COLLECTIVE AGREEMENT

Transcription

1 COLLECTIVE AGREEMENT between WINTERBURN TRUSS Acheson, Alberta and UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION LOCAL Edmonton, Alberta August 1 st, 2017 July 31 st, 2019

2 TABLE OF CONTENTS ARTICLE PAGE Preamble Bargaining Agency Management Rights...2 Section Management Rights...2 Section Discrimination Union Security...2 Section Union Shop...2 Section Collective Agreement...2 Section Humanity Fund...2 Section Dues Remittance...3 Section Check-Off Authorization...3 Section Entering Employment...3 Section Member in Good Standing...3 Section Union Membership...3 Section Failure to Maintain Membership Grievance Procedure...4 Section Grievance Procedure...4 Section Group Grievance...4 Section Group Grievance Not Basis for Individual Grievance...4 Section Policy Grievance...5 Section Time Limits Arbitration...5 Section Single Arbitrator...5 Section Advise in Writing of Arbitration...5 Section Arbitrator Appointed...5 Section Witnesses...5 Section Arbitrators Decision...5 Section Substitute Penalty...5 Section Expenses...5 Section Clarification of Decision Leaving and Returning to the Bargaining Unit...6 Section Seniority Outside Bargaining Unit...6 Section Outside Bargaining Unit over Three Months...6 Section Return to Unit After Three Months...6 Section Notifying Committee of Transfer Outside Unit...6 Section Time Frames Strikes and Lock-Outs Union Committee and Meetings...6 Section Negotiating Committee...6 Section Plant Committee...6 ~ i ~

3 ARTICLE PAGE 8 Union Committee and Meetings - Continued Section Union/Management Meeting...6 Section Lost Time Pay for Meetings...7 Section Discipline Hours of Work and Overtime...7 Section Hours of Work...7 Section 9.01 (a) - Regular Shift...7 Section 9.01 (b) - Excess of Forty Hours Worked...7 Section 9.01 (c) - Sunday Work...7 Section 9.01 (d) - Piece Work Rate...7 Section 9.01 (e) - Overtime by Seniority...7 Section Non-Guarantee of Hours...7 Section Refusal of Overtime...7 Section Completion of Shifts...7 Section Absorbing Overtime...8 Section Banking of Overtime...8 Section Shifts and Breaks Call-In Time...8 Section No Work Available...8 Section Called Into Work...8 Section Reporting for Work Leave of Absence...8 Section Injury or Illness...8 Section Written Permission...8 Section Union Office...9 Section Union Representatives...9 Section Notice in Writing...9 Section Competent Substitute...9 Section Seniority, Wages and Benefits...9 Section Bereavement Leave...9 Section Maternity/Paternity Leave...10 Section Jury Duty...10 Section Compassionate, Military Leave, etc Vacations with Pay...11 Section Less Than Three Years...11 Section Three or More Years...11 Section Ten or More Years...11 Section Vacation Entitlement and Scheduling...11 Section Statutory Holiday during Vacation...12 Section Determining Days Worked During Vacation Time...12 Section Total Earnings Recognized Holidays...12 Section Recognized Holidays...12 Section Working a Recognized Holiday...12 Section Holiday Falling on a Weekend...12 Section Qualifying for Statutory Holiday Pay...13 Section Rate for Statutory Holiday...13 ~ ii ~

4 ARTICLE PAGE 14 Health and Welfare Benefits...13 Section Eligibility...13 Section Cost Sharing of Plans...13 Section (a) - Alberta Health Care...13 Section (b) - Dental Plan...13 Section (c) - Life Insurance...13 Section (d) - Accidental Death and Dismemberment...13 Section (e) - Weekly Indemnity...13 Section (f) - Long Term Disability...14 Section (g) - Extended Health Care...14 Section Termination of Coverage...14 Section Pension Plan...14 Section Opt Out...15 Section Safety Footwear Seniority and Job Posting...15 Section Probationary Period...15 Section (a) - Completion of Probationary Period...15 Section (b) - Loss of Seniority...16 Section Promotion, Lay-off and Recall...16 Section Posting of Vacancies...16 Section Notice of Recall...17 Section Preferential Hiring...17 Section Seniority List...17 Section Notice of Lay-off...17 Section Signing Bonus or Special Payments Health and Safety...17 Section Working Environment...17 Section Health and Safety Committee...17 Section Duties of Safety Committee...18 Section Pay for Meetings...18 Section Pay for Testing...18 Section First Aiders General Provisions...18 Section Tools...18 Section Union Access...18 Section Letters of Understanding...18 Section Government Privacy Legislation Contracting Out Duration of the Agreement...19 Exhibit "A" United Steelworkers Check-Off Authorization Form...20 Exhibit "B" Wage Schedule...22 Exhibit "C" Job Bracket and Classifications...23 ~ iii ~

