COLLECTIVE AGREEMENT BETWEEN BFI CANADA INC. AND. December 5, December 4, DON McGILL Secretary-Treasurer

Transcription

1 COLLECTIVE AGREEMENT BETWEEN BFI CANADA INC. AND TEAMSTERS LOCAL UNION No. 213 December 5, December 4, 2009 DON McGILL Secretary-Treasurer

2 i TABLE OF CONTENTS BFI CANADA INC. ARTICLE PAGE 1. BARGAINING AGENCY AND DEFINITION DURATION OF AGREEMENT UNION SECURITY AND DISPATCH PROCEDURES DEDUCTION OF DUES, ETC UNION ACTIVITIES OF EMPLOYEES AND LEAVE OF ABSENCE SHOP STEWARDS WORK CLOTHES, UNION PRODUCTS AND SERVICES UNION NOTICES CONFLICTING AGREEMENT PROTECTION OF RIGHTS TRANSFER OF TITLE OR INTEREST GRIEVANCE PROCEDURE JOB POSTING, ETC TECHNOLOGICAL CHANGE AND RETRAINING SEVERANCE PAY PAY DAY AND PAY STATEMENTS, ETC ANNUAL VACATIONS GENERAL HOLIDAYS SEPARATION OF EMPLOYMENT SENIORITY DAYS AND HOURS OF WORK AND OVERTIME LUNCH AND REST PERIODS... 14

3 ii 23. COMPENSATION COVERAGE SAVINGS CLAUSE INSPECTION PRIVILEGES SANITARY FACILITIES, ETC SAFETY AND HEALTH BONDING MANAGEMENT HEALTH AND WELFARE PLAN PENSION PLAN ARTICLE HEADINGS TRANSPORTATION MEDICAL EXAMINATIONS TRUCK MAINTENANCE AND SAFETY CLASSIFICATIONS AND WAGE RATES, ETC PAID ELECTION TIME OFF GENDER TOOLS TRANSFERRED EMPLOYEES SIGNATORY PAGE APPENDIX "A" - REGULAR RATES OF PAY PER HOUR APPENDIX "B" - WAGES & INCENTIVE PROGRAMS LETTER OF UNDERSTANDING # LETTER OF UNDERSTANDING #

4 THIS AGREEMENT EFFECTI VE t hi s 5 th day of December, BETWEEN: BFI CANADA INC. 25 Fawcet t Road Coqui t l am, B. C. V3K 6V2 ( her ei naf t er r ef er r ed t o as t he " Empl oyer " ) PARTY OF THE FI RST PART AND: TEAMSTERS LOCAL UNION No. 213, affiliated with the International Br ot her hood of Teamst er s, of t he Ci t y of Vancouver, Pr ovi nce of Br i t i sh Col umbi a; ( her ei naf t er r ef er r ed t o as t he " Uni on" ) PARTY OF THE SECOND PART 1. BARGAINING AGENCY AND DEFINITION (a) (b) The Empl oyer r ecogni zes t he Uni on as t he sol e col l ect i ve bar gai ni ng agency of al l empl oyees as set out i n t he Cer t i f i cat e of Bar gai ni ng Authority. The termempl oyee as used i n t hi s Agr eement shal l appl y t o any per son per f or mi ng wor k i n any j ob whi ch i s cover ed by t he Cer t i f i cat e and/ or this Agreement. ( c) Al l wor k wi t hi n t he bar gai ni ng uni t shal l be per f or med onl y by t hose per sons comi ng wi t hi n t he bar gai ni ng uni t who ar e member s of t he Uni on as pr escr i bed her ei n, or who ar e el i gi bl e t o become member s under Ar t i cl e 3 her ei n. As l ong as bar gai ni ng uni t member s ar e avai l abl e, no per son out si de t he bar gai ni ng uni t shal l per f or m wor k r egul ar l y per f or med by member s of t he bar gai ni ng uni t except f or t he pur pose of i nst r uct i on, exper i ment at i on, demonst r at i on, or i n t he case of emer gency. Except as ot her wi se agr eed i n wr i t i ng by t he par t i es, t he Empl oyer agr ees that it will not contract out work normal l y per f or med by bar gai ni ng uni t member s wher e such woul d r esul t i n t he l ayof f of bar gai ni ng uni t empl oyees, or t he f ai l ur e t o r ecal l l ai d of f empl oyees. The Par t i es agr ee t hat t he cont r act i ng out pr esent l y i n pr act i ce of wor k r egul ar l y per f or med by member s of t he Bar gai ni ng Uni t may cont i nue subj ect t o t he above and will not be used to limi t t he gr owt h of t he bar gai ni ng uni t. I t i s r ecogni zed by t hi s Agr eement t o be t he dut y of t he Empl oyer and t he Uni on and t he empl oyees t o f ul l y co- oper at e, i ndi vi dual l y and

5 col l ect i vel y. The Uni on, and t he member s t her eof, agr ee at al l t i mes as fully as it may be wi t hi n t hei r power, t o f ur t her t he i nt er est s of t he Empl oyer. The par t i es t o t hi s Agr eement r ecogni ze t hat st ability in wages and wor ki ng condi t i ons and compet ency of wor kmen ar e essent i al t o t he best i nt er est of t he i ndust r y and t he publ i c, and agr ee t o st r i ve t o el i mi nat e al l f act or s whi ch t end t owar ds unst abilizing these condi t i ons.

6 3 2. DURATION OF AGREEMENT (a) This Agreement shal l be f or t he per i od f r om and i ncl udi ng December 5, 2006, t o and i ncl udi ng December 4, Ei t her par t y t o t hi s agr eement may, within four mont hs i mmedi at el y pr ecedi ng December 4, 2009, gi ve t o t he ot her par t y wr i t t en not i ce t o commence col l ect i ve bar gai ni ng. ( b) Shoul d ei t her par t y gi ve wr i t t en not i ce t o commence col l ect i ve bar gai ni ng nei t her t he Empl oyer nor t he Uni on shal l, except wi t h t he consent of t he ot her, al t er any t er m of t hi s Agr eement unt i l a st r i ke or l ockout has commenced, a new Col l ect i ve Agr eement has been negot i at ed or t he r i ght of t he Uni on t o r epr esent t he empl oyees i n t he bar gai ni ng uni t has been termi nat ed, whi chever occur s f i r st. (c) It is mut ual l y agr eed t hat t he oper at i on of sub- sect i on 2 of Sect i on 50 of t he Labour Rel at i ons Code i s speci f i cal l y excl uded f r om oper at i on i n this Agreement. 3. UNION SECURITY AND DISPATCH PROCEDURES (a) All empl oyees, as a condi t i on of empl oyment, shal l be r equi r ed t o si gn a dues aut hor i zat i on f or m as pr ovi ded under t he Labour Rel at i ons Code, and t o pay such dues t o t he Uni on. The Uni on r ecogni zes t he r i ght of t he Empl oyer t o hi r e whomever i t chooses, subj ect t o t he Seni or i t y pr ovi si ons cont ai ned her ei n. The Empl oyer may, however, gi ve t he Uni on an oppor t uni t y t o r ef er sui t abl e appl i cant s f or consi der at i on. (b) The Empl oyer shal l have new employees fill in the requi r ed Uni on Member shi p and Deat h Benef i t car ds, whi ch will be suppl i ed t o t he Empl oyer by t he Uni on, and mail same i n t o t he Uni on of f i ce as soon as possi bl e. All empl oyees shal l have a pr obat i onar y per i od of one hundr ed and t went y ( 120) cal endar days. On compl et i on of t he pr obat i onar y per i od, seni or i t y shal l dat e back t o dat e of hi r e. Empl oyer t o pr ovi de f or ongoi ng eval uat i ons dur i ng t hi s per i od. (c) All empl oyees shal l be r equi r ed t o be a member of t he Uni on as a condi t i on of empl oyment wi t h t he Empl oyer. Shoul d any empl oyee cover ed by t he bar gai ni ng uni t cease, or r ef use t o become a member i n good st andi ng of t he Uni on, t he Empl oyer shal l upon not i f i cat i on f r om t he Uni on, di schar ge such empl oyee. 4. DEDUCTION OF DUES, ETC.

