CANEXUS CORPORATION NORTH VANCOUVER, B.C. · north vancouver, b.c. and uni for local601 july 1,...

COLLECTIVE AGREEMENT

between

CANEXUS CORPORATION

NORTH VANCOUVER, B.C.

and

uni FOR Local601

JULY 1, 2016 TO JUNE 30, 2019

(AMENDED AS OF FEBRUARY 1, 2017 TO INCORPORATE CHANGES WITH IMPLEMENTATION OF THE TECHNOLOGY CONVERSION PROJECT ADJUSTMENT PLAN DATED NOVEMBER 1, 2007 AND REVISED

FEBRUARY 1, 2017)

Collective Agreement between Canexus Corporation North Vancouver, BC and Unifor Local 601

TABLE OF CONTENTS

ARTICLE 1- INTENT .......................................................................................................................................................... 1

ARTICLE 2 - PURPOSE OF AGREEMENT ............................................................................................................................. 1

ARTICLE 3 - RECOGNITION ............................................................................................................................................... 1

ARTICLE 4- DISCRIMINATION & RESPECTFUL WORKPLACE ............................................................................................. 2

ARTJCL£ S - UNION SECURITY •.•••.•.•••...••••••.••.•••••.••.••.••.••••.•••••••••••.••.•••.••.••.••..•..•..•..•..•.••..•..•.••.•..•..•..•..•..•..•..•..•..•••.•••.••••• 3

ARTICLE 6 - TERM OF AGREEMENT AND AMENDING PROCEDURE ................................................................................... 3

ARTICLE 7 - INTERRUPTION OF WORK .............................................................................................................................. 4

ARTICLE 8 - CONSULTATIVE PROCESS ............................................................................................................................... 4

ARTICLE 9 - APPEAL PROCEDURE ...................................................................................................................................... 5

ARTICLE 10 -STATUTORY HOLIDAYS ................................................................................................................................ 6

ARTICLE 11 · HOURS OF WORK ........................................................................................................................................... 6

ARTICLE 12 - SAFETY ........................................................................................................................................................ 7

ARTICLE 13 - JOB SECURITY .............................................................................................................................................. 7

ARTICLE 14- SENIORITY/ JOB TRANSFERS ....................................................................................................................... 7

ARTICLE 15 - VACATIONS •..••.••.••••••••.•..••.•••.••••.•••.••.••.••.••••.•.•••••.••..•.•..•.••.••..•..•.••..•..•.••.••.••.•..•..•.••.••.••.••.•..•..••.•..••.••••.••••• S

ARTICLE 16 - JURY DUTY ................................................••.•.••..••.••••••••.••..••.••.••.••.•••••.•••..•..•..•..•.••.••.•..•..•..•..•..•..•..•.•..•.••.•.. 9

ARTICLE 17 - DEATH IN FAMILY ...................................................................................................................................... 10

ARTICLE 18 - OCCUPATIONAL DISABILITY BENEFITS ....................................................................................................... 10

ARTICLE 19 - LEAVE OF ABSENCE .................................................................................................................................... 10

ARTICLE 20 - SALARY ADMINISTRATION ············••••••••••••••••••••••••••••••••••••••••••••••••••••························································ 10

ARTICLE 21- BENEFIT PLANS .......................................................................................................................................... 10

SIGNATURE PAGE ........................................................................................................................................................... 11

ATTACHMENT 1 ............................................................................................................................................................. 13

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ARTICLE 1 • INTENT

1.01 It is the intent of the parties to maintain and improve effective communications and mutual

respect between the parties in a manner beneficial to all concerned. Employees will be

encouraged to apply their knowledge and expertise at the highest possible level. The Company

will seek the input and involvement of the employees in all matters relating to the employment

relationship.

1.02 It is agreed that where the language of this document is not specific, or wherever there may be

ambiguities or omissions, every effort will be made by the parties to find a solution consistent

with the spirit and intent stated above.

