four (24) month period. ·

The Company wilJ pay, each year of the Agreement, to all seniority emploYees with more than one ( 1) year of service and have worked at least One Thousand (1000) hours during that calendar year, tbe sum of OJJe hundred and fifteen dollnrs ($115) as an nllowance for tlle purchase of certiiied steel~toed safety shoes upon the submission of a receipt Employees wbo are in Dept. 6 and have actively worked in Dept. 6 for more than 52 weeks during tbe contJ:act, shall be entitled to one extra pair of certified steel-toed safety shoes during the life of the contract.

In addition, this cove1~ge can be used for eyeglass exam and eyeglasses for each eligible employee and their eligible dependents (after all other coverage is. exhausted) and terms and procedures that are no longer covered by OH!P but which were covered on January 1, 1992. Note: above coverage is supplement. All otl1er coverage must be exhausted first.

shall not be pyramided on top of any other beneflt continuation. ~.-~ _ _.. _ .:· 17

.. 08 For example- A person who is on mt~ternity leave has benefits ~ The Company will provide, on a one time only basis per

for 35 weeks. If they have been laid off within the maternity ~.-~~ _: Agreement, a reimbursement Of two hundred a11d seventy leave, they do not receive an additional2 or 4 month coverage ~ ·five ($275) dollars for seniority· employees who are

-___ '"_'_'_'_h_'_;,_b_'_'_''_"_'_'_'_"_n_u_"_''_n_'_'_'_m_'_'_'rn-ity_l_'_"_'_'_n_d_'_· ___ .......... -·. . ____ :P:::"~':"~lb~o~d,!::b~y::ocmc::;ocd~io~o~1 ~do'-o~t~":::"c'~]~,;~co~p~c~oo~t0o~c.Lo~n~o:.:"~-d~c::u~g--~ assistive cj.evice (e.g. spiint, brace, supp011 hose) for which

22 ~· 23 ..... ~..,---:--_.,.,--.~-----------· ------ -~-- --~--------

17.09

coverage is not provided from any otl1er source. Reimbursement ~ will be made on submission of a bona fide receipt and proof ~ that t]Je device is prescribed. Employees who are eligible for __... reimbursement under this article may use any unused safety shoe ~ allowance for tl1at year for additional reimbursement for SL.!Ch ...... prescribed devices.

In addition, this-coverage can be used for eyeglass exam ~ and eyeglasses for each eligible employee and their eligible dependents (after all other coverage is·exhausted) and terms and ...., procedures that are no· longer cover~d by OHIP but which were ~

covered on January I, 1992. Note: above coverage is supplement fll!i'4 ·All other coverage must be exhausted first. -

Effective January I, 2006 employees with five years seniority, ... hired before December 31, 2005, shall be eligible for Sickness and Accide11t coverage . ..-. Employees must be totally disabled from performing any work ~1

in the plant; ........a. Coverage to be $3 60/week, subject to statutory deductions; ~ Payment beginning after the employee has exhausted all El ~ benefits and any other benefits that maybe paid to the employee ·r----for a non~compensable illness; -· Coverage to extend for an additional 15 weeks after the ~ exhaustion of the other benefits. TI1e Company intends to administer the plan on their own ..... behalf; l10wever, in the future, if the Company decides to insure through a )nl party insurer, the Company's obligations shall be ....... - _,,.... limited to paying the Insurer's premiums for this benefit only. In order for benefits to be paid on a timely fashion, employees ~' must submit completed Company fonns and Release one week ~ prior to S&A benefit commencement. Applications will be ~--..... available in·the I-IR department. ~

ARTICLE 18- MEDICAL ...... ......

Any medical examination requested by the Company shall be ~-. ~ promptly complied witl1 by all employees provided, however, ~

18:01

that the em player simi! pay the costs of all such examinations. -~. ·." Tbe Company reserves the right to select their own medical ~ examiner or physician and the Union may, if in their opinion an ~-~.

---'c"Jc.":'c''c"::..::h:"cb:e:e:ncd:o:":'c':':':"c':'":cP:l:oyc':':·ch:'c"::_::":i:d:e:m:p:Io:yc':':':'---~ 24

~

examined· at the Union's exp<mse.

18:02 When a medical examination is required by the Company, the

following conditions sball apply:

(i) if any medical examination is taken during the employee) nunnal working hours, the shall not suffer any lo~s of wages, as th~ result of~.uch examination.

(ii) Company will pay lWO hours wages if Company schedules appointment for the employee outside his nonnal working hours. This provision does not apply if the employee is off work at the time of the exam due to compensable accident'or if the Employee is receiving lost wage replacement from any other source.

(iii) The Company agrees to provide one (I) days notice of the examination.

(iv) A report of the examinntion will be made available to tl1e employe~ or the employee's physician, under the requirements of Provincial Law.

ARTICLE 19- PENSION

19:01 Effective January 2, 2006, the Company will contribute to a new Retirement Savings Plan set up for the employees. The Teamsters Local 879 or its designate will be responsible the set-up andadmL'listration of the Plan and will be responsible for advising the Company where the contri~utions will be paid. TI1e COJnpany's.responsibility and obligation will be limited to making the contribution. Monies contributed to the Plan may only be withdrawn when the elnployee is no longer working at Canadian Electrocoating Limited or has retired. The Company will make contributions to such plan in the amounts below on behalf of all seniority employees for all hours worked:

Effective J:i.nuary 01,2014 Effective January·Ol, 2016

S\.20 $1.25

25

·r--~' ~ -~~··-.--·----.......-,-~---. --. -. -, ------

I i I

ARTICLE 20- f!OLIDAYS

20:01 Tlle Company will, pay eight (8) hours at an employee's regular straight time hourly rate, for all seniority employees, for. the following days:

Holidays- 2014 Good friday.................................................. ...FrLApril18 "'Victoria Day.......................... .Mon. May 19 '"Canada Day ...................................... TBD

Labour Day.. .. ... Mon. Sept 01 Thanksgiving Day.. ....................... .. . Mon. Oct. 12 USA Th<1nksgiving Day ......... Fri Nov 28 Christmas Eve.. .... ............................... . ............... Wed Dec 24 Cbristmas Day.. . .............................. Thurs. Dec 25 Boxing Day.. . ................. Fri. Dec 26

Float Day ..... Mon. Dec 29 Float Day...... . ...................... Tues. Dec 30 Float Day ......................................................................... Wed. Dec 31

New Years Day. ... Thurs. Jan 01 2015

Holidays -2015 Good Friday. : .............................. Fri. April o; "'Victoria Day . . ................ .. . .... Mon. May 18 *Canada Day ...................... . .. ........ TBD Labour Day ... Thanksgiving Day USA Thanksgiving Day .. Christmas Eve

. ..... Mon. September 07 ........................ Mon. October lt

. ... Friday November 27 ... Thurs. Dec 24

..Friday Dec 25 Christmas Day . Boxing Day Float Day

..................... ................... .. .. Mon. Dec 2S

Float Day .. . Float Day .. .. New Years Day

............................................. Tues. Dec 29 .. Wed. Dec 30

.. .... Thurs. Dec 3! ...................... Friday January 01 2016

Holidays - 2016

w·• ... ~-~·· USA Thanksgiving Day .. ..

Christmas Eve .................. .

·-·-· Chri_snnasDay ... · Boxmg Day ........

WJ ---·· Float Day Float Day ,_ ... -. Float Day •

... Fri. November 25 .. ....... Fri. Dec. 23

... Mon. Dec·.26 . ........... Tues. Dec.27

..... Wed. Dec. 28 .. Thurs. Dec. 29

. Fri. Dec.30 ... W Good Friday ... Holidays- 2017

ti . ·-· *Victoria Day . . ............... ... ,.._: *Canada Day ...

............. Fri. April 14 ..Mon. May 22

..... TBD . Mon. September 4 ...... Mon., October 9

.... Fri. Novembe.r 24 ............ Fri. Dec. 22

.., .-. L'bom o,y ........... . _. Thanksgiving Day ..

.~ USA TI1anksgiving Day IWIII!i'li-· Christmas Eve Day .......

. .... Mon. Dec. 25

. : .. Tues. Dec. 26 .. Wed. Dec. 27

... Thurs. Dec. 28 .. ........ Fri. Dec. 29

.. .... Mon January OJ, 2018

• Christmas Day .... ···-m Boxing Day .. Float Day

..... Float Day ..

'"T'

Float Day .. ..... N_ewYearsDay .. .... .... ..­.... ..... ... .-.

