COLLECTIVE AGREEMENT · 2 days ago · Article 14 Union Representation..... 18 Article 15 Bulletin Board ... than 720 hours in an assignment), summer students, clerical and sales

COLLECTIVE AGREEMENT

BETWEEN:

BLANCO CANADA INC. (Hereinafter referred to as “the Company”)

– AND –

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICES WORKERS INTERNATIONAL UNION

(Hereinafter Referred To As “The Union”)

(On behalf of its Local 13571)

NOVEMBER 26, 2019 TO NOVEMBER 15, 2022

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118221-1_USW6_BlancoCanada.pdf .1

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TABLE OF CONTENTSArticle 1 Purpose of Agreement .................................. 1Article 2 Recognition and Scope ................................ 1Article 3 Relationship ................................................. 3Article 4 Management Rights ..................................... 4Article 5 No Strikes or Lockouts ................................ 5Article 6 Union Security ............................................. 5Article 7 Union Representation ................................... 6Article 8 Negotiating Committee ................................ 7Article 9 Grievance Procedure .................................... 8Article 10 Discharge and Disciplinary Action .............. 10Article 11 Arbitration .................................................... 12Article 12 Seniority ....................................................... 13Article 13 Leaves of Absence ....................................... 17Article 14 Union Representation ................................... 18Article 15 Bulletin Board .............................................. 18Article 16 Payment for Injured Employees ................... 19Article 17 Jury and Witness Duty ................................. 19Article 18 Health and Safety ......................................... 20Article 19 Plant Holidays .............................................. 21Article 20 Vacations ...................................................... 22Article 21 Benefits ........................................................ 23Article 22 Wages ........................................................... 24Article 23 Hours of Work and Overtime ....................... 25Article 24 Bereavement Leave ...................................... 26Article 25 Humanity Fund ............................................ 26Article 26 Duration of Agreement ................................ 27Article 27 Employee Change of Address/

Phone Number ............................................. 27Article 28 Final Agreement ........................................... 27

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TABLE OF CONTENTS (continued)Letters of Understanding#1 Plant Relocation ....................................................... 29#2 Weekly Indemnity Plan ............................................ 30#3 Prescription Drug Plan ............................................. 32#4 Renewal & Collective Agreement ........................... 34 AppendixA – Scheduled Wage Increase Year 1 ............................... 35A – Scheduled Wage Increase Year 2 ............................... 36A – Scheduled Wage Increase Year 3 ............................... 37

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THE TERM OF THIS AGREEMENT EXPIRES NOVEMBER 15, 2022

BLANCO CANADA INC.– and –

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY,

ALLIED INTERNATIONAL AND SERVICES WORKERS INTERNATIONAL UNION

(on behalf of its Local 13571)

ARTICLE 1 PURPOSE OF AGREEMENT

1.01 The general purpose of this Agreement is to secure the full benefits of orderly collective bargaining, an amicable method of settling any difference which may arise between the parties and to set forth the conditions of employment to be observed by the Company and the Union.

ARTICLE 2 RECOGNITION AND SCOPE

2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all of its employees in the City of Toronto and the Company’s 100 Cor-poration Drive, Brampton location, save and except forepersons, persons above the rank of forepersons, office, temporary employees (provided that they do not occupy permanent vacancies or perform more than 720 hours in an assignment), summer students, clerical and sales staff.

2.02 On a regular basis, the Company will advise the Union of the following in respect of positions not covered by the collective agreement:

a) Permanent vacancy postings and the outcomes of the posting process:

b) Probationary employees; c) Employees supplied by a temp agency, the an-

ticipated length of the assignment, and the rea-son for their engagement;

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d) While temporary employees are not included in the bargaining unit, the Company will make a contribution to the Steelworkers Humanity Fund of $2,000 per year of the collective agreement; and

e) The number of summer students that the Com-pany intends to hire and the details of the ap-plication process should children of employees wish to apply.

2.03 Maintenance Apprentices hired pursuant to a recog-nized educational apprenticeship program will be members of the bargaining unit but will be subject to the following, unless otherwise agreed to by the parties:

a) Apprentices will be hired for no longer than 4,000 cumulative hours;

b) Apprentices will be paid at 60% of the closest applicable bargaining unit rate for the first 2,000 hours and thereafter 70% of the closest applic-able bargaining unit rate;

c) For the purposes of lay off and bumping, appren-tices will fall into their own classification and will only be bumped if, but for the work that they preform, another full time employee would not have been subject to lay off and the laid off employee has the skill and ability to perform the functions preformed by the apprentice; and

d) Apprentices will be kept in the Company’s em-ploy at the end of their apprenticeship at the Company’s sole discretion. If an apprentice is to be retained in a bargaining unit position at the end of their apprenticeship, they will be retained in an existing classification or in a new classifi-cation in accordance with Article 22.03.

RE: Increasing the Skills of Existing Employees The Union and the Company agree that it is in the

interests of both the Company and employees to seek to increase and expand the skill sets of existing Com-pany employees. In this spirit, and within a reason-

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able time following the ratification of the collective agreement, the Union and the Company will meet to discuss employer and employee ideas associated with increasing the skill levels of existing employ-ees.

Where ideas are deemed to have merit by the parties, the Union and the Company agree to work in good faith to seek practical methods to implement such ideas.

The Company agrees in principal that where an em-ployee wishes to return to a full time school program that requires an apprenticeship the subject matter of which is consistent with the maintenance trades at Blanco, the Company will accept the employee as an apprentice.

ARTICLE 3 RELATIONSHIP

3.01 The Company and the Union agree that there will be no discrimination, interference, intimidation or restraint or coercion exercised or practiced by the Company or the Union or by any of their represent-atives with respect to any employee. The Union and the Company agree that the employee’s rights in the workplace under the Ontario Human Rights Code shall be respected by all parties to this Agreement.

