Canadian Labour Reporter

3 Canadian HR Reporter, a Thomson Reuters business 2018 Vacations with pay: 1 1/4 days per month to start, 1 2/3 days per month after 10 years. Overtime: Time and one-half for all work after 10 hours per day or 44 hours per week; double time for all hours worked on Christmas Day or New Year's Day. May be banked, maximum 160 hours per year. Medical benefits: Employer pays 100% of premiums. Dental: Employer pays 100% of premiums. 80% coverage for basic dental. 50% coverage for major, maximum $1,500 per year. 50% coverage for ortho- dontic, lifetime maximum $1,500. Vision: $300 coverage for glass- es every 2 years, $75 maximum coverage for eye examination 2 times per year. Paramedical: 100% coverage. STD: 60% of weekly salary, maximum benefit equal to cur- rent EI maximum. LTD: Employer pays 100% of premiums for coverage of 66.67% of monthly salary, max- imum $13,000 per month. AD&D: Employer pays 100% of premiums for coverage of 200% of annual salary, maximum $1,100,000. Life insurance: Coverage of 200% of 1-year's salary. Pension: Employer will con- tribute $1.25 per hour worked to RRSP on employee's behalf. Employees have option to con- tribute 0% to 18% via payroll deductions. Bereavement leave: 3 days for death in immediate family (parent, wife, husband, child, father-in-law, mother-in-law, stepparent, brother, sister, grandparents, grandchildren). 2 additional days for travel great- er than 400 kilometres. 1 day for death of son-in-law, daughter- in-law, brother-in-law, sister- in-law, any relative residing in employee's household. Seniority – recall rights: 18 months. Call-in pay: Time and one- half for all hours after 10 hours per day or 44 hours per week; double time for all hours worked on Christmas Day or New Year's Day. Probationary period: 90 work- ing days. Discipline: Sunset clause is 24 months. Safety shoes: Where employ- er's regulations regarding safety footwear exceed Workers' Compensation Board regula- tions, employer will supply such footwear. Uniforms/clothing: Employer will provide welder's leather jackets, aprons where appro- priate; rubber boots, aprons, gloves and goggles where ap- propriate when employees are cleaning or washing machinery or equipment; work gloves where handling of materials is likely to puncture, abrade, irritate hands or arms. Where work is performed in inclement weather, necessary rain wear and gloves will also be made available. Tool allowance: Employer will replace employee's hand tools, pneumatic tools, power tools, tool boxes required for job, which may be lost (includes stolen/fire damage), worn out or broken while used on job. Mileage: $0.52 per kilometre for all distances travelled on employer business. Sample rates of hourly pay (current, after 2.5% increase): Heavy-equipment mechanics Labour/mechanic helper 1 (not registered as apprentice): $16 rising 3 steps to $16.40 Labour/mechanic helper 2 (not registered as apprentice): $18 rising 3 steps to $18.45 First-year apprentice: $19.80 rising 3 steps to $20.30 Second-year apprentice: $23.10 rising 3 steps to $23.68 Third-year apprentice: $26.40 rising 3 steps to $27.06 Fourth-year apprentice: $29.70 rising 3 steps to $30.45 Journeymen heavy-equipment mechanic: $33 rising 3 steps to $33.83 Journeymen heavy-equipment mechanic (trailer CVIP- qualified): $34 rising 3 steps to $34.86 Journeymen heavy-equipment mechanic (all CVIP-qualifed): $36 rising 3 steps to $36.91 Journeymen heavy-equipment mechanic (dual-qualified HD and automotive): $38 rising 3 steps to $38.96 Apprentices Two-year program First-year: 65% of certified jour- neyman rate Second-year: 90% of certified journeyman rate Three-year program First-year: 65% of certified jour- neyman rate Second-year: 75% of certified journeyman rate Third-year: 90% of certified journeyman rate Four-year program First-year: 65% of certified jour- neyman rate Second-year: 70% of certified journeyman rate Third-year: 80% of certified journeyman rate Fourth-year: 90% of certified journeyman rate Five-year program First-year: 65% of certified jour- neyman rate Second-year: 70% of certified journeyman rate Third-year: 75% of certified journeyman rate Fourth-year: 85% of certified journeyman rate Fifth-year: 90% of certified jour- neyman rate Editor's notes: Standby: Minimum 4 hours' regular pay per day or actual hours worked, whichever is greater. Meal allowances: Employees on travel status away from seniority block will be entitled to $45 per day. Telephone allowance: Employees authorized to travel who are required to obtain overnight accommodation will be entitled to $10 for every 2 consecutive nights away, if employee has not been issued company telephone or cellphone. EDUCATION Mount Allison University Sackville, N.B. (200 faculty members, librarians) and the Mount Allison Faculty Association (MAFA) Renewal agreement: Effective Dec. 21, 2016, to June 30, 2019. Signed on Dec. 21, 2016. Wage adjustments: Effective July 1, 2017: 1.65% Effective July 1, 2017: 1.75% Paid holidays: 7 days, plus all days from Dec. 24 to Jan. 1 inclusive (Dec. 23 when it is on Monday, Wednesday, Thursday or Friday and Jan. 2 when it is on Tuesday, Wednesday, Thurs- day or Friday.). Vacations with pay: 25 days or 4.6%, plus 1.25 days per month of service. 15 days may be car- ried forward. Sick leave: 15 days of sick-leave credits on employee's date of in- itial appointment, then 1.25 day per month of service, maximum 30 days. Pension: Mount Allison de- fined contribution pension plan. Employer contributes 8.4% (previously 8.25%), em- ployee contributes 6.4% (previ- ously 6.25%). Bereavement leave: 10 days for death in immediate family. Discipline: Sunset clause is 48 months. CANADIAN LABOUR REPORTER COLLECTIVE AGREEMENTS < from pg. 1 Meal allowances: Employees on travel status away from seniority block will be entitled to $45 per day.

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