COLLECTIVE AGREEMENT Between JOHN CRANE CANADA INC. Fabricatio… · JOHN CRANE CANADA INC. (hereinafter referred to as “the Company”) OF THE FIRST PART - AND - UNITED STEELWORKERS

COLLECTIVE AGREEMENT

Between

JOHN CRANE CANADA INC.

- And -

UNITED STEEL, PAPER AND FORESTRY, RUBBER MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND

SERVICE WORKERS INTERNATIONAL UNION (UNITED STEELWORKERS)

(Local 16506-34)

September 17, 2018-September 16, 2021

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TABLE OF CONTENTS

TABLE OF CONTENTS --------------------------------------------------------------------------------------------- 1

ARTICLE 1 -------------------------------------------------------------------------------------------------------------- 4

Purpose of Agreement ------------------------------------------------------------------------------------------------------ 4

ARTICLE 2 -------------------------------------------------------------------------------------------------------------- 4

Union Recognition ---------------------------------------------------------------------------------------------------------- 4

ARTICLE 3 -------------------------------------------------------------------------------------------------------------- 5

Freedom from Discrimination -------------------------------------------------------------------------------------------- 5

ARTICLE 4 -------------------------------------------------------------------------------------------------------------- 6

Management’s Rights ------------------------------------------------------------------------------------------------------ 6

ARTICLE 5 -------------------------------------------------------------------------------------------------------------- 6

Strikes and Lockouts ------------------------------------------------------------------------------------------------------- 6

ARTICLE 6 -------------------------------------------------------------------------------------------------------------- 7

Union Activity --------------------------------------------------------------------------------------------------------------- 7

ARTICLE 7 -------------------------------------------------------------------------------------------------------------- 7

Grievance Procedure ------------------------------------------------------------------------------------------------------- 7

ARTICLE 8 -------------------------------------------------------------------------------------------------------------- 9

Arbitration ------------------------------------------------------------------------------------------------------------------- 9

ARTICLE 9 -------------------------------------------------------------------------------------------------------------- 9

Discharge Case -------------------------------------------------------------------------------------------------------------- 9

ARTICLE 10 ---------------------------------------------------------------------------------------------------------- 10

Seniority --------------------------------------------------------------------------------------------------------------------- 10

Vacancies -------------------------------------------------------------------------------------------------------------------- 12

ARTICLE 11 ---------------------------------------------------------------------------------------------------------- 13

Lay-Off Notice -------------------------------------------------------------------------------------------------------------- 13

ARTICLE 12 ---------------------------------------------------------------------------------------------------------- 13

Temporary Transfers ----------------------------------------------------------------------------------------------------- 13

ARTICLE 13 ---------------------------------------------------------------------------------------------------------- 14

Bereavement Pay ----------------------------------------------------------------------------------------------------------- 14

ARTICLE 14 ---------------------------------------------------------------------------------------------------------- 14

Jury Duty -------------------------------------------------------------------------------------------------------------------- 14

ARTICLE 15 ---------------------------------------------------------------------------------------------------------- 15

Bulletin Boards ------------------------------------------------------------------------------------------------------------- 15

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ARTICLE 16 ---------------------------------------------------------------------------------------------------------- 15

Leave of Absence ----------------------------------------------------------------------------------------------------------- 15

ARTICLE 17 ---------------------------------------------------------------------------------------------------------- 16

Safety and Health ---------------------------------------------------------------------------------------------------------- 16

ARTICLE 18 ---------------------------------------------------------------------------------------------------------- 17

Union Representation ----------------------------------------------------------------------------------------------------- 17

ARTICLE 19 ---------------------------------------------------------------------------------------------------------- 18

Handicapped Employees -------------------------------------------------------------------------------------------------- 18

ARTICLE 20 ---------------------------------------------------------------------------------------------------------- 18

Paid Holidays --------------------------------------------------------------------------------------------------------------- 18

ARTICLE 21 ---------------------------------------------------------------------------------------------------------- 19

Hours of Work -------------------------------------------------------------------------------------------------------------- 19

ARTICLE 22 ---------------------------------------------------------------------------------------------------------- 19

Rest Periods ----------------------------------------------------------------------------------------------------------------- 19

ARTICLE 23 ---------------------------------------------------------------------------------------------------------- 20

Overtime --------------------------------------------------------------------------------------------------------------------- 20

Saturday and Sunday Work --------------------------------------------------------------------------------------------- 20

ARTICLE 24 ---------------------------------------------------------------------------------------------------------- 20

Reporting Allowances ----------------------------------------------------------------------------------------------------- 20

ARTICLE 25 ---------------------------------------------------------------------------------------------------------- 20

Vacations with Pay --------------------------------------------------------------------------------------------------------- 20

ARTICLE 26 ---------------------------------------------------------------------------------------------------------- 22

Wash Up Period ------------------------------------------------------------------------------------------------------------ 22

ARTICLE 27 ---------------------------------------------------------------------------------------------------------- 22

Overtime and Meal Allowance ------------------------------------------------------------------------------------------ 22

ARTICLE 28 ---------------------------------------------------------------------------------------------------------- 22

Welfare Program ----------------------------------------------------------------------------------------------------------- 22

ARTICLE 29 ---------------------------------------------------------------------------------------------------------- 22

Wage Schedules ------------------------------------------------------------------------------------------------------------ 22

ARTICLE 30 ---------------------------------------------------------------------------------------------------------- 23

Union Security -------------------------------------------------------------------------------------------------------------- 23

ARTICLE 31 ---------------------------------------------------------------------------------------------------------- 24

Cost of Living Adjustment ----------------------------------------------------------------------------------------------- 24

ARTICLE 32 ---------------------------------------------------------------------------------------------------------- 26

Duration of this Agreement ---------------------------------------------------------------------------------------------- 26

SCHEDULE “A” ----------------------------------------------------------------------------------------------------- 27

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HEALTH AND WELFARE PLAN ------------------------------------------------------------------------------------------------- 27 A.1 Bargaining Unit Employees --------------------------------------------------------------------------------------------- 27 A.2 Bargaining Unit Employees and Dependents ------------------------------------------------------------------------- 30

ELIGIBLE EXPENSES --------------------------------------------------------------------------------------------------------------- 33 Outline of Dental Codes Applying to the Dental Benefit Plan --------------------------------------------------------------- 33 Predetermination Feature: ---------------------------------------------------------------------------------------------------------- 34

INELIGIBLE EXPENSES ------------------------------------------------------------------------------------------------------------ 34

SCHEDULE “B” ----------------------------------------------------------------------------------------------------- 36 WAGES EFFECTIVE SEPTEMBER 17th 2018 --------------------------------------------------------------------------------- 36 WAGES EFFECTIVE SEPTEMBER 17th 2019 --------------------------------------------------------------------------------- 37 WAGES EFFECTIVE SEPTEMBER 17th 2020 --------------------------------------------------------------------------------- 38

Letter #1 ---------------------------------------------------------------------------------------------------------------- 40 Article 23 - Overtime Assignment --------------------------------------------------------------------------------------------------- 40

Letter #2 ---------------------------------------------------------------------------------------------------------------- 41 Lead Hand -------------------------------------------------------------------------------------------------------------------------------- 41

Letter #3 ---------------------------------------------------------------------------------------------------------------- 41 Job Descriptions ------------------------------------------------------------------------------------------------------------------------- 41

Letter #4 ---------------------------------------------------------------------------------------------------------------- 42 Technological Change ----------------------------------------------------------------------------------------------------------------- 42

Letter #5 ---------------------------------------------------------------------------------------------------------------- 42

Letter #6 ---------------------------------------------------------------------------------------------------------------- 43

Letter #7 ---------------------------------------------------------------------------------------------------------------- 44

Letter #8 ---------------------------------------------------------------------------------------------------------------- 44

Letter #9 ---------------------------------------------------------------------------------------------------------------- 45

Letter #10 -------------------------------------------------------------------------------------------------------------- 46

Letter #11 -------------------------------------------------------------------------------------------------------------- 47

Letter #12 -------------------------------------------------------------------------------------------------------------- 47

Letter #13 -------------------------------------------------------------------------------------------------------------- 48

Letter #14 -------------------------------------------------------------------------------------------------------------- 48

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THIS AGREEMENT made as of the 30th day of August, 2018 BETWEEN: JOHN CRANE CANADA INC. (hereinafter referred to as “the Company”) OF THE FIRST PART - AND - UNITED STEELWORKERS (Local 16506-34) (hereinafter referred to as “the Union”) OF THE SECOND PART

ARTICLE 1

Purpose of Agreement 1.01 The general purpose of this Agreement is to secure for the Company, the Union

and the employees the full benefits of orderly collective bargaining, to ensure efficiency and economy of operation, to provide machinery for the adjustment of grievances which may arise between the parties hereto, and to promote and strengthen good will between the Company, the Union and the employees.

ARTICLE 2

Union Recognition 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for

all of its employees at the City of Stoney Creek, Ontario, save and except foremen, foreladies, persons above the rank of foreman or forelady, office and sales staff and students hired for the school vacation period.

2.02 The terms and conditions of this Agreement shall have full force and effect for all

employees in the bargaining unit as described above. 2.03 It is agreed that the terms and conditions of this Collective Agreement shall apply to

any new location of the Company in the event that the Stoney Creek plant is relocated during the term of this Agreement.

2.04 Forepersons, other supervisors and any other employee(s) not covered under the

terms of this agreement will not perform work which is done by employees in the bargaining unit, except:

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a) In cases of emergency b) when giving instructions or performing development work No employee shall be made redundant or suffer loss of earnings through

management officials performing work normally done by employees in the bargaining unit.

