Common use of Apprenticeship Program Clause in Contracts

Apprenticeship Program. (a) Employees interested in applying to join the Apprenticeship Program must apply for and be awarded a job posting as a Third ▇▇▇▇ or hold this position already. If the event that one or more Third Cooks apply for an Apprenticeship position, the applicant with the greater classification seniority and written commitment to complete the full measure of the Apprenticeship program shall be selected for the position. An Apprenticeship agreement will be signed between the employee and the hotel outlining the requirements of the program. When the Company decides to open up apprenticeship positions, the Company will canvass current employees in the Kitchen Department and then in the rest of the hotel for interest in applying for a Third ▇▇▇▇ position in order to become eligible to apply for entry into the apprenticeship program. If there are no qualified internal applicants selected pursuant to the provisions of article 11.01 (c), the Company shall then fill the position externally. (b) The Apprenticeship program will include rotating shifts and work areas for apprentices in line with the seniority and scheduling provisions of the collective agreement. (c) The Company will also reimburse fifty percent (50%) of the necessary cost of any course fees and textbooks upon registration and the balance of the costs upon successful completion of the course. In the event that the Apprentice leaves employment with the Company within one (1) year of successful completion of the course, then the Apprentice will fully reimburse the Company for all costs of course fees and text books and will sign a form authorizing the deduction on these conditions at the time of application for funds. The Company will maintain the full payment for the benefit premiums and remit RRSP contributions for apprentices while they are attending any courses related to the apprenticeship. (d) If there is doubt as to the ability of an Apprentice to continue in the program, a meeting will be convened between the Company, the Union and the Apprentice to discuss the situation prior to cancellation of the apprenticeship agreement based on a test of suitability. (e) Upon successful completion of the Apprenticeship program, the employee will remain classified as a Third ▇▇▇▇ and will be considered to have the skills, ability and qualifications for a Second ▇▇▇▇ position if one becomes available or if there is an existing position posted. Should no position exist, then the employee shall maintain the rate applicable to the classification of Third ▇▇▇▇ until such time as the employee becomes the successful applicant to a posting for such a higher-rated classification.

Apprenticeship Program. (a) Employees interested Apprenticeship vacancies, as determined by the Company shall be classed as either “Regular” or “Special” apprenticeship vacancies, and the filling of any such vacancies shall be subject to Article 23.02 hereof. (b) Regular apprenticeship vacancies shall be filled in applying accordance with the job posting provisions of Article 9 of this Agreement. (c) Special apprenticeship vacancies shall be filled by employees who are residents of Saskatchewan’s north or northern residents of aboriginal ancestry, on the basis of their General Seniority. The job posting provisions of Article 9.03 (d) of this Agreement shall not apply to join Special apprenticeship vacancies. (d) Apprenticeship vacancies at each operating site location will alternate between the Regular and Special Apprenticeship Program must apply for and be awarded a job posting as a Third ▇▇▇▇ or hold this position already. If the event that one or more Third Cooks apply for an Apprenticeship position, the applicant with the greater classification seniority and written commitment to complete the full measure provided at least one-half of the Apprenticeship program shall be selected for apprentices at the position. An Apprenticeship agreement will be signed between the employee and the hotel outlining the requirements of the program. When the Company decides to open up apprenticeship positions, the Company will canvass current employees site location are enrolled in the Kitchen Department and then in the rest of the hotel for interest in applying for a Third ▇▇▇▇ position in order to become eligible to apply for entry into the apprenticeship programSpecial Program. If there are no qualified internal or acceptable applicants selected pursuant to the provisions of article 11.01 (c)for a Special Apprenticeship Program vacancy, the Company shall then may fill the position externallyvacancy from outside the bargaining unit with a new employee who is a resident of Saskatchewan’s north or a northern resident of aboriginal ancestry. (e) Notwithstanding any other provisions of the Collective Agreement, a qualified journeyman shall not be eligible for enrolment in the apprenticeship program for another trade. 23.02 An applicant for an apprenticeship vacancy must meet the requirements for entry in the apprenticeship program as determined by the Apprenticeship Board of the Saskatchewan Department of Labour, and must demonstrate an aptitude and potential to successfully complete the program. These requirements and conditions must be satisfied, otherwise an applicant will not be considered for an apprenticeship vacancy. 23.03 Employees who are indentured will enter the program at a level based on their qualifications as determined by the Apprenticeship Branch, Department of Labour. Such employees who are indentured will be given leaves of absence in order to attend formal training in accordance with the number and types of courses offered and the ability of the Company to meet its normal requirements of operation. Where the Company has been given notice as to when an apprenticed employee is scheduled for off-site training, the Company will immediately communicate that information to the affected apprenticed employee. (a) Apprenticed employees, while taking an off-site training course, will be paid the equivalent of their regular salaries (basic straight time rate with no premium or overtime pay), less any training allowance monies received from Government sources. (b) The Apprenticeship program Any Government “living away from home” allowance received by the apprentice while on a training course will include rotating shifts and work areas for apprentices not be deducted in line with any calculation made by the