collective agreement between clean harbors canada… and waste... · collective agreement between...

COLLECTIVE AGREEMENT

BETWEEN

CLEAN HARBORS CANADA, INC. LAMBTON OPERATIONS UNIT

AND

UNIFOR and its

LOCAL 914 SARNIA, ONTARIO

APRIL 30, 2015 to APRIL 29, 2018

of 34

TABLE OF CONTENTS

1. GENERAL PURPOSE .................................................................................... 4

2. RECOGNITION ............................................................................................... 4

3. UNION SECURITY…………………………………………………………………...4

4. MANAGEMENT ............................................................................................... 5

5. UNION REPRESENTATION ............................................................................ 6

6. SENIORITY ...................................................................................................... 7

7. GRIEVANCE PROCEDURE .......................................................................... 11

8. ARBITRATION………………………………………………………………………13

9. STRIKES- LOCKOUTS ................................................................................. 14

10. HOURS OF WORK ...................................................................................... 14

11. HOLIDAYS ................................................................................................... 17

12. VACATIONS ................................................................................................ 18

13. PAYMENT OF WAGES ............................................................................... 19

14. GROUP BENEFIT PLAN ............................................................................. 21

15. GENERAL. ................................................................................................... 22

16. HEALTH AND SAFETY ............................................................................... 24

17. TERM OF AGREEMENT ............................................................................. 26

18. APPENDIX I WAGES .................................................................................. 28

19. APPENDIX II CLASSIFICATIONS ............................................................... 29

20. HOUR SHIFTS APPENDIX III TWELVE ...................................................... 30

21. LOU’S 1, 2, .................................................................................................. 31

22. LOU 4 ........................................................................................................... 32

23. LOU’S 7, 8 ................................................................................................... 33

24. LOU’S 9 ....................................................................................................... 34

25. LOU’S 12 ..................................................................................................... 35

26. MOU 10/15/10 .............................................................................................. 36

of 34

ARTICLE 1 – GENERAL PURPOSE

1.01 General Purpose

The Company and the Union agree that the purpose and intent of this Agreement is to formulate rules to govern the relationship between the Union, the employees and the Company, bearing in mind that the Company's business is a service business requiring reliable and continuous service to customers performed with skill and efficiency and also to provide a formal method for the determination of wages, hours and other working conditions, as well as machinery for the settlement of grievances.

The Company and the Union agree that a Labor Management Committee is in the best interest of both parties and further agree to set up a committee consisting of the Chief Steward, Deputy Chief or Steward, Lab Steward, Local President and Business Representative along with members of Management who will meet every quarterly the first week of the month (February, May, September, August, November). Both parties will agree on an agenda ahead of time.

ARTICLE 2 – RECOGNITION

2.01 Bargaining unit

The Company recognizes the Union as the sole and exclusive bargaining agent for its employees who work at the Company’s waste treatment facility, the boundaries being Telfer Road, County Road #4, Brigden Road and Rokeby Line, including lab employees, but excluding supervisors, persons above the rank of supervisor, dispatchers, office, technical and sales staff and employees covered by an existing collective agreement.

ARTICLE 3 – UNION SECURITY

3.01 Union Membership

All employees covered by the terms of this Agreement shall, as a condition of employment, become members of the Union upon completion of their probationary period and remain in good standing while employed under this Agreement.

3.02

Check-off When a new employee is hired, the Company shall advise the Union and all such new employees shall be required to pay Union dues effective the first month following their date of hire.

of 34

3.03 Deductions The Company agrees, during the lifetime of this agreement, to the extent authorized in writing by each employee, but not otherwise, to deduct whatever sum may be authorized by him/her from the first pay due each calendar month, and remit same not later than the last day of the same month to the Union. The Company shall, when remitting such monies, name the employees from whose pay such deductions have been made, and also the names of any employees who have left the employment of the Company since the last payment. The Company will provide the Union once a year the mailing addresses and phone numbers of the members of the bargaining unit.

3.04 Bargaining Unit Work A.) Employees of Clean Harbors outside the bargaining unit will not perform routine work normally assigned to bargaining unit employees except in cases of training, experimental situations, emergency or circumstances when no bargaining unit employees are reasonably available to perform such work. The Union recognizes that from time to time the Company may identify certain customers with specific needs and request a variance to the established procedures and practices. Such requests will be considered by the Union when submitted by the Company. It is also understood that the Lab Manager/Supervisor may perform the Analytical Specialist duties during absences where the employee is unavailable. B) Current work normally assigned to bargaining unit members will not be assigned to contractors or workers outside the bargaining unit without agreement from the Union.

ARTICLE 4 – MANAGEMENT RIGHTS

4.01 Management Rights

Nothing in this Agreement shall be deemed to limit the Company in any way in the exercise of the regular and customary functions of management, including the making of such rules relating to the operation of the Company as it shall consider advisable, provided such rules shall not be in violation of the terms of this Agreement. The Union also acknowledges that it is the exclusive function of the Company to determine the location and operations of the business and its expansion or curtailment, the direction of the workforce, the services to be rendered, the schedule of services, the methods, processes, and means of service, job content, the right to use improved methods, machinery and equipment, and

of 34

the right to decide the number of employees needed by the company at any time, subject to the provisions of the collective Agreement. As well to, maintain order, discipline and efficiency, hire, discharge, transfer, promote, demote or discipline employees, provided that a claim of discriminatory promotion, demotion or transfer, or a claim that an employee has been discharged or disciplined without reasonable cause, may be the subject of a grievance and dealt with as hereinafter provided.

4.02 Discipline In all cases where management holds a formal meeting with an employee the purpose of which is to issue discipline, which will form part of the employee's record, the Company agrees that the Union has a right to have a representative present at such meeting.

4.03 Disciplinary Correspondence Copies of disciplinary correspondence shall be given to the employee involved, the Chief Steward and the Deputy Chief Steward. All disciplinary correspondence shall not be referred to after a period of twelve (12) months from the date of issuance of such discipline except those involving suspension which shall not be referred to after a period of twenty-four (24) months from the date of issuance and thereafter any such correspondence shall not be relied upon by either party excepting as may be necessary for processing and handling of complaints or charges filed outside of this Agreement.

ARTICLE 5 – UNION REPRESENTATION

5.01 Union Business Representative

The National Representative of the Union and/or the President of the local shall have access to the Company’s facility during working hours, but in no case shall this visit interfere with the progress of the work. When visiting the facility, the Union will request such access from the appropriate Department Manager or his/her designate before contacting employees.

