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2004-2007 COLLECTIVE AGREEMENT
DELHI INDUSTRIES INC. and
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NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS
UNION OF CANADA. (CAW-CANADA)
AUG 0 2 2005
COLLECTIVE BARGAINING INFORMATION SERVICES
AND ITS LOCAL 1859
AtE No.
CERT.A~
COPING CONTROL DATi CODER.
STRINGER. BRISBIN, HUMPHREY TORONTO, ONTARIO
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• • 2004 .. 2007
COLLECTIVE AGREEMENT
BETWEEN
DELHI INDUSTRIES INC.
-and-
NATIONAL AUTOMOBILE, AEROSPACE. TRANSPORTATION .
ARTICLE
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22
AND GENERAL WORKERS UNION OF CANADA, (CAW-CANADA) AND ITS LOCAL 1859
·INDEX
Intent & Purpose Recognition Management's Rights Union Security & Check-off Representation Strikes, Stoppages & Lockouts Grievance Procedure Data to be Supplied to Union Seniority Temporary Transfers Leave of Absence Hours of Work and Overtime Reporting Pay Bulletin Board Bereavement Leave & Jury Duty Paid Holidays Vacations with Pay Benefits Wages Occupational Health and Safety General Duration
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3 3 4 6 8 9 10 17 17 23 24 28 30 31 31 33 35 37 42 42 46 50
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INDEX
Cont"d.
Schedule "A"- Wage Rates Effective August 31 , 2004
Schedule "B" .. Wage Rates Effective August 31, 2005
Schedule "C"- Wage Rates Effective August 31, 2006
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Schedule "D"- Job Titles, Grades & Functions
Schedule "E"- Cost of Living Allowance
Letters of Understanding:
Re: Excessive Heat Re: Workers' Compensation Re: Union Office Re: Contracting Out Re: Substance Abuse Re: Sexual Harassment Re: Labour-Management Meetings Re: Termination and Severance Re: Wheel Room Re: Vacation Entitlement Re: Scheduled Weekend Overtime Re: Joint Health and Safety Committee
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• 3 • THIS COLLECTIVE AGREEMENT ENTERED INTO AS OF THE 31ST DAY OF AUGUST, 2004.
BETWEEN:
-and-
DELHI INDUSTRIES INC.
(hereinafter referred to as the "Employer'')
NATIONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA. (CAW-CANADA) AND ITS LOCAL 1859
(hereinafter referred to as the "Union")
ARTICLE 1 - INTENT AND PURPOSE
1.01 The general purpose of this Agreement is in the mutual interests of the
Employer, the Union and the employees, and is to provide for economy of operation,
quality and quantity of output and to establish and maintain a satisfactory procedure to
cover the settlement of differences arising out of this contract, and to set forth those
working conditions which have been negotiated.
ARTICLE 2 - RECOGNITION
2.01 Pursuant to a Certificate of the Ontario Labour Relations Board dated the
11th day of February, 1987, the Employer recognizes the Union as the exclusive
bargaining agent for all of its employees at its Delhi Industries Division in Delhi, save
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• 4 • and except foremen, persons above the rank of foreman, office and sales staff, security
guards, students employed on a cooperative training program with a school, college or
university, and students employed during the school vacation period.
2.02 The word "employee" or..•,"employees" wherever used in this Agreement
shall mean any or all of the employees in the bargaining unit as defined above, unless
the context otherwise provides.
2.03 Supervisors and other employees of the Employer outside the bargaining
unit will not normally perform bargaining unit work except in the following
circumstances: ·
(a) in the case of emergency;
(b) for the purpose of training or instruction;
(c) for the purpose of experimental work and/or introduction of new or
modified systems;
(d) if a qualified employee is not readily available.
ARTICLE 3 .. MANAGEMENT'S RIGHTS
3.01 Except as, and to the extent specifically modified by this Agreement, all
rights and prerogatives of Management are retained by the Employer and remain
exclusively within the rights of the Employer and its Management. Without limiting the
generality of the foregoing, the Employer's rights include:
(a) to maintain order, discipline and efficiency; to make, alter and enforce
reasonable rules and regulations, policies and practices, to be obeyed
by its employees; to discipline and discharge employees for just cause;
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(b) • 5 •
to select, hire and control the working force and employees; to transfer,
assign, promote (subject to the express terms of this Collective
Agreement), demote (subject to the express terms of this Collective
Agreement), classify (subject to the express terms of this Collective
Agreement), layoff, recall, suspend and retire employees; to plan, direct
and control operations; to select and appoint lead hands and to . .
continue or discontinue the use of lead hands; to select and retain
employees for positions excluded from the bargaining unit;
(c) to operate and manage the enterprise in orper to satisfy its
commitments and responsibilities, the right to determine the location of
operations and their expansion or curtailment, the direction of the
working forces, the scheduling of operations and production, the
manufacture of or the contracting for goods, materials and services, the
number of shifts, the methods, processes and means of production, job
content, quality and quantity standards, the right to use improved
methods, machinery and equipment, the right to decide on the number
of employees needed by the Employer at any time, the number of hours
to be worked, starting and quitting times (subject to the express terms
of this Collective Agreement); and, generally, the right to manage the
enterprise and its business without interference are solely and
exclusively the right of the Employer; and
(d) the sole and exclusive jurisdiction over all operations, buildings,
machinery, equipment and employees shall be vested in the Employer.
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• 6 • ARTICLE 4- UNION SECURITY·& CHECK-OFF
4.01 The Employer agrees to deduct weekly, in the first four (4) pay periods of
each month, from the earnings of each employee who has completed his probationary
period regular Union dues and to remit the total so deducted with a list of the total
number of seniority employees together with all sums deducted to the Financial
Secretary of the Local by the fifteenth (15th) of the month in which the deductions are
made. The Employer agrees to deduct an initiation fee, from all employees hired after
the date of this Agreement, in the first pay after such employee attains seniority
pursuant to either Article 9.01 or 9.05.
4.02 In order that the Employer may have definite instructions as to what
amount is to be deducted for Union dues, it is agreed that the Union will promptly notify
the Employer, in writing, over the signature of its designated officer, the amount of the
deduction to be made by the Employer for regular Union dues, and the Employer shall
have the right to continue to rely on such written notification until it receives other written
notification from the Union signed with the same formality.
4.03 The Employer agrees to include on an employee's T -4 slip for income tax
. purposes, the total Union dues paid for the year excluding any initiation fees.
4.04 The Union agrees to hold the Employer harmless against all claims,
demands, and expenses should any person at any time, contend or claim that the
Employer has acted wrongfully or illegally in making such deductions.
4.05 The Employer agrees to supply the Local Union financial secretary with
the following monthly information:
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1) A list of all members in the bargaining unit regardless of whether or not
they paid dues in the month.
2) Each member's mailing address, including postal codes, and listed
telephone number on file with the Employer (to be updated once per
year).
3) The employee's clock number.
4) The members hourly rate.
5) Each member's status (i.e. at work, on vacation, weekly sick benefits,
L.T.D., W.C.B., retired in the month, or any other leave of absence).
6) The number of hours worked in the month. (This, together with the
information in the other items above, give the financial secretary the
necessary information to make a determination as to whether or not all .
dues have been properly collected.)
It is understood that the above information will be used solely for internal
Union administrative purposes or statutorily-required disclosure.
4.06 The Employer agrees to acquaint new employees with the fact that a
Collective Agreement is in effect and with the conditions of employment set out in the
articles dealing with Union Security and Dues Checkoff. A new employee shall be
advised of the name and location of his/her Union representative. Whenever the Union
representative is employed in the same work area as the new employee, the
employee's immediate supervisor will introduce him/her to his/her Union representative
who will provide the employee with a copy of the Collective Agreement. The Employer.
agrees that a Union representative will be given an opportunity to interview each new·
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l, ' l • 8 • employee within regular working hours', without loss of pay, for fifteen (15) minutes
sometime during the first thirty (30) days of employment, for the purpose of acquainting
the new employee with the benefits and duties of Union membership and the
employee's responsibilities and obligations to the Employer and the Union.
ARTICLE 5- REPRESENTATION
5.01 The Employer agrees to recognize a Plant Committee consisting of three
· (3) employees, one (1) of which will ·be recognized as the Plant Chairperson. The
Employer shall recognize a Union Designated Steward at Argyle Street. This shall not
increase the size of the Plant Committee. Such_ Committeepersons shall be active
employees of the Employer having a minimum of one (1) year of seniority. There shall
be a maximum of one (1) Specialist Maintenance on the Committee at any given time.
The Union may appoint, subject to the above criteria, an alternate Committeeperson for
each Committeeperson who will serve .only when the regular Committeeperson is out of
the plant 6r on an off-shift when circumstances giving rise to the need of a
Committeeperson arise. The Union will inform the Employer, in writing, of the identity of
the Union representatives and will identify the Committeepersons by the functions
represented and the Employer shall not be obliged to recognize such persons until it
has been so informed. In addition and subject to the conditions as foregoing, the Union
shall advise the Employer of all other Union officials.
The Employer recognizes the role of the Union WSIB Representative who
will replace a Union Committeeperson only during meetings and discussions with the
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'· • 9 • Workplace Safety and Insurance Board with respect to worker re-entry procedures and
other matters relating to problems with Workplace Safety and Insurance Board claims.
5.02 The Union agrees that no Union member or representative will conduct
any Union activities on the premises of the Employer without the expressed permission
of the supervisor, such permission will not be unreasonably withheld. No Union official
shall have access to the premises of the Employer without the expressed consent of the
Manager of Operations, or his designate; such permission will not be unreasonably
withheld. Only employee members of the Plant Committee, as referred to above, shall
participate in negotiations to renew this Collective Agreement.