3.02 The Company and the Union agree to observe the provisions of the Ontario Human Rights Code.

3.03 The Company agrees it shall not interfere with, re-strain, coerce or discriminate against employees in their lawful right to become and remain members of the Union and to participate in its activities.

3.04 The Union agrees that, except as provided for in this Agreement, there will be no Union activity on the premises of the Company during the employees’ working hours except by agreement with the Com-pany. Union activity by employees that is confined to lunch or breaks is acceptable provided that it does

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not create a disruption at the workplace or to oper-ations.

3.05 The Company agrees to introduce any new employee covered by the Collective Agreement to the Union Committee. When a new employee has completed their probationary period, the Employer will notify the Unit Chairperson or their designate of such. The Unit Chairperson or designate will be granted fif-teen (15) minute orientation meeting with that new employee. Such meetings will be scheduled by the Company within a reasonable time.

3.06 The Union recognizes that the business in which the Company is engaged in is competitive and that the Company must be able to maintain an efficient operation and improve itself in a strong competitive market.

ARTICLE 4 MANAGEMENT RIGHTS

4.01 Except as specifically limited by a specific provi-sion of this Agreement, the Employer shall have the right to take any action it deems appropriate in the management of the plant and operation of the work-force. Exclusive rights of the company shall include, but are not in any way limited to its right:

a) To operate and manage its business in all respects. b) To determine the number, locations or types of

its operations. c) To determine the methods, processes and materi-

als to be employed. d) To discontinue or change processes or operations

in whole or in part. e) To establish rules and regulations in order to

maintain discipline, order and efficiency, provid-ed such rules and regulations are not inconsistent with the articles of this agreement.

f) To discharge, suspend or otherwise discipline, hire, classify, transfer, promote, and layoff em-ployees provided that such action is not contrary to this agreement.

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ARTICLE 5 NO STRIKES OR LOCKOUTS

5.01 The Company agrees that it will not cause or direct any lockouts of its employees and the Union agrees that it will not cause or direct any illegal strikes of its members.

5.02 The words “strike” and “lockout” shall be deemed to have the meaning given these words in the Ontario Labour Relations Act, 1995 as amended from time to time.

ARTICLE 6 UNION SECURITY

6.01 The Company shall deduct Union dues including, where applicable, Initiation fees and assessments, on a weekly basis from the total earnings of each employee covered by this agreement. The amount of dues shall be calculated in accordance with the Unions Constitution.

6.02 All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than 15 days following the last day of the month in which the remittance was deducted. The re-mittance shall be sent to the International Secretary Treasurer of the United Steelworkers, P.O. Box 9083, Lockbox #TX9083, Commerce Court Postal Station, Toronto, Ontario, Canada, M5L 1K1, in such form as shall be directed by the International Union to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designat-ed by the Area Coordinator.

6.03 A statement containing the following information shall accompany the remittance and the R-115 form:

(1) A list of the names of all employees from whom dues were deducted and the amount of dues de-ducted;

(2) A list of the names of all employees from whom no deductions have been made and reasons;

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(3) This information shall be sent to both Union Ad-dresses identified in article 6.02.

6.04 The Union shall indemnify and save the Company harmless against all claims or other forms of liability that may arise out of any actions taken by the Com-pany in compliance with this Article.

6.05 The Company, when preparing T-4 slips for the em-ployees, will enter the amount of Union dues paid by the employee during the previous year.

ARTICLE 7 UNION REPRESENTATION

7.01 The Union is required to appoint or otherwise se-lect Union Stewards for the purpose of representing employees in the handling of complaints and griev-ances.

7.02 The Company agrees to recognize one (1) Plant Chairperson, one (1) Union Steward at the Jutland Road location and one (1) Union Steward at the 100 Corporation Drive, Brampton location. Elected offi-cials will not be able to use their positions to demand a transfer from one location to another. One (1) addi-tional Steward shall be recognized for each thirty (30) active employees over fifty (50) employees in total in the workplace.

7.03 The Company shall be notified in writing by the Union of the names of the Union Stewards and the Company locations that they are representing and any changes made thereto. The Company shall be under no obligation to recognize such Stewards until receipt of official notification from a representative of the International Union.

7.04 It is understood that the Stewards and Plant Chair-person shall perform their regular work. When it is necessary that they investigate a grievance or engage in other union business during working hours, they will not leave their work before obtaining the per-mission of the Supervisor in charge. Such permis-sion shall not be unreasonably withheld and will be

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granted for a specified time period. When returning to their regular work the Steward or Plant Chair will report themselves to the Supervisor. If the period of time exceeds the time granted, the Stewart or Plant Chair person must give a reasonable explanation as to their absence and its length. If these conditions are met, the Company agrees that they will not lose pay in such circumstances.

It is understood that whenever possible, the Stew-ards will attempt to take care of grievances at a time which will not impede the production of their depart-ment.

7.05 Subject to business needs, the Unit Chairperson shall be entitled to exercise super seniority for the pur-poses only of shift selection of day shift within their classification on the condition that, other than on breaks, the Unit Chairperson may not perform union business during working hours without explicit prior permission of Human Resources or the Production Manager.

ARTICLE 8 NEGOTIATING COMMITTEE

8.01 The Company agrees to recognize and deal with a negotiating committee of up to 2 representatives (including the Plant Chairperson) for collective bar-gaining from the Jutland Road location and 1 addi-tional representative from the Brampton location. The wages of these three members shall suffer no reduction from their regular straight time wages for days upon which they are off work and engaged in direct negotiation with the Company up to but not during or subsequent to the appointment of a concili-ation officer.

8.02 The Negotiating Committee only has standing to deal with negotiations once Notice to Bargain has been served on the Company up to the time when the parties reach a ratified agreement.