ARTICLE 2 - PURPOSE OF AGREEMENT

2.01 The purpose of this Agreement is to recognize the legitimate rights, interests and concerns of

both parties while creating and maintaining just and favourable terms of employment, flexibility

of operation, quality of product and Security of employment by:

a) The creation and maintenance of an environment that encourages and recognizes the

contributions and development of the Supervisors.

b) Setting forth and defining the terms and conditions of employment.

c) Providing for the continuous, harmonious and efficient operation of the plant.

d) Providing for safe and healthy working conditions.

e) Providing a means for prompt and equitable settlement of all disputes and differences

which may arise between the parties.

f) To provide an orderly procedure for collective bargaining.

ARTICLE 3 - RECOGNITION

3.01 The Company recognizes Unifor Local 601 as the only bargaining agent representing all

employees, as defined in Section 3.02.

3.02 The word "employee" means all Supervisors on the payroll of Canexus Corporation at its North

Vancouver, British Columbia Plant. The use of masculine gender in this Agreement shall be

deemed to refer to both male and female employees.

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3.03 The word "Company" means Canexus Corporation, North Vancouver Plant.

3.04 The word "Union" means Unifor Local 601 at the North Vancouver Plant.

3.05 Subject to the terms of this Agreement, the conduct of Canexus Corporation business, the

efficient management and operation of the plant and the direction of the working force are, in

all respects, vested with Ca nexus Corporation, North Vancouver, BC.

3.06 Except as otherwise provided herein, the employees will continue to discharge all duties

performed by them prior to this Agreement.

3.07 The Company agrees that direct supervision of the hourly paid work force, or the performance

of any other work normally done by bargaining unit employees, by a person other than an

employee covered by this Agreement shall not be for the purpose of denying work to such an

employee. It is understood, however, that the existing practice of Supervisor relief coverage will remain in effect.

ARTICLE 4 - DISCRIMINATION & RESPECTFUL WORKPLACE

4.01 The Company agrees there shall be no discrimination against any employee, or this group of

employees, and no employee shall be subject to discipline except for just cause.

4.02 The Company and the Union are committed to providing all employees with a respectful work

environment, expressly free from harassment, bullying, violence and discrimination.

The Company and the Union will take steps to prevent harassment, bullying, violence and

discrimination through: training, regular reminders of appropriate standards of behaviour,

expeditious and efficient investigations of concerns and complaints, and the imposition of

effective responses to inappropriate conduct.

All employees, supervisors, managers and executives are responsible for preventing harassment,

bullying and discrimination in the workplace.

Employees, supervisors and managers have a duty to take steps to protect their own health and

safety and not to engage in behaviours which places the health and safety of others at risk.

Obligations include not tolerating or engaging in harassment, bullying or discrimination while at

the workplace. This includes conduct towards other employees, the employer, persons acting

on behalf of the employer, vendors, suppliers and customers.

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ARTICLE 5 - UNION SECURITY

5.01 Effective within thirty (30) days of the signing of this Agreement, each employee shall be and

remain a member of the Union in good standing as a condition of employment.

5.02 New employees shall become members in good standing within thirty (30) days of employment

as a condition of employment.

5.03 Upon written authorization of the employee, the Company will deduct a Union initiation fee and

monthly Union dues in amounts designated by the Secretary Treasurer of the Union. Such

amounts will be determined in accordance with the Constitution and By-Laws of the National

and Local Union.

Deductions will be made on the first pay day of each month and remitted within ten (10) days to

the Secretary-Treasurer of the Union together with a Written statement containing the names

of the employees for whom the deductions were made and the amount of each deduction.

5.04 Whenever there is a change in the Local's membership, the Company shall provide the Union

with an updated list of all employees, showing date of hire, position title, address and telephone

number.

5.05 Upon request, employees shall have access to their own personnel files.

5.06 An employee who is to be disciplined shall have his/her shop steward, Unit Chair or Vice Chair

present. Only in the absence of the former then any member of Local 601 shall attend.

