COLLECTIVE AGREEMENT

Transcription

1 ELECTRICAL CONSTRUCTION/NON-CONSTRUCTION/MAINTENANCE Alberta COLLECTIVE AGREEMENT between CROMAC ELECTRICAL SYSTEMS LTD. and CONSTRUCTION WORKERS UNION (CLAC), LOCAL No. 63 Affiliated with the Christian Labour Association of Canada Duration: January 1, December 31, 2012

2 INDEX TOPIC ARTICLE Arbitration 23 Collective Agreement Amendments 27 Dues and Trust Fund Payments 26 Dues Deduction 7 Duration 28 Education and Training Fund 18 Employment Policy and Union Membership 6 Gender Clause 25 General Holidays and Holiday Pay 12 Grievance Procedure 22 Health and Safety Committee 15 Health and Welfare Plan 16 & Sched. B Hours of Work and Overtime 9 & Sched. A Layoff Procedure 10 Leaves of Absence and Bereavement Pay 21 Management's Rights 3 Protective Equipment 20 Purpose 1 Recognition 2 RSP Plan 17 Strikes and Lockouts 5 Tools 19 Transportation, Travel and Subsistence 13 Union-Management Relations 14 Union Representation 4 Vacations and Vacation Pay 11 Wages and Rates of Pay 8 & Sched. A Warning, Suspension and Discharge 24 2

3 ELECTRICAL CONSTRUCTION/NON-CONSTRUCTION/MAINTENANCE - Alberta COLLECTIVE AGREEMENT BETWEEN CROMAC ELECTRICAL SYSTEMS LTD. hereinafter referred to as "the Employer" and CONSTRUCTION WORKERS UNION (CLAC) LOCAL NO. 63 affiliated with the Christian Labour Association of Canada hereinafter referred to as "the Union" ARTICLE 1 - PURPOSE 1.01 It is the intent and purpose of the parties to this Agreement, which has been negotiated and entered into in good faith: a) to recognize mutually the respective rights, responsibilities and functions of the parties hereto; b) to provide and maintain working conditions, hours of work, wage rates and benefits as set forth herein; c) to establish an equitable system for the promotion, transfer, layoff and recall of employees; d) to establish a just and prompt procedure for the disposition of grievances; e) and generally, through the full and fair administration of all the terms and provisions contained herein, to develop and achieve a relationship among the Union, the Employer, and the employees which will be conducive to their mutual well-being. 3

4 1.02 The omission of specific mention in this agreement of existing rights and privileges established or recognized by the Employer shall not be construed to deprive employees or the Union of such rights and privileges. ARTICLE 2 - RECOGNITION 2.01 The Employer recognizes the Union as the sole bargaining agent of all employees in the bargaining unit working in the Province of Alberta as defined in Article 2.02 and/or classified in Schedule "A" attached hereto and made part hereof This Agreement covers all employees of the Employer when employed in Construction and Non-Construction as an Electrician, Electrician Apprentice, Electrician Foreman, Electrician Welder and Instrumentation Mechanic, and when employed in Maintenance as a Maintenance Electrician, Maintenance Electrician Apprentice, Maintenance Electrician Foreman and Maintenance Electrician Welder, save and except Management and Office Staff There shall be no revision, amendment, or alteration of the bargaining unit as defined herein or of any of the terms and provisions of this Agreement, except by the mutual agreement in writing of the parties. Without limiting the generality of the foregoing, no classification of work or jobs may be removed from the bargaining unit except by mutual agreement in writing of the parties. ARTICLE 3 - MANAGEMENT'S RIGHTS 3.01 The Employer's rights include but are not limited to the following: a) the right: to maintain order, discipline and efficiency; to make, alter and enforce rules and regulations, policies and practices, to be adhered to by its employees; to discipline and discharge employees for just cause. b) the right: to select, hire and direct the working force and employees; to transfer, assign, promote, demote, classify, layoff, recall and suspend employees; to select and retain employees for positions excluded from the bargaining unit. c) the right: to operate and manage the Employer's business in order to satisfy its commitments and responsibilities. The right to determine the kind and location of business to be done by the Employer, the direction of the working forces, the scheduling of work, the number of shifts, the methods, processes and means by which work is to be performed, job content, quality and quantity standards, the right to use improved methods, machinery and equipment, the right to determine the number of employees needed by the Employer at any time and generally, the right to manage the business of the Employer, and to plan, direct and control the operations of the Employer, 4