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ARTICLE 9 GRIEVANCE PROCEDURE

9.01 The Grievance Procedure herein provided for is among the most important matters in the success-ful administration of this Agreement. The Company and the Union therefore agree that the designated Grievance Procedure as hereinafter set forth shall serve as and constitute the sole and exclusive means to be utilized by the grievor and the Union for the prompt disposition, decision and final settlement of a grievance arising in respect of the interpretation, ap-plication, administration or alleged violation of this Agreement.

9.02 (a) It is generally understood that an employee has no complaint or grievance until they have first given their immediate supervisor an opportun-ity to adjust the complaint. The employee shall register their complaint with their immediate supervisor.

9.02 (b) Should the verbal complaint not be resolved by the immediate supervisor, to carry a grievance forward the following process must be followed:

Step 1 — Written Grievance to your Supervisor Within five working days of the occurrence

of the event or when one reasonably ought to have known of the occurrence of the event, the steward must deliver a written grievance to the immediate supervisor. The grievance shall in-clude the specific provisions of the collective agreement that have been allegedly breached. The supervisor must respond in writing within 5 working days.

Step 2 – Forward the Grievance to Production Manager/Human Resources

If the grievor is not satisfied with the super-visor’s response at Step 1, the Grievance may be advanced to Step 2 by providing a copy of it, together with the supervisor’s response, to

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the Production Manager or Human Resources. Management will provide a written response within five working days. The written response is to be copied to the Union.

Step 3 — Formal Meeting with Human Resources

If the Step 2 response is not satisfactory, the Grievance may be advanced, within 10 working days, to Step 3 by the Union Chair or the Union Staff Representative initiating and scheduling a meeting with Human Resources at a mutually convenient time. Management will respond to the grievance in writing within 15 working days of the meeting being held.

Referral to Arbitration Should the Union not be satisfied with manage-

ment’s written response, the grievance may then be referred to arbitration within 15 working days of the delivery of management’s written response to the Step 3 meeting.

9.03 For the purpose of this Article and Articles 10 and 11 “working days” does not include Saturdays, Sundays or Plant Holidays.

9.04 The time limits and other procedural requirements set out in this Article 9 and Articles 10 and 11 are mandatory and not merely directory and subsection 48(16) of the Labour Relations Act, 1995 does not apply. Any grievance not appealed from one Step of the Grievance Procedure to the next within the specified time limit shall be deemed to be with-drawn. Similarly any grievance under this Article and Articles 10 and 11 not referred to Arbitration within the specified time limits shall be deemed to be withdrawn. No matter may be submitted to Arbitra-tion which has not properly been carried through all specified previous Steps of the Grievance Procedure which shall be final and binding upon both parties to this Agreement. If the respondent party to a griev-

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ance does not process the grievance in accordance with the requirements of the Grievance Procedure, the party having carriage of the grievance shall move to the next Step of the grievance within the time specified herein. The mandatory provisions of this Article 9 and Articles 10 and 11 shall not be con-sidered to have been waived by the parties or either of them unless they expressly provide a waiver there-of in writing.

9.05 When two or more employees wish to file a griev-ance arising from the same alleged violation of this Agreement, such grievance may be handled as a group grievance and presented to the Company be-ginning at Step 1 of the Grievance Procedure.

9.06 The Union or the Company shall have the right to initiate a policy grievance of a general nature begin-ning at Step 2 of the Grievance Procedure, and all provisions of the Grievance and Arbitration Proced-ures shall apply to such grievances.

9.07 The time allowances provided in this Article may be extended by mutual agreement between the parties in writing.

9.08 It is agreed that a settlement of any grievance under the Grievance Procedure shall not be construed as a precedent, and shall not be binding on either party in respect to any other grievance.

ARTICLE 10 DISCHARGE AND DISCIPLINARY ACTION

10.01 A claim by an employee, who has completed their probationary period, that they have been discharged or suspended, without just cause, shall be the prop-er subject for a grievance, if a written statement of such grievance is lodged at Step 2 of the Grievance Procedure within five (5) working days after the employee receives notice of discharge or returns to work after a suspension, as the case may be.

10.02 When an employee is being informed by the Com-pany at the workplace that they are being dismissed

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for cause, the employee must be offered the oppor-tunity to have a Union Steward or Plant Chairperson present and, if they wish to have one present and if a Union Steward or Plant Chairperson is present at the workplace, a Union Steward or the Plant Chair-person shall attend such meeting. The Company will provide the employee, and any attending Union Steward or Plant Chairperson with a copy of the written confirmation of discharge. Should the Union Steward or Plant Chairperson not be present at the workplace, the Company will provide the Union Steward or Plant Chairperson with written confirm-ation of discharge no later than the Union Steward’s or Plant Chairperson’s next scheduled shift after the date of discharge.

10.03 All disciplinary notices shall be withdrawn from an employee’s personnel file after a period of fifteen (15) months from the last date that that employee re-ceived any discipline.

10.04 Discharge and suspension grievances filed under this Article may be settled under the Grievance or Arbi-tration Procedures by:

(a) confirming the Company’s action in dismissing or suspending the employee; or

(b) reinstating the employee with full compensation and seniority for time lost, or

(c) any other arrangement which is just and equit-able in the opinion of the parties or the Arbitra-tor.

10.05 Subject to the Human Rights Code, the Union and the Company agree that absenteeism is damaging to the business and that they will cooperate to reduce levels of absenteeism in the workplace. Both parties will take the necessary actions with employees who demonstrate excessive absenteeism where absentee-ism is at unacceptable levels. Both parties will ad-here to the strict attendance expectations and in re-quiring that employees reduce their absenteeism to acceptable levels.

