Ministry of Labour Dispute Resolution Services Collective … · 2016-04-13 · 7 Recognition...

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APR 3 0 2013

COLLECTIVE BARGAINING INFORMATION SE:RVICES

Ministry of Labour Dispute Resolution Services Collective Barqaininq Information Services

File No.: d ~ 9'- 0005- ('3 Cert. File:

Cert. Date:

Total Emps.:

Effective Date:

COLLECTIVE AGREEMEN 'l Expiry Date:

BETWEEN Received From:

Union: D Em pl.: D Other~ Q D Processed by:

Date:

(A Division ofMetroland Media Group Ltd.)

AND

Graphic Communications Conference of Canada/International Brotherhood of Teamsters'

LOCAL 100-M

PRESSROOM

Effective July 7, 2012- May 31, 2013

INDEX

Graphic Communications Conference of Canada/International Brotherhood ofTeamsters'

SECTION

Pream61~ 1 Term

2 Consideration and Jurisdiction

LOCAL 100-M

3 · .. Grievance and Arbitration Procedure

4 Individual Presentation of Grievances

5 Existing Conditions

6 Authority ofF oremen

7 Recognition ofUnion Laws

8 Concessions to One Newspaper Optional to All

9 No Strike, Boycott or Lockout

10 Struck Work

11 Scale ofWa ges

12 Partial Pa yment

13 Not Less Than a Day's Pay

14 L unch Period

15 Slide Hours

16 Standard Work Week

17 Foremen Exempt

18 Off Da ys Designated by Foreman

19 Substitution for Time Off

20 Call of Time

21 Call Back

22 Chapel Meetin gs

23 Overtime

1

2

3

5

9

10

11

14

15

16

17

18

20

21

22 23

24

26

27

28

29 30

31

32

Index (cont'd)

SECTION

24 Si xth Shift Provision

25 Sunday Work

26 Room Manning

27 No Idle Press

28 Emergencies, Extra Editions

29 Outside Work

30 Apprentice Trainees

31 Holidays

32 Vacations

33 Seniority

34 Severanc e Pay

35 Functions of Management Preserved

36 Premium Rates

3 7 Recordin g of Work

38 Bene fits

39 Computers

40 Newsprint Handlin g

41 Safety

42 Sole Agreement

4 3 Maintenance Cr ew

44 Ber eavement

Addendum - Building Services Department

PAGE

33

34

35

37

38

39

40

42

43

45

46

47

48

49 50

51

52

53

54

55

58

59

MEMORANDUM OF AGREEMENT GCC LOCAL 100-M

(Subordinate to GCCIIBT)

1

This agreement entered into this 7th day of July 2012 by and between The Hamilton Spectator, a division ofMetroland Media Group, Ltd., party ofthe first part, hereinafter sometimes referred to as the "Publisher", and the Graphic Communications Conference/International Brotherhood of Teamsters', Local 100-M, hereinafter sometimes referred to as the "Union" by its representatives duly authorized to act in its behalf, party of the second part, a subordinate union of the Graphic Communications International Union.

It is recognized that the attached addendum concerning the Building Services Department forms part ofthe Agreement and that Building Service employees as outlined in the certification issued May 18, 1994, by the Ontario Labour Relations Board are included in the bargaining unit.

Where the masculine is used in this Agreement, it shall be deemed to include the feminine.

Section 1

2

SECTION 1

TERM

It is agreed that this contract shall be in effect from and after July 7th, 2012, for a period of two (2) years ending May 31, 2013. Should either party desire to negotiate for changes in any or all of the provisions of this contract upon its expiration date, w1itten notice to that effect must be given to the other party at least sixty ( 60) days before the date of expiration, together with written statement in detail of the changes desired. The respondent party shall have twenty (20) days in which to ftleca counter proposal. Failure to file a counter proposal shall be construed as offering the existing contract as the party's counter proposal. If no notice of desire to negotiate for changes is given as designated above, this agreement shall run from year to year and can be changed only through negotiations started by written notice of one (1) of the parties to the other as described above at least sixty (60) days prior to May 31st of the succeeding year.

3

SECTION 2

CONSIDERATION AND JURISDICTION

Section 2(a) The Publisher agrees to employ, subject to the wage scales and conditions herein, pressmen, paper handlers, press cleaners, machinists (millwrights), electricians, technicians and apprentices. The Union during the life of this agreement will endeavour to supply or furnish pressmen, paper handlers, press cleaners and apprentices. Additionally, the Union will endeavour to supply and furnish jointly with Local 100-M, machinists (millwrights), electricians and technicians. All employees are subject to acceptance by the Publisher ancllor designates and the final decision will be communicated to the Chapel Chairman in writing.

Section 2(b) It is agreed that all employees covered by this agreement as provided by Section 2 (a) above shall be or become members of the Union on or before the 90th day following the date of their employment upon written notification by Local 100-M that employees have joined the local. Upon the Publisher's decision to hire, the applicant shall first be processed through the personnel department. Final selection will be made solely by the Publisher's representative, the pressroom foreman.

Section 2( c) It is the right of the Publisher to determine specific days on which publication shall be maintained. In the event of an alteration to the days of publication, the foreman and the department head shall work with the Chapel Chairman in establishing the work force. If agreement is not reached, the publication will not be delayed, but the matter will be referred to the Joint Standing Committee for continuing discussion.

Section 2(d) The Publisher, during the lifetime of this agreement, recognizes that the Union is the sole and exclusive collective bargaining agency for all its employees in the press rooms and newsprint storage area operated by the Publisher. The jurisdiction of this agreement extends over all web printing presses employed in said press room, including, but not limited to, web perfecting printing presses and attachments thereto located in said pressrooms. Additionally, the jurisdiction of this agreement extends to all employees operating paper handling equipment in the newsprint storage area as well as balers and building maintenance personnel (I).

Section 2(e) The Union shall have control or jurisdiction over all employees, (including Union substitutes) who actually operate the web presses, including paperhandlers (excluding intermittent part- time), press cleaning janitors (excluding intermittent part-time), and excluding janitors, watchmen, specialists or consultants as may be hired by the Publisher. Where part-time

4

employees are required, the Union shall be approached to supply such help. Part-time help will be subject to the hourly wage scales of Section 11. In the event personnel cannot be supplied, the Company retains the right to secure staff as needed.

Section 2(f) The Publisher may transfer into areas covered by this agreement, any employee of other mechanical departments whose position is jeopardized by technological change. For training of these employees it is agreed that the Publisher and the Union shall each appoint two members to serve on a training committee which will make recommendations to the foreman on matters relating to the training of these employees. All training shall be under the direction of the foreman.

Section 2(g) The employer shall make dues deductions as required by law and shall deduct the equivalent ohmion monthly membership dues from the earnings of each employee whose position is covered by this agreement and shall remit monthly to the union the deductions made. Such membership dues shall be deducted from the employee's earnings in accordance with the union's schedule of dues rates furnished the employer by the union. Such schedule may be amended by the union. However, thirty (30) days' notice must be provided to Human Resources to enable any changes to be implemented.

5

SECTION 3

GRIEVANCE AND ARBITRATION PROCEDURE

Section 3(a) The Union will appoint a Grievance Committee which shall be composed of not more than five (5) members and which will include the Chapel Chairman, or Assistant Chapel Chairman, together with the President of the local or his representative. The Company will deal with representatives of this Grievance Committee on any grievance submitted to the Company by the Union

0 concerning interpretation application, administration, or alleged violation of this agreement.

Section 3(b) The Publisher shall appoint a Standing Committee of at least two (2) members. The Committee, or its designated alternates, will represent the Publisher at Stage 3 of the Grievance Procedure.

Section 3( c) Permission will be granted, providing such requests are not made during the busiest period of the operating day, for a representative of the Union Grievance Committee, who would normally be the Chapel Chairman, to leave his job, with permission, for the purpose of processing grievances. During any one work week such leave shall not be in excess of one hundred and twenty (120) minutes. He will report to the foreman when returning to work. If more than one (1) representative ofthe Union Grievance Committee are involved in processing a grievance away from the job, the total paid time to all members involved will not exceed one hundred and twenty (120) minutes in a work week.

Section 3(d) The representatives of the Union Grievance Committee will be paid their straight time rate for such previously authorized time away from their jobs in the investigation and processing of Union grievances, subject to total permitted time limits as outlined in Section 3(c).

Section 3(e) Grievances will be dealt with during the regular office business hours of the newspaper. Should an aggrieved member of the Union not working during normal office business hours of the newspaper be involved, he will have the privilege of either having a member of the Union Grievance Committee appear in his stead, or appear personally without remuneration for the time involved. Grievances pertaining to the night shift will be handled at a time agreeable by both parties.

Section 3(f) The only employees other than the Union Grievance Committee who may request to appear personally before the representatives of the Publisher, during the discussion of a particular grievance, shall be the aggrieved individuals. A

6

discharged employee, having obtained his reason for discharge in writing from the foreman, as set forth in Section 6(b) of this agreement, may request a meeting with the Publisher's representative, accompanied by a representative of the Union Grievance Committee, such a meeting to be arranged within five (5) days.

Section 3(g) Grievances arising under this agreement shall be processed as follows, but in every case, work shall continue in accordance with the instructions of the Publisher's representative until the issue has been settled as provided herein:

A grievance by a member of the bargaining unit shall be given to the foreman of the room in writing, signed by the aggrieved employee and by this Chapel Chairman or alternate. The nature of the grievance, the section or sections of the agreement which are alleged to have been violated, and the remedies sought, are to be set out in writing. If a satisfactory settlement is not reached within two (2) working days or within such longer period as may be mutually agreed, the grievance may be taken to Step 2 within five (5) working days following receipt of the room foreman's written decision by the aggrieved party. If a personal gr~evance is not submitted within thirty (30) days after occurring, it shall not be considered as a valid grievance.

Grievances not resolved at Step 1 may be submitted to the department head concerned within the time limit set forth in Step 1. Should no satisfactory settlement be reached within two (2) working days of the grievance going to the department head concerned, the aggrieved party may then proceed to Step 3.