7 4 ( a) The Uni on shal l each mont h mai l t o t he Empl oyer a checkof f f or m, in dupl i cat e, set t i ng out t he name of each empl oyee i n t he Uni on and t he amount s of dues, et c. t hey owe. The Empl oyer shal l del et e any names f r om such l i st of empl oyees who have t er mi nat ed si nce t he pr evi ous l i st and shal l al so add t he names of any new empl oyees. (b) (c) All empl oyees shal l be r equi r ed t o si gn aut hor i zat i on f or checkof f of Uni on dues, f ees and assessment s whi ch may be l evi ed by t he Uni on i n accor dance wi t h t he Const i t ut i on and/ or By- Laws. Such checkof f shal l be i r r evocabl e. The Empl oyer shal l deduct and pay over t o t he Secr et ar y- Tr easur er of t he Uni on, any mont hl y dues, f ees, and assessment s l evi ed i n accor dance wi t h t he Uni on' s By- Laws, owi ng by sai d empl oyees her eunder t o t he sai d Uni on. Moni es deduct ed dur i ng any mont h shal l be f or war ded by t he Empl oyer t o t he Secr et ar y- Tr easur er of t he Uni on not l at er t han t he t ent h ( 10t h) day of each f ol l owi ng mont h, and one ( 1) copy of t he checkof f l i st as above ment i oned. To enabl e t he Uni on t o enf or ce t hi s pr ovi si on, a Busi ness Repr esent at i ve of t he Uni on shal l have access t o t he Empl oyer payr ol l r ecor ds f or al l Uni on member s. If the Empl oyer f ai l s t o adher e t o t hese pr ovi si ons t hen t he Empl oyer shal l onl y be l i abl e t o t he Uni on f or t he dues not deduct ed and r emi t t ed. 5. UNION ACTIVITIES OF EMPLOYEES AND LEAVE OF ABSENCE (a) The Empl oyer agr ees t o gr ant t he necessar y t i me off, without di scr i mi nat i on or l oss of seni or i t y r i ght s and wi t hout pay, t o any empl oyee desi gnat ed by t he Uni on t o at t end a l abour convent i on or ser ve i n any capaci t y on ot her of f i ci al Uni on busi ness, pr ovi di ng f i ve ( 5) days' wr i t t en not i ce i s gi ven t o t he Empl oyer by t he Uni on, speci f yi ng l engt h of t i me of f not t o exceed seven ( 7) cal endar days. The Uni on agr ees t hat i n maki ng i t s r equest f or t i me of f f or Uni on act i vi t i es, due consideration will be given to the number of men af f ect ed i n or der t hat t her e shal l be no disruption of t he Empl oyer ' s oper at i on due t o l ack of avai l abl e empl oyees, but i n no event shal l t he number of empl oyees of f at any one t i me exceed t wo ( 2) i n number, unl ess ot her wi se mut ual l y agr eed. ( b) Dur i ng aut hor i zed l eave of absence, an empl oyee shal l mai nt ai n and accumul at e seni or i t y. (c) When an empl oyee suf f er s an i nj ur y, whet her on t he j ob or not, or suf f er s any i l l ness pr event i ng hi m fromr epor t i ng t o wor k, he will automatically be gr ant ed l eave of absence, wi t hout pay, except as ot her wi se st i pul at ed in this Agreement, unt i l such t i me as he can pr oper l y r et ur n t o wor k.

8 5 Not hi ng her ei n af f ect s t he r i ght of t he Empl oyer t o di smi ss f or j ust and r easonabl e cause based on absent eei sm due t o medi cal or ot her r easons. ( d) I f an empl oyee desi r es a l eave of absence f or r easons ot her t han t hose r ef er r ed t o above, he must obt ai n per mi ssi on, i n wr i t i ng, f or t he same fromt he Empl oyer and t he Employer will send a copy of same t o t he Uni on. However, no l egi t i mat e and r easonabl e r equest f or a l eave of absence will be deni ed as l ong as oper at i ng ef f i ci enci es will not be affected. (e) When an empl oyee suf f er s an i nj ur y or i l l ness whi ch r equi r es hi s absence, he shal l r epor t t he f act t o t he Empl oyer as ear l y as possi bl e, wi t h a mi nimum of one hour not i ce bef or e t he st ar t of t he empl oyee' s shi f t. ( f ) I n case of deat h i n t he i mmedi at e f ami l y, t he empl oyee af f ect ed shal l be gr ant ed compassi onat e l eave of absence wi t h f ul l pay f or t hr ee ( 3) days. Immedi at e f amily means: husband, wi f e, mot her, f at her, chi l dr en, si st er, br ot her, mot her and f at her - i n- l aw, si st er and br ot her - i n- l aw, gr andpar ent s, gr andchi l dr en, and st ep- par ent s. (g) (h) Any empl oyee who i s r equi r ed t o per f or mjur y Dut y on a day whi ch he woul d nor mal l y have wor ked, or at t ends cour t i n r esponse t o a subpoena onl y t o gi ve evi dence as a Wi t ness concer ni ng mat t er s occur r i ng dur i ng t he r egul ar cour se of hi s empl oyment wi t h t he Employer, will be reimbur sed by t he Empl oyer f or t he di f f er ence bet ween t he pay r ecei ved f or Jur y Dut y or Wi t ness at t endance and hi s r egul ar st r ai ght t i me hour l y r at e of pay f or hi s r egul ar l y schedul ed hour s of wor k. I t i s under st ood t hat such reimbur sement shal l not be f or hour s i n excess of ei ght ( 8) or t en ( 10) hour s per day or f or t y ( 40) per week, l ess pay r ecei ved f or Jur y at t endance and Jur y Dut y pay or Wi t ness Fee r ecei ved t her ef or, and t he empl oyee shal l be r esponsi bl e t o account t o t he Empl oyer f or Wi t ness Fee r ecei ved bot h wi t h a subpoena and subsequent l y t o t he ser vi ce t her eof. Any empl oyee on Jur y Dut y or Wi t ness at t endance shal l, subj ect t o t hi s pr ovi si on, make hi msel f avai l abl e f or wor k bef or e or af t er bei ng r equi r ed f or such dut y, whenever pr act i cabl e. When any empl oyee her eunder i s ei t her el ect ed or appoi nt ed t o a f ul l t i me j ob wi t h t he Uni on, he shal l be gr ant ed l eave of absence f or a per i od of up t o one ( 1) year wi t hout pay. 6. SHOP STEWARDS ( a) Ther e shal l be a Shop St ewar d appoi nt ed, i f t he Uni on wi shes, t o see t hat t he pr ovi si ons of t hi s Agr eement ar e adher ed t o. ( b) The Shop St ewar d shal l have no aut hor i t y t o al t er, amend, vi ol at e, or ot her wi se change any par t of t hi s Agr eement. (c) The Employer will recogni ze t he Shop St ewar d sel ect ed i n accor dance wi t h t he Uni on r ul es and r egul at i ons as t he r epr esent at i ve of t he empl oyees i n t he r espect i ve gr oups or depar t ment s f or whi ch t hey ar e chosen, and