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ARTICLE 11 ARBITRATION

11.01 When either party to this Agreement requests that a grievance be submitted for Arbitration, they shall make such request in writing addressed to the other party to this Agreement within fifteen (15) working days from the date of the decision given at Step 3. The request shall state the matter sought to be arbi-trated and shall propose names for a Sole Arbitrator.

11.02 The party receiving the request in writing shall within five (5) days of receipt notify the first party in writing of the acceptance of one of the proposed Arbitrators or propose alternative names. Unless agreed otherwise by the parties, no person who has participated in prior efforts to settle the grievance to be arbitrated shall be selected as an Arbitrator by either party. If the party receiving the request fails to propose or if the two (2) parties fail to agree, the appointment shall be made by the Minister of Labour for the Province of Ontario.

11.03 Except where otherwise provided for in this Agree-ment, each of the parties hereto will bear its own expense with respect to any Arbitration proceeding. The parties hereto will bear jointly the expenses of the Arbitrator on an equal basis.

11.04 In the event either party desires to avail itself of such right of Arbitration the decision of the Arbitrator shall be final and binding upon the Company, the Union and all of the employees affected. In the event a grievance is not satisfactorily adjusted by applica-tion of the Grievance Procedure as set forth in this Agreement, and if neither party requests the matter to be arbitrated as provided in this paragraph, then such grievance shall be considered for all purposes as having been waived and abandoned by the Union and the aggrieved employee.

11.05 The Arbitrator shall not be authorized to make any decision inconsistent with the provisions of this Agreement nor to add, alter, modify or amend any

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part of this Agreement, or to adjudicate any matter not specifically assigned to it by the Notice to Arbi-trate.

11.06 The Arbitrator shall hear and determine only one grievance at a time unless the parties expressly agree otherwise.

11.07 It is also understood and agreed that any Arbitra-tor appointed pursuant to Section 49 of the Ontario Labour Relations Act will be bound by the require-ments of the Grievance and Arbitration Procedures set out herein.

ARTICLE 12 SENIORITY

12.01 An employee shall not have seniority and shall be considered as a probationary employee until they have attained seniority status by actually working a total of seven hundred and twenty (720) hours. During such probationary period they will have no seniority rights. The discharge of a probationary em-ployee will be in the sole discretion of the Company and shall not be arbitrable provided only that such decision was not arbitrary, discriminatory or made in bad faith.

12.02 In all cases of promotion or filing of any permanent job vacancies of the following factors shall be con-sidered:

(a) skill and ability; and (b) fitness and reliability.

Where the qualifications in factors (a) and (b) are relatively equal, seniority shall govern.

In all cases of layoff, bumping, and recall from lay-off, seniority shall be the governing factor except when the employee does not have the ability to per-form the work in question.

Temporary layoff shall be a layoff not exceeding five (5) working days. In the case of a temporary layoff as

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defined herein, the provisions of Article 12.02 shall not apply.

12.03 Subject to 12.04 seniority shall be maintained and accumulated during:

(a) absence due to layoff, sickness or accident; (b) authorized leave of absence.12.04 An employee shall lose his seniority standing and

employment and their name shall be removed from all seniority lists for any one of the following rea-sons:

(a) if the employee voluntarily quits; (b) if the employee’s discharge is for just and rea-

sonable cause and they are not reinstated in ac-cordance with the provisions of this Agreement;

(c) if the employee is laid off and fails to return to work within five (5) working days after they have been notified to do so by the Company by registered mail to their last known address (a copy of such notice shall be sent to the Union);

(d) if the employee has been laid off for lack of work for a period equal to their seniority to a max-imum of twelve (12) months;

(e) if an employee is absent without permission for three (3) consecutive working days, without notifying the Company; or

(f) fails to return to work upon the expiration of a leave of absence or utilizes a leave of absence for purpose other than for which it was granted.

12.05 An updated seniority list will be posted in January and July of each year. A copy of such seniority list shall be sent electronically to the Toronto Area Of-fice of the Union.

12.06 The Plant Chairperson shall be notified in advance of the names of any employees slated for layoff and the expected duration of same. All layoffs of more than five (5) days shall occur at the end of the regu-lar work week except if the timing of such layoff is beyond the Company’s control (i.e. weather, force majeure of material delivery, strikes etc.).

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12.07 (a) All permanent job vacancies in new or existing jobs within the bargaining unit shall be posted on the bulletin board for five (5) full working days prior to filling the job vacancy.

(b) The job vacancy shall be filled in accordance with the provision of Article 12.02.

(c) The name of the successful applicant shall be posted on the bulletin board.

(d) Successful applicants will be required to suc-cessfully complete a trial period. The trial period shall be up to 75 working days. During the trial period, the employee will be paid the rate of pay in the new position in accordance with the em-ployee’s seniority.

12.08 Temporary transfers may be made for a period not exceeding fifty (50) working days, unless the par-ties agree to a period exceeding fifty (50) working days. The Union will not unreasonably withhold its approval of any such request. The provisions of Arti-cle 12.02 and 12.07 shall not apply to any temporary assignments pursuant to this clause.

An employee temporarily transferred for the conven-ience of the Company for one (1) full shift shall be paid the higher of the rate of the job or their regular rate.

An employee temporarily transferred due to lack of work or to avoid layoff for one (1) shift shall be paid the higher rate or their regular pay. Temporary trans-fers will not be used for vindictive or disciplinary reasons.

12.09 Employees promoted to supervisor or other pos-itions, which disqualify them from being subject to this Agreement shall accumulate seniority for a per-iod of three (3) months following such transfer and should such employees decide to return to the bar-gaining unit or are returned by the Company during the three (3) month period, they shall be returned to the job classification and department held by such employee immediately prior to such transfer.

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No employee subject to the above may return to the bargaining unit once the three (3) month period has expired, other than as a new employee. This provi-sion will apply once only for an employee.

