1
LOCAL AGREEMENT
BETWEEN
Rayonier A.M. Canada Enterprises Inc. (Kapuskasing Operations)
KAPUSKASING, ONTARIO
AND
UNITED STEELWORKERS
LOCAL 1-2010
OFFICE WORKERS
April 22, 2017 to April 21, 2021
UNITED STEELWORKERS
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Local Agreements listed in the index shall continue in full force and effect for the term of the Collective Agreement from April 22, 2017 to April 21, 2021 and shall not be altered, except by mutual consent.
FOR THE UNION FOR THE COMPANY
B. Mikasko A. Ouimette, USW LOCAL 1-2010 OW
~<;;)k:1.nn~, ,_ . inr\· en, : LOCAL 1-2010 OW
D. Et 1er, GM NOW Forest Resources FRM
)
~ ~ H. Gagnon USW LOCAL 1-2010 OW Labour Relat ions Superintendent
M . Tre~ Corporate Labour Relations
July 11. 2017 Date
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ALPHABETICAL INDEX Article Page Administration of Job Evaluation Plan……………… 2.00 4
Attrition List ………………………….. 10.00 29 Defined Lines of Progression …. 7.01 18 Demotions …………………………….. 4.00 10 Flex-Time System ………………….. 3.00 8 Jurisdiction ……………………………. 1.00 4 Letters of Understanding ………. 12.00 34 Position Descriptions ………... ………. 37 Postings …………………………….. ……….. 35 Salary Classification Schedule……………………………… 7.00 12
Seniority ……………………………….. 5.00 11 Spare List Guidelines …………….. 11.00 29 Vacation ……………………………….. 6.00 11 Wage Rates & Classifications …………………. 8.00 19
Workforce Adjustment Plan ……………………………………. 9.00 20
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1.00 JURISDICTION
This agreement shall cover the bargaining unit members as defined in the Salary Classification Schedule – Lines of Progression (Article 6.00)
2.00 ADMINISTRATION OF JOB
EVALUATION PLAN
1. New occupations will be evaluated and categorized using the Job Comparison Plan agreed to between Spruce Falls Inc. Management and Local 166 representatives in November 1993 as legislated by the Pay Equity Act RS.O.1990, and used to establish Job Classifications in 1994 by the Joint Salaried Evaluation Committee. New occupations will be reviewed after six months to determine whether a true evaluation was reached at the original rating sessions. The position description will be reviewed and revised if necessary. If changes have occurred to change the original evaluation
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and rating, a retroactive adjustment of salary will be made.
The Job Comparison Plan, Joint Steering Committee will be responsible for keeping records, documents on the process, implementation of the plan and conduct an annual review of its process to ensure that the Pay Equity Act is being maintained.
2. a) Either party may request the re-evaluation, at any time, of an occupation, which has significant changes in duties and responsibility. Upon a request, the Joint Salaried Evaluation Committee shall, within thirty (30) days, evaluate the position and submit its decision.
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b) In cases where the Joint
Salaried Evaluation Committee cannot reach an agreement, the Job Evaluation Steering Committee will review and decide.
c) The Joint Steering
Committee will appoint the selected member within the local for the position of Job Writer. Training will be provided for the Job Evaluation Committee members and the Job Writer on the Pay Equity requirements, gender neutrality and how to use the Job Comparison system to ensure consistency in evaluating and comparing job classes.
d) When a job has been re-
evaluated to another classification, the employee shall be adjusted to the new rate,
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retroactive to date of submission for evaluation.
3. a) When an employee is
promoted or bumped, the individual shall receive the rate of the new job.
b) When an employee is
moved to another position permanently, all time spent on that job prior to the move will determine the rate of pay.
4. Progression from the
minimum to the maximum salary in each grade will be in accordance with the time set forth in the 8-Grade Wage scale which forms part of this agreement. The progression will be automatic unless Management determines that the employee’s work has not been satisfactory, and provides the employee with the reason in writing. For
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progression within a line of progression, the rate of pay will be maintained.
