Marine Contractors Inc. International Union of Operating ... Contractors Agreement 2012-2015.pdf · COLLECTIVE AGREEMENT between Marine Contractors Inc. and International Union of

COLLECTIVE AGREEMENT

between

Marine Contractors Inc.

and

International Union of Operating EngineersLocal 904

Marine Contractors Inc.

P.O. Box 62

30 Stantaford Avenue

Pasadena, NL

A0L 1K0

Tel: (709) 686-2015

Fax: (709) 686-2438

International Union of Operating Engineers,

Local 904

62 Commonwealth Avenue

Mount Pearl, NL

A1N 1W 8

Tel: (709) 747-9040

Fax: (709) 747-6760

e-mail: [email protected]

website: www.iuoe904.com

Effective:

June 10, 2012 - June 9, 2015

TABLE OF CONTENTS

ARTICLE 1.00 - PURPOSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

1.01 PURPOSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

1.02 OBSERVE TERMS AND CONDITIONS OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 2.00 - RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2.01 BARGAINING AGENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2.02 MULTI-TRADE PROJECT LABOUR AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 3.00 - MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

3.01 MANAGEMENT RIGHTS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 4.00 - JURISDICTIONAL DISPUTES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

4.01 JURISDICTIONAL DISPUTES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

4.02 JURISDICTIONAL DISPUTES - WORK ASSIGNMENT. . . . . . . . . . . . . . . . . . . . . . . . . 1

4.03 JURISDICTIONAL DISPUTES - SETTLEMENT.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

4.04 JURISDICTIONAL DISPUTES - ADJUDICATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

4.05 SLOWDOWN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 5.00 - UNION SECURITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

5.01 MEMBERSHIP EFFECTIVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

5.02 CHECK-OFF. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

5.03 EMPLOYER LIABILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

5.04 DISCRIMINATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

ARTICLE 6.00 - HIRING AND SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.01 SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.02 SENIORITY ELIGIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.03 PROBATIONARY PERIOD. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.04 EMPLOYEE - RE-EMPLOYMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.05 SENIORITY LIST. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.06 LAY OFF. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.07 RECALL. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

6.08 RECALL - LESS THAN FOUR (4) WEEKS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6.09 RECALL. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6.10 SENIORITY FORFEITED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6.11 EXCESS EMPLOYEES REQUIRED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6.12 EMPLOYEE REQUESTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6.13 HIRING. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

ARTICLE 7.00 - HOURS OF W ORK AND OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

7.01 WORK DAY / WEEK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

7.02 STARTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

7.03 HOURS WORKED IN EXCESS OF REGULAR SHIFT - . . . . . . . . . . . . . . . . . . . . . . . . . 3

7.04 WORK ON SATURDAY AND SUNDAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 8.00 - SHIFT W ORK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

8.01 SHIFT PREMIUM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 9.00 - REPORTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

9.01 REPORTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

9.02 REPORTING TIME - NOTICE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 10.00 - OBSERVED HOLIDAYS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

10.01 HOLIDAYS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 11.00 - VACATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

11.01 VACATION ELIGIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

I

11.02 VACATION PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 12.00 - W AGES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

12.01 WAGE CLASSIFICATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

12.02 TRANSFERS/TEMPORARY ASSIGNMENTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

12.03 DISTRIBUTION OF PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

12.04 WAGE STATEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

ARTICLE 13.00 - CAMP ACCOMMODATIONS AND BOARD ALLOW ANCE. . . . . . . . . . . . . . . . . . . . . . 5

13.01 CAMP ACCOMMODATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.02 OUTSIDE FREE-ZONE - CAMP PROVIDED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.03 LUNCH. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.04 FREE-ZONE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.05 FAILING TO REPORT FOR WORK - CAMP RESIDENT. . . . . . . . . . . . . . . . . . . . . . . . . 5

13.06 ASSIGNING CAMP ACCOMMODATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.07 OUTSIDE CAMP ACCOMMODATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

13.08 BOARD/TRAVEL ALLOWANCE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

13.09 FAILING TO REPORT FOR WORK - NON-CAMP EMPLOYEE. . . . . . . . . . . . . . . . . . . 6

13.10 OUTSIDE FREE-ZONE - BOARD ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

13.11 TRAVEL TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

13.12 USE OF VEHICLE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

13.13 TRAILERS - POWER HOOK-UP.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

13.14 TRAVEL TIME BETWEEN JOBS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

ARTICLE 14.00 - BUSINESS AGENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

14.01 ACCESS TO JOB SITE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

ARTICLE 15.00 - STEW ARDS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

15.01 STEWARDS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

15.02 STEWARD LAY-OFF.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

15.03 STEWARD OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

15.04 STEWARD REHIRE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ARTICLE 16.00 - SUB-CONTRACTORS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

16.01 SUB-CONTRACTOR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ARTICLE 17.00 - GRIEVANCE & ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

17.01 A. Grievance Defined.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

17.02 ARBITRATION.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

17.03 FINAL AND BINDING DECISION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

17.04 ARBITRATION COSTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

17.05 EXPEDITED ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ARTICLE 18.00 - STRIKES & LOCKOUTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

18.01 STRIKE & LOCKOUT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

18.02 LOCKOUTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

18.03 DELINQUENT EMPLOYER.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

18.04 DELINQUENT EMPLOYER.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 19.00 - HEALTH, SAFETY, TOOLS AND EQUIPMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

