STATEMENTS OF POLICY

INDEX BY SECTIONS


SECTION I -       PAPER MILL                                                                                     

A.     Policy Committee
B.     Paper Mill Scheduling Guidelines
C.     Notes on Clarification
D.     Call-In Procedure
E.      Vacation Scheduling
F.      Paper Mill Posting
G.     Paper Mill Shift Schedule
H.     Early Start-Up - Call In

SECTION II -      Q.A. LAB & T.C. LAB

A.     First Aid Bonus
B.     Line of Progression – T.C. Lab
C.     Spare Postings – Q.A. Lab
D.     First Aid Training
E.      Department Agreement – Q.A. Lab Posting Policy

SECTION III -    MAINTENANCE General

A.     Tool Replacement
B.     Storeroom Six-Step Rate
C.     Continuity Pay

Steam Plant

A.     Reclassification of Fourth Class Engineer Positions
B.     Boiler House (Steam Plant) – Removal from Job Evaluation Plan
C.     Steam Plant Department Seniority
D.     Steam Plant Spare

Main Shop

A      Main Shop Overtime Policy
B.     Senior Mill Utility

Converting Maintenance

A.     Converting Maintenance Shift Preferences
B.     Converting Maintenance Shift Start/Stop Times
C.     Converting Maintenance Vacation Schedule
D.     Converting Maintenance Overtime Policy
E.      Converting Maintenance Statutory Holiday Scheduling

Electrical & Instrumentation

A.     Electrical maintenance – 12 Hr Yearly Shift Preferences
B.     Electrical Maintenance – 12 Hr Shift Relief Rotation Policy
C.     Electrical Maintenance – 12 Hr Shift Relief Coverage

SECTION IV -    CONVERTING                                                                                  

A.     Working Status of Employees in Case of Breakdown
B.     Converting Overtime Procedure
C.     Converting Seniority
D.     Converting Scheduling Agreement
E.      Converting Posting Policy
F.      260/261 Folder Line of Progression Policy
G.     276 Line of Progression Policy
H.     277 Line of Progression Policy

SECTION V -      MATERIALS HANDLING

A.     Interplant Trucking
B.     Materials Handling Department Procedures
C.     Materials Handling Department – Statutory Running Days
D.     Materials Handling Department – Permanent & Temporary Postings

SECTION VI -    SHIPPING

A.     Shipping Overtime Policy
B.     Shipping Department Temporary Shift Schedule and Trading
C.     Shift Continuity for Shipping Spares
D.     Shipping Checker Choice
D.     Lead Hand & Relief Lead Hand
F.      Make-up Shifts

SECTION VII -  SAFETY

A.     Safety Meetings
B.     WCB Appeals
C.     Safety Captains' Authority
D.     Graveyard / Dayshift – Overtime
E.      Consecutive Doubles Scheduling/Overtime Restriction

SECTION VIII - MISCELLANEOUS
Pay

A.     MSA (MSP) for Retired Employees
B.     Changes on Time Sheets
C.     Policy on Pay Shortages
D.     Rates of Pay for Employees Assigned from the Spareboard
E.      Rate Paid to an Employee When Moved from a Higher Rated Job
F.      Pay for Attending Joint Union/Management Meetings
G.     Banked Vacation
H.     Trainer / Trainee Pay
I.       Relief Supervisor – Rates of Pay
K.     First Aid Ticket Bonus

Policy
A.     Job Postings - Seniority
B.     Authority of Committees
C.     Spareboard Policy Revision
D.     Seniority - New Employees
E       Maternity Leave
F      .Common-Law Spouse
G.     Children of Common-Law Spouse
H.     Leave of Absence
I.       Personal Harassment
J.       Standard Work Week
K.     Make-up Shifts
L.      260 Bretting Facial
M.     Overtime Meal Policy
N.     Seniority of Employees Absent from Work
.........for Greater than Two and a Half Years

Scheduling
A.     Vacation Schedule for all Departments
B.     Vacation Scheduling - Prime Time
C.     Weekly Indemnity
D.     Manning Requirements
E.      Vacation Entitlement – Long Term Absences

Union
A.     Shop Stewards to Deal with Disputes
B.     Seniority Lists
C.     Agreements 
D.     Time Off for Union Members to Attend Meetings
E.      Communications of Union Functions

Clarifications
A.     Coveralls, Shirts for Trades
B.     Appointment of Overtime
C.     Mandatory Retirement
D.     Preferred Jobs
E.      Running on Statutory Holidays
F.      Safety Shoes

SECTION IX -    LETTERS OF UNDERSTANDING                                               

Maintenance Manning on Working Statutory Holidays
Clothing and Footwear Damage Due to Chemicals
Vacation Allotment for 12-Hour Tour Workers
Apprenticeship Program
Introduction of a New Pension Plan
Contractors’ Code of Ethics
Eligibility for Twelve (12) Hour Personal Floating Holidays
Job Security & Job Elimination
Apprentices & Government Support
WMD Dispute Resolution – W.I. / L.T.D
Warehouse 02 / Contracting Out Grievances
Summer and Weekend Student Policies
Weekend Student Policy
Summer Student Policy
Relief Supervision by Hourly Employees
Contracting Out Blanket Notices
Compressed Work Week Averaging Period for Relief Workers
260 & 261 Folder Line of Progression Start Up Protocols
277 Line of Progression Start Up Protocols
Employee & Family Assistance Program
Clarification for Exhibit C. Welfare Plan

SECTION X -      DIVISION B

A.     Working Status of Employees in Case of Breakdown
B.     First Aid Ticket Bonus for Spare Q.A. Testers
.........While Working in Converting

C.     Division B Overtime Procedure
D.     Division B Seniority
E.      Bretting Line of Progression
F.      Division B Scheduling Agreement
G.     Posting Security 260 Bretting
H.     Spare Posting
I.       Dietz Line of Progression (288 and 289)
J.       Job Elimination
K.     Continuous Operation Clarification
L.      Posting Security - 260 Bretting

 

SECTION 1- PAPERMILL

A.        Policy Committee

A committee will be formed consisting of a maximum of three Union and three Staff representatives
to deal with issues as they come up and to provide answers for scheduling, training etc.

B.        Paper Mill Scheduling Guidelines

1.      Absences for any reason up to seven complete tours.

a)         Move-ups will take place by seniority on the crew.  Individuals will be trained to enable them to perform their
........... posted jobs and their move-up positions.

b)         Overtime:  In any case where it is necessary to bring in a person on overtime, people will be called in to fill the
........... original vacant position – see the Call-In Procedure.

c)         In cases of reduced crewing, posted employees bumped off of their crew will retain their seniority rights on the
........... crew which they are placed on.  Any posted employees who is bumped off of the schedule by a seniority move-
........... down will be eligible to make up their lost shifts two days prior to or two days following their regular tour at straight time.

............After the start of a shift, any vacancies will be filled using the least amount of moves necessary.

d)         Under routine scheduling conditions a Senior Operator should not be working in a lower position on the same paper
........... machine as a more junior operator.  Exceptions to this would be for overtime call-ins.  In the event that a more senior person
........... is scheduled in a more junior position on the same paper machine, the operators will trade positions and will be paid
........... according to the positions that are worked (no extra cost to the Company).

2.      Absences for any reason equal to or more than seven complete tours, other than earned time off (Vacations, Banked Time, Floaters, etc).

a)         Permanent move-up to be made on a seniority basis across the shifts.

b)         When a person moves from one shift to another over the following 8-week period, the total hours worked will normally be the
............ same on both shifts (cycle repeats in 8 weeks).  In one case, the person may get more hours “earlier in the cycle”; in the other case,
............ the person may get more hours “later in the cycle,” but the total hours worked in both cases is the same.

3.      Shutdowns.

a)         Breakdown from one to two days, the crew is laid off.

b)         Scheduled shutdowns, or after 48 hours on breakdowns:
............ii) crews on the machine will be employed on clean-up, training, or other meaningful work, and / or
.............ii) they will immediately be reassigned to other machines on a seniority based move-down, following necessary training.


c)         Employees who would be laid off (or given meaningful work) during a shutdown will be given the option to cancel
........... booked holidays that are scheduled during the shutdown and take the lay-off.

C.    ... Notes on Clarification

1.      The intent is to make the seniority move ups as soon as it is apparent that the person
........ will be off more than seven complete tours.  It is not the intent to wait seven completed tours and then do the move.

.........Every effort will be made to train employees in a timely manner to fulfil their move up position.

2.      Crew moves will normally be made with people moving from one shift to another without adjusting any hours.

.........If a person has multiple moves within an 8-week period and can show where they are truly short of total hours,
........ consideration may be given to an additional shift if requested, and if conditions permit.  Any such time, if provided,
........ would be at no additional cost to the Company and would be subject to availability of openings in the schedule, etc. 
........ This does not guarantee that time will be provided; only that it will be given consideration under these circumstances.

3.      Annual Crew Movement and Conflict Resolution.

a)      Annual Crew Movement - Machine Room Only

........-     Movement will be made following a format set out in advance.  This will be determined by the department committee.
........-     Where sufficient movement has already occurred, as determined by the committee, moves could be cancelled.
........-     Where both parties mutually agree that a move is not desirable, one or both of the moves could be cancelled.

b)      Conflict Resolution

.........Unresolved crew member conflicts will be reviewed by the department representative and the department management to
........ determine what alternatives are available to resolve the conflict.  Where appropriate, and at the discretion of management,
........ crew moves will be made to resolve the conflicts.

.........The intent is to achieve a satisfactory solution to the problem for all parties if possible.

D.     .......Call-In Procedure

...........When no Spareboard employee is available at straight time and a person has to be called in on days off, people will be called in
........ ..by this order of seniority.

...........Note:  The call-in starts at the position that created the overtime situation – i.e. if after having tried filling the vacant position by moving
........ ..the crew up on shift but ending up with personnel not trained for a particular position, then return the original vacant position in order to
....... ...start the call-in procedure.

..........Cut-off Times for Overtime Call-ins:

..........1)      Call-ins for night shift:  Overtime for night shift will be confirmed by 12:00 noon the current day.
..........2)      Call-ins for day shift:  Overtime for day shift will be confirmed by 10:00 pm the previous night.
..........3)      The Company will endeavor not to call employees between the hours of 11:00 pm and 5:00 am.

..........Paper Mill employees who have been absent for sickness, injury, etc. (not referring to long term illness) must call in no later than 2:00 pm
....... ..the day of their next night shift or the day before their next day shift. Failure to call in will result in the employee being removed from the
....... ..schedule for their next shift.  If the employee shows up for the shift without calling in, they will be sent home.

..........While an employee is being trained as a PM4 Machine Tender they will be eligible for overtime if their training schedule allows. 
...... ....They will appear on the call-in list directly after the employee on the PM4 Machine Tender trainers posted crew who occupies the same posted
...... ....position as the trainee did before being taken out of the system.

a)        Paper Machines

Calling in for overtime will follow this pattern:  Incumbent position, one position up by seniority, then positions in order of decreasing seniority.

For the purpose of call-ins, the PM4 Third Hand and PM3 Third Hand positions will each be considered one position.

It is understood that in the above call-ins a senior person may be working in a junior position at the rate applicable to that job.

b)       Lead Beaterman

Calling in for overtime will follow this pattern:  Incumbent position, Lead
Beaterman spares, Paper Mill spares by seniority.

c)        Save-All Cleaning

The Save-All cleaning task will require one PM3 Third Hand and one spare.  The
PM3 Third Hand will be the incumbent for overtime requirements.

The above call-ins require that the individual can safely perform the job.

E.        ......Vacation Scheduling

1.    a) Vacations for Paper Mill Crews

A maximum of 8 employees from the Paper Machine crews will be permitted to take vacations at any one time during the year, consisting of:

i)    up to a maximum of two employees off the machines / crew.
ii)  a maximum of one Lead Beaterman will be allowed off at one time.

All regular posted employees will be given preference.  Paper Mill spares will only be permitted to take vacations during the prime vacation time
if the maximum of 9 regular department members are not scheduled.  Paper Mill spares will be allotted vacations during this time on a departmental seniority basis.

Normally no more than one crew member will be allowed vacation at any given time on one machine.

Prime Time

Only one person will be permitted off per machine, per crew.  A second person may be permitted off a machine only under the following conditions:

i)    the request is submitted ten days in advance of the vacation, and
ii)  there is only one other person confirmed off on the machines.

After this request has been approved, no other vacations will be accepted.

Prime Time will be the period from June 15 to September 15.  Employees will be permitted to take a maximum of two weeks of vacation during this period.  
(More than two weeks may be permitted if coverage is available and the time does not interfere with any other employee's regular vacation during this period).

i)        Once holidays are confirmed they may be cancelled with 10 days notice prior to scheduling day of week in question.

Cancelling a vacation will not affect any currently confirmed vacations of any employees.

ii)       Employees involved in crew moves will have the option to cancel existing
..........Prime Time holidays and reschedule to a more suitable time.

b)    ...Adequate Coverage

It is understood that there will be time throughout the year where the maximum number of employees cannot be allowed off. 
Permitting two crew members off on vacation is subject to adequate coverage, with sufficient backup remaining on the machines
This will normally be dependent on the number of people off for other reasons. 
Vacations will not be confirmed unless suitable coverage is available and some may not be confirmed until close to the time requested.

If at anytime, in the judgment of management, sufficient strength is not available for satisfactory operation, time off will not be granted. 
This is consistent with Article XV, Section 4(f) of the Contract.

c)    ....Regular Vacations to Receive Priority

Whenever possible, without breaching any existing guidelines, regular vacation will be given precedence.

Consistent with this, any requests for banked time, or other time off will not be confirmed until one week before at the earliest to allow regular
vacations to take precedence before this.  Supplementary vacation will be granted if regular vacations are not affected. 
Normally, holiday requests must be submitted in writing ten (10) days prior to start of vacation.

2.       Regular Posted Employees

Vacation requests submitted prior to April 1 will be confirmed on a seniority preference basis.  On and after April 1 vacation time will be granted
on a first-come, first-serve basis.

Employees are limited to requesting two weeks of prime time vacation prior to the confirmation date.

This would enable junior employees to schedule prime time vacation.  After the confirmation of prime time vacation, if weeks are available,
they would be granted on a first-come, first-served basis.

3.       Vacation Schedule for All Departments

Because of the reluctance of some employees to schedule their entire vacation entitlement, a large number of vacations are put off until just prior
to the deadline date resulting in a surge of last minute vacation requests for the latter part of April.  This practice often presents problems in machine
scheduling and sometimes results in untimely production curtailments.

To avoid this problem, vacations will be handled as follows:

a)    A vacation list will be posted at the beginning of each vacation year and will remain posted until June 1. 
...... Requests for vacations up to April 30 of the following year can be made at that time. 
..... On and after April 1, the Supervisor will confirm the vacation dates on a seniority preference basis. 
...... Requests made from April 1 to November 15 inclusive for vacation times will be granted on a first-come first-serve basis.

b)    A second vacation list will be posted on November 15 of each year showing which employees have not scheduled their full annual
.......vacation entitlement. These employees will be asked to request the time they ...wish to take as vacation up to April 30.  On or after December 15
.......the Supervisor will confirm the vacation dates on a seniority preference basis and will allot vacations to those employees who have not requested
.......specific times.  Requests made and confirmed under (a) above override requests made under (b).

This policy does not change the meaning of Article XV, Section 4(f), which states:
......."The allocation of vacation times is to be decided by the Company."

Note:

1.     A person will not be required to provide vacation coverage on another machine if this prevents him taking his scheduled vacation, even though
....... his request is submitted later than that of the person on the other machine.

F.     ...........Paper Mill Posting

Entry to the Paper Mill will be through the mill-wide posting for Paper Mill Spare.  There will be a ninety-working-day probationary period.

Paper Mill spares will be in the line of progression for the Paper Machines and will automatically move into the posted Paper Machine positions
by departmental seniority as positions become vacant.

When a permanent Lead Beaterman position opening occurs, that opening will be posted within the department.  The successful candidate will
undergo a ninety-day probationary period.

There will be three spare Lead Beaterman postings.  Anyone who is a Paper Mill spare will be eligible to apply for these postings.  The successful
candidate will undergo a ninety-day probationary period.  When not working as a Lead Beaterman the spares will return to their Paper Mill line of
progression.  The Lead Beaterman spare may give up the posting at any time.  The Lead Beaterman spares will be required to give up their posting
once they are permanently posted as a PM4 Fourth Hand.

When a full time Lead Beaterman position becomes available the spares will not have first right of refusal for the position – it will be posted within the department.

G. ...............Paper Mill Shift Schedule

The Paper Mill schedule is as follows:

Day Shift ..............Start 5:30 a.m. .......................Stop 5:30 p.m.

Night Shift.............Start 5:30 p.m.........................Stop 5:30 a.m.

-   Early start-ups will be at 3:00 a.m.

H.     ............Early Start-Up - Call In

1.      The crew that would have been working that night, had the machine been running, will be called first. 
........ We will try to fill all spots from this crew.

2.      If the required people cannot be confirmed from that crew, the same guidelines that would have been used to fill a spot had the machine been running
........ would apply;  i.e., call in for the spot that created the problem.

For the above ruling, the following will apply:

1.      If someone is off for more than 7 tours and is scheduled to return around the time of early start-up, it is their (the individual's) responsibility to
........ provide an accurate date of return, other wise they will be considered as still absent.

2.      If an employee takes regular vacation that includes a stat, they will be considered to be on vacation and not eligible for early start-up.

3.      If an employee was scheduled to work early start-up but calls in sick, the following guidelines will be followed:

a)      move up on the crew by seniority

b)      fill the position from within the crew that would have normally been working if the machine had been running; and

c)      follow the same guidelines that would normally be used for overtime if, in fact, the machine had been running.

For those employees that would have been working if the machine had been running on that day, it is your responsibility to cancel any/all time that you
may have requested for that day to be eligible for early start-up.

 

SECTION II - Q.A. LAB & T.C. LAB

...........A.    ...First Aid Bonus
...........Standing Committee Meeting - February 21, 1985

The Company stated that effective March 1, 1985 the first aid ticket bonus for Testing
Station Operators would be included in the rate of pay.

B.    Line of Progression - T.C. Lab
Standing Committee Meeting - July 4, 1984
Revised –  October 26, 2017

T.C. Tester Spares will be filled by mill-wide posting.  Candidates will be chosen after passing an existing, qualifying test.

Senior Spare Tester

The senior spare tester in the T.C. Lab will accumulate seniority in the Lab from the date of the posting.  When not working for the Lab, he/she
will return to the department that he/she came from and will be frozen at the numerical seniority that he/she had at the time of becoming the senior spare.   
The application of departmental seniority will be used in the case of lay-off from that department, however.

Junior Spare Tester(s)

The junior spare tester will accumulate seniority in the Lab from the date of the posting. When not working for the Lab, he/she will return to the department
that he/she came from and will continue to accumulate seniority in that department. When he/she becomes the most senior of the T.C. spares, the above paragraph will apply.

