2015-2018 COLLECTIVE AGREEMENT BETWEEN ......2015-2018 COLLECTIVE AGREEMENT BETWEEN COMPASS MINERALS CANADA CORP. Goderich, Ontario Goderich Plant AND UNIFOR LOCAL 37-O Goderich, Ontariopage

2015-2018

COLLECTIVE AGREEMENT

BETWEEN

COMPASS MINERALS CANADA CORP.

Goderich, Ontario

Goderich Plant

AND

UNIFOR

LOCAL 37-O

Goderich, Ontario

page numbers to be added by print house

TABLE OF CONTENTS 1 PURPOSE

.............................................................................................................................................................................

2 SCOPE

2.01 Exclusion and Scope ............................................................................................................................................ 2.02 Contractors ...........................................................................................................................................................

3 UNION RECOGNITION

3.01 Union Recognition ................................................................................................................................................ 3.02 No Discrimination ................................................................................................................................................. 3.03 Union Membership ................................................................................................................................................ 3.04 Special Arrangements .......................................................................................................................................... 3.05 Successor Rights ..................................................................................................................................................

4 CHECK-OFF

4.01 Union Dues ........................................................................................................................................................... 4.02 Deduction Of Union Dues ..................................................................................................................................... 4.03 Union Dues Remission .........................................................................................................................................

5 COMPANY RIGHTS

5.01 Management Rights .............................................................................................................................................. 5.02 Technological Change ..........................................................................................................................................

6 COMMITTEES

6.01 Negotiating Committee ......................................................................................................................................... 6.02 Grievance Committee ........................................................................................................................................... 6.03 Labour Management Committee ........................................................................................................................... 6.04 Joint Apprenticeship And Trades Training Committee .......................................................................................... 6.05 Committee Members ............................................................................................................................................

7 GRIEVANCE PROCEDURE

7.01 Preliminary Procedure .......................................................................................................................................... 7.02 Step 1 ................................................................................................................................................................... 7.03 Step 2 ................................................................................................................................................................... 7.04 Arbitration ............................................................................................................................................................. 7.05 Time Limits…………………………………………………………………………………………………………………. 7.06 Full Disclosure ...................................................................................................................................................... 7.07 Policy Grievance ................................................................................................................................................... 7.08 Effect Of Settlement ............................................................................................................................................. 7.09 Leaving Work........................................................................................................................................................ 7.10 Advice To Union ................................................................................................................................................... 7.11 Warnings .............................................................................................................................................................. 7.12 Suspensions .........................................................................................................................................................

8 ARBITRATION

8.01 Selection Of An Arbitrator ..................................................................................................................................... 8.02 Selection Of Arbitrator Restriction ......................................................................................................................... 8.03 Expenses Of Arbitrator And Witnesses ................................................................................................................. 8.04 Binding Effect Of The Arbitrator ............................................................................................................................

9 NO STRIKES OR LOCKOUTS

9.01 No Strikes ............................................................................................................................................................. 9.02 No Lockouts..........................................................................................................................................................

10 MAINTENANCE AND PROTECTION DURING SUSPENSION OF WORK

10.01 Maintenance Of Equipment .................................................................................................................................. 10.02 Employee Availability ............................................................................................................................................ 10.03 Applicable Rates Of Pay .......................................................................................................................................

11 LEAVE OF ABSENCE

11.01 Without Pay .......................................................................................................................................................... 11.02 Union Business ..................................................................................................................................................... 11.03 National Union Business ....................................................................................................................................... 11.04 Personal Leave ..................................................................................................................................................... 11.05 Bereavement Leave .............................................................................................................................................. 11.06 Jury Or Witness Duty ............................................................................................................................................

12 SENIORITY

12.01 Definition, Effect of Transfers................................................................................................................................


12.02 New Employees Hired The Same Day .................................................................................................................. 12.03 Promotion, Demotion and Transfer ....................................................................................................................... 12.04 Procedure For Lay-Off, Training and Recall .......................................................................................................... 12.05 Loss Of Seniority, Notice Of Recall ....................................................................................................................... 12.06 Filling Job Vacancies ............................................................................................................................................ 12.07 Transfer From Production To Maintenance ........................................................................................................... 12.08 Permanent Posting Elimination ............................................................................................................................. 12.09 Posting Seniority List ............................................................................................................................................ 12.10 Student Employment ............................................................................................................................................

13 HOURS OF WORK

13.01 Definition Of Work Week ...................................................................................................................................... 13.02 Reporting Pay ....................................................................................................................................................... 13.03Rest Periods .......................................................................................................................................................... 13.04 Call-outs ............................................................................................................................................................... 13.05 Midnight Call-outs ................................................................................................................................................. 13.06 Article Not A Guarantee Of Hours Of Work ........................................................................................................... 13.07 No Pyramiding Of Premiums ................................................................................................................................ 13.08 Schedule Changes ............................................................................................................................................... 13.09 Five Shift Crew……………………………………………………………………………………………….…………... 13.10 24/7 Work Hours………………………………………………………………………………………………………….

14 OVERTIME

14.01 -Overtime Premiums ............................................................................................................................................. -Exchange Of Shift ......................................................................................................................................................... -Premium For Change Of Shift ....................................................................................................................................... -Overtime Outside Of Regular Work Week ..................................................................................................................... -More Than 8 Hours........................................................................................................................................................ 14.02 Distribution Of Overtime ....................................................................................................................................... 14.03 No Time Off In Lieu Of Overtime Pay ................................................................................................................... 14.04 Overtime Meal Allowance ..................................................................................................................................... 14.05 Minimum Rest.......................................................................................................................................................

15 RATES OF PAY

15.01 Rates As Set Out In Schedule A ........................................................................................................................... 15.02 Shift Premiums ..................................................................................................................................................... 15.03Pay At Higher Rated Job ....................................................................................................................................... 15.04Saturday Premium ................................................................................................................................................. 15.05 Sunday Premium .................................................................................................................................................. 15.06 New Or Changed Jobs .......................................................................................................................................... 15.07 Premium – Supervisor Substitute…………………………………………………………………………………………

16 PLANT HOLIDAYS

16.01 Plant Holidays And Christmas Pay ....................................................................................................................... 16.02 Observance Of Holidays That Fall On Saturday Or Sunday ................................................................................ 16.03Pay For Working On A Holiday .............................................................................................................................. 16.04Working On Christmas or New Years .................................................................................................................... 16.05 Floating Holidays .................................................................................................................................................. 16.06 Scheduling Of Floating Holidays ........................................................................................................................... 16.07 Floating Holidays For New Employees .................................................................................................................

17 VACATIONS WITH PAY

17.01 Entitlement And Pay With less Than 1 Year ......................................................................................................... 17.02 Entitlement And Supplement ................................................................................................................................ 17.03 Vacation Pay ........................................................................................................................................................ 17.04 Change Of Entitlement At Anniversary Date ......................................................................................................... 17.05 Definition Of Vacation year And Vacation Scheduling .......................................................................................... 17.06 Statutory Holidays During Vacations ..................................................................................................................... 17.07 Interrupted Vacation ............................................................................................................................................. 17.08 5 Crew…………………………………………………………………………………………………………………...…

18 OCCUPATIONAL HEALTH AND SAFETY

18.01 Complying With Legislation .................................................................................................................................. 18.02 Providing Safe Working Conditions ....................................................................................................................... 18.03 Co-Operation For Health And Safety .................................................................................................................... 18.04 Safety Footwear Allowance ................................................................................................................................... 18.05 Safety Glasses ..................................................................................................................................................... 18.06 Joint H & S Committee .........................................................................................................................................

19 GROUP INSURANCE

19.01 Benefits


a) Eligibility ................................................................................................................................................................. b) Weekly Indemnity ................................................................................................................................................... c) Life Insurance ......................................................................................................................................................... d) Accidental Death And Dismemberment .................................................................................................................. e) Retiree Life and AD&D Insurance ........................................................................................................................... f) Major Medical ......................................................................................................................................................... g) Semi-Private Hospital Coverage ............................................................................................................................. h) Long Term Disability ............................................................................................................................................... i) Dental ..................................................................................................................................................................... j) Administration ......................................................................................................................................................... k) Family Eyeglass Plan ............................................................................................................................................. l) Benefit Cost Sharing ............................................................................................................................................... m) Effective Date For Changes In Coverage And UIC Rebate ..................................................................................... n) Continuation Of Benefits On Lay-Off ....................................................................................................................... o) Continuation Of Benefits On Early Retirement ........................................................................................................ p) Continuation of Benefits on Death .......................................................................................................................... q) Supplemental Medical Benefits ...............................................................................................................................

20 GENERAL

20.01 Union Notice Board ............................................................................................................................................... 20.02 No Distribution Of Union Material .......................................................................................................................... 20.03 Returning To Work From Illness ........................................................................................................................... 20.04 Wash Up............................................................................................................................................................... 20.05 Definition Of The Term Days ................................................................................................................................ 20.06 Reliance On Originally Signed Agreement ............................................................................................................ 20.07 Replacement Of Tools ......................................................................................................................................... 20.08 Leadhands ............................................................................................................................................................ 20.09 Coveralls............................................................................................................................................................... 20.10 Payment for Training And Development ............................................................................................................... 20.11 Gender ................................................................................................................................................................. 20.12 Parkas……………………………………………………………………………………………………………………...

21 PENSION PLAN………………………………………………………………………………………………………………….

22 MAINTENANCE TRAINING PROGRAM

22.01 Maintenance Training ........................................................................................................................................... 22.02 Recognition of Skills ............................................................................................................................................. 22.03 Apprentice Reimbursement……………………………………………………………………………………………..

23 TERMINATION

23.01 Expiry Date And Notice Of Renewal ..................................................................................................................... 23.02 First Meeting For Renewal And Conditions During Negotiations ...........................................................................

SIGNATORIES .....................................................................................................................................................................

SCHEDULE A ......................................................................................................................................................................

LETTERS OF UNDERSTANDING

#1 Truck Drivers .......................................................................................................................................................... #2 Production Groups .................................................................................................................................................. #3 Janitor..................................................................................................................................................................... #4 Job Preference System .......................................................................................................................................... #5 Optional Life And AD&D Coverage ......................................................................................................................... #6 Leadhands .............................................................................................................................................................. #7 HSIRT Fund............................................................................................................................................................ #8 Relieving on the Job ............................................................................................................................................... #9 EAP Plan ................................................................................................................................................................ #10 Benefit Administration ........................................................................................................................................... #11 Right to Refuse ..................................................................................................................................................... #12 Vacation Scheduling ............................................................................................................................................. #13 Improving Efficiency.............................................................................................................................................. #14 Improperly Allocated Overtime .............................................................................................................................. #15 Permanent Layoffs................................................................................................................................................ #16 Emergency Leave Days ........................................................................................................................................ #17 Operational Training Guidelines ............................................................................................................................ #18 Maintenance On-Call ............................................................................................................................................ #19 [Intentionally left blank.] ........................................................................................................................................ #20 Maintenance Tools ...............................................................................................................................................

SENIORITY LIST .................................................................................................................................................................


Safety Commitment Letter .................................................................................................................................................

Note: this table of contents is provided for ease of reference only and shall not be used to interpret the collective

agreement .


2015-2018

COLLECTIVE AGREEMENT

between COMPASS MINERALS CANADA CORP, having operations at 245 Regent Street, Goderich, Ontario, N7A 3X5, hereinafter referred to as the “Company”

and Unifor Local 37-O, located at Goderich, Ontario, hereinafter referred to as the “Union”.

ARTICLE 1

PURPOSE 1.01 The Company and the Union have entered into this Agreement at Goderich,

Ontario, for the purpose of recording terms and conditions of employment, resulting from collective bargaining, which are to be observed by the parties hereto. It is their desire to maintain a harmonious relationship between the Company and its employees, to settle all differences in an amicable manner as herein provided, and to work together to achieve the most efficient operation of the Plant and to promote the Safety and health of the employees.

ARTICLE 2

SCOPE 2.01 This Agreement shall apply to all the employees of the Company with the

exception of the classifications listed below:

a) all office staff including clerical, sales, engineering, accounting and managerial;

b) all supervisory employees above and including the rank of supervisor.

Under normal conditions, these supervisory employees shall not do work which is customarily performed by members of the bargaining unit. This shall not apply when the supervisory employee is engaged in:

training employees; experimental work; work which is required due to emergencies;

It is understood that any such work performed by the supervisory employees shall not result in a reduction of the working force.


c) chemical laboratory staff and assistants; d) shift engineers, and vacuum pan operators who are represented by the

Unifor, Local 37-O-2,

e) all part-time and temporary employees engaged as such. These employees shall be subject to this Agreement after they have completed sixty (60) cumulative days of work within a one (1) year period. Subject to the terms of this Agreement, this Agreement shall apply to probationary employees who have been engaged for permanent work. During the probationary period, it is understood that these new employees shall have no seniority rights, and if their employment is terminated during this time, shall have no recourse to the Grievance Procedure.

The term "employee" or "employees" when herein used shall mean any workers covered by this Agreement.

2.02 So far as practicable with the work force available, normal maintenance, repair

and production work which has been done regularly on the plant premises, by the Company’s own employees will continue to be done by such employees.