12.10 The Company will provide quarterly each year, to the Plant Chairperson, or in their absence one (1) mem-ber of the Union Executive Committee the names of employees who have:

1. Been recalled to work; 2. Been hired; 3. Quit; 4. Absence through sickness or accident for one (1)

full week; 5. Provided the Company with a change of address; 6. Terminated; 7. Overtime. Recognizing Article 23.09, upon re-

quest, the Company will provide the Union with the number of overtime hours worked by a bar-gaining unit employee in a quarter.

12.11 Lead Hands Where the Company identifies a need for a Lead

Hand or a Back-up Lead Hand, it will post this need and ask for expressions of interest. The Company will select the employee whom it believes is the best suited from those who have expressed interest in the position. Where the Company is dissatisfied with the performance of a Lead Hand or Back-up Lead Hand, the Company may remove the Lead Hand’s or Back-up Lead Hand’s appointment and return them to their previous classification provided that it is not doing so in bad faith or on a discriminatory or arbitrary basis. Before doing so for a Lead Hand, however, the Company will document and discuss its dissatisfaction with the Union and the Lead Hand. The Company then will observe the Lead Hand’s be-haviour for at least three weeks before making a final decision.

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ARTICLE 13 LEAVES OF ABSENCE

13.01 “Leave of Absence” shall mean absence from work requested by an employee in writing and consented to by the Company in writing. All requests for person-al leaves of absence shall be made to the Production Supervisor in writing by the employee concerned and a letter shall indicate in full the reasons for requesting the leave of absence. Any leave granted shall be in writing covering the specified period of absence. The granting or withholding of a leave of absence shall be at the sole discretion of the Company.

13.02 An employee shall be entitled to pregnancy and parental leave in accordance with the provisions of the Employment Standards Act 2000 of Ontario as amended from time to time as it may be amended from time to time.

13.03 The Company agrees to grant a total of up to thirty-six (36) days per contract year for unpaid leaves of absence for Union business (including education, conferences, attendance at conventions, etc.) provid-ed the following conditions are met:

(a) The request for any leave pursuant to this clause shall be made by a Union official.

(b) The Company is given at least two (2) weeks written notice from a Union official; and

(c) Not more than one (1) employee is absent from any department at any one time.

The Company agrees to continue direct pay for em-ployees absent on Union business leaves and bill the Union on a monthly basis.

In the event of the election of a new unit chairperson, the Union may request up to an additional 7 days leave over and above the annual plant total of up to 36 days for the year in which the new unit chair-person was appointed.

13.04 Employees shall be entitled to Domestic or Sexual Violence Leave benefits and rights in accordance

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with the provisions of the Ontario Employment Stan-dard Act. The company shall provide assistance to any employee seeking information regarding their rights and benefits associated with Ontario’s Domes-tic or Sexual Violence legislation. The Company and the Union recognize their mutual obligation to pro-vide support for employees who disclose a domestic or sexual violence situation.

ARTICLE 14 UNION REPRESENTATION

14.01 If an authorized representative, who is not employed by the Company, wants to speak to Local Union Representatives about a grievance or other official business, they shall advise the Company’s designat-ed representative who shall then call the Local Union Representative to an appropriate place where they may confer privately. These talks will be arranged so that they will not interfere with production. It is understood that the above referenced privilege is in the discretion of the Company and that such privil-ege will only be extended so long as, in the judge-ment of the Company, it is not being abused.

14.02 The Company will make a cabinet available to the Union, in the area below the technical department offices (or such other location if mutually agreed), for which only the Unit Chairperson will have a key. Security is the responsibility of the Union.

ARTICLE 15 BULLETIN BOARD

15.01 The Company agrees to allow bulletin boards pro-vided by the Union to be located in areas accessible to employees in the plant for the purpose of post-ing meeting notices and official Union information. Such postings shall be signed by a Union official and reviewed and approved by Human Resources or other senior management before posting. Company approval shall not be unreasonably withheld.

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ARTICLE 16 PAYMENT FOR INJURED EMPLOYEES

16.01 In the event that an employee is injured in the per-formance of their duties, they shall, to the extent that they are required to stop work and receive treatment, be paid wages for the remainder of their shift. If it is necessary, the Company will provide, or arrange for, suitable transportation for the employee to the doctor or hospital and back to the plant or their home. If the injured employee has received medical attention, the employee is required to provide the Company with a copy with properly completed WSIB paperwork and supporting medical documentation.

ARTICLE 17 JURY AND WITNESS DUTY

17.01 Each seniority employee who is summoned to and reports for jury duty or as a Crown witness, as pre-scribed by applicable law, shall be paid by the Com-pany for up to ten (10) working days the difference between the employee’s basic hourly rate for the number of hours up to eight (8) that they otherwise would have been scheduled to work and the daily jury/crown witness fee paid by the Court.

In order to receive payment under this section an employee must meet all the following eligibility re-quirements:

(a) the employee shall have given five (5) working days notice to their supervisor that they have been summoned for jury duty or as a crown wit-ness;

(b) the employee shall furnish satisfactory evidence to the Company that they reported for and per-formed jury duty/crown witness testimony, on the days for which they claim payment;

(c) the employee would otherwise have been sched-uled to work for the Company on the day or days for which they claim payment; and

(d) the employee must produce to the Company a cheque or voucher from the Court showing the

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amount paid and the dates in reference to which such payment is made, exclusive of meal and/or travel allowance.

ARTICLE 18 HEALTH AND SAFETY

18.01 The Company and the Union shall maintain an Occu-pational Health and Safety Committee consisting of not more than two (2) members elected or appointed by the Union and not more than two (2) members elected or appointed by the Company. There shall be one committee for each Company location and the Union members of each Committee shall be em-ployed at their respective locations, unless the parties agree otherwise.

