COLLECTIVE AGREEMENT - Ontario and Finance/441-1226-17 (656-0074).pdfDominion Motors Collective...

COLLECTIVE AGREEMENT

BETWEEN: DOMINION MOTORS (THUNDER BAY-1984) LIMITED

(of Thunder Bay, Ontario)

- hereinafter referred to as "the Company"

- OF THE FIRST PART

- and -

INTERNATIONAL ASSOCIATION OF MACHINISTS AND

AEROSPACE WORKERS, THUNDER BAY LODGE NO. 1120

- hereinafter referred to as "the Union"

- OF THE SECOND PART

TERM: MARCH 1, 2014 TO FEBRUARY 28, 2017

INDEX

Page

Purpose ............................................................................................................... 1

Article 1 Recognition ............................................................................................ 1

Article 2 Dues Shop and Deductions ................................................................... 1

Article 3 Deductions from Wages ........................................................................ 3

Article 4 Management's Rights ............................................................................ 3

Article 5 No Strikes or Lock-outs ......................................................................... 3

Article 6 Shop Committee & Activities ................................................................. 3

Article 7 Grievances and Disputes ....................................................................... 4

Article 8 Seniority, Layoffs and Sunset Clause .................................................... 6

Article 9 Safety, Uniforms and Cleanliness .......................................................... 8

Article 10 Bulletin Boards ....................................................................................... 9

Article 11 Hours of Work and Shift Differential ...................................................... 9

Article 12 Overtime and Traveling Time ................................................................ 9

Article 13 Classification and Wage Rates .............................................................. 9

Article 14 Statutory Holidays .................................................................................. 9

Article 15 Vacations with Pay .............................................................................. 10

Article 16 Hospital, Medical and Welfare ............................................................. 12

Article 17 Leave of Absence. ............................................................................... 16

Article 18 Maintenance of Wages ........................................................................ 16

Article 19 Wage Payment .................................................................................... 16

Article 20 Tools and Equipment ........................................................................... 16

Article 21 Job Security ......................................................................................... 22

Article 22 Renewal, Revision and Termination .................................................... 22

Schedule "A" Covering Technicians, Body Men Painters,

Painters' Helpers, Trimmers and Apprentices .................................... 24

Schedule "B" Covering Stockroom Employees and Parts Truck Drivers .................. 28

Schedule "C" Covering Lubrication men, Washmen, Under Coaters & Helpers ....... 30

Schedule "D" Part Time Employment ....................................................................... 32

Hourly Wage and Pension Contribution - Schedule "A" - 2014 ................................ 33

Hourly Wage and Pension Contribution - Schedules "B", "C" & "Installers" - 2014.. 34





Letter of Understanding - I.A.M. Labour-Management Pension Fund (Canada) ....... 39

Letter of Understanding - "Installer" Classification .................................................... 41

Letter of Understanding - Saturday Work .................................................................. 43

Dominion Motors Collective Agreement Page 1

PURPOSE The purpose of this Agreement is to define the relations between the Company and the Union; the wages and the working conditions of employees of the Company represented by the Union; the means by which complaints, grievances and disputes shall be disposed of promptly and equitably. This agreement supersedes all previous agreements, written or verbal.

ARTICLE 1 - RECOGNITION 1.01 The Company recognizes the Union as the exclusive bargaining agency

for all bargaining unit employees with respect to rates of pay, hours of work, and conditions of employment during the life of this agreement.

1.02 (a) Employees covered by this Agreement shall be all employees of the

Company save and except managers, foremen, persons above the rank of foreman, service salesmen, new and used car salesmen, office staff, janitors, outside parts salesmen, tower operator and full time school students.

(b) All students doing bargaining unit work will pay union dues. The student

may apply in writing to the union to be reimbursed for the dues for the term worked (June, July, August).

1.03 No employee shall be discriminated against, or jeopardized in seniority

standing, or suffer any loss of employment due to membership or activity in the Union, so long as such membership or activity does not interfere with normal conditions in the shop.

1.04 The Executive Officers of the Union, or not exceeding one delegate from

any Shop, shall be allowed leave of absence upon application, with adequate advance notice to the Company, without pay, for the transaction of Union business. The employee on leave shall be re-employed by the Company at the same type of work performed prior to being on leave of absence, without loss of seniority, provided such leave does not exceed six (6) months. Key personnel are excluded from the above.

1.05 The Union will have the opportunity to negotiate a classification for all

Union members and request notification of all anticipated changes.

ARTICLE 2 - DUES SHOP AND DEDUCTIONS

2.01 All employees of the Company covered by this Agreement who are

members of the Union in good standing on the execution date of this


Agreement shall, as a condition of employment, remain in good standing in the Union. All employees who are not members of the Union may or may not become members of the Union, but must pay the equivalent of union dues monthly as a condition of employment, commencing not later than thirty (30) days after the signing of this Agreement. All new employees may or may not become members of the Union, but must pay to the Union the equivalent of union dues monthly, commencing not later than thirty (30) days after being hired on by the Company.

2.02 (a) The Company shall deduct each month from the wages of each employee

in the bargaining unit, including part-time employees doing bargaining unit work, an amount equal to the normal monthly union dues, and will remit such sums deducted, together with an alphabetical list showing employee name, classifications, wages per hour, and the hours worked for which Union dues are being remitted to the Financial Secretary of the Union, not later than the fifth (5th) day of the following month.

(b) The Company shall furnish the Union Steward(s) with a copy of the union

dues' deduction list for each current month. The list will show the full name of each bargaining unit employee, (including part-time employees doing bargaining unit work), date of hire, and this list shall be prepared alphabetically for all bargaining unit employees.

(c) All bargaining unit employees who receive pay in a month shall have

union dues deducted for that month.

(d) All bargaining unit employees who are on their annual paid vacation shall have normal monthly union dues deducted for that period.

(e) All bargaining unit employees who have union dues deducted shall have

those deductions shown on their "T4" Income Tax Slips. 2.03 All employees who terminate their employment with the Company for any

reason, or those employees who are removed from the dues' deduction list for any reason, shall have their names included on the dues' deduction list in the month following their last month dues' payment, along with a comment explaining why they have been removed from the dues' deduction (e.g. - Bob Smith - laid off, hospitalized, quit, etc.).

2.04 Dominion Motors will provide and not charge the Bargaining Unit

Employees for parking.


ARTICLE 3 - DEDUCTIONS FROM WAGES

3.01 Deductions from wages, approved by the Company, except those required

by law, order-in-council, or Government regulations including union dues, shall be made only on written authorization signed by the employee.

ARTICLE 4 - MANAGEMENT'S RIGHTS 4.01 (a) The Union recognizes the Management's authority to manage the affairs

of the Company; to direct its working forces, including the right to hire, transfer, promote, demote, suspend and discharge for proper cause any employee; and to increase or decrease the working force of the Company; to reorganize, close, disband any department or section thereof, from time to time, as circumstances and necessity may require, provided that the Company shall not exercise these rights in a manner inconsistent with the terms of this Agreement.

