collective agreement b e t w e e n: martinrea … · 2018-11-15 · article 2 recognition 2.01 the...

COLLECTIVE AGREEMENT

B E T W E E N:

MARTINREA AUTOMOTIVE SYSTEMS CANADA LTD.

(referred to hereinafter as "The Company")

- AND -

UNIFOR AND ITS LOCAL 27

(referred to hereinafter as "The Union")

TABLE OF CONTENTS

ARTICLE 1 PURPOSE OF AGREEMENT ........................................................... 1

ARTICLE 2 RECOGNITION ................................................................................. 1

ARTICLE 3 NO DISCRIMINATION/HARASSMENT ............................................. 1

ARTICLE 4 MANAGEMENT RIGHTS .................................................................. 2

ARTICLE 5 UNION SECURITY AND CHECK-OFF .............................................. 2

ARTICLE 6 UNION REPRESENTATION ............................................................. 3

ARTICLE 7 GRIEVANCE PROCEDURE ............................................................. 5

ARTICLE 8 ARBITRATION .................................................................................. 6

ARTICLE 9 DISCIPLINE ...................................................................................... 8

ARTICLE 10 NO STRIKES – NO LOCKOUTS ....................................................... 8

ARTICLE 11 PROBATIONARY PERIOD ............................................................... 8

ARTICLE 12 SENIORITY ....................................................................................... 9

ARTICLE 13 JOB POSTING ................................................................................ 10

ARTICLE 14 LAYOFF AND RECALL ................................................................... 11

ARTICLE 15 LEAVES OF ABSENCE .................................................................. 12

ARTICLE 16 HOURS OF WORK & OVERTIME .................................................. 13

ARTICLE 17 WORK BY NON-BARGAINING UNIT EMPLOYEES ....................... 15

ARTICLE 18 AGENDA MEETINGS ..................................................................... 16

ARTICLE 19 NEW CLASSIFICATIONS ............................................................... 16

ARTICLE 20 PAYROLL PERIOD ......................................................................... 16

ARTICLE 21 HEALTH & SAFETY ........................................................................ 17

ARTICLE 22 NEW TECHNOLOGY ...................................................................... 18

ARTICLE 23 COMMON-LAW RELATIONSHIP .................................................... 19

ARTICLE 24 SWITCHING SHIFTS ...................................................................... 19

ARTICLE 25 SUBSTANCE ABUSE COMMITTEE ............................................... 19

ARTICLE 26 WOMEN’S ADVOCATE .................................................................. 20

ARTICLE 27 BULLETIN BOARDS ....................................................................... 20

ARTICLE 28 BEREAVEMENT LEAVE ................................................................. 20

ARTICLE 29 JURY DUTY/CROWN WITNESS LEAVE ........................................ 21

ARTICLE 30 REPORT IN PAY............................................................................. 21

ARTICLE 31 CALL IN PAY .................................................................................. 22

ARTICLE 32 VACATION WITH PAY .................................................................... 22

ARTICLE 33 PAID HOLIDAYS ............................................................................. 23

ARTICLE 34 SAFETY GLASSES ......................................................................... 24

ARTICLE 35 SAFETY SHOES ............................................................................. 24

ARTICLE 36 DOCTOR'S NOTES ........................................................................ 25

ARTICLE 37 BENEFITS....................................................................................... 25

ARTICLE 38 WAGES ........................................................................................... 25

ARTICLE 39 TERMINATION ............................................................................... 25

ARTICLE 40 PLANT CLOSURE .......................................................................... 25

SCHEDULE "A" WAGES ....................................................................................................................... 27

SCHEDULE "B" BENEFITS ................................................................................................................... 27

LETTER OF UNDERSTANDING #1 ............................................................................ 30

LETTER OF UNDERSTANDING #2 ............................................................................ 29

APPENDIX "A" COORDINATION WITH CUSTOMER HOLIDAY SCHEDULE ..................................... 30

ARTICLE 1 PURPOSE OF AGREEMENT

1.01 It is mutually agreed that the purpose and intent of this Agreement is to promote co-operation and harmony between the Company and the Employees and to secure for the parties the full benefits of orderly Collective Bargaining; to recognize mutual interests and to provide a channel through which information and problems may be transmitted from one to the other, and to provide an amicable method for the fair and peaceful disposition of all Grievances; to promote efficiency in the production of quality products at a competitive price and to set forth the conditions of employment to be observed by the parties.

1.02 The parties recognize that the success of the Ingersoll Plant and the job security for the employees depends upon the Company’s success in building competitive quality products and maintaining a viable business operation.

1.03 Where the male pronoun is used in this Agreement, it is understood to apply to female employees as well.

ARTICLE 2 RECOGNITION

2.01 The Company hereby recognizes the Union as the sole and exclusive bargaining agent of all employees of the Company employed at the Ingersoll location save and except supervisors, persons above the rank of supervisor, office, clerical and sales staff and persons regularly employed for not more than twenty four hours per week.

ARTICLE 3 NO DISCRIMINATION/HARASSMENT

3.01 There shall be no discrimination, interference, restraint, or coercion by or on behalf of the Company regarding any employee because of membership in the Union. The Union, its members and/or agents shall not intimidate or coerce, or attempt to intimidate any employee of the Company and shall not, on Company time or premises, conduct Union activity except as herein expressly provided.

3.02 (a) The Company, the Union and employees will not discriminate against any employee with regard to an individual’s membership in a legally protected class such as age, race, colour, sex, religion, national origin, marital status or disability. Illegal harassment is a form of discrimination. The parties agree that harassment is a serious problem that is commonly defined as engaging in a course of comments or conduct that is known or ought to reasonably be known to be unwelcome.

All Company employees will abide by the Company’s Zero Tolerance Harassment Policy.

(b) The Company will recognize a Harassment Committee consisting of one (1) Company representative and one (1) Worker representative.

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ARTICLE 4 MANAGEMENT RIGHTS

4.01 The Union acknowledges the right of the Company to hire, promote, transfer, demote and layoff seniority employees and suspend, discharge, or otherwise discipline seniority employees for just cause subject to the right of any seniority employee to lodge a grievance.

4.02 The Union further acknowledges the right of the Company to operate and manage its business in all respects and to determine the location of its business, the products to be manufactured, equipment to be used, the scheduling of its production and its methods, processes, to establish and change production standards and means of manufacturing. Such changes will be discussed with the Union. The Union may grieve such under the terms of this Collective Agreement.

4.03 The Union further acknowledges the right of the Company to make and alter from time to time the rules and regulations to be observed by the employees. These rules and regulations shall not be inconsistent with provisions of the Agreement.

4.04 Nothing in this Agreement shall be deemed to restrict management in any way in the performance of all functions of management, except those specifically abridged or modified by this Agreement.

ARTICLE 5 UNION SECURITY AND CHECK-OFF

5.01 All present seniority employees who are currently members of the Union will be required to continue to be members of the Union as a condition of employment for the duration of the agreement.

5.02 Present probationary employees and newly hired employees upon completion of their probationary period, shall become members of the Union, and will be required to continue to be members of the Union as a condition of employment for the duration of this Agreement.

5.03 The Company will deduct from the pay of each employee, after completion of the probationary period, the monthly dues and other assessments authorized by the constitution of the Union. The initiation fee shall be taken off the following pay period after the employee has completed his probationary period for those employees who choose to join the Union. This deduction will be shown on a separate column on the Union dues list prescribed in 5.04.

The Union dues shall be taken off the following pay period after an employee has worked 40 hours in any one calendar month. Union dues shall be calculated on the basis of the average of an employee’s total earnings as defined in the constitution and by-laws of the national and local Union for the previous calendar month.

