RUBBERMAID CANADA INC. and NATIONAL AUTOMOBILE ...

RUBBERMAID CANADA INC.

and

NATIONAL AUTOMOBILE, AEROSPACE

AND

AGRICULTURAL IMPLEMENT \r\‘ORKERS

UNION OF CANADA (CAW)

AND ITS LOCAL 252

,‘.

reflecting changes agreed uppn duri$‘l99i

negotiations for the’renewal of the. 1,

Collective Agreement.

MEMORANDUM OF SETTLEMENT

BETWEEN


hereinafter referred to as “EMPLOYER”

AND

NATIONAL AUTOMOBILE, AEROSPACE

AND AGRICULTURAL IMPLEMENT

WORKERS

OF CANADA (CAW)

AND ITS LOCAL 252

hereinafter referred to as “UNION”

INDEXCOLLECTIVE AGREEMENT

ARTICLE TITLE PAGE

1. Purpose. . . . . . . . . . . . . . . . . . . . . . . 12. Scope and Recognition. . . . . . . . . . . 13. Management’s Function . . . . . . . . . . 34. Union Security . . . . . . . . . . . . . . . . . . 45. No Strikes or Lock-Outs . . . . . . . . . . 76. Representation . . . . . . . . . . . . . . . . . 77. Discrimination . . . . . . . . . . . . . . . . . . 98. Grievance Procedure . . . . . . . . . . . . 109. Discharge and Suspension. . . . . . . . 15

lO.Attendance . . . . . . . . . . . . . . . . . . . . . 1611. Seniority. . . . . . . . . . . . . . . . . . . . . . . 1712. Bulletin Boards . . . . . . . . . . . . . . . . . 2313. Safety and Health . . . . . . . . . . . . . . . 2314. Jury Duty . . . . . . . . . . . . . . . . . . . . . . 2415. Bereavement Pay . . . . . . . . . . . . . . . 2616. Plant Holidays . . . . . . . . . . . . . . . . . . 2717. Vacations . . . . . . . . . . . . . . . . . . . . . . 2918. Job Posting . . . . . . . . . . . . . . . . . . . . 3219. Base Classification Recall Privilege. 3420. Temporary Transfer. . . . . . . . . . . . . . 3621. Hours of Work and Overtime . . . . . . 3822. Leave of Absence . . . . . . . . . . . . . . . 4223. Reporting Pay . . . . . . . . . . . . . . . . . . 4424. Emergency Work. . . . . . . . . . . . . . . . 4425. Job Classifications and Rates of Pay 4526. Fringe Benefits . . . . . . . . . . . . . . . . . 45

INDEXCOLLECTIVE AGREEMENT

ARTICLE TITLE PAGE

27. Term of Agreement . . . . . . . . . . . 50Wage Schedules. . . . . . . . . . . . 51Schedule A - Wages . . . . . . . . . 55Schedule B - Hours of Work . 56Schedule C - Hours of Work

Continuous Operations . . . . . . 57Letters of Understanding . . . . 58-66

ARTICLE 1

PURPOSE

1 .Ol The purpose of this Agreement is toprovide orderly collective bargaining relationsbetween the Employer and its employeescovered by this Agreement through the Unionto secure prompt and fair disposition ofgrievances, to secure the efficient operationsof the Employer’s business without interruptionor interference with work and to provide fairwages, hours, and working conditions for theemployees. It is recognized by this agreementto be the duty of the Employer, the Union andthe employees to cooperate fully, individuallyand collectively for the advancement of the saidconditions.

ARTICLE 2

SCOPE & RECOGNlTiON

2.01 This Agreement shall apply to all em-ployees in the bargaining unit defined in theCertificate issued by the Ontario Labour Rela-tions Board on the 27th day of July, 1967, thatis all employees of Rubbermaid Canada Inc.in the town of Mississauga, and at2130 SouthService Road, Oakville, Ontario, save andexcept foremen, persons above the rank of

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foreman, office and sales staff, and studentsemployed during the school vacation period(May 1 to September 30) or on a cooperativetraining basis,

2.02 The Employer recognizes the Union asthe sole and exclusive collective bargainingagent for all employees of the Employer in thebargaining unit defined above.

2.03 No employee excluded from the bargain-ing unit shall perform work normally performedby employees in the bargaining unit except asfollows:

(a) to protect the safety and welfare of em-ployees;

(b) in emergencies such as when necessaryto prevent damage to facilities or equipmentor loss of materials in process:

(c) in the instruction or training of employees;

(d) in experimenting with new processes,materials or equipment or in developing anew product or work procedure;

(e) when qualified employees are not available;

(f) in providing assistance to employees.

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ARTICLE 3

MANAGEMENT’S FUNCTIONS

3.01 The Employer shall be entitled to exer-cise all of the customary rights of managementand without limiting the generality of the fore-going, management functions shall include:(a) the right to maintain order, discipline, and

efficiency and in connection therewith tomake, alter and enforce from time to timerules and regulations, policies and prac-tices to be observed by its employees;

(b) the right to discipline or discharge em-ployees for just cause provided that a claimfor unjust discipline or discharge may bethe subject matter of a grievance and dealtwith as hereinafter provided;

(c) the right to select, hire, transfer, assign toshifts, promote, demote, cjassify, lay-off,recall employees, and select employees forpositions excluded from the bargainingunit;

(d) the right to determine the locations of oper-ations and their expansion or their cur-tailment;

(e) the right to direct working forces, to subcon-tract work, to schedule operations, thenumber of shifts, the methods, processes

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and means of production, to determine jobcontent, quality and quantity standards;(f) the right to use improved methods,

machinery and equipment;(g) the right to decide on the number of em-

ployees needed by the Employer at anytime, the number of hours to be worked,starting and quitting times;

(h) the right to determine financial policies, in-cluding general accounting procedures andcustomer relations; and

(i) the sole and exclusive jurisdiction over alloperations, buildings, machinery, equip-ment and employees.

3.02 The Employer agrees that it will not ex-ercise its functions in a manner inconsistentwith the provisions of this Agreement.

ARTICLE 4

UNION SECURITY

4.01 A seniority employee covered by thisAgreement, who on the date of signing of thisAgreement is not a member of the Union shallbecome a member of the Union. Upon com-pletion of their probationary period, employeescovered by this Agreement shall be required,

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as a condition of employment, to becomemembers of the Union. The employee shallexecute and deliver to the Employer, an authori-zation for payroll deduction of regular monthlyUnion dues, assessments, and where neces-sary, Union initiation fees.

4.02 The parties hereto agree that no em-ployee shall in any manner be discriminatedagainst or coerced, restrained or influenced onaccount of membership or non-membership inany labour organization or by reason of anyactivity or lack of activity, in any labour organi-zation.

4.03 The Union will not nor will any employeeengage in Union activities during workinghours or hold meetings at any time on thepremises of the Employer without the permis-sion of the Vice-President, Manufacturing or inhis absence the Vice-President, HumanResources.

4.04 During the term of the Agreement, theEmployer agrees to deduct from the secondpay of each month, Union initiation fees andassessments where necessary, and regularmonthly Union dues, as certified by the Unionto be currently in effect according to the Con-stitution of the International Union, from the

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wages of each employee who has signed anauthorization form and to remit the amount sodeducted along with a record of those fromwhom deductions have been made to theFinancial Secretary-Treasurer of the NationalAutomobile, Aerospace and Agricultural Imple-ment Workers Union of Canada (CAW) Local252 no later than the 15th day of the monthfollowing the month the dues were deducted.A copy of this information will be sent to thePlant Chairman.