(b) An employee affected by the exercising of this authority who feels that he

has cause for dissatisfaction, may have the complaint dealt with in accordance with the "Grievance Procedure" as outlined in Article No. 7 hereunder. In the event of a demotion, the case will be reviewed with the Union Steward prior to such demotion taking effect.

ARTICLE 5 - NO STRIKES OR LOCK-OUTS 5.01 In view of the orderly procedure established by the agreement for the

settling of disputes and the handling of grievances, the Union and the Company agree that during the life of this agreement there will be no strikes, lock-outs, slowdown or stoppage of work either complete or partial.

ARTICLE 6 - SHOP COMMITTEE & ACTIVITIES 6.01 The Shop Committee in each shop of the Company may consist of no

more than three (3) members, one of which shall be the Shop Steward. The members of the committee shall be employees of the Company, and the Company shall deal with said committee with respect to matters covered by the Agreement and the grievance procedure. The Shop Steward and at least one member of the committee shall represent the Union to the Company. The Union will inform the Company in writing of the names of the members on the committee along with changes in the committee when changes occur.

Dominion Motors Collective Agreement Page 4 6.02 The Union Representative(s) shall be allowed access to the Company's

premises during lunch period for routine union matters. When it is desirable or necessary to hold a meeting with employees during lunch period, or to enter the premises at any other than the above-mentioned times on union business, with exception to posting union notices, permission shall first be obtained from the management.

6.03 Union employees agree to work with management to increase

productivity.

ARTICLE 7 - GRIEVANCES AND DISPUTES

7.01 It is agreed that grievances which may arise during the life of this Agreement shall be promptly discussed and the parties hereto will at all times co-operate in an effort to adjust such grievances at the earliest possible time. There will be no obligation to consider or process a grievance which has not been presented according to the procedure herein within twelve (12) working days after the alleged occurrence became known to the Grievor or should have become aware to the Grievor.

“Grievance” as used in the Agreement is a complaint or unsatisfied request involving any matter relating to wages, hours or working conditions including questions of interpretation or application of, or compliance with, the provisions of this Agreement, or any other dispute which may arise between the parties. Procedure Any grievance shall be settled in accordance with the following grievance procedure: (a) The employee, accompanied by the Shop Steward shall first take the

matter up with the employee's immediate supervisor. (b) If the decision of the immediate supervisor is not satisfactory to the

employee concerned, within two (2) working days he shall submit it in writing to the Shop Steward who shall then submit one copy to the Department Manager. The written grievance will state a section/article of the collective agreement when applicable and the remedy sought. The Department Manager shall render a decision in writing within a further two (2) working days and return the grievance form to the Shop Steward.


(c) Failing satisfactory settlement, the grievance shall then be taken to the General Manager of the Company or his appointee, and a meeting shall be arranged between the grievance committee of the Union and such official of the Company within a further five (5) working days. The grievance committee shall have the assistance of the Directing Business Representative or International Representative of the Union, or both, if desired. Management shall render a decision in writing to the Union not later than five (5) working days following the date of said meeting.

(d) Grievances settled satisfactorily within the time allowed shall date from

the time the grievance was originally brought to the attention of the supervisor aforesaid.

(e) In the event that a grievance or dispute is not settled in any of the

foregoing steps, it may be referred to Arbitration in accordance with the provisions of Section 48, Sub-section 2, of the Labour Relations Act., R.S.O. 1990, and amendments thereto.

(f) A decision by either party to refer a grievance or dispute to a Board of

Arbitration must be made within ten (10) working days after the decision of the management of the Company has been given to the Union as mentioned in Step (c) above. The party wishing to refer the matter to Arbitration shall notify the other party in writing to this effect within said ten (10) working days.

(g) Any and all time limits set forth in the grievance procedure above may

be extended by mutual consent of both parties in writing. Such application for extension must be submitted in writing prior to the expiration of the original time limits.

7.02 General grievances or disputes affecting the employees in a Unit as a

whole and discharge grievances may be initiated by the Shop Steward directly as Step (b).

7.03 Either party to this agreement shall be permitted to call employee

witnesses at each and every step of the grievance procedure. The Company, on demand, will produce production and payroll records for the purpose of substantiating the contention(s) or claim(s) of the parties well in advance of formal proceeding of the grievance procedure.

Dominion Motors Collective Agreement Page 6 7.04 Either party may file a grievance involving the interpretation, application,

or alleged violation of this Agreement; such grievance to be lodged in writing as a policy grievance; and failing satisfactory settlement, the policy grievance may then be appealed to a Board of Arbitration as herein provided.

7.05 The Arbitration Board shall have no jurisdiction to alter or change any of

the provisions of this Agreement, or to substitute any new provision in lieu thereof, nor to give any decision inconsistent with the terms and provisions of this Agreement.

7.06 Each of the parties will bear the expense of the Arbitrator appointed by it,

and the parties will jointly bear the expense of the Arbitration Board Chairman. No person shall be appointed as an Arbitrator who has been involved in attempting to negotiate or settle the grievance.

7.07 Nothing herein shall prohibit the parties from agreeing on a single

arbitrator, provided both parties agree to the arbitrator. In such event, the provisions of this article relating to an Arbitration Board shall apply to the single arbitrator.

ARTICLE 8 - SENIORITY AND LAY-OFFS 8.01 Seniority shall be established after a period of continuous employment of

three (3) months and shall be effective from the starting date of said employment. Seniority is defined as the length of an employee's accumulated service with the Company within the bargaining unit. In the case of promotion out of the bargaining unit all union seniority is lost after twelve (12) months of absence from the bargaining unit. Each new employee shall be reviewed by management between the eighth (8th) and twelfth (12th) week of this three (3) month probation period. A written report of this review will be supplied by management to the employee.

In all lay-offs of employees, excluding the parts department, the principle of seniority, coupled with individual competency, which is to be determined by the department manager, but subject to the grievance procedure, shall be the governing factor. In lay-off of employees in the parts department, seniority will be taken into account with the Assistant Parts Manager (along with the above paragraph) to ensure that a bargaining unit employee will not be laid off, if his seniority is greater than that of the Assistant Parts Manager.


The last individual to be laid off shall be the first recalled, provided he can perform the work available. In the event of a lay-off, probationary employees shall be the first to be laid off, unless there is no other employee with seniority who is competent to do his work.

8.02 The seniority of an employee shall be terminated for any one of the

following reasons:

1. If he voluntarily leaves the services of the Company.

2. If he is discharged and such discharge is not reversed through the grievance procedure.

3. If he fails to return to work within eight (8) working days of receiving

notice of, having signed for, or has been returned to the Company, a registered letter sent to him at the last known address on file with the Company, unless he has furnished a reason which is satisfactory to the Company for his failure to return to work within that time. Proof of sickness may be deemed to be a satisfactory reason.

4. If he has been continuously laid off for 12 months' duration, except

apprentices who may have spent time at trade school during the laid off period, in this case, the 12 month lay-off will be extended by the length of the time spent in trade school.

