H.J. O’Connell Construction Ltd ... - IUOE 904 · H.J. O’Connell Construction Ltd. and International Union of Operating Engineers Local 904 H.J. O’Connell Construction Ltd

COLLECTIVE AGREEMENT

between

H.J. O’Connell Construction Ltd.

and

International Union of Operating Engineers

Local 904

H.J. O’Connell Construction Ltd.P.O. Box 209

Wabush, Labrador, NFA0R 1B0

Telephone: (709) 282-5633Facsimile: (709) 282-3500e-mail: [email protected] Site: www.hjoc.com

International Union of Operating Engineers,Local 904

62 Commonwealth AvenueMount Pearl, NL

A1N 1W8

Telephone: (709) 747-9040Facsimile: (709) 747-6760

e-mail: [email protected] Site: www.iuoe904.com

Effective:

May 1, 2013 - April 30, 2016

Table of Contents

ARTICLE 1.00 - PURPOSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.01 Purpose. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.02 Observe Terms and Conditions of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 2.00 - RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.01 Bargaining Agent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12.02 Multi-Trade Project Labour Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 3.00 - MANAGEMENT RIGHTS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.01 Management Rights. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 4.00 - JURISDICTIONAL DISPUTES.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.01 Jurisdictional Disputes - Work Assignment.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.02 Jurisdictional Dispute. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.03 Jurisdictional Dispute - Work Assignment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.04 Jurisdictional Disputes - Settlement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.05 Jurisdictional Disputes - Adjudication.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14.06 Slowdown. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

ARTICLE 5.00 - UNION SECURITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.01 Membership Effective.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.02 Employee Requests. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.03 Probationary Period. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.04 Recall / Transfer.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.05 Union Referrals. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.06 Check-Off.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.07 Employer Liability. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.08 Discrimination. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25.09 Termination.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

ARTICLE 6.00 - HOURS OF WORK AND OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26.01 Work Day/Week. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26.02 Starting Time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.03 Hours Worked in Excess of Regular Shift. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.04 Work on Saturday, Sunday and Observed Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.05 Work-Intention. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

ARTICLE 7.00 - SHIFT WORK.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37.01 Shift Premium.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37.01 Field Rate.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

ARTICLE 8.00 - REPORTING TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38.01 Reporting Time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38.02 Reporting Time - Notice.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

ARTICLE 9.00 - OBSERVED HOLIDAYS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49.01 Holidays.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49.02 In Lieu of Paid Statutory Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 10.00 - VACATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 410.01 Vacation Eligibility.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 410.02 Vacation Pay.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 11.00 - WAGES.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

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11.01 Wage Classification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 411.02 Transfer/Temporary Assignments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 411.03 Work Week/Distribution of Cheques. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 411.04 Wage Statement.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 411.05 Benefits Discontinuation.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

ARTICLE 12.00 - CAMP ACCOMMODATIONS AND BOARD ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.01 Camp Accommodations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.02 Outside Free-Zone - Camp Provided. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.03 Lunch. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.04 Free-Zone. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.05 Failing to Report for Work - Camp Resident. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.06 Assigning Camp Accommodations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.07 Outside Camp Accommodations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.08 Board Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.09 Failing to Report for Work - Non-Camp Employee. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.10 Outside Free-Zone - Board Allowance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.11 Travel Time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 512.12 Use of Vehicle. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 612.13 Trailers - Power Hook-Up. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 612.14 Living Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 612.15 Transportation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

ARTICLE 13.00 - BUSINESS AGENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 613.01 Access to Job Site. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

ARTICLE 14.00 - STEWARDS.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 614.01 Stewards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 614.02 Steward Lay-Off. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 614.03 Steward Overtime. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 614.04 Steward Rehire. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ARTICLE 15.00 - SUB-CONTRACTORS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 715.01 Sub-Contractor. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

ARTICLE 16.00 - GRIEVANCE & ARBITRATION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.01 Grievance Presentation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.02 Grievance Procedure. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.03 Board of Arbitration - Referral. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.04 Board of Arbitration - Appointees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.05 Board of Arbitration - Appointees Notification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.06 Board of Arbitration - Appoint Chairman. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 716.07 Board of Arbitration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 816.08 Arbitration Expense. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 816.09 Grievance - Time Limits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 816.10 Grievance Abandonment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 816.11 Arbitration - Single. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ARTICLE 17.00 - STRIKES & LOCKOUTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 817.01 Strike & Lockout. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 817.02 Lockouts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 817.03 Delinquent Employer - Withdrawal of Members. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 817.04 Delinquent Employer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

ARTICLE 18.00 - HEALTH, SAFETY, TOOLS AND EQUIPMENT.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 818.01 Health, Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 818.02 Unsafe Conditions/Equipment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

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18.03 Safety Equipment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 818.04 Health & Safety Work Conditions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 918.05 Clothing Allowance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 918.06 Tool Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 918.07 Footwear / Metarsal Guards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 918.08 Doctor Appointment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 19.00 - COFFEE BREAK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 919.01 Coffee Break.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 20.00 - LEGAL PICKET LINE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 920.01 Legal Picket Line. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9

ARTICLE 21.00 - WELFARE, PENSION, INDUSTRY & TRAINING FUNDS. . . . . . . . . . . . . . . . . . . . . . . . . . . 1021.01 Welfare, Pension, Industry & Training Funds. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1021.02 Benefit Contribution. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 22.00 - FUNERAL ATTENDANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1022.01 Funeral Leave.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1022.02 Funeral Leave - Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1022.03 Funeral Leave While on Leave.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1022.04 Funeral Leave Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

ARTICLE 23.00 - TURN AROUND - REMOTE WORK SITES.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1023.01 Remote Site.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1023.02 Turn Around - Cost of Transportation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1023.03 Turn Around -Travel Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1023.04 Turn Around - Detained. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1123.05 Turn Around - List Posting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

ARTICLE 24.00 - DISMISSAL AND DISCIPLINE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1124.01 Disciplinary Action. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1124.02 Steps of Progressive Discipline. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1124.03 Discipline Severity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1124.04 Discharge. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1124.05 Warning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1224.06 Disciplinary Item Removed.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1224.07 Site Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1224.08 Medical. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

ARTICLE 25.00 - TERM OF AGREEMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1225.01 Term of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