When scheduling vacation, the spare must satisfy the conditions in both departments. If the spare is needed in both departments, then the T.C. Lab will have priority.

C.    Spare Postings - Q.A. Lab
Memorandum of Agreement - May 1, 1991

The following was taken from the Standing Committee Meeting held July 4, 1985 which defines the line of progression relating to the T.C. Lab.

Subsequent to a meeting held April 24, 1991, it was determined that the same rules will apply to the Q.A. Department (Lab) Testing Station Operators.

Two Senior Spare Testing Station Operators (TSOs)

The two senior spare TSOs in the Q.A. Lab will accumulate seniority in the Lab from the date of the posting.  When not working for the Lab, he/she will return to
the department that he/she came from, and will be frozen at the numerical seniority that he/she had at the time of becoming a senior spare.  
The application of departmental seniority will be used in the case of lay-off from that department.

Two Junior Spare TSOs

The two junior spare TSOs will accumulate seniority in the Lab from the date of the posting. When not working for the Lab, he/she will return to the department
that he/she came from,and will continue to accumulate seniority in that department.    When he/she becomes a senior TSO spare, the above paragraph will apply.
When scheduling vacation, the spare must satisfy the conditions in both departments.

If the spare is needed in both departments, then the Q.A. Lab will have priority. This agreement will be in effect as of May 1, 1991.

D.    First Aid Training
Standing Committee Meeting - February 18, 1992
Memorandum of Agreement – September 25, 2008
Revised Memorandum of Agreement –  October 11, 2017

For posted positions requiring a First Aid Ticket, the following guidelines will apply for employment and re-testing should any employee fail to meet the standards of either
the practical or written First Aid examinations.

Employee Status

Newly Posted - (trying for their first Level II Ticket)

If there is a failure in either the written or practical exams following the one-week First Aid course, the candidate must attend a second test at first opportunity.

If the second test is failed, the candidate will be required to attend another full one-week
First Aid course and a third test.
If the third test results in failure, the candidate will lose the posting effective immediately. Existing Posted Employee - (renewing existing First Aid Ticket)

If there is a failure in either the written or practical exam following the one-week First Aid course, the incumbent will attend a second test at the first opportunity.

If the second test results in failure, the incumbent may at his/her expense take the course again, followed by a third test.  This must be done at the earliest opportunity.

If  the  third  test  results  in  failure,  the  incumbent  will  lose  their  department  posting immediately.

Time Off

Employees trying for their first Level II Ticket

A total of twenty four (24) hours maximum of study time will be given to all employees performing jobs requiring a First Aid ticket.  This is in addition to the maximum
forty eight (48) hours (1 tour) for the First Aid training, plus eight hours to write the exam.  (Two (2) graveyard shifts maximum).

When re-testing is required, paid time off will be given for the day of the re-test.

All time off for First Aid training will be paid at straight time and cannot be used in the further computation of overtime.

Persons scheduled for First Aid renewals will not be considered available for overtime call- in.

Employees renewing existing First Aid Ticket

A total of twelve (12) hours maximum of study will be given to all employees performing jobs requiring a First Aid ticket. 
This is in addition to the forty eight (48) maximum (1 tour) for the First Aid training, plus the day to write the exam.  (Two (2) graveyard shifts maximum.)

All time off for First Aid training will be paid at straight time and cannot be used in the further computation of overtime.

Persons scheduled for First Aid renewals will not be considered available for overtime call- in.

E.   Departmental Agreement – Q.A. Lab Posting Policy
Standing Committee Meeting –  July 28, 2004

Postings:

1.     On the date of implementation of the posting system in the Q.A. Department, the current position the employees are in (per the line of progression)
........will become their posted position.

2.     The position of Spare Q.A. Technician will be created, and the most senior qualified applicant will fill the posting.  Only permanent department employees
........are eligible for the position.   The posted Spare Q.A. Technician must be available to provide relief when needed.

3.     If  the  permanent  Q.A.  Department  employees  do  not  apply  for  the  Spare  Q.A. Technician position, the senior Spare TSO will be required to fill this posting. 
  ......The Spare Q.A. Technician will be used first for relief in the Auditor position, when not needed in the Q.A. Technician position.

4.     The Spare Q.A. Technician will have the first rights to permanent openings in the Q.A. Technician position.

5.     All vacated positions will be posted within the Q.A. Department.   Postings will be offered to the permanent Q.A. Department employees first.  If no permanent Q.A.
....... Department employees apply for the posting, the senior Spare TSO will be required to take the posting.

6.     Employees  accepted  for  the  position  of  Q.A.  Technician,  Auditor,  or  Spare  Q.A. Technician will be subject to a sixty (60) working day probationary period.    
........Once accepted, the employee must remain in the position for a minimum of 12 months.

Cut-Backs:

In the event of curtailment of work or job elimination, department seniority shall be the governing factor.  Employees will bump down according to their department seniority.

Relief Scheduling:

1.    ....Q.A. Technician Relief

Short Term:
Will be provided by the Spare Q.A. Technician.  If not available, relief will be providedby the Auditor position.  
It is a requirement of the Auditor position that they are able to relieve into the Q.A. Technician position for short term relief.

...........Long Term:
..........Will be provided by the Spare Q.A. Technician.

2.     ...Auditor Relief: Short Term:
...........Will come from the Spare TSO position.  If the Spare TSO is not trained in the position,the day shift TSO will cover the job for the first
...........8 hours of their 12 hour shift, and the Spare TSO will cover the TSO position for the eight hours.

Long Term:
Will be provided by the Spare Q.A. Technician when available, otherwise will beprovided by the Spare TSO’s in order of seniority.  
If relief is projected to be required for 45 or more working days, there will be a temporary posting for the Auditor position.
If the Q.A. Department employees do not apply for this temporary posting, the Spare TSO  with  the  most  seniority  will  fill  the  position  provided  they  
have  sufficient department seniority to retain it.  The employee accepted for the temporary posting will be required to continue in the position for the duration of the required relief.

3.     ..Other:

For positions where relief is required for 2 weeks/tours or more the Spare TSO with the most seniority available at the time will be scheduled to that position regardless of rates
of pay. The Spare TSO scheduled to the job for the period will keep that position for the duration of the relief provided they have sufficient department seniority.   
When relief is required for up to 2 weeks, the Spare TSO’s will be scheduled by rates of pay.

Provisions:

......It is understood by both parties that concerns could arise after this posting policy is  implemented. If  this  should  occur,  the  parties  will  meet  to  discuss  the concern
......... and will attempt to reach a satisfactory solution.

  ........This policy will be reviewed by the Joint Standing Committee.

......... Either party reserves the right to cancel this policy with sixty (60) days notice.

Relief explanation examples:
Scheduling is done on a calendar week basis.

1.     A shift TSO takes 2 weeks of vacation starting on Tuesday, November 4th.  The Spare scheduled to replace the TSO is the third Spare (first Junior) because the first
........Senior Spare is also on vacation and the second Senior Spare is replacing the Auditor in the second week; ie. he/she has been relieving the Auditor for the weeks of
........October 27th and November 3rd.

........The following week (week of November 9 – 15) another shift TSO is starting vacation. In this case, the second Senior Spare would then take the TSO relief starting and
........would have no rights to the relief that the third Spare (first Junior) has been scheduled for.

2.     Two vacation relief’s are required for a calendar week.  The first is the Auditor job for 40 hours, and the second is the Shift TSO job starting on the Friday (only 2 days) and
........continuing for 2 weeks after that.  No other vacations are scheduled in the following calendar week.

........The Spare TSO with the most seniority is the first Senior Spare, who would be scheduled in the Auditor job for the 40 hours, and the next Spare in seniority (second Senior Spare)
........would pick up the Friday and Saturday shifts.   On the first day of the following calendar week, the first Senior Spare would bump the second Senior Spare and take over the
........balance of the relief period.

SECTION III –  MAINTENANCE –  GENERAL

A.     Tool Replacement
Standing Committee Meeting - October 31, 1963

Maintenance employee-owned hand tools which are broken, lost, or damaged may be replaced by the Company.  However, such replacement will depend upon the circumstances
surrounding breakage, loss, or damage and will be entirely at the discretion of the Maintenance Foreman.

B.    Storeroom Six-Step Rate
Standing Committee Meeting - May 9, 1977

In order to clarify when the Storeroom Stores Clerk is eligible to move from the two-step Junior Stores Clerk rate to the six-step Senior Stores Clerk rate, the Company and the
Local agree that the following apply:

Provided the incumbent has demonstrated the ability to perform the full job function of Stores Clerk and Relief Receiver, he/she shall move to the six-step rate twelve months from
the date of being permanently posted to the position of Stores Clerk.

C.     Continuity Pay
Standing Committee Meeting - September 17, 1984
& Memorandum of Agreement (1983)

A day worker called in more than two hours before the commencement of his regular shift to perform emergency maintenance work, and is kept on the emergency job after commencement
of the regular shift, will be paid overtime for all time worked until he completes his work on that particular job.

If he is taken off that particular job, and someone else is put on it, the employee called in will continue to be paid overtime

1.      until the emergency job is complete,
2.      to the end of his normal shift that day,
3.      until he finished work that day;

whichever of the above occurs first.

SECTION III –  MAINTENANCE –  STEAM PLANT

A.     Steam Plant
Reclassification of Fourth Class Engineer Positions
Standing Committee Meeting –  June 30, 1999

Effective April 1, 2001 the Utilities (Steam Plant) Department at Scott Paper Limited, Western Manufacturing Division will combine the Assistant Third Class Shift Engineer
and the Assistant Fourth Class Engineer positions.

1.      This new position, Assistant Shift Engineer, will require a minimum of a Third Class Stationary Engineer’s Certificate and will perform duties in either capacity as the
.........Steam Plant Engineer (SPE) or the Utilities Field Engineer (UFE) as assigned. Rotation through the Steam Plant and Utilities Field positions will be on a scheduled basis by shift
.........and will also commence from the date of Fourth to Third Class certification.

2.      All of the present Assistant Fourth Class Engineers will have two years commencing April 1, 1999 to obtain their Third Class Stationary Engineer’s Certificate and will be paid
.........at the Third Class rate from the date of certification.

3.      All departmental employees have until April 1, 2001 with which to apply for an Apprenticeship.  Following this, Utilities Department employees will not be eligible for Trades postings.

4.      Employees  who  post  for  the  Utilities  Department  will  be  appointed  through  the Apprenticeship Selection Procedure.  They must obtain the Fourth Class certification
.........within two years and the Third Class certification within four years from the date of departmental  registration.   Those already working in the department with Fourth Class certification
.........or with a minimum of two years of Assistant Shift Engineer firing time will be accepted first.

5.      Due to manpower shortages at the Third Class level, it may be necessary to hire from the outside to fill vacancies.

B.     Steam Plant
Boiler House (Steam Plant) - Removal from Job Evaluation Plan
Memorandum of Agreement - 1986

The Boiler House removal from job evaluation plan is subject to the following conditions:

1.      An understanding that this move does not represent a dismembering of the overall job evaluation program - a one-time occurrence.

2.      An expansion of the Local's commitment for Boiler House personnel to perform maintenance work to include:

-      within the Boiler House
-      on the water treatment facilities
-      on and with utilities-related equipment regardless of location, air compressors,
........air conditioning, etc.
-      "no trade lines" in or out of the Boiler House

3.      As with Maintenance, the Company is to provide coveralls; the employees to provide tools.

4.     The Local's acceptance of the principles as outlined in the formerly reviewed Steam Plant Department Seniority statement -- the Company's objective is to ensure the availability
....... of qualified personnel for move-ups, without adding to departmental headcount.

C.     Steam Plant
Steam Plant Department Seniority
Department Agreement - July 12, 1984

1.      An employee hired/posted into a position requiring the ticket he holds establishes ticket and position seniority immediately.

2.      An employee hired/posted into a position lower than the ticket he holds establishes ticket and position seniority immediately.  However, employees currently holding that same
........ position have six months to regain ticket seniority.

3.      An employee who obtains a higher ticket established ticket seniority immediately on obtaining such a ticket.   When an employee with less position seniority establishes ticket
........ seniority over a senior employee, the senior employee must obtain a higher ticket within six months to regain his ticket seniority status.

4.      Promotions will be based on the considerations as listed in the following priority:

a)      Ticket requirement for the position.
b) .....Ticket seniority for the position.
c)      An employee who holds a lower ticket than required for the position but is most advanced towards obtaining the higher ticket required for the position.

5.      Department  seniority  within  a  given  ticket  designation  will  govern  the  vacation scheduling as long as the legal requirements of Technical Safety BC are complied
........ with in the operation of the Steam Plant.

6.      All employees occupy positions by position and ticket seniority.

7.      An employee, while relieving in the higher position, does not establish ticket or position seniority in that higher position until he is promoted to the higher position.

8.      In the case of layoffs, all employees will be laid off in accordance with departmental seniority, as long as the legal requirements of Technical Safety BC are complied with in the
........ operation of the Steam Plant.

Steam Plant Department Seniority - Definitions

Position Seniority

Defined by the length of time a person has held a job in that position (i.e., Assistant Engineer 3rd Class) and determines the priority for selection of vacations.

Ticket Seniority

Defined by the official ticket status held by individual and recognized by Technical Safety BC.  The individual holding the highest ticket classification within a position in the Steam

Plant line of progression will first be considered for promotion.  This will be applicable to individuals holding tickets higher than required for the position or, in the case of employees
with equal ticket classification, the employee who secured his ticket classification first (exception (3) above) will have ticket seniority.

Department Seniority

Departmental seniority is defined by the length of time the individual has been in the department and, in conjunction with the guidelines defined in (8) above, layoffs from the department
will be based upon departmental seniority.

D.     Steam Plant
Steam Plant Spare
Standing Committee Meeting –  April 6, 2018

Steam Plant Spare will be filled by mill-wide posting. Candidates will be selected based upon highest level of certification achieved with a minimum requirement of a Fourth Class Power
Engineer ticket with half of the required tests for a Third Class Power Engineer passed.

The 90 day probationary period will begin upon completion of training for the Assistant Shift Engineer position.

There is no mandatory obligation for the Company to fill the Steam Plant Spare positions. Senior Steam Plant Spare
The Senior Steam Plant Spare will accumulate seniority in the Steam Plant from the date of the posting.  When not working in the Steam Plant, he/she will return to the department
that he/she came from and will be frozen at the numerical seniority that he/she had at the time of becoming the Senior Steam Plant Spare. The application of departmental seniority
will be used in the case of lay-off from that department, however.

Junior Steam Plant Spare

The Junior Steam Plant Spare(s) will accumulate seniority from the date of the posting. When not working in the Steam Plant, he/she will return to the department that he/she came
from and will continue to accumulate seniority in that department.  When he/she becomes the most Senior Steam Plant Spare, the above paragraph will apply.

Steam Plant Spare Scheduling

When scheduling vacation, the spare must satisfy the conditions in both departments. If the spare is needed in both departments, then the Steam Plant will have priority.
Steam Plant Spares will be scheduled by department seniority with the exception of when a junior employee requires certification or firing time requirements to achieve their
Third Class Power Engineer ticket.

SECTION III –  MAINTENANCE –  MAIN SHOP

A.     Main Shop Overtime Policy
Department Agreement – 1995
Standing Committee Meeting – June 19, 2007
Revised Memorandum of Agreement –  September 25, 2008

Breakdown Maintenance

Maintenance Supervisor on call may be called first by the Department Supervisor requiring work to be done.  The Department Supervisor, the Maintenance Supervisor, or his delegate
will call in tradesmen in order of departmental seniority.  If the work to be done requires three or more tradesmen or, if in the opinion of the Maintenance Supervisor, the job is considered
to be complicated, complex, or contains a substantial element of uncertainty, the Lead Hand will be called first.

Overtime

If a job requires that work continue past the end of the regular shift, the incumbent(s) who started the job will be offered the option of working the overtime first.   Any additional tradesmen
required will be asked on the basis of departmental seniority.   If the work on overtime requires three or more tradesmen or, if in the opinion of the Maintenance Supervisor, the job is considered
to be complicated, complex, or contains a substantial element of uncertainty, the Lead Hand will be offered the overtime first if the incumbents are not available for the overtime.

Statutory Holidays

In the event that work is required on a statutory holiday, tradesmen required will be asked on the basis of department seniority.   If the sum of the tasks requires three or more tradesmen, the
Lead Hand will be asked first.

Running Statutory Holidays

If work is required on any of the running stats (July 1 or after 1995 Good Friday and Labour Day), tradesmen will be asked in order of department seniority for tradesmen that would have been
normally scheduled to work that day.  If three or more tradesmen are required, the Lead Hand will be asked first.

Scheduled Overtime

In the event that a job is scheduled to run into overtime, the Maintenance Supervisor will determine the appropriate crewing mix taking into account where applicable job exposure for junior tradesmen
and the training of apprentices.

B.     Senior Mill Utility
Standing Committee Meeting - February 21, 1985

Randy Billow expressed the Local's concern on the Senior Mill Utility position in the Main Shop.  He stated that the temporary rate was established through job evaluation on the basis of the employee
performing 50% of his time as a Mill Utility and 50% of his time as a Knife and Slitter Grinderman.

The Local's position is that if the employee spends more than four hours per day as a Knife and Slitter Grinderman, he would receive the normal rate for Knife and Slitter Grinderman.

The  Company  would  accept  this  position  provided  that  when  the  permanent  rate  is established, the retro pay is adjusted accordingly

SECTION III –  MAINTENANCE –  CONVERTING MAINTENANCE

A.     Converting Maintenance
Shift Preferences

1.      A one year area/shift preference list will be posted no later than February 1st of each year.

2.      Individuals will have two weeks from February 1st to signify their area of preference on the posted list.  After two weeks, the list will be removed.

3.      A finalized crew schedule will be posted no later than March 1st, and will take effect
May 1st of each year.

B.     Converting Maintenance
Shift Start / Stop Times

Shop Crew:           6:00 am – 2:30 pm
3 Shifts:                 6:00 am – 2:00 pm / 2:00 pm – 10:00 pm / 10:00 pm – 6:00 am
4 Shifts:                 6:00 am – 6:00 pm / 6:00 pm – 6:00 am

C.     Converting Maintenance
Vacation Schedule

1.      A  maximum  of  7  employees  from  the  Converting  maintenance  crews  will  be permitted to take vacations at any one time during the year, consisting of:

a)      up to a maximum of three individuals off the shop crew.
b)      one individual per tour.

