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STATEMENTS OF POLICY INDEX

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MISCELLANEOUS INDEX


* 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.   Annual Vacation Pay

* H.   Banked Vacation

*  I.   Student Rate

*  J.   Trainer / Trainee Pay

*  K.  Relief Supervisor – Rates of Pay

*  L.  First Aid Ticket Bonus

POLICY INDEX

* A.  Seniority
* B.  Authority of Committees
* C.  Attendance
* D.  Spareboard Policy Revision
* E.  Seniority - New Employees
* F.  Maternity leave
* G.  Common - Law Spouse
* H.  Children of Common - Law Spouse
*  I.  Leave of Absense
*  J.  Personal Harassment
* K.  Standard Work Week
*  L.  Make Up Shifts
* M.  260 Bretting Facial

SCHEDULING INDEX

* A.  Vacation Schedule for all Departments
* B.  Vacation Schedule - Prime Time
* C.  Weekly Indemnity
* D.  Overtime Meal Policy

* E.  Manning Requirements

UNION INDEX

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

CLARIFICATIONS INDEX

* A.  Coveralls, Shirts for Trades
* B.  Appointment of Overtime
* C.  Mandatory Retirement
* D.  Preferred Jobs
* E.  Running at Christmas and New Year

 

 

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.

 

         The Local questioned whether or not the operator on the Interfold Towel machine would continue to receive the two-machine rate when he began the shift operating two machines but finished the shift operating only one machine because of a machine breakdown.  The Company stated that they would look into this and reply.

 

         Subsequent to the meeting it was determined that under the conditions expressed above, the employee would receive the two-machine rate for the balance of that day.

 

 

 

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.     Annual Vacation Pay

         Memorandum of Agreement - 1981

 

         Annual vacation pay will be distributed to employees on request as soon as available after May 1.

 

 

H.     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.

 

 

I.       Student Rate

 

         At the conclusion of the 2003 negotiations, it was agreed that as of April 30, 2003 the following rates of pay will apply to all student employees *:

 

                    April 30, 2003                        $20.00 / hour

                    May 1, 2003                          $20.50 / hour

                    May 1, 2004                          $21.0125 / hour

                    May 1, 2005                          $21.433 / hour

                    May 1, 2006                          $21.862 / hour

                    May 1, 2007                          $22.299 / hour

 

         * % pay increases for student employees will follow those outlined in the Collective Agreement for regular employees.

 

 

J.      Trainer / Trainee Pay

 

         1.        Trainers / trainees will not lose hours of pay from their regular schedule while training.  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.

 

         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.

  

 

K.      Relief Supervisor – Rates of Pay

 

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

 

 

L.       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.

 

 

 

P O L I C Y

 

 

 

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.     Attendance Policy and Procedure for Maintaining Attendance

         and Tardiness Records (Mill) - Policy Manual - Policy M-5 - October 5, 1977

 

         1.      Attendance Policy

 

                  Scott Paper Limited expects its employees to maintain regular and timely attendance at work in order to provide an efficient and competitive operation.

 

                  The Company does not sanction absence without leave and maintains that excessive absenteeism or tardiness, for any reason, is not compatible with the operating objectives of the Western Manufacturing Division.

 

                  The Company will deal with employees with poor tardiness and attendance records through counselling and, if required, through disciplinary action judging each case on its own merits.

 

         2.      Attendance Procedure

 

                  It is the responsibility of each department to maintain the following set of records in that department and to advise the Medical Department as outlined below.

 

                  a)      Absentee and Tardiness Report

 

                           Each department should record daily on the Absentee and Tardiness Report the date, shift, name, and reason of each employee, whether permanent or spare who is absent, tardy, or who leaves work early that day.  When an employee who has been absent returns to work a notation of the date and time should be made in the appropriate column.  If that employee is absent again that same week, his absence should be recorded on a separate line on the Absentee and Tardiness Report.  Please refer to the legend at the top of the report and enter the appropriate symbol in the space provided.  A Photocopy of the Absentee and Tardiness Report should be sent to the Medical Department each day.  The original copy should be filed once a week.  The symbol "X" representing "not a scheduled work day" can be used to indicate days off between consecutive days of absence.

 

 

 

                  b)      Employee Record

 

                           An Employee Record should be maintained by the supervisor for each employee scheduled in his department.  The Medical Department will maintain the Employee Record for each spareboard employee.  When an employee is posted to a department or is on a 90-day probationary period in a department, it is the supervisor's responsibility to obtain the Employee Record card from the department he came from or from the Medical Department if he was a spareboard employee.  The Employee Record of a person who is posted to a department, but who is on temporary layoff, should be retained by the supervisor.  Record of instances of absence or tardiness for that person will be passed on to the supervisor by the Human Resources Office.

 

                           When a supervisor calls an employee who is listed on the spareboard and that employee is unable to come to work as requested the information as to why he/she cannot work should be marked on the spareboard next to the employee's name in order that the information may be recorded the next day.

 

                           Each instance of tardiness, absence, and leaving work during the shift should be listed on the employee record in date order.  An explanation, if required, should be made under "remarks."

 

         3.      Administrative Guidelines

 

                  It is the responsibility of each supervisor to counsel with employees in his/her department who appear to be developing an excessive absentee record.  There are a number of resources a supervisor should be aware of to assist him in this counselling function; such as, the Plant Physician, the Medical Supervisor, other supervisors for whom the employee has worked, the Department Union Representative, and the Human Resources Manager.