5 without interference The sole and exclusive jurisdiction over operations, building, machinery, equipment shall be vested in the Employer The Employer may contract out work where: a) he does not possess the necessary facilities or equipment; b) he does not have and/or cannot acquire the required manpower; c) he cannot perform the work in a manner that is competitive in terms of cost, quality and within required time limits. ARTICLE 4 - UNION REPRESENTATION 4.01 For the purpose of representation with the Employer, the Union shall function and be recognized as follows: a) The Union, together with the employees, has the right to select or appoint stewards to assist employees in presenting any complaints or grievances they have to representatives of the Employer and to enforce and administer the Collective Agreement. In general, the number of stewards shall not exceed two (2) per project unless the project employs fifty (50) or more bargaining unit employees. In such cases the Union may increase the number of stewards to four (4) per project. Stewards will receive fifty ($0.50) cents per hour in addition to their regular hourly rate. Lead hands and foremen will not be allowed to serve as stewards, any stewards being promoted to either of these positions must step down as a steward. The Union will advise the Employer, in writing, of the names of the Stewards. For projects of less than ten (10) employees the parties will jointly determine if a steward is required. b) Duly appointed Representatives of the Christian Labour Association of Canada are representatives of the employees, in all matters pertaining to this Agreement particularly for the purpose of processing grievances, negotiating amendments to and renewals of this Agreement and enforcing the employees' collective bargaining rights as well as any other rights under this Agreement and under the law. Union Stewards shall not act in this capacity. The Union will advise the Employer, in writing, of the names of its duly appointed Representatives The Union acknowledges that Stewards have regular duties to perform as employees of the Employer and that such employees will not leave their regular duties for the purpose of conducting business in connection with the administration of the Agreement or the investigation or presentation of grievances, without first obtaining the permission of their Foreman or immediate Supervisor. Such permission will not be unreasonably withheld. 5

6 The Employer will pay stewards at their regular hourly rate for time spent attending such duties during their working hours Representatives of the Union will have access to visit job sites or fabricating shops during normal working hours subject to the following: a) The Union Representative shall identify himself to the job Supervisor upon arriving at a job site; b) In no case will such Representative interfere with the progress of work The Union has the right to appoint a Negotiating Committee. Employees to a maximum of two (2) on the committee shall be paid by the Employer to a maximum of thirty-two (32) hours per Contract Agreement at their regular hourly rates for all time spent on negotiating a collective agreement with the Employer, whenever this takes place during the regular working hours of the employees concerned Union stewards will be laid off or reduced in number in accordance with the completion of the various phases of each project The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union, and the employees. A Union Representative may attend such meetings There shall be no Union activity during working hours, on the Employer's premises, except that which is necessary for the processing of grievances and the administration and enforcement of this Agreement. ARTICLE 5 - STRIKES AND LOCKOUTS 5.01 During the term of this Agreement, or while negotiations for a further agreement are being held the Union will not permit or encourage any strike, slowdown, or any stoppage of work or otherwise restrict or interfere with the Employer's operation through its members During the term of this Agreement, or while negotiations for a further agreement are being held, the Employer will not engage in any lockout of its employees or deliberately restrict or reduce the hours of work. ARTICLE 6 - EMPLOYMENT POLICY AND UNION MEMBERSHIP 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer has the right to hire new employees as needed and will give preference to Union members for employment, provided such 6

7 applicants are qualified to meet the requirements of the job. Cromac Electrical Systems Ltd Neither the Employer nor the Union will compel employees to join the Union. The Employer will not discriminate against any employee because of Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. Before commencing work, any new employee shall be referred by the Employer to a Steward or a CLAC Representative in order to give such Steward or CLAC Representative an opportunity to describe the Union purposes and representation policies to such new employees The Union agrees that it will make membership in the Union available to all employees covered by this Agreement on the same terms and conditions as are applicable to other members of the Union It shall be the policy of the Employer to promote from within wherever possible at the Employer's discretion New employees will be hired on a three month probationary period and thereafter shall attain regular employment status subject to the availability of work. The parties agree that the discharge or layoff of a probationary employee shall not be the subject of a grievance or arbitration Probationary employees are covered by the Agreement, excepting those provisions which specifically exclude such employees. Employees laid off and recalled within twelve (12) months by the employer shall not serve a new probationary period. ARTICLE 7 - DUES DEDUCTIONS 7.01 The Employer agrees to deduct from each employee s pay the amount equal to the Union dues, and where applicable an amount equal to Union dues arrears and/or Union Administration dues. The total amount deducted will be remitted to the Union s Provincial Remittance Processing Centre each month, by the twentieth (20 th ) of the month following the deduction, together with an itemized list of the employees for whom the deductions are made and the amount deducted for each. The Union and the employees agree that the Employer will be saved harmless for all deductions and payments so made The Union has a conscientious objection policy for employees who cannot support the Union with their dues for conscientious reasons, as determined by the Unions internal guidelines on what constitutes a conscientious objection The Union will promptly notify the Employer, in writing, over the signature of its designated officer, the amount of the deduction to be made by the Employer for regular Union dues, and the Employer shall have the right to continue to rely on such written notification until it receives other written notification from the Union. 7

