DOCSLIB.ORG

Collective Agreement

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Collective Agreement COLLECTIVE AGREEMENT • Cl ® READY FOR THE WORKDAY BETWEEN: TEAMSTERS LOCAL UNION 847 (hereinafter referred to as the Union) And: CINTAS CANADA LIMnED (hereinafter referred to as the Company) January 1, 2018 - December 31, 2020 1 INDEX ARTICLE DESCRIPTION PAGE 1 PURPOSE.......................... .. ...... ................................................. 2 2 UNION RECOGNmON & SCOPE.............................. .. ............... 2 3 UNION SECURITY....... .. .......... ... .............................. ......... ..... .. ... 3 4 MANAGEMENT RIGHTS........... .............................................. 4 5 GRIEVANCE PROCEDURE... ....... ................. ..... ............ ... .... .. ...... 5 6 ARBITRATION.................. .. ................................................ .. .. ..... 7 7 REPRESENTATION ............. ............................................. .. ........ 8 8 NO STRIKES/NO LOCKOUTS .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 9 9 STATUTORY HOLIDAYS..... ................................. ........ ...... ......... 9 10 SALARIES .. ... .... ..... .. .... .... .. .... ............ .. ...... .. ... .................. ... .. .. ... 10 11 VACATIONS WITH PAY........ .. .. ...... .. ................ ....... .. .. ....... ....... 11 12 SENIORITY ... .. .. .. .... ...... ... .... .. .. .. ... ... .. .... ..... ... ... .. .. ... .... .. 13 13 HOURS OF WORK & OVERTIME .. .. ......... ..... ... ........ .. .. .... .... ....... 16 14 LEAVES OF ABSENCE... ............. ... .. .............................. ...... .. .. .. .. 17 0 15 JOB POSTINGS, TRANSFER.. ..... ..... ........ ............. ... ..... .. ............ 18 16 NO DISCRIMINATION .. .......... .. .. ............... ...... ......... ..... ............. 19 17 HEALTH & WELFARE. ....... ... ............................... .. .. ... .. .. ... .. .... ... 19 18 PENSION PLAN.................. .. ..... ................................... .... .... .... ... 21 19 BULLETIN BOARD............... ............................................ ........... 22 20 DURATION. ............................ .. .... ..... ................................... .... ... 22 APPENDIX 'A' - LABOUR/MANAGEMENT MEETINGS... ..... .......... 24 SCHEDULE 1 - SUMMARY OF WELFARE BENEFITS.... ............... 26 SCHEDULE 2 - SUMMARY OF RETIREE BENEFITS. ..... ...... ......... 32 SCHEDULE 3 - SUMMARY OF PENSION PLAN.................... 37 0 ARTICLE 2 - UNION RECOGNMON 8t SCOPE 2.01 a) The Company recognizes the Union as the sole collective bargaining agent for all Route Sales Representatives and Route Relief employed in the Province of Ontario currently covered by this Collective Agreement save and except, Salespersons, Market Development Representatives, New Account Installers, Management Trainees, Route Check In, Foremen and persons above the rank of foremen, supervisors and persons above the rank of supervisors, managers and persons above the rank of managers, service personnel and office staff and persons covered by existing collective agreements between the Company and other unions. b) Route Jumpers, Relief Drivers and other employees who perform duties similar to those of a Route Jumper or Relief Driver as their primary duty, shall be considered Bargaining Unit employees for the purposes of this Agreement. c) It is not the intention of the Union to capture any non-unionized facilities at the locations identified in the scope clause of this Collective Agreement. Similarly, it is not the intention of the Employer to narrow the existing collective bargaining rights of the union regarding the locations identified in the scope clause during the term of this Collective Agreement. Nothing herein prevents either party from exercising their rights as permitted pursuant to the Labour Relations Act. 2 ARTICLE 1 - PURPOSE 1.01 It is the desire of the above mentioned parties to co-operate and work harmoniously together in promoting their mutual interest in the operation of the business. It is their desire to provide orderly procedures for collective bargaining, orderly procedure for the prompt and equitable disposition of grievances and for the maintenance of mutually satisfactory hours of work, wages and working conditions. 