New construction, installation or modification of equipment, major repairs, major maintenance, major overhaul work, warranty work or other work not regularly done by the Company’s own employees may be done by outside contractors.

This clause is not intended to restrict the Company to let contracts when it feels it necessary, economical, or expedient to do so, such as not having the necessary equipment, supervision or employees immediately available with the necessary skills or when peaks of work would require a temporary increase of the Company’s forces with subsequent layoff of such forces.

If it becomes necessary to contract out work as provided for above, the Company agrees to give a written notification of the reasons for such contracting out to the Union President prior to the work being performed. If time does not permit, the Company shall notify the Union President and follow with a written notice. In the notification, the Company will give the name of the contractor, the approximate number of personnel involved, the approximate duration and the job to be performed.

The Company will not cause an employee to be laid off, demoted, terminated or transferred by bringing in outside contractors to perform normal maintenance repair or production work on the plant premises.


ARTICLE 3

UNION RECOGNITION 3.01 The Company recognises the Union during the term of this Agreement or any

renewal thereof, as the exclusive representative of the employees for the purpose of collective bargaining with respect to hours' of employment, rates of pay and other conditions of employment, as set forth in this Agreement.

3.02 There shall be no harassment, discrimination, interference, restraint, or coercion

by the Company, or by the Union, or by representatives of either party against any employee because of membership or non-membership in the union or because of race, creed, colour, sex, marital status, nationality, ancestry or place or origin, of such person or employee. The Union agrees that there shall be no union solicitation or promotional activity on company time or premises, except as herein provided.

3.03 As a condition of employment, all employees will become members of the union

upon completion of their probationary period and will maintain such membership in good standing for the duration of this agreement.

3.04 Any arrangement between the Company and the employee(s) which is different

than that specified in this Collective Agreement must have prior approval of the Union.

3.05 Should the Company decide to sell or merge in part or in full, any part of the

Compass Minerals Goderich Evaporator Plant with any other Company or entity, the parties agree that the expressed rights contained in this Collective Agreement shall remain in full force until this Agreement expires as in Clause 23.01 and shall not be altered in any manner until the parties Negotiate a new Agreement as in Clause 23.02.

ARTICLE 4

CHECK-OFF 4.01 The Company recognises the right of the Union to levy initiation fees and dues. 4.02 Upon receipt of written authorisation from the Union, the Company agrees to

deduct from the pay of employees, covered by this Agreement, initiation fees and regular monthly Union dues during the term of this Agreement.

4.03 The Company shall remit to the Union once a month the dues deducted together

with a written statement of the names of employees for whom the deductions were made and the amount of each deduction.


ARTICLE 5

COMPANY RIGHTS 5.01 The Union acknowledges that it is the exclusive function and right of the

Company to:

(a) operate and manage its business in all respects, except where any right to do so has been specifically restricted by the terms of this Agreement;

(b) maintain order, discipline and efficiency;

(c) make and alter from time to time rules and regulations to be observed by

the employees, provided such rules and regulations are not inconsistent with this Agreement;

(d) schedule the production;

(e) direct the working force; hire, promote, demote, transfer, lay-off because

of lack of work, recall, discipline, suspend and discharge for just cause all employees provided that claims of discriminatory promotion, demotion or transfer and wrongful or unjust discipline or discharge shall be subject to the Grievance Procedure herein provided;

(f) Subject to the terms of clause 5.02, incorporate in the Plant all manner of

technological and process improvements at any time. 5.02 Technological change is defined as the introduction of new technology into the

operation or the automation of an activity, which results in a significant change in the method of operating the business. It does not include such things as a change in the volume or timing of business or the routine replacement of equipment.

The Company agrees to notify the Union of pending technological change, at the earliest practical date which will permit a meaningful discussion of the impact of the change on the operation and the workforce. Such discussion shall include the following:

the probable effective date the approximate number and classification of employees to be affected, if

any the approximate number of jobs to be abolished and/or created, if any any change in the terms, conditions or security of employment

It is understood and agreed that any new or changed job created by the technological change shall be offered first to those employees directly affected by the change. Any jobs which are not filled in this fashion shall be posted in


accordance with clause 12.06.

If the technological change creates a permanent reduction in the number of employees at the operation the reduction shall be effected in accordance with the terms of clause 12.04.

ARTICLE 6

COMMITTEES 6.01 The Company agrees that a Negotiating Committee, not to exceed three (3)

regular employees in number, selected by the Union, shall be recognized as the authorised negotiating representatives of the Union. The Company shall deal with the said Committee with respect to proposals for modifications of the Agreement as outlined in Article 23. An accredited Union official may participate in any such negotiations.

The Union shall supply the Company, in writing, with the names of the employees constituting the Committee and shall inform the Company, in writing, at least five (5) days prior to any meeting of any changes that may occur in the personnel of the said Committee.

The Company will pay the Union Negotiation Committee at their straight time classified rates for all regular time lost from work to attend negotiation meetings up to conciliation and the appropriate overtime rate for all hours over 8 hours in a day and 40 hours in a week.

For the purpose of this Section, an employee who is not on his day off and who spends a day in negotiations with the Company shall be deemed to have performed a day of work for all purposes, including the calculation of overtime, and the Committee members shall not be required to work the night shift immediately before or the afternoon shift immediately after a day of negotiations if they would otherwise have been scheduled.

6.02 The Company agrees that a Grievance Committee, not to exceed four (4) regular

employees in number, selected by the Union, shall be recognized as the authorised representatives of the Union to handle all grievances as outlined in clause 7.03.

It is understood and agreed that when meeting with the Company not more than three (3) members of the Grievance Committee shall participate.

The Union shall supply the Company with the names of the employees constituting the Committee and shall inform the Company, at least two (2) days prior to any meeting, of any changes that may occur in the personnel of the said Committee.


The Company shall pay Grievance Committee members at straight time rates for all time spent in Grievance meetings and the appropriate overtime rate for all hours over 8 hours in a day and 40 hours in a week. The Company shall not pay Grievance Committee members for time lost from work due to Arbitration proceedings.

6.03 The Company and the Union agree to establish a Committee whose purpose will

be to advise and consult on matters impacting on the operations and the employees, and to otherwise enhance communications to their mutual benefit.

1. The Committee will be comprised of three (3) senior plant management

and three (3) local union officers. The Company shall pay Labour Management Committee members at straight time rates for all time spent in Labour Management meetings.

2. The Committee will meet not less than once every two (2) months or as

may be deemed appropriate by the Plant Manager and Local Union President, who will prepare an agenda in advance of the meeting.

3. The Committee will maintain minutes which will accurately reflect the

items reviewed and considered. The minutes will be approved by both parties and posted promptly for the information of all employees.

4. The Committee will continually monitor its experiences for any appropriate

revisions to these terms of reference.

5. The Chairmanship of the L.M.C. will alternate from meeting to meeting between the Plant Manager and the Local Union President.

6. The Company shall pay LMC Committee members at straight time rates

for all time spent in LMC meetings and the appropriate overtime rate for all hours over 8 hours in a day and 40 hours in a week.

6.04 The Joint Apprenticeship and Trades Training Committee will consist of four

members based on equal representation.

The Joint Apprenticeship and Trades Training Committee shall meet not less than once every six (6) months, unless otherwise agreed by the parties.

The purpose of the Committee shall be to evaluate and advise on all phases of the training program. All representatives of the Union and the Company committee are necessary to conduct any meeting.

6.05 The Company shall pay all employees participating as Committee members at straight time rates for all time spent in meetings. The Company shall at all times


make every reasonable effort to arrange meetings when Committee members are working their regularly scheduled day shift.

ARTICLE 7

GRIEVANCE PROCEDURE 7.01 When an employee or a group of employees has a dispute involving the

interpretation, application or an alleged violation of the agreement, the employee(s) and the employee's supervisor(s) will discuss the dispute and attempt to resolve it. At the employee's option, a steward will be present during the discussion. Failing a satisfactory resolution, the dispute may be submitted in writing to step one of the grievance procedure, provided that no more than 3 weeks has elapsed since the date of the incident giving rise to the grievance, or the date the employee could reasonably have been aware of the incident and further provided that not more than 2 weeks have elapsed since the employee discussed it with his supervisor.

7.02 A first step meeting shall be scheduled within 2 weeks of the date the grievance

is submitted. This meeting shall be attended by the employee and the departmental steward or his delegate. The Company will be represented by the appropriate superintendent and/or his delegate and the supervisor. The Company will provide a written answer within 1 week of the meeting. Failing a satisfactory resolution at step one, the grievance may be advanced to step two, provided the Union notifies the Company in writing within 2 weeks of the first step answer.

7.03 A second step meeting shall be scheduled within 2 weeks of the notification and

will be attended by the grievance committee and the national representative or his delegate. The Company shall be represented by the Plant Manager or his delegate and such other Company officials as may be appropriate. Either party may request the presence of the grievor. The Company will reply in writing within 1 week of the second step meeting.

7.04 Failing a satisfactory resolution at step two, the grievance may be advanced to

arbitration, provided the Union notifies the Company in writing within 2 weeks of the second step answer.

7.05 The time limits described above may be extended at any time by mutual

agreement of the parties. 7.06 At all steps of the grievance and arbitration procedure, the grievor and the Union

shall disclose to the company a full and detailed statement of the facts, the remedy sought and the provision(s) of the agreement relied upon. In a similar fashion, the Company shall disclose all pertinent facts upon which it relies. In the event additional facts become available they will be revealed to the other


party in a timely fashion. 7.07 A policy grievance is defined as a dispute which affects the rights of the parties

to this agreement as entities rather than the rights of an individual employee or group of employees. Policy grievances shall be initiated at step two.

7.08 It is understood and agreed that no precedent shall be set as the result of a

dispute or grievance which is settled short of arbitration unless both parties expressly agree in writing, that the settlement shall constitute a precedent. Neither party shall utilise the settlement of a dispute or grievance in an effort to maintain a practice or to initiate the same or similar practice in another location.

7.09 No employee or employee representative shall leave his work for any of the

purposes mentioned in this Agreement without a request to and permission from his supervisor.

7.10 A copy of any written notice of discipline issued to an employee will be forwarded

to the Local Union President. 7.11 A disciplinary warning shall be deleted from an employee's file if a period of

twelve (12) months has elapsed without any new infraction resulting in disciplinary action.

7.12 The record of a suspension shall be deleted from an employee's file if twenty-

four (24) months has elapsed without any new infraction resulting in disciplinary action.

ARTICLE 8

ARBITRATION 8.01 When either party decides to submit a grievance to Arbitration, as per Article No.

7, Step Two, then the other party shall be so advised in writing. The parties may appoint a sole arbitrator by mutual agreement. If the parties cannot agree upon a mutual arbitrator or either party chooses to

expedite the grievance, then either party may make application to the Minister of Labour for the Province of Ontario and an Arbitrator shall be appointed.

8.02 No person shall be appointed as an Arbitrator who has been involved previously

in an attempt to negotiate or settle the grievance. 8.03 The remuneration and expenses of the Arbitrator shall be borne equally by the

Company and the Union. Witness fees and allowances shall be paid by the party calling the witness.


8.04 The decision of the Arbitrator shall be final and binding upon the parties hereto; but the arbitrator shall not be authorized to make, nor shall they make, any decision or recommendation inconsistent with the provisions of this Agreement, nor make any general changes such as changes in wage rates, nor deal with any matter not covered by this Agreement.

ARTICLE 9

NO STRIKES OR LOCKOUTS 9.01 The Union agrees that there shall be no strike, stoppage, slowdown or restriction

of output during the life of this Agreement and that any or all of the employees taking part in, or instigating any such strike, stoppage, slowdown or restriction of output shall be subject to discharge or other discipline by the Company or its officials, provided, however, that any employee who believes that he has been wrongfully discharged or disciplined may avail himself of the Grievance Procedure.

9.02 The Company agrees that there shall be no lockout during the life of this

Agreement.

ARTICLE 10

MAINTENANCE AND PROTECTION DURING SUSPENSION OF WORK 10.01 It is agreed that during any general suspension of work at the said Plant at any

time and for any cause whatsoever, the Company's property shall be protected and the Company's equipment shall be maintained in good condition by the employees.

10.02 It is understood that those employees who, in the opinion of the Company, are

necessary for the protection and maintenance mentioned in Clause 1 above, shall be available for such work and under no circumstances shall suspend work, provided that such employees shall not be required for production work.

10.03 The employees, referred to in Clause 2 above, shall be paid at the wage rates in

effect at the time of the general suspension of work.

ARTICLE 11

LEAVE OF ABSENCE 11.01 All leaves of absence shall be without pay and all requests shall be submitted in

writing prior to commencement of the requested leave of absence. The supervisor shall respond in writing to all requests.


11.02 Employees of the Company, not exceeding two (2) in number, elected by the Union as representatives to District, Provincial or National functions shall, subject to production requirements be granted reasonable leave of absence to attend such functions, provided the Company received adequate notice of requested absence. The employee granted such a leave of absence shall accumulate seniority for the duration of said leave.