“Emergency”, as used herein, is an unanticipated occurrence of short duration

where bargaining unit employees are unavailable to perform the work and may include absence or tardiness, where present employees cannot be transferred to fill in and the job requirement is such that the supervisor must assist in the operation.

Nothing herein shall be used to avoid recalling proper employees or to avoid the

payment of overtime in the proper classifications where the emergency can be handled by doing so. The above-reference to the emergency language are examples and are not intended to be all inclusive but indicate how specific situations would be handled.

2.05 In the case of a plant closure or the elimination of a position, the employer shall

provide any terminated employees; provided the employee has not been terminated with cause, affected by this decision with the two (2) weeks of notice for each full year of completed service. All partial years will be calculated as per Employments Standards Act. This amount of notice is inclusive of all statutory notice and statutory severance required by Employment Standards Act. In no way will the employee be paid less than what is prescribed under the Employment Standards Act. From this amount of notice, the employer may at its sole discretion, requests the employee to work for a period of time not exceeding the period of statutory notice the employee would normally be entitled to under the Employment Standards Act. The balance of the notice will be paid to the employee on the next pay following his last day of employment. Benefits will only be maintained by the employer during the period of statutory notice required by the Employment Standards Act.

ARTICLE 3

Freedom from Discrimination 3.01 The Company and the Union agree that there will be no discrimination or

harassment against any employee contrary to the Human Rights Code, (Ontario). Every employee has the right to equal treatment by the Company with respect to all aspects of the exercise of managerial authority by the Company, which equal treatment shall be without discrimination because of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, religion, political affiliation, sex, record of offenses, age, marital status, family status, handicap, sexual preference, and membership or office in the Union.

3.02 The Company shall maintain a working environment which is free of sexual

harassment.

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3.03 The Company will continue to maintain and enforce the Company’s anti-harassment policy as outlined in Article 3.01 and Article 3.02 in a timely fashion.

3.04 It is agreed that reference throughout this Agreement to he/his is understood to

include she/her.

ARTICLE 4

Management’s Rights 4.01 The Union recognizes that it is the exclusive right of the Company, except where

specifically abridged by the terms of this Agreement, to hire, promote, demote, transfer, suspend or otherwise discipline or discharge any employee for just cause subject to the terms of this Agreement. The Company shall notify the representative of the Union or the Shop Committee at the time of discharge or suspension of any employee, but in the absence of the representative or Shop Committee, notification shall be given as soon as possible after discharge or suspension.

4.02 The Union further recognizes the undisputed right of the Company, except where

specifically abridged by the terms of this agreement, to operate its business in all respects in accordance with its commitments and responsibilities. The location of equipment, the products to be manufactured, number of employees, schedule of production, the methods, processes, and means of manufacturing are exclusively the responsibilities of the Company.

4.03 The Company agrees that it shall not exercise its right as detailed above in a

discriminatory manner. 4.04 Disciplinary measures should be appropriate to the degree of the severity of a

singular infraction and/or repeated infractions. 4.05 The Company also has the right to make and alter, reasonable rules and

regulations to be observed by its employees; such rules and regulations shall not be inconsistent with the provisions of this Agreement. The Company agrees to provide the Union with prior notice before the implementation of a new or altered rule or regulation.

ARTICLE 5

Strikes and Lockouts 5.01 The Company agrees that it will not lock out the employees. 5.02 The Union agrees that it will not call, authorize, encourage or support any unlawful

strike, stoppage of work, or slowdown, partial or complete, by individual or collective action.

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5.03 No employee or employees shall instigate or participate in any unlawful strike,

stoppage of work, or slow down which would be detrimental to the production of the Company.

ARTICLE 6

Union Activity

6.01 The Union agrees that there will be no Union activity of any kind on the Company’s

premises during working hours except that which is necessary in connection with the handling of grievances and the enforcement of this Agreement, and that there will be no collective Union activity on the Company’s premises unless specific permission is granted by the Company in writing.

ARTICLE 7

Grievance Procedure 7.01 It is the mutual desire of the Parties hereto that all complaints shall be adjusted as

quickly as possible. It is understood that an employee has no grievance until he has personally presented same to his foreman or, in the alternative that his grievance has been presented to his foreman on his behalf by a member of the Shop Committee and in either case that the foreman has had the opportunity of adjusting the complaint. The foreman shall render his decision not later than the work day following presentation of the grievance. The Union shall have the right to initiate a policy grievance at step two of the grievance procedure and all provisions of the grievance and arbitration procedures will apply to such grievances.

7.02 Should an employee have a complaint that he has been unable to settle with the

foreman, the complaint may be taken up within 2 full working days by the aggrieved employee, who shall be accompanied by a member of the Shop Committee, with the Operations Manager, or his representative, who shall render his decision in writing not later than 3 full working days following presentation.

7.03 Failing settlement of the grievance with the Operations Manager, or his

representative, the matter may be taken up within 3 working days between the Union Shop Committee and the General Manager or his representative. An International Staff Representative of the Union may attend the meeting between the Union Shop Committee and the General Manager or his representative. Issues in dispute involving terminated employees can be automatically entered at this step. The General Manager or his nominee shall give his decision in writing not later than 3 working days following the meeting.

7.04 An International Staff Representative of the Union shall have the right of access to

the workers at any time for the purpose of discussing Union business, provided that he first identifies himself at the office of the Company and provided also that the work in the plant is not thereby interfered with. The Union representative shall be escorted to and from the department he desires to visit.

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7.05 Any difference or grievance arising directly between the Company and the Union may be submitted at a meeting between representatives of the Company and the Union called by either party on 5 days’ notice for that purpose.

7.06 At any stage of the Grievance Procedure, including arbitration, the conferring

parties may have the assistance of the employee or employees concerned and any necessary witnesses, and all reasonable arrangements will be made to permit all conferring parties to have access to the plant to view disputed operations and to confer with the necessary witnesses.

7.07 Any and all time limits set forth in this Article and Article 8 may, at any time, be

extended by mutual agreement between the Parties hereto. 7.08 A grievance shall not be considered if 7 days have elapsed from the time when the

matter in dispute occurred up to the time of presentation of the grievance to the foreman. Only under unusual circumstances will any grievance be considered by the Company when presented after this 7 day period. For this purpose, unusual circumstances are defined to be restricted to plant shutdown, vacation period, absence from work due to leave of absence, personal illness or personal illness of foreman to whom the grievance must be presented. When any such unusual circumstances exist, the grievance must be presented no later than 21 days after the occurrence of the matter in dispute.

7.09 All decisions, which shall be rendered in writing, at each level arrived at between

the Company and the Union representatives shall be final and binding upon the Company, the Union and the employee or employees concerned.

7.10 The Company has the right to present a grievance against the Union, its officers, its

members in the bargaining unit or other representatives for failure to comply with the terms of this Agreement. Any grievances presented by the Company shall be in writing to the representative of the Union for the plant with a copy of the written grievance sent to the Secretary of the Union, and in the event that any grievance so presented by management is not settled within 5 working days after presentation, it will be subject to arbitration in the same manner as a grievance presented by an employee, a group of employees or the Union. Any grievance submitted by the Company shall be presented in writing within 5 working days from the time the act complained of did occur.

7.11 When a derogatory notation is placed against the record of an employee, notice of

such notation shall be given to the employee and the committeeman in his department.

7.12 When an employee is called to be disciplined, he shall be entitled to have a

member of the Shop Committee present. In circumstances when the employee is considered a threat to the Company and/or other employees or it is detrimental to the operations of the business as determined by the Company, the Company has the right to discipline the employee, if a Shop Committee member is not readily available.

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7.13 An employee’s record shall be deemed to be cleared of all disciplinary notations

which are more than 12 months old. 7.14 Active employees can access their personal files only after establishing an

appointment to do so.

ARTICLE 8

Arbitration

8.01 Failing settlement under the Grievance Procedure of any difference concerning the interpretation or any alleged violation of this Agreement, the matter in dispute may be taken to arbitration, provided that if no written request for arbitration is received within 15 working days after the final decision is given under the Grievance Procedure, it shall be deemed to have been settled or abandoned.

8.02 When either Party requests arbitration, as hereinafter provided, it shall make such

request in writing, addressed to the other Party of this Agreement, giving full details of the matter to be arbitrated and at such time submit the name of an arbitrator.

8.03 Failing agreement on the selection of an arbitrator, either Party may then request

the Minister of Labour for Ontario to assist them in selecting an impartial arbitrator. 8.04 No person may be appointed arbitrator who has been involved in an attempt to

negotiate or settle the grievance. 8.05 No matter may be submitted to arbitration which has not been properly carried

through all steps of the Grievance Procedure. 8.06 The arbitrator shall not be authorized to make any decision inconsistent with the

provisions of the Agreement, nor to alter, modify or amend any part of this Agreement.

8.07 The proceedings of the arbitration will be expedited by the Parties as is practical

hereto and the decision of the arbitrator shall be final and binding upon the Parties hereto.

8.08 The Parties shall jointly bear the expenses, if any, of the arbitrator. 8.09 In the event that there is a dispute involving work standards, any arbitrator

appointed or selected shall be a person who is technically qualified to deal with the matters in dispute.

ARTICLE 9

Discharge Case 9.01 A claim by a permanent employee that he has been unjustly discharged shall be

treated as a grievance, provided a written statement of such grievance, signed by

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the discharged employee, is lodged with the Company within 5 days after the employee ceased to work for the Company.