3.00 FLEX-TIME SYSTEM
The schedule for office workers shall be on a 37-1/2 hour basis, Monday to Friday, except as required in functions supporting operations and maintenance. This schedule shall include a 15-minute coffee break in the first half of their work day. The standard work day will be 7:30 a.m. to 4:00 p.m., with a one-hour lunch period (12:00 noon to 1:00 p.m.). The core period during which all employees will normally be at work is 8:00 a.m. to 3:30 p.m. Lunch periods will be of half-hour or one-hour duration.
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Other suggested schedules are: 1.00 7:30 a.m. to 4:30 p.m., one-
hour lunch period (12:00 noon to 1:00 p.m.)
2.00 8:00 a.m. to 4:00 p.m., half-
hour lunch period (12:00 noon to 12:30 p.m.)
3.00 7:30 a.m. to 3:30 p.m., half-
hour lunch period (11:30 a.m. to 12:00 noon)
Alternate schedules may be arranged on a departmental basis to best suit the need of employees and operational requirements of the department. All work schedules must be approved by the department supervisor. To meet special operating needs of some departments, different 7-1/2 hour schedules may be arranged as has been done in the past.
7:00-8:00 a.m. – a.m.
8:00-11:30 a.m. – a.m.
11:30-1:30 a.m. - p.m.
Flex Time Core Time Flex Lunch
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1:30 – 3:30 p.m.- p.m.
3:30 – 4:30 p.m. – p.m.
Core Time Flex Time
4.00 DEMOTIONS
In the event of non-permanent shutdowns, to a maximum of six (6) weeks in a calendar year, employees will be demoted to the Spare List to be utilized where prior training, qualification and seniority allow. When operations resume to normal, all employees will return to their established position.
When the Company decides to shut down operations, in whole or in part, during the summer period (July and August), the Company will notify the employees affected, no later than the end of January of that year. Any vacations entitlement shall be taken at this time (maximum two (2) weeks). If the shutdown is announced in February or later any pre-approved vacation will not be changed.
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In the event of non-permanent shutdowns totaling more than six (6) weeks, in a calendar year, employees will bump as per Article 6.04 of the Main.
5.00 SENIORITY
Seniority for those employees
within the jurisdiction of the bargaining unit prior to the first day of September, 1970, shall mean length of continuous service with the Company. Seniority for employees becoming part of the bargaining unit on or after the first day of September, 1970 shall be computed from the date of entrance into the bargaining unit.
6.00 VACATION When it is known at the time of
preparing vacation groupings, when a supervisor or staff person is relieved by unionized employees, the supervisors and their relief will be included in the same vacation groups as other employees to ensure adequate relief and minimize overtime. No employee
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will be prevented Vacation or floater scheduling due to spare-list employees being utilized for “Special Assignment”, Work Overload or Backlog, provided the employee makes his request before the preparation of the weekly schedule and the relief within the group has not been otherwise utilized.