SIGNATURE PAGE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

APPENDIX A.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

APPENDIX B.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

APPENDIX C.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

-III-

Index

Access to Job Site.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Arbitration - Single. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Arbitration Expense. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Assigning Camp Accommodations.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Bargaining Agent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Benefit Contribution. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Benefits Discontinuation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Board Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Board of Arbitration. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Board of Arbitration - Appoint Chairman.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Board of Arbitration - Appointees. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Board of Arbitration - Appointees Notification. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Board of Arbitration - Referral.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Camp Accommodations. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Check-Off. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Clothing Allowance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Coffee Break. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Delinquent Employer. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Delinquent Employer - Withdrawal of Members. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Discharge .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Disciplinary Action. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Disciplinary Item Removed. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Discipline Severity. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Discrimination.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Doctor Appointment.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Employee Requests.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Employer Liability.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Failing to Report for Work - Camp Resident.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Failing to Report for Work - Non-Camp Employee. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Field Rate. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Footwear / Metarsal Guards. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Free-Zone. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Funeral Leave.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Funeral Leave - Eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Funeral Leave Pay.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Funeral Leave While on Leave.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Grievance - Time Limits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Grievance Abandonment.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Grievance Presentation.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Grievance Procedure.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Health & Safety Work Conditions.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Health, Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Hours Worked in Excess of Regular Shift. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Jurisdictional Dispute. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Jurisdictional Dispute - Work Assignment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Jurisdictional Disputes - Adjudication. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Jurisdictional Disputes - Settlement.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Jurisdictional Disputes - Work Assignment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Legal Picket Line. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Living Allowance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Lockouts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Lunch. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Management Rights.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Medical. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Membership Effective. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Multi-Trade Project Labour Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Observe Terms and Conditions of Agreement.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

-IV-

Outside Camp Accommodations.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Outside Free-Zone - Board Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Outside Free-Zone - Camp Provided. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Paid Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Probationary Period.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Purpose.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Recall.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Remote Site. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Reporting Time.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Reporting Time - Notice. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Safety Equipment.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Shift Premium.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3SIGNATURE PAGE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Site Rules. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Slowdown. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Starting Time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Steps of Progressive Discipline.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Steward Lay-Off. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Steward Overtime. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Steward Rehire.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Stewards.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Strike & Lockout.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Sub-Contractor.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7Term of Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Termination.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Tool Allowance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Trailers - Power Hook-Up. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Transfer/Temporary Assignments. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Transportation.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Travel Time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Turn Around - Cost of Transportation.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Turn Around - Detained. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Turn Around - List Posting.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Turn Around -Travel Allowance.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Un-Paid Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Union Hiring. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Unsafe Conditions/Equipment. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8Use of Vehicle. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6Vacation eligibility. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Vacation Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Wage Classification.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Wage Statement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Warning.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Welfare, Pension, Industry & Training Funds. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Work Day/Week.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2Work on Saturday, Sunday and Observed Holidays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Work Week/Distribution of Cheques. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Work-Intention.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

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ARTICLE 1.00 - PURPOSE

1.01 Purpose - The purpose of this Agreement is to establish and maintain mutually satisfactory hours ofwork, wages and working conditions and to provide a procedure for the prompt handling of grievancesand orderly bargaining.

1.02 Observe Terms and Conditions of Agreement - In the interest of industrial peace and theelimination of interruption of work, the employer, the Union and the employees will abide by andobserve the terms and conditions of this Agreement.

ARTICLE 2.00 - RECOGNITION

2.01 Bargaining Agent - The Employer recognizes the Operating Engineers, Local 904, as the solebargaining agent for all employees of the employer in the classifications listed in Appendix “A”engaged on all construction in the Province of Newfoundland, except building construction, as per theCertification Order issued by the Newfoundland Labour Relations Board on December 11, 1991.

2.02 Multi-Trade Project Labour Agreement - This Agreement will not apply where the employer isengaged in work on a project where there is a Multi-Trade Project Labour Agreement. In such cases,that Agreement will apply. If mutually agreed by Company and Union, wages and conditions includedunder this agreement, for certain trades, can be applied on projects where jurisdiction is with a Multi-Trade Project Agreement. Mixing of wages and conditions between both agreements will not bepermitted.

ARTICLE 3.00 - MANAGEMENT RIGHTS

3.01 Management Rights - The Union recognizes and acknowledges that it is the exclusive function andresponsibility of the employer, subject to the terms and conditions of this Agreement, to operate andmanage its business, in all respects, in accordance with its responsibilities and commitments.

ARTICLE 4.00 - JURISDICTIONAL DISPUTES

4.01 Jurisdictional Disputes - Work Assignment - Should a dispute of a jurisdictional nature arise withrespect to any of the work covered under the scope of this agreement, the employer will make anassignment of the disputed work.

4.02 Jurisdictional Dispute - The employees who have been performing the work under dispute allocatedby the employer, will continue to do so until satisfactory settlement to all parties to the dispute isreached, or:

4.03 Jurisdictional Dispute - Work Assignment - If none of the parties to the dispute have beenperforming the work in question on the particular job involved, the employer will make an assignmentof the work. An assignment shall be made consistent with local area practice.

4.04 Jurisdictional Disputes - Settlement - When possible, the dispute shall be settled locally by theUnions involved. If the dispute cannot be settled locally by the Unions involved, it shall be submittedto the International Unions involved for settlement.

4.05 Jurisdictional Disputes - Adjudication - All jurisdictional disputes shall be adjudicated inaccordance with the steps outlined herein.

H.J. O'Connell Construction Ltd. & International Union of Operating Engineers, Local 904Collective Agreement, May 1, 2013 - April 30, 2016

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4.06 Slowdown - There shall be no slowdown, stoppage of work, or other collective action to interfere withthe progress of the work because of a jurisdictional dispute.

ARTICLE 5.00 - UNION SECURITY

5.01 Membership Effective - The employer agrees that the employees covered by Appendix "A" of thisAgreement, as a condition of employment, shall be or become, a member in good standing of theunion.

5.02 Employee Requests - The union recognizes the right of the Company to hire its Core Employeesfirst. Subsequent to hiring its Core Employees, any additional employees required by the Companywill be referred by the union on a 50/50 basis. The Union shall refer people with the skill and abilitydescribed by the Company to perform the work. The name(s) of the person(s) being referred to theCompany will be forwarded to the Company for approval prior to hiring. If the Company refuses to hireperson(s) referred, the Union will refer another name(s) immediately for approval by the Company. If requested by the Union, the Company will give the Union reasons for refusal to hire in writing. TheUnion will refer the name(s) of Union members in the free zone first for hiring.

5.03 Probationary Period - All new employees are subject to a six (6) month probationary period. At aminimum, performance appraisals will be conducted after mid-term and at the end of the probationaryperiod. Upon mutual agreement between Employer and Union the appraisal period can be extendedfor further assessment. The Union representative is invited to attend appraisal interviews. All currentemployees will be subject to a similar performance appraisal every six (6) months as a minimum.

5.04 Recall / Transfer - The Company retains the right to recall its core and specialized crews. Allemployees will have the right to be recalled to a project if that project is not completed at the end ofthe previous season, or if the project has been temporarily suspended. The Company shall notify theUnion when transferring employees from one job to another.