9 6 her eby r ecogni zes t hat t he power t o appoi nt and r emoval t her eof i s sol el y vest ed wi t h t he Uni on. The number of Stewards will be consistent with t he need. (d) The Union will advise the Empl oyer of t he i dent i t y of al l Shop St ewar ds. ( e) Shop St ewar ds shal l be al l owed t o t ake up gr i evances dur i ng wor ki ng hour s, wi t hout l oss of pay. St ewar ds will inform Super vi sor s when i nvol ved i n gr i evances. (f) Up to a maxi mumof f our ( 4) Shop St ewar ds shal l be al l owed t i me off work, wi t h pay, f or one ( 1) day i n each cal endar year f or t he pur pose of at t endi ng a l abour r el at i ons or i ent ed educat i onal semi nar conduct ed by t he Uni on. ( g) Dur i ng negot i at i ons t he Uni on may have a negot i at i ng commi t t ee i n at t endance and t he wages will be paid on a straight time basi s t o a maxi mum of ei ght ( 8) hour s i n any one ( 1) day, on t he basi s of a t hr ee (3) man commi t t ee unl ess addi t i onal commi t t ee member s ar e mut ual l y agr eed upon and pai d on a 50% - 50% cost shar ed basi s. 7. WORK CLOTHES, UNION PRODUCTS AND SERVICES The Empl oyer shal l pr ovi de and mai nt ai n f or each empl oyee, f r ee of char ge, t he following: (a) The Empl oyer shal l pr ovi de uni f or ms t o dr i vi ng empl oyees af t er compl et i ng t hei r ni net y ( 90) day pr obat i on per i od. Uni f or ms, which will be replaced once per year, shal l consi st of f i ve ( 5) shi r t s, f i ve ( 5) pai r of pant s or shor t s and t wo ( 2) j acket s. Dr i vi ng employees will wear and r easonabl y mai nt ai n t hei r uni f or ms. A l aundr y al l owance of $ per month will be paid to driving empl oyees once t hey have r ecei ved t hei r uni f or m and par t i ci pat e i n t hi s cl ause. Repl acement uni f or ms bef or e t he annual r epl acement will be at the sole di scr et i on of BFI Canada I nc., under st andi ng t hat i t i s t he i nt ent i on of BFI Canada I nc. t hat al l dr i ver s wer e pr esent abl e uni f or ms. The i nt ent of suppl yi ng uni f or ms, P. P. E. and boot al l owance i s t hat t he empl oyees ar e r equi r ed t o wear t hem as a condi t i on of empl oyment. Failure to do so will result in disciplinary action. (b) For Wel der s, Mechani cs and Equi pment Washer s, one ( 1) cl ean pai r of cover al l s shal l be pr ovi ded each wor ki ng day. ( c) Any saf et y equi pment as r equi r ed by t he Wor ker s' Compensat i on Boar d. (d) For each Empl oyee, excl udi ng Di spat cher, a $ maxi mumboot al l owance each si x ( 6) mont hs. Pr oof of pur chase must be pr ovi ded and

10 7 reimbur sement will be for actual amount up t o t he maxi mum al l owabl e. This will appl y af t er pr obat i on per i od. (e) Gloves will be suppl i ed as r equi r ed, t o a maxi mum of one ( 1) pai r per week. ( Ol d gl oves must be exchanged f or new. ) ( f ) For each Swamper, Shop Per sonnel and Cr ane Dr i ver one ( 1) r ai n j acket and one ( 1) pai r of r ai n pant s, t wi ce per year. 8. UNION NOTICES The above i t ems will be provided and r epl aced as r equi r ed. Ol d P. P. E. must be exchanged f or new. The Empl oyer agr ees t o pr ovi de space and a Not i ce Boar d t hat i s r eadi l y accessi bl e f or Of f i ci al Uni on not i ces and t her e shal l be no i nt er f er ence by t he Empl oyer wi t h sai d Not i ce Boar d. The Empl oyer shal l be r esponsi bl e f or t he post i ng of an up t o dat e Seni or i t y Li st on a quar t er l y basi s. 9. CONFLICTING AGREEMENT The Empl oyer agr ees not t o ent er i nt o any agr eement or a cont r act wi t h empl oyees cover ed by t hi s Agr eement, i ndi vi dual l y or col l ect i vel y, whi ch i n any way conflicts with the terms and pr ovi si ons of t hi s Agr eement, or any St at ut e of t he Pr ovi nce of Br i t i sh Col umbi a or Canada. The Empl oyer agr ees t hat bef or e ef f ect i ng any wage r at e ot her t han t hose set out i n t hi s Agr eement, i t shal l f i r st negot i at e same wi t h t he Uni on Agent i n accor dance wi t h t he appl i cabl e sect i on of t hi s Agr eement. 10. PROTECTION OF RIGHTS An empl oyee shal l not be di sci pl i ned i f he r ef uses t o cr oss a l awf ul pi cket l i ne. 11. TRANSFER OF TITLE OR INTEREST ( a) The successor r i ght s and obl i gat i ons of t he Labour Rel at i ons code shal l appl y t o t hi s Agr eement. (b) The Empl oyer shal l gi ve not i ce of t he exi st ence of t hi s Agr eement t o any pur chaser, t r ansf er ee, l essee, or assi gnee of t he oper at i on cover ed by t hi s Agr eement or any par t t her eof. Such not i ce shal l be i n wr i t i ng and a copy t her eof shal l be del i ver ed t o t he Uni on i mmedi at el y t he Empl oyer execut es t he cont r act of sal e, l ease or t r ansf er. The Uni on shal l al so be i nf or med of t he nat ur e of t he t r ansact i on, not i ncl udi ng f i nanci al det ai l s.