2.      A vacation list will be posted at the beginning of each vacation year and will remain posted until June 1st.  Requests for vacations up to April 30th of the following year can
.........be made at that time. Vacation requests submitted prior to April 1st will be confirmed on a seniority preference basis.

a)      Once  the  two  week  allotment  of  vacation,  during  prime  time,  has  been confirmed by the Department Supervisor, the list will be reposted again for a period of 14 days,
.........during which time those individuals who do not have two weeks confirmed will have an opportunity to choose from any remaining time.

b)      Once all vacations have been confirmed, a list of remaining available weeks will be posted for a period of 14 days and individuals will have the opportunity to select one extra
.........week of vacation during prime time, by seniority.  Allocation of extra weeks of vacation during prime time will be at the discretion of the Company.

c)      On and after May 1st  vacation time will be granted on a first-come, first-serve basis.

3.      A second vacation list will be posted by each department on November 15th  of each year showing which employees have not scheduled their full annual vacation entitlement.  
.........These employees will be asked to request the time they wish to take as vacation up to April 30th.  On or after December 15th the Supervisor will confirm the vacation dates on
.........a seniority preference basis and will allot vacations to those employees who have not requested specific times.   
........ Requests made and confirmed under (2) above, override requests made under (3).

4. .....Prime Time:

.........Prime Timewill be the period from June 15th to September 15th. Employees will be permitted to take a maximum of two weeks of vaction during this period.
....... .(More than two weeks may be permitted if coverage is available and the time does not interfere with any other employee's regular vacation during this period.
........ Every attempt will be made to grant extra holidays whenever possible
.

5.......Adequate Coverage:

.........a) It is understood that there will be time throughout the year where the maximum number of employees cannot be allowed off. Permitting three crew members off on
.........vacation is subject to adequate coverage, with sufficient back up remaining on the crews. This will normally be dependent on the number of people off for other reasons.
.........Vactions will not be confirmed unless suitable coverage is available
.

.........b) If at anytime in the judgement of management, sufficient strength is not available for satisfactory operation, time off will not be granted.
........ This is consistent with Article XV, Section 4(f) of the contract.

6.......Regular Vacation to Receive Priority:

.........a) Whenever possible, without breaching any existing guideline, regular vacation will be given precedence.

.........b) Consistent with this, any requests for banked time, supplementary vacation, or other time off will not be confirmed until one week before at the earlest to allow regular
........ vacations to take precedence before this. Supplementary vaction will be granted if regular vacations are not affected.

D.     Converting Maintenance
Overtime Policy

The following guidelines are intended to be a consistent method of administering overtime in Converting Maintenance in a fair and equitable manner.  The objective being consistent
administration of efficient operations and the assurance those appropriate skills are applied.

Converting Maintenance is one department. Converting is one department consisting of five divisions – Division A, Division B, Division E, Division H and Division I.

This policy will not eliminate or restrict management capacity to schedule overtime.

1.      Continuing Work:

Description:  Overtime required during a 3-shift operation for work such as capital, brand change and preventive maintenance, started before quitting time and is carried over.

a)     The mechanic(s) working on the task will be incumbent first.

b)      The remaining shop crew mechanics will be asked in order of seniority.

c)      The shift mechanic(s) will be asked in order of seniority in the division where the work is continuing.

d)      The remaining shift mechanic(s) in other divisions will be asked in order of seniority.

2.      3-Shift Coverage - Due to Absenteeism:

Description:   Overtime required during a 3-shift operation because of absence and where the Supervisor may or may not request overtime depending on the activity.

a)      The shop crew will be assigned to cover first (dayshift Monday – Friday).
.........Note:   If the shop crew is unable to fill vacancies due to scheduled work requirements, or if overtime is created on the shop crew as a result of filling
.........8-Hour Shift Coverage, the overtime will be filled for the position that originally created the overtime as detailed in 2b), 2c), etc., until the position
.........is filled.

b)      The shift mechanic(s) working on the proceeding shift in the division where the absence is, will be incumbent first in order of seniority.

c)      The remaining shift mechanic(s) on the proceeding shift in other divisions will be asked in order of seniority.

d)      Shift mechanic(s) on other shifts in the division where the absence is, will be asked in order of seniority.

e)      Shift mechanic(s) on other shifts in other divisions will be asked in order of seniority.

f)      The shop crew will be asked in order of seniority.

3.      Breakdown Maintenance:

Description:   Breakdown overtime work that is specialized and will require one or more mechanics to complete.

a)      The dayshift lead hand in the division of the breakdown will be called first. b)  The mechanic(s) working on the task will be incumbent.
c)      Shop crew mechanics will be asked in order of seniority.

d)      Shift mechanic(s) in the division of the breakdown will be asked in order of seniority.

e)      Shift mechanic(s) in other divisions will be asked in order of seniority.

4.      Planned Weekend Maintenance:

a)      The dayshift lead hand in the division of the planned maintenance, brand change or capital work will be called first.

b)      The mechanic(s) working on the task will be incumbent.

c) .... Shop crew mechanics will be asked in order of seniority.

d)      Shift mechanic(s) in the division where the planned maintenance, brand change or capital work is required will be asked in order of seniority.

e)     .Shift mechanic(s) in other divisions will be asked in order of seniority.

5.      4-Shift Relief

.........In order to reduce the amount of overtime in Converting Maintenance, when one or more tours become available due to absenteeism, vacation, sickness and
.........leave of absence the shop crew will be asked in order of seniority to cover those tours.  In the case of no volunteers the junior millwright(s) will be scheduled to cover those tours.

6.      12-Hour Shift Coverage

.........Description:  Overtime required during continuous operation.  Use the following table as a guide for incumbent crewing.


Crew
Absent

Shift

Incumbent
Crew

Shift

Incumbent
Crew

A

1st Day

B

2nd Day

C

 

1st Night

D

2nd Night

D

 

 

 

 

 

B

1st Day

C

2nd Day

D

 

1st Night

A

2nd Night

A

 

 

 

 

 

C

1st Day

D

2nd Day

A

 

1st Night

B

2nd Night

B

 

 

 

 

 

D

1st Day

A

2nd Day

B

 

1st Night

C

2nd Night

C

a)      The shop crew will be asked to cover first in order of seniority, (Day-shift; Monday-Friday).  
.........Note:  if the shop crew is unable to fill vacancies due to scheduled work requirements, or if overtime is created on the shop crew as a result of filling
.........12-hour shift coverage, the overtime will be filled for the position that originally created the overtime as detailed in 6b), 6c), etc., until position is filled.

b)      Incumbent crew will be asked in order of seniority in the division where he/she normally works and that the overtime is required in first.

c)      Incumbent crew in the other divisions will be asked in order of seniority.

d)      When applicable, the other eligible crew will then be asked in order of seniority in the division where he/she normally works.

e)      When applicable, the other eligible crew will then be asked in order of seniority in the other divisions where he/she normally works.

f)      Failing all of the above, the remaining eligible mechanic(s) will be asked in order of seniority.

E.     Converting Maintenance
Statutory Holiday Scheduling

12-Hour Shift Coverage:

1.      If there is equipment scheduled to run on a statutory holiday then:

a)      Shift mechanic(s) in the division the equipment is scheduled to run, that would normally be working that shift, will be asked in order of seniority as it is their normal scheduled working day.

b)      Shift mechanic(s) in other divisions that would normally be working that shift will be asked in order of seniority.

c)      In the event of shift vacancies a list of available shifts will be posted and volunteers (from all other shifts and crews not normally scheduled to work that day) will have the opportunity to put their names on the list if they would like to work. Volunteers for each available shift will be selected by seniority.

2.      If there is equipment scheduled to run in each division but the full allotment of mechanics is not required:

a)      Shift mechanics, in all divisions, that would normally be working that shift will be asked in order of seniority.

b)      In the event of shift vacancies a list of available shifts will be posted and volunteers (from all other shifts and crews not normally scheduled to work that day) will have the opportunity to put their names on the list if they would like to work. Volunteers for each available shift will be selected by seniority.

Planned Maintenance:

1.      If maintenance is planned for the statutory holiday then:

a)      The dayshift lead hand in the division of the planned maintenance work will be called first.

b)      The mechanic(s) working on the task will be incumbent.

c) .....Shop crew mechanics will be asked in order of seniority.

.d)      Shift  mechanic(s)  in  the  division  where  the  planned  maintenance  work  is required that would normally be working that shift will be asked in order of seniority.

.e)      Shift mechanic(s) in other divisions that would normally be working that shift will be asked in order of seniority.

.f)      .Shift mechanic(s) in other divisions or shifts, not normally scheduled to work that day will be asked in order of seniority.

SECTION III –  MAINTENANCE –  ELECTRICAL & INSTRUMENTATION

A.     Electrical Maintenance
12 Hr Yearly Shift Preferences –  Standing Committee June 3, 2011

1.      A one year shift preference list will be posted no later than February 1st of each year.

2.      Individuals will have two weeks from February 1st to signify their area of preference on the posted list.  After two weeks, the list will be removed.

3.      The selection of shift Electricians will on a seniority basis. If there are insufficient applicants for the posting then the most junior trained individual will be posted to the position.

4.      A finalized crew schedule will be posted no later than March 1st, and will take effect
May 1st of each year.

B.     Electrical Maintenance
12 Hr Shift Relief Rotation Policy –  Standing Committee June 3, 2011

The following guidelines are intended to be a consistent method of administering 12 hr shift relief in a fair and equitable manner.   For the purpose of this policy, a tour will be
defined as an absence of 2 or more days.  When one or more tours become available due to approved time off, the rotation policy will be followed

Shift relief will be on a rotating basis starting on May 1st.

1.      A one year 12 hr shift relief list will be posted no later than April 1st of each year.

2.      Individuals will have two weeks from April 1st to signify their preference to provide shift relief.  After two weeks, the list will be removed.

3.      The selection of shift relief Electricians will be on a seniority basis.  A minimum of four (4) electricians will be selected from the list.  If more than 4 applicants apply for the posting,
........ the business will accommodate all applicants for the rotational position. If there are insufficient applicants for the posting then the most junior trained individuals will be posted to the position.

4.      Electricians not requesting the rotational option will effectively remove themselves from shift coverage for 1 full year.  In the event circumstances arise beyond the businesses control
.........where less than 4 people are on the rotational list, the business will offer the position to the most senior trained individual.   If there are insufficient applicants for the posting then the most junior
.........trained individual will be posted to the position

If any one relief electrician wishes to pass their turn to another relief electrician they may, if mutually agreed upon.  The rotation will recognize that the first relief electrician has taken their turn and
will not be in line to take the next available shift.

If a relief electrician is on vacation, or has scheduled time off, at the time of their turn in the shift coverage rotation then they will take the next available shift that needs to be covered when they
have returned to work.  The rotation will stay the same at this point and the relief electrician may need to cover the next shift following the one they just covered.

C.     Electrical Maintenance
12 Hr Shift Relief Coverage –  Standing Committee June 3, 2011

Rotational workers will be given the opportunity to work hours in excess of 40 up to and including 48 hours for the week.  For further clarification, any shift relief will not be considered optional hours.

1.   One Day (Less Than A Full Tour):

Any scheduled one 12 hr vacancy (except for Mon-Fri dayshift) will be offered to shift electricians on their days off, by seniority, first.

If shift electricians are unavailable then vacancies would be filled using the shift coverage rotation list.  When an employee who works an eight (8) hour schedule relieves into a compressed work
week position for one (1) shift of the schedule, they shall receive overtime for the last four (4) hours of the shift.

2.   Two or more days (Full Tour):

Shift Relief rotation workers as selected in Section IV, subsection O, will be scheduled to fill 12 hr shift vacancies.

SECTION IV - CONVERTING

A.     Working Status of Employees in Case of Breakdown
Standing Committee Meeting - September 26, 1968

It was agreed that the following procedure would be followed in determining working status of employees in case of breakdown of converting units:

1.      Employees working on the unit prior to breakdown who wish to go home voluntarily rather than transfer to another unit may do so.

2.      Should  employment  not  be  available  for  the  remainder  of  the  employees,  spare employees working in the department would be replaced by posted employees.

3.      Should employment not be available for remaining employees, following steps (a) and
(b), senior employees qualified would replace junior employees.

B.     Converting Overtime Procedure
Department Agreement - June 4, 1992
Standing Committee Meeting – March 12, 2008
Standing Committee Meeting –  May 4, 2017

1.      12 Hour Shift Overtime Procedure

a)       Spareboard employees who are trained to perform the job and who will not have worked 40 hours in the week will be given the first opportunity to work.
......... This priority applies for overtime on one full shift or more than one shift.

b)      For 12 hour worker overtime; see incumbency Converting – 12-Hour Shift Coverage chart:

Crew
Absent

Shift

Incumbent
Crew

Shift

Incumbent
Crew

A

1st Day

B

2nd Day

C

 

1st Night

D

2nd Night

D

 

 

 

 

 

B

1st Day

C

2nd Day

D

 

1st Night

A

2nd Night

A

 

 

 

 

 

C

1st Day

D

2nd Day

A

 

1st Night

B

2nd Night

B

 

 

 

 

 

D

1st Day

A

2nd Day

B

 

1st Night

C

2nd Night

C

Example: 272 Senior Operator on Shift “C” would be an incumbent:
      First day off covering for Shift “D” 1st night shift.
      Second day off covering for Shift “A” 2nd day shift or Shift “D” 2nd night shift.
      Third day off covering for Shift “B” 1st day shift.

i)       First incumbent is the employee regularly scheduled over the course of an 8- week cycle on the incumbent crew.
ii)      Other trained employees on the incumbent crew by seniority.
iii)     Other regularly scheduled employee in the job over the course of an 8-week
.........cycle on the other crews.
iv)     By seniority of trained employees on all 12 hour crews.
v)      By seniority and availability of trained employees.

2.      8 hour worker overtime procedure:

a)       Spareboard employees who are trained to perform the job and who will not have worked 40 hours in the week will be given the first opportunity to work.
......... This priority applies for overtime on one full shift or more than one shift.

b)      If the overtime shift is on a weekday (Monday to Friday). For 8 hour worker overtime see the following incumbency 8-Hour Shift Coverage chart to establish the incumbent crew(s):

Overtime Shift

1st Incumbent Shift

2nd Incumbent Shift

Day Shift

Afternoon Shift

N/A

Afternoon Shift

Day Shift

Graveyard Shift

Graveyard Shift

Afternoon Shift

N/A


i)      Double shifts will be the first incumbent for overtime.
ii)     First  incumbent  is  the  employee  doing  the  job  on  the  incumbent  shift  in
question.
iii)    Other trained employees on the incumbent shift by seniority.
iv)     Employee doing the job on the 2nd incumbent shift (if applicable).
v)      Other trained employees on the 2nd incumbent shift (if applicable) by seniority.
vi)     By seniority and availability of trained employees.

c)      If the overtime shift is on a weekend day (Sunday or Saturday)

i)       For 8 hour workers, the first incumbent is the employee posted to the job and shift in question during the scheduling week, the second incumbent is the employee that did or will
........ do the job for the majority of the scheduling week (3 shifts or more).
.........Note: 8-week cycle incumbency will override their posting incumbency.
ii)     .Other trained employees on all 8-hour shifts by seniority.
iii)    .By seniority and availability of trained employees.

........Note 1: If an employee has an assigned overtime shift, the employee will not be considered for a second overtime shift unless, after following steps i) through iii) above, no one is available.   
....... They then will be considered by virtue of seniority, training, and availability.

........Note 2: Weekend students are not eligible to work a double until after steps i) through iii) have been exhausted and all regular employees have been offered to work a double first.

C.     Converting Seniority
Memorandum of Agreement - April 22, 1988

1.      Departmental  seniority  shall  override  machine  seniority  in  cases  of  cutbacks  in personnel because of automation, reduced activity, or breakdowns, except where
........ specific ability or experience is required.

2.      On  some  occasions  (vacation,  heavy  demands,  etc.),  posted  employees  may  be scheduled on other units (on which they have been trained) in order to adequately
........ operate the department.  This will be kept to a minimum and, wherever possible, shall be within the same shift schedule.

3.      Relief Q.A. Testers, after passing their 90-day trial period, will retain their departmental seniority in Division "A/E/H” but will not be eligible to apply for departmental machine postings.

D.     Converting Scheduling Agreement

1.       Holiday  allotment  will  be  restricted  to  a  maximum  of  fifteen  (15)  Converting employees off at any one time.  All holidays will be granted on seniority rights until confirmation date.
........  The list will be up by March 1st and will come down by 7:00 a.m. on April 1st.  The Supervisor on Day Shift – April 1st will take the list down.

..........First confirmation - Converting employees can only apply for two (2) weeks during prime time (June 15th to September 15th).

..........Second confirmation – Once the two weeks have been confirmed (approximately April 5th) the list will be re-posted again for a period of 8 days, during which time those
..........Converting employees who do not have two weeks confirmed will have an opportunity to choose from any remaining time.  Indicate your vacation preferences by number.  
..........Please keep in mind Seniority will prevail.  Second confirmation will be finalized by approximately April 20th.

..........Further holidays beyond the confirmation date will be approved on the first request first approved system.  If too many people are off (due to holidays) on any one shift, some  
..........Converting  employees  may be  disrupted  in  order  to  maintain  runnability. Every attempt will be made to grant extra holidays whenever possible.   
..........However, long-term disability and absenteeism are the main governing factors concerning the granting of extra holidays.

2.       Trading of shifts will be permitted provided the individuals trading having approval from their scheduled shift supervisors. Trading of shifts may only be approved
......... provided that the individuals who are requesting the trade are scheduled on equal job rates.

3.       Four shifting crews will be selected as dictated by seniority rights for the job at the time of scheduling.  These crews will complete a full four-shift cycle (eight weeks) once scheduled.  
......... This procedure will repeat itself every eight weeks.  Holiday relief for all four-shift schedule employees will be by seniority rights regardless of which shift the relief employee is on.

4.      In any event, management reserves the right to disrupt continuous shift rotation in order to maintain runnability as deemed necessary.

E.     Converting Posting Policy
Standing Committee May 20, 1997

Date:  October 11, 2017 Revision #8
May 29, 1996, Original

Guiding Principles

1.      The Posting Committee will continue to be an active group.

2.      The Converting Spare position is the only entry level into the department.

3.      Permanent Department Postings

a)       Converting  employees  may apply for  a  permanent  position  based  on  their department seniority.

b)      A job opening will be posted for a minimum of seven days.  Only applications received during that time shall be considered.

c)       Selection for a posting shall be based on department seniority, ability, and other records (absenteeism, past performance, etc.).

d)      Grandfathered packers will have posting priority for 238 Wrapper Attendant, 239 Packer, and 272 Packer.

4.      All  future postings will require a 90-day probationary period. Applicant  must successfull complete a 90 calendar day/or 90 working day probationary
........ period before a new position is posted.  The company and employee can mutually agree to waive the 90 days

5.      The department manager will consult with the department representative on future department postings for entry into the Converting Department.

6.      The decision to permanently post any unit will be jointly decided by the department manager and department representative.

