Labor Agreement - Crown Vantage Printing, Publishing and Specialty Papers and United Paperworkers International Union AFL-CIO
LABOR AGREEMENT
BETWEEN
CROWN
Vantage
Printing,
Publishing, and
Specialty Papers
AND
UNITED PAPERWORKERS
INTERNATIONAL
UNION
A.F.L. - C.I.0.
AND ITS
UNITED BROTHERHOOD
LOCAL UNION NO.75
o
JUNE 25, 1997 - JUNE 24, 2002
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TABLE OF CONTENTS
Page Article
Purpose of Agreement 1 1.1
Certification and Recognition 1 1.2
Supervisors Performing Work 1 1.4
E.E.O.C. 1 1.5
Union Security 1 2.1
Employee Meetings 2 2.5
Training Sessions 2 2.5
No Strikes or Lockouts 3 3.1
Union Representation 3 4.1
Regular Conferences 3 5.1
Procedure Applicable to Disputes of a General Nature 3 6.1
Employee Grievances 4 7.1
Work Week 5 8.1
Posting of Schedules 5 9.1
Overtime and Overtime Pay 6 10.1
Filling Vacancies 6 11.1
Equitable Distribution of Overtime 7 12.1
Holidays 8 13.1
Modernization 10 14.1
Temporary and Probationary Employees 10 15.1
Causes for Loss of Seniority 11 16.1
Retention and Accumulation of Seniority--Military Service 11 17.1
Newly Appointed Supervisors 11 17.2
Apprentices 12 17.3
Seniority--Departmental and Company--Use in Layoffs 12 18.1
Permanent Layoff Procedure 13 19.1
Recall of Employees after Permanent Layoff 13 20.1
Recall of Curtailed Employees 14 20.2
Filling Vacancies and Promotions 14 21.1
Employment Pool Schedule 15 21.3
Temporary Promotion Time Limit 16 21.4
Transfers 16 22.1
Review--Revision--Waiver of Seniority 17 23.1
Vacation 17 24.1
Wage Rates 19 25.1
Cash Sharing 19 25.3
Shift Jobs 20 26.1
Working Lunch Hour, Traveling--Lunches 21 27.1
Call In 21 28.1
Failure to Provide Work 21 29.1
Rates for Assigned Jobs 22 30.1
Insurance Benefits--Pensions 22 31.1
Death Immediate Family 22 31.5
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Jury Duty 23 31.6
National Guard--Reserve Training 23 31.7
Legislative Meetings 23 31.8
Protection of Company Property 23 32.1
Notice of Absence or Return to Work 23 33.1
Safety and Health 24 34.1
Bulletin boards 24 35.1
Dismissals 24 36.1
Management 25 37.1
Company Rules 25 37.2
Enabling Agreement 25 37.3a
Maintenance Flexibility 25 37.3b
Cooperation for Continuous Improvement 27 37.3c
Statement of Policy 28 38.1
Continuation of Contract Obligation 28 39.1
Government Regulations 28 40.1
Duration and Termination 28 41.1
Exhibit A
Company Rules
30
Exhibit B
Prescription Drug Plan 33
Berlin-Gorham Dental Care Program 33
Exhibit C
Health Care Plan 35
Mental Health and Substance Abuse 35
Retiree Group Hospital and Medical Plan 35
Sickness and Accident Benefits 36
Life Insurance 36
Total and Permanent Disability Benefit 36
Exhibit D
Pension 38
Death Benefit 39
Wage Rate Schedule 40
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LABOR AGREEMENT
THIS AGREEMENT, made and entered into as of the 24th day of June, 1997 by and
between CROWN VANTAGE (hereinafter referred to collectively as the Company), and
the UNITED PAPER WORKERS INTERNATIONAL UNION, A.F.L.-C.I.O., and its UNITED
BROTHERHOOD LOCAL NO. 75 (hereinafter called the Union), an organization of the
employees of Crown Vantage, Berlin and Gorham, New Hampshire
WITNESSETH:
PURPOSE AND RECOGNITION
1.1 The general purpose of this agreement is, in the mutual interest of the
Company and the employees, to provide for the operation of the Berlin, Gorham
and Shelburne plants of the Company under methods which will further to the
fullest extent possible the safety, welfare and health of the employee, economy
of the operation, quality and quantity of output, cleanliness of plants and
protection of property. It is recognized by this agreement to be the duties of
the parties to this contract to cooperate fully, individually and collectively,
for the advancement of these conditions.
1.2 In accordance with the certification of the National Labor Relations Board
dated July 16, 1954, the Company recognizes the Union as the sole and exclusive
representative of all the employees, hereinafter defined, in its manufacturing
plants, for the purpose of bargaining with respect to rates of pay, wages, hours
of employment, and other conditions of employment and for the adjustment of
grievances.
1.3 The term "employee" as used in this agreement shall refer to all of the
employees in the Company's manufacturing plants in Berlin and Gorham, New
Hampshire, and vicinity, excluding employees of outside contractors who may be
working on the Company's premises, executives, superintendents, secretaries and
salaried office employees, general office janitors, trainmen, locomotive
firemen, engine men, maintenance of way employees, guards (including watchmen,
professional employees and supervisors as defined in Section 2(11) of the
National Labor Relations Act.)
1.4 It is recognized that supervisory, office clerical and professional
personnel are excluded from the provisions of this labor agreement, and
accordingly, it is not proper for these employees to perform work which is
ordinarily performed by production and maintenance workers. It is recognized,
however, that there are times when it will be necessary for supervisors who are
outside the bargaining unit to perform minor work only in cases of emergency or
instruction. Such occasions must be temporary in nature.
1.5 The Union and the Management agree to provide Equal Opportunity for
employment, training and development, transfer, promotion and compensation
without regard to race, creed, color, National origin, sex, age or status as a
qualified individual with a disability.
UNION SECURITY
2.1 Membership in the Union shall be a condition of continued employment of all
employees who have completed thirty (30) days of employment with the company
subject, however, to the limitations upon this requirement set forth in Section
8 (a)(3) of the National Labor Relations Act.
2.2 The Union agrees to accept into membership any employee within said unit
without in any way
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discriminating against such employee, and that it will not make any condition to
join the Union against any new applicant for membership which will be more
burdensome that the conditions applicable to all present members of the Union.
If any application for membership is rejected by the Union, the employee
concerned shall not, because of such rejection, lose his/her rights or status as
an employee until otherwise determined through the arbitration procedure
provided in this agreement. The Union agrees that it will not discriminate
against employees who join the Union under provisions hereof and will not
arbitrarily or capriciously suspend or expel any member from the Union.
2.3 The Union agrees that it will not ask or require the Company to lay off or
discharge any employee pursuant to the Union Shop provision of this agreement
under circumstances which make the layoff or discharge, if put into effect, a
violation of the National Labor Relations Act. The Union further agrees that in
the event of any dispute arising between the Company and the Union as to the
propriety of any action taken by the Union against any employee which would
necessitate his/her layoff or discharge by the Company, the dispute shall be a
proper subject for arbitration under the Grievance Procedure set forth in this
agreement, and the employee shall remain at work until the case is settled by
arbitration.
2.4 Upon individual written authorization by an employee, which shall not be
irrevocable for more than a year, or the termination date of this agreement,
whichever occurs sooner, the Company agrees to deduct the Union dues, each
month, from the compensation of each employee who is a member of the Union. The
Company further agrees that this deduction shall be made from the first pay
check of each month. The Company also agrees to remit all Union dues deducted to
the Financial Secretary of the local Union.
2.5 The Union agrees for itself and its members that they will individually and
collectively perform loyal and efficient work and service, should be active and
willing participants in required safety and informational meetings and training
sessions, and will use their influence and best efforts to promote and advance
the interests and products of the Company at all times.
The Company and the Union jointly recognize the need and desire to have a
well-trained, informed, and proficient work force.
Employee Meetings
From time to time it may be necessary for management to schedule employee
meetings, which necessitate employee attendance, to discuss safety, quality,
etc. No more than three (3) such meetings will be scheduled per month.
They will normally be scheduled in the following manner.
a) There will be a minimum of 24 hours notice by posting a written memorandum
on the bulletin boards in the department(s) affected.
b) Meetings will be held either
1) after the close of the shift, or
2) just prior to the start of the shift
c) Employees will be reimbursed for time spent in attendance at such meetings
as hours worked.
d) Employees may be excused, from time to time, from attendance at such
meetings for valid reasons provided they get prior approval from their
supervisor.
Training Sessions
The Company recognizes the need to minimize disruption of employees' off-work
time, and will try to schedule training sessions within normal work hours.
However, it may be necessary to schedule employees for training sessions on
their normal off days.
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a) Employees scheduled to attend a training session on their day off will be
offered a compensating day off at a mutually agreeable time within thirty
(30) days.
b) Employees who are on vacation or who are out sick will not be required to
attend.
c) Employees will be reimbursed for time spent in attendance at such training
sessions as hours worked.
d) Employees may be excused, from time to time, from attendance at such
sessions for valid reasons provided they get prior approval from their
supervisor.
When practical, training sessions will be scheduled at the mill site or in the
local area. However, in some circumstances training will only be available
outside the local area. In this event, the Company will furnish suitable
transportation or expenses for reasonable transportation and living expenses per
Company policy. Employees will receive a full day's pay for each day of travel
and/or training attended.
NO STRIKES OR LOCKOUTS
3.1. The Union agrees that while this contract is in effect there shall be no
strike, slowdown, stoppage of work, or any interference with efficient
production. The Company agrees that there shall be no lockout of employees by
the Company. It is expressly agreed by the parties hereto that nothing contained
in this section or any part of this contract shall be construed or used in a
manner to form the basis for an allegation of violation of this contract for the
purpose of supporting any legal or court action, unless and until the party so
alleging or complaining has notified the other party hereto of the existence of
the complaint, or contention, and the latter party, after having been allowed a
reasonable opportunity to correct the same, shall refuse to do so.
UNION REPRESENTATION
4.1 The Union reserves the right to appoint full-time Business Agents at any
time to serve in conjunction with the Union Committee, and to call
representatives of the International Union in on any matter not pertinent to the
grievance procedure. The foregoing shall not exclude the International
Representative from the appropriate stages of the grievance procedure.
REGULAR CONFERENCES
5.1 The Union Committee and the Company Committee shall meet regularly on the
second Wednesday of each month and at such other times as is required to discuss
complaints, and grievances of a general nature arising out of this agreement on
matters concerning the working conditions of the employees. A representative of
the International Union may be present at the will of the Union.
PROCEDURE APPLICABLE TO DISPUTES
OF A GENERAL NATURE
6.1 Whenever a dispute exists over a question of a general nature arising out of
conflicting interpretations of this agreement, the matter shall be submitted to
a conference between the Union Committee, the Director of Human Resources, and
any other representatives of management whom the latter deems necessary to
consider the question. If the matter is not thereby settled, the procedures of
Step II and III shall be followed.
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EMPLOYEE GRIEVANCES
7.1 An employee grievance is a complaint as to his/her wages, hours, working
conditions or other conditions of employment, or his/her discharge, which an
employee must have brought to the attention of his/her immediate supervisor in
his/her department and which has not been adjusted to the employee's
satisfaction. In such cases the grievance must be submitted in writing by the
employee using the proper grievance forms. The time limits established for the
grievance steps shall not include Saturdays, Sundays, or Holidays.
7.2 All grievances must be brought to the attention of the appropriate
supervisor within ten (10) days after the cause for complaint has occurred. All
grievances shall be disposed of in accordance with the time limits set forth in
the Grievance procedure. Postponement may be arranged by mutual consent.
7.3 When a situation occurs when an employee feels an injustice has been done,
the aggrieved employee must (before any grievance is filed), approach his/her
immediate supervisor to discuss the complaint. If the parties cannot agree to
settle the complaint, then the aggrieved employee may file a grievance. The
grievance must specify what article of the Labor Agreement has been violated.
7.4 Step I of the grievance procedure is between the salaried supervisor,
superintendent, aggrieved employee, department steward and chief steward. The
grievance meeting will be arranged by the company. The company answer must be
given by the superintendent within three days of the meeting.
7.5 If no settlement is arrived at in Step I, then a Step II grievance meeting
will be arranged by the Human Resources Department between the aggrieved
employee, the Department Steward, the Chief Plant Steward, the Business Agent,
and anyone else the local union may deem necessary; for example, the
International Representative. The Company will be represented by the Division
Operations Manager, the Labor Relations Manager, Supervisor and any other
members of management whose presence is deemed necessary. The Company answer
will be given by the Operations Manager within four (4) days of the meeting.