1.02 Joint Labour / Management Consultation Meetings The Company and the Union agree to meet for the purposes of promoting co-operation between the Company and the Union and discussing issues relating to the work force which affect the parties or any employees bound by this Collective Agreement. Parties agree to meet on an as-required basis, the chair rotates; the Company will take minutes and both parties to agree upon the minutes prior to distribution. While not forming part of the Collective Agreement, the Union has provided the Company for reference purposes a guideline for such Joint Labour/Management Consultation Meetings which are described in Appendix "A". ARTICLE 2 - UNION RECOGNITION 8r. SCOPE 2.01 a) The Company recognizes the Union as the sole collective bargaining agent for all Route Sales Representatives and Route Relief employed in the Province of Ontario currently covered by this Collective Agreement save and except, Salespersons, Market Development Representatives, New Account Installers, Management Trainees, Route Check In, Foremen and persons above the rank of foremen, supervisors and persons above the rank of supervisors, managers and persons above the rank of managers, 0 service personnel and office staff and persons covered by existing collective agreements between the Company and other unions. b) Route Jumpers, Relief Drivers and other employees who perform duties similar to those of a Route Jumper or Relief Driver as their primary duty, shall be considered Bargaining Unit employees for the purposes of this Agreement. 2.02 No Contracting Out Work The Company agrees that it will not contract out work performed by members of the Bargaining Unit if such contracting out directly results in: a) a lay-off of employees in the Bargaining Unit; or b) a reduction in regularly scheduled hours of work for employees in the bargaining unit; or c) the elimination of Bargaining Unit positions. Nothing herein interferes with the right of the union to grieve with respect to the application of this clause. 0 3 2.03 Should a location covered by this Collective Agreement be permanently closed, the affected employees shall have first right of refusal to follow their work to another unionized location covered under this Collective Agreement. Employees opting not to transfer shall receive 0 severance as described in Article 12.14. 2.04 A person employed by the Company who is not part of the Bargaining Unit shall not perform Bargaining Unit work while seniority Bargaining Unit employees who are qualified to perform such work are laid off, provided however, that, Supervisors and other officials of the Company may, from time to time, perform work on any job normally performed by an employee for purposes of: (a) instruction or training; (b) evaluation or experimentation; ( c) circumstances beyond the Company's control including customer's special request or (d) when Bargaining Unit employees are not readily available. 2.05 Gender Clause The word "employee" or "employees" wherever used in the Agreement shall mean respectively an employee or employees in the Bargaining Unit, and wherever the masculine gender is used in this Agreement, it shall include the feminine gender. 2.06 Outside Agreement 0 The Company agrees not to enter into any agreement or contract with its employees, individually or collectively, which in any way conflicts with the terms and conditions of this Agreement. 2.07 Printing of the Collective Agreement The Company and the Union will share the cost of printing the Collective Agreement at a Unionized Printing Shop. ARTICLE 3 - UNION SECURITY 3.01 All employees who are presently employed by the Company must, as a condition of employment, become and/or maintain their Union membership in good standing. For the purposes of this Collective Agreement, the sole definition of membership in good standing means that they must pay in accordance with the provisions of this Collective Agreement, the regularly prescribed initiation fee, regular monthly Union dues, and periodic assessments uniformly required of all members in the Bargaining Unit. 3.02 New employees shall make application for Union membership on cards supplied by the Union prior to the completion of their probationary period and the Company will forward their Membership Application cards to the Union following their probationary period. 0 4 3.03 The Company agrees to deduct from the first pay of an eligible employee each month, monthly dues and to remit the monies so deducted together with a list showing from whom and in what amount deductions were made, to the Secretary-Treasurer of the Union on or before the 10th of the following month. The Secretary-Treasurer of the Union shall notify the Company within 30 days' notice, by letter of any change in the amount of Union dues, and such notification shall be the Company's authority to make the deductions specified. It is further agreed that new employees hired after the date of this Agreement shall have the Union initiation fee, as uniformly assessed against all members by the Local Union Constitution and By-laws, deducted from the first pay due to the employee in the month following completion of the probationary period. It is further agreed that the Company agrees to deduct from the pay of an eligible employee periodic assessments uniformly
Load more

Recommended publications
  • Extraterritoriality” -- Useful Guidepost Or Convenient Buzzword Used to Avoid Meaningful Analysis?