7.      An unresolvable conflict between crew members will be reviewed by the Department Representative and the Company to determine what alternatives are
........ available to resolve the conflict. Where appropriate, and at the discretion of the Company, crew moves will be made to resolve a conflict.
........ The intent is to achieve a satisfactory resolution to all parties if possible.

8.      Every effort will be made to supply full crewing on 272 Winder.

Temporary 8-Week Cycle Postings

There is an expectation by the Company and the Union that if employees take an 8-week posting, they will complete the full 8-week cycle.

To qualify for an 8-week cycle posting you must be trained to do the job that you are applying for or refreshed within a reasonable period time.

To be accepted on an 8-week cycle posting an employee must be available for half of the shifts in the cycle (for example time on vacation or as a
QA Spare would be considered not available). This requirement does not apply to employees that are posting to consecutive 8- week cycle postings.

For units temporarily scheduled on four shifts, a fourth shift temporary posting will be filled once every eight-week cycle.  Employee’s original posting is not affected.  
Any unit scheduled on four shifts for six months or longer will be posted by overall seniority on a voluntary basis.  Your original posting is not affected.

For continuous operation less than 8 weeks; i.e., a short cycle, posted employees will be allowed to return to their unit.

Employees posted to a job that is on a 4-shift schedule cannot post for an 8-week cycle.

In the event of long-term illness, retirement, etc., move-ups will occur at the start of a new
8-week cycle.

Relief Procedure For Vacations Or Long Term Absence, Greater Than One Week

Relief for 239, 246, 252, and 272 Senior Operators will come from the junior operators on the same unit and same shift.

Relief for all other positions will be filled by trained spares by seniority and rate of pay.

Absences Greater Than 8 Weeks

Relief for 239, 246, 252, and 272 Senior Operators will be offered to all Junior Operators on the unit by seniority.

Relief for all other positions will be filled by trained spares by seniority and rate of pay.

Temporary Medical Postings

Once the Medical Department deems the absence to be long-term (anticipated to be greater than 6 months), a temporary posting will be put up.  
The expectation is that the temporary posting must be held for a minimum of 6 months.

All Temporary Medical Postings will be reposted with the first 8-week cycle after April 30 of each year.

Cutbacks

1.      For cutbacks of less than two weeks, employees move into any open posted position on the same shift; if there is no position on the same shift
........ then they will move into any open position on any other shift.   If no positions are available, they bump the junior person on the same shift provided they are trained to perform that job.

2.      For cutbacks of any duration grandfathered packers move into any open packing position.  If no position is available, grandfathered packers bump the junior employee in a packer position.

3.      For cutbacks of two weeks or more employees will bump according to the following table:

Group A

Group B

272 Sr Op (16)

238 Op (9)

252 Sr Op (15)

Core Machine (8)

239 Sr Op (14)

272 Jr Op (8)

246 Sr Op (13)

252 Jr Op (8)

251 Op (11)

246 Jr Op (6)

 

272 Packer (5)

 

239 Packer (5)

 

238 Packer (4)


a)       Employee(s) in Group A will bump the junior employee(s) within that group by virtue of department seniority.

b)      The junior employee(s) who is bumped from Group A will bump the next most junior employee(s) (ie. the employee immediately beneath them in department seniority) in Group B.

c)       Displaced  employee(s)  within  Group  B  will  bump  the  junior  employee(s)
within that group by virtue of department seniority.

d)      By virtue of Department Seniority the junior posted employee(s) from Group B
will be returned to the Converting Department spare pool.

4.      Employees posted to Lines of Progression will be curtailed according to each line of
progression’s policy.

5.      For permanent cutbacks, the Posting Committee will meet to discuss the bumping process for the whole Converting Department (including the Lines of Progression).

F.      260/261 Folder Line of Progression Policy

Guiding Principles:

260 and 261 will exist as a line of progression consisting of three jobs:

     261 Operator
     260 Operator
     261 Helper

The 261 Helper will be scheduled on an as needed basis and will be scheduled for 12 hour shifts (Compressed Work Week) or 8 hour shifts depending on the shift
schedule that 261 is being scheduled on. For example, if 261 is scheduled on 12 hour shifts and the 261 Helper is required it will be scheduled to work a 12 hour shift
under the Compressed Work Week agreement.

260 and 261 will exist as a block unto itself for scheduling purposes.

260/261 Folder Line of Progression Spares will move up automatically by seniority into vacant positions in the line of progression.

Future entry into the 260/261 Folder Line of Progression will be through a 260/261 Folder
Line of Progression Spare posting.

The Company will establish how many employees are considered to be posted within the 260/261 Folder Line of Progression and cannot hold another permanent posting.
Initially the six most senior employees will be considered to be posted to the line of progression. The balance of the employees in the line of progression will be considered
to be 260/261 Folder Line of Progression Spares and may hold another posting. With 30 days notice the Company can change the quantity of employees considered to be
posted to the line of progression. It is understood that all line of progression spares will work in the line of progression when required.

Relief Procedures for Vacations or Absences less than a Week/Tour:

For all vacancies of less than a week/tour employees posted to 260 and 261 will keep their shift schedule and spares will be scheduled by 260/261 Folder Line of
Progression seniority to fill vacancies.

Relief Procedures for Vacations or Absences a Week or more & less than 8 Weeks:

If both 260 and 261 are scheduled to work on the same shift schedule (for example: 260 on
3 shifts and 261 on 3 shifts) individuals will move up on the shift in question.

If 260 and 261 are scheduled to work on different shift schedules (for example: 260 on 3 shifts and 261 on 4 shifts) employees will move up based upon line of progression
seniority to fill vacancies regardless of crew.

Absences Greater Than 8 Weeks:

Vacancies will be filled by a move up in the line of progression based upon line of progression seniority regardless of crew.

Temporary 8 Week Cycle Postings

Employees posted to 261 will not be eligible to post onto other units for temporary 8 week cycles.

Employees posted to 260 will not be eligible to post to temporary 8 week cycles if 260 is working on the Compressed Work Week.

260/261 Folder Line of Progression Spares are not restricted from 8 week cycle postings.

Temporary Medical Postings

A limit of one employee from the 260/261 Folder Line of Progression at a time can be on a
Temporary Medical Posting.

A 260/261 Folder Line of Progression employee who accepts a Temporary Medical Posting cannot take another Temporary Medical Posting until the employee has worked
for one year in the 260/261 Folder Line of Progression following the end of the first Temporary Medical Posting.

260/261 Folder Line of Progression employees who are on a Temporary Medical Posting will maintain their position of Seniority in the line of progression.

Shift Reductions / Curtailments:

In the event of a curtailment or reduction in crewing, crews will be reduced in accordance with their line of progression seniority.

Vacation Entitlement:

1.   All individuals posted in the 260/261 Folder Line of Progression will have to first qualify for vacations under the current department policies and

2.   For the 2016/2017 vacation period a maximum of two employees from the 8 most senior employees in the 260/261 Folder Line of Progression will be allowed off per week.
..... It is understood however, that the Company may grant more people time off if adequate coverage is available.  At the end of the 2016/2017 vacation period this policy
..... will revert to the department vacation policies.

......This policy will be in effect for twelve months following the production of saleable product on 261 folder.  After the completion of the 12-month period, either party may cancel
......the agreement with 60 days notice.

G.     276 Line of Progression Policy

Guiding Principles:

276 will exist as a line of progression consisting of four jobs:

     276 Lead Operator
     276 Tech #1 A
     276 Tech #1 B
     276 Broke

276 will exist as a group unto itself for scheduling purposes and all employees regularly scheduled into a 276 job will not be eligible to post onto other units for temporary 8 week cycles.

276 Spare operators will move up automatically by seniority into vacant 276 Broke position.

Future entry into the 276 line of progression will be through a 276 Spare posting.

Temporary Medical Postings:

A limit of two 276 employees at a time can be on a Temporary Medical Posting.

A 276 employee who accepts a Temporary Medical Posting cannot take another Temporary Medical Posting until the employee has worked for two consecutive years on 276 following
the end of the first Temporary Medical Posting.

276 employees who are on a Temporary Medical Posting will maintain their position of
Seniority in the 276 line of progression.

Relief Procedures for Vacations or Absences less than 8 weeks:

Individuals will move up on the shift in question.

Absences greater than 8 weeks:

Vacancies will be filled by seniority regardless of crew.

Shift Reductions / Curtailments:

In the event of a curtailment or reduction in crewing, crews will be reduced in accordance with the line of progression.

Either party may cancel the “276 Line of Progression Policy” with 60 days notice.

H.     277 Line of Progression Policy

Guiding Principles:

277 will exist as a line of progression consisting of two jobs:

     277 Lead Operator
     277 Junior Operator

277 will exist as a block unto itself for scheduling purposes.

277 Line of Progression Spares will move up automatically by machine seniority into vacant 277 Junior Operator positions.

Future entry into the 277 Line of Progression will be through a 277 Line of Progression
Spare posting.

Relief Procedures for Vacations or Absences of less than 8 Weeks:

Individuals will move up on the shift in question.

Absences Greater Than 8 Weeks:

Vacancies will be filled by a move up in the line of progression based upon line of progression seniority regardless of crew.

Temporary 8 Week Cycle Postings

Employees posted to 277 will not be eligible to post onto other units for temporary 8 week cycles.

277 Line of Progression Spares are not restricted from 8 week cycle postings.

Temporary Medical Postings

A limit of one employee from the 277 Line of Progression at a time can be on a Temporary
Medical Posting.

A 277 Line of Progression employee who accepts a Temporary Medical Posting can not take another Temporary Medical Posting until the employee has worked for one year in the
277 Line of Progression following the end of the first Temporary Medical Posting.

277 Line of Progression employees who are on a Temporary Medical Posting will maintain their position of Seniority in the line of progression.

Shift Reductions / Curtailments:

In the event of a curtailment or reduction in crewing, crews will be reduced in accordance with their line of progression seniority.

Vacation Entitlement:

1.   All individuals posted in the 277 Line of Progression will have to first qualify for vacations under the current department policies and

2.   For the 2017/2018 vacation period a maximum of two employees from the 8 most senior employees in the 277 Line of Progression will be allowed off per week.
..... It is understood however, that the Company may grant more people time off if adequate coverage is available.  At the end of the 2017/2018 vacation period this policy
..... will revert to the department vacation policies.

This policy will be in effect for twelve months following the production of saleable product on 277.  After the completion of the 12-month period, either party may cancel the
agreement with 60 days notice.

SECTION V - MATERIALS HANDLING

A.     Interplant Trucking
Standing Committee Meeting - September 27, 1984

{Memo written by R.M. Kitos on June 21, 1984}

This memo is in response to a request from Local 456, CPU to put into writing a synopsis of my comments during the 1984 labour negotiations regarding inter- plant trucking.

In response to concerns expressed by the Local, I advised the Negotiating Committee of the current situation and what we project for the future.

In consultation with Larrie Connell, I have determined that we presently operate the 19-foot van generally on one shift, Monday to Friday, and sometimes on weekends on one shift.
Our plan is to operate two trucks to do most of the interplant movement.  The 19-foot van is slated for vital supplies and export movement on two shifts.  The oversized truck is planned
to move parent rolls from P.M. 4 to the main mill, and move finished cases from #239 to shipping.   This will start on one shift, and will likely go to two shifts with the likelihood that it
may have to be used on weekends, depending on activity.

It is our intention to continue to use outside trucking for peak periods, but to make maximum use of our own trucks.

I advised the Committee that Larrie stated that currently there are about 40 people in the department, and that could increase to 55 at maturity of P.M. 4 and #239.  It is possible that
10 to 12 people could be added to the department by year-end, depending on activity.

B.     Materials Handling Department Procedures
Standing Committee Meeting – June 5, 1998 / Revised – May 5, 2015
Revised Memorandum of Agreement – October 11, 2017
Revised Standing Committee Meeting –  October 19, 2018

1.      Scheduling of Materials Handling Department employees will be the responsibility of the Scheduler.   All requests for S.P.F.H.’s banked time, vacation, etc. will be scheduled by the Scheduler.

2.      Materials Handling Department will include those positions listed in the Collective
.........Agreement under Materials Handling / Export.

3.      Materials Handling Department employees will report to the department in which they are working.

4.      Postings / Job Selection – Employees in the Materials Handling Department will continue to be eligible for postings based on their Materials Handling Department departmental seniority,
........ and ability to perform the work.

5.      Export Department – Employees in Export will relieve drivers assigned to other departments.

When required, replacements for Export will be acquired through a mill-wide posting for Wrapper Operator.   After completion of the 90-day probationary period, the successful applicant
will be trained as required for relief driving positions.

6.      Vacations – Five (5) Materials Handling employees will be allowed on vacation at any one time.

First confirmation – Materials Handling & Export can only apply for two (2) weeks during prime time, June 15th – September 15th.  Vacation lists will be posted for a two-week period
commencing the beginning of March until the middle of March.

Second confirmation – The vacation schedules will be up for a period of no less than 8 days to allow employees who have not received two (2) weeks in prime time a
chance to submit requests for any open weeks.

Materials Handling/Export First confirmation will be posted in the Export Office and Division E/A/H Lunchrooms on the first Friday morning of the month of April.

Employees of Materials Handling and Export who have not received two (2) weeks in prime time will have the opportunity to choose from any remaining open weeks.  
The Second confirmation for Materials Handling and Export will be completed by March 30th.  On May 1st, vacations are granted on a first come/first serve basis.

7.      Overtime – Assignment of overtime will be as follows:

a)     First go to the Export Department for relief at straight time.

b)      Incumbents will be given first opportunity for all overtime on their jobs.  All incumbents will be asked in order of their department seniority.

c)      If no incumbents want to work, then go to the Materials Handling seniority list and start with the senior person available for work that day / night.

d)     Incumbents:

-     Those  persons  posted  to  that  job.  This  includes  inventory  (eg.  K5 Warehouse, 04 Warehouse V.S. Driver, Lead Hand).
-     Any relief driver who has been scheduled or has worked full tour/week prior to the overtime.
-     Any driver who trades jobs for the week will have incumbency on the job they are actually performing.
-     In Division E, overtime will be offered to tour workers, day workers or extra drivers in order of departmental seniority.

e)     Cut-Off Times for Overtime Call-Ins:

i)       Call-ins for night shift / overtime for night shift will be confirmed by 1:00 p.m. the current day.

ii)      Call-ins for day shift / overtime for day shift will be confirmed by 5:00 p.m. the previous night.

f)      Relief Drivers:

-        Any relief drivers who have not been scheduled or who have not worked a full week or tour on one job in the Materials Handling Department will have incumbency
......... for Export overtime that week.

g)     No mill spares will be asked to work overtime unless everyone in the Materials
........Handling Department who can work have been asked first.

8.      Materials Handling Lead Hand Line of Progression:

A line of progression exists within the Materials Handling Department whereby the Materials Handling Lead Hand Spare will assume the Materials Handling Lead Hand
position when it is vacated, whether permanently or for vacation relief.

Entry into the line of progression will be through a Materials Handling Lead Hand Spare posting.

Employees in both Export and Materials Handling will be eligible to apply for the Materials Handling Lead Hand Spare.

Exclusively for the next permanent vacancy in the Materials Handling Lead Hand, when the current incumbent (Tim Salter) retires, the Company will post for three jobs in the
Materials Handling Lead Hand Line of Progression, the senior candidate will assume the permanent Materials Handling Lead Hand position and the next two will become the
Materials Handling Lead Hand Spares.

9.      ..Relief Driver Scheduling – Export relief drivers will be scheduled by rate of pay.  The drivers with the most department seniority will receive the jobs with the highest rate of pay.  
...........The senior drivers will be scheduled to the full weeks or tours first with the part week or day-to-day relief work being assigned to the junior employees. Full weeks as Export
...........Roll Wrapper and 95 Truck Driver will be excluded from.consideration unless no other work is available for senior employees.

It is the Company’s intent to minimize the changing of employee’s schedule.  Once the Department’s schedule has been completed, under normal conditions, the employee’s schedule
will not change, even if a shift becomes available during the week which is at a higher rate of pay.

10.    ..Compressed Work Week Scheduling – Relief drivers will be required to work 12 hour or 8 hour shifts as per the Collective Agreement Exhibit F – Compressed Work Week.

When a department working a three-shift schedule changes partially or completely to a compressed work week schedule, the most senior posted driver will be assigned to the 12 hour
shift schedule on shift A, with the second most senior driver assigned to shift B, etc.  Any additional drivers will be assigned from the relief drivers.

11.    ..Layoff / Curtailment – If there is a cutback in the Export Department, the junior employee will be assigned to the Spareboard.

If there is a cutback to a permanent posted job, the employee or employees affected will bump the junior-posted driver in the Materials Handling Department, if no other work is available.

For layoffs identified prior to scheduling: affected drivers will move into any open position on the same shift, with the posted departmental driver working if only one driver required.  
If the layoff is for less than a tour, the driver may work a portion of an open tour with the remainder of the tour filled by relief drivers.

If the curtailment is permanent, (job elimination), the employee or employees affected will be eligible to displace the junior posted person in Materials Handling.

12.    ..Crew  Meetings  –  Materials  Handling  Department  employees  will  attend  crew meetings in the department to which they are assigned.

13.    Training of drivers will be the responsibility of the Department to which employees are assigned.  The Converting Supervisor will schedule required training and maintain training documentation.

The Company will discuss any changes to these procedures with a Representative of the Materials Handling Department.

C.     Materials Handling Department – Statutory Running Days
Departmental Agreement –  August 31, 1997 / Revised –  May 5, 2015

The senior person normally scheduled for that job (shift) on that day will be asked first to work.  If the normally scheduled person chooses not to work then a volunteer will be selected
(by seniority) from a list that will be posted prior to the statutory holiday.

D.     Materials Handling Department – Permanent & Temporary Postings
Departmental Agreement, November 4, 1999 / Revised May 5, 2015

Permanent Postings

All drivers who have a permanent posting within the Materials Handling department will be eligible for any permanent posting based on their department seniority. Any Materials Handling / Export
driver who fails a written test will not lose their departmental seniority and will still be entitled to post for any future permanent postings within the Materials Handling Department.  If no posted driver
wants the new posting then that posting will be given to the most senior Export driver.  No relief driver can freeze themselves in the relief position.

Temporary Postings

Posted drivers may request assignment to a position, which is open for thirty (30) days or more.  These vacancies to be filled through temporary postings and will not be bumped by a senior
posted driver completing another temporary assignment.  The successful applicant must take the temporary posting for the duration of the absence unless it exceeds six (6) months.  
After six (6) months, driver may elect to go back to his/her own posted job.  If driver elects to go back, temporary vacancy will be filled by next senior driver from original posting.  
The position vacated by the drivers taking such assignment will be filled by a relief driver.

Any relief driver who has been assigned a position due to the permanent driver taking a temporary position, will only remain in position as their seniority permits.

Any relief driver who has been given a temporary posting or has been assigned to a position may also apply for any future temporary postings that may come up while he/she is in that relief position.


