UNION RECOGNITION AND SECURITY 3.1 The Employer recognizes the Union as the sole bargaining authority for all employees covered by this Agreement and coming within the jurisdiction of the Union. The Union recognizes that the Association is the sole bargaining authority for all subcontractors of the Employer covered by this Agreement and coming within the jurisdiction of the Union.
3.2 The Employer shall be the judge as to the competency of any employee, and shall have the right to discharge men for just cause. The Employer, if requested by the Union, shall provide a termination slip which shall state the reason for discharge or lay-off occurring prior to job completion and whether the employee is eligible for rehire.
3.3 All employees covered by this Agreement, as a condition of continued employment, shall, commencing on the eighth (8th) day following the beginning of such employment, or the effective date of this Agreement, whichever is later, acquire and maintain membership in the Union during the term of their employment.
3.4 Subject to the provisions of Art. 3.2 and Art. 5.8 hereof, the appointment of Journeymen to the capacities of Pipe, Welding, or Tie-in Foremen who shall be members of the Union, is the responsibility of the Employer. Such appointment shall not be interfered with by the Union.
3.5 The Employer recognizes the right of the Union to enforce its Constitution in that the Employer undertakes to provide all welding equipment and shall not employ any employee who provides any vehicle or equipment. No rental equipment shall be utilized to circumvent the intent of this provision.
3.6 The Employer shall require of his employees, as a condition of employment, that an automatic deduction be made from the employee's pay of a sum equal to the regular monthly Union dues.
3.7 As a condition of hiring and continuing employment each employee shall sign the proper authorization form which authorizes the Employer to deduct working dues, initiation fees, and assessments from the employee's pay. The Union will notify the Association in writing as to the amount of fees, dues and assessments to be deducted from the wages of employees from time to time.
3.8 All dues, fees and assessments so deducted shall be remitted to the Local Union not later than the twentieth (20th) of the month following, together with a list showing the amount deducted for each employee.
3.9 The Local Union's Business Manager shall, at the start of a job (i.e. rigging up for pipe operations) select one of its Journeymen members who shall be placed on the Employer's payroll and recognized as the Job ▇▇▇▇▇▇▇; such appointment to be confirmed by letter to the Employer. If the ▇▇▇▇▇▇▇ selected by the Business Manager is objected to by the Employer for valid reason, the Business Manager shall select another Journeyman as ▇▇▇▇▇▇▇ to whom the Employer has no reasonable objection.
3.10 The Job ▇▇▇▇▇▇▇ shall perform his duties the same as any other Journeyman and shall not be discharged for Union activities. The Job ▇▇▇▇▇▇▇ shall be allowed a reasonable amount of time during the working hours to perform the work of the Union but shall not abuse the privilege. On Mainline Pipeline jobs the Job ▇▇▇▇▇▇▇ shall be the last Journeyman in his classification remaining on the job provided he is competent to perform the work to be completed. Where a main pipe gang and a poor boy pipe gang are used, an Assistant ▇▇▇▇▇▇▇ may be selected, where warranted, as agreed upon between the Employer and the Union at the Pre-job Conference or by subsequent arrangement. The Assistant ▇▇▇▇▇▇▇ shall report all matters of concern to the Job ▇▇▇▇▇▇▇ who will deal with any problem or grievance with the representative of the Employer. Where, on a loop line construction job, crews are working out of separate warehouses or marshalling points, the Union shall have the right to appoint an Assistant ▇▇▇▇▇▇▇ for and during the continuation of operations out of each separate warehouse or marshalling point. There shall be no non-working Job ▇▇▇▇▇▇▇ or Assistant Stewards. The Job ▇▇▇▇▇▇▇ shall be notified of any disciplinary warning given to any employee.
3.11 The Business representative of the Local Union shall have access to any job at any time, providing notice is given to the available Employer's representative on the jobsite.
3.12 In the event of an illegal work stoppage by employees covered by the terms and conditions of this Agreement, those employees not performing work during the work stoppage shall not receive any compensation whatsoever for days not worked.
3.13 It is recognized that traditionally all work combined with, associated with or comprising an integral part of pipeline construction as defined in Article 1 hereof, comes solely within the trade jurisdiction of four International Unions, commonly referred to as the "pipeline craft unions" and their Local Unions which are affiliated with Building and Construction Trades Councils, AFL-CIO. The recognition of this historical precedent is hereby re-affirmed.
3.14 The Employer agrees that, notwithstanding the provisions in any of the other three pipeline crafts’ agreements, appendices or understandings, the assignment of any work shall be made in accordance with local area practice and Provincial Labour Board decisions.
Information to the Union 20.1 The parties acknowledge that they are subject to the Personal Information Protection and Electronic Document Act with respect to personal information that is exchanged by the parties. Information provided to the Union is done so for the purpose of enforcing the terms and conditions of the Collective Agreement.
20.2 The Corporation, on a monthly basis following the close of the pay period corresponding to the last day of the month, will provide to the national office of the Union an electronic file or files containing the following point-in-time information for bargaining unit members on national payroll: Employee Name Employee ID Employee Title Employee Status Full-time or Part-time Status Employee End Date, if applicable City and Province of work Media Component Department Corporation Seniority Date Recognized Continuous Service Date Date of birth Pension date Classification Current salary Salary band Salary anniversary information Additional remuneration amount Temporary upgrade information in excess of four (4) weeks Language of communication Gender Employees on absence during the month including the reason for the absence (e.g. maternity/paternity leave, LTD)* Employees who departed the Corporation during the month including the reason for the departure* * Not applicable to per-occasion temporary employees
20.2.1 The following additional information will be provided relative to short and long-term temporary employees: • Hours/days worked in the pay period • Rationale for hire (i.e. 27.5 (a), (b) or (c) with details including backfill information, details re: special circumstance, etc.)
20.3 In addition to the above, the Corporation will provide to the national office of the Union the following information for bargaining unit members on national payroll: • Overtime record (upon written request) • Newly created positions, vacancies, and abolished positions
20.4 On May 1 and October 1 of each year, the Corporation shall provide an electronic file containing the name, current home address and home telephone numbers of CMG members on national payroll.
20.5 The Corporation will provide direct access to personal and freelance contracts through the corporate contracting system. See Letter of Agreement: Information to the Union.