18.02 Monthly inspections shall be conducted at each lo-cation by employer and employee representatives from the location. The health and safety committees shall meet jointly by video conference no less than once every three months. In the event that there is an incident that will have an immediate and significant impact on both locations, a joint meeting will be ap-propriate more frequently than the regularly sched-uled three month meeting.

Should the parties mutually agree, meetings can be held less frequently.

18.03 The Union Co-Chair or, if unavailable, a Union member of the location health and safety committee will accompany all authorized Ministry safety in-spectors on tours of the Plant and shall receive cop-ies of any reports sent to the Company pertaining to such inspections.

18.04 This Article will be subject to the Occupational Health and Safety Act of Ontario.

18.05 Safety Shoes The Company will contribute up to a maximum of

one hundred twenty – five ($125) each calendar year to any full-time seniority employee who purchas-

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es CSA approved safety shoes, provided the safety shoes remain on the premises of the Employer.

The Company will contribute each calendar year up to a maximum of one hundred twenty – five ($125.00) per pair for the purchase of up to two (2) pairs of CSA approved safety shoes by full-time sen-iority Mixing or Moulding Operators, provided the safety shoes remain on the premises of the Employer. Safety shoes to be replaced, upon request, must be presented to the Company.

ARTICLE 19 PLANT HOLIDAYS

19.01 The following days shall be observed as holidays with pay for seniority employees. The following shall be subject to the qualifying requirement of Arti-cle 19.02.

New Year’s Day Labour Day Good Friday Thanksgiving Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday Family Day

Compensation shall be equivalent to the employee’s straight time hourly rate for a day worked, provided it complies with the qualifications set forth in Article 19.02.

19.02 In order to qualify for any of the holidays designat-ed in Article 19.01, the employee must work their scheduled shift immediately prior to and their sched-uled shift immediately following the holiday.

19.03 Where a plant holiday falls mid-week, the Company may, after advising the Union, deem either a Monday or a Friday to be the plant holiday. That day will be treated in accordance with Articles 19.01 and 19.02. This will not apply to Christmas Day, Boxing Day or New Years Day.

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ARTICLE 20 VACATIONS

20.01 Employees with less than one (1) year continuous service as of June 30 in any year will be granted va-cation in accordance with the Employment Standards Act 2000 of Ontario, as amended from time to time.

20.02 An employee having at least one (1) year continuous service with the Company as of June 30 in any year shall be entitled to two (2) weeks vacation with pay computed at the rate of four percent (4%) of the em-ployee’s earnings with the Company in the twelve (12) month period immediately preceding such June 30.

20.03 An employee having at least five (5) years continu-ous service with the Company as of June 30 in any year shall be entitled to three (3) weeks vacation with pay computed at the rate of six percent (6%) of the employee’s earnings with the Company in the twelve (12) month period immediately preceding such June 30.

20.04 An employee having at least ten (10) years continu-ous service with the Company as of June 30 in any year shall be entitled to four (4) weeks vacation with pay computed at the rate of eight percent (8%) of the employee’s earnings with the Company in the twelve (12) month period immediately preceding such June 30.

20.05 Any employee having at least 17 years’ continuous service with the Company as of June 30 in any year shall be entitled to 5 weeks’ vacation with pay com-puted at the rate of ten percent (10%) of the employ-ee’s earnings with the Company in the twelve-month period immediately preceding such June 30.

20.06 The vacation year is from July 1 to June 30. Em-ployees must schedule and take all of their earned vacation in the year following the year in which it was earned. Vacation time off must be requested by employees in advance and is subject to the Com-pany approval. If an employee has not scheduled all

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of their vacation by April 1 of each year, they will be notified by the Company. In any event, if an em-ployee has not scheduled all of their vacation time by May of the vacation year following the year in which it was earned, the Company is entitled to schedule their remaining vacation at its discretion. Where va-cation is scheduled by the Company, the employee will be advised at least two weeks in advance of the commencement of their vacation. The Company will post scheduled vacation throughout the year.

ARTICLE 21 BENEFITS

21.01 The Company agrees to provide the following benefits for employees who have completed six (6) months of employment:

(a) Life Insurance – (maximum $30,000); (b) Accidental Death and Dismemberment

(maximum $30,000); (c) Major Medical – Co-Insurance

95% Company pays, 5% employee pays; (d) Dental Plan – 1 Year Lag from current ODA Fee

Schedule, Co-Insurance – 95% Company pays, 5% employee pays.

21.02 Additional Benefit: The Company agrees to con-tinue the current Long Term Disability Benefit (60% monthly earnings/maximum of $3,000.00 per month) which is 100% employee paid.

21.03 Vision Care: The Company agrees to reimburse up to $230 every two years per employee for glasses upon presentation of receipt. This $230 may be spent on the employee or a family member. In addition, the Company agrees to reimburse up to $200 every two years per employee for CSA approved prescription safety eye wear upon presentation of receipt.

21.04 RRSP Matching Program: The Company will par-ticipate in an RRSP matching program wherein the Company will match employee RRSP contributions to the following maximums:

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Year 1 – 1.25% of annual salary Year 2 – 1.50% of annual salary Year 3 – 1.50% of annual salary

Participation in RRSP for bargaining unit members is mandatory.

ARTICLE 22 WAGES

22.01 No earlier than July 1, 2016 the Company may com-mence paying employees on a bi-weekly basis in ac-cordance with the job classifications and wage rates set out in Appendix “A” that are hereby made part of this Agreement. Employees shall be provided with no less than three (3) months notice of the change.

22.02 Shift Premiums Afternoons $0.75 Midnights $1.05 The foregoing shift premium does not apply to hours

worked on weekend shifts from 11:00 p.m. Friday to and including 11:00 p.m. Sunday [forty-eight (48)] hours. In lieu of any other shift premium for these hours the Company agrees to pay two dollars and fifty cents ($2.50) per hour. “Weekend Shifts” are shifts that are scheduled in respect of which 4 hours or more of work on the scheduled shift falls between 11:00 p.m. Friday and 11:00 p.m. Sunday.