T11e above dates with an asterisk an~ subject to change. Such clnmge shall be made a minimwn of thirtY days prior tO the date the holiday will be observed on. Determination of this date will be made by the employer after consideration of Govemment designated dates, Customer requirements apd dates of observance ofllolidays by Customers. A)! employees will be give11 the same date off. The holiday will be observed on either a Friday or a Monday within one week of the. Holiday. Commencing January 2, 2003, employees with one or more years of seniority will be eligible to a day off per year or take their birthday as a paid holiday. The holiday must be taken on the actual birthday. Employees whose birtbday falls on a Saturday will take it on the preceding Friday. Employees whose birthday falls on a Sunday will take it on the next Monday. In order to receive payment for the holiday, employees must meet the qualifying proviSion of 20.02. Employees may request, with at least one weeks notice to

Good Friday.. ...... ....................... . .......... Fri. March 25 *Victoria Day .................................................................. Mon. rviay 23 ~' *Canada Day ......... TBD

take an alternate day in the same calendar montlJ as the employees actual binbday, and'the Company may review and grant the altemate date subject to production requirements. Subject to the Company's discretion, not more than ·five (5) employees can be off on tlle.ir day off or birthday at any given tim?.

Labour Day. .. ................ Mon. Septe.mber OS ~! 111anksgiving Day.... . ............................ Mon. October 10

_N_o_w_'C_,_,_·s_o_,"Y_F_l_o_,_r D_'Y:_· --------··_Th_u_,_s_N_o_v~o:m:b:':':24 __ _...

26 .. , ..... ~-

27

20:02

20:03

20:04

20:05

20:06

20:07

20:08

20:09

To be eligible to receive payment for the holidays listed, an employee must:

(a) Have completed their probationary period.

(b) Have worked at least six {6) hours on their last regularly scl1eduled work day prior to the holiday and their next regularly scheduled work day following tl1e holiday.

..... ..... ..-. ...... ... Sh~uld any of the above holidays fall during the vacation ?er1od of an employee, they shall be assigned a lieu day either nmnediately proceed ing or immediately following their vacation ~ when possible. ~

lfan employee is required to work on any ofthe above holidays, they shall be paid at the rate two times their regular straight time hourly rate for all hours worked in addition to the holiday pay.

Any employee who is unable to work their scheduled day prior to or after the holiday due to illness, must have their absence authorized by a doctor, in order to qualify.

.... ... .... ..... Any employee who is absent due to compensable injury, shall .... not be eligible to receive holiday pay for any holiday.

Any employee who is absent due to layoff or an approved leave .... of absence, slmll-be ~li~ible.to receive holiday pay, provided such~ leave commenced wtthm thlrty (30)-days of the holiday. ......

Payment of Christmas l10liday pay will be made, as an advance, on the Thursday preceding the start of the holiday period.

Employees with one or more years of seniority, hired before Dece~ber 31, 2005, will receive two (2) paid personal holiday effective January 2, 2014. Employees shall reque.st in writing, at lea~t one calendar week in advance, the day they wish to have as the1r P_aid personal holiday. Not more than three (3) employees per sh1ft can be absent on paid personal holidays on any given day. Paid personal holidays shall not be taken in the months of June, July and August unless agreed to by the Company. Paid personal holidays will be granted on a first request basis. In order to be eligible for paid personal holiday pay the employee must qualify under the provisions of 20:02.

.... ..... .... ..... .. .... .....

ARTICLE 21- LEAVES OF ABSENCE

21:01 Upon written application to the Company stating their re<esoos for such request, a leave ofabsence.may be firanted to an employee without loss of seniority. Such leave of absence shall not be for the purpose of employme~t elsew]1ere or self-employment. l11e Company will either grant or deny the request for Leave, in writing, within seven (7) days of the request being filed with the Personnel Office, such request must be signed as received by tbe H.R. Manager or Clerk. If the application is not Returned to the employee within the 7 day period, the leave will be considered granted.

21:02 The Co~pany will grant a leave of absence to one(!) employee for Union business, upon the writtep. request of a full-time offl.C:er of the Union. Such request must be provided forty-eight ( 48) l10urs prior to the date of leave. .

L.J :03 In the event oftbe death of an immediote family member a seniority employee shall be granted three (3) consecutive worl~ing days of absence, at their straight time bourly rate, prov1ded that the days after the death or notification of the death are working days and they are otlierwisc scheduled to work. If an employee requires more time off for bereavement the Company may grant an W1paid leave of absence provided the Company can meet ·its business and productioi1 requirements .

Immediate family shall mean the current stepparents and spouse's pareJ?.tS, brother,sister, grandparents, gra11dchildren, brother-in-Jaw, sister-in-law and spouse's grandparents.

However, in the event of the deatll of an employee's child · current step-child, spouse or the employee·'s- parents the le,ave

will be extended to five days.

Sister-in-law slmll mean to be-the sister of the employee's spouse or the wife of the employee's brother .

Brother-in-Jaw shall mean to be the brother of the employee's spouse or the husband of the employee's sister .

:;:----------------~--------- ..._~ 21:04 If a seniority emplqyee is summoned to report forjury·duty ~ ----"'c'o'c'o'oC~'"'~wnccwooi"c''es"''c'cl''''c"o''"~P~'~"~Y~w~il~i~po~y~th~ocd~i~ffio'~''c"~'"'---

j 28 ..... -

[

29

L ~ ------:::--:-7~~~~"7"',,,·""·"'""''''""'""'=' '''"""''""~~ ,.,.-,;. ,-.-,-~ ------.------"

- .----- ·'

in the employee's regular eight (8) hours pay less the amount received for such jury duty. The Company's obligation to pay an employee for jury duty is limited to a maximum of thirty (30) days in any calendar year. Theemployee must furnish the Company with a certificate of service signed by the Clerk of the Court, showing the amount of jury or witness fee paid.

21:05 . An employee shall not be deemed or considered eligible during a·ny period of vacation, leave, or holiday, or while on Company or Government benefits for total disability. However, if an employee becomes eligible for a bereavement leave during a scheduled vacation, bereaVement leave will be substituted for vacation days and the vacation days substituted will be rescheduled.

ARTICLE 22- VACATIONS

22:01 (a) For the purposes of detennining vacation eligibility the year of January lstto December 31st shall be Used.

(b) For the purpose of computation of vacation pay, the previous calendar year shall be used.

.. .--· ..... ••• ..... ·-·· ...... ... ...... .... ......

(c) "Vacation Year" sball be defined as the calendar year in which~ an employee may take the annual vacation wbich he/she is ~ entitled to as of January I st of that year.

(d) Employees shall be entitled to the following annual vacation:

Completed Years Number of' of Service Weeks of as of January lst Annual Vacation

More than I, 2 weeks vacation with 80 and 5 or less hours pay or 4% of their

earnings, wbichever is greater

More than 5, 3 weeks vacation witl1 120 and 10 or less hours pay or 6% of their

gross earnings, whiChever is greater

..-. ..,.., .... .... ...... ....... ....... ...... --------------~--~ More than 10 4 weeks vacation with 160

30 ......

and .15 or less

More than 15 and 20 or less

More than 20

hours pay or'S% of their gross eamings whichever is greater

4 weeks vacation with 180 hours pay or 9% of their gross wages whichever is greater 5 weeks vacation with 200 hours pay or 10% of their gross wages whichever is greater.

22:02 Any' employee who has failed to work or receive pay for less than sixteen hundred (1,600) hours will ~ot qualify for the above pay level of vacation, but will receive the applicable percentage of their gross earnings for the period January 1 to December 31.

TI1e Company agr~es, that for vacation purposes, the following will be deemed as ]lOUIS work.ed:

I. Time spent off work due to compensable injury (charged to CEL) and for which the employe~:: is in receipt of Workers' Compensation benefits to a maxiinum of 40 hours per week for up to one year from the date the injury occurred.

2. Time spent off work on pregnancy leave to a maximum of 40 hours per week for the time of the maternity leave (maximum time off per the Employment Standards Act from the time the leave com111ences).

3. Time spent off work on parental leave to a maximw11 of 40 hours per week for the time of the parental leave (maximum time off per the Employment StaJJdards Act from the time the leave commences).

4. Time spent off work due to illness for which EI sickness benefits are paid.

22:03 Gross eamings shall NOT include the previous amount of vacation pay the employee received,. but will include all

31 .... -c--c:-· __;:..__~·~----· ---·-----·-

]

I I I

22:04

22:05

22:06

22:07

*f 1 JJ

wages paid for time not worked.