9.02 Such grievance shall be settled by confirming the Company’s action in dismissing

the employee or by reinstating the employee with or without compensation for lost time and full retention of seniority.

9.03 A) An employee whom the company suspends shall be retained at or returned to

active work until any grievance contesting such suspension is finally resolved through the grievance and arbitration process. (B) Where the suspension is for fighting, theft, willful destruction of company property, or where the safety of any employees may be at risk, the provisions of 9.03 (a) do not apply.

ARTICLE 10

Seniority 10.01 The purpose of seniority regulations is to provide a policy governing lay-offs and

rehiring. In the event of the reduction of the working forces covered by this Agreement, the Company shall follow the principal, “last on, first off”, if the senior employee has the necessary skills, ability, efficiency and qualifications to fill the work available. Following lay-off, rehiring shall be executed conversely to the lay-off procedure. In exercising its rights, the Company shall not act in a discriminatory manner. If an employee alleges that he has been discriminated against by the Company, he may grieve. An employee may request and the employer will grant a 3 day trial to demonstrate their skills, ability, efficiency, and qualifications in a job class occupied by a junior employee.

10.02 (a) Seniority shall include all persons working within the bargaining unit,

provided, however, that the employees shall be considered probationary for a period of 45 working days of employment and shall not be placed on

the seniority list until they have completed their probationary period. When placed on the seniority list, an employee’s seniority shall date back to the date of hiring.

(b) Notwithstanding any other provision of this Agreement, the employment of a probationary employee may be terminated for any reason during his probationary period at the sole discretion of management and such termination shall not constitute a difference between the Parties.

10.03 In effecting any lay-offs, the Company shall consider the seniority of the employees

and in the event the skill, ability, efficiency, and qualifications of two or more employees are approximately equal, then seniority shall be the determining factor. Employees will be allowed up to a twenty-five (25) working days re-familiarization period when bumping. In exercising its rights, the Company shall not act in a discriminatory manner. If an employee alleges that he has been discriminated against by the Company, he may grieve.

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10.04 In the event an employee is promoted outside of the bargaining unit and is then

returned to a job classification covered by the bargaining unit, his seniority shall not accumulate during the period he was not covered by the terms of the Agreement. After six months all seniority will be lost for any employees leaving the bargaining unit after September 17, 2015.

The listed employees will be grandfathered and exempt from the six month trigger.

Andy Deli Bryan Sanders Bonnie Haggarty Bruce Spong Jeremy Drumm

10.05 An employee shall lose his seniority standing, his name shall be removed from the

seniority list and his employment shall be deemed to be terminated for any of the following reasons:

(a) if the employee voluntarily quits; (b) if the employee is discharged and is not reinstated pursuant to the Grievance

Procedure; (c) if an employee has been laid off and failed to return within 5 working days

after the date on which the Company has mailed to him notification to return. Such notification is to be sent by registered mail to the last known address of the employee as indicated on the Company’s records. A copy of the recall notice will be forwarded simultaneously to the recording secretary of the local union. It shall be the responsibility of the employee to at all times keep the Company informed as to his current home address.

(d) if an employee overstays a leave of absence granted by the Company

without securing an extension in writing from the Company of such leave of absence. It is understood that an employee shall not be removed from the seniority list and his employment shall not be deemed to be terminated for such an extension for a reason acceptable to the Company;

(e) if an employee is absent from work for more than 3 consecutive working

days without securing leave of absence. It is understood that an employee shall not be removed from the seniority list for such an absence if the absence is due to his personal illness or accident or for any other reason acceptable to the Company;

(f) if an employee with less than 10 (ten) years service is laid off for a period

equal to his seniority up to a maximum of 18 months; employees with 10 (ten) years of service or more can be on lay-off for up to 24 months;

(g) if an employee retires or is retired pursuant to the pension plan.

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10.06 Seniority lists shall be established on a plant-wide basis. The Company will provide an employee list annually or when there is an addition or deletion to the seniority list.

Vacancies 10.07 (a) In the event that a vacancy occurs within the bargaining unit or a new

position is created which is covered by this Collective Agreement, a notice will be posted of the vacancy or new position on the plant bulletin board describing the job classification and the number of vacancies or new positions. The Company agrees that in filling such vacancy (or first subsequent vacancy) or new position, it shall give preference to applications received from employees on the seniority list. In the event the skill, ability and qualifications of two or more such employees are approximately equal, then seniority shall be the determining factor. Such notice shall be posted for a period of 3 working days. It is agreed, however, that the Company shall have the right to temporarily appoint a person to fill such vacancy or new position until such time as the vacancy or new position is filled on a permanent basis. While the Company recognizes this obligation to give preference to applications received from employees on the seniority list, as stated in this clause, in the event the Company is unable to fill a vacancy or new position with a present employee having the skill and ability to perform the work required, the Company shall have the right to hire a new employee to fill the vacancy or new position after the period of posting, outlined above, has expired. Any employee who has been transferred to fill a vacancy or new position which has been posted shall not be eligible to fill another posted vacancy until at least 6 months have elapsed, provided that an employee may bid upward to a higher rated job classification at any time.

(b) Temporary Vacancies:

i. A temporary job vacancy is a vacancy expected to exceed

ninety (90) consecutive days, created by the absence of an employee due to maternity leave, parental leave, compensable or non-compensable illness or injury or any other approved leave of absence but not to exceed twelve (12) consecutive months.

ii. Temporary vacancies will be posted in accordance with Article 10.07(a).

iii. Experience gained by an employee while filing a temporary job vacancy will be considered under Article 10.07 (a), Article 11 and Letter of Understanding #1- Overtime Assignment.

iv. In the event there are no applicants to the temporary vacancy position the Company may assign an employee to the temporary vacancy position. If the Company assigns the temporary vacancy position to an employee that has not applied for the job, the assigned employee will receive the temporary vacancy rate or his/her rate whichever is higher. Otherwise, the temporary vacancy rate will apply. Where an

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employee applies for an equal or lesser paying job, he/she shall be paid no lower than the sixth month rate for that job provided that the job posted to is “machine or drill operator or lower” on Schedule B.

10.08 A copy of each notice posted pursuant to Article 10.07 and the name of the employee who was placed in the vacancy or new position shall be supplied to the Union. 10.09 A successful applicant for a vacancy or new position will be placed in the job for a

trial period not exceeding 45 working days. If there is a difference between the applicable rates of pay the successful applicant will be paid the next higher of the two rates for all time spent in the higher paid job. Where an employee applies for an equal or lesser paying job, he/she shall be paid no lower than the sixth month rate for that job provided that the job posted to is “machine or drill operator or lower” on Schedule B. If he successfully completes his trial period, he will be classified into his new job and the seniority list will be amended accordingly. If the employee is unable to perform all the functions of the new job during his trial period or if, during his trial period he requests that he be returned to his former job, then in either case he will return to his former job at his former rate of pay (subject to any automatic progressive increase he would have been entitled to in the meantime), as will any other employee in the bargaining unit who was promoted or transferred by reason of such placing.

10.10 Employees hired on the same day will be placed on the seniority list in alphabetical

order.

ARTICLE 11

Lay-Off Notice 11.01 In the event of a lay-off due to lack of work, all employees affected by the lay-off

shall be given two weeks’ notice in advance whenever it is possible or practicable for the Company to give such advance notice. The Union Committee shall be provided with any notice so given.

ARTICLE 12

Temporary Transfers 12.01 If an employee is transferred from one job to another for the convenience of the

Company, and there is a difference between the applicable rates of pay, he shall be paid the higher of the two rates.

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12.02 Such need may be filled for a period of up to one hundred eighty (180) consecutive days at which time the continuation of the transfer must be mutually agreed upon by the Company and the Union.

12.03 Experience gained during temporary transfers and modified work assignments shall

not apply under Articles 10.07, 11.0 and letter #1 (overtime assignment).

ARTICLE 13

Bereavement Pay 13.01 The Company recognizes the need for bereavement leave in the event of the death

of a member of an employee’s immediate family, whether or not the employee attends the funeral. The Company, having regard to the circumstances of each particular case will grant bereavement at his or her regular straight time hourly rate in case of such a death. Accordingly, the Company will grant up to five (5) consecutive working days in case of death of a spouse, child or stepchild, mother or father. In the case of a death of an employee’s, brother, sister, mother-in-law, father-in-law, stepmother, stepfather, and grandchild of employee the Company shall grant him or her three (3) consecutive working day’s leave of absence with pay.

13.02 In the case of a death of an employee’s grandparent, or grandchildren of the

spouse, the Company shall grant him two (2) working day’s leave of absence with pay, having regard to the circumstances of each particular case. In the case of a death of an employee’s son-in-law or daughter-in-law, brother-in-law or sister-in-law, employee’s aunt or uncle or grandparent of spouse, the Company shall grant him one (1) working day leave of absence with pay, having regard to the circumstances of each particular case.

13.03 Upon request, the employee will furnish information as to the relevant facts

involved. 13.04 Bereavement days shall be taken during the work days immediately surrounding the

funeral, which includes the day of the funeral.

ARTICLE 14

Jury Duty 14.01 The Company agrees that it shall pay to each employee covered by this Agreement

who is required to perform jury duty, or who is subpoenaed as a witness by the Crown, the difference between his average straight time hourly rate for the number of hours of work he would normally have worked on his regular shift and the payment he received for conduct money or for jury duty. The employee will present

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proof of jury duty requirements or the subpoena and the amount of pay received there from. It is understood that any employee who is called as a witness or for jury duty shall be responsible to report to work when not required to be in attendance at Court.