If an Employee is scheduled on a non-Weekend Shift and is asked or required to stay after 11:00 p.m. on Friday and does stay and works until 3:00 a.m. or later, the Employee will be paid the Weekend Shift Premium (no pyramiding of shift premiums) for the hours that they worked beyond 11:00 p.m.

22.03 New or Changed Jobs The Company agrees to negotiate with the Union,

the rate of pay for any new or changed job prior to the rate being installed. However if the parties fail to agree on the new rate, they shall install the new rate

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proposed by the Company and the Union shall have the right to grieve the rate.

ARTICLE 23 HOURS OF WORK AND OVERTIME

23.01 The standard workweek for employees shall be forty (40) worked hours per week including Saturday and Sunday. For weeks that contain a Plant Holiday, employees who qualify for a Plant Holiday shall be entitled to count hours on the Plant Holiday in the calculation of their standard work week.

23.02 The provisions of this Article are not to be interpreted as a guarantee of or a limitation upon the hours of work to be done per day or per week or otherwise nor as a guarantee of working schedules but shall serve to assist the parties in the computation of regular pay and overtime pay. Overtime shall be paid on all hours after the standard workweek as set out in 23.01 at the rate of one and one-half (1 ½) times the employee’s regular rate of pay.

23.03 During the course of their standard shift, employees will be given three uninterrupted breaks.

These will be: a 15 minute break (10 minutes paid, 5 minutes unpaid); a 20 minute lunch break; and a 15 minute break (10 minutes paid, 5 minutes unpaid).

23.04 There shall be no pyramiding of overtime rates.23.05 The Company shall keep up-to-date records of all

overtime worked for employees’ inspection.23.06 The Union and the Company agree that employees

are to promptly return to work at the conclusion of each rest period and their lunch.

23.07 Whenever any permanent changes to any sched-uled shifts are intended, the Company will seek the Union’s input regarding the intended change. In the event that the Company wishes to implement a permanent change to the scheduled shifts, the Com-pany communicate the details of such change to the Union and to the employees directly affected by the

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permanent schedule change five working days prior to the change. An exception to notice may be made in emergency circumstances.

23.08 The employees agree to co-operate in the perform-ance of overtime and the Union agrees to encourage employees to work overtime when requested.

23.09 The Union agrees to renew the Ministry of Labour 60 hour work week permit.

23.10 Shifts will end 10 minutes after the hour (or half hour as the case may be). These 10 minutes will be paid and will be used for the purposes of communication and handover with the next shift.

ARTICLE 24 BEREAVEMENT LEAVE

24.01 When death occurs in a seniority employee’s im-mediate family (i.e. mother, father, brother, sister, current spouse, child, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparents), the em-ployee, upon request, will be excused for a period not to exceed three (3) consecutive days or such fewer days as the employee may be absent, immedi-ately following the date of death. The employee shall not be entitled to receive any pay hereunder for any day upon which he would not otherwise have been scheduled to work for the Company. Payment will be based upon the employee’s base hourly rate exclu-sive of premiums. The Company may request proof of death.

ARTICLE 25 HUMANITY FUND

25.01 The Company agrees to deduct on a bi-weekly basis the amount of one cent (0.01$) per hour from the wages of all employees in the bargaining unit for all hours worked and prior to the fifteenth (15th) day of the month following, to pay the amount so deducted to a single Humanity Fund and to forward such payment to the United Steelworkers National

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Office, 234 Eglinton Avenue East, Toronto, Ontario M4P 1K7, and to advise in writing both the Human-ity Fund at the aforementioned address and the Local Union that such payment has been made.

It is understood and agreed that participation by any employee in the bargaining unit in the program of deductions set forth above may be discontinued by any employee in the bargaining unit after the receipt by the Company and the Local Union of that em-ployee’s written statement of their desire to discon-tinue such deductions from their pay which may be received during the four (4) weeks following ratifi-cation of this Agreement or at any time thereafter.

ARTICLE 26 DURATION OF AGREEMENT

26.01 This Agreement shall become effective as of the 16th

day of November, 2019 and shall remain in effect up to and including the 15th day of November, 2022 and shall automatically renew itself from year to year thereafter unless written notice of the desire to amend any portion of any of the terms hereof is given by either party to the other within ninety (90) days prior to the expiration of the Agreement or any such annual period thereafter. The parties agree to begin negotiations within fifteen (15) working days after such notification.

ARTICLE 27 EMPLOYEE CHANGE OF ADDRESS/

PHONE NUMBER27.01 Employees must advise Human Resources within

four weeks of any change to the address of their pri-mary residence or their phone number.

ARTICLE 28 FINAL AGREEMENT

28.01 The parties agree that a new collective agreement in final form must be signed by the parties within 30 days of ratification. Failure by either party to do so

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shall constitute a breach of this collective agreement. The employer shall provide the Union with two (2) electronic versions of this agreement. The versions will be in Word and PDF formats. The PDF file will be a searchable file and will include a completed sig-nature page.

DATED at Toronto, Ontario this 26th day of November, 2019.United Steel, Paper And Forestry, Rubber, Manufacturing, Energy, Allied International And Services Workers International Union

Blanco Canada Inc.

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LETTER OF UNDERSTANDINGBETWEEN




(on behalf of Local 13571)The Company confirms that it has no current plans to relocate the Jutland plant (“Plant”).In the event the Company decides to close the Plant and relocate the same operation within 50 km of the City of Toronto, repre-sentatives of the Company shall meet with representatives of the Union to advise of the closure of the Plant. Such meeting shall occur at least one month prior to the closure of the Plant.DATED at Toronto, Ontario this 26th day of November, 2019.United Steel, Paper And Forestry, Rubber, Manufacturing, Energy, Allied International And Services Workers International Union

Blanco Canada Inc.