5.07 The Company shall provide the Union with an electronic copy of verbal warnings and hard

copies of a11 written warnings, suspensions and discharges of Local 601 members.

5.08 The Union agrees to follow the same protocol of providing electronic copies to the Company

when Supervisors issue verbal warnings to members of Local 697.

ARTICLE 6 - TERM OF AGREEMENT AND AMENDING PROCEDURE

6.01 This Agreement shall remain in effect from July 1, 2016, through June 30, 2019.

6.02 Either party to this Collective Agreement within four (4) months prior to the expiration of this

Agreement may serve notice of the desire to negotiate a renewal collective agreement or a new

collective agreement. This notice to be given by email or mail addressed to the Union President

or Unit Chair (or Vice President or Vice Chair), representing the Union, and by email or mail

addressed to the Plant Manager of the North Vancouver Plant, representing the Company.

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6.03 There shall be designated by the Union, a Negotiating Committee of two (2) employees. The

National Representative and/or his designate may attend and participate in negotiation

meetings.

6.04 The Union shall advise the Company in writing of the names of officers and stewards of the

Union, and any changes thereof during the term of the Agreement.

6.05 The parties agree that the operation of subsection (2) & (3) of Section 50 of the Labour Relations

Code of British Columbia is hereby excluded.

ARTICLE 7 - INTERRUPTION OF WORK

7.01 There shall be no strikes, walkouts, lockouts, or other interruptions of work during the Term of

this Agreement.

ARTICLE 8-CONSULTATIVE PROCESS

8.01 Issues of concern to the employees and/or the Union shall be dealt with through the

Consultative Process to the greatest extent possible.

A) Objectives:

i. To provide a vehicle of communication between the Company and the

employees and between the Company and the Union.

ii. To provide a regular opportunity for the employees to have issues of mutual

concern.

iii. To provide a forum and a procedure to resolve any differences between the

parties to this Agreement.

B) Structure:

Generally, two {2) employees selected by the Union and two (2) Company

representatives shall form a committee to deal with matters of concern to either party.

The National representative of the Union or his designate, and another representative

from the Company may attend a meeting.

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C) Frequency of Meetings:

The committee shall meet as often as required but no less than twice per year, to

address matters of concern to either party. Meetings shall take place during regular

working hours unless otherwise agreed upon by the Company and the Union.

D} Should any differences arise that cannot be resolved by the committee, then an appeal

procedure shall come into effect.

8.02 Differences dealing with salary administration or benefit administration will be resolved at the

Plant Manager level. Matters involving the administration of Local 601's salaries or benefits may

be processed to the arbitration stage if the alleged discriminatory practice affects the entire

group of employees covered by this Collective Agreement as its treatment relates to the

treatment of other salaried personnel within Canexus Corporation, North Vancouver. Local 601

will bear complete onus for establishing a prima facie case of alleged discrimination against the

entire membership of Local 601 in order to establish the arbitrability of its alleged grievance.

8.03 It is clearly understood that an individual member's salary or benefit treatment may only be

grieved to the Plant Manager level and shall, under no circumstances, be arbitrable.

8.04 Any matter other than of a salary or benefit administration nature shall be dealt through the

appeal procedure.

ARTICLE 9 - APPEAL PROCEDURE

9.01 The employee(s) concerned and/or the Union shall give a written statement of the issue,

including the desired resolution, to the appropriate Department Manager.

9.02 If a satisfactory resolution is not achieved within fifteen (15) calendar days the matter will be

referred to the Plant Manager. The Plant Manager will meet with the employee and/or his/her

representative(s) of the Union in an attempt to resolve the issue.

9.03 In the event that a satisfactory resolution is not achieved at the Plant Manager level within

fifteen (15) calendar days the matter may be referred to arbitration subject to the conditions set

out in 8.01.

