UNIFOR CANADA
LOCAL 433
#102 – 8988 FRASERTON COURT
BURNABY, B.C.

hereinafter referred to as

“the Union”

 

 

ARTICLE  1 – GENERAL PURPOSE OF AGREEMENT

The purpose of this agreement is to promote harmony and collaboration in the relationship between the Company and its employees, to strive for the application of equitable working conditions and wages for the employees, to protect their interests and encourage within the enterprise the development of a true spirit of cooperation between the parties.

ARTICLE  2 – RECOGNITION

The Company recognizes the Communications, Energy and Paperworkers Union of Canada (Local 433) as the only agencies representing all employees as defined in this agreement for the purpose of collective bargaining.
Any employee who is now a member in good standing, or who becomes or is reinstated as a member of the Union, shall, as a condition of continued employment, maintain such membership in good standing in the Union throughout the term of this agreement. Any new employee shall, as a condition of employment, become a member of the Union on their first day of employment. In the event of the Local Union intending to suspend a member for non-maintenance of membership, the Company shall be notified by the Local in writing at least seven (7) days before such suspension.
No Employee shall be subject to any penalties against his application for membership or reinstatement, except as may be provided for in the constitution and by-laws of the National Union and the Union.

ARTICLE  3 – CHECKOFF

The Company shall remit to the Union not less often than once each calendar month, amounts deducted from employee’s wages in respect of initiation fees, regular monthly dues, and duly authorized Union assessments, pursuant to an assignment executed by individual employees on the Union Membership Application Card.
The National Union hereby agrees that the Company shall be saved harmless with respect to all deductions made and paid to said Union in respect of provisions herein.

ARTICLE  4 – DEFINITIONS

Whenever used in this agreement, including Exhibits, the word “employees” means all persons on the payroll of the Company and referred to in the Certificate of Bargaining Authority issued to Local 433, under the Labour Relations Act of the Province of British Columbia. Chapter 17, 1954.

ARTICLE  5 – TERM OF AGREEMENT

This agreement shall be in effect from March 1, 2011 to and including February 28, 2014.
All notices under the provisions of this article on behalf of the Union shall be given by the President, or his representative, of the Union; and similarly, notices on behalf of the Company shall be given by the President, or his representative, of the Company.
This agreement may be open for collective bargaining as follows:

Either party desiring any change may, at any time within four (4) months immediately preceding the expiry of this agreement, by written notice require the other party to commence collective bargaining. If notice should not be given by either party ninety (90) days or more before the expiry of the agreement, then both parties are deemed to have given notice ninety days before the expiry.

The parties shall, as soon as agreeable to the parties meet for collective bargaining, the Company being represented by a bargaining committee selected by said Company, and the Union being represented by a bargaining committee selected by said Union. Any agreement on changes arrived at and approved in such negotiations shall be binding upon the parties to this agreement.

The parties agree that the operation of Section 50 (2) of the Labour Code of British Columbia and amendments thereto are excluded from this agreement and do not apply during the term hereof.

In case negotiations conducted in accordance with the above break down, either party may terminate this agreement by notifying the other party in writing mailed by registered mail in conformance with the Labour Code.

NO INTERUPTION OF WORK

It is agreed by the Union that there shall be no strikes, walkouts, slowdowns or other interruption of work during the period of this agreement. It is agreed by the Company that there shall be no lockouts during the period of this agreement.

ARTICLE 13 – ALLOWANCE FOR FAILURE TO PROVIDE WORK

An employee who reports for his regular scheduled shift, having been ordered to report for such work, is to be paid the following minimums:

1. Two (2) hours pay at his regular rate, except where the employee’s condition is such that he is not competent to perform his duties or he has failed to comply with the Accident Prevention Regulations of the Workers’ Compensation Board.
2. If the employee commences work, four (4) hours pay at the employee’s regular rate, except where his work is suspended because of inclement weather or other reasons completely beyond the control of the employer, in which case a minimum of two (2) hours pay shall apply.

ARTICLE 14 – SENIORITY

Section 1:

1. An employee will be considered probationary until he has completed ninety (90) accumulative calendar days with the Company. This period may be extended by mutual agreement between the Union and the Company.
2. In the event of layoff, a probationary employee may be terminated. A probationary employee not terminated shall be recalled in order of seniority and will receive credit for each period of employment in calculating his ninety (90) day probationary period and at the completion of the probationary period, his plant seniority will be adjusted to ninety (90) days prior to completion.