8 7.04 The Employer shall provide the Union with all necessary information regarding insurance and benefit plans, job classification changes and terminations. The name, address, date of hire, and classification of new employees shall be provided to the Union once monthly. A list of employees, ranked according to classification and showing the employee's rate of pay, shall be forwarded to the Union twice yearly. ARTICLE 8 - WAGES AND RATES OF PAY 8.01 Wage schedules and other provisions applicable to various job classifications and work descriptions are as set forth in Schedule "A". Employees may be paid above the indicated rates if their skill and/or versatility warrants. In such cases the rate indicated is the minimum rate Additional classifications may be established only by mutual agreement between the Employer and the Union during the term of this Agreement, and the rates for same shall be subject to negotiations between the Employer and the Union Show Up Time An employee who comes to work without having been notified that there is no work available, and who is sent home because of lack of work, shall receive a minimum of two (2) hours pay at his prevailing hourly rate. The employee shall also receive his full subsistence allowance if and when applicable Starting Work An employee who starts work and is prevented from completing his normal work day shall receive a minimum of four (4) hours pay at his prevailing hourly rate except when the work is suspended because of inclement weather or other reasons completely beyond the control of the Employer in which case the minimum shall be two (2) hours. The employee shall also receive his full subsistence allowance if and when applicable When there is a temporary shortage of work within a given work day in a specific classification, the Employer may employ the affected employees in another classification at the rate of pay of their usual specified classification provided the employee is qualified to do the required work Employees given the option to work in another classification for which they are qualified instead of being laid off shall be paid the rate for the new classification If the Employer bids on jobs which specify a specific rate schedule the parties agree to meet to determine the rate to be paid for the particular project. 8

9 ARTICLE 9 - HOURS OF WORK AND OVERTIME 9.01 The normal work week will consist of forty (40) hours per week, consisting of five (5) eight (8) hour days unless mutually agreed otherwise by the Union and the Employer Employees will be paid overtime at the rate of one and one-half (1½) times the employee's straight time hourly rate of pay for all hours worked in excess of eight (8) hours per day and forty (40) hours per week When a General Holiday, as outlined in Article 12.01, occurs during a calendar week, overtime will be paid for all regular straight time hours in excess of thirty-two (32) hours. If two General Holidays fall during one calendar week, overtime will be paid for all regular straight time hours in excess of twenty-four (24) hours. When a General Holiday falls on a regular day off, employees will be given a day off in lieu thereof, subject to scheduling requirements. It is understood that the day off in lieu will generally be moved forward to the next regular work day, unless a project is shut down during that period When a scheduled break occurs it will include a Sunday The Employer will attempt to distribute overtime work as evenly as possible among employees who normally perform the work and who indicate they wish to work overtime Hours of work and overtime as set out in this Article may be modified by mutual agreement between the Employer and the Union for selected contract projects It is agreed that the provisions of this Article are for the purpose of computing overtime and shall not be construed to be a guarantee of or a limitation on the hours of work to be done per day or per week other than those stipulated in Articles 8.03 and There will be two (2) coffee breaks of fifteen (15) minutes duration on each shift, one in the first half of the shift and one in the second half of the shift. Employees will be given a meal period of one half (1/2) hour per shift but such period will not be considered as time worked. Employees shall be entitled to an additional coffee break for every four (4) hours overtime worked in a given day Provided the employee notifies the Employer at the time of hire the Employer agrees to respect an employee's wishes with regards to not working certain days of the week or certain hours of the day because of religious convictions Sunday shall be deemed the first day of the week. 9

10 ARTICLE 10 - LAYOFF PROCEDURE The Employer shall give employees four (4) hours notice of layoff. Four (4) hours pay may be given in lieu of notice The Employer shall not be required to give four (4) hours notice of layoff when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation The Employer agrees to notify the Union office of the names of employees laid off within the pay period of the date during which the layoff occurred, together with the employee's classification and latest available phone number. ARTICLE 11 - VACATIONS AND VACATION PAY All employees shall be entitled to receive an amount equal to six (6%) percent of their regular earnings in vacation pay. Regular earnings shall include all travel time Vacation Pay and statutory holiday pay shall be paid to employees on each pay cheque The Employer will consider vacations at the times requested considering business requirements. ARTICLE 12 GENERAL HOLIDAYS AND HOLIDAY PAY Employees shall be entitled to receive an amount equal to four (4%) percent of their regular earnings in lieu of the following General Holidays: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Remembrance Day, Christmas Day and Boxing Day Employees required to work on one of the above General Holidays shall receive overtime pay for all hours worked on the holiday in addition to the holiday pay outlined in Article ARTICLE 13 - TRANSPORTATION, TRAVEL AND SUBSISTENCE (a) It is recognized by the Employer and the Union that the purpose of transportation, travel and subsistence allowances as established in this article is to provide a fair means of compensating employees for additional expenses they incur while working on projects beyond a reasonable distance from their residence. 10

