Article / 1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10 / 11 / 12 / 13 / 14 / 15 / 16 / 17 /
Appendix / A / B / C / D / E /
Letter of Understanding / 1 / 2 / 3 / 4 / 5 / 6 / 7 / 8 / 9 / 10 / 11 / 12 / 13 / 14 / 15 / 16 /
Each employee shall be entitled to the benefits in this Appendix "A" subject to the following conditions:
2.1 If qualified for the present benefit plans on the date this agreement is signed, he shall be eligible on the effective date of this Appendix "A", or;2.2 Employees shall be eligible to receive the benefits described within Appendix "A" upon being awarded "regular" employee status. (See Letter of Understanding #3)
3.1 Life Insurance
Each benefit status employee actively at work shall be insured for $60,000, effective April 21, 2006, for the duration of this contract.Employees not actively at work on the above named days shall be provided increased insurance coverage upon their return to active employment.
In the case of total and permanent disability prior to age 60, the insurance amount in effect on the employee's last day actively at work as set out above shall be continued in force without further cost to the employee. Upon retirement under the Pension Plan, this insurance shall be reduced to $4,000 and continue in force without further cost to the employee.
3.2 Accidental Death and Dismemberment:
In addition to the life insurance under 3.1 above, each benefit status employee actively at work shall be insured for $60,000 in case of accidental death or dismemberment resulting from non-occupational causes.Employees not actively at work on the above named days shall be provided increased insurance coverage upon their return to active employment.
3.3 Hospital Expense
The Provincial Government Hospital Plan shall be considered as part of this program for employees and dependants. To supplement this, each employee will be insured up to a maximum of five dollars ($5) per day for a maximum of seventy (70) calendar days, against expenses incurred by himself or his dependants due to hospitalization for non-occupational and non-maternity causes.3.4 Surgical and Medical Expenses
- Each employee and his dependants shall be enrolled in the applicable Provincial Surgical and Medical Service Plan.
- Each eligible employee and his dependants will be enrolled in the Extended Health Benefits Plan.
3.5 Dental Plan
Part "A" - Basic-100% with $1,200 annual maximum
Part "B" - Restorative - 75%
Part "C" - Orthodontic - 50%
*Part B and Part C have a combined lifetime maximum of $4,700.Effective April 21, 2002 the Dental Plan is to provide the maximum per year for basic services of $1,200. The increase shall only apply to eligible expenses incurred after the above date. Effective April 21, 2006 the combined lifetime maximum for Restorative and Orthodontic Services is $4,700. The increase shall only apply to eligible expenses incurred after the date of the ratification. Effective April 21, 1992, there will be a provision for an annual re-instatement of up to $500 at the beginning of each calendar year, if required to restore such lifetime maximum to the level of $4,700. This change shall only apply to eligible expenses incurred after the above date.
Effective May 1, 1991 "Restorative" coverage is seventy-five (75) percent of eligible expenses, for all such expenses incurred after the above date.
3.6 Vision Care
To provide for a Vision Care Plan over and above Article 11, Section 9 for regular employees and their eligible dependents. The Company will arrange for a vision care plan which includes coverage for corrective lenses, frames and contact lenses to a maximum of $200.00 per person per twenty-four (24) month period. Each employee and eligible dependent will be provided an eye exam each twenty-four (24) month period up to the maximum fee prescribed by the British Columbia Fee Guide.3.7 Drug Card
The company agrees to provide regular employees a drug card, subject to automatic co-pay, a $2.00 prescription deductible and a generic drug program. The current deductible will remain in place.3.8 Paramedical Practitioner Coverage
The company agrees that each eligible Paramedical Practioner visit will be covered at current reimbursement rates and annual maximums inclusive of user fees.
3.9 Disability Income Plan
- Each eligible employee shall be entitled to continuation of income as specified hereunder, during periods of absences due to disability, provided that:
- he is actively at work when the disability commenced, and not absent without leave, or on layoff (other than an annual shutdown of two weeks); and
- he submits medical evidence of sickness or accident satisfactory to the Company and the Insurer.