The Company reserves the right to schedule vacations for those employees who do not request vacadons or refuse to select a vacation period in accordance with their seniority.

Employees must take their vacation during tile calendar year of eligibility and will not be allowed to accumulate from one calendar year to the next.

Each employee shall receive their vacation pay entitlement, based on their accrued vacation earnings as of the last full pay ... -"· 4. period of December, as they take their vacations. -

(a) The Company agrees to post a list of vacation entitlements by~ January 15 of each year. ~·

(b) Emp"loyees shall submit their requested vacation preferences by February 15 of each year on a fonn provided by the Company listing three (3) vacation options in order of preference.

....... ~

{c) The Company will review the fonns a.nd assign vacations to ~ employees by'department and sl1ift in order of seniority. ~

(d) Not more than two (2) employees in any ~lassification except .... -.-_ ~- -· the general processor classification, will be allowed to take - · their vacation at the same time during tl1e months of June, --July, August, September and October. ~

(e) The Company will canvas those employees who do not receive vacation during their preference periods. These employees will be canvassed in order of seniority and allowed to cl1oose their vacation period, subject to (d) above.

('f) The Company will post tlle completed vacation list by May 1st each year.

..... ~ ....... ~ (g) Guidelines for vacation scheduling:

1. TI1e Company has the right to schedule vacation ~ for tbos~ e1~pl6yeestlwho ta

11 il r_o submit vacation ~,

requests m time per 1e co ecttve agreement. ~ - production requirements - skill and ability

~---------'_'_n_;o_'_;cy--------------------------------------~ 32 ~

~

22:08

22:09

22:10

22:11

2. Requested vaCations will be sclleduled per the collective agreement based on pl'oduction requirement~, skill and ability and seniority.

3. For employee that qualify for 5 weeks vacation, the 5'" weeks Vacation will be assigned by the Company by production requirements skill and ability and seniority.

4. In addition to #3 above, the Company has the rightto.scbedule 2 weeks vaCation. Vfhere possible, tbis will be done during the months of June, July lliidAugusr. If necessary to schedule outside these months, the Company will ask for volunteers first prior to scheduling. Scheduli11g will be done based on production requirements.skill and ability aild seniority.

5. Other tenns and conditions per the collectiv<:: agreement.

Employees, with less than one(!) year of seniority, who fail to meet the six~een hundred (·1,600) l1our requirement, shall receive one (1) days vacation for each one hundred and sixty ( 160) hours worked during the first calendar year of employment and vacation pay of four (4%) percent of their gross earnings.

The Company reserves the right to limit the number .of consecutive weeks of vacation to, be taken by any employee, to two weeks, unless mutually agreed to by the Parties.

Employees whose vacation pay entitlement is greater than 40 hours pay per week will receive 40 hours vacatio11 pay per week and will reLeive the excess vacntion pay during their first week ofvacation. ·

A vacation week is from Monday to Sunday.

Employees who are entitled to 3 weeks of vacation will be allowed, each year, tO take up to 5 days of vacation as individual days. Requests must be made at least one week in advance. Applications will be considered subject to production aud staffing requirements and will be granted on a "first come-first serve" basis. This option may not be exercised in July, August or December unless otherwise aurhorized by the Company.

33

!\ ;.

... ,.·-··'-

22:12

It is agreed that employees who choose to exercise this option and take less than one full week vacation will not be paid vacation pay in advance.

I

Wl1en a paid holiday falls during an employee's vacation period, the employe~ may be assigned the additional day of vacation either on the Friday proceeding or the Monday following the employee's vacation, at the discretion of the Company, if necessary.

."-· ."-· .-... -~ . • --·-· The payment of such assigned day, if Friday will be pre- .--.

authorized and paid with the employee's regular earnings for that week or authorized following their return to work and included ~ on the next week's pay. ~

Any employee receiving a pre-authorized holiday pay and who fails to qualifY, will have their next pay adjusted.

I

neat, safe and organized manner.

Tool & Die Repair: Is an employee who is qualified to erect, dismantle, repair, rebUild and maintain all types of tools and dies designated to their classification. Q:ualification to be that of Tool & Die Maker approvec( by the Province of Ontario.

Student: Is an employee who is attending school on a full-time basis and who is NOT eligible to attain seniority, regardless of the length of service with the Company. This individual will be eligible to work any overtime which would be available to other employees on their shift.Ernployees in this classification may only be employed fromAprillst until October lst, in any calendar year.

General Helper:

ARTICLE 23- JOB CLASSIFICATIONS

.­... ..,-. Is an employee who is attending school on a full-time basis and who is NOT eligible to attain seniority, regardless of the length of service witl1 the Company. This individual will be eligible to work for a period not to exceed twenty-foUr !lours (24) in any given pay week. TI1is employee will not perform the work of the bargaining unit but will be pennitted to

23:01

34

General Processor: Is an employee who is responsible fpr the production, quality and/or assembly of any manufactured parts and is fully capable of perfonning minor set-up and maintenance where required.

.... ... Set-Up Processor: · ~ Is an employee who during the course of the work day is capable ·· of removing and installing die sets in all presses and/or removing ~­and installing work units to production assembly equipment, ~· which will produce a production quality part. TI1is employee will~­perform the duties of a general processor when work of a set-up ~ uature is unavailable. ~

Lift-Truck Driver:

~

paint machinery/equipment,.general housekeePing, attend to landscaping and other duties not performed by the bargaining unit.

Janitor: Is an employee who is responsible for the cleaning" and other miscellaneous duties assigned by the supervisors.

Auditor: Is an employee who is responsible to verify proper packaging, counting, identification, quality, containerization tagging, and customer requirements· be met. Is an employee who is capable of safely operating a motorized

lifting device or crane to transport.or load materials when required. A lift truck is a unit that the operator will be simultaneously carried by and will not include motorized material bandJing units which are pushed or pulled.

~ Material Handler: ~~· Is an employee who is responsible for stocking parts on tlle ~ assembly line as required andre- ports back on lhe usage

of said stock in a timelY. manner. From time to tinie, the Crane Operator: ~ material han- dler will perform other duties as assigJ~ed by Is an employee who can safely operate a crane, jitney and other · ~ management. Material. handler may use lift truck to perform devices to maintain the die storage area and coil storage area in a ~ ---~t~h':':',cio~b0. ___________________ _

. .. ~··· . _ _.,._--· . ··-·- ., .....

35

xu- ;·: r

ARTICLE 26- NEW HIRES ON OR AFTER JANUARY 1, 2006

it

(First posting to be Feb. Is~ 1994.) fl'!"'' ARTICLES 24- QUALITY .,..

Benefits

24:01 Tite Company a11d Union agree that quality production is r-l. The Company agrees to pay, during the continuance of this Agreement, the full premiwn cost for the following !1ealth and wei fane plans for each eligible employees and their eligiQle dependents, eligibility determined by the insurers of the respective pl~ns: I11 . addition employees are only eligible fof"the below benefits 1ftlley are hired on' o"r after January 1, 2006 and have attained eighteen montbs of continuous service. Article 17 and Article !9 ·of the collective agreement do not apply to hires on or ~fter January l, 2006 .

24:02

essential for the continuation of the operation. To accomplish ......... this, all employees will receive lTaining in Quality Procedures ~ ~ and will be required to maintain data, charts, grapl1s, necessary to .....a8 satisfy this goal. r -Employees will be issued with tl1e equipment required to calculate, measur~ and collect the data required.

.,-. ARTICLE 25- NO STRIKE OR LOCKOUT

.-. rA ~ ...... .,..

•) Drug Plari,SHNS 87 with a $5.00"co~pay, $8.50

25:01 Tile Company agrees that during the tenn of this Agreement there will be no lockout and tl1e Union agrees that so long as this Agreement continues to operate, it will not cause, author~ ize or sanction, or threaten to call, authorize or sanction any picketing or stTike activity, including any sitdown sray~in, slowdown, curtailment of work, or restriction of or interference with the production of the Company, nor shall tile Union permit any employee in the bargaining unit to cause, counsel, procure, support, encourage or take part in any such activity. The Union fUrther agrees that it shall not involve any employees ofthe Company, or the Company itself in any dispute which may arise between any other company and the employees of such other _company.

..... r-a .-. ,.. ..... ........

b)

o)

d)

· dispensing fee cap and a $3500 maximum per calendar year for the employee and eaCh eligible dependent. The plan will not cover any over the COI;lnter drugs wl;ich are available without prescription or drugs prescnbed for obesity, fertility, sexual or erectile dysfunction or smoking cessation . Mandatory prodctct"Selection and conditional formulary will apply.