19.01 HEALTH, SAFETY.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

19.02 UNSAFE CONDITIONS/EQUIPMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

19.03 SAFETY EQUIPMENT.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

19.04 HEALTH & SAFETY WORK CONDITIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 20.00 - LEGAL PICKET LINE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

20.01 LEGAL PICKET LINE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 21.00 - W ELFARE, PENSION, INDUSTRY & TRAINING FUNDS.. . . . . . . . . . . . . . . . . . . . . 10

II

21.01 PENSION, INDUSTRY & TRAINING FUNDS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

21.02 WELFARE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 22.00 - FUNERAL ATTENDANCE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

22.01 FUNERAL LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

22.02 FUNERAL LEAVE - ELIGIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

22.03 FUNERAL LEAVE WHILE ON LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

22.04 FUNERAL LEAVE PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 23.00 - TURN AROUND - REMOTE W ORK SITES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

23.01 REMOTE SITE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

23.02 TURN AROUND LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

23.03 TURN AROUND - COST OF TRANSPORTATION.. . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

23.04 TURN AROUND - DETAINED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

23.05 TURN AROUND - LIST POSTING. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 26.00 - TERM OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

26.01 TERM OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 27.00 - APPENDICES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

27.01 APPENDICES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

SIGNATURE PAGE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

APPENDIX A. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

APPENDIX B. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

III

INDEX

ACCESS TO JOB SITE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

APPENDICES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ARBITRATION COSTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ASSIGNING CAMP ACCOMMODATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

BARGAINING AGENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

BOARD/TRAVEL ALLOW ANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

CAMP ACCOMMODATIONS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

CHECK-OFF. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

DELINQUENT EMPLOYER. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

DISCRIMINATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

DISTRIBUTION OF PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

EMPLOYEE - RE-EMPLOYMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

EMPLOYEE REQUESTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

EMPLOYER LIABILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

EXCESS EMPLOYEES REQUIRED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

EXPEDITED ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

FAILING TO REPORT FOR W ORK - CAMP RESIDENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

FAILING TO REPORT FOR W ORK - NON-CAMP EMPLOYEE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

FINAL AND BINDING DECISION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

FREE-ZONE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

FUNERAL LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

FUNERAL LEAVE - ELIGIBILITY.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

FUNERAL LEAVE PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

FUNERAL LEAVE W HILE ON LEAVE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

HEALTH & SAFETY W ORK CONDITIONS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

HEALTH, SAFETY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

HIRING. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

HOLIDAYS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

HOURS W ORKED IN EXCESS OF REGULAR SHIFT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

JURISDICTIONAL DISPUTES.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

JURISDICTIONAL DISPUTES - ADJUDICATION.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

JURISDICTIONAL DISPUTES - SETTLEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

JURISDICTIONAL DISPUTES - W ORK ASSIGNMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

LAY OFF.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

LEGAL PICKET LINE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

LOCKOUTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

LUNCH. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

MANAGEMENT RIGHTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

MEMBERSHIP EFFECTIVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

MULTI-TRADE PROJECT LABOUR AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

OBSERVE TERMS AND CONDITIONS OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

OUTSIDE CAMP ACCOMMODATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

OUTSIDE FREE-ZONE - BOARD ALLOW ANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

OUTSIDE FREE-ZONE - CAMP PROVIDED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

PENSION, INDUSTRY & TRAINING FUNDS .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

PROBATIONARY PERIOD. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

PURPOSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

RECALL. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2, 3

RECALL - LESS THAN FOUR (4) W EEKS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

REMOTE SITE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

REPORTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

REPORTING TIME - NOTICE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

SAFETY EQUIPMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

SENIORITY ELIGIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

SENIORITY FORFEITED.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

IV

SENIORITY LIST. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

SHIFT PREMIUM. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

SLOW DOW N. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

STARTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

STEW ARD LAY-OFF. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

STEW ARD OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

STEW ARD REHIRE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

STEW ARDS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

STRIKE & LOCKOUT.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

SUB-CONTRACTOR. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

TERM OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

TERMINATION.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

TRAILERS - POW ER HOOK-UP. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

TRANSFERS/TEMPORARY ASSIGNMENTS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

TRAVEL TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

TRAVEL TIME BETW EEN JOBS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

TURN AROUND - COST OF TRANSPORTATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

TURN AROUND - DETAINED. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

TURN AROUND - LIST POSTING.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

TURN AROUND LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

UNSAFE CONDITIONS/EQUIPMENT.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

USE OF VEHICLE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

VACATION ELIGIBILITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

VACATION PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

W AGE CLASSIFICATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

W AGE STATEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

W ELFARE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

W ORK DAY / W EEK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

W ORK ON SATURDAY AND SUNDAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

V

ARTICLE 1.00 - PURPOSE

1.01 PURPOSE - The purpose of this Agreement is to establish and maintain mutually satisfactory hours

of work, wages and working conditions and to provide a procedure for the prompt handling of

grievances and orderly collective bargaining.

1.02 OBSERVE TERMS AND CONDITIONS OF AGREEMENT - In the interest of industrial peace and

the elimination of interruption of work, the employer, the Union and the employees will abide by and

observe the terms and conditions of this Agreement.

ARTICLE 2.00 - RECOGNITION

2.01 BARGAINING AGENT - The employer recognizes the Operating Engineers, Local 904, as the sole

bargaining agent for all employees of the employer in the classifications listed in Appendix "A"

engaged on all construction in the Province of Newfoundland and Labrador, except building

construction.