7.00 SALARY
CLASSIFICATION SCHEDULE PURCHASING Grade Purchasing Coordinator
- Maintenance Local Order Clerk Woodlands Order Clerk Follow-up Clerk Typist Purchase Order Typist CUSTOMER SERVICES Paper Planner ............................................. 6 Traffic & Customer Coordinator Traffic Clerk Shipper
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Passenger Traffic Clerk-Typist WAREHOUSE SERVICES Mill Warehouse Head Receiving Clerk .................................. 5 Inventory Control Clerk .............................. 5 General Spare Parts Kardex Clerk General Stock Kardex Clerk Receiving Clerk Warehouse Inventory Clerk Woodlands Warehouse Senior Partsperson Junior Partsperson Head Receiving Clerk Receiving & Shipping Clerk MILL MAINTENANCE Maintenance Coordinator-Mill ................... 8 Maintenance Planning Clerk – Typist Maintenance Engineering Clerk Maintenance Clerk – Typist ........................ 3 Clerk – Steno (Major Projects)
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MAJOR PROJECTS Engineering Clerk Design & Development Clerk HUMAN RESOURCES Safety & Compensation Clerk (Mill) Learning Centre Clerk-Typist FINANCIAL & ACCOUNTING SERVICES Benefits and Employment Services Benefits Clerk Benefits Clerk-Typist Employment Clerk-Typist Employment & Safety Clerk-Typist General Accounting General Accounting Utility Clerk Accounts Payable Clerk I Accounts Payable Clerk II Billing Clerk Warehousing Clerk Voucher Clerk Accounting Clerk ......................................... 5
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Mill Cost Cost Systems Coordinator .......................... 2 Mill Statistician Woodlands Cost Woodlands Cost Accounting Clerk ................................. 4 Accounting Clerk Camp Accounting Clerk Payroll Senior Payroll Clerk ..................................... 3 Payroll Clerk III Payroll Clerk & Systems Operator Data Centre Data Centre Operator IV Data Centre Operator III Data Centre Operator II Data Centre Operator I (Part Time) Steno Pool Senior Stenographer Utility Stenographer
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Stenographer Main Office Receptionist – Typist YARD SERVICES Office Services Clerk Mail Sorter-Cleaner Office Cleaner ............................................. 1 PAPER MILL Paper Mill Clerk TECHNICAL Paper Quality Tester Standards Tester Utility Tester Air Quality Tester ........................................ 7 Laboratory Tester Quality Statistical Clerk
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ENVIRONMENTAL EMS Clerk-Typist ......................................... 4 WOODLANDS Plant & Equipment Woodlands Maintenance Clerk Clerk-Typist Forestry Services Janitor – Woods Sawmill Warehouse/Maintenance Planning Clerk ..................................... 7 Lumber Sales Coordinator .......................... 6 Clerk Typist
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7.01 Defined Lines of Progression
Lines of progression may be established, revised or altered in the interest of operations. In reviewing these needs, work organization groups will be established to ensure a consultative process prior to the decision being made. Customer Service
Paper Planner Traffic and Customs Coordinator Mill Warehouse
Head Receiving Clerk Inventory Control Clerk General Accounting
Cost Systems Coordinator Accounts Payable Clerk I Sawmill
Lumber Sales Coordinator Warehouse/Maintenance Planning Clerk
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8.00 WAGE RATE & CLASSIFICATIONS Grade 0.015 0.02 0.02 0.02 0.02 0.02
Gr.1 1-May-
16 Apr
22/17 April
22/18 April
22/19 April
22/20 April
22/20
1 1 Min. 23.28 23.75 24.22 24.70 25.20 25.70
2 6 mos. 23.50 23.97 24.45 24.94 25.44 25.95
3 12 mos. 23.70 24.17 24.66 25.15 25.65 26.17
4 18 mos. 23.90 24.38 24.87 25.36 25.87 26.39
5 24 mos. 24.15 24.63 25.13 25.63 26.14 26.66
Gr. 2
1 1 Min. 24.16 24.64 25.14 25.64 26.15 26.67
2 6 mos. 24.40 24.89 25.39 25.89 26.41 26.94