SECTION VI - SHIPPING

A.     Shipping Overtime Policy

Standing Committee Meeting – July 28, 2004 (1 Year Trial) Standing Committee Meeting – June 28, 2006 (Ratified) Standing Committee Meeting – May 4, 2017 (Revision)

All posted spare/relief will be utilized first before any overtime is allocated, unless the employee is not properly trained for the job required.

No employee will be assigned to a position or job that he/she is not properly trained and/or refresher trained on.

Employees cannot accumulate turns.  When an employee cannot be contacted or is on a conflicting shift, the employee will be asked for the next available overtime shift.  
The employee will not lose his/her turn until the next rotational cycle comes back to them.

Employees will be allowed one (1) refusal without penalty of losing his/her turn.

If multiple shifts are required and known in advance, the employee with the first invitation will have the choice between the overtime shifts.

Overtime for eight (8) or twelve (12) hour shifts will be treated equally as one turn on the rotational schedule.

The accumulated 2-day Paper Purchase overtime hours will only count as one (1) turn on the rotation provided that accumulated overtime hours do not exceed twelve (12) hours.
If more than twelve (12) accumulated overtime hours it will count as two (2) turns on the rotation.

Inventory overtime hours will count towards the rotational list, and will be filled through the existing practices.

No employee will fall behind more than two (2) turns on the rotation from the department average, if away for medical reasons or extended leave.

There will be no trading of overtime shifts. There will be no graveyard to dayshift doubles. Overflow/Short-term Overtime
Overflow will be limited to two (2) hours maximum per employee required from the previous shift, with the exception of the Lead Hand.  The Lead Hand will not be governed by the two (2) hour maximum,
and will have the 1st invitation to all lead Hand overflow only. “Shift” seniority will be the governing factor when requesting overflow overtime, except in emergency cases where it is not practical
for the senior person to be utilized. (Eg: Customer rush orders etc., - the Shipping Supervisor will be available to answer questions in these cases).

If directed by the Shipping Supervisor and able to, the afternoon shift will stay to complete work.  Anything four (4) hours or more will be considered a full shift and count as a turn on the rotational schedule.

If issues arise regarding policy language the Shipping Department Supervisor and the Union Department Representative will meet to discuss.

If either the Company or the Union finds this agreement unworkable and for good reason, they may cancel this policy with ninety (90) days written notice.

B.     Shipping Department Temporary Shift Schedule and Trading

Departmental Agreement – March 26, 1997
Standing Committee Meeting – May 4, 2017 (Revision)

Temporary Shift Scheduling:

If there is a temporary vacancy in one of the regular full-time shifts (8’s or 12’s) for over eight (8) consecutive weeks, a temporary Checker Choice will be posted for that job.
The successful checker will be expected to stay on that temporary schedule until the incumbent returns.

If the temporary position becomes regular full-time, a full-time Checker Choice will be posted.

Trading of Shifts

Trading of shifts will be allowed (with the consent of the supervisor) for full 8-week cycles only. Department seniority will not be affected by these trades.

C.     Shift Continuity for Shipping Spares

Standing Committee Meeting – July 28, 2004 (1 Year Trial) Standing Committee Meeting – June 28, 2006 (Ratified) Standing Committee Meeting – May 4, 2017 (Revision)

All complete weeks of relief will be filled based on seniority and training. For example, if there is a full tour the senior spare will be scheduled for that tour while still complying with the 40-hour averaging requirements.

All other Spares will fill the rest of the weekly shift vacancies, with every effort for shift continuity and fairness.

D.     Shipping Checker Choice

Standing Committee Meeting – June 16, 2015 (Ratified) Standing Committee Meeting – May 4, 2017 (Revision)

All posted Shipping Checkers will be eligible based on seniority and training to apply when a regular full-time vacancy occurs at any location on any shift (8 or 12 hour shift).
When such a vacancy occurs, a “Checker Choice” notice will be posted with instructions on how to apply.

After  all  Checker  Choice  positions  have  been  filled,  all  remaining  regular  full-time positions will be filled with the next senior department spare or spares.

E.     Lead Hand & Relief Lead Hand

Standing Committee Meeting – May 5, 2015 (Ratified) Standing Committee Meeting – May 4, 2017 (Revision)

The Lead Hand position at the 01 warehouse when vacated will be filled by the existing designated Relief Lead Hand.

When there is a vacancy at the Relief Lead Hand position a list will be posted and all interested Shipping Department employees can apply for the position. Department seniority will be the governing factor.

The Relief Lead Hand position is an 8 hour dayshift position, however the Company reserves the right to schedule based upon the needs of the operation.

Department seniority will not change with the acceptance of this position (i.e.: department layoff, vacation selection, etc.).

There will be a 90 day probation period for this position, unless waived.

F.      Make-up Shift in the Shipping Department

Standing Committee Meeting – July 28, 2004

In accordance with the June 22, 1998 memo from Jim Nybo, in regards to make-up shifts, which states “make-up shifts should not take work away from another employee and as a result,
must be “extra” work not normally scheduled. The scheduling of the shift should be at a mutually agreeable time and would normally be worked within 30 days of the decision to offer the make-up shift.”

Recouping and Salvage

Warehousing 

Clean up, eg: sweeping inside and/or outside warehouses, picking up damaged product, etc.

Taping unsealed cases

SECTION VII - SAFETY

A.     Safety Meetings
Standing Committee Meeting - September 14, 1971

Monthly crew meetings will be held in  all departments with Safety being the major item on the agenda.

B.     WCB Appeals
Standing Committee Meeting - May 7, 1981

The employees and the Local will receive written notice when the Company intends to appeal a specific claim.

C.     Safety Captains' Authority
Standing Committee Meeting - December 19, 1984

It is the Union's intention to have Safety Captains participate in all Accident Investigations. Likewise, they should also be involved in Safety Tours and Crew Meetings.

D     Graveyard / Dayshift – Overtime
Standing Committee Meeting –  December 8, 2004

At the December 8, 2004 Joint Standing Committee, it was agreed upon that any overtime worked after a graveyard shift will be limited to a maximum of four (4) hours.

E.     Consecutive Doubles Scheduling/Overtime Restriction
Standing Committee Meeting –  September 28, 2016

With the intention of supporting our employees to manage fatigue in the workplace it is agreed that employees will be restricted from working more than two consecutive doubles in a row.

Note: a “double” is defined as two consecutive 8 hour shifts; and “in a row” is defined as
consecutive days.
For example, an employee could work the following schedule: Sunday
Monday – 16 hours
Tuesday – 16 hours Wednesday – 8 hours Thursday – 16 hours Friday – 16 hours Saturday

But an employee would  not be permitted to work the following schedule:

Sunday
Monday – 16 hours Tuesday – 16 hours Wednesday – 16 hours Thursday – 8 hours Friday – 16 hours Saturday

SECTION VIII –  MISCELLANEOUS

A.     MSA (MSP) for Retired Employees
Standing Committee Meeting - November 28, 1963

As of January 1, 1964 the Company will pay 50 percent of the MSA (MSP) costs for all retired employees.

B.     Changes on Time Sheets
Standing Committee Meeting - September 26, 1968

Employees will be notified of alterations to their time sheets.

C.     Policy on Pay Shortages
Standing Committee Meeting - October 9, 1969

The Union inquired as to the Company's policy on paying shortages on cheques.

The  policy  covering  paycheque  shortages  calls  for  payment  on  the  next  cheque  for shortages of eight (8) or less hours, and immediate payment for shortages in excess of eight (8) hours.

D.     Rates of Pay for Employees Assigned from the Spareboard
Standing Committee Meeting –  March 14, 1974

It was agreed that the following rates would be paid to employees assigned from the spareboard for the type of work as listed below:

1.      Labouring                                                                   Base Rate

2.      Using Tools When Assisting a Mechanic                  First Year Apprentice Rate

3.      Painting With no Supervision                                    Second Year Apprentice Rate

E.   Rate Paid to an Employee When Moved from a Higher Rated Job
Standing Committee Meeting - November 25, 1974
Refer Also to General Rules for Guidance in the Labour Agreement

The Local questioned whether or not it was the Company's understanding that employees would continue to receive the higher rate of pay should he be moved to a lower rated job during the day.  
The Company replied that Item No. 2 under "Rates When Moved From Regular Job" under "General Rules for Guidance" in the contract reads as follows:

"In any case, where an employee is required or ordered to work temporarily on any job other than his regular job, he is to receive his regular rate of job rate, whichever is higher."

The Company stated that they had interpreted this to mean that should an employee come to work on the understanding that he will be operating a certain machine for that day and in fact begins
to operate that machine, and for some reason other than an Act of God is taken off that machine and placed on a lower rated job, he would continue to receive the higher rate for the balance of the day.  
The Company explained that it was their interpretation that should an employee relieve another employee who is required to attend a meeting for an hour or two at the beginning of the shift, and receives
the higher rate for the hour or two when  he  was  relieving, that employee would be moved to his lower rate when  the individual he was relieving returned to his job.

F.      Pay for Attending Joint Union/Management Meetings
Standing Committee Meeting - December 9, 1977

An employee who attends a joint Union/Management meeting of the Standing Committee, Safety Steering Committee, Job Evaluation Committee, Education Committee, Health and Welfare or
Pension Committee, Apprenticeship Committee, or Retirement Board Meetings and Automation Committee Meetings shall be paid at the straight-time day rate for all hours lost from his regular
job based on his regular schedule.

Where it is necessary to relieve an employee attending a joint Union/Management meeting, the relief man will be paid at his regular straight-time day rate, except for any time worked in excess of
eight (8) hours in the day which will be paid at time and one-half.

Employees shall not receive pay for the time they attend joint Union/Management meetings if the meetings extend past the end of their regular shift, or if the meetings are held on their day off.

The time of the meetings shall be determined by mutual agreement.

G.     Banked Vacation

All vacations banked prior to May 1, 2003 must be taken prior to retirement and will be paid at the employee’s current rate of vacation pay at the time when taking the banked vacation off.

H.     Trainer / Trainee Pay
Revised Memorandum of Agreement –  October 11, 2017

1.       Trainers / trainees will not lose hours of pay from their regular schedule while training.  Trainers and trainees will not be forced to take unpaid lunches on any shift. Trainers / trainees
coming off tour will continue to receive shift premiums, COP, Sunday time, i.e., be paid as though they were still on tour.

2.       Trainers / trainees will not receive pay for hours not worked.

3.       The schedule will be arranged to allow the trainer / trainee to receive their required hours over a five-day work week.  Options available for training schedules could include one or any
combination of eight, ten or twelve-hour shifts.

4.       In a line of progression where a crew move is needed for training in duration of three (3)  months  or  greater  (ie.  the  trainee  is  being  trained  up  within  the  line  of progression; not
entry into another dept.), the trainee will be paid their scheduled job rate.

Trainers Only

Applies to designated trainers, those selected and trained as a trainer.

1.       Trainers will be paid their scheduled job rate plus ten percent for training, manual development or other program development.  The ten percent applies to “buddy” training only
when performed by a department trainer.

2.       Trainers will be eligible to work overtime in their departments as per normal department policy.  However, this must be consistent with training requirements.

I.        Relief Supervisor –  Rates of Pay

When hourly employees are required to perform relief supervision, they will receive 10% above the highest department evaluated rate.

J.       First Aid Ticket Bonus

First Aid Ticket bonus for Spare Q.A. Testers while working outside the Lab.Spare Q.A. Testers will receive ten cents ($0.10) an hour above the regular job rate for their valid
First Aid Certificate while working outside of the Q.A. Lab.

A.     Job Postings - Seniority
Standing Committee Meeting - February 28, 1963

The term "seniority" will be included in the qualifications on job postings.

B.     Authority of Committees
Standing Committee Meeting - March 14, 1974

The Company stated that other than the Standing Committee, the authority and responsibility of any committee is to recommend policy to the Mill Manager.   
It was pointed out that the Mill Manager has a high level of confidence in the recommendation put forward by the various committees.

C.     Spareboard Policy Revision
Standing Committee Meeting - February 12,1996

Objectives:

Assign spareboard work to employees on the basis of seniority.

1.      The current Spareboard Policy (June 6, 1979) will be eliminated with the "light" and "general  labour"  employees  combined  in  order  of  seniority  to  form  a  single spareboard.

2.      Employees  presently  working  as  packers  or  originally  hired  as  packers  will  be permitted to exempt themselves from work in Groundwood (grinderman), Papermill (4th hand),
and Shipping (trackman).   New employees will be permitted this exemption at the discretion of the company.   Other than the exemptions for grinderman, 4th hand and trackman, these
employees will be assigned to all types of spareboard work.

3.      Employees presently working on the General Labour Spareboard will continue to perform general labour and, in addition, will be assigned to positions traditionally considered to be
"packing" or "light" work.  Employees currently on the General Labour board will not be allowed to exempt themselves from Shipping, Groundwood, or the Papermill.

4.      Posted employees laid off to the spareboard will be eligible to bump the most junior employee working if no spareboard work is available.  Necessary training will be provided.

This policy will be implemented on a trial basis for a period of one year.

D.     Seniority - New Employees
Standing Committee Meeting - May 7, 1981

The Company will use consecutive clock numbers for the purpose of seniority when more than one person is hired on the same day.

E.     Maternity Leave
Memorandum of Agreement - 1981

A maternity leave of absence, without pay, will be granted to employees for a period of six (6) months, which is in addition to the pre-natal leave allowable under Unemployment Insurance
Commission Maternity Benefits.   (UIC allows an individual to commence received maternity benefits eight (8) weeks prior to the estimated date of delivery.)

The option exists for an individual to voluntarily commence her pre-natal leave prior to the eight (8) weeks and this period will be considered part of the six (6) months' maternity leave, or the
post-natal leave may commence upon delivery of the child, thus allowing an individual six (6) months from the date of confinement.

It is desirable that the leave begin not later than six (6) weeks before the expected confinement date, and return to work is undesirable before six (6) weeks after the date of birth.

A pregnant employee should, in writing, give as much advance notice as possible of her plans to take advantage of this policy.

In order to be eligible for a leave of absence, a pregnant employee shall have a medical certificate completed by her physician.

F.      Common-Law Spouse
Standing Committee Meeting - February 24, 1983

A common-law spouse may be covered under the benefit plans immediately.  A condition of this plan is that a different common-law spouse shall not be covered under the plan more often than
once every two consecutive years, and that no more than one spouse shall be covered under the plan at any one time with respect to any one covered employee.

G.     Children of Common-Law Spouse
Standing Committee Meeting - September 27, 1984

The Common-Law Spouse Policy will be amended to provide that:  Children of a common- law spouse, as defined in the Policy, who are not also the children of a covered employee, may be
covered under the welfare plan.  It is a condition that children of a different common-law spouse shall not be covered under the plan more often than once every two consecutive years.

H.     Leave of Absence
Standing Committee Meeting - September 27, 1984

In response to a request from Local 456, CPU during the 1984 labour negotiations to broaden the Leave of Absence provisions, it was agreed that the wording of Section 31 - "Other Leave"
remain unchanged in the contract and that the Company and the Local would develop a guideline at a Standing Committee meeting as follows:

"The General Manager will give consideration to requests for leaves of absence of up to three months, without pay, to employees for compassionate reasons, for educational or training purposes,
or for extended vacations."

I.       Personal Harassment
Standing Committee Meeting - December 3, 1993

Kruger Products L.P. and the Communications, Energy, and Paperworkers' Union, Local
456, are committed to ensuring that all employees have the right to work in a harassment-
free work environment.

The Union recognizes that Kruger Products L.P. has a legal and moral requirement to provide its employees with a safe and healthy work environment.  Harassment, or fear of harassment,
endangers the employee's well being and job performance and is a violation of an individual's fundamental rights.

Definition

Personal, sexual, or racial harassment is any type of behaviour which disregards the dignity and worth of other human beings, including any unwarranted or offensive comment or gesture which a
person knows, or should know, is not welcome.  Some examples are:

-        any comment or action with sexual overtones which is likely to offend or humiliate a fellow worker;
-       verbal abuse or threats;
-       unwelcome  remarks  about  a  person's  race,  colour,  sexual  orientation,  ethnic,  or religious origins;
-       distributing or displaying pornographic, racist, or other offensive material;
-       unwelcome invitations or requests;
-       unnecessary physical contact.

Incidents of harassment will be handled through normal Company and Union procedures. This Statement of Policy is not intended to constrain normal social interactions.

J.      Standard Work Week
Standing Committee Meeting - March 25, 1987

Effective March 6, 1988, all Western Manufacturing Division department work weeks will begin on Sunday and end the following Saturday.  This change only affects departments not
currently working on a continuous operation.

For the purposes of this agreement, the work week for both day workers and tour workers will begin at 7:00 a.m., Sunday morning or the hour closest to 8:00 a.m. by departmental agreement.

It is believed that by establishing a standard work week for all departments, there will be less confusion and complications regarding scheduling and pay.

This agreement will be on a trial basis until September 1, 1988.

Any disputes resulting from the interpretation of this policy will be dealt with by both Standing Committees.

K.     Make-up Shifts

The make-up shift should not take work away from another employee and, as a result, must be “extra” work not normally scheduled.   The scheduling of the shift should be at a mutually agreeable
time and would normally be worked within 30 days of the decision to offer the make-up shift.

The following is to assist Departments in the event a make-up shift/s is required.

Each Department should have their own duties or tasks identified to assist in the scheduling of make-up shifts.

L.     260 Bretting Facial

The following initiative stems from the 2003 CEP Negotiations.

1.      After May 1, 2005 the policy restricting the 260 Bretting Facial as a Division B
position will terminate.

2.      The  Operators  and  Spare  Operators,  at  that  time,  will  be  grandfathered  in  their positions and remain members of Division B.

M.    Overtime Meal Policy
Standing Committee Meeting - June 28, 1990,
Revised Memo of Agreement - December 19, 1991
Revised Memorandum of Agreement – September 25, 2008
Revised Memorandum of Agreement – November 9, 2012
Revised Memorandum of Agreement –  October 11, 2017

As discussed at the last Standing Committee, the Company will be implementing a revised overtime meal policy, effective October 1, 1990.  Please note that there have been some changes to the
proposed policy as a result of feedback from employees.

The Overtime Meal Policy will be as follows:

1.      The cost of overtime meals will be limited to $20.00 per meal. Effective May 1, 2018 this limit will increase to $22.00 per meal.

2.      Employees may order meals from the cafeteria, or one other restaurant determined by the Employer.  The Union will have input into choosing the restaurant.  
A price list will be distributed to all departments.

3.      The Company will  make arrangements  to  provide overtime meal delivery to the Queensborough Warehouse.

N.     Seniority of Employees Absent from Work for Greater than Two and a Half Years
Memorandum of Agreement –  September 25, 2008

Any employee who has been absent from the workplace for a period greater than two and a half years (eg. LTD Any Occupation, WorkSafeBC Claim, etc…) will be removed from all postings that they hold.