5.05 Union Referrals - If, after a period of three (3) working days, excluding Saturday, Sunday andholidays, the Union is unable to supply competent, qualified workers as requested, the employer shallprocure required workers elsewhere, and as a condition of employment, the workers shall comply withall rules and regulations of the Union.

5.06 Check-Off - The employer agrees to deduct bi-weekly the amount certified by the Union as dues. The amount so deducted shall be remitted by the employer to the Union at the address on file withinten (10) days of the following month; together with a list of all employees and social insurancenumbers, on whose behalf such deductions have been made.

5.07 Employer Liability - The employer shall not be held liable by reason of the employer's reliance uponthe Union's instructions (ie. dues check-off).

5.08 Discrimination - The employer shall not discriminate against any employee by reason of theirmembership in the Union and/or their participation in its lawful activity.

5.09 Termination - Any employee who refuses to sign the appropriate forms, or who revokes theauthorization or who resigns membership in the Union, will be deemed to have voluntarily separatedand their employment will be terminated.

ARTICLE 6.00 - HOURS OF WORK AND OVERTIME

6.01 Work Day/Week - The normal hours of work throughout this Agreement shall be:

A) fifty (50) hours per week, Monday to Friday, inclusive


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B) ten (10) hours per day with one half (½) hour for lunch and one half (½) hour for supper.

6.02 Starting Time - The normal starting time shall be within the time 6:00 a.m. to 8:00 a.m. Thescheduling of daily working hours shall be made by the Company, and may be changed by theCompany, from time to time, to suit varying conditions of business and inclement weather.

6.03 Hours Worked in Excess of Regular Shift - All hours worked in excess of ten (10) hours per day,Monday to Friday, shall be considered as overtime and paid at the rate of time and one-half (1½). For the Asphalt Crew, the hours of work, standard work week, overtime conditions, etc, will be appliedthe same as all other employees.

6.04 Work on Saturday, Sunday and Observed Holidays - Time and one-half (1½), shall be paid for allhours worked on Saturday, Sunday and on agreement observed holidays.

6.05 Work-Intention - This article is intended to define normal hours of work and shall not be construedas a guarantee of hours of work per day, or per week, or days of work per week.

6.06 Call Back - An employee who is called out to work shall be paid a minimum of three (3) hours at timeand one-half (1½) for the duration of the call out. They shall be paid from the time they arrive at thework site to the time they leave the work site.

6.07 Meal Allowance - An employee who is required to work in excess of twelve (12) hours per day shallbe provided, where practical, a meal at the conclusion of the twelve (12) hour shift. When theprovision of a meal is not practical, the employee shall receive a meal allowance of twenty dollars($20.00). This clause would not apply on remote sites where the company provides campaccommodations.

ARTICLE 7.00 - SHIFT WORK

7.01 Shift Premium - If the company desires to put on shifts, other than the regular day shift, employeesshall be paid a shift premium of one dollar and seventy five cents ($1.75) per hour in addition to theirregular hourly rate for the time worked on such shift. Overtime conditions apply beyond the standardwork week. Such shift premium shall not be payable, however, whenever such employee(s) areentitled to overtime pay under the provisions of this Agreement.

7.02 Field Rate - Employees of the maintenance garage assigned work for field maintenance and repairs(repairs done outside of the shop and yard perimeter), excluding all work related to the pick-up ordelivery of parts, tools and materials will be paid a field premium of one dollar ($1.00) per hour inaddition to the regular hourly rate of pay. This will commence at the date of signing of the collectiveagreement. For clarity, float drivers assigned to and dispatched from the garage will qualify for thefield premium. Maintenance employees dispatched from the garage on night shift will receive the fieldpremium in addition to the night shift premium.

ARTICLE 8.00 - REPORTING TIME

8.01 Reporting Time - An employee who reports for work as usual, unless they have received adequatenotice not to report, and for whom no work is available, shall receive a minimum of three (3) hourspay at the applicable rate and shall remain at other work of their craft if requested to do so by theirforemen.

8.02 Reporting Time - Notice - For the purpose of this Article, adequate notice is defined as follows:

A) For camp residents, notice must be given at least two (2) hours’ before the designatedstarting time.


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B) For non-camp residents, notice must be given at any time during the previous day up tomidnight.

ARTICLE 9.00 - OBSERVED HOLIDAYS

9.01 Holidays - The Company agrees to recognize the following observed holidays without pay:

New Year's Day Good Friday Labour DayChristmas Day Victoria Day Thanksgiving DayBoxing Day Dominion Day Regatta Day

Remembrance Day

Employees required to work on any of these days, will be paid time and one-half (1½) for all hoursworked.

9.02 In Lieu of Paid Statutory Holidays - In lieu of paid statutory holidays, each employee shall receivefive (5%) percent gross wages weekly.

ARTICLE 10.00 - VACATIONS

10.01 Vacation Eligibility - Where feasible and economical, and provided the work is not interrupted, afterthree (3) months employment in any one year, unpaid vacation time will be granted to all employeeswhen requested.

10.02 Vacation Pay - Vacation pay will be five (5%) percent of gross earnings and will be paid bi-weekly.

ARTICLE 11.00 - WAGES

11.01 Wage Classification - The employer agrees to pay wages according to the classification of rate setforth in the attached Appendix "A" which forms part of this Agreement.

11.02 Transfer/Temporary Assignments - An employee transferred or temporarily assigned for periodsof one (1) full day or over to a classification with a higher rate of pay, shall receive the higher ratewhile so employed. An employee transferred or temporarily assigned, to a classification with a lowerrate of pay, for the company's convenience, shall continue to receive the rate for their regularclassification.

11.03 Work Week/Distribution of Cheques - The employers work week shall coincide with the UIC week,Sunday to Saturday. Employees shall be paid by cheque during regular working hours, on Thursdayof every second week (bi-weekly), and if Thursday is a holiday, pay will be distributed on Wednesday;unless delayed by circumstances beyond the employer's control.

11.04 Wage Statement - A clear statement of hours worked, earnings and deductions, shall be attachedto each bi-weekly pay envelope or cheque.

11.05 Benefits Discontinuation - In the event the pension or welfare plan is discontinued for any reasonwhatsoever, the contribution shall be added to the hourly rate and become part of the wage package,unless employer is able to provide a comparable benefit at an equivalent cost.


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ARTICLE 12.00 - CAMP ACCOMMODATIONS AND BOARD ALLOWANCE

12.01 Camp Accommodations - Where the company provides a camp, the facilities will be constructed,maintained and operated, having regard for the health and comfort of the employees as primeconsideration and in full compliance with all applicable laws. The company decides what projects willbe serviced by camp facilities.

