GRRJF BROS. CANADA INC. BELLEVILLE, ONTARIO 5/Z/l017 ... · Step 3 said meeting if held or within five (5) days of receipt of the grievance if no meeting is held. H a satisfactory

GRRJF BROS. CANADA INC.

BELLEVILLE, ONTARIO

5/Z/l017 through 5/1/W20

Article

ARTICLE 1

ARTICLE2

ARTICLE3

ARTICLE4

ARTICLES

ARTICLE6

ARTICLE?

ARTICLES

Table of Contents

PREAMBLE .......................................................................................................... I

SCOPE .................................................................................................................. 1

RECOGNITION .................................................................................................... 1

MANAGE1'.1EN"T' S RIGHTS ............................................................................... 1

UNION SECURITY ............................................................................................. 2

UNION COMMITTEES ....................................................................................... 3

GRIEVANCE PROCEDURE ............................................................................... 3

ARBITRATION .................................................................................................... 4

ARTICLE 9 NON-DISCR.Th1INATION .................................................................................... 5

ARTICLE 10 DISCIPLINE ......................................................................................................... 6

ARTICLE 11 HOURS AND WORKING CONDITIONS .......................................................... 6

ARTICLE 12 PAID HOLIDAYS ................................................................................................ 8

ARTICLE 13 VACATIONS ........................................................................................................ 9

ARTICLE 14 JOB POSTING AND GROUP LEADERS ......................................................... 10

ARTICLE 15 TEMPORARY TRANSFERS ............................................................................ 11

ARTICLE 16 LEA VB OF ABSENCE ...................................................................................... 12

ARTICLE 17 BULLETIN BOARD .......................................................................................... 12

ARTICLE 18 REST PERIODS ................................................................................................. 13

ARTICLE 19 SAFETY AND HEALTH ................................................................................... 13

ARTICLE 20 REPORTING ALLOWANCE ............................................................................ 13

ARTICLE 21 ABSENTEEISM ................................................................................................. 14

ARTICLE22 CALL-BACKPAY ............................................................................................. 14

ARTICLE 23 BEREA VEl\.1ENT ............................................................................................... 14

ARTICLE 24 INSURANCE PROGRAM ................................................................................. 15

ARTICLE 25 NEW OR CHANGED JOBS .............................................................................. 15

ARTICLE 26 SENIORITY ........................................................................................................ 15

ARTICLE 27 PAY IF INJURED ON THE JOB ....................................................................... 16

ARTICLE 28 NO STRIKES NO LOCKOUTS ......................................................................... 16

ARTICLE 29 NOTICES ............................................................................................................ 17

ARTICLE 30 DURATION OF AGREEl\.1ENT ........................................................................ 17

SCHEDULE A- STRAIGHT TIME HOURLY RATES ............................................................. 19

SCHEDULEB -HEAL11IAND WELFARE ............................................................................. 20

SCHEDULE C - PENSION PROGRAM ..................................................................................... 22

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AGREEMENT BETWEEN:

GREIF BROS. CANADA INC., BELLEVILLE, ONTARIO, and the

UNITED STEELWORKERS, (USW), by and on behalf of Local Union 343-15.

ARTICLE 1 PREAMBLE

1.1 The general purpose of this Agreement is to secure for the Company, the Union and the employees the full benefits of orderly collective bargaining and to ensure, to the fullest extent possible, the welfare of the employees, economy of operation and quality and quantity of output, and to provide machinery for the adjustment of disputes which may arise between the parties hereto.

1.2 Use of any personal pronoun in this Agreement shall be interpreted to apply equally to either gender.

ARTICLE2 SCOPE

2.1 This Agreement shall apply to all employees outlined in the bargaining unit defined in the certification issued by the Ontario Labour Relations Board on the 16th day of November 1973:

"All employees of The Company, at Belleville, save and except foremen, persons above the rank of foremen, office and sales staff, persons regularly employed for not more than 24 hours per week and students employed during the school vacation period."

2.2 The Company will conduct a meeting not more than every six months, at the request of the Union, to review and discuss the Company's utilization of contingent workers and contingent workforce.

ARTICLE3 RECOGNITION

3.1 The Company recognizes the Union, The United Steelworkers, as the sole and exclusive collective bargaining agent for all employees in the bargaining unit as defined in Article 2.1 above, situated at the Company's Belleville, Ontario, plant.

ARTICLE4 MANAGEMENT'S RIGHTS

4.1 It is understood and agreed that the Company bas all the customary and usual rights, powers, functions and authority of management.

4.2 Any of the rights, powers, functions or authority which the Company had prior to the signing of this Agreement, or any agreement with the Union, including those in respect to rates of pay, hours of employment or conditions of work, are retained by the Company, except as those rights, powers, functions or authority are specifically abridged or modified by this Agreement or by any supplement to this Agreement arrived at through the process of collective bargaining.