Grievances not satisfactorily resolved at Step 2 may be presented to the Publisher's Standing Committee by the Union President or his designated representative. This step must be taken within ten (1 0) working days following the receipt by the aggrieved party in Step 2 of the department head's decision. The receipt of such a grievance by a member of the Publisher's Standing Committee will be acknowledged in writing and a date will be set at that time for a hearing on the matter. Should the Union wish to have a Union representative, not an employee of the Publisher, present at such a hearing, the Union must give notice of such intention at the time the meeting date is established. Such meeting date between the Publisher's Standing Committee and representatives of the Union Grievance Committee shall be held within five (5) days of any grievance having been referred to it. If a settlement of the grievance is reached at this meeting, such settlement shall be final and binding on the aggrieved party, all members of the bargaining unit, and the Publisher.

Section 3(h) In the event of suspension or discharge of a member of the bargaining unit, representatives of the Union Grievance Committee may request a direct and first meeting with the Publisher's Standing Committee as soon as such a

7

meeting may be set up. Such a meeting would be for a discussion of the situation leading to the disciplinary action taken and would not involve the presence of the member of the bargaining unit so disciplined. Should a discharged employee wish to submit a grievance concerning his discharge, he would have to wait until he had received the reason for discharge in writing from the foreman concerned as set forth in Section 6(g). The grievance would then be handled by the Union Grievance Committee as set forth above in Section 3(£).

If the dispute goes to arbitration and the decision of the arbitration board is that the employee should be reinstated, such decision shall also determine if the employee is entitled to compensation for any time lost and the amount thereof, and the compensation when so fixed, shall be paid to him upon reinstatement. Compensation awarded shall in no case exceed the straight time day shift rate for time lost, less other compensation.

Section 3(i) All grievance settlements, whether dismissed or substantiated, will be initialed by the aggrieved party and by the representative of management involved at the step at which the grievance was settled.

Section 3U) The time as set out in the three steps of grievance procedure settlement is, in all cases, working days, and excludes statutory holidays and Sundays. The time at any step may be extended by the mutual agreement in writing of a representative of the Union Grievance Committee and of the Publisher's representative.

Section 3(k) If advantage of the grievance procedure and arbitration provisions of this agreement is not taken within the time limits specified therein or as extended in writing as set out above, any grievance so delayed shall be deemed to have been abandoned and may not be reopened.

Section 3(1) Both parties to this agreement agree that any dispute or grievance concerning the interpretation, application, administration or violation of this agreement, including the question of whether any matter is arbitrable, which has been properly carried through all the steps of the grievance procedure outlined above and which has not been settled may, within twenty-one (21) days of the date of the initial meeting referred to in Step 3, be referred to a Board of Arbitration at the request of either of the parties hereto. The period of twentyone (21) days after the meeting referred to in Step 3 may be extended by mutual agreement.

Section 3(m) The party referring a grievance to arbitration shall name its appointee to the Arbitration Board at the time the other party is notified of the decision to arbitrate. The party so notified shall, within five (5) days, appoint its member to the Arbitration Board and the two (2) appointees shall then undertake to select an arbitrator or chairman of the Arbitration Board.

8

Section 3(n) The arbitrator or chairman of the Arbitration Board may be selected in any manner agreed upon by the two (2) appointees to the Arbitration Board but if, after seven (7) days, the two (2) appointees are unable to agree upon a chairman or arbitrator, such chai1man or arbitrator may be selected from other than the Civil Service and shall be chosen having regard to his impartiality and qualifications in interpreting collective agreements.

Section 3( o) The Arbitration Board shall then proceed with all dispatch possible to settle the dispute. It shall require the affirmative vote of at least two (2) of the three (3) members to decide the issue and the decision in all cases shall be final and binding on the parties hereto and the employees.

Section 3 (p) Neither the authorized representatives of the parties, the appointees to the Arbitration Board, nor the impartial chairman of the Board of Arbitration may, by their decision, provide new or different provisions of he contract or scale of wages between parties.

Section 3( q) Expenses in connection with the impartial chairman of a Board of Arbitration and a stenographer, where a transcript of the proceedings is mutually desired, shall be shared equally by the Union and by the Publisher. Each party to the arbitration shall pay its share, and only its share, of such expenses directly to the impartial chairman of the Board of Arbitration and the stenographer where one is involved.

Section 3(r) No individual shall be selected as arbitrator or chairman of the Board of Arbitration who has been directly involved in the attempts to negotiate or settle the grievance in question.

Section 3(s) The right to grieve pertains to both parties bound by this agreement.

Section 3(t) A policy grievance may be deemed to arise when a contemplated action, or an act which has taken place by either party hereto, may be considered by the other party as a breach ofthe agreement involving interpretation, application or administration of the agreement itself where such alleged violation involves either of the contracting parties in a major way, but not a specific individual as such. Such an alleged grievance might be termed a policy grievance and would be initiated at Step 3 by either of the parties hereto. Such a grievance would be handled in exactly the same manner as any other grievance including arbitration, should that prove necessary. The result of Step 3 grievance shall be stated in writing and given up to the Joint Standing Committee within five (5) days.

Section 4

9

SECTION 4

INDIVIDUAL PRESENTATION OF GRJEVANCES

It is agreed and understood that nothing herein shall deny or affect the right of an individual employee or group(s) of employees to present grievances in writing directly to the employer's representative for adjustment without the intervention of the Union as long as the adjustment is not inconsistent with the terms of this agreement, providing that a representative of the Union shall have been given opportunity to be present at the adjustment of such gnevances. s

i';

Section 5

10

SECTION 5

EXISTING CONDITIONS

It is agreed that fruitless controversies must be avoided and every effort made to maintain harmonious relations. To accomplish this, both parties will in every instance give prompt attention to disputes and will in good faith endeavour to settle all differences. In the event of a difference arising, all work shall continue as ordered by the Publisher until a final decision of the matter at issue shall be reached. If not reached in two (2) working days, a Joint Standing Committee meeting will be arrangecfimmediately.

11

It is recognized by both the Union and the Company that this section was substantially negotiated prior to the formation of the maintenance crew. It is therefore agreed that the authorities of the foreman that have application in the maintenance area will vest with the maintenance foreman. The maintenance foreman or his assistants will direct the work of the maintenance crew.

SECTION 6

AUTHORITY OF FOREMEN

Section 6(a) Throughout this agreement whenever the word foreman is used, it shall be taken to refer equally to the foreman in charge of the pressroom or his assistants. All time covered by this agreement belongs to the office, and employees covered by this agreement shall perform any duties pertaining to press work in the press room assigned to them by the foreman. No man shall be allowed to leave the office during working hours except with permission of the foreman. The foreman will designate the day or days each regular man shall report for work subject to the provisions of Section 18, taking due cognizance of seniority.

Section 6(b) The foreman shall supervise and direct all employees and shall be the judge of a man's competency and his general fitness to work in the plant of the Publisher. However, the Company shall inform, in advance of any disciplinary action, the union representative of any unsatisfactory work performance of an employee covered under this agreement. He shall employ all help after first notifying the Chapel Chairman of the vacancy in writing. He shall have the right to transfer an employee to any position normally included in pressmen's work to facilitate the operation of the presses but reasonable time shall be given an employee to accustom himself to unfamiliar tasks. The length of such reasonable time shall be decided by the foreman having regard to the task involved and the age and experience of the employee. The foreman may discharge for cause that he deems sufficient and no man who has been discharged from the office shall be eligible to sub except at the option of the foreman or by decision of the Joint Standing Committee.

Section 6(c) All employees of the press room covered by this agreement shall perform any work pertaining to the operation, usual maintenance, cleaning and upkeep of the presses in the building, and shall be subject to the order and instruction of the Publisher as passed on by his representative, the foreman.

Section 6( d) The foreman shall have full authority in the press room and the right to exact from all press room employees covered by this agreement the proper .performance of any and all duties pertaining to web press work. The foreman shall designate the work each employee shall perform, he shall assign them to

12

operate the presses and may, if the efficiency of the room is involved, transfer pressmen from one press to another. In making these assignments the individual's training, experience and competency will be considered. The foreman's decision will be final. In the case of disagreement, the position will be filled and the matter will be brought to the next joint standing meeting. Should shift press operation become desirable during the life of this agreement, the foreman, as he deems advisable, may transfer pressmen in accordance with his judgment as to the best interests of the Publisher, taking due cognizance of seniority as outlined in Section 34.

Section 6(e) The foreman of the press room shall be a practical web pressman, hired by the Publisher and shall be a member of the Graphic Communications Conference/International Brotherhood ofT eamsters'. QQ

Section 6(f) The foreman shall have the privilege of calling his force or any part of it to work at different hours; one (1) week's notice shall be given in writing to the Chapel Chairman of any changes in regular starting time. Regular starting time in this subsection shall refer to the regular starting time of normal shifts. It shall not refer to day-to-day changes in individual starting times to make up the necessary sections of the crew or to preshift overtime. Preshift overtime for an individual's next regular shift will be called by the foreman to the Chapel Chairman no later than one (1) hour prior to the end of the previous shift of the employees affected, except in such cases where a problem develops immediately prior to the end of the individual's previous shift. In the case of preshift overtime, the foreman will confer with the Chapel Chairman as to the necessary crew. In the case of disagreement, the foreman's request will be filled and the matter will be brought to the next joint standing meeting.

Section 6(g) The operation, authority and control of the pressroom shall be vested exclusively in the Publisher through his representative, the foreman. The foreman of the pressroom, as a representative of management, has the right to employ help through the Union, providing the Union can supply. He may discharge for cause, and to decrease the force, such decrease to be accomplished by releasing first the person or persons last employed as a journeyman pressman. Upon demand, the foreman shall indicate the reason for discharge in writing by the end of the next regular shift. Should there be an increase in the number of regular jobs, the journeymen displaced through reductions shall be reinstated, if available, in reverse order in which they were released before other help may be employed. Displaced persons in this sense shall be considered available if they can report for work within two (2) weeks, providing a substitute is available during the period. Employees legally discharged according to the provisions of this section, except to reduce the force, may be reinstated only at the option of the foreman, or by decisions of the Joint Standing Committee. Persons to be laid off to reduce the force will be advised as laid down by the Employment Standards Act.