12.02 Outside Free-Zone - Camp Provided - Where camp is provided, all employees whose permanentresidence is located more then fifty (50) road kilometers from the limits of the job, who are referredby the union, will, at the commencement of their employment, be given the opportunity to take upresidence in camp at no cost to the employee for room and board

12.03 Lunch - It is agreed that when an employee, availing himself of the camp facilities is on duty, theyshall be provided with a suitable lunch for their mid-day meal.

12.04 Free-Zone - Any employee whose residence is located within fifty (50) kilometers from the job, andwho is permitted to make use of the camp facilities, will be charged at the rate of one quarter of theBoard Allowance rate per meal, and one quarter of the Board Allowance rate for accommodations.

12.05 Failing to Report for Work - Camp Resident - Any employee living in camp, who fails to report forwork, shall be charged for room and board at the rate set forth in Article 12.04 for each day on whichthey fail to report for work; unless they have been excused from work by a physician, or has beenexcused by an authorized representative of the employer.

12.06 Assigning Camp Accommodations - Management shall have the sole right to assignaccommodations and there shall be no discrimination between employees by reason of Unionaffiliation.

12.07 Outside Camp Accommodations - Where no camp is provided, an employee whose permanentresidence is located outside fifty (50) road kilometers from the limits of the job, will receive a BoardAllowance.

12.08 Board Allowance - For the life of this agreement the board allowance will be three hundred and fifty($350.00) dollars per week. The Company reserves the right to deal directly with the operators ofboarding home establishments to provide adequate room and board. If the company obtains a lesserrate then it will pay the lesser rate. For work outside Lab West where employees are not required topay room and board 7 days a week (i.e. where employees can travel to their permanent residenceon a weekend) the rate will be $40 /day or less if the company can obtain better rates. The Companyrecognizes the unions’s right to review this clause at the midpoint of the agreement if it can be clearlyshown employees cannot obtain adequate room and board for the amount stipulated.

12.09 Failing to Report for Work - Non-Camp Employee - Any employee entitled to board allowance, whofails to report for work when instructed, shall not receive the Board Allowance that they wouldotherwise be entitled to for each day on which they fail to report for work, unless they have beenexcused from work, in writing, by a physician or has been excused by an authorized representativeof the employer.

12.10 Outside Free-Zone - Board Allowance - Any employee whose residence is located within fifty (50)road kilometers from the limits of the job, will not receive board allowance.

12.11 Travel Time - Any employee whose permanent residence is located one hundred and fifty (150)kilometers beyond the limits of the job, shall be entitled to four (4) hours pay as travel time upon initialhiring and termination.


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12.12 Use of Vehicle - When an employee is requested by the employer to use their own vehicle for theconvenience of the employer, they shall be compensated at the rate of forty five cents ($0.45) perkilometer. If materials or tools are transported by the employee, they shall receive an additional eightcents ($0.08) per kilometer.

12.13 Trailers - Power Hook-Up - The employer will provide power hook-ups for trailers if power isavailable from a permanent power source. This clause does not require the employer to rentgenerators for the purpose of providing electrical power to employees’ trailers.

12.14 Living Allowance - Permanent residents of Labrador City/Wabush employed by the company inLabrador City / Wabush and who do not qualify for a board allowance shall be entitled to a livingallowance of one hundred and seventy five ($175.00) dollars per week while employed with thecompany. Employees who qualify for a board allowance or who are provided camp accommodationsby the employer will not qualify for a living allowance. The Company shall offer permanent residentsof Labrador City and Wabush who qualify for the local living allowance under Article 12.14, one (1)return airfare to a location of the employees choice, based on the company preferred rate offered byProvincial Airlines. The maximum airfare paid shall not exceed the value of a Company preferredreturn ticket to St. John’s, NL The employee shall be required to have worked 1500 hours in theseason to qualify.

12.15 Transportation - The Company will arrange transportation to the place of work for those employeeswho qualify for the board allowance. For Labrador City/Wabush, local employees who work outsidethe town limits of Labrador City and Wabush will be provided transportation to the worksite. The localemployees will be required to connect with the company’s transportation system at its permanentgarage/office facility in Wabush or some other location that may be mutually agreed. The departuretime for company provided transportation will be set such that it reaches the worksite on or before thescheduled start of the shift. Employees will not be entitled to travel time. Unless mutual agreementis reached for an alternate location then only the office/garage site will be used. All other localemployees (outside of the Wabush/Labrador City area) will be required to provide their owntransportation to/from the worksite. Local residents who reside within the Labrador City/Wabush townboundaries will be provided transportation to and from the worksite from a designated pick-up/dropoff location.

ARTICLE 13.00 - BUSINESS AGENT

13.01 Access to Job Site - The Business Manager, or Union Representative, after notifying the company,shall be allowed to visit the job site. However, their visit shall not disrupt the normal routines. Inaddition, in order to visit the job site, consent must be obtained from the owner of the job site in theevent that such owner is not the employer.

ARTICLE 14.00 - STEWARDS

14.01 Stewards - The Business Manager/Agent of the Union shall appoint stewards where necessary, orthe employees on site shall select a steward. The steward shall be permitted reasonable time,without loss of pay, to assist in adjusting differences or misunderstandings arising out ofinterpretation, application, or alleged violations of this Agreement. The Union shall notify theemployer, in writing, of the appointment of a steward(s). There shall be no non-working stewards andstewards will not exercise supervisory functions.

14.02 Steward Lay-Off - In the event of a reduction in the work force, the steward shall be the lastemployee in their classification to be laid off providing they are qualified to perform the work remainingto be done by the reduced work force.

14.03 Steward Overtime - Stewards shall be part of all overtime work force, whenever practical.


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14.04 Steward Rehire - In the event of a temporary lay-off of all employees, the Union Steward shall be thefirst person to be rehired in their classification. Also, Union Steward shall be part of the work forceremaining to do any extras for their classification by their employer on that particular job site.

ARTICLE 15.00 - SUB-CONTRACTORS

15.01 Sub-Contractor - Any employer doing any sub-contract work for the company, within the jurisdictionof the Union shall be bound by the terms and conditions of this Agreement except specialitycontractors or others who may be mutually agreed. The Company agrees to inform the Union of thenames of sub-contractors, prior to commencement of a project.

ARTICLE 16.00 - GRIEVANCE & ARBITRATION

16.01 Grievance Presentation - The parties to this Agreement, are agreed that it is of the utmostimportance to adjust complaints and grievances, as quickly as possible. Any employee who has agrievance, shall discuss the matter with their foreman and may be accompanied by their steward orUnion representative. Nothing in this agreement prevents the employer from filing a grievance.

16.02 Grievance Procedure - Grievances, properly arising under this Agreement, shall be adjusted andsettled as follows:

Step 1 - Within five (5) days after the circumstances, giving rise to the grievance occurred ororiginated, the aggrieved party shall present their grievance to their immediate supervisor at this step. If a satisfactory settlement is not reached within two (2) full working days, a grievance may bepresented as indicated in Step 2, at any time within two (2) full working days thereafter.

