Canadian Labour Reporter

COLLECTIVE AGREEMENTS COLLECTIVE AGREEMENTS half or 4 hours' work at regu- lar hourly rate, whichever is greater. Probationary period: 65 days of work within 6 consecutive months. Discipline: Sunset clause is 18 months for any warnings, sus- pension, disciplinary action. Severance: $20,000 for em- ployees with 5 or fewer years of service; $30,000 for em- ployees with 6 to 10 years of service; $40,000 for employees with more than 10 years of ser- vice as enhanced severance. Safety shoes: $200 (previously $175) for approved footwear (and if required, insoles) from supplier chosen by employer. Uniforms/clothing: Employ- ees will be given points each year to purchase clothing. Ser- vice technicians/drivers will be given 1 parka or 1 rain/wind suit or 1 3-in-1 jacket in year 1 of agreement. QC technician will be given 3 lab coats and 1 parka in year 1. Shipper receiv- ers, engineers will be given 1 parka in year 1. Warehouse department will be given 1 parka in year 1. Skilled trades and battery changer will be given maximum 11 coveralls in lieu of shirts and pants (to be cleaned by employer); 1 parka in year 1. Tool allowance: $1,500 for length of collective agreement for purchase, repair or replace- ment of required work tools for stationary engineers, fleet maintenance, production- maintenance employees. $720 for length of collective agree- ment for purchase, repair or replacement of required work tools for equipment-service technician, equipment-service technician trainee. Sample rates of hourly pay (current, after 4.5% in- crease): Wage bracket 1 Class G delivery driver: $23.32 rising 2 steps to $24.38 Wage bracket 2 Distribution check-in/raw materials/machine opera- tor/order builder/warehouse forklift/production material handler/battery charger/CO2 filler/cleaner/general duties/ recycle/repack/special build, returns and Ty-Gard/reliever: $29.57 $30.16 $30.91 Wage bracket 3 Pallet checker/sales equip- ment service trainee/shunter/ IPT forklift: $29.78 rising 2 steps to $31.13 Wage bracket 4 Filler operator/sanitation op- erator: $29.86 rising 2 steps to $31.22 Wage bracket 5 BIB operator/shipper receiver: $30.43 rising 2 steps to $31.82 Wage bracket 6 QC technician/syrup maker/ in-line blow-mold operator: $31.44 rising 2 steps to $32.87 Wage bracket 7 Delivery driver: $31.51 rising 2 steps to $32.94 Wage bracket 8 Sales equipment service per- son: $31.57 rising 2 steps to $33 Wage bracket 9 Stationary engineer (class 3): $32.03 rising 2 steps to $33.49 Wage bracket 10 Stationary engineer (class 2): $33.10 rising 2 steps to $34.61 Wage bracket 11 Fleet maintenance/forklift mechanic: $35.94 rising 2 steps to $37.57 Wage bracket 12 Production maintenance: $37.98 rising 2 steps to $39.71 Temporary rates Warehouse/production: $18.51 rising 2 steps to $19.35 Driver: $28 rising 2 steps to $29.27 Union bargaining committee: $33.38 rising 2 steps to $34.89 Production maintenance ap- prentice First 1,000 hours: 65% of jour- neyman's wage rate Second 1,000 hours: 70% of journeyman's wage rate Third 1,000 hours: 75% of jour- neyman's wage rate Fourth 1,000 hours: 80% of journeyman's wage rate Fifth 1,000 hours: 85% of jour- neyman's wage rate Sixth 1,000 hours: 90% of jour- neyman's wage rate Seventh 1,000 hours: 95% of journeyman's wage rate Eighth 1,000 hours: 95% of journeyman's wage rate Editor's notes: Long-service leave: 2 weeks with regular pay of special long-service leave for employee who completes 25th, 30th, 35th, 40th, 45th year of employment (full-time employees hired after June 10, 2016 will not be eligible). Social justice/ community funds: Employer will contribute $0.02 per hour per employee to Unifor social justice fund and $0.02 per hour per employee to Unifor Canadian community fund. PIPELINE COATING Shaw Pipe Protection Camrose, Alta. (70 production employees) and United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International (USW), Local 1-207 Renewal agreement: Effective Jan. 1, 2019 to June 1, 2022. Rati- fied on April 17, 2019. Signed on April 17, 2019. Wage adjustments: Effective date of ratification: 1.25% Effective Jan. 1, 2020: 1% Effective Jan. 1, 2021: 1% Shift premium: $1.50 above highest classification that employee leads or above own rate, whichever is greater, for employee working as lead-hand. $0.80 per hour for work during afternoon shifts (3:30 p.m. to 11 p.m.). $1.25 per hour for work during night shifts (11 p.m. to 7 a.m.). $0.25 per hour for em- ployer-designated first-aid per- sonnel. Time and one-half rate for balance of week if employee changes shift more than once per week, unless second change is to return to original shift. Paid holidays: 11 days. Vacations with pay: 1 day per month, maximum 10 days, to start, 3 weeks or 6% after 1 year, 4 weeks or 8% after 5 years, 5 weeks or 10% after 17 years, 6 weeks or 12% after 25 years. Overtime: Time and one-half for work on Saturday, plant holidays; double time after 4 hours of overtime; double time for work on Sunday. Time and one-half for first 2 hours of daily overtime; double time there- after for 8-hour shifts. Time and one-half for work on first scheduled day off; double time after 8 hours; double time for work on Saturday, Sunday for 10-hour shifts. Double time for work after 12 hours per day for 12-hour shifts. Dental: 90% reimbursement for preventative. 80% reimburse- ment for endodontics and peri- odontics. 70% reimbursement for dentures and denture repair. 70% reimbursement for crown and bridges. Vision: $400 per employee or dependant over 2-year period (no carryover). STD: Coverage of 66 2/3% of weekly equivalent of annual maximum insurable earnings. AD&D: Coverage of 1 times earnings, maximum $1,000,000. Life insurance: Coverage of 1 times earnings, maximum $1,000,000. Pension: Employer will contrib- ute $3.05 per hour into group RRSP. Bereavement leave: 3 days for death in immediate family (wife, husband, common-law spouse, mother, father, chil- dren, stepchildren, stepparents, brother, sister, grandparents, grandchildren, brother-in-law, sister-in-law, mother-in-law, father-in-law, grandparents-in- law). 1 unpaid day for death not in immediate family. Seniority – recall rights: 12 months after continuous lay- off, to start; 24 months after continuous layoff, after 1 year of service; 30 months after continuous layoff, after 5 years of service; 36 months after con- tinuous layoff, after 8 years of service. 5 Canadian HR Reporter, a HAB Press business 2020 CANADIAN LABOUR REPORTER CANADIAN LABOUR REPORTER

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