seniority and scheduling provisions Company in order to determine the basis of the collective agreementCompany monetary assistance during apprenticeship training. (c) Living and Travel Allowance Cameco will provide living and travel allowances while the apprentice is attending trade school, provided they secure an additional temporary residence during the school term for the purpose of attending trade school. (i) Cameco will provide a living allowance of $750 per month. (ii) For the purpose of travel between their home community and trade school, Cameco will provide a travel allowance, equivalent to the current Cameco mileage rate up to a maximum of two (2) round trips per school term for the use of a personal vehicle, or Cameco will pay or reimburse the employee for the cost of public transportation for two (2) round trips per school term. (d) Apprentices are required to provide the Company with copies of all correspondence received from the Saskatchewan Apprenticeship and Trade Certification Commission for the purposes of payment for tuition, related fees, and progression. (e) Subject to 23.04(d), the Company will pay or reimburse the employee for all required tuition and fees associated with the apprenticeship, as well as required textbooks and trade manuals. The Company will also not reimburse fifty percent (50%) of apprentices for the necessary cost of any textbooks and trade manuals, which are considered optional by the trade school. (a) Apprenticeship wages will be as shown in Appendix 1. (b) An apprentice will only move to the next pay rate after having successfully completed the course fees as prescribed by the Saskatchewan Apprenticeship Branch or having completed the required months of experience and textbooks upon registration and demonstrated the balance of the costs upon successful completion of the course. capability to perform at that level. 23.06 In the event an apprentice, while on course, is excused from attendance, as shown on the apprentice’s course report, and received his or her full wage allowance from the Government program, the apprentice may also receive his or her full wage allowance from the Company. If the apprentice is not excused from attendance the apprentice shall receive no wage allowance. 23.07 An apprentice may be removed from the Apprenticeship Program and the apprenticeship contract cancelled for any of the following reasons: (a) Just cause. (b) If an apprentice fails to take the training course when scheduled to take same, provided that the Apprentice leaves employment apprentice’s failure to take such course is not due to a cause beyond the apprentice’s control or the Company has agreed to a change in scheduling training. (c) An employee in the Apprenticeship Program who does not qualify after two attempts at any level up to the journeyperson level. Such employee shall be returned to the employee’s previous status, following consultation with the Company within Union. (d) An employee in the Apprenticeship Program who does not qualify after three attempts at the journeyperson level. Such employee shall be returned to the employee’s previous status, following consultation with the Union. (e) Employees removed from an apprenticeship for any reason as per article 23.07 will not be eligible for another apprenticeship vacancy for a period of two calendar years. 23.08 When a non-journeyman employee in the Maintenance Department is indentured, the employee’s regular hourly rate will be maintained until such time as the apprentice rate level becomes greater than the employee’s regular rate at which time the employee’s rate shall be increased to the apprentice rate. When an employee from other than the Maintenance Department is indentured, the employee’s regular hourly rate will be maintained in accordance with the schedule below until such time as the apprentice rate level becomes greater than the rate set out below, at which time the employee’s rate shall be increased to the apprentice rate: (a) Less than one (1) year of successful completion of the courseservice - appropriate apprentice rate. (b) One (1) to five (5) years service – four (4) job classes below employee’s regular rate. (c) Over five (5), then the Apprentice will fully reimburse the Company for all costs of course fees and text books and will sign a form authorizing the deduction on these conditions at the time of application for funds. The Company will maintain the full payment for the benefit premiums and remit RRSP contributions for apprentices while they are attending any courses related to the apprenticeshipbut less than ten (10) years service – three (3) job classes below employee’s regular rate. (d) Over ten (10) years service – two (2) job classes below employee’s regular rate. 23.09 If there is doubt an apprentice successfully attains their journeyperson status and remains as to a journeyperson with the ability Company for a period of an Apprentice to continue in the program, a meeting will be convened between the Companyone (1) year following attainment of journeyperson status, the Union and the Apprentice to discuss the situation prior to cancellation Company shall provide a one time payment of the apprenticeship agreement based on a test of suitability$1000.00. (ea) Upon successful completion of An employee who has successfully completed the Apprenticeship programProgram and attained Journeyperson qualifications, will be assigned to a Journeyperson position in their trade. Such employee will not be permitted to bid into vacancies outside their trade for a period of two calendar years from the date which journeyperson status was attained. For the purposes of this article, the employee will remain classified same restriction shall apply to supervisory or staff positions at either operating location. 23.11 The Company shall endeavour to allow non- journeymen and journeymen in trade positions, as a Third ▇▇▇▇ requested by them, leaves of absence to attend work related courses approved by the Company for the purpose of upgrading their skills, and will be considered to have the skills, ability and qualifications for a Second ▇▇▇▇ position if one becomes available or if there is an existing position posted. Should no position exist, then the employee shall maintain the rate applicable to the classification of Third ▇▇▇▇ until their basic hourly earnings during attendance at such time as the employee becomes the successful applicant to a posting for such a higher-rated classificationcourse.