The Union will notify the Company, in writing, at least two (2) weeks in advance of the relevant month of any changes in monthly dues deductions to be made.

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The Company agrees to include on an employee’s T4 slip for income tax purposes the total Union dues paid for the year, excluding any initiation fees.

5.04 A list of the total number of employees, along with all sums deducted as above shall be remitted by the Company to the financial secretary of the local Union by the 15th of the month following the month in which the deductions were made.

This list will contain employees’ names, payroll numbers, along with the amount of such deductions and the reason, if any, why no deductions were made from certain employees. This list will also indicate any employee whose employment is terminated, transferred out of the bargaining unit, on layoff, leave of absence, or died.

5.05 The Union shall indemnify and save the Company harmless against any and all claims, demands, suits and other forms of liability that arise out of or by reason of any action taken or not taken by the Company for the purpose of complying with any of the provisions of this Article, or in reliance on any lists, notice or assessment furnished under such provisions.

ARTICLE 6 UNION REPRESENTATION

6.01 The Company acknowledges the right of the Union members employed by the Company to appoint or otherwise select from the plant union membership a Plant Committee composed of not more than three (3) committee persons (at least one of whom shall be the Plant Committee Chairperson) who shall have at least six (6) months continuous service with the Company. The Company will recognize the said committee for the purpose of handling any grievance or bargaining on any matter properly arising from time to time during the continuance of the agreement, including the negotiating of amendments for a new contract. The Union will have the right to appoint and the Company will recognize an Alternate Committee Person on any shift where no regular committee person is on a shift. The Union will post the names of alternate committee persons.

6.02 (a) The plant committee will constitute the bargaining committee for the purpose of negotiations with the Company.

(b) The UNIFOR National Representative and/or Local Representative will be present at contract negotiations.

6.03 The election of in-plant Committee Persons and executive board members shall be held on Company premises. Prior to the election, the Plant Committee Chairperson and the Manager of Human Resources will determine suitable location, times and date for voting. Voting will not be conducted on Company time.

6.04 A Committee Person will adhere to the following procedures:

(a) S/he must request and receive permission from his supervisor to leave his work for the purpose of presenting and adjusting complaints and grievances arising on his

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shift in accordance with the grievance procedure provided herein and to attend any regularly scheduled meetings with Company representatives, or for any other meeting for which prior consent of the Manager of Human Resources is required. Such permission shall not be unreasonably withheld.

The Company will have a reasonable period of time to provide a suitable replacement when required for continuance of production. The Committee Person must inform his supervisor as to the nature of his business, the destination and probable duration of his absence. The Committee Person will promptly report back to work and report to his supervisor once s/he has completed Union business.

(b) When an employee wishes to see a Committee Person s/he shall notify his supervisor who will inform the committee person of the request within a reasonable amount of time.

6.05 In the application of this article there shall be no suspension of work by any employee without the express permission of the employee’s immediate supervisor.

6.06 The Union recognizes and agrees that the employees covered by this article have regular duties to perform in connection with their employment and therefore the business of administering this Agreement will be carried out with the least possible lost time from such regular duties. Committee Persons covered under this article will receive their normal rate of pay while performing Union business.

6.07 The Union agrees to notify the Company in writing, the names of in-plant Committee Persons and Executive Members and any changes thereof.

6.08 Unpaid time lost by a member of the Plant Committee on Union business will, in the first instance, be paid by the Company and a bill will be sent to the Union for prompt reimbursement.

6.09 The Company will recognize alternates on shifts where no Committee Person is working, subject to Article 6.01.

6.10 The Company will make every effort consistent with its business operations to provide a suitable meeting place for meetings between its officials and the Plant Committee when necessary during regular working hours.

Note:

A union office has been provided in accordance with the discussion held between the parties.

6.11 The Chairperson of the Plant committee shall maintain day shift and hold job classification seniority.

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6.12 Upon completion of the Chairperson’s term s/he will return back to his original classification and job if it still exists or to a job posting awarded during his term of office.

6.13 The remainder of the Plant Committee will be maintained on the shift that they were elected on and will rotate on their regular rotation. In the event there are meetings called where the Representatives are to be present, they will be compensated at the appropriate rate.

6.14 The Company may grant, upon the request of the President of the local Union or the Plant Committee Chairperson, permission for up to five (5) employees in total to leave the plant at any one time, subject to the proper operation of the business, and provided such request is made in writing at least five (5) working days in advance to the Human Resources Manager or his designate. Such approved leaves will be granted without pay.

6.15 The Employer will release within an hour, a Union representative to deal with legitimate union issues: where possible.

ARTICLE 7 GRIEVANCE PROCEDURE

7.01 A grievance shall consist of any written complaint, disagreement or difference of opinion between the Company and the Union, or between the Company and an employee with seniority who has served the probationary period covered by this Agreement. Written grievances in respect to the Collective Agreement must state which specific clause or clauses have been alleged to be violated or misinterpreted.

7.02 Either the Company or the Union may file a policy grievance concerning the interpretation, application, operation or alleged violation of this Agreement on a matter arising directly between the Union and the Company within five (5) working days of such party having knowledge or should have reasonably become aware of such incident giving rise to the grievance. Such grievances shall commence at Step Two of the procedure set out below in this Article.

7.03 It is understood and agreed that an employee does not have a formal grievance until the employee has discussed the matter with the employee's supervisor within two (2) working days of the employee having knowledge of the incident giving rise to the complaint and given the supervisor an opportunity of dealing with the complaint. The supervisor shall respond to the employee within two (2) working days.

7.04 The procedure for adjustment of grievances and disputes by an employee shall be as follows:

(a) Step One:

Failing settlement of article 7.03, a grievance may, within three (3) working days, be submitted in writing on a form provided by the Company, setting out the nature of

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the grievance, the section or sections of the Collective Agreement claimed violated, and the remedies sought. .The grievance must be submitted to the Labour Relations Manager.. Within the next three (3) working days, the Labour Relations Manager shall schedule a meeting with the Union Committee person who filed the grievance and the Plant Chair. The Labour Relations Manager will answer the grievance, in writing to the Union, within three (3) working days following the meeting.

(b) Step Two:

If no agreement is reached at Step One, then within five (5) working days of that decision, the grievance may be referred to the Plant Manager to schedule a grievance meeting. The grievance will then be discussed between the Plant Committee and the General Manager and/or Labour Relations Manager. Within five (5) working days, of such discussions, the Company shall provide a written answer on the grievance to the National Representative. At this meeting the National Representative of the Union may attend.

(c) Step Three:

If the Union and the Company cannot reach a settlement in Step Two, either party may, within ten (10) working days of receiving the reply at Step Three, submit the grievance to arbitration.

7.05 Any grievance not carried to the next step within the time limits prescribed herein, or within such extensions as may have been agreed to in writing, shall be automatically settled on the basis of the last response given by the Company. These grievances will be settled without precedent or prejudice to any other case. Grievances not responded to within the time limits may be processed to the next step by the moving party.

7.06 Where a grievance involves the payment of back wages and the employee’s grievance has been allowed, the Company will be required to pay back wages from the time mutually agreed upon during the settlement of the grievance, but never sooner than the established time the grievance was brought to the attention of the Joint Employer by the aggrieved employee.

ARTICLE 8 ARBITRATION

8.01 In the event that arbitration of a grievance which has been properly processed through the grievance procedure is desired by either party, then the other party shall be notified in writing not later than the ten (10) days outlined in Step Four of the grievance procedure.