4.3 To maintain discipline of employees, including the right to make reasonable rules and regulations, providing however, that any dispute as to the reasonableness of such rules and regulations or any disputes involving claims of discrimination against any employee in the application of such rules and regulations shall be subject to the Grievance Procedure of this Agreement to discharge, suspend or discipline employees for just and reasonable cause, and also to hire, transfer, promote and to assign employees to shifts, with due regard to seniority.

All such rights shall be exercised in a reasonable fashion and any disputes shall be resolved using the Grievance Procedure of the Agreement.

ARTICLES UNION SECURITY

5.1 All present employees within the bargaining unit on the effective date of this Agreement and every new employee upon completion of the probationary period shall join the Union and remain a member of the Union in good standing as a condition of continued employment with the Company.

5.2 The Company agrees, during the term of this Agreement, to deduct from the wages of each employee in the bargaining unit, an amount equal to the regularly authorized Union dues, initiation fees and assessments as approved by the Local Union. Such dues, initiation fees and assessments, subject to sixty (60) days advance written notice, can be changed not more than twice each calendar year.

5.3 The Company is to remit to the Financial Secretary of the Union, the dues, initiation fees and assessments deducted, along with a dues deduction report, no later than fifteen (15) days following the last day of the month in which the deductions were made. The remittance shall be sent to:

International Secretary Treasurer United Steelworkers, AFL-CIO CLC P.O. Box 9083 Postal Station "A", Toronto, ON M5L lKl

The dues deduction report will include the employees' current mailing address on record with the employer.

5.4 The Company further agrees that it will deduct from the wages of new employees upon completion of the probationary period, an amount equal to the regularly authorized Union initiation fee. The amounts so deducted shall be remitted to the Financial Secretary of the Union along with the Union dues for that month.

5.5 Any change in the method or manner of calculating the amount to be deducted from an employees pay because of this Article must be such that it imposes no unacceptable cost upon the Company.

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5.6 The Union shall indemnify and save the Company harmless against all claims or other forms of liability that may arise out of the deductions made or payments made in accordance with this Article.

ARTICLE6 UNION COMMITTEES

6.1 The Company will recognize a Union Grievance Committee consisting of not more than three (3) employees elected or appointed from among Union members.

6.2 The Company will recognize a Union Negotiating Committee consisting of not more than three employees elected or appointed from among Union members. Committee members will be granted time off to negotiate new or revised collective agreements with the Company.

6.3 Meetings with the Company and either committee must be mutually arranged, in advance. Time lost from work by committee members for purposes of meeting with the Company shall be paid at the employee's straight time hourly rate of pay and shall not count as time worked for any purpose.

6.4 The Union shall inform the Company, in writing, of the people who are committee members promptly upon their election or appointment.

6.5 Committee members shall make arrangements with their supervisor before taking time off to meet with the company or to attend to necessary grievance functions if such function cannot be handled during non-working hours.

ARTICLE7 GRIEVANCE PROCEDURE

7.1 A grievance is defined as any difference between the parties, or between an employee and the Company, relating to the interpretation, application, or alleged violation of this Agreement.

7.2 Should any difference arise between the parties, an earnest effort shall be made to settle such differences, without undue delay, in the following manner. For purposes of Grievance processing only, Saturday, Sunday and Holidays shall not count as any time limit day.

Step 1

Step 2

The aggrieved employee shall present his grievance in writing, to his Supervisor within three working days of its occurrence or knowledge of its occurrence. Grievance not timely filed shall not be subject to the grievance procedure. He shall have the assistance of his Steward if he so desires. The Supervisor shall render his written decision within two (2) working days of receiving the complaint.

H a satisfactory settlement is not reached in step one, the Steward or the Chief Steward, together with the aggrieved employee, shall within two (2) working days of receipt of the answer in step one, present the grievance to the Superintendent who may call a meeting of the aforementioned individuals within five (5) working days of receiving the grievance. The Superintendent's decision shall be given within two (2) working days of

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Step 3

said meeting if held or within five (5) days of receipt of the grievance if no meeting is held.

H a satisfactory settlement is not reached in step two, the grievance shall be referred to the Union who shall take the matter up with the Plant Manager at a meeting arranged mutually between the Union Grievance Committee and the Company. Said meeting shall occur within five (5) working days after receipt of the step two answer or at a time mutually agreed to between the Union and the Plant Manager. At this meeting, a designated Business Representative of the Union may be present. The decision of the Plant Manager shall be given within seven (7) working days after the meeting is held.

7.3 If final settlement of the grievance is not reached in Step three, and if the grievance is one which concerns the interpretation or alleged violation of this Agreement, the grievance may be referred within twenty (20) working days (but not thereafter) by either party to a Board of Arbitration as defined herein. The party requesting arbitration shall accompany its request by a statement describing the facts of the grievance and the issue to be decided by the Arbitration Board

7.4 It is understood that the aggrieved employee may be present at any of the meetings referred to in each STEP, above.

7.5 A policy grievance initiated by the Union, shall be submitted in writing, commencing at Step No. 2 of the grievance procedure, within fifteen (15) days from the Union having knowledge of the matter giving rise to such grievance. A policy grievance will confine itself to matters relating to the interpretation, administration, application or alleged violation of the agreement, which are inappropriate for an employee grievance, single or group.