5.03 For the purposes of this Agreement, the Plant Committeepersons together
with the officers of the Union shall be deemed to be officials of the Union. The parties
hereto agree that the Union officials occupy positions of leadership and responsibility to
see that this Agreement is faithfully carried out.
ARTICLE 6- STRIKES, STOPPAGES & LOCKOUTS
6.01 The Union agrees that while this Agreement is in operation, neither the
Union nor any employee shall take part in or call or encourage any strike or picketing,
including a cessation of work, a refusal to work or to continue to work in combination or
in concert or in accordance with a common understanding, or a slowdown or any other
concerted activity on the part of the employees designed to restrict or limit output. The
Union undertakes and agrees to exercise all efforts to encourage any employees taking
part in the foregoing activities to immediately cease and desist such activities. The
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1 • 10 • Employer agrees that it will not engage· In any lockout, as defined by the Ontario Labour
Relations Act, during the term of this Agreement.
ARTICLE 7 -GRIEVANCE PROC·EDURE
7.01 The grievance procedures herein provided for are among the most
important matters in the successful administration of this Agreement. The Employer and
the Union therefore agree that the designated grievance procedure, as hereinafter set
forth, shall serve as and cqnstitute the sole and exclusive means to be utilized by the
grievor for the prompt disposition, decis.ion and final settlement of a grievance arising in
respect of the interpretation, application, administration, or alleged violation of this
Agreement, and the specifically designated grievance procedure shall be strictly
followed. Wherever the term "grieyance procedure" is used in this Agreement, it shall be
considered as including the arbitration procedure.
.7.02- _ c·----- -~'Grievance~ -shall mea11. a- complaint .or claim concerning improper
discipline or discharge, or a dispute with reference to the interpretation, application,
administration or alleged violation of this Agreement.
7.03 The Employer shall be under no obligation to consider or process any
grievance unless such grievance has been presented to the Employer in writing at Step
1 of the grievance procedure within seven (7) working days from the time the
circumstances upon which the grievance is based were known or should have been
known by the grievor. However, if the Employer does consider or process a grievance
which has been presented late, the Employer shall not be estopped or precluded at any
stage from taking the position that the grievance is late and not arbitrable.
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• 11 • 7.04 All time limits referred to in the grievance procedure herein contained shall
be deemed to mean "work days".
7.05 (a) No employee shall have a grievance until he has first taken up the alleged
violation orally with the employee's immediate supervisor, accompanied by a Union
representative if he so desires. If the employee's supervisor does not promptly settle the
matter to the employee's satisfaction, an employee's proper grievance may be
processed as follows. ·
. The Committeeperson shall be allowed reasonable time off the job with
pay to attend to grievances or complaints. The Committeeperson will be released to
attend to such grievances or complaints by the mid-shift lunch break, if the grievance
arises during the first-half of the shift, or by the end of the shift if the grievance arises
during the second-half of the shift.
STEP N0.1
If an employee has a grievance, the grievance shall, within seven (7) days
as referred to in Article 7.03 hereof, be reduced to writing and presented to the Plant
Manager, or !"lis designate. The Plant Manager, or ~is designate, shall give the grievor a
written reply as soon as possible, but not later than five (5) days after such decision. If
such reply is not satisfactory to the grievor, the next step must be taken within three (3)
days of the Plant Manager, or his designate's answer, but not thereafter.
The grievance referred to above shall identify the specific issues involved in
the grievance and be signed by the employee.
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, . • . 12 • STEP NO.2
At this step, the written grievance shall be presented to the Operations
Manager, or his designate,. within the· aforesaid five (5) days of receipt of the Plant
Manager, or his designate's reply, but not thereafter. A meeting will be held between the
Committeeperson together with the griever involved and Operations Manager, or his
designate, and other representatives of the Employer who may be deemed necessary,
within five (5) days of the presentation of the written grievance to the Operations
Manager, or his designate. The Operations Manager, or his designate, shall give his
written reply to the Committeeperson within five (5) days of such meeting.
·If the Operations Manager, or his designate's reply is not satisfactory to
the griever, the next step must be taken within ten (10) days after the delivery of the
Operations Manager, or his designate's reply to the Committeeperson, but not
thereafter.
.. STEP NO.3
If the matter is not resolved in Step 2, a meeting with the bargaining
committee and their National Representative and/or their Local President and the Plant
Manager, or his designate, will be held at a mutually-agreed date. The Employer will
respond to the grievance by the end of the third working day following the date of the
Step 3 meeting. The grievance will be settled on the basis of the Step 3 response if the
Union fails to give written notice by the end of the 1Oth calendar day following the
Employer's Step 3 response that it desires to proceed to Arbitration.
7.05 (b) In the event that any grievance is resolved or withdrawn by the Union and
is subsequently appealed through the appeals procedure established by the CAW
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• 13 • Constitution Appeals Procedure, and such appeal is upheld, the grievance shall be
considered timely and will be processed to the appropriate Step of the grievance
procedure. The Employer, will however, not be responsible for any monetary liability
beyond any amount that would have been incurred had the grievance been processed
under the normal procedure.
7.06 Arbitration
Where a ·difference arises as to. the interpretation, application or
administration of this Agreement, including any question as to whether a matter is
arbitrable, or where an allegation is made that this Agreement has been violated, either
of the parties may, after exhausting the grievance procedure, notify the other party in
writing of its desire to submit the grievance to arbitration.
7.07 A grievance appealed to arbitration will be presented to the arbitrators
hereinafter set out who will act in rotation in order that their names appear. Only
grievances relating to the same violation or alleged violation of this Agreement may be
grouped for such arbitration hearing before the appropriate arbitrator. Submission of
grievances to the arbitrators will be determined in this order: by the date of the
Employer's reply to the grievance at Step 2 of the grievance procedure or, where more
than one grievance has been answered on the same date, by the date the grievance
was filed.
7.08 The following constitutes the list and rotation of the arbitrators:
I.A. Hunter
H.D. Brown
E.E. Palmer
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• • 14 • W.B. Rayner.
7.09 If, in the regular rotation, an arbitrator is unable to specify a date for the
arbitration hearing, the parties may agree to request another arbitrator in rotation to
provide such a date.
In the event that none of the arbitrators listed in Article 7.08 can hear the
matter within a mutually agreed period from the date of the request for a hearing date,
the parties agree that the party having carriage of the grievance may request the Office
of Arbitration of the Ministry of Labour to appoint an arbitrator.
7.10 The arbitrator shall not have the jurisdiction or authority to alter or modify
any of the provisions of this Agreement or substitute any new provisions in lieu thereof,
or to give any decision inconsistent with the terms and provisions of the Agreement.
7.11 The decision of the arbitrator shall b_e final and binding upon the parties
and any employee affected by it.
7.12 Each party shall bear an equal share of the fees and expenses of the
arbitrator.
7.13 Representative(s) of the National Union may be present at any meeting
with Management at either party's request.
7.14 Any grievance not carried to the next step within the time limits prescribed
herein, or within such extensions as may have been agreed to in writing, shall
automatically be settled on the basis of the last decision given by the Employer. The
Union may withdraw, without precedent or prejudice to any case, a grievance which has
been referred to any step of the grievance procedure, and the Employer may settle,
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' . • 15 • without precedent or prejudice to any other case, a grievance which has been referred
to any step of the grievance procedure.
7.15 Where it is determined by an arbitrator that a seniority employee has been
suspended or discharged without just cause:
(i) the arbitrator may reinstate the employee with payment for such time
lost due to the discharge or suspension, less any amounts of money
received by the employee during such period; or
(ii) the arbitrator may substitute such other penalty for the discharge or
suspension which to the arbitrator seems just and reasonable in all the
circumstances.
7.16 Union Policy Grievance or Employer Grievance
A Union policy grievance or Employer grievance may be submitted to the
Employer or the Union, as the case may be, in writing, within ten (10) days from the
time the circumstances upon which the grievance is based were known or should have
been known by the griever. A meeting between the Employer and the Union shall be
held within five (5) days of the presentation of the written grievance and shall take place
within the framework of Step 2 of Article 7.05 hereof. The Employer or the Union, as the
case may be, shall give its written decision within five (5) days after such meeting has
been held.·
If the decision is unsatisfactory to the grieving party, the grievance may be
· submitted to arbitration within ten (1 0) days of the delivery of such written decision and
the arbitration sections of this Agreement shall be followed. If the Employer is not
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• 16 • advised of the Union's intention to proceed to arbitration within five (5) days, the
Employer shall not be liable for any damages during the foregoing ten (1 0) day period.
The provisions. of this paragraph 7.16 shall not be used by the Union to
institute a grievance directly affecting an employee or employees which such employee
or employees could themselves institute, and the provisions of Article 7.05 hereof shall
not thereby be bypassed.
7.17 Discharge Cases
A claim by a seniority employee that he has been unjustly discharged shall
be treated as a grievance and shall commence at Step. 2 of Article 7.05 provided a .
written grievance signed by the employee and his Committeeperson is presented to the
designated official of the Employer within three (3) days after the discharge. The
discharged seniority employee would have the right to confer with a Committeeperson
before leaving the plant provided a Committeeperson is available in the plant at the time
of discharge, except if, in the opinion of the Employer, the discharged employee is
threatening, belligerent, abusive or disorderly.