The employee will retain both his/her department seniority and his/her mill seniority.

Should the employee return to the workplace after his/her absence greater than two and a half years the Accommodation Committee will meet to discuss the employees return to work.

A.     Vacation Schedule for all Departments
Standing Committee Meeting - March 27, 1973,
Memorandum of Agreement - December 18, 1991
Memorandum of Agreement –  September 25, 2008

The following vacation schedule for all departments replaces the schedule outlined in Item
#4 of the Standing Committee Meeting of March 11, 1971.

Vacation Schedule for all Departments

Because of the reluctance of some employees to schedule their entire vacation entitlement, a large number of vacations are put off until just prior to the deadline date, resulting in a surge of last-minute
vacation requests for the latter part of April.  This practice often presents problems in machine scheduling, and sometimes results in untimely production curtailments.

To  avoid  this  problem,  the  Company  informed  the  Local  that  they  intend  to  handle vacations as follows:

1.      A vacation list will be posted by each department head at the beginning of each vacation year and will remain posted until April 1.  Requests for vacations up to April
30 of the following year can be made at that time.  After April 1, the Supervisor will confirm the vacation dates on a seniority preference basis.  Requests made between April 1 and
November 15 for vacation times will be granted on a first-come, first- served basis.

2.      A second vacation list will be posted by each department on November 15 of each year showing which employees have not scheduled their full annual vacation entitlement.  
These employees will be asked to request the time they wish to take as vacation up to April 30.  After December 15, the Supervisor will confirm the vacation dates on a seniority
preference basis and will allot vacations to those employees who have not requested specific times.

Requests made and confirmed under (1) above override requests made under (2) above. This policy does not change the meaning of the Vacation Schedule (9) in the Contract:
"The allotment of vacation time is to be decided by Management."

The employer will provide all employees a breakdown of all outstanding Vacation time (e.g. Vacation time, Banked time, Floaters, etc.) on September 15th and January 15th of each year.

B.      Vacation Scheduling - Prime Time
Standing Committee Meeting - November 11, 1987

Randy stated that senior employees in the mill are requesting more than two weeks of vacation during prime time (June 15 - September 15).  This results in a problem for employees
with less seniority because they do not know which weeks are available.

It was suggested that the senior employee declares and is limited to two weeks of prime time vacation prior to the confirmation date.

This would enable junior employees to schedule prime time vacation.   After the confirmation of prime time vacation, if weeks are available, they would be granted on a first-come, first-served basis.

C.     Weekly Indemnity
Standing Committee Meeting - June 13, 1979

Employees who are on Weekly Indemnity at the end of the vacation year and have a portion of their regular vacation outstanding may elect to:

1.      suspend their Weekly Indemnity payments prior to April 30 for the period of time necessary to complete their outstanding regular vacation and receive vacation pay as outlined
in the vacation section of the Labour Agreement and be reinstated on Weekly Indemnity benefit upon completion of their outstanding vacation until they are able to return to work, or
their benefits expire, or

2.     remain on Weekly Indemnity for the duration of their total disability and take the outstanding regular vacation in the period immediately following the expiration of their Weekly Indemnity
benefit period at the rate of vacation pay which would have been paid prior to April 30 of the previous vacation year.

Under no circumstances may an employee elect to receive Weekly Indemnity benefits and vacation pay for the same period.

D.     Manning Requirements
Memorandum of Agreement - 1981

If there are insufficient volunteers to perform the necessary assignments on a statutory holiday, the Company and the Local will determine how the assignments are made.

E.     Vacation Entitlement – Long Term Absences
Standing Committee Meeting –  June 27, 2008

Following is the Company’s position on vacation entitlement for employees absent for in
excess of one year.  As some contract language was inadvertently removed from the 2003-
2008 Contract, our interpretation is based on industry language.  The entitlement for Special Floating Holidays is based on the Turner Arbitration dated January 26, 2005. 
The entitlement for employees returning to work after a one-year absence due to a work related injury is based on the Letter of Understanding between Noske Canada and C.E.P. Local 76.

The relevant industry language is as follows:

Time lost as a result of an accident recognized as Compensable by Workers’ Compensation Board, suffered during the course of employment with the Company shall be
considered as time worked for the purpose of calculating entitlement upon return to work.

Time not exceeding one (1) year, lost as the result of a non-occupational accident, illness or approved maternity leave, shall be considered as time worked for the purpose of qualifying for
vacation provided, at the time of the accident or illness or commencement of maternity leave, the employee has been on the payroll for not less than one (1) year and returns to employment. 
It is understood that the employer may require that the employee provide a certificate from a qualified medical practitioner. Time exceeding one (1) year shall be recognized as uninterrupted
service for the purpose of establishing vacation time off, upon return to work.

Absences One Year or Less

The first year on W.I. or W.C.B. will be considered as time worked for the purpose of qualifying for vacation on return to work.  For example; an employee with a 4-week vacation entitlement
on W.I. from May 1, 2007 to April 30, 2008 and returns to work on May 1, 2008, would receive four weeks of vacation despite not working during the vacation year.

Absence Greater Than One Year – Non Occupational Accident or Illness

An employee accepted on L.T.D. will be paid out for all vacation, S.P.F.H., banked time, deferred stat time.  There is no requirement to take this time off should they return to work.
Time on L.T.D. does not count as time worked for the purpose of Qualifying for vacation. For example; an employee with a 4-week entitlement is on W.I. from May 1, 2006 to April
30, 2007 and L.T.D. from May 1, 2007 to April 30, 2008.  The employee does not qualify for vacation for the May 1, 2007 to April 30, 2008 vacation year because only the first year
of a non-occupational absence is counted as time worked for the purpose of qualifying for vacation.  See examples attached.

Absence Greater Than One Year – Work Related Injury or Illness

The one year limitation applicable to non occupational illness does not apply to an absence resulting from a compensable injury.  As a result, employee absent for more than one year will qualify
for vacation on a prorated basis on return to work.

a)       Employee returns during the last quarter of the vacation year (i.e. February, March, April).  25% of vacation entitlement at posted rate of pay.

b)      Employee returns during the third quarter of the vacation year (i.e. November, December, January).  50% of vacation entitlement at posted rate of pay.

c)       Employee returns during the second quarter of the vacation year (i.e. August, September, October).  75% of vacation entitlement.

d)      Employee returns during the first quarter of the vacation year (i.e. May, June, July).
100% of vacation entitlement.

The employee will be paid out for all unused vacation, S.P.F.H., banked time, deferred stat time after 52 weeks.  (See example attached).

Special Floating Holidays

Employees returning from an absence of greater than one year will qualify for special floating holidays, depending on the month in which they return to work (Turner Arbitration).

S.P.F.H.’s relate to statutory holidays not recognized in the Collective Agreement, specifically, Victoria Day, B.C. Day, Thanksgiving Day, Remembrance Day, and Family Day, as well as one
miscellaneous S.P.F.H.  Employees returning from an absence of more than one year will receive floaters, one miscellaneous S.P.F.H. and additional S.P.F.H.’s corresponding to the statutory
holidays listed above.  As an example, an employee returning on October 1 will receive 4 S.P.F.H.’s (one miscellaneous, Thanksgiving Day, Remembrance Day, and Family Day).

Vacation Entitlement

Time on W.C.B., W.I. or L.T.D. counts as time worked for the calculation of an employee’s vacation entitlement; i.e. an increase in vacation from 6 weeks – 12 ½ % to 7 weeks - 14 ½%.

Requirement to Take Vacation

Employees absent for greater than 52 weeks are paid out for vacation, banked time, and special floating holidays, and are not required to take unused vacation and special holidays from prior vacation years.

A.     Shop Stewards to Deal with Disputes
Standing Committee Meeting - November 8, 1968

It is intended to have departmental Shop Stewards deal initially with all disputes. Management agreed fully with the principle.  The Union will provide an up-to-date list of Shop Stewards.

B.     Seniority Lists
Standing Committee Meeting - June 3, 1970

It is agreed that seniority lists be signed by the following on behalf of the Union:

1.      President
2.      Shop Steward
3.      Departmental Representative, or Standing Committee

C.     Agreements
Standing Committee Meeting - May 11, 1971

The Local informed the Company that when they make an agreement with the Company, that agreement is binding on all Union members even though a minority of the membership
may have opposed the agreement.

D.     Time Off for Union Members to Attend Meetings
Standing Committee Meeting - May 15, 1975                       

The Company expressed concern that several members of the Union who are key operators may cause operating difficulties or even a partial shutdown by their absence to attend Union meetings.  
The Company stated that as long as it is practical to do so, they would like to cooperate and meet requests for absence for Union business, but that the time may come when the answer may be no.   
It was agreed that good communications could overcome many problems in this area.

E.     Communications of Union Functions
Standing Committee Meeting - March 25, 1977

The Company requested that the Local give at least one week's advance notice to the Personnel Manager of events which may include several Union members off on one shift.
Individual employees should continue to request time off through their department supervisors.

The Local agreed to the Company's request.

A.     Coveralls, Shirts for Trades
Standing Committee Meeting –  December 8, 2004

Maintenance employees are allowed to substitute shirts and pants for coveralls, if done without an increase in costs.  Total yearly allowance will be seven (7) shirts and five (5) pants per year.

B.     Appointment of Overtime
Standing Committee Meeting –  June 18, 2002

It was agreed to at the Joint Standing Committee meeting of June 18, 2002 that if there is to be an “appointment of overtime” it would be the most “junior trained employee”, 
not always the junior most posted employee.

C.     Mandatory Retirement

Both Kruger Products L.P. and C.E.P. Local 456, after consulting with their legal advisors, agree that no employee can be forced to retire at the age of 65.

There is some information regarding the pension plan in the Collective Agreement, Article XXVIII, but for complete text, the B.C. Pulp and Paper Industry Pension Plan Booklets
are available at the Human Resources office.

D.     Preferred Jobs
Standing Committee Meeting –  February 24, 2000

Listing of positions that are exempt from the posting restrictions are:
-       Apprenticeships
-       Q.A. Lab
-       T.C. Lab
-       Utilities – Boilerhouse
-       Mill Utility
-       Advertising Services
-       Stores Spare

E.     Running on Statutory Holidays

All Statutory Holidays

1.   On a statutory holiday operational and maintenance manning required will be identified on a scheduled crew basis.

2.   Any employee who wishes to be excused from working on a particular statutory holiday will be accommodated provided that a trained volunteer can be found for the shift and a request
for leave is submitted seven (7) days in advance of the statutory holiday. All requests must be with the appropriate scheduler.

3.   All employees’ wishing to be considered as a volunteer for a particular statutory holiday must provide their scheduler with notice seven (7) days in advance of the statutory holiday.
Volunteers will be expected to be available unless the scheduler is otherwise notified prior to the publication of the revised schedule.

4.   The Company reserves the right to consider exceptions to the timelines for those employees who wish to be excused from working on a particular statutory holiday on a case-by-case
basis to permit late notice.

5.   When a volunteer is requested the senior trained volunteer will be selected to fill those shifts where a request to be excused has been submitted.

6.   The use of floaters for taking time off on a statutory holiday is not permitted. (Overtime is not an issue for replacement of employees requesting time off on the statutory holiday).

7.   When a paid holiday falls on an employee’s scheduled work day, such holidays shall be considered as time worked for the purposes of computing overtime within the calendar week
in which the holiday is recognized.  Otherwise, such holiday shall not be considered as time worked.

8.   Hours worked on a statutory holiday by Day Workers and Tour Workers to a maximum of eight (8) hours will be counted in the further calculation of the forty (40) hour work week for
the computation of overtime if the statutory holiday worked falls on the employee’s scheduled day off. This restriction does not apply to the Christmas Eve, Christmas Day and Boxing Day statutory holidays.

9.   An employee who works on such a holiday shall receive equal time off with pay at their straight time hourly rate.  Such time off shall be treated in the same manner as a Special (Personal) Floating holiday.

10. It is understood that an employee’s vacation shall be exclusive of a paid statutory holiday, as recognized by the Kruger Products L.P. Labour Agreement. Therefore, if one or more such statutory holidays
fall within the employee’s vacation period the statutory holiday will be automatically deferred.

11. When a statutory holiday falls on an employee’s regular day off the employee may elect to defer the statutory holiday pay for a period of one (1) year from the statutory holiday.

12. Any changes after the revised schedule has been published will follow the respective department’s call-in process (eg. sick calls, unanticipated crew requirements, etc…).

Christmas Eve, Christmas Day and Boxing Day

1.      Hours worked on Christmas Eve, Christmas Day and Boxing Day will be counted in the further calculation of the forty (40) and forty-four (44) hour work week for the computation of overtime
if the statutory holiday worked falls on the employee’s scheduled day off.

2.      Christmas Eve, Christmas Day and Boxing Day statutory holiday pay may be deferred for a period of one (1) year if the employee works on the statutory holiday.

New Year’s Day Statutory Holiday

1.      The New Year’s Eve statutory holiday has been replaced and new language applies to the New Year’s Day statutory holiday.  New Year holiday hours are from 4:00 p.m.
(or the afternoon shift start time) on December 31st to 8:00 a.m. (or the start / finish time) on January 2nd.  The compensation for work on this statutory holiday is as follows:

A tour worker on day shift would receive statutory holiday premiums for the last four (4) hours of the shift (call time, time and a half, and equal time off with pay). 
An eight (8) hour day worker would work on the December 31st at straight time.  A floater can be used for time off on the December 31st as the eight (8) hours statutory pay is for January 1st.

Note: This Statement of Policy will be in effect for a one year trial period starting with the 2018
Canada Day and concluding after Easter Monday 2019. During this period either party may cancel this policy for bona fide reasons with thirty (30) days written notice. In the circumstance
of a cancellation the “Running at Christmas and New Year” Statement of Policy that this policy has replaced will be reinstituted.

F.      Safety Shoes
Human Resources Notice – October 29, 2008
Revised Memorandum of Agreement –  October 11, 2017

Effective immediately, reimbursement for safety shoes will be 80% of the cost of the shoes, to a maximum of $225.00.

Example:

Cost of shoes

$149.99

80% of $157.49 = $125.99

 

GST

      7.50

 

 

 

$157.49

reimbursement will be $125.99

 

Example:

Cost of shoes

$299.99

80% of $314.99 = $251.99

 

GST

    15.00

 

 

 

$314.99

reimbursement will be $225.00

 

SECTION IX - LETTERS OF UNDERSTANDING

 

Letter of Understanding

1986 Memorandum of Agreement

Maintenance Manning on Working Statutory Holidays

Mr. Randy Billow
President, Local 456
Canadian Paperworkers Union
P.O. Box 760
New Westminster, B.C.
V3L 4Z9

 

Dear Randy,

Re:      Letter of Understanding
Maintenance on Working Statutory Holidays

 

The Company agrees that it will consider requests for additional persons off in the Main Shop on Provincial recognized Statutory Holidays which are normal working days at the Western Manufacturing Division. 
These requests will be incremental to the regular complement allowed off, but additional leave will be subject to the following two factors:

1.         The work scheduled for the day in question.

2.         Overall crew availability, taking into account regular time off, normal reduced shifting on
Mondays, and absence due to sickness or injury.

The Company agrees that time off during this period, if it can be accommodated, is in the interests of employees in order that they receive time off to be with their families.

To accomplish this, it is agreed that one week prior to the holiday the Main Shop Maintenance Department will receive requests for time off incremental to regular vacation, banked time, and Special Floating Holidays. 
Additional people will then be granted time off subject to the above two factors.

 

Letter of Understanding

1986 Memorandum of Agreement

 

July 17, 1986

 

TO:                       ALL OPERATING DEPARTMENT MANAGERS FROM:   

FROM:                Jim Glanville

SUBJECT:          CLOTHING AND FOOTWEAR DAMAGE DUE TO CHEMICALS

COPY:                 Randy Billow, President, CPU – Local 456

 

Periodically an employee’s clothing and/or footwear may incur substantial damage due to
accidental contact with one or more of the many chemicals we have at the mill site.

Should this type of damage occur, and if the damaged clothing or footwear is either new or in a near new condition, would you please evaluate the circumstances with regard to restoring, repairing, or
replacing the damaged article at the Company’s expense.

This direction is not designed to replace existing clothing and/or footwear policies and
allowances, or to compensate for normal “wear and tear” that is job-related. If you have any questions or require clarification, please contact me.


Letter of Understanding

Standing Committee –  April 12, 1987

Vacation Allotment for 12-Hour Tour Workers

In order to standardize the taking of vacation time by 12-hour tour workers, the following guidelines will apply.

All weeks of vacation must be taken on a tour basis with the exception of the final week, which will be used to make up any outstanding vacation hours.

All 12-hour tour workers will be allowed to take vacation on a tour basis.  Those employees who wish to only be off from work for their allotted hours will arrange their vacation through their departments in the following manner.

Example:

1.               Three Weeks of Vacation or 120 Hours

First Week

=

1 Tour -

48 Hours

Second Week

=

1 Tour -

48 Hours

 

Third Week

 

=

 

2 Days -

96 Hours

24 Hours

120 Hours

 

2.               Four Weeks of Vacation or 160 Hours

First Week

=

1 Tour -

48 Hours

Second Week

=

1 Tour -

48 Hours

Third Week

=

1 Tour -

48 Hours

 

Fourth Week

 

=

 

2 Days -

144 Hours

16 Hours

160 Hours

Tour Workers may take 40 hours for their holiday pay or they can take 48 hours holiday pay for the week they are on vacation.


Letter of Understanding

1991 Memorandum of Agreement

Apprenticeship Program

 

November 26, 1991

Mr. Bill Kastelein
President,
Canadian Paperworkers Union, Local 456
Scott Paper Limited
P.O. Box 760
New Westminster, B.C.  V3L 4Z9

 

Dear Bill,

As stated by Bob Stewart a few years ago, “it has been the Company’s philosophy of
development and promotion from within, and the Apprenticeship Program, since its inception in
1968, has provided the basis for the development of our Journeymen.”

The number of apprentices enrolled may vary from year to year depending on requirements of the moment.  But we want to assure the employees that our overall philosophy has not changed
and we will remain committed to the Apprenticeship program.

Consequently, the Company will consider selecting apprentices in future maintenance staffing requirements prior to any decision to hire journeymen.

Yours truly,

R.W. Howcroft
General Manager
Western Manufacturing Division

Letter of Understanding

1995 Memorandum of Agreement

March 21, 1995

Jim Hockley
President
CEP, Local 456

SUBJECT:          INTRODUCTION OF A NEW PENSION PLAN

The Company will provide direction to the Pension Plan employer trustees to support the creation of a new pension plan on the framework and concepts discussed by the Joint Pension Restructuring committee.