8.03 1. Any employee who is required to work and does report for work at

his regular starting time, Monday through Friday, will be paid eight (8) hours per day at his regular rate.

2. A lay-off of one day or less shall only occur on Friday and notice of

lay-off shall be given by 5:00 p.m. Thursday and Article 8.02 (3) and 8.03 (1) will not apply.

3. On Thursday of any week prior to instituting the provisions of Article

8.03, the Company will contact all employees concerned to determine if any employee is prepared to take Friday off voluntarily.

8.04 In the case of any employee who is requested to and does report for work

during any week laid off, his wages will be based only on the portion of the week worked.

8.05 The Company agrees to inform the Shop Steward of the name or names

of any employee(s) who are discharged or laid off, at the same time as


notice of termination or lay-off is given to the discharged or laid off employee(s), giving reasons for the action.

8.06 a) It's agreed that all written warnings, suspensions and any other

disciplinary action will be removed from an employee's file after twenty four (24) months from it's occurence unless written warnings, suspensions and any other disciplinary action for an agreed similar incident occurs during such twenty-four (24) month period.

b) In all matters of discipline a signed copy of the document shall be

given to the employee and the Shop Steward. The Steward will sign acknowledgement of receipt of the documentation.

c) File contents will be frozen if a grievance is filed and remain frozen

until the final resolution of the said grievance . Once removed they may not be used in any further disciplinary proceedings.

ARTICLE 9 - SAFETY, UNIFORMS AND CLEANLINESS 9.01 The Union recognizes and the Company accepts the responsibility to

make adequate and reasonable provisions for the safety and health of the employees during the hours of their employment, in accordance with the Occupational Health and Safety Act of Ontario.

9.02 The Company shall supply all coveralls and smocks with not less than two

changes per employee per week. The Company shall pay for the laundering and repair of same.

9.03 Employees agree to exercise proper care and handling of all tools and

equipment placed in their charge, including customers' and Company's vehicles.

9.04 Employees agree to: (1) Keep the portion of the premises in which they

are working clean and tidy at all times. (2) Put tools and equipment in their proper places when not in use. (3) Keep themselves clean and neat appearing.

9.05 The Shop Steward and/or his appointee may accompany the Industrial

Safety Officer on all plant inspections or tours without loss of pay. 9.06 Dominion Motors will not charge employee’s for parking.


ARTICLE 10 - BULLETIN BOARDS 10.01 The Company agrees to provide space that is readily accessible where

Union notices of interest to the employees may be posted. It is understood and agreed that any and all notices to be posted must be approved prior to posting by management.

ARTICLE 11 - HOURS OF WORK & SHIFT DIFFERENTIAL

11.01 Refer to Schedules "A", "B", and "C", which are attached to and form part

of this Agreement.

ARTICLE 12 - OVERTIME AND TRAVELLING TIME 12.01 Refer to Schedules "A", "B", and "C", which are attached to and form part

of this Agreement.

ARTICLE 13 - CLASSIFICATIONS AND WAGE RATES 13.01 The Wage Rates and Classifications as set forth in Schedules "A", "B",

and "C", which are attached to this Agreement, shall be an integral part of this Agreement. (See Schedules "A", "B", & "C" attached).

ARTICLE 14 - STATUTORY HOLIDAYS 14.01 All employees with established seniority shall receive a full day's pay, all

other employees will receive pay as per the Employment Standards Act, for each of the following holidays, or the day proclaimed by the Federal, Provincial, or Municipal Government in lieu thereof, namely:

New Year’s Day Labour Day Family Day Thanksgiving Day Good Friday Afternoon of Christmas Eve Day Victoria Day Christmas Day Canada Day Boxing Day Civic Holiday (Aug.) Afternoon of New Year's Eve Day

This does not apply if an employee is receiving supplementary pay.

When a statutory holiday falls on a scheduled day off, the employee shall receive a day's pay in lieu of said holiday or if the employee prefers he


may choose to take an extra day off with pay in lieu of said holiday at a date mutually acceptable to the employee and the employer.

14.02 In order to qualify for pay on any of the above-mentioned holidays the

employee must work the full working hours of his last scheduled shift immediately preceding the holiday, and the full working hours of the first scheduled shift immediately following said holiday. If an employee is absent from work on his last scheduled shift immediately preceding or following a statutory holiday and his absence is caused by proven sickness or accident to himself or his immediate family, then he shall qualify for pay for the said statutory holiday. Unforeseen circumstances over which the employee has no control may be reviewed with management and a decision given as to whether or not payment may be justified.

14.03 Company agrees to give notice 30 days prior to scheduling statutory

holidays which fall on weekends.

ARTICLE 15 - VACATIONS WITH PAY 15.01 An employee who has completed three (3) months but less than twelve

(12) months' continuous service with the Company will be entitled to one week vacation with pay computed at the rate of four per cent (4%) of his gross earnings from the date of his employment to July 1.

15.02 An employee who has completed twelve (12) months but less than five (5)

years' continuous service with the Company prior to July 1 of any year will be entitled to two (2) weeks' vacation with pay computed at four per cent (4%) of his gross earnings up to July 1 of the vacation year, except that any employee who has worked 1,500 or more hours in the qualifying period will be entitled to vacation pay at his current rate.

15.03 An employee who has completed five (5) years, but less than fifteen (15)

years' continuous service with the Company prior to July 1 of any year will be entitled to three (3) weeks' vacation with pay computed at six per cent (6%) of his gross earnings up to July 1 of the vacation year, except that any employee who has worked 1,500 or more hours in the qualifying period will be entitled to vacation pay at his current rate.

15.04 An employee who has completed fifteen (15) years, but less than twenty

(20) years' continuous service with the Company prior to July 1 of any year will be entitled to four (4) weeks' vacation with pay computed at eight per cent (8%) of his gross earnings up to July 1 of the vacation year,


except that any employee who has worked 1,500 or more hours in the qualifying period will be entitled to vacation pay at his current rate.

15.05 An employee who has completed twenty (20) years or more of continuous

service with the Company prior to July 1 of any year will be entitled to five (5) weeks' vacation with pay, computed at ten per cent (10%) of his gross earnings up to July 1 of the vacation year, except that any employee who has worked 1,500 or more hours in the qualifying period will be entitled to vacation pay at his current rate.

15.06 An employee who has complete thirty (30) years of continuous service

with the Company prior to July 1 of any year will be entitled to one extra day of vacation pay per year for the next 4 years. When thirty five(35) years have been reached, the employee will receive a total of 6 weeks vacation pay, computed at twelve per cent (12%).

15.07 In case of leaving employment for any reason, an employee shall be

granted his vacation pay on the following basis:

(a) An employee with less than five (5) years of continuous service shall receive 4% of his gross earnings up to date of termination, less the amount of any vacation pay paid to him up to July 1st of the vacation year.