7.6 When the legitimate business of a grievance committeeman or steward requires him to leave his job or department, he shall fliSt receive permission from his supervisor or department supervisor, which permission shall not be unreasonably withheld.

7.7 Notwithstanding anything contained in this Agreement, the time limits provided for herein may be extended by mutual written agreement of the parties.

7.8 A grievance initiated by the Company shall be submitted in writing, commencing at Step No. 3 of the grievance procedure, within fifteen (15) days from management having knowledge of the matter giving rise to such grievance.

ARTICLES ARBITRATION

8.1 Where a grievance is referred to arbitration the party making the referral will notify the other party, in writing, of its election of proceeding with a single arbitrator or a tripartite arbitration board.

8.2 Where election is made for an arbitrator, the party making the referral will name one or more persons to act as arbitrator in its notice of referral. The other party will respond in writing

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within fifteen (15) days naming its choice of arbitrator. Upon failure by the party receiving notice to name an arbitrator or failure by the parties to agree upon an arbitrator within the time limit either party may request that an arbitrator be appointed by the Minister of Labour of Ontario.

8.3 Where election is made for a board, the party making the referral will name its appointee to such board in the notice of referral. The other party will respond in writing within five (5) days by naming its appointee.

The two appointees so selected will, within five (5) days of the appointment of the second of them, appoint a third person who shall chair the board. Upon failure by the party receiving notice to name its appointee or upon failure by the two appointees to agree on. a chairperson within the time limit, either party may request that the Minister of Labour of Ontario appoint one or both persons as required. No person may be appointed as Arbitrator who has been directly involved in an attempt to negotiate or settle the grievance.

8.4 The arbitrator, or the Board, will have no authority to alter, change or modify any of the terms and conditions of this Agreement, nor make any decisions inconsistent with the provisions of this Agreement nor to adjudicate any matter not specifically assigned to the arbitrator by the statement of the party requesting arbitration, nor shall the arbitrator have any authority to make any award for, or relating to any date before the date of occurrence of a timely grievance.

The arbitrator or the board will, however, have the authority to uphold, alter, amend or reverse a discharge or any other disciplinary measure and to award compensation.

Any question as to arbitrability will be determined by the arbitrator or board.

In determining any grievance arising out of discharge or other discipline, the arbitration board may dispose of the grievance by affirming the Company's action and dismissing the grievance, or by setting aside the disciplinary action involved and restoring the grievor to his former position with or without compensation, or in such other manner as may, in the opinion of the Board, be just and equitable.

8.5 The decision of the arbitrator or of the board, will be fmal and binding.

Each party to this Agreement will pay the fees and expenses of the member of the Board selected by it or by the Minister and will share equally in paying the fees and expenses of the chairperson of the board or of the arbitrator.

8.6 Nothing contained in this Article shall prevent the parties from mutually agreeing to a single arbitrator.

ARTICLE9 NON-DISCRIMINATION

9.1 The Company agrees that no employee shall in any manner be discriminated against or coerced, restrained or influenced on account of membership or non-membership in any labour organization, or by reason of any activity or lack of activity in any labour organization. The

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Union agrees that it will not discriminate against or coerce any employee because of his membership or non-membership, his activity or his lack of activity in any labour organization.

9.2 The Company and the Union agree that there will be no discrimination against any employee based on any grounds prohibited by law, including but not limited to Union membership or Union activity.

ARTICLE tO DISCIPLINE

10.1 Any employee who is suspended or discharged by the Company shall have the right to submit the circumstances to his Steward and Plant Union Chairman within one (1) working day and the grievance will be dealt with commencing at S1EP 2 of the Grievance Procedure.

10.2 When an employee has been dismissed, he shall have the right to interview his Steward for a reasonable time, in a place agreed to by the Company and the Union before leaving the Company premises.

ARTICLE11 HOURS AND WORKING CONDITIONS

11.1 The normal workweek shall be Monday through Friday. The normal work hours shall be eight (8) hours per day and/or forty (40) hours per week. The pay week shall begin at 12:01 AM Sunday and end midnight the following Saturday. The first shift on any day shall begin at the starting time of the first shift that begins work on that day. Second shift shall begin at the starting time of the second shift that begins work on that day. Third shift shall start at the starting time of the third shift that starts work on that day, even if that shift ends on a following day. Any shift that starts on Sunday after 7:00PM shall be considered and paid as if it were a Monday shift.

11.2 Shift rotation shall be no more frequent than once each two weeks if the Department is on a non-continuous operation schedule.

11.3 Time and one-half shall be paid for all work performed in excess of eight (8) hours per day and/or forty (40) hours per week. There shall be no duplication of overtime payment. Time and one-half shall be paid for work performed on Saturday for employees on a non-continuous operation, provided the employee shall have worked as scheduled during the normal work week preceding that Saturday. If such employee misses work for which he/she was scheduled, Saturday work shall be paid at regular straight time hourly rate unless the reason is accepted by the Company.