7.18 Disciplinewill be removed from an employee's record after:
(1) Warnings-- twelve (12) months from imposition;
(2) Suspensions -- eighteen (18) months from imposition.
An employee who is receiving discipline or discharge (including interview)
must be advised that he has the right to:
(a) have a Union Committeeperson present;
(b) use of a private area;
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• 17 • (c) receive discipline in writing at the time of such discipline with a copy to
the Local Union Chairperson.
ARTICLE 8 - DATA TO BE SUPPLIED TO UNION
8.01 The Employer will supply the Union Chairperson, the Local Union office,
all Committeepersons. and alternates, with a seniority list of employees listing name,
seniority date, classification, address and the employee's listed telephone number on
file with the Employer (to be updated once per year). These lists shall be updated and
supplied on January 15, April 15, July 15, October 15.
8.02 The Employer will post, every three (3) months, a seniority list of the
employees listing hame, seniority date and classification.
ARTICLE 9 • SENIORITY
9~01 An employee, other than a temporary employee as referred to in Article
9.05 herein, shall be considered a probationary employee until he has performed sixty
(60) days of work for the Employer during a period of six (6) consecutive months. During
such probationary period, he shall have no seniority rights. Upon completion of his
probationary period, the employee's seniority shall be dated from the date the employee
commenced his probationary period. It is understood and agreed that the termination of
a probationary employee may be the subject of a grievance under the grievance or
arbitration procedures, if not for just cause. It is recognized that a lesser standard of just
cause exists for a probationary employee.
9.02 An employee shall lose all seniority, service rights and his employment if:
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• 19 • of four (4) working days in each calendar year without regard to the seniority provisions
of this Agreement. In all other respects, this Article 9.03 is subject to Article 9.04. It is
understood that normally there will be only one inventory per calendar year. However,
there may occasionally be calendar years where an annual inventory is taken early in
January and the next inventory taken late in December of the same calendar year. As
well, there may be extraordinary circumstances such as re-financing which would
require an additional inventory.
9.04 In cases of promotion (other than promotions to positions outside of the
bargaining unit) and in all cases of increase or decrease of the forces, the following.
factors shall be considered:
(a) skill, ability, experience, knowledge, and physical fitness in relation to
the work in question;
(b) seniority.
It is understood that w~er~ the qualifications referred to in factor (a) above
are relatively equal, factor (b) will govern and the senior qualified employee will be
selected.
In the evaluation of factor (a), the Employer shall be the judge; provided,
however, that if an employee believes that a proper consideration of his skill, ability,
experience, knowledge or physical fitness has not been given, he or she may file a
grievance under the procedures of Article 7 claiming that the Employer acted in an
arbitrary manner.
The senior applicant shall have up to five (5) days' trial period to
demonstrate his qualifications as set out in factor (a) above.
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• 23 • their having the qualifications to perform the work available pursuant to Article 9 of this
Collective Agreement.
ARTICLE 10- TEMPORARY TRANSFERS
10.01(A) An employee who is temporarily transferred to another job by the
Employer in which the rate of pay is different to that in effect in such employee's regular
job shall be paid while so employed as fqllows:
(a) . If the rate of pay in the job to· which he or she is transferred is less than
the employee's regular pay, he. or she shall receive his or her own
higher rate of pay.
(b) If the rate of pay in the job to which he or she is transferred is higher
than the employee's rate of pay, he or she shall immediately receive the
rate of pay at the appropriate rate Step (sixty (60) days) for the job to
which_ he _or _she was transferred. If such person continues in the
temporary transfer for a period in excess of thirty (30) days, he/she
shall be paid the 90-day rate for the position.
These provisions shall not apply in case of transfer of an employee to avoid layoff or, in
the case of a transfer at the employee's own request. In case of such transfers, the
employee shall receive the rate for the job to which he is transferred.
When it is necessary to transfer employees, the Employer shall transfer
junior employees in the department, subject to the operational needs of having the
available work done efficiently. When a senior employee feels that he has been unjustly
transferred, if requested, the Employer will discuss reasonable alternatives, if any, with
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• 24 • the employee and, on request, the Comrnitteeperson, as soon as possible after the
issue is raised but in any. event during the shift within which the issue was raised.
Pending the review of reasonable alternatives, the transferred employee will proceed to
do the assigned work. However, the Employer will not be arbitrary in making the
decision.
10.01(8) Temporary Transfers
Temporary transfers are those having a duration of thirty (30) working
days or less, excluding general vacation shutdown and Christmas-New Year's
shutdown. Vacancies in excess of thirty (30) working days will be posted. The thirty (30)
working day period may be extended by mutual agreement. Such temporary postings
shall occur where there is a vacancy that requires filling. If the Employer determines that
there is not a vacancy requiring posting, it shall advise the Union.
ARTICLE 11 - LEAVE OF ABSENCE
11.01 "Leave of absence" shall mean an absence from work requested by an
employee in writing and consented to by the Employer. Leave granted shall be in writing
covering a specific period of time. Leave of absence shall be at the sole discretion of the
Employer and shall be without pay or any other form of compensation (save that, in
cases of leaves in excess of two (2) weeks, benefits will cease at the end of the month
in which the leave commences), and the employee shall not work in any other position
during such leave of absence unless agreed to by the Employer in writing. Such leaves
will not be unreasonably withheld.·
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• 25 • 11.02 An employee who, because of illness or injury requiring an absence from
his job for more than two (2) work days while under the care of a physician, shall, upon
furnishing evidence satisfactory to the· Employer of such illness or injury, which may
include examination by an Employer appointed physician, at no cost to the employee,
be granted a sick leave for the duration of the period of his disability due to such illness
or injury, except that at the end of twenty-four (24) months of continuous absence
because of such illness or injury or the employee's length of service, whichever is
greater, the employee's employment and seniority shall be subject to review. (This
foregoing provision shall apply notwithstanding the provisions of Article 9.02 (d).) In any
event, the Employer shall continue to pay the premiums to provide the benefits listed in
Article 18.01 of this Collective Agreement for a period up to but not exceeding twelve
(12) months after the commencement of an illness or injury leave.) The employee shall
furnish supplementary medical evidence of disability, from time to time, as required by
the Employer. Failure toJY.r!1ish_such evidence of disability will result in the termination
of the employee's employment and seniority. Before an employee on sick leave may
return to work, he must, on the request of the Employer, present a doctor's certificate
stating that he has satisfactorily recovered, both physically and mentally, and is able to
return to his regular job classification or other available work and perform such job in
accordance with the Employer's quality and production standards. The Employer
reserves the right to have any employee examined by an Employer physician, at no cost
to the employee, in connection with a sick leave.
Where doctor's notes and forms are required by the Employer or are
required for weekly indemnity and/or long-term disability payments pursuant to Article
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 26 • 18.01, the Employer and the employee shall share the cost of such notes/forms on a
fifty-fifty (50-50) basis.
The Employer reserves the right to terminate employment if the record of
the employee indicates an excessive amount of time off or recurring or repetitive time
off subject to a seniority employee's right to grieve the issue of what constitutes
excessive, recurring or repetitive time off.
11.03 The Employer agrees to grant seniority employees a leave of absence to
attend Union conventions and conferences subject to the following:
(a) the Employer must have a minimum one (1) week's prior notice in
writing;
(b) not more than two (2) bargaining unit employees per shift to a
maximum of three (3) bargaining unit employees in total (with the
exception of a monthly meeting- the third Wednesday of each month
except July, August and _December - when three (3) day shift
bargaining unit employees will be released for a scheduled Union
meeting);
(c) the maximum leave granted pursuant to this Article 11.03 shall be a
cumulative maximum of twenty (20) employee days per calendar year.
If more than the aforementioned twenty (20) employee days is required
in any calendar year, the Union may request permission for necessary
additional time which permission shall not be unreasonably withheld;
and
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TORONTO, ONTARIO
I. • 27 • (d) an employee on a Union leave· of absence shall have his pay and
I benefits continued and the Union shall be billed the cost attached;
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(e) any employee of the Employer elected or appointed to a full-time
position with the Local Union .. or the CAW National Union, will be
granted an unpaid leave of absence by the Employer, for a period not to
exceed one (1) year. Such leaves may be extended on an annual basis
at the request of the Local or National Union. While on such Union
leaves, there will be no break· in seniority.
11.04 It is agreed that seniority shall accumulate during the period of any
approved leave of absence for seniority employees.
11.05 Paid Education Leave
The Employer agrees to pay into a special fund two cents (2¢) per hour
per employee for all compensated hours for the purpose of providing paid education
leave._ Sai~~ paid education leave will be for the purpose of upgrading the employee's .
skills in all aspects of Trade Union functions. Such monies to be paid on a quarterly
basis into a trust fund established by the National Union, CAW, and sent by the
Employer to the following address:
CAW Paid Education Leave Program R.R. #1, CAW Road 25
Port Elgin, Ontario NOH 2C5.
The Employer further agrees that members of the bargaining unit,
selected by the Union to attend such courses, will be granted a leave of absence for
twenty (20) days of class time, plus travel time where necessary, said leave of absence
to be intermittent over a twelve (12) month period from the first day of leave. Employees
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• 28 • on said leave of absence will continue to accrue seniority and benefits during such
leave.
The Employer further agrees to supply .the Union with the following
information when such contribution is sent to the Paid Education Leave Program: the
Local Union Number, the Bargaining Unit(s) covered, the number of employees, the
number of hours used in the payment calculation and the period of time covered.