(b) An employee with five (5) years or more but less than fifteen (15) years of

continuous service with the Company shall receive 6% of his gross earnings up to date of termination, less the amount of any vacation pay paid to him up to July 1 of the vacation year.

(c) An employee with fifteen (15) years or more but less than twenty (20)

years of continuous service with the Company shall receive 8% of his gross earnings up to date of termination, less the amount of any vacation pay paid to him up to July 1 of the vacation year.

(d) An employee with twenty (20) years or more of continuous service with

the Company shall receive ten per cent (10%) of his gross earnings up to date of termination, less the amount of any vacation pay paid to him up to July 1 of the vacation year.

(e) An employee with thirty five (35) years or more of continuous service with

the Company shall receive twelve per cent (12%) of his gross earnings up to date of termination, less the amount of any vacation pay paid to him up to July 1 of the vacation year.

Dominion Motors Collective Agreement Page 12 15.08 The vacation period shall be between May 1st and October 31st in which

time all employees will be allowed to take their vacation in one continuous period, except in the case of an employee who qualifies for three, four or five weeks vacation in accordance with Article 15.03, 15.04 and 15.05, who, unless otherwise arranged, shall take his third, fourth and fifth week of vacation at a time mutually agreed upon between the employee and management. Arrangements shall be made between the employee and management to have all vacations taken in broken or continuous periods during the vacation year. Selection of the first two weeks of vacation shall be according to seniority in the department provided the request is made prior to March 1

st of the vacation year; requests after March 1

st will be by

available times within the vacation period. There shall be no banking of vacations.

Employees with a third week shall schedule by seniority, followed by employees with a fourth week and fifth week. Optionally, prior to April 1

st employees may book a third week by seniority,

which would be outside the vacation period. 15.09 In order to qualify for vacation pay, the employee must work his last

scheduled shift immediately preceding his vacation, and must report for work on the beginning of the next scheduled shift immediately following his vacation period, unless there is an extenuating circumstance satisfactory to the Company.

15.10 When a statutory holiday falls within an employee's vacation period he

shall receive an extra day's pay in lieu of said holiday or if the employee prefers, he may choose to take an extra day off with pay in lieu of said holiday, the following week or at a time mutually agreed between the employee and the management. In either event, the employee must advise the Company prior to leaving on his vacation.

15.11 Vacation pay shall be paid when the vacation is taken.

ARTICLE 16 - HOSPITAL, MEDICAL & WELFARE 16.01 The Company agrees to contribute one hundred per cent (100%) of the

monthly premiums required for the following Health and Welfare Plans for existing employees and their dependants.

New employees will be covered upon completion of their probation.


All new employees will be required to take a medical examination and satisfy the insurance carrier of ability to qualify for coverage. The cost of this examination will be the employer's responsibility.

(a) Blue Cross semi-private hospital supplement or its equivalent.

(b) The Company will provide Ontario Blue Cross Dental Plan 7, or its

equivalent. The Dental Plan will advance to the current Ontario Dental Association Schedule in each year of the agreement when new rates are announced. Dental Plan will include coloured and amalgam fillings.

Employees will pay 20% of the cost of all dental bills covered by the Plan and the Plan will pay 80%. It will not be mandatory for new employees to join the Dental Plan during their first year of employment.

Blue Cross or its equivalent Preventative Dental Plan (Rider #1). This premium is paid 100% by the employer on a 50%/50% coinsurance of all actual costs.

Dental Plan to provide for teeth cleaning every six (6) months.

(c) The Company will provide Ontario Blue Cross Extended Health Care Plan,

or its equivalent, which includes out of Province/out of Country coverage, with the following deductible amount. A $2.00 dispensing fee each time a prescription is purchased. This plan will include a "Managed Health Care Program" with the use of generic drugs when medically appropriate.

(d) The Company will provide Ontario Blue Cross Vision Care Plan, or its

equivalent, to a maximum of $300.00 every 24 months.

(e) In accordance with Section 21.4 of the W.S.I.A., the Company will provide a copy of Form 7 submitted to the Workplace Safety and Insurance Board to the worker, and will also supply the worker with Functional Abilities Form required by W.S.I.B.

(f) The Company agrees to provide a weekly indemnity plan as follows: A

weekly indemnity plan which would pay a weekly amount equal to 66 2/3% of daily or weekly earnings benefits begin on the first day of a non-compensable accident, or hospitalization, fourth day of illness for a period of 121 days. The Company shall assist any employee who requires assistance in filling out any claim forms and will also assist any employee who encounters difficulty in receiving payment from the insurance carrier.


(g) When an employee suffers a slight industrial accident without negligence, and he leaves work for medical attention and returns to work directly following treatment the same day, all lost time caused by the accident shall be paid for by Company.

(h) The Company will provide a Long Term Disability Plan which will provide

coverage immediately following the conclusion of weekly indemnity coverage as spelled out in 16.01(f). L.T.D. will pay 60% of monthly earnings to a maximum of $2,500.00 per month. This L.T.D. benefit will continue until recovery, death, or age 65 whichever occurs first. Primary offset - C.P.P. carve out. If employee can be retrained at carrier's expense for a different occupation which will result in reemployment, the employee is expected to take retraining. 100% of the premium will be charged to the employees accounts receivable at the beginning of the month and then deducted from their payroll. Therefore the LTD benefit if accessed should be tax free.

(i) In the event of financial hardship as a result of required medical fees

due to insurance requirements, the company agrees to assist with

charges for medical fees, until such time that the employee can

return to work. Upon the employees return, the medical charges will

be paid back to the company, with no interest, through payroll

deduction, over a period of time agreed upon by the employee and

the company.

(j) Should an employee of more than two years employment require

leave due to illness, the employee may request the following

assistance. The company will, for 1 to 3 days offer 60% of

employee's wages (before taxes) for those days missed. Upon the

return of the employee, the wages will be paid back to the company,

with no interest, through payroll deduction, over an agreed upon

time by the employee and the company. This offer will not continue

through short or long term sick leave, and would be limited to 6 days

per calendar year; with 3 days being the maximum length of absence

before short term leave is required. This offer will be null if the

employee incurs an injury or illness in which short term disability is

immediate upon injury or illness (hospitalization).

16.02 The Company shall take out all Health and Welfare coverage plans as

outlined in this agreement with bona fide insurance carriers and shall not attempt to fund the plan independently. A copy of all plans mentioned in this agreement must be submitted to the Union for its files within 30 days of the signing of this agreement, or within 30 days of any new plan being implemented during the life of this agreement. Failure to comply with this


requirement will automatically cause the Union to file a grievance with the Company.

16.03 The above Article 16 is only a very condensed version of the Health-

Welfare coverage. For detailed information, please refer to your Employee Benefit booklet which is provided by the insurance carrier and distributed to each bargaining unit employee by your employer. Should there be any discrepancy between any insurance plan and this collective agreement, the collective agreement shall be the governing factor.