13

Section 6 (h) Disciplinary action by the Publisher's representative requiring an office interview or resulting in loss of pay to a member of the work force will be communicated at once to the union representative of the shift involved. No employee in the unit shall be disciplined unless it is for just cause.

Section 6 (i) Provided there is no reoccurrence of any disciplinary action within two years of the date of discipline, disciplinary letters and written expressions of dissatisfaction will be removed from an employee's personnel file at their request.

Section 6(j) The Union or its representative shall not discipline the foreman for carrying out the instructions of the Publisher or his representatives not inconsistent with this agreement and scale of wages. Employees may protest against a foreman's actions, but if the foreman, after careful consideration, decides his actions are not inconsistent with the agreement, he need not change conditions unless directed to do so by the Publisher or by decision of the Joint Standing Committee. If any employee or the Union has a complaint against a foreman (or the discharge of an employee is contested by the Union) and the differences cannot be adjusted by discussion, the matter shall be arbitrated as provided herein. If a foreman who is, or becomes a member of the Union, is expelled from membership therein for any reason, the employer in his discretion may retain him in his role as foreman, but such action may be taken up under grievance procedure.

Section 6(k) The Publisher will state in writing to the Chapel Chairman the names of the foreman and his assistants, and any change in status of these men.

Section 7

14

SECTION 7

RECOGNITION OF UNION LAWS

It is agreed that the constitution, bylaws and all other mles or regulations of either party hereto may be amended during the life of this agreement, but neither the constitution, bylaws, mles or regulations of either party nor any amendments thereto of any nature shall affect the terms of this agreement.

Section 8

15

SECTION 8

CONCESSIONS TO ONE NEWSPAPER OPTIONAL TO ALL

It is agreed that if any terms affecting wages, hours or working conditions more favourable than those given in this agreement, or any concessions whatever, are allowed to or by the Union to or by any other local newspaper employer during the life of this agreement, these said more favourable terms or concessions, (all or in part at the option of the Publisher) shall be allowed immediately by the Union.

Section 9

16

SECTION 9

NO STRIKE. BOYCOTT OR LOCKOUT

No employees covered by this contract shall engage in any walkout, strike or boycott, or interfere with prompt and regular publication, or aid or encourage directly or indirectly such practices against the Publisher during the life of this agreement. Nor shall there be lockouts by the Publisher so long as this agreement continues to operate. It is further agreed that the validity and execution of this contract and scale shall not be dependent upon or affected by the obligation of either pm1y to any other person or organization. Pending and during conciliation, business in the departments covered by this agreement Shall continue in accordance with the terms of this agreement until a new agreement is made.

Section I 0

17

SECTION 10

STRUCK WORK

So far as permitted by law, the Publisher shall not require employees covered by this agreement, and the Union reserves the right to refuse, to process material from, or destined exclusively for a newspaper or other printing plant in which an authorized or legal strike by a subordinate union of the Graphic Communications International Union in accordance with the Ontario Labour Relations Act by, or a lockout of, a subordinate union of the Graphic Communications Conference/International Brotherhood ofTeamsters' is in progress. The Union will give the office twenty-fofir (24) hours' notice that a strike or lockout is in progress before the processing of materials may be stopped in accordance with the foregoing provisions.

18

SECTION 11

SCALE OF WAGES

Section 11 (a) The Publisher agrees to pay not less than the following minimum rates of compensation, effective June 1, 2007:

Lead Hand Pressman

Base Rate (per Afternoon Shi:fl Night Shift hour)

Upo'h ratification 29.30 30.80 31.00 Q

Pressman 1

Base Rate (per Afternoon Shift Night Shift hour)

Upon ratification $23.30 $24.80 $25.00

Priority Substitute



Paper Handler



Press Cleaner

Base Rate (per hour) Upon ratification $13.00

Section 11 (b) Night shift differential shall be $1.70 per hour.

Section 11(c) Afternoon shift differential shall be $1.50 per hour.

19

Effective June 1, 2008 only the classification of Paper Handler wage rate shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).

Effective June 1, 2009 the above listed classification wage rates* shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).

Effective June 1, 2010 the above listed classification wage rates* shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent~( 1.5%) and the maximum shall be no more than three percent (3.0%).

* Only the classifications listed above that have one or more incumbents as at January 1, 2009 will be subject to the above general wage increases for 2009 and 2010.

20

SECTION 12

PARTIAL PAYMENT

Section 12(a) Any employee required to be absent from his employment to serve on a jury or who is subpoenaed for court duty shall receive from the Publisher the difference between his jury or court duty pay and his regular pay, for the time actually spent on jury or court duty.

Section 13

21

SECTION 13

NOT LESS THAN ADA Y'S PAY

Employees who are hired and start work on time in the Publisher's plant shall not receive less than a day's pay except when discharged for cause or when special arrangements are made as provided in Section 12.

22

SECTION 14

LUNCH PERIOD

Section 14(a) Within any scheduled day or afternoon shift, there. will be an unpaid meal period ofbetween thirty (30) and sixty (60) minutes as designated by the Publisher. The unpaid meal break on days, afternoons or the half hour paid lunch on nights wi,ll be scheduled to commence no earlier than the two (2) hour point of the shift and no later than the four and three quarter ( 4-3/4) hour point of the shift.

Section 14(b) If the lunch period nas not started by the four and three quarter (4-3/4) hour point on nights, a half hour penalty payment will be made at the overtime rate.

Section 14( c) In the event of poor press perf01mance or emergency run situations, the run will continue and the foreman and the Chapel Chairman will consult, if possible, establishing a rotation schedule ensuring a fifteen (15) minute lunch break for each person in the crew. Those receiving between fifteen (15) minutes and twenty-nine (29) minutes will be paid thirty (30) minutes overtime, while those receiving less than fifteen (15) minutes lunch break will receive sixty ( 60) minutes overtime. The payment in (c) shall be in addition to any payment made in (b) above.

Section 14( d) On any pre or post shift overtime, an unpaid break of forty-five ( 45) minutes may be scheduled by the foreman to start no later than 5:45p.m. If a lesser break is requested and agreed to by all affected Chapel Chairmen, the foreman of the room(s) in operation will attempt to accommodate the request.

Section 14( e) Overtime in excess of two (2) hours following a regular shift shall entitle the employee to a meal allowance of $13.00 or a Company supplied meal of equivalent value.

Section 14(f) If a run extends for more than two (2) hours beyond the overtime meal break or two (2) hours beyond completion of a regular shift if a meal break is waived, each person employed on the run shall receive a fifteen (15) minute paid break. The foreman of the room(s) and the affected Chapel Chairmen shall consult as to when the breaks will be given.

23

SECTION 15

SLIDE HOURS

Section 15(a) The Publisher may call men to work at any time and for the purpose of determining the rate of pay which applies, it shall be understood that day rates shall apply to all starting times which commence between 6:00 a.m. and 10:59 a.m., afternoon shift rates shall apply to all shifts which commence between 11:00 a.m. and 6:59 p.m., and night shift rates shall apply to all shifts which commence between 7:00p.m. and 5:59a.m. In no case, however, shall overtime on a day shift be construed as making night rates applicable to work which in the absence of overtime would be at day rates, and overtime worked at the end of a day shift shall not change such shift to an afternoon shift.

Section 15(b) Where pre-shift overtime does not run immediately prior to the regular shift, the union will supply the complement of men required from those volunteering on their day off or from those assigned to that regular shift. A man working such preshift overtime on his day off will be paid regular overtime rates for the first three (3) hours. Should this preshift overtime exceed three (3) hours, a man working on his day off will be paid equivalent to a sixth shift. It is understood that the provisions in the above overrule Sections 18 and 24.

24

SECTION 16

STANDARD WORK WEEK

Section 16 (a) The standard work week for days, afternoons or nights shall be thirty-seven and one-half(37-1/2) hours. The maximum unit ofhours (not including overtime which shall be worked as per Section 23) to constitute a day, afternoon or night shift's work shall be nine and one-quarter (9-1/4) continuous hours exclusive of a ltmch time without pay (or as otherwise provided in Section 14(a)). A week's work on days, afternoons or nights may be a combination of five (5) day, afternoon or night shifts. No employee will

c be compelled to work as acstandard work week a combination involving all three (3) shifts.

Section 16(b) The use of the term Standard Work Week in this agreement shall not be construed as a guarantee by the Publisher of a given number of hours per week or per day.

Section 16(c) It is hereby expressly understood that a situation is only created by the decision of the Publisher or, unless otherwise designated, if extra work is called for and supplied on the same shift on five (5) separate days per week (four ( 4) separate days per week on nights) for three (3) consecutive weeks, a situation shall be created. For the purpose of this sub-section, "extra work" shall refer only to "extra office days" called for by the Publisher, and shall have no reference to work done by substitutes who are replacing situation holders absent for any reason.

Section 16(d) Any member of the bargaining unit, providing the foreman is notified and agrees, shall have the right to hire a competent substitute in his place at any time other than during a vacation or a holiday period. The Publisher shall determine whether or not substitution shall be made during a vacation or holiday period, or personal illness, and shall order such substitutes as may be required.

Section 16(e) An employee shall not be required to begin his regular scheduled shift earlier than eleven (11) hours following the end ofhis previous regular scheduled shift.

Section 16(f) The provisions of Section 16 (a), 16( c), and 16( d) do not apply to part-time employees. Additionally, the provisions ofSections 12, 13, 14, 18, 19, 20(a), 20(c), 21, 24, 25, 28, 31, 32 and 39(a), plus any sick pay provisions, are excluded for part-time employees. It is agreed that part time employees with continuous service since May 31, 1998 will qualify for the statutory holiday provisions of Section 31 pro-rated to their average shift length.

25

Section 16(g) Overtime at the rate of one and one half (1 1/2) times the base hourly rate will be paid to part-time employees for time worked beyond 9 1/4 hours in a shift or 37 1/2 hours of straight time in a week. (Sunday to Saturday)

Section 16(h) The employer shall make up the difference between jury duty fees and basic non overtime earnings for scheduled time lost by employees to serve on juries.

Section 16(i) For the purpose of statutory holiday entitlement for part -time employees, the provisions of the Ontario Employment Standards Act will apply.