11.4 Double time shall be paid for all work performed on Sunday unless, by agreement, Sunday is substituted for another day, then single time at the employees straight time hourly rate shall be paid unless the applicable overtime as provided in Section 11.02 shall apply.

11.5 Overtime shall be distributed as equally as possible amongst all employees, taking into consideration the employee's seniority, qualifications and the efficient operation of the plant. It is expected that all employees at various times will be required to work reasonable overtime. Employees must work such overtime unless they have a compelling unavoidable reason for not working such overtime, but in every case a qualified employee must work the required overtime if someone is excused. The Union will encourage employees to be co-operative in filling

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overtime requirements. The Company will give as much advance notice of overtime work as it can.

11.6 The premium for the evening shift will be twenty-six ($.26) cents and for the midnight shift thirty ($.30) cents per hour.

11.7 Should the Department be scheduled by the Company for continuous operation involving twenty-four (24) hours a day, seven days a week, the following provisions shall apply:

A. The normal work day shall be twelve (12) hours. The work period shall be comprised of two (2) turns totaling seven days each within two consecutive weeks for total normal work of 84 hours per work period. Weekly pay shall be based on the hours worked during each week Daily overtime will be payable after twelve ( 12) hours work per day and weekly overtime will be payable after forty ( 40) hours work per week except as provided at Section 12.5 hereafter.

B. Shift Premium, specified elsewhere in the agreement, shall be paid each crew according to the following formula, which prorates such premium for every hour worked. Afternoon shift premium amount, plus third shift premium amount, per hour, divided by three shifts equals value of shift premium per average hour worked. That amount will be paid to each employee of each crew for every hour worked on this schedule. The crews shall "swing" shifts after each work tum. Shift rotation shall be no more frequent than once each two weeks

C. Provisions found elsewhere in the agreement regarding Sunday pay shall not apply to crews in the department on this schedule, however, a $6.00 Sunday work premium shall be paid to employees when, as part of their regular scheduled work tum, work on Sunday, and for said Sunday work

When an employee who is not scheduled to work on a Sunday is requested and works all or part of an absent employee's Sunday tum he shall be paid as per provisions of the agreement relating to Sunday work pay but he shall not be paid the $6.00 Sunday premium as provided in this schedule.

This schedule does not deny the Company the right to call in temporary or student employees or employees from other departments to fill in for absent employees on Sundays or any other day of absence. Such replacement employees shall not be paid according to this Schedule.

The day to be considered for Sundays and holidays shall be the day on which the shift starts not the day on which the shift ends.

D. Break periods for 12 hour shifts are:

1. 10 minutes after 2 hours worked on shift.


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11.8 Company shall provide a notice of at least two (2) weeks if the shift schedule is changed from twelve (12) hour shifts to eight (8) hour shifts.

ARTICLE 12 PAID HOLIDAYS

12.1 All employees who have completed their probationary period of employment shall receive holiday pay of eight (8) hours at their straight time hourly rate including bonus for those holidays not worked, listed below, provided they must work during the week such designated holiday falls, and they must work their full scheduled working day prior to and immediately following said holidays, unless excused from attendance by the Company.

New Year's Day

Good Friday

Victoria Day

Dominion Day

Labour Day

New Year's Eve

Civic Holiday

Thanksgiving Day

Day Before Christmas

Christmas Day

Boxing Day

Employee's Birthday

12.2 If any such holiday falls on a Saturday or Sunday and another day is established by statute or Government decree for its observance, the day of its observance shall be deemed to be the holiday for the purposes of this Article, unless such day of observance is changed by mutual agreement, in writing, by the Company and the Union. If a holiday occurs on Sunday it shall be observed on the following Monday. If the parties mutually agree to change the day a holiday is observed they can do so.

12.3 In the case of layoff, employees with at least one year of service shall receive holiday pay for the frrst holiday occurring within the first five calendar days of layoff, provided they would have qualified for that holiday except for that layoff.

12.4 In the event that work is performed on any of said holidays, one and one-half pay in compensation thereof shall be paid in addition to the holiday pay hereinabove provided. However, if an employee agrees to work on the holiday and fails to report, he shall not be paid the holiday pay unless excused for compelling unavoidable reason.

12.5 If the holiday occurs on an employee's regularly scheduled work day and he loses time as a result of the holiday, and if the employee's regular shift is scheduled for a straight time work day of more than eight (8) hours, said employee's holiday pay shall be adjusted to be equal to the time lost by the employee from his then regularly scheduled work day, not to exceed a maximum

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of twelve (12) hours. If the holiday occurs on a day that does not result in the employee losing time then his holiday pay shall be as specified in Section 12.1, above.

12.6 With respect to hours worked on Paid Holidays, such hours will be included for the purpose of determining overtime eligibility for employees who are scheduled to work on a Paid Holiday. For employees who are not scheduled to work on a Paid Holiday, hours do not count toward determining overtime eligibility, and the employee will be paid as per Article 12.1 or 12.5 above, or the Employment Standards Act calculation, as applicable.