Section 2:

Where practical, lines of progression will be established to provide an orderly advancement or curtailment of the work force in each department and/or line of progression.

Section 3: Promotions

1. Starting positions in any line of progression or jobs not covered under line of progression shall be posted for a period of five (5) days. Other things being equal, the principles of seniority will govern.
2. Where a position is filled on this basis, the employee’s first thirty (30) days after reporting to the new job will be considered a probationary period. During this period the Company might deem it necessary to transfer the employee back to his former job or the employee may elect to do so of his own volition. In either case the employee will return to his former job with no loss of seniority rights.
3. An employee who signs off a job rate in the line of progression shall not be entitled to assignment above the job rate signed off. Six (6) months must elapse before a sign-off can be cancelled and, upon cancellation, the employee will be placed behind the employee(s) who has since by-passed him.

Section 4: Curtailments

1. In the event of curtailment, an employee in a line of progression will revert down the line to a job previously held to which his line seniority entitles him. This shall not apply to curtailments up to one (1) week.
2. An employee faced with a layoff may bump a less senior employee (plant seniority) on any job he can perform competently without endangering life and limb of other employees, property, and for which the employee has the necessary physical capabilities. The only exception is that an employee may not bump into a higher rated position. In the event of a disagreement arising out of the foregoing, the plant committees will meet to discuss the problem.

Section 5: Recall

Laid off employees will be recalled in reverse order of “lay-offs.”

Section 6:

The following rules will apply to employees, other than probationary, who are laid off due to a shortage of work:

1. Laid-off employees shall retain their seniority on the following basis:
   1. An employee with less than one (1) year of continuous service shall retain
      seniority for six (6) months from the date of layoff.
   2. An employee with one (1) or more years of continuous service shall retain seniority for one (1) year from the date of layoff plus one (1) additional month for each year of service up to an additional six (6) months.
2. Failure of an employee to report for work within one (1) week of notice to his last address reported to and received by the plant manager shall result in termination of his or her employment with the Company. Bona fide reasons for failure to report shall not deprive an employee of his recall rights.
3. Health and welfare coverage will be continued for laid-off employees as follows:
   1. Employees with six (6) months but less than one (1) year of seniority will have the Medical Service Plan and Extended Health Benefit Plan continued for three (3) months.
   2. Employees with more than one (1) year of seniority will have Medical Services Plan, Extended Health Benefit Plan, Life Insurance, A.D. & D. Insurance and the Dental Plan continued for six (6) months.

Section 7:

1. The Company may utilize temporary casual labour up to fifty (50) working days within a six (6) month period to supplement the regular work force during heavy business periods. Once a casual employee has completed more than fifty (50) working days within a six (6) month period, his seniority will be back dated ninety (90) calendar days from his fiftieth (50th) day worked. They shall be subject to all the provisions of this agreement with the exception of Seniority and Health and Welfare benefit coverage.
2. In the event summer students are hired for work during the period of May 1 to Labour Day to supplement the regular work force, they shall be subject to all the provisions of this agreement with the exception of Seniority and Health and Welfare benefit coverage.
3. In the event of a decrease in the work force, “temporary casual employees” shall be laid off before any reduction is made in the regular work force. In the event that a temporary employee wishes to obtain permanent status he must make application in writing before being added to the regular work force.

Section 8:

An employee who is transferred to a supervisory or staff position which removes him from the bargaining unit shall retain his seniority and maintain his Union membership for an accumulative period of three (3) months. In the event the employee returns to the bargaining unit at a later date, he shall return as a new employee. However, any Company benefits earned as a result of previous employment with the Company will be maintained.

ARTICLE 15 – ADJUSTMENT OF COMPLAINTS

A Union plant representative shall be elected by the Union members employed in the operation covered by this agreement. In the event that a grievance shall arise, it shall be dealt with in the following manner:

1. The employee involved accompanied by a Union representative shall first take up the matter with the Supervisor directly in charge of the work within five (5) working days of the occurrence or when he ought to have known of the occurrence.
2. If a satisfactory solution is not reached within five (5) days, The Union plant representative may take up the grievance in writing with the management within five (5) days of the time the final reply is received under 1 above.
3. If the matter is not then satisfactorily solved within five (5) days, it may be referred to the Business Agent of the Local Union and/or an officer of the National Union and management within five (5) days of the time a final reply is received under 2 above.
4. If a satisfactory settlement is not then reached, it may within ten (10) days be referred to arbitration, hereinafter provided.