Apprenticeship Program. (a) Employees interested in applying to join the Apprenticeship Program must apply for and be awarded a job posting as a Third ▇▇▇▇ or hold this position already. If the event that one or more Third Cooks apply for an Apprenticeship position, the applicant with the greater classification seniority and written commitment to complete the full measure The intent of the Apprenticeship program shall be selected to supplement and support licensed skilled trades people and to offer opportunities for the position. An Apprenticeship agreement will be signed between the employee current employees to increase their skill level, and the hotel outlining the requirements of the program. When to provide the Company decides with adequate and fully Qualified tradespersons. Apprentices shall not be used to open up apprenticeship positions, replace the Company will canvass current employees existing complement of full time skilled tradespersons. In the event of job losses or lay- off in the Kitchen Department and then maintenance department, apprentices shall be displaced before any journeymen positions are reduced. Provided bargaining unit employees are interested in the rest of the hotel bidding for interest in applying for a Third ▇▇▇▇ position in order to become eligible to apply for entry into the apprenticeship program. If there are no qualified internal applicants selected pursuant , as per the Collective Agreement, and they qualify, they will be given the first opportunity to bid for the provisions of article 11.01 posting (c), as per the Company shall then fill the position externally. (bcurrent bidding process) The Apprenticeship program will include rotating shifts and work areas for apprentices in line with the seniority and scheduling provisions of the collective agreement. (c) The Company will also reimburse fifty percent (50%) of the necessary cost of any course fees and textbooks upon registration and the balance of the costs upon successful completion of the courseversus external candidates. In the event that the Apprentice leaves employment internal candidates do not meet the selection criteria as outlined below, or there are no internal bids, then external candidates will be considered. An internal candidate must not have recognized millwright/electrician ticket in order to qualify. The Company reserves the right to support existing trades in acquiring secondary tickets. The Company has the sole discretion to determine whether or not apprentices will be required. Selection, by the Company, shall be in accordance with the Company within one following criteria: 1. Appropriate academic qualifications. 2. Successfully passing an independent mechanical Aptitude test and demonstrated mechanical aptitude. 3. Interview results (1) year for internal candidates the Chief ▇▇▇▇▇▇▇ may request to be in attendance at the interview as an observer). 4. Candidates must have a record free of suspensions and an attendance record that is at the plant average or better. Bargaining unit employees that qualify shall be awarded the position by seniority. Internal Candidates that are awarded an apprenticeship program will receive all benefits, vacation entitlements, tool allowance, etc. as per the Collective Agreement. However, they shall not receive less than their current wage rate. Future increases would apply as listed in the below progression. The full term of the apprenticeship program shall be governed by applicable Ontario Legislation. In the event that an external candidate is hired their wages will be governed by the amount of hours worked as an apprentice and appropriate skilled trade classification as outlined below: 0-2000 hrs 60% wage rate 2001-4000 hrs (+ successful completion of the course, then the Apprentice will fully reimburse the Company for all costs of course fees and text books and will sign a form authorizing the deduction on these conditions at the time of application for funds1st year schooling) 70% wage rate. The Company will maintain the full payment for the benefit premiums and remit RRSP contributions for apprentices while they are attending any courses related to the apprenticeship. 4001-6000 hrs (d) If there is doubt as to the ability of an Apprentice to continue in the program, a meeting will be convened between the Company, the Union and the Apprentice to discuss the situation prior to cancellation of the apprenticeship agreement based on a test of suitability. (e) Upon + successful completion of 2nd year schooling) 80% wage rate. 6001 hrs to Completion (+ successful completion of 3rd year schooling) 90% wage rate. All other terms and conditions will be governed by the Apprenticeship programCollective Agreement. At the end of the training period, providing that the apprentice can satisfactorily perform the journey person’s duties in the classification in which has been trained and successfully receives their Certificate of Qualification, the apprentice will receive the full journey person’s wage rate and benefits as per the Collective Agreement. Internal candidates, who are awarded an apprenticeship position, shall maintain their bargaining unit seniority in all aspects except to bid/select preferred jobs/shifts