5.02 Right to Appoint Steward The Company agrees to recognize a steward body comprised of a Chief Steward, a Deputy Chief Steward, one Steward and one Lab Steward. The Union shall notify the Company, in writing, of such appointments and subsequent changes of these appointments.

5.03 Duties The Stewards, where possible, will be responsible for reporting any grievances to the Company and to the Union Business Representative, so that those can be taken up in the proper manner without delay.

5.04 Performance of Duties

of 34

Reasonable time shall be allowed a Steward to perform his/her duties. Before leaving his/her work to attend to Union business, a Steward will obtain permission from his/her Supervisor, which permission will not be unreasonably withheld. In the event he/she/ wishes to visit another employee, he/she will first obtain permission from the employee’ Supervisor, which permission will not be unreasonably withheld. Upon return to his/her work, after the performance of his duties on behalf of the Union, he/she will report to his/her Supervisor.

5.05 Discrimination No discrimination shall be shown against any Steward for carrying out his /her duties.

5.06 Payment of Overtime If the performance of a Steward's duties causes him/her to be delayed beyond the end of his/her normal shift, all such time will be paid for at the regular overtime rate.

5.07 Lay-Off (Stewards) The Chief Steward and Deputy Chief Steward shall be the last employees laid off and the first recalled providing they have the necessary qualifications for the job(s) available.

5.08 Compensation for Negotiations The Company will compensate up to two (2) members of the Negotiating Committee who are employees of Clean Harbors for lost time from their regular schedule spent in contract negotiation meetings with the Company. Compensation will only be paid up to the time an application is made for Conciliation.

ARTICLE 6 – SENIORITY 6.01 Eligibility

Employees, who have completed their probationary period as hereafter referred, shall be placed on the seniority list by department, in accordance with their last date of hire. Copy will be sent to the Chief Steward. The probationary period shall be one hundred and twenty (120) calendar days during which time an employee can be laid off or dismissed at the sole discretion of the Company. The one hundred and twenty (120) calendar day probationary period will only apply to those employees hired after the date of ratification. Where two or more employees are hired the same day, seniority will be established by alphabetical order. Statutory holiday pay for probationary employees will be in accordance with clause 11.02.

Departments For the purpose of this agreement the departments shall be as follows:

of 34

Incineration (pretest and AAPS), Landfill (includes pretreatment), TDU (Heavy Equipment/Operations), Plant Maintenance, Vehicle Maintenance, Labor Pool and Laboratory.

6.02 Purpose of Seniority Provision The purpose of seniority provisions is to provide a policy regarding job vacancies, reduction in workforce, lay-off and recalls.

6.03 Job Posting The Company agrees to post permanent job vacancies and temporary vacancies, which are expected to last more than forty-five days (45) unless mutually agreed upon. In the case of a temporary vacancy posting the temporary period will be defined and not to exceed one (1) year. Job vacancies will be posted for seven (7) calendar days.

During the posting period and until the vacancy is filled, the Company may temporarily fill the job as deemed necessary. The job posting will state all reasonable basic requirements for the position. The filling of posted jobs shall be according to plant-wide seniority subject to the employee having sufficient qualifications, skills, efficiency, reliability and physical fitness to fulfill all job requirements satisfactorily. An employee who has been accepted for a posted vacancy within the previous six (6) month period may be considered for a vacancy at the Company’s sole discretion. This restriction shall not apply to temporary postings.

Nothing contained herein shall be interpreted as requiring the Company to fill any vacancy. If there are no suitable applications, the Company may fill the vacancy from any source. It is understood that the foregoing shall not apply to vacancies for the position of Crew leader and Lead Operator. Crew leader vacancies shall be filled at the sole discretion of the Company. Lead Operator vacancies shall be filled by the senior qualified back-up Lead Operator. 4Th Class Ticket

a) Employees who currently hold the position as incinerator or TDU operator will not be forced to obtain a 4th class ticket unless mandated by legislation, at which time the Union, Company and the appropriate legislative body will meet to address the needs for transition.

b) Employees will be encouraged to obtain a 4th class ticket and employees enrolled in the program must submit to the final certification tests. The Company will pay the fees for the tests (part A and B) and will also pay the

of 34

fees for one (1) re-test (part A and B) if the employee has failed the first time.

c)The Company agrees to pay for ticket renewals for Millwrights, Pipefitters, Electricians, Instrumentation, 4th Class, Diesel Mechanic and Hoisting Engineer.

6.04 Reduction in Workforce In the event of a reduction of the working force, the Company shall apply departmental seniority insofar as it is consistent with its obligation to maintain an efficient work force. Those employees so affected, will be assigned to the labor pool department. If an employee is bumped from his/her position due to layoff, he/she will have first right to go back to their old job for up to a period of twelve (12) months.

6.05 Layoffs and Recalls - Labor Pool Employees with the least plant seniority will be laid off first. Those vacant positions will be filled by the senior employees from the Labor pool and will be considered trainees in their new department. There shall be no more than 4 trainees in Incineration (to include Process Operator in TDU) and no more than 6 trainees in Landfill (to include Equipment Operator in TDU) A trainee is defined as an employee who is not pre-qualified. Employees with required heavy equipment operator experience are deemed to be pre-qualified for heavy equipment operator work in the Landfill/TDU. Employees with a 4th Class ticket or who have been pre-qualified through a training program are deemed to be pre-qualified for TDU/Incinerator process operator positions.

6.06 Journeymen are entitled to bump other journeymen, of the same trade subject to demonstrating his/her capabilities. Any employee may bump into the Welders position will be afforded a reasonable training period, however, he/she will be required to pass a welding test. Layoffs from or recalls to the Labor Pool will be made on the basis of plant seniority.

6.07 Loss of Seniority Rights An employee shall lose seniority and his/her employment shall be terminated forthwith if he/she:

(a) quits his/her employment voluntarily, or

of 34

(b) is discharged and not reinstated through the grievance or arbitration procedures, or

(c) fails to report for work on the first working day following the termination of a written leave, or

(d) is absent for three consecutive working days without leave of absence excepting the case of illness or injury in which instances he/she must notify or cause the Company to be notified at the earliest possible moment and must produce a doctor's certificate to support the reason for such absence, or

(e) (i) an employee with more than ten (10) year’s seniority is laid off for a period extending beyond two years, or;

(ii) an employee with five (5) year’s but less than ten (10) year’s seniority is laid off for a period extending beyond eighteen (18) months, or;

(iii) an employee with less than five (5) year’s seniority is laid off for a period extending beyond one (1) year, or;

(iv) an employee hired after the signing of this agreement with less than one (1) year’s seniority is laid off for a period equal to his/her seniority, or

(f) is absent beyond 24 months on long term disability and the insurance company determines that the employee is unable to perform the duties of any occupation within the bargaining unit.