4.05 The Employer shall furnish to the PlantCommittee Chairperson, the Local and Nation-al offices, an address list of all employeescovered by this Agreement on January 1 andJuly 1, of each year.

4.06 The Employer agrees to permit theUnion to conduct Plant Committee elections onCompany premises. The Employer will be noti-fied at least one week in advance of the elec-tion date so that facilities can be properlyarranged. Balloting will be conducted prior tothe beginning of regular-shifts, during lunchbreaks and at the end of regular shifts so thatthe election process will not interfere with nor-mal operations.

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ARTICLE 5

NO STRIKES OR LOCK-OUTS

5.01 In view of the orderly procedure estab-lished by this Agreement for the settling ofdisputes and the handling of grievances, theUnion agrees that, during the lifetime of thisAgreement, there will be no strike, slowdown,stoppage of or interference with work orproduction, either complete or partial and theEmployer agrees that there will be no lock-outof employees.

5.02 Any employee who violates Article 5.01shall be subject to discipline, including dis-charge.

ARTICLE 6

REPRESENTATION

6.01 The Employer will recognize a PlantCommittee of three (3) members, one of whomshall act as Plant Committee Chairperson andbe selected by the membership of the Unionfrom among the employees, for the purpose ofhandling and settling grievances. One (1) Com-mitteeperson shall be selected from employeesin the Plastics/Facilities Departments. One (1)Committeeperson shall be selected from the

employees in the Warehouse Department. One(1) Committeeperson shall be selected fromemployees in the CM. Department. The Unionshall notify the Employer in writing of thenames of such Committeepersons at the timeof their appointment. Each member of the PlantCommittee shall have at least one (1) year’sseniority. The three (3) members of the PlantCommittee will be retained on the dayshift intheir individual classifications so long as it isconsistent with Company requirements and solong as the employee(s) in question is capableof performing the work required.

6.02 Where a shift has no Committeepersonrepresentation, the Employer will recognizeone (1) Steward for each unrepresented shift.Such Stewards will be selected from among theemployees on these unrepresented shifts andwill have at least one (1) year’s seniority. TheStewards will not be members of the PlantCommittee. The Union shall notify the Employ-er in writing of the names of such Stewards atthe time of their appointment.

6.03 The Steward, Committeeperson or thePlant Committee shall investigate and processgrievances in accordance with the GrievanceProcedure set out in this Agreement. At anyfurther negotiations for the renewal of this

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Agreement, the bargaining unit will berepresented by the Plant Committee as definedin Article 6.01, the Union’s National Represen-tative and/or the President of Local 252.

6.04 No Steward or,Committeeperson shallleave his work to investigate or process anygrievance or negotiate with the Employerwithout the prior consent of his supervisor,which consent shall not be unreasonably with-held, but in no event longer than one (1) hourprior to the end of the shift in which thegrievance occurs.

6.05 The Employer will pay Stewards andCommitteepersons at their regular straight timehourly rate for all regular straight time lost ininvestigation or processing grievances provid-ed that, in the opinion of the Employer, the timeso spent is not unreasonable. The Employerwill pay Plant Committeepersons at their regu-lar straight time hourly rate for all regular timelost in negotiating the renewal of thisAgreement.

ARTICLE 7

DISCRIMINATION

7.01 There shall be no discrimination, intimi-dation or coercion by the Employer or the

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Union or its members against any employeein accordance with the Human Rights Code.

7.02 Whenever the masculine gender ap-pears in this Agreement it shall also mean thefeminine gender as the text requires.

AFITICLE 8

GRIEVANCE PROCEDURE

8.01 A grievance is any complaint, dispute,or controversy between an employee or theUnion and the Employer relating to the interpre-tation, application, administration or allegedviolation of this agreement and any questionas to whether a matter is arbitrable.

8.02 The grievance procedure shall be asfollows:

Step 1: An employee should first discuss hiscomplaints with his immediate supervisor, andif not satisfactorily resolved, the employee’scomplaints relating to the interpretation, appli-cation, administration or alleged violation of thisAgreement shall be reduced to writing by theemployee or his Steward or Committeepersonon the form provided for this purpose settingforth the facts giving rise to the grievance, the

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Agreement provisions which it is claimed wereviolated and the relief requested, and submit-ted to the employee’s immediate supervisorwithin five (5) working days after the occur-rence of the facts giving rise to the grievance.The employee may be represented by hisSteward or Committeeperson at any meetingwith the supervisor prior to his written decision.Within five (5) working days after the writtengrievance is submitted to him, the supervisorshall deliver his written decision to the Stewardor Committeeperson.

Step 2: If the grievance is not disposed of inStep 1 then a written notice of appeal on theform provided shall be delivered by the PlantCommittee Chairperson to the DepartmentManager within three (3) working days of deliv-ery of the Supervisor’s written decision. Theemployee may be represented by the PlantCommittee Chairperson and Steward, if neces-sary, at any meeting with the DepartmentManager prior to his written decision. Withinthree (3) working days after the appeal is sub-mitted to him the Department Manager shalldeliver his written decision to the Plant Com-mittee Chairperson.

Step 3: If the grievance is not disposed of inStep 2, then a written notice of appeal on the

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form provided shall be delivered by the PlantChairperson to the Vice-President, Manufac-turing or in his absence the Vice-President,Human Resources, within five (5) working daysof delivery of the Department Manager’s writ-ten decision. Within five (5) working days afterreceipt of the notice of appeal by the Vice-President, Manufacturing or Vice-President,Human Resources, as the case may be, themembers of the Plant Committee shall meetwith the Vice-President, Manufacturing and/orthe Vice-President, Human Resources or hisdesignate to attempt to resolve the grievanceunless otherwise mutually agreed. If request-ed by either party, a National Representativeof the Union, and/or the Local President, shallattend the meeting. Within five (5) workingdays following this meeting, the Vice-President, Manufacturing and/or the Vice-President, Human Resources, shall deliver hiswritten decision to the P/ant Committee Chair-person. Prior to any third stage grievanceappeal, the Union may request the supervisorinvolved in the grievance be in attendance atthe appeal hearing for purposes of investiga-tion. Similarly the Company may request thepresence of the grievor.

Step 4: If the grievance is not disposed of inStep 3, then the Plant Committee Chairperson

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may demand arbitration pursuant to paragraph8.05 of this Agreement.

8.03 If any grievance involves more thanthree (3) employees, the Plant CommitteeChairperson may present the grievance to theVice-President, Manufacturing or in his ab-sence the Vice-President, Human Resources,by completing the form provided for grievancesat Step 1 and delivering it to the Vice-President,Manufacturing, and/or in his absence, the Vice-President, Human Resources or his designate,within five (5) working days after the grievancearises. Thereafter, the procedure outlined inSteps 3 and 4 above shall be followed.

8.04 Any time limitation specified in para-graphs 8.02, 8.03 and 8.05 may be extended bymutual agreement of the parties set forth inwriting only. Any complaint or grievance notfiled or not appealed to the next step within thetime permitted by this Agreement shall be con-sidered settled on the basis of the last decisionand shall not be subject to further considera-tion. If either party fails to adhere to the timelimits specified in this Article, then thegrievance shall be deemed to be conceded.