7.6 Whenever a grievance is not processed within the time limits as specified in
each step of the grievance procedure, the grievance shall automatically proceed
to the next step in the grievance procedure, unless such time limits have been
extended by mutual consent of both parties.
7.7 In the event the dispute has not been satisfactorily settled by the above
method, either the Company or the Union must notify the other party of its
intention to appeal the matter to arbitration within thirty (30) days following
the date of the written answer at Step II, before an impartial arbitrator to be
appointed by the American Arbitration Association, upon written application by
either party, with a copy of said written application sent simultaneously to the
other party. The impartial arbitrator shall interpret and apply this agreement
but he/she shall not have power or authority to add to or subtract from this
agreement. His/her decision shall be final and binding on both parties and all
parties agree to abide by his/her award. Each party shall bear the expenses of
its own representatives at the arbitration proceeding and all other expenses of
the arbitration, including those of the impartial arbitrator, shall be shared
and paid equally by the parties. If either the Company or the Union fails to
notify the other party of the intention to appeal the matter to arbitration
within the thirty (30) days mentioned above, the grievance shall be considered
settled at Step II of the grievance procedure. The arbitration provisions
contained in this agreement are hereby specifically made subject to the
provisions of Section I, Chapter 415 of the revised Laws of New Hampshire 1942,
as amended by Section I, Chapter 191, of the Laws of New Hampshire 1945 (Chapter
542, RSA).
7.8 The retroactive effect of any claim arising out of any grievance shall be
limited to the date of
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presentation of the grievance. Liability for any grievance will be limited to
one hundred twenty (120) days from the date of the incident unless the union
formally files for arbitration with the AAA within this time frame.
WORK WEEK
8.1 Normal hours of work for day workers shall be as follows:
8:00 am. to 4:00 p.m.
Normal hours of work for tour workers shall be as follows:
7:00 a.m. to 3:00 p.m.
3:00 p.m. to 11:00 p.m.
11:00 p.m. to 7:00 a.m.
7:00 a.m. to 7:00 p.m.
7.OO p.m. to 7:00 a.m.
No tour worker, after being relieved, may punch out prior to fifteen (15)
minutes before the end of his/her shift.
The company will entertain requests to work different hours than those listed
above. However, for operating needs the company will designate the hours.
8.2 The regular pay week shall start on Sundays at 7:00 a.m. for tour workers
and 8:00 am. for day workers. The normal work day shall consist of eight (8)
hours or twelve (12) hours and the normal work week shall consist of any three
(3), four (4) or five (5) days Sunday through Saturday, that is, the Company may
direct continuous operations up to and including seven (7) days per week in any
or all of its plants or any or all departments thereof and the weekly work
schedule of individual employees may or may not include Sunday work as the
Company shall determine. Forty (40) hours of pay constitutes a complete work
week.
8.3 In all departments or groups where senior employees work every Sunday,
rotating schedules with a long weekend for each employee shall be put into
effect.
POSTING OF SCHEDULES
9.1 Schedules shall be posted when possible not later than Thursday noon showing
each employee's days to work for the ensuing week. These schedules may be
changed when operating conditions make it necessary. If a change is
contemplated, the employee will be notified of change before the end of his/her
preceding shift if it is possible to do so.
9.2 Unscheduled work shall not be deducted from regular scheduled work.
9.3 In any work week which includes an unworked holiday, forty (40) pay hours
constitutes a complete work week. In any work week which includes a worked
holiday forty (40) work hours constitutes a complete work week. Shift tradesmen
will remain intact on their normal shift during these weeks. If additional
employees are needed on holidays, they will be filled by canvassing from senior
person on down in the trade where the opening occurs. This article also covers
Yards, Cleaners and Stores.
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9.4 It is recognized that the daily and weekly schedules are subject to change
based on product demand and operating efficiencies, and that the Company
necessarily retains the right to determine work schedules, schedule straight
time and overtime hours and the number of shifts, and that it is the obligation
of employees to work as scheduled.
OVERTIME AND OVERTIME PAY
10.1 All employees will receive time and one-half for all hours worked after
accumulating forty (40) work hours. No employee shall refuse a request for
overtime work without a justifiable reason.
10.2 Tour workers with a justifiable reason for so doing may exchange shifts
with their mates within the same work week providing they first have permission
from the supervisor and providing, further that the exchange of shift does not
require the Company to pay overtime for any of the work involved.
10.3 Tour workers who have been absent from work on their regular shift and who
have not been excused by their supervisor shall first report to their supervisor
the reason for their absence before going to work on any succeeding shift.
Unexcused absences and absences without justifiable reason shall be subject to
corrective measures on the part of the Company.
10.4 Double time shall be paid for all work performed on Sundays.
10.5 No employee shall be forced or permitted to work more than eighteen (18)
hours within any twenty-four (24) hour period. Employee must have at least six
(6) consecutive hours outside the mill prior to returning to work to reset the
clock to make employees eligible for another eighteen-hour work period.
FILLING VACANCIES
11.1 The following procedures shall apply whenever a vacancy occurs for
scheduled work on any shift:
8-Hour Shifts
1. Supervisor will determine the need to fill.
2. Fill at straight time by pushing crew up, utilize pool.
3. Push up crew, fill bottom job with overtime list.
4. Force low qualified employee on shift in the department to work the
overtime.
5. If the employee has already worked sixteen (16) consecutive hours, force
the next low qualified employee on shift who hasn't worked sixteen (16)
consecutive hours.
* Employees forced to stay an additional shift shall have the option of finding
their own relief from qualified employees in or out of the mill.
12-Hour Shifts
1. The supervisor will determine the need to fill the vacancy.
2. Fill at straight time by pushing up crew, utilize pool.
3. Push up crew, fill bottom job with overtime list (six or twelve hours).
4. Force low qualified employee on shift in the department who has not worked
eighteen (18) consecutive hours.
5. Employees will be charged for all overtime hours they are eligible for not
to exceed eighteen hours.
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No bargaining unit employee will be forced to work overtime because of the
absence of a salaried supervisor.
EQUITABLE DISTRIBUTION OF OVERTIME
12.1 All overtime work in the various departments or employee groups shall be
distributed equally among eligible employees in accordance with overtime record,
low qualified employee being asked first. The record of overtime work hours
shall be posted daily in the departments.
12.2 In posting overtime, all overtime hours worked or refused will be utilized
in recording the overtime list, except as noted in Article 12.3.
12.3 The following items are not calculated in overtime chargeable hours:
- Safety meetings
- Task forces
- Emergency Response Team/Fire Brigade
- Training
- Union Business
- Reporting for scheduled work when no work is available as defined in
Paragraph 29.1 of this agreement.
- Employee meetings
- Day workers called in between the hours of 12 o'clock midnight and
8:00 am.
- Employees working outside their bid department on overtime.
12.4 Overtime posting sheets shall be renewed at the close of every 13-week
period. At that time the employee with the least amount of charged overtime will
start at zero and the charged overtime of all other employees in the department
will be reduced by the number of hours that have been canceled from the low
person's record.
EXAMPLE
Employee hours at end of 13
weeks Starting new sheet
A 75 30 hours
B 70 25 hours
C 65 20 hours
D 55 10 hours
E 80 35 hours
F 76 31 hours
G 45 (low person) 0 hours
H 56 11 hours
I 64 19 hours
J 49 4 hours
K 60 15 hours
12.5 For purpose of overtime distribution and Sunday work, according to
departmental policy, a new employee in a department or employee group must work
fifteen (15) days in that department of employee group before he/she becomes
eligible. These provisions will not apply in any department when the four-crew
schedule is in effect. When he/she does become eligible to participate in
overtime distribution and Sunday work in that department or employee group,
he/she shall be charged
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immediately with the average number of overtime hours which are charged to all
of the employees of that department of employee group and he/she shall not be
charged for any overtime hours thereafter worked by him/her in any other
department.
The above provisions shall not apply to maintenance employees who are
transferred from one department to another within the trade. Those employees
transferred will be averaged in on the overtime list the first day.
12.6 When a regular employee of a department or employee group is absent for
more than a calendar week by reason of sickness, suspension, injury, by reason
of layoff, or bidding to another department and returning to original department
after refusing bid jobs, he/she shall be charged with a refusal of all overtime
which he/she would have been entitled to work had he/she not been absent.
12.7 In the record of overtime hours, all overtime hours worked shall be charged
and considered on the same basis, regardless of the overtime premium which
applies.
12.8 The supervisor's record of overtime hours worked shall be checked by the
supervisor and steward daily. If the steward shows that the record is incorrect
it shall be corrected at once by the supervisor. If the steward shows that an
employee or employees were not given overtime when their turn came up, that
employee or those employees will be given a makeup for the time involved. It is
understood that in the administration of overtime as set forth above, however,
daily overtime shall be worked by the employee on the job, on the shift upon
which the overtime is being worked. Management will not switch employees on the
job for the sole purpose of being selective of employees to receive overtime.
HOLIDAYS
13.1 The days upon which New Year's Day, Presidents' Day, Good Friday, Memorial
Day, Fourth of July, Labor Day, Thanksgiving Day, December 24 and Christmas Day
are observed shall be considered as paid holidays.
13.2 For the purpose of computing holiday pay, the holiday shall be measured by
a twenty-four (24) hour period beginning, for shift workers, at 7:00 am. on the
day observed as the holiday and continuing until 7:00 a.m. on the following day.
For day workers, the holiday shall begin at 8:00 am. and continue until 8:00
a.m. on the following day.
13.3 When an employee works on December 24(3-11 and 11-7 shifts), or Christmas,
he/she shall be paid triple times his/her regular hourly rate for all hours
worked by him/her on such a holiday.
13.4 When an employee works on New Year's Day, Presidents' Day, Good Friday,
Memorial Day, Thanksgiving Day Fourth of July, or Labor Day, he/she shall be
paid straight time for all hours worked on said holiday up to and including the
eighth hour of work, and time and one-half for all hours worked over forty (40)
work hours plus eight (8) hours straight time pay at his/her regular straight
time hourly rate, as it appears upon his/her time card.
13.5 When an employee works on the day observed as the holiday, he/she shall be
paid in accordance with articles 13.3 or 13.4 of this agreement
13.6 The Company may at its option schedule employees to work or not work on the
following holidays: New Year's Day, Fourth of July, Labor Day, Thanksgiving
Day, December 24 and Christmas Day. The company will give the employees the
option to work on Presidents' Day, Good
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Friday and Memorial Day.
For the Christmas holiday period (3-11 & 11-7 shifts or 7 p.m. to 7 a.m. on
December 24th and all shifts on December 25th), an employee scheduled to work
who would prefer not to work will inform his/her supervisor of this desire. The
Company will solicit qualified volunteers, by seniority, to replace the employee
who would prefer not to work the holiday. If a qualified volunteer is not
obtained, the Company and Union representatives for the affected department will
seek opportunities to work shorthanded, with safety being of primary concern. If
a qualified volunteer is not obtained and it is not practical to work
short-handed, the employee will work as scheduled.
13.7 When an employee is scheduled to work on the day observed as the holiday
and does not work as scheduled, he/she shall not be paid for the holiday unless
excused in writing by his/her department head.
13.8 Each employee who is not scheduled to work on any holiday and qualifies
therefore, or who is on vacation, shall be paid (8) hours straight time pay at
his/her regular straight time hourly rate, as it appears upon his/her time card,
for said holidays. In order to qualify for these unworked holidays, the
employee:
a. must have completed thirty(30) calendar days of employment with the
Company, and
b. must have worked for the company at some time within the sixty (60) days
immediately prior to the holiday; and
c. must have worked his/her last scheduled workday before the holiday is
observed and his/her first scheduled workday after the holiday is observed,
if any such days are scheduled for him/her, unless excused in writing by
his/her department head.
13.9 In applying the provisions of article 13.7 to employees in the Employment
Department, the following procedure shall be followed:
On all operating holidays, employees in the Employment Department who are
unassigned and who qualify for holiday pay under subparagraph "a" and "b" of
article 13.7, above, must report for work on the day before the holiday, on the
holiday and on the day after the holiday, and must accept work, if assigned, in
order to qualify under subparagraph "c" of article 13.7, unless otherwise
instructed by management.