Section 16(j) Part time employees shall be paid 6% of their regular wages in lieu of annual vacation each year. Part time employees with 8 years service shall be paid 8% of their regular wages in lieu of annual vacation each year. Q D

Section 17

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SECTION 17

FOREMEN EXEMPT

Superintendents or foremen shall not be subject to minimum wage or maximum hour provisions of this agreement. However, nothing in this section should be taken to mean that a foreman canying out the work of a pressman can work more than the number of hours specified in Section 16(a), in a standard work week without being paid overtime for hours of production in excess of such number of hours.

Section 18

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SECTION 18 OFF DAYS DESIGNATED BY FOREMAN

The foreman shall post rotating schedules providing for two (2) days (three (3) days off for a four (4) night work week) off within any calendar week for all full time employees covered by this agreement. In the event that regular shifts are established involving Sunday work, the Company will strive to create schedules providing for two (2) consecutive days off for those employees regularly working on such shifts. While manpower requirements at this time of the signing of this agreement do not necessarily provide for identical schedules within individual classifications, the Company will work toward such scheduling as soon as producticm requirements permit. If it becomes necessary to change the day off schedule, the man affected shall be given at least two (2) week's (twelve (12) working days [fourteen (14) working days if a Sunday paper is published]) notice. If a man works on his regularly scheduled day off, he shall be paid at the rates outlined in Section 24.

Section 19

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SECTION 19

SUBSTITUTION FOR TIME OFF

Any member of the bargaining unit shall havethe right to hire a competent substitute in his place at any time other than during a vacation, holiday period, leave of absence or personal illness, providing the foreman has been notified and agrees he requires a substitute. The Publisher shall determine whether or not substitution shall be made during a vacation, holiday period, leave of absence or personal illness and shall order such substitutes as may be required. There shall be a maximum of one competent man per press from outside the Chapel on any particularoday. An indiVidual from outside the Chapel will normally be assigned to a reel operation. In the event that a substitute proves unsatisfactory, the Chapel will be advised in writing.

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SECTION 20

CALL OF TIME

Section 20(a) When a regular man does not report, either in person or by telephone, within ten (I 0) minutes after the hour for beginning work and the foreman requires a substitute, the foreman, through the Chapel Chairman, shall place a previously recognized substitute in his place. A regular shall not employ an umecognized substitute without the foreman's approval. Such substitute, if he fails to show up for work on time, and not the regular, shall be held responsible. In an emergency, the substitution can be denied by the foreman.

Section 20(b) A man who habitually fails to report on time shall be subject to dismissal by the foreman.

Section 20(c) If a man fails to report as per Section 20(a) and a substitute, if required by the foreman, is not immediately available, the regular man may assume his regularly scheduled duties upon arriving late with his day's shift being reduced by the time late.

Section 21

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SECTION 21

CALLBACK

It is hereby understood that call back refers to a situation wherein an employee having finished his shift and left the building is called to return to work prior to his next regular shift, for pre shift overtime in excess of three (3) hours, or for a previously unannounced sixth shift. For a call back, the employee shall receive $7.00 for the call, $8.00 in the third year of the contract, the extra time at the overtime rate, such pay to be for a minimum ofthree (3) hours. Should the Publisher, through his representative, call back an employee before he has left tile building, such employee will be offered a minimum of one ( 1) hour's work at the regular overtime rates.

Section 22

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SECTION 22

CHAPEL MEETINGS

All chapel meetings shall be held outside of working hours, except by permission of the foreman, but in no instance shall they delay publication.

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SECTION 23

OVERTIME

Section 23(a) Overtime is hereby defined as work in excess of the number of hours established for a day shift, night shift, split shift or other regular shift (excluding any period allowed for lunch). The Union shall, in all cases, supply the number of men required by the foreman, providing such competent men are suitable to the foreman for the job requirements. The foreman, on request, will provide verbal reasons if he judges the complement unsuitable. Overtime shall be paid at the overtime rate.

Section 23 (b) The overtime rate of pay is one and one-half (1-1/2) times the regular rate. For pre and post shift overtime in excess of 3 hours, double the regular rate will apply.

Section 23(c) Overtime for the sixth shift (fifth shift on a four night work week) shall not be paid until after the number ofhours specified in Section 16(a) have been worked in the standard work week, which shall be determined from time to time by the Publisher, or after the number of hours specified in Section 16(a), exclusive of lunch (inclusive of lunch on nights), have been worked in a standard shift.

Section 23(d) Overtime rates shall be applied to the normal hourly wage (exclusive of premiums, and shift differentials) paid to an individual.

Section 23(e) Overtime shall be paid in fifteen (15) minute increments after the hours of the normal shift have been worked.

Section 23(f) Overtime in the press room will be specified to the Chapel Chairman by the foreman. The Chapel Chairman will designate the actual men to serve, providing that the men so designated are suitable to the foreman for the job requirements. The foreman, on request, will provide verbal reasons if he judges the complement unsuitable. The Chapel Chairman will be responsible for fair and proper allocation of such available overtime hours within the bargaining unit.

Section 23(g) Whenever possible, except in emergencies, one day's notice will be given for ove11ime involving working pressmen covering press maintenance.

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SECTION 24

SIXTH SHIFT PROVISION

Section 24 (a) Excepting Section 25, when the Publisher employs a person who has already worked five (5) shifts (four (4) shifts on a four night work week) at straight time within the standard work week, said person shall be paid at the rate of time and one-half for any additional shifts worked within said standard work week. Such shift to be a full shift as specified in Section 16.

Section 24 (b) In cases where an employee is called to work a sixth shift (fifth shift on a four night work week) and the eompany subsequently cancels the shift, the Company must inform the union at least four hours before the start of the shift. If the union is not informed and the employee arrives at The Spectator to work the shift, the employee will be sent home and will be paid three (3) hours at the overtime rate.

Section 25

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SECTION 25

SUNDAY WORK

Sunday work as part of a standard work week shall be at straight time rates. Any Sunday work other than as part of a standard week shall be at time and one-half (1-1/2) regular rate.

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SECTION 26

ROOM MANNING

Description of Press ... Goss Metro/Metro liner Offset, double width presses of eleven units each. Presses are designated as Red, Green and Blue.

The Red and Blue are interselectable to a maximum of 14 units.

The Red and Green each have single folders. The Blue has double folders.

Section 26(a) In recognition of the acceptance of the room manning concept, the Publisher shall guarantee employment in the pressroom to all press journeymen with continuous service from December 13, 1983, the date ofthe signing ofthe room manning agreement, ensuring that none of the above are laid off due to the introduction of new processes.

Section 26(b) The Publisher agrees to utilize all available manpower in the room on a given day with due cognizance of individual press needs on start-up and unusual situations as they develop.

Section 26( c) The minimum crew on any press operating on The Spectator shall be five ( 5) including leadhand. Any proposal to use less than five (5), including a lead hand, for contract or commercial printing, shall be reviewed with the Chapel Chairman. It is understood that when operating with one web, the minimum crew, including leadhand, shall be four (4). The Company will approach the Union to operate with a crew of four (4) when running with two (2) webs, the Union will not unreasonably deny these requests. However, production shall not be delayed in any instance. The Company undertakes not to make unreasonable application ofthe concept of room manning.

Section 26( d) The guarantees provided by this agreement are personal to the present press journeymen and shall continue so long as they report for work and the Publisher is able to p1int and publish or until said employees retire, resign, die or are discharged for cause.

Section 26(e) Nothing in this section shall prevent the foreman in charge of the pressroom or any of his assistants from working on the press in any capacity at any time.

Section 26(f) Men employed as part of a press crew will not be taken off an operating press to do make-ready during a press run, except if the operating press to which they have been assigned is down.

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Section 26(g) Additional presses- If during the life of this agreement presses of sizes or types not covered by this agreement shall be installed or modifications or improvements added to the existing presses, presses shall be operated in accordance with the contractual arTangements detailed and encompassed by this overall agreement. Under no circumstances will the operation of such new press units or additions or modifications be delayed.

Section 26(h) The press crew or part thereof may work on more than one press or be transferred from one press to another during a standard shift at the call of the foreman.

Section 26(i) It is acknowledged that in the course of maintenance, a press may be test run by qualified mechanical personneL Under no circumstances is ili:is construed to indicate that finished saleable product may be produced. Such tests are to be limited and the Union advised of such requirements.

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SECTION 27

NO IDLE PRESS

Section 27(a) If for any reason the union is unable to provide the number of crew members required by the foreman at any time, assuming reasonable prior notice has been given the Union by the Publisher's representative, the presses shall be operated for the run called for by the Publisher according to normal makeup provisions with the available crew and, if necessary, in extreme emergency such assistance as may be provided by the Publisher. Under no circumstances will the presses fail to start or be operated because of the Union's inability to provide crew members.

Section 27(b) The Union and the Company will work to provide and approve a sub-line to assist towards providing the number of crew members required by the foreman. In the event that the operation of a press results in undermanning in the judgement of the foreman and providing reasonable prior notice has not been given to the Chapel Chairman, the Publisher will make every effort to reschedule the extra run after the completion of the daily requirement.

Section 28

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SECTION 28

EMERGENCIES, EXTRA EDITIONS

In the event of emergencies or of "extra" editions, every effort should be made to secure a full press crew, as required by the foreman, but if the full crew has not been secured by the foreman working through the Chapel Chairman or Union representative or directly in their absence, then the foreman, those men available, and others as provided by the Publisher, shall proceed to prepare for the edition and, if necessary, run off such edition before the entire crew reports. In such cases, all those originally called and reporting wi-thin one (l) hot:Ir of the assigned starting time shall be paid for the full shift. Any employee failing to arrive within one (1) hour after the announced shift start, if he is required by the foreman, shall be replaced by the Union. Such replacements will be paid from their arrival to the end of the emergency crew's shift. All rates of pay would be in accordance with Section 11 of this contract.

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SECTION 29

OUTSIDE WORK

Section 29(a) It is specifically agreed and understood that the Publisher shall have the right at all times·to use the employees of the pressroom in the printing of any product under his ownership or contract. Journeymen and apprentices shall perform all work pertaining to press work that the foreman shall direct during the regular hours.

