Canadian Labour Reporter

COLLECTIVE AGREEMENTS COLLECTIVE AGREEMENTS Life insurance: Coverage of 250% of annual earnings, maxi- mum $430,000. Pension: Employer will con- tribute $0.50 per hour, em- ployee will contribute $0.35 per hour, to employer-sponsored RRSP. Bereavement leave: 3 days to grieve, attend funeral, take care of issues relating to death of member of immediate fam- ily as defined in Alberta Em- ployment Standards Code. Seniority – recall rights: 1 year for employee who goes to work for local union which represents employee in their bargaining unit; 180 calendar days for any employee promot- ed to position outside bargain- ing unit who later proves to be unsatisfactory for such posi- tion or for reduction in staff of department or if employee wishes not to accept position. 120 calendar days following layoff. Call-in pay: Minimum 4 hours of pay at applicable overtime rate. Probationary period: 120 cal- endar days. Discipline: Sunset clause is 12 months for discipline history. Safety shoes: $200 once every 24 months for CSA-approved steel-toed footwear. All safety footwear must be either 6 inches or higher; made from grade 1 CSA steel-toed boots with steel sole-plate protec- tion or composite/plastic rein- forcement-type materials. Uniforms/clothing: Coveralls supplied to machine-shop em- ployees will be cleaned weekly by employer. Tool allowance: $150 per year to each machine shop employ- ee. Specialty tools will be pro- vided by employer as required, but will remain property of employer. Sample rates of hourly pay (current, after 1.5% in- crease): Distribution employees TL-distribution (3,841+ hours): $26.74 rising 2 steps to $27.15 Distribution (3,841+ hours): $23.68 rising 2 steps to $24 04 Distribution (3,361 to 3,840+ hours): $23.06 rising 2 steps to $23.41 Distribution (2,881 to 3,360+ hours): $22.45 rising 2 steps to $22.79 Distribution (2,401 to 2880+ hours): $21.89 rising 2 steps to $22.22 Distribution (1,921 to 2,400+ hours): $20.89 rising 2 steps to $21.20 Distribution (1,441 to 1,920+ hours): $20. 71 rising 2 steps to $21.02 Distribution (961 to 1,440+ hours): $20.17 rising 2 steps to $20.47 Distribution (481 to 960+ hours): $19.57 rising 2 steps to $19.87 Distribution (0 to 480+ hours): $18.97 rising 2 steps to $19.26 Manufacturing employees TL-manufacturing (3,841+ hours): $26.16 rising 2 steps to $26.56 Manufacturing (3,841+ hours): $23.10 rising 2 steps to $23.45 Manufacturing (3,361 to 3,840+ hours): $21.22 rising 2 steps to $21.54 Manufacturing (2,881 to 3,360+ hours): $20.64 rising 2 steps to $20.96 Manufacturing (2,401 to 2880+ hours): $20.19 rising 2 steps to $20.49 Manufacturing (1,921 to 2,400+ hours): $19.49 rising 2 steps to $19.79 Manufacturing (1,441 to 1,920+ hours): $18.95 rising 2 steps to $19.24 Manufacturing (961 to 1,440+ hours): $18.55 rising 2 steps to $18.83 Manufacturing (481 to 960+ hours): $18.15 rising 2 steps to $18.42 Manufacturing (0 to 480+ hours): $17.77 rising 2 steps to $18.04 Editor's notes: Medical certificates: If employee is absent from work for 3 or more days consecutively, signed certificate may be requested by employer upon employee's return to work and cost of signed certificate will be paid for by employer. BEVERAGE BOTTLING Coca Cola Refreshments Canada Brampton, Ont. (810 production employees) and Unifor, Local 973 Renewal agreement: Effective June 15, 2019 to June 10, 2022. Signed on April 30, 2019. Wage adjustments: Effective year 1: 0.5% Effective year 2: 2% Effective year 3: 2.5% Shift premium: $0.80 per hour for lead-hands in skilled trades, equipment service, fleet warehouse, production depart- ments. $2 per hour for Satur- day; $2.25 per hour for Sunday (unless employee is entitled to be paid at time and one-half or 2 times hourly rate). $1 per hour for each hour worked if employee's shift hours are regu- larly scheduled between 5 p.m. and 5 a.m. Paid holidays: 10 days plus Christmas Eve day, New Year's Eve day, day after New Year's Day plus 1 floater. Vacations with pay: 2 weeks or 4% after 1 year, 3 weeks or 6% after 5 years, 4 weeks or 8% after 10 years, 5 weeks or 10% after 20 years, 6 weeks or 12% after 30 years. Overtime: Time and one-half for all work after 8, 10 or 12 hours per day. Double time for all work on Sunday. Time and one-half for work on fifth shift per week (for 4-day-per- week workers); on sixth shift per week (for 5-day-per-week workers); double time for all work on seventh shift per week (for 5-day-per-week workers) or on sixth or seventh shift per week (for 4-day-per-week workers). Dental: $2,000 per year for pre- ventative/major treatment ben- efit per individual; maximum $3,000 per child per lifetime for orthodontic treatment. Vision: $275 per insured fam- ily member in each 24-month period (amount may be applied to laser eye surgery). 1 vision exam in each 24-month period. Paramedical: $750 per year for speech pathologist; $400) per year for psychologist; $350) per year for chiropractic; $350) per year for osteopath/naturopath/ podiatrist. Weekly indemnity: 66 2/3% of regular straight time earn- ings, maximum $650 per week, maximum 39 weeks. Sick leave: One-half day for each completed month of em- ployment to start; 6 days due to bona-fide illness, each day equivalent to 8 hours, for 48 hours per year. Employees will receive 100% of balance payout of accrued sick leave by March 1 of following year; employee who achieves perfect atten- dance (takes no sick days) will receive 125% payout of accrued sick time. LTD: Employer pays 100% of premiums for coverage of 66 2/3% of regular straight-time earnings, maximum monthly benefit of $2,800 after 39 weeks of absence. AD&D: Coverage of $120,000 (single coverage). Life insurance: Coverage of $60,000. Bereavement leave: 3 days for death of wife, husband, com- mon-law spouse, same-sex partner, child, father, mother, brother, sister, mother-in-law, father-in-law. 1 day for death of grandmother, grandfather, grandchild, brother-in law, sister-in-law, daughter-in-law, son-in-law. Additional 2 days may be given for travel time. Seniority – recall rights: 24 months after layoffs; 12 months for employees whose jobs are permanently discon- tinued. After 3-year period from date of hire at Brampton location, employee will have seniority standing at Bramp- ton recalculated by using se- niority date from transferred location when employee moves from other location to Brampton location. Call-in pay: Time and one- November 30, 2020 Canadian HR Reporter, a HAB Press business 2020 4

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