8.02 The parties agree that the Arbitrator shall be selected in order listed below from a panel of the following four (4) arbitrators:

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(i) Rick McDowell

(ii) Tim Armstrong

(iii) Maureen K. Saltman

(iv) Wes Rayner

8.03 Should any of the Arbitrators constituting the above-mentioned panel of Arbitrators withdraw or resign from the panel, then the party who nominated the Arbitrator who has withdrawn or resigned, shall forthwith submit to the other party to this Agreement, a list of four (4) nominees from which shall be selected one (1) nominee to replace the Arbitrator who has withdrawn or resigned.

8.04 The Arbitrators shall act singly with respect to each grievance that is referred to Arbitration.

8.05 Except where otherwise provided for in this Agreement, each of the parties hereto will bear its own expense with respect to any arbitration proceedings. The parties hereto will bear jointly the expenses of the Arbitrator on an equal basis.

8.06 Grievances referred to arbitration will be presented to the Arbitrators identified in Article 8.02 who will be in order listed above. Only grievances relating to the same violation or alleged violation of this Agreement may be grouped for such arbitration hearing before the appropriate Arbitrator.

8.07 Grievances concerning suspension, discharge and interpretation of the Agreement, may be processed to arbitration prior to all other types of grievances unless mutually agreed otherwise.

8.08 The Arbitrator shall not be authorized, nor shall the Arbitrator assume authority, to alter, modify, add to or amend any part of this Agreement or to make any decision inconsistent with the provisions thereof except in the case of suspension and discharge where the Arbitrator will have the right to modify the penalty.

8.09 The decision of the Arbitrator shall be final and binding on the parties and any employee affected by it.

8.10 The Union will notify the Human Resources Manager at least 30 days prior to the date of arbitration of the names of bargaining unit employees required to attend arbitration hearings as witnesses. The scheduling of witnesses shall not interfere with the efficient operation of the plant.

8.11 All time limits referred to under the Grievance and Arbitration Procedures herein may, at any time, be extended by written agreement between the Company and Union.

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ARTICLE 9 DISCIPLINE

9.01 When any employee is called for an interview for work record counselling or for disciplinary action, a Union representative will be present, unless the employee requests that the Union representative not be present.

9.02 In the event that the employee is disciplined, the Company shall notify the Union in writing after any disciplinary action has been imposed stating the reason or reasons for such disciplinary action and the type of discipline imposed.

9.03 If the Company determines that discipline is warranted, the employee will be granted a reasonable period of time to discuss the matter with his union representative if s/he so requests if circumstances permit. (e.g. violent behaviour).

9.04 When disciplinary action has been issued against an employee, documentation shall remain against the record of an employee for a period of twelve (12) working months. At the expiration of the time periods stated above, the discussion and disciplinary records of the employee will be permanently removed.

9.05 When an employee is suspended for any length of time, Saturdays will be counted as one day of the suspension if the Saturday is fully scheduled or if the employee was scheduled to work.

ARTICLE 10 NO STRIKES – NO LOCKOUTS

10.01 The parties hereto agree that there shall be no strikes, work stoppages, work slowdown or lockouts.

10.02 The words, “strike” and “lock-out” used herein, are agreed to have the meaning defined in the Labour Relations Act S.O. 1995, c.I. Schedule “A” as amended.

ARTICLE 11 PROBATIONARY PERIOD

11.01 The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The Company uses this period to evaluate associate capabilities, work habits, and overall performance.

11.02 All new employees work on a probationary basis for the first eighty (80) working days after the date of hire. If the Joint Employer determines that the probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for a specified period, by mutual agreement. Once an employee completes the probationary period s/he shall be deemed a senior employee (“Senior Employee”).

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11.03 After completion of the above probationary period, the employee shall be assigned a seniority date from his first day of employment. The discharge, discipline, layoff or transfer of a probationary employee shall be at the sole discretion of the Company and the matter will not be grievable or arbitrable. The employee will however have the right to have his case reviewed by the Manager of Human Resources.

11.04 When two (2) or more seniority employees have the same seniority date, seniority shall be determined by clock number. Employees hired on the same date after ratification date will be assigned clock numbers by employee’s last name in alphabetical order on date of hire.

ARTICLE 12 SENIORITY

12.01 The Company will post an accurate up-to-date seniority list bi-annually.

12.02 Loss of Seniority:

The seniority of an employee shall be lost and the employment of such employee terminated for any one of the following reasons:

(a) if the employee quits.

(b) if the employee is discharged and the employee is not reinstated through the grievance procedure process.

(c) if an employee is laid off from the Company for a period of thirty six (36) months, or his seniority whichever is the lesser.

(d) if any employee fails to report to work when recalled from layoff within three (3) consecutive working days following notice to report by the Company by registered mail to the employee’s last known address, unless the employee furnishes legitimate reasons to the Company for such failure.

(e) if an employee is absent from work for three (3) consecutive working days without notifying the Company the reason for the absence, unless the employee furnishes reasons satisfactory to the Company for such failure.

(f) if an employee accepts other employment while on Leave of Absence without the express permission of the Company.

(g) if an employee retires.

(h) if an employee remains absent from work after the end of a Leave of Absence granted under this Agreement, unless the employee furnishes reasons satisfactory to the Company for such failure.

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(i) if an employee is absent from work for more than twenty-four (24) months due to accident or illness, subject to the provision of the Human Rights Code. This does not exclude the employer from its duty to accommodate.

12.03 An employee transferred to a position outside the bargaining unit will accumulate seniority for six (6) months. Following six (6) months, if the employee returns to the bargaining unit, any time in excess of six (6) months shall not be counted for seniority purposes.

ARTICLE 13 JOB POSTING

13.01 Whenever a vacancy is created within a classification, notices shall be posted on the bulletin board for a period of three (3) days. An employee wishing to apply may do so on a form provided within this period. The decision to fill such vacancy shall be on the basis of the skill and ability of the applicants and where the applicants have relatively equal qualities as set out herein, seniority shall govern. An employee who is transferred as a result of a job posting will not be eligible to apply for another job for a period of six (6) months, unless the posted vacancy is to a higher rate of pay classification. An employee who has been disqualified by the Company during the trial period, may apply for a different job classification within the six (6) month period.

(a) The posting will identify the following details as applicable:

(i) Shift;

(ii) Classification;

(iii) Number of openings;

(iv) Qualifications necessary to do the job;

(v) Name of person to apply to; and

(vi) Date and time to post and close the bid.

(vii) testing when applicable. It is agreed that if any testing is required, the awarding of the job will be to the person with seniority who meets the minimum requirements of the job.

Testing will be reviewed and agreed upon by both the Company and the Union.

(b) A seniority employee who wishes to apply for the job posting shall submit his application to the Human Resources Manager or designate and shall retain a copy of his application. A copy of all job postings and applications will be given to the Plant Chairperson.

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13.02 Probationary employees shall not be eligible to bid for jobs during their probationary period. However, this in no way restricts the Company from utilizing them on jobs to see where they can be fitted in as employees.

13.03 The Company will properly familiarize the successful applicant with the duties of the classification. Whenever there are no qualified applicants for a vacancy, the Company may fill the vacancy at the Company’s discretion. If the employee is unable to satisfactorily perform the duties of the classification within a familiarization period of up to ten (10) days, the employee will be returned to the employee’s former job posting. Upon successful completion of the ten (10) day assessment period the employee will be reimbursed $1.00 under the job rate with an increase to full rate after ninety (90) working days in the position.