11 8 12. GRIEVANCE PROCEDURE ( a) Any compl ai nt, di sagr eement or di f f er ence of opi ni on bet ween t he Empl oyer, t he Uni on or t he empl oyees cover ed by t hi s Agr eement, whi ch concer ns t he i nt er pr et at i on or appl i cat i on of t he t er ms and pr ovi si ons of this Agreement, shal l be consi der ed a gr i evance. Any empl oyee, t he Uni on or t he Empl oyer may pr esent a gr i evance. Any gr i evance whi ch i s not pr esent ed wi t hi n f i f t een ( 15) days f ol l owi ng t he event gi vi ng r i se t o such gr i evance shal l be f or f ei t ed and wai ved. Thi s pr ovi si on shal l not be used t o deny any empl oyee hi s or her r i ght s under t he Pr ovi nci al Labour St at ut es. ( b) The St eps of t he Gr i evance Pr ocedur e shal l be as f ol l ows: STEP I STEP II The empl oyee, wi t h or wi t hout t he Shop St ewar d, shal l t ake hi s gr i evance up wi t h t he For eman or Super vi sor. The Empl oyer shal l t ake up hi s gr i evance wi t h t he empl oyee concer ned who shal l have t he r i ght t o have t he Shop St ewar d pr esent. Shoul d a sol ut i on not be r eached by St ep I, t hen a Repr esent at i ve of t he Uni on, accompani ed by t he empl oyee and t he Shop St ewar d i f t he Uni on wi shes, shal l di scuss t he matter with Management wi t hi n t en ( 10) days. I f no sol ut i on i s r eached, t hen t he gr i evi ng par t y shal l submit in wr i t i ng i t s cont ent i on on t he di sput e. The ot her par t y shal l r epl y i n wr i t i ng wi t hi n seven ( 7) days. Fai l ur e t o r espond or f ailing settlement of t he di sput e at t hi s st age shal l al l ow ei t her par t y t o appl y f or ar bi t r at i on as set out her ei n. Not wi t hst andi ng t he above, i f an aut hor i zed Agent of t he Uni on cl ai ms a vi ol at i on of t hi s Agr eement, he may i nvoke t he Gr i evance Pr ocedur e at St ep I I as t he gr i evi ng par t y on behal f of t he Uni on or on behal f of any empl oyee or empl oyees concer ned. Ti me limits as set out above shal l be compl i ed wi t h. STEP III The par t y desi r i ng Ar bi t r at i on shal l appoi nt a member f or t he Boar d and shal l not i f y t he ot her par t y i n wr i t i ng of i t s appoi nt ment. The par t y r ecei vi ng t he not i ce shal l, wi t hi n seven ( 7) days t her eaf t er, appoi nt a member f or t he Boar d and not i f y t he ot her par t y of i t s appoi nt ment. Fai l ur e t o appoi nt t hei r nomi nee, by ei t her par t y, t he ot her par t y who has appoi nt ed t hei r nomi nee may appl y t o t he Mi ni st er of Labour t o appoi nt a nomi nee on behal f of such par t y. STEP IV The Ar bi t r at or s so appoi nt ed shal l conf er t o sel ect a t hi r d per son t o be Chai r man and f ai l i ng f or t en ( 10) days f r om t he appoi nt ment of t he second of t hem to agree to a person willing to act, either of t hem may appl y t o t he Mi ni st er of Labour.

12 9 ( c) Not wi t hst andi ng t he f or egoi ng pr ovi si ons r espect i ng t he est abl i shment and j ur i sdi ct i on of an Ar bi t r at i on Boar d, i f t he par t i es agr ee, a Sol e Ar bi t r at or shal l be chosen t o act i n t he same capaci t y and havi ng t he same power s as a Boar d of Ar bi t r at i on.

13 10 ( d) ( i ) Subj ect t o ( d) ( i i ) i f t he Ar bi t r at i on Boar d f i nds t hat an empl oyee has been suspended or di schar ged wi t hout pr oper cause or i mpr oper l y laid off, that empl oyee shal l be r ei nst at ed by t he Empl oyer wi t hout l oss of pay and wi t h al l hi s r i ght s, benef i t s and pr i vi l eges whi ch he woul d have enj oyed i f t he di schar ge, suspensi on or i mpr oper l ayof f had not t aken pl ace. ( i i ) I f an Ar bi t r at i on Boar d f i nds ci r cumst ances whi ch i n t he opi ni on of t he Ar bi t r at i on Boar d makes i t j ust and equi t abl e may or der t he Empl oyer t o pay l ess t han t he f ul l amount of wages l ost. The Boar d of Ar bi t r at i on shal l not have any j ur i sdi ct i on or aut hor i t y t o al t er or change any of t he pr ovi si ons of t hi s Agr eement, or t o gi ve any deci si on i nconsi st ent wi t h t he t er ms of t hi s Agr eement, except wher e t her e i s a di sput e bet ween t he par t i es r egar di ng t he r at e of pay f or a newl y est abl i shed, or al t er ed cl assi f i cat i on not pr ovi ded f or her ei n, or a di sput e under 24 ( b) her ei n, t he Boar d of Ar bi t r at i on or Sol e Ar bi t r at or shal l have t he power t o deal wi t h such mat t er s and br i ng down a f i nal and bi ndi ng awar d. Each of the parties hereto will bear t he expenses of t hei r nomi nee and the parties will equal l y bear t he expenses of t he Chai r man. ( e) Any di schar ged or suspended empl oyee, wi t hi n sevent y- t wo ( 72) hour s of hi s di schar ge or suspensi on, shal l be gi ven by t he Empl oyer, i n wr i t i ng, t he r easons f or hi s di schar ge or suspensi on, wi t h a copy t o be sent t o t he Uni on. Ti me shal l be of t he essence and t he sevent y- t wo ( 72) hour s t o be excl usi ve of Sat ur days, Sundays or Gener al Hol i days. (f) The Empl oyer agr ees t hat i f any gr i evance pr oceeds t o Ar bi t r at i on and t he Ar bi t r at i on Boar d f i nds i n f avour of t he Uni on or any empl oyee, t he Empl oyer shal l pay f or al l t i me l ost by any empl oyee as a r esul t of such empl oyee bei ng cal l ed on t o appear as a wi t ness by t he Empl oyer. ( g) I f any st at ement i s t o be put i nt o an empl oyee' s per sonnel f i l e, a copy of same will be given to the empl oyee wi t h a copy t o t he Uni on wi t hi n t hi r t y ( 30) days of t he event gi vi ng r i se t o t he st at ement, ot her wi se i t shal l be nul l and voi d. For mal letters of discipline will not be used agai nst an empl oyee af t er t wel ve ( 12) mont hs pr ovi ded t her e has been no subsequent f or mal di sci pl i ne on a si milar issue, in which case it will remai n on f i l e f or a f ur t her t wel ve ( 12) mont hs. 13. JOB POSTING, ETC. ( a) I n t he event t hat a cl assi f i ed j ob becomes per manent l y vacant or a j ob cl assi f i cat i on i s cr eat ed, t he Empl oyer shal l post a not i ce on t he Bul l et i n Boar d not i f yi ng t hat a vacancy, j ob or cl assi f i cat i on exi st s, gi vi ng t he det ai l s of t he j ob, r at es of pay, et c. Empl oyees desi r i ng such j ob shal l appl y, i n wr i t i ng, wi t hi n sevent y- t wo ( 72) hour s of such post i ng, excl udi ng weekends, except t hat empl oyees on vacat i on at such

14 11 time shal l have t he pr i vi l ege of appl yi ng when t hey r et ur n. Per manent l y vacant or newl y cr eat ed cl assi f i cat i ons must be post ed and f i l l ed wi t hi n si xt y ( 60) days. The seni or empl oyee appl yi ng who has t he r equi r ed qual i f i cat i ons and ability to do the job shall receive such job.