- Full Compensation
- Each eligible employee shall be entitled to full compensation at his base rate for any periods of absence under the following terms, provided that the absence is caused by sickness or accident that does not entitle the employee to Workers' Compensation payments.
- Existing Employees shall move from 80 hours sick leave to 48 hours sick leave at the end of this collective agreement. All new regular employees hired after April 21st, 2006 will have 48 hours sick leave allocated on a prorated basis during the year in which the employee attains regular status.
- The entitlement may be drawn upon at a maximum of forty (40) hours per calendar week during an absence.
- Provided the employee is actively at work, the entitlement will be re-established each calendar year.
Should an employee be absent and drawing full compensation over the end of the year, he may continue to draw on any unused portion until it is exhausted, but his entitlement in the new year shall be re-established only after he has returned to work.
An employee shall have the option of supplementing to full pay, his weekly indemnity benefit after the first twenty four (24) hours of sick leave. For each day supplemented the employee's maximum sick leave shall be reduced by three (3) hours. If an employee who has not had to use any of his sick pay in the calendar year experiences an illness or accident for which he expects to be absent for more than fifteen (15) working days, he may elect not to use the last twenty four (24) hours of his sick leave entitlement as outlined above for that illness, thereby providing himself twenty four (24) hours of sick pay which may be used for a different illness later in the year.
If the first twenty four (24) hours sick leave are not used up at the end of the year, then those days may be used to make up the employee's base rate of pay for the first twenty four (24) hours of his original illness.
- Any unused portion of sick leave up to 64 hours will be paid out until the end of the collective agreement, in which case 48 hours will be paid out.
Any unused portion of sick leave to a maximum of sixty four (64) hours will be paid to the employees on the last pay day before Christmas. Regular employees who have been absent for the full twelve (12) month period shall not be entitled to sick leave credits. Employees who terminate their employment or retire during the calendar year shall receive sick leave benefits prorated at one-half their then existing daily basic wage rate for each full month worked from January 1 to their termination date less any sick days taken during this period.
- Partial Compensation:
- When the entitlement to full compensation provided for in Section (b) has been exhausted, each eligible employee shall be entitled to partial compensation at a rate equal to seventy per cent (70%) of the employee's weekly wage (calculated by multiplying his current wage rate by forty (40) hours) for periods of absences that extend beyond the periods covered by Section (b) provided that the absence is caused by sickness or accident that does not entitle the employee to Workers' Compensation payments.
- The payment of partial compensation shall be limited to a maximum of forty (40) hours per calendar week including any stipulated Statutory Holidays occurring during an absence.
- The periods of partial compensation available shall be governed by the insurance company procedures for a twenty-six (26) week benefit period, starting with the first work day of an accident and the fourth work day of a sickness, and including any part of an absence for which full compensation has been paid under Section (b).
- Should the disability described above continue beyond the end of the 26th week, the insured Long Term Disability Plan will commence at the 27th week and will continue until recovery, or age 65, whichever occurs first.
Where an employee has received Workers’ Compensation payments for a 26 week period, the Long Term Disability plan will commence at the 27th week and will continue until recovery or age 65, whichever occurs first.
The L.T.D. Plan will provide the payments of sixty-six and two-thirds per cent (66 2/3%) of wages (applicable hourly rate times 40) in effect during the first seventy-eight (78) weeks of the Long Term Disability Plan. Should the disability continue past the 104 week period (26 weeks plus 78 weeks) the future weekly benefit will be calculated at sixty-six and two-thirds percent (66 2/3%) of wages (hourly rate times 40) in effect at the 104th week of disability.
- Coverage under insured Weekly Indemnity and Long Term Disability Plans will be continued:
- for the first one hundred and four (104) weeks of a disability provided the employee is unable to perform his own job;
- in excess of one hundred and four (104) weeks, provided the employee is unable to perform any job for any employer for which he is reasonably qualified by training and education, or experience, to perform as determined by the insurance carrier.