2.02 MULTI-TRADE PROJECT LABOUR AGREEMENT - This Agreement will not apply where the

employer is engaged in work on a project where there is a Multi-Trade Project Labour Agreement.

In such cases, that Agreement will apply.

ARTICLE 3.00 - MANAGEMENT RIGHTS

3.01 MANAGEMENT RIGHTS - The Union recognizes and acknowledges that it is the exclusive function

and responsibility of the employer, subject to the terms and conditions of this Agreement, to operate

and manage its business, in all respects, in accordance with its responsibilities and commitments.

ARTICLE 4.00 - JURISDICTIONAL DISPUTES

4.01 JURISDICTIONAL DISPUTES - W ORK ASSIGNMENT - Should a dispute of a jurisdictional nature

arise with respect to any of the work covered under the scope of this agreement, the employer will

make an assignment of the disputed work.

4.02 JURISDICTIONAL DISPUTES - WORK ASSIGNMENT - The employees who have been performing

the work under dispute allocated by the employer, will continue to do so until satisfactory settlement

to all parties to the dispute is reached. If none of the parties to the dispute have been performing the

work in question on the particular job involved, the employer will make an assignment of the work.

An assignment shall be made with regard to established local area practice.

4.03 JURISDICTIONAL DISPUTES - SETTLEMENT - W hen possible, the dispute shall be settled locally

by the Unions involved. If the dispute cannot be settled locally by the Unions involved, it shall be

submitted to the International Unions involved for settlement.

4.04 JURISDICTIONAL DISPUTES - ADJUDICATION - All jurisdictional disputes shall be adjudicated in

accordance with the steps outlined herein.

4.05 SLOWDOWN - There shall be no slowdown, stoppage of work, or other collective action to interfere

with the progress of the work because of a jurisdictional dispute.

ARTICLE 5.00 - UNION SECURITY

5.01 MEMBERSHIP EFFECTIVE - The employer agrees that the employees covered by Appendix “A” of

this Agreement, as a condition of employment, shall be a member in good standing of the Union.

Marine Contractors Inc. and Operating Engineers, Local 904

Collective Agreement, June 10, 2012 - June 9, 2015

- 1 -

5.02 CHECK-OFF - The employer agrees to deduct weekly the amount certified by the Union as dues.

The amount so deducted shall be remitted by the employer to the Union at the address on file within

ten (10) days of the following month; together with a list of all employees and social insurance

numbers, on whose behalf such deductions have been made.

5.03 EMPLOYER LIABILITY - The employer shall not be held liable by reason of the employer's reliance

upon the Union's instructions (ie. dues check-off).

5.04 DISCRIMINATION - The employer shall not discriminate against any employee by reason of their

membership in the Union and/or their participation in its lawful activity.

5.05 TERMINATION - Any employee who refuses or neglects to sign appropriate forms relating to Union

business, or who revokes the authorization or who resigns membership in the Union, will be deemed

to have voluntarily separated and their employment will be terminated upon written instruction from

the Union to the employer.

ARTICLE 6.00 - HIRING AND SENIORITY

6.01 SENIORITY - Seniority shall mean length of service with the Employer for the original date of hire,

and shall include all service prior to certification and recognition of the Union. Employees on the

seniority list shall have preference of work and seniority shall be the governing policy in determining

layoffs, recalls and transfers for all employees.

6.02 SENIORITY ELIGIBILITY - All employees who were employed between the period of June 1, 2000

through July 10, 2001, shall be eligible for seniority and shall be placed on the seniority list in order

of their original date of hire. Those employees on the seniority list who have not completed their

probationary period shall continue to be subject to Article 6.03 of this agreement.

6.03 PROBATIONARY PERIOD - The first one hundred twenty (120) days of employment shall be

considered a probationary period for new employees. During this probationary period, the

performance of the employee shall be evaluated and the employee informed of areas of substandard

work performance. If, in the opinion of the company, the employee has not performed to the

standards of the company, the employee may be terminated at any time during the 120 day

probationary period. After the successful completion of the probationary period, seniority shall be

backdated to include the probationary period.

6.04 EMPLOYEE - RE-EMPLOYMENT - Employees on the seniority list re-entering the employ of the

Company shall not be subject to another probationary period.

6.05 SENIORITY LIST - Seniority list will be made available and posted on an appropriate board within

seven (7) days of the signing of this Agreement. The Employer will continue to post an updated

seniority list at such times as may be required for the orderly administration of this Agreement or when

requested by the union.

6.06 LAY OFF - Both parties recognize that job security should increase in proportion to length of service.

Therefore, the employer will follow the principle of last on - first off and, following a layoff, rehiring

shall be executed on the principle of last off - first on, provided in both cases, the senior person has

the ability to carry out the work available in a competent and efficient manner.

6.07 RECALL - Employees shall be recalled in the order of their seniority, when work becomes available.

The Company shall recall employees by notification by phone at the last number provided by the

employee to the company and union. Inability to make contact by phone requires a certified notice.

W hen the employer requires an employee immediately and they cannot make immediate contact, they

will move to the next qualified person on the list while they are giving the number one person a

certified notice. The employer will normally provide one (1) weeks notice prior to scheduled start-up.

It is the responsibility of the employee to keep company and union informed of their current address

and phone number.