Dental Plan 3 l (basic plan) with a 30% employee co~pay, no coverage for dentures, porcelain lillings, cro"l'lns or bridges; 12 month recall and one year ODA lag. $1,750.00 annual maximum. There will be no orthodontic ~o.verage. Payment on l year ODA

. schedule lag.

VisioJJ Care plan for eyeglasses and contact lenses which allows·up to $140.00 every 24months.

Life Insurance Plan in the amount of$15,000.00 for ~ach employee, increasing,·to 15,500.00 effective

...... 1.2 Each eligible employee will complete an employee/ ......,. ___ . ·" dependent enrollment fom1 Jistin~ dependents,

January 01, 2017.

r-- - coverages required by employee, coverages not .......... _. · · .._ , required due to coverage on another outside plan, and ..--- - infonnation required by the insurer for enrollmellt. ~· ___________ _:S~u~o~l>~fo;;n~,,~w~il:l:b:':'~Y':':'':b:lo::ft:o:m::ili~o-C_o_t_ncp_''c'Yc_to __ ~~

-----------------------------------------------------~ -- 3f' 36 ..--

~-.,.--c-----,--- ----------"

. :1

. -~ Ji -1:

_[ ,- j l

document and record changes required throughout the tenn ~ receive an additional2 after their benefit continuation for matemi1y oftbis agreement. ~ leave ends .

1.3 Employees with one or more y~::ars of continuous service who are required to wear prescription safety glasses while performing their duties will be provided one pair; of prescription glasses, authorized by tbe Company, at its approved source, but such lenses or replacements will be limited to once in a twenty four (24) month period .

.,....,_ Wages

1.4 The Company will pay, each year of the Agreement to all employees with one or more years of continuous service and wl10 have worked at least lOOO hours during that calendar year, the sum of$115.00 dollars as an allowance for the purchase of certified steel toed safety boots, upon the submission of a receipt.

Benefit Continuation: In tbe event of layoff, leave or absence or any interruption of employment for otber than strike, sickness or accident, l:lll insumnce premiums will be continued in force for a three (3) month period following the last day of the montl1 in which such an interruption in employment occurs. In the event of strike or lockout, benefits will cease immediately.

In the event of absence due to non-compensable sickness or accident, all insurance premiums will be continued in force for a three (3) month period following tile last day of the month in which the absence commences.

If an employee has been absent and bis benefit coverage has expired, he must be recallecl for a continuous one month period before his benefits reactivate.

In the event an employee is absent due to a compensable injury, the Company shall contimte all plans in C"!fect for fifty-two (52) "l'.(eeks.

... ...... ... ... ..... ..... ..... ....... ....... ...... ..... ....... ...... ...... ~

If an employee is laid off and subsequent to the layoff receives benefits for a compensable injury or sickness and accident, benefit continuation ~ is only counted from the date of layoff. If an employee (who.has benefit continuation) is off for any other reason beside layoff and is subsequently ....... laid off, the period of benefit continuation will run from the date oflayoff " only and shall not be pyramided on top of any otber benelit continuation . ....._ For example -A person who is on maternity leave has benefits for 35 · weeks. If they have been laid off within the maternity leave, they do not ~

" .......

Rates for employees l1ired on or after January I, 2006 shall be as follows:·

Ramp up Schedule

0-1 years continuous service 1 + -2 years of continuous service 2-1--3 years of conti:nuous service 3+ -4 years of conrinuo·us service

$14.25 $14.50 $14.75. $15.25

New Hires will remain in the ramp-up schedule until they complete the schedule, at which time they will receive the rate of the corresponding year below in which they completed the ramp-up schedule .

01-JAN-14 $15.40

01-JAN-15 $15.55

01-JAN-16 $15.75

01-JAN-17 $16.00

If a new hire employee posts into a classified job, the rate of pay for the classified job will be determined by taking the-difference beLween the classified job and the GP rate as set out in Appendix C wage schedule and adding it to the new hire· wage rate at the employee's current level.

Regardless of date of hire; employees in the classification of Tool & Die Repair will receive wages and. benefits equal to current employees.

3. Birthday l10liday- Employees wi.ll receive their birtl1day as a holiday, prqvidcd rlle employee has reached 1 year of seniority. In order to be eligible for binhday hol-iday pay the employee must qualify apd comply with ~revisions of mticlc 20 of the coll"ective agreement.

4. Retirement Savings

New hires will be eligible after 18 months of continuous service to participate in a retirement savings plan .. T.l1e cOmpany will contribute effective January 01, 2014 $0.40 per hour worked. Effective January 01, 2016 $0.45 per hour worked. 11Je Teamsters Local 879 or its

II# ~· --·--- ·-·- ~- -·~

rr 72 e·n

designate will be responsible for the set-up and the administration of the plan and will be responsible for advising the Company where the contTibutions will be paid. The Company's responsibility and obligation will be limited to making the contribution. ·Monies contributed to the Plan may only be withdrawn when the employee is no longer working at Canadian Electrocoating Limited or has retired.

.~ ,.,. ~ ~

5. Vacations for Employees hired on or after January 1, 2009 Completed IJi!lii4 years of service# of weeks annual vacation as of January 1" .....

More than 1, less than 5 two weeks with 80 hours of P<tY or 4% of gross earnings, whichever is greater.

,... More than 5 three weeks with 120 hours of pay or

6% gross whichever is greater. .... ...... ,.. All otl1er articles of Article 22 (except 22.0 I (d)) apply.

27:01

27:02

27:03

27:04

27:05

27:06

..... ARTICLE27-TEMPORARY PART-TIME EMPLOYEES

Sucll additional employees shall be classilied as Temporary Part~ ..... Time (TPT) and will not be pennitted to gain seniority status. ,.,..

TPT employees shall be required to pay Union Dues and initiation fees each month according to the Union Constitulion. ...... TPT employees shall only be paid for the periods for which they ,.-4 work. ...... TPT employees shall be the first employees to be sent home if a ---a .. work shortage occurs. ~·

TPT employees shall be subject to the same conditions of employment as probationary employees, save and except the seniority provisions, grievance procedures, social security andwage provisions of this Agreement. TPT's will receive payment for overtime in accordance with tl1e Employment

Standards Act.

,...... ..... ...... ,.... TPT employees shall receive an hourly rate of Thirteen dollars, ----.·-· ·fifty cent&($13.50): ,._...,.

----~~---------------------...... 40

~·

I I . frir!PJ! filii .

27:07 TPT employees shall not be eligible to submit a·griev.ancc Ullder the terms .of this Agreement.

27:08 If a TPT employee works more than Six Hundred {600) hours per calendar year, they shall become a probationary employee.

27:09 TPT employees may only wotk to a maximum oftwenly-four {24) hours per week with the exception ofpe1iods worked as vacati011 replacement, or replacing employees on medical absence, WCB, maternity/paternity leave, or company approved leave ofabsenc.e, PPH and birthday holiday.

.27:10 TPT employees will only be used to replace regular full-time employees who are unavailable within their classification, department and shift.' '

27:11 At no time will TPTemployees make up more th!).n ten (10%) percent of the workforce per shift or the number of employees on vacation or absent for any other reason, whichever is greater.

27:12 Any overtime !)ours not volunteered for by the regular employees can be worked by TPT employees and shall not be cow1ted as part of the TPT employees' 24 hours per week limitation, as set out in Article 27-:09 .

27.13 Effective January 01, 2014 any.new TPT who works 600 hours 2.11d then is hired on full-time, the 600 hours worked will go toward the calculation of benefits under article '26( 1 ).

ARTICLE 28- PAY EQUITY

28:01 The parties agree that the classifications and wage rates detenni.ned during negotiations are gender neutral and are in compliance with the Pav Equity Act.

Each classification is rated for Skill, Effort, Responsibility and Working Conditions in an agreed marmer during said negotiations.

The parties agree that .the wage rates and classifications set fortll in tl1is·Co1lective Agreement acl1jeve Pay Equitv and

_,-·· lilllli!llliiill!ll'lililllllllliilllilllllllllllilfllllliill!llll!lillllll-~, ~~~~~~~ ..... 1):.

further become an integral part of tl1e posted Pay Equity Plan in accordance with the legislative requirements of the Act.

ARTICLE 29- DEPARTMENTALIZATION

29:0 I The parties agree to establish departments throughout the plant and will post available openings should new departments be establ is bed.

The existing departments shall be defined as follows: Department 1 -Press Bay. Department 2 - Pai11t and Assembly.

n 29:02 High seniority employees will be the last to be transferred at

the beginning of the shift, when. work is not available in the department.