8.05 If arbitration is desired, the Plant Com-mittee Chairperson or a National Representa-

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tive of the Union shall deliver within ten (10)working days after delivery of the decision inStep 3 of the grievance procedure, a writtendemand therefore to the Vice-President,Manufacturing, or in his absence, the Vice-President, Human Resources, identifying thegrievance and the names of the Union’s choicefor an Arbitrator.

8.06 The Employer shall, within five (5) work-ing days after receipt of the demand, advisethe Union of the names of the employer’schoice for Arbitrator.

8.07 The Union and the Employer shall,within five (5) working days or at a time mutu-ally agreed upon, select an Arbitrator from thenames submitted. If the parties fail to appointan Arbitrator, within the time limited, the ap-pointment shall be made by the Minister ofLabour for Ontario upon the request of eitherparty. The Arbitrator shall hear the grievanceand shall issue an award which shall be finaland binding upon the parties and upon any em-ployee affected by it.

8.08 No person may be appointed as anArbitrator who has been involved in an attemptto negotiate or settle the grievance.

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8.09 The parties will jointly share the ex-penses, if any, of the Arbitrator.

8.10 The Arbitrator shall not be authorized tomake any award inconsistent with the provi-sions of this Agreement or to alter, modify, oramend any part of this Agreement.

8.11 No grievance may be submitted con-cerning the termination of employment, layoffor disciplining of a probationary employee.

8.12 The grievor may be involved at any stepof the grievance procedure and will be paid forany regular time lost in processing hisgrievance.

ARTICLE 9

DISCHARGE AND SUSPENSION

9.01 When an employee is discharged heshall be given a reasonable opportunity to in-terview with his Committeeperson or Stewardbefore leaving the plant, except, if in theopinion of the Employer, the discharged em-ployee is threatening, belligerent, abusive ordisorderly.

9.02 An employee who is discharged or sus-pended for more than three (3) working daysmay file a grievance at Step 3 of the Grievance

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Procedure within three (3) working days aftersuch discharge, or suspension. The Employerwill schedule a meeting to discuss thegrievance within two (2) working days afterreceipt of the grievance. The grievance shallcontain the information required at Step 1 ofthe Grievance Procedure. An employee sus-pended for three (3) working days or less shalltake up his grievance at Step 1.

9.03 In imposing discipline the Employer willnot take into account any infraction of a majornature which occurred more than twelve (12)months previously provided the employee hashad no disciplinary notices on the file duringthe twelve (12) month period. For the purposeof this clause an infraction of a major natureis defined as a written warning of discipline,suspension or discharge.

AFITICLE 10

ATTENDANCE

10.01 Regular attendance is expected fromevery employee. Employees unable to work, forany cause, shall so advise their supervisorbefore the regular starting time of their shift,if possible.

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ARTICLE 11

SENIORITY

11 .Ol Plant-wide seniority shall mean an em-ployee’s length of continuous service with theEmployer.

11.02 New employees shall serve a proba-tionary period of ten (10) weeks in a 12 monthperiod before acquiring seniority rights whichshall then date back to their respective date ofstarting work with the Employer. Probationaryemployees may be discharged without entitlingthe employee to recourse to the GrievanceProcedure.

11.03 Seniority will apply only to the extentthat it is expressly provided for in this Collec-tive Agreement.

11.04 Seniority lists will be supplied to theUnion and posted on the bulletin boards onJanuary 1st and July 1st of each year of theAgreement.

11.05 Seniority once established for an em-ployee shall be forfeited under the followingconditions:(a) if he voluntarily quits;

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(b) if he is discharged for any cause and notreinstated through the GrievanceProcedure;

(c) if he fails to report for duty after a lay-off orleave of absence in accordance with theprovision of this Agreement;

(d) if twelve months have elapsed from the dayof lay-off or a time equal to his seniority,whichever is greater; or

(e) if he is absent from work for more thanthree scheduled working days withoutnotifying the Employer, unless in the cir-cumstances it was impossible for the em-ployee to give notice to the Employer.

11.06 If an employee is suspended as a dis-ciplinary measure, he shall retain all seniorityrights if and when the penalty terminates.

11.07 Those promoted to positions not co-vered by this Agreement, will retain theirseniority after promotion and if transferred backinto the bargaining unit, the time served in thenon-bargaining position shall not be includedin ‘the seniority standing.

11.08 The Employer shall have the right toselect any employee for the purpose ofinventory-taking without regard to department,

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seniority or classification. An employee select-ed for inventory-taking will maintain his basichourly.rate without increase or decrease. If, inthe opinion of the Employer, an employee iscapable of performing inventory-taking thenthe senior employee will be asked first.

11.09 If the Employer reduces the work forceor eliminates classifications, the Employer willconsider job requirements and the ability, train-ing and skill of each individual to perform thenormal required work in determining which em-ployee is to be laid off or recalled from layoff.If, in the opinion of the Employer, these factorsare equal, seniority will be applied as outlinedin paragraphs 11.10 through 11.15.

11 .lO Temporary layoff shall be deemed to bea layoff up to and including five (5) consecu-tive working days. An employee will be placedon temporary layoff without regard to depart-ment, seniority or classification. In no event willan employee be required to lose more than ten(10) working days during a twelve (12) monthperiod because of temporary layoff. If, underthis provision, an employee accumulates morethan ten (10) days temporary layoff in a twelve(12) month period, subsequent layoff in excessof ten (10) days shall be in accordance with theindefinite layoff provisions contained in para-

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graphs 11.11 and 11.12. This Article will be usedin an emergency only.

11.11 Indefinite layoff shall be deemed tobe a layoff in excess of five (5) consecutiveworking days. If the Employer announces anindefinite layoff, the Employer will determinethe classification(s) to be reduced and will re-move the employees with the least plant-wideseniority in the classification(s) affected. TheEmployer will give five (5) days of notice ofindefinite layoff. In the event the five (5) daysof notice is not given, the Employer will pay thebalance up to five (5) days regular pay in lieuthereof. No notice or pay in lieu thereof will berequired where the indefinite layoff is causedby events beyond the control of the Employersuch as equipment breakdown, fire, loss of cus-tomers, cancellation or delay of orders, Acts ofGod, etc.

11 .12 An employee who is reduced from hisclassification because of indefinite layoff mayexercise his plant-wide seniority in any lowerclassification within his department and mayreplace a lesser serviced employee in the clas-sification selected as long as such employeeis capable of performing the work of the lesssenior employee. In such a reduction, an em-ployee who bumps will be afforded a one day

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familiarization period. If there are no employeeswith less plant-wide seniority in the depart-ment, he may replace a lesser serviced em-ployee within the plant provided he is able toperform the normal work required in the clas-sification. For the purpose of Article 11.12,department is defined as Plastics, CM, Wire-line, Finishing, Warehouse, Facilities, Receiv-ing, Oakviile.

11.13 No employee shall displace anotheremployee who is employed in a higher classifi-cation except in the case where a senior em-ployee has exhausted his/her seniority rightsunder Article 11.12 and is about to be laid offout of the plant, or off his/her shift. In suchcase, a senior employee may displace a junioremployee in a higher classification providedhe/she, in the opinion of the Employer, is fullyqualified to perform the normal requirementsof the job.

11.14 Employees will be recalled from layoffin inverse order of layoff subject to principlesoutlined in paragraph 11.09 except that noemployee will be recalled to a classification andshift and department that the employee refusedprior to the effective date of layoff. The em-ployee will be required to signify his refusal bysigning a form provided for this purpose prior

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to the effective date of layoff. A laid off em-ployee may refuse a recall to work withoutjeopardizing his recall rights in 11.05(d) wherethe work assignment offer is of a duration oftwo (2) weeks or less. For the purpose of Article11.14 department is defined as Plastics, C.M.,Wireline, Finishing, Warehouse, Facilities,Receiving, Oakville.

