November 28th, 2008
Outline of 2008 Memorandum of Agreement
This list is an overview only, and is not a complete copy of the memorandum.
Pattern Agreement
1. Union gets right to speak to all new employees 2. Wage increases: a. $0.70 mechanics rate adjustment (applied before raises) b. Power engineer Job evaluation: (applied before raises) i. 2nd class certificate from 6 steps to 10 steps (approx $0.88) ii. 3rd class certificate from 4.5 steps to 8 steps (approx $0.77) iii. 4th class certificate from 2 steps to 4 steps (approx $0.44) c. 2% effective May 1st 2008 d. 2.5 % effective May 1st 2009 e. 2.5% effective May 1st 1010 f. 3.0 % effective May 1st 2011 3. Increased Retiree extended health benefit coverage from $25,000 to $30,000 4. Increased Weekly Indemnity payments to 60% of rate, $800 per week in 2008, with rising cap. 5. Increased Life & AD&D Insurance 6. Change in method of LTD rate calculation to give raises to those on LTD. Raise all source maximum from 70% to 80%. 7. Increase lifetime dental orthodontic maximum from $3,500 to $5,000. 8. Increase Extended Health lifetime maximum from $100,000 to $300,000. 9. Choice of $400 per year Health Spending Account or Bridging Pop-up. 10. Probationary period for new employees from 30 days to 45 days. 11. Addition of spouse’s siblings to the bereavement leave list. 12. Addition of the words “cumulative change” to the tech change language. 13. Increases to the amount of severance pay for Tech change, Mill closure & Job elimination. 14. Establishment and funding agreement of an annual joint safety conference. 15. Standing Committee minutes distributed expeditiously. 16. Elimination of the price trigger bonus 17. Job Elimination – After one year of a “temporary” mill closure you can ask for your severance. 18. Term of agreement May 1, 2008 to April 30, 2012 19. House keeping – clean up wording in several parts of the contract.
Local & $80 per Tonne Agreements
1. Agreement letter on commitment to achieving $80 per tonne. This is not a contract re-opener. 2. For the term of the agreement: a. The company will be able to move start times for shut downs by up to two hours without paying call time if 30 days notice is given to the local with jobs required, and the specific individuals are notified the week previous.
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b. Days off in lieu – We will not be able to take the day off later, but will receive the pay and shortened week as in the agreement. c. The 48 hours of annual unpaid leave that we are able to take now will be suspended. 3. Funding for additional coverage for retirees who exceed the $30,000 Extended Health benefit limit. 4. Job continuation pay will no longer affect Sunday Letter pay in a week. 5. Increase in boot allowance from 60% to 75% - $175 per year limit, can combine two years for more expensive boots. First year is $350. 6. Wording on replacement of boots & clothing accidentally damaged by chemicals. 7. Wording around minimum relief manning for operations. 8. Wording around crew changes and approved vacations. 9. New apprenticeship language. No access by CEP for this term. Alternating point system where one is chosen without seniority considerations, then one is chosen with a max five year seniority point consideration. 10. Overtime Meals – Option of a hot meal or 80% of base rate. 11. Banking of overtime. Same as now except – An option to take double time instead of banking at the time it is worked. This will be on a “per occasion” basis. The computer system will default to the double time option unless you tell your foreman or change it in Haggerty. 12. Special Leave (X5) – Earned the same as now. Use the same as now but - must be taken during a curtailment or other equipment downtime where employee is not fully scheduled before he can take a lay off. 13. Leave to complete – When taking a tour of 48 hours you may not use unpaid leave for the final 8 hours unless you do not have other leave. (regular vacation or floaters excepted). 14. Temporary trades probationary period – Allow 60 in 90 for special project or illness. 15. Non- core work – allow the company to use contractors or other resources to do: a. Replacement/repair of mill site PCs b. Dumping of TMP/Kraft chip trucks c. Stocking of point of use machines and remote stores d. Major track maintenance e. This will not be implemented until all laid off PPWC employees are returned to work. 16. Working Lead Hands – allow the use of Working Lead Hands & Working Lead Hand Reliefs. Lead hands to be selected by the company - no seniority consideration. Reliefs selected by the company - Journeyman seniority. 17. Equalization of Overtime –Like now except you can be on a “no call” list and the call list will be by overtime hours worked. 18. Discontinue the 4th class maintenance training. 19. 12 Hour shift agreement – for demand time off, the full shift must be demand time hours.
Cost Reduction Transition Team
1. No involuntary displacement of PPWC Local 2 Workers 2. No bumping into lines of progression.
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3. Will act as one crew with two components; operations and maintenance 4. Initially the CRTT team will be comprised of : a. Employees presently on layoff recalled to the mill. Base rate. b. Maintenance employees presently displaced into operations. Last maintenance rate of pay (Journeyman, Oiler, etc.). c. Operations employees displaced from their departments as a result of job changes. They will have a tie to their department unless tie voluntarily severed. Rate of pay will be the last carded rate d. Maintenance employees assigned to the CRTT. As any other department (Kraft, TMP etc). Last maintenance rate of pay (Journeyman, Oiler, etc.). 5. Vacancies in operating lines will be filled by: a. The last person out of the dept with a tie b. Job posting/transfer list c. Junior non-trade person in CRTT d. If only trades remain in CRTT, the junior person in the trade that the company can reduce. Tradesperson assigned to operation involuntarily will receive journeyman rate of pay and will be considered working flexibly. He will retain the right to an opening in trades in future. 6. Duties – CRTT will work flexibly at any job they have the skills to do safely. 7. Primary duties – Operating and Maintenance coverage; shutdown assignments; demolition; cleanup; projects etc. 8. 40 hours per week average 9. Own relief for vacation (Kraft, News, CRTT) 10. The CRTT is expected to decrease to zero by attrition. It will cease to exist January 1, 2012 regardless. In the event of reductions at that time, the collective agreement regarding reductions will be followed. Your wage delegates believe that this is the best deal we can come to in light of world economic conditions, and the state of the forest industry in B.C. A more in depth explanation of these items will be given at the meetings prior to ratification votes. If you have any questions, please contact your wage delegates. Meetings & Votes will be held at the Crofton Community Hall Sunday, November 30, 2008 3 PM & 6 PM Monday, December 1, 2008 3 PM & 5 PM Tuesday, December 2, 2008 2 PM Lloyd Kelly Lynn Lindeman Lance Reese Gary Fiege Sherman Power Roland Powell
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