If the grievance is not processed to the next stage in either 1, 2, 3, or 4 above, within the prescribed time limits, the grievance shall be considered to be abandoned. However, the prescribed time limits may be extended by mutual agreement in writing between the parties.
Copies of any letters of a disciplinary nature issued to employees will be given to the Union plant representative.

 

ARTICLE 16 – ARBITRATION

In the event of a dispute arising out of this agreement, or any question in respect to the interpretation of the sections of this agreement which cannot be settled to the mutual satisfaction of the parties hereto, such dispute shall be submitted for determination to a single arbitrator in the following manner:

Either party may notify the other party in writing, of the question to be arbitrated. Upon receipt of notification from the grieving party, the Company and the Union will endeavour to agree upon the selection of an Arbitrator. In the event the Company and the Union are unable to agree upon the selection of an Arbitrator, they will apply to have an Arbitrator appointed under the Arbitration provisions of the Labour Code of B.C.

The Arbitrator shall not have jurisdiction to alter the agreement. The Arbitrator will have jurisdiction to determine the arbitratability of any question.

The parties to this Agreement will bear an equal proportion of the fees and expenses of the Arbitrator.

ARTICLE 17 – BULLETIN BOARD

The Company will provide a notice board for Union notices. Such notices shall be made available to the Company prior to posting.

ARTICLE 18 – SAFETY AND HEALTH

The Company shall make reasonable provisions for the safety and health of the employee during hours of employment. It is agreed that in the matter of safety practices, existing rules and regulations of the Province of British Columbia shall govern.

The parties recognize that safety of employees is foremost and the Company may introduce safety programs and require the wearing of safety apparel for the protection of employee(s). Employees are expected to comply with safety policies or be subject to disciplinary action.

The Union agrees to notify the Company in writing of any unsafe conditions in the plant that come to its attention.

Employees will be requested to take first aid courses at the discretion of the Company and the Company will pay for the cost of the course, contingent on the employee successfully completing the course. The Company will pay for any lost time away from work.

Aprons will be supplied, as required, only for 48” Roll Catcher, 48” Operator and Slitter Operator.

The Company will provide $125.00 effective March 1, 2010 increasing to $145.00 effective March 1, 2012 per person each calendar year towards the purchase of CSA approved safety footwear. It is understood that employees must wear such footwear when working in the plant.

If employees so choose, they may combine their safety footwear allowance over two (2) calendar years. If they choose to combine footwear allowance it needs to be in the second year.
Employees requiring prescription safety glasses shall be provided same by the Company at no cost to the employee as outlined below :

1. Safety glasses will be required on certain jobs. Department managers and the Safety Department, working jointly, will determine the jobs in each department that require safety glasses.
2. The Company will provide safety glasses for employees on jobs requiring safety glasses. Employees wearing prescription glasses must wear safety glasses at all times when in areas considered hazardous to the eye. If employees elect to wear safety glasses, the Company will furnish them one pair every two years or when the prescription is changed. The employee must furnish his/her own prescription without cost to the Company. At the time of initial issue of prescription safety glasses, if the glasses need adjustment for comfort, the Company will pay an adjustment fee of $3 to the eye doctor for his service.
3. There are special jobs which require coloured safety glasses as well as clear safety glasses. Both types will be provided as required. These are: (1) truck drivers, (2) welders, (3) salesmen, and (4) other employees on outside work where glare is harmful (painters, carpenters, engineers, etc.)
4. In the event an employee damages his/her safety glasses, additional glasses will be provided at no cost up to a maximum of $500.00. If an employee loses his/her glasses, they must be replaced at his/her own expense.
5. Contact lenses may be worn in office areas only. They are not authorized for production areas of the plant.

The company will provide safety glasses for all employees. If employees elect to wear prescription safety glasses the Company will reimburse the cost of one pair of glasses and the associated eye exam every 2 years to a maximum of $500.00.