11 .15 Probationary employees and studentswill be the first to be laid off and the last to berecalled from layoff.

11.16 When recalling an employee afterlayoff he shall be notified by registered mail ortelegram and allowed five (5) working days toreport for work, and in the meantime, if anemployee is recalled and is not immediatelyavailable for work other employees in senioritystanding shall be recalled but shall be tem-porarily employed until the senior employeereports within the five (5) day period as out-lined. It shall be the employee’s responsibilityto keep the Employer notified as to change ofaddresses, and their telephone numbers sothat they will be current at all times. The five(5) working day reporting period may be ex-tended to ten (10) working days where the em-ployee is required to give notice of terminationto another employer.

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11.17 For the purpose of this Article, levelsof classification will be determined by the hour-ly rate of pay for each classification.

11 .18 Notwithstanding the foregoing, mem-bers of the Plant Committee will be the last tobe laid off and the first to be recalled regard-less of their position on the seniority list.

ARTICLE 12

BULLETIN BOARDS

12.01 The Employer shall provide bulletinboards in the plant premises to be used by theUnion for the purpose of posting notices relatedto the Union’s business. Such notices shall beapproved by the Vice-President, Manufactur-ing, or in his absence, the Vice-President,Human Resources, prior to their being posted.

12.02 Each notice posted on a bulletin boardshall include the date the notice is to be postedand the date the notice is to be removed.

ARTICLE 13

SAFETY & HEALTH

13.01 The Employer shall make all reasona-ble provisions for the safety and health of theemployees and the employees are encouraged

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to make suggestions to the Employer respect-ing safety. The parties agree that applicableparts of the Occupational Health and Safety Act(OHSA Ontario) will be adhered to.

13.02 The Employer and Union agree thatthey mutually desire to maintain high standardsof safety and health in the plant in order to pre-vent industrial injury and illness.

13.03 A Safety Committee shall be appointedand shall be composed of three (3) represen-tatives of the Employer and three (3) represen-tatives of the Union.

13.04 The Health and Safety Committee willbe provided upon request with known informa-tion on known toxic materials being used inPlant operations. Employees using materialsshould be familiarized with the safe handlingof same. Assignment to departments wheretoxic materials are used will be noted in the em-ployee’s personnel file.

ARTICLE 14

JURY DUTY

14.01 An employee who is selected for serv-ice as a juror or witness will be compensated

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for loss of pay from his regular scheduled shiftdue to such services. Such compensation willbe based on his regular scheduled hours at hiscurrent straight time hourly rate less the feereceived for such services. However, should theemployee present himself for selection as ajuror and not be selected, then he is requiredto return to the plant to complete his remain-ing normally scheduled work day.

14.02 In order for an employee to qualify forpayment under Article 14.01, he must:

(a) inform his supervisor within twenty-fourhours of receipt of notice of selection forservice as a juror or witness;

(b) if released from service as a juror or wit-ness and four hours or more remain in theemployee’s regular scheduled hours, hemust return to the Plant to complete his re-maining normally scheduled work day;

(c) provide a written statement to the Employ-er indicating the date of his service as ajuror or witness, and the time so spent andthe fee received for his services; and

(d) have completed his probationary period

14.03 .Employees selected for jury or witnessduty who are on other than the day shift may

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be assigned to the day shift for those days theyare required to serve if work schedules permit.

ARTICLE 15

BEREAVEMENT PAY

15.01 Should an employee’s parent, step-parent, spouse, as defined by the Family LawReform Act, child, step-child, brother, sister,step-brother/sister, parent-in-law, step-parent-in-law, child-in-law, brother or sister-in-law, grand-parent, grandchild or grandparent-in-law die,the employee will be granted a leave of ab-sence with pay to a maximum of three (3) daysfor the purpose of attending the funeral, oneday of which shall be the day of the funeral.If the employee does not attend the funeral, heshall be allowed one (1) day of leave with payfor the purpose of attending an official memori-al service. For the purpose of this article, payduring the leave will be at the employee’s regu-lar straight time hourly rate for regular time lost.

15.02 If any of these days fall on a Saturday,Sunday or Plant Holiday, or during the em-ployee’s vacation or leave of absence, thenbereavement pay is not paid for such days.

For Continuous Operations, days shall beinterpreted as the employees regular shifts of

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11.5 hours. Bereavement leave shall only bepaid if the employee is required ta be absentfrom a scheduled day and shall be paid on thebasis of 17.5 hours.

15.03 In order to qualify the employee must:(a) have completed his probationary period;

and(b) provide written proof of death and of the

date of the funeral from an authorizedsource such as a doctor, funeral director,clergyman or newspaper.

ARTICLE 16

PLANT HOLIDAYS

16.01 The following shall be recognizbd asholidays to be paid for at the regular straighttime hourly rate (except for probationary em-ployees):July 7, 7991 July 7, 7992August 5, 7997 August 3, 1992September 7, 1991 September 7, 1992October 14, 7997 October 12, 1992December 24, 7991 December 24, 1992December 25, 1991 December 25, 1992December 26, 1991 December 28, 1992December 30, 7991 December 30, 1992

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December 31, 1991 December 31, 1992January 1, 1992 January 1, 1993April 17, 1992 April 9, 1993May 78, 1992 May 24, 1993

or days celebrated in lieu thereof, regardlessof the day on which it falls.

Plant Holidays for Continuous Operations:New Year’s Day ThanksgivingGood Friday December 24Victoria Day Christmas DayCanada Day Boxing DayCivid Holiday December 30Labour Day December 31Continuous Operations employees shalt be

paid eleven and one half (11.5) hours’ holidaypay when a plant holiday falls on one of theirscheduled Continuous Operations days ofwork. Continuous Operations employees shallbe’paid eight (8) hours’ holiday pay when aplant holiday falls on one of their scheduleddays off.

Continuous Operations employees workingsuch plant holidays will receive double time forall hours worked, in addition to their regular ratefor all hours worked.

16.02 If an employee works on any of the saidholidays, he shall be paid as provided in para-

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graph 16.01 plus double time for all hoursworked.

16.03 An eligible employee who is absentfrom work for the full scheduled shift before orthe full scheduled shift after a holiday will notreceive holiday pay unless the absence isauthorized in writing by the Employer. TheEmployer will authorize absence due to illnesswhich shall be verified by a certificate from alicensed physician, if requested by the Employ-er, and such certificate is presented to the Em-ployer within five (5) working days after the dayof observance of the holiday. Notwithstandingthe foregoing, an employee who is receivingWorkmen’s Compensation or who is absentfrom work for any reason for more than five (5)working days prior to or after a holiday is in-eligible for holiday pay.

16.04 If any of the above holidays fall or areobserved during an employee’s vacation, heshall be entitled to an extra day’s vacation withpay at the end of his scheduled vacationperiod.

ARTICLE 17

VACATIONS

17.01 An employee who on the first day ofJuly has:

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(a) one year or more continuous service butless than five years of continuous servicewith the Employer shall receive two weeksvacation per year with pay equal to 4% ofthe total pay of the employee in the year forwhich the vacation is given or in accor-dance with the Employment Standards Actas amended.

(b) five years or more continuous service butless than 12 years of continuous servicewith the Employer shall receive three weeksvacation per year with pay equal to 6% ofthe total pay of the employee in the year forwhich the vacation is given.