5 ARTICLE PAGE Letters of Understanding Piecework...24 Education Trust Fund...25 Banking of Overtime...27 ~ iv ~

6 AGREEMENT THIS AGREEMENT entered into this 1st day of August, 2017 between WINTERBURN TRUSS Acheson, Alberta (hereinafter referred to as the "Company") and UNITED STEELWORKERS LOCAL Edmonton, Alberta (hereinafter referred to as the "Union") PREAMBLE The purpose of this agreement is to secure for the Company, the Union, and the Employees, the full benefits of orderly and legal collective bargaining and to ensure to the utmost extent possible, the safety and physical welfare of the Employees, the economy of the operation, quality and quantity of output and protection of property; to facilitate the peaceful adjustment of differences, set forth the rates of pay, hours of work and other conditions of employment for the Employees of the Company s Winterburn Truss Manufacturing operations located in the Acheson Industrial Park. The use of the masculine gender shall mean and include the feminine and similarly, the singular shall include the plural and vice-versa, as applicable. ARTICLE 1 BARGAINING AGENCY 1.01 The Employer recognizes the Union as sole bargaining agent pursuant to the Alberta Labour Relations Board Certificate Number for all manufacturing employees of Winterburn Truss employed at the Acheson Industrial Park, Spruce Grove, Alberta, except office personnel, sales staff, foremen and above. Foremen will not perform work normally done by the Bargaining Unit except in the following cases: a) Training of new employees. b) Instructing employees with their work, or when new designs or prototype models are introduced to the factory. c) During cases of emergency situations when regular employees are not available. ~ 1 ~

7 d) For short-term relief, or when an employee is absent for a shift. e) To lend a hand for the benefit of camaraderie from time to time. f) Doing necessary work by no more than 2 foremen where the number of Bargaining Unit employees working is less than 12. ARTICLE 2 - MANAGEMENT RIGHTS 2.01 Except as provided in this Agreement, nothing shall limit the Company in the exercise of its functions of Management under which it shall have, among others, the right to hire new employees and to direct the working force; to discipline, suspend, discharge for cause, transfer or lay off employees because of lack of work; require employees to observe Company rules and regulations not inconsistent with the provisions of this agreement; to decide the number and location of its plants, products to be manufactured, the methods and schedules of production, including the means and processes of manufacturing provided that the Company will not use its function of Management for the purpose of any improper discrimination against any member of the Union. It is agreed that these enumerations shall not be deemed to exclude other functions of Management not enumerated There shall be no discrimination, coercion, interference or restraint by the Company or by the Union or by representatives of either party against or among employees because of race, creed, color, sex, religion, national origin or sexual orientation. ARTICLE 3 UNION SECURITY 3.01 Any employee who is a member of the Union on the effective date of the Agreement, or who becomes or who is reinstated as a member of the Union shall, as a condition of employment, maintain his or her membership in the Union during the term of the Agreement Each new employee shall be furnished with a copy of the Collective Agreement and the Deductions Authorization Form and will be informed of the name of the Union which represents him, the names of the members of the Plant committee, and such new employee will, as a condition of employment, be required to execute the Deduction Authorization form covering the amount equal to the monthly dues and assessment. Plant committees and monthly dues shall be posted on bulletin boards For the purpose of international aid and development, the Company agrees to deduct on a bi-weekly basis the amount of one cent ($0.01) per hour from the wages of all employees in the bargaining unit for all hours worked to a maximum of forty (40) straight time hours per week, and on a quarterly basis, to pay the amount so deducted to the "Humanity Fund" and to forward such payment to: ~ 2 ~

8 United Steelworkers National Office 234 Eglinton Avenue E., 7th Floor Toronto, Ontario M4P 1K7 And to advise in writing both the Humanity Fund at the aforementioned address and the Local Union that such payment has been made, the amount of such payment and the names of all employees in the bargaining unit on whose behalf such payment has been made The Company will, during the life of this Agreement, if and to the extent authorized by any employee in the manner hereinafter set out in the Deduction Authorization Form, deduct initiation fees, Union dues, and assessments from the pay of such employees once each month and remit the sum deducted together with a list of the employees subject to such deductions to the Local Union President within fifteen (15) days. Initiation will be deducted from the pay period immediately following the completion of 40 (forty) hours of work. Union Dues will commence upon completion of 30 (thirty) calendar days of employment Any such authority to the Company shall be in writing in the form set out in Exhibit "A" attached hereto; shall be irrevocable and shall be signed in duplicate by the employee concerned. The original shall be retained by the Finance Division of the Company, and the duplicate shall be forwarded to the Local Union President All present employees and all new employees shall within thirty (30) calendar days after the execution of this Agreement or thirty (30) calendar days after entering employment, become members of the Union and maintain membership therein throughout the term of the Agreement as a condition of employment For the purpose of this Agreement an employee will be deemed to have maintained membership in the Union in good standing so long as he shall pay his initiation fees and uniformly established monthly Union dues An employee who applies to join the Union pursuant to the provisions herein and whose application is rejected by the Union, shall not be subject to discharge from employment at the Union's or employee's request An employee who refuses to maintain his membership in the Union in good standing shall be subject to dismissal. Before an employee is dismissed for failing to maintain membership, the Union must notify the Company as well as the employee of the employee's refusal, and the employee shall not be dismissed before seven (7) days have elapsed after the Company notifies the employee that he will be dismissed for not maintaining membership in good standing in the Union. ~ 3 ~