ARTICLE 19 – BEREAVEMENT LEAVE

Death in Employee’s Immediate Family:

In order to protect employees from serious financial loss at the time of a death in their immediate families, such employees shall at such time be eligible for up to three days of excused absence, with pay at straight time. Immediate means wife, husband, common- law wife or husband, father, mother, son, daughter, sister, brother, step-parents, step- children, adopted child, mother-in-law, father-in-law.

Death of Other Relative of Employee:

Any employee, who is excused from work because of the death of the employee’s brother-in-law, sister-in-law, grandfather, grandmother, son-in-law, daughter-in-law, or grandchildren, shall be paid straight time for his scheduled working hours excused up to eight (8) hours, regardless of the shift he is scheduled to work. (Brother-in-law and sister-in-law are defined as the wife or husband of the employee’s brother or sister, and the brother or sister of the employee’s spouse.)

Such excused absences shall be granted under the following conditions:

1. The period of excused absence shall begin on the day of or the day following the death in the family for members of the immediate family, depending on the wishes of the employee. For death of any other relatives of the employee, the period of excused absence shall begin the day of the funeral.
2. When death occurs to a member of an employee’s family, and the employee is on his scheduled vacation, his vacation will be interrupted by the days of bereavement leave. The interrupted vacation may be extended or re-scheduled after discussion between the employee and the supervisor
3. Pay for such excused absence will be made only when the employee has notified his immediate supervisor as soon as it is practicable.
4. Excused absence for family death may not be retroactive, postponed or split.

Compensable hours under the terms of this Article will be counted as hours worked for the purpose of qualifying for recognized paid holidays and vacations, but will not be counted as hours worked for the purpose of computing overtime.

ARTICLE 20 – JURY DUTY

Any regular employee who is required to perform Jury Duty, including Coroner’s Inquest, or who is required to appear as a Crown 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 or witness duty 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 in excess of eight (8) per day for forty (40) per week, less pay received for jury or witness duty. Hours paid for by jury or witness duty will be counted as hours worked for the purpose of qualifying for recognized paid holidays, but will not be counted as hours worked for the purpose of computing overtime.

ARTICLE 21 – SHIFT DIFFERENTIAL

A differential of fifty (50) cents per hour shall be paid for all hours actually worked, whether at straight time or overtime, between the hours of 4:00 p.m. or 12:00 midnight or between the hours nearest to 4:00 p.m. and 12:00 midnight which are the scheduled hours of starting and stopping of the regular afternoon shift. When ten (10) hour shifts are worked, payment of the differential will commence at 5:00 p.m.

A differential of fifty (50) cents per hour shall be paid for all hours actually worked, whether at straight time or overtime, between the hours of 12:00 midnight and 8:00 a.m. or between the hours nearest to 12:00 midnight and 8:00 a.m. which are the scheduled hours of starting and stopping the regular graveyard shift. However, when such hours are worked as part of a regular day shift, no differential shall be paid.

Such differential shall be paid in addition to an employee’s regular rate of compensation, but it is not to be added to the wage rates for the purpose of calculating overtime.

The Company commits to a review of the graveyard shift differential, if and when a graveyard shift is established at any of the operations. If, after the review parties cannot agree on a graveyard differential the Union may refer the matter to arbitration.

ARTICLE 22 – PLANT CLOSURE AND SEVERANCE PAY

In the event of a permanent closure of any one of the facilities, all employees at that facility will, upon termination, be paid a severance allowance calculated by the following method:

An employee with one (1) or more years of continuous service shall receive one (1) week’s pay for each year of employment during his/her last period of continuous service, computed on the basis of forty (40) straight time hours at the employee’s regular rate, the maximum severance allowance payable being thirty (30) weeks’ pay. Partial years of service will be prorated when determining severance entitlement.

ARTICLE 23 – MEAL HOUR

An employee who is asked to work eleven (11) consecutive hours or more shall be granted a meal allowance of $10.00 or a meal of the same value may be provided.

ARTICLE 24 – HEALTH AND WELFARE

There shall be Health and Welfare coverage as outlined in Letter of Understanding #2, which is attached and forms part of this agreement.