(c) twelve years or more continuous servicewith the Employer shall receive four weeksvacation per year with pay equal to 8% ofthe total pay of the employee in the year forwhich vacation is given.

(d) twenty years or more continuous servicewith the Employer shall receive five weeksvacation per year with pay equal to 10% ofthe total pay of the employee in the year forwhich vacation is given.

(e) thirty years or more continuous service withthe Employer shall receive six weeks vaca-tion per year with pay equal to 12% of thetotal pay of the employee in the year forwhich vacation is given. The sixth week

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must be taken between January 1 and May31st.

17.02 An employee with less than one (1) yearof continuous service as of July 1st shallreceive no vacation but shall receive vacationpay of 4% of his total pay through June 30 ofthe current vacation year or in accordance withthe Employment Standards Act as amended.

17.03 All vacations must be approved by theEmployer and taken during the vacation yearfollowing the eligibility date. For the purpose ofthis Article, vacation year is defined as theperiod from July 1 to the following June 30.

17.04 Vacation pay will be paid July 1st or atthe time vacation is taken upon notification bythe employee.

17.05 The Union and the Employer agreethat vacation entitlement will be taken unlessthe employee has been absent during thetwelve months preceding the normal vacationperiod for a time exceeding the employee’svacation entitlement. Upon this occurrence anemployee may request to forfeit earned vaca-tion entitlement.

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ARTICLE 18

JOB POSTING

18.01 When a job in the bargaining unitbecomes vacant, the Employer will post anotice of the vacancy for a period of two (2)working days. The Notice will contain thenature of the job, the shift, the qualificationsrequired and the rate of pay. An employee whowishes to be considered for the position soposted shall signify his desire by signing hisname to the posting indicating his departmentand his qualifications for the job.

18.02 In filling any posted vacancy under thisArticle, the Employer will consider the training,skill and ability of the applicants to perform thework in question and where these are relativelyequal seniority shall govern. If the job is notfilled as a result of the posting, the Employerreserves the right to hire.

18.03 There will be a maximum of three (3)postings for a vacancy-the original posting tofill the vacancy and two (2) subsequent post-ings for the vacancies created by successfulapplicants. Any further vacancy that occursafter the second subsequent posting may befilled by the Employer without posting. Shouldthe successful applicant to a posting be un-

- 32 -

satisfactory, he shall be returned to his formerjob and the vacancy may be filled without fur-ther posting.

18.04 (a) A newly hired emplbyee or any em-ployee who has successfully bid under this Ar-ticle shall not be entitled to bid for a subsequentposted job for four (4) months from the date ofhis employment or date of his successful bid,except with the Employer’s permission.

(b) Employees on the payroll before the dateof ratification, July 23, 7991, who bid into theContinuous Operations, and subsequently de-cide that they do not wish to work such aschedule, must announce their intent to returnto their former position prior to the completionof twenty-eight days of Continuous Operationswork. They will thereafter be returned to theirformer position, as soon as is practicable.

Should such an employee work on Continu-ous Operations for more than twenty-eight daysand wish to opt out of this schedule, they maydo so under the provisions of Article 18.04 (a).

18.05 Any job which is vacant because of ill-ness, accident, vacation, leave of absence,temporary transfers or promotions and tem-porary vacancies shall not be deemed to bevacant for the purposes of this Article. However,where it is expected that the temporary vacan-

- 33 -

cy caused by any of the above reasons willexceed 3 months, the Company will post thejob on a temporary basis. It is understood thatwhen the original incumbent returns from suchleave, the employee who filled the temporaryvacancy shall return to his or her job. TheEmployer reserves the right to reassign anemployee who has returned to work after anabsence of more than six (6) months due toillness or accident if, in the opinion of theEmployer, the employee cannot perform hisregular job.

18.06 Wherever possible, a successful appli-cant to a job posting will get transferred to thejob applied for within ten (10) working days fromthe date of his successful application. If nottransferred at the end of ten (IO) working days,the successful applicant will be paid the train-ing rate of the job to which he was the success-ful applicant.

ARTICLE 19

BASE CLASSIFICATION RECALL PRIVILEGE

19.01 For the purpose of administering theseprovisions base classification is defined as:(a) the classification to which an employee was

originally a successful applicant throug

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the job posting procedure subject to thelimitation in item 2 of this provision, or

(b) the classification into which an employeeis permanently assigned if the employeedid not obtain the classification through thejob posting procedure.

An employee will have one (1) base classifi-cation at any time.

19.02 A seniority employee who is removedfrom his base classification for an indefiniteperiod of time due to a shortage of work andis employed in another classification will retainrecall privileges to the base classification in thesame department and shift for a period notexceeding twelve (12) months or a time equiva-lent to the employee’s seniority from the datethe employee was originally removed from theclassification, whichever is greater. When baserecall privileges are exercised the Employer isnot required to implement the job postingprocedure.

19.03 An employee will forfeit base classifi-cation recall privileges when:(a) the employee becomes a successful appli-

cant to another classification through thejob posting procedure in which case thenew classification becomes the base clas-sification.

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(b) the employee does not exercise base clas-sification recall privileges when so offeredin which case the classification to whichthe employee is presently assigned be-comes the base classification.

(c) twelve (12) months or a time equivalent tothe employee’s seniority have elapsedfrom the date of being removed from thebase classification, whichever is greater,without being given an opportunity to ex-ercise base classification recall privilegesin which case the classification to whichthe employee ispresently assigned be-comes the base classification.

19.04 These provisions, in no way, are meantto alter the provisions for temporary transferscontained in the Collective Agreement.

ARTICLE 20

TEMPORARY TRANSFERS

20.01 The expression “temporary transfer”used in this clause shall mean the transfer forfour hours or more of an employee from oneclassification to another by the Employer withthe intention of returning the employee to hisregular job classification as soon as practica-ble, but not in excess of ten (10) working days

- 36 -

unless mutually agreed upon between theUnion and the Employer. When an employeeis temporarily transferred at the Employer’soption and the rate of pay for the job classifi-cation to which the employee is transferred ishigher than the rate for his regular classifica-tion, he shall be paid at least the next higherincrement of the job to which he is temporarilytransferred over his regular rate.

20.02 If an employee is transferred at theEmployer’s option from one job classificationto another on a temporary transfer and if therate of pay for the job classification to whichthe employee is temporarily transferred is less-er than his regular job classification, he shallbe paid at his regular rate of pay consistent withother provisions contained in this Agreement.

20.03 If an employee is temporarily trans-ferred in lieu of layoff at the employee’s optionto a job classification where the rate of pay islesser than his regular job classification, heshall be paid the rate of the classification towhich he is transferred unless specifically ex-cepted by the Employer.

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ARTICLE 21

HOURS OF WORK AND OVERTIME

21 .Ol (a) Hours of work shall be as providedin Schedule B and Schedule C to thisAgreement.

(b) As a condition of employment, anyemployee hired after July 23, 7991, shall berequired to work the Continuous OperationsSchedule implemented by the Company Thiscondition of employment shall continue toapply notwithstanding that the employee may,for certain periods, work on non-continuousoperations.

21.02 The Employer does not guarantee toprovide work for an employee for regularlyassigned hours or for any other hours.

21.03 Overtime shall be voluntary. Time andone-half shall be paid for all hours worked inexcess of the scheduled daily hours as set outin Schedule B, or Schedule C. When overtimeis required, as much notice as possible will begiven.