ARTICLE 15

Bulletin Boards 15.01 The Company agrees that the Union may use a bulletin board designated for the

purpose provided that its use shall be restricted to the posting thereon only of such notices as have received the prior approval of the Company and such notices shall pertain to meetings, social activities, and Union business. It is agreed that a reasonable but adequate space on the bulletin board will be kept reserved for the exclusive use of the Union. The Company will provide the Union access to a locked bulletin board.

ARTICLE 16

Leave of Absence 16.01 An employee will be allowed reasonable leave of absence without pay for legitimate

personal reasons if he requests such leave of absence from management in writing. It is understood that management will not discriminate in refusing to grant such leave of absence when requested, provided, however, that such leave of absence will not be granted if it will result in any interference with the operations of the Company.

16.02 Any leave of absence will be granted in writing and a copy of such writing will be

sent promptly to the Union’s Recording Secretary. Any such leave of absence may be extended by the Company in writing for legitimate personal reasons and a copy of such writing will also be sent promptly to the Union’s Recording Secretary. The requirement for writing in this Article will not apply when an employee is granted casual time off for less than 3 consecutive working days.

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ARTICLE 17

Safety and Health 17.01 The Company and the Union agree that they mutually desire to maintain high

standards of safety and health in the plant in order to prevent industrial injury and illness.

17.02 (a) There shall be a Health and Safety Committee composed of 3 bargaining

unit employees to be selected by the Union and 3 representatives of management. This Committee shall meet once each month at a mutually agreeable time. The Health and Safety Committee shall meet during working hours and its function shall be to investigate and submit recommendations calculated to relieve any unsafe or unhealthy condition that may exist. The Company will make reasonable efforts to remove any hazard or unhealthy condition. The Committee shall co-operate with and support the Company in educating union employees to only submit meaningful safety and health concerns. Accordingly, the Parties to this Agreement will abide by the majority decision of the Health and Safety Committee and an Inspector, within the meaning of the Employee’s Health and Safety Act, 1976 as to whether or not an allegation of an unsafe condition is substantiated or is without merit.

(b) Minutes of meetings of the Health and Safety Committee will be kept and

distributed to each member of the Committee. 17.03 If an employee suffers an industrial injury during his hours of work, he shall be paid

for the time lost on the day of his injury at his normal hourly earnings. 17.04 The Company will pay a safety boot allowance to employees upon successful

completion of their probationary period. The Company will pay him/her an allowance on two occasions during the term of this agreement toward the purchase of safety boots. The first $200.00 of such allowance will be paid in the first eighteen month period commencing September 17, 2018 and the second $200.00 of such allowance will be paid in the 18 month period commencing March 17th, 2020. Such allowance will be paid upon the employee producing proof of purchase of safety boots.

17.05 The Company shall make reasonable provision for the safety and health of

employees during the hours of their employment. Cleanliness and privacy in washrooms and toilets are to be maintained at all times.

17.06 (a) Modified Work Program The Parties agree that the objectives of the program is to provide meaningful

work opportunities to assist in the rehabilitation of employees who are considered medically to be permanently disabled or temporarily disabled as a result of occupational or non-occupational injury and/or illness. The primary aim is to return employees to their regular work functions without

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physical restrictions. Failing this, the secondary aim is to explore the availability of other work functions, and/or initiatives that will permit disabled employees to return to work with the Company.

(b) The Union shall designate one of its members who shall be permitted to

participate in any meetings held to determine the suitability of any work functions within the workplace for disabled employees.

(c) The Company shall provide the Union with copies of any notices and/or

correspondence it receives with respect to an employee’s fitness to return to work and/or ability to participate in a rehabilitation program.

17.07 (a) The Company and Union will observe the Day of Mourning on such date as officially established each year. Employees will be offered an opportunity to observe a “one minute of silence” at 11:00 a.m. (b) The Local Union Co-Chair of the JHSC or a member of the JHSC, as

designated by the co-chair, shall be provided a maximum of 4 hours paid by the company at his/her applicable hourly rate including COLA to attend the International Day of Mourning Ceremonies.

ARTICLE 18

Union Representation 18.01 The Union shall appoint a Union Shop Committee consisting of a maximum of 3

employees. The Union will furnish the Company with an updated copy of the list of the members of the Committee.

18.02 This Committee shall function for the purpose of meeting with the Company to

discuss grievances and to conduct negotiations for renewal of this Agreement. It is understood that members of the Union Committee have regular duties to perform in connection with their employment. Therefore, they will not conduct their affairs in an unreasonable manner which would disrupt production.

18.03 The members of the Shop Committee as described in Article 18.01 above, shall be

paid for the time spent at scheduled meetings held at the Employer’s premises at their regular rate as is proper.

18.04 On the request of either party, the Company and the Shop Committee shall meet for

the purpose of discussing issues related to the workplace which affect the parties or any employee bound by this Agreement.

18.05 Each party shall submit a written agenda to the other party of the matters to be

discussed at least three (3) working days prior to the meeting.

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ARTICLE 19

Handicapped Employees 19.01 In the event of employees sustaining injuries at work or becoming affected by

occupational diseases during the course of their employment and becoming physically disabled a result thereof, every reasonable effort will be made by the Company to give the disabled employee such suitable employment as is available.

19.02 The Company shall inform and provide particulars to the Union when it becomes

aware of, and, prior to making a decision with regards to making a determination, modification or award of more suitable employment for disabled employees as circumstances may arise as mentioned in the preceding clause.

ARTICLE 20

Paid Holidays 20.01 Employees shall be given the following holidays with pay: New Year’s Day Labour Day Family Day Thanksgiving Day

Good Friday Christmas Day Victoria Day Boxing Day

Dominion Day Last work day before New Year’s Day or Civic Holiday first work day after New Year’s Day or a date

mutually agreed upon by the parties.

An employee’s birthday is a floating holiday. All employees must request approval

from their supervisor before taking their birthday holiday. The employee’s request must be at least seven days in advance. An employee with a birthday falling in November or December may request their birthday holiday as early as November 1.

20.02 In the event any employee is required to work on any of the aforementioned

holidays, he shall be paid in addition to his holiday pay, time and one-half his regular rate for time worked.

20.03 When any one of the observed holidays falls on a Saturday or Sunday either the

preceding Friday or the next following work day will be presented as the holiday. 20.04 An employee shall be eligible to receive holiday pay only if he is available for work

and actually does work the scheduled work day immediately prior to and subsequent to any paid holiday.

20.05 An employee shall not be disqualified under Clause 20.04 if he is unable to work as

scheduled on either or both of the days specified in Clause 20.04 due to personal

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illness, provided that the Company, in such an event, has the right to request a medical certificate of such personal illness. Any employee who is receiving weekly indemnity under the Health and Welfare Plan provided by the Company or who is receiving Workmen’s Compensation or who received bereavement pay for the day of a paid holiday shall not also qualify for holiday pay.

20.06 Employee suspension shall not disqualify the individual from payment of statutory

holiday pay.

ARTICLE 21

Hours of Work 21.01 The standard work week shall consist of 40 hours, made up of 5 days from Monday

to Friday of 8 hours per day. It is understood, however, that the Company does not guarantee that employees will have work for their full normal hours of work per day or per week.

21.02 All employees covered under this agreement shall receive a 20-minute paid lunch

period to be taken approximately at mid-shift on any shift. In the event a second or third shift is added, each employee who is assigned to either of those shifts shall receive the shift premium set out in Schedule “B”.

21.03 (a) The Company will provide fourteen (14) days’ notice on a change in shift Rotation. (b) If an employee is required to change shifts during the standard work week,

the first shift worked following such change will be paid for at the rate of time and one-half, unless such shift change takes place on a Monday and if Monday is a holiday, then on the next working day.

ARTICLE 22

Rest Periods 22.01 Each employee who is working on the day shift and who is not assigned to either a

2 or 3 shift operation will be granted a rest period of 10 minutes each morning and each afternoon commencing at 9:20 a.m., respectively, provided, however, that the time for starting the rest periods could be altered by mutual agreement of the Parties hereto.

22.02 Each employee on a second or third shift operation will receive a ten (10) minute paid rest period at a mutually convenient time which is conducive to uninterrupted machine operation.

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ARTICLE 23

Overtime 23.01 The Company shall pay an employee one and one-half times his or her regular

hourly rate for all hours he or she shall be required to work in excess of 8 hours per day.

23.02 When scheduling overtime work requirements, the Company shall give prior notice

to employees affected of such requirements, whenever possible. Saturday and Sunday Work 23.03 The Company shall pay time and one-half the regular hourly rate for all work

performed on Saturdays. The letter of understanding (Letter #1), Article 23 regarding overtime assignment and opportunity equalization, will apply.

23.04 The Company shall pay two times the regular hourly rate for all work performed on

Sundays.

ARTICLE 24

Reporting Allowances 24.01 An employee who reports for work and is sent home by the Company because

there is no work available shall be paid the equivalent of 4 hours’ work at straight time, provided he or she has not been notified that his or her services will not be required by the Company at least 2 hours before the start of a regular shift.

24.02 It is understood, however, that payment of the above allowance shall not be required if lack of work is due to circumstances beyond the control of the Company. Whenever this Article is invoked, the Company reserves the right to call/recall employees based on skill and ability to perform the work required for a period up to five working days. Extensions may be granted by mutual agreement.