11.03 The Company, on application from the Union reasonably in advance shall grant

leave of absence not to exceed six (6) months to an employee who may be selected as a representative of the National Union or to fill an office with the District, the Ontario Federation of Labour, or the Canadian Labour Congress. This leave of absence may be extended an additional six (6) months by agreement of the parties. An employee granted such a leave of absence shall accumulate seniority for the duration of said leave. The employee will not be entitled to any benefits under this Agreement except that the Group Insurance coverage will be maintained providing the employee pays the full cost.

11.04 An employee may be granted a leave of absence for a period not to exceed four

(4) weeks. During such leaves, seniority shall accumulate and group benefits will be maintained. Normally, such leaves shall only be available to an employee who has taken all the vacation leave to which he is entitled however, this requirement may be waived by mutual agreement.

11.05 In the event of the death of a family member, an employee will be granted a

leave of absence. Within such a leave, any absence from regularly scheduled working shifts during the bereavement period shall be compensated as follows:

(The bereavement period is recognized as any four consecutive days, starting from the date of death to the date of the funeral. Employees may elect to take bereavement leave starting on the date of the funeral)

4 shifts within the bereavement period for the death of an employee's spouse, child, stepchild, parent, stepparent, sibling, step-sibling, step grandparent, step grandchild, or same sex spouse.

3 shifts within the bereavement period (1 day for attending the funeral

only), for the death of an employee's mother-in-law, father-in-law, brother-in-law, sister-in-law, son-in-law & daughter-in-law, grandparent, grandparent of spouse, grandchild or grandchild of spouse.

Note: Should the bereavement occur during an employee's vacation period, the

vacation period will be immediately extended by the appropriate number of shifts.

in the event of a winter death and spring burial, one of the shifts may be

taken at the time of the burial.


up to 2 shifts for a funeral which is too distant for the employee to

practically attend.

Note: Employees who are on bereavement leave will not be assigned to any overtime work as outlined in Article 14.02. No employee will be required to work any overtime previously scheduled, should the overtime fall within the bereavement period.

11.06 The Company will make up the difference between the regular day’s pay and the

fee received by any employee, less expenses, who is required to perform jury duty, serve on a public inspection panel, or is subpoenaed to give evidence for the Crown.

ARTICLE 12

SENIORITY 12.01 a) Seniority shall be determined by an employee's length of continuous

service with the Company. New employees shall be considered as probationary and shall not accrue seniority, during the first sixty (60) days of employment. If a probationary employee is terminated, it is agreed the termination shall be deemed to be for just cause.

b) An employee who accepts a position at the Goderich plant but outside the

bargaining unit, shall cease to accrue seniority. Such an employee shall retain his existing seniority for 12 months from the date he leaves the bargaining unit, provided he continues to pay monthly union dues during this period. An employee who fails to pay such dues waives his right to return. On returning to the bargaining unit, the employee shall return to his previous job classification. Group 1 production employees shall be placed in the spare occupation.

12.02 When two (2) or more employees are hired on the same day, their relative

seniority ranking shall be determined by a coin toss. This determination will take place during the first week of employment and in the presence of a departmental steward.

12.03 Subject to the provisions of letter of understanding # 4, all cases of promotion,

demotion, and transfer shall consider the following factors: 1. training and experience on the job

2. mental and physical ability 3. seniority

Where 1 and 2 above are relatively equal, the job shall be awarded to the senior employee.


12.04 In the event of a lay-off or reduction of work the following procedure will govern:

a) All probationary and temporary employees shall be released first, provided the remaining employees are qualified to do the work available in accordance with Article 12.03;

b) Thereafter regular employees shall be laid off in reverse order of seniority

providing the remaining employees are qualified to perform the work available in accordance with Article 12.03.

c) In the event of a lay-off of more than five (5) days, if an employee is to be

laid off out of order of seniority due to a lack of qualifications, the Company will endeavour to assist the senior employee by providing a maximum of five (5) days of training for available jobs.

d) Laid off employees shall be recalled to work in order of seniority provided

the senior employee is qualified to perform the available work or can become qualified within the first five (5) days of his return to work.

12.05 An employee shall cease to have seniority rights and the employee's status with

the Company shall be terminated for all purposes if the employee:

a) voluntarily leaves the Company;

b) is justifiably discharged;

c) i) is laid off by the Company and has not been recalled for a period of

twelve (12) consecutive months in the case of employees with less than seven (7) years of continuous service;

ii) is laid off by the Company and has not been recalled for a period of

eighteen (18) consecutive months in the case of employees with seven (7) or more years of continuous service but less than ten (10) years of continuous service;

iii) is laid off by the Company and has not been recalled for a period of

twenty-four (24) consecutive months in the case of employees with ten (10) or more years of continuous service;

d) fails to report for work within five (5) working days after notice to return has been sent by Registered Mail to the last place of address registered with the Company. An exception shall be made in case of illness confirmed by a doctor's certificate provided the Company is notified of


such illness before or during the above five (5) working days;

e) is absent for more than (3) consecutive working days without just cause which is deemed reasonable, except in case of sickness confirmed by a doctor's certificate, provided the Company is notified of such sickness during the above three (3) working day period;

f) retires from Company service.

12.06 Notice of vacancies to be filled, other than lay-off, shall be posted for a five (5)

day period on the notice board. Eligible employees may apply for the vacant position by signing the posting in the space provided. Copies of notices and selections will be provided to the Local Union President. The decision of the Company as to whether or not a vacancy is to be filled shall not be questioned.

12.07 In the event of a layoff in the production department, employees so effected may

be transferred to the Maintenance Department as Maintenance Helpers and shall be paid the Maintenance Helper rate. Such transfers are not subject to the job posting requirements as stipulated in clause 12.06 of this agreement. When the transferred employee's regular job becomes available he shall be immediately transferred back to his former position.

12.08 In the event of permanent elimination of a classification or a permanent reduction

in the number of employees within a classification, the employee(s) affected and any employee(s) subsequently affected, may exercise his seniority to displace a junior employee, provided he is qualified to perform the job in accordance with company standards.

12.09 A seniority list shall be made up by the Company every six (6) months. One (1)

copy shall be posted on the notice board and one (1) copy shall be supplied to the Union. Any error in the said list must be taken up with the Company within one (1) week after the list has been posted. This list will include production group and/or department to which the employee is currently assigned.

12.10 When considered necessary by the Company, students may be hired for the

Maintenance Department under the following conditions:

a) students will be laid off before any regular employees are laid off;

b) no students will be hired if any regular employee is laid off;

c) students shall only be employed for the period between May 1st and September 15th, of any year.


ARTICLE 13

HOURS OF WORK 13.01 a) The work week shall commence at 00:01 on Monday. Employees shall

work 8 hour shifts with a 30 minute paid lunch period. Lunch periods shall be scheduled between the third and fifth hours of the shift.

The day shift shall commence between the hours of 07:00 and 08:00, the afternoon shift between the hours of 13:00 and 16:00 and the night shift between the hours of 23:00 and 24:00.

Shift schedules shall provide for two (2) consecutive days off. Shift work will be allocated equally amongst qualified employees. Employees shall not leave the property during paid lunch periods.

b) Where the Company implements a five crew (5 crew) shift schedule, the

twelve hour shifts shall be:

23:30 hours Friday to 11:30 hours on Saturday 11:30 hours Saturday to 23:30 hours on Saturday 23:30 hours Saturday to 11:30 hours on Sunday and 11:30 hours Sunday to 23:30 hours on Sunday.

Employees on the 5 crew schedule shall work two twelve hour shifts in each of two of the five weeks of the schedule with one pair of shifts being days and one pair being nights on Saturdays and Sundays. Employees will receive two (2) thirty (30) minute lunch periods in each twelve hour shift. Employees shall provide coverage for each other to ensure continuous operation of the line.

13.02 An employee who reports for work at his regularly scheduled time and was not

notified in advance not to report, shall be guaranteed four (4) hours work at his regular rate of pay if on an eight (8) hour shift and six (6) hours pay at his regular rate of pay if on twelve (12) hour shifts, even if there is no work in his department.

The foregoing shall not apply when:

i) there is no work because of a, Act of God, fire, flood, power failure, or

other emergencies beyond the Company's control;

ii) an employee is absent during his preceding work period, and returns to work without having notified the Company before the end of that work


period of his intention to return to work. 13.03 All employees shall be given a rest period of fifteen (15) minutes in each half-

shift. An additional rest period of fifteen (15) minutes shall be granted after the first one (1) hour of overtime continuous with the completion of an employee's shift or after every two (2) hours of overtime worked.

13.04 Employees called out for emergency work after punching out and not so notified

during their previous working period shall be paid a minimum of four (4) hours at their regular straight time rates, or pay for the actual hours worked at the appropriate overtime rates, whichever is the greater.

Emergency work is unscheduled work performed by an employee during times

other than his regular work periods and not continuous with such periods. When a maintenance employee is called on their time off by an authorized

person and requested to provide maintenance assistance over the telephone rather than being called in, they will be paid for one-hour at their straight time rate.

13.05 Employees scheduled to work overtime between the hours of 24:00 to 05:00

shall be paid a minimum of four (4) hours at their regular straight time rates, or paid for the actual hours worked at the appropriate overtime rate, whichever is greater. However, an employee who is called at home to report for work within 24 hours of the call and in advance of his next scheduled work date, will be entitled to call out pay.

13.06 This Article is only for the purpose of establishing hours of work and shall not be

construed as a guarantee of any work per day or per week, except as noted in Clauses 4, 6 and 7.

13.07 There shall be no pyramiding of premiums however, shift premiums shall be paid

for all applicable shifts regardless of the rate of pay being earned. 13.08 The shift schedule will be posted 14 days before the work week begins (Monday,

by 2:30PM). If the employees shift schedule is changed after 12:00 PM on the Monday preceding the work week (5 days before the work week) he shall be paid at the rate of time and one-half for the first shift worked on the new schedule. Subsequent shifts worked on the new schedule shall be paid for at straight time, subject to the overtime provisions of this Agreement. If the employee's shift schedule changes after 12:00 PM Monday, the employee will be notified personally or at his residence by telephone.

The above paragraph only applies if the schedule is changed due to changes in production requirements. This does not apply to changes in the schedule due to an employee vacation request or absence which occurs after the time noted in


the preceding paragraph. 13.09 Five Crew Shift

The Company will at its sole discretion have the right to implement the Five Crew Schedule (when operating 24/7) or a five (5) day rotation on any jobs as market conditions merit.

The employees on the hamer crew must be fully qualified in all positions, including the hamer, palletizer, and lift truck. The three employees on the hamer line shall be expected to relieve each other during break and lunch periods so as to maintain continuous operation of the line. The 12-hour weekend shifts will commence and end at 11:30 p.m. and 11:30 a.m.

Overtime for time worked on scheduled days off (except where there are three (3) days off or less in a week) will be paid at one and one half times (1 1/2) the scheduled straight time rate for the first shift so worked and two (2) times the scheduled straight time rate for subsequent shifts worked.

The Company and Union agree to explore alternative schedules during the term of the agreement.

Peak-time Hamer Shift

M T W T F S S

8 8 8 8 8

8 8 8 8 8

12 12

12 12

8 8 8 8 8

5 Week cycle

Employees working the 5 Crew Schedule as outlined above will be paid the equivalent of forty (40) hours pay, inclusive of Saturday and Sunday premiums when working the two twelve (12) hour weekend shifts. The calculation of an hourly rate of pay shall be (same as mine approach).

The two twelve (12) hour shifts on the weekends shall be considered as a regular work week for all other articles that refer to work weeks.

Employees who are transferred to the 5 Crew Schedule for relief coverage other than for a single shift shall be transferred for the week and will be paid as per the above noted paragraph.


13.10 a) In the event the Company determines that the other production, warehousing or maintenance areas (exclusive of the Hamer operations) are required to operate twenty four hours per day seven days per week (24/7), the Company will maintain the existing schedules and supplement with overtime for up to four weeks.

Should the Company determine that the requirements to run 24/7 will extend beyond the four weeks, the parties shall meet to discuss extending the time period and/or to discuss alternate schedules to accommodate the extended production requirements. Should the parties not agree on a schedule, then the Company shall implement a schedule to meet the operational requirements.

Hours worked on a Sunday of this 24/7 schedule only shall be paid two (2) times the scheduled straight time rate.

b) Overtime for time worked on scheduled days off (except where there are

three (3) days off or less in a week) will be paid at one and one half times(1 ½) the scheduled straight time rate for the first shift so worked and two (2) times the scheduled straight time rate for subsequent shifts worked.

ARTICLE 14

OVERTIME 14.01 a) Any work performed in excess of eight (8) hours per day or twelve (12)

hours per day as applicable or forty (40) hours per week shall be considered as overtime and shall be paid at one and one-half times the scheduled straight time rate.

b) Time worked in excess of the normal daily hours of work by reason of a change in shift, or of an exchange of shift hours by mutual agreement of the employees concerned and with the approval of the supervisor, shall be paid for at the scheduled straight time rate.

c) Overtime at the rate of two times the employee's straight time classified rate will be paid for all work performed on an employee's second day of rest.

d) Overtime at the rate of two times the employee's straight time classified

rate will be paid for all overtime hours in excess of eight (8) hours overtime worked on an employee's first day of rest.

e) Overtime at two times the scheduled straight time rate will be paid for all work performed in excess of twelve (12) continuous hours in any one (1) day when the employee is working an eight hour shift. Lunch periods or


breaks not exceeding two (2) hours in duration shall not be considered as breaking a continuous period of work.