    Cv039 Determining What Rules Apply When the Union-Employer Relationship Extends Beyond the United States: “Extraterritoriality” -- Useful Guidepost or Convenient Buzzword Used to Avoid Meaningful Analysis? by Stephen B. Moldof (Cohen, Weiss & Simon LLP, New York, New York) Globalization necessarily impacts the employer-employee relationship. As U.S. and foreign companies forge or deepen their relationships, and as they redistribute their services and work across borders, it no longer is sufficient to look to a single nation’s domestic laws, practices and cultures to determine the rules that will attach to the employment relationship or to the relative rights and obligations of employers and unions. Instead, a host of complex issues are presented in deciding which laws and rules will govern, how disagreements regarding coverage will be resolved, and, more broadly, how interested parties will be able to enforce their alleged rights. In the airline industry, expanded globalization is reflected in, among other things, the following: The forging of relationships or “alliances,” including more deep-routed “joint ventures,” through which U.S.-certificated carriers and foreign carriers have coordinated frequent flyer programs; airport lounges; marketing of flights; pricing; scheduling; revenues and/or maintenance. Code-sharing of international flights that permit a single flight to be marketed as if it was the flight of several different carriers of different nations. Acquisition by carriers of ownership interests in carriers headquartered in other nations.1 As a result of these and other globalization developments, it is increasingly difficult to classify flight operations or activities as “belonging” to individual nations. This blurring of the significance of national boundaries predictably injects a whole host of complex issues that one does not encounter in dealing with domestic disputes.
    [Show full text]
  • Agreement Between Air Canada and the Air Canada Pilots Association As Follows
    AGREEMENT BETWEEN AIR CANADA AND THE AIR CANADA PILOTS ASSOCIATION Effective September 30, 2017 – September 29, 2020 13230 (06) Amendments Amendment Date Articles Amended ORIGINAL July 30, 2012 - 1 December 5, 2012 Article 20, LOU 74 & LOU 75 2 September 30, 2014 Articles 1-3, 5, 7, 10-14, 16- 21 & 23-32 LOUs 72, 74, 75 & 78-83 LOCs 56, 61-64 Appendix B 3 September 30, 2016 Articles 3, 12 & LOU 74 4 September 30, 2017 Articles 1-3, 5, 7 & 10-33 LOUs 74, 84 and 85 LOCs 60, 65 – 72 Appendix G Amendments i Page intentionally left blank. Amendments ii Table of Contents ARTICLE 1 – Recognition & Scope .................................................................................... 1 1.01 Recognition ......................................................................................................... 1 1.02 Scope .................................................................................................................. 1 1.03 Definitions ........................................................................................................... 1 1.04 Employment Security ........................................................................................... 3 1.05 Merger or Change of Control ............................................................................... 4 1.06 Divestiture and Successorship ............................................................................. 5 1.07 Single Employer Obligations / Separate Entities .................................................. 5 1.08 Codesharing .......................................................................................................
    [Show full text]
  • Aerospace Industry Characterization Report
    Aerospace Industry Characterization September 30, 2018 Submitted by: ICF Submitted to: Contract #: (EP-C-16-020) Work Assignment: # (1-02) Aerospace Industry Characterization Table of Contents I. Preface .............................................................................................................................................. 4 II. Report Analysis Methodology ....................................................................................................... 5 1. Data Sources ................................................................................................................................ 5 1.1.3 Benchmark databases, industry conferences, and latest industry news & announcements .......................................................................................................................... 6 2. Benchmarks to Comparable Report ............................................................................................. 6 III. Introduction to Aerospace Production Market ............................................................................ 8 1.1 Commercial Air Transport ................................................................................................... 8 1.2 Business and General Aviation ........................................................................................... 8 1.3 Military ................................................................................................................................. 8 1.4 Civil Rotary Wing ...............................................................................................................