9 ARTICLE 4 GRIEVANCE PROCEDURE 4.01 It is the mutual desire of the parties hereto that the complaints of Employees be addressed as quickly as possible. If a difference arises between the parties to or persons bound by this Agreement as to the interpretation, application, operation or contravention or alleged contravention of this Agreement or as to whether such a difference may be the subject of arbitration, the parties agree to meet and endeavor to resolve the grievance in the following manner: Step 1 An Employee having a question or complaint shall refer it to their immediate Shift Foreman within seven (7) calendar days of the actual occurrence leading to the difference. The Employee may be accompanied by a Shop Steward if the employee desires. The Shift Foreman shall reply to the Employee, giving the answer to the difference within seven (7) calendar days from the date of submission. Step 2 Failing settlement at Step 1, the Union Steward or Local Union Representative with the Employee shall submit a completed written grievance to the Plant Manager within seven (7) calendar days following receipt of the reply from their Shift Foreman. The Plant Manager shall render his decision in writing to the Steward and the Employee within seven (7) calendar days after presentation of the written grievance. Step 3 Failing settlement at Step 2, a meeting between the Local Union Representative or his designate and the General Manager or his designate will be arranged within ten (10) calendar days following receipt of the decision at Step 2 to affect a successful resolution to the alleged grievance. Step 4 Failing settlement at Step 3, the grievance may be referred to arbitration by either party to this Agreement within ten (10) calendar days after the meeting at Step Group Grievance Where a grievance affects a number of Employees, they may present a group grievance within the same time limits prescribed for an individual grievance. The grievor s' names must be listed on or attached to the grievance form. Should such grievance be referred to arbitration, the matter shall be adjudicated as a group grievance A group grievance shall not form the basis of an individual grievance. Where a group grievance could be filed, then it is agreed that the individual grievances will not also be filed. ~ 4 ~

10 4.04 Policy Grievance The Union and the Employer shall have the right to file a grievance based on a difference arising out of the Agreement concerning the interpretation, application, administration or alleged contravention of the Agreement. The time limits in Article 4.01 will apply to a Union grievance and such grievance must be in writing. Where the Union or the Company choose to submit a policy grievance, the process shall start at Step In the event that either party fails to process or advance the grievance to the next stage under step 1, 2, 3 or 4 within the timelines established in this Article, without a mutual agreement to extend the timelines, that party shall be deemed to have conceded the grievance in favour of the other party. All rights of recourse to the grievance procedure shall be at an end. ARTICLE 5 ARBITRATION 5.01 On any arbitration, there shall be a single arbitrator When either party decides to submit a grievance to arbitration as per Article 4.01 Step 4, then the other party shall be so advised in writing within ten (10) calendar days after the meeting under Step 3, otherwise the grievance shall be deemed to have been settled. The Company and the Union shall notify the arbitrator within five (5) working days of notification to proceed to arbitration No person shall be appointed as an arbitrator who has been involved previously in an attempt to negotiate or settle the grievance In the case of arbitration, the parties may have the assistance of the Employee or Employees concerned and any necessary witnesses, and all necessary arrangements will be made to permit the parties to have access to the plant and to view disputed operations and to confer with the necessary witnesses The proceedings and decision of the arbitrator shall be expedited by the Company and the Union. The decision of the arbitrator shall be final and binding upon the parties hereto but the arbitrator shall not be authorized to make, nor shall make any decision or recommendations inconsistent with the provisions of this Agreement, nor alter, add to or amend any part of the Agreement, or make any general changes such as changes in the wage rates nor deal with any matter not covered by this Agreement If the Arbitrator determines that an Employee has been discharged or otherwise disciplined for cause, the Arbitrator may substitute some other penalty for the discharge or discipline that the Arbitrator deems to be just and reasonable in all the circumstances The parties will pay their own expenses including those of their witnesses. The expenses of the Arbitrator shall be shared equally by the parties to this Agreement. ~ 5 ~