13.10 * EXAMPLES OF OVERTIME CALCULATION FOR HOLIDAYS
Tuesday is the holiday
Su M Tu W Th F Sa TOTAL
EMPLOYEE WORKS 10 8 10 10 8 8 8 62 Hours
COMPANY PAYS 20 8 18 10 11 12 12 91 Hours
Tuesday is the holiday
Su M Tu W Th F Sa TOTAL
EMPLOYEE WORKS 10 8 0 10 8 8 8 52 Hours
COMPANY PAYS 20 8 8 10 8 10 12 76 Hours
Tuesday is the holiday
Su M Tu W Th F Sa TOTAL
EMPLOYEE WORKS 10 8 2 10 8 8 8 54 Hours
COMPANY PAYS 20 8 10 10 8 11 12 79 Hours
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* The foregoing examples are not intended to change the right of employees where
Paragraph 28.1 applies
MODERNIZATION
14.1 During the period of modernization the company will have to make changes in
equipment, operating processes and personnel that may result in adding some new
jobs, changing or eliminating others, consolidating duties and rearranging
crews. The need for change and the formulation of plans for changes and the
procedure to be followed in instituting any change will be determined by the
Company. The Union will be advised of any change that has been determined and
when it will be placed into effect. Any claimed violation of the contract will
be handled through the Grievance Procedure. In order to obtain the facts with
respect to any department, or any portion thereof or with respect to any job
operation, the Company reserves the right to use all available means or methods,
such as; job analysis, time study of both machines and employees, methods study,
motion study, the suggestions of supervisors, and the services of industrial
engineers and other consultants. The Union agrees to cooperate with the Company
on these studies and reserves the right to make suggestions. In any department,
or portion thereof, where the accumulated facts indicate that increased
efficiency and lower unit costs to the Company may be affected by an incentive
method of pay, the Union agrees to negotiate with the Company for a fair and
proper incentive plan for that department, or portion, thereof and its effective
date, and, in connection with the study and negotiation of an incentive plan,
may use its own consultants and engineers. Any such plan shall provide a
guaranteed hourly rate to each employee (which in no case shall be less than the
current hourly rate paid the affected employee or employees), increased earnings
for increased production, and no unreasonable work load. All employees affected
by incentive plans shall be given the benefit of all general increases (cost of
living or otherwise) on their guaranteed hourly rates and they shall also be
reflected in their incentives.
TEMPORARY AND PROBATIONARY
EMPLOYEES
15.1 All newly hired employees will be considered temporary employees until they
have accumulated ninety (90) days of actual work and shall have no seniority
rights during this period but shall be subject to all other clauses of this
contract, and if held over that period shall be considered permanent and shall
then be considered permanent and shall then be credited with ninety (90) days'
Company seniority. However, in case of absence due to accidental injury suffered
on the job before the ninety (90) days probationary period has been completed,
all work days that would have been worked by such employee or employees, had
such employee or employees not have been injured, shall be counted towards the
required ninety (90) days. However, regardless of the acquirement of Company
seniority, the employee or employees so affected will still have to work ninety
(90) work days before they will be considered permanent. Eligibility for
benefits will begin after the completion of thirty (30) days worked for newly
hired permanent employees. If an employee is terminated before his/her
probationary period is up, and in the event he/she is rehired before 180
calendar days, the previous time worked will be counted toward the 90 work day
probationary period. The pay for all newly hired employees will be 10% below the
base rate. All summer hires will be paid $8.00 per hour.
15.2 It is understood that any new employees who are successful in bidding a
department job and have not acquired Company seniority shall not be credited
with any departmental seniority until such time as they have acquired Company
seniority.
15.3 A seniority list for each department shall be furnished the Union showing
the seniority of each employee.
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CAUSES FOR LOSS OF SENIORITY
16.1 Employees with less than five years seniority at the time they are laid off
shall lose their seniority when they have been off the Company's payroll two (2)
years. Employees with five (5) years or more seniority at the time they are laid
off shall lose their seniority when they have been off the Company's payroll
three (3) years. Employees voluntarily leaving the Company's service, discharged
for cause, or who are absent for five (5) days without notifying the Company,
except for a reasonable cause, or who, after being laid off fail to report for
work inside of twenty-one (21) days after being notified, shall forfeit all
seniority previously established. Seniority, Pension and Insurance Benefits will
continue for up to thirty-six (36) months only, for any absence due to sickness
or accident. Changes in work status, such as retirement, would result in a
change of benefits.
16.2 No employees shall acquire dual departmental seniority, that is to say,
employees permanently curtailed from their departments to the Employment
Department shall forfeit their seniority in the departments from which they were
curtailed in the event they bid off a permanent job in another department and
are accepted for such a job.
RETENTION AND ACCUMULATION OF
SENIORITY-MILITARY SERVICE
17.1 Any employee who is conscripted or volunteers for service in the Armed
Forces of the United States, or in the National Guard for periods requires by
law shall not lose any seniority privileges which he/she had when he/she left
for such service provided (1) if he/she serves for not more than four (4) years,
unless extended by law, and (2) he/she has received his/her certificate of
satisfactory completion of his/her training and service as provided by the
Universal Military Training and Service Act, as amended, and (3) he/she is still
qualified to perform the duties of his/her own or some available position, and
(4) he/she makes application for reemployment within ninety (90) days after
being discharged. He/she shall be restored to his/her former position or a
position of like seniority and status unless the Company's status has so changed
as to make it impossible or unreasonable to do so. Any employee so restores
shall be considered as having been on leave of absence and shall be restored
with accrued seniority.
NEWLY APPOINTED SUPERVISORS
17.2 Salaried supervisors who promote from the bargaining unit before June 15,
1980, shall hereafter retain Company seniority only if by Company action they
are returned to the bargaining unit.
Employees newly appointed from the bargaining unit to any salaried position
shall retain all seniority, both departmental and company, for six (6) months
from the date they begin their new position, with the understanding that at any
time within the six-month period they may return or be returned to the
bargaining unit. After the six-month period, if they are returning to the
bargaining unit, credited service accumulated while on salary shall not count
toward Company seniority except for pension and vacation purposes. Before the
Company assigns an employee to a supervisory position in any department, it will
advise the Business agent or other authorized officer of the Union of such
proposed action and will give the Union an opportunity to present its views on
the qualifications of any employee that may have been bypassed within the
department where the assignment is to be made; it is understood, however, that
the Company will have the final decision on the assignment and that its
selection will not be subject to review under the grievance procedure. No
temporary demotions in supervisory positions will be made during temporary
layoffs and no supervisory employee discharged for cause shall be transferred
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to the bargaining unit.
17.3 An employee whose bid or application for the position of Apprentice in the
Maintenance Department is accepted shall retain his/her seniority, both
departmental and Company, as of the time he/she becomes an apprentice and shall
accumulate seniority, both departmental in the department from which he/she bid
or applied and Company, while he/she is serving as an apprentice for a period
not to exceed six (6) months during which time he/she may return to his/her
former department in the event of the termination of his/her Apprenticeship
Agreement for any cause. Thereafter, in such event, he/she shall have only
his/her accumulated Company seniority and a right to return only to the
Employment Department, except in the case of a Helper holding that status as of
the date of this agreement, who shall retain his/her previous seniority.
NOTE: Whenever an employee is promoted to a supervisor or apprentice position,
the vacancy thereby created shall be filled temporarily for such time as his/her
seniority is protected under 17.2 or
17.3 The vacancy created at the bottom of the sequence will be posted
temporarily and if the promoted employee does not come back after six (6) months
the bid will be considered permanent.
17.4 The Company agrees to grant to employees of the Company who are officers or
delegates of the Union such reasonable leaves of absence for transacting Union
business in such numbers and for such lengths of time as may be deemed
necessary. Any member of the Union employed in any official capacity by the
Union, either International or Local, shall not lose his/her seniority in the
department of the Company in which he/she is employed at the time of taking such
leave of absence, and upon being relieved of the official duties shall be
reinstated with accrued seniority. It is understood that where this works an
undue hardship on the Company, a mutually satisfactory arrangement will be
worked out. Effective June 15, 1972, Pension, Insurance, Health and Welfare
benefits shall not be available to any member of the Union who becomes employed
in an official capacity of the International Union. However, they shall be
covered during the trial period.
17.5 The Company agrees to grant to employees of the Company who are officers of
the Credit Union such reasonable leaves of absence for transacting Credit Union
business in such numbers and for such lengths of time as may be deemed
necessary. Any member of the union employed full-time by the Credit Union shall
not lose his/her seniority in the department of the Company in which he/she is
employed at the time of taking such leave of absence, and upon being relieved of
his/her official duties shall be reinstated with accrued seniority. It is
understood that where this works an undue hardship on the Company, a mutually
satisfactory arrangement will be worked out.
17.6 The Company agrees upon individual written authorization from an employee
to deduct from the weekly compensation of such employee contributions towards
the purchase of shares of United Brotherhood Credit Union or L'Ange Gardien
Credit Union and to remit weekly the total deductions so collected from our
employees to the respective treasurer.
17.7 Any member who is elected or appointed to a public office requiring full
time effort shall be granted a leave of absence, up to a maximum of two (2)
years, with accrued seniority, both department and Company.
SENIORITY - DEPARTMENTAL AND
COMPANY - USE IN LAYOFFS
18.1 In reducing the working force in any department, departmental seniority
shall govern, that is,
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employees with the least seniority in that department shall be laid off first.
Thereafter, to the extent necessary, each remaining employee will be assigned,
in accordance with his/her departmental seniority, to an available job within
the department which he/she is suited for and which he/she has not refused on a
temporary or permanent basis. All demotions will be in the reverse order of
promotions in your line of progression on your shift. In cases where an employee
has waived his/her rights to a job or jobs in his/her department, he/she shall
not be allowed to claim the waived job during curtailment unless no other job is
available to him/her in the department.
PERMANENT LAYOFF PROCEDURE
19.1 Whenever it becomes necessary to permanently curtail the working force in
any department, or departments, the general procedure shall be as follows:
a. Those employees with the least amount of departmental seniority in the
department shall be transferred to the Employment Department where Company
seniority shall govern.
b. The Company will then permanently lay off the equivalent number, on the
basis of their Company seniority, from the Company-wide seniority list and
regardless of the department in which they are employed, those with the
least company seniority being laid off first. It is understood, however,
that the Company will not effect this permanent layoff until qualified
employees are available to fill the available jobs. These jobs will be
posted Company-wide.
19.2 In applying the permanent layoff procedure set forth in the preceding
paragraph to maintenance employees, each of the following maintenance employees
trade groups shall be considered as a separate department and each shall have a
master seniority list upon which each employee shall be credited with the total
of his/her last period of continuous service, unbroken by any of the causes for
loss of seniority, as a member of his/her maintenance trade group, but present
departmental seniority lists shall be retained for all other purposes:
a Machine Shop (Burgess, Cascade).
b. Millwrights (Burgess, Cascade, Heine Boiler, Cascade Boilers). (Also
includes Power House Repairs).
c. Pipers (Burgess, Cascade).
d. Tinsmiths (Burgess and Cascade).
e. Electricians (Burgess, Cascade, Power). Also includes (Power Maintenance
and Line Crew).
f. Lubricating (Burgess, Cascade).
g. Welders (Burgess, Cascade).
h. Painters (Burgess, Cascade).
i. Service Garage Mechanics
j. River Crew.
k. Masons.
l. Instrumentation (Burgess and Cascade)
RECALL OF EMPLOYEES AFTER
PERMANENT LAYOFF
20.1 Employees permanently curtailed off the payroll, and who have call-back
rights under paragraph 16.1, shall be rehired in the inverse order of their
layoff and before any new help is hired, those with greater Company seniority
being rehired first. Employees who are recalled after being laid off must advise
the company of their intent to return to work within ten (10) days after being
notified, and must report for work within twenty-one (21) days after being
notified.
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RECALL OF CURTAILED EMPLOYEES
20.2 Employees curtailed from a maintenance trade group, and not working at
their trade, shall be recalled to their trade on the basis of their total trade
seniority and may claim any open permanent job within their trade group until
rehired in their own particular trade group on the basis of the departmental
seniority within that mill trade group. Permanent departmental openings in any
trade, in any department, not belonging to any trade employee by virtue of
departmental seniority, shall be posted tradewide.
20.3 Maintenance trade group employees in the Employment Department shall
exercise their trade seniority in filling temporary maintenance department jobs
within their trade group to which no employee in the department where the job is
located is entitled by virtue of his/her departmental seniority.
20.4 For employees in the Employment Department, Company seniority shall govern
in the event of temporary jobs for which they are qualified which open up in any
department other than their own, and to which no employee in the department
where the job is located is entitled by virtue of his/her departmental
seniority. (See Article 21.3.)
FILLING VACANCIES AND PROMOTIONS
21.1 As permanent vacancies occur in regular jobs or permanent new jobs are
created in any department, the jobs shall be filled, if possible from qualified
employees within that department, and as between qualified employees in the
department, the one with the most departmental seniority shall have preference.
In the event the employee next in line of departmental seniority is deemed not
qualified for the job, the supervisor shall notify the steward and the job shall
not be filled permanently until the matter of the available qualified employees
in the department is settled. In the event the job is not filled by anyone in
the department, the job shall be posted for a period of ten (10) days (excluding
Saturdays, Sundays and Holidays).