16.04 When an employee who is entitled to coverage under Article 16 is absent

from work because of sickness or other disability, including Workers' Compensation, which commenced during his active service, the applicable insurance coverage as provided for in Article 16 will be continued at Company expense for the duration of inability to work due to disability, for a period equal to the number of whole months that have elapsed between the employee's last date of hire and the commencement of such disability, but not more than 12 months, after which the employee can continue his/her benefits by paying the premium.

When an employee suffers an injury while engaged in work outside the Employer's place of business and it is deemed to be of a competitive nature with his Employer, Article 16.04 will be invalid. The premiums shall be the responsibility of the employee until he returns to work.

16.05 Jury Duty

The Employer agrees to assist an employee who, as a result of jury duty, experiences financial difficulties. Any financial consideration will be on pay-back basis.

16.06 Bereavement Leave

(a) In the event of death in the immediate family of the employee, the employee shall be granted time off with pay at his regular straight time

hourly rate of eight (8) hours a day up to two (2) consecutive days provided such days fall on scheduled work days. Immediate family shall mean parents, parents-in-law, spouse, brothers, sisters, children and step-parents.

(b) In the event of the death of an employee's grandmother, grandfather,

sister-in-law, or brother-in-law, niece or nephew the employee shall be granted one day time off with pay at his regular straight time hourly rate


for eight (8) hours provided such day falls on a scheduled work day and is the day of the funeral.

(c) No pay for time off will be granted unless there is loss of time on

scheduled working days.

(d) If, due to special circumstances, an employee requests leave beyond that

granted under this article, and if the Company believes the circumstances to be warranted, additional time may be granted to the employee, without pay.

ARTICLE 17 – LEAVE OF ABSENCE

17.01 An employee may request approval from the Company for an unpaid

leave of absence. If such leave of absence is used for purposes other than those for which it is granted, it shall be cause for dismissal. The Company shall notify the Union in writing of all approved leaves of absence of one (1) week's duration or longer.

ARTICLE 18 - MAINTENANCE OF WAGES 18.01 Any employee who at the date of this Agreement is receiving a wage rate

in excess of his classification rate as set forth in Schedule "A", "B", or "C", shall not suffer a reduction in wage rate as a result of negotiation of this Agreement.

ARTICLE 19 - WAGE PAYMENT 19.01 Payment of wages shall be every second Thursday. Payment shall be

made during regular working hours prior to twelve o'clock noon on payday. All bargaining unit employees' pay stubs shall show all overtime and straight time hours separately. All deductions shall be individually itemized for clear understanding.

ARTICLE 20 - TOOLS AND EQUIPMENT 20.01 Due to the industry changing over the past 30 years since the list was

populated, it has been determined that the following should be the minimum tools required to perform the job of an Automotive Technician, Bodyman, and apprentices of both trades. Apprentices will have one year from date of hire to acquire tools:


Socket Set - 1/4" Drive

3/16" - 9/16" Standard Depth (6 Point)

3/16" - 9/16" Deep (6 Point)

5mm - 14mm Shallow (6 Point)

5mm - 14mm Deep (6 Point)

Ratchet

Extension - 3", 6"

Flex/Universal Joint


5/16" - 7/8" Standard Depth (6 Point)

3/8" - 7/8" Deep (6 Point)

8mm - 19mm Standard Depth (6 Point)


Ratchet

Extension - 3", 6", 12", 18"

Universal Joint

Fractional Universal Impact Socket Set 3/8" - 7/8"

Metric Universal Impact Socket Set 9mm - 19mm


7/16" - 1 1/8" Standard Depth (6 Point)

7/16" - 1 1/8" Deep (6 Point)

10mm - 25mm Standard Depth (6 Point)



Ratchet

Breaker Bar

Extension 3", 6", 12"

Socket Set - 1/2" Drive Drive Impat 1/2" - 1"

Combination Wrenches

1/4" - 1 1/4" Standard

7mm - 24mm Metric

Tubing Wrenches

3/8" - 3/4"

10mm - 18mm

Hex (Allen) Wrenches

050" - 3/8" Fractional

2mm - 7mm Metric

Screw Drivers

Blade Type

Stubby

Pocket Screwdriver

1/4" x 6"

1/4" x 9"

3/8" x 9"

3/8" x 16"

Offset


Phillips

#2 Stubby

#1 Tip

#2 Tip

#3 Tip

Offset

Torx Bits Tamper Proof (Screwdriver or Sockets)

T-8, T-10, T-20, T-25, T-27, T-30, T-40, T-50, T-55

Pliers

Slip Joint 6"

Slip Joint 6"

Needle Nose 6"

Diagonal Cutter 7"

Channel Locks 12" (water pump)

Duck Bill Pliers 7 3/4" (ex. snap-on # 61ACP)

Vise Grip Pliers 10" (10WR)

Snap/Retaining Ring Pliers

Internal Retaining Ring Pliers

External Retaining Ring Pliers

Snap Ring Pliers (ex. Snap-On SRP2 style)

Files with Handles

Flat 10" Mill Bastard

Round 8" - 10"


Three Cornered

Hammers

16oz Ball Peen

160z Soft Faced Dead Blow

Hand Drilling 3 to 4 lb.

Punch and Chisel Set

Center Punch

Pin Punch - 1/8", 3/16", 1/4", 5/16"

Taper Punch 3/8", 1/2", 5/8"

Brass Punch - 3/4"

Cape Chisel - 5/16"

Cold Chisel - 3/8" - 3/4"

Pry Bars

Rolling Head 16"

Straight 16"

Brake Service Tools

Brake Spring Pliers

Spring Hold Down Tool

Electrical Tools

Digital Multi meter

12 volt test light or LED circuit Tester

Remote Starter Switch

Insulation piercing test probes (ex EZ Hooks)


Wire Stripper/Cutter Pliers 8" (ex Snap-On PWCCS8)

Small Tools

Pocket Flash Light

Pocket Knife

"O" Ring Pick Set

A/C, fuel line disconnect set

Inspection Mirror

Spark Plug Feeler Gauge (gap tool)

Feeler Gauge (Blade type)

Flexible Pick Up Tool (magnetic and claw type)

Tape Measure 12"

Hack Saw

Tubing Cutter

Gasket/Carbon Scraper (putty knife)

Air Blow Gun (Meeting OSHA requirements)

Tool Box

Roll Away with Key Lock

In addition to the above list, it is recommended that the employee retain the

following tools. The company agrees to assist in the purchase of these tools.

3/8" Drive Air Ratchet

1/2" Drive Air Impact Gun

Crankshaft Pulley Puller


Cylinder leakage tester

Pry Bar Screwdriver style 30" or larger

Hand Operated Vacuum Pump

Compression Gauge

Radiator Pressure Tester

Feeler Gauge (Go-No-Go, blade type)

Door Panel Removal Tool

20.02 If required by the Company, the following shall be supplied by the Company:

Power sanders and grinders; power drill guns, testing and analyzing equipment, including timing lights; valve lifters and related equipment; ridge reamers; ring compressors; pullers; tap and dies; screw extractors; welding and cutting equipment; soldering guns or irons; micrometers and callipers; major brake repair equipment; extension lights; drill bits; hack saw blades; spanners and wrenches over 1¼" in size; creepers; approved axle stands; body repair equipment such as hydraulic "Porto Power" sets; special pullers and pry bars; plus applicable metric equivalents where required.

