Winalta Inc., North Battleford (formerly Vanguard Inc.)

From Negotiations report April, 2007

 

At the last bargaining sessions with this employer held on March 13 and 14, 2007, a Memorandum of Agreement was reached.  A new two year Collective Agreement was ratified by the members of this unit on March 22, 2007.  Highlights of this new Agreement include:

• Across the board wage increases of 9% for all employees, retroactive to March 1, 2007, in the first year and 3.5% in the second year of the Collective Agreement.

• A new "dignity and respect" clause.

• A 30 minute union orientation for all new employees.

• Union representation in any form of investigation which could lead to discipline.

• Discipline memoranda to be removed from employees files after nine months.

• All employees have the opportunity to review their personnel files upon 24 hours notice of request.

• Union Representatives or Shop Stewards are allowed 15 minutes to discuss issues with employees on company time.

• As hard hats are now required to be worn by all employees, the employer will supply a specific colour hard hat for Shop Stewards.

• A 20 minute rest period with pay prior to commencement of overtime.

• Additional Statutory Holidays of Boxing Day and Family Day.

• All employees are to be paid the same for Stat Holidays (it used to be different for probationary employees).

• All pay discrepancies are to be corrected within five days of the error being brought to the employer's attention.

• Vacation improvements to three weeks after one year, four weeks after eight years, and five weeks after 17 years.

• A Posted Vacation Schedule

• Significant improvements to the Bereavement Leave and Job Posting clauses.

• Boot Allowances will now be reimbursed up to $100 once per year; to a maximum of $200 every two years.

• Employees assigned to the shift starting at or after 3:30 pm will be required to work a four day, nine hour work week.  Provided the employee works their full assigned shifts during the work week, the Employee will receive forty hours of regular pay.  If an employee works less than their assigned 36 hours in a week, they will be paid only for actual hours worked.

• Lead Hand positions will be re-titled as Process Coordinators.  As job requirements will be changing for these positions, all Process Coordinator positions will be posted.  All employees currently filling the role of Lead Hands shall have the option to post on these positions.  Regardless of whether or not they are the successful applicants, they will be entitled to receive the same rate of pay and wage increases as the Process Coordinators for the duration of their employment.

Congratulations to this Bargaining Committee on negotiating a good Collective Agreement.  The Committee consisted of Doris Ruyg, Larry Palmer, Russel Sandbeck and Dave Smith and was assisted by Representative Darren Kurmey.

 

From Negotiations report January, 2007

 

The union and employer have met on several dates and there has been significant progress made at those meetings in the areas of vacation pay, bereavement leave, statutory holidays, coffee breaks, boot allowance, pay discrepancies, relief pay and discipline. All improvements listed are tentatively agreed to at this time; further meetings have needed to be rescheduled into February as the employer has hired another new CEO.

 

Negotiations Update January 17, 2007

Negotiations that were scheduled for for January 18th and 19th and January 23rd, 24th, and 25th, 2007 have been cancelled at the request of Vanguard due to the hiring of a new CEO.   New dates will be set soon. 

 

From Negotiations report December 5, 2006

The union and employer met on November 29 and 30th, 2006.  The following contract amendments were agreed upon at that meeting:

• A new clause in the Collective Bargaining Agreement that states "All employees shall be treated with dignity and respect and shall not be subject to verbal abuse".

• Union representation to be provided in any meeting that could lead to discipline.

• If discipline is to be issued to an employee, it must be issued by the employer within five days of the alleged incident.

• The union is now allowed up to 30 minutes to give a Union Orientation presentation to new employees.

• An improvement to the Coffee Break language stating:  “Should an employee work overtime, they shall be entitled to a 20 minute break prior to the commencement of such overtime” (formerly 15 minutes).

• The employer has agreed to correct all pay discrepancies within five days of the error being brought to their attention.

• A significant improvement to Relief Pay language where employees performing the duties of a higher rated position will now be paid the higher rate for ALL such hours worked in the higher paying position.  The language previously stated that the higher rate would only be paid if you worked the higher paying job for an entire shift. 

• Statutory Holiday improvements: The parties have agreed to switch the "1st Monday in March" holiday for "Boxing Day" and to the addition of "Family Day".  Eleven Statutory Holidays will now be recognized in this CBA.

• Improvements to the vacation language were employees will now receive three weeks after one year or employment; four weeks after eight years; and five weeks after 17 years.

• Significant improvements to the Bereavement Leave clause to five paid days of leave in the event of death of a spouse (including common-law), parent, grandparent, grandchild, child, mother-in-law, father-in-law, brother or sister of the employee or the employee's spouse.  Three paid days in the event of the death of a brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle, niece or nephew of the employee or employee's spouse (including common-law).  

Additional unpaid leave may be granted in special circumstance.  (This language was agreed upon based on the committee's discussion with the CEO of Winalta to acquire approval). 

Previous Bereavement Leave language provided three day’s leave; aunt, uncle, niece and nephew and Common-law spouse’s family members were not included.

• Union Leave - new language providing for the union to have up to four employees off at any one time for contract negotiations.

• All Postings are to be posted for five days in the staff room.

• An increase in the Boot Allowance of $25; now providing for $125 per year.

•  The employer is now responsible for the parking lot. 

Please keep in mind that the membership has not ratified any of the above improvements; these are the tentatively agreed items to date.

 

The employer cancelled the December 5th and 6th dates which were scheduled, advising that they would need more time to prepare for the monetary discussions, however the parties are scheduled to negotiate during the afternoon on December 11th, and all day on December 12th and 13th.

 

The Bargaining Committee (not including the alternates) consists of Doris Ruyg, Larry Palmer, Russell Sandbeck and Dave Smith, assisted by Representative Darren Kurmey.

 

If you have any questions about these ongoing negotiations, please contact Representative Darren Kurmey at the Saskatoon office, or at the workplace, a member of the Negotiation Committee.

 

From Negotiations report November, 2006

 

This agreement expires in early 2007.  Meetings will be held in the next few months to elect a Bargaining Committee and members are asked to start compiling their proposals for submission.