Section 29(b) Should it be desirous during the life of this agreement, the Union acknowledges its cooperation to provide training for pressmen from other newspapers. Under no circumstances shall the Union be asked to provide training for personnel from newspapers or printing plants engaged in a strike or lockout. All training shall be under the direction of the foreman with the actual programs to be fully discussed through the press training committee.

SECTION 30

APPRENTICE TRAINEES

Intent: Parties agree to modify apprenticeship program as well as the GCC mandatory apprenticeship program.

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Section 30 (a) The Publisher or his representative may select and employ not more than one (1) apprentice for each five (5) pressmen, or major fraction of five (5). The term of apprenticeship shall be four ( 4) years. The Publisher shall afford an apprentice every opportunity to master the work of a pressman and to this end, the Publisher's representative in the pressroom, as the apprentice progresses in cofupetency and fitness, shall assign to him any and all types of work he c

deems consistent with good management and fairness to regularly employed pressmen. In case of sickness or layoff of an apprentice, the Publisher shall not be obligated in any way to employ a pressman as a substitute.

Section 30 (b) For training of apprentices and upgrading of pressman, it is agreed that the Publisher and the Union shall each appoint two (2) members to serve on a training committee which will make recommendations to the foreman on matters relating to the training of apprentices. All training shall be under the direction of the foreman in accordance with the training plan, which shall be set up by the training committee. Apprentices shall be considered probationary employees, subject to review by the foreman, for the first ninety (90) shifts worked. Additionally, the training committee will assess the apprentice's performance at the six ( 6) month, twelve ( 12) month, eighteen ( 18) month and

. twenty-four (24) month points. Should, as a result of this assessment, a majority of the training committee find the apprentice's performance unsatisfactory, he may be removed from the pressroom. Discharge during the probationary period shall not be subject to the grievance procedure. Additionally, similar to the provisions of Section 30(e) requiring apprentice pressmen to meet G.C.C. educational requirements, apprentices failing to meet the training requirements established by the Company shall forfeit their positions as apprentice pressmen provided the Company's training requirements were made known to the training committee at the start of the apprenticeship.

Section 30(c) An apprentice, after 30 days of training or orientation, may be included as a crew member, if necessary, to complete the requirements of the foreman for a specific day or situation. Apprentice training will be monitored by the training committee.

Section 30( d) No employee of the Company's pressroom shall be classed as an apprentice pressman unless he is registered with the Graphic Communications Conference/International Brotherhood of Teamsters' and takes the ApprenticePressman's Correspondence Course. The apprentices shall be subject to the same contract that governs the activities of the pressmen.

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Section 30(e) The Graphic Communications International Union obligates itself to furnish the apprentices with a free correspondence course dealing with technical questions involved in the operation of newspaper printing presses and in dealing with paper and inks, and to render such other assistance as may be necessary to carry out the joint obligations aforenoted. Apprentice pressmen failing to meet the educational requirements established by the G.C.C. shall forfeit their positions as apprentice pressmen.

Section 30(f) Apprentices shall be physically fit, shall have Grade Xll education or be able to pass any test the Company deems necessary, and shall be able to read manuscript intelligently. Apprentices shall be trained under the direction of the foreman in accorcfance with the Apprentice Training Plan, which shall be set up by the apprentice training committee outlined in Section 30(a).

Section 30 (g) The scale of wages for a Pressman Apprentice Trainee is as follows:

Base Rate (per hour) Afternoon Shift Night Shift Year 1 $13.30 $14.80 $15.00 Year2 $14.30 $15.80 $16.00 Year3 $15.30 $16.80 $17.00 Year4 $16.30 $17.80 $18.00

Section 30(h) When a pressman apprentice has completed his apprenticeship, he will continue to be employed as an apprentice trainee at 75% of the Pressman 1 rate until a Priority substitute position becomes available.

Apprentices shall have a guarantee of full time hours but will be considered part time for all other purposes of the agreement. Apprentice Trainees will be eligible for up to 6 months of sick pay benefits once they have completed the probation period.

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SECTION 31

HOLIDAYS

Section 31 (a) On the following eleven ( 11) holidays all employees, whether or not such employees actually work on the holiday, shall be paid at their normal straight time rate or shall receive an alternate day off as provided in Sections 31 (b) and 31(c). The recognized holidays are: New Year's Day, Family Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour Day, Thanksgiving Day, Christmas Day, Boxing Day and the employee's birthday.

Section 31 (b) An empl6yee assigned to work on a statutory holiday shall be paid at the rate of time and one-half for hours worked and shall be granted a day off with pay at a time mutually agreed upon between the employer and the employee. Where such alternate day off cannot be arranged , the time for such day will be added to the employee's timebank as long as the total hours within the timebank do not exceed 75 hours. In cases where the total hours in the timebank exceed 75 hours, then the time for such day will not be added to the time bank, but the Company will schedule the day off on a day immediately following or before the employee's regular day off.

Section 3l(c) If a statutory holiday or the employee's birthday falls on an employee's scheduled day off or during an employee's vacation period, the employee shall be entitled to an alternate day off at a time mutually agreed upon between the Employer and the employee. Where such alternate day off cannot be arranged, the time for such day will be added to the employee's timebank as long as the total hours within the timebank do not exceed 75 hours. In cases where the total hours in the timebank exceed 75 hours, then the time for such day will not be added to the time bank, but the Company will schedule the day off on a day immediately following or before the employee's regular day off.

Section 31 (d) In addition to the eleven ( 11) recognized holidays provided for in Section 31(a), all employees shall be entitled to one additional floating holiday at their normal straight time rate, to be taken at the discretion of the foreman.

Section 31 (e) Should the Company be required by statute to add another holiday, it will not reduce the holiday complement above.

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SECTION 32

VACATIONS

Section 32(a) All regular job holders and apprentices holding jobs and working thereon the entire previous twelve (12) months as of the 30th day of June shall be entitled to two (2) weeks' vacation with pay, at their regular rate. A week of vacation is understood to mean five ( 5) working days or four ( 4) nights, during the normal period June 1 to September 30.

Section 32(b) All regular job holders and apprentices holding jobs and working thereon the entire previous five (5) months to the 30th day of June shall be entitled to one

c (1) week's vacation at their regular straight time pay duringcthe year in c

question.

Section 32(c) All regular job holders who have had regular employment with the Publisher by June 30th shall be entitled as follows: 3 years' regular employment for three (3) weeks' vacation at straight time pay.

Section 32(d) All regular job holders who have had six (6) years' regular employment with the Publisher by June 30th shall be entitled to four ( 4) weeks' vacation at regular straight time pay.

Section 32(e) All regular job holders who have had fifteen (15) years' regular employment with the Publisher by June 30th shall be entitled to five (5) weeks' vacation at regular straight time pay.

Section 32(f) All regular job holders who have had twenty-three (23) years' regular employment with the Publisher by June 30th shall be entitled to six (6) weeks' vacation at regular straight time pay.

Section 32(g) For each senior employee with over twenty-seven (27) years' continuous service with the Company, one (1) day's straight time pay for each year of service in excess of twenty-seven (27) will be credited to the employee and paid to him approximately two (2) weeks prior to Christmas of the year in question.

The anniversary date of continuous employment will be the applicable date for the purpose of calculating long service entitlement. Alternatively, at the employee's option, up to fifty per cent (50%) ofhis eligibility under this clause may be taken as days off at the regular rate of pay, as scheduled by the foreman. Arithmetic round-offs relating to days off will favour the employee's choice.

Section 32(h) It is agreed that an employee with eight (8) years' continuous service or more with the Company may be granted a leave of absence without pay up to ten

44

(1 0) weeks. A senior employee of twenty (20) years' service or more may apply for a leave of up to twenty (20) weeks. The provisions of such leave are: (i) he does not engage in other employment during the leave; (ii) such leave of absence shall be taken at a period so as not to conflict

with the operation of his department; (iii) application ip writing shall be made through the foreman to the

Publisher whose decision shall be final.

In addition the Publisher may consider time off for compassionate reasons where an employee's spouse or child is terminally ill. Application for such leave should be made through the foreman to the Publisher whose decision shall be final.

Section 32(i) Where an employee is entitled to three (3) or four ( 4) weeks' vacation, he will receive two (2) weeks concurrently in the period June 1st to September 30th and the third or fourth week during the remainder of the year. The entire year shall be open for vacation. All vacation choices to be approved by the foreman.

Section 32(j) Employees on vacation have no right of substitution, the Publisher retaining the sole right of determining how many, if any, replacements are to be hired.

Section 32(k) To be eligible for a vacation, the member must be an employee and available for work at the time the vacation is taken. All vacation credits shall be paid when members cease to be employees of the Company. The vacation schedule will be made available to the Union by the end of the first week in October. Once the vacation schedule has been received by the union, the company will only make necessary changes to the schedule in the event of extenuating circumstances or an emergency business need.

Section 32(1) The vacation shall be a rest period for work performed and to be performed, and in no way shall be considered part of compensation. Vacation selection shall be on the basis of priority.

Section 32(m) It is understood that on termination of employment the employee will receive payment for unused vacation accrued to the date of departure. Likewise the employee will receive payment for long service days accrued but not taken or paid at the date of deparh1re.

Section 32(n) Up to two (2) weeks of an employee's vacation may be taken as individual days off, provided the taking of such days does not create additional cost (overtime or otherwise) to the Company. Timing of the days off will be subject to approval of the foremen. In cases of conflicting vacation dates, requests for individual days off will not be given priority over requests for full weeks.

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SECTION 33

SENIORITY

Section 34 (a) For the purposes of this agreement, the parties recognize and agree that "seniority" shall be defined in terms of an employees total length of continuous service as an employee of the employer and shall be the basis upon which an employee's entitlement to service related benefits, such as vacations with pay but not vacation scheduling shall be determined in the absence of a specific provision to the contrary

Section 34 (b) The parties further agree, that for the purpose of this agreement, "priority" shall be defined as the relative ranking of employees who are employed in the same job classification (Lead hand, Pressman 1, Priority substitute and apprentice trainee comprise one classification of "Pressman") in the pressroom and shall be determined on the employee's length of service in their classification, following satisfactory completion of the probation period.

Section 34 (c) In the event that two or more employees have the same priority date, continuous pressroom service shall be the criterion applied in regard to all differentiations in the application ofthe terms of this agreement.