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6.08 RECALL - LESS THAN FOUR (4) WEEKS - W hen an employee is called back to work for less than

four (4) weeks work and refuses, they will retain their seniority but will not receive a further call for four

(4) weeks or less until all unemployed people on the seniority list have received a call.

6.09 RECALL - The employer retains the right to recall specialized crews (Crushing, W ater and Sewer).

An employee(s) shall have the right to be recalled to a job that was not completed at the end of the

previous season, before new employees are hired. W hen rehiring employees under this article the

employer will do so consistent with article 6.05.

6.10 SENIORITY FORFEITED - An employee may forfeit their seniority and be removed from the seniority

list for the following reasons.

A. voluntarily terminates their employment; or

B. is discharged

6.11 EXCESS EMPLOYEES REQUIRED - W hen employees are required, in excess of those on the

seniority list, manpower requirements shall be on a 50-50 basis, union choice - company choice. The

Union shall submit name(s) of their choice(s) before hiring. W hen a name(s) is/are refused, the Union

shall supply another name(s) to the employer. The employer shall notify the Union in writing,

reason(s) for refusal. All lay-offs shall be performed in such a manner as to maintain the established

ratio.

6.12 EMPLOYEE REQUESTS - If, after a period of two (2) working day, excluding Saturday, Sunday and

holidays, the Union is unable to supply competent, qualified workers as requested, the employer shall

procure required workers elsewhere, and as a condition of employment, the workers shall comply with

all rules and regulations of the employer, collective agreement and the union.

6.13 HIRING - All employees hired will be hired through the union unless the union is unable to supply

competent and qualified employees when requested. W hen the employer secures employees other

than through the union they shall immediately notify the union with the names and addresses of all

such employees hired.

ARTICLE 7.00 - HOURS OF W ORK AND OVERTIME

7.01 WORK DAY / WEEK - The normal hours of a work throughout this Agreement shall be twelve (12)

hours per day.

A. Sixty (60) hours per week, Monday to Friday inclusive or ten (10) days on with four (4) days

off. An employee must have accumulated one hundred and twenty (120) hours before

overtime rates apply. The employee shall have the option of working one hundred and thirty

two hours (132) hours at straight time, within the fourteen (14) day period.

B. One half (½) hour for lunch.

C. One fifteen (15) minute coffee break at mid-morning

D. One fifteen (15) minute coffee break at mid-afternoon.

7.02 STARTING TIME - The normal starting time shall be within the time 6:00 a.m. to 8:00 a.m. The

scheduling of daily working hours shall be made by the Company, and may be changed by the

Company, from time to time, to suit varying conditions of business and inclement weather.

7.03 HOURS WORKED IN EXCESS OF REGULAR SHIFT - All hours worked in excess of twelve (12)

hours per day, Monday to Friday, shall be considered as overtime and paid at the rate of time and

one-half (1½). An employee must have accumulated sixty hours of work in one week, before overtime

rates apply.



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7.04 WORK ON SATURDAY AND SUNDAY - Time and one half (1½) shall be paid for all hours worked

on Saturday and Sunday.

ARTICLE 8.00 - SHIFT W ORK

8.01 SHIFT PREMIUM - If the company desires to put on shifts, other than the regular day shift, employees

shall be paid a shift premium of seventy five ($0.75) cents per hour in addition to their regular hourly

rate for the time worked on such shift. Such shift premium shall not be payable, however, whenever

such employee(s) are entitled to overtime pay under the provisions of this Agreement.

ARTICLE 9.00 - REPORTING TIME

9.01 REPORTING TIME - An employee who reports for work as scheduled, unless they have received

adequate notice not to report, and for whom no work is available, shall receive a minimum of three

(3) hours pay at the applicable rate and shall remain at other work of their craft if requested to do so

by their foremen.

9.02 REPORTING TIME - NOTICE - For the purpose of this Article, adequate notice is defined as follows:

A. For camp residents, notice must be given at least one (1) hour before the designated starting

time.

B. For non-camp residents, notice must be given at any time during the previous day up to

midnight. If an employee cannot be reached by the employer after making reasonable

attempts to contact the employee before midnight, then the reasonable attempts of the

employer shall constitute adequate notice.

ARTICLE 10.00 - OBSERVED HOLIDAYS

10.01 HOLIDAYS - The Company agrees to recognize the following observed holidays, with pay, for those

employees employed on the day immediately preceding the observed holiday.

New Year’s Day *Victoria Day Labour Day Christmas Day

Good Friday Dominion Day Armistice Day

*Victoria Day - An employee must be employed for at least thirty (30) calendar days before receiving

the Victoria Day holiday.

Employees required to work on any of these days will be paid for the holiday, in addition to time and

one half (1½) for all hours worked.

ARTICLE 11.00 - VACATIONS

11.01 VACATION ELIGIBILITY - W here feasible and economical to the employer, and provided the work

is not interrupted after three (3) months employment in any one year, unpaid vacation time will be

granted to all employees when requested. A vacation list will be posted by May 1 of each year andst

vacations will be scheduled in order by seniority. The length of vacation will be a maximum of two

(2) weeks. Two employees from each class can be on vacation at any given time.

11.02 VACATION PAY - Vacation pay will be five (5%) percent of gross earnings and will be paid bi-weekly.



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ARTICLE 12.00 - W AGES

12.01 WAGE CLASSIFICATIONS - The employer agrees to pay wages according to the classification of

rate set forth in the attached Appendix "A" which forms part of this Agreement.