The Weekly Indemnity Plan and the Long Term Disability Plan will be of a standard nature underwritten by an insurance carrier and will include an offset clause for integrating statutory payments such as Canada Pension Plan, Unemployment Insurance, and in the case of Long Term Disability, will also include an offset clause for integrating Workers' Compensation.
Where weekly indemnity benefits payable under the weekly indemnity plan together with weekly or lump sum time loss benefits payable by any other government supported or Crown Agency, (including any plan or program established pursuant to the provincial automobile insurance act program) for the same disability exceed 100% of normal weekly earnings, the employee must reimburse any such excess to the weekly indemnity plan. The employee must, prior to receiving weekly indemnity benefits execute such forms of authority as are necessary to permit the direct payment of any such weekly or lump sum time loss benefits to the Company. The Company shall then pay to the employee any monies which the employee is entitled under this clause.
- Employees Absent on Effective Date
Employees who are absent from work on Weekly Indemnity on the effective date of the new sickness and accident plans and
- recover and return to work for at least a two week period prior to the expiry of their one hundred and four (104) weeks, shall then be covered by the revised Weekly Indemnity and insured Long Term Disability Plan, or
- recover and return to work for at least one day prior to the expiry of their one hundred and four (104) weeks in the case where the latest disability absence cannot be connected with the causes of any of the prior disability absences, shall be covered by the revised Weekly Indemnity and Long Term Disability Plan.
- The Company will provide the necessary monies to build up the pension of an employee receiving benefits from the Weekly Indemnity and Long Term Disability Plans at the rate of pension accrual in effect at the commencement of the disability.
- Effects on Other Benefits
- Group Insurance
Life, Hospitalization, Medical and Surgical Insurance Plans shall be continued in force during any absence for which the employee is in receipt of full or partial compensation.
- Vacations
Employees who have exhausted their entitlement to full compensation under Section (b) shall have the privilege of using any unused vacation to which they are entitled in the current vacation year to supplement partial compensation to full compensation.
- Statutory Holidays
Employees drawing benefits under the Weekly Indemnity Plan shall receive a supplement up to full pay for statutory holidays falling within the 26 week period.Such supplement shall not be drawn from the employee's sick or accident leave entitlement.
- Insurance company regulations will apply to the insured benefits under this Plan.
5.0 Benefit Plan Costs
The Benefit program outlined herein will be provided by the Company, free of cost for eligible employees except as outlined in Section 6 of this Appendix "A".Notwithstanding the foregoing, it is agreed that the employees' share of any Unemployment Insurance Premium Rebate will be retained by the Company to offset a portion of the cost of the benefit improvements contained in the collective agreement.
6.1 An employee whose service with the Company has been terminated, shall not be entitled to any benefits after the date of such termination.
6.2 An employee on layoff for lack of work, or on leave of absence, may elect to continue his coverage for all benefits in this Appendix "A" except for Section 3.5 - Disability Income Plan for a period allowed by the insurance company regulations, but not exceeding three (3) months (except as otherwise provided in the Guaranteed Wage Plan hereto annexed), provided that he pays the full cost of the continuing benefits, except that if he works at all during the month, his regular premium deduction will cover the continuing benefits for that month.
6.3 Benefits for Pensioners
All benefits granted to employees who retired prior to the date of signing of the Agreement are governed by the Agreement in force on the date they retired.
The following benefits will be provided to pensioners who retire on or after April 21, 1997, at no cost to the pensioner.
- Normal Retirement, Special Early retirement or 85 Point Retirement
- Life insurance continued at $4,000.
- Base Medical and Hospital Benefits will be continued in the Provincial Plan for the life of the pensioner provided that he continues to reside in Canada.
- Major medical coverage will be continued for the life of the pensioner provided that he continues to reside in Canada.
7.0 Pregnancy/ Adoption/ Parental Leave & Sub Plan (Top-Up) Procedure
7.1 Eligibility
- To qualify for leave under this policy, the employee must have been employed by Molson for the period of time prescribed by the Employment Standards Act of British Columbia and,
- The employee must have requested in writing his/her intention to take a leave.