within the maintenance department and vacation selections within the maintenance department. An apprentice must complete the program within 5 years. If an employee fails to complete the program and successfully pass their final exam within this timeframe, the employee will remain classified as a Third ▇▇▇▇ lose their position within the maintenance department and will be considered to have treated in accordance with the skills, ability and qualifications for a Second ▇▇▇▇ position if one becomes available or if there is an existing position posted. Should no position exist, then the employee shall maintain the rate applicable to the classification of Third ▇▇▇▇ until such time as the employee becomes the successful applicant to a posting for such a higher-rated classificationcollective agreement.

Apprenticeship Program. (a) Employees interested in applying to join the Apprenticeship Program must apply for and be awarded a job posting as a Third ▇▇▇▇ or hold this position already. If the event that one or more Third Cooks apply for an Apprenticeship position, the applicant with the greater classification seniority and written commitment to complete the full measure of the Apprenticeship program shall be selected for the position. An Apprenticeship agreement will be signed between the employee and the hotel outlining the requirements of the program. When the Company decides to open up apprenticeship positionsDuring these negotiations, the Company will canvass current employees in and the Kitchen Department Union acknowledged that Skilled Trades personnel deliver essential support to operations that facilitate the success and then in the rest viability of the hotel for interest in applying for a Third ▇▇▇▇ position in order to become eligible to apply for entry into operations they serve. Establishing new levels of competence within the apprenticeship program. If there are no qualified internal applicants selected pursuant to the provisions of article 11.01 (c), the Company shall then fill the position externally. (b) The Apprenticeship program apprenticeable trades through training and retraining will include rotating shifts and work areas for apprentices in line with the seniority and scheduling provisions of the collective agreement. (c) The Company will also reimburse fifty percent (50%) of the necessary cost of any course fees and textbooks upon registration and the balance of the costs upon successful completion of the course. In the event that the Apprentice leaves employment with the Company within one (1) year of successful completion of the course, then the Apprentice will fully reimburse the Company for all costs of course fees and text books and will sign a form authorizing the deduction on these conditions at the time of application for funds. The Company will maintain the full payment for the benefit premiums and remit RRSP contributions for apprentices while they are attending any courses related to the apprenticeship. (d) If there is doubt as to the ability of an Apprentice to continue in the program, a meeting will be convened between the Company, permit the Union and the Apprentice Company to discuss pursue the situation prior critical objective of continuous improvement in quality, flexibility, operational effectiveness and, in turn, enhance job security. Within 90 days of ratification of this agreement, the parties mutually agreed to cancellation establish a Skilled Trades Advisory Committee (STAC) which will identify one Company and one Union Apprenticeship Representative to develop a DOL Registered Apprenticeship program for training of Skilled Trades apprentices and facilitating guidance and oversight of any upskilling needs. • Minimum Qualifications for current members or outside applicants to apprenticeship • Apprenticeship will be time based 8000 hours. • Work Process Schedule and Related Instruction Outline • Credit for Previous Experience • Probationary Period 1000 hours • Ratio of Apprentices to Journeypersons 1:1 • Details of the selection procedures using the Industrial Readiness Certificate Program. The Skilled Trades Advisory Committee apprenticeship agreement based representatives will work with the DOL and the International UAW Skilled Trades Department to establish Registered Apprenticeship Standards for all Company and Union apprentices. • Monitor the progress of all apprentices/upskillers at their location. This specifically includes monitoring apprentices’ shop and school progress and performance, and making contact, when required, with apprentices on the job to determine progress. It also includes reviewing apprentices’ in-course progress assessment reports, and prescribing training, shop rotation, and/or other appropriate remedial actions necessary to improve apprentices’ performance in the program. • Hear and decide all questions involving apprentices under these Standards which relate to their apprenticeship, including the apprentice's seniority date. • Recommend that a test Certificate of suitability. (e) Upon successful Completion of Apprenticeship be awarded upon satisfactory completion of the Apprenticeship programrequirements of apprenticeship as established herein. No Certificates will be issued by the