Step 2 - The aggrieved employee may, with their Steward or Union representative, present theirgrievance in writing to employers job site supervisor. Should no settlement, satisfactory to both theemployer and the employees, be reached within two (2) full working days, the next step in thegrievance procedure may be taken at any time within ten (10) full working days thereafter.

Step 3 - The Union, if it considers it a valid grievance, may submit the grievance to the employer, andthe respective designated officials of both parties shall meet as promptly as possible, thereafter, inan endeavor to settle the grievance. If a satisfactory settlement is not reached within ten (10) daysfrom this meeting and if the grievance is one which concerns the interpretation of alleged violation ofthis Agreement, the grievance may be submitted to arbitration fourteen (14) days thereafter, but notlater.

16.03 Board of Arbitration - Referral - The parties to this Agreement agree that any grievancesconcerning the interpretation or alleged violation of this Agreement which have been properly carriedthrough all the steps of the grievance procedure outlined above and have not been settled, will bereferred to a Board of Arbitration at the request of either of the parties hereto.

16.04 Board of Arbitration - Appointees - The Board of Arbitration will be composed of one personappointed by the employer, one person appointed by the Union and a third to act as Chairman,chosen by the other two members of the Board.

16.05 Board of Arbitration - Appointees Notification - Within two (2) working days of the request byeither party for a Board, each party shall notify the other of the names of its appointee.

16.06 Board of Arbitration - Appoint Chairman - Should the person chosen by the employer to act on theBoard, and the person chosen by the Union, fail to agree on a third member as a Chairman within five(5) days of the notification above mentioned, the Minister of Employment and Labour Relations willbe asked to appoint a Chairman.


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16.07 Board of Arbitration - The Board of Arbitration shall not have any power to alter or change any ofthe provisions for any existing provisions, nor to give any decisions inconsistent with the terms andprovisions of this Agreement. The Board of Arbitration shall have the power to determine thequantum of discipline and, where applicable, to award liquidated damages.

16.08 Arbitration Expense - Each of the parties to this Agreement will bear the expense of the Arbitratorappointed by it, and the parties will jointly bear the expense, if any, of the Chairman.

16.09 Grievance - Time Limits - In determining the time which is allowed in the various STEPS, Sundayand statutory holidays shall be excluded and any time limits may be extended by agreement in writing.

16.10 Grievance Abandonment - If advantage of the provisions of Article 16 hereof is not taken within thetime limits specified therein or as extended in writing as set out above, the grievances shall bedeemed to have been abandoned and may not be reopened.

16.11 Arbitration - Single - If the parties agree, a single Arbitrator may be appointed.

ARTICLE 17.00 - STRIKES & LOCKOUTS

17.01 Strike & Lockout - It is agreed by the Union that neither it nor its representatives or members, will,during the terms of this Agreement, or while negotiations for renewal of this Agreement are inprogress, authorize, call, cause, condone or take part in any strike, sit down, slow down, stoppage,cessation, curtailment or restriction or interference with work or production. The Union further agreesthat any employee(s) participating in, taking part in, instigating, or assisting curtailment or restrictionor interference with work or production for the duration of the Agreement, or while negotiations forrenewal of this Agreement are in progress, shall be subject to disciplinary action.

17.02 Lockouts - It is agreed by the employer that there shall be no lockouts during the term of thisAgreement or while negotiations for renewal of the Agreement are in progress.

17.03 Delinquent Employer - Withdrawal of Members - Withdrawal of members from employment withdelinquent employers (re: Health and Welfare, Pension, Vacation and Holiday Pay, Union Dues andIndustry Funds), shall not be considered a violation of this Article.

17.04 Delinquent Employer - An employer shall be delinquent, if payment is not made within fourteen (14)days of receipt of notification of delinquency by registered mail from the Union.

ARTICLE 18.00 - HEALTH, SAFETY, TOOLS AND EQUIPMENT

18.01 Health, Safety - Employer and employees shall comply with all applicable provisions of ProvincialHealth, Sanitation and Safety Laws and Regulations, in addition to those rules established by theemployer. No grievance shall be based on an alleged breach of provincial laws or regulations.

18.02 Unsafe Conditions/Equipment - Employees shall not be required to work with unsafe equipmentor where proper safeguards are not provided or under conditions which are injurious to health. Employees are required to report any unsafe conditions or unsafe equipment which they observe.

18.03 Safety Equipment - The employer will provide, where necessary and required, safety equipment forwork including rain clothes, rubber boots and gloves, for use by the employees without cost. Theemployee will sign for such equipment and authorize deductions for the cost from their wages if theydo not return such equipment in good condition, subject to reasonable wear and tear. The employerwill, if requested, supply safety footwear and other personal equipment, and the employee willauthorize deductions of the cost from their wages. Employees, who fail to observe and practice theestablished safety and working rules, shall be subject to disciplinary action up to and including


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dismissal. The Company is instituting the requirement to wear foam sealed type safety glasses. Ifan employee wears prescription safety glasses they must be foamed sealed type. The Companyshall provide requirements and policy in timely manner to allow purchase through employee unionplan. On a case by case basis, in the event of insufficient notice by company to the employeewhereby the employee has used up coverage under their benefit plan and whereby company requiresa different safety glass, then company shall reimburse up to the amount allowed under the benefitplan.

18.04 Health & Safety Work Conditions - The employer shall provide a clean, heated where necessary,and adequate place of shelter for employees to eat their lunch; hot water for lunches, where practical,and the necessary first aid requirements shall be provided; sanitary facilities and fresh drinking watershall also be provided by the employer.

18.05 Clothing Allowance - Mechanics, welders and maintenance shop employees shall receive sevenhundred ($700.00) dollars clothing allowance per year and one hundred and fifty ($150.00) dollarsfor severe weather clothing. Asphalt Crew employees shall receive four hundred ($400.00) dollarsclothing allowance, which includes severe weather clothing. This payment shall be made within thirty(30) days of employment. Under special circumstances and where there is a demonstrated need,an annual severe weather clothing allowance of one hundred ($100.00) dollars will be provided tooperators of equipment.

18.06 Tool Allowance - Mechanics and Welders shall receive one ($1.00) dollar per hour Tool Allowanceand employees are responsible to supply, repair, maintain and replace their own tools as per the toollist in the Trade Appendix.

18.07 Footwear / Metarsal Guards - In order to comply with the requirements and standards of theEmployer’s major client and help prevent unnecessary foot injuries, the Employer will enforce themandatory wearing of metarsal protection on all job sites. Either internal or external metarsal guardsthat are attached to the boot are acceptable. The Employer agrees to pay the additional cost of thefootwear for regular full time employees and asphalt crew up to one hundred and fifty ($150.00)dollars per year. New employees will receive the allowance after forty five (45) days of employment.