Job Title	Effective Mar.1, 2010	Effective Mar.1, 2011	Effective Mar.1, 2012	Effective Mar.1, 2013
48” Spiral operator	27.62	27.62	28.17	28.73
Slitter Operator	26.87	26.87	27.41	27.96
Shipper-Receiver	26.87	26.87	27.41	27.96
17” Spiral Operator	26.48	26.48	27.01	27.55
48” Roll Catcher	25.65	25.65	26.16	26.68
Dietz Operator	25.68	25.68	26.19	26.71
Lift Truck Operator	25.46	25.46	25.97	26.49
48” Saw Operator	25.43	25.43	25.94	26.46
Trimmer Operator	25.05	25.05	25.55	26.06
17” Saw Operator	25.04	25.04	25.54	26.05
Production Worker	24.38	24.38	24.87	25.37
Truck Driver	29.26	29.26	29.85	30.45
Maintenance	30.90	30.90	31.52	32.15
Chargehand	31.08	31.08	31.70	32.33
Saw Helper	24.68	24.68	25.17	25.67
Adhesive Cooker	24.38	24.38	24.87	25.37
ISO/Precut/Quality Coordinator	29.69	29.69	30.28	30.89

Summer students and/or casuals shall receive $2.00 per hour less than the above rates.

1. A First Aid Certificate bonus of forty-five (45) cents per hour will be paid in addition to one designated employee’s job rate for each hour worked at each plant.
2. When the Chargehand is absent for reasons of vacation, accident or illness or short term absences exceeding two hours, the job will be assigned to another previously designated employee and the rate will be paid.
3. When in the course of his day’s work an employee performs on a job other than his own for a minimum of two (2) hours, he will receive the rate of that job for as long as he performs it. If he is transferred to a lower rated job when work is available on his regular job, he will receive his regular rate.
4. In the event an employee in Nanaimo or Port Mellon plants engage in bona fide Maintenance related work for two (2) or more hours, he shall receive the contract maintenance rate for all such time worked in this classification.
5. When an employee suffers an industrial injury he shall receive full pay for that day.

ARTICLE 26 – PENSION PLAN

The Company agrees to implement a non-contributory Sonoco Pension Plan, effective March 1, 1983. Benefit levels per month for each year of service for past and future services is:

March 1, 2010 – $48.25 March 1, 2012 – $49.25 March 1, 2013 – $50.25

Employees will be vested after two (2) years of service.

Full pension benefit will be available to those employees that reach age sixty one (61) with thirty (30) years of service, and effective March 1, 2002, full pension benefits will be available to those employees that reach age sixty (60) with thirty (30) years of service.

Reduction for early retirement will be 4% per year. This reduction is prorated for partial years.

ARTICLE 27 – RRSP PLAN

Effective January 1, 1994 an individual employee RRSP Plan will be made available through payroll deduction.

SIGNING PAGE

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING #1 – PLANT CHARGEHAND

GENERAL ACCOUNTABILITY

The incumbent is accountable to his immediate superior for the efficient utilization of all materials, equipment and personnel engaged in Spiral manufacturing, finishing, packaging, inspection and reporting performed on his shift.

NATURE AND SCOPE OF POSITION

At the beginning of each shift the plant Chargehand checks the production schedule to determine jobs to be run, assigns employees to their jobs and follows up to see that all employees are working on assigned jobs. He is responsible for the quality of all goods and performance of all operations produced on his shift and ensures that production schedules are accomplished.

He is responsible for the correct reporting of all good production, crew sizes, waste, inventory consumption and shipped products for the shift of which he is in charge. He is also responsible for the correct handling of all complete orders, incomplete orders, booking orders, shipping and receiving reports; inventory records and scrap reports related to work performed on his shift. The Chargehand has the responsibility to provide training for all employees on his shift and handles personnel problems, including safety and accident investigations, which occur on his shift and reports circumstances to his immediate superior. He ensures that all plant safety practices are followed and all safety equipment and guards are used as intended, and instructs employees on his shift in the safe work methods of any job to which they are assigned. He also maintains good housekeeping and keeps fire-fighting equipment in good condition.

The plant Chargehand is responsible for a continuing improvement of production operating equipment and techniques and requests machinery and equipment maintenance repairs as needed. He works closely with maintenance in scheduling necessary maintenance and repair work. He is also responsible for month-end inventories of all finished and semi-finished goods within his department.

He will also have the responsibility for the satisfactory completion of any other assignments requested by his immediate supervisor.