13.04 Employees who have been disqualified or have given up their position may not apply for the same job classification for a period of twelve (12) months unless mutually agreed.

13.05 In the event a job posting is cancelled, the Company will inform the Union, in writing, the reason for the cancellation.

13.06 Temporary work assignments of thirty-six (36) working days or less shall be filled at the Company’s discretion unless there is a designated back-up on that shift.

13.07 Backup Job Posting – The employer will post all back up positions as per the job posting articles. The back-up, while performing the duties of the new job will be paid the full wage rate.

13.08 Team Leaders – The employer will post team leaders as per the job posting articles. Team leaders will not issue discipline or pass on information to management regarding disciplinary issues.

ARTICLE 14 LAYOFF AND RECALL

14.01 In the event of a reduction in the number of employees in the plant, the employees to be laid off shall be given five (5) working days notice of layoff except in circumstances which are beyond the control of the Company.

14.02 Layoffs shall be carried out as follows:

(a) In short term layoffs of three (3) working days or less duration, on direction of the customer, the Company may lay off by shift, or partial shift as circumstances dictate. If the layoff is of a partial shift, seniority shall govern.

(b) In layoffs in excess of three (3) working days, employees having greater amounts of seniority shall be retained at work over employees having lesser amounts of

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seniority provided they are willing and able and have the skill and ability to perform the work.

14.03 The Company will provide a sign up form for available jobs. The assignment of such jobs shall be in accordance with article 14.02.

14.04 Any employee who is transferred to another job because of a layoff shall be paid the applicable job rate while so employed.

14.05 In the event of a recall, employees shall be recalled by seniority provided the employees have the skill and ability to perform the work.

14.06 Notwithstanding their seniority status, the Plant Committee, in the event of a layoff shall continue at work as long as work is available which they are willing and able and have the skill and ability to perform.

ARTICLE 15 LEAVES OF ABSENCE

15.01 A personal leave of absence must be requested and approved in writing, two (2) weeks in advance (except in emergencies) by the Manager of Human Resources or his designate on the forms provided. Employees may be granted reasonable, unpaid leaves of absence for personal reasons. Any vacation time must be taken prior to the leave of absence.

15.02 Pregnancy/Parental Leave of Absence: will be available to any employee in accordance with the Employment Standards Act. Seniority will accumulate during the period of pregnancy/parental leave. Before returning to work, following the pregnancy leave, the employee must provide the Company with a physician’s certificate stating that she is fit to return to their normal duties, at least ten (10) working days prior to the date of return.

15.03 Medical Leave: An employee with seniority who is unable to work because of illness or injury shall provide the Company with satisfactory medical evidence that supports the disability from all bargaining unit jobs in the workplace. If a dispute arises as to the extent of the employee’s disability, the parties agree to have the employee assessed by an independent medical specialist selected by the Company. The specialist’s report will be binding on the parties. The Company will bear the cost of the independent specialist.

15.04 After a leave of absence, except where otherwise provided in this Agreement, an employee will be placed into his former classification if it still exists, seniority permitting.

15.05 Union Leave: Any employee with seniority elected or appointed to Union office or selected for other Union activities by the national Union, local Union, the Ontario Federation of Labour, or the Canadian Labour Congress, shall be granted an unpaid

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leave of absence for a period of one (1) year with extension privileges, providing however, that such employee shall renew their leave of absence annually.

ARTICLE 16 HOURS OF WORK & OVERTIME

16.01 This article is intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week, or of days of work per week.

16.02 The work week will consist of eight (8) working hours per day Monday through Friday on a regularly scheduled rotating basis (subject to Article 16.03).

Each shift will include:

(i) A twenty (20) minute paid lunch period.

(ii) A ten (10) minute paid rest period for all employees shall be scheduled each half shift.

16.03 In the event it becomes necessary for the Company, because of customer requirements, to change the starting and stopping times of the normal shifts, or establish new shifts, or work weeks, the Company will review such change with the Plant Committee five (5) working days in advance, if possible, before such changes are affected. For example, if the customer reverts to a two shift or a one shift operation with a one-half hour unpaid lunch period, such new shift schedule will be implemented. Employees will be given at least five (5) working days notice, unless the customer does not give the Company such advance notice.

16.04 Overtime premiums shall be established as follows:

(a) Time and one-half will be paid for all time worked by an employee in excess of forty (40) hours in the working week. Approved absences including Dr.s notes or notes proving innocent absenteeism as defined under Emergency leave provisions of the Employment Standards Act will be shown as hours worked for the purposes of determining eligibility..

(b) Overtime premium shall not be paid more than once for any hours worked.

(c) Double time will be paid on Sunday starting from 11:00 p.m. Saturday.

16.05 As far as reasonably practicable, overtime opportunity will be equitably distributed by classification in the work centre on the shift the overtime occurs. If the Company is unable to obtain sufficient employees among those employees in the classification, the opportunity will be given to the employees with the least amount of overtime on the same shift in the work centre, who are capable of performing the work to be done without training.

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16.06 If the Company is still unable to obtain sufficient employees among those employees on the same shift in the work centre, the opportunity will be given to employees on the same shift within the plant who have the ability to perform the work.

16.07 If the Company is unable to obtain sufficient employees to work overtime on a designated shift, the Company is allowed to canvass plant-wide on all shifts.

16.08 Overtime work performed outside the normal job scope of a classification will be offered to employees with the lowest overtime hours on the shift provided they have the skill and ability to do the work.

16.09 An employee who is absent from work for any reason when overtime is being distributed and who would have been requested to work, shall be charged with the overtime hours so scheduled for the purpose of determining future overtime distribution.

16.10 An employee who has accepted an overtime assignment and fails to report for work shall be charged an additional number of hours equal to that number of hours originally scheduled for the purpose of determining future overtime distribution, and may be subject to discipline.

16.11 The Company will maintain up to date records of the overtime worked in each work centre and these records shall be printed each Wednesday by 5:00 p.m. throughout the bargaining unit.

16.12 Any employee entering the classification shall be charged with the highest hours of overtime in the classification in the work centre on the shift for the purpose of determining future overtime distribution.

16.13 In the case of an emergency or if insufficient volunteers are available to work, overtime will be mandatory by reverse seniority until sufficient coverage is achieved. It is understood that employees will not be required to work over forty-eight (48) hours per week. Due to working conditions and customer demands, the assembly area associates do not have the privilege of overtime refusal, but will be allowed the following: nine( 9) prearranged refusals per year, with a maximum of two per quarter excluding 3rd quarter (July, Aug, Sept) in which employees are granted 3 prearranged refusal, and a maximum of 3 employees per shift. All prearranged refusals must be submitted in writing. The Company will not accept any submitted refusals more than three (3) weeks in advance of the scheduled overtime date.

16.14 An employee working overtime shall be paid the shift premium if applicable, for any hours worked. The shift premium shall not, however, be included in the premium pay calculation.

16.15 The Company and the Union will set up a policy on distribution and equalization of overtime within classification and shifts. This policy will be formatted so that there will not be a variance of more than thirty-six (36) hours separating any employees in their classification and shift.

