Interview results. The full term of the apprenticeship program shall be four (4) years from the time of being accepted as an apprentice and the rate increases ordinarily granted during this period shall be as outlined. At the end of the training period, providing that the apprentice can satisfactorily perform the journey- person’s duties in the classification in which she has been trained and successfully receives their ticket, the apprentice will receive the full journeyperson’s rate. Employees who have achieved a certain number of credits or previous experience shall be paid the wage rate for the period in which such credit advances him. Skilled trades currently holding a certificate will not be eligible unless the maintenance coverage in the plant is sufficient to meet the production demands. Performance will be reviewed during the apprenticeship program and poor performers will be returned to their previous position, if applicable. When an employee has successfully completed an apprenticeship, he shall have his seniority recognized in the maintenance department equal to the time in the maintenance department. In the event of a lay-off, when holding a journeyman’s ticket, bumping will be completed as per Article 14. In the event of a lay-off during the apprenticeship, the apprentice will revert back to her plant seniority for bumping, outside of the maintenance department. SIGNED AT TRENTON, ONTARIO THIS 20th DAY OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT Notwithstanding Article 17.02 and 17.03, an alternative shift schedule may be introduced at the discretion of the Company where production requirements require a seven (7) day production schedule for not less than four (4) weeks. The decision will be driven by volume, and capacity to produce the volume in order to maintain a competitive advantage. If introduced, the alternative shift schedule will apply only to employees within the affected area of operation including the necessary support groups. Before the implementation of the alternative shift schedule, the Company will advise the Union three (3) weeks in advance wherever practicable. A work week shall be between 0001 hours Monday to 2400 hours Sunday. Full-time seniority employees would be scheduled for one hundred and sixty (160) hours of available work over a four (4) week period and consistent with Article 17.01 it cannot be construed as a guarantee. Under the alternative shift schedule work week, Saturday and Sunday will be viewed as normal working days not subject to overtime payment, but an employee will receive time and one-half for the sixth day and double time for the seventh day they work in a work week. SIGNED AT TRENTON, ONTARIO THIS 20TH DAY OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT Pursuant to Article 24.01 (iv) of the parties agreement, it is hereby agreed that the following system will apply for an initial cash advance to start the Weekly Indemnity (W.I.) claim: 1. An advance will be initiated by the Company two (2) weeks after the Company has received an accurate completed form from the employee if the W.I. cheque has not been received. 2. The employee shall reimburse the Company for all payments they received from the Company upon immediate receipt of the W.I. cheque from the carrier. 3. If a W.I. claim is denied by the insurance carrier, the employee will reimburse the Company through payroll deduction. If an employee leaves the employ of the Company before reimbursing the W.I. cash advance, the money will be deducted from monies owing including wages and vacation pay. SIGNED AT TRENTON, ONTARIO THIS 20TH DAY OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT The parties recognize that it is in their common interest to ensure that the Company is guaranteed the work force necessary to meet its operational requirements. It is further agreed that this is best achieved by maintaining the following practices: 1. Protecting the employment security of full-time employees to the extent possible given demand for the Company’s products; and 2. Maintaining an adequate supplementary work force of part-time workers to meet fluctuating labour needs which vary daily according to the variety and output of product which is required. In keeping with the above, it is agreed that the provisions of the collective agreement which provide for the separate lay-off of part-time and full-time employees are not intended to result in an increase of part- time employees at the expense of full-time positions. Accordingly, the Company will endeavour to maintain, to the extent possible and practical, the approximate current proportion of “production employees” which is made up of full-time employees versus part-time employees. For the purpose of this letter “production employees” shall mean employees both full-time and part-time who are directly involved in manufacturing as opposed to service categories such as skilled maintenance, sanitation personnel, or truck drivers. SIGNED AT TRENTON, ONTARIO THIS 20TH DAY OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY Note: As of December 3rd, 1983 the ratio of full-time to part-time production employees was 1:1.4. BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT SIGNED AT TRENTON, ONTARIO THIS 20TH OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT
Appears in 1 contract
Sources: Collective Agreement