12.02 TRANSFERS/TEMPORARY ASSIGNMENTS - An employee transferred or temporarily assigned to

a classification with a higher rate of pay, who performs more than one hour of work, shall receive the

higher rate of pay for all hours worked while in that classification. An employee transferred or

temporarily assigned to a classification with a lower rate of pay, shall receive the lower rate of pay for

all hours worked while at that classification.

12.03 DISTRIBUTION OF PAY - Employees shall be paid bi-weekly through a direct deposit to each

employee’s bank account, including all board/travel allowances. The direct deposit shall be made on

Thursday of every second week, and if Thursday is a holiday, pay will be distributed on W ednesday;

unless delayed by circumstances beyond the employer's control. It shall be the responsibility of each

employee to advise the employer of their relevant bank account information, and of any relevant

changes thereto. This shall also include all Board/Travel Allowances.

12.04 WAGE STATEMENT - A clear statement of hours worked, earnings and deductions, shall be given

to each employee on the job site, two days from the date of the direct deposit.

ARTICLE 13.00 - CAMP ACCOMMODATIONS AND BOARD ALLOW ANCE

13.01 CAMP ACCOMMODATIONS - W here the company provides a camp, the facilities will be constructed,

maintained and operated, having regard for the health and comfort of the employees as prime

consideration and in full compliance with all applicable laws. The company shall unilaterally decide

what projects will be serviced by camp facilities.

13.02 OUTSIDE FREE-ZONE - CAMP PROVIDED - W here camp is provided, all employees whose

permanent residence is located more than ninety (90) road kilometers from the limits of the job, and

who are directed to the job by the Company, or referred by the Union, will, at the commencement of

their employment, be given the opportunity to take up residence in camp at no cost to the employee

for room and board.

13.03 LUNCH - It is agreed that when an employee, availing themselves of the camp facilities, is on duty,

they will be provided with a suitable lunch for their mid-day meal.

13.04 FREE-ZONE - Any employee whose residence is located within ninety (90) kilometers from the job,

and permitted to make use of the camp facilities, will be charged at the rate of one quarter (¼) of the

Board Allowance rate per meal, and one quarter (¼) of the Board Allowance rate for

accommodations.

13.05 FAILING TO REPORT FOR WORK - CAMP RESIDENT - Any employee living in camp, who fails to

report for work, shall be charged for room and board at the Board Allowance rate set forth in

paragraph 13:04 for each day on which they fail to report for work; unless they have been excused

from work by a physician, or has been excused by an authorized representative of the employer. A

room and board charge for a failure to report to work shall be stated as a deduction on the weekly

wage statement referred to in paragraph 12.04 of this Agreement.

13.06 ASSIGNING CAMP ACCOMMODATIONS - Management shall have the sole right to assign

accommodations and there shall be no discrimination between employees by reason of union

affiliation.

13.07 OUTSIDE CAMP ACCOMMODATIONS - W here no camp is provided, an employee who is directed

to the job by the Company, and referred by the Union, whose permanent residence is located outside

ninety (90) road kilometers from the limits of the job, will receive board/travel allowance.



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13.08 BOARD/TRAVEL ALLOWANCE - All employees employed on jobs outside the ninety (90) road

kilometer free zone shall be compensated in the amount of fifty ($50.00) dollars per day if they travel

to and from their home. A person who stays in a travel trailer shall be compensated in the amount

of fifty ($50.00) dollars per day. A person who chooses to board, the cost to board will be paid by the

company as in past practice.

For employees who live seventy (70) to ninety (90) kilometers from the job site, the company shall

compensate each employee fifteen ($15.00) per day to assist in overcoming transportation difficulties.

13.09 FAILING TO REPORT FOR WORK - NON-CAMP EMPLOYEE - Any employee entitled to board

allowance, who fails to report for work when instructed, shall not receive the Board Allowance that

they would otherwise be entitled to for each day on which they fail to report for work, unless the

employee has been excused from work, in writing, by a physician and has already traveled to the job

site from their permanent residence.

13.10 OUTSIDE FREE-ZONE - BOARD ALLOWANCE - All employees whose residence is located in

excess of ninety (90) road kilometers from the job, will receive board or board/travel allowance, as

described in the Collective Agreement.

13.11 TRAVEL TIME - Any employee whose permanent residence is located one hundred and fifty (150)

kilometres beyond the limits of the job, shall be entitled to three (3) hours pay as travel time upon

initial hiring and termination, provided the employee is not receiving a wage while moving a company

vehicle or equipment to a job site.

13.12 USE OF VEHICLE - W hen an employee is requested by the employer to use their own vehicle for the

convenience of the employer, they shall be compensated at the rate of thirty ($0.30) cents per

kilometer. If large materials or company tools are transported by the employee, they shall receive an

additional eight ($0.08) cents per kilometre.

13.13 TRAILERS - POWER HOOK-UP - The employer will provide power hook-ups for trailers if power is

available from a permanent power source. This clause does not require the employer to rent

generators for the purpose of providing electrical power to employees' trailers.

13.14 TRAVEL TIME BETWEEN JOBS - W hen employees are moved from one job to another job, they

shall be paid for all hours traveling.

W hen employees are moved from one job to another job, at the end of their normal working shift,

working outside the one hundred and fifty (150) kilometers, shall be paid for all hours traveling as per

Article 7.03 of the Collective Agreement.