21.04 Wherever possible, only the initial offer-ing of overtime in each calendar year will bemade to the most senior employee present whonormally performs the work on the same shift.

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Thereafter, the employer will endeavour todistribute overtime as evenly as practicable,providing that it is consistent with the continu-ation of work among the employees normallyperforming the work on the same shift.

21.05 The Employer reserves the right toreschedule the working hours of employeeswhose normally scheduled daily working hoursare less than eight and whose normally sched-uled working week is less than forty hours perweek so that the normally scheduled dailyworking hours of these employees shall beeight hours per day and the normally sched-uled working week shall be forty hours perweek. If the Employer so reschedules the work-ing hours in accordance with this Article, over-time for the purpose of paragraph 21.03 shallbe paid in accordance with the reschedulednormal daily and weekly working hours so thatsuch employees shall be paid time and one-half for all hours worked in excess of eighthours per day.

21.06 Time and one-half shall be paid for allhours worked on a Saturday. Double time shallbe paid for all hours worked on a Sunday. Pay-ments under this paragraph are premiums forworking on Saturday or Sunday and if an em-ployee works on either day and such work is

- 39 -

part of his regular Friday or Monday shift, hewill not be paid any premium under thisparagraph.

This article is not applicable to ContinuousOperations.

21.07 All employees who work on a holiday,as provided for’in Article 16 herein, shall bepaid for the holiday in addition to the rate ofdouble time for all hours worked on the holidaysubject to any other provisions contained in thisAgreement.

Continuous Operations employees who.workon a p/ant holiday, shall be paid at a rate of dou-b/e time, plus their regular straight time hourlyrate for a// hours worked.

21.08 Effective date of ratification a shiftpremium of thirty-three (33) cents per hour shallbe paid for all work performed by employeeson the regularly scheduled afternoon and nightshifts, Effective July 1, 7992, this premium tobe thirty-five (35) cents.

The above shift premium will be paid for allwork performed by employees on the regularlyscheduled Continuous Operations Shift “B” or‘ID’:

21.09 Shift premium shall be paid only foractual hours worked and no overtime or premi-

- 40 -

urn shall be calculated thereon. Article 21.08shall not be interpreted so as to pyramid theshift premium in addition to overtime rates paidto employees working overtime in conjunctionwith their regularly scheduled shift.

21 .lO Employees shall not receive overtimeor any other premium for hours spent beforeor after their normally scheduled daily workinghours for the purpose of meeting with supervi-sion in the Plant or participating in any courseprovided by the Employer.

21.11 Employees will be granted one tenminute break each half shift.

Employees on Continuous Operations willreceive meal and rest breaks in accordancewith Schedule “C’:

21.12 Employees working on ContinuousOperations shall receive their pay checksbiweekly.

21.13 If an employee who works ContinuousOperations is scheduled off, but agrees to workovertime on a Sunday, he or she shall be paiddouble time for only those hours which fall onthe Sunday.

- 41 -

ARTICLE 22

LEAVE OF ABSENCE

22.01 The Employer may grant a leave ofabsence to a maximum of three (3) monthswithout pay to employees for legitimate per-sonal reasons. The employee may request inwriting only one (1) extension of the leave priorto the end of the first leave of absence. Re-quests for leave of absence must be in writingon the form provided for this purpose. The em-ployee will give as much notice of request forleave as is possible but in any event not lessthan one (1) week prior to the commencementof the requested leave. An employee who be-comes ill or injured and whose claim issupported by adequate medical proof will begranted a leave of absence without pay for amaximum of two (2) years or a time equal tohis seniority at the commencement of theleave, whichever is greater.

22.02 The Employer will grant a leave ofabsence without pay to a pregnant employeeupon her written request and a proper physi-cian’s certificate verifying her pregnancy for aperiod of three (3) months prior to her antici-pated date of delivery; but nothing in thisAgreement shall prevent the Employer fromrequiring a pregnant employee to go on leave

- 42 -

of absence for such longer period as the Em-ployer desires on the grounds that the em-ployee’s physical condition consitutes a hazardto her fellow employees or is interfering withher ability to perform available work on her shiftand in her department or work in her base clas-sification, which she is capable of doing. Leaveof absence due to pregnancy will be grantedto an employee who has completed her proba-tionary period.

22.03 At the written request of the Union, theEmployer will grant a renewable one (1) yearleave of absence without pay or benefits to aUnion representative who has been selectedby the National Union or elected to a positionin the Local Union that will require the em-ployee to be absent from work on Union busi-ness for an indefinite period of time. Therequest for leave shall be submitted at leastone (1) month in advance of the start of theleave. The leave will be renewed annually ifrequested in writing by the National or LocalUnion. Not more than one (1) such leave ofabsence shall be granted at any time. To beeligible for Union leave an employee must havemore than one (1) year of seniority.

- 43 -

ARTICLE 23

REPORTING PAY

23.01 Unless employees are notified not toreport for work, employees who report for workat their regular starting time and for whom nowork is available in the employee’s regular clas-sifications shall receive not less than four hoursof any work that is available at the rate of payapplicable to the job provided, or if no work atall is available, shall receive four hours pay attheir regular straight time hourly rate.

23.02 The provisions of this article shall notapply in the event the employees were notifiednot to report for work or in the event of strikes,power failures, or other conditions beyond thecontrol of the Employer which prevent theEmployer from providing work.

ARTICLE 24

EMERGENCY WORK

24.01 If an employee has left the companyproperty and is called in for work outside hisnormally scheduled working hours to performwork of an emergency nature, he shall receivea minimum of four (4) hours pay at the applica-ble rate for the job performed.

- 44 -

ARTICLE 25

JOB CLASSIFICATIONS AND RATES OFPAY

25.01 The job classifications and rates of payshall be as set forth in Schedule A attachedhereto and forming part of this Agreement.

ARTICLE 26

FRINGE BENEFITS

26.01 Effective the first day of the first premi-um month following date of ratification of thisAgreement the Employer will make availableand pay the full cost for all eligible employeesand their eligible dependents, the followingbenefits subject to limitations and standardprovisions appearing in the individual insur-ance contracts. The benefits shall apply onlyto those claims the circumstances of whicharose after the date of ratification of thisAgreement.(a) Group Life Insurance - $I8,00U.O0 and

effective July 7, 1992 - $79,OOU.O0.(b) Ontario Health Insurance Plan (O.H.I.P.).(c) Semi-private hospital care insurance.

- 45 -

(d) Weekly Sickness and Accident IncomeIndemnity Insurance. This plan paysbenefits from the first day of disability ifdisability is due to an accident and from thefirst day of hospitalization as a bed patientif disability is due to illness. Treatment in anemergency department or a hospital doesnot qualify an employee for first day cover-age unless one of the above criteria is met.Benefits are payable from the sixth day ofdisability if disability is caused by any otherillness.

Benefits will be payable under the Compa-ny’s Weekly Indemnity Plan from the first dayof disability if an employee is disabled as aresult of an outpatient surgical procedure, butonly under the following conditions:1. The surgical procedure must be

prescheduled;2. The surgical procedure must be performed

in a hospital on an out-patient or day caresurgery basis and this information must beclearly indicated on the section of the week-ly indemnity claim form that is completedby the attending physician;

3. The employee must be unable to work asa result of the surgical procedure; and

4. The employee must advise the Companyon the appropriate Request Form at least

- 46 -

two weeks in advance (unless there is anemergency situation) that the surgicalprocedure is to be performed and giveanticipated dates of absence from work.