6.08 Displacement to Lower Classification

Employees who are to be displaced to a lower rated classification as a result of the permanent reduction in the workforce will have their regular rate retained for a period of five (5) weeks.

6.09 Seniority Listing Seniority Lists shall be drawn up each six months and posted in a place available to all employees.

ARTICLE 7 – GRIEVANCE PROCEDURE

7.01 Definition

A grievance under this agreement shall be defined as any difference or dispute between the parties to, or employees bound by, this collective agreement concerning its interpretation, application, administration or alleged contravention.

7.02 Agreement to Settle Promptly Both parties to this Agreement shall endeavor to settle promptly through the procedure set out here in any dispute or difference arising from the

of 34

interpretation, application, administration or alleged contravention of this Agreement.

7.03 Grievances in Writing All grievances to be dealt with under Step Two below shall be in writing, on forms supplied by the Union and signed by the employee having such grievances. Written grievances, to be valid shall set out the nature of the grievance, the Article or Articles of the Agreement alleged to have been violated, and the nature of the remedy sought, and shall not be subject to change at later steps except by mutual agreement in writing with the Company, or in the case of remedy, by an Arbitrator. Overtime Grievances that are filed, and where an employee has been found to have been by-passed for an Overtime opportunity, the Company will offer an overtime make up shift equal to the overtime hours that were lost, within 30 days of the grievance resolution. Such overtime make up will not eliminate overtime opportunities. It is understood that if the company offered overtime make up is refused by the employee, the company will be relinquished from its obligation to offer overtime make up.

7.04 Time Limit Exclusions In determining the time which is allowed in the various steps, Saturday, Sunday and Statutory Holidays shall be excluded and any time limits may be extended by mutual agreement in writing.

7.05 Failure to Act Within Time Constraints If the time limits specified in Article 7 for processing a grievance to the next step of the grievance procedure are not followed, the grievance shall be deemed to have been abandoned and may not be re-opened. Likewise, if the time requirements for providing a response at any step are not followed, the grievance shall proceed to the next step of the grievance procedure.

7.06 Discussion of Grievance It is understood and agreed that a dispute or difference presented by either party more than five (5) working days after the event giving rise to such dispute or difference will not be entertained.

7.07 Grievance Steps Grievances properly arising under this agreement shall be adjusted and settled

as follows:

Step One:

Within five (5) working days of the event giving rise to a dispute or difference, the Grievor, with or without his/her Union Steward, shall discuss the matter with his/her immediate Supervisor and give him/her an opportunity to resolve

of 34

the complaint. The Supervisor will advise the employee of his/her decision within five (5) working days of such meeting. If the matter is not resolved, the grievance may be presented in writing at Step Two at any time within four (4) working days of the Supervisor’s decision.

Step Two:

a) At this step the written grievance shall be presented by the Grievor and the Union Steward to the employee’s Department Manager who will schedule a meeting to discuss the grievance within five (5) full working days of receipt of the written grievance. If no settlement is reached, the Department Manager will advise the Union Steward of his/her decision in writing two (2) working days after the meeting and the grievance may be presented at Step Three at any time within four (4) full working days thereafter.

b) The Company or the Union may process a written grievance at this step concerning the interpretation or alleged violation of the agreement.

c) At this step an employee may process a written grievance involving disciplinary action resulting in suspension or discharge.

Step Three: At this step, the written grievance will be presented to the Vice President and/or General Manager or his/her designate. A meeting to discuss the grievance will be held within ten (10) working days following the Vice President and/or General Managers receipt of the grievance. The Vice President and/or General Manager or his/her designate will advise the Union Steward in writing of the Company’s decision within five (5) working days after such meeting.

It is understood and agreed that, providing 48 hours advance notice has

been given to the Company, a National Representative of the Union or the Local Union President may attend third step grievance meetings if so desired by the steward.

Should no settlement be reached through the foregoing steps of the Grievance Procedure, either party may, within ten (10) working days from receipt of the Third Step decision but not thereafter, refer the matter to Arbitration as provided in Article 8 hereof.

ARTICLE 8 – ARBITRATION

8.01 Need for Arbitration The parties agree that any dispute or difference which has been properly carried through all the steps of the grievance procedure as outlined in Article 7, and which has not been settled, concerning the interpretation, application, administration or alleged contravention of this Agreement, may be referred to Arbitration at the request of either of the parties hereto.

8.02 Appointment of the Arbitrator

of 34

The parties shall use the following arbitrators in order of sequence:

1. Mr. Ian Hunter

2. Mr. Russell Goodfellow

3. Mrs. Susan Stewart

4. Mr. George Surdikowski

5. Mr. Chris Albertyn

6. Mrs. Elaine Newman

Should one in sequence be unable to act, the parties will refer the matter to the next person in line.

8.03 Decision Binding The decisions of the Arbitrator shall be binding on the parties.

8.04

No Right to Amend The Arbitrator shall not have any power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, nor to give any decision inconsistent with the terms and provisions of this Agreement.

8.05 Expenses The fees and expenses of the Arbitrator will be shared equally between the parties.

8.06 Appointment Exclusions The persons named in 8.02 shall not be involved in attempts to negotiate or settle the grievance prior to the arbitration hearing.

ARTICLE 9 - STRIKES AND LOCK OUTS

9.01 No Strikes, No Lock Outs

In view of the grievance and arbitration procedure provided in this Agreement, it is agreed by the Union that there shall be no strike, and the Company agrees that during the term of this Agreement there will be no lock out.

ARTICLE 10 - HOURS OF WORK

10.01 Day Workers

A) Normal daily hours of work shall be eight (8) hours per day for five (5) consecutive days or any other eight (8), ten (10), or twelve (12) hour shift (or any combination thereof) made necessary by the nature of the operations. Such shifts shall include a one-half (1/2) hour scheduled unpaid lunch break. B) In the Lab, normal daily hours of work shall be eight (8) hours per day for five (5) consecutive days or any other schedule made necessary by the nature

of 34

of the Lab operation in order to maintain continuity of services provided. Such shift(s) shall include a one-half (½) hour unpaid lunch period.