Registration Agency unless approved by the Skilled Trades Advisory Committee. • Assist in projecting, as best possible, the employee will remain classified future attrition rate of journeypersons in apprenticeable trades at their location, so appropriate numbers of apprentices to be placed on course may be requested. • Work with local colleges and training vendors to establish and maintain necessary related training curricula. • Help schedule training and act as a Third ▇▇▇▇ and will be considered liaison to have the skills, ability and qualifications local colleges for a Second ▇▇▇▇ position if one becomes available or if there is an existing position postedour course work needs. Should no position exist, then the employee shall maintain the rate applicable • Report as requested to the classification Skilled Trades Advisory Committee. • Administer the IRCP program to develop an apprenticeship list. • Perform other duties as identified by the joint parties pertaining to reskilling, up Skilled Trades Journeyperson card status. • Offer suggestions for the improvement of Third ▇▇▇▇ until such time the apprentice program. Comply with all procedures as established by the employee becomes the successful applicant to a posting for such a higher-rated classificationSkilled Trades Advisory Committee.

Apprenticeship Program. Apprentices will be granted education leave for the purposes of apprentice schooling (ausually week courses). Apprentices will be reimbursed their education fees (tuition, reasonable parking fees and college surcharges), upon proof or receipt of payment. Upon successful completion of each level of their theory classroom training the apprentice will also receive the difference in lost wages (of base rate) Employees interested from attending school and what he receives from the government Normally referred to as “top up” of his wages. Employee must show proof of passing school. Failing to complete any level of school due to the Apprentices’ neglect will result in applying the employee’s expulsion from the Apprenticeship Program. Emergency leave, sickness or undue hardship causing the employee to join not complete the course at that time will be rescheduled with the cooperation from the Ministry and the Company. Any Apprentice not passing any level of schooling with the exceptions as stated will be required to reschedule their course within months at their own expense. Scheduled by the company as to have minimal impact on the operation. In addition all increases will be frozen until such time as the Apprentice successfully completes the level in question. Hours required for completing the Apprenticeship Program must apply for as set out by the Ministry of education and be awarded a job posting as a Third ▇▇▇▇ or hold this position alreadycolleges (currently hours). Upon of schooling, apprentice will have one (1) year in which to pass the Certificate of Qualifications. If the event that one or more Third Cooks apply for an Apprenticeship position, the applicant with the greater classification seniority and written commitment to complete the full measure Certificate of the Apprenticeship program shall be selected for the position. An Apprenticeship agreement will be signed between the employee and the hotel outlining the requirements of the program. When the Company decides to open up apprenticeship positions, the Company will canvass current employees in the Kitchen Department and then in the rest of the hotel for interest in applying for a Third ▇▇▇▇ position in order to become eligible to apply for entry into the apprenticeship program. If there are no qualified internal applicants selected pursuant to the provisions of article 11.01 (c), the Company shall then fill the position externally. (b) The Apprenticeship program will include rotating shifts and work areas for apprentices in line with the seniority and scheduling provisions of the collective agreement. (c) The Company will also reimburse fifty percent (50%) of the necessary cost of any course fees and textbooks upon registration and the balance of the costs upon successful completion of the course. In the event that the Apprentice leaves employment with the Company Qualifications is not attained within one (1) year of successful completion of the course, then the Apprentice will fully reimburse the Company for all costs of course fees and text books and will sign a form authorizing the deduction on these conditions at the time of application for funds. The Company will maintain the full payment for the benefit premiums and remit RRSP contributions for apprentices while they are attending any courses related to the apprenticeship. (d) If there is doubt as to the ability of an Apprentice to continue in the program, a meeting will be convened between the Company, the Union and the Apprentice to discuss the situation prior to cancellation of the apprenticeship agreement based on a test of suitability. (e) Upon successful completion of the Apprenticeship program, school the employee will remain be reduced to utility rates (based on seniority) and will be classified as a Third ▇▇▇▇ and will be considered to have the skillsutility man, ability and qualifications for a Second ▇▇▇▇ position if