ARTICLE 14.00 - BUSINESS AGENT

14.01 ACCESS TO JOB SITE - The Business Manager, or Union Representative, after notifying the

company, shall be allowed to visit the job site. However, their visit shall not disrupt normal routines

and the progress of work on the job site.

ARTICLE 15.00 - STEWARDS

15.01 STEWARDS - The Business Manager/Agent of the Union shall appoint Stewards where necessary,

or the employees on site shall select a Steward. A Steward exercises no supervisory functions, there

shall be no non-working Stewards. The Steward shall be permitted reasonable time, without loss of

pay, to assist in adjusting differences or misunderstandings arising out of interpretation, application,

or alleged violations of this Agreement. The Union shall notify the employer, in writing, of the

appointment of a Steward.



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15.02 STEWARD LAY-OFF - In the event of a reduction in the work force, the steward shall be the last

employee in their classification to be laid off providing they are qualified to perform the work remaining

to be done by the reduced work force.

15.03 STEWARD OVERTIME - Stewards shall be part of all overtime work whenever practical, provided

the employee is competent and qualified to perform the work required to be done.

15.04 STEWARD REHIRE - In the event of a temporary lay-off of all employees, the Union Steward shall

be the first person to be rehired in their classification. Also, a Union Steward shall be part of the work

force remaining to do any extras for their classification by their employer on that particular job site.

ARTICLE 16.00 - SUB-CONTRACTORS

16.01 SUB-CONTRACTOR - Employers doing sub-contract work for the company, within the jurisdiction

of the Union, shall pay to the employees of the sub-contractor those wages and benefits contained

in this Agreement except where the company is contracting out work to Specialty Contractors or when

it is required to use hired operated equipment. The use of hired operated equipment will only take

place after all the company equipment is fully utilized except when the costs associated with

transporting company equipment to a job site does not reasonably justify the transportation of

company equipment. Specialty Contractors shall include sub-contractors providing concrete work,

installation of high-density liner and electrical and mechanical work.

The Employer shall have the right to sub-contract a complete job only where the company is unable

to perform the job with its available equipment and labour resources due to other contracted job

commitments, or otherwise, with the consent of the union.

ARTICLE 17.00 - GRIEVANCE & ARBITRATION

17.01 A. Grievance Defined

Any matter relating to or involving

1. the interpretation, meaning, application, or administration of this Agreement or any provisions

of the Collective Agreement,

2. a violation or an allegation of a violation of this Agreement, or

3. a question whether a matter is arbitrable,

may be the subject of a grievance.

B. Procedure:

1. STEP ONE - Any such matter constituting a grievance must be introduced to the employee’s

Supervisor or presented in writing to the Manager within five (5) days, excluding Saturday,

Sunday, and statutory holidays of the occurrence of the event given rise to the grievance.

If such grievance is not filed within this period, it shall be considered abandoned.

The grievance shall be discussed with the employee’s Supervisor and a written reply issued

within three (3) days of receipt of the grievance.

2. STEP TWO - Failing settlement of the grievance in Step One, the grievance shall be

submitted in writing to the Manager or their designated representative within three (3) days

of receipt of the written reply in Step One and a meeting shall be held. At that time, the



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griever may have their Shop Steward and/or Business Manager or their designate in

attendance.

3. STEP THREE - Failing settlement of the grievance with the Manager or their designated

representative within three (3) days of receipt of the grievance at Step Two, the grievance

shall be referred to arbitration within a further five (5) days.

4. Both parties shall, failing the above, agree to a single arbitrator within seventy-two (72) hours

or one of the parties or both may apply to the Minister of Employment and Labour Relations

to appoint one as per the Labour Relations Act.

5. The parties may, by mutual consent, refer the matter to a three (3) person Arbitration Board.

6. A grievance under this Agreement may also be filed by the Company with a Steward or other

Union official.

17.02 ARBITRATION -

A. W here no written decision has been given within the time limit specified, the grievance may

be submitted to the next step of the grievance procedure, including arbitration.

B. No grievance shall be lost through error in form or technical irregularity.

C. The time limits set out above in the grievance and the arbitration procedures are mandatory

and shall only be expanded or contracted by mutual agreement of the parties in writing.

17.03 FINAL AND BINDING DECISION - The decision of the arbitrator on the matter at issue shall be final

and binding on both parties, and the Arbitrator shall deal only with the specific question(s) as

submitted. But in no event shall the arbitrator have the power to add to, subtract from, alter or amend

this agreement in any respect or make any decision inconsistent with this Agreement.

17.04 ARBITRATION COSTS - Each party shall pay its own costs and the fees and expenses of its

witnesses. The fees and expenses of the arbitrator shall be shared equally between the parties.

17.05 EXPEDITED ARBITRATION -

A. MUTUAL ARBITRATION PROCEDURE - The Mutual Arbitration Procedure can only be

used by mutual agreement of the parties to the collective agreement.

B. GENERAL PRINCIPLES - The purpose of developing this expedited arbitration system is to

both save cost and time while ensuring fair and reasonable decisions. To that end,

presentations made in expedited arbitration should be short and concise and should include

a comprehensive opening statement.

C. ARBITRATORS - An arbitrator will be selected by mutual consent. Arbitrators are to be

familiar in arbitration, and where possible with the industry. Compensation for arbitrators will

be set by mutual agreement of the Parties.

D. HEARING - W here practical, hearings are to be held in Company or Union facilities to reduce

costs. The parties agree that lawyers will not be used to represent either side. The Local

Union shall appoint one of its officers or members to represent the grievor, and the Company

shall appoint one of the management staff or another person to represent the Company.