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16.16 Voluntary overtime that is offered will be equitably distributed by classification on the shift the overtime occurs.

a) When an employee currently at work is being asked for overtime the employee will be required to sign yes or no for verification.

b) If the Company knows three (3) or more days in advance of voluntary overtime a list will be posted in the cafeteria and it is the employee’s responsibility to sign yes or no to the overtime being offered. The list will be posted for 24 hours and will then be removed. It will be the employee’s responsibility to check the board on a daily basis for any such overtime lists.

c) If voluntary overtime is required on a non-regular scheduled work day, the overtime will be first offered to the shift that is currently working the shift that the overtime is to be performed on. (For example if there is to be a day shift on a Saturday the shift that is currently on days will be asked first.)

d) If an employee has switched shifts from his/her original assigned shift then that employee will be added to the shift that they have switched to and will be charged the highest number of hours in that classification on that shift. When this employee returns to his/her original assigned shift they will be charged the highest number of hours in that classification on that shift. This will only affect employees who have switched shifts for one week or more. This will not apply to employees who have switched shifts for less than one week.

e) An employee wishing not to be asked for voluntary overtime may do so by signing a refusal sheet for three (3) months at a time.

f) Overtime will be offered to employees with the lowest amount of hours in order by seniority by class on the shift the overtime occurs.

16.17 When there are no mandatory overtime Saturdays, the employer will rotate the Saturdays by the shifts. Starting with A shift, next would be B shift and then C shift.

When the requirement to work is only one shift on Saturday, than it will also follow the above rotation.

ARTICLE 17 WORK BY NON-BARGAINING UNIT EMPLOYEES

17.01 Supervisors and other employees who are not subject to the provisions of this Agreement shall not perform any work which is normally performed by employees who are subject to the provisions of this Agreement except in the following situations:

(a) in cases of emergency;

(b) in the instruction or training of employees, or in the instruction or training of the supervisor;

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(c) in cases of troubleshooting, process improvement (with maintenance present), equipment failure, plant utility failures;

(d) in cases of prototype validation or engineering changes and the machine or machines are operating satisfactorily and approved for production. A new machine will not be approved for production until a member of the bargaining unit has been trained to operate it.

(e) on an exceptional basis a disruption of delivery of product to the customer will occur. But will oversee activity.

ARTICLE 18 AGENDA MEETINGS

18.01 The Company and the Committee will meet on the first Thursday of each month provided there is an agenda forwarded by the Union forty-eight (48) hours prior to the meeting.

18.02 All matters requiring answers discussed at each meeting will be in writing and given to the Committee and/or the Company within five (5) working days following this meeting.

ARTICLE 19 NEW CLASSIFICATIONS

19.01 Within thirty (30) days before the establishment of a classification not shown in the Agreement, the Joint Employer will discuss with the Union the occupational summary of the job and the classification to which it has been assigned.

19.02 If an agreement cannot be reached the Union shall lodge the appeal in writing to the Human Resources Manager.

19.03 The appeal shall outline the reason or reasons for disputing the description and the classification and wages and these shall be the only subject of the appeal.

19.04 Failing a satisfactory disposition of the appeal, either party may refer the matter to arbitration, as provided in the agreement.

19.05 The arbitrator shall have the right to establish the classification and wage rate in dispute.

ARTICLE 20 PAYROLL PERIOD

20.01 Employees will be paid weekly by direct deposit. A statement of earnings will be issued on the Friday after the end of the pay period.

20.02 The payroll period runs from the beginning of the Monday shift to the end of the Sunday shift, covering the basic workweek. Overtime compensation will be paid in the payroll period it is earned.

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20.03 Payroll stubs will include total earnings and deductions year to date (January to December)

20.04 When an adjustment is required on an employee’s pay exceeding one hundred (100) dollars, money owing will be paid within forty-eight (48) working hours. All other required adjustments will be made on the following pay period.

ARTICLE 21 HEALTH & SAFETY

21.01 To assist in providing a safe and healthful work environment for employees, customers, and visitors, the Company will comply with the Occupational Health & Safety Act and Regulations of Ontario by establishing a workplace safety program. The Joint Health and Safety Committee has the responsibility for implementing, administering, monitoring, and evaluating the safety program. Its success depends on the alertness and personal commitment of all employees of the Company.

21.02 The Company provides information to employees about workplace safety and health issues through regular internal communication channels such as bulletin board postings, memos, or other written communications, and monthly safety talks. A Joint Health and Safety Committee has been established to assist in these activities and to facilitate effective communication between employees and management about workplace safety and health issues.

21.03 Employees and management receive yearly health and safety training. The training covers potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards.

21.04 Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report unsafe conditions to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.

21.05 (a) The Company recognizes its obligations to provide a safe, healthful working environment for the employees.

(b) The Union recognizes its obligation to cooperate in maintaining and improving a safe and healthful work environment.

(c) The parties agree to use their best efforts jointly to achieve these objectives and to comply fully with the existing health and safety legislation.

(d) The parties agree to abide by all provisions of the Occupational Health and Safety Act (R.S.O. 1990 C.O.1) and its regulations.

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21.06 All required personal protective equipment (PPE) is compulsory in areas designated by the Company.

21.07 Where the nature of the task assigned to an employee requires the use of other special equipment or clothing, such other equipment or clothing will be provided by the Company in good repair.

21.08 The Union/Management Health and Safety Committee will be maintained during the life of this Agreement. The Committee shall consist of six (6) members, three (3) of whom shall be appointed by the Company and three (3) of whom shall be appointed or elected by the Union. One (1) of the Union’s Representatives shall be designated as the Union Co-chair and will be provided time as needed to perform required duties. If attendance at meetings on the day shift is required when s/he is on another shift, s/he will be paid for the time required to attend. One Union Health and Safety Representative will be trained as certified Worker Representative, with the cost of such training to be paid by the Company. Extra training will be by mutual agreement and the Company will pay the cost, when agreed.

One Company appointed Health and Safety Representative shall be a trained certified member who shall have the right to exercise a bilateral work stoppage in accordance with the Occupational Health and Safety Act.

21.09 If an employee is injured on the job, s/he will be paid for the balance of the initial shift on which s/he has been sent home or to a hospital or doctor by the Company because of such injury.

21.10 If required, the Company will supply and pay for transportation to the hospital or doctor’s office and then back to the plant and/or the employee’s home.

21.11 In addition to clause 15.01, the Company agrees to provide up to a total of ten (10) working days with pay throughout the term of this agreement for the Union Health and Safety Representatives to participate in UNIFOR Health and Safety Training programs. The Union agrees that the Company Health and Safety Representatives may also participate in the training programs.

21.12 Within three (3) months of full line rate following launch at the new facility the Company will commence ergonomic studies on all production line stations. The Company agrees to hire an outside qualified ergonomist to conduct such studies. All results will be provided to the Joint Health and Safety committee, and upon receiving the results shall make recommendations to reduce or eliminate hazards if any hazards are identified by the ergonomist.

ARTICLE 22 NEW TECHNOLOGY

22.01 The parties agree that with the introduction of new techniques and technologies, it is important that advance planning be made to anticipate skills, needs and training

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required and will be discussed with the Union ninety (90) days in advance of such changes, or such time period as dictated by the customer.

In the case of new technology, the Company will, if the need arises, train employees to operate or maintain this equipment so as to try to not displace employees out of seniority.

ARTICLE 23 COMMON-LAW RELATIONSHIP

23.01 Common law marriages will be recognized where the common law spouse has been registered as a dependant on the Company benefit plans.

23.02 Common law status will also be recognized for any employee who gives written notice to the Company of such a relationship. This relationship will then be recognized as married twelve (12) months from the date such notice is received. Should the law allow a lower qualification time before recognizing common law status, the Company will accept those qualification times.

ARTICLE 24 SWITCHING SHIFTS

24.01 With respect to employees entering into shift exchange agreements for legitimate reasons in a manner that benefits employees on a short-term temporary basis while ensuring the Company is adequately staffed at all times in accordance with the following:

(a) It is agreed that employees wishing to switch shifts will be required to complete and sign a Shift Change Request and submit it for consideration (in such case such consideration will not be unreasonably denied) at least one (1) week in advance, wherever possible. The Company will respond within two (2) working days.