24.03 An employee who has completed his full normal work day, as scheduled, and who

has left the premises of the Company and who has then been called back to return to work, shall, upon reporting back to do the work assignment, be paid a minimum of 4 hours’ pay at straight time.

ARTICLE 25

Vacations with Pay 25.01 Entitlement to vacation shall be calculated as of the first day of July in each year.

An employee, who on that date has the length of service with the Company as shown below in this Article, shall receive the corresponding vacation benefits. An employee with:

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(a) one year or less than one year of continuous service with the Company shall receive a prorated vacation day with pay for each completed month of service in amount equal to 4% of the total pay of the employee for the period of 12 months between the 1st day of July and the 30th day of June;

(b) more than one year but less than 5 years of continuous service with the

Company shall receive 2 weeks’ vacation with pay equal to 4% of his total pay for the period of 12 months between the 1st day of July and the 30th day of June following;

(c) 5 years or more than 5 years of continuous service with the Company shall

receive 3 weeks’ vacation with pay based on 6% of his total pay for the period of 12 months between the 1st day of July and the 30th day of June following;

(d) 12 years of continuous service with the Company shall receive 4 weeks’

vacation with pay based on 8% of his total pay for the period of 12 months between the 1st day of July and the 30th day of June following;

(e) 20 years of continuous service with the Company shall receive 5 weeks’

vacation with pay based on 10% of his total pay for the period of 12 months between the 1st day of July and the 30th day of June following;

(f) 25 years of continuous service with the Company shall receive 6 weeks’

vacation with pay based on 12% of his total pay for the period of 12 months between the 1st day of July and the 30th day of June following.

25.02 A questionnaire will be circulated among the employees on or before February 1st of

each year and the annual vacation schedule will be prepared and posted on or before April 15th in each year. The normal vacation period will be during the months of July and August. While the Company anticipates that its plants will be partially closed during the last week in July and the first week in August, such closing cannot be guaranteed. It is the desire of the Company that the employees will be given the opportunity to take their vacation in consecutive

weeks, wherever practicable. Accordingly, employees with the greatest seniority will be entitled to the first choice of vacation dates, subject to the Company’s right to maintain a qualified working force.

Scheduling: February 1: Company to post the date for shutdown (if any) March 1: Deadline for employees to submit preferred vacation requests March 15: Company approves or denies vacation requests April 1: Deadline for employees to submit second preferred vacation request (if

necessary) April 15: Final vacation schedule established. After April 15 vacation schedule can

only be changed with the mutual agreement of the company and the employee. By April 29, the Company will allow a substitution of a specific vacation schedule as

requested by its employees for Company assigned vacation, which will be determined based on the Company’s work requirements and employee coverage.

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25.03 If an observed paid holiday falls within an employee’s annual vacation, an extra day

with pay will be provided at the beginning or end of the vacation or at some time, whatever is agreeable to the Company, having regard to the Company’s right at all times to maintain an efficient working force.

25.04 All vacations shall be taken in the year of entitlement and shall not be accumulative.

If an employee does not schedule vacation to allow for its use in the vacation year, the employer reserves the right to schedule an employee’s vacation to ensure that it be fully scheduled and taken in the calendar year.

ARTICLE 26

Wash Up Period 26.01 The Company agrees to continue its present practice of having a 5-minute wash-up

period at the end of the working day for all employees, provided that employees working on grease, carbon, graphite and dis-assembly jobs shall receive a 10-minute wash-up period.

ARTICLE 27

Overtime and Meal Allowance 27.01 Any employee who is required to work overtime 3 hours or more beyond the end of

his regularly scheduled shift shall be granted a meal allowance equal to one hour of pay at straight time.

ARTICLE 28

Welfare Program 28.01 Attached hereto and forming part of this Agreement is Schedule “A” outlining the

Health and Welfare benefits under this Agreement.

ARTICLE 29

Wage Schedules 29.01 Attached hereto and forming part of this Agreement is Schedule “B” setting out the

job classifications and rates of pay under this Agreement.

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ARTICLE 30

Union Security 30.01 The company shall deduct Union dues including, where applicable, initiation fees

and assessments, on a bi-weekly basis, from the total earnings of each employee covered by this agreement. The amount of dues shall be calculated in accordance with the Union’s Constitution.

30.02 All dues, initiation fees, and assessments shall be remitted to the Union forthwith

and in any event no later than 15 days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the International Secretary Treasurer of the United Steelworkers, AFL-CIO-CLC, P.O. Box 13083 Postal Station ‘A’, Toronto, Ontario, M5W 1V7 in such form as shall be directed by the Union (if collective agreement does not have the International Union as the party then the word “Union” should be changed to the “International Union”) to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Coordinator.

30.03 The remittance and the R-115 form shall be accompanied by a statement

containing the following information: a) A list of the names of all employees from whom dues were deducted

and the amount of the dues deducted; b) A list of the names of all employees from whom no deductions have

been made and reasons; c) This information shall be sent to both Union addresses identified in

article .02 in such form as shall be directed by the Union to the Company. 30.04 The Union shall indemnify and save the Company harmless against all claims or

other forms of liability that may arise out of any actions taken by the Company in compliance with this article.

30.05 The Company, when preparing T-4 slips for the employees, will enter the amount of

Union dues paid by the employee during the previous year. 30.06 The Company shall provide the Amalgamated Local Union on a yearly basis with a

list of employee’s names, date of hire, job classifications, current rate of pay and latest mailing address, provided it does not contravene government legislation or regulation.

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ARTICLE 31

Cost of Living Adjustment 31.01 There will be a cost of living adjustment for each employee covered by this

Agreement which shall be calculated in the manner set out in this Article and upon the basis that the year 1981 = 100. Any cola adjustment is triggered at $0.32 per contract year.

31.02 The Parties agree that, for the purpose of this Article, the Consumer Price Index

(C.P.I.) for the month of May, 2008 shall be the current index for the first year of the Agreement. Commencing with the month of August, 2008 and on each adjustment date shown in this Article, a cost of living adjustment equal to one cent per hour for each two-tenths of a point (0.2) change either above or below the current index shall be made for all hours worked by an employee until the next adjustment date.

The Parties agree that, for the purpose of this Article, the Consumer Price Index

(C.P.I.) for the month of May, 2009 shall be the current index for the second year of the Agreement. Commencing with the month of August, 2009 and on each adjustment date shown in this Article, a cost of living adjustment equal to one cent per hour for each two-tenths of a point (0.2) change either above or below the current index shall be made for all hours worked by an employee until the next adjustment date.

The Parties agree that, for the purpose of this Article, the Consumer Price Index

(C.P.I.) for the month of May, 2010 shall be the current index for the third year of the Agreement. Commencing with the month of August, 2010 and on each adjustment date shown in this Article, a cost of living adjustment equal to one cent per hour for each two-tenths of a point (0.2) change either above or below the current index shall be made for all hours worked by an employee until the next adjustment date.

31.03 Each such cost of living adjustment will be made during the second pay period

falling after the date of publication of the C.P.I. for each of the adjustment dates shown below and shall be calculated upon the C.P.I. published for the corresponding month upon the basis of Article 31.

ADJUSTMENT DATES

CONSUMER PRICE INDEX PUBLISHED FOR THE MONTHS OF:

First Year (Term: August 17, 2008 - August 16, 2009)

August, 2008 November, 2008 February, 2009

May, 2009

May, 2008 August, 2008

November, 2008 February, 2009

Second Year (Term: August 17, 2009 - August 16, 2010)

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May, 2010



Third Year (Term: August 17, 2010 - August 16, 2011)


May, 2011



31.04 Notwithstanding any other provision of this Article, cost of living adjustments as

provided herein shall not exceed 25 cents per hour per year. 31.05 Any upward cost of living adjustment under this Article shall be considered an “add

on” and shall not be deemed part of an employee’s regular hourly rate but shall be included in such regular hourly rate of pay only for the purpose of calculating pay for hours actually worked.

31.06 If the C.P.I. is discontinued or amended by Statistics Canada, the Parties shall

negotiate an appropriate adjustment or conversion factor to assure that employees will be entitled to that cost of living adjustment which would have resulted had the C.P.I. not been discontinued or amended.

31.07 The Cost of Living Adjustment shall be factored into the base hourly rates at the

end of this three year Agreement.

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ARTICLE 32

Duration of this Agreement 32.01 This Agreement shall be for a term of three years, commencing September 17,

2018 and ending September 16, 2021. It shall be renewed automatically from year to year thereafter unless either Party gives notice of amendment to the other Party within 90 days prior to the expiry date or within 90 days prior to any subsequent anniversary date in any year.

32.02 In the event that either Party serves notice to the other Party in writing for

amendments, this Agreement shall remain in full force and effect until a new Agreement is signed between the Parties, or until conciliation proceedings as required by legislation have been completed.

32.03 The Company agrees it will incorporate all Letters of Understanding agreed upon

during these negotiations to be incorporated into the new Labour Agreement.

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This is Schedule “A” referred to in the annexed Collective Agreement.

SCHEDULE “A”

HEALTH AND WELFARE PLAN

Plan changes to take into effective November 1st, 2015. Carrier to be changed from Manulife to Great West Life to improve the level of customer service to members.

A.1 Bargaining Unit Employees The Company will continue the Group Life and Accidental Death and

Dismemberment Insurance Program. *The Company will provide weekly indemnity insurance as follows:

1st day of accident, 3rd day of sickness (1st day if employee is hospitalized) for a period of 17 weeks on each separate illness, present offsets to be retained

66.67% of the employee’s average hourly earnings up to the maximum benefit provided of $680 per week. **Waiting period reduced from 26 weeks to 17 weeks.