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(on behalf of Local 13571)This will confirm the understanding of the parties reached dur-ing negotiations for the renewal of the Collective Agreement which expires October 17, 2008 with respect to a Weekly In-demnity Plan.Effective October 18, 2001, the Company will pay one hundred percent (100%) of the premium cost for a Weekly Indemnity Plan (the “Plan”) for full-time employees who have completed six (6) months worked with the Company and while such em-ployees remain in the active employ of the Company. Admin-istration of the Plan will be governed solely by the terms and conditions of the Master Plan and Policy and shall not be sub-ject to the grievance or arbitration provisions of the Collective Agreement. Such Plan shall be provided by an insurance carrier selected by the Company on the basis that benefits are payable from the 1st day of absence if the disability is due to an accident or as a result of admission to hospital (minimum 24 hours stay) or from the seventh (7th) day of absence if disability is due to illness provided that the duration of any paid benefits under the Plan shall not exceed seventeen (17) weeks for any one (1) per-iod of disability in any one (1) contract year and also provided that the benefits hereunder shall not apply to an employee in re-ceipt of benefits under the Workplace Safety and Insurance Act, 1997. The amount of the benefit paid hereunder shall be 66 2/3 of an employee’s straight time hourly rate of pay to a maximum of benefits under the Employment Insurance Act.In order to qualify hereunder, an employee will furnish the In-surance Company with a medical certificate from a duty quali-fied medical practitioner in a form satisfactory to the Company. (The cost of such medical certificate is the responsibility of the employee.)The parties agree that the Company may retain any premium reduction granted by the Employment Insurance Commission.

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DATED at Toronto, Ontario, this 26th day of November, 2019.United Steel, Paper And Forestry, Rubber, Manufacturing, Energy, Allied International And Services Workers International Union

Blanco Canada Inc.

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(on behalf of Local 13571)This will confirm the understanding of the parties reached dur-ing negotiations for the renewal of the Collective Agreement which expires October 17, 2008 with respect to a Prescription Drug Plan.Effective January 1, 2000, the Company will pay seventy-five percent (75%) and the employee will pay twenty-five percent (25%) of the premium cost for a Prescription Drug Plan as de-termined by the Company ($0.00 deductible) (coverage 75% and Dispensing Fee maximum of $8.00 for pay direct gener-ic drug card) (does not include any lifestyle drugs) to be made available to all full-time employees who have completed six (6) months worked with the Company and while such employees remain in the active employ of the Company. Effective January 1, 2003 amend 75% Company and 25% employee to read 80% Company and 20% employee. Effective January 1, 2004 fur-ther amend to read 85% Company and 15% employee. Effective January 1, 2005 further amend to read 90% Company and 10% employee. Administration of the Plan will be governed solely by the terms and conditions of the Master Plan and Policy and shall not be the subject of the grievance or arbitration provi-sions of the Collective Agreement. Such Plan shall be provided by an insurance carrier selected by the Company. In the event government legislation results in increased cost for obtaining prescription drugs, this increased cost will be the responsibility of the employee.

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DATED at Toronto, Ontario, this 26th day of November, 2019.United Steel, Paper And Forestry, Rubber, Manufacturing, Energy, Allied International And Services Workers International Union

Blanco Canada Inc.

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(on behalf of Local 13571)This will confirm the understanding of the parties reached dur-ing negotiations for the renewal of the Collective Agreement which expired October 17, 2002.Effective on the Date of Ratification of the 2002-2005 Collective Agreement, the Company recognized the Union as the bargaining agent for employees in the Company’s warehouse facility at 100 Corporation Drive in Brampton, save and except those positions excluded under Article 2.01 of the Collective Agreement.DATED at Toronto, Ontario this 26th day Of November, 2019.United Steel, Paper And Forestry, Rubber, Manufacturing, Energy, Allied International And Services Workers International Union

Blanco Canada Inc.

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Wages @ Ratification Effective December 1, 2019

1st YR of CBA

Start

3 Months

6 months

12 months

Redseal Millwright 33.89 X X 35.62

General Maintenance – Unlicensed 27.78 X X 32.61

Mixing 19.71 20.69 21.73 23.60

Router 17.16 18.02 18.92 21.03

Moulder 19.71 20.69 21.73 23.60

Warehouse/ Shipper/ Receiver/Material Handler 17.41 18.29 19.20 21.30

Packer 17.16 18.02 18.92 19.11

Cleaner 17.16 18.02 18.92 19.11

Leadhand (Packer/Router) 24.84 X X X

Leadhand Mixing/Moulding 26.38 X X X

Certified Tool & Die Machinist 35.80 X X 36.52

Process Control Technician 34.28 X X 35.44

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Increase of 2.5% Effective November 16, 2020

2nd YR of CBA

Start 3 Months

6 months

12 months



Mixing 20.20 21.21 22.27 24.19

Router 17.59 18.47 19.39 21.56

Moulder 20.20 21.21 22.27 24.19


Packer 17.59 18.47 19.39 19.59

Cleaner 17.59 18.47 19.39 19.59





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Increase of 2.25% Effective November 16, 2021

3rd YR of CBA

Start 3 Months

6 months

12 months



Mixing 20.65 21.69 22.77 24.73

Router 17.99 18.89 19.83 22.05

Moulder 20.65 21.69 22.77 24.73


Packer 17.99 18.89 19.83 22.05

Cleaner 17.99 18.89 19.83 22.05





(June 12, 2020 / 11:27:01)


NOTES

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(June 12, 2020 / 11:27:01)


Printed by Thistle Printing 35 Mobile Drive, Toronto, Ontario

M4A 2P6

(June 12, 2020 / 11:27:01)


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