If there is insufficient response to a job posting, a notice will be placed on
all bulletin boards holding the posting open for a period of ten (10) days. In
the event there still is inadequate response within the maintenance trade
groups, selection of first class trades people from outside the bargaining unit
will be by a selection process, the panel of which will consist of one
Maintenance Supervisor, one Human Resources Department representative and two
Local 75 members selected by the Union President. As to all jobs except those in
the maintenance trade groups, providing qualifications are satisfactory, Company
seniority shall govern. Bidders with greater seniority will be notified of the
selection made and the reason for the selection.
Placement of the successful bidder/bidders will be initiated within twenty-one
(21) days from the date the posting is removed from the board.
Successful bidders shall have the right during this fifteen (15) day trial
period to refuse the bid job and return to their former jobs. Employees who bid
on a job and are accepted for a trial period may do so only twice in any twelve
(12) month period. The Company shall have the right during the fifteen (15) day
period to remove any employee from the job and return him/her to his/her former
job. Before such action is taken, the employee and the Union will be notified.
Acceptance or rejection of an employee's bid for a job will occur immediately at
the time of contact by the Human Resources Department. Bids will not be held up
for more than four (4) months for employees out on Sickness and Accident or
Worker's Compensation. Qualified employees on part time or in the Employment
department shall be
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given consideration before help from outside the Company is hired. A list of
applicants bidding for each posted job shall be furnished to the Union promptly
after the expiration of the posting period on each job. When an employee from
another department is chosen to fill a posted job in a department, he/she shall
commence to accumulate departmental seniority in the new department on the
expiration date of the job posting.
If an employee is retained on a position after fifteen (15) work days, he/she
shall be considered as qualified unless an extension of this maximum training
period has been agreed upon for him/her by the Company and the Union, in which
event he/she shall be considered as qualified if he/she is retained on that job
after the end of the extended training period. If an employee or the Union feels
that an injustice has been done, the case may be brought up in accordance with
the grievance procedure provided for in this contract. In the Employment
Department, company seniority shall prevail provided qualifications are
acceptable. In the weekly assignment of employees in the Employment Pool, the
Company will make reasonable effort to assign employees to Sunday work according
to seniority and ability to perform the jobs and production requirements. (See
Article 21.3) Whenever any employee works in any department for a period of
ninety (90) work days, the vacancy shall be considered as permanent, and posted
Company-wide, except where such vacancies are caused by reason of sickness or
injury, and the case of a salaried supervisor whose departmental seniority is
protected for six (6) months.
21.2 In filling vacancies that management determines to fill within the
bargaining unit in any department, whether temporary or permanent, the vacancies
shall be awarded to the employee with the greatest seniority in that department
or in the line of promotion providing they are qualified. Employees in the line
of promotion (a line of promotion for the Cascade Paper Machine department is
defined as a unit of operation. Examples: PM#l -PM#2-PM#3-PM#4-PM#9, shall not,
except for physical disability, refuse to accept promotion. Where employees are
unqualified due to lack of training the Company shall provide training. In cases
where medical evidence prevents the employee from promoting to the next position
in the line of promotion, the employee will be required to sign a waiver form.
To unfreeze (void the waiver) an employee must sign a form indicating same,
keeping the principle that "once around, always around". Only written
freezes/waivers will be recognized. All such documents shall be signed by the
employee in the presence of a union representative. A copy will be given to the
Union representative of Local 75 and the Human Resources Department. In the case
an employee refuses to sign a waiver, the supervisor shall notify a staff member
of the Human Resources Department who shall so inform the Union by letter. This
action shall constitute a waiver.
21.3 It is understood that in assigning employees from the Employment Department
the following procedures will be observed subject to the requirements that the
employees' qualifications are suitable.
1) For a given week, employees will be assigned in the order of their Company
seniority to a complete work week to the extent that such jobs are
available and the employee is qualified. Assignments for lesser number of
days will be handled in the same manner. These assignments shall not be
changed during the week except in the following cases:
2) In the case where an employee already assigned is called back to his/her
department, he/she will, following the release from his/her department
before completion of his/her complete work week, be re-assigned to his/her
original job, provided that the job is still continuing.
3) Any employee scheduled for less than a complete work week in his/her
department will be assigned for the balance of their work week providing
he/she has enough Company seniority and qualifications. (See Article 9.3.)
4) If, following the making of initial assignments for the week, a complete
work week becomes available, the Company will arrange for the senior
employee previously assigned for less than a complete work week to be
assigned this work, providing he/she has enough Company seniority and
qualifications.
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TEMPORARY PROMOTION TIME LIMIT
21.4 Refusing to jump shift for a temporary opening will not constitute a
waiver.
21.5 Whenever any employee in the line of promotion is not qualified for
promotion and he/she therefore stands in the way of another employee and is
preventing the latter employee from being promoted in the line of promotion, the
Company shall promote the latter employee and will train the former employee as
soon as possible contingent upon operational needs and requirements.
21.6 When an employee is going to be absent for a long period of time by reason
of sickness or injury, shiftwise scheduling shall be used for the remainder of
the work week in which his/her absence commences, and for the next twelve (12)
weeks. However, if it then appears that his/her absence will be continued beyond
those twelve (12) weeks, management will in that twelfth week, at the request of
the affected employees, schedule for the next work week a senior qualified
employee in the department to the vacancy resulting from the first employee's
absence. Whenever an employee has been absent for a period of eleven (11)eleven
(11) weeks, because of sickness or injury, a notice of this effect shall be
posted in the department. After the above change, other senior qualified
employees in the department affected by the change may individually request
promotion on a departmental basis provided such requests are filed at least
forty-eight hours before the weekly schedule is posted. This change in
scheduling will then continue until the return of the absent employee. However,
if the absent employee upon his return should for some unavoidable reason work
less than two (2) weeks, the waiting period shall be waived and the senior
employees will be reassigned. In cases where the Company elects to relieve a
salaried supervisor with an hourly paid employee, the foregoing procedure will
be followed.
21.7 The Company will continue its policy of promoting to supervisory positions
outside the bargaining unit from the employees in the bargaining unit, when
qualified employees are available, however, the final selection shall be the
Company's.
TRANSFERS
22.1 Employees may be temporarily transferred from one department to another
(including mill to mill) as defined by business needs. The duration of such
transfers shall be subject to discussion by the Company and the Union. Temporary
transfers shall cause no loss of seniority in an individual's department, or
should work be transferred from one department to another, any employee
transferred shall not lose his/her seniority. This will not affect in any way
assignments from the Employment Department.
22.2 The Company may assign tradesmen to work in other than their regular
departments. If an employee or employees with exceptional skills or training is
or are required, the Company may make such assignment regardless of departmental
seniority for so long as the exceptional skill or training is needed.
When possible, the Maintenance Shop Stewards will be advised of the details, not
less than two (2) weeks in advance, of a planned major shutdown. The Stewards
will in turn review the details of the shutdown schedule with the tradesmen.
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REVIEW - REVISION - WAIVER
OF SENIORITY
23.1 The seniority provisions of this agreement may be reviewed and revised by
the Company and the Union during the term of the agreement by mutual consent.
23.2 These seniority provisions may be waived by mutual agreement between the
Company and Union in cases of disabled employees. Any employee who has been
permanently or temporarily incapacitated by injury or sickness and is unable to
continue his/her regular work may be transferred to a job designated as a
rehabilitation job in any department which he or she can do. However, any such
employee will continue to maintain department seniority in his/her original
department and not in any other department to which he/she is assigned.
The Company agrees that in the cases of job-related injuries or illnesses
resulting in an employee being permanently or temporarily incapacitated, it
will, in cooperation with the Union, make every effort to place him/her in a
position he/she is physically capable of filling. The Business Agent/Local Union
will be notified when an employee who had a serious injury is authorized to
return to work.
23.3 An employee who is disabled as a result of an industrial accident or
sickness and returns to work on a rehabilitation job will be paid the rate of
the job (red circled) if higher than card rate he/she held at the time of the
accident, plus all future adjustments for up to one year provided he/she
cooperates fully with all efforts made to rehabilitate and train him/her to
overcome his/her disability, or to develop alternate skills that would permit
him/her to return to his/her original job or a comparable job.
VACATION
24.1 Employees completing one (1) year of continuous service in the employ of
the Company shall receive one (1) week of vacation with pay upon their first
anniversary date. Effective January 1st of each year thereafter, employees shall
be entitled to the following vacation benefits based upon continuous service:
One (1) year to three (3) years - I week of vacation with pay.
Three (3) years to seven (7) years - 2 weeks of vacation with pay.
Seven (7) years to twelve (12) years -3 weeks of vacation with pay.
Twelve (12) years to eighteen (18) years -4 weeks of vacation with pay.
Eighteen (18) years to twenty-eight (28) years - 5 weeks vacation with pay.
Twenty- eight (28) years or more -6 weeks vacation with pay.
24.2 Employees completing their third, seventh, twelfth, eighteenth, and
twenty-eighth year of service during the calendar year shall become eligible for
the additional week of vacation accruing in those years upon January 1st of the
year in which they attain such years of service.
24.3 Employees shall be entitled to select their weeks of vacation according to
their departmental seniority and established Company policies.
The canvassing process will start no later than the second Sunday in January.
The first two (2) weeks are to be selected before 7:00 a.m., February 1 of each
year with the senior person selecting first. The process will then repeat with
the next senior person until all employees have selected their first-choice
week(s). The remaining week(s) of vacation will be selected before 7:00 am.,
February 16. The process will be as above with the senior person selecting
his/her remaining week(s) in accordance with
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Company policy and department quotas. After February 16th, any unscheduled weeks
of vacation that any employee has remaining will be scheduled on a first come,
first served basis, as allowed by unfilled department quotas.
No person shall take more than twenty-four (24) hours time in selecting vacation
weeks when it is his/her turn. If a person wishes to change vacation week(s),
the employee cannot exercise seniority rights over those who have already
selected vacations. The Company will make reasonable efforts in the first round
of vacation scheduling to grant eligible employees two weeks vacation during
school out - school in period.
When an employee changes shifts or departments, he/she will not automatically
carry his/her scheduled vacations with him/her. The vacation(s) may be
transferred if they do not violate established department quotas.
Employees who change shifts for permanent openings will be entitled to pick
weeks left open by vacated employees. Selecting open weeks will be in accordance
with Article 24.3.
24.4 Vacation pay will be paid at 45 hours times the employee's regular
straight-time card rate unless he/she has worked consistently at a higher rated
job for the ninety day period prior to the scheduled vacation (bid employees
only).
24.5 To be eligible for vacation in any year, employees except in the event of
sickness or disability, shall have worked not less than eleven hundred (1,100)
hours at straight time in the previous calendar year. Employees who have five
hundred (500) to one thousand ninety nine (1,099) work hours will receive two
weeks vacation. The Company shall not be obligated to pay vacation pay to any
person who has rendered no service whatsoever to the Company during the twelve
(12) months preceding the anniversary of his/her hiring date.
24.6 Vacations shall be taken at times mutually agreeable to the employees and
their supervisor. Because of the necessity of avoiding undue interruption of
production and the exigencies of business, it is recognized that the Company
retains the right of final determination for all vacations.
24.7 Vacation pay shall be paid during the week prior to that in which the
vacation is taken.
24.8 Employees who are eligible must take at least (3) weeks of vacation per
year, but may (at their option) sell any additional weeks back to the Company in
lieu of time off Employees who sell vacation time will work at their regular job
and be eligible for overtime according to other articles.
24.9 Employees who take leave to attend summer training periods as members of
the National Guard or other military reserve units shall be permitted to use
such leave as part of their vacation.
24.10 Employees who are disabled as a result of an industrial accident or
industrial sickness and who have not rendered any service whatsoever to the
Company during the last twelve months, shall be entitled to their eligible
vacation pay in the one calendar year following their last day of work.
24.11 Vacation pay for Pool Employees shall be computed at the regular straight
time hourly rate of pay of the job the employee worked during the week prior to
the vacation.
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WAGE RATES
(See Attachment)
25.1 Year 1 Effective June 25, 1997 a 3% wage increase will be granted.
Year 2 Effective June 25, 1998 a $0.30 per hour increase and based on
the Free Cash Flow formula, and additional 2% will be granted.
Year 3 Effective June 25, 1999 a 2% wage increase, and based on the
Free Cash flow formula, an additional 2% will be granted.
Year 4 Effective June 25, 2000 a $0.30 per hour increase, and based on
the Free Cash flow formula, an additional 2% will be granted.