(b) In order to qualify for a shift exchange, it is the responsibility of the employee to arrange with other employees in the same classification, able to perform the same work.

(c) Employees who have arranged to switch shifts are responsible to work the weekend overtime on their new shift.

ARTICLE 25 SUBSTANCE ABUSE COMMITTEE

25.01 The Company will recognize a Substance Abuse committee consisting of one (1) Company representative and one (1) worker representative. Time will be provided on an as-needed basis. The Company representative will not be in a position to initiate disciplinary action to an hourly employee.

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ARTICLE 26 WOMEN’S ADVOCATE

26.01 The parties recognize that female employees may sometimes need to discuss with another woman matters such as violence or abuse at home or workplace harassment.

They may also need to find out about specialized resources in the community, such as counsellors or women’s shelters, to assist them in dealing with these and other issues.

For this reason, the parties agree to recognize the role of the Women’s Advocate in the workplace. The Women’s Advocate will meet with female members as required, to discuss problems with them and refer them to the appropriate community agency when necessary. The Company will provide access to a private area so that confidentiality can be maintained when a female employee is meeting with the Women’s Advocate.

The Women’s Advocate may participate in an annual two day training program, including travel.

ARTICLE 27 BULLETIN BOARDS

27.01 The Union will have access to the use of a designated, suitably sized bulletin board.

27.02 The bulletin board will be located at the employee entrance. These notices shall be limited to:

(i) Notices of Union Meetings;

(ii) Notices of Elections;

(iii) Results of Union Elections;

(iv) Union-Sponsored social activities; and

(v) Other general union activities not derogatory to the Company

All postings must be reviewed, approved and posted by the Human Resources Manager or designate.

The bulletin board as described herein will be supplied within one (1) month of the ratification date of this Collective Agreement.

ARTICLE 28 BEREAVEMENT LEAVE

28.01 Absence as a result of death in the employees immediate family will be paid as follows:

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(i) death of: spouse, common law spouse or child – five (5) days

(ii) death of: parent, sibling, grandparent, parent-in-law, grand-child – three (3) days

(iii) death of: brother or sister-in-law, grandparent-in-law – two (2) days

(iv) death of: aunt, uncle, niece or nephew – one (1) day

28.02 Employees are responsible for requesting bereavement leave from their immediate supervisor and may be required to submit documentation, upon request.

28.03 Employees who are off work due to Bereavement as per article 28.01 and 28.02 will not have those days charged against them by the Company administering the attendance management program.

ARTICLE 29 JURY DUTY/CROWN WITNESS LEAVE

29.01 A seniority employee who is summoned and reports for jury duty, shall be paid by the Company an amount equal to the difference between the daily jury fee paid by the Court (not including travel allowance or reimbursement of expenses), for each day on which s/he reports for, or performs, jury duty, on which s/he otherwise would have been scheduled to work for the Company and, the wages that would have been earned by the employee from the Company by working during straight-time hours on such days.

29.02 This clause will also apply in the case of an employee who was working afternoon or night shift, who has to report for jury duty or as a crown witness during non-scheduled working hours. Such employee will be granted his shift off with pay, the shift following or shift prior to the day s/he reports for jury duty or as a crown witness.

ARTICLE 30 REPORT IN PAY

30.01 An employee who has not been notified in advance not to report to work and who reports for his scheduled shift will be given the minimum of four (4) hours work at the regular rate.

30.02 Notification shall be deemed to occur where the Company endeavours to contact the employee and keeps a record of the time and date of this effort. A Union Representative will be present when those calls are being made.

30.03 This will not apply if the Company is unable to provide work due to power shortage, failure of power supply or any other conditions beyond the control of the Company.

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ARTICLE 31 CALL IN PAY

31.01 When an employee has left the premises, after completion of his normal shift and is called upon to return to the plant for emergency duties, that employee will be paid for the time actually worked at the applicable rate. The employees called back under this provision will be guaranteed a minimum of four (4) hours work or pay at the applicable rate.

ARTICLE 32 VACATION WITH PAY

32.01 Less than 1 year - 0 days, 4% 1 year but less than 5 years, 10 days, 4% 5 years but less than 10years , 15 days, 6% 10 years and over, 20 days, 8% 20 years and over, 25 days, 10%

32.02 If one of the paid holidays specified in this agreement is observed by the Company on a normal working day (Monday through Friday) during an employee's vacation, s/he shall be entitled to an extra day of paid vacation, which shall be added to the beginning or end of his vacation period, at the discretion of the employee.

32.03 An employee's vacation entitlement will be taken from July 1 to June 30. Vacation may not be carried over to the following calendar year.

32.04 Vacation payout will occur in July for the 2 week shutdown. Employees eligible for 15 working days vacation will be given the option of receiving their full vacation payout either during the July shutdown, (the remaining 5 vacation days would be unpaid) or they may choose to divide their vacation pay over the total 15 days vacation. If vacation pay is taken without taking vacation time off, the statutory deduction rules will apply according to the Canada Revenue Agency (CRA).

32.05 The Company will schedule only ten days of vacation for all employees during the months of June, July and August unless otherwise mandated by the customer. Employees entitled to more than ten (10) days of vacation must apply in writing to the Company stating when they wish to be off. All such requests will be considered on a first come first serve basis consistent with the Company’s ability to operate all departments in the plant in an efficient manner. Employees who apply for vacation on the same date will be selected by seniority by shift.

32.06 Vacation pay in the case of retirement or termination of employment will be provided on the basis of payment equal to an employee's accumulated percentage of earnings.

32.07 Vacation schedules shall be posted by May 15th of each year and shall not be changed except with further consultation with the Plant Committee.

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32.08 Vacations must be pre-arranged and will not be granted to cover same day absenteeism.

ARTICLE 33 PAID HOLIDAYS

33.01 The Company will grant time off annually to all fulltime employees in recognition of the following holidays:

Paid holidays:

New Year's Day Good Friday

Easter Monday Friday Preceding Victoria Day

Victoria Day Canada Day

Friday Preceding Labour Day Labour Day

Friday Preceding Thanksgiving Thanksgiving

Christmas Day Boxing Day

and additional days in the Christmas-New Year period, the number and dates in any year to be dependent upon the day of the week on which Christmas Day falls, in accordance with the following chart:

When Christmas Day Falls On

Resulting Holidays

Sunday December 26, 27, 28, 29, 30 -- January 2

Monday December 25, 26, 27, 28, 29 -- January 1

Tuesday December 24, 25, 26, 27, 28, 31 -- January 1

Wednesday December 23, 24, 25, 26, 27, 30, 31 -- January 1

Thursday December 24, 25, 26, 29, 30, 31 -- January 1, 2

Friday December 24, 25, 28, 29, 30, 31 -- January 1

Saturday December 24, 27, 28, 29, 30, 31

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In reference to the Letter of Understanding dated Feb 16th, 2011 (Appendix A), The Union and the Company have agreed to match the Customer’s work and holiday schedule.

33.02 Shutdown between Christmas and New Year's as set out in Article 33.01 (employee has to be hired 60 days previous to Christmas shutdown to be eligible for paid time).