11.06 Pregnancy, Parental, Adoption Leave
The Employer will comply with the provisions of the Employment Standards
Act. Further, however, an employee taking such leave shall elect at the time of taking
such leave whether current vacation monies owing are to be held to be paid out at the
time the employee returns from such leave or at an alternate time requested by the
employee.
ARTICLE 12- HOURS OF WORK & OVERTIME
12.01 It is hereby expressly understood and agreed that the provisions of this
Article 12 are for the purpose of computing overti~e and shall not be construed to be a
guarantee of or a limitation upon the hours of work to be done per day or per week or
otherwise nor as a guarantee of working schedules.
12.02 The normal work week for regular employees will be composed of forty
(40) straight-time hours worked in the week. While the current two (2) shift operation
continues, the Day Shift shall consist of eight (8) hours per day, Monday to Friday, and
the Afternoon Shift shall consist of ten (1 0) hours per day, Monday to Thursday. If the
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TORONTO, ONTARIO
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• 29 • Employer at any point institutes a three (3) shift operation, all three (3} shifts shall
consist of five (5) consecutive eight (8) hour shifts. ·
12.03 Employees shall be paid overtime at the rate of one and one-half times
(1 %x) their regular hourly rate for all hours worked in excess of forty (40) hours in a
week and for all hours worked in excess of their regularly scheduled working day,
whether it be eight (8) hours for those working five (5) eight (8) hour days per week or
ten (10) hours for those working four (4) ten (10) hour days per week.
In the event an employee is required to work on Saturday, he shall receive
overtime at the rate of one and one-half times (1 %x) his regular hourly rate for such
work.
In the event that an employee is required to work on Sunday, he shall
receive overtime at the rate of two times (2x) his regular hourly rate for such work.
12.04 When overtime is required, the Employer shall first ask employees who
normally perform the work required to work the overtime followed by:
(a) employees temporarily transferred to the work required for the shift (five
and one-half (5%) hours or more) on which the overtime is required
shall be considered employees who normally perform the work --
employees temporarily transferred to the work for less than five and
one-half (5%) hours shall not and shall be governed by sub-paragraph
(b) below;
(b) employees who normally perform the work in question on the other
shift;
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• 30 • (c) employees on the shift on which the overtime is worked who have
performed the work required within the last three (3) years, in order of
seniority;
(d) for periods of high levels of activity when "blanket overtime" is declared,
all employees may be assigned to work the overtime in their respective
shift without the necessity of canvassing for desire/suitability.
The parties agree to be governed by the above pril"!ciples.
12.05 In no case will there be duplication or pyramiding of overtime and any
other premium compensation.
12.06 There shall be two (2) ten (10) minute break periods per shift, one (1) in
each half of the shift. Where four (4) ten (1 0) hour shifts are scheduled, there shall be
one twelve (12) minute break in the first half of such shift and a thirteen (13) minute
break in the second half of each shift for employees on such shifts.
12.07 _ A shift premium of sixty cents (60¢) per hour will be paid for hours worked
during the scheduled afternoon or night shift.
12.08 Where work is re-allocated from one shift to another requiring the transfer
of an employee(s) from that shift, the senior employee(s) in the classification affected
shall be given the option of selecting the shift available at the time of the transfer.
ARTICLE 13- REPORTING PAY
13.01 An Employee who properly reports for work as scheduled or as directed,
unless he has been notified in advance not to report, will receive at least four (4) hours
at· his straight-time base hourly rate, exclusive of premiums, except in cases of labour
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• 31 • disputes, machinery, equipment, power or other utility breakdown, inclement weather, or
any other causes, without limitation, beyond the control of the Employer.
13.02 When an employee who· has left work and reported home is called into
work because of an emergency or breakdown at other than his regular scheduled. hours,
he will be paid a minimum of four (4) hours' pay at the applicable overtime rate or the
hours he actually worked, whichever is greater. It is understood that such call-back
minimum shall not apply to employees who are called in for work immediately before
and continuing into their regular shift.
ARTICLE 14 • BULLETIN BOARD
14.01 The Employer agrees to allow the Union the use of a bulletin board in the
plant for its exclusive use for the posting of Unio~ notices regarding Union-sponsored
recreational and social activities or meetings or elections of the Union. The Employer
and the Union shall meet to discuss the appropriate size and location. It is understood
that such notices shall have prior initialled approval by the Plant Chairman, or his
designate, before posting.
ARTICLE 15- BEREAVEMENT LEAVE & JURY DUTY
15.01 Bereavement
When death occurs in an employee's immediate family (i.e., mother,
father, current spouse, child, step-parent if such step-parent was actively involved in
raising the employee as a child) the employee, on request, will be excused for a period
up to but not exceeding four (4) consecutive working days provided the funeral falls
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• 32 • within the four (4) consecutive working day period. The employee shall be paid for such
time excused based upon his base hourly rate exclusive of premiums but, in any event,
the employee shall not be entitled to receive any pay hereunder for any day that he was
not otherwise scheduled to be actively at work for the Employer.
In the case of the death of a brother, sister, father-in-law, mother-in-law,
grandparent, son-in-law, daughter-in-law, an employee will be granted three (3) days'
leave with pay subject to the same conditions as set out above for deaths in the
immediate family.
In the case of the death of a brother-in-law, sister-in-law, stepparent other
than as set out above, stepsibling, or grandchild, an employee will be granted two (2)
days' leave with pay subject to the same conditions as set out above for deaths in the
immediate family.
In the case of the death of a grandparent-in-law, an employee will be
granted one (1) day's leave with pay subject to the same conditions as set out above for
deaths in the immediate family.
15.02 Jury Duty/Subpoenaed Witness
Each seniority employee who is summoned to and reports for jury duty or
serves as a subpoenaed witness, as prescribed by applicable law (subject to the
eligibility requirements set out below), shall be paid by the Employer the difference
between the employee's regular base rate exclusive of premiums for the number of
hours up to eight (8) that he otherwise would have been scheduled to work and the daily
prescribed jury duty fee or witness fee paid. In order to receive payment under this
section, an employee must meet all of the following eligibility requirements:
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• 33 • (a) the employee shall have given twenty-four (24) hours' notice to the
Employer that he has been summoned for jury duty or as a subpoenaed
witness;
(b) the employee shall furnish satisfactory evidence to his immediate
supervisor that he reported for and performed jury duty or served as a
subpoenaed witness on the days for which he claims payment;
(c) the employee would otherwise have been scheduled to work for the
Employer on the day or days for which he claims payment;
(d) if not required to serve, the employee shall return to work forthwith and
shall be compensated, as provided above, for time reasonably absent;
and
(e) "subpoenaed witness" for the purposes of this Article does not include
employees testifying with respect to suits involving the personal affairs
of such employe_e al'lcJ.cJOes 110t include a witness subpoenaed to testify
before the Ontario Labour Relations Board or similar government
employment-related tribunals or before a board of arbitration in a matter
concerning the Employer.
ARTICLE 16- PAID HOLIDAYS
16.01 A seniority employee will be paid for each of the holidays listed hereunder
a sum equivalent to his regular hourly rate times eight (8) hours, provided he complies
with the qualifications hereinafter set forth. The paid holidays are:
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• New Year's Day
Good Friday
Victoria Day
Canada Day.
34 • Labour Day
Thanksgiving Day
the day before Christmas Day
Christmas Day
Civic Holiday Boxing Day
Three (3) floating holidays normally scheduled during the Christmas-New
Year's period.
Further, where four. (4) ten (1 0) hour shifts are the scheduled work week,
there shall be ten (1 0) hours paid for holidays set out in this Article 16 provided,
however, that there is a maximum of forty (40) hours' straight-time maximum pay in any
calendar week.
16.02 In order to qualify for payment for any of the holidays designated in this
Article 16.01, the employee must work the full scheduled shift on the day immediately
prior to and the full scheduled shift on the day immediately following the holiday.
A seniority employee who does not work the foregoing qualifying days
because he is on vacation will be entitled to holiday pay provided he works the full
scheduled shift on the day immediately prior to and the full scheduled shift on the day
immediately following his vacation. In such cases, _the employee shall be paid for such
holiday and shall be given an extra day(s) off at the end of his vacation period, without
pay, unless mutually agreed otherwise.
(a) Employees who do not work some or all of the qualifying days will be
paid providing:
(i) employee has satisfactory reason; or
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• 35 • (ii) employee is on vacation,· ·approved leave of absence,
bereavement leave, jury duty, subpoenaed witness,
W.S.I.B.; or
(iii) sick or injured or on layoff provided that the employee has
worked within thirty (30) days of the holiday.
Employees otherwise eligible for holiday pay but in receipt of Workers'
Compensation benefits or Weekly Indemnity benefits shall have such
insured benefits topped-up to provide for 100% of the appropriate
holiday pay but shall not receive full holiday pay in addition to such
payments, the intention being that otherwise qualified employees will
· receive only the difference between the insured pay received and the
holiday pay.
In cases where there are several paid holidays grouped together, (for
example: Christmas-New Year's) if an employee misses one of the qualifying days
without being excused as indicated above, such employee will lose eight (8) hours' pay
or ten (10) hours' pay, depending on his/her normal shift, as a result of missing the
qualifying day. If such employee misses the qualifying days both prior to and following
the holidays in question, he/she shall not be paid for any of the holidays between the
qualifying days.
