USW Canada: Equality @ Work: Section 5 - Contract Language (2002)

Electronic surveillance equipment such as closed circuit television or camera equipment or otherwise shall not be used by the Employer for surveillance of Employees while at work and such equipment shall not be installed in the Employees’ lunch rooms or rest areas.

Aboriginal Language:

Steelworkers Local 8223-10/Thompson Crisis Centre

ARTICLE 21 - PAID HOLIDAYS

21.01 The following shall be paid holidays:

New Year’s Day Dominion Day

Remembrance Day Good Friday

*Easter Monday or Civic Holiday

Aboriginal Solidarity Day Christmas Day

Labour Day Boxing Day

Victoria Day Thanksgiving Day

Any other day which is proclaimed a statutory holiday.

*Employees choose one only - either Easter Monday or Aboriginal Solidarity Day (in June).

Steelworkers Local 8914/Cameco Corporation

ARTICLE 23 - APPRENTICESHIP PROGRAM

(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 Special apprenticeship vacancies.

(d) Apprenticeship vacancies at each operating site location will alternate between the Regular and Special Apprenticeship Program provided at least one-half of the apprentices at the site location are enrolled in the Special Program. If there are no qualified or acceptable applicants for a Special Apprenticeship Program vacancy, the Company may fill the vacancy from outside the bargaining unit with a new employee who is a resident of Saskatchewan’s north or a northern resident of aboriginal ancestry.

Steelworkers Local 8914/Cameco Corporation

ARTICLE 24 - AFFIRMATIVE ACTION/EMPLOYMENT EQUITY

24.01 The Union acknowledges the Company has entered into Surface Lease Agreements with the Province of Saskatchewan which have as one of their objectives, the maximizing of employment of residents of Saskatchewan’s north. The Union further acknowledges the Company has as one of its objectives, the maximizing of employment of northern residents of aboriginal ancestry.

24.02 The Company will hire residents of Saskatchewan’s north and northern residents of aboriginal ancestry who are qualified to perform the work required, when it is necessary for the Company to hire replacement or additional workers.

24.03 The Company will utilize, amongst other sources of employment, available northern hiring programs to assist in the hiring of residents of Saskatchewan’s north and northern residents of aboriginal ancestry.

24.04 Subject to Article 24.05, it is agreed that preference will be given to residents of Saskatchewan’s north and northern residents of aboriginal ancestry in matters of hiring and recall. In the case of a reduction in the work force, preference will be given to retaining residents of Saskatchewan’s north and northern residents of aboriginal ancestry.

Steelworkers Local 8914-01/Athabasca Catering Limited Partnership

ARTICLE 13 – SENIORITY

13.10 (b) Notwithstanding Article 13.02, in all cases of selections for training, promotion, lay-off and recall from lay-off, the Company shall be entitled to give preference to northern residents of aboriginal ancestry as defined in Article 3.02, except that it is understood and agreed that no employee who was hired prior to "July 31, 1996" shall have his seniority rights affected in matters relating to a reduction in the work force or recall from lay-off, as a result of preference to northern residents of aboriginal ancestry.

(c) The Union and Company acknowledge that paragraph (b) of this article is part of a reasonable and necessary affirmative action policy designed to rectify and avoid systemic discrimination against northern residents of aboriginal ancestry. The Union and Company shall jointly make and support an application to exempt paragraph (b) from the provisions of The Saskatchewan Human Rights Code. Such application may be brought pursuant to the Saskatchewan Human Rights Code, sections 47 and /or 48.

Accommodation Language:

Steelworkers Local 5917-26/Doepker Industries (Annaheim)

ARTICLE 19 – DUTY TO ACCOMMODATE

The Company and the Union recognize that there exists a duty to accommodate Employees with disabilities. Therefore, the Parties agree to meet and discuss the situation of any Employee with a disability to explore what steps may reasonably be taken in the workplace to accommodate the Employee’s disability. These steps will be implemented provided it does not cause undue hardship to the Company.

Steelworkers Local 4632-01/Timminco Metals

APPENDIX "K" LETTER OF UNDERSTANING – ACCOMMODATION COMMITTEE

Training and Lost Time: once only during the life of the Collective Agreement, the Company agrees to pay one week’s regular, non overtime wages for the three Union members of the full committee to attend a one week training course on "Duty to Accommodate" and $50.00 per person attending for course materials. The Union agrees to provide the instructors. All Union committee members engaged in committee functions/meetings at the Plant during working hours will not lose any regular wages and such time spend shall be deemed time worked. All Union committee members engaged in committee functions/meetings outside of normal working hours at the plant, unless otherwise agreed to by the parties, will be paid their regular straight time hourly wages for such time spent.

Steelworkers Local 13571-36/Fenwick Automotive Products, City Wide Automatic Transmission Services

LETTER OF UNDERSTANDING: ACCOMODATION COMMITTEE

The Employer and the Union agree to form a joint ‘Accommodation Committee’ consisting of one representative from the Union and one representative from Management. The committee shall be given copies of all Form 7’s and shall be present in all discussions regarding return to work protocol and may attend meetings if they so desire.

Steelworkers Local 719L/Cooper-Standard Automotive Plt#4

ALTERNATE WORK COMMITTEE

12.11 The employer agrees that a joint Alternate Work Committee, with equal representation of Union and Management workers, will be structured to facilitate the accommodation of employees with work related disabilities, in the workplace. The employer shall provide the necessary education and resources to ensure the effectiveness of the committee.

12.12 The employer shall provide the union with a copy of the accident/incident report when it is filed.

12.13 The Company recognizes that some soft tissue injuries are work related. The Union recognizes the Company is working through ergonomic issues in dealing with these soft tissue injuries. Through the use of the Alternate Work Committee, Company and Union will strive to help employees cope with their injury and get back to pre-injury work.

