Contract, Table of Contents

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 /

LOCAL 300 / MOLSON Vancouver 2006-2012 Contract
Please read the disclaimer.

ARTICLE 5
WAGES

Wages shall be paid weekly by automatic bank deposit no later than Friday afternoon of the following week at not less than the following minimum rates:

                          April   April   April   April   April   April 
                          21/06   21/07   21/08   21/09   21/10   21/11 
Brewing Department
Brewer                   $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 
Fermenting Cellarman     $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 
Filter Cellarman         $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 
Racker/Forklift Operator $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 

Packaging Department
Forklift Operator        $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 
Receiver                 $28.40  $29.40  $30.40  $31.15  $31.90  $32.65 
Machine Operator         $28.33  $29.33  $30.33  $31.08  $31.83  $32.58 
Relief Crew              $28.33  $29.33  $30.33  $31.08  $31.83  $32.58 
Lead Hands               $29.40  $30.40  $31.40  $32.15  $32.90  $33.65 
Head Shipper             $29.40  $30.40  $31.40  $32.15  $32.90  $33.65 
All Other Men            $28.33  $29.33  $30.33  $31.08  $31.83  $32.58 
 
Maintenance Department 
Tradesperson             $32.18  $33.43  $34.43  $35.43  $36.18  $36.93 
Helper-Oiler             $28.76  $29.76  $30.76  $31.51  $32.26  $33.01 

First Aid
First Aid Attendant      $29.33  $30.33  $31.33  $32.08  $32.83  $33.58 

Seasonal 
*(Hired prior 13 May 06) $22.00  $23.00  $24.00  $31.08  $31.83  $32.58 
 (Hired post 13 May 06)  $14.00  $14.20  $14.40  $14.60  $14.80  $15.00 

Permit Card              $10.44  $10.44  $10.44  $10.44  $10.44  $10.44 

*These employees will remain at their current DB pension benefit level 
 until Year 4 when they will move to a full DB pension benefit. They 
 will not receive full benefits until such time as they are converted 
 to regular status which will occur subject to LOU #3

Cost of Living Allowance
A cost of living allowance in a lump sum payment will be paid to regular employees for all hours worked, including vacations and statutory holidays, in the period from April 21, 2006 to April 20, 2007, the first pay period following publication of the March 2007 Consumer Price Index. This allowance will be equal to the percentage increase in Consumer Price Index for the period (i.e. March 2007 Consumer Price Index divided by March 2006 Consumer Price Index) that exceeds 7%, multiplied by the earnings of each employee to calculate the lump sum payment.

This formula shall be repeated in each subsequent year of the agreement.

Higher Rate

1. Any employee who is receiving a rate higher than his job rate because of either:
   1. An existing overscale,

   2. A transfer instituted by management due to technological or production method changes, shall not have his wage rate reduced but shall stay at the wage rate he is receiving until the rate of his new job reaches the rate being received.

2. An employee who is classified in a higher category and is requested at any time temporarily to perform work embodied in a classification in a lower category shall not have his wage rate reduced from his wage rate established in the higher category.

3. An employee who is changing to a lower job classification for the reasons listed below shall immediately receive the new lower rate of pay.
   1. Return to a former position after accepting a relief or training position which carried a higher pay rate.

   2. Has been in receipt of a premium (i.e. First Aid) and is no longer performing the function for which the premium was being paid.

   3. Is transferred to a lower rated job at his own request.

Section 2. Shift Premium

Normal Day Shift
Any shift starting between 6:00 a.m. and 9:59 a.m. shall be considered to be the day shift.

Afternoon Shift
Any shift starting between the hours of 10:00 a.m. and 5:14 p.m. shall be considered to be an afternoon shift and will pay a premium of seventy cents (70˘) per hour, in addition to rate of pay.

Night Shift
Any shift starting between the hours of 5:15 p.m. and 5:59 a.m. shall be considered to be a night shift and will pay a premium of one dollar and twenty cents ($1.20) per hour in addition to the rate of pay.

Section 3. Improved Manufacturing Methods

Since employment is dependent upon the demand for the Company's products the Company and the Union recognize the importance of continual progress in the development of improved manufacturing methods to meet customer demand or requirements.

Section 4. Pay for Skills Premiums

Employees engaged as certified tradespersons will receive a ‘pay for skill premium’ for all hours worked after obtaining the additional trade qualifications for any of the following combinations. Trade qualifications will be defined as the applicable ticket issued by the Skills Development Office of the British Columbia Ministry of Skills, Training and Labour.