ARTICLE 17 .. VACATIONS WITH PAY
17.01 Seniority employees shall be entitled to an annual vacation in accordance
with the following schedule on the basis of seniority as at June 30th in each year:
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• 36 • • one (1) year of seniority but less than five (5) years of seniority as at June
30th -- two (2) weeks;
• five (5) years of seniority but less than ten (10) years of seniority as at June
30th-- three (3) weeks;
• ten (10) years of seniority or more as at June 30th-- four (4) weeks;
• fifteen (15) years of seniority or more as at June 30th --five ( 5) weeks;
• twenty-seven (27) years of seniority or more as at June 30th -- six (6)
weeks.
17.02 Vacation year shall mean the year from one July 1st to the following June
30th. Pay for vacation to which the employee is entitled hereunder will be two percent
(2%) of wages earned in the vacation year for each week of vacation entitlement.
17.03 In years in which the Employer does not declare a plant shutdown for
vacation purposes, and for vacation entitlement in excess of two (2) weeks provided
where there is a shutdown, the Employer will schedule vacations by seniority wherever
practical and where . it will not interfere with the efficient operation of the Employer.
Employees must submit vacation requests by May 1st of the vacation year. Vacation
requests submitted after May 1st (including instances where employees agree to work
during the plant shutdown· if so requested by the Employer) will be granted on a first-
come, first-serve procedure. The Employer will post the vacation schedules by May 15th
of the vacation year.
17.04 All vacations are to be taken during the current vacation year.
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. . • 37 • ARTICLE 18- BENEFITS
18.01 The Employer will pay one hundred percent (100%) of the premium cost
for the following benefits:
1. OHIP or its equivalent
2. Life Insurance-- $32,000.
Accidental Death & Dismemberment- $32,000.
(Effective on and after August 31, 2005- $33,000. Life Insurance and
$33,000. for Accidental Death. & Dismemberment. Effective on and after
August 31, 2006 -- $34,000. Life Insurance and $34,000. for Accidental
Death & Dismemberment.)
3. Weekly Indemnity - sixty-six and two-thirds percent (66 2/3%) of the
employee's basic earnings up to a maximum of five hundred dollars
($500.00) payable on a 1-1-1 (out-patient surgery)-- 4 (calendar days)-
39 basis.) On request, the Employer will pay the employee an advance
on a weekly indemnity claim if payment is delayed more than two (2)
weeks after the employee files the claim; the employee would then sign
over the appropriate claim cheque(s) when received).
4. Dental Plan -- present basic Preventative Plan shall be continued on a
$10.00 single/$20.00 family deductible with $1,800.00 maximum
coverage per person per year with payments based upon the 2003
O.D.A Schedule including orthodontic coverage on a 50-50 co-insurance
basis with $1,500.00 lifetime maximum. Dentures coverage on a 50-50
co-insurance basis. (Effective on and after January 1 , 2005 -- 2004
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• 38 • O.D.A. Schedule. Effective on and after January 1, 2006-2005 O.D.A.
Schedule. Effective on and after January 1, 2007 - 2006 O.D.A.
Schedule.)
5. Health care coverage providing standard major medical coverage
including a managed drug care plan with card system with one dollar
and fifty cents ($1.50) deductible per prescription which, pursuant to
applicable legislation, require the written prescription of a doctor or
dentist and which are dispensed by a licensed pharmacist. This health
care coverage shall also provide for C. strips required for diabetics. The
yearly maximum for Psychologist, Social Worker and Massage Therapist
shall be increased to $275.00.
6. Vision Care Program -- standard family coverage vision care program
providing for up to two hundred dollars ($200.00) payment for prescribed
~ye gLasses for each ~:mil_y_ nJember tC? ___ ~ __ maximu'!' of C?ne (1) pair per
family member in. a twenty-four (24) month period .. The Company shall
pay up to fifty dollars ($50.00) for an eye examination in each twenty
four (24) month period. The Company shall pay for yearly vision
examinations required as a result of medical recommendations from a
qualified physician.
7. Long-term Disability-- for new claims arising on and after September 28,
2004, provide for sixty percent (60%) of pre-injury wages to a maximum
of $900.00 per month (Effective on and after August 31, 2006 -
$1,000.00 per month) with no carve-out/off-set after the employee
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• 39 • exhausts weekly indemnity; the first two years of disability coverage to
be based on own pre-injury job-- thereafter, until recovery, death or age
65, benefit provided if employee cannot work at any employment in
region paying not less than sixty. percent (60%) of pre-injury wages.
Prescription drug coverage referred to in sub-paragraph 5 above shall
be maintained for the first two (2) years of an otherwise eligible
employee's disability coverage.
8. Hearing Plan -- provide for a standard hearing aid plan providing for up
to a maximum $500.00 for each family member in a 5-year period.
In recognition of the fact that the Employer is herein providing benefits
greater than those required by the Unemployment Insurance Act for qualification for
premium reduction, and in recognition of the improvements herein negotiated to other
provided benefits, the parties hereto agree that the Employer shall be entitled to retain
the full amount (i.e. twelve-~~~~~-~~(1-~!1'--C~V of th~ premium red~ction available from the
Unemployment Insurance Commission.
18.02 The benefits and insurance plans referred to in this Article 18 are
necessarily qualified in their entirety by reference to the underlying policies or contracts
of insurance. The terms of any contract issued in respect hereof by an insurance
agency or governmental agency shall be controlling in all matters pertaining to
qualifications of employees for benefits thereunder and in all matters pertaining to the
existence and extent of benefits and conditions. In the event of a change in carrier,
there would be no reduction in the level of benefits referred to in this Article 18.
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• 40 • 18.03 The Employer will pay, on behalf of all seniority employees requiring
prescription glasses, up to two hundred and ten dollars ($210.00) every two (2) years to
pay for prescription safety glasses, if necessary on the. job. The issue of appropriate
safety glasses is to be dealt with by the Joint Health and Safety Committee with the
suggestion of the Committee to be the basis for implementation.
18.04 The Employer agrees to pay on receipt of an invoice on behalf of seniority
' employees, one hundred and thirty dollars ($130.00) annually of the cost of C.S.A.
approved safety boots. Effective on and after August 31, 2005, the Employer agrees to
pay upon receipt of an invoice on behalf of seniority employees, bne hundred and thirty-
five dollars ($135.00) annually of the cost of C.S.A, approved safety boots. Effective on
and after August 31, 2006, the Employer agrees to pay on receipt of an invoice on
behalf of seniority employees, one hundred and forty dollars ($140.00) annually of the
cost of C.S.A. approved safety boots .
18.05 Pension
The plan in effect on ratification, which forms part of this Collective
Agreement, will be maintained during the term of this Collective Agreement.
Effective January 1 , 1994 - unreduced pension for early retirees who on
retirement are at least 60 years of age and have at least fifteen (15) years' pension
service credits.·
For employees eligible for and electing early unreduced pension, the
Employer will maintain OHIP or its equivalent and the Drug Plan until the employee
attains age 65.
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• 41 • Further, any surplus at a given time may be used within the pension plan
pursuant to past practice but shall not be unilaterally extracted from the plan by the
Employer. Further, on the windup of the pension plan, any net surplus left must be
applied to the benefit of the members of the pension plan.
Effective on and after January 1, 2003, provide for additional upgrade
based on 1995 earnings as a further "highest of" option to the options listed "For service
from 1973 to 1992" at page 5 of the Employee Pension Booklet. Further, the Pension
Agreement, section 7.02(b) (Joint and Survivor Benefits) to provide that the pension
payable to a Member with a spouse will be equal to 95% of the pension payable under
Section 7.01. The reduced monthly pension benefit payable to a participant with a
spouse under this Section will be:
(i) decreased by one-half {%).of 1% (0.5%) for each full year in excess of
five {5) years that the spouse's age is less than the participant's age, or
(ii) increased by one-half (%) of 1% (0.5%) for each full year in excess of
five (5) years that the spouse's age exceeds the participant's age.
Further provide that if a retired Member's spouse pre-decease the Member, such
Member may apply for and have his/her pension benefit immediately restored to its
unreduced value.
18.06 In the case of layoffs of otherwise entitled employees, the benefits in
Article 18.01 will continue to the end of the second calendar month following the month
in which the layoff occurs.
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• 42 • ARTICLE 19- WAGES
19.01 Effective August 31, 2004, the wage rates shown on Schedule "A'' shall be
in effect.
19.02 Effective August 31, 2005, the wage rates shown on Schedule "8" shall be
in effect.
19.03
in effect.
19.04
Effective August 31, 2006, the wage rates shown on Schedule "C" shall be
Attached hereto as Schedule "D" is a list of jobs and grades as of the
entering into of this Collective Agreement and relating to the wage structure set out in
Schedules "A", "8" and "C" hereof.
ARTICLE 20- OCCUPATI.ONAL HEALTH AND SAFETY
20.01 The Employer and the Union shall maintain an Occupational Safety and
Health Committee consisting of a minimum of two (2) members elected or appointed by
the Union and a minimum of two (2) members appointed by the Employer. There shall
be a Chairperson for the Union and a Chairperson for the Employer who shall serve as
Co-chairs. There shall be one Occupational Health and Safety Certified Representative
trained for the Argyle Street location during the term of this Collective Agreement, i.e. if
an employee so certified either ceases to be an employee or declines to act as such a
Representative, there shall be no new trained repr~sentatives at Argyle Street.
20.02 The general duties of the Occupational Safety and Health Committee shall
be to monitor compliance with the provisions of the Occupational Health and Safety Act
of Ontario, and
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• 43 • (a) to make a monthly inspection of the plant or place of employment for
the purpose of determining hazardous conditions, to check unsafe
practices and to receive complaints and recommendations with respect
to these matters; . .