Anti-Harassment Training Language:

Steelworkers Local 2952-AC/Abbotsford Bingo Association

ARTICLE 10 - GENERAL PROVISIONS

10.01 a) Human Rights The Union and the Employer recognize the right of employees to work in an environment free from harassment, including sexual and racial harassment and the Employer undertakes to discipline any person employed by the Employer engaging in the harassment of another employee provided that the Employer has just and reasonable cause to discipline.

b) The Employer agrees to contribute $500 during the term of the Collective Agreement to cover the cost of an Anti-Harassment Training Course that will be made available to all bargaining unit employees and management personnel. The Course will be presented by the United Steelworkers of America, and shall be taken on the employee’s own time.

Steelworkers Local 5663-03/Group 4 CPS Limited (Calgary Intl Airport)

LETTER OF UNDERSTANDING RE: ANTI-HARASSMENT WORKPLACE TRAINING

The parties agree that in order to minimize workplace harassment issues, that joint training will be conducted. The following parameters will form the framework of such training.

Current Employees

1. Joint training will be conducted for all current employees (union and non-union) utilizing the program of the Union’s choice.

2. Attendance at the course shall be mandatory for Group 4 – C.P.S. employees who work at the Calgary Airport and are associated with the Collective Bargaining Agreement. These employees shall be paid one (1) hour of pay at a straight time rate for their attendance to the training.

3. All regular rank and file members of the Union shall be required to attend the one (1) hour session. All Union representatives, supervisors, and management employees shall be required to attend the two (2) hour session. These employees shall be paid two (2) hours pay at a straight time rate for their attendance to the training.

4. Scheduling of the training sessions for current employees shall be set to conclude training no later than May 31, 1999. Class sizes shall not exceed 15 and shall not be less than 10 employees. Classes shall be scheduled to commence within two (2) hours prior to or following regular shifts, Monday to Friday, where practical.

5. The Union shall be responsible for the cost of the attendance of the trainers.

6. The Company shall be responsible for arranging and paying for suitable training facilities.

Future Employees

7. It is agreed that the Workplace Anti-Harassment Training Program will form part of the Company’s Orientation Program for new employees. The Union will ensure that a Union representative shall be properly instructed in facilitating such training. All costs associated with the Orientation Training shall be borne by the Company.

Maternity and Parental Language:

Steelworkers Local 1231-01/Trentonworks Ltd.

20. LEAVE OF ABSENCE

Article 20.07

(a) In accordance with the Employment Insurance (EI) Act, the Company shall grant maternity leave to a pregnant employee upon receipt of a certificate from a legally qualified medical practitioner stating that the employee is pregnant and specifying the expected date of delivery. The maternity leave shall commence at the option of the employee, no sooner than sixteen (16) weeks preceding the expected date of delivery and no later than the date of delivery.

(b) In accordance with the Employment Insurance (EI) Act, the Company shall grant unpaid leave to an employee who becomes a parent through the birth of a child or adoption. Where an employee takes pregnancy leave, parental leave begins immediately upon completion of pregnancy leave. In all other cases, parental leave begins on the date coinciding with or after birth of the child or on the date the child arrives at the employee’s house.

(c) A pregnant employee who requests to be transferred to another job because of a medical requirement will be accommodated as part of the Company’s Modified Duty Program.

(d) Scheduled medical appointments related to her pregnancy during a scheduled day of work will not have that day recorded as absenteeism.

(e) The parties adopt the provisions of the Labour Standard Code and Regulations and agree it forms part of the Collective Agreement.

(f) An employee taking parental or maternity leave continues to be entitled to the benefits per Article 14 of the Collective Agreement with the exception of Weekly Indemnity and Long Term Disability.

Steelworkers Local 5917-16/New Democratic Party Of Saskatchewan

ARTICLE 21 - LEAVE OF ABSENCE

21.07 Protection During Maternity

Maternity leave shall be considered as a right. Accordingly, no employee shall be laid off or otherwise adversely affected in her employment because of pregnancy. The Employer shall not deny the pregnant employee the right to continue employment during the period of pregnancy. Where working conditions may be hazardous to an unborn child or to the pregnant employee, the employee shall be entitled to transfer to another position, provided she is capable performing the work and is otherwise entitled thereto by virtue of seniority.

21.08 Length of Maternity Leave

Maternity leave shall cover a period up to six months before and/or after the birth or adoption of a child. Where a doctor’s certificate is provided, stating that a longer period of maternity leave is required for health reasons, an extension up to a maximum of eighteen (18) months shall be allowed. During this period, full seniority shall accumulate and all insured benefits shall be paid by the Employer.

21.09 Seniority Status During Maternity Leave

While on maternity leave an employee shall retain her full employment status and rights and shall accumulate all insured benefits under this collective agreement.

21.10 Employer Payment of Employee Benefits During Maternity Leave

During the period of maternity leave, the Employer shall continue to pay the hospital, medical, dental, disability, group life and pension benefits of this Agreement.

21.11 Procedure Upon Return From Maternity Leave

When an employee decides to return to work, after maternity leave, she shall provide the Employer with at least two weeks’ written notice. On return from maternity leave, the employee shall be placed in her former position. If the former position no longer exists, she shall be placed in a position in her department of equal rank and value at the same rate of pay.

21.12 Paternity Leave

The employee will inform the employer at least a month before the desired leave of absence, which may be before and/or after the birth. On request, the employee will supply a medical report confirming that his spouse is pregnant and indicating the anticipated date of delivery.

Leave of absence with full pay and benefits shall be granted for a period not to exceed two weeks.

21.13 Where an employee requests leave for special circumstances, the employee will not suffer any loss in pay or benefits. Such requests for special leave shall not be unreasonably denied.