33.03 Personal Paid Holidays: In addition to your annual vacation, permanent employees receive 2 Personal Paid Holidays each calendar year upon completion of your probationary period, as defined in Article 11. Your supervisor must approve Personal Paid Holidays 48 hours in advance. Whether or not a Personal Paid Holiday can be approved will be determined based on business considerations. Any unused Personal Paid Holidays expire at calendar year end. Eligibility for Personal Paid Holidays shall commence Jan. 1, 2010. New Employees will be eligible for their 2 Personal Paid Holidays on Jan1st of the following year in which they were hired.

33.04 To qualify for a paid holiday, actively working employees must work the last scheduled shift before the holiday and the first scheduled shift after the holiday unless furnishing legitimate documentation for missing those days.

33.05 When the day of the designated holiday falls within the employee's scheduled vacation period, an additional vacation day will be given to the employee.

33.06 When a paid holiday falls on a Saturday or Sunday, it will be celebrated on the preceding Friday or on the following Monday at the discretion of the Company.

33.07 When employees work on the above-mentioned holidays, they will receive two times their hourly rate of pay plus the holiday pay.

ARTICLE 34 SAFETY GLASSES

34.01 The Company will supply safety glasses in accordance with its current practice.

34.02 Prescription Safety Glasses in accordance with current practice ($200.00 every 2 years for prescription)

ARTICLE 35 SAFETY SHOES

35.01 One hundred and fifty ($150.00) dollars per employee per year, Skilled trades will receive a 2nd pair of safety shoes in a year provided they are able to show the wear to the Company.

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ARTICLE 36 DOCTOR'S NOTES

36.01 The employee will pay for the first doctor's note. If the Company requires further examination, the Company pays.

ARTICLE 37 BENEFITS

37.01 (a) The current group insurance plan in accordance with its terms with the insurer will be continued for the life of the agreement. A summary of the benefits is attached hereto as Schedule "B".

(b) The Company agrees to maintain a short term disability plan as follows: first day of injury, first day of hospitalization, after seven days illness. The plan will match EI sick leave benefits for the waiting period. EI benefits is 55% of your average insurable weekly earnings, up to a maximum amount as per Services Canada. This payment will be for the first two weeks after which the E.I. Sickness Benefits Plan will apply in accordance with its terms. Proof/Verification must be supplied within 2 weeks of receipt of payment from E.I. This benefit is paid to a maximum of once every 52wks regardless of reoccurrences. In cases of when the absence for illness is known in advance you must inform HR of your dates of absence to allow the Company to produce a Record of Employment showing that a sub plan exists. This will prevent an amended Record of Employment after the fact.

(c) Employees will receive ninety (90) days of extended health benefits upon layoff. This excludes: LTD, Life, AD&D and Out of Country coverage.

ARTICLE 38 WAGES

38.01 The wages shall be as set out in Schedule "A" which is attached hereto.

ARTICLE 39 TERMINATION

39.01 This Agreement shall remain in force from September 1, 2018 to and including August 31, 2021, and not more than ninety (90) days, and not less than sixty (60) days, before the date of its termination, either party shall furnish the other with notice of termination of, or proposed revision of this Agreement.

ARTICLE 40 PLANT CLOSURE

40.01 The Company agrees to provide the Union with as much notice as possible within their control in the event of a plant closure. The Company will meet with the Union at that time to negotiate a closure agreement.

40.02 In the event the Company ceases operation of its Ingersoll facility, employees will receive notice as follows:

1) Notice or pay in lieu as listed under the Employment Standards Act 2000

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2) Severance pay will be paid out as two (2) weeks for every year of service.

DATED THIS 31st DAY OF AUGUST, 2018

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SCHEDULE "A" WAGES

Classification Current At Ratification Sept 1/18

2nd Year

Sept 1/19

3rd Year

Sept 1/20

Production Associate

21.65

22.15

22.65

23.15

Quality Technician

24.65

25.15

25.65

26.15

Maintenance 1 (Apprentice)

26.65

27.15

27.65

28.15

Maintenance 2 (Licensed)

31.65

32.15

32.65

33.15

Note:

New Hire rate will be $4.00 an hour less than posted rates. After 12 months employees will receive $1.00 an hour increase, after 24 months the employees with receive another $1.00 increase and after 36 months will begin to receive full rate.

Note:

Shift Premiums - $0.40/hour afternoon shift

$0.50/hour midnight shift

ALL SENIORITY EMPLOYEES AS OF THE DATE OF RATIFICATION WILL RECEIVE A PPE/CLOTHING ALLOWANCE IN THE AMOUNT OF ONE (1) THOUSAND DOLLARS. THIS WILL COME AS AN EXPENSE PAYMENT AND NO STATATORY DEDUCTIONS.SCHEDULE

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"B" BENEFITS

Life Insurance, Accidental Death &

Dismemberment and Optional Life

Benefit Coverage $50,000

Optional Life (Employee & Spouse) Avail in Units of $10,000 to a maximum $250,000

Optional Life Evidence of Insurability Required

Termination at retirement or age 65, whichever is first

Waiver of Premium: 6 months

Conversion Option Yes

Employer Contribution 100% except Optional Life @ 0%

Long Term Disability

Benefit Coverage 60% of monthly earnings

Maximum Monthly Benefit $5,000

Benefit Duration at recovery or age 65

Benefit Qualifying Period 119 days of continuous and total disability

Definition of Disability based on duties of your ‘own occupation’ for the first

24 months of benefit, then any occupation

Tax Status Taxable

Rehabilitation Benefits Yes

Employer Contribution 100%

Prescription Drugs & Medical

Benefit Reimbursement 85% - $8 Dispensing Fee Cap

Annual Deductible Nil

Annual Prescription Drugs Maximum $15,000 per calendar year

Annual Extended Healthcare Maximum Unlimited

Smoking Cessation Products $500 lifetime

Vision Care $250 every 24 months

Eye Exams $50 every 24 months

Hospitalization Semi-private accommodation

Convalescent Care Maximum of 180 days up to semi-private room rate

Private Duty Nursing Up to $10,000 per calendar year

Ambulance Service to the nearest hospital or other medical facility

Hearing Aids $750 every 5 years

Paramedicals Combined maximum of $500 for all practitioners per year – no referral is required

Foot Orthotics $400 every 3 years - a referral is required*

Custom Orthopaedic Shoes 1 pair per year – a referral is required*

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Off the shelf Orthopaedic Shoes $500 every 5 years – a referral is required*

Leg Braces $750 per year – a referral is required*

Accidental Dental Repair or replacement to sound natural teeth when

caused by an external force or blow to the face up to a maximum of $5,000

Dental

Level 1 Basic 90% to a combined maximum with Level 2 of $1,500 per year

Level 2 Periodontics & Endodontics 90% to a combined maximum with Level 1 of

$1750.00 per year

Dental Recall Frequency once every 9 months for adults, once every 6 months for children under 18

Dental Fee Guide Current Fee Guide for General Practitioners of your province of residence

Out of Country

Coverage Period 60 days per trip

Termination Age 65 or earlier retirement

General

Benefit Eligibility Regularly working 40 hours/week

Waiting period 3 months

Common-law Co-habitation Clause 1 year

Safety Shoes $150 per employee per year

Rx Safety Glasses $200 per employee every 24 months

SKILLED TRADES

Tool Allowance – The Company agrees to arrange with a Tool Supplier for the purchase of tools required in the performance of a trade for each Skilled Trades employee. The Company further agrees to pay for a tool allowance annually up to two hundred ($200.00) dollars per year.

RRSP/DPSP

The Company agrees to include the Ingersoll plant in any changes to the Martinrea RRSP/DPSP policy during the life of this collective agreement. There will be no

requirement to bargain the changes.