11 (b) (c) For the purposes of this Agreement, the Employer's base of operations is defined as the City of Calgary and the job site. There shall be a free travel and subsistence zone established for the Employer's base of operation at 60 km radius Travel Allowance Employees assigned to work on a project outside the Employer's base free zone as described in Article and who reside outside the job site free zone established in Article shall be paid a travel and/or subsistence allowance according to the following: a) Travel allowance will be paid for all projects not accessible by public transportation and all projects to which an employee is sent at the request of the Employer. b) When travel allowance is applicable the employee will be paid from the Employer's shop or from the employee s home whichever is closer to the job site. c) Travel allowance will be paid only for the beginning and end of a project and again if the employees are laid off and recalled to the same project. Employees who quit the job within twenty-one (21) days shall not be entitled to travel allowance. d) Travel allowances will not be used in computing overtime. e) The amount of travel allowance shall be subject to negotiation and agreement between the Employer and the Union, with the cost of public transportation and duration of travel as guidelines Travel Time a) On all projects regardless of accessibility or isolation, where an employee transports an Employer's vehicle to the job, such employee will be paid his regular rate of pay for actual time travelled. Such employees will not receive duplicating travel allowances. b) On all projects regardless of accessibility or isolation, where an employee's classification requires the use of his own vehicle in the performance of his duties, such employee will be paid at his regular rate of pay for actual (reasonable) time travelled from the point of hire to the project and return. 11

12 13.04 Transfers Stipulated rates of pay will be paid in all cases of transfers from one project to another irrespective of Articles and Daily Travel Daily travel allowance will be paid subject to the following conditions: a) When an employee is required to travel daily to a project that is greater than 60 km radius from his permanent or one-half (1/2) hour from his temporary residence when receiving subsistence allowance. b) Where the Employer does not provide transportation. c) The daily travel allowance will be subject to agreement between the Employer and the Union for each project Subsistence Allowance a) Whenever employees covered by this Agreement are required by the Employer to be away from their normal place of residence overnight, the Employer agrees to pay at the Employer's expense, room and board accommodation for the employees. Allowance will not be paid for any day on which an employee does not work of his own accord for reason other than job related accident. b) Subsistence allowance will be paid subject to the following conditions: i) Subsistence allowance begins when an employee reports for his first scheduled shift; ii) iii) Subsistence allowance will be paid for all work days and all show up days outlined in Article On projects for which a sleeping camp is supplied for employees' use, those employees making use of the camp will receive reasonable partial subsistence allowance to be determined between the Employer and the Union For selected projects with peculiar geographic circumstances, the Employer may establish alternative or amended policies for transportation, travel and room and board. Such alternative or amended policies will be established for the duration of the project and will require the mutual agreement of the Employer and the Union. 12

13 13.08 Turnarounds During the course of a project the work schedule may provide for turnaround periods to allow employees reasonable time off. This time and cost reimbursement will be subject to agreement by the Employer and Union. ARTICLE 14 - UNION-MANAGEMENT RELATIONS The parties to this Agreement pledge to work towards the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for improved labour/management relations: a) the industrial enterprise is an economically characterized work community of capital-investors and workers under the leadership of a management; b) the economic character springs from a continuous striving towards efficient use of scarce resources, energy and environment, and in the adequate development of research, production and marketing; c) the enterprise requires authority relationships under a strong central leadership or management; d) a strong management does not discourage cooperation but stimulates it, recognizing that while leadership without labour can do nothing, labour without management cannot survive a) In order to further the aims of the enterprise, the parties agree to schedule Union-Management meetings once every three (3) months or as required during the life of this Agreement. The meeting shall serve as a forum for discussion and consultation about policies and practices not necessarily covered by the Collective Agreement. The areas for discussion shall include but not be limited to: i) hiring policies; ii) discipline and discharge policies; iii) training and promotion; iv) safety measures; v) matters that affect the working conditions of the employees. b) The Employer and the Union shall each appoint representatives to the Union-Management Committee. The minutes shall record the business of each meeting, a copy of which shall be mailed to the Union office A committee member, attending the Union-Management meetings during regular working hours, shall be entitled to his regular hourly rate of pay. In the event that such meetings are held outside of regular working hours, the Employer agrees to 13

14 pay a flat fee of ten ($10.00) dollars to a committee member for each meeting attended The Employer may meet periodically with his employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union and the employees In the event that consultation fails to resolve a matter of contention, the Union agrees that the decisive word resides with Management, unless specifically abridged, deleted or modified by this Agreement. The Union reserves the right to refer unresolved matters to the Grievance Procedure. ARTICLE 15 - HEALTH AND SAFETY COMMITTEE a) The Employer agrees to make practicable provisions for the safety and health of its employees on its job sites and shop during the hours of their employment. b) the Union undertakes to give full support to these objectives by promoting a safety consciousness and a personal sense of responsibility amongst its membership. c) It is the intent of the parties to have working conditions that are not unsafe or unhealthy beyond the minimum hazards inherent to the operation of the process in question The Union-Management Committee outlined in Article 14 shall also serve as a Health and Safety Committee. The Committee shall meet at a time mutually agreeable to the parties. The meeting shall be directed to matters concerning the correction of unsafe conditions and practices and the maintenance of the co-operative interest in the safety of the workforce. The Employer shall maintain a record of the meetings and the matters discussed. The Health and Safety Committee shall make inspections of all job sites at its discretion An employee who is injured on the job during working hours and is required to leave for treatment for such injury shall receive payment for the remainder of his shift An employee who is injured on the job and who requires transportation from the work site to a local physician or hospital shall receive such transportation provided for by the Employer. Should an employee require hospitalization for a period of more than one (1) week the Employer will provide transportation to an available facility near the employee's home at no cost to the employee Following a serious accident or an incident which could have resulted in a serious 14