9.04 a) The party seeking arbitration shall notify the other party of its intent to seek arbitration.

b) The Company and the Union mutually agree to elect a single arbitrator. If they are

unable to agree as to the selection of an arbitrator within fourteen (14) calendar days of

the date on which notification was given, either party may request the Minister of

Labour, Province of British Columbia, to appoint an impartial individual to act as

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arbitrator. The fourteen (14} day time limit may only be extended through the mutual

agreement of both parties.

c) The arbitrator shall meet with all members present and hear the evidence of both

parties. The decision of the arbitrator shall be final and binding upon the parties and

upon any employee affected by it.

d) An arbitrator shall have no power to add to, or subtract from or modify any of the terms

of this Agreement, nor shall they substitute their discretion for that of the Company or

the Union where such discretion has been retained by the Company or the Union, nor

shall they exercise any functions or responsibility of the Company or Union, nor shall

they render any decision which is inconsistent with the provisions of this Agreement.

e) Each party shall pay their own expenses involved in presenting its own case. The parties

will share equally the expenses and fees of the arbitrator.

f) The parties agree to specifically exclude the operation of subsection (i) of Section 87 of

the Labour Relations Act.

ARTICLE 10 ·STATUTORY HOLIDAYS

10.01 The existing Statutory Holiday Policy and the administration practices currently in effect for the

Supervisors will remain in effect for the term of this Agreement. Any changes made during the

term of this Agreement affecting only the employees covered by this Agreement in relation to

other salaried personnel within the Company shall be made only with the concurrence of the

Union.

ARTICLE 11- HOURS OF WORK

11.01 Hours of work for employees covered by this Agreement will average forty (40) hours per week.

It is understood, however, that in addition to the above-mentioned hours of work, employees

will continue to perform all of the extra duties associated with the supervisory nature of their

positions. Such extra duties are described in the arbitration award dated May 5th, 1988.

11.02 Employees who are required to work on a day off shall be compensated as per the existing

practice in effect at the time of signing of this Agreement.

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ARTICLE 12 - SAFETY

12.01 The Company and the Union, recognizing the benefits to be gained from a safe and healthy

place of employment, agree that they shall cooperate in continuing and improving the measures

now in effect for the prevention of accidents and the elimination of health hazards.

ARTICLE 13 - JOB SECURITY

13.01 The parties recognize employment security, business competitiveness and flexibility of

operations to be issues of mutual concern that can best be addressed through the consultative

process, the intent being to minimize effects on employees while maintaining flexibility and

continued competitiveness of the business.

13.02 Consistent with this approach, the Company will give not less than six (6) months' notice to any

employee being permanently laid off. Employees affected by technological, operational or

organizational change will be provided with as much advance notice as possible. Copies of such

notice will be given to the employees and sent to the Union.

13.03 Any employee affected under this Article shall be entitled to the severance arrangements

historically in effect for salaried personnel at the time of Separation. At the time of separation,

the employee shall have the option of receiving his Severance allowance on termination, or he

may elect to have his Severance allowance held in abeyance for up to one year, at which time

his full severance allowance will be paid forthwith.

13.04 Employees who receive severance pay shall be automatically terminated and, therefore, lose all

rights and privileges under this Agreement. However, if a severed employee feels his/her rights

have been violated, then the consultative process (Article 8) and the appeal procedure (Article

9) of the Collective Agreement will be available to the employee.

ARTICLE 14 - SENIORITY / JOB TRANSFERS

14.01 The Company shall recognize two (2) types of seniority for those employees covered by this

Agreement.

(a} Company Seniority - length of service as a Canexus Corporation, North Vancouver, BC

employee for vacation entitlement and other benefits.

(b) Classification Seniority - length of service within the classifications covered by this

Agreement. The following three "CLASSIFICATIONS are recognized for purposes of

Classification Seniority:

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14.02 (a)

(b)

{c)

(i) Shift Operations

(ii) Day Operations

(iii) Maintenance

Seniority shall be maintained and shall accrue during an absence from work resulting

from an injury or illness covered by Worksafe BC.