15 12 The successf ul appl i cant on a post ed j ob shal l be on pr obat i on i n hi s new posi t i on f or up t o si xt y ( 60) wor ki ng days, dur i ng whi ch t i me he may be r et ur ned t o hi s f or mer j ob i f t he Empl oyer f i nds hi mt o be unsui t abl e f or t he posi t i on, f i nds t hat hi s per f or mance i s unsat i sf act or y or i f t he empl oyee appl i es t o t he Empl oyer t o be r et ur ned. Thi s pr obat i on per i od shal l al so appl y t o new hi r es, except t hat i n t he case of a new hi r e t he empl oyee shal l be t er mi nat ed i f t he Empl oyer f i nds t he empl oyee t o be unsui t abl e f or t he posi t i on or f i nds t hat hi s/ her per f or mance i s unsat i sf act or y. The f or egoi ng pr obat i on per i od may be ext ended by mut ual consent. The Empl oyer shal l cont i nue t o post r uns as i s t he cur r ent pr act i ce. I t i s under st ood t hat empl oyees may appl y f or l ower pai d j obs as wel l as hi gher pai d j obs. Copi es of al l Job Post i ng Awar ds shal l be gi ven t o t he Shop St ewar ds. (b) (c) If the Empl oyer wi shes t o i nst i t ut e a new j ob or cl assi f i cat i on f or whi ch t her e i s no wage r at e cont ai ned i n t hi s Agr eement t he par t i es shal l negot i at e wage r at es, condi t i ons, et c. f or such j ob or cl assi f i cat i on. Fai l ur e of t he par t i es t o agr ee shal l cause t he mat t er t o be submitted to Ar bi t r at i on. Wher ever t her e i s a si gni f i cant change i n j ob cont ent or wor ki ng condi t i ons, t he par t i es shal l di scuss t he appr opr i at eness of a r at e r evi si on. I f agr eement cannot be r eached, t he matter may be pr ocessed t hr ough t he Gr i evance Pr ocedur e t o a f i nal concl usi on. ( d) I t i s under st ood t hat i f due t o a r educt i on of empl oyees i n a cl assi f i cat i on t hat t he af f ect ed empl oyee shal l r et ai n r i ght s t o any openi ng i n t hat cl assi f i cat i on f or si x ( 6) mont hs. 14. TECHNOLOGICAL CHANGE AND RETRAINING (a) The Empl oyer shal l not i nt r oduce or i mpl ement any t echnol ogi cal change unt i l and unl ess: (i) The Empl oyer has gi ven t wo ( 2) mont hs' not i ce i n wr i t i ng t o t he Uni on of i t s i nt ent i on t o i nt r oduce a t echnol ogi cal change; (ii) The Empl oyer has gi ven f i r st oppor t uni t y t o t he empl oyees t hen on t he payr ol l t hr ough t he Job Post i ng Pr ocedur e, t o r ecei ve t r ai ni ng r equi r ed by such t echnol ogi cal change; (iii) The parties agree to an appr opr i at e r at e of pay f or t he j ob af f ect ed by such t echnol ogi cal change. I f t he par t i es do not agr ee, t he mat t er shal l be set t l ed by Ar bi t r at i on. 15. SEVERANCE PAY

16 13 (a) (b) Empl oyees wi t h one ( 1) year or mor e of ser vi ce, whose empl oyment i s termi nat ed as a r esul t of t echnol ogi cal change or of cl osur e of t he whol e or any par t of t he oper at i on or l oss of busi ness, shal l r ecei ve termi nat i on pay of one ( 1) week' s pay f or each year of ser vi ce wi t h t he Empl oyer, t o a maxi mum of t en ( 10) weeks' pay, at t he r at e of pay t he empl oyee was r ecei vi ng on t he dat e of t er mi nat i on. Severance pay will not be appl i cabl e i n t he event of l ayof f of an empl oyee unl ess t he l ayof f wi t hout r ecal l exceeds a per i od of si x ( 6) mont hs.

17 PAY DAY AND PAY STATEMENTS, ETC. (a) (b) (c) (d) All empl oyees cover ed by t hi s Agr eement shal l be pai d not l ess f r equent l y t han on a bi - weekl y basi s, al l wages ear ned by such empl oyees t o a day not mor e t han si x ( 6) days pr i or t o t he day of payment. The Empl oyer shal l pr ovi de ever y empl oyee cover ed by t hi s Agr eement on each pay day wi t h an i t emi zed st at ement i n r espect of al l wage payment s. Such st at ement shal l set f or t h t he t ot al hour s wor ked i ncl udi ng over t i me, t he r at e of wages appl i cabl e and al l deduct i ons made f r om t he gr oss amount of wages. Wher e t her e i s an er r or on a pay cheque, t he Empl oyer shal l make ever y r easonabl e ef f or t t o cor r ect t he er r or and pay t he moni es not l at er t han t he next f ol l owi ng pay cheque, pr ovi ded t hat i f an er r or of sevent y- f i ve dol l ar s ( $75. 00) or more occurs, it will be paid within two (2) working days of t he er r or bei ng br ought t o t he Empl oyer ' s at t ent i on. The Empl oyer agr ees t o pr ovi de a f or m f or use by empl oyees t o r epor t payr ol l errors. The Empl oyer shal l r ecor d on each empl oyee s T- 4 sl i p t he t ot al uni on dues deduct ed and submi t t ed on behal f of t hat empl oyee. 17. ANNUAL VACATIONS ( a) No l at er t han Januar y 1st, of each year, t he Empl oyer shal l post a Vacat i on l i st on t he Bul l et i n Boar d, and each empl oyee i n or der of seni or i t y shal l appl y f or hi s or her vacat i ons on such l i st at a t i me same i s desi r ed, and such r equest must be compl et ed by Mar ch 31st and f i nal i zed by Apr i l 15t h and shal l r emai n post ed f or t he r emai nder of t he year. I f an empl oyee f ai l s t o i ndi cat e hi s pr ef er ence by Mar ch 31st he will be limi t ed t o t he r emai ni ng avai l abl e t i me. Once such list is compl et ed, vacat i ons shal l not be al t er ed except by mut ual consent of t he empl oyee and t he Empl oyer. The Empl oyer agr ees t o r e- post any vacat i on times t hat ar e cancel l ed af t er t he Apr i l 15 deadl i ne, pr ovi ded, one ( 1) mont hs not i ce i s pr ovi ded and t he empl oyee cancel l i ng hi s vacat i on i s not absent f r om wor k due t o t he cancel l at i on. Vacat i ons shal l be t aken i n one ( 1) unbr oken per i od unl ess r equest ed by t he empl oyee who shal l have t he r i ght t o deci de whet her t hei r vacat i ons shal l be i n one ( 1) per i od or spl i t. Onl y one ( 1) employee will be per mi t t ed t o be on vacat i on f r om any syst em at one t i me. Syst em cat egor i es ar e Mechani cs, Wel der s and Cr ane Tr uck Dr i ver. The number of Roll-Of f and Fr ont - End Dr i ver s per mi t t ed t o be on vacat i on at one ( 1) time shal l be as f ol l ows: Roll-Of f Dr i ver s - Two ( 2) Fr ont - End Dr i ver s - Thr ee ( 3) * * I ncr ease t o f our ( 4) af t er est abl i shment of 23+ f ul l - t i me r out es.

18 15 Empl oyees ar e l i mi t ed t o schedul e a maxi mum of t wo ( 2) weeks vacat i on dur i ng Jul y and August of each year unl ess agr eed t o by t he Empl oyer. (b) (c) An empl oyee' s anni ver sar y dat e of or i gi nal hi r i ng shal l be used as t he dat e t o cal cul at e an empl oyee' s vacat i on ent i t l ement and payment. Empl oyees who compl et e one ( 1) year and up t o f our ( 4) year s as an empl oyee shal l r ecei ve t wo ( 2) consecut i ve weeks' vacat i on each year wi t h ei ght y ( 80) hour s' pay at t he r at e t hey wer e r ecei vi ng at t he dat e of t aki ng t hei r vacat i on, or f our per cent ( 4%) of t hei r annual gr oss ear ni ngs f or t he year f or whi ch t hey ar e r ecei vi ng t hei r vacat i on, whi chever i s t he gr eat er.