Section 34( d) The Company agrees to the principle of full training for all pressmen. Such training will be scheduled to develop all individuals to cover all operating positions including actual operation of the presses. A training position does not merit premium pay. The decision for replacement of any lead hand will remain the sole decision of the Publisher.

Section 34( e) A probationary employee may be dismissed for any reason in the sole discretion of management and such employee shall not have any recourse to the grievance or arbitration procedure with respect to discharge or any disciplinary action imposed. New employees will be considered probationary employees for the first ninety (90) shifts worked.

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SECTION 35

SEVERANCE PAY

Section 35(a) In the event of merger, consolidation or suspension of publication except where suspension is due to fire, flood, acts of war, riot or insurrection, strike or boycott or acts of God, involving the newspaper covered by this agreement, all employees released shall receive eight ( 8) weeks' severance pay at the employee's straight time rate ofpay.

Section 35(b) Employees, including apprentices, released by the Company after two (2) years' service shall receive two (2) weeks' regular straight time rate pay for each year's service over two (2) years, up to a maximum of forty-two ( 42) weeks' pay. It is agreed that any employee discharged for cause or leaving vohmtarily, shall have no right to severance pay under this agreement.

Section 35( c) It is agreed that the Company is not liable for severance pay in the event of suspension of publication due to any illegal action by the employees. Members willing to fulfill their agreed obligations under this contract would be excepted.

Section 36

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SECTION 36

FUNCTIONS OF MANAGEMENT PRESERVED

The union acknowledges that insofar as it does not conflict with the terms of this agreement, it is the function of the Publisher to: (a) maintain order, discipline and efficiency; (b) generally to manage the industrial enterprise in which the Publisher is

engaged and without limiting the generality of the foregoing, suspend or discharge for cause; direct the working forces, including the right to plan, direct and control plant operations; make rules and regulations not inconsistent With the terms of this agreement and to require c

observation thereof by employees; determine the product or products to be produced; the schedules and means of production, processes, and all other functions and rights of management not otherwise excepted by this agreement,

(c) the exercise of the foregoing rights shall not be used to discriminate against any employee and shall be exercised in a manner consistent with the other provisions of this agreement.

Section 37

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SECTION 37

PREMIUM RATES

Nothing in this agreement shall prevent the Publisher from paying workmen higher rates of wages than the scales contai'ned elsewhere herein for premium work. Such higher rates to be applicable to the period when the premium work is perfonned. All journeymen pressmen when performing such work will be treated equally.

Section 38

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SECTION 38

RECORDING OF WORK

It is agreed that at any time and for any period deemed necessary by the Publisher, employees may be required to record work done or work in process on such form or forms as may be supplied by the office.

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SECTION 39

BENEFITS

Section 39(a) For all eligible full time employee$ on the active payroll effective September 15

\ 2012 and for the remaining term of this contract, the monthly premiums for the Dental Plan and Supplementary Medical Plan shall be shared 80% by the employer and 20% by the employee, paid through payroll deductions. All new employees hired after date of ratification will be part of the Metroland Benefit plan according to the terms and cost sharing formulas of those plans.

The Company agrees to continue or improve such contributory benefit plans as may be in effect at the date this agreement is signed throughout the life of this agreement providing, however, that it is mutually agreed that the Company may change, discontinue or replace any of these plans during the life of this agreement if the Company considers such change, discontinuance or replacement to be wise in the interests of its employees, provided such discontinuance is made desirable in the interests of the employees by the government instituting benefit plans which made the present plan or plans obsolete.

For all eligible, full-time employees on the active payroll during the term of this contract, the Company will pay 1 00% of the monthly premiums for group life msurance.

During the term of this contract, for eligible, full-time employees on the active payroll_,_ the Company will facilitate the payment of employee premiums related to basic coverage under a long-term disability plan. For clarity, emollment is mandatory and premiums are 1 00% employee paid. The Company takes no responsibility for the processing and/or adjudication of LTD claims.

Section 39(b) Part time employees who have worked an average of twenty (20) hours per week over the previous twelve (12) month period are entitled to participate in the Company's supplementary medical plan. The monthly premium shall be shared 50% employer and 50% employee with the employee share paid through payroll deduction. All new employees hired after date of ratification will be part of the Metroland Part-time Benefit plan according to the terms and cost sharing formulas of those plans.

Section 39(c) The current pension plan will be closed to new member's effective the date of ratification. New employees hired after the date of ratification will be eligible for entry into the Metroland Group RRSP/DPSP according to the terms of that plan. Current employees who are not members of the DB pension plan, may choose to enter the new Group RRSP/DPSP at any time.

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SECTION 40

COMPUTERS

Section 40(a) Any special purpose computer installed and utilized by the Publisher in the pressrooms covered by this agreement shall be under the jurisdiction of the bargaining unit.

Section 40(b) In the event of new equipment being installed within the jurisdiction of Local 100-M, the Company agrees to retrain whenever possible, any member of the pressroom staff who might be displaced by such an installation.

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SECTION 41

NEWSPRINT HANDLING

Section 41 (a) It is agreed that all equipment involved jn handling newsprint rolls shall be operated by paperhandlers or apprentice. trainees. Said handling shall include day shift, night shift and split shift and overtime necessary to print all products. Additionally, any necessary stripping of cores shall remain the responsibility of the paperhandlers or apprentice trainees.

Section 41 (b) Handling of newsprint rolls by pressmen will commence when newsprint rolls have been placed upon pressroom railway trucks.

Section 41 (c) The Publisher agrees that if an afternoon or night printing shift is established, a minimum of two (2) paperhandlers will be assigned to such a shift. Additionally, in the event that overtime in excess of two (2) hours is called on any shift, such overtime will include paperhandling staff, if required. Normally, there will be at least two people in the warehouse at any time when paper is being removed or stacked in vertical storage.

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SECTION 42

SAFETY

Section 42(a) The Publisher agrees to subsidize, within reasonable limits, the cost of safety work boots or safety work shoes and safety prescription glasses for those who need them for regular duties. The foreman will supply, at his discretion, a signed form for the provision of the above items. Safety work boots or safety work shoes must be worn at all times while on duty.

Section 42(b) The Company agrees to bear the cost ofhearing protection, masks, and safety gloves. The wearing of heari"'ng protection in the pressroom is mandatory when the presses are running.

Section 43

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SECTION 43

SOLE AGREEMENT

This agreement consolidates and replaces all existing or previous commitments between the Publisher and the union, and this agreement alone shall determine the relationships between the Publisher and the union subject only to interpretation of its vmious clauses where some honest dispute may arise between the contracting parties with respect to the application of the terminology to administrative practices.

- - - ------------------------------- ------ - ---- _,

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SECTION 44

MAINTENANCE CREW

Preamble

The Graphic Communications Conference Local 100-M subordinate to the Graphic Communications Conference/lntemational Brotherhood of Teamsters', and The Spe~tator, jointly acknowledge cooperation in maintaining a maintenance crew to service and repair all machines and devices within the jurisdiction of the Production Department except those services which, by their nature, must be performed by the manufacturer or other specialist employed by the PuDlisher. It is uncferstood that all references to seniority in this section refer to priority as defined in Section 34(b) of this agreement.

Equipment Servicing

Section 44(a) It is agreed that the maintenance crew, may be assigned to work on equipment within any area under the direction of the maintenance foreman or his assistants.

Section 44(b) Additional positions or apprenticeships created as part of the maintenance crew shall be posted on the bulletin boards within the workplace.

Section 44(c) The Company retains the right to hire such qualified help as it needs from outside the bargaining unit.

Section 44( d) ln the case of maintenance training positions requiring new technical skills, the Union recognizes that aptitude must be considered in the selection process. If a member is denied a posting because of aptitude, he shall have the right to review his own aptitude tests with management before a fmal decision is made.

Section 44(e) Overtime for maintenance personnel will be subject to the intent of23(a) except that it is agreed that the Company can call for, and the Union will supply, competencies needed to meet the overtime situation. It is understood that competencies refers to job function rather than the individual's skill leveL It is agreed that equal opportunity for training in the maintenance area will be provided for those desiring it. Under no circumstances will this clause be used to discriminate in the allocation of overtime.

Section 44(f) Notwithstanding Section 32(i), in terms of planning for vacations, the maintenance crew shall be considered as one unit and a separate vacation posting shall apply.

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Section 44(g) In the event of layoff or reduction of staff affecting the maintenance crew, the order of reductions will depend upon the start date of continuous employment for the employee. The individuals first dismissed shall be of the lowest seniority from within their work classification of machinists or electricians. Accordingly, the reductions will be in the classifications of machinists or electricians as required, rather than within the entire maintenance crew.

Section 44(h) In rehiring following a layoff or reduction of the maintenance crew, those individuals last dismissed shall be first reinstated. In such cases reinstatement will be in the classification required (machinist or electrician) and those individuals last dismissed within those classifications shall be first reinstated.

Section 44(i) Any grievances shall be handled by the individual member through I:ocal 100-M.

Section 44(j) The Company acknowledges that an apprenticeship program shall be established within the maintenance crew as conditions warrant Under 30(b), the Union will appoint two (2) representatives from within the production maintenance department to sit on the apprentice training committee. Ratios and term of apprenticeship will be mutually agreed through the Joint Standing Committee

Section 44(k) The maintenance staff day-off schedule shall remain unchanged until such time as production requirements may require changes. If and when these changes are necessary, the procedures for said changes will be discussed and two weeks notice will be given. Under no circumstances will operation be delayed by failure to reach mutual agreement.

Section 44(1) Where an employee is entitled to two (2) or more weeks vacation, the entitlement under Section 32(i) to receive two (2) weeks in the June 1st to September 30th period shall apply. However the entire year shall be open for vacations subject to approval by the foreman.

Section 44(m) (i) Within any scheduled working day, there will be an unpaid meal period ofbetween thirty (30) and sixty (60) minutes as designated by the Publisher. This thirty (30) to sixty (60) minute break shall begin no later than five and one-half (5-1 /2) hours after the commencement of the shift. If the lunch period is started after the five and one-half (5-1/2) hours time period, a half hour (1/2 hour) payment shall be made at the overtime rate.