The maximum period of benefit will be 26weeks for each period of disability with thebenefit being equal to the U.I.C. maximumbenefit. The Employer shall retain 1000/o of anypremium reduction granted by U.K. from regis-tration of this wage loss replacement plan.(e) Extended Health Care Insurance benefits

with the calendar year deductible provisionof $10.00 per person and $10.00 per familywith a maximum lifetime benefit of $10,000.The specific details of this plan will be asoutlined in the insurance carrier’s policy.

26.02 For the purpose of this Article, eligibleemployees are defined as those employeeswho have completed their probationary periodand are on the active payroll of the Employer.Eligible dependents shall be defined by theinsurance carriers. Employees who havecompleted their probationary period shall beenrolled in the programmes outlined in Article26.01 effective the first of the month followingcompletion of their probationary period. Anemployee will be removed from the active pay-roll of the Employer in the case of leave ofabsence or layoff at the last day of the calen-

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dar month next following the calendar monthin which such leave of absence or leave begins,or in the case of extended illness, or accidentat the end of the sixth month following the com-mencement of the illness or accident.

26.03 Any liability resulting from increasedpremium costs of the plans specified in Article26.01 shall be absorbed by the Employer. Anybenefit resulting from reduced premium costsof the plans specified in Article 26.01 shallaccrue to the Employer.

26.04 Effective July 1, 1977 a dental planequivalent to the Blue Cross dental plan #7 willbe implemented and the costs of such a planwill be borne 50% by the Employer and 50%by the employee. Effective the first of the monthfollowing ratification of this Agreement the 7990Ontario Dental Association tariff schedule shallbe used in calculating benefits under this plan.Effective July 7, 1992, the 1991 Ontario DentalAssociation tariff schedule shall be used in cal-culating benefits under this plan.

26.05 The Company will pay into a designat-ed trust fund one (1) cent for each hour worked,to be paid on a quarterly basis. Effective JulyI, 1992, this payment shall be increased to two(2) cents for each hour worked. This fund shall

- 48 -

be used expressly for upgrading Rubbermaidemployees. Employees selected by the Unionto attend such courses will be granted a leaveof absence without pay for a maximum of 20days of class time during a 12 month periodplus travel time where necessary.

26.06 For all employees except /MO, theCompany will pay a Safety Shoe Allowance ofup to eighty-five ($85.00) dollars once duringthe term of the two (2) year contract towardsthe cost of a pair of Company approved SafetyShoes. For /MO’s who elect to receive thissafety shoe allowance, the wearing of suchsafety shoes shall be mandatory.

26.07 Pensions. Effective date of ratificationthe pension plan shall be amended to providea payment of $7200 per month per year ofcredited service and effective July 7, 7992 thispayment shall be increased to $79.00 permonth per year of credited service.

26.08 The Employer will pay an allowance ofsixty ($60.00) dollars every two (2) yearstowards the cost of prescription safety glassesto be worn at work. The glasses shall beobtained from a supplier selected by the Em-ployer after obtaining the necessary forms fromPersonnel.

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h.ARTICLE 27 4sTERM OF AGREEMENT27.01 This agreement shall be for a periodcommencing on the date of ratification andending on the 30th day of~~uneJ~~~ and shallcontinue-%m~~5year thereafter unlesseither party gives notice in writing to the othernot less than thirty days nor more than sixtydays prior to the expiry date hereof of theparty’s intention to terminate this Agreementor to negotiate revisions thereto.

For the Union:G. ChandlerR. Heightc. stouttA. HarveyH. Kyle

For the Company:V. UjiharaC. PolitoR. F. Barauskas

Executed at Mississauga, Ontario this 23rdday of July, 1991.

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RUBBERMAID CANADA INC.WAGE SCHEDULE EFFECTIVE JULY 1, 1991

Time To

ClassificationMaintenance Specialist “A”(Rubbermaid Certified)

IPlastics Set-Up Specialist(Rubbermaid Certified)

0-l Maintenance SpecialistPlastics Set-up 1stMaintenance istMaintenance Trainee 1Maintenance A;laa;~ Set-up A

Maintenance Trainee 2Injection Molding Trainee 2Head ReceiverCM. Set-upSet-up Operator AGeneral Maintenance

End Reach TopStart O f Top Rate After

Code Rate Prob. Rate Probat ion

51 18.98

50 16.98

474935

:i382633382245

15.28 16.13 16.9813.91 14.69 15.4613.91 14.69 15.4613.91 14.69 15.4612.67 13.38 14.0812.67 13.38 14.0812.67 13.38 14.0812.67 13.38 14.0812.67 13.38 14.0812.47 13.17 13.8612.47 13.17 13.86

12 Weeks12 Weeks12 Weeks12 Weeks12 Weeks12 Weeks12 Weeks

12 Weeks.12 Weeks

40 12.12 12.80 13.47 12 Weeks37 12.09 12.76 13.43 12 Weeks

RUBBERMAID CANADA INC.WAGE SCHEDULE EFFECTIVE JULY 1, 1991 (Continued)

Time ToEnd Reach Top

Star t O f Top Rate AfterClassification Code Rate Prob. Rate Probation

Plastics Set-up B 39 12.09 12.76 13.43 12 W e e k sMaintenance Trainee 3 32 12.09 12.76 13.43Injection Molding Trainee 3 39 12.09 12.76 13.43

1 High Reach Operator 48 12.08 12.75 13.42 8 W e e k sul Mixer 14 11.87 12.53 13.19 8 W e e k sN Warehouseman

1 Packaging Stockman20 11.69 12.34 12.99 4 W e e k s24 11.69 12.34 12.99 4 W e e k s

Shipper/Receiver 21 11.69 12.34 12.99 4 W e e k sMaintenance Trainee 3 (1st yr) 32 11.65 12.29.12.94 4 W e e k sI.M. Trainee 3 (1st yr) 39 11.65 12.29 12.94 4 W e e k sUtility 1 11.36 11.99 12.62 2 W e e k sCM. Operator 46 11.36 11.99 12.62 2 W e e k sPicker/Packer 29 11.12 11.73 12.35 2 W e e k sRepair Classifier 12 11.00 11.61 12.22 2 W e e k sMerge Operator 31 11.00 11.61 12.22 ;;~w;zWire Welder 11 10.81 11.41 12.01IMOlMOP 13 lo.56 11.14 11.73 2 W e e k s

RUBBERMAID CANADA INC.WAGE SCHEDULE EFFECTIVE JULY 1, 1992

Time ToElld Reach Top

S t a r t O f Top Rate AfterClassification Code Rate Prob. Rate Probation

Maintenance Specialist “A” 51 19.48(Rubbermaid Certified)Plastics Set-Up Specialist 50 17.48

’ (Rubbermaid Certified)22 Maintenance Specialist 47 15.73 16.61 17.48 12 W e e k s

1 Plastics Set-up 1st 49 14.36 15.16 15.96 12 W e e k sMaintenance 1st 35 14.36 15.16 15.96 12 W e e k sMaintenance Trainee 1 34 14.36 15.16 15.96 12 W e e k sMaintenance A 36 13.12 13.85 14.58 12 W e e k sPlastics Set-up A 38 13.12 13.85 14.58 12 W e e k sDriver 26 13.12 13.85 14.58 12 W e e k sMaintenance Trainee 2 33 13.12 13.85 14.58Injection Molding Trainee 2 38 13.12 13.85 14.58Head Receiver 22 12.92 13.64 14.36 12 W e e k sC.M. Set-up 45 12.92 13.64 14.36 12 W e e k sSet-up Operator A 40 12.57 13.27 13.97 12 W e e k sGeneral Maintenance 37 12.54 13.23 13.93 12 W e e k s


