Section 1: The Job Evaluation Plan
The Job Evaluation Plan is a plan developed for the purpose of uniformly evaluating and appraising jobs according to the skill, working conditions and responsibility factors required by and contained in each job, thereby resulting in the establishment of a uniform method of wage rate determination based upon job conditions which will provide job rates equitable and proper in their relationship with each other and with the base rate.
Section 2: The Scope and Limitations of the Plan
(a) The Job Evaluation Program shall not be applied to the mechanical trade jobs and boiler house jobs.
(b) Except as provided in Section 2(a) above, all jobs covered by the Labour Agreement between Kruger Products Inc., Western Manufacturing Division, and Local 456 of Unifor Canada which are dispute jobs, new jobs, or jobs which have materially changed shall be considered eligible for evaluation when presented in the manner prescribed herein to the Job Evaluation Board hereinafter provided for.
Section 3: Administration and Procedure
(a) Job Evaluation Directors
The Job Evaluation Directors shall be composed of one (1) representative of Unifor Canada, and one (1) representative of Kruger Products Inc., Western Manufacturing Division.
It shall be the duty of the Job Evaluation Directors:
(i) To direct and supervise the functioning of the Job Evaluation Program in accordance with the policies and procedures adopted by Unifor Canada, Local 456, and Kruger Products Inc., Western Manufacturing Division, through wage negotiations.
(ii) To receive reports from the Plant Evaluation Committee and to recommend improvements where necessary in the procedure of the Committee.
(iii) To review the general operation of the Job Evaluation Board as to methods, factors, procedures, delays and to order such reviews or surveys of job fields as necessary.
It shall also be the duty of the Job Evaluation Directors to adjudicate any disagreements which might arise in the functioning of the program.
(iv) To direct the Job Evaluation Board as to changes in methods which do not constitute basic changes. The Directors shall neither negotiate rates nor exercise any of the collective bargaining functions of Union or the Company.
(v) To recommend improvements in the Job Evaluation Program to the Wage Negotiating Committee is vested the power to amend, add to, or subtract from, the Plan.
(b) Job Evaluation Board
(i) The Job Evaluation Board shall consist of one (1) representative of Unifor Canada and one (1) representative of Kruger Products Inc. – Western Manufacturing Division.
(ii) It shall be the duty of the Job Evaluation Board to evaluate and set the rate of any job presented for evaluation in accordance with this Program. It shall also be the duty of the Board to develop, revise, and maintain in an up-to-date manner the uniform Labour Agreement tables and charts necessary to the functioning of the Job Evaluation Plan as directed by the Directors. All decisions of the Job Evaluation Board must be agreed to by both members of the Board before becoming official.
(c) Plant Evaluation Committee
(i) The Local Mill Manager and the Local Union shall create a Plant Evaluation Committee which shall consist of not less than two (2) nor more than three (3) members representing the Company.
(ii) It shall be the duty of the Plant Evaluation Committee:
(1) To act upon all requests for job evaluation within the scope and limitation of the Program, as stipulated in (2) above which may arise in the mill and to make application to the Job Evaluation Board on forms provided when and if, in their opinion, such evaluation would result in a rate change. Any decision to submit a job to the Job Evaluation Board for evaluation must be unanimously agreed upon by all members of the Plant Evaluation Committee.
(2) To make investigations of jobs submitted for evaluation and to assist in pointing out factual and pertinent information relative to the job to the Job Evaluation Board at the time of evaluation.
(3) To make a written monthly report to the Job Evaluation Director which will include, (1) the number of jobs the Plant Evaluation Committee has submitted to the Job Evaluation Board for evaluation, and (2) a list of the jobs on which the Union and Management members of the Committee have been unable to agree as to whether an evaluation should be made, with a statement of the facts on which the disagreement was based.
(iii) Either the Union or Management members of the Plant Evaluation Committee may request a review by the Job Evaluation Directors of any case of evaluation where, in their opinion, proper application of the job evaluation standards has not been accomplished.
Section 4: General Policies
(a) The evaluated job rate arrived at through official evaluation by the Job Evaluation Board will be final and binding upon both parties unless review has been requested as provided in Section 3(c) to (ii)(3). In case of such review, the decision of the Job Evaluation Directors shall be final and binding upon both parties. Where a number of appeals indicate a problem within a job field, then the Directors, providing they are unable to reach a solution, shall refer such problem to the Wage Negotiation Committee for final determination.
(b) In cases where an official evaluation indicates an upward adjustment in the rate for a job, the adjustment will be retroactive to the date agreed upon by the Plant Evaluation Committee, which is entered on, and a part of, the application for evaluation provided for in Section 3(c) to (ii)(1) setting forth the duties of the Plant Evaluation Committee.
(c) In any case where a new job has been created, the Plant Evaluation Committee will make application to the Joint Evaluation Board for a temporary rate for the new job. The temporary rate assigned will remain in effect until the official evaluation is made. It will be the duty of the Plant Evaluation Committee to agree on a date on which the job became sufficiently stabilized to have permitted evaluation, and any increase resulting from the evaluated rate will be paid retroactively to the agreed upon stabilization date of the job.
(d) The Job Evaluation Board will complete the evaluation of all jobs. Members of the Plant Evaluation Committee shall be invited to be present during the evaluation of the jobs; or, at the option of the Plant Evaluation Committee, the Job Evaluation Board will explain in detail the evaluation computations to the Plant Evaluation Committee before leaving the mill. In those cases where it is not possible to complete at the mill, the Job Evaluation Board will return to the mill and explain the evaluation computations before making the results official.
(e) Upon request, the Job Evaluation Board shall furnish to the Plant Evaluation Committee a copy of the job description and evaluation computation forms pertaining to any specific job that has been evaluated. The copies of the form furnished are to be retained in the files at a suitable place, and will be open to members of the Plant Evaluation Committee for study or review.
(f) Members of the Plant Evaluation Committee or other employees in the mill who are relieved from their jobs during working hours to assist in carrying out the function of the Job Evaluation Program will be paid by the Company at their regular job rates for the time during their regular shifts, thereby preventing any loss in regular income. Time put in on evaluation work outside the employee’s regular shift will not be paid for by the Company.
(g) Any member of the Plant Evaluation Committee whose shift conflicts with a Plant Evaluation Board scheduled meeting, will be relieved and compensated per examples.
Example 1: A member of the Plant Evaluation Committee who is working graveyard shift the night immediately preceding the date of the meeting will be relieved and compensated for that shift and if the meeting exceeds four (4) hours in length, they will be relieved and compensated for the next graveyard shift.
Example 2: A member of the Plant Evaluation Committee who is working afternoon shift and who attends a scheduled meeting of the Plant Evaluation Committee during the day will be relieved and compensated for their afternoon shift immediately following the meeting providing such meeting exceeds four (4) hours in duration.
Mechanical Trades
Any employee whose work is primarily in any one or more than one of the trades listed hereunder shall be classed as a Mechanic:
Machinists Painters
Millwrights Instrument Mechanics
Electricians Heavy Duty Mechanic