(b) to investigate promptly all serious accidents and any unsafe conditions
or practices which may be reported to it.. Such investigations shall
include accidents which might have caused injury to an employee
whether or not such injury occurred;
(c) to hold monthly safety meetings for the discussion of current accidents,
their causes, suggested means of preventing their recurrence, and
reports of investigations and inspections as well as other items deemed
appropriate for Joint Health and Safety Committee;
(d) Minutes are to be taken at all Committee meetings with copies
di~tri~uted pr~_l!lp~ly_t()_ ~J!_~_!3_rnbers of !h~ ~o~~~ttee.
20.03 The Employer shall supply, at no cost to the employee (subject to Articles
18.03 and 18.04 ), all protective clothing and other devices deemed necessary by the
provisions of the Occupational Health and Safety Act or the Health and Safety
Committee to protect employees from injuries arising from their employment with the
Employer. Items currently provided will be continued.
20.04 Accident and Incident Investigations
(a) Every injury or near-miss which involved or would have involved a
worker going to a doctor or hospital must be investigated. The Union
will designate and the Employer will recognize a Health and Safety
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• 44 • Representative for each shift for 'the purpose of these investigations. A
copy of such investigation report shall be given to both the Union and
the Employer Joint Health and Safety Committee Co-Chairs.
(b) The Union co-chairperson or alternate shall be allowed to accompany
government health and safety inspectors on an inspection tour and to
speak with the inspector out of earshot of any other person. Such Union
representatives shall first bring concerns to management before
reporting formally or informally to government agencies or inspectors.
(c) The Employer shall give a copy of any replies to such reports or
documents to the Union co-chairperson and to the Committee.
(d) Incidents involving releases of hazardous substances to the air, earth or
water systems must be investigated.
20.05 Prior to being placed on a job, the Employer shall provide employees with
. pr<?p~_r:. __ ~?!J~!yJns.!r~~ti_()r~ an~_~up~~!~ion in the op~ration of any equipment and/or the
performance of any function required by such employee's job.
20.06 (a) An employee may refuse to work or do particular· work where the
employee has reason to believe that any equipment, machine, device or thing the
employee is to use or operate is likely to endanger such employee or another worker or
that the physical condition of the workplace or the particular part in which the employee
works is likely to endanger the employee.
(b) Upon refusing to work or do particular work, the employee shall promptly
report the circumstances of the refusal to the appropriate supervisor who shall·
investigate forthwith the report in the presence of ,the employee and an employee health
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 45 • and safety representative; if such representative is not available, then in the presence of
a Union Committeeperson.
(c) Until the investigation is completed, the employee shall remain in a safe
place near the work station.
(d) Pending the investigation, no alternate employee shall be assigned to use
or operate the equipment, machine, device or thing or to work in the part' of the
workplace being investigated unless, in the presence of an employee health and safety
representative, the alternate employee has been advised of the other employee's
refusal to work and the reasons for the refusal to work.
(e) This sub-article is a summary of the rights and procedures for refusal of
unsafe work contained in the Occupational Health and Safety Act. The full rights and
procedures listed in the Act shall apply to such work refusals and are incorporated by
reference in this Collective Agreement.
20.07 The Employer shall provide the Occupational Health and Safety
Committee with information concerning the conducting of tests/monitoring in or around
the plant for the purpose of occupational health and safety and one of the Committee
members designated by the Union may be present to review testing/monitoring
procedures. On completion of such tests/monitoring, or periodically if the
tests/monitoring are ongoing, the Occupational Health and Safety Committee shall
receive a copy of the tests/monitoring results.
20.08 The issue of safety training for employees shall be referred to the
Occupational Health and Safety Joint Committee with the Committee to make
appropriate. determination within six (6) months of ratification of the Collective
STRINGER, BRISBIN, HUMPHREY
TORONTO, ONTARIO
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• 46 • · Agreement. The recommendations of the Committee are to be the basis for
implementation.
20.09 The Employer will give a copy' of all W .S.I.B. Form 7's affecting bargaining unit
employees to the Plant WSIB Representative. At the request of an employee, any
attached letter to a Form 7 will be copied and given to the Union upon the employee
signing a Union Disclosure Waiver and subject to issues of confidentiality of third-party
names, medical conditions and similar issues of privacy.
ARTICLE 21 - GENERAL
21.01 Gender-Neutral
Whenever the masculine pronoun is used in this Agreement, it includes
the feminine pronoun where the context or application so requires. Where the singular is
used, it includes the plural where the context or application so requires.
21.02 Non-Discrimination
The parties agree that in accordance with the Ontario Human Rights
Code, there shall be no discrimination against employees by reason of race, ancestry,
place of origin, colour, ethnic origin, citizenship, creed, age, sex, sexual orientation,
record of offenses, marital status, family status, handicap or Union affiliation.
21.03 A Moment of Silence
The Employer will provide for one (1) minute's silence on April 28th of
each year in observance of those workers injured or killed in their workplace.
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 47 • 21.04 Family Support/Garnishee
Where appropriate, pay cheques and T -4's will read "family support" rather
than "garnishee".
21.05 Partial/Total Plant Closure
The Employer shall advise the Union as soon as reasonably possible in
advance of any contemplated shutdown of the operation, including moving any or all of
its operations to a new location, that will affect the employees. Such notice shall be in
writing and indicate the reason for the action.
The Union and the Employer will meet immediately to discuss the
contemplated shutdown with a view to providing a solution to the problem or jobs for the
employees involved.
21.06 Work Re-Entry
(a) In the event an employee becomes permanently incapacitated and is
unable to continue his/her regular job, accommodation will be made in favour of such
employee on the following basis.
If a job vacancy occurs, which such incapacitated employee can perform,
he/she will be placed on such job without necessity of a job posting. A Doctor's
certification of disability by the employee's own Doctor, must be submitted.
The Employer will review all of the circumstances with the Union
Committee before exercising this provision. All exceptions to the seniority provisions of
the Collective Agreement must be mutually agreed to by the parties."
(b) If, for medically-proven health disability, a seniority employee is no longer
able to perform his normal job functions but is capable of regular attendance,
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 48 • reasonable efforts shall be made to find suitable and available alternate work. The
Employer and the Union shall meet to discuss the situation prior to the Employer
making any final decision.
(c) The Employer decision,,, in Paragraphs (a) and (b) is subject to
grievance/arbitration or appeal to the appropriate authority.
(d) Paragraphs (a) and (b) apply to significant long-term or permanent
alternate work situations; not to return to work with temporary restrictions on the
employee's own job or short-term reassignments.
(e) Where there is a dispute between two (2) positions on the ability of the
employee to return to work, the parties will refer the issue(s) to a mutually-acceptable
independent medical specialist for the purpose of evaluating all aspects of the claim.
This independent medical opinion shall be binding on the Employer, the Union and the
employee.
21.07 Preferred Parking
The Employer will make reasonable accommodation for parking requests
from employees with disabilities or pregnant employees.
21.08 Harassment
The Union and the Employer recognize the problem of sexual and racial
harassment in contemporary society and are committed to ensuring that it does not
occur in our workplace. Harassment is not a joke. It is cruel and destructive behaviour
against others that can have devastating effects. It is an expression of perceived power
and superiority by the harasser(s) over another person, usually for reasons over which
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• 49 • the victim has little or no control: sex, race, age, creed, colour, marital status, sexual
. preference, disability, political or religious affiliation or place of national origin.
Harassment on any of these grounds can be made the basis of a
complaint to the Ontario Human Rights Commission.
Harassment can be defined as any unwelcome action by any person,
whether verbal or physical, on a single or repeated basis, which humiliates, insults or
degrades.
"Unwelcome" or "unwanted" in this context means any actions which the
harasser knows or ought to know are not desired by the victim of the harassment.
Sexual harassment is any unwanted attention of a sexual nature such as
remarks about appearance or personal life, offensive written or visual actions like graffiti
or degrading pictures, unwanted touching or patting, or sexual demands.
Racial harassment is any action, whether verbal or physical that
expresses or promotes racial hatred in the workplace such as racial slurs, written or
visually offensive actions, jokes or other unwanted comments or acts.
In any instance of harassment, the preferred first avenue of resolution is
for the victim of the harassment to deal directly with the harasser expressing that the
harasser's actions or statements are unwelcome and/or unwanted. If resolution is not
quickly and genuinely attained, the victim should report the incident as soon as possible
to his/her supervisor. If the supervisor is the harasser, the victim should immediately
bring the situation to the attention of the person to whom the supervisor reports.
However, the experience of harassment can be overwhelming for the
victim. People often react with shock, humiliation and intense anger. Therefore, the
STRINGER, BRISBIN, HUMPHREY TORONTO. ONTARIO
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• 50 • victim of harassment may not always feel comfortable going through the normal
channels for resolving such a problem.
Because of the sensitive, personal natures of sexual and racial
harassment complaints, the victim mayi,prefer to seek Union assistance initially. In any
event, whether the victim of the harassment proceeds individually or with the assistance
of his/her Union representative, both the appropriate Employer official and the
appropriate Union official (Local Union President) must be advised of the harassment
complaint as soon as reasonably possible.
The Employer and the Union officials will meet to expedite the resolution
of the issue within ten (10) working days. Such resolution shall be handled as
confidentially as circumstances permit.
ARTICLE 22 • DURATION
22.01 This Agreement shall become effective on the 31st day of August, 2004,
and shall remain in full force and effect and shall not be re-openable save and except as
otherwise herein expressly provided, until the 30th day of August, 2007, and shall
continue automatically thereafter during annual periods of one (1) year each, unless
either party notifies the other party in writing as provided for in Clause 20.02 hereof of
its desire to negotiate amendments to this Agreement.