The Union recognizes the Employers responsibility to provide a safe working environment and to thatend, from time to time the Employer will, at its discretion, implement safety initiatives. The employeeswill, as a condition of employment, take part in these initiatives as requested by the Employer.

18.08 Doctor Appointment - A maximum of one (1) hour paid leave will be granted to bargaining unitemployees to attend a doctor’s appointment, provided the employee provides documentationconfirming the appointment.

ARTICLE 19.00 - COFFEE BREAK

19.01 Coffee Break - The company agrees to allow employees a coffee break twice daily at their place ofwork not to exceed fifteen (15) minutes.

ARTICLE 20.00 - LEGAL PICKET LINE

20.01 Legal Picket Line - An employee refusing to cross a legal picket line shall not be subject todisciplinary action for the same.


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ARTICLE 21.00 - WELFARE, PENSION, INDUSTRY & TRAINING FUNDS

21.01 Welfare, Pension, Industry & Training Funds - The employer shall contribute the required amountto the jointly administered Welfare, Pension, Training, and Membership Benefit Funds for allemployees covered by these plans as outlined in Appendix A attached hereto.

21.02 Benefit Contribution - The employer will remit contributions on a per hour worked basis to amaximum of sixty (60) hours. If an employee works beyond sixty (60) hours in a week, the employershall remit contributions on a per hour earned basis for all hours beyond sixty (60).

ARTICLE 22.00 - FUNERAL ATTENDANCE

22.01 Funeral Leave - The company agrees to grant five (4) days leave of absence, with pay, for funeralattendance, subject to the following.

22.02 Funeral Leave - Eligibility - This benefit will be granted for attendance at the funeral of the father,mother, spouse, child, brother, sister, brother-in-law, sister-in-law, mother-in-law, father-in-law, stepmother, step father, grandparents or any relative living in the immediate household of the employee.

22.03 Funeral Leave While on Leave - Employees on annual vacation, sick leave or Worker'sCompensation Benefits, or on scheduled days off, shall not be entitled to funeral pay.

22.04 Funeral Leave Pay - Funeral leave pay shall be based on ten (10) hours daily pay at the employee'sregular straight time rate, for a maximum of four (4) days with pay, one of which must be the day ofthe funeral, with one (1) additional day, without pay, if the employee has to travel to attend the funeral,providing that all such days paid for would have been the employee's regular scheduled work days. Pay will be straight time.

ARTICLE 23.00 - TURN AROUND - REMOTE WORK SITES

23.01 Remote Site - Remote Site means a work site that is not connected to the main centers by a publicroad system. For the purposes of this agreement the employer recognizes that, for employees whoare not local, Labrador will be considered remote. The employer reserves the right to open this clausefor further negotiation for work in the coastal communities that are now being connected by road ifthe competing industry redefines the definition of remote in these areas.

The turnaround schedule will vary depending on the circumstances of the work.

A. 3 weeks on, 2 weeks off for garage operations and field support from garage operations, and20 days on/10 days off for field operations. Travel days included in the days off without pay.

The hours of work beyond the standard work week to be determined by the employer depending onwork circumstances, availability and contract conditions, ie. the employer cannot guarantee hoursbeyond the standard work week.

23.02 Turn Around - Cost of Transportation - Employees on turn around leave, shall be paid for the costof transportation from the work site to a central point which shall be the airport.

23.03 Turn Around -Travel Allowance - Employees on turn around leave, shall be paid two hundred andfifty ($250.00) if the employee is required to travel beyond one hundred (100) kilometers from airport. The Employee shall receive 50% on each leg of travel - 50% upon arrival at the jobsite and the other50% during turn around.


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23.04 Turn Around - Detained - If an employee, while returning from leave, is detained for any reasonbeyond their control, the employer shall pay the employee for all waiting time, based upon daily workschedule.

23.05 Turn Around - List Posting - Turn around list shall be posted one (1) week prior to turn around.

ARTICLE 24.00 - DISMISSAL AND DISCIPLINE

24.01 Disciplinary Action - The purpose of disciplinary action is to provide a consistent approach tomanaging behaviors through informal and formal corrective processes. Through a series ofprogressive disciplinary steps employees are given the opportunity to fix their performance problems.

24.02 Steps of Progressive Discipline -

A. Verbal Warning - At this step there is no formal written communication with the employee.This step is concerned with advising the employee that the actions or behaviors areinconsistent with policies or workplace standards; ensuring that the employee has therelevant policies or standards and understand them; advising the employee how her/hisbehavior is to be corrected and why. An employee may receive verbal warnings one or moretimes, depending on the similarity and relationship between events. It is left to themanager/supervisor’s discretion to determine when verbal warnings are no longerappropriate.

B. Written Warning - Discipline at this level will usually be the result of the employee notresponding to previous verbal warnings or the nature of the action/behavior is more serious. This documentation, copy of which will be sent to the Union, will usually follow a meetingbetween supervisor and employee and shall include:

1) An identification of the action/behavior that was discussed.2) A statement that this action/behavior is unacceptable.3) Confirmation that the employee will not repeat similar actions or behaviors.4) An indication that future events may result in moving to the next step in the

corrective counseling process.

C. Suspension Without Pay - At this stage, previous disciplinary action has not produced thedesired change in behavior/action or the event is sufficiently serious to warrant this level ofdiscipline immediately. Suspension shall be the remainder of the shift in which it occurredplus one (1) full day to five (5) full days and the employee shall be removed from their role,based on the severity of the actions/behaviours. Documentation shall include all items in24.02 B. plus an indication that any future events requiring this level of discipline will resultin immediate termination of employment.

D. Termination of Employment - This step in the corrective counseling process shall be either,when a suspension is not seen as having the potential for correcting a situation, given theemployee’s failure to respond to previous disciplinary action, or the severity of theaction/behavior warrants termination. Examples of these can be found in clause 24.05hereunder. At this level of disciplinary action the employee is to be removed from theworkplace immediately. Discharge shall be by written notice which notice will contain thereason for discharge. A copy of the notice given to the employee shall be forwarded to theUnion immediately upon being given to the employee.

24.03 Discipline Severity - Although it is the intent of 24.02 to administer discipline on a progressive basis,the severity of the event will determine the level of disciplinary action.

24.04 Discharge - The Company shall not discharge nor suspend a Union employee without just cause.


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24.05 Warning - No warning need be given to an employee before they are discharged for the followingreasons:

A. Theft;B. Possession, trafficking and/or consuming or under the influence of alcohol or drugs during

working hours or at the workplace. This does not include circumstances where the employeeis taking medication prescribed by their treating physician where they have been cleared toreturn to work.