We support the following principles:

a)         The particular features of the new plan must be agreed to by the trustees by September 30,
1996 and would be based on actuarial reviews, the Plan’s ability to support these features and the extent of Company and employee contributions.  In their deliberations in this regard, the trustees will consult with
the Joint Pension Restructuring Committee.

b)         Subject to the features of the new pension plan being agreed to by the trustees:

i)          The Company and the union are agreed upon the principle of matching contributions, as set out below, based on a percentage of employees’ hourly wage rates (the definition of “hourly wage rate” shall be subject
to determination by the trustees).

ii)         To demonstrate their mutual support for and commitment to the new pension plan, the Company and the employees will each contribute one percent (1%) to the new plan effective January 1, 1997.

iii)        Effective on inception of the new plan on January 1, 1997, the current $2.35 per hour contribution will be converted to a percentage of employees’ hourly wage rates.  The specific percentage will be determined by the trustees.

iv)        Upon inception of the new plan, the Company’s one percent (1%) contribution will be in addition to the percentage arising from conversion of the current $2.35 per hour.  It is understood that this overall contribution
will continue for a reasonable period of time until the unfunded liability of the existing plan as it relates to past services is sufficiently funded to allow for a reduction of the total company contribution;  this matter will be addressed
in the renegotiation of future collective agreements.

Bob Howcroft
Division Vice President & General Manager
Western Manufacturing Division


Letter of Understanding

1995 Memorandum of Agreement

 Contractors ’  Code  of  Ethics  - March 21, 1995

Jim Hockley
President, CEP, Local 456

This is to confirm the agreement between the Company and the Local Union respecting the conditions that would apply to contractors coming onto the mill site to perform construction work or perform maintenance
and repair work of a nature normally performed by employees in the bargaining unit.  This agreement will prevail for the duration of the Collective Agreement.  In entering into this agreement, the Union acknowledges
that, subject to Contracting Article XXIII, the Company retains the right to select contractors as it deems appropriate.

No aspect of this policy applies to contractors, which are certified to a Union recognized by the Local Union, it being clearly understood that a Union’s affiliation to the Canadian Labour Congress, the B.C. Federation
of Labour or the Confederation of Canadian Unions warrants such recognition.

Any other contractor who comes onto the mill site to perform construction work or perform maintenance and repair work, which is of a nature normally performed by employees in the bargaining unit, shall abide by the
following Code of Ethics.  This Code defines the terms and conditions under which these contractors and their employees will be governed during the term of their contract.

1.         Minimum Wages

The contractor’s straight time hourly rate of pay for a journeyman will not be less than the
straight time hourly rate for the equivalent mill journeyman.  The contractor’s straight time hourly rate of pay for all other employees shall not be less than the straight time hourly base rate for the mill.

2.         Contributions to the Pulp and Paper Industry Pension Plan

Subject to the approval of the Plan Trustees and the appropriate regulatory authorities, the Company shall remit annually to the Pulp and Paper Industry Pension Plan the following:

a)      For contractors performing maintenance and repair work of a nature normally performed by employees in the bargaining unit – the equivalent contributions.

b)      For contractors performing construction work – one-half the equivalent contributions.

3.         Remittance to the Local Union

One percent (1%) of all wages earned calculated on the basis of straight time hours worked shall be remitted to the Local Union on a monthly basis.

4.         Adherence to Safety Regulations

Contractors performing construction work are responsible for ensuring that their employees comply with the health and safety regulations and policies applicable to the work being performed. 
When the contractors’ employees are performing maintenance and repair work which is of a nature normally performed by employees in the bargaining unit, the contractors and their employees
shall adhere to the established health and safety regulations and policies in force at the mill site.  Management commits to deal promptly with any violations brought to its attention by the Joint Health and Safety Committee.

5.         Honoring of Picket Lines

Contractors’ employees shall honour all legal picket lines at the mill site.  Failure to do so shall result in disqualification from future access to the mill site for the term of the contract. 
A contractor will not be allowed on the mill site if it has a current, demonstrated practice of crossing legal picket lines.

The Company will honour the commitments made in this letter for the duration of the Collective Agreement and will ensure that a copy of this letter is provided to any contractor participating in the contract bidding process.

 

Bob Howcroft
Division Vice President & General Manager
Western Manufacturing Division

 

Appendix A –  Letter of Clarification

2012 Memorandum of Agreement

Eligibility for Twelve (12) Hour Personal Floating Holidays

 

1998 – Original Memorandum of Agreement
Amended –  Memorandum of Agreement –  November 9, 2012

The intent of this letter is to clarify how Floating Holiday Pay will be administered in those cases where employees transfer or relieve between eight (8) hour and twelve (12) operating schedules.

Compensation for each of the six (6) Special (Personal) Floating Holidays as per Article XVIII – Section 1 of the Labour Agreement, will be eight (8) or twelve (12) hours pay at the straight time rate of the employee’s regular job rate. 
The hours used to calculate the floating holiday pay will be based on the number of hours he/she would have been scheduled to work on the day the floating holiday has been granted for.


Letter of Understanding

1998 Memorandum of Agreement

Job Security & Job Elimination

 

December 1, 1998

Mark Booth
Communication, Energy & Paperworkers
Union - Local 456
805A Henderson Avenue
Coquitlam, B.C.   V3K 1P1

RE:     JOB SECURITY AND JOB ELIMINATION –  LETTER OF UNDERSTANDING

 

In the event that downsizing occurs under the Job Security and Job Elimination articles of the Labour Agreement, the Company undertakes to discuss the application of the severance pay provisions with the Union.

Yours truly,

Bob Howcroft
Division Vice President & General Manager
Western Manufacturing Division

RWH186B/9/dam

C.        Jack Fulton

 

Apprentices & Government Support

December 1, 1998

Mark Booth
Communication, Energy & Paperworkers
Union - Local 456
805A Henderson Avenue
Coquitlam, B.C.  V3K 1P1

RE:     APPRENTICES AND GOVERNMENT SUPPORT – LETTER OF UNDERSTANDING - 1998 NEGOTIATIONS                                 

The  parties  agree  that  the  Joint  Apprenticeship  Committee  shall  explore  the  possibility of working with government to enhancing apprenticeship opportunities at Scott Paper, Western Manufacturing Division, New Westminster.

The parties understand that such a program would be based on the principle of cost neutrality to the Company and there would be a requirement for joint representation to Government to access funds for this purpose.

Yours truly,

Bob Howcroft
Division Vice President & General Manager
Western Manufacturing Division

RWH186B/10/dam

C.        Jack Fulton


Letter of Understanding

Standing Committee –  May 24, 2001

W.M.D. Dispute Resolution –  W.I. / L.T.D.

A Joint Union / Management Dispute Resolution Committee has been formed to address employees who have a disputed W.I./L.T.D. claim.  This Committee will enhance and follow from the present practices
whereby the Occupational Health Supervisor (O.H.S.) and the CEP Local 456  2nd Vice President assist employees with their disputed W.I./LTD claims.

 

Objective of Committee

The Committee will review W.I. or L.T.D. claims referred to them which have been denied by the carrier, to ensure the claim has been adjudicated in a fair and consistent manner.

Committee Members

(2) Appointed representatives from the CEP.  (1) Alternate. (2) Management representatives.  (1) Alternate.

Alternates  must  be  familiar  with  the  objectives  and  procedures  of  the  Dispute  Resolution
Committee.

Function of the Committee

At the employee’s request, the Committee will review the basis on which the claim has been
denied.  This review will ensure that the carrier’s decision was:

1.         Adjudicated in a manner consistent with similar claims and the carrier’s contractual
obligations.

2.         Based on all relevant medical information.

3.         Adjudicated in a timely manner.

While the Committee may provide assistance to the employee in acquiring additional medical information, (i.e. specialists report), it is not intended that the Committee will interpret or evaluate medical information. 
Costs for additional medical reports, requested by the Committee, will be paid by the carrier.

The Committee will make every reasonable effort to resolve the claim in dispute.  This may result in the carrier accepting the claim, however, the Committee may also conclude that the claim was properly adjudicated. 
The Committee will utilize an independent medical advisor in cases where it is unable to reach consensus regarding resolution of the claim.

Time Limits

Disputed claims will be reviewed within 14 days from the date on which the claim is referred to the Committee.  If the Committee cannot come to a resolve, an independent medical advisor will be brought in to review the disputed claim. 
With that review the Committee will be bound to render a decision within (7) days of the consultant’s opinion.

Training

The Company will arrange for appropriate training for the Committee.  This may include, but not limited to, meetings with the carrier in order to develop an understanding of the adjudication process.  The Joint Committee will determine all training.

Costs

The Company will pay wages for training, Committee meetings and related matters as directed by the Committee.

The costs associated with the independent medical advisor shall be borne equally by the Union and the Company.

Confidentiality

Employees wishing to refer the disputed claim to the Committee must authorize the release of medical information.

Information regarding an employee’s claim and discussions of the Committee will be strictly
confidential.

All amendments to this document must be approved by the Union / Management Standing
Committee.  Either party may cancel this agreement with 30 days written notice.


Memorandum of Settlement

Warehouse 02 / Contracting Out Grievances

 

Original: July 10, 2001
Final: October 31, 2001

 

The following sets out the terms upon which we have agreed to resolve all outstanding issues relating to the two grievances filed on February 1, 2000 in connection with our decision to have portions of our warehousing requirements provided by a third party off site.  The terms of the agreement are as follows:

1.         This agreement is made on a without prejudice and non-precedent basis by either party, and is not deemed in any way to be an admission of liability by either party, nor does it adversely impact either party’s rights with respect to future conduct.

2.         The above referenced grievances, and any and all claims advanced pursuant to them are withdrawn and deemed settled on a non-precedent basis.  The Union will advise the arbitrator(s) that hearings are no longer required.

3.         The Company agrees that on May 1, 2002, subject to building completion, it will take over the warehousing functions currently undertaken by First Choice Logistics on its behalf, located at 450 Derwent Place, Annacis Island.

4.         In conducting the warehousing functions described above, the Company agrees that the employees performing the functions will be a part of the New Westminster bargaining unit and will be covered by the Western Manufacturing Division, (New Westminster) collective agreement.

5.         The warehouse will operate with Shipping and Materials Handling employees who will handle both finished cases and parent rolls on a daily basis as assigned, i.e. full flexibility. Intent of relief only and emergency, if needed additional employees from their department will be used.

6.         The warehouse will operate with the two departments (Shipping and Materials Handling) for a minimum of one year.  During this time, the Company will review and work with the Standing Committee to address any outstanding problems.

7.         At any time after the one-year referred to above, if the Company deems operating with two departments to be unsuccessful, the Company will work with the Standing Committee to address the problems.  However, the Company retains the right to provide
six months’ notice and staff the warehouse in the most efficient manner, including using a
single department (Materials Handling or Shipping).


Letter of Understanding

2012 Memorandum of Agreement

 

31 October 2012

Re: Summer and Weekend Students Policies

Due to the Job Eliminations announced March 7, 2012 and occurring on August 31, 2012; students will not be employed while bargaining unit members with recall rights are available and willing to work.
The parties agree to cancel the following Statements of Policy:

     Section XI: Letter of Understanding – Summer Student Policy
     Section XI: Letter of Understanding – Weekend Student Policy

Notwithstanding the cancellation of the Letters of Understanding dealing with Summer Student Policy and Weekend Student Policy, if in future there are no bargaining unit members on layoff with recall rights
and who are willing to work then summer and/or weekend students will again be employed and the two Letters of Understanding in effect as of August 31, 2012 will be reinstated.

 

 

Jack Fulton                                                    Operations Support Manager  Kruger Products L.P. (New Westminster)  
Chris May                                                      C.E.P. Local 456                    President
       

 

Letter of Understanding

2008 Memorandum of Agreement

Weekend Student Policy

 

Standing Committee Meeting – September 27, 2006
Cancelled by the Union – effective November 4, 2006
Reinstated –  Memorandum of Agreement –  September 25, 2008

In recognition of the need to supplement the regular workforce at Kruger Products Limited, Western Manufacturing Division, New Westminster, between October 1st and May 1st of each year,
the parties agree that students may be hired to fill the spareboard or entry level positions into a line of progression on Fridays and Saturdays only.

The Company will be limited to a maximum of ten (10) shifts in which they may employ Weekend Students on weekends (Friday and/or Saturday).  Preference will be given to students who have
been employed during the summer months.  Students who are employed under this agreement must be attending a post secondary educational institution.

These students shall have all rights under the Collective Agreement with the exception of Article XIX – Seniority. Students will have access to EHB and Dental benefits but, will not be eligible for WI/LTD benefits

The students must be qualified to safely perform the work they are assigned.

Students must become members of CEP Local 456. A list of those students hired will be forwarded to the Local Union.  In addition the Employer will provide, to the Union, a breakdown of all shifts worked by
Weekend Students every Monday before 12:00 p.m.

Every effort shall be made to ensure that departmental spares and spareboard employees qualify for their forty (40) hour work week prior to utilizing students.

 

Letter of Understanding

2008 Memorandum of Agreement

Summer Student Policy

 

2003 Memorandum of Agreement
Amended –  Memorandum of Agreement –  September 25, 2008

In recognition of the need to supplement the regular workforce at Kruger Products Limited, Western Manufacturing Division, New Westminster, between May 1st and October 1st of each year. 
The parties agree that students may be hired to fill spareboard or entry level positions into the line of progression.

Students are hired on a temporary basis for the purpose of summer relief.  All students are terminated October 1st.  Summer students requesting to change his/her status to that of a permanent employee,
if accepted by the Company, will establish mill seniority starting with the date the Company agrees to permanent status.

The Company will select a maximum of fifteen (15) students to be employed.  It is understood that if more students are required that the Union Standing Committee and the Company Standing Committee
would meet to discuss the allotment of students for that summer.  It is further understood that the Local Union will extend all reasonable co-operation where bonafide reasons for the increase are provided. 
Preference will be given to students who have been employed in the previous year.

Students must become members of CEP Local 456 and will be entitled to all terms of the Collective Agreement with the exception of term of employment and eligibility for job postings. Students will have
access to EHB and Dental benefits but, will not be eligible for WI/LTD benefits

The Students must be qualified to safely perform the work they are assigned.

Students who are employed under this agreement must be attending a secondary or Post
Secondary educational institution.

A list of those Students hired will be forwarded to the Local Union, and updated as new students are brought in.


Letter of Understanding

2012 Memorandum of Agreement

Relief Supervision by Hourly Employees

 

2003 Memorandum of Agreement
Amended –Memorandum of Agreement – September 25, 2008
Amended –Memorandum of Agreement –  November 9, 2012

It is understood and agreed to by the parties that hourly employees will provide for Salaried Staff under the following conditions:

1.      Individual relief assignments will be limited to forty (40) working days in a calendar year.
2.      Hourly relief employees will not be involved in discipline.  The Company and the Local Union will provide directions on how to avoid such situations.  Upon selection of the successful candidate
the Company and President of the Local Union or his/her designated representative will sit down with the chosen candidate to fully explain the duties and boundaries of the Relief Supervisor position.
3.      Vacation allotments for the Department affected will not be compromised as a result of an hourly employee providing relief for a staff position.
4.      The principals of Seniority will be recognized:
    .............When chosen from the hourly workforce, Relief Supervision position will be posted within the Department where the relief will be needed.
  ...............Qualification for the position will be listed on the posting.
   ..............All candidates will be interviewed and evaluated before the selection is made.
    .............All things being equal, the senior candidate will be chosen.
   ..............Before the chosen candidate has been announced, Human Resources will meet with the President of the Local Union or his/her designate to review and discuss the rationale of the selection and provided an opportunity for feed back from the local.
   ..............The training program that is in place will be the evaluation period for the employee that has been chosen.
   ..............If the senior candidate has not been chosen, the Company will advise the senior candidate as to the reasons.  This will allow the employee to have an opportunity to take courses that will help him/her to qualify for the next posting for that position.
   ..............If no employee within the department, where relief is required, is accepted, the Company may post the position within the mill.  After consultation with the Union Standing Committee.
5.      Hourly relief employees shall not perform bargaining unit job functions while fulfilling the duties of a relief supervisor.
6.      Hourly relief employees shall receive ten percent (10%) above the highest department wage rate while providing relief supervisory duties.
7.      This agreement shall not result in the elimination of Lead Hand positions in the New
Westminster operation.
8.      Hourly employees acting in a relief Supervisory position shall be subject to the departmental or mill layoff as their seniority dictates.
9.      It is the intention of both parties that these guidelines will have the flexibility to
accommodate factors such as lengthy absences due to illness and other unforeseen needs to extend the time limit.  All requests for extension will be directed through Human Resources who will discuss all factors concerning the need for the
extension with the President of the Local Union or his/her designate.  It is understood that the extension will require the agreement of both parties. It is further understood that reasonable co-operation will be extended by the Local Union
where bonafide reasons for the extension are provided.
10.    Relief Supervisors will not be required to perform the role of Mill Supervisor.

Letter of Understanding

Standing Committee –  December 14, 2005

Contracting Out Blanket Notices

 

Be it understood that this Letter of Understanding arises from the Union’s Blanket Notice of
Contracting Out Grievance (or-03-13).

1.         Scott Paper Limited (hereinafter referred to as the Company) will comply strictly with
Article XXIII – Contracting, of the current Collective Agreement.

2.         Further to Article XXIII – Contracting, Section (a), second paragraph; The Company shall meet with the Union Representatives of the Contracting Out Committee on a quarterly basis.  Dates for these quarterly meetings will be scheduled as follows:

During the second week of January then hereinafter during the first week of April, July and October.  Actual date and time will be confirmed two weeks prior to the scheduled meeting.  An agenda will be set at that time to
include, but not be limited to, training, review of contracting out notices (including blanket notices), review of contracting out issues and the utilization of employee work force to minimize the use of contractors both inside and outside of the mill site.

3.         All blanket notices will be brought forward for review, discussion and approval at
October’s annual Contracting Out meeting.

4.         Blanket notices will be limited to the list of companies and jobs that are agreed upon by both the Company and Union.

5.         Any blanket notices may be cancelled at any time, with written notice provided thirty (30)
days in advance of cancellation, by either party.


Letter of Understanding

Compressed Work Week Averaging for Relief Workers

40 Hour Work Week / 42 Hour Averaging

 

Original Standing Committee: March 23, 2006
Letter Renewed - Standing Committee: June 19, 2007
Letter Revised –  Standing Committee: May 5, 2015

 

Unless specifically varied by this agreement, all terms and conditions of the Collective
Agreement shall apply.