E. AWARD - All decisions of the expedited arbitrator are limited in application to that particular

dispute. The award of the expedited arbitrator sets no precedent and is not to be referred to

by either party in any subsequent proceeding. The award will be final and binding. The

award is to be in written form setting out briefly the reasons for the decision. The arbitrator

shall render their written decision within five (5) days of the hearing.



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ARTICLE 18.00 - STRIKES & LOCKOUTS

18.01 STRIKE & LOCKOUT - It is agreed by the Union that neither it nor its representatives or members,

will, during the terms of this Agreement, or while negotiations for renewal of this Agreement are in

progress, authorize, call, cause, condone or take part in any strike, sit down, slow down, stoppage,

cessation, curtailment or restriction or interference with work or production.

18.02 LOCKOUTS - It is agreed by the employer that there shall be no lockouts during the term of this

Agreement or while negotiations for renewal of the Agreement are in progress.

18.03 DELINQUENT EMPLOYER - W ITHDRAW AL OF MEMBERS - W ithdrawal of members from

employment of delinquent employers (re: Health and W elfare, Pension, Vacation and Holiday Pay,

Union Dues and Industry Funds), shall not be considered a violation of this Article.

18.04 DELINQUENT EMPLOYER - An employer shall be delinquent if payment is not made within fourteen

(14) days of receipt of notification of delinquency by registered mail from the Union.

ARTICLE 19.00 - HEALTH, SAFETY, TOOLS AND EQUIPMENT

19.01 HEALTH, SAFETY - Employer and employees shall comply with all applicable provisions of Provincial

Health, Sanitation and Safety Laws and Regulations, in addition to those rules established by the

employer.

19.02 UNSAFE CONDITIONS/EQUIPMENT - Employees shall not be required to work with unsafe

equipment or where proper safeguards are not provided or under conditions which are injurious to

health. No employee shall be disciplined or discharged for refusal to work on a job site or operate any

equipment where they have reasonable grounds to believe that it would be unsafe, unhealthy to

themself or others, or where it would be contrary to applicable federal, provincial and municipal

legislation or regulations. W here, in such circumstances, the employee does not work, they shall not

suffer a loss of pay. Employees are required to report any unsafe conditions or unsafe equipment

which they observe.

19.03 SAFETY EQUIPMENT - Except for safety footwear, the employer will provide, where necessary,

safety equipment for work, for use of the employees without cost. The employee will sign for such

equipment and authorize deductions for the cost from their wages if they do not return such

equipment in good condition, subject to reasonable wear and tear. The company, if requested, will

supply safety footwear and other personal equipment, and the employee will authorize deductions of

the cost from their wages for same. Employees who fail to observe and practice the established

safety and working rules shall be subject to disciplinary action.

19.04 HEALTH & SAFETY WORK CONDITIONS - The employer shall provide a clean, heated and

adequate place of shelter for employees to eat their lunch; hot water for lunches, where practical, and

first aid requirements shall be provided; sanitary facilities and fresh drinking water shall also be

provided by the employer.

ARTICLE 20.00 - LEGAL PICKET LINE

20.01 LEGAL PICKET LINE - An employee refusing to cross a legal picket line shall not be deemed to have

violated this Agreement, and shall not be subject to disciplinary action for the same.



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ARTICLE 21.00 - W ELFARE, PENSION, INDUSTRY & TRAINING FUNDS

21.01 PENSION, INDUSTRY & TRAINING FUNDS - The employer shall contribute the required amount

to the jointly administered Pension, Training and Membership Benefit Funds for all employees

covered by these plans, as outlined in Appendix A attached hereto.

21.02 WELFARE - The employer shall contribute 50% and the employee shall contribute 50% of the

required amount to the jointly administered W elfare Plan for all employees covered by the plan.

ARTICLE 22.00 - FUNERAL ATTENDANCE

22.01 FUNERAL LEAVE - The company agrees to grant three (3) days leave of absence with pay for

funeral attendance, subject to the following:

22.02 FUNERAL LEAVE - ELIGIBILITY - This concession will be granted for attendance at the funeral of

the father, mother, spouse, child, brother, sister, mother-in-law, father-in-law or grandparents.

22.03 FUNERAL LEAVE WHILE ON LEAVE - Employees on annual vacation, sick leave or W orker's

Compensation Benefits, or on scheduled days off, shall not be entitled to funeral pay.

22.04 FUNERAL LEAVE PAY - Funeral leave pay shall be based on ten (10) hours daily pay at the

employee's regular straight time rate, for a maximum of three (3) days, one of which must be the day

of the funeral, providing that all such days paid for would have been the employee's regular scheduled

work days. Pay will be straight time even though one of the days of leave occurs on an overtime day.

ARTICLE 23.00 - TURN AROUND - REMOTE W ORK SITES

23.01 REMOTE SITE - "Remote Site" means a work site that is not connected to the main centres by a

public road system.

23.02 TURN AROUND LEAVE - Employees shall be entitled to turn around leave of one (1) week without

pay, following four (4) weeks of work at a Remote Site.

23.03 TURN AROUND - COST OF TRANSPORTATION - Employees on turn around leave, shall be paid

for the cost of transportation from the Remote Site to an agreed central point.

23.04 TURN AROUND - DETAINED - If an employee, while returning from turn around leave, is detained

for any reason beyond their control, other than for reasons personal to the employee, the employer

shall pay the employee for all waiting time, based upon daily work schedule.