29:03 (a) If an employee's job is shutdown, that employee will be allowed to displace the most junior employee in the Department, seniority permitting. The most Junior employee in the Department will then be assigned work at the discretion of the Company for the remainder of the shift. Such a displaced employee will, however, still be eligible for overtime work in their original depamnent in accordance with Article 16:0! of the Collective Agreement.

An employee will only be allowed to displace tbe most Junior employee in the Department once per shift.

(b) Empl.oyees reporting late to work will only be able to displace a temporary part-time employee or a Probationary Employee in their own department. Otherwise they will be assigned work at the discretion of the Company.

29:04 EmplOyees on a specific job due to a disability will be exempt from transfer.

29:05 An employee transferred under tbe tenns of this clause, to another department for that day, will not be able to apply the options of this clause in the department tl1ey are transferred to.

..... 29m P<efecenoe will bo given to seniocity by >bift' on tbc menning ~~l~.: i· of those classifications and departments. ~.<;:('·'.' ·

.. 29:08 If the posting procedure fails to meet the requi~ements for the IJ':·;~··.,:::-:: .... ~ departments, the Company shall have the right to assign the " ... ~?.'.f:::/,;:·· · _.....,.... employees required in the reverse order of seniority. rr.f;:::;, .... 29:09 The Company will endeavor, whenever possible, to meet fi··.'>· · .... empl.oyee department change requests givi11·g consideration to: l-~ ..

::: ~ ~~:... ~· :: ~" ;~~;:::::·::;,:::::~ 1

1'.} IIIIi..·~ 29:11 Once an individual's request has been initiated by the

::; Compnny, ::~::·;:: :::::::~' ~.·., .-4· 1. In the press area, supervisors may do the Work of an employee ~··· .GO:~ during a casual absence of an employee during tl1at employee's 1\: ~ shift. Casual absence means any short tenn absence of an :: ...

... ~:p~~~~:pbo~e~~~ :~~r~n:~u~~s a5~~f~.bsence where the employee ~~~~:r

.... 2. The job description of a set-up processor will read as follows: · .. , ...... :

...... The Set Up Processor iS an employee who is t:apable of and ,~-'~ who" primnry funotion during the oou"c of the WO<k d'y ;, r

.... removing and installing die sets in all presses and/or removing r and installing work Ullits to produc~ion assembly equipmeL1t, ~-

"'.·-~ .-· -•· which will produce a quality part. Set-up processors will use if· ....... lift trucks and cranes to perfonn set-ups and installations. 111is ~ .._~ employee will perfonn tbe duties of a general processor when ~ set-up work is w1available. ·

29:06 The Company agrees to post on December l, 2009, the respective departments by shift. and classification, listing the ..... number of positions available. ___________________ __. However, when a press is running With two people, the Set-Up

processor will run the macj1ine and a general processor will pack parts Tt is the Companv's -i.ntentinn that Set-Up processors will ....

~ ~~~ .. ~J---. .......,...,.---c·------

43

primarily do set-up rather than general processor work --· .,. It is understood that management employees and supervisors may be .·"~· required to assist set-up processors and tool and die repair employees 8" during tl1e course of their (set-up and tool and die) regular duties. It • ". is further understood that Tool and Die Repair Employees will take instruction from Area Supervisors or Tool Room Supervisors. Any . _ ....... work or partial repair work performed by management employees • · will not result in _disciplinary action to Tool and Die Repair . ~·· employees. •

•"· 3. In conjunction with the press shop, a new Tool and Die Repair Area will be needed for minor repairs such as sharpening, replacing punches and buttons, spring repair, etc. Tile area will' be limited .. ·;··

4.

with major repairs being subcontracted to outside tool and die shops, most often to companies that specialize in this field or the company ~ that built the original tool. Tile tool repair area in the plant will be .,.---equipped with small equipment such as a drill press, saw, mill and ~ grinder with no large or duplica!ing equipment to build new dies or ..,----major sections of dies. An employee filling a position in this area ~. ~-· will be kno'W!1 as a Tool and Die Repair. r--In the event that the Company requires a class ification in the press area which is not in the collective agreement, the Company and Union will meet to discuss the creation of the classification and the wage rate.

ARTICLE 30- GENERAL ARTICLES

.... ..... .,. 30:01 The Company wi.JI provide and maintain clean and sanitary

1uncl1room and washroom facilities.

..... ..... ........ 30:02 Tl1e Company will provide lockers for all employees.

ARTICLE 31 -DURATION OF AGREEMENT ...... T11is Agreement sltall be effective from the Sec- end day of ~-January, 2014 until the First day of January 20!8, both dates ~

31:01

inclusive and shall remain in full force and effect from year to ~.

of this Agreement, the terms and conditions of the Agreement sllall remain in full force and effect.

3[:02 \]nless otherwise specifically provided for in this Agreement, each term and provision of thfs Agreement shall be effective only from the date of the signing oftb.e Agreement.

Dated at Windsor, Ontario this 29th day of, Oct0ber2013.

Canadian Electrocoatinrr Limited Kevin Roath, Plant Manager Jackie Gidillini, Human Resource Manager

Teamsters Localllnion No 879 Rick Parent, Local879 Business Representative Trevor Gwilt, Bargaining Committee Richard Pichette, Bargaining Committee Randy Beuglet, Bargaining Committee Allen Hoorelbeck, Bargaining Commiltee

year thereafter, unless written notice ofintention to terminate or ..--­amend this Agreement is given by eitl1er party to the other party, ~, not more tllan ninety (90) days and not less than thirty {30) days ~

------=bce<c0c;,~tl'c'"F"·ic''c1cdc'c'c0cfcl,"ncuc•c'Yc,c2c0c1c8c,0c'c"c'c'c'c"c0civcec~c'c'Ycc1hcec''c0cfc. .. ~ _______________________ c_ ______ _c __________________ __ During any period of negotiations fortbe renewal or amendment r--"'"

.-. 45 44

~ .~r---~c--"---:--- -----

· .. 1'· !

~~e!!lllli!ill!lli\ll1lllil!l!lllillli!ll!lll!i:illl!!liill~~~-lllllilillllllf~~~liiiiMilllillllillllllllllllllilllllfiiiiii:\L

~" . •m l~

TIME 11 :OOpm-7:00 am 7:00 am-3:00 pm

J:OOpm-11 :00 pm

TIME 11:00pm-7:DO am 7:00am-3:00pm 3:00pm-11 :00 pm

TIME 11:00pm-7:00am 7:00am-3:00pm 3:0Dpm-11:00pm

APPENDIX "A" APPENDIX "B"~ TIMKEN WORK SCHEDULE GENERAL PLANT RULES

WEEK 1 WEEK 2 WEEK3 S MTWTFSa S M TWTF Sa' SMTWTFSa

DDBBBBB AAAAAC CCCCDDD AAAAAC ccccooo DDBBBBB

CCCCODD DDBBBBB AAAAAG

WEEKS WEEK 6 WEEK 7 SMTWTFSa SMTWTFSa S M TWTF Sa

AAAAAC CCCCDDD DDBBBBB CCCCDDD OOBBBBB AAAAAC ODBBBBB AAAAAC CCCCDDD

WEEK9 WEEK 10 SMTWTFSa SMTWTFSa CCCCODD DDBBBBB DDBBBBB AAAAAC

AAAAAC CCCCDDD

The following general rules are pUblished so that all employees may have a complete knowledge and understanding of the basic ,rules and

.

. J regulations as to their conduct while in the employ oftl1e Company. WEEK4 ....

SMTWTFSa • (a) No rules or- regulations, other than those autborized ·and posted by management, will be recognized.

0088888 .... - ••

AAAAAA ·-CCCCDDO

WEEKS S MTWTFSa

AAAAAC CCCCDDD DDBBBBB

• ••• •• •

(b)

(o)

No signs, notices or bills may be posted within the plant or upon any of the property of the Company, unless q1anagement's pennission is first obtained.

No subscriptions of any kind may be taken up in the plant except with management's pennission.

(d) Lost und found items must be rumed into the supervisor . • • ~-.-·• In order to promo(e the safety and welfare of all employees, <md · to maintain proper discipline, the Company considers any of the

lilllliiioi.IIIJ following as sufficient reason for disciplinary action, up to. and • including dismissal:

• • 1.

••• ···'· False statements knowingly made in the application Of employment.

Possession of non-prescription drugs or intoxicating ·liquors while on Company property and/or reporting or work under the influence thereo£ .... 3. Theft of Company property, or property of other employees. This includes "borrowing" without permission: ..... ....... __.. .... .....