*The Company will provide long term disability insurance as follows: A totally disabled employee will receive 66.67% of his average monthly earnings for

monthly indemnity to a maximum of $10,000 per month from all sources to age 65, less the usual offsets:

*The Company will arrange with its group insurers to deduct income tax from the

benefits payable under these policies of insurance at the time payment of benefits is made.

For pensionable service and pension benefits accrued up to July 31, 2013, the

Company will continue the Pension Plan (“Defined Benefit Plan”/ “DB Plan”) which contained the following features:

normal retirement - at age 65

unreduced retirement - at age 62, 10 years of service at age 65

vesting - immediate

early retirement - at age 55 with 2 years of service credited at the election of the employee

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credited service - employees will be eligible for entry to the Pension Plan after one year of service. Service will then be dated back to date of hiring. New employees hired on and after August 1, 2013 were not eligible for entry to the Pension Plan.

One (1) year of credited service will be calculated as 1900 hours for this purpose commencing January 1, 1999.

survivor option - at 90% - 55%. Also for employees who die before retiring survivor option at 90% - 55%

benefit - $40.50 per month, per year, past and future service to July 31, 2013.

supplement - $10.00 per month, per year of service to July 31, 2013.

As per the official member notice issued on Sept 14th, 2015 the DB Plan was wound up effective September 17th, 2015. Employees retain pension benefits which have accrued up to and including July 31, 2013 as a frozen DB benefit. Under the wind up, employees have the option to 1) receive a transfer of a lump sum representing their frozen DB benefit or 2) retain a monthly pension that will be paid by an insurance company. New Defined Contribution Pension Plan (DC Plan) Effective August 1, 2013, the Company will provide a Defined Contribution Pension Plan (“DC Plan”) which will be the following features:

The DC Plan will be non-contributory (no employee contributions required).

Employees will be eligible for entry to the Defined Contribution Pension Plan (DC) as of August 1, 2013. New employees will be eligible for entry into the DC Plan, effective the first pay following completion of the 45 day probationary period.

The Company will commence making a base contribution to each eligible employee’s DC Account equal to six percent (6%) of the pensionable earnings commencing the later of the first pay period following August 1, 2013 and the first pay period following eligibility. The base contribution will increase according to the following agreed schedule:

Effective September 17th, 2018 0.25% Effective September 17th, 2019 0.50% Effective September 17th, 2020 0.50%

Contributions made by the Company will become immediately vested.

Contributions will be subject to the limits imposed by the Income Tax Act (Canada).

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Pensionable Earnings will be defined under the DC Plan to only include: Regular hourly wages Overtime pay

Paid Floating Days pay Paid Statutory Holiday pay Paid Birthday pay Paid Bereavement pay Paid Vacation Lead Hand premium Shift premium Carbon Time premium

Also included with stipulations:

Short Term Disability/WI payments: For the period while on STD, contributions will be made by the Company based on the last hourly base wage rate (excluding premiums) using a standard 40 hour work week.

Workers Compensation payments:

For an employee on the seniority list while on Workers Compensation, contributions will be made by the Company based on the last hourly base wage rate (excluding premiums) using a standard 40 hour work week. Long Term Disability payments: A) An employee on the seniority list, hired prior to September 16, 2018

and has at least 10 years of service, contributions will be made by the Company (based on the last hourly base wage rate, excluding premiums, utilizing a standard 40 hour work week) while on Long Term Disability.

B) An employee on the seniority list, hired after September 16, 2018 and has at least 10 years of service, contributions will be made by the Company (based on the last hourly base wage rate, excluding premiums, utilizing a standard 40 hour work week) up to 48 months while on Long Term Disability.

Union leave: For an employee who is working for his union local, and who is on an approved leave of absence requested by such local, contributions will be made by the Company based on the last hourly base wage rate (excluding premiums) using a standard 40 hour work week Company.

Excluded:

Retiring allowance

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Cost of Living adjustment Meal Allowance

Layoff: For an employee on Lay Off per Article 11.01, contributions will not be made by the Company. Upon termination of employment, contributions will be made in accordance with the Employment Standards Act.

Default Investment Selection If members do not make an active investment selection, their contributions will be directed to a retirement date fund based upon retirement at age 65. Retirement date funds are balanced portfolios with a gradually changing asset mix from more aggressive when retirement is many years away to more conservative when retirement is imminent.

A.2 Bargaining Unit Employees and Dependents

The Company will continue to pay the full cost of the Ontario Hospital Insurance Plan.

Vision Care: visions care coverage four hundred ($400.000) dollars per dependent, per family, every two (2) years.

The drug plan will use the Drug Card System with a stipulation of drug card formulary having generic drugs as first option. When a generic equivalent is not available, the doctor specified drug will be first option.

Except as may be altered by this Schedule, the Company will continue the present Medicare Supplement Plan

The Company dental plan consists of a maximum benefit of $2,000 per person per calendar year inclusive of routine and major combined with a 50% co-insurance for major dental with no deductible for single or family coverage. The specifications of the dental plan shall be the same as those attached to this Schedule.

Effective on the dates shown below, the level of benefits under the Dental Plan will be amended by adopting the Ontario Dental Association’s schedule of fees which has been published for the corresponding year:

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Effective Date Year January 1st , 2018 2017 January 1st, 2019 2018 January 1st, 2020 2019 A.3 The Company will pay the full cost of the foregoing group insurance benefits and

the Pension Plan will be non-contributory. A.4 An employee will be qualified for the group insurance and statutory benefits set out

in this Schedule upon completing 45 working days of continuous service, provided the employee is actually at work on a full time basis on the date he qualifies, and if he is absent from work on that date, he will qualify on the date he returns to full time active employment.

A.5 When an employee who is eligible for the benefits set out in this Schedule is laid off,

the Company will provide health benefits for the first 30 days of lay-off. All benefits cease on the date of termination of employment, save as may be provided in the Pension Plan.

A.6 Students and part-time employees are not entitled to any of the benefits set out in

this Schedule. A.7 When an employee is granted leave of absence, the Company will continue to

provide health benefits for the first 90 days of such leave of absence and the premium costs of the other group benefits in this Schedule for the first 30 days of such leave of absence; provided that if an employee obtains leave of absence to seek other employment, the Company shall not be obliged to provide health benefits during the leave of absence.

A.8 Where an eligible employee has not been covered for any of the group benefits set

out in this Schedule because of duplication of the same or similar benefits arising out of any such coverage of the spouse of that employee, and such duplication of coverage subsequently ceases, the following shall apply:

- the employee shall become covered for the benefits which previously did not

apply because of such duplication; - such coverage shall not be automatic, but will only become effective on the

first day of the month following receipt by the Company of notice in writing from the employee that such duplication of coverage has ceased, and the Company may require the employee to produce further evidence to that effect.

In any event, nothing in this Clause shall deny to any eligible employee coverage for the following: - group life and accidental death and dismemberment insurance;

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- weekly indemnity insurance;

- long term disability insurance;

- benefits under the Pension Plan.

A.9 The Company will provide current health and dental benefits to the age of 65 for two consecutive years to employees who elect to retire after the age of 62. In the event an employee chooses to retire and receive health and dental benefits they will not receive a retirement allowance.

In the event the employee chooses to retire and receive health and dental benefits

for less than two consecutive years, they will have the option to receive a pro-rated retirement allowance of up to $2000.00.

In the event an employee chooses to retire between the ages of 62 and 63 and

does not choose to receive the health and dental benefits the employee can elect to receive a $4000.00 retirement allowance.

Those employees retiring after the age of 65 will be entitled to a $3000.00

retirement allowance. A.10 The Company will continue the present policy of supplying employees with safety

glasses and, where required, prescription safety glasses and standard safety glass frames.

A.11 An employee may be required by the Company or the Insurance Carrier to produce

a certificate from a medical practitioner for an accident or illness certifying that he/she was unable to carry out his/her duties due to accident or illness. Should the employee be required to pay for such certificate, the Company will reimburse the employee upon proof of payment up to a maximum of $40.00.

A.12 The Company will reimburse an employee a maximum of $2,000 for orthodontics

coverage per dependent under 18 years of age with a 50% co-insurance per calendar year.

A.13 Stainless steel crowns and repairs: Porcelain or gold crowns would be subject to

predetermination to see what is applicable paid at 50% co insurance. A.14 Extended Health Care – Professional Services/Practitioners: Addition of Massage

Therapist, Dietician and Social Worker. Coverage for paramedical practitioners at 100% coinsurance with a $500 maximum for each practitioner per calendar year

Hearing Aids: Company to provide standard coverage for hearing aids.