19 16 (d) (e) (f) Empl oyees who have compl et ed f our ( 4) year s and up t o ni ne ( 9) year s as an empl oyee shal l r ecei ve t hr ee ( 3) consecut i ve weeks' vacat i on each year wi t h one hundr ed and t went y ( 120) hour s' pay at t he r at e t hey wer e r ecei vi ng at t he dat e of t aki ng t hei r vacat i on, or si x per cent ( 6%) of t hei r annual gr oss ear ni ngs f or t he year f or whi ch t hey ar e r ecei vi ng t hei r vacat i on, whi chever i s t he gr eat er. Empl oyees who have compl et ed ni ne ( 9) year s and up t o si xt een ( 16) year s as an empl oyee shal l r ecei ve f our ( 4) weeks' vacat i on each year wi t h one hundr ed and si xt y ( 160) hour s' pay at t he r at e t hey wer e r ecei vi ng at t he dat e of t aki ng t hei r vacat i on, or ei ght per cent ( 8%) of t hei r annual gr oss ear ni ngs f or t he year f or whi ch t hey ar e r ecei vi ng t hei r vacat i on, whi chever i s t he gr eat er. Empl oyees who have compl et ed si xt een ( 16) year s as an empl oyee shal l r ecei ve f i ve ( 5) weeks' vacat i on each year wi t h t wo hundr ed ( 200) hour s' pay at t he r at e t hey wer e r ecei vi ng at t he dat e of t aki ng t hei r vacat i on, or t en per cent ( 10%) of t hei r annual gr oss ear ni ngs f or t he year f or whi ch t hey ar e r ecei vi ng t hei r vacat i on, whi chever i s t he gr eat er. ( g) Absence due t o any illness or authorized leave of absence will be deemed to be time pai d f or t he pur pose of vacat i on ent i t l ement. (h) When an empl oyee has been pai d a minimum of f i f t een hundr ed ( 1500) hour s i n hi s cal endar year, r unni ng f r om anni ver sar y dat e t o anni ver sar y dat e, he shal l be el i gi bl e f or vacat i ons wi t h pay as above set f or t h. I f l ess t han f i f t een hundr ed ( 1500) hour s have been pai d, t he empl oyee shal l be ent i t l ed t o vacat i ons as above set f or t h, however, t he appl i cabl e per cent age r at e onl y shal l appl y. ( i ) I n t he event t hat an empl oyee l eaves t he empl oy of t he Empl oyer bef or e he i s ent i t l ed t o t wo ( 2) weeks' vacat i on, he shal l r ecei ve f our per cent (4%) of t he gr oss ear ni ngs he r ecei ved whi l e i n t he empl oy of t he Empl oyer. ( j ) I n t he event of an empl oyee l eavi ng t he empl oy of t he Empl oyer af t er he had hi s vacat i on he ear ned f or t he pr evi ous year, he shal l onl y r ecei ve f our per cent ( 4%), si x per cent ( 6%), ei ght per cent ( 8%), or t en per cent ( 10%), as t he case may be, of hi s pay f or t he year i n whi ch he ends hi s empl oyment f or whi ch no vacat i on has been pai d. (k) Prior to an empl oyee goi ng on hi s vacat i on, t he Empl oyer shal l f ur ni sh t he empl oyee wi t h a st at ement showi ng t he per i od f or whi ch t he empl oyee i s r ecei vi ng hi s or her vacat i on pay, how t he vacat i on pay was cal cul at ed ( i. e. on a per cent age basi s or weekl y wages), and shal l i ncl ude al l over t i me payment, commi ssi ons or anyt hi ng of a monet ar y val ue r ecei ved fromt he Empl oyer on whi ch t he empl oyee has t o pay i ncome t ax, and al so a separ at e cheque f or t he appr opr i at e vacat i on pay t he empl oyee i s ent i t l ed to.

20 GENERAL HOLIDAYS (a) All empl oyees who mai nt ai n seni or i t y shal l be ent i t l ed t o t he f ol l owi ng Gener al Hol i days wi t h pay, based on ei ght ( 8) or t en ( 10) hour s at t hei r appl i cabl e r at e at t he t i me of t aki ng such hol i day. Al l empl oyees who ar e r equi r ed t o wor k on Gener al Hol i days will be paid at (1.5) time t hei r r egul ar r at e f or t he f i r st t en ( 10) hour s, and doubl e t hei r r egul ar r at e f or al l hour s wor ked over t en ( 10) hour s. New Year ' s Day Canada Day Chr i st mas Day B. C. Day Boxi ng Day Good Fr i day Labour Day Thanksgi vi ng Day Vi ct or i a Day Remembr ance Day I n or der t o r ecei ve hol i day pay, each empl oyee must wor k t hei r l ast schedul ed day of wor k bef or e t he Hol i day and t he f i r st schedul ed day of wor k af t er t he hol i day, unl ess expr essl y excused by t he Manager. ( b) I f dur i ng t he l i f e of t hi s Agr eement t he Feder al or Pr ovi nci al Gover nment s decl ar e or pr ocl ai many ot her day t han t hose l i st ed her ei n as a Hol i day, t hen empl oyees shal l r ecei ve such day of f wi t h pay as set out her ei n i n ( a) above. ( c) I t i s agr eed t hat t he Gener al Hol i days shal l t ake pl ace on t he day and dat e desi gnat ed as a Hol i day by t he Feder al or Pr ovi nci al Gover nment. (d) An empl oyee shal l be pai d f or each Gener al Hol i day even i f i t f al l s on his weekly days off, Annual Vacat i on, Jur y Dut y, Ber eavement Leave. ( e) The cur r ent pr act i ce of banki ng Gener al Hol i days shal l cont i nue. 19. SEPARATION OF EMPLOYMENT ( a) I f an empl oyee i s di schar ged he shal l be pai d i n f ul l f or al l moni es owi ng hi m on t he dat e of hi s di schar ge. I f an empl oyee qui t s t he Empl oyer may wi t hhol d payment for five (5) cal endar days. (b) The Empl oyer shal l gi ve a Recor d of Empl oyment Cer t i f i cat e t o any empl oyee who separ at es f r om empl oyment f or at l east seven ( 7) days f or any r eason wi t hi n f i ve ( 5) days of t he l ast day wor ked, or t er mi nat ed. 20. SENIORITY ( a) Ther e shal l be a Seni or i t y Li st set t i ng out t he name and dat e of empl oyment of al l empl oyees. Such l i st must be kept cur r ent, and a copy must be suppl i ed t o t he Uni on ever y t wo ( 2) mont hs, and one ( 1) copy post ed on t he Bul l et i n Boar d.