3 12 mos. 24.64 25.13 25.64 26.15 26.67 27.20
4 18 mos. 24.90 25.40 25.91 26.42 26.95 27.49
5 24 mos. 25.14 25.64 26.16 26.68 27.21 27.76
Gr. 3
1 1 Min. 25.15 25.65 26.17 26.69 27.22 27.77
2 6 mos. 25.43 25.94 26.46 26.99 27.53 28.08
3 12 mos. 25.69 26.20 26.73 27.26 27.81 28.36
4 18 mos. 25.93 26.45 26.98 27.52 28.07 28.63
5 24 mos. 26.20 26.72 27.26 27.80 28.36 28.93
Gr. 4
1 1 Min. 26.21 26.73 27.27 27.81 28.37 28.94
2 6 mos. 26.55 27.08 27.62 28.18 28.74 29.31
3 12 mos. 26.91 27.45 28.00 28.56 29.13 29.71
4 18 mos. 27.24 27.78 28.34 28.91 29.49 30.08
5 24 mos. 27.60 28.15 28.72 29.29 29.88 30.47
Gr. 5
1 1 Min. 27.61 28.16 28.73 29.30 29.89 30.48
2 6 mos. 27.90 28.46 29.03 29.61 30.20 30.80
3 12 mos. 28.16 28.72 29.30 29.88 30.48 31.09
4 18 mos. 28.43 29.00 29.58 30.17 30.77 31.39
5 24 mos. 28.66 29.23 29.82 30.41 31.02 31.64
Gr. 6
1 1 Min. 28.67 29.24 29.83 30.42 31.03 31.65
2 6 mos. 29.14 29.72 30.32 30.92 31.54 32.17
3 12 mos. 29.59 30.18 30.79 31.40 32.03 32.67
4 18 mos. 29.98 30.58 31.19 31.82 32.45 33.10
5 24 mos. 30.43 31.04 31.66 32.29 32.94 33.60
Gr. 7
1 1 Min. 30.44 31.05 31.67 32.30 32.95 33.61
2 6 mos. 30.97 31.59 32.22 32.87 33.52 34.19
3 12 mos. 31.53 32.16 32.80 33.46 34.13 34.81
4 18 mos. 32.07 32.71 33.37 34.03 34.71 35.41
5 24 mos. 32.64 33.29 33.96 34.64 35.33 36.04
Gr. 8
1 1 Min. 32.65 33.30 33.97 34.65 35.34 36.05
2 6 mos. 33.07 33.73 34.41 35.09 35.80 36.51
3 12 mos. 33.52 34.19 34.87 35.57 36.28 37.01
4 18 mos. 33.94 34.62 35.31 36.02 36.74 37.47
5 24 mos. 34.39 35.08 35.78 36.49 37.22 37.97
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9.00 SPRUCE FALLS INC.
WORKFORCE ADJUSTMENT PLAN
MEMORANDUM OF AGREEMENT
BETWEEN
SPRUCE FALLS INC. (The Company)
AND THE UNION COALITION (The Unions)
Local 89 C.E.P.
Local 256 C.E.P. Local 166 O.P.E.I.U. Local 1149 I.B.E.W. Local 2995 I.W.A.
Discussions having been completed on June 2, 1993 between Spruce Falls Inc. and the Union Coalition, the parties have reached agreement on the terms and conditions of an Adjustment Plan, pursuant to the Labour Relations Act, as stipulated herein.
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1. Early Retirement
Spruce Falls Inc. employees, who attain the age of 55 years and have 15 years or more of pensionable service as of December 31, 1993, will be eligible to retire with an unreduced pension and also a bridging benefit, which will be the equivalent of: the value of the total bridging amount the employee would have been entitled to had he continued to work, divided by the number of months between retirement date and age 65. In addition, a supplement of $100 per month to age 65 will be paid. Eligible employees will be individually notified of the amount of their calculated bridge, including the $100 per month supplement. Detailed pension estimates will also be provided, upon request, to employees interested in the Early Retirement package. The Company will have the right to retain employees, if deemed necessary, until December 31, 1993. Earnings for 1993 will be calculated as follows: eligible earnings to retirement date plus 40 hours x model rate of pay x
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number of weeks between retirement date and December 31, 1993. Retirees will have the option of maintaining Major-Medical benefits to age 65 and Dental Benefits to age 58. The premiums for these benefits shall be paid by the retiree and are subject to change from time to time, according to the respective benefit plan costs. The additional costs to the Pension Plan, incurred by this Early Retirement package, will be funded by the Company. Employees who will retire under this Early Retirement package must notify the Company and sign off no later than 4:00 p.m., July 9, 1993, and must retire no later than September 30, 1993, with the exception of employees who may be required to work until December 31, 1993. Any problems with the application of the Early Retirement package will be referred to the Joint Union-Management Committee.