one becomes available or if there is an existing position posted. Should no position exist, then the employee shall maintain the rate applicable to the classification of Third ▇▇▇▇ until such time as the employee becomes produces proof of passing Certificate of Qualifications. At which time, employee will go to less than Top Rate Mechanic for one (1) year. Percentage of the successful applicant top rate Mechanic (base hourly rate less and not including the License premium. In conjunction with the qualifications detail in the Apprentice Program. months of top rate mechanic base hourly rate months of top rate mechanic base hourly rate months of top rate mechanic base hourly rate months of top rate mechanic base hourly rate months of top rate mechanic base hourly rate DATED at this day of December, CONSOLIDATED AVIATION THE INTERNATIONAL FUELING OF I ON TORONTO OF MACHINISTS AND AEROSPACE WORKERS LABOUR MANAGEMENT PENSION FUND (CANADA) It is agreed that for the duration of this Collective Agreement, the Company shall make payments to the Management Pension Fund (Canada) for every employee performing work in a job classification covered by this Collective Agreement as follows: Effective December Employer’s contribution shall be per day for each day employee receives salary from the Company to a posting maximum of five (5) days per week. This contribution shall be limited to a maximum of forty hours per week. Regular hours mean all hours worked on regularly scheduled shifts and shall not include overtime work, but shall include equivalent regular hours paid for in the form of annual vacation and statutory holiday pay which occur during the employee’s term of employment with the Company. Contributions are payable for all employees covered by the Collective Agreement, either regular or part time. The Company and Union further agree as follows: The payments to the Pension Fund shall be made to the Labour- Management Pension Fund (Canada) which was established in Canada under the Trust Agreement, which has been signed by the Company and the Union. The Pension Plan adopted by the Trustees of the said Pension Plan Fund shall, at all times, confirm with the requirements of the Pension Benefits Standard Act and the Income Tax Act so as to enable the Company at all times to treat contributions to the Pension Fund as a deduction for Federal Income Tax purposes. All contributions shall be made at such time and in such manner as the Trustees require; and the Trustees shall have the authority to have an independent Certified Public Accountant audit the payroll and wage records of the Company for the purpose of determining the accuracy of contributions to the Pension Fund. Such audits shall not be carried out until suitable date and time has been arranged with the Company. The Company shall not arbitrarily withhold and delay arrangements for an audit. If the Company shall fail to make its contributions to the Pension Fund by the twentieth day of the following month and such default shall continue for thirty (30) working days, the Company shall be liable for all expenses incurred in enforcing payment of the contribution, including reasonable attorney’s fees and arbitration fees, in addition to interest in an amount equal to one percent (1%) of the unpaid contribution for each full calendar month the contribution remains unpaid. The parties further acknowledge that no other Agreement between the Company and the Union regarding pensions or retirement is in effect or will be effective during the period covered by the said Collective Agreement without the written consent of the Labour-Management Pension Fund (Canada). Copies of any renewal or extension Agreements will be promptly furnished to the Pension Fund Office and, if not consistent with this Agreement, can be used by the Trustees as the basis for termination of participation of the Company. This obligation for pension contributions covers the operations of Consolidated Aviation Fueling of Toronto at ▇▇▇▇▇▇ International Airport, Ontario. Effective as mutually agreed the Company and the Union agree to implement the new Group Insurance Program as outlined hereunder and handle all of the administration required for the Coverage starts the first day of month after qualification time. Life Insurance and Accidental Death and Dismemberment of annual rate Company paid. Rounded up to the nearest Coverage to commence after days of employment. An employee may add optional Life and of at a higher-rated classification.rate of per of coverage on payroll deduction. Deducted weekly. -When an employee qualifies for weekly indemnity the amount of such payment shall be at of weekly salary. This disability plan provides for weekly indemnity based on of weekly salary (40 times the hourly rate) per week from the first day of accident and fourth day of illness, for a maximum period of seventeen (17) weeks. The carrier shall deduct a flat as income tax at source. A long term disability benefit to be paid after the weekly indemnity benefits, equivalent to of monthly earning with a maximum of per month for a maximum of sixty (60) months and ending sixty (60) months after the first monthly payment. (Contributions to be deducted from employees)