22.02 Notice that amendments are required shall only be given during the period
of not more than three (3) months and not less than one (1) month prior to the 30th day
of August, 200! or similar annual periods thereafter. If notice of desire to amend this
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
I. • 51 • Agreement is given by either party in accordance with the foregoing, the other party
I . agrees to meet for the purpose of negotiations.
I. DATED AT DELHI, ONTARIO, THIS 31ST DAY OF AUGUST, 2004.
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DELHI INDUSTRIES INC. NA"riONAL AUTOMOBILE, AEROSPACE, TRANSPORTATION AND GENERAL WORKERS UNION OF CANADA, (CAW-CANADA) AND ITS LOCAL 1859
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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*
GRADE 50·
GRADE45
GRADE40
GRADE 35.
GRADE30
GRADE 25
GRADE 20
GRADE15
GRADE10
GRADE 5
• 52 • SCHEDULE "A"
EFFECTIVE AUGUST 31,2004 ,,.,
START* AFTER 30 AF"rER 60 DAYs- DAYS
AFTER90 DAYS
(CONTINUOUS DAYS ON JOB)
20.70 20.75 20.76 20.97
20.17 20.23 20.33 20.45
19.95 . 20.01 20.06 20.17
19.71 19.76 19.83 19.95
19.52 19.57 19.63 19.71
19.04 19.20 19.36 19.52
18.56 18.72 18.88 19.04
17.74 18.01 18.28 18.56
17.07 17.34 17.61 17.89
17.07
First· thirty (30) days' probationary period may be waived for employees with more than six (6) months' continuous service.
** First thirty (30) days' probationary period and the next subsequent thirty (30) days to sixty (60) continuous days on job may be waived for employees with more than two (2) years' continuous service.
STRINGER, BRISBIN, HUMPHREY TORONTO. ONTARIO
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• 53 • SCHEDULE "B"
EFFECTIVE AUGUST 31, 2005
The wage rates set out in Schedule "A" shall be increased by .20¢ per hour across-the-board in addition to increases generated by the Cost of Living Allowance pursuant to Schedule "E".
*
**
First thirty (30) days' probationary period may be waived for employees with more than six (6) months' continuous service.
First thirty (30) days' probationary period and the next subsequent thirty (30) days to sixty (60) continuous days on job may be waived for employees with more than two (2) years' continuous service.
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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'I • 54 • SCHEDULE "C"
EFFECTIVE AUGUST 31, 2006
The rates established by Schedule "8" will be increased by a further .20¢ per hour across-the-board in addit.ion to increases generated by the Cost of Living Allowance pursuant to Schedule "E".
•
••
First thirty (30) days' probationary period may be waived for employees with more than six (6) months' continuous service .
First thirty (30) days' probationary period and the next subsequent thirty (30) days to sixty (60) continuous days on job may be waived for employees with more than two (2) years'.continuous service.
STRINGER, BRISBIN, HUMPHREY
TORONTO, ONTARIO
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• 55 • SCHEDULE "D"
JOB TITLE & GRADE
COIL FEED & BRAKE PRESS OPERATIONS
PRESS OPERA TOR 3 GR 40 PRESS OPERA TOR 3 GR 40 PRESS OPERA TOR 3 GR 40 PRESS OPERATOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35
TYPICAL FUNCTIONS
21 LJ PRESS 18 LJ PRESS 12' BRAKE PRESS 8' BRAKE PRESS 4' BRAKE PRESS 6' BRAKE PRESS
SHEAR
Lead Hand responsibilities for section paid at GR 50
PUNCH PRESS OPERATIONS
PRESS OPERATOR 2 GR35 PRESS OPERATOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35 PRESS OPERA TOR 2 GR 35
#5 BLOW PRESS 16 LS PRESS #6 BLOW PRESS ALCECO PULLMAX ROUSELLE 6' LENNOX
Lead Hand responsibilities for section paid at GR 50
WHEEL ROOM OPERATIONS
PRESS OPERATOR MACHINE OPERATOR BEADERISPOTWELDER SPECIALIST MACHINE OPERATOR WHEEL ROOM SHIPPING ASSISTANT
3 GR40 2 GR35
GR30 GR40
1 GR30 GR30
18 LS LOUVRE PRESS BALANCERN&O/STAKE PRESS ROLL/SPOTWELD/BEAD BI/RIVITED WHEELS RIVITER OPERA TOR CENTRE DISC INSTALL/SHIPPING ASSIST AS NEEDED
Lead Hand responsibilities for section paid at GR 45
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1 STRINGER, BRISBIN, HUMPHREY
TORONTO, ONTARIO
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I . • 56 • . BLOWER HOUSINGNENTER WELDING OPERATIONS
SPOTWELDER SPOTWELDER FACTORY HELPER
3 1 1
GR35 GR10 GR 10"
SPOTWELD ALL HOUSINGS SPOTWELD BRG BRKTS OFFLOAD PAINT LINE
Lead Hand responsibilities for section paid at GR 45
CABINET SPOTWELDING OPERATIONS
SPOTWELDER SPECIALIST CAB ASSY
3 GR35
GR25 ·
HSG/CAB SPOTWELDING
TWINNING/FRAMES ETC.
Lead Hand responsibilities for section paid at GR 45
CABINET MIG-WELDING OPERATIONS
MIG WELDER MACHINE OPERA TOR SPRAY PAINTER
GR35 2 GR35
GR35
HSG/CAB MIG WELDING DE GREASER ALL SPRAY PAINTING
Lead Hand responsibilities for section paid at GR 45
OEM BLOWER ASSEMBLY OPERATIONS
BLOWER ASSEMBLER BLOWER ASSEMBLER BLOWER ASSEMBLER BLOWER ASSEMBLER MACHINE OPERATOR MACHINE OPERATOR
1 GR30 2 GR35 2 GR35 1 GR30 1 GR30 1 GR 30.
STARTER MOUNTER TESTER PACKER SHAFT POLISH CUT -OFF/SLAB/DEBURR
Lead Hand responsibilities for section paid at GR 45
LINE 1 DISTRIBUTOR ASSEMBLY
ASSEMBLER 2 ASSEMBLER 1
GR 35 ALL DISTRIBUTOR ASSEMBLY GR 30 FILTER SECTION/INSULATION
Lead Hand responsibilities for section paid at GR 45
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• LINE 2 DISTRIBUTOR ASSEMBLY
ASSEMBLER CRATER CRATER HELPER LIGHT ASSEMBLER
2 GR35 GR35 GR35
2 GR 10
57 • ALL DISTRIBUTOR ASSEMBLY ALL CRATING CRATING/SPRAY PAINTING . MOTOR PLA TFORMSNENTER NUTS
Lead Hand responsibilities for section paid at GR 45
SHIPPING RECEIVING AND WAREHOUSING OPERATIONS
SHIPPER WAREHOUSE HELPER STOREKEEPER RCVG/STOCKROOM ASST LIGHT ASSEMBLER 1
GR40 GR20 GR35
GR30 GR05
ALL SHIPPING/RCVG/WHSG WHSG PROCEDURES ALL STORES RESPONSIBILITIES
RCVG/STOCKROOM HELP SET SCREWS/MOTOR CLIPS ETC.
Lead Hand responsibilities for section paid at GR 45
MISCELLANEOUS
SPECIALIST MAINTENANCE APPRENTICE MATERIAL HANDLER MA T'L HANDLER/ PRESS ROOM HELP FACTORY HELPER 2
MAINTENANCE WORK
To be defined as:
GR50
SPEC.
GR30
GR30 GR25
ALL MAINTENANCE FUNCTIONS
ASSIST - MAINTENANCE
ALL PRESS ROOM MOVEMENT
BR.PRESS HELPER MAT'L MOVEMENT FLOATER
1. if working with a significant degree of complexity on a machine or other piece of equipment, without direct assistance from a maintenance person.
2.
3.
i.e. tearing down or re-assembling;
trouble-shooting (correct diagnosis of problem) and proceeding to fix;
use of skills or knowledge not normally used in regular job. i.e. mechanical, machining.
STRINGER, BRISBIN, HUMPHREY
TORONTO, ONTARIO
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• 58 • SCH.EDULE "E"
COST OF LIVING ALLOWANCE
During the period of this ~greement, each employee shall receive a cost of living allowance as set forth in this section.
The amount of cost of living adjustment (COLA) shall be determined in accordance with increases in the Consumer Price Index of the base 1986=1 00, hereafter referred to as the "1986 Consumer Price Index" or "1986 CPI".
In determining the three (3) month average of the indexes for a specified period, the computed average shall be rounded to the nearest .1 Index point -- i.e .. 05 and greater rounded upward and less than the .05 rounded downwards.
The COLA shall be computed using the three (3) month average of the 1986 CPI for February, March and April, 2004 as the base period. Cost of Living · Adjustments will be made on a quarterly basis at the following times:
EFFECTIVE DATE OF ADJUSTMENT
First pay period beginning on or after September 1, 2004and at three (3) calendar month intervals thereafter.
BASED UPON THREE (3) MONTH AVERAGE OF THE 1986 CPI FROM
May, June, July, 2004 and at three (3) calendar month intervals thereafter.
One cent (1 ¢) adjustments in the cost of living shall become payable for each .1 increase in the Consumer Price Index.
For purposes of this Collective Agreement, any paid COLA shall be treated as if it were incorporated into the base rate.