20.03 Information and tools paid for by Dominion Motors will not be used

to benefit an employee in a competitive nature.

ARTICLE 21 - JOB SECURITY 21.01 In the event the introduction of new equipment, machinery or process

results in an employee being displaced from his job, and provided he is the senior employee so displaced, he shall be given a reasonable trial period to demonstrate his ability to perform the responsibilities of the new job and properly operate the equipment.

ARTICLE 22 - RENEWAL, REVISION AND TERMINATION 22.01 This Agreement shall be three years in duration, effective from March 1,

2014 and shall continue in full force until and including February 28, 2017 and unless either party gives to the other party written notice of


termination or of a desire to amend the Agreement, then it shall continue in effect for a further one (1) year period without change, and so on from year to year thereafter.

22.02 Notice that amendments are desired or that either party intends to

terminate the agreement shall only be given during the period of not more than ninety (90) days prior to the expiry date of the agreement.

22.03 It is understood that during negotiations following upon notice of

termination or notice of amendments, either party may bring forth counter proposals arising out of or related to the original proposals.

22.04 This Agreement may be amended by mutual consent between the parties

signatory hereto. 22.05 All Letters of Understanding signed and dated as of this agreement or

thereafter will form part of this collective agreement. 22.06 If an issue arises which is not directly covered by this Agreement,

Provincial labour law will be the governing factor. SIGNED AT THUNDER BAY, ONTARIO THIS ______DAY OF _________, 2014.

FOR THE COMPANY

_____________ ___________ Tyler Dolcetti

DOMINION MOTORS (THUNDER BAY-1984) LIMITED

FOR THE UNION

______________________________ ______________________________ Chris Pike Peter Topetto INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, THUNDER BAY LODGE 1120


SCHEDULE "A"

COVERING TECHNICIANS, BODY MEN, PAINTERS, PAINTERS' HELPERS,

UPHOLSTERERS, TRIMMERS AND APPRENTICES 1. HOURS OF WORK FOR ALL EMPLOYEES HIRED BEFORE MARCH 1, 1993

(a) The hours of work shall be forty (40) hours per week; eight hours per day, Monday to Friday inclusive.

(b) The standard daily hours of work shall be from 8:00 a.m. to 4:30 p.m.

and/or 8:30 a.m. to 5:00 p.m., Monday through Friday, with one-half (½) hour for lunch, at noon, on the employee's time.

(c) At the option of both the Company and the employees, the standard daily

hours may be changed to 8:00 a.m. to 5:00 p.m., with one hour for lunch, at noon, provided that the change applies to all employees in the bargaining unit in any particular shop or location.

(d) For all employees hired after March 1, 1993 and for any volunteers, the

standard hours of work shall be forty (40) hours made up as follows:

Eight (8) consecutive hours (exclusive of one-half (½) hour lunch) daily, Monday through Saturday. Daily hours to be between 8:00 a.m. and 9:00 p.m. and shall be agreed upon by the Company and the Union.

Employees hired before March 1, 1993 shall have the right to work the standard hours as per paragraph 1 (b) above, and also have the right to "bump" to and from shifts other than the standard day shift (8:00 a.m. to 5:00 p.m.) as per seniority.

Any employee working Saturday can have two consecutive days off (Sunday and Monday) or Sunday and another day of the week that is mutually acceptable to both the employee and manager.

(e) It is agreed that no employee hired before March 1, 1993 shall be laid off

or forced to work any shift other than that spelled out in (b) above as the result of implementing (d).

(f) There will be two breaks during the day of .2 hour per break (one each

four hour shift.

Dominion Motors Collective Agreement Page 25 2. OVERTIME

(a) All time worked in excess of the regular daily hours as set out in Section 1 shall be paid for at the rate of time and one-half (1½X).

(b) Time and one-half (1½X) shall be paid for all hours worked in excess of

eight (8) hours per day or forty (40) hours per week. Overtime shall not be paid twice for the same hours worked. Time and one-half (1½X) shall be paid for all time worked on Statutory holidays, plus holiday pay where applicable.

(c) If called in for work after clocking out on any regular work day (Monday

through Friday) a minimum of two (2) hours' at the applicable overtime rate will apply.

(d) All time worked prior to regular starting time shall be paid at the rate of

time and one-half (1½), provided said work is authorized and provided the employee completes his normal working hours on that day.

3. SHIFT

The parties agree to work a 4:00 p.m. to 12:00 midnight shift, Monday to Friday with a twenty (20) minute paid lunch. A shift premium of fifty (50) cents per hour will be paid to the employees on shift. The night shift shall not employ greater than two-thirds of the day shift staff. Volunteers and anyone hired after August 9, 1990 shall work the 4 - 12 shift. Employees hired before August 9, 1990 shall have the right to work (8:00 a.m. - 5:00 p.m.) the day shift.

4. TRAVELLING TIME AND FIELD WORK

(a) All Journeymen required to work under any of the following conditions shall attract a premium bonus as shown below:

1. Journeymen required to work outdoors beyond the bounds of the

Company's property;

2. All Journeymen who work indoors outside the city limits of Thunder Bay who are required to be absent from their homes overnight.

Premium Bonus = thirty-five cents (35¢) per hour.

(b) Journeymen required to report for outdoor work and work outside the city

limits of Thunder Bay shall be paid for all travelling time up to a maximum


of eight (8) hours in each twenty-four (24) hours when required to travel to and from the job, plus all transportation, hotel and meal expenses. On work performed outside Thunder Bay, the employee may be required to commence work at 7:00 a.m., in which case, any work performed after 4:00 p.m. shall be paid at overtime rates. All travelling time on Saturday, Sunday and Statutory Holidays shall be paid at overtime rates. In addition, if an employee is called upon to travel (by car or truck) after regular hours, which could normally be overtime, he shall be paid applicable overtime rates for travelling.

5. CLASSIFICATIONS - SCHEDULE "A"

(a) A Journeyman Technician or Body man is one who has completed an apprenticeship at the trade or its equivalent and holds a Class S, T or B certificate.

Competency: A Journeyman technician or body man must maintain a high standard of workmanship and perform work to the best of his trained ability with minimum supervision. Journeymen must be prepared to take manufacturers/ trade training programs and appropriate tests following these programs.

It is extremely important to the employers that a high level of expertise/competency is maintained throughout the dealership in order to ensure complete customer satisfaction.

A Journeyman Technician, Body man/Painter or any other employee of the bargaining unit will not attempt to entice clients of the Company from the workplace to another workplace. A Journeyman Technician, Body man/Painter or any other employee of the bargaining unit will promote his or her workplace in a positive manner.

(b) A Journeyman Painter, Upholsterer or Trimmer is one who has completed

at least three (3) years at the trade, or holds an Ontario Certificate of Qualification in that trade.