SPECIFIC ACCOUNTABILITIES

1. Ensure that production schedules are met, with no sacrifice to quality standards, through efficient department operations and high productivity standards.
2. Meet product cost objectives through maximum utilization of crew, machinery and materials, effective cost control and minimum inventory levels.
3. Ensure the satisfaction of customers through the efficient scheduling of department production and meeting of promised dates.
4. Contribute to good management/employee relations through the fair and equitable application of personnel policies and procedures.
5. The successful and timely completion of the performance objectives of his position.

The plant Chargehand is not responsible for the following:

1. Disciplinary action
2. Hiring and firing of employees.
3. Authorization of leave of absence.
4. Authorization of shift change.
5. Authorization of work hour changes.

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING #2 – HEALTH AND WELFARE PLANS

It is agreed that Health and Welfare Plans, as referred to in Article 24, shall consist of the following items:

1. EligibilityAll employees who are actively working are eligible for coverage under the B.C. Medical Services Plan, including the Standard Extended Health Benefit Coverage, on the first day of the month following the date of permanent employee status (ninety (90) days). All other benefits including Life Insurance, A.D. & D., Weekly Indemnity, Long Term Disability and Dental will be in effect on the first day of the month following a three (3) month waiting period after the date of employment. All employees shall join the Welfare Plan as a condition of employment when they become eligible.
2. The British Columbia Medical Services Plan
3. The Standard Extended Health Benefits Plan as provided by Medical Services Association.Included is the “Vision Care Rider” providing $230 every twenty-four (24) months to employees and dependants. Effective March 1, 2009 this increases to $255. The Vision Care Rider shall provide for Hardexing of lenses to a maximum of thirty-five dollars ($35.00).The Company agrees to supply “Direct Payment Cards” for the purchase of health care items (i.e. – prescription drugs).The lifetime maximum for extended health benefits is $100,000 per person.
4. A Hospital Care Insurance Plan which shall provide for payment for the Hospital Co-Insurance fee.
5. Non-Occupational Sickness and Accident Benefits PlanBenefits will be payable beginning with the first day of disability caused by a non-occupational accident and beginning with the fourth day of disability caused by a non-occupational sickness, except that in those cases of non-occupational sickness which results in the claimant being hospitalized, and in those cases where surgery is performed which necessitates loss of time from work, the said benefits will be payable beginning with the first day of sickness. Benefits will be payable for a maximum of fifty-two (52) weeks during any one period of disability.Level of BenefitsThe level of benefit will be 66 2/3% of the employee’s regular wage rate, with a maximum benefit of $684.48 per week. This benefit will be increased in each succeeding year of the Collective Agreement by the same amount as the general wage increase. Maximum benefit will increase to $698.17 March 1 2012 and $721.13 March 1 2013.

Income Tax will be deducted at the lowest rate possible from these benefits at the source.

• Workers Compensation Board Claims
  If an employee suffers a disability, and the Workers’ Compensation Board does not accept the claim within two (2) weeks from the date of the disability, weekly indemnity payments under the Welfare Plan will be paid retroactively, if requested by the employee. An employee must be off work for a minimum of two (2) weeks to be eligible for weekly indemnity payments under this provision.
  If the Workers’ Compensation Board claim is subsequently established the employee will then repay the weekly indemnity payment received to the appropriate fund or insurance company.
• Long-Term Disability Plan

After expiry of the fifty-two (52) weeks of benefits payable under the Non- Occupational Sickness and Accident Plan, a further one hundred four (104) weeks of coverage shall be provided under the Long-Term Disability Plan.

Level of Benefits

The level of benefits will be 50% of the employee’s job rate at the date they are entitled to L.T.D. benefits with a maximum benefit of $541.21 per week. This benefit will be increased in each succeeding year of the Collective Agreement by the same amount as the general wage increase. Maximum benefit will increase to $552.03 March 1 2012 and $563.07 March 1 2013

Income Tax will be deducted at the lowest rate possible from these benefits at the source.