Fighting, or attempting bodily harm or injucy to others on Company premises; horseplay or distracting of other employees or the use of abusive or threatening language to other company employees. ·

5. Intentionally clocking IN or OUT for anoi:het employee .

6. Insubordination, includi.ng refusal or failure to perform assigned

-----------------~ work. ·

46 ..... ••• . ..---.-----·-- _..1:

47

r

I' . i ! r f ! ' I'

7. Sleeping while .on duty.

8. Walking offthejob or leaving tl1e plant or building without permission of the shift supervisor while on duty.

9. Habitual absenteeism, Jates or other \'fOTk disruptions.

10. Failure to report prior to absence or lateness .

II. Failure to comply with the Company's safety rules or common safety practices.

12. Willful damage, destruction or misuse of Company equipment, materials or property.

13. Violation of any Federal, Provincial or local laws af- fecting the Company.

14. Carryi.n£ or concealing prohibitive weapons.

15. Falsifying any Company records, reports or other statistics, or divulging Company infonnation of a confidential nature to unauthorized persons.

16. Deceitfully obtaining material or other property or money from the Company on fraudulent orders or misrepresentations.

BAFETY RULES

I. Employees must never by-pass or attempt to by-pass any safety devices on any piece of equipment within oul- facilities.

2. Each employee will be responsible for keeping the area around their work area clean, including the removal of'd.iscarded packing materials, scrap and metal cuttings.

3. Each employee will be responsible for returning com-pany tools, equipment and measuring devices to their proper storage unit wl1en they are ·finished using them.

..... .... ..... ...... ..... ..... ....... ..... ... ....... ..... ...... .... ,....

...-. .-. ...... ..... ...... ......

t:

defect has been repaired.

5. Any hazardous situation (e.g. excessive oil on the floor) must be reported to the supervisor immediately so that corrective action can be taken .

6. Safety shoes must be worn by all employees while they are in the plant.

7. Eye protection is mandatory throughout the plru1t.

8. Long pants are mandatory at ·an times:

9. No employee will be permitted to work without a shirt or protective coverings. All shirts mUst have a sleeve .

10. Horseplay and/or running is not pennitted in t11e plant.

11. No employee shall attempt to lift anytbing weighing more than 50 pounds unless assisted by mechanical help .

12. No employee shall operate any macbine or equipment requiring safety guards or. barriers unless those g~rd,s or barriers ru·e in place .

13. It will be the responsibility of each employee to clean their machine or equipment when they have ·finished using it. Scrap and metal cuttings shall be deposited in the appropriate conq,.iners .

14. It will be the responsibility I'Jf each employee to in- sure that empty food and beverage containers are placed into the appropriate containers, especially in the case of glass items .

15. No employee will be pennitted to smoke, drink or eat while in the work area. These activities will be confined to the designated areas.

16 . No employee shall be permitted to wol'k in the plant unless accompanied by one other person.

4. Any employee who honestly believes there is a hazardous defect .... 17. ALL employees will be required to wear the uniforms designated in any plant equipment, must inform their supervisor of the defect by the Company, when actively employed.

-___ im __ '"-'-'-''-'_'I_y_._T_h_e_y_NCJ ___ s_T_N __ o_T_o_p_o_''_'_'_"_''_'_'_q_u_ip_m_o_n_t_un __ ti_l_tl'-'----~ ----------------c---------------------~------------~

49 48 .-.

~

...... hL.._

The nttnc11ed rules are established for the protection ofall employees, and are in addition to existing rules and regulationS. These rules will be enforced under the collective agreement. Employees found in violation will be subject to disciplinary action as l1erein defined.

50

DISCIPLINARY ACTIONS For repented violations of minor rule and regulations, progressive

discipline will be imposed as follows:

First Offence: Verbal warning confinned in writing

Second Offence: Written waming

Third Offence: Writt'en warning and one (1) day suspension of recotd.

Fourth Offence: Final warning and three (3) day suspension ofrccord

Fifth Offence: Employee will be subject to discha:rg~

With respect to suspensions, the Company reserves the right to note the suspension on the employee's record J.nd not have the employee serve the time.

Any employee may clear their disciplinary record after one (1) year without any disciplinary actions.·

For major infractions, the offence will detennim: the severity of the discipline imposed, which mny include immediate termi11ation.

11 disciplinary action must be issued within three (3) working days from the rime the infraction became known to the Company with a copy to the Plant Committee,

otherMse the action will be COl1Sidered null and void.

,r;

APPENDIX "C"- WAGE SCHEDULE

ClassiJication 02-Ja!'l-14 02-Jan-15 02-Jan-16 02-Janl7

General Processor $2!.95 $22.15 $22.35 $22.50

Janitor 21.95 $22.!5 $22.35 $22.50

Material Handler $22.25 $22.45 $22.65 $22.80

Auditor $22.25 $22.45 $22.65 $22.80

Set Up Processor $22.65 $22.85 $23.05 $23.20

Lift Truck Operator $22.50 $22.70 $22.90 $23.05

Crane Operator $22.50 $22.70 $22.90 $23.05

Tool & Die Repair $28.05 $28.25 $28.45 $28.60

NEW EMPLOYEE WAGE RATES

With the exception of machine repair, the starting rates for new employees hired on or after Jan. 1, 1994 but before December 31, 2005 shall be as follows:

Start - 25 weeks 26- 75 weeks week 76-

85% ofbase wage 90% of base wage lOO% of base wage

STUDENT WAGE RATES

l11e hourly wage for students will be twelve dollars and twenty five cents (12.25). Payment for overtime will be in accordance with the Employment Standards Act.

.. --· .... .. •• .... ... .-. .... ... .. .... .... ... --· .. •<·· .. --· .... ., .• .• ~.

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Letters of Understanding

November 18, 1996

Mr. Gary Kitchen Teamsters Local879

Dear Mr. Kitchen:

All Letters of Understanding which are signed in conjw1ction with this Agreement will form part of the Agreement.

Yours very truly,

CANADIAN ELECTROCOATING LTD .

Joe Edmondson Personnel Manager

_____________________ .. ____ ~--~----------~ 52 .-·· 53

,;,

... 7 : ·t .

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Employee Call-in Procedure

December 17, 1993

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

~ .... ..... =- .!.

LETTER OF UNDERSTANDING BETWEEN THE PARTI.J>S

~ December 17, 1993

RE: ,.Mig Welder, Manual .... ... Mr. Gary Kitchen Teamsters Local 879

... Dear Mr.I<;itchen:

During the recent negotiations the subject of Absenteeism and Tardiness .= ~.· .. -.•· . was discussed. ~;

\Vhen an employee is required to do a manual MIG weld operation, the Company agrees to pay such employees, subject to article 12:05 (c) of the Collective Agreement, a premhun of twenty-five cents ($0.25) per hour for all hours worked during the day in that position. The parties agree that any employee unable to report for work at the

regular starting time will notify the Company no later than fifteen (15) minutes before they are due to report

Any employee who fails to notifY the Company may be subject to disciplinary action.

.Yours RespectfuHy,

CANADIAN ELECTROCOATING LIMITED

Joe Edmondson Personnel Manager

....

..... Yours Respectfully, .,,. CANADLI\.'1" ELECTROCOATING LIMITED

~. Joe Edmondson ~· Personnel Manager ..... ..... ..... .,.... . ....... .... ...... .... .......

Company will agree to post January 2010 and train persons as MIG welders who will backup persons.who currently perform MIG weldi11g under the letter of understanding. It is agreed that MIG welding is not considered a classi"fication in that wl1en the employees are not actually perfonning MIG welding, they are· paid-as general labourers .

~------------------------~-------------" .... 55

.,....·~~--~ ·-~

y

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

December 17, 1993

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

RE: Use ofTimken Schedule

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

December 17, 1993

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

RE: Identification Badges

In the event the Timken schedule is required it will only be applied to the •w•· -''""'"""

Paint Line ?peration, load, unload and indirect labour as required. .,.. It is agreed and understood that employees of the Com­pany who forget their identificatiori badges will be clocked

~~·····- . in/out by their supervisor to a maximum of three (3) times per calendar year. Tile Company will notify the Uriion one(!) week in advance of the

implementation of this schedule. ws

• ·e l11e scl1edule requirements will be posted with seniority employees in the , .• classification and department given preference. W lfnot enougl1 employees apply to fill the needs of the Company, reverse seniority will apply or the Company may hire additional employees as required to fill the shifts and meet its demand.