 

                  In considering absences under the Attendance Policy, the Company normally does not consider absences of the following nature:

 

                  a)      Absence due to accident as recognized by the Workers' Compensation Board or illness recognized by the Workers' Compensation Board.

 

                  b)      Leave of absence.

 

                  c)      Absence with permission.

 

                  d)      Funeral leave, jury duty, vacation.

 

 

                  In order to ensure that the Attendance Policy is administered fairly and equitably throughout the entire Western Manufacturing Division, the following guidelines should be adhered to in each department concerning instances of absence.

 

 

 

                  a)      Where an employee is absent on more than a very occasional basis, as judged by the supervisor, the supervisor should counsel with the employee to attempt to help him/her to overcome the problem.

 

                  b)      In any event where an employee is absent four (4) times in any three (3) month period, the supervisor must counsel with the employee to determine the reasons for the absence and outline the Company's concern and expectation concerning attendance.

 

                  c)      The supervisor will evaluate the personnel record of the employee and, in consultation with his superior, come to a consensus on whether or not a formal notification that the employee's attendance must improve is warranted.  If warranted, the employee will be notified that his/her attendance must improve.

 

                  d)      Should the absentee problem persist, the supervisor should immediately counsel once again with the employee to attempt to help him/her overcome the problem.

 

                  e)      If the employee has already received a formal notification regarding attendance, the supervisor must talk with him/her when he/she is absent three (3) more times during any subsequent three (3) month period.

 

                  f)       The supervisor should determine the cause of the absenteeism and again outline what the Company's expectations of attendance are and consult with his superior to determine what action is recommended.  When the supervisor and his superior have come to a consensus on what action should be taken, they will seek the Personnel Manager's advice before acting.

 

                  g)      If the absentee problem still persists, the supervisor should immediately once again counsel with the employee to attempt to help him/her overcome the problem.

 

                  h)      If the employee has received disciplinary action regarding attendance, the supervisor must talk with him/her when he/she is absent three (3) more times during any subsequent three (3) month period.  The supervisor should determine the cause of absenteeism and again outline what the Company's expectations of attendance are.  The supervisor should then consult with his superior to determine what action is recommended.  When the supervisor and his superior have come to a consensus of what action should be taken, they will seek the Personnel Manager's advice before acting.

 

                  i)       It is the responsibility of the supervisor to determine if an employee has serious health or personal problems which may contribute to absences on a continuous recurring and intermittent basis.  In each case, prior to action being taken, all facts will be considered and judgment exercised.

 

                  j)       Prior to an employee receiving a documented verbal warning, a documented written warning, a suspension, or being discharged, the Union President and the Human Resources Manager will review the record of the individual involved.

 

                  k)      Prior to an employee receiving a suspension or being discharged, the General Manager will be consulted.

 

 

 

D.     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.  (Note:  A Division B "packer" will no longer be eligible to bump a junior posted Division A "packer" if the most junior posted employee working is in another department.)

 

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

 

 

 

E.      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.

 

 

F.      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.

 

 

 

G.     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.

 

 

 

H.     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.

 

 

 

I.       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." 

 

 

J.      Personal Harassment

         Standing Committee Meeting - December 3, 1993

 

         Scott Paper Limited 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 Scott Paper Limited 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.

 

 

 

K.     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. 

 

 

L.      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.

 

 

M.    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.

 

 

 

S C H E D U L I N G

 

 

 

A.     Vacation Schedule for all Departments

         Standing Committee Meeting - March 27, 1973,

         Memorandum of Agreement - December 18, 1991

 

         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."

 

 

 

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.     Overtime Meal Policy

         Standing Committee Meeting - June 28, 1990,

         Revised Memo of Agreement - December 19, 1991

 

         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.

 

         2.      Employees may order meals from the cafeteria, Venus Pizza, Golphis, or Boston Pizza.  Price lists will be distributed to all departments.

 

 

 

E.      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.

 

 

 

U N I O N

 

 

 

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.

 

  

 

CLARIFICATIONS

 

 

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 training employee”, not always the junior most posted employee.

 

 

C.     Mandatory Retirement

 

         Both Scott Paper Limited 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

         -        Wiper

         -        Mill Utility

         -        Advertising Services

         -        Stores Spare

         -        Woodroom Spare

 

 

E.      Running at Christmas and New Year

 

         1.      On Christmas Eve, Christmas Day and Boxing Day, operational and maintenance manning required will be identified on a scheduled crew basis.  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 to replace him for the shift.

 

         2.      A volunteer list will be posted in each department for those employees scheduled who request the day off.  The senior trained volunteer will be selected for any/all statutory holiday relief.

 

         3.      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).

 

         4.      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.

 

         5.      Hour’s worked on a statutory holiday 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 his / her scheduled day off.

 

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

 

         7.      Statutory holiday pay may be deferred for one (1) year when the statutory holiday falls on an employee’s regular day off.  Christmas statutory holiday pay may be deferred for a period of one year if the employee works on the statutory holiday.

 

         8.      It is understood that an employee’s vacation shall be exclusive of paid holiday, as recognized by the Scott Paper Labour Agreement.  Therefore, if one or more such holidays fall within the employee’s vacation, he / she will be required to take the comparable number of additional days off.

 

         9.      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 eight (8) hours statutory pay is for January 1st.