Brampton, Ont. (810 production employees) and Unifor, Local 973
Renewal agreement: Effective June 15, 2019 to June 10, 2022. Signed on April 30, 2019.
Wage adjustments:
Effective year 1: 0.5%
Effective year 2: 2%
Effective year 3: 2.5%
Shift premium: $0.80 per hour for lead-hands in skilled trades, equipment service, fleet warehouse, production departments. $2 per hour for Saturday; $2.25 per hour for Sunday (unless employee is entitled to be paid at time and one-half or 2 times hourly rate). $1 per hour for each hour worked if employee’s shift hours are regularly scheduled between 5 p.m. and 5 a.m.
Paid holidays: 10 days plus Christmas Eve day, New Year’s Eve day, day after New Year’s Day plus 1 floater.
Vacations with pay: 2 weeks or 4% after 1 year, 3 weeks or 6% after 5 years, 4 weeks or 8% after 10 years, 5 weeks or 10% after 20 years, 6 weeks or 12% after 30 years.
Overtime: Time and one-half for all work after 8, 10 or 12 hours per day. Double time for all work on Sunday. Time and one-half for work on fifth shift per week (for 4-day-per-week workers); on sixth shift per week (for 5-day-per-week workers); double time for all work on seventh shift per week (for 5-day-per-week workers) or on sixth or seventh shift per week (for 4-day-per-week workers).
Dental: $2,000 per year for preventative/major treatment benefit per individual; maximum $3,000 per child per lifetime for orthodontic treatment.
Vision: $275 per insured family member in each 24-month period (amount may be applied to laser eye surgery). 1 vision exam in each 24-month period.
Paramedical: $750 per year for speech pathologist; $400) per year for psychologist; $350) per year for chiropractic; $350) per year for osteopath/naturopath/podiatrist.
Weekly indemnity: 66 2/3% of regular straight time earnings, maximum $650 per week, maximum 39 weeks.
Sick leave: One-half day for each completed month of employment to start; 6 days due to bona-fide illness, each day equivalent to 8 hours, for 48 hours per year. Employees will receive 100% of balance payout of accrued sick leave by March 1 of following year; employee who achieves perfect attendance (takes no sick days) will receive 125% payout of accrued sick time.
LTD: Employer pays 100% of premiums for coverage of 66 2/3% of regular straight-time earnings, maximum monthly benefit of $2,800 after 39 weeks of absence.
AD&D: Coverage of $120,000 (single coverage).
Life insurance: Coverage of $60,000.
Bereavement leave: 3 days for death of wife, husband, common-law spouse, same-sex partner, child, father, mother, brother, sister, mother-in-law, father-in-law. 1 day for death of grandmother, grandfather, grandchild, brother-in law, sister-in-law, daughter-in-law, son-in-law. Additional 2 days may be given for travel time.
Seniority – recall rights: 24 months after layoffs; 12 months for employees whose jobs are permanently discontinued. After 3-year period from date of hire at Brampton location, employee will have seniority standing at Brampton recalculated by using seniority date from transferred location when employee moves from other location to Brampton location.
Call-in pay: Time and one-half or 4 hours’ work at regular hourly rate, whichever is greater.
Probationary period: 65 days of work within 6 consecutive months.
Discipline: Sunset clause is 18 months for any warnings, suspension, disciplinary action.
Severance: $20,000 for employees with 5 or fewer years of service; $30,000 for employees with 6 to 10 years of service; $40,000 for employees with more than 10 years of service as enhanced severance.
Safety shoes: $200 (previously $175) for approved footwear (and if required, insoles) from supplier chosen by employer.
Uniforms/clothing: Employees will be given points each year to purchase clothing. Service technicians/drivers will be given 1 parka or 1 rain/wind suit or 1 3-in-1 jacket in year 1 of agreement. QC technician will be given 3 lab coats and 1 parka in year 1. Shipper receivers, engineers will be given 1 parka in year 1. Warehouse department will be given 1 parka in year 1. Skilled trades and battery changer will be given maximum 11 coveralls in lieu of shirts and pants (to be cleaned by employer); 1 parka in year 1.
Tool allowance: $1,500 for length of collective agreement for purchase, repair or replacement of required work tools for stationary engineers, fleet maintenance, production-maintenance employees. $720 for length of collective agreement for purchase, repair or replacement of required work tools for equipment-service technician, equipment-service technician trainee.
Sample rates of hourly pay (current, after 4.5% increase):
Wage bracket 1
Class G delivery driver: $23.32 rising 2 steps to $24.38
Wage bracket 2
Distribution check-in/raw materials/machine operator/order builder/warehouse forklift/production material handler/battery charger/CO2 filler/cleaner/general duties/recycle/repack/special build, returns and Ty-Gard/reliever: $29.57 $30.16 $30.91
Wage bracket 3
Pallet checker/sales equipment service trainee/shunter/IPT forklift: $29.78 rising 2 steps to $31.13
Wage bracket 4
Filler operator/sanitation operator: $29.86 rising 2 steps to $31.22
Wage bracket 5
BIB operator/shipper receiver: $30.43 rising 2 steps to $31.82
Wage bracket 6
QC technician/syrup maker/in-line blow-mold operator: $31.44 rising 2 steps to $32.87
Wage bracket 7
Delivery driver: $31.51 rising 2 steps to $32.94
Wage bracket 8
Sales equipment service person: $31.57 rising 2 steps to $33
Wage bracket 9
Stationary engineer (class 3): $32.03 rising 2 steps to $33.49
Wage bracket 10
Stationary engineer (class 2): $33.10 rising 2 steps to $34.61
Wage bracket 11
Fleet maintenance/forklift mechanic: $35.94 rising 2 steps to $37.57
Wage bracket 12
Production maintenance: $37.98 rising 2 steps to $39.71
Temporary rates
Warehouse/production: $18.51 rising 2 steps to $19.35
Driver: $28 rising 2 steps to $29.27
Union bargaining committee: $33.38 rising 2 steps to $34.89
Production maintenance apprentice
First 1,000 hours: 65% of journeyman’s wage rate
Second 1,000 hours: 70% of journeyman’s wage rate
Third 1,000 hours: 75% of journeyman’s wage rate
Fourth 1,000 hours: 80% of journeyman’s wage rate
Fifth 1,000 hours: 85% of journeyman’s wage rate
Sixth 1,000 hours: 90% of journeyman’s wage rate
Seventh 1,000 hours: 95% of journeyman’s wage rate
Eighth 1,000 hours: 95% of journeyman’s wage rate
Editor’s notes: Long-service leave: 2 weeks with regular pay of special long-service leave for employee who completes 25th, 30th, 35th, 40th, 45th year of employment (full-time employees hired after June 10, 2016 will not be eligible). Social justice/community funds: Employer will contribute $0.02 per hour per employee to Unifor social justice fund and $0.02 per hour per employee to Unifor Canadian community fund.