Yours Respectfully,

CANADIAN ELECTROCOATING LIMITED

Joe Edmondson Personnel Manager

--~ • • ... • r4 ~·

•••• e ~

Employees who have lost their ic;lentification badge will be required to have it replaced by the Company at tl1eir expense. The cost of such replacement will be ten dol­lars ($10.00) and will be deducted from the employee's pay. Such replacement costs will not be required should the card become inoperative through nonna\ wear ..

Yours Respectfully,

CANADIAN ELECTROCOATrNG LIMITED

Joe Edmondson

Personnel Manager

~----------------~ ----------------------------------------------------- 57 56 ~

~-·~ .-

·"'""''~.:l''!:l·""WI!!ii!!il""'l!li!li!IIIO!illi !llll!li!li'll'i"MIIi. II' lillllllilllllSilll!illllilllllflllllllllllllllll!illlilll~¥=v!)~.:;:!!!!!!!l!; !!1'711!1!. !!!l!fillll!i!llllllillllllllillll:llllllillill?lll$illlll111;111;111, lllllll!llllllillll'llll,il111llll!- ifi .

g .• LETTER OF UNDERSTANDING LETTER OF UNDERSTANDING

BETWEEN THE PARTIES

December 17, 1993 Mr. Gary Kitchen

Teamsters Local 879

Dear Mr. Kitche11;

RE: Medical Notes

During the recent negotiations, considerable time was taken up in discussion concerning medical notes.

""" BETWEEN THE PARTIES t;··· .7. -· • ••• -·

RE: Article 17 & 26 Benefit Plan -!7.01 (a) & 26 (!) (a) Drug Plan

December 17, 1993

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen;

·-· In an attempt to clarifY the Company position on this isssue the following ii.ll'il, ""IIIII~ is submitted:

It is agreed and understood that Article 17.0 l (a) and Arl"icle 26 (:) \a) will cover nicot.ine patches orNicorette gum per the below descnpnon and method of reimbursement.

1. That such notes must verify the disability period.

2. That such note must state the date(s) of the office visits.

3. llmt such note must state that the individual was unable to perfonn any type o(work available.

4. That employee is totally recovered and able to resume their regular duties or if not fully recovered, the nature of the limitation and the duration.

5. In addition to the foregoing, the completion of a standard medical form to provide additional information regarding the employee's abilities to retum to work, if the employee is absent in excess of three (3) consecutive days or is absent on five (5) or more days during the year.

6. Signature of doctor.

Yours Respectfully,

CANADIAN ELECTROCOATING LIMITED

Joe Edmondson Personnel Manager

58

•• -~· .,. .Joe -:I .• , ••

(•)

(b)

Nicotine patches orNicorette gum must be prescribed by a doctor on a three month maxirrium tTeannent, on a once per lifetime reimbursement application.

The.employee will pay for the treatment and submit" the invoice for reimbursement to tl1c insurer on a once per lifetime application.

Yours Respectfully,

CANADIAN ELECIROCOATTNG LIMITED

Joe Edmondson Personnel Manager

59

-------7-:: -7--~-------~-::::~-

! I l

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Canada Savings ~onds

November II, 1996

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

The Company agrees to approach an issuer for the purpose of providing a system to provide payroll deductions for the employee purchase of Canada Savings Bonds subject to the following:

1. The system will commence for tl;ose bonds which go on sale in the fall of 1997 providing that thirty five percent (35%) of seniority employees participate;

..,:• ~ -- ., .• • _..,. - ·-· ·-·- ·• • ~ ..... ..... ..... ......

2. Deductions will be made on each payTOll cheque received by the ....:~ employee until the'bond payments are completed; .----

3. Bond applications will be taken once each year and will be ...... subject to the terms and conditions set out by the issuing body and that ~ such employee applications will automatically be cancelled should the ..---employee miss any payments due to absence (except where the employee ~ ... , . ..-, repays such payment to the Company for remittance to the issuer); ~

4. Employees who voluntarily cancel their application will not be permitted to apply for a Savings Bond the following year;

5. Tbe Company will have no liability to either the issuer or the employee for payrne11tS or.provisi"on of bonds except to deduct such payments from the employee 'and remit to the issuer.

Yours very truly, CANADIAN ELECTROCOATING LTD.

Joe Edmondson Personnel Manager

"" .-. ~ f!!6A .-.. ~·

-------------------~ 60 ~

LETTER OF UNDER~TANDING BETWEEN THE PARTIES

RE: Union, Orientation- Article 4:09

November 11, 1~96

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

The parties agree that it will be mutually beneficial for thi Union to provide an orientation for newly-hired employeeS. The topics it was agreed would be discussed are:

l. Dues check-off and explanation of withdrawal from the Union;

2. Probationary period, seniority;

3. TI1e names of the He!).llh & Safety Committee, the purpose and its support by the employees and the Compa11y;

4. TI1e importance of adherence to plant and safety rules;

5. Union's obligation to membership;

6. Correct way to address difficulties which arise by using consultation and the grievance procedure;

7. Company is pay-equity company, jobs are gender neutral;

8. Non-discrimination shop - zero tolerance for racial discrimination, sexual discrimination or harassment. No discrimination. on any grounds.

At all times the orientation shall emphasize the cooperative nature of the relationship between the Company and the Union.

Yours very truly,

CAL"\J'ADIAN ELECTROCOATING LTD. Joe.~dmondson Personne~ Manager

t'f ~.,-. ~-...,-~

61

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

November 12, 1996

Mr. Gary Kitchen Teamsters Local879

Dear Mr. Kitchen:

RE: Leave of Absences

The parties are agreed that should it become necessary .to schedule a layoff during June, July or August because of the summer shutdown! slowdown, seniority employees who have used or sclleduled their . vacation entitlement may request a leave of absence for a defined penod during the time Of such layoff.

Yours very truly,

CANADIAN ELECTROCOATING LTD.

Joe Edmondson Personnel Manager

:er·e w·@! ~ ~

--~ ~ ~·

_.·~

~ ~ ..-~ ..,-e .-.e· .-.e ~ .,·e -.·e .,·e ...-e· ~

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Health and Safety Committee

November !8, 1996

Mr. Gary Kitchen Teamsters Local 379·

Dear Mr. Kitchen:

The parties discussed problems raised by the Health an~ Safety Committee. It was decided to address this in the followmg manner:

1. One week prior to the scheduled meeting, an employee representative of the Committee will meet with a management representative to prepare an agenda of items and concerns to be discussed at the meeting

2. The Agenda will be given to all Committee members at least rv.·o days prior to the meeting.

3. Minutes of the meeting will be distributed to the Com1nittee members within 10 -days after the meeting is l1eld .

Yours very truly,

CANADIAN ELECTROCOATING LTD .

Joe Edmondson Personnel Manager

_____________________________ .,:e ____________________________ ~" ~ .,-·e

,,

t

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

November 12, 1996

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

RE: Favouritism·

Both the Company and the Union agree that there should be no -'"~

favourtism, prejudice or discrimination in the plant. Employees who feel ~ that they have been treated unfairly should bring the matter to their Union.!._.~. Steward. Tlle Union Steward will discuss the matter with the Personnel ~ Manager and the parties will attempt to resolve the matter to the mutual ..:._~. ' ... satisfaction of all concerned. ~

Yours very truly,

CANADIAN ELECTROCOATlNG LTD.

Joe Edmondson Personnel M<mager

64

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Employment Legislation

November20, 1996

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

In the event the provincial government cbanges the employment legislation governing hours of work, the Company agrees that it will not force seniority employees to work more than forty-eight (48) hours in a week.

Yours vety truly,

CANADIAN ELECTROCOATlNG LTD.

Joe Edmondson Personnel Manager

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

November 20, 1996

Mr. Gary Kitchen Teamsters Loca\879

Dear Mr. Kitchen:

RE: Safety Glasses

......... ..... ..... ..,.._,

..... ..... ..... The parties are agreed that tbe Vision Care benefit provided for in Article ~. , 17.0 I (e) may be used in conjunction with the safety glass allowance ~· in Article 17.05 to purcl1ase prescription safety glasses. The glasses purchased must be CSA approved safety glasses equipped with side ....... s)lields.

Youfs very truly,

CANADIAN ELECTROCOATING LTD.

Joe Edmondson Personnel Manager

...,.. .... ~ ~ ..,. . ..... ..... ) ~I ..... ) ~·

~·

~

LETTER OF UNDERSTAJ'IDJNG BETWEEN THE PARTIES

August 13, 2009

Mr. Rick Parent Teamsters Local 879

Dear Mr. Parent:

RE·: Smoking Area

The Company will put an awning over the smoking area, if allowed by law. Employees may not eat in the smoking area.