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2. Voluntary Severance
During the period of July 10, 1993 to July 30, 1993, Spruce Falls Inc. employees who have not received termination notices will be eligible for voluntary severance upon providing two weeks’ notice, subject to the following conditions: (a) Employees, 55 years of age with 15
years or more of service as of December 31, 1993 are not eligible for voluntary severance.
(b) The amount of severance pay will
be calculated as follows: One (1) week’s pay for each year of service (maximum 26 weeks) based on the employee’s May 7, 1993 model payroll rate x 40.
(c) The Company will have the right to
retain employees, if deemed necessary, for up to six (6) months.
(d) The number of employees
exercising this option will be limited to:
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the total number of active employees who are eligible to retire under the Early Retirement package by Local Union
Minus
the number of employees who exercise this option to retire under the Early Retirement package by Local Union.
3. Attrition Plan
(a) The Company will establish
workforce requirements based on the Core Business.
(b) The Company will provide each
Local Union with a list of permanent employees to be included on an attrition list. This will be done immediately following the retirement notification deadline of July 9, 1993. Inactive employees will not be included on the list; however, it is understood that if any inactive employees return to work they will displace the junior employee(s) on the list. The list of protected employees
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will not increase as a result of inactive employees returning to work.
(c) Any reductions, occurring after the
workforce requirements have been established by the Company, resulting from automation, changes in methods of process, work restructuring or changes in work practices, will be done by attrition (death, retirement, resignation, etc.).
(d) This clause will not apply for
reasons of market conditions, temporary or permanent shutdown and/or temporary or permanent closures. In such cases, required lay-offs will occur as necessary.
Should a workforce reduction occur as a result of the above, impacted employees who have demoted themselves to the Spare List, will be eligible to exercise their bumping rights according to Local Union’s seniority, displacing junior employees on the attrition list.
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(e) This Attrition Plan does not supersede Local 2995 I.W.A. non-monetary appendix Article 1.01 (b).
4. Extension of Recall Rights
Employees, who have one year or more of continuous service as of May 31, 1993 and are laid off between May 31, 1993 and May 31, 1996, shall maintain recall rights until May 31, 1998. Employees who take severance pay will automatically waive recall rights.
5. Training
A joint Union-Management Committee will review training requirements and opportunities. The Learning Centre will coordinate training activities. The Workers’ Adjustment Centre will continue to operate for another year and will assist Spruce Falls Inc. displaced employees.
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6. Shorter Work Week/Work Sharing
The Company is willing to consider Union proposals on a shorter work week with the understanding there will be no incremental cost to the Company. As well, the Company is willing to consider work sharing arrangements, such as rotating of employees to and from lay-offs or other measures that can be coordinated with UIC and/or government programs.
7. Employment Beyond the Termination Date The Company and the Mill Local Unions will jointly seek approval for work periods extending past July 31, 1993. This approval will be sought from the Director of Employment Standards for a period of 36 months.
The terms and conditions of this Adjustment Plan have been agreed to on behalf of the concerned parties by the undersigned on this 3rd day of June, 1993 at Kapuskasing, Ontario.
FOR THE COMPANY
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R. Pulsifer Labour Relations Superintendent D. Turcotte V.P. & Gen. Mgr. – Mill Operations G. Boucher Human Resources Manager D. Goss Vice-President Woodlands Operations FOR THE UNION G. St. Onge President – Local 89 CEP J. Ballantyne Vice-President – Local 166 OPEIU N. Leybourne President – Local 256 CEP M. Micallef President – Local 1149 IBEW N. Rivard President – Local 2995 IWA CANADA Date: June 3, 1993
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10.00 LOCAL 1-2010 OFFICE WORKERS - ATTRITION LIST July 10, 1993 (Updated April 21, 2017)
EMPLOYEE NAME NUMBER
11.00 LOCAL 1-2010 OFFICE WORKERS
SPARE LIST GUIDELINES
Purpose Spare Lists are established to provide relief for employees on vacation or absent for other reasons. The Spare Lists also constitute a pool that can be drawn from when extra work has to be done.