- Sub plan benefits: All full time permanent salaried and permanent hourly employees who are eligible for Employment Insurance (EI) benefits are eligible to receive benefits under this sub-plan if they have been a full time permanent employee for at least 12 consecutive months prior to the date of the commencement of the leave.
7.2 Entitlement
7.3 How To Apply
- Period of leaves: The employee shall be entitled to a leave which, in duration, is defined, relative to the type of leave being applied for, by the Employment Standards Act of British Columbia.
- Reinstatement: The employee will be reinstated to his/her former position or to a comparable one, at the salary rate applicable to the former position at the commencement of the leave of absence.
- Pension: The period of absence will count as “Credited Service” for pensions plan purposes. The “top up” amount paid by Molson is regarded as pensionable earnings.
- Benefits coverages:
1. Pregnancy leaves: Full benefit coverage under the Company's Group Insurance plans will be maintained during the leave of absence.
2. Adoption and parental Leaves: Benefits will be paid as per the Employment Standards Regulations of British Columbia.
- Sub-plan benefits:
1. Conditions for sub-plan benefits (top-up). In order to receive the benefits of this sub plan employees must...
1.(a) State their intention to return to work after the leave and to remain in Molson’s employment for a minimum of 6 months following the leave. Employees failing to do so (except in the case of involuntary termination), will be required to repay all “top up” monies paid by Molson Breweries during the leave.
1.(b) Provide proof of eligibility to receive EI benefits (i.e. an EI cheque stub) to the Personnel Department as early as possible during the leave.
1.(c) Provide a copy of the final EI cheque stub to the Personnel Department.
2. Period of Top-up:
2.(a) The period of top up under the SUB plan will be based upon entitlement to receive EI payments; the periods of eligibility may vary subject to EI rules in effect at the time of the leave.
2.(b) SUB plan payments will be made for the period of the leave only and will commence upon proof of EI entitlement (retroactive to the day the EI commencement date). These payments will be made weekly.
Top-up during Pregnancy/ Adoption Leave:
Molson Breweries will top up the EI payments as per the employee’s regular pay schedule so that the total pre-tax income received, when EI benefits and the Molson top-up are integrated, are equal to *60% of the base pay rate. The top up will continue for the number of weeks of EI eligibility.
During the first two weeks when EI payment is not payable (the “waiting period”), the 60% of the base pay rate before statutory deductions will be paid exclusively by Molson Breweries.
Top-up during Parental Leave:
Employees on parental leave will also receive the top up to the EI payments so that the total pre tax income received is equal to *60% of the base pay rate. Molson Breweries will continue to top up EI payments as long as EI payments continue to be made. If there is a waiting period for EI benefits at the commencement of the parental leave (usually in the case of the second parent claiming EI), *60% of the base pay rate for this two week “waiting period” will be paid exclusively by Molson.
Notes:
(i) *Employment Insurance payments are subject to a special recovery or ‘clawback’ by Revenue Canada, to the extent the recipients net income in the year of receipt exceeds 150% of maximum insurable earnings under the program. The employee is personally responsible for the settlement of any clawback against EI payments received by the employee, which may be made by Revenue Canada
(ii) In this plan, EI is the first payer after the 2 week waiting period.
(End of notes)
- Vacation entitlements:
.1 Pregnancy Leaves: Vacation entitlements will not accrue during the leave of absence but upon return to work, the period of absence will be credited for purposes of calculating vacation entitlement
.2 Adoption and Parental Leaves: Vacation entitlements will be applied as per the Employment Standards Regulations of British Columbia.
- Employees must request in writing their intention to take the leave, including approximate leave and return dates, at least 2 months prior to the commencement of the leave (except in the case of Adoption leaves).
- In the case of pregnancy leave, the employee must furnish a medical certificate, indicating the estimated date of delivery.
- The scheduled date of return to work must be agreed to by the employee concerned and the immediate supervisor prior to the commencement of the leave of absence. The employee must contact the immediate supervisor four weeks prior to the scheduled return to reconfirm the return date.
- With the approval of the immediate supervisor, outstanding vacation entitlements may be used to extend the leave, but such entitlements must be taken at the end of the leave.