C. Physical assault on another person;D. Insubordination involving threatening behavior and/or physical contact;E. Willful damage to property or equipment;F. Gross negligence or willful action that exposes self or others to a serious and imminent safety

risk;G. Coordination/direction of organized gambling activities at the workplace; orH. A history or record of repeated safety infractions.

24.06 Disciplinary Item Removed - Upon the employee’s request, the Company will remove, from anemployee’s personnel file, all items of a disciplinary nature up to step 24.02 C. which are older thaneighteen (18) months, provided the employee has not been subjected to further discipline within sucha period.

24.07 Site Rules - In the event the site owners safety rules are more severe than those imposed by H JO’Connell’s, than the owners shall apply. If an employee is removed from a project site by the clientfor an incident that warrants such action based on client rules, their employment with O’Connell shallcease immediately. If the offense is minor in nature and if it does not compromise O’Connell’s orclient’s policy at another project site, then that employee shall be permitted to apply for employmentat another site for an open position, assuming qualifications are satisfied.

24.08 Medical - The Company will require that all potential employees undergo a pre-employment medical.The protocol of such medical is often mandated by the project site or project owner. The companywill pay for the cost of the pre-employment medical to assess the employee’s capacity to fulfill therequirements of the job against the medical protocol established either by the Employer or by theclient/project. The Company will provide the union with the most current pre-employment medicaltesting protocol(s). Any travel, accommodations or other expenses required to undergo a medicalwill be the employee responsibility.

ARTICLE 25.00 - TERM OF AGREEMENT

25.01 Term of Agreement - This Agreement shall become effective on May 1, 2013 except whereotherwise specified, and shall remain in full force and effect until and including April 30, 2016 andshall continue from year to year thereafter; but should either party wish to change, add, or amend thisAgreement, it shall give notice in writing within sixty (60) days prior to April 30, 2016, while theAgreement is in force. When no such notice is given, it shall be the duty of the parties hereto to holda Joint Conference at least thirty (30) days before the termination of this Agreement.


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SIGNATURE PAGE

Signed in the Province of Newfoundland and Labrador, this the day of , 2013.

For the Employer:

H.J. O' Connell Construction Ltd.

For the Union:

International Unionof Operating Engineers, Local 904


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APPENDIX A

CLASSIFICATION & WAGE RATES

Classification and Wage Rates May 1, 2013

(Increase breakdown: Basic Hourly Rate 5%, Pension $0.50)

Gr.BasicHourlyRate

Vac.Pay5%

Hol.Pay5%

HourlyRate

BenefitPlan

PensionPlan

Training&

Promo.

MemberBenefit

GrossHourlyPkg.

1 $21.91 $1.10 $1.10 $24.11 $2.05 $4.00 $0.25 $0.10 $30.51

2 $23.28 $1.16 $1.16 $25.60 $2.05 $4.00 $0.25 $0.10 $32.00

3 $24.83 $1.24 $1.24 $27.31 $2.05 $4.00 $0.25 $0.10 $33.71

4 $26.21 $1.31 $1.31 $28.83 $2.05 $4.00 $0.25 $0.10 $35.23

5 $27.90 $1.40 $1.40 $30.70 $2.05 $4.00 $0.25 $0.10 $37.10

6 $29.52 $1.48 $1.48 $32.48 $2.05 $4.00 $0.25 $0.10 $38.88

7 $32.83 $1.64 $1.64 $36.11 $2.05 $4.00 $0.25 $0.10 $42.51

8 $34.80 $1.74 $1.74 $38.28 $2.05 $4.00 $0.25 $0.10 $44.68

Red Seal Mechanic Lead Hand - six (6%) percent over the Red Seal Journey Person rate.



Gr.BasicHourlyRate

Vac.Pay5%

Hol.Pay5%

HourlyRate

BenefitPlan

PensionPlan

Training&

Promo.

MemberBenefit

GrossHourlyPkg.

1 $22.52 $1.13 $1.13 $24.78 $2.05 $4.25 $0.25 $0.10 $31.43

2 $23.91 $1.20 $1.20 $26.31 $2.05 $4.25 $0.25 $0.10 $32.96

3 $25.51 $1.28 $1.28 $28.07 $2.05 $4.25 $0.25 $0.10 $34.72

4 $26.94 $1.35 $1.35 $29.64 $2.05 $4.25 $0.25 $0.10 $36.29

5 $28.69 $1.43 $1.43 $31.55 $2.05 $4.25 $0.25 $0.10 $38.20

6 $30.36 $1.52 $1.52 $33.40 $2.05 $4.25 $0.25 $0.10 $40.05

7 $33.76 $1.69 $1.69 $37.14 $2.05 $4.25 $0.25 $0.10 $43.79

8 $35.79 $1.79 $1.79 $39.37 $2.05 $4.25 $0.25 $0.10 $46.02



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Gr.BasicHourlyRate

Vac.Pay5%

Hol.Pay5%

HourlyRate

BenefitPlan

PensionPlan

Training&

Promo.

MemberBenefit

GrossHourlyPkg.

1 $23.15 $1.16 $1.16 $25.47 $2.05 $4.50 $0.25 $0.10 $32.37

2 $24.59 $1.23 $1.23 $27.05 $2.05 $4.50 $0.25 $0.10 $33.95

3 $26.24 $1.31 $1.31 $28.86 $2.05 $4.50 $0.25 $0.10 $35.76

4 $27.70 $1.39 $1.39 $30.48 $2.05 $4.50 $0.25 $0.10 $37.38

5 $29.50 $1.48 $1.48 $32.46 $2.05 $4.50 $0.25 $0.10 $39.36

6 $31.23 $1.56 $1.56 $34.35 $2.05 $4.50 $0.25 $0.10 $41.25

7 $34.72 $1.74 $1.74 $38.20 $2.05 $4.50 $0.25 $0.10 $45.10

8 $36.80 $1.84 $1.84 $40.48 $2.05 $4.50 $0.25 $0.10 $47.38



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CLASSIFICATIONS

Group 1 Crusher & Screening Plant OperatorAsphalt Boiler OperatorGravel RollerEquipment Serviceman (grease & oil)TiremanMechanics HelpersWelders Helpers

Group 2 Dozer Operator (rough grade)Loader OperatorBackhoe OperatorGrader Operator (rough)Asphalt Roller OperatorOff-Highway Trucks and FloatSemi-Dump / Tandem

Group 3 Asphalt Finisher (spreader) OperatorDozer Operator (fine grade)Pitman Crane (boom truck) Operator

Group 4 Backhoe (over 6 yd.) includes EX1100 class and largerCrane Operator (up to 65t) - Cranes larger than 65t will be paid as per the CLRA Agreement

Group 5 Float (over 100t)Backhoes / Shovels (over 10 yd3 capacity)Drillers

Group 6 Asphalt Plant OperatorMechanic (not Red Seal)Welder (not Red Seal

Group 7 Mechanic (with Inter-Provincial Red Seal Certificate)Welder (with Inter-Provincial Red Seal Certificate)Grader Operator (fine)

Group 8 Mechanic Lead Hand (with Inter-Provincial Red Seal Certificate)

Any employee on the payroll at the time of signing and who has been placed in class higher than what isdictated by the union agreement shall not be moved back for 2013. Going forward, any new employee willbe hired as per the classes in the new agreement.