    [Show full text]
  • The Eastern Provincial Airways-Canadian Airline Pilots
    PROCEEDINGS llventy-fifth Annual Meeting Theme: "Beyond Deregulation: Let Freedom Ring!" October 22-24, 1984 Parker House Boston, MA Volume XXV • Number 1 1984 T R F TRANSPORTATION RESEARCH FORUM in conjunction with CANADIAN TRANSPORTATION 4 RESEARCH FORUM 403 The Eastern Provincial Airways— Canadian Airline Pilots Association Industrial Dispute, 1982-84 by Robert A. Ellison* INTRODUCTION leading to significant efficiencies; considerable im- provements in labor productivity; and substantial On May 10, 1984, the Canadian Minister of stimulation of new demand.' In the past five years Transport, the Hon. Lloyd Axworthy, announced airlines operating in the deregulated U.S. environ- a"New Canadian Air Policy'! This new Canadian ment flew 20.907o more revenue passenger miles while air policy represents the first phase of a long term overall Canadian air traffic declined by 2.7070.9 One plan to liberalize economic regulation of the airline specific objective of the new policy is to counter the industry. The announcement came six years after seepage of passenger traffic via U.S. gateways just the Airline Deregulation Act of 19782 in the United across the border. States. During the past three years various agencies The central thrust of the new policy is to invigorate and groups, mainly governmental, had called for the industry and provide a stimulus to growth the deregulation of the Canadian airline industry through encouraging innovation and improving the Including the Economic Council of Canada,' the airline industry's efficiency and productivity. Airline Ministry of Consumer and Corporate Affairs,4 the managements, no longer hampered to the same ex- House of Commons Standing Committee on tent by regulatory constraints, would be freer to Transport,' and the Director of Investigation and manage.
    [Show full text]
  • REPORT to the PRESIDENT by EMERGENCY BOARD NO
    REPORT to THE PRESIDENT by EMERGENCY BOARD NO. 242 SUBMITTED PURSUANT TO EXECUTIVE ORDER DATED DECEMBER 1, 2007 ESTABLISHING AN EMERGENCY BOARD TO INVESTIGATE A DISPUTE BETWEEN NATIONAL RAILROAD PASSENGER CORPORATION (AMTRAK) AND BROTHERHOOD OF MAINTENANCE OF WAY EMPLOYES; INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS; INTERNATIONAL ASSOCIATION OF MACHINISTS & AEROSPACE WORKERS; BROTHERHOOD OF RAILROAD SIGNALMEN; JOINT COUNCIL OF CARMEN, COMPRISED OF THE TRANSPORTATION COMMUNICATIONS INTERNATIONAL UNION/BROTHERHOOD RAILWAY CARMEN DIVISION AND THE TRANSPORT WORKERS UNION OF AMERICA; AMERICAN TRAIN DISPATCHERS ASSOCIATION; NATIONAL CONFERENCE OF FIREMEN & OILERS/SERVICE EMPLOYEES INTERNATIONAL UNION; AND TRANSPORTATION COMMUNICATIONS INTERNATIONAL UNION – AMERICAN RAILWAY & AIRWAY SUPERVISORS ASSOCIATION AND SECTION 10 OF THE RAILWAY LABOR ACT, AS AMENDED _____ (National Mediation Board Case Nos. A-13080, A-13098, A-13125, A-13185, A-13330, A-13340, A-13370, A-13395, A-13435) _____ WASHINGTON, D.C. December 30, 2007 TABLE OF CONTENTS I. CREATION OF THE EMERGENCY BOARD.............................................5 II. PARTIES TO THE DISPUTE ........................................................................5 A. Amtrak ................................................................................................5 B. The Labor Organizations ....................................................................6 III. HISTORY OF THE DISPUTE .......................................................................7 IV. ACTIVITIES OF THE