21 18 ( b) Seni or i t y shal l be l engt h of ser vi ce wi t hi n t he Bar gai ni ng Uni t. Empl oyment el sewher e wi t h t he Empl oyer shal l be cr edi t ed onl y f or cal cul at i on of vacat i on ent i t l ement and pay. (c) In the event of layoff, the layoff shall be on the basis of bargaining uni t seni or i t y pr ovi ded t he empl oyees who r emai n have t he r equi r ed qual i f i cat i ons, and ability to performt he r emai ni ng wor k. I f an empl oyee i s l ai d of f as a r esul t of a r educt i on of empl oyees r equi r ed i n a par t i cul ar cl assi f i cat i on, t he l ai d of f empl oyee and subsequent l y bumped empl oyees shal l have t he f ol l owi ng bumpi ng r i ght s: ( i ) t he af f ect ed empl oyee shal l have t he r i ght t o bump t he l east seni or empl oyee, wi t h t he same schedul ed shi f t and days off, in the same cl assi f i cat i on, pr ovi ded he or she has t he r equi r ed qual i f i cat i ons and ability to performt he dut i es of t hat j ob. ( i i ) i f no j uni or empl oyee i n t he same cl assi f i cat i on has t he same schedul ed shi f t and days of f or i f t he af f ect ed empl oyee el ect s not t o bump i n accor dance wi t h Ar t i cl e 20( c) ( i ), t he af f ect ed empl oyee shal l have t he r i ght t o bump t he l east seni or empl oyee i n t he same or anot her cl assi f i cat i on pr ovi ded he or she has t he r equi r ed qual i f i cat i ons and ability to performt he dut i es of t hat j ob. (iii) if the affected empl oyee chooses t o bump i n accor dance wi t h Ar t i cl e 20( c) ( i ) or ( i i ), he or she shal l be on pr obat i on i n t he new position for up to sixty (60) working days. If, during this pr obat i on per i od, t he Empl oyer f i nds t he empl oyee t o be unsui t abl e f or t he posi t i on or f i nds hi s or her per f or mance t o be unsat i sf act or y, t hat empl oyee shal l be r emoved f r om t he posi t i on and shal l be ent i t l ed t o bump agai n, i nt o anot her cl assi f i cat i on, i n accor dance wi t h Ar t i cl e 20( c) ( i i ) above. Thi s bumpi ng pr ocess may be r epeat ed unt i l t he empl oyee ei t her bumps i nt o a cl assi f i cat i on i n whi ch t he empl oyee i s abl e t o successf ul l y compl et e t he pr obat i on per i od or t he empl oyee el ect s not t o bump agai n or i s unabl e t o bump agai n i n accor dance wi t h Ar t i cl e 20( c) ( i i ). ( i v) i f t he af f ect ed empl oyee el ect s not t o bump or i s unabl e t o bump i n accor dance wi t h ei t her Ar t i cl e 20( c) ( i ) or ( i i ) t hat empl oyee shal l be laid off. When r ecalling laid off empl oyees, t hey shal l be r ecal l ed i n or der of seni or i t y, pr ovi ded t hey have t he r equi r ed qual i f i cat i ons and ability to per f or m t he avai l abl e wor k. ( d) Seni or i t y shal l be l ost i f an empl oyee: ( i ) Vol unt ar i l y l eaves t he empl oy of t he Empl oyer, or ( i i ) I s di schar ged f or cause, or

22 19 (iii) After a layoff, fails to repor t f or wor k f or f i ve ( 5) wor ki ng days af t er bei ng r ecal l ed by t el ephone and r egi st er ed l et t er, or ( i v) I s absent wi t hout l eave f or f i ve ( 5) wor ki ng days wi t hout l egi t i mat e r eason, or ( v) I s on cont i nuous l ayof f f or si x ( 6) mont hs. 21. DAYS AND HOURS OF WORK AND OVERTIME ( a) The r egul ar wor k day shal l be ei ght ( 8) hour s each day ( based on a f i ve ( 5) day wor k week), wi t h a hal f ( ½) hour unpai d l unch br eak, or shal l be t en ( 10) hour s each day ( based on a f our ( 4) day wor k week) wi t h a hal f ( ½) hour unpai d l unch br eak. The r egul ar wor k week shal l be guar ant eed at f or t y ( 40) hour s wor ked Monday t hr ough Fr i day subj ect t o unf or eseen ci r cumst ances beyond t he Empl oyer ' s cont r ol ( i. e. Act of God). I t i s under st ood t hat Dr i ver s and Mechani cs may be schedul ed on weekends, but must have t wo consecut i ve days off. A sixty-two cents ($0.62) per hour pr emiumshal l appl y t o any empl oyee who i s schedul ed on weekends. (b) The Empl oyer shal l be ent i t l ed t o empl oy spar e empl oyees. A spar e empl oyee i s an empl oyee wi t hout a r egul ar schedul e who r epor t s t o wor k on an as needed basi s, at t he r equest of t he Employer, to fill tempor ar y posi t i ons or t o r epl ace r egul ar l y schedul ed empl oyees who ar e absent due t o i l l ness, vacat i on or any ot her t empor ar y or shor t t er m absence of up t o si xt y ( 60) days dur at i on, or such l onger per i od mut ual l y agr eed by t he par t i es. The Empl oyer shal l have t he r i ght t o assi gn spar e empl oyees wi t hout t he r equi r ement of post i ng. Spar e empl oyees wi t h t he r equi r ed qual i f i cat i ons and ability shall be consi der ed bef or e ext er nal appl i cant s f or post ed vacanci es.

23 20 (c) Empl oyees schedul ed t o wor k ei ght ( 8) hour s per day, f i ve ( 5) days per week shal l be pai d over t i me as follows: ( i ) at t he r at e of one and one- hal f ( 1. 5) t i mes t hei r r egul ar r at e of pay f or t he f i r st t wo ( 2) hour s wor ked i n excess of ei ght ( 8) hour s per day and t wo ( 2) t i mes t hei r r egul ar r at e of pay f or al l hour s wor ked i n excess of t en ( 10) hour s per day. ( i i ) at t he r at e of one and one- hal f ( 1. 5) t i mes t hei r r egul ar r at e of pay f or t he f i r st ei ght ( 8) hour s wor ked on t he si xt h ( 6t h) day of t he week and t wo ( 2) t i mes t hei r r egul ar r at e of pay f or al l hour s wor ked i n excess of ei ght ( 8) hour s on t he si xt h ( 6t h) day of t he week. (iii) at the rate of two (2) times t hei r r egul ar r at e of pay f or al l hour s wor ked on t he sevent h ( 7t h) day of t he week. (d) Empl oyees schedul ed t o wor k t en ( 10) hour s per day, f our ( 4) days per week shal l be pai d over t i me as follows: ( i ) at t he r at e of one and one- hal f ( 1. 5) t i mes t hei r r egul ar r at e of pay f or t he f i r st ( 1st ) hour wor ked i n excess of t en ( 10) hour s per day and t wo ( 2) t i mes t hei r r egul ar r at e of pay f or al l hour s wor ked i n excess of el even ( 11) hour s per day. ( i i ) at t he r at e of one and one- hal f ( 1. 5) t i mes t hei r r egul ar r at e of pay f or t he f i r st t en ( 10) hour s wor ked on t he f i f t h ( 5t h) day of t he week and t wo ( 2) t i mes t hei r r egul ar r at e of pay f or al l hour s wor ked i n excess of t en ( 10) hour s on t he f i f t h ( 5t h) day. (iii) at the rate of two (2) times t hei r r egul ar r at e of pay f or al l hour s wor ked on t he si xt h ( 6t h) and sevent h ( 7t h) days of t he week. ( i v) a mi nimum of f our ( 4) hour s wor ked shal l appl y t o any empl oyee who per f or ms wor k on a f i f t h ( 5t h), si xt h ( 6t h) or sevent h ( 7t h) day. (e) (f) Empl oyees cal l ed back t o wor k af t er t hei r schedul ed shi f t has been compl et ed, and t hey have l ef t t he pr emi ses, shal l be pai d a minimum of t hr ee ( 3) hour s' pay at t wo ( 2) t i mes t hei r r egul ar r at e of pay. Empl oyees cal l ed back t o wor k because of t hei r f ai l ur e t o compl et e t hei r dai l y assi gned t asks shal l be ent i t l ed t o t he appl i cabl e over t i me r at e i n accor dance wi t h Ar t i cl e 21( d) and ( e) above, but shal l be pai d onl y f or act ual t i me wor ked. Every empl oyee shoul d have a minimum of t wel ve ( 12) hour s r est bet ween t he end of one ( 1) shi f t and t he commencement of anot her. I n t he event t hat any empl oyee i s r ecal l ed t o wor k bef or e a per i od of t wel ve ( 12) f ul l hour s el apses, and pr ovi ded t he empl oyee advi ses t he Empl oyer when t wel ve ( 12) hour s has not been pr ovi ded f or he shal l be pai d at over t i me r at es of doubl e t i me f or t he ent i r e shi f t t hat he i s cal l ed i n t o wor k bef or e