Year 5 Effective June 25, 2001 a 2.5% wage increase, and based on the
Free Cash Flow formula, an additional 2%, will be granted.
The formula is based on Free Cash Flow calculation as described in the Cash
Sharing Plan, Article 25.3. If the Free Cash flow is between $8MM and $10MM, 50%
of the 2% raise will be awarded. If the Free Cash flow is between $ 10MM and $
12MM, 75% of the 2% raise will be awarded. If the Free Cash Flow is greater than
$12MM 100% of the 2% raise will be awarded.
25.2 Individual rates and classifications of any group may be changed by consent
of the parties hereto.
CASH SHARING
Statement of Purpose
25.3 The purpose of the Cash Sharing Plan is to promote a sense of ownership and
enthusiasm that will focus the thinking and energy of employees at Berlin-Gorham
on the key result areas that have the greatest impact on mill performance. This
plan will provide an opportunity to recompensate employees for negotiated
reductions due to economic conditions and will also provide an additional means
for employees to increase their earnings by sharing in the mill's positive cash
flow.
Beliefs
This application of the Cash Sharing Plan enters into a new philosophy that
enables employees to increase their earnings, share in the positive cash flow of
the mill and be a partner in productivity and quality.
The amount of cash sharing pool will depend upon our combined efforts to
continually improve performance in key areas.
The amount of cash sharing dollars will depend on the generation of positive
cash flow for the mill. The plan can significantly enhance the ability of each
employee to increase annual earnings.
A Cash Sharing Plan has the potential to produce more income for all employees
than industry pattern settlements. Cash Sharing distribution begins when the
operation reaches positive free cash flow. Free cash flow is a financial
measurement used by Crown Vantage to determine viability of a facility.
Free Cash Flow is the cash that is generated or needed by the business. The
calculation is:
Operating profit
Less: Interest expense
and Corporate Indirects
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= Pre-tax Profit
Less: Income Tax
= Net Income
Add: Depreciation and other non-cash expenses
Add/Subtract Working Capital Changes
Add/Subtract Other Corporate Charges
Less: Dividends and Capital Spending
= Free Cash Flow
Definitions
Assets = Property, plant equipment, accounts receivable, inventories
Working Capital = Receivables and inventories (finished goods, work-in-progress,
stores, raw materials - wood, chemicals, fuel oil)
Distribution of the cash sharing pool will be calculated on a quarterly basis
with 75% of quarterly pool distributed quarterly and 25% distributed at the end
of the Crown Vantage fiscal year based on annual free cash flow. Quarterly
payments will be made by the end of the calendar month following the last month
of the fiscal quarter.
All L-75 employees who are on the payroll as of the close of the quarter will be
eligible to participate in the quarterly distributions. All L-75 employees who
are on the payroll at the end of each fiscal year will participate in the annual
distribution.
The distribution is proportioned on W-2 earnings for the respective time
periods. In the event of any question concerning the calculation of Free Cash
Flow under this Cash Sharing Plan, a mutually agreeable CPA firm may be retained
to verify that all calculations are in accordance with generally accepted
accounting principles, with expenses to be shared equally by the parties.
All payments will be paid by separate check and will not be factored into any
other contractual benefit plan for any purpose.
If management decides to shutdown any of the following production assets -
hardwood/softwood pulp lines, paper machines 1,2,3,4,9, the Cash Flow Plan will
be reformulated with L-75.
Calculation
The Cash Sharing pool is determined by multiplying the Free Cash Flow of a
fiscal quarter by 20%.
There will be no pool if cash flow is zero or negative.
SHIFT DIFFERENTIAL
26.1 Employees working on a shift job from 3 p.m. to 11 p.m. shall receive $0.40
per hour in addition to their regular rate of pay for the hours worked during
the shift.
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Employees working on a shift job from 11 p.m. to 7 a.m. shall receive $0.50 per
hour in addition to their regular rate of pay for the hours worked during the
shift.
Employees working on a shift job from 7 p.m. to 7 a.m. shall receive $0.60 per
hour in addition to their regular rate of pay for the hours worked during the
shift.
WORKING LUNCH HOUR
TRAVELING - LUNCHES
27.1 Employees who are required by the Company to travel between plants shall
travel on Company time and be furnished suitable transportation or paid mileage
according to Company policy for use of their personal automobile.
Travel outside the Berlin/Gorham area will be paid as follows at the employee's
scheduled rate.
1) Minimum pay will be at least eight (8) hours, whether for travel or work.
2) Minimum pay for employees in departments working the 12 hour (compressed
week) schedule will be 12 hours for scheduled days, eight hours for
scheduled off days.
3) Employees who work and/or work-and-travel in excess of their minimums in 1)
and 2) will receive pay for all hours, worked and traveled.
27.2 Day workers who are required to work more than five (5) hours beyond a
normal meal time will be allowed twenty (20) minutes paid time to eat.
CALL IN
28.1 Any shift employee called in to work between 8:00 am. and 5:00 p.m.
receives two hours' minimum straight time pay, except that on Sundays, the
minimum straight time pay shall be four (4) hours.
Any shift worker called in to work between 5:00 p.m. and 8:00 a.m. receives four
(4) hours' minimum straight time pay.
Any day worker called in to work between 8:00 a.m. and 4:00 p.m. receives two
(2) hours' minimum straight time pay except that on Sundays, the minimum
straight time pay shall be four (4) hours.
Any day worker or any employee in a normal day working department who is working
shifts and is called in to work between the hours of 4: 00 p.m. and 8:00 a.m.
will receive six hours minimum straight time pay.
This provision shall not apply in the case of any employee already at the plant
waiting to start their regular shift. Except for emergencies, employees called
in to work shall perform the specific job for which they are called.
FAILURE TO PROVIDE WORK
29.1 Employees reporting for regular scheduled work will be allowed four (4)
hours' straight time if no work is available. If the Company has made a
legitimate effort to notify employees affected at least
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two hours before the starting time that there shall be no work, then no time
will be paid. The method of notification to be agreed upon between the Company
and Union for each department.
RATES FOR ASSIGNED JOBS
30.1 Employees temporarily or permanently assigned to higher rated jobs shall
receive the higher rate of pay while occupying such positions. This does not
apply to employees temporarily up-graded for training purposes. This does not
apply when an employee is enabled.
30.2 Employees temporarily assigned to lower rated jobs at a time when there is
work available for them on their regular jobs shall retain their regular rate of
pay. Otherwise, they shall be paid the rate of the job to which they are
assigned.
INSURANCE BENEFITS - PENSIONS
DEATH IMMEDIATE FAMILY - JURY DUTY
31.1 For detailed information concerning insurance benefits, namely, Group
Hospital and Medical, Major Medical, Retiree Group Hospital and Medical Plan,
Weekly Sickness and Accident Benefits, and Life and Accidental Death and
Dismemberment Insurance, Prescription Drug Plan and Dental Care Plan, refer to
Exhibits B & C.
31.2 Whenever an employee sustains an injury on company premises during working
hours, and is sent home, he/she shall be paid the balance of whatever hours
he/she was unable to work on the day of injury, and these paid hours shall be
counted towards his/her forty hours for overtime purposes.
In cases where the employee is hospitalized due to inhalation of toxic gases
while at work, the Company agrees to compensate lost wages at the Workmen's
Compensation rate. The period of time considered will be the three (3) days
following the injury. The Company doctor will decide when the employee is able
to return to work.
31.3 For information pertaining to Crown Vantage Pension Plan 10 and its
benefits, refer to Exhibit D.
31.4 The details of an Apprentice Training Program will be the subject of a
separate agreement between the Company and the union. Hereafter Apprentices
shall be hired and trained in accordance therewith.
31.5 In the event of the death of a relative in the immediate family of an
employee who has completed the probationary period, the employee will be
compensated in accordance with the following schedule while attending funeral
services, with the understanding that payment under this provision is for lost
pay from regular, consecutive straight time work days from the date of death.
Should any of the days of the funeral leave occur on Sunday pay is at straight
time. These hours will not be used in overtime calculations.
Stepmother )
Stepfather )
Stepbrother )
Stepsister )Day of
Grandchildren )Funeral
Spouses' grandparents )
Spouses' brothers and sisters )
Brothers' and sisters' spouses )
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Father )
Mother )
Sister )
Brother )Up to
Mother-in-law )3 days
Father-in-law )
Grandparents )
Son )
Daughter )Up to
Wife )5 days
Husband )
31.6 In the event an employee is selected for Jury Duty, the Company will pay
the employee the difference between his/her regular pay and the amount received
by him/her while serving on Jury Duty. It is understood and agreed that the
employee will be required to return to work the day following his/her or her
release from Jury Duty. Should any of the days of the jury duty occur on Sunday
pay is at straight time. These hours will not be used in overtime calculations.
31.7 Employees who have completed their probationary period of Company service
and who are required to attend annual National Guard training camp or Reserve
training shall be reimbursed the difference between their military pay and forty
hours straight time pay at their regular rate by the Company, for a maximum of
two weeks duty per year.
31.8 Employees serving as members of the New Hampshire State Legislature shall
be provided with sixteen (16) hours pay at straight time in lieu of two
scheduled work days per week to attend legislative meetings. Employees are
responsible for notifying their supervisor in advance of the scheduled work day
they will be absent.
PROTECTION OF COMPANY PROPERTY
32.1 When required by the Management, engineers, firemen, power plant operators,
essential maintenance men and watchmen shall under no condition suspend work,
but shall at all times protect all the Company's property under their care and
perform the necessary work needed to avoid damage and keep the plant in
operating condition.
NOTICE OF ABSENCE OR RETURN TO WORK
33.1 Employees not expecting to work because of emergencies or other justifiable
causes must notify their respective supervisors two (2) hours before scheduled
time. This provision shall not be interpreted as condoning repeated absences
from work on the part of an employee.
33.2 In the event any employee who has been absent from any shift which he/she
was scheduled to work fails to notify supervision of his/her return immediately
preceding the start of his/her next regular scheduled shift, in accordance with
the time listed below, the Company may assume his/her absence continuing for
that shift and may replace him/her with any available qualified employee
a. By 5:00 am., if scheduled for the 7:00 a.m. to 3:00 p.m. shift or for the
day shift (8:00 a.m. to 4:00 p.m.)
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b. By 1:00 p.m., if scheduled for the 3:00 p.m. to 11:00 p.m. shift
c. By 5:00 p.m., if scheduled for the 11:00 p.m. to 7:00 a.m. shift.
d. By 5:00 a.m., if scheduled for the 7:00 a.m. to 7:00 p.m. shift.
e. By 5:00 p.m., if scheduled for the 7:00 p.m. to 7:00 a.m. shift.
Note: (for a, b, d & e above) Employees who are going to be absent must call two
(2) hours prior to the start of the normal relieving time in the department
where the employee is scheduled to work.
SAFETY AND HEALTH
34.1 The Company and Union shall cooperate fully on the safety, health and
sanitation of the employees. In accordance with the Williams-Steiger
Occupational Safety and Health Act (OSHA) of 1970, employees shall not be
required to work under conditions of immediate danger to safety and health.
Conditions that affect the safety and health of the employees shall be
considered a legitimate subject for mutual consideration.
34.2 No employee shall be discharged or disciplined for refusing to work on a
job when he/she has a good and sincere reason to believe that it may be
dangerous to life and limb. If the matter cannot be resolved between the
employee and his/her supervisor, the matter will be referred to the department
superintendent. If the issue is still unsettled, it will be referred to the
Union business agent, the plant manager, and a representative of the Human
Resources Department for consideration.
34.3 Clothing and safety equipment will be furnished by the Company to employees
in accordance with the Statement of Policy dated June 16, 1965. The company will
provide a safety shoe allowance to be paid each January in the amount of $72.00
per year.
34.4 Each employee shall cooperate with the other employees in keeping the area
in the department in which they work neat and clean.
34.5 Employees will immediately report to management all incidents resulting in
employee injury, environmental release or near hit and/or damage to company
property.
BULLETIN BOARDS
35.1 The Company shall provide suitable locations for bulletin boards in the
different mills for the posting of official notices from the Union to its
members.
DISMISSALS
36.1 It is agreed the Company has the right to discipline or discharge employees
for just cause.
36.2 In cases of discharge or disciplinary layoffs, the Human Resources
Department shall promptly arrange for a hearing with the business agent of the
Union.
36.3 It is agreed that when an employee is wrongfully discharged and is proved
so, he/she or she may be reinstated and compensated for all lost time at his/her
regular rate of pay.
36.4 Discharge and discipline cases shall be disposed of in accordance with the
grievance and
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arbitration procedure provided for in this agreement.