14.02 Overtime work considered necessary by the Company shall be offered first to

regular employees qualified to perform the work within their specific roster (Maintenance - Production) and then qualified probationary employees within their specific roster. Should these employees decline and a suitable replacement is not available, it is understood the Company may assign the least senior qualified employees who are immediately available.

Overtime work shall be distributed as equally as possible among those employees who, in the opinion of the Company, are qualified to perform work within their specific rosters. Overtime lists shall be maintained in each department to facilitate distribution. Employees who have been offered overtime work and have declined shall have the amount of hours credited as overtime refused for purpose of distribution. Employees transferring into a classification or group shall be given an average of the overtime hours recorded among those with whom the overtime is to be shared. New employees shall be given the highest overtime hours recorded among those with whom the overtime is to be shared. Employees absent as a result of injury, illness, layoff, or leave of absence, for a period greater than two (2) weeks shall have an average of the overtime hours recorded during their absence added to their overtime total for the purpose of overtime distribution equalisation.

14.03 No employee shall be required to take time off from his normal hours to absorb

any overtime. 14.04 An employee who is required to work two (2) or more hours' overtime

continuous with his regular work period or who is required to work more than four (4) hours' continuous with his work period following meal break, or more than four (4) hours' on a call-out, shall be allowed one-half hour off work without pay and shall receive a meal allowance of $15.00. For each succeeding period of four hours overtime, an additional meal allowance of $15.00 will be provided. If an employee arranges to have a meal brought in by taxi from Goderich, the cost of such taxi shall be paid for by the Company up to a maximum of ten dollars ($10.00) upon presentation of a valid receipt. However, this shall not apply if an employee is granted permission to go home in order to have his meal at his regular time.

14.05 The Company will provide maintenance employees with a minimum of 8 hours of

rest without loss of pay on their following shift, if the employees are called-out to work from home more than 2 hours prior to the start of their regularly scheduled shift. The maintenance employee will be paid at straight time rate from the start of the regularly scheduled shift to the end of the rest period.


When the callout concludes within 2 hours of the start of the next scheduled shift, the maintenance employees will remain at work for a total of 8 hours starting from the time the employees arrived at work. The employees will receive 8 hours regular time and overtime for the hours prior to the start of the scheduled shift.

The employee has the option to go home and return later that day to complete the remaining hours. The remaining hours are equal to eight hours minus the hours worked prior to the shift or five hours whichever is less.

ARTICLE 15

RATES OF PAY 15.01 The Company and the Union agree that the rates of pay as set forth in the

attached Schedule "A" shall form part of this Agreement and shall continue in effect for the duration of the Agreement.

15.02 Effective July 1, 2015 a shift premium of $0.73 per hour shall be paid to

employees working on regularly scheduled shifts between the hours of 15:00 and the following 24:00. Effective July 1, 2016 the premium will increase to $0.75 per hour and effective July 1, 2017 the premium will increase to $.77 per hour.

Effective July 1, 2015 a shift premium of $1.05 per hour shall be paid to employees working on regularly scheduled shifts between the hours of 23:00 and the following 08:00. Effective July 1, 2016 the premium will increase to $1.08 per hour and effective July 1, 2017 the premium will increase to $1.11 per hour.

15.03 Where an employee other than a probationary or student employee works in a

higher hourly wage classification, he shall be paid at the higher rate for all hours worked in that higher classification. This condition shall not apply when the assignment is for the purpose of training.

15.04 a) Employees will receive a premium of $2.52 per hour for all regularly

scheduled straight time hours worked on Saturday during year one, $2.60 per hour for year two, and $2.68 per hour for year three of the Agreement. This premium is used in the 5 crew schedule pay rate calculation.

b) Any new shift schedules that involve working Saturday, employees will receive a premium of $5.15 per hour for all regularly scheduled straight time hours worked on Saturday.

15.05 Employees shall be paid one and one-half (1-1/2) times their straight time rate

for all regular hours worked between 00:01 Sunday and 24:00 Sunday. 15.06 Whenever a new job is established or there is a substantial change in the duties


of an existing job, the Company will meet with the Union negotiating committee to negotiate a rate for the new or changed job. This meeting will take place at the earliest practical date. The new rate will be one of the rates of a job classification contained in Schedule A. If necessary, the Company will establish an interim rate to be used until agreement is reached on a final rate. In the event the parties cannot reach agreement on a final rate, the matter shall be referred to arbitration in accordance with Article 8. It is understood and agreed that each party shall submit its final best offer and the arbitrator shall be limited to choosing one or the other of these offers. If the final rate is higher than the interim rate, a retroactive adjustment shall be made.

15.07 A premium of twenty cents ($0.20) per hour shall be paid for all hours worked to

the employee who relieves a supervisor, it being understood that said employee will neither exercise any disciplinary action nor perform work normally performed by the bargaining unit while relieving a supervisor. The Company and Union must mutually agree to extend relief coverage, if coverage is required for more than six (6) months. [Updated housekeeping 10-24-12]

ARTICLE 16

PLANT HOLIDAYS 16.01 a) All employees shall be paid at his straight time rate on the basis of his

regularly scheduled normal daily hours of work for the following plant holidays, whether or not he works on these days:

New Years Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday

Provided that an employee shall not be entitled to be so paid:

i) if he does not work on the above holidays or substituted days when

he has been required or scheduled to do so; however, an employee shall be paid for a holiday if he has a legitimate reason for being absent from work on the holiday and prior to such holiday has received the approval of the Plant Manager, or the employee's Superintendent for such absence;

ii) if he is absent without reasonable cause on the scheduled working

day immediately preceding and/or succeeding the above holidays or substituted days;

iii) if the above holidays occur while he is laid off, except during the

first fourteen (14) calendar days of such lay-off when the above


holidays shall be paid for;

iv) if the above holidays occur while he is on leave of absence:

v) if the above holidays occur during a period of illness certified by a medical certificate, except when such illness occurs during period of not more than fifteen (15) calendar days prior to the holiday.

b) All employees who have completed their probationary period shall be

entitled to an additional eight (8) hours pay at Christmas at their straight time classified rate. The additional eight (8) hours will be paid on the pay cheque immediately preceding Christmas Day.

c) After July 1, 2009, in the event that the Provincial or Federal government

proclaims an additional paid holiday to the Employment Standards Act, such holiday will be added to this Article.

16.02 When any of the above holidays fall on a Saturday or Sunday then, for the

purpose of this Agreement, such holidays will be observed the previous Friday or the following Monday or on such days that may be mutually agreed between the parties.

If the day the holiday is observed falls on a non-scheduled day, the employee may elect to take the holiday on any other day during a period commencing on his last working day prior to the holiday and extending for 90 days subsequent to the holiday, that is acceptable to the employee and his supervisor. This election must be made within the 7 day period prior to the date of the holiday. The employee will be paid for the holiday during the pay period that the holiday falls.

16.03 An employee who is required to work on any of the holidays listed in 16.01 (a)

shall be paid for such hours worked at two (2) times his straight time classified rate, and two and one half (2 ½) times on Christmas Day, exclusive of such holiday pay to which he may be entitled as set forth in Article 16.01 (a).

16.04 The Company agrees not to schedule work during the 24 hour periods

commencing at 23:30 December 24th and December 31st except in the advent of pressing market conditions. Under such conditions, work shall be offered first to employees regularly scheduled in the required classifications, then to other employees on the basis of seniority and qualifications. If there are insufficient volunteers, the work will be assigned to junior qualified employees.

16.05 All regular employees shall be entitled to three (3) floating holidays per year with

pay for eight (8) hours at their scheduled straight time rate. The day observed as a floating holiday shall be such a day as may be mutually agreed between an

employee and his supervisor. Three floating holidays shall be equal to twenty four (24) hours for the purpose of time off for employees twelve (12) hour shifts.


16.06 Holding the floating holiday for the last three (3) months of the calendar year

should be avoided. On October 1st of each year immediate supervisors will review the number of floating holidays outstanding and where required will take the necessary steps to distribute the floating holidays outstanding in the last three (3) months of the year.

16.07 An employee who has completed his first (1st) six (6) months of service with the

Company shall be entitled to one floating holiday.

Upon completion of his second (2nd), six (6) months of service he shall be entitled to two additional floating holidays.

No employee will be entitled to more than the maximum floating holidays allowance in any calendar year.

ARTICLE 17

VACATIONS WITH PAY 17.01 An employee with less than three (3) weeks vacation shall be entitled to vacation

pay based on four percent (4%) of the total earnings during the year ending May

31st of the year immediately prior. 17.02 An employee who has completed one (1), five (5), ten (10), seventeen (17) and

twenty-five (25) years of service with the Company prior to June 1st of any year, shall be entitled to two (2), three (3), four (4), five (5) and six (6) weeks vacation respectively.

If an employee has 3 weeks or more of vacation, Two (2) of the weeks of vacation may be broken up and scheduled into singles days subject to management approval. For employees with two (2) weeks’ vacation they may break up one (1) weeks’ vacation into single days, subject to management approval. For employees on the 5 shift schedule, Saturday counts as 2 days and Sunday counts as 3 days vacation.

An employee of sixty (60) years of age or more with twenty-five (25) years or more of continuous service with the Company shall be entitled to supplementary vacation with pay in addition to his regular vacation and entitlement.

The supplementary vacation entitlement shall be in accordance with the following schedule on the basis of age and service.

Age 60 - one (1) week entitlement Age 61 - two (2) weeks entitlement Age 62 - three (3) weeks entitlement


Age 63 - four (4) weeks entitlement Age 64 - five (5) weeks entitlement

One (1) year of continuous service means an employee actively at work for one thousand nine hundred and sixty (1960) paid hours (vacations, plant holidays, jury duty as provided in this Agreement, bereavement, Union business as provided in Articles 6, 7 and 8, days absent while an employee is receiving compensation by the Workers' Compensation Board and days absent when an employee is receiving Weekly Indemnity, or any work accommodation approved by the Union and the Company that requires an employee to work less than the scheduled hours, shall be counted as days actively at work).

Employees who are not actively at work for one thousand nine hundred and sixty (1960) paid hours will receive vacation pay on the pro rata basis of the number of hours actively at work divided by one thousand nine hundred and sixty (1960) hours and multiplied by the normal vacation pay entitlement.

17.03 Vacation pay for each week of an employee's entitlement shall be 2% of the

employee's base hourly rate, multiplied by 2080. The Company acknowledges the general principle that an employee should not be allowed or required to work during any week (Monday to Sunday) for which he has received vacation pay. The Company agrees to follow this principle except in situations where legitimate, special needs of the business have precedence. In the event an employee is called back to work during a period of scheduled vacation, he shall be paid at a rate of double time for all hours worked.

17.04 Notwithstanding the terms of clause 17.02 above, an employee who completes

his fifth (5th), tenth (10th), seventeenth (17th) and twenty-fifth (25th) year of service will be granted, after his/her anniversary date, an additional week of vacation with pay.

17.05 Vacations shall be taken within twelve (12) months commencing June 1st, at

times scheduled by the Company to cause the least disturbance to the efficient operation of the Plant. An employee who has earned two (2) weeks or more of vacation shall be entitled to take a minimum of two (2) weeks vacation consecutively, if requested by him.

17.06 If a statutory holiday falls within an employees scheduled vacation period, the

employee may elect to take in lieu, the day immediately before or the day immediately after his period of scheduled vacation. Alternatively, the day may be taken on any other day within the subsequent 90 days that is acceptable to him and his supervisor. This election must be made at the time the employee

applies for the vacation. The employee will be paid for the holiday during the

pay period that the holiday falls. 17.07 An employee whose vacation is interrupted either by a serious sickness or


accident or by a bereavement shall not be required to consume his vacation entitlement during the period of interruption.

17.08 For employees working the 5 Crew Shift Schedule, vacation taken during the

week with the two (2) twelve hour shifts shall be recognized as a week’s vacation and paid as per article 17.03.

ARTICLE 18

OCCUPATIONAL HEALTH AND SAFETY 18.01 It is the intention of the parties hereto that no employees shall be required to

work under conditions which are unsafe or unhealthy therefore:

i) the parties agree to comply with the Occupational Health and Safety Act, 1978, together with any other applicable Health and Safety Legislation and including the respective regulations thereto; however, the terms of legislation and regulations are governed by law and are not subject to the Grievance and Arbitration Procedure of the Collective Agreement;

ii) any reference to legislation herein expressed shall mean legislation by

and of the Government of Canada or the Province of Ontario, as presently applied or as may be revised.

18.02 The Company recognises its responsibility to provide a safe working environment

for all employees who are covered by the provisions of this Collective Agreement;

The Company shall make all necessary and reasonable provisions for the safety and health of its employees during the hours of their employment and shall provide protective equipment and other safety devices in accordance with the foregoing Legislation and its present practices.

18.03 The parties mutually recognise their obligation in the development and

maintenance of safe working conditions;

The parties further agree to make all reasonable efforts to improve and promote safety and to encourage employees to observe and comply with all Plant and Legislative Safety regulations.

18.04 The Company will reimburse employees for the cost of replacing safety foot wear

up to a maximum of $200.00 per pair. Damaged or worn out safety footwear will be replaced upon authorization. Each employee will be entitled to at least one pair of safety foot wear each year.