Seniority shall accrue during a continuous absence from work of not more than twelve

(12) months resulting from an injury or illness not covered by Worksafe BC.

Seniority shall be maintained and shall accrue during an excused absence or approved

leave of absence.

(d) Seniority shall cease to accrue at the time an employee is laid off.

14.03 Seniority shall be lost when an employee:

(a) Voluntarily resigns;

(b) Is discharged for just cause;

(c) Is on lay-off for more than twelve (12) successive months.

14.04 When a vacancy occurs in a classification covered by this Agreement (or a new classification is

developed which falls within the scope of the bargaining unit), the position will be made known

to the existing employees in the bargaining unit, and they will be given the opportunity to apply

for the job.

14.05 Classification Seniority will govern in cases of promotion, demotion (except for cause), layoffs,

lateral transfers and recall when the applicant's ability, qualifications, efficiency and physical

fitness are relatively equal. Should there be no successful applicants for the position the

Company may fill the vacancies it deems appropriate.

14.06 The Company shall furnish the Union with two (2) copies of a list showing the Seniority date of

each employee and will service the list as changes occur.

ARTICLE 15- VACATIONS

15.01 The existing vacation policy and the administration thereof will remain in effect for Supervisors

for the term of this Agreement. Any changes made during the term of this Agreement affecting

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only the employees covered by this Agreement in relation to other salaried personnel within the

Company shall be made only with the concurrence of the Union.

15.02 In the event of scheduling conflicts, requests for vacations will be assigned in order of

classification seniority rather than plant seniority for members of Local 601.

15.03 The vacation period shall be the twelve (12) month period commencing on January 1st and

ending on December 31st. Employees in their second (2nd), ninth (9th), seventeenth (17th) and

twenty-fifth (25th) year of service shall qualify for the third (3rd), fourth (4th), fifth (5th) and

sixth (6th) week of vacation on their anniversary date of hire. Such additional week shall be

taken from the anniversary date to the following December 31st only.

15.04 In addition to regular vacations, an employee is eligible for one week of supplementary vacation

to be taken as a week off (including the employee's regular shift set) after completion of five

(5), ten (10), fifteen (15), twenty (20), twenty-five (25), thirty (30) and thirty-five (35) years of

service.

(a) One fifth of one week's vacation will be credited for each completed year of service up

to thirty-five (35) years of service. At retirement or termination from the Company, an

employee shall be entitled to that portion of supplementary vacation pay proportionate

to the number of years of service completed subsequent to the employee's last five (5)

years entitlement period.

(b) One (1) week's supplementary vacation pay shall be the pay the employee would have

received had the employee worked the week on the employee's regular shift.

(c) Supplementary vacations must be taken prior to the date the employee becomes

eligible for the employee's next earned period of supplementary vacation.

16.01 (a)

ARTICLE 16 - JURY DUTY

An employee who receives a subpoena for jury or witness duty shall be granted Leave of

Absence for that purpose, provided the Company is properly notified. The Company

shall continue regular straight time pay for all hours lost from work as a result of the

subpoena and subsequent jury or witness duty.

(b) Shift supervisors will not be required to work a scheduled night in the twenty-four {24)

hour period immediately preceding or following jury duty.

16.02 The employee agrees to pay the Company the full amount of regular straight time pay received

or the full amount of the jury pay (excluding travel allowance) whichever is the lesser, within

one (1) week of conclusion of service.

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ARTICLE 17- DEATH IN FAMILY

17.01 The existing policy as it relates to a death in the family will remain in effect for the term of this

Agreement. Any changes made during the term of this Agreement affecting only the employees

covered by this Agreement in relation to other salaried personnel within the Company shall be

made only with the concurrence of the Union.