15 accident the Union-Management Committee shall convene as soon as possible to investigate and report to the Union and the Employer Light Duty Work Programs If an employee is injured on the job and requires medical attention the employee is entitled to Light Duty Work and he shall inform the attending Physician of the same. The Employer shall inform the Physician of the types of light duty work available to the employee and shall make the same available to the employee with the Physician's approval The parties recognize the need for a safe workplace free of alcohol and drug use, along with employees being fit for duty. To that end, the parties agree that, where it is considered to be appropriate, the Employer may develop a Drug and Alcohol Policy that complies with current legislation. In general, the parties agree to use the COAA Canadian Model for Providing a Safe Workplace (Alcohol and Drug Guidelines and Work Rule), October 2005 as the minimum basis for the implementation of the Employer s Drug and Alcohol Policy. ARTICLE 16 - HEALTH AND WELFARE PLAN In order to protect the employees and their families from the financial hazard of illness, the Employer agrees that following the completion of the employee s probation period (Article 6.05) the Employer will pay one dollar and thirty-five cents ($1.35) per hour for all hours worked during the probation period toward the Insurance Plan administered by the CLAC Health and Welfare Trust Fund. This will be paid in one lump sum payment immediately following the completion of the probation period. Furthermore, following the completion of the employee s probation period the Employer agrees to continue to pay one dollar and thirty-five cents ($1.35) per hour for all hours worked towards the Insurance Plan administered by the CLAC Health and Welfare Trust Fund. The Employer agrees that all Health and Welfare remittances should be received by the CLAC Health and Welfare Trust Fund no later than twenty (20) calendar days after the end of each month a) Employees are eligible to receive coverage on the first of the month following three hundred and fifty (350) hours worked. It is the responsibility of the employee to complete the enrolment form for the benefit plan, which is a condition of coverage. b) It is understood and agreed that it is the responsibility of each employee to be familiar with the specific details of coverage, (outlined in Schedule B ) and eligibility requirements of all benefit plans, and that neither the Union nor the Employer, has any responsibility for ensuring that all requirements for eligibility 15

16 or conditions of coverage or entitlement of benefits are met by the employee, beyond the obligations specifically stipulated in this Agreement. ARTICLE 17 - RSP PLAN Retirement Savings Plan (RSP) a) The Employer agrees to contribute the RSP amount set out in Schedule A to the Union Sponsored Group RSP ( RSP Plan ) for each employee, for all hours worked. b) Employees are responsible for completing an Application for Membership, provided by the RSP Plan, in order to register the RSP contributions remitted by the Employer. c) The Employer agrees to deduct, by way of payroll deduction, and remit voluntary employee RSP contributions which are above and beyond those contributions outlined in Schedule A. d) Withdrawals and payouts from the RSP Plan will be subject to the applicable laws and terms of that plan. e) Employees will receive statements from the financial institution which administers the RSP Plan in accordance with the rules of that plan. These statements will be mailed to the employees last address on record with the Union. ARTICLE 18 - EDUCATION AND TRAINING FUND The Employer agrees to contribute six ($0.06) cents per hour for all hours worked to the Union Education Fund for all hours worked by all employees The Employer agrees to contribute ten ($0.10) cents per hour for all hours worked to the CLAC Alberta Training Trust Fund, for all hours worked by all employees. The use of these funds will be governed by the policies of the Training Trust Fund and its trustees. ARTICLE 19 - TOOLS All tradesmen shall supply their own tools common to their trade. Specialty tools and power tools shall be provided by the Employer The employees shall be held responsible for all tools issued to them by the Employer. The Employer shall supply adequate security for all tool storage on the site. 16