Any changes to the Plant foot wear policy will be discussed with the Joint Health

and Safety Committee before any decision is made. 18.05 The Company will replace approved prescription safety glasses when damaged

on the job. Authorisation for replacement shall come from the employee's immediate supervisor and shall be limited to two (2) replacements in any twelve (12) month period. The above provision and limitation shall not apply to any replacement paid by Worker's Compensation.

The Company requires all employees to wear safety glasses, employees requiring prescription safety glasses will be provided with their initial prescription safety glasses. The type of prescription safety glasses must be approved by the Company and purchased through a Company approved supplier.

18.06 The parties recognise and accept their mutual obligation to work co-operatively

in order to maintain a safe and healthy working environment and to agree to implement and support the following procedures:

1/ To establish a joint health and safety committee comprised of unionized

and management employees, which will meet regularly to discuss health and safety concerns, review progress and make recommendations.

2/ The committee will meet at the workplace not less frequently than 10

times per year.

3/ The committee will consist of 2 employees who are members of the CEP Local 37-O, 1 employee who is a member of CEP Local 37-O-2 and 3 employees who are members of management. The committee will be co-chaired by 1 of the unionized employee members and 1 of the

management employee members.

4/ Members are entitled to 1 hour of paid preparation time before each meeting and may request additional paid time. Members will also be paid for time spent at meetings and for carrying out certain other committee duties. Paid time will be at the applicable regular or premium rate.

5/ A management employee member will keep minutes of the meetings and

on request, will make them available to a Ministry of Labour inspector.

6/ The main purpose of the committee is to identify workplace hazards, such as machinery, substances, production process, working conditions, procedures or anything else that can endanger the health and safety of employees. To a large extent, this purpose will be achieved by conducting monthly inspections of the workplace.


7/ The committee has the power to make recommendations to the employer and to the employees on ways to improve workplace health and safety.

8/ The employer must respond in writing to written recommendations from

the committee within 21 days. If the employer agrees with a recommendation, the response will include a timetable for implementation. If the employer does not agree with a recommendation, the response must include the reason(s) for disagreement.

9/ The unionized employee members must designate 1 of their group to be

present at the investigation of a work refusal.

10/ If an employee is killed or critically injured on the job, the unionized employee members will select 1 or more of their group to conduct an investigation. Such member(s) may inspect the actual scene of the accident (but cannot alter it without permission of an MOL inspector) and may also inspect any machine, equipment, substance, etc. that may be connected with the accident. The findings must be reported to the committee and to a director of the Ministry of Labour.

ARTICLE 19

GROUP INSURANCE 19.01 The Company shall provide the Group Benefit Plans outlined below during the

term of this Agreement. The coverage provided under the Plans may not be modified in any way without the written consent of the Union.

a) ELIGIBILITY

All active, full-time employees are eligible to participate in the Group Benefit Plans. The effective date of coverage is dependant upon the individual benefit. All Group Benefits Plans are administered in accordance with the terms and conditions of the respective Plan Documents.

b) WEEKLY INDEMNITY

Weekly Indemnity (WI) benefits provide a portion of an employee’s wages during periods of disability. WI shall be paid at sixty-six and two thirds percent (66 2/3%) of an employee's classified (Schedule “A”) straight time rate multiplied by forty (40) hours, with compulsory participation and integrated with government plans. WI becomes payable upon any of the following:

i) the first day due to non-occupational accident;


ii) the first day due to hospitalisation;

iii) the first day due to out-patient hospital care which involves a

hospital stay of at least four hours; or

iv) after the third day due to illness when working eight (8) hour shifts and after one (1) day of illness when working the twelve (12) hour shifts of the 5 Crew Schedule. In the event that the period of disability resulting from the illness exceeds fourteen (14) calendar days, WI will be payable from the first day of absence.

WI is payable for a maximum of thirty-two (32) weeks. Employees should refer to the plan booklet for exceptions and limitations. WI is payable to employees who continue active employment with the Company up until an employee reaches seventy (70) years of age. It is understood and agreed that any vacation pay and floating holidays being paid out to an employee while on Weekly Indemnity will not offset an employee’s time period of Weekly Indemnity benefit eligibility nor the employee’s Weekly Indemnity benefit earnings.

c) LIFE INSURANCE

Coverage is three (3) times the employee’s straight time classified (Schedule “A”) rate multiplied by 2080 and adjusted to the nearest one hundred dollars ($100.00). Employees should refer to the plan booklet for details. Coverage is reduced to one and one-half (1½) times the employee’s straight time classified Schedule “A” rate multiplied by two thousand and eighty (2080) and adjusted to the nearest one hundred dollars ($100.00) when an employee reaches sixty-five (65) years of age. Employees should refer to the plan booklet for details. Coverage is reduced to twenty thousand dollars ($20,000.00) when an employee reaches seventy (70) years of age. It is understood and agreed that there will be no Aggregate Limit per accident.

d) ACCIDENTAL DEATH AND DISMEMBERMENT

Coverage is three (3) times the employees straight time classified

Schedule A rate multiplied by 2080 and adjusted to the nearest one


hundred dollars ($100.00). Employees should refer to the plan booklet for details.

Coverage is reduced to one and one-half (1½) times the employee’s straight time classified Schedule “A” rate multiplied by two thousand and eighty (2080) and adjusted to the nearest one hundred dollars ($100.00) when an employee reaches sixty-five (65) years of age. Employees should refer to the plan booklet for details. Coverage is reduced to twenty thousand dollars ($20,000.00) when an employee reaches seventy (70) years of age. It is understood and agreed that there will be no Aggregate Limit per accident.

e) RETIREE LIFE AND AD&D INSURANCE

Life and AD&D insurance in the amount of twenty thousand dollars ($20,000.00) will be provided to employees who retire on or after age 55 with at least five (5) years of service.

f) MAJOR MEDICAL

The Major Medical benefit is designed to complement the Provincial Health Plan. Should the Provincial Plan change to include any of the expenses currently eligible under this plan, the Compass Minerals Canada Plan will automatically adjust accordingly. Major Medical benefits are extended to employees (and their eligible dependents) who continue active employment with the Company after age sixty-five (65) years of age.

The benefit pays a percentage of all eligible expenses, including skilled nursing care and outpatient care, recommended as necessary by a physician which are reasonable and customary in the area in which the expenses are incurred and which are in excess of any other benefits payable under this plan and in excess of the deductible. i) The deductible is the amount of eligible expenses each calendar

year which must be paid in full by the employee before any benefits are payable. The deductible is twenty-five dollars ($25.00) for those insured for employee only coverage; or fifty dollars ($50.00) for those insured for employee and dependent coverage.

Eligible expenses incurred in the last three months of the calendar year which are not sufficient to be applied against the deductible for that year will also be applied against the deductible for the next


year.

ii) The appropriate portion of the following expenses will be paid, provided the expenses charged are reasonable and medically necessary:

Prescription Drugs at 100% subject to a maximum dispensing fee of $8.00.

Mental and Nervous Disorders payable at 80%

General and Medical Expenses payable at 80%.

The Major Ontario Medical benefit shall provide coverage for emergency treatment outside Ontario. The plan will reimburse emergency treatment costs according to reasonable and customary fees for the area in which they were incurred as follows:

1) in excess of the benefits provided by the provincial hospital

insurance program and under the basic hospital benefit, for a maximum of 31 days per period of disability,

2) for the professional services of a physician over and above

the amounts recognised by OHIP.

This coverage is subject to any and all other plan provisions (eg. deductible).

Employees should refer to the plan booklet for details regarding all group benefits.

g) SEMI-PRIVATE HOSPITAL COVERAGE

Full semi-private hospital coverage will be provided as part of the Group Insurance Plan. If a semi-private room is not available, private room hospital coverage will be provided if available until a semi-private room becomes available. Hospital coverage is extended to employees (and their eligible dependents) who continue active employment with the Company after age sixty-five (65) years of age.

h) LONG TERM DISABILITY

The Long Term Disability Plan (LTD) shall be administered in accordance


with the terms of the Plan Document and shall contain the following governing provisions:

i) Eligibility - LTD shall be compulsory for all full-time regular

employees who are participants in and who are covered by WI benefits under the Group Benefit Plans.

An employee that reaches sixty-five (65) years of age who continues to remain actively employed will not be eligible for Long Term Disability coverage.

ii) Qualifying Period - "Qualifying Period" means thirty-two (32)

consecutive and cumulative weeks of WI Benefits for the same disability.

iii) Definition of Disability - "Disability" shall mean a covered employee

who has received thirty-two (32) weeks of benefits under the weekly indemnity plan and who, for an additional period of up to thirty-six (36) months, is unable, because of non-occupational disease or accidental bodily injury, to perform any and every duty of any occupation in the plant for which he is reasonably fitted by education, training or experience and thereafter is unable to perform any and every duty of any occupation in the Goderich area for which he is reasonably fitted by education, training or experience.

iv) Amount of Benefits - All employees who are actively at work on the

effective date of the plan or any amendments thereto shall be provided with LTD benefits equal to fifty percent (50%) of regular straight time (Schedule “A”) hourly rate multiplied by 2,080 and divided by twelve (12) up to a maximum monthly payment of thirty-five hundred dollars ($3500.00)

The amount of benefits shall be reduced by any primary payments made under any Government disability plan, Workers' Compensation, or any other non-private disability income plans, such that disability benefits from all sources shall not exceed eighty-five percent (85%) of an employee’s regular straight time (Schedule “A”) hourly rate.

The amount of LTD benefit shall be increased throughout the year in correlation with increases in the Consumer Price Index as outlined in the plan documents. The amount of benefit shall not be reduced by Disability Pension payments under War Veterans' or Workers' Compensation if the


disability is unrelated.

Employees should refer to the plan booklet for exclusions and other details.

v) Duration of Benefits To Be The Earlier Of:

a benefit period equal to months of service;

age 65;

date of retirement;

three (3) months following date of death; or

the date the employee ceases to be disabled in accordance

with the definition of disability above.

vi) Group Insurance and Pension Plan benefits while receiving LTD

Pension Entitlement - Employees on LTD will continue to receive the employer contributions as per the terms and conditions of the Pension Plan.

Disability pension payments will only become payable as per

the terms and conditions of the Pension Plan.

Company Paid Life Insurance - Coverage will be maintained on a waiver of premium basis. Instalment life benefits will be paid if an employee under age sixty-five (65) continues to be totally disabled and he no longer has benefit entitlement under the WI and LTD Plans.

Group Accidental Death and Dismemberment - Coverage

will be maintained on a waiver of premium basis. Major Medical and Dental - Coverage will be maintained in

accordance with the conditions applying under the Plan Document.

An employee on LTD shall not accumulate credit for

vacation or holidays.

An employee who returns to work after being on LTD shall be credited with accumulated service.


i) DENTAL PLAN

The Company shall provide a dental plan with participation compulsory for all employees covered by the bargaining unit on the following basis:

i) Eligible Expenses

Eligible Expenses under this plan include expenses for dental treatment (including emergency treatment) recommended as necessary by a physician or dentist which are not in excess of the minimum fee specified in the Dental Fee Schedule for the Province of Ontario for the year prior to the year in which service is rendered.

ii) Module I Basic Coverage

The plan provides employees and their eligible dependants with reimbursement of ninety percent (90%) of the cost of the following expenses: one (1) diagnostic preventive therapy checkup every six (6) months for each covered person, oral surgery, minor restorative dentistry, repairs of an existing appliance, endodontics and periodontics. Employees should refer to the plan booklet for details.

iii) Module II Major Restorative

The Company will provide a Module II Dental Plan which provides employees and their eligible dependants with reimbursement of eighty percent (80%) of the cost of the following expenses: crowns and inlays, replacement or creation of an appliance and services of a licensed Denturist. Employees should refer to the plan booklet for details.

iv) Module III Orthodontics

The Company will provide a Module III Dental Plan which provides employees and their eligible dependants with reimbursement of fifty percent (50%) of their cost of orthodontic treatment, vertical dimension correction, correction of tempromandibular joint dysfunction, or full mouth reconstruction, subject to a two thousand four hundred dollar ($2,400.00) lifetime maximum per covered dependent.