10.02 Shift Workers Normal hours of work for shift workers shall be eight (8) hours per day for five (5) consecutive days or ten (10) hours per day for four (4) consecutive days or a twelve (12) hour shift schedule in accordance with the schedules established from time to time for such employees. Such shifts shall include a one half (1/2) hour scheduled unpaid lunch break.

10.03

Rotating Shift Workers A) For employees assigned to rotating shift work, to cover twenty-four (24) hour seven (7) day continuous operations, the normal daily hours of work shall be eight (8) hours per day, or twelve (12) hours per day on a twelve hour shift schedule as referred to below, and the normal weekly days of work shall be in accordance with the schedule established from time to time for such employees. Such shifts shall include a one-half (1/2) hours schedule unpaid lunch break. Rotating shift workers in continuous operations who are required to meet their relief at their work stations before the start of their shift and after the end of their shift, and who normally have their lunch periods at unscheduled times, may have work schedules with finish times one half (1/2) hour earlier than regular shifts. B) In the Lab, normal hours of work for rotating shift workers to cover seven (7) day requirements made necessary by the nature of the Lab operation shall be twelve (12) hours per day, Monday thru Saturday, with a one half (1/2) hour unpaid lunch period; plus eight (8) hours every Sunday with a one-half (1/2) hour unpaid lunch period.

10.04 Change of Hours The Company will not implement a general reduction or increase of hours within the bargaining unit without the agreement of the Union. Rest Periods Employees shall be granted a fifteen (15) minute break in each half of their shift and after each two (2) hours of overtime, provided such overtime is an extension of their regular shift. An employee required to work through a scheduled lunch period shall be paid at a premium rate.

10.05 Shift Schedules The Company shall post and provide the Union with a list of employees and their work schedules. Any change to a work schedule shall be posted, changes to work schedules by the company will follow the identified work

of 34

schedules within Article 10. (8 hours/ 10 hours/ 12 hours shift schedules)

10.06 Overtime All hours worked in excess of the normal scheduled hours of work per day will be paid for at the rate of two (2) times regular straight time hourly rate. All workers required to work on their normal days off and statutory holidays as defined herein, will be paid at two (2) times the regular hourly rate. All employees are entitled to eight (8) consecutive hours off before reverting to their regular shift.

Where, as a result of working overtime, an employee commences his/her regular shift at a time later than he/she was scheduled to commence his/her regularly scheduled shift, the employee shall be offered the opportunity to make up any hours lost at straight time, at a time to be arranged by the employee, which is convenient to the Company.

10.07 Call-in (a) All employees who are called in will be paid the greater of four (4)

hours at the regular rate of pay or actual hours worked at straight time or double time, as the case may be.

(b) All employees who are called in between the hours of 11pm and 4am

will be paid an overnight premium and will be paid the minimum of five (5) hours at the regular rate of pay or actual hours worked at double time and a half, of their straight time hourly rate of pay, as the case

may be.

10.08 Overtime List The Company will maintain a department overtime list, the department overtime list shall be posted monthly, showing overtime worked in the current month and year-to-date. The Department overtime procedure, established by each department, will form the guidelines for administering a fair and equitable overtime call in procedure. Employees who have been bypassed for overtime will be offered an overtime make up shift within thirty (30) days. If the employee is not offered a makeup shift within the thirty (30) day he will be paid. If an employee refuses to work the makeup within the thirty (30) day the makeup will be forfeited.

10.09 Shift Changes When an employee's normal shift schedule is changed by Management the Company shall pay premium time for the first shift of the new shift except in the case of promotion, demotion, and decrease in the work force due to layoffs or at employee's request.

ARTICLE 11 – HOLIDAYS

of 34

11.01 List of Holidays The following shall be recognized as holidays for purposes of this Agreement:

New Years Day

Good Friday

Victoria Day

Canada Day

Civic Holiday

Labor Day

Thanksgiving Day

Remembrance Day*

Christmas Day

Boxing Day

Except in the case of shift workers, if any of the above holidays falls on a Saturday or Sunday, Monday will be recognized as the Holiday except in the case of Christmas and/or Boxing Day where both Monday and Tuesday may be recognized as the Holidays depending upon which days Christmas and Boxing Day fall. This provision is applicable to employees on E-crew. * Employees who are normally scheduled to have recognized holidays off shall, in lieu of Remembrance Day, take another day off as a floating holiday at a time mutually agreed upon between the employee and his/her supervisor. The floater shall be the recognized holiday for the purpose of time off and payment. The eight (8), ten (10 or twelve (12) hour stat pay is the portion used for such floater.

11.02 Payment for Holidays

An employee shall be entitled to pay for such holidays provided he/she works his/her scheduled working day immediately preceding and his/her scheduled working day immediately following such holiday unless he/she has an absence explained to the satisfaction of the Company.

If a holiday occurs during an employee's regular scheduled day off, he/she shall receive eight (8) hours pay, exclusive of overtime and shift premium for that day.

If a holiday occurs during an employee's vacation, he/she shall receive an additional day off immediately before or after such vacation, and shall schedule this day when scheduling the vacation period. If a holiday occurs during an employee's vacation, and the holiday is normally worked as part of his/her shift schedule, he/she shall receive the eight (8) hours straight time pay for the holiday in lieu of an additional day off. Employees scheduled for work but not required to work will be paid their regular hours of 8, 10 or 12.

of 34

ARTICLE 12 – VACATIONS

12.01 Vacation Eligibility

Vacation eligibility shall be:

(a) One (1) or more years completed....................... two (2) weeks

(b) Three (3) or more years completed.................... Three (3) weeks

(c) Ten (10) or more years completed……………… four (4) weeks

(d) Fifteen (15) or more years completed............…. five (5) weeks

(e) Twenty-five (25) or more years completed……. six (6) weeks

12.02 Vacation Pay For vacation pay purposes, a week's pay shall be calculated on the basis of forty (40) hours at straight time regular rate exclusive of overtime and premiums. Vacation hours paid will equal the vacation hours taken. Two (2) weeks: Following one (1) year of continuous service, vacation pay shall be calculated on the basis of forty (40) hours per week at the employee’s straight time regular rate of pay or on the basis of four percent (4%) of the employee’s gross earnings as reported in the previous year on their T-4 statement, whichever is greater. Three to Six (3-6) weeks:, Vacation pay shall be calculated on the basis of forty (40) hours per week at the employee’s straight time regular rate of pay or on the basis of six percent (6%) of the employee’s gross earnings as reported in the previous year on their T-4 statement, whichever is greater.