ARTICLE 18 - OCCUPATIONAL DISABILITY BENEFITS

18.01 The existing policies and practices as it relates to occupational disability will remain in effect for

the term of this Agreement. Any changes made during the term of this Agreement affecting only

the employees covered by this Agreement in relation to other salaried personnel within the

Company shall be made only with the concurrence of the Union.

ARTICLE 19- LEAVE OF ABSENCE

19.01 The existing policies and practices as it relates to Leave of Absence, including leave for Union

business, will remain in effect for the term of this Agreement. Any changes made during the

term of this Agreement affecting only the employees covered by this Agreement in relation to

other salaried personnel within the Company shall be made only with the concurrence of the

Union.

ARTICLE 20 - SALARY ADMINISTRATION

20.01 The Company's Salary Administration program will remain in effect for the term of this

Agreement. Any changes made during the term of this Agreement affecting only the employees

covered by this Agreement in relation to other salaried personnel within the Company shall be

made only with the concurrence of the Union.

ARTICLE 21 - BENEFIT PLANS

21.01 The Health and Welfare Benefit Plans, the Savings Plan and the Pension Plan will remain in

effect for the term of this Agreement. Any changes to the above plans made during the term of

this Agreement affecting only the employees covered by this Agreement in relation to other

salaried personnel within the Company shall be made only with the concurrence of the Union.

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SIGNATURE PAGE

Signed this JV day of C-}t'~ \ L

For the Company: Canexus Corp ration N. Vancouver

Rick Denton

Grau.~ ruvVJM

Production Manager

IJiJJ!J Debbie Rowell Sr. HR Advisor

Nancy Houston VP, Human Resources

July 1, 2016 - June 30, 2019

, 2017

11

George p· kernel!

Unit Chair

Peter McQuade Unifor National Representative

PM:CS·cope343


The Company and the Union agree that the following Appendix and Attachment represents the

remaining relevant components of the L601 TCP Adjustment Plan.

Memorandum of Agreement between

Canexus Corporation (the "Employer") and

Re: Labour Relations Code Section 54

Unifor Local 601 (the "Union")

Technology Conversion Project - Adjustment Plan

Whereas the parties have met in good faith to develop an Adjustment Plan in relation to the planned Technology Conversion Project (TCP), and

Whereas the parties have agreed on the terms of the Adjustment Plan, and

Whereas the terms of the agreed Adjustment Plan are subject to the ratification of the parties' respective principals, therefore

The parties agree to unreservedly recommend to their respective principals for ratification the following Adjustment Plan appended to this Memorandum as Attachment 1.

Signed for the Union

:-R~ ·-Bob Kosovic

Paul Amiot

July 1, 2016 - June 30, 2019 12 PM ;CS·COpe343

Collective Agreement between Canexus Corporation North Vancouv,er, BC and Unifor Local 601

ATTACHMENT 1

October 31, 2007 Revised February 1, 2017

ADJUSTMENT PLAN TECHNOLOGY CONVERSION PROJECT (TCP)

CANEXUS CORPORATION, NORTH VANCOUVER, BC AND

UNIFOR, local 601

1 - GUIDING PRINCIPLES

The Collective Agreement referred to herein is the Collective Agreement between Canexus Corporation ("the Company") and Unifor, local 601 f4the Union).

The following sets out the terms to be contained in the Adjustment Plan agreed to by the parties on October 31, 2007 & as revised February l, 2017 (the "Adjustment Plan ~•).

Where there is a conflict between the Collective Agreement and the Adjustment Plan, the terms of the Adjustment Plan will take precedence.

It is understood and agreed that the terms of the Adjustment Plan will only be implemented upon approval of the North Vancouver Plant Technology Conversion Project ("the Project") by the Company Board of Directors.

2-VISION

To meet operating requirements and QRA improvements, thereby reducing liquid chlorine storage volumes, plant operations and product loading functions, combined to form Shift Operations will operate seven (7) days per week, twenty-four (24) hours a day.