Employees should refer to the plan booklet for details.

j) ADMINISTRATION

These plans will be administered in accordance with the terms and conditions of the Plan Document: the decision as to the choice of administrative vehicle will be made by the Company.

i) Effective date of coverage

Eligibility for these benefits shall apply only to those employees who are actually at work on the effective date of the plan. If an employee is not actively at work on the effective date of this plan or any amendment thereof, coverage will commence upon return to full-time work. New employees become eligible for coverage after completion of the Probationary Period described in Article 12.01 a). Dental Plan benefits are extended to employees (and their eligible dependents) who continue active employment with the Company after age sixty-five (65) years of age.

ii) Integration with other Plans

If an employee is insured simultaneously under any other plan which provides benefits similar to those provided under this plan, payment of benefits for that employee or his eligible dependants under this plan will be determined by the co-ordination of benefits provision. The payments from all sources will not exceed the total of actual expenses incurred.

iii) Integration with Government Plans

The plan will not provide like benefits where such are currently being provided by Provincial or Federal legislation. If during the life of this Agreement Provincial or Federal Governments shall introduce legislation to provide benefits already covered by the plan, the plan shall be amended so as to eliminate said benefits. Any resulting premium savings shall accrue to the Company and employees in accordance with the cost sharing in effect.

k) FAMILY EYEGLASS PLAN

The Company shall provide a family eyeglass plan. The plan will


provide a maximum benefit of three hundred fifty dollars ($350.00) every twenty-four (24) months for employees and eligible dependants. This benefit will cover the cost of frames, lenses, fitting of prescription glasses, and contact lenses. The plan will also provide one hundred percent (100%) of the cost every twenty-four (24) months, with a maximum payment of one hundred and fifty dollars ($150.00), towards eye examinations and digital retinal photos. Family Eyeglass Plan benefits are extended to employees (and their eligible dependents) who continue active employment with the Company after age sixty-five (65) years of age.

l) COST SHARING FOR PREMIUMS

The Company shall contribute one hundred percent (100%) of the premium cost of these benefits except as follows:

i) Module II, Dental Plan premiums will be fifty percent (50%)

paid by participating employees.

ii) as provided in 19.01 (N) and (O).

m) EFFECTIVE DATE OF COVERAGE AND U.I.C. REBATE

Changes in the group insurance plan will take place only for those employees who are actively at work as of the effective date, who would otherwise qualify and for employees off work who otherwise qualify, as of their first full day of active employment thereafter.

In view of the improvement in Weekly Indemnity, Life Insurance, and the introduction of the Major Medical Plan and the increased premium costs to be paid by the Company, the employee's share of the premium reduction (5/12 portion) of the Unemployment Insurance Premium for the effective date under the E.I. Act from the effective date of implementation shall be retained by the Company.

n) CONTINUATION OF BENEFITS FOR LAY-OFF

Employees who have completed the Probationary Period described in Article 12.01 a) shall have Life Insurance, Accidental Death and Dismemberment, Major Medical, Semi-private hospitalisation, and Dental benefits continued on the cost sharing as provided above


until the first of the month following ninety (90) days of lay-off. Thereafter, the employee may maintain benefits as listed herein for the balance of the first six (6) months of lay-off by paying the full cost of the premiums.

o) CONTINUATION OF BENEFITS FOR EARLY RETIREES

The Company shall pay fifty percent (50%) of the cost of Major Medical for employees who retire early between the ages of fifty-five (55) and sixty-four (64) and their dependent spouse as

described in the Compass Minerals Canada group plan. This benefit shall cease when the employee reaches age sixty-five (65). If such an employee reaches age sixty-five (65), the Company shall pay fifty percent (50%) of the premium for Major Medical for their dependent spouse until the earlier of sixty (60) months or until the last day of the month in which the spouse reaches the age of sixty-five (65). Dental (modules 1 & 3) is extended and vision benefits to the major medical benefit at 50% contribution. Voluntary option for dental (module 2) election at open enrollment. Early retiree will pay 100% of the voluntary benefit for dental module 2. [Housekeeping 10-29-12]

p) CONTINUATION OF BENEFITS FOR DEATH

The Company shall continue to provide fifty percent (50%) of Major Medical coverage to dependants of deceased employees until the earlier of:

i) sixty (60) months following the first of the month after the employee’s death; or

ii) the last day of the month during which the employee’s

spouse reaches age sixty-five (65).

q) SUPPLEMENTARY MEDICAL BENEFITS

The Company will pay for a portion of the following Supplementary Medical Benefits, provided the expenses charged are reasonable and medically necessary as recommended or prescribed by the attending Physician. Supplementary Medical Benefits are extended to employees (and their eligible dependents) who continue active employment with the Company after age sixty-five (65) years of age.


i) Hearing Aids

The Company will pay up to seven hundred and fifty dollars ($750.00) every sixty (60) months for prescribed hearing aids for employees and covered dependants. This benefit shall not apply to the cost of batteries.

ii) ACUPUNCTURE, CHIROPRACTIC, and MASSAGE THERAPY The Company will pay the cost for visits to a qualified Massage Therapist, Acupuncturist or Chiropractor for employees and their covered dependents. The total amount of combined benefits for both this section and sections (vi)(“PODIATRIST”), and (vii)(“OSTEOPATH”) shall be limited to seven hundred and fifty dollars ($750.00) per year.

iii) PODIATRIST

The Company will pay eighty percent (80%) of the cost for visits to a qualified Podiatrist for employees and their dependents. The total amount of combined benefits for both this section and sections (v)(“ACUPUNCTURE, CHIPOPRACTIC and MASSAGE THERAPY”), and (vii)(“OSTEOPATH”) shall be limited to seven hundred and fifty dollars ($750.00) per year.

iv) OSTEOPATH

The Company will pay seventy percent (70%) of the cost for visits to a qualified Osteopath for employees and their dependents. The total amount of combined benefits for both this section and sections (v)(“ACUPUNCTURE, CHIPOPRACTIC AND MASSAGE THERAPY”), and (vi)(“PODIATRIST”) shall be limited to seven hundred and fifty dollars ($750.00) per year.

v) SPEECH THERAPY

The Company will pay eighty percent (80%) of the cost for visits to a qualified Speech Therapist for employees and covered dependents. This benefit provides unlimited coverage.

vi) Prosthetic Appliances The Company will pay fifty percent (50%) of the cost of Prosthetic Appliances, excluding such appliances intended for cosmetic


purposes, as required by employees or their covered dependants

vii) Durable Medical Equipment The Company will pay eighty percent (80%) of the cost of Durable Medical Equipment up to a limit of twenty-five hundred dollars ($2500.00) per year as required by employees or their covered dependants.

viii) Smoking Cessation Assistance The Company will pay up the one thousand ($1,000.00) per year per employee for Smoking Cessation Assistance for employees of their covered dependants. Such assistance includes prescription and over the counter medications, nicotine patches, and acupuncture as recommended by the attending Physician.

Note: Company will cover the cost of any 3rd party health forms it requests from employees aside from regular “return to work forms”

ARTICLE 20

GENERAL 20.01 The Company agrees that the Union may post notices on a Notice Board

supplied by the Company for such purposes, provided that such notices have been individually approved in writing by the Company, and have been signed by the Chief Steward or one of the Shop Stewards.

20.02 The Union agrees that it shall not distribute or post any pamphlets, advertising or

political matter, cards, notices or any other kind of literature within the Plant, except as herein provided.

20.03 Any employee who has been temporarily absent from work because of illness

shall not be changed to another job on this account unless, in the opinion of the company, he is physically unable to continue in his former job classification. The Company may require a doctor's certificate to the effect that the employee is fit to resume his regular duties.

20.04 One wash-up period of five (5) minutes will be allowed at the end of the regular

work day or shift. 20.05 All references to days in this Agreement shall mean working days unless

otherwise specified. 20.06 In all cases of interpretation or arbitration of the terms of this Agreement the text

of the original signed copies shall govern. 20.07 The Company will replace tools belonging to Maintenance employees which are


broken, damaged or worn out on the job, provided that such broken, damaged or worn out tools are turned in to the Company.

20.08 A working Leadhand is a member of the bargaining unit who leads and co-

ordinates the activities of a number of employees in carrying out the work assignments as directed by the supervisor, while exercising no discipline.

20.09 The Company will pay for the rental-cleaning of two (2) pairs of coveralls per

employee, per week, for all regular maintenance employees. The Company will pay for the cleaning of employee supplied coveralls on a weekly basis for the janitor and for Group 1 production employee assigned to machine cleanup on the block press, lick press, bagger, palletizer and pulverizers.

20.10 The Company will provide assistance in the form of reimbursement for the full

cost of books and tuition, to any employee who successfully completes a program of training and development provided:

The employee informs the Plant Manager prior to starting the program

and;

The Company agrees it will share in the benefits provided by the program. 20.11 The use of the masculine gender in this agreement includes the feminine. 20.12 The Company will provide one winter parka to each maintenance employee and

replace them as needed with the approval of a supervisor.

ARTICLE 21

PENSION PLAN 21.01 The Company Retirement Plan for Goderich Plant (consisting of the Registered

Pension Plan and the Deferred Profit Sharing Plan) is available to employees in accordance with the terms and conditions of said Plan. The Retirement Plan forms part of this Agreement and will be administered in accordance with the terms of the Plan. The current Company contribution levels as set forth in the Retirement Plan may not be modified in any way without the written consent of the Union. The Company will provide a signed “Full Text” copy of the Registered Pension Plan and the Deferred Profit Sharing Plan to the Local Union Office by January 31st of every year.

21.02 The Company will ensure that a retiring employee will be eligible to benefit from


the company match of voluntary contributions made to the Deferred Profit Sharing Plan in the year they retire. Any payment due shall be determined in March of the following year and shall be payable to the retired employee’s RRSP.

ARTICLE 22

MAINTENANCE TRAINING PROGRAM 22.01 Preamble

The parties recognise the importance and value of ensuring that Maintenance Department employees have a thorough knowledge of methods, practices and skills of their trades in order to meet the needs of Industry and to acquire the appropriate certificates of qualification or recognition available through the Ministry of Colleges and Universities, or as may otherwise be recognised by the parties if not designated or regulated officially.

The Company agrees to enter into an Apprenticeship Maintenance Training Program to qualify present and future employees in the trades appropriate to the Goderich Plant requirements and thereby provide the opportunity of Ministry of Colleges and Universities Certification.

1. Purpose

The Maintenance Training Program is to qualify present and future Maintenance Department employees with a Certificate of Apprenticeship and a Certificate of Qualification in the following trades: Machinist (Regulated) Industrial Mechanic, Millwright (Regulated) Industrial Electrician (Regulated) Welder (Non-Regulated)

2. Educational Qualifications

a) An employee applying for apprenticeship training must have a

minimum of Grade 12 standing in an Ontario School or an equivalent level of education.

b) Acceptance into the Maintenance Training Program shall be

conditional upon the employee satisfying the requirements established by the Ministry of Colleges and Universities for entry into the trade and upon demonstrating an aptitude for the particular trade by means of a government administered aptitude test battery approved by the Joint Apprenticeship and Trades Training Committee.


c) Employees who are certified and/or practising as a Group 1

Journeyman at the Plant, are not eligible for this program in a regulated trade.

3. Training

a) Training and instruction will consist of practical on-the-job training

and coupled with related instruction at a College of Applied Arts and Technology.

b) The apprentice will be required to complete the necessary periods

of training and instruction as set out in the regulations for the trade in question.

c) The periods of time to be spent at a College of Applied Arts and

Technology shall be determined by the Ministry of Colleges and Universities.

4. Training Allowance

a) When an apprentice attends courses at a College of Applied Arts

and Technology, tuition fees, living allowance and travel expenses are paid by the Federal Department of Manpower and Immigration and the Ontario Ministry of Colleges and Universities under a shared cost arrangement.

b) When an apprentice is required to attend at a College of Applied

Arts and Technology, the Company will consider those hours which the apprentice attends school as hours worked for the purposes of this Agreement. It is understood that the maximum number of hours so considered will be forty (40) hours in a week and payment will be at the rate of pay of the group to which he is assigned at the time in question. Where an employee is absent from school on a day on which he is required to attend, he shall not be entitled to receive pay from the Company for such day.

c) Where an apprentice fails the examination administered by the

College of Applied Arts and Technology and repeats same, he shall not be paid by the Company for time lost from work.

d) When an apprentice successfully completes the Maintenance

Training Program and furnishes proof that he qualifies for a Certificate of Apprenticeship and a Certificate of Qualification, he shall be paid the full rate for the trade classification effective from the beginning of the pay period immediately following the


completion of the prescribed hours of training and instruction established for him by the Ministry of Colleges and Universities.

e) Should a Maintenance Department employee currently be receiving

a rate of pay in excess of what his qualifications warrant, he shall not suffer any loss in pay but he shall not be entitled to any wage adjustment until his training and instruction so warrant.

5. Failure to Maintain Satisfactory Performance

a) Employees of the Maintenance Department in Group 2 who apply

for and qualify for acceptance into the Maintenance Training Program and who fail to maintain a satisfactory level of performance will be retained in their department in the job classification held by them at the time of entering the program and be paid the appropriate rate of pay applicable thereto.

b) Employees entering the Maintenance Training Program who have

completed their probationary period and who fail to maintain a satisfactory level of performance or request to be removed from the program will, if maintained in employment, be assigned to the Production Group 2 classification and paid the appropriate rate.

6. Determination of Number of Apprentices

a) The determination of the number of apprentices in any given Trade

shall be determined by the Company. Subject to the appropriate Government Regulations and as herein provided the Company agrees to fill all projected Trade complement expansions or vacancies as result of predictable attrition through the Maintenance Training Program up to a maximum of two (2) at any one time.

b) The number of apprentices allowed to attend a College of Applied

Arts and Technology at any one time, shall be determined by the Company.

c) All apprentices shall be registered under the Apprenticeship and

Tradesman’s Qualifications Act of the Government of Ontario.

7. Rates Of Pay

a) Rates of pay shall be in accordance with the following Schedule of Training. The initial assignment to the appropriate group shall be on the basis of the employee's qualifications as determined by the Ministry of Colleges and Universities.