12.03 Vacation Time For vacation time purposes, one week shall be based on the seven-day work schedule for all employees except those on special work schedules. For employees assigned to twelve (12)-hour shifts, a week shall be identified as six (6) days or thirty-six (36) working hours. Vacation request shall be made in writing and a notice of twenty four hours (24) in advance shall be given to the employees’ immediate supervisor for vacation requests of one (1) day and for any request greater than one (1) day a week’s advance notice to their supervisor to either take or make a change in an existing vacation scheduled.

ARTICLE 13 - PAYMENT OF WAGES

13.01 Payment of Wages

The Company shall pay wage rates in accordance with Appendix I, attached

of 34

hereto and forming part of this Agreement. The normal pay period will be from Monday to Sunday of each week. Employees will be paid by direct bank deposit each Friday following the pay period and will be provided with a statement of earnings and deductions. The Employer at its discretion may move with the appropriate advance notice to Employees to biweekly pay periods in line with the rest of the Company but not before May 1, 2017.

13.02 Shift Differentials Afternoon shift Employees scheduled to work the afternoon shift (3:00 PM - 11:30 PM) will be paid effective upon ratification at the rate of one dollar and two cents ($1.02), effective 4/28/16 one dollar and nine cents ($1.09), effective 4/28/17 one dollar and sixteen cents ($1.16) for hours worked in addition to their regular rate of pay. Night shift Those scheduled to work the night shift (11:00 PM - 7:30 AM) will be paid effective upon ratification one dollar and forty four cents ($1.44), effective 4/28/16 one dollar and forty nine cents ($1.49), effective 4/28/17 one dollar and fifty four cents ($1.54) per hour for hours worked in addition to their regular rate of pay. 12 Hour shifts Applicable only to employees assigned to twelve (12)-hour shifts (seven) (7) day continuous operations). This premium will be effective upon ratification one dollar and forty four cents ($1.44) per hour, effective 4/28/16 one dollar and forty nine cents ($1.49), effective 4/28/17 one dollar and fifty four cents ($1.54) per hour for hours worked in addition to their regular rate of pay

The differential will be paid on overtime hours worked as a complete afternoon or night shift on a scheduled day off or a Statutory Holiday. This differential will be paid on hours worked as an extension of an afternoon or night shift, but not as an extension of a day shift, at the shift premium rate the employee was receiving on his/her regular shift. This premium will not be paid on call-in or other overtime hours.

13.03 Classifications of Work a) Classifications will be in accordance with Appendices I & II. b) During the term of this agreement, if the Company establishes any additional

positions or job classifications that are not specified in appendix I and II and come within the scope of this collective agreement, then the company shall have the right to establish rates for the newly created position, retroactive to the start of the new job classifications.

of 34

If the Union disagrees with the rates established by the Company, the matter can be pursued and dealt with under the grievance procedure.

13.04 Lay-Off When an employee is laid off, the Company shall forward to him/her, by registered mail, his/her Record of Employment within five (5) calendar days of his/her last day worked. Notification of lay-off to an employee will be in accordance with the Canada Labor Code. Wages earned by an employee laid off will be paid on the regular pay day with all other monies owing to be paid within fourteen (14) calendar days of layoff. The Union shall be notified of proposed lay-offs on the day of notification to the employee(s) wherever possible.

13.05 Temporary Assignment If an employee is temporarily assigned to a job with a rate of pay greater than the employee's regular rate of pay, he/she shall receive the greater rate of pay if the assignment is for a full shift or more.

13.06 Severance Pay The Company will pay severance pay to employees who are terminated as a result of a reduction in the workforce. Severance pay will be calculated as follows:

Six 6 Days (48) hours pay for every year of service with a minimum of 10 Days pay (80) Hours.

Employees who receive severance pay will lose all recall rights and are deemed terminated upon receipt of payment. Severance under this provision includes any statutory severance payment due by virtue of applicable legislation.

ARTICLE 14 - GROUP BENEFIT PLAN

14.01 Eligible employees will be covered under the Clean Harbors Canada

group benefits program. The Plan is administered by a third party provider and in accordance with the Plan Design. The Employer reserves the right to administer and modify the program. Employees will be deducted a contribution to the benefit costs as determine from time to time by the Employer. The basis of this contribution shall be the same as for all Employees participating in the plan.

of 34

The Company agrees to provide each bargaining unit employee a lump sum payment of up to $250.00 (less applicable taxes) the first pay period after January 1, 2016 and January 1, 2017 to defray benefit premium increases. This clarifying language will expire on its face and be deleted effective upon the expiration of this contract. The Company agrees to contribute one hundred percent (100%) toward the cost of the Ontario Health Insurance Plan (OHIP) and the Clean Harbors Canada, Inc. Group Benefit Plan. As for public plans, the Company will not be required to pay or to reimburse any sums other than what is required of employers under the Employer Health Tax Act. The Union acknowledges that the Employment Insurance reductions allowed to the Company by virtue of the existence of a Sick Leave Plan shall be retained by the Company for the provision of the benefits described in this Article. Employees are entitled to thirty-six (36) hours of personal time per calendar year. Effective 4/28/2016 employees are entitled to forty (40) hours of personal time per calendar year Unused personal at the end of each calendar year will be paid at the employee’s regular straight time hourly rate.

14.02 Company Pension Plan Upon ratification, eligible employees will have the opportunity to participate in the Company’s group RRSP/DPSP that is administered company wide as per Plan rules. The Union acknowledges the Company’s right to change any and all terms of the Plan at its sole discretion. All bargaining unit employees who have completed three months of continuous service, except participants in the Tricil pension plan, may elect to participate in the company group Registered Retirement Savings Plan. The Company agrees to make available all relevant data regarding the current members in the Tricil Pension Plan. The issues regarding the Tricil Pension Plan will then be dealt with by the joint labor-management committee in order to determine whether or not a full or partial windup is warranted.

14.03 It is understood that the benefits provided in any of the various plans to a Lab employee assigned to an alternate shift schedule shall not exceed those to which

of 34

he/she would have received had he/she been assigned to the regular shift schedule.

ARTICLE 15 – GENERAL

15.01 Safety Equipment

The Company shall supply coveralls, gloves, goggles, safety helmets and other safety equipment as required by employer.