MANAGEMENT
37.1 This agreement is entered into by the parties with the full understanding
that the facilities of the Company and its equipment are undergoing
modernization and rehabilitation and that the situation calls for the closest
cooperation between the Company and all of its employees. The Company shall
manage the plant and direct the working forces, including the right to plan,
direct, and control the plant operations, to hire, promote, demote, transfer,
suspend or discharge employees for just cause, to relieve employees from duty
because of lack of work or other legitimate reasons, and to introduce new or
improved production methods or facilities, provided, however, that all of its
actions shall be in conforming with all of the provisions of this agreement. It
is further agreed that nothing contained herein shall be used for the purpose of
discrimination against employees because of membership in the Union or for the
purpose of undermining the Union.
COMPANY RULES
37.2 The Company may adopt rules for the operation of the plant and the conduct
of employees, provided such rules do not conflict with any of the provisions of
the Contract.
ENABLING AGREEMENT
37.3(a) In order to achieve efficiency of mill operations, employees may be
required to perform work outside of their traditional job duties from time to
time as operating conditions warrant. Examples of such assignments may include,
but shall not be limited to: employees may help out in other progression ladders
and departments as well as their own; operate fork trucks and other mobile
equipment; clean, lubricate, inspect, and adjust equipment they operate; use
tools; and perform other tasks within their skills and capabilities. Safety and
capability will be of primary concern in the application of this section. In all
cases, this section should be applied to improve business effectiveness in a way
that maximizes the contribution employees make to the success of the operation.
This ENABLING AGREEMENT will not be used to transfer permanent bid employees
between operating areas. For the purposes of this agreement, operating areas are
defined as:
Area A - Burgess
Area B - Cascade
No employee will lose his/her employment as a result of this enabling agreement.
Any reduction in the work force as a result of these concepts will be by
attrition.
In the application of this section, employees will not be hindered from
maximizing their contribution by agreements or past practices entered into prior
to this Labor Agreement.
37.3(b) MAINTENANCE
PREAMBLE
It is recognized and understood, by both parties, that B-G's future
competitive position depends largely on the development of a flexible work force
which has exceptional skills and
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motivation. We agree to actively cooperate to reach this state.
The intent and spirit of this agreement is directed toward that end by
satisfying the following objectives:
o Provide flexibility while maintaining fairness on work assignments and
seniority rights.
o Reduce friction among all employees.
o Improve safety/productivity/efficiency/quality.
o Improve skills of tradesmen.
o Improve job satisfaction through increased challenge and rewards.
o Provide employment security.
o Participate together to develop enhanced work practices.
It is agreed that no permanent Maintenance Department employee (as listed
below), will lose his/her employment in his/her department as a result of the
concepts contained herein and any reduction in force as a result of these
concepts will be by attrition. Tradesmen as listed on the attached sheet
currently scheduled on their present shift schedule or who are currently on a
Sunday rotation will be grandfathered on that rotation. (Shift trade
representation will be maintained.)
Furthermore, our intent is to continue with our joint effort to develop a
relationship of openness, honesty and respect with each party accepting
ownership in developing a "Win-Win" working atmosphere.
Team Concept
o Present trades will not be eliminated as a result of this agreement.
o Over the course of any year, tradesmen will work the majority of their time
in their trade expertise. However, any tradesman will work in other trades
as required, safety being the primary concern.
o Even though from time to time tradesmen may be required to spend the major
portion of a job in another trade, these concepts will not be used to cause
work assignment abuse to any tradesmen or trade.
o Any tradesman will do a job if he has the skills to do it.
o Trades do not have to be represented.
o Minimum level of employees assigned to a job.
AREA WORK ASSIGNMENTS
o Mechanical tradesmen in the Berlin Maintenance Department, on long term
area assignments, will remain in those areas as in the past. Future
assignments will be made on the basis of senior
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man who is interested.
o Electrical and Instrument tradesmen are assigned on the basis of system
familiarity, prior training and experience. This will continue as in the
past.
o Cascade Maintenance Department will continue to man areas by assignment.
Except that long-term (one week or more) truck shop assignments will be
made on the basis of senior man who is interested.
o Capital crew work assignments. (See language on area work assignments.)
o The Company and Union agree to discuss Working Leaders/Hourly Foremen in
the future at a time mutually agreeable.
WAGES/ADJUSTMENTS
Part I $1.05 05/03/87
Part II .50 08/30/87
o Any percentage increase in June will also apply to the $0.50 increase in
Part II.
o Maintenance Yard employees will receive $0.70 (Crew Concept) effective
05/03/87.
--* Yard employees will assist tradesmen to accomplish any job but not to
supplement.
--* Supplementing the trades will continue to be done through the
employment pool and the third class rate will be paid.
o A wage reopener will be in effect if other major mills in NH, ME and VT pay
more than 13% for cross trading.
o Zipper clause.
COOPERATION FOR CONTINUOUS IMPROVEMENT
37.3(c) In our efforts to place the Berlin-Gorham mills in the best possible
position for continued productive life, a Continuous Improvement effort is
essential. It is understood by the parties that the sole intention of this
concept is for the long-term good and welfare of our employees, the company, and
the community we live in.
Given the current business conditions, both parties mutually agree to
reduce waste which includes the redistribution of work to the remaining workers
due to positions that are vacated through attrition.
The primary goals of this effort are:
a) to ensure operations viability and increase economic effectiveness, the
Berlin-Gorham effort must be in a participative management style;
b) for management and union to mutually discuss how the work is to be
redistributed or eliminated in order to streamline the operation without
jeopardizing the safety of the employees or quality of our
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products;
c) to recognize that operational effectiveness is dependent upon empowering
employees at all levels, we must provide the skills and knowledge to
partake in this endeavor.
Any reduction in the total workforce as a result of these efforts will be
through attrition.
STATEMENT OF POLICY
38.1 It will be Crown Vantage policy to accomplish its General Maintenance work
with its own employees insofar as equipment and manpower skills, manpower
availability and operational runability permit. A joint Labor/Management
Maintenance Review Committee (including but not limited to Maintenance,
Engineering and Local 75) will develop a structure to evaluate the scope of work
involved with capital or maintenance projects being considered for outsourcing.
This committee will review bids and recommend who will perform planned or
scheduled work based upon cost effectiveness, timeliness and qualifications.
38.2 Outside contractors will be required to furnish their own equipment (except
specialized equipment on hand in the Company) on normal construction contract
projects, as established by past practice.
38.3 Employees of yard departments shall be considered as part of the
Maintenance Department.
CONTINUATION OF CONTRACT OBLIGATION
39.1 The Company agrees that this labor agreement will be binding on its assigns
and successors in interest and upon any other persons or entity which may
undertake the management and direction of Berlin-Gorham operations, whether by
merger, acquisition, or otherwise.
GOVERNMENT REGULATIONS
40.1 It is mutually agreed and understood that none of the provisions of the
contract shall be interpreted to conflict with any State or Federal law,
regulation, decree or directive now in operation or passed during the term of
this agreement. It is the duty of both the Company and the Union to cooperate in
any changes required by such regulations.
DURATION AND TERMINATION
41.1 The terms of this agreement shall be effective from June 25, 1997 to
midnight of the 24th of June, 2002, and it shall automatically renew itself for
yearly periods thereafter. If either party to the agreement wishes to negotiate
changes in the agreement, the party desiring such changes shall notify the
other party, in writing, at least sixty (60) days prior to the expiration date
of this agreement, or at least sixty (60) days prior to the expiration date of
any subsequent renewal period.
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IN WITNESS WHEREOF, the Company and the Union have executed this Agreement the
day and year first above written.
UNITED BROTHERHOOD
LOCAL UNION NO.75
JOHNNY BARRON, JR.
President
ED DEBLOIS
TED MILLER
DENIS GAGNE
RICHARD DUBE
ROBERT MOORES
(Committeemen)
CARL TURNER
United Paperworkers International Union,
AFL-CIO
CROWN VANTAGE
BERLIN/GORHAM GROUP
DAVID A. NELSON
Senior Vice President
WILLIAM A. LOCKARD
Director, Human Resources
GREGORY F. NOLIN
Manager, Labor Relations
JAMES T. WAGNER
Vice President of Operations
A. BRADFORD WYMAN
Manager, Woodlands
NORMAND FORTIER
Financial Services and Systems Manager
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EXHIBIT A
COMPANY RULES
The purposes of these rules is not to restrict the rights of anyone, but to
define them, and thereby to protect the rights of all and to insure cooperation
in accordance with the accepted standards of good citizenship.
The management will mutually discuss with and inform the Union in writing of any
new rules which are to be included in this exhibit of the Labor Agreement prior
to the new rules being posted.
Union contract violations and violation of the following rules are considered as
grounds for disciplinary action from reprimand or warning to discharge:
Personal Offenses
1. Repeated lateness or repeated absence from work.
2. Reporting for work under the influence of liquor or illegal drugs.
3. The use, possession, or sale of illegal drugs or alcoholic beverages on
Company property.
4. Immoral or indecent behavior on Company property.
5. Horseplay on Company property.
6. Smoking in the areas where smoking is not allowed.
7. Sleeping on the job.
8. Walking off the job during working hours or leaving Company premises
without permission.
9. Dishonesty.
10. Contributing to unsanitary conditions by failure to use, or improper use
of, toilet facilities, and refuse or garbage cans.
11. Operation of machines, tools, or equipment to which an employee has not
been specifically assigned.
12. Firearms are not permitted on company property.
13. Employees must report all mobile equipment incidents immediately to their
supervisor.
Offenses Against Other Employees
14. Intimidation or coercion of other employees on Company property.
15. Fighting on Company property.
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Offenses Against Supervision
16. Insubordination.
17. Failing to follow the working instructions of supervisors.
18. Abuse of supervisors or other supervision on Company property.
Offenses Against Company Property
19. Theft of Company property.
20. Willful defacement, damage, or destruction of Company property.
21. Willful waste of company materials or supplies.
Offenses Against Property of Other Employees
22. Theft of the property of a fellow employee while on Company property.
23. Willful defacement, damage, or destruction of the property of a fellow
employee while on Company property.
Offenses Against Company Records
24. Willful misstatements of falsification of record in application for
employment.
25. Falsifying own or another employee's personnel, medical, or production
records.
26. Willfully punching another employee's time card or tampering
with any time card.
27. Posting or removal of notices, signs, or materials in any form on company
bulletin boards or Company property without the specific authorization of
Management. (Union bulletin boards are governed by paragraph 35.1 of the
contract.)
Offenses Against Efficient Work
28. Failure to be at work stations ready and prepared to start work when shift
starts or at end of lunch period.
29. Slowing down or interfering with
work.
30. Delaying or handicapping the work of fellow employees.
31. Producing excessive rejects or inferior work through carelessness.
32. Loafing on the job, or loitering on Company property, during work hours.
33. Leaving your regular working place, or visiting around the plant away from
your usual or assigned place of duty, during regular working hours without
permission of supervision.
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34. Quitting early without permission.
Offenses Against Safety
35. Willful or careless disregard of safety rules or safety instructions.
36. Failure to report all injuries promptly.
Enforcement
The foregoing rule will be enforced impartially by supervision in accordance
with the disciplinary procedure established by the Company. They may be changed
or added to as needs require.
All complaints as to the rules or as to their enforcement will be handled and
adjusted in accordance with the procedure established by the Union contract.
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EXHIBIT B
THE PRESCRIPTION DRUG WILL BE COVERED UNDER THE POINT OF SERVICE HEALTH CARE
PLAN.
The employee cost of prescription drugs will be $10.00 for brand name, $5.00 for
generic and $1.00 for mail order.
ELIGIBILITY: All active employees, their spouse and unmarried, dependent
children up to the age of 19, or age 25 if a full-time student.
WAITING PERIOD: The first of the month following the completion of 30 days
worked.
TERMINATION OF COVERAGE: The last day of work upon termination of employment, or
the end of the month in which and employee retires.
COVERAGE: May be on employee only, employee and spouse, or full family.
BERLIN/GORHAM DENTAL CARE PROGRAM
BENEFIT PERCENTAGE: Co-insurance of 80/20.
COVERED DENTAL EXPENSE:
Basic Service - dental examinations, diagnoses and X-rays
Preventative Services - prophylaxis, fluoride treatment, sealants
Restorative Services - dental fillings, crowns and gold restoration
Oral Surgery - extraction and all other oral surgery procedures
Periodontics - scaling, heavy cleanings
Dentures and Partials - a separate benefit that allows a maximum payment of
$175.00 for each denture, $200.00 for each partial (no change in the 70/30
co-insurance of July 1, 1984). Any denture replacement is not covered until
after a period of five (5) years.