17 19.03 The following list of tools will be required by all employees: - (1) tool box - (1) claw hammer - (1) hack saw - (1) Sta-kon plier - (1) needle nose plier - (1) linesman plier (Kliens) - (1) diagonal cutting plier - (1) 10 channel lock plier - (1) 6 crescent wrench - (1) 10 crescent wrench - (1) 3/8 X 7/16 box end ratchet - (1) socket set - (1) small set allan wrench - (1) large set allan wrench - (1) set nut drivers - (1) centre punch - (3) Robertson #6, #8 and #10 - (2) assorted flat blade - (1) multi meter* - (1) terminating driver - (1) tap wrench - (1) measuring tape (1 wide min.) - (1) 10 level - (1) knife *Note: Multi meter will not be required until third year. Cromac Electrical Systems Ltd. New employees and first year apprentices may not require all tool s listed, but should work towards obtaining them all. ARTICLE 20 - PROTECTIVE EQUIPMENT All employees shall wear safety hats and safety glasses to be made available by the Employer. The Employer shall pay for the first safety hat and pair of safety glasses and the employee is responsible for any further safety hats or glasses All employees shall wear gloves and safety shoes where required, furnished by the employee The Employer will furnish employees with safety equipment such as hearing protection, respirators and hard hat liners where required. Said equipment shall remain the property of the Employer. Any worn out safety equipment will be replaced upon presentation of the worn equipment. The employees shall 17

18 be held responsible for loss or improper maintenance of Employer furnished items. If Nomex coveralls are required the first pair will be supplied by the Employer, all further pairs will be supplied by the employee. ARTICLE 21 - LEAVES OF ABSENCE AND BEREAVEMENT PAY The Employer shall grant leaves of absence without pay for the following reasons: a) Marriage of the employee; b) Sickness of the employee or employee's immediate family; c) Death in the immediate family; d) Union activity other than this establishment The above shall be for a time mutually agreed upon between the Employer and the employee An employee will be granted one day leave of absence with pay, at his regular straight time hourly rate, to make arrangements for and to attend the funeral of the employee's spouse or child Employees who fail to report for work as scheduled without giving a justifiable reason shall be deemed to have voluntarily quit. ARTICLE 22 - GRIEVANCE PROCEDURE The parties to this Agreement recognize the Stewards and the CLAC Representatives specified in Article 4 as the agents through which employees shall process their grievances and receive settlement thereof "Grievance" shall mean a complaint or claim concerning improper discipline or discharge, or a dispute with reference to the interpretation, application, administration or alleged violation of this Agreement. A "Group Grievance" is defined as a single grievance, signed by a Steward or a CLAC Representative on behalf of a group of employees who have the same complaint. Such grievance must be dealt with at successive stages of the Grievance procedure commencing with Step 1. The grievors shall be listed on the grievance form. A "Policy Grievance" is defined as one which involves a question relating to the interpretation, application or administration of this Agreement. A Policy Grievance shall be signed by a Steward or a CLAC Representative, 18

19 or in the case of an Employer's Policy Grievance, by the Employer or his representative All the time limits referred to in the grievance procedure herein contained shall be deemed to mean "work days" The Employer or the Union shall not be required to consider or process any grievance which arose out of any action or condition more than five (5) work days after the subject of such grievance occurred. If the action or condition is of a continuing or recurring nature, this limitation period shall not begin to run until the action or condition has ceased. The limitation period shall not apply to differences arising between the parties hereto relating to the interpretation, application or administration of this Agreement. If the Employer does consider or process a grievance which has been presented late, the Employer shall be stopped or precluded at any stage from taking the position that the grievance is late and not arbitral No employee shall have a grievance until he has discussed his complaint with his Superintendent. If the employee's Superintendent does not promptly settle the matter to the employee's satisfaction, an employee's proper grievance may be processed as follows: Step 1 Subject to the conditions of Article 6.05, if a grievance is to be filed it shall, within the five (5) work days referred to in Article above, be reduced to writing and shall be presented to the designated Employer representative by a Steward or a CLAC representative. The designated Employer representative shall notify the Union representative of his decision in writing not later than five (5) work days following the day upon which the grievance was submitted. The grievance referred to above shall identify: a) the facts giving rise to the grievance; b) the section or sections of the Agreement claimed violated; c) the relief requested; and shall be signed by the employee or employees involved. Step 2 If the grievance is not settled in Step 1, a CLAC Representative shall within five (5) work days of the decision under Step 1, or within five (5) work days of the day this decision should have been made, submit a written grievance to the designated Employer representative. A meeting will be held between the Steward or CLAC Representative together with the grievor involved and the designated Employer representative and other representatives of the Employer. This meeting will be held within five (5) working days of the presentation of the written grievance to the designated Employer 19