24 21 he has r ecei ved hi s f ul l t wel ve ( 12) hour br eak. No empl oyee shal l be per mitted to resume wor k on hi s own accor d unt i l t wel ve ( 12) f ul l hour s have el apsed. (g) The Empl oyer shal l post empl oyees' r egul ar schedul ed r out es and/ or shi f t s i n advance. No spl i t shi f t s shal l be al l owed at any t i me. The Empl oyer shal l be r equi r ed t o gi ve t wo ( 2) weeks not i ce of shi f t change ( i. e. t en ( 10) hour shi f t s t o ei ght ( 8) hour shi f t s or ei ght ( 8) hour s shi f t s t o t en ( 10) hour shi f t s). (h) The Empl oyer agr ees t hat when over t i me i s necessar y, t he Employer will endeavour t o di st r i but e such over t i me as equi t abl y as possi bl e amongst t hose empl oyees concer ned who nor mal l y per f or msuch wor k. Over t i me whi ch i s r equi r ed t o compl et e an employee's shift, route or a tempor ar y ext ensi on t her eof shal l be per f or med by t hat empl oyee. The Empl oyer shal l not unr easonabl y r equest over t i me and t he empl oyee shal l not unr easonabl y r ef use over t i me. I f t he Empl oyer i s unsuccessf ul i n obt ai ni ng empl oyees t o per f or mt he r equi r ed wor k on a vol unt ar y basi s, t he Empl oyer may r equi r e t he wor k t o be per f or med i n r ever se or der of seni or i t y. For dr i vi ng cl assi f i cat i ons t he Empl oyer may r equi r e up t o t wo ( 2) hour s of over t i me per r egul ar day schedul ed, any over t i me r equest beyond t hi s t wo ( 2) hour s will be voluntary. (i) (j) Wher e shi f t wor k i s i n oper at i on, i t i s agr eed t hat al l empl oyees i n such j ob cl assi f i cat i ons i nvol ved shal l be schedul ed as per cur r ent pr act i ce. Seni or i t y shal l be obser ved pr ovi ded t hat t he Empl oyer i s sat i sf i ed t hat schedul i ng on t he basi s of seni or i t y r esul t s i n a suf f i ci ent number of exper i enced empl oyees on each shi f t t o sat i sf y oper at i onal r equi r ement s. I f t her e ar e an i nsuf f i ci ent number of exper i enced empl oyees on each shi f t t o sat i sf y oper at i onal r equi r ement s, t he Empl oyer shal l have t he r i ght t o assi gn empl oyees t o shi f t s out of seni or i t y or der f or a per i od of up t o si xt y ( 60) days, or f or such l onger per i od agr eed t o by t he parties. All empl oyees wor ki ng wi t h t ool s shal l be al l owed suf f i ci ent t i me dur i ng wor ki ng hour s t o r et ur n t ool s, par t s, et c. t o St or es or Cr i b bef or e t he end of each shi ft. ( k) I f a second or af t er noon shi f t i s empl oyed, t he hour s of wor k shal l be ei ght ( 8) or t en ( 10) hour s per shi f t and a pr emiumof f or t y- seven cent s ( $0. 47) per hour shal l be pai d f or each hour pai d f or on t he second or af t er noon shi ft. I f a t hi r d or gr aveyar d shi f t i s empl oyed, t he hour s of wor k shal l be ei ght ( 8) or t en ( 10) hour s per shi f t and a pr emiumof f or t y- seven cent s ( $0. 47) per hour shal l be pai d f or each hour pai d f or on t he t hi r d or graveyard shift.

25 LUNCH AND REST PERIODS (a) (b) No empl oyee shal l be wor ked l onger t han f our ( 4) hour s wi t hout an uni nt er r upt ed hal f ( ½) hour of f dur i ng t he r egul ar dai l y shi ft, excl usi ve of r est br eaks. Each empl oyee shal l r ecei ve an uni nt er r upt ed f i f t een ( 15) mi nut e br eak i n each half of his daily shift. The time f or sai d br eaks t o be det er mi ned by Management. However, such shal l not be schedul ed ear l i er t han one and one- hal f ( 1 ½) hour s f r omt he commencement of each hal f of an empl oyee' s work shift. If overtime i s t o be wor ked, t hen each empl oyee shal l r ecei ve a pai d f i f t een ( 15) mi nut e br eak, pr i or t o such over t i me commenci ng. 23. COMPENSATION COVERAGE When an empl oyee goes on Compensat i on, he shal l, when t he Compensat i on Boar d si gni f i es t hat he may go t o wor k, be r et ur ned t o t he payr ol l at hi s pr evi ous j ob and appl i cabl e r at e of pay. 24. SAVINGS CLAUSE ( a) I f any Ar t i cl e or Sect i on of t hi s Agr eement shoul d be hel d i nval i d by oper at i on of l aw or by a t r i bunal of compet ent j ur i sdi ct i on, or i f compl i ance wi t h or enf or cement of any Ar t i cl e or Sect i on shoul d be r est r ai ned by such t r i bunal, pendi ng a f i nal det er mi nat i on as t o i t s validity, the remai nder of t hi s Agr eement or t he appl i cat i on of such Ar t i cl e or Sect i on t o per sons or ci r cumst ances ot her t han t hose as t o whi ch i t has been hel d i nval i d or as t o whi ch compl i ance wi t h or enf or cement of has been r est r ai ned, shal l not be af f ect ed t her eby. ( b) I n t he event t hat any Ar t i cl e or Sect i on i s hel d i nval i d or enf or cement of or compl i ance wi t h whi ch has been r est r ai ned, as above set f or t h, t he par t i es af f ect ed t her eby shal l, upon t he r equest of ei t her par t y, ent er i nt o negot i at i ons f or t he pur pose of ar r i vi ng at a mut ual l y sat i sf act or y r epl acement f or such Ar t i cl e or Sect i on dur i ng t he per i od of i nval i di t y or r est r ai nt. I f such par t i es do not agr ee on a mut ual l y sat i sf act or y r epl acement, t hey may submi t t he di sput e t o t he Gr i evance Pr ocedur e as i n Ar t i cl e 12 her ei n. 25. INSPECTION PRIVILEGES An aut hor i zed Agent of t he Uni on shal l have access t o al l Uni on wor ki ng ar eas of t he Empl oyer ' s est abl i shment dur i ng wor ki ng hour s. Al l saf et y and r epor t i ng r equi r ements will be observed. 26. SANITARY FACILITIES, ETC. (a) The Empl oyer agr ees t o mai nt ai n cl ean, sani t ar y washr ooms havi ng hot and col d r unni ng wat er and pr oper hand cl eanser and t owel s i n suf f i ci ent