    [Show full text]
  • Is a Crisis Coming in Regional Aviation? by Matthew Bennett
    Is a Crisis Coming in Regional Aviation? By Matthew Bennett One of the most successful sectors of the aviation industry over the past decade has been regional jet services. In North America, regional airlines such as SkyWest and Mesa Air, which serve low-density markets, have been embraced by market analysts and shareholders for their high margins and stable earnings. Their market strength has been driven by the versatility of regional jets, cost discipline, and the advent of creative risk-sharing partnerships with major airlines. The economics of these businesses, however, are poised to shift dramatically with the introduction of larger regional jets. Major airlines and their regional affiliates who do not consider the implications now may later face the consequences of inaction. A Great Takeoff Regional jets have proven to be ideal for flying on routes that are too “thin” to support traditional narrowbody aircraft (e.g., B737) service and, as a result, regional aviation capacity has expanded rapidly. In 1997, there were fewer than 150 regional jets in North America. By 2002, the number of regional jets had grown to over 1,000, and more than 2,000 are expected to be in the air by 2006 (Exhibit 1). Exhibit 1 US Regional Jet Population Growth (Number of planes) 2,500 2,000 19% CAGR 11% 16% 1,500 22% 28% 1,000 33% 48% CAGR 33% 500 43% 57% 79% 0 1997 1998 1999 2000 2001 2002 2003 2004 2005E 2006E Source: BACK Aviation, UBS report August 2003. What sets regional carriers apart, however, has been their consistent profitability.
    [Show full text]
  • Airline Mergers, Acquisitions and Bankruptcies: Will the Collective Bargaining Agreement Survive Jonni Walls
    Journal of Air Law and Commerce Volume 56 | Issue 3 Article 7 1991 Airline Mergers, Acquisitions and Bankruptcies: Will the Collective Bargaining Agreement Survive Jonni Walls Follow this and additional works at: https://scholar.smu.edu/jalc Recommended Citation Jonni Walls, Airline Mergers, Acquisitions and Bankruptcies: Will the Collective Bargaining Agreement Survive, 56 J. Air L. & Com. 847 (1991) https://scholar.smu.edu/jalc/vol56/iss3/7 This Comment is brought to you for free and open access by the Law Journals at SMU Scholar. It has been accepted for inclusion in Journal of Air Law and Commerce by an authorized administrator of SMU Scholar. For more information, please visit http://digitalrepository.smu.edu. AIRLINE MERGERS, ACQUISITIONS AND BANKRUPTCIES: WILL THE COLLECTIVE BARGAINING AGREEMENT SURVIVE? JONNI WALLS I. INTRODUCTION AIRLINE DEREGULATION has produced a record number of mergers and bankruptcies in the airline in- dustry, turning the industry into a "national oligopoly."' Since deregulation, over 200 scheduled carriers have gone out of business, mainly because of mergers, acquisi- tions and bankruptcies. 2 As a result, the top eight carri- ers control over 90 percent of the market. Since 1978 more than 120 airlines have filed various types of bank- ruptcy proceedings.' The flurry of merger activity that began almost immediately upon enactment of deregula- tion 5 continues to be extremely vigorous. Between 1985 and 1987 over twenty-five mergers took place, and 1986 1 P. DEMPSEY, THE SOCIAL AND ECONOMIC CONSEQUENCES OF DEREGULATION 81 (1989); Dempsey, Airline Deregulation and Laissez Faire Mythology: Economic Theory in Turbulence, 56J. AIR L. & CoM.