15.02 Protective Clothing Allowance The Company agrees to pay the three hundred dollars ($300.00) annually to each non-probationary employee for the purpose of a personal protective clothing allowance. Personal protective equipment provided for in this article shall be limited to coats, parkas, and safety boots which meet the standards of the Canadian Standards Association. Payments shall be made available on the 1st day of June in each contract year

15.03 Overtime Meals a) The Company shall supply a meal voucher to employees required to work

overtime two (2) hours or more as an extension to their regular shift unless they are notified more than eight (8) hours prior to the starting time of the day shift or two (2) hours prior to the afternoon or night shift and shall supply an additional meal voucher every four (4) hours of continuous overtime thereafter.

b) Employees, who are called in to work a complete shift on overtime or on their regular day off, will be required to supply their own lunch providing they are notified more than two hours prior to the starting time of the shift; otherwise. The Company shall supply a meal voucher for every four (4) hours of continuous overtime thereafter.

c) In all cases, an employee receiving a meal voucher may use the voucher to obtain a meal while at work or to receive a Company approved meal choice at a company approved vendor.

15.04 Away from Home Living Expenses In accordance with established Company policy the Company will reimburse pay for the cost of food and lodging for any employee who is required to spend one (1) or more night(s) away from home.

15.05 Leaves of Absence a) Personal Reasons

Subject to the requirements of the business, the Company may grant a leave of absence without pay to an employee for legitimate personal reasons on one month's advance written notice, whenever possible, clearly stating the reason for

of 34

the request and the proposed duration. The employee will accumulate seniority during an absence of less than one year.

b) Union Business Upon receipt of a written request from the National Representative of the Union or the Local Union President which has been submitted reasonably in advance, the Company agrees to grant a leave of absence, without pay, to a member of

the Union provided, in the determination of the Department Manager affected by such leave, that it would not adversely impact on the normal, efficient operation of the department. Requests for leaves of absence to attend to union business will not be unreasonably denied. An employee granted a leave of absence as outlined above, will continue to be compensated at his/her regular straight time hourly rate for those hours that he/she would have been scheduled to work during such leave. All wages so compensated will be recorded by the Company and submitted to Local 914 for reimbursement at the end of each month.

15.06 Students 1. Except in the Laboratory, the Company agrees that it will only use students

to supplement the normal work force during the period between April 15th and September 15th.

2. Students are not required to join the Union. 3. Students are not covered by the terms of this Agreement. 4. No students will be used when it will deprive probationary or regular

employees of overtime hours and/or their normal hours of work. 5. Students shall receive hourly wage rates determined by the Company,

based on prevailing economic factors. All overtime hours will be paid for at the rate of time and one half. Vacation allowance will be calculated at the rate of four percent (4%).

15.07 Bereavement Pay In the event of the death of an employee’ spouse or child, he/she will be given the necessary time off and will be paid his/her regular rate of pay for up to five (5) days of missed work between the day of death and the day of the funerals.

In the event of a death in the immediate family (father, mother, sister, brother, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandparent , stepparent), the employee will be given time off and will be paid his/her regular rate of pay for up to three (3) days of missed work between the day of death and the day of the funerals.

of 34

In the event of the death of an aunt, an uncle, grandchild, or spouse's grandparents, an employee will be given time off and will be paid his/her regular rate of pay for one (1) day of missed work the day of the funerals.

15.08 Jury Duty Pay If an employee is called and is required to serve on a jury, the Company agrees to pay the difference between the amount of jury-duty pay received and the employee's regular pay exclusive of premiums. At the completion of jury duty, the employee shall make himself/herself available for work as soon as is practicable.

15.09 Doctor Notes

A) The Company will also reimburse an employee for any doctor’s note or medical questionnaire that it asks for or that is required to qualify for disability insurance. Employees whose absenteeism is above the plant average will not be compensated for providing a doctor’s note when requested by the company. When the employee’s absenteeism falls within the plant average they will be compensated.

Tuition Program The Company encourages employees to further their education. The Company will reimburse eligible employees for tuition fees for job related courses in accordance with the following:

To be eligible, an employee must have at least one (1) year of seniority;

The course must be pre-approved in writing by management using the appropriate form;

The Company will reimburse 100% of tuition and registration costs, with the exception of books and other materials, upon presentation of grade and proof of payment;

Employee must achieve minimum ‘C’ grade to get reimbursement;

Total reimbursement is limited to $2,000 per year;

Reimbursement is treated as taxable income to the employee;

An employee who quits will have to reimburse the company 100% of the tuition reimbursements he has received in the last 24 months of employment.

15.10

ARTICLE 16 – HEALTH AND SAFETY

16.01 Safety Rules and Responsibilities

of 34

a) The Company shall continue to make and enforce reasonable safety rules for the safety and health of employees. The Union and the employees will cooperate with the Company in maintaining and promoting safe work practices. b) It shall be the duty of employees to report promptly in writing to the Company all defects in equipment as well as the existence of any other hazard, and to follow safety procedures at all times when operating equipment. Employees will be responsible to maintain the equipment clean.

c) It shall be the responsibility of the Company to maintain all vehicles and heavy equipment in safe operating condition in accordance with all applicable regulations, and to implement procedures for the safe operation of equipment.

16.02 Workplace Committee A Joint Workplace Committee (WPC) composed of five (5) employees

representing the incinerator, TDU, LAB, landfill, the shop maintenance and the other departments, and representatives of the Company will meet monthly to address health and safety matters. A Union member of the WPC will participate in accident investigations, work refusals and work place testing. In the absence of a WPC member, a member of the Union Executive will be invited to participate. The Company will provide up to four (4) hours at straight time prior to WPC meetings to allow WPC union members to prepare. If more time is needed, a request must be presented to Management ahead of time.

16.03 Medical Surveillance Program As per the Medical Surveillance Program below, employees who are identified

as having results which exceed the Government level will be re-assigned and re-tested in accordance with the medical recommendations from the program doctor or the employees own physician. The Company recognizes that its employees within this facility work with Hazardous Waste.

of 34

The Company acknowledges that it has a responsibility to provide a safe work environment and workers have a responsibility to work safe and identify unsafe conditions to the employer as they occur. The parties also recognize that personal protective equipment will be made available for protection against unexpected or accidental exposure to Hazardous Substances. The workplace safety committee will endeavour to review critical areas of exposure whenever identified by workers or management for the purposes of ensuring safety into problem areas and creating safe work procedures. Therefore, The Company agrees to provide at no cost to the employee the following,

1) Bio-monitor testing for Arsenic, Mercury and Cadmium as well as heavy metals recommended through the Workplace Safety Committee and approved by the Company.

