General Principles:
(a) The purpose of the Program is to provide Trades persons of the highest calibre.
(b) The Apprenticeship Training Program will cover the Mechanical Trades as defined under Exhibit A of the current Labour Agreement between Kruger Products L.P. and Unifor Canada.
(c) The period of apprenticeship training will be defined by the Industry Training Authority for each trade. The Apprentice will receive the Journeyperson rate on successful completion of their Apprenticeship or after successful completion of four years, whichever happens sooner, only on the understanding that they complete the full term of training. If the Apprentice refuses to continue their training, they will be removed from the Program with no standing as a Journeyperson in their trade.
(d) Training syllabus for each trade to be designed to meet the requirements of the particular trade involved.
(e) All provisions of the current Labour Agreement between Kruger Products L.P. and Unifor shall be applicable to Apprentices in the Program.
(f) Apprentices hired with previous training may be placed into the Training Program at a level determined by the Joint Apprenticeship Committee, with advice from the Industry Training Authority.
(g) Under the Program, Apprentices will receive rates as per the Rates of Pay Section of the Collective Agreement.
Progression through the schedule of rates is subject to successful completion of prescribed theoretical training, practical training and tests. The schedule of rates applies on date of qualification or as otherwise provided for in Item K.
Joint Union/Management Apprenticeship Committee
(h) This Committee will be comprised of an equal number of Union and Management representatives not to exceed, in total, three from each group. The Human Resources Department will supply a coordinator.
The purpose of the Committee will be to develop and supervise the procedures required to carry out the intent of the Program as agreed to. The Apprenticeship Committee shall also function for the purpose of considering policy questions and possible necessary amendments from time to time.
The Committee will also carry out the following duties:
(i) The Company to establish in-plant training programs to support the training syllabus as developed by the Industry Training Authority of the Department of Labour for each trade involved. Supervision of the established program shall be the responsibility of the Joint Committee.
(ii) Set standards for entry into the Apprenticeship Program that are not inconsistent with the standards recommended by the Industry Training Authority.
(iii) Carry out periodic reviews of the training program at intervals of not more than three months.
(iv) See that the required practical tests are carried out in cooperation with the Industry Training Authority.
(v) Determine the tool requirements by years of training.
(vi) Joint Committee to review any case of lost time from the Program because of sickness, accident etc., and to determine the amount of additional time necessary before an employee meets their requirements of time served.
Entry to Program – New Apprentices
(i) Selection for entry into the Program of persons who have no previous training in the trade will be made by the Company, provided that the standards for acceptance established by the Joint Union-Management Apprenticeship Committee and the Industry Training Authority are applied and that first consideration is given to mill employees.
Schedule of Training for Apprentices
(j) Upon completion of each period of training in an approved Vocational School, an Apprentice will be required to pass examinations set by the Industry Training Authority. Practical examinations shall be confined to the areas of training received. In the event of failure to pass examinations, the Apprentice shall be required to undergo a period of retraining on subject material specified by the Industry Training Authority authorities and will be required to be re-examined within twelve (12) months. Failure to pass the second examination will result in a review of his position by the Joint Apprenticeship Committee and could result in his removal from the Program. Employees who are removed from the Program will be offered an entry job in keeping with their plant seniority.
(k) (i) Successful applicants will be assigned to a specific trade as a probationer for a ninety (90) day period. During the probationary period, they shall be paid the first year Apprentice rate.
(ii) On successful completion of the probationary period, the probationer shall be reclassified and will continue to receive the first year Apprentice rate.
(iii) During each year of Apprenticeship, they shall work at the trade and attend Vocational School as required by the regulations pursuant to the Apprenticeship Act.
(iv) Upon the successful completion of their term of Apprenticeship and receipt of the certificate of Apprenticeship, issued by the Provincial Apprenticeship Committee, the Apprentice shall be designated as a certified Journeyperson at the regular hourly rate for Journeyperson.
(v) If any of the aforementioned work periods are exceeded due to the unavailability of Vocational School Facilities, such extra time will be credited to the Apprentice in succeeding training requirements. Also the Apprentice’s rate shall be adjusted retroactively to the commencement of the scheduled year providing they successfully pass the examinations. Retroactivity will not apply where the testing is necessary.
(vi) For trades exceeding four (4) years, the following shall be in addition to the above. On successful completion of the fourth period of training at the Vocational School, and having spent twelve (12) months as a fourth-year Apprentice, they shall be reclassified and paid the fifth-year Apprentice rate which is equivalent to the Journeyperson rate for the following twelve (12) months. On completion of the final period at the Vocational School, the fifth-year Apprentice shall write their final examination set by the Industry Training Authority and, upon becoming certified, shall be designated as a certified Journeyperson at the regular hourly rate for Journeypersons.
(l) Wherever reference is made to a year (or twelve months) as an Apprentice, it shall mean a period of not less than 1,600 hours worked, the said period to include time spent at the Vocational School.
Cost of Books / Tuition Fees
(m) The Company will pay one hundred percent (100%) of the cost of books specified by the Industry Training Authority. The Apprentice can keep these books as their personal property.
Tuition fees for apprentices will be paid at 100% subject to the following:
(i) Tuition is paid only once per year of schooling.
(ii) If the employee does not complete the apprenticeship or leaves Kruger Products within 36 months of completing the apprenticeship, tuition fees will be refunded to the Company.
Apprenticeships / Out of Town Expenses
(n) On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay at the first year apprentice rate per day on a seven (7) day basis while in attendance at school. This reimbursement will also apply to Steam Plant personnel.
It will be paid after the employee’s return to work and when verification of vocational school attendance is received from the appropriate agency.
Allowances and Wage Make-up
(o) While attending an approved Vocational School, the Apprentice will receive from the Government allowances and school expenses in accordance with the Government’s schedule of grants pertaining to Apprenticeship Training. In addition, the employee shall receive from the employer an allowance comprised of the difference between their regular straight-time rate, based on a forty (40) hour week, and the weekly living allowance granted by the appropriate Government authorities. Allowances provided by the employer shall not apply to any periods of retraining as specified in item (j).
General
(p) (i) The Company agrees to develop and provide a program of on-the-job training for each trade, which shall include doing jobs of gradually increasing skills consistent with the Apprentice’s training and ability.
(ii) Apprentices will be required to acquire and build a kit of tools progressively throughout the Program, as specified by the Industry Training Authority and the Joint Union-Management Apprenticeship Committee.
(iii) The following jobs will not come within the scope of the Apprenticeship Program:
(1) Converting Oiler
(2) Doctor and Slitter Grinderperson
(3) Boiler House Power Engineer Trainee
The present job content of the above positions will not change with respect to their mechanical content.
(iv) Present practices governing employment of production employees during maintenance shutdowns will not be altered.