MAXIMUM BENEFITS: (Plan year from July 1st to July 1st)
Effective June 25, 1997,
Employee and Spouse - $300.00
All eligible children - $300.00
Effective June 25, 1998, benefit will be increased to $350.00.
Effective June 25, 1999, benefit will be increased to $400.00
EMPLOYEE CONTRIBUTION: None
ELIGIBILITY: All active employees, their spouse and unmarried, dependent
children up to the age of 19, or age 25 if a full-time student.
WAITING PERIOD: The first of the month following the completion of 30 days
worked.
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TERMINATION OF COVERAGE: The last day of work upon termination of employment, or
the end of the month in which and employee retires.
COVERAGE: May be on employee only, employee and spouse, or full family.
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EXHIBIT C
HEALTH CARE PLAN
THE HEALTH CARE PLAN IS A POINT OF SERVICE PLAN.
The Point of Service Health Care Plan has two components:
1) Primary Care Physician Referred Benefits,
2) Self-Referred Benefits
Increases in years 2-5 will be shared equally by the company and the union.
Active Employees, Spouse and
Dependent Children*
ELIGIBILITY: The first day of the month following the completion of 30 days
worked. Those employees who are hired as vacation replacements are not covered
by this provision.
* Unmarried children are covered from date of birth to the end of the month in
which they reach age 19 or are between ages of 19 and 25, unmarried and
full-time students.
MENTAL HEALTH AND SUBSTANCE ABUSE
Please refer to Point of Service Health Care Plan Benefit Summary.
RETIREE GROUP HOSPITAL
AND MEDICAL PLAN
All retirees after June 25, 1997 will be covered under a Point of Service Care
Plan. The company retains the right to change and modify the retiree health care
plans.
Retiree and/or dependent spouse who is not eligible for Medicare. Dependent
children -- Same as active employees and dependents at time of retirement except
Major Medical is limited to $25,000.
COST: During the first year of retirement, the cost of medical insurance
premiums for the retired employee is paid by the Company and the retiree pays
25% of the balance for dependent coverage. After one year of retirement, retiree
pays 25% of the full cost for himself and dependents. Note: This does not
include those retired employees or their spouses who are covered by Medicare and
Medi-Comp.
Retiree and/or dependent spouse who is eligible for Medicare-Medi-Comp
Supplemental Plan.
COST: During first year of retirement, Company pays cost of retiree; and retiree
pays dependent cost. After one year of retirement, retiree pays full cost for
himself and spouse.
Effective June 25, 1986, employees (age 65) who retire before July 1, 1986
shall have their Medicare and Medi-Comp premium reduced by $3.50 per month.
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Effective June 25, 1986, employees (age 65) who retire after July 1, 1986
shall have their Medicare and Medi-Comp premium reduced by $7.80 per month.
SICKNESS AND ACCIDENT BENEFITS
ELIGIBILITY: The first day of the month following the completion of 30 days
worked. Those employees who are hired as vacation replacements are not covered
by this provision.
WAITING PERIOD:
Accident - First Day
Sickness - Eighth Day
DURATION: Maximum of 26 weeks per period of disability.
BENEFITS: Effective June 25, 1997 $270.00 PER WEEK
Effective June 25, 1998 $280.00 PER WEEK
Effective June 25, 1999 $290.00 PER WEEK
Effective June 25,2000 $300.00 PER WEEK
Effective June 25,2001 $310.00 PER WEEK
COST: Premium is paid by Company
LIFE INSURANCE
BASIC PLAN-A.D.& D.
ELIGIBILITY: The first day of the month following the completion of 30 days
worked. Those employees who are hired as vacation replacements are not covered
by this provision.
BENEFITS: $20,000 A.D. & D.
Effective June 25, 1998, the benefit plan will be increased to $21,000.
Effective June 25,2000, the benefit plan will be increased to $22,000.
COST: Company pays full cost
OPTIONAL PLAN
Employees have the option of purchasing additional life insurance in the
amount of $14,000 at a cost of $6.00 per month.
If an employee retires due to disability the optional life will be carried
at no cost to him/her until he/she reaches age 65.
TOTAL & PERMANENT DISABILITY BENEFIT
This benefit is available to employees prior to age 60, who are not able to
continue their employment because of medical reasons. This benefit is available
by converting the Basic Life
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Insurance to payments of:
$18.00 for each $1,000 of insurance for 60 months
SUPPLEMENTAL PLAN - A.D.& D.
ELIGIBILITY: Same as under the BASIC PLAN noted above.
BENEFITS: Employees may elect coverage from $10,000 to $50,000 in multiples of
$10,000. If an injury results in death or dismemberment within one year of the
accident, the plan will pay a benefit up to the maximum insured.
Employees can elect to cover their family (spouse and children) or only
their children. A spouse must be under age 70 and cannot be an employee of Crown
Vantage. Children must be between the ages of 14 days and 23 years, fully
dependent on the employee for support and maintenance.
A spouse is insured for 40% of the principal sum, and children are each
insured for 10% of same. If there are no children, the spouse is insured for
50%.
COST: The employee's weekly contribution per $10,000 coverage is approximately
.7(cent) on self .8(cent) on children and self and .10(cent) on family and self.
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EXHIBIT D
PENSION
BENEFIT RATE: Employee Weekly Premium
-----------------------
06/25/97-- $25.25 $ 5.00
06/25/98-- $26.00 $ 6.13
06/25/99-- $27.00 $ 7.63
06/25/00--$27.75 $ 8.76
06/25/01-- $28.75 $10.26
The company and union will split the cost of the negotiated increases.
NORMAL RETIREMENT: Age -- 65
Credited years of service.
No maximum.
Age 62 to 64 with 30 years of credited service will receive full retirement
benefits.
EARLY RETIREMENT: Age - 55 to 64 with 10 years or more of credited service.
Actuarial reduction:
Age 62-65 .1% per month
Age 58-62 .2% per month
Age 55-58 .3% per month
DISABILITY RETIREMENT: No age requirement but 10 years or more of credit service
is required. Credited service is accrued to a maximum of thirty-six (36) months
after date last work. Employee must make contribution in accordance with
subsection 10.2 of Pension Plan 10.
NOTE: Return to work for less than one week after being on disability will
not constitute a break in continued disability status.
BENEFIT RATE: Same as above.
"If an individual is not disabled to the extent that he/she is eligible for
Social Security Benefits, he/she will receive an additional $60 per month until
he/she is eligible for Social Security Benefits."
VESTING: No age requirement.
A minimum of five (5) years of credited service required.
Benefit payable beginning any time after age 55 with ten (10) or more years
of credited service at time of termination.
Benefit payable beginning at age 65 with less than ten (10) years of
credited service at time of termination.
SOCIAL SECURITY MAKE-UP PROVISIONS:
Age -- between 55 and 58
Service - 30 years or more of credited service. Early retirement benefit
plus a supplemental benefit of up to $500.00 which combined will provide a total
benefit to a maximum of $850.00 per month up to age 62, at which time the
employee's Social Security benefit replaces the supplemental benefit.
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Age -- between 59 and 62
Service - 30 years or more of credited service. Early retirement benefit of
up to $500.00 which combined will provide a total benefit to a maximum of
$1,000.00 per month up to age 62, at which time the employee's Social Security
benefit replaces the supplemental benefit.
OPTIONAL FORMS OF BENEFITS:
1. Life Annuity - Payments stop upon retiree's death.
2. Five Year Certain - Payments are guaranteed for five years from the day of
retirement. If retiree's death occurs before five years, the balance of the
payments will be paid to retiree's beneficiary.
3. Ten Year Certain - Same as five year certain except the guarantee period is
for ten years.
4. 50% Joint & Survivor - This benefit is guaranteed for both retiree's
lifetime and retiree's spouse's lifetime. Retiree receives a reduced
monthly benefit and upon retiree's death, retiree's spouse receives
one-half of that amount for his/her lifetime. If retiree's spouse should
die before retiree does, the amount of the retiree's pension benefit
remains the same.
5. Widow's Benefit (Minimum of $275.00)
With a $275 minimum in effect, an employee's early retirement or normal
retirement benefit would not be reduced unless he/she desires his/her
surviving spouse to get more than a $275 per month benefit after his/her
death. If he/she wishes his/her survivor to be eligible for more than the
$275, the standard joint & survivor option table would be used based on
his/her early or normal retirement benefit and both of their ages.
The $275 guarantee will only be covered for a period of 10 years from
the employee's retirement, and only those employees who have 30 or more
years of service are eligible for this benefit.
Anyone taking a 5-or 10-year certain option would not be covered by
the $275 minimum because the survivor's benefit in these cases is much
greater.
The employee's spouse at the time of his/her retirement is the single
person eligible for a $275 10-year certain benefit.
DEATH BENEFIT: Normal Retirees, Early Retirees and Disability Retirees who do
not receive the Total & Permanent Disability Benefit provided for under Group
Life Insurance in Exhibit C, will be eligible for a death benefit equal to
$7,000.00 payable to their beneficiary.