(ii) In the event of emergency, the foreman and the Chapel Chairman will consult, and establish a staggered lunch break schedule. This cover shall ensure a fifteen (15) minute lunch break for each man. Those receiving between fifteen (15) minutes and twenty-nine (29) minutes will be paid thirty (30) minutes overtime, while those receiving less than fifteen (15) minutes lunch break will receive sixty ( 60) minutes overtime.

The payment in (ii) shall be in addition to any payment in (i) above.

This clause replaces 14(a), 14(b) and 14(c) in the Master agreement for maintenance personneL

Scale of Wages

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Section 44(n) The Publisher agrees to pay electricians and machinists (millwrights) not less than the following minimum rates of compensation:

Date Base Rate Afternoon Shift Night Shift June 1, 2007 $29.31 $30.81 $31.01

Effective June 1, 2008 only the above listed classification wage rates shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).



Section 45

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SECTION 45

BEREAVEMENT

In the case of a death in their immediate family, a member of Local 100-M shall be entitled to three (3) working days bereavement leave with pay. The immediate family shall include the employee's spouse, mother, father, sister, brother, children, mother-in-law, father-in-law, sister-in-law, brotherin-law, grandparents, grandchildren, step-father, step-mother, step-father-inlaw, step-mother-in-law and step-children. Bereavement leave will not apply when the employee is on vacation, leave of absence or drawing sick pay. c

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ADDENDUM BUILDING SERVICES DEPARTMENT

The Publisher recognizes the Graphic Communications Conference/International Brotherhood of Teamsters', Local 100-M, as the sole and exclusive bargaining agent for employees in its Building Services Department in the City of Hamilton and this addendum is attached to and forms part of the agreement between The Spectator (A Division of Metroland Media Group, Inc.) and Local 100-M ofthe GCC/IBT and pertains to these employees with the exceptions, under the certification issued May 18, 1994 by the Ontario Labour Relations Board.

i) This addendum covers all employees of the Building Services Department in the City of Hamilton, save and except Assistant Supervisor and persons above the rank of Assistant Supervisor.

ii) The following sections of the Local 100-M collective agreement are excluded for employees of the Building Services Department: 2, 6, 11, 12(a), 13 for parttime, 14, 15(b), 16, 18, 19, 20, 23, 24, 25, 26, 27, 28, 29, 30, 31, 32, 34, 39(a) for part-time, 40, 41, and 44. Section 32(g) is included for full-time employees of the Building Services Department.

iii) Scale ofWages:

Full Time General Handyman

Year June 1, 2007

Full Time Janitor/Labourer

Year June 1, 2007

Part Time Janitor/Labourer

Year June 1, 2007

Part Time Baler

Year June 1, 2007

Rate per hour $22.26




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Effective June 1, 2008 only the classification of Part-Time Baler wage rate shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent ( 1.5%) and the maximum shall be no more than three percent (3.0%).

Effective June 1, 2009 the above listed classification wage rates* shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).

Effective June 1, 2010 the above listed classification wage rates* shall be increased by the annual average percentage change in the CPI for Ontario, but the

~ minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).

* Only the classifications listed above that have one or more incumbents as at January 1, 2009 will be subject to the above general wage increases for 2009 and 2010.

iv) Within any scheduled working day, there will be an unpaid meal period of between thirty (30) and sixty (60) minutes as designated by the publisher. This thirty (30) to sixty (60) minute break shall begin no later than five and one-half (5-1/2) hours after the commencement of the shift. If the lunch period is started after the five and one-half (5-1/2) hour time period, a one-half (112) hour payment shall be made at the overtime rate. In addition, two fifteen (15) minute break periods, with pay, shall be given by the Company during each seven and one-half (7-1/2) hour shift. The first break will be before the meal period and the second break will be after the meal period.

v) When a statutory holiday falls in the work week, part time employees in the bargaining unit will be paid seven and one-half (7 -1/2) hours straight time wages if: a) He/she has completed three (3) months' service. b) He/she has worked at least eight (8) days in the prior four ( 4) week period. c) He/she worked their regular scheduled day of work preceding and following the holiday.

In addition, those who work on a statutory holiday or day designated as such by the Company, will be paid one and one-half (1-1/2) times the base rate for the number of hours worked.

vi) The standard work week for full time employees may comprise a combination of days, nights or afternoons to total five (5) shifts and thirty-seven and one-half (37-1/2) hours. No employee will be compelled to work as a standard work week a combination involving all three (3) shifts.

vii) Overtime compensation will continue as follows:

Full Time: One and one-half(l-1/2) times beyond the number ofhours established for a shift (seven and one-half (7-1/2) hours).

Sixth shift shall be paid at one and one-half ( 1-1/2) times.

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Part Time: One and one-half (1-1/2) times beyond the seven and one-half (7-1/2) hours in a shift (eight (8) hours for Saturday balers).

One and one-half (1-1/2) times beyond thirty-seven and one-half (37-1/2) hours in a standard work week.

viii) Full time employees with continuous service with the Publisher shall be entitled to vacation at their regular straight time pay according to the following schedule:

Continuous Service Vacation Entitlement during current as of June 30th vacation year Up to one year 2 weeks

After 1 full year 3 weeks 6 years 4 weeks 13 years 5 weeks 23 years 6 weeks

The vacation year is January 1 to December 31. In cases of conflict over vacation dates, seniority shall prevail. Vacation requests are subject to approval ofthe Publisher's representative.

ix) Part-time employees shall be paid 6% of their regular wages in lieu of annual vacation each year. Part-time employees with 8 years' service shall be paid 8% of their regular wages in lieu of annual vacation each year. Temporary employees shall be paid 4% of their regular wages as vacation pay at the end of their term.

x) Layoffs to reduce staff, as distinct from discharge for just and sufficient cause, may be made. Layoffs to reduce staff shall be made within the job classification involved in either part time or full time categories in the inverse order of Company seniority. A full time employee in a classification affected may elect to enter another lower full time classification in which they have proven competence, provided their total Company seniority is greater than that of the employee whom they are bumping.

xi) Full-time employees, whether or not such employees actually work on the holiday, shall receive, without loss of pay, the following nine (9) holidays: New

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Year's Day, Good Friday, Victoria Day, Canada Day, Civic Holiday, Labour

Day, Thanksgiving Day, Christmas Day and Boxing Day. Additionally, two (2)

floating days, with regular straight time pay, to be taken at a time to be mutually

agreed between the employer and the employee, shall be granted to full- time

employees each year. If a statutory holiday falls on an employee's scheduled

day off or during an employee's vacation period, the full-time employee shall be

entitled to an alternate day off at a time mutually agreed upon between the

employer and employee.

xii) Bereavement leave under Section 45 as applicable to part-time employees will

be limited to the regularly scheduled work days within the three day

bereavement period.

xiii) In the event that regular shifts are established involving a Sunday publication,

the Company will strive to create schedules providing for two (2) consecutive

days off for full time employees regularly working on such shifts.

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This agreement was entered into June 27, 2012 and ratified July 7, 2012

in the City of Hamilton.

For the Hamilton Spectator (A Division of Metro land Media Group Ltd.):

Bill Repath Director of Operations

irector of Human Res; ces

- VD~~lA.~~~ ~ACJ:inson

HR Regional Manager

ffid, Kendra Miller Regional HR Manager

Kelly Potts HR Coordinator

For the Graphic Communication Conference /International Brotherhood of Teamsters' Local lOO-M:

Chris Rotchill, Chapel Chair

It Bob Crevatin Negotiating Team

~ Kevin Logan, GCC/IBT- Loc 1100-M

./

This Agreement has been made with the consent and approval of the Graphic

Communications Conference/International Brotherhood of Teamsters' which undertakes

to guarantee the fulfillment of the conditions herein before set forth, except that the

Graphic Communications Conference/International Brotherhood of Teamsters' assumes

no liability of this contract unless said Graphic Communications

Conference/International Brotherhood of Teamsters' actually authorizes, ratifies and

actively participates in said work stoppages or breaches of this contract.

-- ------ ----~ ---- ---- --- ----~---------·-··· -----------·---------- ----------·--------- ---

Letter #1

October 20, 1995

Mr. Ed Pattison Chapel Chairman Local 176-C, Hamilton Printing & Graphic Communications Union

Dear Ed:

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In addition to the lead hand designation as it pertains to pressmen, from time to time the company uses the same designations in other parts of production.

More regular use of this designation is found in production maintenance, building services and delivery.

On such occasions, employees designated as lead hands will receive the lead hand premium presently paid to pressmen performing the lead hand function.

Sincerely,

Jack Nelson Vice President Finance and General Manager

Renewed July 7, 2012

For the Company:

Kara Bartley

For the Union:

Chris Rotchill

Letter #2

May 27,2003

Jeff Hall and Chris Rotchill Negotiating Team Local 100M Graphic Communications Union

Dear Jeff and Chris:

65

This Letter of Intent will act as confirmation of the areas undertaken during negotiations and will be attached to the agreement.

Vision Care The reimbursement for vision care under the supplementary medical plan will be a maximum of$250.00 every two years.

Hearing Aids Reimbursement for hearing aids under the supplementary medical plan to a maximum of $400.00 every three years.

Safety The safety boot subsidy will be up to $100.00 per year or up to $150.00 within a two year period and the industrial glasses subsidy will be $100.00. Part-time employees qualify for the safety boot subsidy. This subsidy applies after employees successfully complete their probationary period.

Early Retirement The Company will undertake to continue certain benefits as discussed at negotiations for active employees who opt for early retirement, namely the continuation of the Company's dental plan until age 65, and the retiree supplementary medical plan.

To qualify for these continued benefits, the employee must be seeking retirement from positions affected by technology or for reasons of health.

They must also qualify by having at least 23 years' unbroken service with The Spectator and have reached the age of 62

Should an employee with 21 years' unbroken service retire between the age of 60 and 62, he would be eligible for coverage under the retiree supplementary medical plan. Additionally in the case of a position affected by new technology, any pension discount applicable will be reviewed by Spectator management and Torstar Corp. Management and consideration will be given to awarding a company supplement or applying to the retirement board for waiver of penalty.

,,

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Illness

1. The Company will allow an employee 100% of his gross remuneration (sick pay benefits) if he or she is ill for one day or more, provided he or she has successfully completed their probation period. The Company reserves the right to visit the employee at any time during the illness.