Scheduling
The Personnel Department manages the Spare Lists for the whole mill. Each department communicates its needs for the following week on every Tuesday and a schedule is done accordingly. The employees not receiving all their shifts at the time remain “on call” during the week to fill in if a need arises.
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General Rules
There will be established vacation groups, including designated relief. Vacancies will be filled by the designated relief within each of the groups, “vacancies” being defined as Vacation, Floating Holidays, Blocked Rest Days, and Statutory Holidays. Spare List employees outside of the vacation groupings will not displace the designated relief.
The schedule will be posted every Thursday afternoon for the following Sunday to Saturday and is subject to change on a daily basis.
The Personnel Officer will make every effort to inform the employee of any changes in his schedule, but the employee is also responsible to check his schedule. Employees on the Spare List are considered as permanent employees and their service is not interrupted by the fact that they are not receiving shifts unless they are laid off. Spare List Guidelines
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A list of available employees and listed phone numbers will be provided to the Personnel Officers on a weekly basis subject to change on a daily basis. Phone numbers will not be posted. The employees will be listed by seniority. All pre-scheduled days will be shown. The Personnel Officer will call the next available qualified employee on the list by seniority. Once an employee is contacted and reports for work, the Personnel Officer will record this on the call-in list. This will allow for an updated record of shifts worked. A separate log will be used to record when an employee cannot be contacted or when contacted and unavailable to work. The reason for failing to report will be recorded. The expired and updated call-in list will be provided to the U.S.W. Local 1-2010 Office Workers.
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All absences, including Floating Holidays, Mill shutdown Statutory Holidays, Permissions, and Sickness will count as shifts worked. In the event that there is additional work available, trained spare list employees will first get an opportunity to work 40 hours per week. Overtime required on model positions before or after shift will be given to the person occupying the model position (no sign up sheet required). If extra work is available outside of model work and/or special projects, senior qualified employees on model jobs who wish to work overtime will be required to sign an overtime sign-up sheet, on a weekly basis, for overtime work available for the following week. The sign-up sheet will be located electronically and must be signed by Thursday noon of the previous week. Employee who signs for overtime is required to work the assigned overtime as required. The rate of pay will be the rate of the job.
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Employees who have signed for overtime and refuse the overtime will be treated same as NP absence.
It is further agreed that issues arising out of spare list scheduling and training, that both parties cannot resolve, will be subject to an expedited process of two weeks. The file will be referred to the arbitration process bypassing the grievance procedure.
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Article 12.00 Letters of Understanding
The signatory parties to this agreement, Rayonier A.M. Canada Enterprises Inc. (Kapuskasing Operations) and Local 1-2010 USW OFFICE WORKERS, agree to renew the attached Letters of Understanding, which form part of this agreement, dated April 22, 2017 to April 21, 2021, listed below:
FOR THE UNION FOR THE COMPANY
B. Mikasko A. Ouimette, USW LOCAL 1-2010 OW nt Ontario Operations
/
D. Et 1er, GM NOW Forest Resources FRM
)
~ H.Gagnon USW LOCAL 1-2010 OW Labour Relations Superintendent
Corporate Labour Relations
July 11, 2017 Date
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12.00 (CONTINUED)
l.lff'l'ER OF UNDl:RSTt\ Nl)INU 1-31 iT\VIWN
U.:-i.W. 1.0( ',\I , l-2W5 OFFICE WORKERS /\ND SPRUCE fAl.l,S JN('.
l J,S.\\'. LOC'J\L 1-2995 OFFICE WORKERS l'OSTINUS
I. ll is ag1-.:cd Owl this .igrcc,mmt will indudc ;1l'foc1<:d n)(Hl..:I employee~ only. The i11to.:11t is tu c11~11rc thon: b 110 moniltary lo~s to the c111ployc~.