    [Show full text]
  • Management Rights and Impact Bargaining
    MANAGEMENT RIGHTS AND IMPACT BARGAINING Presented by: KATHERINE HESSE KEVIN BRESNAHAN MICHAEL MACCARO MURPHY, HESSE TOOMEY & LEHANE, LLP OCTOBER 29, 2010 578449 © 2010 Murphy, Hesse, Toomey & Lehane LLP. All Rights 1 Reserved. Agenda To discuss briefly the concept and scope of “inherent” management rights To provide an overview of an employer’s bargaining obligations pursuant to M.G.L. c. 150E To discuss the differences between mandatory, permissive, and illegal subjects of bargaining 578449 © 2010 Murphy, Hesse, Toomey & Lehane LLP. All Rights 2 Reserved. Agenda To review the difference between “decisional” bargaining and “effects” or “impact” bargaining and what that obligation entails To take a look at when “impasse” is reached and when the employer can implement its decisions To discuss defenses that an employer may have to a failure to bargain charge To analyze some current impact bargaining issues that are facing employers 578449 © 2010 Murphy, Hesse, Toomey & Lehane LLP. All Rights 3 Reserved. Management Rights: Introduction Generally speaking, the employer retains the right to manage its organization except as restricted by a collective bargaining agreement. A management rights clause contained in a collective bargaining agreement may reserve specific rights to an employer. A zipper or scope clause can affect when either party can force the other to bargain mid-contract. An evergreen clause (about which more later) can limit the employer’s right to implement changes. 578449 © 2010 Murphy, Hesse, Toomey & Lehane LLP. All Rights 4 Reserved. Legal Background: The Duty to Bargain The duty to bargain is found in Section 6 of M.G.L. c. 150E It provides that an employer and union must: Meet at reasonable times (including meetings in advance of the employer’s budget- making process), and Negotiate in good faith about wages, hours, standards of productivity and performance, and any other terms and conditions of employment.
    [Show full text]
  • Download (8Mb)
    A Thesis Submitted for the Degree of PhD at the University of Warwick Permanent WRAP URL: http://wrap.warwick.ac.uk/110022 Copyright and reuse: This thesis is made available online and is protected by original copyright. Please scroll down to view the document itself. Please refer to the repository record for this item for information to help you to cite it. Our policy information is available from the repository home page. For more information, please contact the WRAP Team at: [email protected] warwick.ac.uk/lib-publications TH E BRITISH LIBRARY DOCUMENT SUPPLY CENTRE THE POLITICAL APPARATUSES OF PRODUCTION: GENERATION AND RESOLUTION OF INDUSTRIAL CONFLICT ---------------- IN CANADA AND BRITAIN AUTHOR LARRY HAIVEN INSTITUTION University of Warwick and DATE I o t a ’S Attention is drawn to the fact that the copyright of this thesis rests with its_ author. This copy of the thesis has been supplied on condition that anyone who consults it is understood to recognise that its copyright rests with its author and that no information derived from it may be published without the author’s prior written consent. THE BRITISH LIBRARY DOCUM ENT SUPfLY CENTRE ~ n ~ n cm* mi! RÉDUCTION X ________21 Cflro. ^ THE POLITICAL APPARATUSES OF PRODUCTION: GENERATION AND RESOLUTION OF INDUSTRIAL CONFLICT IN CANADA AND BRITAIN LA R R Y H AIV EN \ A Thesis Submitted in Fulfillment of the Degree of Doctor of Philosophy ■; 9. c t <> o e School of Industrial and December, 1988 Business Studies University of Warwick SUMMARY This study explores the subject of cross-national variations in industrial conflict, looking specifically at a 'matched set' of factories in Canada and Britain.
    [Show full text]
  • Recent Developments in Aviation Law George S
    Journal of Air Law and Commerce Volume 63 | Issue 1 Article 4 1997 Recent Developments in Aviation Law George S. Petkoff Follow this and additional works at: https://scholar.smu.edu/jalc Recommended Citation George S. Petkoff, Recent Developments in Aviation Law, 63 J. Air L. & Com. 67 (1997) https://scholar.smu.edu/jalc/vol63/iss1/4 This Article is brought to you for free and open access by the Law Journals at SMU Scholar. It has been accepted for inclusion in Journal of Air Law and Commerce by an authorized administrator of SMU Scholar. For more information, please visit http://digitalrepository.smu.edu. RECENT DEVELOPMENTS IN AVIATION LAW GEORGE S. PETKOFF*tt TABLE OF CONTENTS I. EMPLOYMENT LAW .............................. 69 A. RAILWAY LABOR ACT ............................ 69 B. AILIN-E DEREGULATION ACT PREEMPTION ....... 77 C. DuE PROCESS ................................... 79 D. LABOR LAWS .................................... 81 E. FAMILY AND MEDICAL LAVE ACT OF 1993 ...... 82 F. RACIAL DISCRIMINATION ........................ 84 II. NEGLIGENCE ..................................... 87 A. AIRCRAFT CRASHES .............................. 87 * George Petkoff is a trial lawyer devoted to the defense of aviation and insur- ance cases. He is the managing partner at the law firm of Petkoff and Lancaster, in Memphis, Tennessee. Mr. Petkoff is past chairman of the Aerospace Commit- tee of the Defense Research and Trial Lawyers Association (1989-91); past chair- man of the Aviation Insurance Committee of the Federation of Insurance and Corporate Counsel (1990); and past president (1987) and chairman of the board (1988) of the Tennessee Defense Lawyers Association. Currently, he is the Direc- tor of the Attorneys' Section of the Aviation Insurance Association.