2. These sick pay benefits are self-insured and provided by the Company. Sick pay benefits shaii continue for a maximum of six months in a calendar year.

3. After three consecutive days' illness and for any subsequent illnesses after three consecutive days during the calendar year, the Company may request additional medical evidence: in a form acceptable to the Company, that clearly supports an employee's inability to work due to illness.

4. Where an employee remains unable to return to work, the employee will be responsible for providing ongoing medical evidence to support the continued absence.

5. If the Company has had prior reason to question an employee's use of sick time, the Company may require appropriate medical evidence to support absence(s) of less than three days.

6. The Company has the option to cease any sick pay benefits if they are not satisfied that an employee has supported or substantiated his/her inability to work due to illness

7. Where the company has requested additional medical evidence to support an Employee's absence, and still remain unsatisfied with the evidence, the Company reserves the right to require the employee to be assessed by a physician of the Company's choice and at their expense.

8. Ifthe employee's attending physician and the Company's chosen physician disagree on the employee's status with regard to returning to work in either a full or modified capacity, the Company may elect to seek an independent (third party) assessment at the Company's expense. It is understood that the Company, Union and employee will accept the independent assessment of the employee in question, unless all three parties agree to seek further opinion.

9. In the event of an injury compensable by the Workplace Safety and Insurance Board, the Workplace Safety and Insurance allowance shall negate the 100% sick pay benefits.

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Wage Adjustments Further, the Company will consider an out-of-contract wage adjustment should the cost of living jump in excess ofthe negotiated increases, ifbusiness conditions permit and subject to any government control, as it has done in the past.

Kara Bartley Manager, Labour Relations City Media Group, Inc.

Renewed July 7, 2012.

,·, r)

Letter #3

July 8, 1999

Mr. Jim Caskenette Chapel Chairman Local176-C Hamilton Printing and Graphic Communications Union

Dear Jim:

RE: Pressroom_-:_ Timebank

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Upon ratification, employees will be permitted to bank overtime worked to a maximum of75 hours. While 75 hours remains in the time bank, any additional overtime must be taken as pay.

Requests for banked time off will be subject to the approval of the foreman. Regularly scheduled vacations shall have precedence over requests for banked time off.

Rick Bolek Director, Human Resources

Renewed July 7, 2012:

For the Company: For the Union:

Kara Bartley Chris Rotchill

Letter#4

April 5, 1999

Mr. Ed Pattison President Local176-C Hamilton Printing and Graphic Communications Union

Dear Ed:

69

The Company retains the right to select employees. However, should the Company decide during the life of this collective agreement to recruit apprentices, it will provide first consideration to members of Local 100-M. This consideration does not prevent the Company from recruiting from outside Local 100-M.

In the event an apprentice is chosen from Local 100-M, the apprentice will be paid according to Section 30(g).





\')

Letter #5

July 9, 1999

Mr. Jim Caskenet1e Chapel Chairman Local176-C Hamilton Printing and Graphic Communications Union

Dear Jim:

Four Day Work Week

70

During contract negotiations, the Union has raised the issue of extending a four day work week for Pressroom employees. The Union has been cooperative in implementing a four day work week during the term of the current agreement.

The Company will consider extending a four day work week (9 1/4 hour shift with a 30 minute paid lunch break) that provides efficient scheduling, which does not increase operating costs, reduces overtime and provides for flexible application of start times related to product demands. Should the Company decide to end the scheduling of a four day work week, all affected employees will be given one month's notice before implementing a five day work week (7 1/2 hour shifts with a 30 minute paid lunch break).

At any time during the life of this agreement the union may propose a four day work week schedule. The Company will give consideration to the Union's proposal and accept, reject or implement a trial period.





Letter#6

July 8, 1999

Mr. Jim Caskenette Chapel Chairman Local 176-C Hamilton Printing and Graphic Communications Union

Dear Jim:

71

The Company recognizes that for several years certain maintenance employees have 'been assigned to four shift work weeks of9 1/4 hours per shift with a 30 minute paid lunch break.

While changing business conditions mean that the Company cannot guarantee the four shift per week schedule on an on-going basis, the Company can offer direction concerning the shift as follows:

• Until May 31, 2001, the maintenance staff currently on four shift work weeks will continue to be assigned to a standard work week of four 9 1/4 hour shifts. After May 2001, the requirement for four shifts per week will no longer apply and the Company may assign five shifts per week at 7 1/2 hours including a half hour paid lunch.

• Should the Company determine, after May 2001, that the five shift per week schedules will be implemented, the affected employees will be provided with one month's notice of this change.





Letter #7

May 27,2003

Jeff Hall and Chris Rotchill Negotiating Team Local 100-M Graphic Communications Union


RE: Letter ofintent Pay-Direct Drug Card

72

This letter will confirm that the company has agreed to introduce a 'pay-direct' drug card for prescriptions that are covered under the current benefit plan.

This drug card will be made available on a voluntary basis for all employees within the Pressroom Unit who are participating in the company supplementary medical plan.

Employees who choose to receive the drug card will pay a user fee of$5.00 bi-weekly while they are registered in the 'pay direct' drug card plan. The user fee will be authorized in writing by the employee and then deducted by the employer from the employee's bi-weekly pay.

Employees can opt in, or out, of the 'pay direct' drug card program one time each year, and they must do so in writing to the Human Resources branch between January 1 -15.

The pay direct plan will be made available to employees, by the employer, within sixty (60) days of ratification. Employees will have to confirm their participation for 2003, on the enrollment form provided by Human Resources, in writing to Human Resources, within thirty (30) days ofratification. Thereafter, the above protocol for opting in or out will apply. The cards will be distributed and the plan will begin the date the first pay deduction occurs.

Yours truly,

Kara Bartley Manager, Labour Relations CityMedia Group, Inc.


Letter #8

May 27,2003

Jeff Hall and Chris Rotchill Negotiating Team Graphic Communications International Union Local lOO-M


RE: Pressroom Restructure

73

During the current set of negotiations, the Company has stated the need for restructuring classifications within the Pressroom in order to address cost concerns. At the same time the union has expressed concern regarding the effect on the existing full time staff.

The new structure is described as follows, for information purposes:

Lead Hand Pressman - can do all press work, folder

Pressman 1 -"colour operator", as well as all other duties

Priority Substitute - not colour operator unless upgraded to perform Pressman functions - Part-time terms and conditions, eligible for cost-sharing benefits, minimum guarantee of one shift per week.

Pressman Apprentice Trainee - 4 Year - Reel Room, paper handling, and all functions of a pressman - schedule oflearning as per discussion in negotiations - Guarantee of hours, pt terms and conditions

Paper Handler - current functions - Paper handling, reel room and presswork other than that performed by lead hand and colow operator when on a 4-night work week schedule

Press Cleaner -current functions

While the Company cannot agree to maintammg a set staffing level in the full time Pressroom, the Company does agree to certain conditions concerning the implementation of the new Pressroom structure as follows.

' I ·;l

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Current journeymen pressmen and four apprentices will be grand-parented in the new structure, they will retain their title of journeyman. The four grand-parented apprentices will move to fill journeyman vacancies arise. They will retain full time benefits, holidays and sick benefits. The grand-parented pressmen and apprentices include the following (this listing does not reflect priority or seniority):

Chapman, Paul D DeAngelis, Sam Pattison, Edgar W Crevatin, Ronald T Cameron, Gord Crevatin. Robert M

' c

Martin , Peter Schwark, Reiner Wells, Mike W Lemon, Mark E Hall, JeffS Nolan, Mike Leblanc, Eric Fitzgerald, John Coleman, Robert Di.1sek, Paul LaPorte, Tyrone Rotchill, Chris Dubecki, David Stevenson, Dale Donahue, Steve Cavanagh, Mark

Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Press Maintenance Crew Press Maintenance Crew Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen Journeymen

List revised to reflect current status as at July 7, 2012. Journeyman pressman, Paperhandlers and Press Cleaners will be grand-parented at their current rate of pay. They will receive a 1. 8% increase on their current base rate( s) on June 1, 2007 as follows

"Journeyman" Lead Hand Paperhandlers Paperhandlers Press Cleaners Premium* pre 1998 1998-2003

$29.32 $2.93 $23.82 18.69 $18.69

*For the above noted grand-parented pressmen hired pnor to May 31, 2003, a pressman who works as a lead hand will be paid a premium of 10% on the grand-parented journeyman pressman rate.

Effective June 1, 2008 only the above listed grand-parented incumbents and classification wage rates shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent ( 1.5%) and the maximum shall be no more than three percent (3 .0% ).

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Effective June 1, 2009 only the above listed grand-parented incumbents and classification wage rates shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent (1.5%) and the maximum shall be no more than three percent (3.0%).

Effective June 1, 201 0 only the above listed grand-parented incumbents and classification wage rates shall be increased by the annual average percentage change in the CPI for Ontario, but the minimum increase shall be no less than one-and-one-half percent ( 1.5%) and the maximum shall be no more than three percent (3.0%).

The new structure will be implemented with the following provisions:

All future hires will progress to the new pressman rate as outlined on page 1 as full-lime vacancies occur. Vacancies will be determined by the company, based on staffing requirements. The hiring of new pressman trainees will not occur until previous trainees are hired on as priority substitutes.

All extra work will be back filled in the following order: part time priority subs and then full time priority subs and pressmen. When part time priority subs have either worked 5 shifts in a week or declined the work, the extra shifts will be back filled using full time priority subs and pressmen. An extra work roster will be maintained by priority and extra shifts will be offered on rotation.

Retirees as at May 31, 2003 are grand-parented at the grand-parented journeyman rate. They will be required to satisfy an annual functional abilities assessment.

Pressroom retirees who choose to return as Retiree Substitutes are paid in accordance with Priority Substitute rate.

Priority subs will not receive a call back.

When a priority sub is assigned to the Pressman position as colour operator he will be paid at the Pressman 1 rate.

The Union and the Company agree to implement a functioning sub line as soon as possible on ratification.

Kara Bartley Manager, Labour Relations CityMedia Group, Inc.

Renewed with Amendment, July 7, 2012

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