(c) An apprentice is an employee who is registered and qualifies under the

Apprenticeship and Tradesmen's Qualification Act of Ontario. The wage rate for apprentices shall be in accordance with the wage rates as per the collective agreement. Existing apprentices that receive a premium will continue to receive that premium while employed with the same employer.


(d) The major portion of an apprentice's training is practical on-the-job training provided by the Employer. To ensure that each and every apprentice receives complete practical training in all facets of the automotive trade, the Union Shop Steward may discuss with management ways to broaden the training of the apprentice, if in the Union's opinion, the Employer is limiting the scope of the apprentice's training.

An apprentice's entitlement to vacations with pay, paid Holiday pay, weekly indemnity, and all other fringe benefits will not be affected by his attendance at a Trade School.

Providing a tradesmen has completed the time in the trade necessary to write for a Provincial Trade Certificate, he may write for such certificate and receive the Schedule "A" wage rate immediately following his course of studies and notification that a Trade Certificate will be issued.

If an apprentice is entitled to a reduction in the term of his apprenticeship because of academic achievement, he shall enter his apprenticeship at the proper category as per the Apprentice Contract and be paid accordingly.

(e) A Lead hand is a working journeyman who assists in a supervisory

capacity. Employees who are not paid Lead hand premiums will not be required to perform supervisory functions. Lead hands cannot hire, fire, promote, or demote employees.


SCHEDULE "B"

COVERING STOCKROOM EMPLOYEES AND PARTS TRUCK DRIVERS 1. HOURS OF WORK - to coincide with Schedule "A". 2. OVERTIME - to coincide with Schedule "A". 3. SHIFT WORK - to coincide with Schedule "A". 4. CLASSIFICATIONS

Requirements for a Fully Qualified Stockman

A qualified stockroom employee is one with four (4) years' experience in a parts department or its equivalent, and is able to perform his duties satisfactorily with a minimum of supervision, as follows:

(a) Thorough understanding of shipping and receiving system.

(b) Ability to efficiently and effectively serve shop counter and retail counter

with minimum supervision. This service includes filling and billing of orders.

(c) Must have an understanding of the inventory control system plus special

order and customer back order system.

(d) Must be fully knowledgeable in reading parts catalogues or microfilm readers.

(e) Must have the judgment to determine material required to maintain

adequate and balanced stock.

(f) Qualifications determined by department manager and one qualified parts person who will mutually agree on his or her qualification. All employees to be given chance to qualify.

4. A qualified shipper and/or receiver is one with two (2) years' experience in the

shipping-receiving department.

Dominion Motors Collective Agreement Page 29 5. Parts men Trainees may be hired into this classification to achieve the four (4)

years' experience necessary to become a qualified parts man. Minimum wage rates for Trainees are listed under Schedule "B" wage rates attached.

6. No outside parts salesmen will do collective bargaining unit work that will

displace a bargaining unit position.


SCHEDULE "C"

COVERING LUBRICATION MEN, WASHMEN,

UNDERCOATERS AND GENERAL HELPERS (For the purpose of this Agreement, General Helpers are clean-up men, lot porters, tire repairmen, accessory installers, etc.) 1. HOURS OF WORK - to coincide with Schedule "A". 2. OVERTIME - to coincide with Schedule "A". 3. SHIFT WORK - to coincide with Schedule "A". Except that employees hired before March 1, 1993 shall work under the following terms and conditions if required to do so. 1. HOURS OF WORK

The standard work week shall be one of forty (40) hours, made up as follows:

Eight (8) hours daily, Monday through Saturday. Daily hours to be between 8:00 a.m. and 9:00 p.m. and shall be agreed upon by the Company and the Union.

All employees shall have two (2) consecutive days off in each calendar week.

2. OVERTIME

(a) All time worked in excess of the regular daily hours as set out in Section 1 shall be paid for at the rate of time and one-half (1½X). No employee shall be required to work more than eight (8) hours overtime per week unless unavoidable.

(b) Overtime at the rate of time and one-half (1½X) shall be paid to

employees for time worked before their regular hours and for all time worked in excess of their regular hours.

(c) All time worked on Saturday, (except for those scheduled to and do work)

and all time worked on Sundays and Statutory Holidays shall be paid for at the rate of time and one-half (1½X), plus the holiday pay where


applicable. If called in on a Saturday, Sunday, or a Statutory Holiday a minimum of four (4) hours at time and one-half (1½X) will be paid for.

(d) If called in for work after clocking out on any regular work day (Monday

through Saturday) a minimum of two (2) hours at the applicable overtime rate will apply.


SCHEDULE "D"

PART-TIME EMPLOYMENT 1. The employer agrees that during the term of the agreement no full time

employee within the bargaining unit shall be laid off for reason of his duties being carried out by one or more part time employees.

2. Part time workers may be used to replace full time workers who are absent for

vacation, illness, or other absenteeism. 3. Part time employees may work up to six days per week; however, part time

employees working more than eight hours per day, forty hours per week shall qualify for overtime pay.

4. Part time employees shall not replace retired, laid off, terminated or resigned full

time employees. 5. Any part time employee working forty hours per week shall be entitled to two

consecutive days off. 6. Part time employees shall receive the wage rates as per schedule "A" "B" or "C".

Part time employees do not receive health and welfare benefits as spelled out in the collective agreement.

7. Seniority for part-time employees shall be determined on an hours worked basis. 8. A part time person's probationary period shall be 640 (six hundred and forty)

hours worked. 9. Statutory holiday pay will be calculated in accordance with the Labour Standards

Act. 10. Up to three part time employees from schedule "B" and "C" may work between

7:00 a.m. and 5:00 p.m., Monday to Friday. 11. Part time employees from all classifications may be used between 5:00 p.m. to

11:00 p.m. Monday through Friday and 8:00 a.m. to 5:00 p.m. on Saturdays. 12. Part time workers may not exceed 32 hours per week except when replacing full

time employees.


2014

DOMINION MOTORS

HOURLY WAGE AND PENSION CONTRIBUTION

SCHEDULE A

CLASSIFICATION March 1, 2014 Pension

Lead Hand 32.86 5.16

Journeymen with B,C,D,E,N,S or T License 31.86 5.11

Q License Holders 21.86 2.64

Apprentices:

License Periods Hours Sill Sets Completed

S,T,B 1-50% of Journeymen 1800 (max). 20% 16.32 2.72

2-60% of Journeymen 1800 (max). 40% 19.58 3.07




C,D,E 1-50% of Journeymen 1800 (max). 50% 16.32 2.72



Q 1-70% of Journeymen 1800 (max). 50% 15.60 1.85


N 1-60% of Journeymen 1800 (max). 50% 19.58 3.07


The Employer will ensure that the Apprentice is given every opportunity to advance in his skill sets and complete them prior to the end of his last period. * Providing the Apprentice has completed the time and skill sets necessary to write for a Provincial Trade Certificate, he may write for such certificate and receive the top rate immediately following notification that a Trade Certificate will be issued.