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LETTER OF UNDERSTANDING #1

B E T W E E N:



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Unifor Social Justice Fund – Martinrea Making Lives Better

The Company agrees to pay into a special fund one ($0.01) cents per employee for all compensated hours for the purpose of providing Social Justice. Such monies to be paid on a quarterly basis into a trust fund established by the national Union, and sent by the Company to the UNIFOR Social Justice Fund, 205 Placer Court, Toronto, Ontario, M2H 3H9.

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B E T W E E N:



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UNIFOR Paid Education Leave:

(a) The Company agrees to pay into a special fund two ($0.02) cents per employee for all compensated hours for the purpose of providing paid education leave. Such monies to be paid on a quarterly basis into a trust fund established by the national Union, UNIFOR and sent by the Company to the UNIFOR Leadership Training Fund, 205 Placer Court, Toronto, Ontario, M2H 3H9.

(b) The Company further agrees that members of the bargaining unit, selected by the Union to a maximum of four (4) employees per year to attend such courses, will be granted a leave of absence without pay, for twenty (20) days of class time, plus travel time where necessary, said leaves of absence to be intermittent over a twelve (12) month period from the first day of leave.

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B E T W E E N:



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Commercial Contract

The Employer will inform the union of the expiring date of the commercial contract and if there are any problematic issues arising from the commercial contract.

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Appendix A

LETTER OF UNDERSTANDING

February 16, 2011

The Union and the Company have agreed for the remainder of the contract to move the Family Day holiday and the Canada Day holiday if necessary to accommodate our customer Cami Assembly Plant.

Family Day February 21, 2011 will be moved to Easter Monday April 25, 2011 to account for Cami’s four day weekend.

July 1, 2011 as of right now, Cami is scheduled to be off. Therefore we will celebrate the holiday the same as our customer. In the event Cami is working, we will adjust the holiday accordingly.

For the year 2012 Family Day will be celebrated on the Easter Monday and Canada Day will be determined as to Cami’s schedule.

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B E T W E E N:



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Unifor Local 27


The Company and Union have discussed options for a steady midnight shift. We have agreed to hold a vote within 30 days of ratification. This vote will be held by department and if there is a majority of workers who would like a steady midnight shift then the following articles will replace the current language in the CBA. If the vote is in favor of the new steady midnight shift the Company and the Union will discuss the timing of the implementation.

(New language upon acceptance).

Midnight Shift

16.02 The work week will consist of eight (8) working hours per day Monday through Friday on a regularly scheduled straight midnight shift and rotating basis between days and afternoons (subject to Article 16.03).

Straight midnight shift will be chosen as such;

a) Voluntary sign up b) Temps and/or Junior employees will be assigned as needed c) Initially a sign up would go around to all employees asking them if they want a

steady midnight shift. If there was enough volunteers than the employees would get their steady midnight shift based on the senior employee getting first opportunity. Only after the 3 month period could someone decline and must give 30 days’ written notice.

Each shift will include:

A twenty (20) minute paid lunch period.

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A ten (10) minute paid rest period for all employees shall be scheduled each half shift.

16.03 In the event it becomes necessary for the Company, because of customer requirements, to change the starting and stopping times of the normal shifts, or establish new shifts, or work weeks, the Company will review such change with the Plant Committee five (5) working days in advance, if possible, before such changes are affected. For example, if the customer reverts to a two shift or a one shift operation with a one-half hour unpaid lunch period, such new shift schedule will be implemented. Employees will be given at least five (5) working days notice, unless the customer does not give the Company such advance notice.

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B E T W E E N:



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Unifor Local 27


This Agreement between Martinrea Automotive Systems Ingersoll hereinafter referred to as the “Company” and the Unifor, Local 27 hereinafter referred to as the “Union”, establishes a temporary work force for use at the Ingersoll Plant on a limited temporary part time (TPT) basis. The terms and conditions of this Agreement are as follows: The Company may hire additional personnel, who will follow Company policies and procedures to fill in for employees who are absent due to the following reasons:

o General absence- Monday to Friday only o Sickness and Accident, Worker's Compensation o Leaves of absence o Vacation o To cover overtime vacancies not filled by bargaining unit employees. TPT’s are part of the

Mandatory overtime requirements. Such additional employees shall be classified as Temporary Part Time (TPT) and will not be permitted to gain seniority status. TPT employees will be considered for any permanent full time employment opportunity that arises as long as no outstanding preferential hiring agreement exists. It is understood that TPT employees do not have preferential hiring for any future full-time position. TPT requests shall not be submitted more than four (4) weeks in advance. The Company recognizes that the intent of TPT leave of absence program is to give all employees an equal opportunity at time off the job. Full-time employees may request leaves of absences in segments of one full shift, or one half shift, provided that the half shift is taken as the first half of the shift or the second half of the shift.

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TPT employees shall be subject to the same conditions of employment as probationary

employees, save and except the seniority provisions, overtime rates, benefit coverage and the

wage provisions of this Agreement. TPT’s will have the right to grieve discipline and/or termination

subject to the provisions of article 8 provided they have worked eighty (80) shifts. No TPT shall

be treated in a manner that is arbitrary, discriminatory, or bad faith. All TPTs shall have the

protection of the Ontario Human Rights Code.

TPT employees will be limited in number to that of the employees who are absent from work

unless mutually agreed to by the parties. During the period from April 1 to September 1st,

students can be hired in addition to the numerical provisions of this paragraph. Preference in

hiring will be given to full-time students related to Martinrea Automotive Systems. Students shall

be hired as TPT employees. TPT employees shall be the first employees sent home in the event of a work shortage. TPT employees shall be paid at $4.00 an hour less than posted rates. After 1800 working hours TPT’s will receive $1.00 an hour increase, after 3600 working hours TPT’s will receive another $1.00 an hour increase and after 5400 hours TPT’s will begin to receive full rate.

After working forty (40) hours in' a regular work week, TPT employees shall receive overtime rates

of time and one half for Saturday and double time for Sundays. If overtime is mandated TPT

employees will be part of the mandate. Union dues shall be deducted as per Unifor National

Constitution for all TPT employees. The Company will administer the TPT program. The Company will provide a listing to the Union of TPT employees who are available for call in. A TPT may be terminated from the program after declining the opportunity to work three (3) times within a calendar year. Any declined opportunities to work will be marked accordingly. Any TPT scheduled to work who does not show up and does not call to notify the supervisor of the reason for his/her absence will no longer be able to participate in the TPT program and will be marked as voluntary quit. The Company may cancel, prior to arriving in the workplace, scheduled hours for a TPT employee without penalty should the customer requirements change. The Company will notify the TPT employee of any cancellation of scheduled time as soon as possible. If a TPT employee is not contacted prior to arriving at work and then sent home, she/he must be paid 4 hours call-in. The terms and conditions of the Collective Bargaining Agreement do not apply to the TPT

employees unless specifically noted in this letter.

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38


B E T W E E N:



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Unifor Local 27


PREFERENTIAL HIRING

The Company and the Union recognize the importance of experienced and skilled workers, in both production and the trade jobs, as being essential to the success of the operations.

In the event of new hiring at facility, the Company will provide the Local and/or the National Union with advance notice. Consideration for interviews will be granted to former employees who have exhausted their recall rights. Should former employees not fill the openings; the Company will contact the Local and/or National Union, who will provide a list of laid-off Unifor members from other auto parts facilities for interview consideration. If the position to be filled is a skilled trades, the employees must have a valid trades licence.

collective agreement b e t w e e n: martinrea … · 2018-11-15 · article 2 recognition 2.01 the...

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