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Page 1 of attachment referred to in Section A.2 of Schedule “A”

ELIGIBLE EXPENSES

Eligible expenses are the usual, customary and reasonable expenses incurred up to the amount specified in the suggested fee guide for a general practitioner which is current on the date of treatment in the Province of residence of the insured person incurring such expense. Only those items listed are eligible. Outline of Dental Codes Applying to the Dental Benefit Plan 1. Oral Examinations (00000 - 01999) (a) Initial examinations (02100 and one of 01110, 01120 or 01130) - Limited to one during any 24 month period (b) Recall examinations (01200) - Limited to two per Benefit Year separated by an interval of at least 5 months (c) Emergency or Specific examinations (01300, 01400) 2. Radiographs and Radiographic Interpretations (02000 - 03999) (a) Complete series of radiographies (02100) - Limited to one during any 24 month period (b) Sets of bitewing radiographs (02141 - 02144) - Limited to two per Benefit Year separated by an interval of at least 5 months (c) Radiographs to diagnose a symptom or examine progress of a particular course of

treatment. 3. Required consultation with another dentist (93100) 4. Prophylaxes and Topical Fluoride applications - Limited to two such treatments per Benefit Year separated by an interval of at least 5

months (11100 - 12500) 5. Emergency or Palliative Services


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6. Diagnostic Tests and Laboratory Examinations (04000 - 04999) 7. Removal of Impacted Teeth (72220, 72230, 72240) and related anesthesia 8. Provision of space maintainers for missing primary teeth (15100, 15401) 9. Fillings (20000 - 23999) - amalgam, composite, acrylic or equivalent 10. Removal of Teeth (70000 - 71000; 72310, 72410, 72411, 72412) 11. Stainless Steel Crowns and Repairs to Stainless Steel Crowns (27401, 27403, 27411, 27413; 29100 - 29300) 12. Endodontics (30000 - 39999) - root canal therapy and filling, treatment of disease of the

pulp tissue 13. Periodontics (40000 - 49999) - treatment of the gum and other supporting tissues of the

teeth 14. Surgery and related Anesthesia (73000 - 79999) and related 92120 to 92330 other than: (a) implants (72430) and transplants, or

(b) repositioning of the jaw Predetermination Feature: On a course of treatment that would exceed $200.00, an employee may submit details of the treatment to the Claims Department for prior approval of the amount and advice on any procedure that may not be covered under the plan.


INELIGIBLE EXPENSES

Payment will not be made under this Dental Insurance Plan for: 1. Dental care paid for under the insured person’s Provincial Hospital or Medicare Plan,

except, if permitted thereby for any excess of the amount paid for under the provincial plan.

2. Dental care provided solely for cosmetic purposes.

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3. Charges for dentures lost, misplaced or stolen. 4. Any charge in excess of the usual, customary and reasonable charge for the least

expense alternate service or material consistent with adequate dental care, when such alternatives are customarily provided.

5. Charges for appointments not kept. 6. Charges for completion of claim forms. 7. Charges for services or supplies of the type normally used for home use, or sports (e.g.

mouth-guards). 8. Charges for dental care due to or resulting from: (a) war or related causes,

(b) participation in a riot or civil commotion,

(c) commission of a criminal offence,

(d) any cause for which indemnity or compensation is provided under Worker’s Compensation or similar legislation.

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Page 1 of Schedule “B” referred to in the annexed Collective Agreement

SCHEDULE “B”

WAGES EFFECTIVE SEPTEMBER 17th 2018

HOURLY RATES OF PAY:

After 3 months

Continuous Service

After 6 months

Continuous Service

After 9 months

Continuous Service

After 15 months

Continuous Service

2018 Starting Rate

Classification Machinist/CNC Operator/Set-Up Millwright

31.0637 31.4783 32.0254 32.5231 33.0044

Machinists – Grade “A” General Machinists & Handyman Mechanic “A”

30.5330 30.8147 31.0637 31.4783 32.0254

C.N.C., Set-Up Operator 29.2559 29.5048 29.8531 30.3672 30.8147

Machinists – Grade “B” Mill & Precision Lathe Operators & Handyman Mechanic “B”

28.6924 29.0404 29.2872 29.5546 29.8861

Machine & Drill Operations Seal Repair Lapping Operations Raw Material Operator

27.3156 27.5476 27.6803 27.8795 28.0781

General Assembler 27.3156 27.5476 27.6803 27.8795 28.0781

Teflon Moulding 26.1782 26.3409 26.5361 26.7149 26.9262

Shipping & Receiving 26.7017 26.8677 27.0668 27.2492 27.4647

Apprentice Machinist 26.1382 26.4697 26.7349 27.0338 27.3653

Seal Assembly 25.8726 26.1546 26.4201 26.6853 26.9505

Janitor & Lunch Room Attendant 24.1478 24.6619 25.1924 25.1924 25.1924

Maintenance/Handyman/Delivery 24.0588 24.5400 25.0308 25.5314 26.0420

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After 3 months

Continuous Service

After 6 months

Continuous Service

After 9 months

Continuous Service

After 15 months

Continuous Service

2019 Starting Rate


31.7626 32.1866 32.7460 33.2549 33.7470


31.2200 31.5080 31.7626 32.1866 32.7460



29.3380 29.6938 29.9462 30.2196 30.5585


27.9302 28.1674 28.3031 28.5068 28.7099


Teflon Moulding 26.7672 26.9336 27.1332 27.3160 27.5320



Seal Assembly 26.4547 26.7431 27.0146 27.2857 27.5569



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After 3 months

Continuous Service

After 6 months

Continuous Service

After 9 months

Continuous Service

After 15 months Continuous

Service 2020 Starting

Rate


32.4773 32.9108 33.4828 34.0031 34.5063


31.9225 32.2169 32.4773 32.9108 33.4828



29.9981 30.3619 30.6200 30.8995 31.2461


28.5586 28.8012 28.9399 29.1482 29.3559


Teflon Moulding 27.3695 27.5396 27.7437 27.9306 28.1515



Seal Assembly 27.0499 27.3448 27.6224 27.8996 28.1769



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Part 4 of Schedule “B” referred to in the annexed Collective Agreement. When an employee is successful when applying for a Lead Hand A class position, he will be paid a premium of $1.00 per hour over and above his prevailing hourly rate of pay during the period or periods of his appointment. When an employee is successful when applying for a lead hand position of Lead Hand B class or other, he will be paid a premium of $0.50 per hour over and above his prevailing hourly rate of pay during the period or periods of his appointment. Article 10 does not apply to the selection of a Lead Hand. When an employee who is classified either as Machinist - Grade “A” or Grade “B” or as an Apprentice Machinist, is assigned by the Company to work on the carbon lathe or carbon mill, he/she shall be paid a premium of $1.05 per hour. When an employee is performing disassembly work he/she shall be paid a premium of $1.05 per hours. This shall be rolled into the hourly wage for payroll calculations. An employee may be assigned to the second shift within a work group such as carbon machining, teflon machining, type 37 machining, general machining and repair machining. In the event that demonstrated skill and ability are equal, the junior employee will be transferred to the shift. Rotation will commence in reverse order of seniority within the affected work group. When an employee is assigned to work on the second or third shift, the Company will pay him a premium of $1.15 for each hour worked on either of these shifts. The Company will review the performance of each employee who is classified as Apprentice Machinist at intervals of approximately 6 months, but in any event, not longer than 28 weeks. As part of such reviews, the Company will carry out tests of the skills and abilities of each Apprentice Machinist on work previously performed by him. Such tests may be written or may consist of specific work assignments or a combination of written tests and specific work assignments. Following such review and tests, the Company may in its discretion accelerate an Apprentice Machinist through one or more of the applicable pay progressions set out in this Schedule for that job classification. After successful completion of 21 months training, Apprentice Machinist will be promoted to the job classification of Machinist - Grade “B” and will be paid at the starting rate for that job classification. After successful completion of 21 months in the classification of Machinist - Grade “B” the employee will be promoted to the job classification of Machinist - Grade “A” and will be paid at the starting rate for that classification. Lead Hand A – Same as Lead Hand B plus able to address concerns related to prioritizing, planning and customer specific requirements. Considered the go to person in that job class. Lead Hand B – Primary contact if Supervisor is not available to address shop floor concerns.

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RENWED SEPTEMBER 17, 2018

Letter #1 referred to in Article 23 (23.03) of the annexed Collective Agreement

Letter #1

Article 23 - Overtime Assignment

1. Overtime opportunities shall be considered equalized for all employees who are

transferred out or laid off from a job classification. 2. Employees transferred into a job classification shall be considered equalized with the

employee having the highest number of overtime opportunities at the time of such transfer. 3. The employee shall be charged with the appropriate overtime opportunities they would

have worked while they were absent, on leave, or on vacation. 4. Employees that are not interested in being considered for overtime must sign a waiver to

this effect. Any changes to this status must be requested by the employee through his/her supervisor for the waiver to be revoked.

5. The Company shall pay time and one-half the regular hourly rate for all work performed on

Saturday except if an employee has not worked forty (40) hours during the week, then the employee will be paid at straight time on Saturday and Sunday until forty (40) hours are reached. Employees will be allowed a grace of one instance of absence per quarter and approved leaves will not count towards this provision.

6. Overtime shall be assigned first to an employee who is currently working on a job and that

job is not completed at the end of the shift. If an employee has declared that they are available for overtime at the start of their shift, overtime shall be distributed as equitably as possible, based on a rolling three month period among those who normally perform the work or who have been performing the work during the regular work hours. Equitably is based on up to a 20% variation between employees for overtime within a job class.

7. Overtime is offered in the following sequence: (except for a job that continues to run past

the end of the shift)

i) To those who normally perform the work starting with the individual with the lowest overtime hours worked offered.

ii) In rotation, starting with individuals with the lowest overtime hours worked/offered, from other employees in the same job classification.

iii) By rotation, starting with the individuals with the lowest overtime hours worked/offered, from other employees in the plant, provided training is not required.

iv) If an employee has declared that they are available for overtime at the start of their shift and they later decline an offer of overtime, they will drop to the bottom of the list of overtime hours that they have worked.

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In all cases, to qualify for overtime opportunities, the employee must be qualified and have

demonstrated skill and ability. 8. The employee performing the work on days during the week will be offered Saturday

overtime first. 9. Overtime list will be available to the Union upon request, but only once per quarter.