• Carrier Forms
  The Company shall pay the full cost of medical certificates required by the Weekly Indemnity Carrier and the Long Term Disability Carrier to the employee upon presentation of the appropriate receipt, on the understanding that after the first form required for either a weekly Indemnity or Long Term Disability claim,the employee will contact the company before getting another form filled out. The Company will then have three (3) working days in which to try and resolve the situation with the insurance carrier. After three (3) days the employee may have the form filled out and the full cost will be paid by the company again, upon presentation of the appropriate receipt.
• Group Life Insurance
  Coverage shall be provided in the amount of:

  March 1, 2010	$60,000.00
  March 1, 2012	$61,500.00
  March 1, 2013	$63,000.00

• Payable as a result of death from any cause on a twenty-four (24) hour coverage basis.
• Accidental Death and Dismemberment Insurance
  In addition to the Group Life Insurance, Accidental Death and Dismemberment Insurance shall be provided on a twenty-four (24) hour coverage basis. Dismemberment benefits shall be in accordance with the schedule of the carrier involved. Coverage to be in the amount of:

  March 1, 2011	$63,000.00
  March 1, 2013	$63,000.00

• Out of Province Travel Plan
• The Welfare Plan will include an Out-Of-Province Travel Plan, as follows:“When in the opinion of the attending physician and attending specialist a medical procedure is required that is not available in B.C., and is one for which the Medical Services Plan of B.C. will accept financial responsibility, the cost of travel and accommodation to the limits specified below will be paid for by the Plan. Where the attending physician specifies that an attendant is required, the travel and accommodation expenses for such person will be paid to the limit specified. The maximum limit under any one claim will be the return economy airfare or equivalent for patient and attendant, plus accommodation expenses up to a maximum of $1,500. Receipts will be required and forwarded on the claim form prescribed by the Carrier.This benefit will not stack on top of or duplicate existing provisions under local Medical Travel Benefit or government plans.
• Dental Plan
• Benefits
• 1. Diagnostic Services

  All necessary procedures to assist the dentist in evaluating the existing conditions to determine the required dental treatment including:

  • Oral examinations
  • Consultations
  • X-rays (complete mouth X-rays will be covered only once in a
    three (3) year period).
  1. Preventative Services

  All necessary procedures to prevent the occurrence of oral disease including:

  • Cleaning and scaling
  • Topical application of fluoride
  • Space maintainers

1. Surgical Services
   All necessary procedures for extractions and other surgical procedures normally performed by a dentist.
2. Restorative Services
   All necessary procedures for filling of teeth with amalgam, synthetic porcelain and stainless steel crowns. Gold inlays or onlays will be provided as a filling material only when teeth, in the professional opinion of a dentist, cannot be restored with any of the above materials. Gold foil will be provided only in case of repair to pre-existing gold restorations.
3. Prosthetic RepairsAll necessary procedures required to repair or reline fixed or removable appliances.
• EndodonticsAll necessary procedures required for pulpal therapy and root canal filling.

• PeriodonticsAll necessary procedures for the treatment of tissues supporting the teeth.
• Prosthetic Appliances and Crown and Bridge Procedures
  1. Crowns and Bridges
  2. Partial and/or complete dentures, but not more than once in five (5)
     years.

• Orthodontics
  The services of a certified Orthodontist registered as such by the College of Dental Surgeons of British Columbia, only after the patient has been covered continuously for twelve (12) months. Appliances lost, broken or stolen will not be replaced.Coverage will be for an employee, the employee’s spouse and dependent children. Dependent children will be covered only up to their 19th birthday.Lifetime maximum is $2,400 effective March 1, 2010 and $2,800 effective March 1, 2012 per person for all services provided by an Orthodontist.
• Co-Insurance
  In respect of benefits (i) to (vii), the Plan will provide reimbursement of eighty (80) percent of eligible expenses per calendar year.Benefits (viii) and (ix) will be subject to fifty (50) percent co-insurance.
• Change in Benefits
  In the case of an employee who is on active claim arising from a disability which occurred before a negotiated change in benefits and which continues thereafter, the said employee shall, as from the effective date of the negotiated change be paid the changed Weekly Sickness and Accident benefit, be covered for the changed Group Term Life Insurance and Accidental Death and Dismemberment Insurance, and make the changed contributions.
• Cost Sharing
  The employee shall make a contribution to the premium costs of the Sickness and Accident Plan and the Long-Term Disability Plan.
  The premium costs shall be shared seventy (70) percent Company and thirty (30) percent employee. In the event of a rate increase for these two coverage’s, employees will contribute thirty (30) percent of increased cost.
• When an employee is absent for reasons of illness or compensation, the Company shall continue to pay one hundred percent (100%) of the Welfare Premiums for a period not exceeding three (3) months in the case of an employee with less than one (1) year of service; and for six (6) months in the case of an employee with more than one (1) year of service. For employees with five (5) or more years of service, the Company will pay the full premiums for the duration of the employee’s absence.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING # 3 – PLANT MANAGER DELTA OPERATIONS

The intense competitive pressures coupled with enhanced quality assurance requirements and the related paper mill core testing procedures, have precipitated the need for each plant site to have a salaried Superintendent.