11 5.08 Should the parties disagree as to the meaning of the Board s decision, either party may apply to the Arbitrator to clarify the decision. Any application to the Arbitrator must be made within fifteen (15) days of the date of the decision of the Arbitrator. ARTICLE 6 LEAVING AND RETURNING TO THE BARGAINING UNIT 6.01 Employees transferred to a position outside of the Bargaining Unit for the purpose of holiday relief, injury or illness, authorized leaves and specific training outside of the Bargaining Unit at Winterburn Truss shall be enabled to accumulate seniority for up to three (3) months maximum in any calendar year (January 1 - December 31). Afterward seniority will be maintained but not accumulated. The employee can return to the job held at the time of the transfer out of the Bargaining Unit provided they return within the three (3) month period After the three (3) month period, the employee may only transfer back into the Bargaining Unit with agreement of the employer Should the employee be allowed to return to the Bargaining unit after the three (3) month period, they must return to a base rate job The employee shall continue to pay Union dues for the three (3) month period. The Company shall notify the Plant committee when an employee is transferred out of the Bargaining Unit and when the employee is transferred back into the Bargaining Unit The time frames under this provision may be extended by mutual agreement. ARTICLE 7 - STRIKES AND LOCK-OUTS 7.01 The Company and the Union agree there shall be no strikes, slow-downs, stoppage of work or lock-outs during the life of this agreement. ARTICLE 8 - UNION COMMITTEE AND MEETINGS 8.01 The Negotiating Committee of the Union shall consist of representatives of the Union and not more than three (3) employees who shall be elected by the members, or appointed by the Union. However, the Union will use its best efforts to ensure that as many Departments as possible are represented on the Negotiating Committee A Plant committee shall also be elected by the members, or appointed by the Union. The Plant Committee shall consist of not more than four (4) employees who have completed the probationary period of employment with the company, who are members of the Union, and wherever possible they shall be selected on a departmental basis The Company and the Union or any committee elected by the members, or appointed by the Union may meet at such time and place as may be mutually agreed upon by the Company and the Union, for the purpose of discussing matters covered by this Agreement and matters affecting the health, welfare and safety of the employees. ~ 6 ~

12 8.04 When health and safety or other meetings affecting employees are called by the Company during working hours, employees required to attend such meetings who lose work time as a result of such attendance shall be paid for such time lost at their regular straight-time rate of pay An Employee may request, and have present, a Shop Steward in attendance during any meeting concerning written disciplinary action. Employees will be advised of their right to representation before said meeting. ARTICLE 9 - HOURS OF WORK AND OVERTIME 9.01 Except as set out in 9.02, employees shall regularly work forty (40) hours per week as follows: a) Eight (8) hours per day, Monday through Friday. Regular Rate and one-half (1 1/2) shall be paid for any hours worked over eight (8) hours on Monday through Friday. b) For any hours worked in excess of forty (40) hours per week (any workday that is compensated by the Company, WCB, or through benefits coverage shall be considered as hours worked for the purpose of calculating whether an employee has worked forty (40) hours in the week) shall be paid at regular rate and one-half (1 1/2). c) Any hours worked on Sunday shall be paid at two (2) times the regular rate. d) Instead of being paid overtime rates after eight (8) hours per day or forty (40) hours per week the Company and the employee may agree to a piece work rate. e) Overtime work that is available immediately preceding or following a shift shall be offered to the most senior employees on shift who are competent and capable to perform the work required. Overtime work that is available for a Saturday and/or Sunday shall be offered to the most senior employees from either shift that are competent and capable to perform the work required None of the provisions of this agreement shall be construed as guaranteeing any employee any number of hours per day or per week No employee who has worked his regularly scheduled hours shall be penalized for refusing to work additional hours Completion of Shifts: It is agreed between the parties that if one and one-half (1 1/2) hours or less is necessary after midnight Friday or after midnight preceding a Statutory Holiday, in order to complete the shift, which commenced on Friday afternoon or the afternoon preceding the Statutory Holiday, time worked after midnight to complete the shift will be paid at straight time. ~ 7 ~

13 9.05 No employee shall be required to take time off to absorb overtime, unless mutually agreed upon Banking of Overtime 1. Banking of overtime hours will be determined in accordance with the overtime provisions of the Collective Agreement. 2. Overtime banking will be optional to the employee. Unless directed by the employee in writing, overtime will be paid when worked. Letter of Understanding will govern the process for overtime banking The Company shall have the right to operate its plant or any part hereof on a one, two or three-shift basis. Such shifts shall be of eight and one-half (8 1/2) hours' duration from starting time to quitting time. Regardless of the shift worked, employees shall be entitled to their two (2) regular rest periods of fifteen (15) minutes each and one-half (1/2) hour unpaid lunch period and shall receive eight (8) hours pay for the shift. Where an employee works two (2) or more hours of overtime in addition to their regular shift they shall be provided an additional fifteen (15) minute break. ARTICLE 10 - CALL-IN TIME Any employee who is called for work and on reporting finds no work available due to reasons beyond his control, shall be entitled to four (4) hours at the usual rate. This shall not apply if the Company gives sufficient notice canceling said call An employee who is called out when off duty to perform a work assignment not continuous with his regular working schedule shall receive a minimum of three (3) hours at the straight time rate or, actual hours worked at overtime rates, whichever is greater. The employee shall not be required to remain at work after completing the work assignment All employees reporting for work on their regular shift and finding no work available will receive three (3) hours pay for reporting; and four (4) hours pay if they commence work and work is suspended, however, under emergency conditions beyond the reasonable control of the employer, no reporting pay will be paid, except for hours worked. ARTICLE 11 - LEAVE OF ABSENCE The Company will grant leave of absence to employees suffering injury or illness for the term of this Agreement, subject to a medical certificate if requested by the Company Any Employee desiring leave of absence for reasons other than those specified in 11.01, and of this Article, must obtain permission in writing from the Company for such leave. ~ 8 ~