Mechanics and Welders in the Class 6 rate will be capped at 95% of the base rate for Class 7 underAppendix A. up to the date of signing of this agreement any person receiving more than 95% of the baserate will not be impacted. There will be no future advancement without journeyman status under the redseal program.

Lead Hand - It is hereby understood and agreed that the Red Seal Mechanic Lead Hand position will fallwithin the bargaining unit and jurisdiction of the Operating Engineers, Local 904 and shall become part ofAppendix A - Classification & Wage Rates of the H.J. O’Connell Ltd. Collective Agreement. It is furtheragreed that the Red Seal Mechanic Lead Hand shall receive 6% over the Red Seal Journey Person rate.


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APPENDIX B

APPRENTICES

1. The Employer and the Union agree to maximize the training and development of Newfoundlandand Labrador residents through the apprenticeship-training program as part of their jointresponsibility for maintaining a supply of skilled tradesmen for the industry. The Employer and theUnion agree to give local residents priority for apprenticeship training.

2. The ratio of apprentices to Operators, Mechanics or Welders shall be a minimum, where practical,of:

Three (3) to Ten (10) Operators. . . . . . . . . . . . . . . . . . . 1 ApprenticeTen (10) to Twenty (20) Operators. . . . . . . . . . . . . . . . . 2 ApprenticesTwenty (20) to Thirty (30) Operators.. . . . . . . . . . . . . . . 3 Apprentices

One (1) to five (5) Mechanics/Welders. . . . . . . . . . . . . 1 ApprenticeFive (5) to Ten (10) Mechanics/Welders. . . . . . . . . . . . 2 Apprentices

3. Apprentices shall be remunerated as follows:

An apprentice who has completed a nine-month pre-employment course, shall be given credit forthe first two periods and will commence employment at the 3rd period.

Apprentices must complete a full six (6) calendar month period, before advancing to thenext period.

This six (6) month period must consist of a minimum of 675 accumulated hours worked. Apprentices shall be credited with a maximum of fifty (50) hours per week worked.

1st period. . . . . . . . . . 60% of journeyman’s rate ($10.00 minimum)

2nd period.. . . . . . . . . 65% of journeyman’s rate ($10.00 minimum)

3rd period. . . . . . . . . . 70% of journeyman’s rate ($12.00 minimum)

4th period. . . . . . . . . . 75% of journeyman’s rate ($12.00 minimum)

5th period. . . . . . . . . . 80% of journeyman’s rate (Class 1 minimum)





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APPENDIX C

TOOL LIST

Heavy Duty Mechanic Tool List

1/2'' impact3/8'' air ratchetAir die grinder1/2'' impact sockets SAE 3/8'' - 1-1/4''1/2'' impact sockets Metric 8mm - 30mm1/2'' impact swivel sockets 3/8'' - 15/16''1/2'' torque wrench1/4'' Socket set complete with ratchet + Ext. SAE + Metric sockets3/8'' Socket set complete with ratchet + Ext. SAE + Metric sockets1/2'' Socket set complete with ratchet + Ext. SAE 3/8'' - 1-1/4'' + Metric 8mm - 30mm sockets3/4'' Socket set complete with ratchet + Ext. SAE 3/4'' - 2''SAE Combination wrenches 3/8'' - 1-1/4''Metric Combination wrenches 8mm - 30mmSelection of adjustable 8'' 12'' 15''Selection of Plies + Vise GripsSelection of ScrapersAllan wrenches SAE + Metric1 set of Chisels + Punches1 set of Screw drivers1 set of prybarsSelection of ball pein hammers6'' Calipers1 digital multimeter1 12 volt - 24 volt test light1 set of easy outs18'' + 24'' Pipe wrenches


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MEMORANDUM OF UNDERSTANDING

between

H.J. O’CONNELL CONSTRUCTION LTD.

AND

INTERNATIONAL UNION OF OPERATING ENGINEERSLOCAL 904

In affiliation with the Collective Agreement, it is understood and agreed that the following contract revisionswill exist during the life of this Collective Agreement, for projects valued at ten million dollars or less. Forprojects awarded between ten million and eleven million dollar, this M.O.U. may apply subject todiscussion and approval by the union.

1) Hours of Work

Projects outside Labrador West - Twelve (12) hours per day, (Monday to Saturday) timeand one half (1½) after 12:00 midnight and on Sunday. After the time change in the fall,overtime will only apply after sixty (60) hours per week.

2) Free zone one hundred (100Km.) Kilometers.

3) Benefit plan paid at straight time.

4) Holidays are based on the scheduled hours of work on the project.


For the Employer:


For the Union:



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LETTER OF UNDERSTANDING #1

It is hereby understood and agreed that Article 15 of the Collective Agreement does not apply when theCompany is contracting out work that does not form part of its core operations.

Specialty contractors will perform work that is not practical or economical for the Company to undertakewith their own forces under certain conditions or in certain areas. Some of the work Specialty Contractorswill do, but are not limited to, will be crushing, clearing, guide rail, water diversion systems, retaining walls,landscaping and asphalt outside Labrador west.


For the Employer:


For the Union:



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It is hereby understood and agreed that the past practice with respect to the employer’s full utilization ofwork crews will continue.

The employer’s practice of using employees from one classification to perform the work of anotherclassification as required by job circumstances will continue without disputes.

Some example situations, to name a few, would be:

1. An equipment operator assisting a mechanic while their machine is down and beingrepaired.

2. A truck driver, who is qualified to operate, operating a piece of heavy equipment duringthe temporary absence of the regular operator.

3. An operator assisting in the work of a pipe crew while their machine is down or as analternative to being laid off.

Core employees described in Article 5:02 shall be employees described as follows. They shall include ,but not limited to, those persons who have previously worked with the employer and whose job functioncan be reasonably designated as essential to the efficient performance of the work.


For the Employer:


For the Union:



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Subject: Clarification of Article 23:04 in the Collective Agreement

1. Article 23:04, detained beyond their control, will apply if a person is delayed because of adelay in the public or private transportation system provided by the employer.


For the Employer:


For the Union:



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Documents

H.J. O’Connell Construction Ltd ... - IUOE 904 · H.J. O’Connell Construction Ltd. and International Union of Operating Engineers Local 904 H.J. O’Connell Construction Ltd