2) The Company also agrees to conduct chest x-rays, pulmonary function test, EKG, hearing test once a year as part of the Medical Surveillance Program.

3) As it relates to items 1) and 2) above, Employees will be tested once a

year at their request as part of the Medical Surveillance Program.

4) The Company or its agents will test employees using the ACGIH standards and will provide the necessary information to employees.

5) Testing will be done by a certified lab and will be evaluated using the

ACGIH’s Biological Exposures Indices (BEIs).

6) An investigation will be conducted when an employee is identified as having an elevated level to determine the source. The employee will be removed from their regular work areas upon recommendation by Clean Harbors Occupational Physician. Should there be a contamination correlation between individual test results and the IH survey results, the results will be reviewed with the competent Health and Safety authorities and appropriate measures will be taken to ensure a safe work environment.

16.04 Medical Records Every employee will receive a copy of his/her medical record as related to the

Medical Surveillance program directly from the program doctor.

of 34

Medicals Employee Medicals are required every year and paid for by the Company. Employees choosing to utilize their own doctor for attending required medical exams will have their lost time capped at six (6) hours.

ARTICLE 17 - TERM OF AGREEMENT

17.01 Effective Date and Changes

This agreement shall continue in force from the date of April 30, 2015 to April 29, 2018 and thereafter from year to year unless either party gives notice to the other not less than thirty (30) days and not more than sixty (60) days prior to the expiry date thereof of the party's intention to terminate this Agreement or to negotiate revisions thereof. Within thirty (30) days of receipt of such notice by one party, the other party is required to enter into negotiation for a renewal or revision of the Agreement and both parties shall there upon enter into such negotiations in good faith and make every reasonable effort to consummate a revised or renewed Agreement.

DATED AT , Ontario, this day of , 2015

CLEAN HARBORS CANADA, INC. UNIFOR, LOCAL 914

________________________________ Mark Freeman Mike Baranek __ James Brown Glenn Sonier __ John McDonald Dave Welsh ______________________________ _______________________________ Kim McKenzie Steve McLaughlin

of 34

APPENDIX I – WAGE

Wage Increases

All wage increases referred to in this agreement shall be applied at the start of the first pay period after the effective date stated in the Collective Bargaining Agreement.

Classification

Current Effective After Rat.

Effective 4/28/16

Effective4/28/17

Crew leader (Maint) $37.58 $38.14 $39.09 $40.07 Lead Operator $36.66 $37.21 $38.14 $39.09 Operator $35.05 $35.57 $36.46 $37.37 Assistant Operator $33.05 $33.55 $34.39 $35.25 Operator-Trainee $32.32 $32.80 $33.62 $34.46 Operator-Probation $30.87 $31.33 $32.11 $32.91 Maintenance "A" $36.16 $36.70 $37.62 $38.56 Maintenance "B" $35.05 $35.57 $36.46 $37.37 Maintenance "C" $33.24 $33.74 $34.58 $35.44 *Helper $30.48 $30.94 $31.71 $32.50 LABOR POOL a) Custodian new hire $19.00 $19.00 $19.47 $19.96 after 6 months $20.00 $20.00 $20.50 $21.01 after 12 months $21.00 $21.00 $21.52 $22.06 After 5 years 24 months (seniority) $22.00 $22.00 $22.55 $23.11

b) General Laborer $29.59 $30.03 $30.78 $31.55

of 34

(to include flagman, truck washer, sweeper)

LABORATORY Analytical Specialist $36.03 $36.57 $37.48 $38.42 Instrument Specialist $35.04 $35.57 $36.45 $37.37 Lab Technologist Class I after 48 months $33.24 $33.74 $34.58 $35.45 Class II after 24 months $29.58 $30.02 $30.77 $31.54 Class III Start $27.62

$28.03 $28.73 $29.45

* Applies to employees in Helper classification as of October 13, 1982. $0.75 per hour premium will be paid to holders of a valid 4th class Stationary Engineers ticket. Note: Employees in the Maintenance “C” classification will be increased to the Maintenance “B” level after twelve consecutive months in the Maintenance “C” classification. Note: If there is no supervisor in the plant (TDU and Incinerator) the lead operator will get the crew leader rate for the shift only. Employees in the Assistant Operator position will advance to the then current Operator rate of pay effective 4/28/2016. A $250.00 lump sum less applicable taxes shall be paid the 1st pay period after ratification to cover retro monies.

of 34

APPENDIX II - CLASSIFICATIONS Crew leader (Maintenance) Fully trained maintenance employee functioning in a

lead hand capacity. Lead Operator Fully trained operator functioning in a lead hand

capacity. Operator Fully trained operator skilled in all aspects of the

operation and must complete a minimum (120) calendar days in the Operator classification

*Assistant Operator An Assistant Operator must obtain one hundred and twenty (120) calendar days training as an Assistant Operator before moving to the Operator rate.

*Operator-Trainee An Operator-trainee must obtain one hundred and twenty (120) calendar days training as an Operator trainee before moving to Assistant Operator Rate.

*Operator – Probationary Operator-in-training who are new hires must obtain one hundred and twenty (120) calendar day’s probationary period at the entry level of the Operator Progression before moving to Operator trainee Rate. Operator-in-training who are internal plant transfers must complete sixty (60) calendar days training at the entry level of the Operator Progression before moving to Operator trainee Rate.

Maintenance "A" Journeyman Maintenance Tradesman or Hoisting

Engineer with Certificate of Qualification. Maintenance "B" Skilled heavy equipment operator or fully trained

maintenance employee. Maintenance "C" Partially trained heavy equipment operator or partially

trained maintenance employee.

of 34

Custodian Entry level position. Flagman Entry level position. Truck washer Entry level position. Sweeper Operator Entry level position General Laborer Entry level position. Analytical Specialist - Degreed chemist Instrument Specialist - Skilled in calibration and other special duties Lab Technologist Class I - Progression from Class II Lab Technologist Class III Lab Technologist Class II

- Entry level position - Progression from Class III

*The employee must demonstrate proficiency at the then current level through training before progressing to the next level. No employee shall be unduly withheld moving to the next level in the progression due to the company’s inability to provide the required training. If when the training has been provided or offered and the employee refuses or cannot prove their proficiency of the required skills then the employee will revert to their last former classification rate of pay that they had successfully completed.