14 11.03 The Company will grant leave of absence to one (1) employee at a time that is appointed or elected to Union Office for the term of his employment with the Union. The employee who obtains this leave of absence shall return to the Company within thirty (30) calendar days after the completion of his employment with the Union The Company will grant leave of absence to employees who are elected as representatives to attend Union meetings and Union conventions of United Steelworkers in order that they may carry out their duties on behalf of the Union. Such leave shall not be for a period in excess of fourteen (14) days and shall be limited to not more than three (3) employees at any one time In order for the employer to replace the employee with a competent substitute, it is agreed that before the employees receive this leave of absence, as set forth in clauses and above, the Company will be given due notice in writing; in the case of twenty (20) calendar days; and in the case of 11.04, not less than ten (10) calendar days It is understood and agreed that the Company shall have the right to refuse leave under and if they are unable to replace the employee with a competent substitute. a) the employee will be notified in writing immediately after the decision is made, as to whether the leave of absence is approved or not approved It is understood and agreed that for the purpose of this Article: a) an employee's seniority, while on leave, shall accumulate and not be interrupted, and b) the Company will not be responsible to pay wages or other benefits to an employee while on leave of absence except as may be otherwise provided by this Agreement a) When a death occurs to a member of a regular full-time employee's immediate family, the employee will be allowed three (3) consecutive working days of paid leave.; one (1) of these days shall include the day of the funeral. He shall be compensated at his regular straight time hourly rate of pay for hours lost. b) Members of the employee's immediate family are defined as the employee's spouse, common-law spouse, child, parent, brother, sister, mother-in-law, fatherin-law, legal guardian, step-parents, step-parents-in-law, grandparents, grandchildren, grandparents-in-law, step-children, brother-in-law, sister-in-law, son-in-law and daughter-in-law. To be eligible for bereavement pay for a common law spouse the employee must show proof that the common law relationship had been in effect at least six (6) months prior to the death of the spouse. ~ 9 ~

15 c) Compensable hours, under the terms of this section, will be counted as hours worked for the purpose of qualifying for vacation and for recognized paid holidays Maternity/Parental leave shall be granted at a level required by Provincial Labour Legislation. At the time of the contract s ratification the Provincial Labour legislation required: Alberta employees are entitled to up to one (1) year of unpaid, job-protected leave in the event of birth and up to thirty-seven (37) weeks on the adoption of a child. This leave is available to parents of children born or adopted on or after December 31, Birth mothers can take up to fifty-two (52) consecutive weeks of unpaid jobprotected leave. This is made up of fifteen (15) weeks maternity leave and thirtyseven (37) weeks parental leave. Fathers and/or adoptive parents are eligible for up to thirty-seven (37) consecutive weeks of unpaid, job-protected parental leave. Adoptive parents can take parental leave regardless of the age of the adopted child. Parental leave may be taken by one parent or share between two (2) parents but the total combined leave cannot exceed thirty-seven (37) weeks. Certain restrictions apply and employees should further consult current legislation. Extended maternity leave, prior to the birth of the child shall be subject to a medical certificate (confirming the inability to work) as may be requested by the Company, will be considered a medical leave for benefit purposes. Any additional leave for special circumstances must be obtained under the provisions of Article a) Upon the provision of one (1) week's notice to the employer, and a copy of the document requiring attendance, any regular, full-time employee who is required to perform Jury Duty, Coroner's Duty or as a Crown Witness or Coroner's Witness on a day which he would normally have worked, will be reimbursed by the Company for the difference between the pay received for Jury Duty, Coroner s Duty/Witness or Crown Witness and his regular straight-time hourly rate of pay for his regularly scheduled hours of work. It is understood that such reimbursement shall not be for hours of work in excess of eight (8) per day or forty (40) per week, less Statutory pay received for Jury Duty, Coroner s Duty/Witness or Crown Witness. The employee will be required to furnish proof of Jury Service and Jury Duty, Coroner s Duty/Witness or Crown Witness pay received. ~ 10 ~

16 b) Hours paid for Jury Duty, Coroner s Duty/Witness or Crown Witness will be counted as hours worked for the purpose of qualifying for vacations and for recognized paid holiday, but will not be counted as hours worked for the purpose of computing overtime An employee desiring an extended leave of absence, without pay, for special reasons, including Compassionate and Military leave, must apply as soon as is reasonably possible prior to the Leave period, stating the reason in writing. Such leaves shall not exceed three (3) months, except upon mutual agreement in writing between the employee and the Employer. In no event will such leave exceed six (6) months. The Employer reserves the sole right to grant or not grant such leaves. In the event a request is denied, the Employer will inform the employee of the reason within five (5) days from the time such request is received. ARTICLE 12 - VACATIONS WITH PAY A vacation with pay will be granted to employees in accordance with the provisions of Alberta Law, except that Vacation Pay will be calculated at four percent (4%) of the employee's total earnings Vacations with pay will be granted as provided in for all employees with less than three (3) years' continuous service. Employees having three (3) or more years of continuous service, who qualify for a vacation, will be eligible for three (3) weeks and vacation pay will be calculated at six percent (6%) of such employee's total earnings Vacations with pay will be granted as provided in and for all employees with less than ten (10) years continuous service. Employees having ten (10) or more years of continuous service, who qualify for a vacation, will be eligible for four (4) weeks and vacation pay will be calculated at eight percent (8%) of such employee's total earnings An Employee is eligible for vacation on his anniversary date of employment, and these earned vacations shall be scheduled in the twelve (12) months following such anniversary date. During April of each year, a vacation schedule shall be prepared. Employees wishing summer vacations (June 1 st to September 30 th ) shall be governed by the following procedures: a) The timing of vacations will be mutually arranged between employees and their respective foremen. Granting of vacation is subject to the operational needs of the Employer, and the seniority of the employee. b) For the purpose of scheduling vacation time between June 1 and September 30, a vacation list will be posted on April 1 so that all employees may indicate their choice of vacation time. The vacation list will be taken down after fifteen (15) working days and priority will be given to allow senior employees their first choice (up to two (2) weeks) provided their names have been entered on the list. c) Once the vacation list has been taken down, vacation requests shall be on a "first come" basis. ~ 11 ~