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RATES OF PAY -- Effective June 25, 1997
Pay Code Description
Cascade Paper Machines
0101 Machine Leader $ 17.93
0102 Block 3-2 Jobs $ 16.51
0103 Block 3-1 Job $ 16.03
0104 Block 2-2 Jobs $ 14.89
0105 Block2-l Job $ 14.41
0106 Block l-2 Job $ 13.47
0107 Utility Man $ 12.99
0108 Trainee-#l PM $ 12.43
0203 Machine Tender-#2 PM $ 15.24
0204 Back Tender-#2 PM $ 14.37
0205 Third Hand-#2 PM $ 13.52
0206 Fourth Hand-#2 PM $ 12.64
0207 Utility Man-#2 PM $ 12.47
0208 Trainee-#2 PM $ 11.53
0303 Machine Tender-#3 PM $ 15.24
0304 Back Tender-#3 PM $ 14.37
0305 Third Hand-#3 PM $ 13.52
0306 Fourth Hand-#3 PM $ 12.64
0307 Utility Man-#3 PM $ 12.47
0308 Trainee-#3PM $ 11.53
0403 Machine Tender-#4 PM $ 15.24
0404 Back Tender-#4 PM $ 14.37
0405 ThirdHand-#4PM $ 13.52
0406 Fourth Hand-#4 PM $ 12.64
0407 Utility Man-#4 PM $ 12.47
0408 Trainee-#4PM $ 11.53
6100 Hrly Supervisor-#9 PM $ 16.72
6903 Machine Tender-#9 PM $ 15.46
6904 Back Tender-#9 PM $ 14.47
6905 Third Hand-#9 PM $ 13.52
6906 Fourth Hand-#9 PM $ 12.64
6907 PM Utility $ 12.47
6909 Cleaner-#9 PM $ 11.32
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0500 PPR Mach Super $ 17.47
0600 Hrly Supervisor-CascMG (Spare Crew) $ 13.52
0607 Spare Crew Helper $ 12.47
0608 HI Pressure Clean $ 12.47
Stock Prep
0700 Hrly Supervisor-StkPrp $ 15.61
0802 Colorist A $ 14.24
0803 Colorist B $ 13.88
0702 Panel Operator $ 13.77
0904 Furnisher No.9 $ 13.40
0905 #9 Helper $ 13.29
0805 Furnisher No.3 $ 13.24
0804 Furnisher No.l $ 13.16
0715 Dry Fiber Coordinator $ 13.15
0706 Utility Trucker $ 12.52
0708 Trainee-Stk Prep $ 11.48
0701 Leader - Chemical Crew $ 13.02
0703 Chemical Crew $ 13.01
0704 High Press Clean $ 12.84
0709 Chemical Crew Cleaner $ 12.25
Cascade Shipping
1100 Hrly Supervisor-Ship $ 15.72
1102 Dispatcher $ 14.34
1103 Warehouse Worker $ 14.34
1105 Inventory Control Ck $ 13.79
1104 Trucker Checker $ 13.18
1109 Elevator Operator/Trucker $ 13.18
1203 Wrapper Operator $ 13.18
1204 Wrapper Oper Asat $ 12.66
1205 Stenciler Utility $ 12.66
1106 Trk Driver#1 $ 12.34
1107 Trk Driver#2 $ 12.29
1108 Car Bracer $ 12.25
1206 Roll Handler $ 11.71
Cascade Converting
1300 Hrly Supervisor-Conv $ 13.52
1503 No.5 Rewinder0per $ 13.12
1603 No.4 Emboss Oper $ 12.75
1312 Sheeter Operator $ 12.75
1504 5 Rewd Helper $ 12.37
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1604 No.4 Emboss Helper $ 12.10
1314 Utility/Entry Sheeter $ 12.10
1701 Leader-CoreRm $ 12.35
1703 1st Helper - Core $ 12.00
1704 2nd Helper-Core $ 11.82
1303 Elec Trk Oper-Conv $ 11.78
Cascade Yard
1800 Hrly Supervisor-Maint $ 13.71
1801 Material Handldr $ 13.35
1802 Rigging Leader $ 12.99
1804 Rigger $ 12.69
1805 Equipment Operator $ 12.14
1806 Laborer A $ 11.78
1807 Laborer B $ 11.33
1808 Power Sweeper $ 11.47
1809 Cleaner $ 11.33
Cascade Tech
1902 Product Dev Tech-Casc $ 13.79
2001 Leader-Casc Tech $ 13.75
0806 Tub Size $ 13.23
2005 Tub Asst $ 13.02
2003 Tester #4 $ 13.01
2004 Tester #2 $ 12.96
2006 Sample Clerk $ 13.17
2007 Sample Person $ 12.96
Cascade Systems Group
2021 SR Systems Tech $ 15.43
2020 JR Systems Tech $ 14.43
Cascade Stores
2100 Hourly Superv $ 13.39
2101 Head Storesman $ 12.91
2102 Storekeeper 1st Cl $ 12.46
2103 Storekeeper 2nd Cl $ 11.63
2107 Apprentice $ 11.32
Maintenance
2200 Hrly Supervisor-Machin $ 16.05
2201 Leader-Machinist $ 15.75
2202 Machinist 1st Cl $ 15.43
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2203 Machinist 2nd Cl $ 14.43
2204 Machinist 3rd Cl $ 14.03
2205 Machinist Helper A $ 13.28
2206 Machinist Helper B $ 12.99
2207 Machinist Helper C $ 12.94
2210 Mach Cal Grinder C $ 13.95
2300 Hrly Superv-Millwright $ 16.05
2301 Leader-Millwright $ 15.75
2302 Millwright 1st Cl $ 15.43
2303 Millwright 2nd Cl $ 14.43
2304 Millwright 3rd CI $ 14.03
2305 Millwright Helper A $ 13.28
2306 Millwright Helper B $ 12.99
2307 Millwright Helper C $ 12.94
2309 Shift Millwright $ 15.64
2313 Shift Millwright Burg $ 15.43
2372 Millwright 1st Cl-Power $ 15.43
2373 Millwright 2nd Cl-Power $ 14.43
2374 Millwright 3rd Cl-Power $ 14.03
2375 Millwright Helper A-Power $ 13.05
2376 Millwright Helper B-Power $ 12.99
2377 Millwright Helper C-Power $ 12.94
2400 Hrly Superv-Piper $ 16.05
2401 Leader-Piper $ 15.75
2402 Piper 1st Cl $ 15.43
2403 Piper 2nd Cl $ 14.43
2404 Piper 3rd Cl $ 14.03
2405 Piper Helper A $ 13.28
2406 Piper Helper B $ 12.99
2407 Piper Helper C $ 12.94
2409 Shift Pipefitter $ 15.43
2501 Mason Special $ 16.54
2502 Mason 1st Cl $ 16.09
2505 Mason Appr B $ 15.26
2506 Mason Appr C $ 14.87
2507 Mason Appr D $ 14.28
2509 Mason Tender $ 13.05
2510 Mason-Laborer $ 12.55
2600 Hrly Superv-Painter $ 15.59
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2601 Leader-Painter $ 15.31
2602 Painter 1st Cl $ 15.03
2603 Painter 2nd Cl $ 14.00
2604 Painter 3rd Cl $ 13.69
2605 Painter Helper A $ 13.10
2801 Leader-Tinsmith $ 15.75
2802 Tinsmith 1st Cl $ 15.43
2803 Tinsmith 2nd Cl $ 14.43
2804 Tinsmith 3rd Cl $ 14.03
2805 Tinsmith Helper A $ 13.28
2806 Tinsmith Helper B $ 12.99
2807 Tinsmith Helper C $ 12.94
2900 Hrly Superv-Elect $ 16.05
2902 Electrician 1st Cl $ 15.43
2903 Electrician 2nd Cl $ 14.43
2904 Electrician 3rd Cl $ 14.03
2905 Electrician Helper A $ 13.28
2906 Electrician Helper B $ 12.94
2907 Electrician Helper C $ 12.94
2909 Shift Electric. 1st Cl $ 15.64
2910 Special-Electrician $ 15.68
2971 Leader-Electrician-Power $ 15.75
2972 Electrician 1st Cl-Power s 15.43
2973 Electrician 2nd Cl-Power $ 14.43
2974 Electrician 3rd Cl-Power $ 14.03
2975 Electrician Helper A-Power $ 13.28
2976 Electrician Helper B-Power $ 12.99
2977 Electrician Helper C-Power $ 12.94
3000 Working Leader-Welder $ 16.05
3001 Leader-Welder $ 15.75
3002 Welder 1st Cl $ 15.43
3003 Welder 2nd Cl $ 14.43
3004 Welder 3rd Cl $ 14.03
3005 Welder Helper A $ 13.28
3006 Welder Helper B $ 12.99
3007 Welder Helper C $ 12.94
3010 Special-Welder $ 15.68
3100 Hrly Supervisor-Oiler $ 14.80
3101 Leader-Oiler $ 14.50
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3102 Oiler 1st Cl $ 14.10
3108 Oiler Learner $ 12.95
3118 Hourly Mech Planner A $ 15.43
3119 Hourly Mech Planner B $ 14.43
3120 Hourly Mech Planner C $ 14.03
3200 Hrly Supervisor-Inst $ 16.06
3201 Leader-Inst $ 15.75
3202 Inst Repair 1st Cl $ 15.43
3203 Inst Repair 2nd Cl $ 14.43
3204 Inst Repair 3rd Cl $ 14.03
3205 inst Repair Helper A $ 13.28
3206 Inst Repair Helper B $ 12.99
3207 Inst Repair Helper C $ 12.94
3209 Shift Inst 1st Cl $ 15.64
3210 Temp Foreman-Inst $ 15.89
3213 Shift Inst-Special $ 15.43
3214 Stock Inv Man-Inst $ 13.71
3218 Hourly Tech Planner A $ 15.43
3219 Hourly Tech Planner B $ 14.43
3220 Hourly Tech Planner C $ 14.03
3302 Pipe Coverer lst Cl $ 15.43
3303 Pipe Coverer 2nd Cl $ 14.43
3304 Pipe Coverer 3rd Cl $ 14.03
3305 Pipe Coverer Helper A $ 13.28
3306 Pipe Coverer Helper B $ 12.99
3307 Pipe Coverer Helper C $ 12.94
3400 Hrly Supervisor-Garage $ 16.05
3402 Garage Mech 1st Cl $ 15.43
3403 Garage Mech 2nd Cl $ 14.43
3404 Garage Mech 3rd Cl $ 14.03
3405 Garage Helper A $ 13.28
3406 Garage Helper B $ 12.99
3407 Garage Helper C $ 12.94
3600 Hourly Asbestos Supervisor $ 16.05
Wood Prep
4001 Hourly Superv Wood Prep $ 19.23
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4042 Chief Oper - Debark/Chip $ 14.53
4043 Asst Oper - Debark/Chip $ 13.94
4025 Chip Pile Operator A $ 12.95
4046 Utility - Debark/Chip $ 12.60
4050 Auxiliary Operator $ 11.85
4067 Trainee - Purch Chips $ 11.48
4077 Trainee - Bark Reclaim $ 11.48
4601 Leader-Roundwood Recv $ 13.93
4602 Valmet Operator 1st Cl $ 13.62
4064 Dump Truck Operator $ 13.26
Scaling
4100 Hrly Superv-Mill Scaling $ 13.08
4102 Weigh Master $ 12.89
4103 Weigh Master Apprentice $ 11.48
Burgess Lab
4200 Working Leader $ 14.44
4212 Senior Technician $ 14.13
4203 Shist Process Tester $ 13.49
4211 Burgess Lab Beginner $ 11.33
Burgess Stores
4300 Hourly Supervisor $ 13.39
4301 Head Storesman - Stores $ 12.91
4302 Storekeeper 1st Cl $ 12.46
4303 Storekeeper 2nd Cl $ 11.63
4307 Storekeeper Apprentice $ 11.32
Environmental
4402 WWTP Operator-Cascade $ 13.25
4403 Stack Tester-EnvirSvc $ 14.42
4404 Stack Tester-Trainee $ 13.02
4406 Pollution Tester-Trainee $ 11.48
4422 WWTP Operator-Burgess $ 13.98
4425 Pollution Tester-WWTP $ 12.58
4427 Pollut Stack Tester-WWTP $ 12.84
Burgess Yard
4520 Hrly Superv-Laborers $ 14.28
4523 Maintenance Helper $ 13.64
4522 Equipment Operator $ 13.64
4524 Cleaning Crew Leader $ 13.64
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4510 Truck Driver-Trk Grandftr $ 12.85
4509 Truck Driver-Trucking $ 12.55
4525 Cleaning Crew Labor $ 12.55
4526 Laborer A $ 12.14
4528 Cleaners $ 11.32
Bleach Plant
4540 Hourly Superv Uns BIch Plant $ 19.23
4542 Chief Oper-Uns BIch Plant $ 15.36
4544 Auxil Oper-Uns BIch Plant $ 14.79
4543 Assist Oper-Uns BIch Plnt $ 14.43
4545 Chem Unloader-Un BIch PIt $ 12.78
4563 Filter Plant Operator $ 11.72
4547 Trainee - Uns BIch Plant $ 11.48
#11 Dryer
4580 Hrly Superv-#1 I PIp Dryer $ 19.23
4581 Chief Oper-#l I PIp Dryer $ 15.22
4582 Back Tender-#1 I PIp Dryer $ 14.62
4583 1st Assist-#l 1 PIp Dryer $ 14.04
4584 2nd Assist-#1 I PIp Dryer $ 13.34
4585 3rd Assist-#l I Plp Dryer $ 12.17
Digesters
4620 Hourly Superv Unspc Digester $ 19.23
4621 Chief Oper-Unspc Digester $ 16.47
4622 Operator A-Unspc Digester $ 15.11
4633 Operator B-Unspc Washer $ 14.87
4644 Operator C-Unspc Screen $ 13.85
4645 Trainee - Unspc Screen $ 11.48
4668 Cleaner $ 11.32
Recovery
4680 Hrly Superv-#8+11 RecvBlr $ 19.23
4681 Recovery Chief $ 17.84
4682 Recovery Crew $ 15.68
4683 Demi Operator $ 15.68
4684 Operator C-#8+11 Recv Blr $ 13.85
4685 Trainee Recovery $ 11.48
Central Steam
4800 Hrly Superv-Cent Steam $ 16.35
4801 Chief Operator-Cent Steam $ 15.58
4802 1st Assistant Operator $ 14.47
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4803 2nd Assistant Operator $ 14.01
4805 Demineralizer Operator $ 13.62
4806 Trainee - Cent Steam $ 11.48
Cascade Steam
4820 Hrly Superv-Cascade Steam $ 15.02
4822 Power PIt Oper-Casc Steam $ 14.86
4823 Boiler/Turbine Operator $ 13.91
4824 Boiler Assist Operator $ 13.32
4826 Trainee - Casc Steam $ 11.48
Hydro Stations & Steam Turbines
7106 Operator - Sawmill $ 13.26
7107 Utility-Sawmill $ 11.83
7108 Racks-Sawmill $ 11.33
7126 Operator - Riverside $ 13.26
7127 Utility-Riverside $ 11.76
7128 Racks-Riverside $ 11.33
7146 Operator - Cross Power $ 12.96
7148 Racks-Cross Power $ 11.33
7166 Operator - Cascade $ 12.96
7168 Racks-Cascade $ 11.33
7186 Operator - Gorham $ 12.96
7206 Operator - Shelburne $ 12.96
7406 Operator-Power Trans/Swit $ 13.78
7408 Laborer-Power Trans/Swit $ 11.33
7502 Temp Power Dispatcher $ 14.98
7507 Utility - Power General $ 11.83
7608 Laborer $ 12.14
7711 Elect Insulcleaner HI $ 17.31
7801 Leader - Rivercrew $ 15.75
7802 Repairman 1st Cl-River $ 15.43
7803 Repairman 2nd Cl-River $ 14.43
7804 Repairman 3rd Cl-River $ 14.03
7805 Repairman Helper A-River $ 13.05
7806 Repairman Helper B-River $ 12.99
7807 Repairman Helper C-River $ 12.94
Landfill
9410 Mechanical Equipment Operator $ 14.12
9450 Mechanical Equipment Operator $ 14.12
4703 Mechanical Equipment Learner $ 12.98
8000 Pool $ 11.32
48