12.7 In the event the Company implements a continuous operation as defined in Section 11.7, the parties will meet and negotiate the provision of holiday days to employees not scheduled to work on the day the holiday is observed.

ARTICLE13 VACATIONS

13.1 Employees shall receive vacation pay and time off in accordance with the following:

A. The vacation qualifying year shall be January 1 through the following December 31.

Vacation pay and time off shall be based upon that period and shall be collected during the twelve (12) months following the end of that vacation qualifying year.

The number of employees allowed off on vacation during any week shall be regulated by the Company.

B. An employee on the active payroll of the Company as of December 31st with less than five (5) years of continuous service at the end of the vacation qualifying year, shall be granted a vacation with pay according to the Employment Standards Act.

C. An employee on the active payroll of the Company as of the end of the vacation qualifying year shall be granted vacation with pay at the appropriate percentage of his gross earnings, inclusive of vacation pay paid in the qualifying year, and excluding the value of taxable benefits, in accordance with the following schedule:

Years Service Completed Percent Time Off

5 less than 10 6 1/2 3 Weeks

lOormore 9 4 Weeks

D. Vacations shall be scheduled on the basis of seniority, i.e., employees with the greatest seniority shall have first choice of vacation period provided they express their preference for time off before May 1st of the year in which they want to take their vacation time.

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E. Employees who take their vacations during a period in which there is a paid holiday shall be granted an additional day of pay or an additional day's vacation.

F. The Company reserves the right to shut down any department or the plant in its entirety for the purpose of vacation and if there is to be such shut down the Company will give notice by May 1.

ARTICLE 14 JOB POSTING AND GROUP LEADERS

14.1 In the event new jobs are created or vacancies in regular full time jobs occur, the Company will post notice of such new jobs or vacancies within five (5) working days for a period of three (3) working days (unless any department of the plant is working on a continuous operation schedule in which case the posting shall remain for four ( 4) working days) in order to allow employees with seniority to apply. The posting will indicate the general area of the plant in which the job is located.

When a posting is made, the Union shall ask the Company for the name and phone number of any employee on layoff and the Company will give the Union such information if it is known to the Company.

14.2 In the event that two or more employees apply, the Company, in making its decision, will be governed by the following factors and in the following order:

A Ability to learn and perform the job after a reasonable training period

B. Physical fitness

C. Seniority

Where factors (A) and (B) are approximately equal among bidding employees, factor (C) shall determine the employee awarded the trial period.

If no suitable bids are received, the Company reserves the right to hire.

14.3 It is understood that any employee selected under this provision shall be given a trial period up to two weeks to demonstrate his ability on the job. Such period may be extended by the Company. After giving the Union reasons in writing for its decision, the Company may remove from the job an employee who is not capable of performing the work to be done.

14.4 It is agreed that successful applicants of the job posting procedure will not be permitted to re-apply for other posting for a period of three (3) months, or more often than three (3) times during a twelve (12) month period, unless he is transferred by mutual consent, except that successful posting on temporary posting will not count toward the three bid limit, and employees holding temporary bid jobs shall be eligible to bid on regular full time job posting. The foregoing restrictions shall not apply to bids on newly created positions.

14.5 Two openings arising from the original job posting will be posted, thereafter the open job will be filled by the Company unless exception is granted by the Company.

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14.6 Jobs vacated because the job holder is trying to qualify on a bid job may be filled by temporary transfer but employees getting such work opportunity shall not be given unfair advantage if that job subsequently becomes a bid job.

14.7 If a temporary vacancy results from a physical disability and the person's attending physician certifies, in writing, that this disability will last for more than forty-five (45) working days, the job will be posted for temporary bid.

14.8 The Company may designate Group Leaders as follows:

A. The term "Group Leader" as used herein refers to a job on which the employee has the responsibility of coordinating the work of a group of employees on other hourly jobs and may be required to perform some of the same work as that of the group directed. The direction generally consists of activities such as required to:

1. Organize work to be performed by the group

2. Participate in "on-the-job" working procedures in the case of repair and maintenance work

3. Arrange for necessary tools, supplies and facilities

4. Assign and instruct members of the group

5. Inspect, coordinate and record the work performed by the group

B. Such coordination does not include activities such as being required to:

1. Hire, promote, demote, suspend or discharge members of the group or recommend such action

2. Represent the Company in handling employee grievances

C. An employee designated by the Company to act as Group Leader will receive $1.25 per hour higher than the highest grade (straight time hourly rate) in the group that the employee leads.

D. The right to appoint, continue or eliminate any Group Leader job is solely a management responsibility.

E. Employees will be asked to sign a list indicating their interest in being a Group Leader.

ARTICLE 15 TEMPORARY TRANSFERS

15.1 Temporary transfers shall be those of no longer duration than thirty (30) working days and may be extended by mutual agreement.

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15.2 Any employees who, for the convenience of the Company, is temporarily transferred to another job for which the straight time hourly rate of pay is different than that in effect in such employee's regular job, shall be paid while so employed as follows:

A. If the straight time hourly rate of pay for the job to which he is temporarily transferred is less than the employee's regular straight time hourly rate of pay for the job from which he has been so temporarily transferred, he shall, during such temporary transfer, receive his own higher straight time hourly rate of pay.