17 d) Employees who do not qualify for annual vacation (less than twelve (12) months employment) may, upon qualifying for annual vacation, choose any vacant vacation period that is open at that time. e) When an employee changes his vacation period, he will be considered as having taken his vacation for the period he originally scheduled for subsequent vacation bidding If a Statutory Holiday falls during an employees' vacation period, he shall receive an additional day of vacation pay Provided the employee shall have returned to his employment no later than the end of the periods set out below, the following shall be considered as days actually worked for determining vacation time for an employee after one (1) year of employment: a) Absence on Workers' Compensation up to a period of one (1) year. b) Absence due to illness up to a period of one (1) year. The employer shall have the right to require a certificate from a qualified medical practitioner. c) Absence due to Bereavement Leave. d) Absence due to time served on Jury Duty, including Coroner's Jury or time served as a Crown Witness or Coroner's Witness. e) Any other absence duly approved by the employer in writing shall be credited towards entitlement for annual vacation For the purpose of this section "Total Earnings" shall include regular wages, overtime premium, shift differential, statutory holiday pay, vacation pay, bereavement pay, jury duty pay. ARTICLE 13 - RECOGNIZED HOLIDAYS Employees will be granted eleven (11) holidays with pay, whether or not the employee works on such holidays. Said holidays shall be: New Year's Day, Good Friday, Victoria Day, Canada Day, Civic Day, Labour Day, Thanksgiving Day, Remembrance Day, Family Day, Christmas Day and Boxing Day Employees who are required to work on the holidays recognized above, will be paid at a rate of double time for all hours so worked Should a recognized holiday per fall on a weekend, the Company will observe the holiday on the same day as the Spruce Grove School Board. Should the July 1 st holiday fall on a weekend, the Company will observe the holiday on the following Monday. ~ 12 ~

18 13.04 a) An employee, to qualify for Statutory Holiday pay must have been on the payroll thirty (30) working days during the twelve (12) months preceding and must have worked his last regularly scheduled shift before, and his first regularly scheduled shift after the holiday, unless his absence is due to compensable injury or illness, or due to authorized leave of absence. b) Notwithstanding (a) above, the employee must have worked one (1) day before and one (1) day after the holiday, both of which must fall within a period of sixty (60) calendar days. c) An employee may not receive holiday pay on a day for which he received Worker's Compensation or Short Term Disability premiums Holiday pay will be paid at the rate the employee was paid for the last day worked prior to the holiday. ARTICLE 14 - HEALTH AND WELFARE BENEFITS Employees shall be eligible for Health and Welfare benefits as provided for under after completion of ninety (90) calendar days of employment The company will pay fifty percent (50%) and the Employee will pay fifty percent (50%) of premiums of: a) Alberta Health Care b) Dental Plan The dental plan will continue coverage as currently provided: c) Life Insurance Basic Dental Services - 80% Prosthetics, Crowns and Bridges - 50% Orthodontics - 50% The group life insurance plan will provide coverage in the amount of $80,000 on the first of the month following date of ratification. d) Accidental Death and Dismemberment The Accidental Death and Dismemberment insurance will provide coverage in the amount of $80,000 on the first of the month following date of ratification. e) Weekly Indemnity (short-term disability) Weekly indemnity coverage to provide coverage as follows: ~ 13 ~