WAGE SCHEDULE EFFECTIVE JULY 1, 1992 (Continued)

Time ToEnd Reach Top

Sta r t O f Top Rate AfterClassification Code Rate Prob. Rate Probation

Plastics Set-up B 39 12.54 13.23 13.93 12 W e e k sMaintenance Trainee 3 32 12.54 13.23 13.93Injection Molding Trainee 3 39 12.54 13.23 13.93

1 High Reach Operator 48 12.53 13.22 13.92 8 W e e k sMixer 14 12.32 13.01 13.69 8 W e e k s

E Warehouseman 20 12.14 12.82 13.49 4 W e e k s/ Packaging Stockman 24 12.14 12.82 13.49 4 W e e k s

Shipper/Receiver 21 12.14 12.82 13.49 4 WeeksMaintenance Trainee 3 (1st yr) 32 12.10 12.77 13.44 4 W e e k sI.M. Trainee 3 (1st yr) 39 12.10 12.77 13.44 4 W e e k sUtility 1 11.81 12.46 13.12 2 W e e k sCM. Operator 46 11.81 12.46 13.12 2 W e e k sPicker/Packer 29 11.57 12.21 12.85 2 W e e k sRepair Classifier 12 11.45 12.08 12.72 2 W e e k sMerge Operator 31 11.45 12.08 12.72 2 W e e k sWire Welder 11 11.26 11.88 12.51 2 W e e k sIMOlMOP 13 11.01 11.62 12.23 2 W e e k s

RUBBERMAID (CANADA) LIMITEDSCHEDULE A

WAGES

1. Progression to the top rate will be basedon training, skill, ability and qualifications.

2. Hiring rates or initial rates for employeesin classifications will be at the discretion of theEmployer.

3. Lead Hand - receives .20 cents per hourover the highest rate led.

4. Where the Company establishes a newclassification, the Company will negotiate withthe Union, wherever possible in advance of theclassification being established, but no laterthan 10 weeks after establishment, an ap-propriate wage rate for the new classification.If agreement on the wage rate is not reached,the Company may assign a temporary rateuntil a rate is agreed upon. The negotiated ratewill be retroactive to the first full shift when thejob was assigned.

5. The wage progression schedule is to beincluded in the Collective Agreement.

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SCHEDULE B

HOURS OF WORK

Hours ofDept. Shift Lunch Work/ShiftWarehouse all shifts 30 min. 8Finishing all shifts 30 min. 8

except as belowPlastics all shifts 30 min. 8

except as belowFacilities all shifts 30 min 8CM. all shifts 30 min. 8

except as below

Where continuous 3 shift operations do notpermit an overlap of shifts, the Employer mayschedule 7 l/2 hour shifts exclusive of lunchtime. The Employer reserves the right toreschedule the hours of work as herein provid-ed. Wherever practicable the Employer willnotify the Union prior to rescheduling the hoursof work.

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SCHEDULE ’ ‘C”

HOURS OF WORK

CONTlNllOUS OPERATIONS

Continuous Operations will consist of 12hours fixed or rotating shifts as determined bya majority vote of those affected.

Employees working such Continuous Oper-ations will receive four paid rest periods of tenminutes per shift, and one unpaid lunch peri-od of 30 minutes per shift.

The second shift, normally commencing inthe evening, will be designated as Shift ‘8’ or‘D’ for purposes of shift premium.

- 57 -

July 16, 1991

Mr. Chris StouttPlant ChairpersonCA. W., Local 252Rubbermaid

Dear Chris:This will confirm that effective the date of

ratification 1980, the Employer has agreed toreplace tools broken at work by Maintenanceand Set-up personnel upon proof that such too/was broken at work.

Resulting from our 1983 negotiations for arenewed Collective Agreement, we agree thatshould specialized or metric tools be requiredto perform maintenance and set-up work, theEmployer will make specialized or metric toolsavailable for such work.

Effective the date of ratification 1989, theEmployer has agreed to provide Maintenanceemployees, with more than six months serv-ice, a fifty dollar ($50.00) tool allowance in eachcon tract year, for the purchase of tools, speci-fied by the Employer as being required.

Yours truly,Ron F. BarauskasVice-PresidentHuman Resources

- 58 -

July 16, 1991

Mr. Chris StoutfPlant ChairpersonCA. W., Local 252Rubbermaid

Dear Chris:If technological change or new equipment

are introduced, the Employer will endeavourto retrain employees directly affected by thechange where circumstances permit.


- 59 -

July 16, 1991

Mr. Chris StouttPlant ChairpersonC.A. W., Local 252Rubbermaid

Dear Chris:Work normally performed by the bargaining

unit will be assigned to that unit where prac-ticable having regard for considerations suchas production requirements, expense, facilitiesand ability to perform the work, time con-straints and safety requirements.


- 60 -

July 16, 1991


Dear Chris:In the event of the closure of the facilities

caused by the Company relocating elsewherein Ontario, employees will be given preferen-tial consideration for available jobs in such newfacilities provided they are fully qualified to per-form the required work.

Yours truly,Ron F. BarauskasVice PresidentHuman Resources

- 61 -

July 16, 7991

Mr. Chris StouttP/ant ChairpersonCA. W., Local 252Rubbermaid

Dear Chris:Further to discussion during our recent con-

tract negotiations, it was agreed, that beforean indefinite layoff, the President and Gener-al Manager will review outboarded moldswhich have normally been run in the Plant forreassignment where practicable consideringcontractual commitments, time constraints andcustomer orders.


- 62 -

July 16, 1991


Dear Chris:Further to discussion during our recent con-

tract negotiations, for Article 2.01, Scope &Recognition, we defined school vacation peri-od to be May 1 to September 30.

It was also agreed that students who arehired during any other part of the year whenregular employees are not willing to performthe required work, will likewise be excludedfrom the collective agreement.


- 63 -

July 16, 1991

Mr. Chris StouttP/ant ChairpersonCA. W., Local 252Rubbermaid

Dear Chris:This will confirm that the Company will en-

deavour to have pay cheques available for the3rd shift by Thursday at 7:30 a.m.. It is recog-nized that due to various circumstances, theCompany may be unable to meet this objec-tive and in such cases, will provide the em-ployees as much advance notice as ispracticable.


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July 16, 7991

Mr. Chris StouttPlant ChairpersonCA. W,, Local 252Rubbermaid

Dear Chris:This will confirm that during the first year of

the 1997-7993 Collective Agreement, there willbe selected one person by the Union and oneby the Employer from the Health & SafetyCommittee to attend a mutually agreed toHealth & Safety course, without loss of regu-lar earnings, for a maximum period of 3 weeks.

It is understood that the course will focus onWHMIS and related safety matters to assistthese persons in carrying out their existingduties as representatives on the Health & Safe-ty Committee.


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July 16, 7991


Dear Chris:This will confirm our understanding concern-

ing benefits and pension coverage should theUnion request a renewable one (1) year leaveof absence for a Union representative forNational Union business.

We understand the C.A.W. is prepared topay for maintenance of all benefit coverages(OHIP, Supplemental Hospital, ExtendedHealth, Dental, Life Insurance and AD & D) atapplicable rates, on a month-end basis,

The Company will retain such individual onthe Pension Plan at no cost to the C.A.W.


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