B. If the straight time hourly rate of pay for the job to which he is transferred is higher than the employee's regular straight time hourly rate of pay for the job from which he has been transferred, he shall receive the higher straight time hourly rate of pay for the job for the full period of assignment if the transfer is for more than four (4) hours.

15.3 An employee who, for the benefit and convenience of the employee, is temporarily transferred to another job shall be paid while so employed as follows:

A. If the straight time hourly rate of pay in the job to which he is transferred is less than the employee's regular straight time hourly rate of pay, he shall receive the lower straight time hourly rate of pay in the job to which he is transferred, starting with the next full shift following such temporary transfer.

B. If the straight time hourly rate of pay in the job to which he is transferred is higher than the employee's regular straight time hourly rate of pay, he shall receive the higher straight time hourly rate of pay for the job starting with the next full shift following such temporary transfer.

ARTICLE 16 LEAVE OF ABSENCE

16.1 The Company may grant a leave of absence to employees for personal reasons and provided such request is made in writing and the reasons for the leave of absence stated. Such leave of absence shall be without pay and without loss of seniority.

16.2 Leave of absence may also be granted to one employee elected or appointed to serve on official Union business. The Company will give its decision to such applications in writing.

16.3 The parent of a newborn child, or adopted child, shall be granted the day of the birth or the day the child is received into the home, with pay, provided such day is a scheduled work day for the employee, and provided the Company gets as much advance notice of the specifics as practical.

16.4 The Company shall provide the Union with notice of all leaves of absence upon request.

ARTICLE17 BULLETIN BOARD

17.1 The Company will provide a bulletin board in a mutually satisfactory location for the convenience of the Union in posting notices of Union activity. All such notices must be signed

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by the proper officers of the Local Union and submitted to the Manager and/or his authorized representative for approval before being posted; such approval will not be unreasonably withheld.

ARTICLE 18 REST PERIODS

18.1 There shall be one 15 minute rotating break in the first half of the shift, one 15 minute rotating break in the second half of the shift, and one 30 minute rotating lunch break.

ARTICLE19 SAFETY AND HEALTH

19.1 The Company and Union shall comply with the Ontario Occupational Health and Safety Act. The Safety Committee shall be comprised of two management representatives and two employees who are union members, and shall meet each month.

19.2 The Union agrees that it will co-operate with the Company in the maintenance of these servtces.

19.3 The Company will provide protective devices and other equipment necessary to safeguard employees from injury as per its present program.

19.4 The Employees shall wear steel-toed safety shoes at all times engaged in Company business. The Company will provide a safety shoe reimbursement allowance of up to the amount indicated below each year (12 month period), for purchase of steel-toed safety shoes, to employees who have successfully completed their probationary period. Employees must submit proper documentation within 15 days of purchase, and complete any necessary forms in order to receive reimbursement. The amount of the allowance will not decrease during the course of this agreement. Reimbursement shall be consistent with each year of the collective bargaining agreement

Effective May 1, 2017

Effective May 1, 2019

$140.00

$150.00

ARTICLE20 REPORTING ALLOWANCE

20.1 An employee who is scheduled or notified to report and who does report for work shall be provided with and assigned to a minimum of four ( 4) hours of work on the job for which he was scheduled or notified to report, or in the event such work is not available, he shall be assigned or reassigned to another job for which he is qualified. In the event when he reports for work, no work is available, he shall be released from duty and credited with a reporting allowance of four times the straight time hourly rate. When an employee who starts to work is released from duty before he works a minimum of four hours, he shall be paid for the hours worked and credited with a reporting allowance equal to the standard hourly wage straight time hourly rate, multiplied by the unused portion of the four hour minimum.

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20.2 The provisions of Section 20.01 shall not apply in the event that:

A. Failure of utilities, conditions beyond the control of management, or acts of God interfere with work being provided.

B. An employee who, at his own request, is not put to work.

C. A qualified employee is assigned work but due to his own fault does not perform satisfactorily and is sent home before completing the four hours.

D. An employee refuses to accept an assignment at any time within the first four hours as provided in Section 20.01, above.

E. Management gives as much advance notice as practical of a change in scheduled reporting time or that an employee need not report.

F. An employee who is absent and fails to notify the Company of his absence and expected return. ·

ARTICLE 21 ABSENTEEISM

21.1 Whenever an employee has just cause for reporting late or absenting himself from work, he shall give notice as far in advance as possible to his supervisor or other person designated to receive such notice.

ARTICLE22 CALL-BACK PAY

22.1 Any employee called back to work after leaving the premises ot the Company following the end of his scheduled shift, shall be paid a minimum of three (3) hours pay at his regular straight time hourly rate in respect to each such call-back, or paid for actual time worked at his applicable rate, if greater.