SCHEDULE OF TRAINING

0% - 25% of Hours - 60% of Group 1 Maintenance Rate 25% - 50% of Hours - 70% of Group 1 Maintenance Rate 50% - 75% of Hours - 80% of Group 1 Maintenance Rate 75% - 100% of Hours - 90% of Group 1 Maintenance Rate 100% of hours - 100% of Group 1 Maintenance Rate

8. Joint Apprenticeship and Trades Training Committee

The Joint Apprenticeship and Trades Training Committee will evaluate and give direction to:

a) the monitoring of the job experience and training;

b) the selection of candidates to the program;

c) the right to remain in the program for those who fail to maintain a

satisfactory level of performance.

It is understood that the jurisdiction and decisions of the Joint Apprenticeship and Trades Training Committee will not contravene the terms of the Collective Agreement.

22.02 RECOGNITION OF SKILLS

The company recognises that employees in the Maintenance Department may acquire skills in one or more trades in which the employee is not certified. Provided the trade is in regular use at the plant, and the employee can and will exercise these skills on the job, the company will assist the employee in documenting his expertise for the regulating authority.

In addition, provided the employee meets the minimum requirement for hours worked in the trade, and can satisfy the appropriate college entrance criteria, the company will grant him a paid leave of absence to attend college to complete the academic requirements for the trade. The leave must be scheduled at a time during which the business can accommodate the employee’s absence and not exceed 4 months, or the duration of the course, whichever is less. Successful completion of the program must earn the employee certified trade status.

The company will award a graduating employee a lump sum of $1000 in lieu of personal expenses incurred.

22.03 Company agrees to reimburse apprentices for travel and living costs while

attending school, which are in excess of those covered by the Provincial


Government, up to a maximum of $100 per week.

ARTICLE 23

TERMINATION 23.01 This Agreement shall become effective as of July 1, 2015 and shall remain in full

force and effect until the 30th day of June, 2018 and shall be renewed for a period of one year unless notice in writing is given by either party to the other for modification or termination during the period of March 31st to May 30th before the expiry date in any year after 2015.

23.02 The initial meeting for the purpose of negotiating a modified Agreement shall be

held within fifteen (15) days after the above notice is given

Pending negotiation of any proposed modifications or changes in the terms of this Agreement, this Agreement shall remain in full force and effect.


IN WITNESS WHEREOF, the Company and the Union have caused these presents to be executed by their duly authorized representative.


Goderich, Ontario

Goderich Plant

Sangjin Yun

Jason Bache

Neil Anstett

Unifor

LOCAL 37-O

Goderich, Ontario

Glenn Sonier

Ray Swan

Dean Ingham

Earl Smith

Ratified this 15th day of September, 2015


SCHEDULE “A”

RATES OF PAY

7/1/15 7/1/16 7/1/17

Maintenance

Leadhand $38.31 $39.45 $40.64

Group 1 $37.28 $38.39 $39.55

Helper $32.82 $33.80 $34.81

Production

Group 1

Hamer Operator $34.30 $35.33 $36.39

Compactor Operator $34.30 $35.33 $36.39

Palletizer Operator $34.30 $35.33 $36.39

Leadhand $34.30 $35.33 $36.39

Palletizer Lift Truck Operator* $34.30 $35.33 $36.39

All Other Group 1 $33.36 $34.36 $35.39

Group 2 $32.82 $33.80 $34.81

Warehouse Clerk $31.09 $32.02 $32.98 Probationary Labour & Student Rate $24.98 $25.73 $26.50

Wage and Shift Premium for 5 Crew Schedule

Monday to Friday Rates

Hamer Operator $34.30 $35.33 $36.39

Afternoon Premium $0.73 $0.75 $0.78

Night Premium $1.05 $1.08 $1.11

Saturday Premium $2.52 $2.60 $2.68

Weekend (Saturday/Sunday) Rates

Hamer Operator $44.72 $46.06 $47.45 Block Operator Shift Differential(Blended) $43.48 1.17 $44.78 1.21 $46.12 1.25


Saturday Premium $2.52 $2.60 $2.68

* An employee will be classified as a Palletizer Lift Truck Operator for the employee’s entire shift, when the Company assigns an employee to relieve the Hamer Operator and/or Palletizer Operator to ensure continuous operation during the shift. Notes: For production employees only, a premium of twenty cents ($0.20) per hour

shall be paid for all hours worked to the employee who relieves a Supervisor, it being understood that said employee will neither exercise any disciplinary action nor perform work normally performed by the bargaining unit while relieving a Supervisor. The Company and the Union must mutually agree to extend the relief coverage if such coverage is required for more than six (6) months.

A premium of $1.50 per hour will be paid to all Maintenance employees who hold 2 certified trade certificates.


LETTER OF UNDERSTANDING # 1 The Company will continue to make suitable arrangements to ensure that truck drivers are prohibited from loading trucks.

LETTER OF UNDERSTANDING # 2

PRODUCTION GROUPS Each employee in the Packaging, Warehousing and Shipping Departments is classified as one of Leadhand, Group I or Group 2 or Group 3 These employees will receive the rate for their classification unless because of a layoff, they move to a lower classification where they will receive the rate for the lower classification. If in any six (6) month period an employee in the Processing, Packaging or Warehousing and Shipping Departments spends the majority of his or her time in a higher group then the position will be posted. However, a Relief Leadhand will only receive the Leadhand rate while he or she is working in the Leadhand classification. For clarification “the majority of time” within a six (6) month period is deemed as a period of five hundred and twenty (520) hours worked. For those employees who work the 5 crew schedule, the Saturday and Sunday shifts will be recognized as 40 hours worked.


JANITOR If the Janitor is absent from his duties, the Company will ensure that sanitary conditions are maintained. If the Janitor is absent for one (1) full day or more, the Company will appoint another employee to perform the duties of the Janitor. If the absence is the result of sickness, injury, floater or lieu day, the company may elect not to appoint a replacement until the second day of absence.


JOB PREFERENCE SYSTEM 1/ Group 1 production employees will select a job preference from among the

Group 1 jobs available. Selections will be made annually in April, for implementation in May. Employees have two days to select their preference or their name is bypassed. This applies to employees scheduled at work (holidays, vacation, sickness and days off do not count). Any employee not qualified for his


selection shall be trained within 4 weeks. The number of job slots on the "Preference Sheet" will match the number of Group 1 employees. A second preference slot will be included on the sheet.

2/ A shift schedule shall be posted not later than 12:00 Wednesday for the

succeeding week. Work shall be assigned by seniority in accordance with each employee's job preference with the following exceptions:

a/ there is no work available on the position

b/ another employee is being trained on the employee's preference

c/ the employee's qualifications are required on another occupation

d/ the employee is being trained on another job

An employee affected by point (a) above shall be designated a spare employee.

3/ Spare Group 1 employees available at the beginning of a shift, shall be assigned

to the available work on the basis of seniority and qualifications. During such assignments, the employee will be paid the higher of the rate of the job being performed or the “all other” rate.

4/ Permanent vacancies in Group 1 positions shall be posted in accordance with

clause 12.06. Should there be no applicants; the junior Group 2 employee shall be appointed. A vacancy created by a Group 1 employee returning to Group 2 shall be available only to Group 2 employees.

5/ Temporary job assignments in Group 1 positions shall normally be offered to the

senior qualified spare employee without a scheduled Group 1 assignment. 6/ Employees within the Group, who were incumbents in specific jobs prior to the

implementation of the Group system, will be employed primarily in these jobs until such time as they elect to vacate these positions.

7/ Employees will share equally in the required shift work in the jobs to which they

are assigned, except during spare assignments.


OPTIONAL LIFE AND A.D.& D. COVERAGE The Company will provide Optional Life Insurance and AD&D of $5,000 with the premium costs to be 100% paid by the participating employees subject to the following conditions:


1. Optional Coverage is available for both Life Insurance and AD&D. Separate

coverage is not available. 2. New employees will be required to notify the Company if they wish the Optional

Coverage at the time they are eligible for Group Insurance Benefits. 3. This Optional Coverage is provided at the employee's expense for the benefit of

the employee and does not form part of the Retiree Benefit Plan. 4. Open enrollment will be conducted once a year for these voluntary optional

benefits through bulletin board notification. 5. The option to purchase Optional Life Insurance coverage will cease when an

employee reaches seventy (70) years of age.


LEADHANDS The Company may select a member(s) of the bargaining unit to perform the duties of leadhand. Short term assignments of 30 days or less shall be made primarily for the convenience of the operation. Longer term assignments shall be deferred until employees have had an opportunity to make known their interest in the position. All interested employees shall be considered. The Company will advise those employees affected by the appointment by posting a notice in a prominent location. It is understood and agreed that supervisory work performed during short term assignments shall not become bargaining unit work. It is further understood and agreed that leadhand work performed by a supervisor will remain in the bargaining unit. Work performed by a leadhand appointed to a long term assignment on or after July 6, 1995 shall only become bargaining unit work with the express consent of both parties to the agreement.


H.S.I.R.T. FUND Effective June 1, 2009, and for the balance of this agreement, the Company agrees to participate in the H.S.I.R.T. fund and to contribute $60.00 per year for each active employee.



RELIEVING ON THE JOB In order to keep equipment running continuously through shift changes, incumbents of the following classifications will receive a premium of $0.64 per hour for all hours worked: Hamer Bagger Operator # 1 Compactor Operator Palletizer Operator Mixer Operator Leadhand Warehouse Clerk Designate Dayshift and Afternoon Shift Tradesman Palletizer Lift Truck Operator Effective July 1, 2015 the above noted premium will be $0.70 per hour for all hours worked, effective July 1, 2016 the premium will be $0.72 per hour for all hours worked, and effective July 1, 2017 the premium will be $0.74 per hour for all hours worked. 3 SHIFT OPERATION The outgoing and incoming employees will meet at the work station 5 to10 minutes prior to the end of the outgoing employee’s shift, in order to exchange information with respect to the operation of the equipment, production schedules, problems etc. Equipment will continue to be run during this period and following the exchange, the outgoing employee may punch out and leave the facility. The first and last shifts of a 5 day, 3 shift schedule will be handled in the same fashion as the 2 shift operation described below. 2 SHIFT OPERATION The first shift employee will arrive at his work station 5 to10 minutes prior to the official shift start time, in order to start the equipment and/or gather information. The first and second shift employees will meet at the work station 5 to10 minutes prior to the end of the outgoing employee’s shift, in order to exchange information with respect to the operation of the equipment, production schedules, problems etc. Equipment will continue to be run during this period and following the exchange, the outgoing employee may punch out and leave the facility. The second shift employee will perform the normal job duties of the classification until the cleanup/washup period commences. GENERAL If a relieving employee is unable to fulfil his obligation and the outgoing employee subsequently completes the shift, he will be paid overtime rate for the last 10 minutes of the shift. If some other employee fulfils the relieving employee’s obligations, that


employee will receive overtime rate for the appropriate period. Employees may punch out and leave the facility.


EAP PLAN The Company agrees to provide employees with access to professional counselling in accordance with the terms of a separate agreement between the Company and the service provider.


BENEFIT ADMINISTRATION The Company agrees to provide employees with regular on site access to basic group benefit administration.


RIGHT TO REFUSE In the event the Ontario Occupational Health and Safety Act and Regulations for Mines and Mining Plants dated June 1994 is amended to delete Part V (Right to Refuse or Stop Work Where Health or Safety in Danger) Chapter 0.1, Section 43, in its entirety, the company and the union agree that the Collective Agreement will be amended forthwith to provide all employees with the protection of the rights of the June 1994 Ontario Occupational Health and Safety Act and Regulations for Mines and Mining Plants Chapter 0.1, Part V, Section 43, in its entirety. In addition to the above, in the event the Ontario Occupational Health and Safety Act and Regulations for Mines and Mining Plants dated June 1994 is amended to delete the use of Ministry Inspector (M.O.L.) In Chapter 0.1, Part V, Section 43, subsection 3 through 12 inclusive, then the company and the union will mutually agree to an acceptable dispute mechanism to be discussed and acted upon at that time. It is also agreed that if chapter 0.1, Part VI, Reprisals by Employer Prohibited, in its entirety is deleted from the Ontario Occupational Health and Safety Act and Regulations for Mines and Mining Plants, that the company will continue to provide the equivalent protection to all employees (facility wide) as stated and written in chapter 0.1, Part VI, Reprisals by Employer Prohibited, Section 50, in its entirety.



VACATION SCHEDULING Subject to the provisions of Article 17, employees will be allowed to schedule time off for vacation in accordance with the procedures outlined below: 1/ Vacation requests are to be made on the form provided and submitted to the

employee’s supervisor. 2/ Requests for vacation to be taken during the following vacation year should be

submitted from November 01 through November 30 inclusive. An employee may request up to 50% of his vacation entitlement or 2 weeks of his vacation entitlement, whichever is greater.

3/ Subject to the provisions of Article 17, vacation requests under 2 above, will be

scheduled on the basis of seniority. 4/ Requests for an employee’s remaining vacation entitlement may be submitted

after April 30 and shall be scheduled on the basis of first come, first served. 5/ Vacation entitlement not requested and approved by March 1 in any vacation

year, may be scheduled by the Company. 6/ The maximum number of production employees who may be off on vacation,

floaters or lieu days is outlined below:

DATE VACATION FLOATER/LIEU

January 1 - February 28 5 2

March 1 – September 15 8 4

September 16 - December 15 5 2

December 16 - December 31 5 4

7/ In the Maintenance Department, a maximum of 2 Mechanics and 1 Electrician

may be scheduled on vacation at the same time. During any period when Maintenance vacations are at a maximum, not more than 1 additional employee may be off on a floater or lieu day.