23.05 TURN AROUND - LIST POSTING - Turn around list shall be posted one (1) week prior to turn

around.

ARTICLE 26.00 - TERM OF AGREEMENT

26.01 TERM OF AGREEMENT - This Agreement shall become effective on June 10, 2012 except where

otherwise specified, and shall remain in full force and effect until June 9, 2015 and shall continue from

year to year thereafter; but should either party wish to change, add, or amend this Agreement, it shall

give notice in writing within sixty (60) days prior to (two years from date of signing), while the

Agreement is in force. W hen such notice is given, it shall be the duty of the parties hereto to hold a

Joint Conference at least thirty (30) days before the termination of this Agreement.



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ARTICLE 27.00 - APPENDICES

27.01 APPENDICES - The parties agree and confirm that Appendices A and B attached hereto shall form

part of this Collective Agreement.



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SIGNATURE PAGE

Signed at , in the Province of Newfoundland and Labrador,

this the day of , 2012.

Marine Contractors Inc. International Union of Operating Engineers,

Local 904



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APPENDIX A

CLASSIFICATIONS

Class 1 Mechanic

W elder

Class 2 Backhoe Operator

Boom Truck Operator

Crane Operator

Crusher Operator

Driller Operator / Licenced Blaster

Dozer Operator

Excavator Operator

Grader Operator

Loader Operator

Class 3 Truck Driver (Off Highway)

Class 4 Gravel Roller Operator

Screening Plant Operator

Class 5 Mechanic Apprentice

W elder Apprentice

Wage Rates

June 10, 2012

Class

Basic

Hourly

Rate

Vacation

5%

Hourly

Rate

Pension

Plan

Training

& Promo.

Gross

Hourly

Package

1 $24.25 $1.21 $25.46 $1.00 $0.12 $26.58

2 $22.25 $1.11 $23.36 $1.00 $0.12 $24.48

3 $20.65 $1.03 $21.68 $1.00 $0.12 $22.80

4 $20.25 $1.01 $21.26 $1.00 $0.12 $22.38

5 $19.25 $0.96 $20.21 $1.00 $0.12 $21.33

Note: Any employee in the bargaining unit receiving a higher wage rate than described above, shall

maintain that rate of pay throughout the term of this Agreement.



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Wage Rates

June 10, 2013

Class

Basic

Hourly

Rate

Vacation

5%

Hourly

Rate

Pension

Plan

Training

& Promo.

Gross

Hourly

Package

1 $25.00 $1.25 $26.25 $1.00 $0.12 $27.37

2 $23.25 $1.16 $24.41 $1.00 $0.12 $25.53

3 $21.65 $1.08 $22.73 $1.00 $0.12 $23.85

4 $21.25 $1.06 $22.31 $1.00 $0.12 $23.43

5 $20.25 $1.01 $21.26 $1.00 $0.12 $22.38



Wage Rates

June 10, 2014

Class

Basic

Hourly

Rate

Vacation

5%

Hourly

Rate

Pension

Plan

Training

& Promo.

Gross

Hourly

Package

1 $25.75 $1.29 $27.04 $1.00 $0.12 $28.16

2 $24.25 $1.21 $25.46 $1.00 $0.12 $26.58

3 $22.65 $1.13 $23.78 $1.00 $0.12 $24.90

4 $22.25 $1.11 $23.36 $1.00 $0.12 $24.48

5 $21.25 $1.06 $22.31 $1.00 $0.12 $23.43





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APPENDIX B

APPRENTICES

1. The Employer and the Union agree to maximize the training and development of Newfoundland and

Labrador residents through the apprenticeship-training program as part of their joint responsibility for

maintaining a supply of skilled tradesmen for the industry. The Employer and the Union agree to give

local residents priority for apprenticeship training.

2. The ratio of apprentices to Operators, Mechanics or W elders shall be a minimum, where practical,

of:

Three (3) to Ten (10) Operators.. . . . . . . . . . . . . . 1 Apprentice

Ten (10) to Twenty (20) Operators.. . . . . . . . . . . . 2 Apprentices

Twenty (20) to Thirty (30) Operators. . . . . . . . . . . 3 Apprentices

One (1) to five (5) Mechanics/W elders. . . . . . . . . 1 Apprentice

Five (5) to Ten (10) Mechanics/W elders. . . . . . . . 2 Apprentices

3. Apprentices shall be remunerated as follows:

An apprentice who has completed a nine-month pre-employment course, shall be given credit for the

first two periods and will commence employment at the 3 period.rd

Apprentices must complete a full six (6) calendar month period, before advancing to the next

period.

This six (6) month period must consist of a minimum of 675 accumulated hours worked.

Apprentices shall be credited with a maximum of fifty (50) hours per week worked.

1 period.. . . . . . . . 60% of journeyman’s rate ($10.00 minimum)st

2 period. . . . . . . . 65% of journeyman’s rate ($10.00 minimum)nd

3 period. . . . . . . . 70% of journeyman’s rate ($12.00 minimum)rd

4 period.. . . . . . . . 75% of journeyman’s rate ($12.00 minimum)th

5 period.. . . . . . . . 80% of journeyman’s rate (Class 1 minimum)th






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Documents

Marine Contractors Inc. International Union of Operating ... Contractors Agreement 2012-2015.pdf · COLLECTIVE AGREEMENT between Marine Contractors Inc. and International Union of