The employees in operational areas (Shift Operations and Day Operations) will work within selfrelieving crews, the intention being that vacations, holidays and training are covered by the members of each crew without requiring OT from another crew. Each crew will perform all work as a cohesive group, through all of the crew positions, which troubleshoots together, learns together and safely & efficiently operates the plant and loads the various products. The self-relieving crew operations are based on the crew members working in various positions on a regular basis and assisting each other whenever required.

In Shift Operations, there will be a Centralized Control Room. The primary DCS operator is Operator 1 and field operation working key areas of the operation will be provided by other Shift Operation crew members. The control room will bring the crew closely together through operation of the plant in a manner that has not been possible with the de-centralized control

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rooms in the current plant.

Qualified employees may be assigned to any one of the crew positions in their operational area. Employee base pay rates will be determined based on the highest crew position that employee is qualified to perform, regardless of the particular assignment the employee is performing on a particular shift.

The operation will include the development of a Learning Environment in which employees are continuously improving their skills and knowledge of everything from basic process fundamentals to specialized skills and certifications {i.e., steam tickets, chlorine loading). Learning will take all forms from interactive computerized modules to one-on-one, operator-tooperator knowledge transfer. The optimal long-term goal is to have all operators trained to and paid at the highest level and working in all positions on a regular basis. For example, for the crews in Shift Operations, the line of progression would be a continuum from the Operator 6 entry position to the Operator 1 Control Room position.

As part of a learning environment, crew members may perform varied duties throughout their shift, all or none of which may correspond to their current level of progression (i.e., an employee qualified as an Operator 2 may, on any given shift, perform the duties of an Operator 2, Operator 3 or Operator 4).

3 - OPERATION OF THE PLANT- DEPARTMENTS

1) Shift Operations (24 hours per day/7 days per week) a) Four (4) Shift Operating Crews

2) Day Operations (10 hours per day/7 days per week) a) Two (2) Day Operating Crews

3) Maintenance (8 or 10 hours per day/S days per week) a) Mechanical Maintenance Crew b) Electrical/Instrumentation (E/I) Crew c) Warehouse Shipping/Receiving d) Maintenance Assistance e) Janitorial functions

4-0PERATION Of THE PLANT-SUPERVISION REQUIREMENTS

1) Shift Operations (24 hours per day/7 days per week) a) Total of 4 crews b) Total of five (S) Shift Foreman positions, 1 per crew plus relief

2) Day Operations (10 hours per day/7 days per week)

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a) Total of 2 crews b) Total of two (2) Shipping Supervisor positions, 1 per crew

3) Maintenance (10 hours per day/S days per week) a) Total of one (1) Mechanical Maintenance Foreman position b) Total of one (1) Electrical/Instrumentation Maintenance Foreman position

*As required, the company will maintain the current practice of supervision relief including L697 employees.

5-0PERATION OF THE PLANT-SUPERVISION HOURS OF WORK

1) Shift Operations Supervision (24 hours per day/7 days per week) a) Average of forty (40.0) hours per week b) 12-hour rotating shifts c) 06:00 to 18:00 and 18:00 to 06:00

2) Day Operations Supervision (10 hours per day/7 days per week) a) Average of forty (40.0) hours per week b) 10 hours per day c) Sunday through Saturday d) 06.30 to 16.30

*Parties will continue to discuss specifics of the work schedules for Day Operations Supervision.

Maintenance Supervision (10 hours per day/S days per week) a) Average of forty (40.0) hours per week b) 10 hours per day c) One position Monday through Thursday, One position Tuesday through Friday d) 07:00 to 17:00

6 - DISMANTLING OF EXISTING PLANT

At this point in time, details surrounding the dismantling process for obsolete equipment and operating areas has not been fully determined. Where deemed practical and where such utilization of L601 Supervision employees can be mutually agreed upon, the company will undertake to employ existing L601 employees for the supervision of dismantling processes.

July 1, 2016 - June 30, 2019 15

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