LETTER OF UNDERSTANDING # 1 RE: APPLICATION OF CLAUSE 6.03 - JOB POSTING

The following is to confirm the understanding reached during recent contract negotiations with respect to the application of clause 6.03 of the collective agreement as it pertains to the six (6) month “freeze” as provided for in the third paragraph of this clause.

The Company agrees that the six (6) month freeze referred to in this clause will be waived in the event an employee had been accepted for a posted vacancy within this six (6) month period at a wage rate equal to or less than his/her current wage rate during the six (6) month period. Such employee may be considered for another vacancy provided such vacancy is at a higher rate of pay.

LETTER OF UNDERSTANDING # 2 RE: DRUG & ALCOHOL TESTING

This letter of understanding is to confirm the concerns raised by the Union during recent contract negotiations regarding the Company’s Drug and Alcohol Testing Policy.

In recognition of those concerns, the Company agrees that employees as specified in Article 2.01 will not be subject to the provisions of the Drug and Alcohol Policy during the term of this agreement unless there has been prior consultation and agreement by

of 34

the union. During the term of this agreement and before its expiration the parties will sit

down with the bargaining committee to negotiate a Drug & Alcohol Policy for this facility. Once agreed to it will be communicated to the unit and implemented immediately. At that time this LOU #2 will be deleted.

LETTER OF UNDERSTANDING # 4

RE: APPRENTICESHIP PROGRAM When the Company determines a need for an Apprentice Training Program for the certified trades of: 1) Licensed Mechanic 2) Hoisting Engineer It will do so in accordance with the Apprenticeship and Tradesman's Qualification Act and the Regulations pertaining to the specific trade. Wage scale shall be: 1) Licensed Mechanic 1st Period - Entry Level Position

(per Appendix II) Rate 2nd Period - Maintenance “C” Rate 3rd Period - Maintenance “C” Rate 4th Period - Maintenance “B” Rate 5th Period - Maintenance “B” Rate Receipt of Certificate

of Qualification - Maintenance “A” Rate

2) Hoisting Engineer 1st Period - Entry Level Position

(per Appendix II) Rate 2nd Period - Maintenance “C” Rate 3rd Period - Maintenance “B” Rate Receipt of Certificate

of Qualification - Maintenance “A” Rate

of 34

Employees entering an Apprentice Training Program shall be registered through the Company. Progression through the above scales is subject to the satisfactory completion of all requirements of the Ministry of Colleges and Universities. While in attendance at classes required for completion of the apprenticeship, employee wages shall be maintained by the Company and any wage subsidy, U.I.C., etc. exclusive of living expenses shall be assigned to the Company. This arrangement shall become effective for employees entering into Apprenticeship Training Programs after this date. Employees presently registered in Apprentice Training Programs are specifically excluded. If the apprentice is unable to complete the apprentice program in accordance with the Apprenticeship and Tradesmen’s Qualification Act, he/she will revert to the Entry-level classification. The employee so affected will retain departmental seniority for a period of one year. Any new opportunity for new classification in the apprenticeship program will be discussed with the union.

LETTER OF UNDERSTANDING # 7 RE: NON-INCINERATOR BARGAINING UNIT EMPLOYEES

TRAINING PROGRAM The Company will accept a maximum of four (4) non-incinerator bargaining unit employees by seniority at any one time, to join the 4th class stationary engineers training program. Time off work will be provided at the discretion of the supervisor and only normal scheduled hours will be paid. Steam time will also be provided at the discretion of the supervisor. LETTER OF UNDERSTANDING # 8

RE: BARGAINING UNIT WORK The Company and the Union agree that to further clarify Article 3.04 the following is

of 34

agreed; The Company and the Union agree that the following duties will be performed by bargaining unit employees.

1) All waste removal from previous sites 2) Spills and clean up 3) Painting of railings / pumps 4) Gravel and non-cement walk way work 5) Decontamination of vessels 6) Odor suppressant for containers on site

When this work becomes available, the Company will review with the Union the practicality of offering it to laid off bargaining unit employees prior to non bargaining unit workers coming on site, given the duration of such work and the time required to bring the laid off employee back on payroll. LETTER OF UNDERSTANDING # 9

RE: ASSIGNMENT ROTATION ON LANDFILL EQUIPMENT Landfill employees will rotate on all landfill equipment for the purpose of ensuring that each employee has a regular opportunity to operate and maintain his/her skills on each piece of equipment. Employees will rotate by being assigned on a priority basis to a different piece of equipment. The company will put together and post a rotation schedule to that effect.

1. Employees are expected to meet the standard productivity when they operate equipment. On an exception basis, management will have the right to change an employee’s equipment assignment for a day when either safety or productivity is an issue.

2. Employees are responsible for cleaning the equipment used that day.

3. An employee newly assigned to the landfill will take the place of the employee

he/she is replacing in the equipment rotation after completion of training.

4. If there is no need to operate a given piece of equipment on a day, the employee for whom this equipment is a scheduled priority assignment that day will be re-assigned by the company to any other available equipment that is unassigned. If two employees or more are in this situation on the same day, the company will allow the senior employee to pick first between the other available equipment unassigned.

of 34

5. After a 12 month trial period, the employees in the landfill department may elect to return to the previous job selection procedure by seniority. This will be decided by a department vote.

6. Pre-treatment operations

Any new hourly paid positions created as a result of the commissioning of a new pre-treatment operation at the Corunna site will be bargaining unit work and the Company will institute job rotation amongst heavy equipment operators.

LETTER OF UNDERSTANDING # 12

RE: QUALIFICATIONS

In regards to “qualifications and able to perform” the Union and the Company agree to accept that all Lab employees hired prior to September 20th 2001 have the necessary qualifications, skill and ability to perform the job requirements of Lab Technologist.

Memorandum of Understanding 10/15/10 The company and the union will establish a Steering Committee. The Steering Committee will meet within sixty (60) days to commence discussions on the development of a training program, intended to provide employees with the opportunity to pre-qualify for process operator roles in TDU, so that in the event of a layoff they will be able to exercise seniority rights to displace junior employees. The objectives of the steering committee will be focused on developing details of the training, as well as qualifications for participation, structure, duration, and successful completion. Participation in the training will be on a voluntary basis. Employees in the incineration department will be given first priority for participation. Develop a progression program. Training will be administered and balanced with regard to operational needs and availability of employees.

collective agreement between clean harbors canada… and waste... · collective agreement between...

Documents