ARTICLE23 BEREAVEMENT

23.1 In the event of death of an employee's spouse (as recognized by law), child, parent, sibling, mother-in-law, or father-in-law, the employee shall be permitted, if necessary, a maximum of up to five (5) consecutive days off, one day ofwhich will be to attend the funeral.

In the event of death of an employee's grandparent, grandparent-in-law or grandchild, the employee shall be permitted, if necessary, up to three (3) consecutive days off, one day of which will be to attend the funeral.

In the event of death of an employee's brother-in-law or sister-in-law, the employee shall be permitted one day off which will be to attend the funeral.

Only if the previously mentioned days are scheduled working days for an employee, shall he be compensated for time lost at his straight time hourly rate of pay. Such days are not to be considered time worked for the purpose of computing overtime. In no event shall an employee

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receive duplicate payment wherein he is presently receiving holiday, vacation or compensation pay.

Proof of death, relationship, date of funeral, and residence of deceased shall be furnished to the Company to its satisfaction by an employee to qualify for pay hereunder.

ARTICLE24 INSURANCE PROGRAM

24.1 An insurance program is available through the Company as shown on Schedule "B" attached.

24.2 Any employee refusing to participate in the insurance program shall not be eligible for such insurance program.

24.3 Any employee on layoff or leave of absence, for any reason, will not be provided with the insurance program unless the employee makes arrangements with the Company for the continuance and payment of this program during the layoff or leave of absence.

ARTICLE25 NEW OR CHANGED JOBS

25.1 In the event a new or substantially changed job goes into ettect and/or new straight time hourly rates are needed in any department, the Company shall establish straight time hourly rates of hourly pay, said pay shall remain in effect for 60 calendar days. If at the end of that period the Union disagrees with such straight time hourly rate it shall file a grievance and same shall be processed according to the grievance and arbitration procedure set forth herein.

ARTICLE26 SENIORITY

26.1 The Company agrees to recognize the principles of seniority, that is, the granting of preferences to employees in promotions, demotions, layoffs and recall after layoffs in accordance with the employee's continuous length of employment; provided however that in matters of layoff and recall employees retained or recalled must then have present skills and experience to perform required work. Ability to do the job is considered and evaluated in other matters.

26.2 An employee will be considered probationary for the first ninety calendar days worked by the employee and will have no seniority rights during that period. After the successful completion of the probationary period, the employee's seniority shall date back to the day on which his employment began.

26.3 Upon written notice to the Union, part time employees can be assigned full time work for purposes of vacation fill-in. When part time employees are hired as regular employees without a break in service, they shall receive credit toward their probationary period for each week of full time work they completed as a part time employee.

26.4 No employee with seniority shall be laid off until all probationary employees have been laid off and no probationary employees shall be recalled until all employees with seniority have been recalled.

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26.5 In the event of a layoff, employees shall be laid off by inverse order of seniority within their respective department, least senior first, provided all remaining employees have skill and ability to perform the required work, but the Company, at its sole discretion, may layoff in such a manner as to increase the opportunity for more Senior employees subject to layoff to have a greater work opportunity than low Seniority employees by allowing them to displace those low Seniority employees regardless of the Department during short term layoffs.

26.6 An employee shall lose his seniority standing and shall be terminated under the following conditions:

A. If he voluntarily quits.

B. If he is discharged and not reinstated through the grievance procedure.

C. If he is laid off for over one (1) year.

D. If an employee fails, after a layoff, to return to work within five (5) working days after the Company has given such notice of recall by certified mail. If an employee cannot return within the five (5) working days, he must notify the Company and such period may be extended.

E. If an employee is absent for three (3) days without good cause for such absence, or fails to notify the Company of such cause, he shall be considered as having quit and shall lose all seniority and other rights under this Agreement.

26.7 The Company shall maintain a seniority list that shall be posted within thirty (30) days of the signing of this Agreement. Any objections thereto shall be subject to the Grievance Procedure within fifteen (15) days of posting. The Company shall furnish the Union with copies of the seniority lists upon reasonable request. Such lists shall be brought up to date every six (6) months.

ARTICLE27 PAY IF INJURED ON THE JOB

27.1 In the event an employee is injured and, as a consequence, is unable to continue working, he shall be paid for the full day at their straight time hourly rate regardless of the time of the injury.

ARTICLE28 NO STRIKES NO LOCKOUTS

28.1 In view of the orderly procedure established by this Agreement for settling disputes and handling grievances, during the term of this Agreement the Union shall not call or sanction any strike, slowdown, concerted or individual work stoppage or other interference with Company business; and any employee calling, taking part in, or sanctioning such is subject to disciplinary action which can include discharge. Participating in any such group conduct which warrants disciplinary action may result in discipline to one, any, or all participants, but not necessarily to any, or necessarily to any alike, but shall be based on action the Company considers appropriate for each participant.

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28.2 The Company shall not "lockout" employees during the term of this Agreement.

28.3 The closing down of the plant or any part thereof, or curtailment of any operations, shall not be construed as a lockout if for business reasons.

ARTICLE 29 NOTICES

29.1 Any notices required to be made by one party to the other shall be addressed as follows:

TO THE COMPANY:

TO THE UNION:

GREIF BROS. CANADA INC.