2014

DOMINION MOTORS


SCHEDULES B, C AND INSTALLER RATES

CLASSIFICATIONS March 1, 2014 Pension

SCHEDULE B

PARTS DEPT.

Qualified Stockmen 22.86 3.30

Qualified Shipper/Receiver 17.80 2.08

PARTS DEPT. TRAINEES

First 6 months 11.96 1.67

After 6 months 13.13 1.73

After 1 year 15.50 1.96

After 2nd year 17.91 1.98

After 3rd year 20.29 2.11

After 4th year 22.02 2.90

TRUCK DRIVERS





SCHEDULE C

Hired before October 17, 1996 15.08 1.59

Schedule C 12.78 0.36

New "C" Oil Change 12.99 0.36

.75 cents added to March 31, 2013 Schedule C

INSTALLERS

Qualified Installer 15.85 1.87

First 1800 hours of training-80% of Installer 12.68 1.70

Second 1800 hours of training-90% of Installer 14.26 1.79

Third 1800 hours of training-100% of Installer 15.85 1.87


2015

DOMINION MOTORS


SCHEDULE A





Apprentices:
















2015

DOMINION MOTORS




SCHEDULE B

PARTS DEPT.






After 1 year 15.89 2.01




TRUCK DRIVERS





SCHEDULE C





INSTALLERS






2016

DOMINION MOTORS


SCHEDULE A





Apprentices:
















2016

DOMINION MOTORS




SCHEDULE B

PARTS DEPT.






After 1 year 16.29 2.06




TRUCK DRIVERS





SCHEDULE C





INSTALLERS






LETTER OF UNDERSTANDING

I.A.M. LABOUR-MANAGEMENT PENSION FUND (CANADA)

A. Commencing the 1

st day of March, 2005, and for the duration of this Collective

Agreement, the Company agrees to make payments to the I.A.M. Labour-Management Pension Fund (Canada) ("the Pension Fund") for each employee performing work in a job classification covered by this Collective Agreement, as follows:

1. For all hours or portion (rounded to the whole hour) thereof for which an employee receives pay, the Company shall make a contribution to the Pension Fund in accordance with the Contribution Rates as shown under Schedules A, B & C of this Collective Agreement .

2. For the purpose of this Article, each hour paid for, as well as, hours of

paid holidays and other hours for which pay is received by the employee, in accordance with the Collective Agreement, shall be counted as hours for which contributions are payable.

3. Contributions for a new, temporary, probationary, part-time and full-time

employee are payable from the first day of employment. B. The Company and the Union further agree as follows:

1. The payments to the Pension Fund shall be made to the I.A.M. Labour-Management Pension Fund (Canada) which was established in Canada under the Trust Agreement dated February 1, 1970 and has been signed by the Company and the Union.

2. The Pension Plan adopted by the Trustees of the said Pension Fund shall

at all times conform with the requirements of the Ontario Pension Benefits 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.

3. 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.

4. If the Company shall fail to make its contribution to the Pension Fund by

the fifteenth day of the following month and such default shall continue for


thirty working days, the Company shall be liable for all expenses incurred in enforcing payment of the contributions including reasonable attorney’s fees and arbitration fees, in addition to interest in an amount equal to 1% of the unpaid contributions for each full calendar month the contribution remains unpaid.

C. 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 I.A.M. Labour-Management Pension Fund (Canada). Signed 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.

D. It is understood and agreed by both parties that, upon making its contribution to

the Pension Fund in accordance with the Trust Agreement, the Company is relieved of any and all obligations in regard to the Pension Fund.

E. This obligation to contribute covers plants or terminals located at:

Dominion Motors (Thunder Bay-1984) Limited 882 Copper Crescent Thunder Bay, ON P7C 6C9



This Letter of Understanding made and entered into this 1st day of March, 2002 by and between:

International Association of Machinists and

Aerospace Workers, Thunder Bay Lodge 1120 - and -

Dominion Motors (Thunder Bay-1984) Limited The parties agree to add a new classification, namely "Installer" to Schedule "C" of the Collective Agreement dated March 1, 1996. Job Function "Installer" means a person engaged in the servicing and maintenance of motor vehicles who,

(a) repairs, changes, and balances wheels and tires (b) changes oil in motor vehicles or lubricates motor vehicles including

lubricating the drive shaft and front wheel bearing on vehicles with front drum brakes,

(c) supplies motor vehicles with anti-freezing solutions, (d) replaces cooling-system hoses, engine-driven belts and thermostats, (e) cleans or replaces spark plugs, (f) installs new or rental batteries, or recharges batteries, (g) replaces sealed beam units, light bulbs, lenses, fuses and horns, and (h) checks and replenishes fluid levels in hydraulic systems, (i) replaces exhaust systems from the engine exhaust manifold to the rear of

the vehicle, (j) replaces shock absorbers on vehicles which do not need any of the

steering mechanism dismantled for the purpose of installation.

The Employer agrees:

1. To allow existing bargaining unit employees to apply for this new classification before hiring new employees.

2. An Installer Trainee shall be paid 80% of the Qualified Installer's rate during the

first 1800 hour period of training and 90% of the Qualified Installer's rate during the second 1800 hour period of training. One hundred per cent (100%) will be paid to all Installers who complete two (2) 1800 hour training periods.


3. Wage Rate – Please see attached Wage and Pension Contribution Schedule for Schedule B, C, and Installers.

4. Existing "installers" will be notified and allowed to apply for an Automotive Apprenticeship with their employer before the Employer employs new Apprentices. The employee must meet the minimum standards by regulation.



SCHEDULE "A" AND "B" ─ SATURDAY WORK EMPLOYEES HIRED BEFORE MARCH 1, 1993 ARE AFFECTED BY THE FOLLOWING: Commencing March 1, 1990 and for the duration of the existing Collective Agreement, the Union agrees to allow the Employer to solicit Schedule "A" and "B" employees for Saturday work on a voluntary basis, at regular rates of pay, as follows:

1. There will be no disciplinary action taken by the Employer toward any employee who refuses to volunteer for Saturday work.

2. Saturday standard work hours shall be the same standard work hours as those

hours worked from Monday to Friday.

3. All hours worked on Saturday which are beyond the standard hours will be paid at overtime premium pay.

4. Any employee who volunteers for Saturday work shall take another day off, of his

choice, but within the same week as the Saturday work is performed. No employee shall work 6 days per week at regular straight time rates of pay.

KEEP THIS AGREEMENT YOU MAY NEED IT!

For further information about the meaning of

certain sections of this agreement, get in

touch with your

SHOP STEWARD

or

THE UNION OFFICE

PETER TOPETTO

Directing Business Representative

1200 Walsh Street, West

Thunder Bay, Ontario P7E 4X4

Telephone: (807) 475-4779

Fax: (807) 475-5956

COLLECTIVE AGREEMENT - Ontario and Finance/441-1226-17 (656-0074).pdfDominion Motors Collective...

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