In the event Statistics Canada ceases monthly publication of the Consumer Price Index, or changes the form of the basis of calculating the Index, the parties agree to ask Statistics Canada to make available, for the life of this Agreement, a monthly index in its present form and calculated on the same basis as the Index for 1995. '
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TORONTO, ONTARIO
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'j • 59 • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 310 Wellington Road South London, Ontario N6C 4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berto:
Re: · Excessive Heat
The Employer agrees that when the temperature or humidity in a particular
area of the plant reaches an excessive level, the Employer will meet with the Union
Committee to determine a course of action.
c. Ms. C. Shweertman, Plant Chairperson
-~·nnis Coulter Manager of Operations
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1 STRINGER, BRISBIN, HUMPHREY
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. '• •• 60 • LETTER OF.UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW·Canada) ..... and its Local 1859 310 Wellington Road South London, Ontario N6C.4P4
Attention: Mr. Fergo Berto National Representative ·
Dear Mr. Berto:
Re: Workers• Compensation
In the event an employee has not received a cheque from the Workplace
. Safety and Insurance Board, and the delay is not due to the employee's failure to supply
information in a timely fashion, the employee can apply for Weekly Indemnity and sign a
waiver form as well as authorization for wage deductions, and thereafter, interim
payments will be processed through the Weekly Indemnity Program.
c. Ms. C. Shweertman, Plant .Chairperson
Yours very truly,
oulter Manager of Operations
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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. ., • 61 • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, {CAW-Canada) and its Local 1859 310 Wellington Road South London, Ontario
· N6C4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berta:
Re: Union Office
The Employer will continue during the life of this Agreement to make
space available to the Union· to conduct affairs contemplated by Article 5. Further,
during the life of this Agreement, the parties will meet to discuss options and
alternatives to providing dedicated space for a Union office. If the Employer expands the
plant, it will provide space for a Union office.
Further, the Employer agrees that not later than August 31, 2004, the
Lunchroom shall be available to the Union as a Union office on a shared-use basis.
c. Ms. C. Shweertman, Plant Chairperson
Yours very truly,
-~e!!.J..IJ-'.... oulter Manager of Operations
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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( • 62 • LETTER OF,.UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 ··1·
31 0 Wellington Road South London, Ontario · N6C 4P4
Attention: Mr. Fergo Berto National Representative.
Dear Mr. Berta:
Re: Contracting Out
No seniority employee shall be laid off as a direct result of the contracting
out of bargaining unit work to another business entity.
c. Ms. C. Shweertman, Plant Chairperson
Yours very truly,
nnis Coulter Manager of Operations
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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, • 63 • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 310 Wellington Road South London, Ontario N6C4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berto:
Re: Substance Abuse
Substance abuse is recognized to_ be a serious medical and social
problem that can affect employees. The Employer and the Union have a strong interest
in encouraging early treatment and assisting employees towards full rehabilitation.
The Employer will continue to provide a comprehensive approach to
dealing with substance abuse and its related problems in the workplace. Employer
assistance may include referral of employees to appropriate and available counselling
services or treatment and rehabilitation facilities. !
The Employer will continue to list the employee being treated as eligible
for all normal group insurance benefits while such employee is under a medically
prescribed course of treatment.
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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( • 64 • Ultimate responsibility for the success or failure of such treatment and
rehabilitation, however, lies with the employee. If he/she does not cooperate to the
fullest extent reasonable in such a program, including post-treatment and follow-up, the . ' .
Employer reserves the right to terminate eligibility for normal group insurance benefits, if
otherwise permitted by the Collective Agreement, and to implement appropriate
measures of discipline or reaction to innocent absenteeism, depending on all relevant
circumstances.
Further, the application or non-application of this substance abuse
program in instances of relapse shall be subject to the grievance procedure considering
· all relevant circumstances including the severity of the relapse, the time passage
between the initial program and the relapse, the level of cooperation on the part of the
employee, the employee's work history and the impact of the relapse on the efficient
operation of the workplace.
c---....:oorinis Coulter Manager of Operations
c. Ms. C. Shweertman, Plant Chairperson
STRINGER. BRISBIN, HUMPHREY
TORONTO, ONTARIO
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, • 65 • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, {CAW-Canada) and its Local1859 31 0 Wellington Road South London. Ontario N6C4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berte:
Re: Sexual Harassment
The Employer and the Union recogni~e the problem of sexual harassment
in workplaces and are committed to ensuring it does not occur at the Employer.
Sexual. harassment shall be defined as including:
1. unnecessary touching or patting;
2.
3.
4.
5.
6.
7.
8.
suggestive remarks or sexually-degrading words used to describe an individual
or other similar verbal abuse;
leering at a person's body;
compromising invitations;
demands for sexual favours;
sexual jokes causing embarrassment;
displaying sexually-offensive ma~erial;
physical assault.
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 66 • Complaints and/or grievances under this clause will be handled with all
reasonable confidentiality. In dealing with the complaint and/or grievance, every effort
will be made to discipline and re-locate 'the harasser, not the victim.
c. Ms. C. Shweertman, Plant Chairperson
Yours very truly,
nis Coulter Manager of Operations
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 67 • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 310 Wellington Road South London, Ontario N6C 4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berta:
Re: Labour-Management Meetings
On the request of either party, the Employer and the Union shall meet at
least once every two (2) months until this Agreement is terminated for the purpose of
discussing issues relating to the workplace which affect the parties bound by this
Agreement.
The parties shall provide each other in writing with the issues they wish to
discuss at such meeting at least two (2) working days in advance of the meeting to
allow for an informed discussion.
Such meetings are not intended to serve as grievance meetings. Such
meetings are not intended to replace the normal communications between Union
stewards and supervisors although it is acknowledged that certain topics may be
appropriately discussed through both routes.
STRINGER. BRISBIN, HUMPHREY
TORONTO, ONTARIO
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c. Ms. C. Shweertman, Plant Chairperson
68 • Yours very truly,
s Coulter Manager of Operations
STRINGER, BRJSBJN, HUMPHREY TORONTO, ONTARIO
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. '( • 69 •
LEITER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local1859 310 Wellington Road South London, Ontario N6C4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berta:
Re: Termination and Severance
The Employer shall abide by the provisions of Part XV of the Employment
Standards Act as they are written at September 4, 2001 in cases where an employee is
terminated or permanently laid off.
c. Ms. C. Shweertman, Plant Chairperson
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STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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• 70 • LETTER OF ·uNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) andHsLocal 1859 ~
310 Wellington Road South London, Ontario N6C 4P4
Attention:
Dear Mr. Berto:
c. man, Plant Chairperson
/
Yours very truly,
ager of Operations
STRINGER, BRISBIN, HUMPHREY
TORONTO .• ONTARIO
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'( • LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 310 Wellington Road South London, Ontario N6C 4P4
Attention: Mr. Fergo Berte National Representative
Dear Mr. Berta:
Re: Wheel Room
When employees transfer into the Wheel Room Operations to perform
only the components of the Machine Operator 2 job or the Specialist job as set out
below, they will be paid the greater of their regular classification rate of pay or the
following applicable rate:
Machine Operator 2 Notching Grade 30 Stake Press Grade 25
Wheel Room Specialist Welding Biwheel Grade 35 Rivetting Grade 30
Dennis Coulter Manager of Operations
c. Ms. C. Shweertman, Plant Chairperson
STRINGER. BRISBIN. HUMPHREY
TORONTO, ONTARIO
I ~ '(
I I I I I I I I I I I I I I I
• LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local1859 ··1·
310 Wellington Road South London, Ontario N6C4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berto:
Re: Vacation Entitlement
In recognition of long-standing practices, the Employer and the Union
. agree that employees may elect to forego vacation entitlement in excess of the legal
minimum.
The purpose of this agreement is to allow employees to earn extra money
when such opportunities become available and in no way reduces or otherwise affects
the amount of vacation pay to which they are entitled.
Yours very truly,
c. Ms. C. Shweertman, Plant Chairperson
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
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I
• LETTER OF UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers Union of Canada, (CAW-Canada) and its Local 1859 31 0 Wellington Road South London, Ontario N6C 4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berta:
Re: Scheduled Weekend Overtime
Scheduled weekend overtime is posted on the Wednesday of the week in
which the overtime is to be worked. Employees who are absent on the Wednesday but
otherwise available and eligible for weekend overtime shall advise the employer in
advance of the Wednesday posting if they wish to work the weekend overtime.
For overtime work on Fridays, there is no penalty when a vacation occurs
during that week. There is no requirement that an employee agree to work Friday
overtime to be eligible for Saturday overtime.
c. Ms. C. Shweertman, Plant Chairperson
STRINGER, BRISBIN, HUMPHREY TORONTO, ONTARIO
I , I
I I· I I I I I I,
I I I I ·I.
I
• LETTER OF,.UNDERSTANDING
National Automobile, Aerospace, Transportation and General Workers · · Union of Canada, (CAW-Canada) and its Local 1859 .. (, 310 Wellington Road South London, Ontario N6C 4P4
Attention: Mr. Fergo Berto National Representative
Dear Mr. Berta:
Re: Joint Health and Safety Committee
Not later than March 25, 2005, the Joint Health and Safety Committee will
begin a review of safety training, will investigate and provide recommendations on
improvements, if required, on lockout procedures and develop work refusal forms.
c. Ms. C. Shweertman, Plant Chairperson
din collective'agreement2004.doc
STRINGER, BRISBIN, HUMPHREY
TORONTO, ONTARIO