P. O.Box 784

BELLEVILLE, ONTARIO K8N 5B5

USW, LOCAL 343-15

C/0 06 Staff Rep

Unit 104, 1121 John Counter Blvd.

Kingston, ON K7K 6C7

ARTICLE 30 DURATION OF AGREEMENT

30.1 The parties mutually agree that this Agreement shall be effective from and after the 2nd day of May 2017 until midnight the 1st day of May, 2020, and thereafter from year to year unless written notice of desire to amend or terminate the Agreement is given by either party to the other party within a period of not more than ninety (90) calendar days and not less than thirty (30) calendar days prior to the expiration date of this Agreement.

30.2 If no Agreement is reached at the expiration of this contract and negotiations are continued, the Agreement shall remain in force up to a time a subsequent Agreement is reached, or until seven (7) days have elapsed after a Conciliation Board has reported to the Minister of Labour, or until sixteen (16) days after the date of a letter in which the Minister has informed the parties that be does not deem it advisable to appoint a Conciliation Board, or after any similar period which may be prescribed by the provisions in the statute in effect at the relevant time.

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Signed at Belleville, Ontario this I 0.-tk day of fVLt... , 2017 in accordance with the terms of the Agreement as set out aforementioned in the ·~ clause."

SIGNED ON BEHALF OF SIGNED ON BEHALF OF

TilE COMPANY: THE UNION:

GREIF BROS. CANADA INC. USWLOCAL 343-15

BELLEVILLE, ONT ARlO

Je t er

Goi)L ·

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GROUP I

Start

After 3 months

After 6 months

SCHEDULE A - STRAIGHT TIME HOURLY RATES

EFFECTIVE DATE1

5/1/2016

$19.78

$19.89

$21.15

5/1/2017 5/1/2018

$20.21 $20.58

$20.32

$21.58

$20.69

$21.95

5/1/2019

$20.98

$21.09

$22.35

1 Wage increases will be effective on the first day of the first full payroll period following the agreed upon date.

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SCHEDULE B - HEALTH AND WELFARE

Upon completion of the probationary period, the Company will provide:

(A) Life and Accidental Death and Dismemberment

Effective

May 1, 2014- shall be paid at one times the employee's current base rate of pay annualized (hourly wage rate x 2080)

(B) Sickness and Accident benefit for disability starting from the first day of accident from the first (1st) day of hospitalization for treatment of an illness and from the sixth (6th) day of disability arising from an illness (if the employee is not hospitalized) during the first week of disability and for a period of ten (1 0) weeks following the expiration of Unemployment fusurance Compensation if the employee continues to be unable to work due to sickness or accident.

Effective May 1, 1999, the disability benefit will be payable on the first (1st) day that a licensed medical practitioner signs certification that the employee is disabled, even if the employee is not hospitalized. This benefit is intended to be applicable in the event of serious health conditions when outpatient services are provided in lieu of hospitalization.

Weekly Disability Benefit-

Effective:

May 1, 2017 - $445.00 per week

May 1, 2018-$460.00 per week

May 1, 2019 - $475.00 per week

(C) Ontario Health Insurance Plan.

(D) Major Medical insurance plan characterized as follows:

1) Maximum Amount: No Limit

2) Deductible Amount: $0.00

3)

4)

Co-fusurance:

Paramedical:

90%

90 % co-insurance with limit of $750 per year/per practitioner

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(E) Basic dental plan shall be provided with the Company paying 90% of the cost, employee paying 10% of the cost. This is a basic dental plan with 90/10 co-insurance clause and covered benefits are based on the current ODA fee schedule available from the insurance company as of the following dates:

Effective May 1, 2011 the ODA schedule will be changed to the then current schedule available from the insurance Company and each May 1 thereafter it will be updated to the then current schedule.

Effective May 1, 2011 the Plan will provide two fifteen (15) minute units per year for polishing teeth, if needed.

Effective May 1, 2011 the Plan will provide fifteen, fifteen (15) minute units per year for scaling and cleaning teeth.

Effective May 1, 2014 the Plan will provide for denture and denture repair cost at 55% of reasonable cost. The Company will reimburse employees for any cost for dentures not covered by the Plan.

Effective May 1, 2011, the Plan will provide Endodontics and Periodontics with a maximum benefit of $2000.00 per covered person.

(F) The eyeglass benefit available to each covered person (employees and their dependents) every 24-month period will be $250.00 effective May 1, 2017. Additionally, each covered person to receive a fully paid eye examination each 24 month period effective May 1, 2014.

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SCHEDULE C -PENSION PROGRAM

The Company will contribute to the pension plan the following amounts per hour worked:

Effective May 1, 2009 $.85



Effective May 1, 2013 $1.00







22 Belleville CBA 20!7-2020

Documents

GRRJF BROS. CANADA INC. BELLEVILLE, ONTARIO 5/Z/l017 ... · Step 3 said meeting if held or within five (5) days of receipt of the grievance if no meeting is held. H a satisfactory