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 /
WHEREAS the Company has entered into a Collective Agreement with the above-named Union.
AND WHEREAS the said Parties have agreed to make this supplementary Agreement which is to be a supplement to the said Collective Agreement, and any grievances arising out of the administration of this supplement may be dealt with under the Grievance Procedure of the Collective Agreement.
NOW THEREFORE the Parties agree to the continuation of the Guaranteed Wage Plan as hereinafter set forth with such continuation to become effective on the 21st day of November, 2012, or on any later date on which approval for continuation has been received from the Federal Government holding that:
The purpose of this Plan is to provide a method of guaranteeing income to certain employees who are laid off.
An eligible employee entitled to participate in the plan is a regular hourly employee.
Regular employees who are specifically excluded from this plan are indicated on the seniority list within this Collective Agreement.
This Plan has no application to and provides no benefits for:
An employee who has been laid off and who would otherwise be eligible for participation in the Plan shall not receive any payments under the Plan for any week:
"Wages" shall mean actual earnings for work performed and vacation pay, payment for any leave of absence with pay granted, e.g. jury duty, bereavement pay, payment for Statutory Holidays and call-in pay.
"Week" shall mean the Company's payroll week.
"Compensated and available hours" means as applied to any particular week for any employee.
"Week of layoff" means a week in which the employee's compensated and available hours are less than forty (40).
Subject to terms and conditions of the Plan as herein set out each Eligible Employee who is laid off from the Bargaining Unit shall receive in addition to any wages earned in the week a benefit from the Plan for each week of layoff calculated by determining the product of items (a), (b) and (c) below and deducting from such product the sum of item (d) below.
An employee who is laid off continues to participate in the Social Security Plan of the Company applicable to employees in the bargaining unit to the end of the month following the last month in which he has worked in the bargaining unit, or until the end of the last month during which he has drawn a benefit under this Plan, which ever is the later. Social Security Plan for the purposes of this section does not include the Pension Plan or the Company's Disability Income Plan and Long Term Disability Plans which cover only indemnity for wages actually lost because of illness or accident.
An employee on layoff who, pursuant to the above, has ceased to participate in the Social Security Plan is restored to participation immediately upon completion of eight (8) hours work in the bargaining unit.
The maximum benefit entitlement of an employee at any time shall not exceed that benefit established in accordance with Table "A". However, the employee's actual benefit entitlement will be less than the maximum benefit entitlement if he has used any benefits and has not subsequently restored them.
Weeks of benefits are restored based upon the formula of 1/10th of a week for each eight (8) full hours during which the employee earned wages from the Company up to the employee's maximum benefit entitlement set out in Table "A" below. No credits towards future benefit entitlements are allowed for wages earned during any period in which the employee is already entitled to the maximum benefit set out in Table "A".
TABLE A Completed Years of Benefit
Service determined as of the Maximum
November 21st Immediately Benefit
preceding his layoff Entitlement
15 years or more 78 weeks
10 years or more 65 weeks
5 years or more 52 weeks
4 years or more 45 weeks
3 years or more 35 weeks
2 years or more 25 weeks
1 year and more 15 weeks
The maximum number of weeks benefits which an employee may use during any twelve (12) month period commencing November 21st shall not exceed his maximum benefit entitlement determined as of that November 21st in accordance with Table "A" above.
Each eligible employee's weeks of benefits shall be decreased by one week for each week in respect of which he is on layoff and in receipt of benefits for more than thirty-two (32) hours: and, by 4/5ths of one week for each week in which he is on layoff and in receipt of benefits for more than twenty-four (24) hours; and, by 3/5ths of one week for each week in which he is on layoff and in receipt of benefits for more than sixteen (16) hours; and, by 2/5ths of one week for each week in which he is on layoff and in receipt of benefits for more than eight (8) hours; and, by 1/5th of a week in which he is on layoff and in receipt of benefits for eight (8) hours or less; and, his weeks of benefits shall also be decreased by one week for each week in which he is on layoff but was disqualified for any of the reasons set out in subsections (a), (b), (c) and (d) of Section 4.
Any payment made under this Plan shall be subject to any deductions required by Federal, Provincial or Municipal authority or by the provisions of the Collective Agreement, or by voluntary authorization from the employee concerned.
Employees shall be required to observe such rules and follow such procedures and make such reports and applications as shall be prescribed by the Company after consultation with the Union. The willful falsification of any fact material to the determination of an employee's benefit rights under the Plan shall result in the forfeiture of any benefit rights he may have under the Plan for a period of twelve (12) months subsequent to the discovery of such falsification, and this shall not preclude any other disciplinary action which may be imposed subject to the Grievance Procedure of the Collective Agreement.
The Company will make periodic reports to the Union weekly while employees are laid off and receiving benefits under the Plan and quarterly if no employees are on layoff, giving the Union complete information as to the number of employees who have been laid off, the duration thereof, the payments made to each individual under the Plan, the number of ineligible and disqualified employees, and such other similar information as may be relevant.
This Agreement shall continue until November 20th, 2012. During negotiations for renewal of the relevant Collective Agreement, the Union is free to request amendments to this Agreement which shall also be part of such negotiations, but on the understanding that any amendments to this Agreement will not take effect any earlier than November 21st, 2012.