These numbers may be adjusted by mutual agreement.


IMPROVING EFFICIENCY The parties understand that improved operating efficiencies and enhanced customer satisfaction are critical factors with respect to the ability to provide employment for hourly and salaried employees. Therefore, toward this end, the parties agree to the following: 1/ To mount a joint effort to seek out opportunities to reduce costs and/or improve

individual and group productivity. 2/ To actively co-operate in a non-political process to evaluate and implement good

ideas, regardless of the source of that idea. 3/ To regularly communicate and promote these efforts among employees at all

levels. 4/ To meet on a regular basis to review the results of their efforts.


CORRECTING IMPROPERLY ALLOCATED OVERTIME PROCEDURE 1/ All overtime will be posted in a timely manner. 2/ Employees are to inform the supervisor of overtime errors that were posted on

the “Scheduled Overtime List”. Concerns will be acted on as soon as possible. 3/ Errors in allocation will be corrected by agreeing to one of the following:

Adding the employee to the list of people working. Removing the wrong employee and replacing him with the employee who

should have been on the list. Reducing the hours of the person who was affected by the number of

hours that would have been charged had he worked the hours specified on the daily OT roster.

4/ Employee concerns will be subject to the grievance procedure if:


the employee believes he did not receive a satisfactory reply and/or correction from the supervisor.

there is no overtime for a 2 month period following the date the hours

were removed from the employee’s record. 5/ Employees are responsible for checking and reporting non-accurate information

on the daily overtime roster. 6/ All concerns will be forwarded to the supervisor who prepared the overtime list to

avoid re-occurrences.


PERMANENT LAYOFF It is understood and agreed that a permanent layoff is defined as one which the Company declares to be a permanent layoff, due to business conditions or closure of all or part of the Plant. Such layoffs may or may not conform to the definition of permanent layoff in the Employment Standards Act or other legislation. In the event of a permanent layoff the following procedures shall be applied in the order outlined below, until the necessary reduction in complement has been achieved. 1. Employees in order of seniority shall be offered the opportunity to resign their

employment and accept a severance payment equal to two week's pay for each year of service up to a maximum cap of sixty (60) weeks in total. Part years of service shall be pro-rated. The minimum amount of severance is $5,000. One week's pay shall be calculated as the average gross weekly earnings during the employee's previous 12 months of employment. Such payments shall be inclusive of any severance payable under the employment Standards Act. Should this process fail to achieve the necessary reduction then,

2. The Company will implement any other provision which is acceptable to the

Company and the Union. Should this process fail to achieve the necessary reduction then,

3. a) Employees shall be laid off in accordance with the provisions of Article 12. b) All severance payments will be made in a lump sum. c) The severed employee may transfer part of the severance payment into

an individual Registered Retirement Savings Plan (RRSP) or the Registered Pension Plan (RPP) subject to Revenue Canada limits.

NOTE: It is understood that any employee will be permitted to meet with a Company representative to discuss the terms and conditions under which he is prepared to resign his employment.



EMERGENCY LEAVE DAYS The Company agrees to follow the provision of Emergency Leave Days, as provided for by Section 50 of the Employment Standard Act, 2002. The Company further agrees absences described below shall not be counted as Emergency Leave Days:

Weekly Indemnity as defined in the Company Group Plan

WSIB

11.02 or 11.03 Union Leave

11.05 Bereavement

11.06 Jury or Witness Duty

16.02 Lieu Days

16.05 Floating Holidays In the event that the Company requests evidence that an employee is entitled to an Emergency Leave Day, the Company shall reimburse the employee for the cost of obtaining the appropriate documentation. The Company shall respect an employee's right to medical privacy and shall not require an employee to furnish medical certificates that contain detailed medical information concerning his medical condition.


OPERATIONAL AND TRAINING GUIDELINES 1/ The parties agree to establish job procedures to promote the safe operation and

maintenance of all plant equipment and to assist in training equipment operators. 2/ Procedures will be drafted by a task force consisting of a qualified operator, a

knowledgeable maintenance employee and the appropriate supervisor. 3/ Such procedures will cover start up, operation, clean up duties to be performed

daily and at less frequent intervals as well as weekly and monthly maintenance duties to be performed by operators and Maintenance personnel.


MAINTENANCE ON-CALL

Both parties will work towards maintaining an efficient on-call system. The on-call


system shall be kept in place for the duration of this collective agreement unless the parties mutually agree otherwise.

1) A rate of $3.09 per hour in year 2015, $3.18 per hour in year 2016, and $3.28 per hour in year 2017 for being on call from 2300 hours Friday until 2300 hours Sunday will be paid to a maintenance employee who is scheduled to be on-call.

2) A rate of $10.30 per hour in year 2015, $10.61 per hour in year 2016, and $10.93 per hour in year 2017 in lieu of Monday to Friday night shift when on call.

3) A cell phone will be supplied by the Company to the maintenance employee who is scheduled to be on-call.

4) Employees who accept an on call overtime assignment will be given a one hour maximum response time, sooner, if possible.

5) All call-outs will be paid as per the Collective Agreement. 6) The Company truck will be at the plant site if needed. 7) The Company will decide and define what an emergency is. Disagreements in

this area will be dealt with through the grievance procedure. 8) Overtime accumulated during call-outs will not be recorded as overtime. 9) All maintenance employees will equally share the on-call schedule. 10) Only one employee will be placed on-call per weekend. 11) All other overtime will be as per the Collective Agreement. 12) On-call employees will ensure the issue or issues being attended to must be

fully corrected before leaving the plant. 13) The Friday before the employees on-call weekend shift, may be taken as an

unpaid leave day or lieu day. So long as the employee provides at least 1 weeks’ notice of the employee’s intent to take off the Friday.

14) If an on-call shift falls on an employee’s week vacation including the preceding weekend, emergency call-outs will be covered by the use of the overtime eligibility list, unless the employee has agreed to be available for the employee's scheduled on-call weekend shift preceding the employee 's week vacation.

15) The employee scheduled to be on weekend call has first right of refusal to any overtime available for the Saturday and Sunday.


Safety Commitment

The Company and the Union regard Health and Safety as a vital mechanism in the overall success of the Goderich, Compass Minerals Evaporator Plant. The Ontario Health and Safety Legislation combined with our site specific protocols developed


by our Joint Health and Safety Committee and the Corporate initiative such as Safe Track are tools that we encourage all employees to use in an effort to ensure the Health and Safety of all employees at this Goderich facility. Accordingly, participation in all safety programs is required. The Company commits to providing the time necessary to participate and or respond to safety matters.

LETTER OF UNDERSTANDING #20

MAINTENANCE TOOLS The Company and the Union agree to convene a Joint Tool Committee. The objectives shall be to identify the tools that are required for the various maintenance functions, evaluate the tools and determine how tools should be made accessible to maintenance personnel.


CLOTHING PROGRAM

The company will not bring in any clothing requirements without providing an appropriate amount of said clothing to each affected employee.


UNION OFFICE

The Company agrees to provide the Union with an office and furniture during the term of the agreement. The Company and Union agree that the type and kind of office and furniture provided as of September 1, 2015, is reasonable and sufficient to satisfy this agreement. The Company agrees to provide the Union with 400 hours of paid time to conduct Union Business.


CBA PRINTING

The Company agrees to print Collective Agreements for all members and provide the Union Executive with 5 copies each of the new Collective Agreement.


COVERALLS


The Company is committed to provide the maintenance employees with ten (10) pairs of coveralls and the appropriate cleaning services so that the employees have clean coveralls.

Effective immediately, pickup will be Monday am as usual but delivery ONLY will now

be Thursday am.

The company will provide more coveralls if the cleaning service i s unable to meet the

objective of ensuring that the maintenance employees will always have clean coveralls

avai lable.


WELL RUN REPORT

During the term of this contract, the Company has agreed that the “Daily Well Run” will continue to be the responsibility of the maintenance department.


Guidelines for Maintenance Work in Boiler/Evap. Plant

Listed below are some guidelines on the type of work that the boiler/evap. operators (Local

37-0-2) can and should be doing in their plant without contravening the contract with Local

37-0. The maintenance work in question is non-emergency and if there is any question about

which union should be doing this work, it must be discussed and approved by the union

presidents and the Company. These are guidelines only and there are many grey areas. If

management has any doubts, we will consult with the Unions.

Maintenance Work for Local 37-0-2

- Any piping 2" and under, threaded

- Remove abandoned piping, includes using cutting torch

- Changing any valves, straight replacement

- Evap/Boiler building maintenance

- Doors, windows, hinges, screens etc.

- Painting anything

- insulating anything

- Any work on boilers that they are qualified to do

- changing filter screens

- certain lubrication requirements which will be further defined

- change packing on any


Work for Local 37-0

- All electrical

- All welding

- Any forklift operation

- Millwright work such as changing bearings, overhauling pumps or turbines etc.

- Operate valves at the wells

Local 37-0-2 Only

- Operate valves in the Boiler /Evap Building.


SECOND SHIFT HOURS

During the term of this Agreement, the Union agrees to discuss on an as needed and non-binding

basis the implementation of a second shift that operates from 10:00 am to 6:00 pm. No employee

will be forced to work this schedule; it will be filled on a voluntary basis.



Goderich, Ontario Goderich Plant

Employees covered with Unifor

Unifor LOCAL 37-0 SENIORITY LIST

Report dated: October 17, 2012

Name Hire Date

1 Jones, Edward 09-Sep-68

2 Lassaline, Mark 13-Oct-72

3 Ryan, P Scott 23-Oct-72

4 Cook, Elmer 10-Sep-73

5 Berry, Wayne R 29-Oct-80

6 Leddy, William 15-Jan-82

7 Swan, Ray 15-Jan-82

8 Smith, Earl 25-May-82

9 Beacom, Gregory 29-Nov-82

10 Sprung, Leon 10-Jan-84

11 Williams, Keith 11-Jan-84 *

12 Tranter, William 20-Aug-84

13 Brudnicki, Stanislawa 11-Jan-85

14 Gowanlock, Joseph 11-Jan-85

15 Huff, Watson 13-May-85

16 Trebish, Nicholas 13-Jun-86

17 Prouse, Brian 07-Jul-86

18 Fay, Martin 15-Oct-86 *


19 Elligson, James 14-Mar-88

20 Feagan, Scott 19-Apr-88

21 Dale, Kenneth 20-Apr-88

22 Dale, Dan 24-Jul-90

23 Greydanus, Harry 15-Oct-91

24 Kerr, Denis 15-Oct-91

25 O'Brien, Timothy 16-Nov-93

26 Brown, Dwayne 27-Dec-95

27 Nurse, Gerald 03-Jan-96

28 Williamson, Lee 14-Aug-96

29 Volland, Jeff 14-Aug-96

30 Leddy, John 28-Oct-96

31 Raycraft, Steven 03-Nov-97

32 Dupee, Robert 25-Jan-99

33 Ingham, Dean 01-Dec-00

34 Simonato, Richard 13-Dec-00

35 Roswalka, Eleanor 30-May-01*

36 MacDougall, Debra 30-May-01

37 Jurjens, John 09-Oct-01

38 Kerr, Ian 09-Oct-01

39 Graf, Adam 15-Oct-01

40 Mitchelmore, Denise 15-Oct-01

41 Heipel, Gary 15-Oct-01

42 Craig, Peter 01-Nov-02

43 Dines, Shelby 18-Nov-02

44 Thomas, Haydn 05-Aug-03

45 Wilson, Bryan 05-Aug-03

46 Wraith, Billy-Jo 16-Oct-03

47 MacLennan, Timothy 19-Nov-03

48 Willows, Kerry 12-Dec-03


49 Schweitzer, Jason 17-Dec-03

50 Vanderburgh, Marianne 28-Jun-04

51 Rahn, Wade 22-Aug-05

52 Haggitt, Richard 12-Jun-06

53 Snedden, Dave 05-Feb-07

54 Wade, Douglas 05-Mar-07

55 Dykstra, John 04-Jan-08

56 Douglas, Derek 04-Jan-08

57 Pentland, Randall 04-Jan-08

58 Van Dyken, Paul 16-Jun-08

NOTE: This list is for reference only and is not an official Seniority List. * notes that the seniority date is different than the hire date.


Compass Minerals Canada Corp, Goderich Plant And

Unifor Local No.37-O

ITEMS OF UNDERSTANDING

Letter to the Memorandum

Maintenance Helper Program As discussed in negotiations and in an effort to minimize layoff’s from within the bargaining unit and reduce the use of contractors as well as improve efficiencies, the Company and the Union agree to the following: As identified within the Collective Agreement regarding the use of Maintenance Helpers, both the Company and the Union agree to establish a committee within 60 days from ratification. With representation from Management, Union, Production and Maintenance departments, this Committee will be formed to discuss the implementation of a Maintenance Helper classification and the requirements necessary to fill such position(s)