20 representative. The Employer shall notify the Steward or CLAC Representative of his decision in writing within five (5) work days of such meeting. Step 3 In the event that the grievance is not settled at Step 2 the party having the grievance may serve the other party with written notice of desire to arbitrate within five (5) work days of the delivery of the decision in Step 2 to the Steward or CLAC Representative but not thereafter Union Policy Grievance or Employer Grievance A Union policy grievance or an Employer grievance may be submitted to the Employer or the Union, as the case may be, in writing, within ten (10) work days of the time circumstances upon which the grievance is based were known or should have been known by the grievor. A meeting between the Employer and the Union shall be held within five (5) work days of the presentation of the written grievance and shall take place within the framework of Step 3 of Article hereof. The Employer or the Union, as the case may be, shall give its written decision within five (5) work days after such meeting has been held. If the decision is unsatisfactory to the grieving party, the grievance may be submitted to arbitration within fifteen (15) work days of the delivery of such written decision and the arbitration section of this Agreement shall be followed. If the Employer is not advised of the Union's intention to proceed to arbitration within five (5) work days, the Employer shall not be liable for any damages during the foregoing fifteen (15) work day period. The provisions of this paragraph shall not be used by the Union to institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute, and the provisions of Articles and hereof shall not thereby be bypassed. ARTICLE 23 - ARBITRATION If notice of desire to arbitrate is served, the two parties will meet in an attempt to obtain agreement to refer the matter to an agreed upon single arbitrator within seven (7) calendar days of receipt of notification. The arbitrator will meet within twenty-one (21) calendar days of the appointment and hear such evidence as the parties may desire to present to assure a full, fair hearing, and will render a decision in writing to the parties within fourteen (14) days after the completion of the hearing If the parties fail to agree on an agreed single arbitrator within seven (7) calendar days as required above then either party may request the Minister of 20

21 Labour to appoint an impartial arbitrator The decision of the single arbitrator will be final and binding on the two parties to the dispute and will be applied forthwith The Union and the Employer may mutually agree to appoint a three person arbitration board as an alternative to the above. The procedure for this is outlined in Sections to Within seven (7) calendar days of receipt of notification by the one party, the other party will nominate its choice of nominee by notice in writing. The two nominees so nominated will meet forth with and if within seven (7) calendar days of their first meeting, they have failed to settle the grievance, they will attempt to select, by agreement, the chairperson for the arbitration board. If they are unable to agree upon the choice of such chairperson within a further period of twenty-four (24) hours, they will then request the Director of Meditation Services for the Province of Alberta to appoint a chairperson After the arbitration board has been formed by the above procedure, it will meet within twenty-one (21) calendar days of the appointment of the chairperson and hear such evidence as the parties may desire to present to assure a full, fair hearing, and will render its decision in writing to the parties within fourteen (14) days after completion of the hearing The chairperson will have the authority to render the decision with the concurrence of either of the other members, and a decision thus rendered will be final and binding The arbitration board or single arbitrator, by its decision, will not alter, amend or change the terms of this Agreement Each of the parties to this Agreement will bear the expenses of its nominee to the arbitration board, and the fees and expenses of the chairperson or single arbitrator will borne equally by the two parties to the dispute The Board of Arbitration shall not be authorized to make any decisions inconsistent with the provisions of this Agreement, nor to alter, modify or amend any part of this Agreement, nor to adjudicate any matter not specifically assigned to it by the notice to arbitrate specified in Step 3 of Article hereof. ARTICLE 24 - WARNING, SUSPENSION AND DISCHARGE An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include the refusal by an employee to abide by Safety Regulations; the use of illegal narcotics or alcohol or reporting for work 21

22 while under the influence of such substances; the refusal by the employee to abide by the requirements of the Employer's clients; the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices. Such suspension or discharge is subject to the Grievance procedure A Union Steward will be present for all disciplinary meetings, if possible. When a steward is not available, the employee may choose another employee to be present. If the employee does not choose another employee, the Employer will choose another employee to be present When the attitude or performance of an employee calls for a warning by the Employer, such a warning shall be noted by the Foreman/Supervisor. The Foreman/Supervisor shall inform the Union Steward or Union, if there is no Union Steward, of the warning within twenty-four (24) hours. ARTICLE 25 - GENDER CLAUSE Where the masculine gender is used in this agreement it will be considered to include the feminine gender. ARTICLE 26: DUES AND TRUST FUND PAYMENTS Contributions will be made to the Union Provincial Remittance Processing Centre pursuant to Article 7, 16, 17 and 18, each month, by the twentieth (20th) of the month following the month of contributions, together with an itemized list of the employees for whom the contributions are made and the amount remitted for each In the event that the Employer fails to make the proper remittance, the Union will notify the Employer of this failure. The Employer will then have two (2) working days to correct this error If the Employer satisfies all its obligations under Articles and 26.02, relating to Articles 7, 16, 17 and 18, the Union agrees the Employer will be saved harmless for any claims, relating to the remittances of Union dues, the Health and Welfare plan, the RSP plan, and the Education and Training Funds excluding any costs the Employer incurs defending such claims. ARTICLE 27 COLLECTIVE AGREEMENT AMENDMENTS Should either party request a review of wages or other items in Schedule A, representatives from both parties will meet to discuss the proposals. If an agreement is reached, such amendments to the Collective Agreement will be signed by the representatives, and without further approval, such amendments 22