19 1 st day - accident or hospitalization 4 th day - sickness 17 week duration The maximum payable under this contract shall be equal to sixty percent (60%) of the basic weekly earnings to the current employment insurance commission maximum and any subsequent increase to the maximum. f) Long Term Disability The long-term disability program based on sixty percent (60%) of an employees regular weekly earnings up to a maximum of $250 per week (on April 1, 2003 this maximum will increase to $300 per week) non-taxable or eighty-five percent (85%) of pre-disability take home pay (whichever is lower), with a cost of living adjustment (COLA) of up to three percent (3%) per year, based on the consumer price index to age sixty (60). g) Extended Health Care The extended health care coverage will continue as currently provided. Effective February 1, 2014, a pay direct drug card with (mandatory generic) will be added to the extended health care coverage The Health and Welfare benefits coverage shall terminate as follows: a) In the case of resignation, termination, non-vacation, leaves of absence greater than three (3) weeks, shall end on the employees last day of work. b) In the case of layoffs, for employees with less than one (1) years seniority, coverage shall end on the last day of the month of layoff, except weekly indemnity and long term disability, which shall end on the employees last day of work. c) In the case of layoffs for employees with more than one (1) years seniority, coverage shall end on the last day of the month following layoff, except weekly indemnity and long term disability, which shall end on the employees last day of work Pension Plan After twenty-four (24) months of employment, employees will be eligible to participate in a "Locked-In" Pension Plan program, where the employer will match employee contributions to a maximum of five percent (5%) of gross earnings. An employee may start participating in the Pension Plan at any time after becoming eligible. Once the employee starts participating continued participation is mandatory. ~ 14 ~

20 14.05 Employees will be allowed to "Opt Out" of the following benefits: Dental Extended Health Care Coverage Any employee, who defers participating in the above two (2) benefits, upon completion of the ninety (90) day waiting period, may opt in at a later date, subject to the insurance carrier approval. Employees who "Opt Out" of the above two (2) benefits after having participated will only be allowed to "Opt Back In" if accepted by the insurance carrier, and will likely be with some conditions. Employees are warned that opting out may preclude future participation Upon completion of probation, in the event any employee purchases safety footwear or, for qualifying employees, outer work wear, the Company shall pay the employee the cost of CSA approved footwear or outer work wear upon supplying a receipt (maximum two (2) submissions per year) up to a maximum of one hundred and fifty dollars ($150.00) per year. If an employee did not receive payment from the Company for safety footwear or outer work wear in the twelve (12) months prior to his anniversary date then the employee may carry forward the one hundred and fifty dollars ($150.00) or portion thereof to the next year. At no time shall the amount be carried forward for more than twelve (12) months. Only employees who hold and are deemed qualified in a bid that requires them to work outside qualify for the outer work wear allowance. Anything purchased under this Article must be for use at work, and must be worn at work to qualify for reimbursement. ARTICLE 15- SENIORITY AND JOB POSTING The Company and the Union recognize the principle of seniority subject to competency in the application of seniority in this Article. In the application of seniority, it shall be determined by Plant Seniority. Plant Seniority shall be determined by an employee's length of service with the Company, based on each employee's most recent date of hire. Where two (2) or more employees are hired on the same day, the alphabetical order of the employees last name shall determine their seniority. Notwithstanding anything to the contrary contained in this Agreement, it shall be mutually agreed that all employees are hired on probation, the probationary period to continue for forty-five (45) working days, during which time they are to be considered temporary workers only. Any employee is allowed to accumulate the above forty-five (45) working days in a six (6) month period from his date of first hire a) Upon completion of the probationary period, temporary workers shall be regarded as regular employees and shall be credited with seniority based on service with the Company from the last date on which they were hired. ~ 15 ~

21 b) Once seniority is credited, it will be retained unless an employee has not worked for the Company for twelve (12) months (after considering approved leave of absences per ARTICLE 11). Seniority shall be lost if an employee; (i) (ii) (iii) (iv) (v) quits or resigns; is discharged and not reinstated pursuant to the grievance and arbitration provisions of this Agreement, or; is laid off and fails to return to work within seven (7) working days after he has been notified to do so by registered mail to his last known address. has been laid off for nine (9) months; fails to report to work on a regular scheduled work day and except in the event of an emergency, fails to telephone or otherwise notify the company that he will not report to work; provided, however, that the employee shall not suffer loss of seniority for such infraction unless he, prior to such infraction, has previously during his employment with the company failed to report to work as aforesaid and has received a notice in writing from the company that any further infractions may result in a loss of his seniority. Such notice may be delivered personally to the employee or sent by ordinary mail addressed to his most recent mailing address as recorded on the company's employee records. Such notice will be removed after twelve (12) months from the date of the latest disciplinary notice In all cases of promotion, layoff and recall after layoff, seniority and competence shall be considered. The determination of competence will include consideration of relevant plant experience/skills, demonstrated efficiency and ability with the Company. Where competence is relatively equal, seniority will govern It is agreed that the company must post forthwith all vacancies on the bulletin board for two (2) working days. The posting shall specify what shift the vacancy is on. Only written bids will be accepted. All names of the successful candidates shall be posted. The Company shall provide the Plant Committee Chairperson with a listing of all employees who posted on the vacancy. Each successful candidate shall be given a trial period of fifteen (15) working days, during which period he may voluntarily or for good cause be sent back to his original job. The only exceptions to this clause which do not require posting are: a) Basic rate jobs (Bracket A) or; b) Temporary replacements of fifteen (15) working days or less, necessitated by illness, injury or other leave of absences, or; c) Temporary replacements of longer than fifteen (15) working days for employees on vacation. ~ 16 ~