    [Show full text]
  • 2018-21 CA Quality Control Agreement QCCC
    QUALITY CONTROL AGREEMENT Between: NONDESTRUCTIVE TESTING COMPANIES SIGNATORY HERETO - And - QUALITY CONTROL COUNCIL OF CANADA (QCCC) - And - NDT MANAGEMENT ASSOCIATION EffeCtive May 1, 2018 to April 30, 2021 Rev. 2019-02-20 i Contents TABLE OF CONTENTS ARTICLE 1 RECOGNITION ..................................................................................... 2 ARTICLE 2 SCOPE .................................................................................................. 3 ARTICLE 3 UNION SECURITY ............................................................................... 4 ARTICLE 4 JURISDICTION OF WORK ................................................................... 6 ARTICLE 5 UNION REPRESENTATION AND ACCESS TO JOBS ........................ 7 ARTICLE 6 WORK DAY AND WORK WEEK .......................................................... 8 ARTICLE 7 OVERTIME ........................................................................................... 8 ARTICLE 8 NORTHERN WORK .............................................................................. 9 ARTICLE 9 EXPENSES, TRAVEL, STANDBY AND DRIVING TIME ...................... 9 ARTICLE 10 CLASSIFICATIONS, WAGES, AND PREMIUMS ............................... 11 ARTICLE 11 REPORTING FOR WORK – SEE APPENDIX FOR EACH REGION . 13 ARTICLE 12 RECOGNIZED HOLIDAYS ................................................................. 13 ARTICLE 13 VACATION PAY .................................................................................. 13 ARTICLE 14 PAY DAY ............................................................................................
    [Show full text]
  • No. 158, May 20, 1977
    WfJRKERI ",IN(J(J,IR' 25¢ No. 158 20 May 1977 • • alre• MA Y 16--The supposed invasion of southern Zaire (the former Belgian Congo) may go down in the history books as the all-time classic "war that wasn't." More than any previous armed conflict. the "war" in Shaba province (formerly Katanga) resembles the movie "The Mouse That Roared." In the film, "war" is declared in order to be lost. so that a bankrupt duchy can be bailed out by "reconstruction" aid. In Zaire's real­ life version, phantom battles are "won" or "lost" in government news handouts for the purpose of pressuring negotia­ tions in Washington or Paris for increased imperialist aid. Although Western journalists hungry for a story flocked to Kinshasa, Zaire's capital. no one could ever find a front line. For weeks there was no indication whatever of invading troops, proof of alleged Angolan logistical aid and Russian weaponry, and not a single shred of evidence supporting the con- Der Spiegel continued on page 4 Moroccan troops disembarking from French transports in Zaire. Saudi Oil, and German Reactors Imperialist Aims Behind Carter's "Energy Crisis" On April 18 Jimmy Carter umeiled Imperialist rivalries. his program to deal with the so-called Of course, Carter's opposition to "energy crisis." "The cornerstone of our plutonium-fueled reactors allegedly policy." he said. "is to reduce demand aims at curbing the danger of nuclear through conservation." In keeping with terrorists. while fuel cost rises are his "moral" style. the U.S. president supposed to cure a nation addicted to gave the citizenry a mock tongue­ gas-gu71ling monster cars and electric lashing.
    [Show full text]