2. Jr a model l!lllpil1ycc vacates his positil1n prior h.l the jub bdng eliminated, thnt c111pluycc will ~-n11tinuc to 111:iintain thdr right to that job, until it is cli111inakd.
a) /1. lllt'Jdd cmployco.: being displaced will 111;1intuin his respective grad~ kl'd whcu that mmld cmplt)yce m1wcs into an o.:qual or lower grndcd model Pl)~ition.
h) If c111ployccs are displaced tu a low,:r grndcd position prcmalun:ly, they will mai111ai11 their rut.: of pny in the higher grndcd po~itio11, until the 11omml hump ti1nc. This will i11ch1dc alli:cted c·mployce~ displao.:cd tu the Sp,ll'c J,i~t: howc\'l:r. after the nonnal burnp tiim:. thc~c employee~ will rel kw :ind b\· paid n~ per thl! normal practice.
4. The 480-hour probationury period will apply.
5. ')'host! nwdcl l,)Jllployccs, who do not compldc: their prohalionnry period for any rcason nncl must bump a scc.:ond time. will r~ceivc the rntc accorJing to the I .:1bour 1\grccn1cnl.
(> . Tcmpornry pn~ll.:d jtih~ will be reviewed with the Local in on nttcmpt to keep the s~nior employees working.
7. /1.l'li:ctcd cmpluycc~ wi ll b11ok tlll'ir vac(ltion and FHs with the tkparlmcnt 1hey at\' g1>ing into.
R. It i~ undcrst{Jocl thlll employee~ disphiccd as ;1 result ol'kdmological change ;ire abo covered under /\rlidc 13.02 of the Lt1hour /\grccmi:nt.
'). ;\n~• special ~illnllions will be: rcvil:wcdjointly hy the Union, Management and the a(r.;1,;li.:11 employee.
I 1/. In the event that l.oui~c Huct-1.mnont:iijllC returns lo work, ~he would rctul'II to her 11wdd po~ilion, or wh~t\' sh.: would have b1:cn had th.:rc hcetJ a hump.
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11. Any model employee, on one of the six (6) positions, impacted by the technoloe changes, who applies to the posting of: Paper Mill Clerk, Senior Payroll Clerk 1
Woods Cost Accounting Clerk will also be covered by this Letter of Understand
Pr aent U.S.W. Local 1-2995 O.W.
~ U.S.W. Local 1-2995 O.W.
K. Tremblay U.S.W. Local 1-2995 O.W.
Labour Relations Superintendent
Manager - Human Resources
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12.00 (CONTINUED) irzjifuij __ -"-----
CitOlftl)UP.\P.W•MPllG1.0U, uan,Kaposbslng0pt,at1on1 I GOfflfllA.,. !IOI~ P.O. lo, 100 Kjpowsfng, On~rlo Jlsn 2Yl
Letter of Understanding Between
Local 1-2995 USW-Office Workers . · And
Tembec Enterprises Inc Kapuskasing Operations
Tm phone; 001) lll·ll11 Fa,; OOSllJJ.9100
Th• purposo of I his leller of understanding Is lo clsnfy the Intent ol lhe Company to have afl posiOOII d8SC1ipllons (sln~e page job desalpUons) signed by employees. •
The job descrtpUon used for the above purpose In no way repla,es, modifies, or afters Iha job descriptions used for Iha purpo5'1 of the Job Evaluation Plan as contained In the cottecfive agreemenL .
Signed this 17ft. day of July, 2008 at Kapuskaslng Ontario
~
\ l'W!II t'IHUO>AIIO! U!t swn 0, INll6VIJN