22 Employees temporarily transferred to a higher wage bracket, as provided above, for any period of six (6) consecutive hours or more will receive a sixty cents ($0.60) per hour premium for all hours worked in the temporary position It is hereby agreed that when rehiring all employees laid off due to seasonal shutdown or reduction in the working forces, they will be notified by registered letter to the employee's last known address at least seven (7) days before restart of operations and they shall be rehired in the order of their plant seniority provided they have the ability to perform the work required, and they reply to the notice in the affirmative within ninety-six (96) hours of the notice being sent out and appear for work not later than the end of the above stated seven (7) day period. It is agreed that all employees shall, upon returning to employment within the required number of days of being notified by the Company, retain all seniority rights. It shall be the employees' responsibility to keep the Company informed of their addresses during the layoff It is agreed when hiring new employees, returning employees with suitable qualifications shall be given preferential consideration The Company shall supply to the Union a complete seniority list every three (3) months. The Company will advise the Union monthly of all additions and deletions The company will notify employees of layoff at least one (1) week in advance and employees will receive their separation slips forth with upon layoff Any signing bonus, or special payments, shall be subject to successful completion of the probationary period, and if on layoff, such payments shall not be payable until return to work for at least two (2) days. ARTICLE 16 - HEALTH AND SAFETY The Company and the Union agree that it is the responsibility and obligation of all parties to create and maintain a healthy and safe working environment. The employer and the employees will cooperate to assure safe working methods and conditions and devise plans for furtherance of safety measures. All employees are expected to report immediately any unsafe equipment or workplace conditions to ensure no employee ever operates unsafe equipment or works in unsafe conditions. The program depends on the cooperation and efforts of all parties a) The Management shall maintain a Health and Safety Committee consisting of not more than five (5) members nor less than three (3) members. b) Such Health and Safety Committee shall consist of an equal number of representatives of the Employer and of the employees. Employee representatives will be elected by a vote supervised by the Union. c) Employee representatives shall be regular employees in the operation other than probationary employees. ~ 17 ~

23 d) The make up of this committee may be changed by mutual consent The general duties of the Health and Safety Committee shall be as directed by the regulations made pursuant to the Occupational Health and Safety Act, and shall include considering and developing policies and procedures to ensure timely accident and incident investigations, employee orientation and health and safety practices; and working alone policies and the promotion of safety awareness in the workplace The Company will pay for Health and Safety meetings as if they were regular hours worked, and employees' time will not be deducted for attending such meetings or investigations into accidents Where Company-wide testing of employees is to be done, it will be performed during regular working hours, without loss of pay while undergoing testing The Company shall have a minimum of two (2) first aid persons on site during each regular shift. Appropriate employees shall be selected to take first aid training from all employees requesting first aid training. The company will encourage training for more than the required two (2) first-aiders. The Company shall pay the cost of the first aid course and the regular rate of pay to the employee for the length of time of the course. Employees who have successfully completed a first aid course shall be given preference to upgrade their first aid training. ARTICLE 17 - GENERAL PROVISIONS The employer will provide a hammer and tape measure. The employer will replace these tools when a broken item, resulting from normal wear and tear is returned. A refundable deposit of twenty-five dollars ($25.00) will be provided by the employee by way of a payroll deduction for these tools Official Union representatives may only obtain access to the Company operations by obtaining written permission which will be granted by the Company on request, subject to such terms and conditions as may be laid down by the Company All other provisions including letters of understanding are to remain as set out in the collective agreement between the parties The Employer and the Union acknowledge that private information, as defined in the Governments privacy legislation, shall be collected, retained, and used by the parties for the purposes of managing the operations, providing and managing benefits, complying with government information requirements and representing employees. ~ 18 ~

24 ARTICLE 18 - CONTRACTING OUT a) The Company prefers to have bargaining unit work done by its employees; b) In the event that economic conditions warrant that certain work is proposed to be done by outside contractors, a Union-Management Committee of two (2) representatives each shall meet within ten (10) days of such proposal and shall review the proposal in terms of the following criteria: (i) (ii) (iii) (iv) (v) adverse effect on employees; availability of required skills, major equipment and capacity; duration and frequency of the job; urgency of the job; relative cost comparison. (c) In the event that the committee cannot agree to the proposal, any member of the committee may submit a grievance at step three (3) of the grievance procedure. ARTICLE 19 - DURATION OF THE AGREEMENT This Agreement shall be effective on and after the 1st day of August, 2017, up to and including the 31st day of July, 2019, and thereafter from year to year unless ninety (90) days written notice to commence collective bargaining for amendments is given by either party. The notice required hereunder shall be validly and sufficiently served at the office of the Company and the Local Office of the Union at least ninety (90) days prior to the expiry date of the Agreement. If no agreement is reached at the expiration of this Agreement and notice to commence collective bargaining has been served as set out above, the Agreement shall remain in effect until an agreement is reached or until a strike/lockout commences, whichever occurs first. EXECUTED by the Authorized Representatives of the parties this 11 th day of April, WINTERBURN TRUSS UNITED STEELWORKERS, Local Acheson, Alberta Edmonton, Alberta Robert Adria Anthony Schluter Ivana Niblett Dale Hutchinson ~ 19 ~