RENEWED SEPTEMBER 17, 2018

Letter #2

Lead Hand

The Company will provide a copy of the current Lead Hand job description and further, provide

any revisions made during the term of this Agreement to the Union.

Further, the Company will provide the Union with the name(s) of employees promoted to or

demoted from the Lead Hand classification.


Letter #3

Job Descriptions

The Company will work co-operatively with designated Union representatives in an effort to

maintain current job descriptions.

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Letter #4

Technological Change

1. Both parties recognize the importance of lessening as much as reasonable, the effects technological change may have upon the job security of an employee.

2. The Company will notify the Union as soon as possible in advance of any technological

change which may cause a displacement of employees from their jobs. The Company will meet and inform the Union of the planned change and will hold further meetings with the Union, if requested, for the purpose of discussing general matters of mutual concern affecting the interest of the employees affected.

3. Technological change shall mean the automation of equipment, or the mechanization or

automation of duties. 4. If an employee is displaced because of technological change, that employee may: (a) Exercise their plant-wide seniority and displace the least senior employee in a job

classification that in the Company’s opinion the employee should be able to perform, with training if necessary, within 30 working days or less. The Company will make every reasonable attempt to place the employee in a job classification that comes as close to his/her former rate of pay as is practical.

(b) The employee displaced by the application of (a) shall be governed by the

provisions of Article 10.


Letter #5

November 8, 1993 United Steelworkers 1031 Barton Street East, Local 6049 Hamilton, Ontario L8L 3E3 Dear Sirs:

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This letter will confirm the Company’s policy as stated to the Union during the recent negotiations, which were successfully concluded on November 8, 1993

Whenever an employee attends a course of instruction for which he has received the Company’s prior approval, the Company will reimburse that employee a portion of the tuition fees paid by him for such courses as follows:

- if the employee passes the course successfully, the Company will reimburse him

50% of his tuition fees. - if the employee passes the course with an overall mark of 75% or over, the

Company will reimburse him 75% of his tuition fees. It is emphasized that reimbursement of any part of the tuition fees by the Company is conditional upon the employee having received the prior approval of the Company of the course of instruction. Yours truly, John Crane Canada Inc. ________________________ John Putnins General Manager RENEWED SEPTEMBER 17, 2018

Letter #6

August 16, 1990 United Steelworkers 1031 Barton Street East, Local 6049 Hamilton, Ontario L8L 3E3 Attn: M. Duguid Dear Sir: This letter will serve to confirm the Company’s agreement with the Union’s proposal as put forward during the recent negotiations, which were successfully concluded on August 16, 1990 to provide a forty cent ($0.40) deduction per work week from each employee’s pay. The deduction

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will be for the Steelworker’s Humanity Fund and will be sent no later than 30 days after collection to the U.S.W.A. Humanity Fund. An employee wishing to withdraw or not participate in the Humanity Fund payroll deduction plan may do so by written request to the Company. Yours truly, John Crane Canada Inc. ______________________ John Putnins General Manager


Letter #7

Vacation Pay

August 17, 2005

It is agreed that for vacation pay, total pay (article 25) includes regular wages (includes COLA ), overtime, statutory holiday pay and previously paid vacation pay.


Letter #8

Safety and Health

August 17, 2008

1. Certification of the joint health and safety committee members The Company will certify the three worker members of the joint health and safety committee if they are not currently certified. If a certification course is available within six months of a worker being appointed to the committee, they will be scheduled for the course. In the event, the course is not available within the six months the Company will make every effort to schedule the training at the earliest possible date. The company shall pay for the course, including registration and required materials. The company shall provide paid time off for the JHSC Representative(s) to participate in this certification

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training at his or her applicable hourly rate including COLA. The company will schedule the employee and the time of training.

2. Health and Safety Training Any worker representative on the health and safety committee shall be eligible to participate in a training program approved by the Company and offered by the Workers’ Health and Safety Centre (WHSC). The Company will provide up to a total of five (5) days paid per year for the representative(s) to participate in this training at his/her applicable hourly rate including COLA. These five (5) days are to be used by one representative or shared amount the representatives as it is determined by the union. Training must be scheduled and approved at least seventeen (17) days in advance of the start of the training. Requests made with less than seventeen (17) days advance notice are automatically denied.


Letter #9

October 5, 2011

Leave for John Crane Union Business The purpose of this letter is to establish the parameters for an approval of an unpaid leave of absence to conduct union business related to John Crane, Canada. This letter expires the same date as the current contact and does not automatically renew with any renewal of the contract.

1. Leave for union business relating to John Crane Canada Inc., but excludes union training courses and conferences. Approval for union related business that relates to John Crane Canada Inc. falls solely within Article 16.

2. Union training courses and conferences including instructing union training courses off-site and to attend conferences or union meetings. The Company will allow leave of absence for union training courses and conferences if such leave is requested from management in writing. Such leave is limited to a maximum of two (2) person (s) at a time to a total of thirty (30) days per calendar year in total for all leaves. Management reserves the right to approve such leave.

3. Amalgamated union business

By mutual agreement of the Union Shop Committee and the Company, thirty (30) of the days available in #2, may be used for union business. The company expressly reserves the right to pick the day to minimize the impact to operations. The days granted in number 2 and 3 of the letter cannot exceed thirty (30) days in total.

4. Continuous Leave Upon written application by the international union, at least two (2) weeks in advance, the company may approve a continuous leave without any pay and any benefits for an

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employee who receives a scholarship/internship or is appointed a casual staff representative by the union. Such leave is for a minimum of ninety (90) continuous days but no more than 365 continuous days. Only one such leave will be given per contract year. The duration for such leave must be included in the written application and is not subject to change unless by mutual agreement. Only one employee in the bargaining unit may be on such leave at any one time. Company service for any employee on such leave shall be retained for the period up to the start of the leave, but will not accumulate during such leave. The employee may apply for a return from the leave with a written application at least two (2) weeks prior to the date requested for the return. The employee can return to his/her classification and position.

RENEWED SEPTEMBER 17, 2018 Letter #10 updated to provide cross training to be completed by those interested by the end of the collective agreement.

Letter #10

September 17, 2015 Training

In keeping with our commitment for continuous improvement John Crane Canada will be offering training courses to be completed by September 2018. The date and times will be determined based on work load and availability of the equipment. Those interested in the training will be required to submit their names on a form upon 30 calendar days of commencement of the new collective agreement. A. Machinist/CNC Operator Set-Up John Crane Canada will set up a training matrix listing employees on one axis and machines on the other to enable cross training on all machine types. At the conclusion of each training session an assessment will be provided. B. Machinists Grade ‘A’ This will include the operation of the single turret and the double turret turning machines. The milling / drilling portion will include the Okuma 4VA and the Haas VF6. This training will be offered to all those currently operating manual machines. C. Lapping for Seal Assembly Training John Crane Canada will set up a training matrix listing employees on one axis and lapping the other to enable cross training. At the conclusion of each training session an assessment will be provided. D. CNC Operator John Crane Canada will set up a training matrix listing employees on one axis and raw material handling, disassembly on the other to enable cross training. At the conclusion of each training session an assessment will be provided.

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Letter #11

QA Inspection Job Functions

From time to time there will be the need to share QA inspection related job functions between the salaried and union employees in order to successfully meet the current business demands while allowing for job enrichment opportunities & effectively manage overtime utilization. The following conditions will apply with this arrangement:

The roles of the QC inspector to be performed by either a union machinist or salaried employee.

Existing employees in the role will get first right to any work available during standard work hours.

Union employees to get first right to overtime as laid out in existing CBA

When existing employees who normally carry out the duties of this role are no longer with the company the position will fall under the CBA.

Training for the inspection duties to be posted and provided and selected from the grade a machinist group & CNC grade A. The initial selection will be from grade a machinists provided they demonstrate they process the necessary skill and ability to perform the duties of the job.

The wages schedule will remain the same as per Schedule “B” of the CBA.


Letter #12

Health and Welfare Plan

The company commits that the level of benefits under Great West Life will be identical to the benefits under Manulife unless otherwise changed through negotiations. Great West Life Benefit booklets will be provided on an annual basis. SHIFT PREMIUM: Raise shift premium to $1.15 per hour from current $1.00 cents per hour Premium for work in carbon area be raised to $1.05 cents per hour from current rate of $.95 cents per hour. Wages: September 17, 2018…..2.25% September 17, 2019….2.25% September 17, 2020….2.25% PENSION: September 17, 2018 increase contributions by 0.25% September 17, 2019 increase contributions by 0.50% September 17, 2020 increase contributions by 0.50%

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Letter #13

Uniforms

The purpose of this letter is to provide information about the upcoming changes in regards

to workplace apparel. Following the implementation of the Smiths operational excellence blueprint for standardization, John Crane will be providing shirts for all union employees that suitable to both parties. The employee will indicate whether he/she will require short or long sleeve shirts and the quantity of each. The company will meet with the union to agree upon a Tee Shirt. Once introduced, all employees must wear only the provided shirt.

The company will provide 5 shirts to each employee per year. The company will monitor the amount of shorts required in the first year. If the employee requires more than the provided number of shirts he or she can purchase them from the company.

Letter #14

Retirement

Any existing employees at the time of ratification that is 65 years of age or older will receive $4000.000 at the time of retirement.

Documents

COLLECTIVE AGREEMENT Between JOHN CRANE CANADA INC. Fabricatio… · JOHN CRANE CANADA INC. (hereinafter referred to as “the Company”) OF THE FIRST PART - AND - UNITED STEELWORKERS