In order to resolve the Union’s Grievances # 0-01-04 and # 01-04 for a compressed work week averaging period for relief workers, the parties hereby agree to the following terms and conditions:

1.      Kruger Products L.P. agrees in principal to an eight-week (8) averaging period for relief workers.

2.      The Paper Mill Department will remain on the eight-week (8) averaging period already in place.

3       For the purpose of scheduling during an averaging period the following hours will be counted:

a)       Straight Time hours worked

b)       All earned time off (Vacation, Floaters, Bank Time, etc…)

c)       All other time off (Sick, Family Days, LOA, etc…)

3.      For the purpose of the payment of Overtime at the rate of time and one-half the following basis will be used:

a)       Sixteen-week (16) averaging.  For all scheduled hours of work in excess of 40 straight time hours average over 640 hours less any time that does not count as time worked (ex. Bank Time, Sick, Family Days, LOA, etc…)

b)       Eight-week (8) averaging.  For all scheduled hours of work in excess of 40 straight time hours average over 320 hours less any time that does not count as time worked (ex. Bank Time, Sick, Family Days, LOA, etc…)

4.      If during an averaging period an employee is scheduled to work a shift (12 or more hours for those departments exclusively on the Compressed Work Week and 8 or more hours for those departments that are not exclusively on the Compressed Work Week) or more in excess of 640 hours (or 320 hours for the Paper Mill) a make-up shift(s) will be offered to the senior employee who would have been asked to work overtime in the department.

5.      Kruger Products L.P. is committed to follow the intent of the Letter of Understanding on averaging and will endeavor not to schedule employees over the averaging hours.

6.      Should problems arise regarding the application of this agreement; the respective Standing
Committees will meet to discuss the problem and attempt to resolve it.

7.      The sixteen-week averaging period may be cancelled, for just cause, by UNIFOR Local 456 with 16 weeks written notice.  The averaging period would then revert to the agreed in principle 8 weeks.


Letter of Understanding

Standing Committee Meeting –  June 16, 2015

260 & 261 Folder Line of Progression Start Up Protocols

 

UNIFOR Local 456 and Kruger Products L.P. recognize that significant training will be required for employees assigned to the 260/261 Folder Line of Progression. 
The Company and Local 456 have developed protocols which are required for the successful start up of this equipment.

Probationary period:
For the initial start up period the probationary period will be extended to 180 days.  Individuals may be required to remain on the posting for the full 180 days before giving up their posting and returning to their previous position.
The 180 days will start on the day that 261 training delivery begins, not when training on 260 occurs.

Vacation:
For the initial start up period (3 months) it is the Company’s expectation that vacations will not be granted.  It is however, understood that the Company will try to arrange for previously booked holidays on an individual basis. 
All vacations must be taken during the vacation period as per
the Collective Agreement. This applies to all employees posted into the 260/261 Folder Line of Progression and to all maintenance employees that are designated as Temporary 261 Lead Hands during start up.

Assignment of Overtime:
The Union and Company recognizes that overtime might have to be worked to facilitate training demands.

Change from Normal Shift Rotation:
It is recognized that shift changes may be more frequent due to training demands; however, all pay will be in accordance with the Collective Agreement.

It is also recognized that the regular start time may be altered to suit training demands during the initial start up period.

Training
During the initial start up and training period it is the Company’s intention to operate 261 with the 8 senior employees in the 260/261 Folder Line of Progression who will work as 261 Operators. Employees nine through twelve in the line
of progression will work as 260 Operators.

When the Company has decided that 261 has reached a stable state the 260/261 Folder Line of Progression will begin to follow the established line of progression (261 Operator; 260 Operator; 261 Helper).

260 & 261 Folder Line of Progression Posting Protocols

A line of progression will be established with the following positions in Division A/E/H:

     261 Operator
     260 Operator
     261 Helper

 

The four existing 260 Operators currently working on 260 will be grandfathered in order of department seniority to the four most senior positions in the line of progression. They will remain Division B employees.

The subsequent postings in the 260/261 Folder Line of Progression will be filled through a
posting for the line of progression available to Division A/E/H employees based upon department seniority.

A Mechanical aptitude test is required for all Division A/E/H employees posting for the 260/261
Folder Line of Progression.  All applicants will have to successfully pass a threshold of 40 out of
68 to be accepted into the line of progression.  However, all things being equal, seniority will be the governing factor.

The 261 Helper will be scheduled on an as needed basis and will be scheduled for 12 hour shifts (Compressed Work Week) or 8 hour shifts depending on the shift schedule that 261 is being scheduled on.
For example, if 261 is scheduled on 12 hour shifts and the 261 Helper is required it will be scheduled to work a 12 hour shift under the Compressed Work Week agreement.

NOTE:  These requirements are only in place for the initial start up and staffing period. Departmental seniority will be the governing factor for placement of the initial postings. However, after the initial posting has taken place,
the 260/261 Folder Line of Progression will revert to a line of progression and all entry level will be through 260/261 Folder Line of Progression Spare postings.  All move ups will be governed by line of progression seniority
which means that if the most senior department employee takes a posting in the future they will be the most junior individual in the 260/261 Folder Line of Progression with regards to move ups and layoffs.

 

Letter of Understanding

Standing Committee Meeting –  June 24, 2016

277 Line of Progression Start Up Protocols

UNIFOR Local 456 and Kruger Products L.P. recognize that significant training will be required for employees assigned to the 277 Line of Progression.  The Company and Local 456 have developed protocols
which are required for the successful start up of this equipment.

Probationary period:
For the initial start up period the probationary period will be extended to 180 days.  Individuals may be required to remain on the posting for the full 180 days before giving up their posting and returning to their previous position.
The 180 days will start on the day that 277 winder training delivery begins.

Vacation:
For the initial start up period (3 months) it is the Company’s expectation that vacations will not be granted.  It is however, understood that the Company will try to arrange for previously booked holidays on an individual basis. 
All vacations must be taken during the vacation period as per
the Collective Agreement. This applies to all Converting employees posted into the 277 Line of Progression, all Materials Handling employees posted to 277/Unitizer Driver, and to all maintenance employees that are designated
as Temporary 277 Lead Hands during start up. After this three month vacation restriction period, these employees will be able to take vacation according to their department policies.

Assignment of Overtime:
The Union and Company recognizes that overtime might have to be worked to facilitate training demands.

Change from Normal Shift Rotation:
It is recognized that shift changes may be more frequent due to training demands; however, all pay will be in accordance with the Collective Agreement.

It is also recognized that the regular start time may be altered to suit training demands during the initial start up period.

277 Line of Progression Posting Protocols

A Mechanical aptitude test is required for all positions on 277.  All applicants will have to successfully pass a threshold of 40 out of 68 to be accepted into 277.  However, all things being equal, seniority will be the governing factor.

A line of progression will be established with the following positions in Division A/E/H:

     277 Lead Operator
     277 Junior Operator

There will also be a posting for 277/Unitizer Driver. This position will be open to all Materials Handling Department employees.  All successful applicants will be required to pass a mechanical aptitude test.
If there are insufficient applications for the 277/Unitizer Driver position, the existing Materials Handling Statements of Policy will be followed.

An extra 277/Unitizer Driver will be scheduled based on the production demands of Division A via the Unitizer and 277. As a guideline it is believed that the second driver will be scheduled should 277 be running and 246 be
putting product through the Unitizer or should 277 and any two machines of 246, 251, or 261 be putting product through the Unitizer. However, the Company retains the final decision on when a second Unitizer driver will be scheduled.

NOTE:  These requirements are only in place for the initial start up and staffing period. Departmental seniority will be the governing factor for placement of the initial postings. However, after the initial posting has taken place, 277
will revert to a line of progression and all entry level will be through 277 Line of Progression Spare postings.  All move ups will be governed by machine seniority which means that if the most senior department employee takes a
posting in the future they will be the most junior individual on the machine with regards to move ups and layoffs.

 

Letter of Understanding

2017 Memorandum of Agreement

 

October 11, 2017

Myles Green
President
Unifor Local 456
New Westminster, BC Dear Myles,
Re: Letter of Intent – Employee & Family Assistance Program

For consideration,

The Company and the Union commit to promoting an effective and collaborative Employee & Family Assistance Program (E.F.A.P.). The Company will also continue to coordinate training for E.F.A.P. committee members.
This training equips committee members in how to appropriately refer employees to professional E.F.A.P. services that can support them and their families.

On behalf of Kruger Products L.P.,

Patrick Service
Human Resources Manager
Kruger Products L.P. – Region West Manufacturing


Letter of Understanding

2017 Memorandum of Agreement

 

October 4th, 2017
Myles Green
President
Unifor Local 456

Subject: Clarification for Exhibit C, Welfare Plan

Expenses are subject to carrier’s Reasonable & Customary limits and will still be subject to any expense maximums and exclusions/limitations.  Unless explicitly stated in the Collective Agreement, all coverages,
benefits, exclusions/limitations are as listed in the carrier contract.

The Company will provide the Union a copy of the carrier contract pertaining to the Welfare Plan described in this Collective Agreement.  The carrier contract will remain unchanged during the duration of the Collective Agreement.

 

Signed:


SECTION X - DIVISION B

A.     Working Status of Employees in Case of Breakdown
Standing Committee Meeting - September 26, 1978            

It was agreed that the following procedure would be followed in determining working status of employees in case of breakdown of converting units:

1.      Employees  working  on  the  unit  prior  to  breakdown  who  wished  to  go  home voluntarily rather than transfer to another unit could do so.

2.      Should  employment  not  be  available  for  the  remainder  of  the  employees,  spare employees working in the department would be replaced by posted employees.

3.      Should employment not be available for remaining employees, following steps (a) and (b), senior employees qualified would replace junior employees.

B.     First Aid Ticket Bonus for Spare Q.A. Testers While Working in Converting
Standing Committee Meeting - June 29, 1972
Also Refer to Standing Committee Meetings - May 6, 1969, and June 29, 1972

Spare Q.A. Testers will receive ten cents ($0.10) an hour above the regular job rate for their valid First Aid Certificate while working in Converting.

C.     Division "B" Overtime Procedure
Department Policy - 2005

1.     Spareboard employees who are trained to perform the job and who will not have worked 40 hours in the week will be given the first opportunity to work. 
This priority applies for overtime on one full shift or more than one shift.

2.     The person regularly scheduled on the job on the shift in question (the incumbent) is to be given the next opportunity to work.

3.     If this person does not volunteer, other workers who are scheduled on the job in question will be asked in order of seniority.

4.     If there are still no volunteers available, other trained employees who are scheduled on the shift in question will be asked in order of seniority.

5.     If sufficient volunteers are still not available, volunteers are to be taken from other shifts.  If more than one person who is scheduled on the other shifts volunteers,
the senior person will be given the shift.

6.     Volunteers who are scheduled to work on other machines grouped in the same line of progression as the job in question will be considered first. This will apply to
both the Bretting and the Dietz lines of progression. * Item 6 applies to steps 4 and 5 of overtime selection.

7.     If a volunteer has an overtime shift, he/she will not be considered for a second overtime shift unless after following steps one through five above, no one is available.
*Item 7 applies to weekend overtime only.

8.     If there is still an insufficient number of volunteers, the spareboard and other departments will be used as recruits if possible.

9.     This procedure does not apply to weekend students.

 

D.     Division "B" Seniority
Standing Committee Mtg - September 4, 1986; Revised July 25, 1997, Jan. 20, 1998

Section A - Postings

1.      Entry to Division "B" shall be through Division "B" spare pool.   Applicants must successfully complete the 90-day probationary period to become eligible for Department
Machine Postings or Department Packer Postings.

2.      For scheduling and stability purposes only, relief vacancies will come from the same shift during an eight-week cycle.  Seniority and training will apply; however, if any vacancy
cannot be filled using the above, then crew moves will be necessary.  This policy does not contravene General Rules for Guidance 6(a) or seniority provisions of the Collective Agreement
and the substance of same shall apply.

3.      When a permanent position becomes available in the line of progression, the senior employee must move up or their seniority will be affected.

4.      There shall be four lines of progression:

a)      The Operator Line
b)      The Packer Line
c)      The Dietz Line
d)   ...The Brettings

5.      Eligibility for Postings will be based on overall department seniority.

6.      An overall department seniority list shall be maintained by the company.

7.      Department employees may apply for Postings in any line of Division "B".

8.      Postings will be open for seven (7) days only.  Applicants must successfully complete a ninety (90) day probationary period.

9.      There is an Operating line and Packing line within the department.  Open positions are filled on the basis of department seniority.  
In the future, department postings will be through the Division "B" spare pool.

10.    All spare pool employees will work as Packers or Operators.

-     One entry position - Division B spare pool.
-     Job openings will be filled by:

a)  seniority
b)  ability
c)  rate of pay

11.    For cutbacks of less than five days, Operator/Packer bumps to the next available position.  If no position is available, they bump the junior person on the same shift.

-     Cutbacks in any line will follow existing Division "B" agreements with the most junior person going back to the spare pool or the mill spareboard.  "Last in first out."

12.    An employee's position in a posted job shall be in order of acceptance date, subject to conditions outlined in Section B - Cutbacks.

13.    Postings/move-ups in any line will follow existing Division B agreements.

14.    All postings shall be recorded in employee's file.

15.    All machine postings will be based on a line of progression with permanent vacancies being filled by moving up according to the machines seniority of the operators line
and the packers line.  New postings will be for junior or spare positions.

16.    Machine openings will be posted if the position is required for more than six (6) months in a year.

17.    Operators and Packers posted to a machine may be scheduled on other machines where they have been trained, on a temporary or emergency basis, on order to adequately
operate the department.  This will be kept to a minimum, and wherever possible, shall be within the same shift schedule.

Section B –  Cutback Due to Reduced Requirements

1.      A  cutback at the entry line of Utility shall mean that the employee goes to the Spareboard, unless he/she is senior to a posted person within that line; department seniority will
then be the governing factor.

2.      In case of cutbacks in the Operating Line for five (5) shifts or more, the displaced operator(s) shall bump within their rate block first, and then into the next lower rate block into a
position they can hold by virtue of training and seniority.  For cutbacks in excess of fifteen working days, seniority will be the determining factor.

3.      In case of cutbacks in the Operating Line for less than five (5) shifts, the displaced operator  shall  bump  into  the  line  of  progression  below  the posted  blocks,  if  an opening
above that is unavailable.  In this case, an opening is defined as a position filled by a non-posted operator in the same or lower rate block as the displaced operator.

E.     Bretting Line of Progression
Standing Committee Meeting - October 21, 1988

1.      The Bretting machines will constitute a separate line of progression within Division
B.

2.      Entry into this line of progression shall be through a departmental posting for 264
Junior Operator (five steps).

3.      Employees will follow rates of pay for up and down moves within the line.

4.      During a period of lay-off or cut-back in this line, employees will move down the line of  progression  until  the  employee  can  hold  a  job  by  virtue  of  his/her  Bretting seniority.   
If this is not possible, the employee will re-enter Division B at the rate block at which the line branches off five steps.  At this point, the employee is treated like any other laid off posted employee.  
This means bumping within the posted rate block or below, as per the Division B seniority agreement.

5.      The units may run with one operator.

F. .....DIVISION "B" Scheduling Agreement

1........Holiday allotment will be restricted to a maximum of 6 operators and 3 packers off at any one time. All holidays will be granted on seniority rights until confirmation date.
Futher holidays beyond the confirmation date will be approved on the first request first approved system. If too many people are off (due to holidays) on any one shift, some operators
and packers may be disrupted in order to maintain runnability. Every attempt will be made to grant extra holidays whenever possible. However, long-term disability and absenteeism
are the main governing factors concerning the granting of extra holidays.

2....... Trading of shifts will be permitted provided the individuals trading have approval from their scheduled shift supervisors. Trading shifts may only be approved provided that the
individuals who are requesting the trade are scheduled on equal job rates
.

3.T.....Four shifting crews will be selected as dictated by seniority rights for the job at the time of scheduling. This crews will complete a full four-shift cycle (eight weeks) once scheduled.
This procedure will repeat itself every eight weeks. Holiday relief for all four-shift schedule employees will be by seniority rights regardless of which shift the relief employee is on.

4. ......In any event, management reserves the right to disrupt continuous shift rotation in order to maintain runnability as deemed necessary.

5........When a machine goes from 3 shifts to 2 shifts, the senior operators will follow his/her shift rotation and the second operator will take the other shift.

6.........When a machine goes from 2 shifts up to 3 shifts, the third posted operator (crew) will go to the graveyard shift, the first and second posted operators will follow their rotation.rading of shifts will be permitted provided the individuals trading have approval from their scheduled shift supervisors.   Trading of shifts may only be approved provided that the individuals who are requesting the trade are scheduled on equal job rates.Trading of shifts will be permitted provided the iG.     Posting Security 260 Bretting

When 260 Bretting goes to 4 shifts the senior spare will move into the 4th  operating position.

H.     Spare Posting

A person holding a spare posting on any machine will move into a full time position on that machine which they hold the spare posting when one becomes available.

I.       Dietz Line of Progression (288 and 289)

1.      The Dietz machines will constitute a separate line of progression within Division B.

2.      Entry into this line of progression shall be through a departmental posting for a Dietz
Helper.

3.      Dietz Helpers will move up to Dietz Operators by machine seniority.

4.      When 289 Dietz is scheduled to run the senior Dietz Operator(s) will move to 289 as Operator(s).  The senior Dietz Helper will move to 289 as a Helper if fully trained and qualified.

5.      The senior Dietz Helpers will fill in the 288 Operator position(s) and the Helper position(s) will be filled by first, spare Division B employees and then from the main mill Spareboard.

Relief Procedure for Vacation or Absence

Relief for 288 Dietz Operator will come from the Helper on the same unit and same shift (if trained) for S.P.F.H. and vacation of 1 week or less.

J.      Job Elimination

If a machine is permanently shut down in Division B the posted people on that machine will become spares in the department.  Their department seniority will determine where they will be scheduled.   
They will first fill in the open position available.  If no open position is available, they will bump the lowest posted person of less seniority.

K.     Continuous Operation Clarification
July 25, 1997                                                     

For units temporarily scheduled on four shifts, a fourth shift will be filled through the line of progression where applicable and any other position will be filled by a departmental posting once every eight (8) week cycle as needed.

Machine  seniority/Line  of  progression  or  departmental  seniority  will  apply  and  your original posting is not affected.  There will be a three (3) week waiting period for any temporary posting if it is needed for relief purposes - i.e. illness, vacation, etc.  Every effort will be made to complete an eight (8) week cycle.

L.     Posting Security - 260 Bretting
Standing Committee - June 5, 1998

Operator postings and relief vacancies for 260 Bretting will be filled from departmental postings and from the spare pool of Division B when necessary.   Training and seniority shall apply.

Memorandum of Agreement –  2003

1.       After May 1, 2005 the Policy restricting the 260 Bretting Facial as a Division B
posting will terminate.

2.       The  operators  and  spare  operators,  at  that  time,  will  be  grandfathered  in  their positions and remain members of Division B.


ndividuals trading have approval from their scheduled shift supervisors.   Trading of shifts may only be approved provided that the individuals who are requesting the trade are scheduled on equal job rates.Trading of shifts will be permitted provided the individuals trading have approval from their scheduled shift supervisors.   Trading of shifts may only be approved provided that the individuals who are requesting the trade are scheduled on equal job rates..