Each plant site will have several new testing procedures initiated to ensure the product shipped meets the quality demands our marketplace expects and demands.

Therefore, it is agreed that the on-site Manager may, on occasion, perform limited production-oriented tasks as well as providing supervision to the crew. Such occasions must be temporary in nature and must not result in the displacement or exclusion of employees.

During the Plant Manager’s absence, the chargehand will be responsible for the completion and reporting of all testing procedures on a daily basis.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING #4 – OVERTIME BANKING

The following Overtime Banking Plan will be in effect for all employees:

1. An employee who elects to participate in the plan shall sign a form authorizing his participation in the plan.
2. The employee shall indicate whether he wishes to (a) bank his total overtime worked, or (b) bank the premium time only.
3. Once the employee has elected to participate and has selected (a) or (b) above, he can cancel at any time, but once cancelled, he cannot rejoin in that calendar year.
4. There will be a maximum of sixty (60) hours accumulated banked time. Once the maximum is reached, the employee will receive normal overtime payment.
5. Accumulated banked overtime shall be taken as time off in multiples of eight (8) hours, (10 hours at Port Mellon Sound), at times agreed to between the employee and the Company.
6. Regular vacation shall take preference over banked time off.
7. At the end of the accumulation period, (December 31), for those hours less than eight (8), the employee will receive normal overtime payment.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING #5 – PLANT CLOSURE

The Company agrees that for the term of this Collective Agreement, in the event of a permanent closure of any one of the facilities, terminated employees will receive an enhanced severance allowance to that laid out in the Collective Agreement. The Company further agrees it will sit down with the Union, and in good faith discuss any other issues related to the closure, including, but not limited to, benefit continuation, outplacement services, pension bridging, allowing employees to leave early and still collect severance, employee transfers to other Company locations, and training allowances.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

LETTER OF UNDERSTANDING # 6 – SPIRAL DEPARTMENT

LINE of PROGRESSION

It is understood and agreed that the line of progression in the spiral department is as follows:

48” operator
17” operator
Roll Catcher
48” Saw operator
17” Saw operator
48” Saw helper

It is further understood that the established line will be used for moves of a permanent nature or for curtailments longer than 1 week. Employees will remain on their assigned machine and move up and down the line for all moves of a short-term nature i.e. vacations, short term disability, sickness and contraction.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative

 

LETTER OF UNDERSTANDING #7 – HOURS of WORK

Due to the recent consolidation and move to the Delta facility the current hours of work language in Article 8 may have to be amended in order to better suit the needs of the business. As the operation returns to a normal routine and the needs of the business become more apparent the Company and Union will meet to determine if amendment to Article 8 is necessary.

Should amendment to Article 8 prove to be necessary the Company and the Union will endeavour to develop a new hours of work schedule that better reflects the needs of the business.

It is understood that implementation of any new schedule is by mutual agreement.

It is also understood that any amendment to Article 8 may also require corresponding amendments to Article 10 – Overtime and Article 21 – Shift Differential. Any amendments to Article 10 or Article 21 will also be mutually agreeable.

 

Approved and accepted this Twenty-fourth day of February , 2011 at Delta , British Columbia.

SONOCO CANADA CORPORATION	COMMUNICATIONS, ENERGY & PAPERWORKERS UNION OF CANADA LOCAL #433
___________________________ Thomas Slettvet Director, Employee Relations Western Region	________________________________ Joe Stanley Plant Committee
___________________________ Tim Knight Plant Manager	________________________________ Lyle Mielitz Plant Committee
___________________________ Aaron Ybarrondo Human Resources Manager	________________________________ Brent Reid Business Agent
	________________________________ Vince Lukas National Representative