1. Electrician and Industrial Instrumentation Technician,
   or Electronic Technician,
   or Electronic Technologist,
   or Instrumentation Mechanic........$1.00 per hour

2. Millwright & Electrician...........$2.00 per hour

3. Millwright & Welder Class A........$1.00 per hour

4. Millwright & Machinist.............$1.00 per hour

5. Millwright & Machinist &
   Welder Class A.....................$2.00 per hour

Section 5. New Classifications

Before the labour of employees is increased by changes in operations, manufacturing methods, or speed-up of equipment, or new jobs are created as deemed necessary or advisable by the Company, a classification and a rate for such jobs will be established as agreed upon between the Union and the Company.

Section 6. New Classification Rate

In the event the parties fail to agree on a rate, a rate shall be set by the Company, or the Company will give consideration to providing additional help if a material increase in work load has resulted. After a trial period of thirty (30) days, the Union may enter a request for a new rate which, if not settled to the satisfaction of the Union, may be settled through the grievance procedure. The rate so established shall be retroactive to the original date of change.

Section 7. Fair Days Work

1. The Company will supply adequate manpower on all operations in all departments at all times so that an employee will not be required to perform more than a fair day's work.
   
   
2. Clause (a) shall not be construed to mean that the manning of all operations is at present exactly adequate or that all employees are presently assigned exactly a fair day's work, and accordingly changes in the manning of crews and change in an employee's work load may be made so long as the resulting situation is not a violation of Clause (a).

Section 8. First Aid Attendants

Employees working as designated occupational first aid attendants (OFAA) and possessing the necessary Company certification (Level III) will receive a premium of one dollar ($1.00) per hour in addition to their regular rate of pay for each hour worked.

Employees who hold a current Level III OFAA certification as of ratification will be eligible to attend one (1) week recertification course, to maintain their qualifications. New training postings for OFAA will be allowed to take the two (2) week Level III Industrial First Aid course.

It is recognized that the Vancouver Brewery is assessed as requiring a maximum of Level II First Aid. However, Level III First Aid training is a Company requirement in our brewery and the following will clarify the guidelines that Molson Canada 2005, Vancouver Brewery, will administer when sponsoring employees for Occupational First Aid Attendant (OFAA) training:

• When the Company posts for OFAA Training, the vacancy will be filled in accordance with the posting procedure as outlined in the collective agreement
  
  
• Molson will pay an employee their regular rate of pay for the duration of the training course i.e. Two weeks for initial training & one week for re-certification
  
  
• Molson will pay an employee their regular rate of pay for the day the employee must attend their OFAA Qualification Examination
  
  
• Molson will pay for the completion of the required OFAA Medical Certificate of Fitness.

Molson agrees to prepay tuition costs for an employee who is attending a Molson sponsored OFAA III course. If the employee is not successful in passing the course and does not wish to continue pursuit of their WCB certification, the employee will reimburse the company for the tuition costs in a reasonable time frame

• In the event an employee is not successful in passing their initial OFAA Qualification Exam, Molson will provide the employee with a second opportunity to take the Qualification Exam
  
  
• For the second attempt to pass the final OFAA Qualification Exam, Molson will also pay the employee their regular wages for that day as well as the Exam fee
  
  
• If the employee is not successful in passing the Level III OFAA Qualification Exam after their second attempt, Molson will no longer sponsor the OFAA training for the employee however the employee may elect to take any additional training or testing on their own time and at their own expense. If the employee is not successful in passing the course within 90 days of the of failed second test, the employee will reimburse the company for the tuition costs in a reasonable time frame
  
  
• If an employee does not successfully pass their second attempt at the Level III OFAA Qualification Exam, they will be excluded from re-applying for any further OFAA Training/Postings for a two year period. (two years defined as the period for which a First Aid person is certified)
  
  
• If an employee lets their Level III First Aid Certification lapse for a period of three (3) months or more, they will have to wait for a training posting in order to be re-trained for Level III First Aid and the above guidelines will apply
  
  
• On any shift where there is only one designated first aid attendant, and said employee leaves for any reason, the Company will make every effort to call in a replacement first aid attendant. However, if the Company after exhausting all other options cannot obtain a first aid attendant, then WCB regulations shall apply
  
  
• It is understood that although the Vancouver Brewery is assessed as requiring a maximum of Level II OFAA certification, the Company will schedule Level III OFAA’s where required in order to go above and beyond the current requirements for the duration of this collective agreement
  
  
• If the Company is able to schedule more OFFA’s than required at no additional cost, the Company will endeavor to do so.
  
  
• Employees selected to take their OFAA certification will have a reasonable choice of training facilities to choose from, provided the cost of each course is comparable.
  
  
• During Production shifts, when there is no relief for a First Aid Attendant, the Attendant must remain on call during breaks and will be compensated at the appropiate overtime rate for all breaks.