Yours very truly;

CANADIAN ELECTROCOATING LTD.

Jackie GjdiJJini Personnel Manager

---------------------~---------------------= 67 66

~· _... ----·---. --~-·--------.

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Last Day Before Christmas Shutdown

December J, 1999

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

It is agreed on the last day of work prior to the Christmas shutdown period the Company will schedule employees for a six hour shift only.

Yours very truly,

CANADIAN ELECTROCOATING LUV[[TED

Murray C!Jevalier

Plant Manager

•• • = ••• . -· ••• ··-· . ~­.~.

-·· • =

··-·· . -·-· •• •= •• ._"I!!!!' . ~. ••••

·-· • ••• ,,. • -~· .,,.

August 12, 2009

Mr. Rick Parent Teamsters Local 879

Dear Mr. Parent:·

RE: Coveralls .

The Company will ~rovide three sets of coveralls per ,_;eek to persons in the setup processor, crane, and too 1 and die repair classifications. Laundry service will be provided by the Company. Employees are responsible for returning all coveralls if they leave the classification and are responsible for lost coveralls.

Yours very truly,

CAl'\TADIAN ELECTRO COATING LTD.

RickRelly Plant Manager

-------------·r·-• ~-----,------------:: ~ 69 " .,..,.

~·

1 .

f'

~· .. ·.·

.

.

~<

f i f,

... ~!~

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

December 9, 1999

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

RE: Article 19 Pension

As Per discussions at the table.

Sbould the Union decide to have the current plan ehanged to a Union administered plan, it is agreed tl1at tile Company will then make the contributions directly to Teamsters Local 879 or its designate wl10 will be responsible for the set-up and administTation of the plan for the employees. The Company's responsibility and obligation will be limited to making the contributions.

The above is provided that pension legislation allows for such change. However, the Company agrees to co-operate with the Union in the windup of the CWIPP plan, as necessary.

Yours very truly,

CANADIAN ELECTROCOATfNG LTD.

Murray Chevalier "Plant Manager

. rr-" !WI' f'

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

RE: Rules for Press Bay

December9, 1999

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

During extensive negotiations, it was agreed that as a management right, management and salaried st,affm<iy perform press programming, tool and die repair, press and robot repair and robot prognunmil1g. They may also do any other work necessary to assist in the start-up, set-up and shut down of the process. They may use such equipment as is necessruy to accomplish same.

Yours very truly,

CANADIAN ELECTROCOATING LTD.

Murray Chevalier Plant Manager

71

( l J

l 1 .,

.l

1 'l • < ', - - - ---~-------- -~-- - -- "

LETTER OF UNDERSTANDING BETWEEN THE PARTIES .

RE: Breaks in June, July or August

December9, 1999

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

.... -­..r-• ~ .... .... ~

This manerwas discussed at the table. The Company has heard the ........ ~ Union concerns and agrees that the Company will administer the practice ~ fairly and consistently. Human Resources will make the final decision on ... ~ the administration of this practice. Human Resources will provide notice ... to the Union before 5:00pm if the Afternoon shift or Midnight shift will be entitled td extended 5 minute break. ~

Yours very truly,

CANADIAN ELECTROCOATING LTD.

Murray Chevalier Plant Manager

_...­,......_ ..... .-. ,... ... .. ..... .... .. . ~. an"'•

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

December 4, 2002

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

Re: Press Bay Overtime

For those employees waiting to work overtime outside of their area, the Company will attempt to offer alternative work during this one (I) hour period. This is not a. guarantee and the Union agrees that the Press Bay employee shall not bump any other employee from their job. If the Company does accommodate employ~es to w?rk tl1e extra one (I) hour overtime, the employees must work the ent1re scheduled overtime .

Yours v<:rytruly,

CANADIAN ELECTROCOAT~G UrviTTED

Murray Chevalier Plant Manager

---------------------------·····-~.,·--------------------------:, ..... ) 72

~'

c> -~"'1illllilllllilll!llllllilllillllllililllllillllllll!l!fiilllillilllllllii!lillllill!lll~~~~~~-~ - .... LETTER OF UNDERSTANDING

BETWEEN THE PARTIES

Re: Volatile Plant Discussions

November 22, 2002

Mr. Gary Kitcben Teamsters Loc<J.l 879

Dear Mr. Kitchen:

_.. ...... .c. .... .... ....,.

The Company will train all Area Managers and Plant Superintendents about tl1e Union's concerns regarding discussions on the plant floor that ~ have become.volatile. ~

The Company will give examples of situations where volatile discussions can arise, and how to deal with tl1esc situations in the most co-operative ~ manner. This manner will involve contacting Union representatives · ~ immediately. ··c· Yours very truly,

CANADIAN ELECTROCOATING LIMITED

Murray Chevalier Plant Manager

.. •.• , .... ) .... ~

~ ...,. ..... .... .,...,

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

December 5, 2002

Mr. Gary Kitchen Teamsters Local 879

Dear Mr. Kitchen:

Re: Other faciHties

The Company agrees to the following:

In the event CANADIAN ELECTROCOATlliG LIMITED starts another maoufacturing operation within Essex, Kent or Lambton counties, tl1e Company will recognize Local879 as the Sole BargaiQingAgent for all employees of the Company in its plant, save and except engineers, teclmicians, supervisors, persons above the rank of supervisor, office and sales staff, persons regularly employed for not more than twenty-four (24) hours per week ru,1d students during school vacation periods.

Yours very truly,

CANADIAN ELECTROCOATING LIMil:ED

Murray Chevalier Plant Manager

---------------------~----~---------------= ~' 75

74 ....

• !: '

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

October23, 2013

Mr. Rick Parent Teamsters Local 897

Dear Mr. Parent:

Re: Steady Shift Overtime

Any Employee who is on a steady shift. bid or forced steady shift, shall be eLigible to make thems.elves available for the ovettime on that shift at all times.

You~s respectfully,

CANADIAN ELECTROCOATING LTD.

Kevin Roath Plm1t Manager

-~· .~.

. !7 J!lKM1_;_ P

LETTER OF UNDERSTANDING BETWEEN THE PARTIES

Re: Failure to Report to Scheduled Overtime

October23, 2013

Mr. Rick Parent A Teamsters Local 897

• ·~'I!!'

..... ~<-. Dear Mr. Parent:

,r··• ·when an employee fails to report to work on a scheduled overtime shift, the employee will be subject to an atteD.dance infraction. \Vhere an employee cancels his/her overtime acceptance by last break before the overtime shift, the employee wil1 not be subject to tbe above attendance infraction.

Yours respectfully,

CANADIAN ELECTROCOATING LTD.

Kevin Roath ....,. Plant Manager

Vi/ .~ . . ~.

1 •• ...,. ~

••• ... ~. a;:·•

--------------• .• ---------~---76 . ~. 77 .

•••

IMPORTANT NOTICE

If you leave 'the employ of the Company, contact your Local Union either ... -t. in person, or, by mail, for a WITHDRAWAL CARD. ·

WITHDRAWAL CARDS can only be issued to a member whose dues are paid to and including the month in which the withdrawal card is requested.

IFY:OU ARE NOT WORKING DUE TO SICKNESS, LAY-OFF, WORKER'S COMPENSATION, ETC., NOTIFY THE UNION OFFICE & OBTAJN A WITHDRAWAL CARD.

WITHDRAWAL CARDS ARE VALID ONL YWHEN A MEMBER IS NOT WORKING AT THE CRAFT.

Upon your return to work, give your withdrawal card to your Steward, along with payment of the current months' dues.

~ •r·•

KNOWYOURAGREEMENT: ... MAKE SURE YOUKEEPITFOR ~ YOUR FUTURE REFERENCE, IF THERE IS ANYTHING ABOUT~ WHICH YOU MAY BE IN DOUBT, ASK YOUR STEWARD TO ADVISE YOU, OR CONTACT YOUR LOCAL UNION OFFICE •

ALWAYs

I. AITEND YOUR UNION MEETINGS .

2. ~Ielp new employees become acquainted with the agreement.

3. If you leave the employ o(the Company, contact your Local Unior. office for a withdrawal card.

4. If you leave the employ of the Company, or are laid off; register with the Local Union Office so that we may help you to find employment elsewhere.

"BE A GOOD UNION MEMBER"

. -. .r-• ... tr·• .... tr-• .-. 4f ,.

e·a -------------------------··~·~"••·----------------------~ 79 78

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