Interview results. The full term of the apprenticeship program shall be four (4) years from the time of being accepted as an apprentice and the rate increases ordinarily granted during this period shall be as outlined. At the end of the training period, providing that the apprentice can satisfactorily perform the journey- person’s duties in the classification in which she has been trained and successfully receives their ticket, the apprentice will receive the full journeyperson’s rate. Employees who have achieved a certain number of credits or previous experience shall be paid the wage rate for the period in which such credit advances him. Skilled trades currently holding a certificate will not be eligible unless the maintenance coverage in the plant is sufficient to meet the production demands. Performance will be reviewed during the apprenticeship program and poor performers will be returned to their previous position, if applicable. When an employee has successfully completed an apprenticeship, he shall have his seniority recognized in the maintenance department equal to the time in the maintenance department. In the event of a lay-off, when holding a journeyman’s ticket, bumping will be completed as per Article 14. In the event of a lay-off during the apprenticeship, the apprentice will revert back to her plant seniority for bumping, outside of the maintenance department. SIGNED AT TRENTONSigned at Trenton, ONTARIO THIS 20th DAY OF DECEMBER 2006Ontario this 13th day of January, 2010. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT Notwithstanding Article 17.02 and 17.03, an alternative shift schedule may be introduced at the discretion of the Company where production requirements require a seven (7) day production schedule for not less than four (4) weeks. The decision will be driven by volume, and capacity to produce the volume in order to maintain a competitive advantage. If introduced, the alternative shift schedule will apply only to employees within the affected area of operation including the necessary support groups. Before the implementation of the alternative shift schedule, the Company will advise the Union three (3) weeks in advance wherever practicable. A work week shall be between 0001 hours Monday to 2400 hours Sunday. Full-time seniority employees would be scheduled for one hundred and sixty (160) hours of available work over a four (4) week period and consistent with Article 17.01 it cannot be construed as a guarantee. Under the alternative shift schedule work week, Saturday and Sunday will be viewed as normal working days not subject to overtime payment, but an employee will receive time and one-half for the sixth day and double time for the seventh day they work in a work week. SIGNED AT TRENTONShould the Company determine that it is necessary to implement Alternative Shift Schedules based on operational requirements, ONTARIO THIS 20TH DAY OF DECEMBER 2006the Union will participate in the implementation and formulation of the alternative shift schedules to ensure that the requirements of employees are taken into account as far as is reasonably practicable. Signed at Trenton, Ontario this 13th day of January, 2010. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT Pursuant to Article 24.01 (ivvi) of the parties agreement, it is hereby agreed that the following system will apply for an initial cash advance to start the Weekly Indemnity (W.I.) claim:
1. An advance will be initiated by the Company two (2) weeks after the Company has received an accurate completed form from the employee if the W.I. cheque has not been received.
2. The employee shall reimburse the Company for all payments they received from the Company upon immediate receipt of the W.I. cheque from the carrier.
3. If a W.I. claim is denied by the insurance carrier, the employee will reimburse the Company through payroll deduction. If an employee leaves the employ of the Company before reimbursing the W.I. cash advance, the money will be deducted from monies owing including wages and vacation pay. SIGNED AT TRENTONSigned at Trenton, ONTARIO THIS 20TH DAY OF DECEMBER 2006Ontario this 13th day of January, 2010. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT The parties recognize that it is in their common interest to ensure that the Company is guaranteed the work force necessary to meet its operational requirements. It is further agreed that this is best achieved by maintaining the following practices:
1. Protecting the employment security of full-time employees to the extent possible given demand for the Company’s products; and
2. Maintaining an adequate supplementary work force of part-time workers to meet fluctuating labour needs which vary daily according to the variety and output of product which is required. In keeping with the above, it is agreed that the provisions of the collective agreement which provide for the separate lay-off of part-time and full-time employees are not intended to result in an increase of part- time employees at the expense of full-time positions. Accordingly, the Company will endeavour to maintain, to the extent possible and practical, the approximate current proportion of “production employees” which is made up of full-time employees versus part-time employees. For the purpose of this letter “production employees” shall mean employees both full-time and part-time who are directly involved in manufacturing as opposed to service categories such as skilled maintenance, sanitation personnel, or truck drivers. SIGNED AT TRENTONSigned at Trenton, ONTARIO THIS 20TH DAY OF DECEMBER 2006Ontario this 13th day of January, 2010. FOR THE UNION FOR THE COMPANY Note: As of December 3rd, 1983 the ratio of full-time to part-time production employees was 1:1.4. BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANT SIGNED AT TRENTON, ONTARIO THIS 20TH OF DECEMBER 2006. FOR THE UNION FOR THE COMPANY BETWEEN: NESTLÉ CANADA INC. TRENTON FOODSERVICE PLANTCOMPANY
Appears in 1 contract
Sources: Collective Agreement