23 will be effective as specified by the parties. If the parties cannot reach an agreement, the issue will be subject to binding arbitration Pre-Job Conferences a) The Employer will notify the Union when a project has been awarded to the Employer which falls outside the parameters of the Collective Agreement. Prior to the start of each project, a pre-job conference will be held to determine all site-specific issues as outlined in this Agreement. This conference may be conducted via telephone, through a scheduled meeting or by some other practical means as agreed to by the parties. When time allows during the preparation of a bid or proposal, the employer shall notify the Union of such projects and site specific issues will be addressed and agreed upon prior to the submission of the bid or proposal. b) A copy of the signed pre-job conference report will be provided to the Employer and the Union. 23

24 ARTICLE 28 - DURATION This agreement shall be effective on the first day of January, two thousand and eleven (2011) and shall remain in effect until the thirty-first day of December, two thousand and twelve (2012) and for further periods of one (1) year unless notice shall be given by either party of the desire to delete, change, or amend any of the provisions contained herein, within the period from one hundred twenty (120) to sixty (60) days prior to the renewal date. Should neither of the parties give such notice, this Agreement shall renew for a period of one (1) year Should negotiations not be completed prior to the expiration date of this Agreement all negotiated items shall be retroactive from the date of signing to the expiration date of the expired agreement Until a new agreement has been concluded all provisions in this Collective Agreement shall remain in full force and effect. Dated at Calgary, Alberta on the day of, 2011 Signed on behalf of CROMAC ELECTRICAL SYSTEMS LTD. Signed on behalf of CONSTRUCTION WORKERS UNION (CLAC), LOCAL 63 Per Per Per Per 24

25 SCHEDULE "A" CLASSIFICATIONS AND HOURLY RATES Effective Date January 1, 2011 Journeyman Wages Vac/Stat RSP H&W EF TF Total Electrical Instrumentation Specialist * $36.50 $3.65 $0.50 $1.35 $0.06 $0.10 $42.16 Instrumentation Mechanic $35.00 $3.50 $0.50 $1.35 $0.06 $0.10 $40.51 Electrician $35.00 $3.50 $0.50 $1.35 $0.06 $0.10 $40.51 Welder $35.00 $3.50 $0.50 $1.35 $0.06 $0.10 $40.51 Maintenance Electrician Maintenance Instrumentation Mechanic $35.00 $3.50 $0.50 $1.35 $0.06 $0.10 $40.51 $35.00 $3.50 $0.50 $1.35 $0.06 $0.10 $40.51 * must be a Journeyman Electrician and Journeyman Instrument Technician Lead Hand Foreman Apprentices: $1.00 over Journeyman rate $2.00 over Journeyman rate Shall be paid in accordance with the Alberta Apprenticeship and Industry Training Act. Employees on probation may be paid fifty (50) cents per hour below the applicable rates. It is understood and agreed that the wage rates effective January 1, 2011 shall be subject to further negotiations by June, 30, 2011, December 31, 2011 and again by June 30, If the parties fail to reach agreement prior to the above specified dates, the final agreed upon rates shall be retroactive and shall be paid to all employees for all hours worked between the specified dates and the date of settlement. 25

26 Subsistence The Employer and the Union may agree to reasonable partial subsistence allowances where the employee elects to commute to his place of residence or supplies his own living accommodation. Shift Differential The Employer will endeavour to obtain a shift differential premium of up to two ($2.00) dollars per hour from each client where employees are required to work between 6:00 pm and 6:00 am. If a premium is obtained, the Employer will pay the shift differential for all hours worked between 6:00 pm and 6:00 am, unless overtime is being paid for those hours. If the Employer is unable to obtain a shift differential from the client, no shift differential will be paid to the employee. 26

27 SCHEDULE "B" OUTLINE OF INSURANCE PLAN COVERAGE FOR THE GOLD PLAN (This schedule does not form part of the collective agreement. It is for information only). $60, life insurance per employee; $60, A.D. &D. per employee; dental plan at the latest fee schedule available; Basic services: 80% up to $2,000 per person annual Comprehensive: 50% up to $2,000 per person annual Orthodontic: 50% up to $3,000 lifetime max. per child under 19; prescription drug plan for employee and family at 80% up to $3,000 per person annually (or the provincial pharmicare cap, if applicable) and 100% thereafter; optical insurance for employee and family; under 21: $300 per year over 21: $300 every two years extended health coverage for employee and family; semi-private hospital coverage with no deductible for employee and family; Weekly indemnity insurance with sixty percent (60%) weekly basic earnings to a maximum of four hundred and sixty five dollars ($468.00) per week. Weekly benefits, payable after the first (1 st ) day of accident and the fourteenth (14 th ) day of illness for a maximum of one hundred nineteen (119) days (1/14/119). Long term disability insurance with sixty percent (60%) of earnings, maximum of $2, per month, per employee, payable after one hundred twenty (120) days until age 65 (120/65). Emergency Travel Assistance EFAP (Employee and Family Assistance Program) BENEFITS INFORMATION CLAC BENEFIT OFFICE (Call for Health Care or Dental questions) GREAT WEST LIFE (RRSP questions) EMPLOYEE FAMILY ASSISTANCE PROGRAM (Ceridian) 27