North Valley Operations – Snow Peak
Local Lodge No. W246
International Association of Machinists and Aerospace Workers
June 1, 2012 – May 31, 2016
Table of Contents
Title Article Page
Union Recognition……………………………………………………. 1……………. 3
Past Practices………………………………………………………….. 1……………. 4
Contracting……………………………………………………………… 1……………. 4
Crew Size………………………………………………………………… 1……………. 4
Woods Committee……………………………………………………… 2……………. 4
Grievance Procedure………………………………………………….. 3……………. 4
Strikes and Lockouts………………………………………………….. 3……………. 7
Hours of Labor………………………………………………………….. 4……………. 7
Reporting Time………………………………………………………….. 5……………. 8
Holidays………………………………………………………………….. 6……………. 9
Rate of Pay for an Employee Shifted to Another Job……………. 7……………. 11
Seniority………………………………………………………………….. 8……………. 12
Probationary Employees……………………………………………… 8……………. 12
Promotions………………………………………………………………. 8……………. 12
Curtailment Procedure – Temporary………………………………… 8……………. 14
Curtailment Procedure – Permanent………………………………… 8……………. 14 Armed Services…………………………………………………………. 8……………. 15
Leaves of Absence…………………………………………………….. 8……………. 15
Paydays…………………………………………………………………… 9……………. 16
Transportation…………………………………………………………… 10…………… 16
Vacations………………………………………………………………… 11…………… 16
Wages…………………………………………………………………….. 12…………… 22
Union Security………………………………………………………… 13…………… 23
Safety Program……………………………………………………….. 14…………… 23
Voluntary Checkoff…………………………………………………… 15…………… 24
Health and Welfare……………………………………………………. 16…………… 25
Pensions………………………………………………………………… 17…………… 26
Employment, Suspension, and Discharge………………………… 18…………… 26
Jury Duty………………………………………………………………… 19…………… 27
Bereavement Leave……………………………………………………. 20………….. 28
Equal Opportunity Employer…………………………………………. 21………….. 29
Call Time…………………………………………………………………. 22………….. 29
Seasonal Gifts…………………………………………………………… 23…………… 29
Severance………………………………………………………………… 24…………… 29
Revision and Termination…………………………………………….. 25…………… 30
Wage Rates………………………………………………………………. 1……………. 32
Shuttle Service / Warm Up Time / Drive Time & Rate………………2……………. 34
Competitive Logging…………………………………………………… 3……………. 35
Tiered Landing Person / Chaser Positions………………………… 4……………. 37
Mechanic / Lead Mechanic …………………………………………… 5……………. 37
Boot and Prescription Safety Glass Allowance…………………… 6……………. 38
DOL Reporting Requirements: No Docking Provision………….. 7……………. 38
Memorandum of Understanding – Employment Security………..8……………. 39
Fire Fighting……………………………………………………………….9…………… 40
Shovel Logger….……………………………………………………….10…………… 40
Rain Gear…………………………………………………………………11…………… 40
Road Crew Department Pay Structure ……………………………12…………… 40
WORKING AGREEMENT BETWEEN
North Valley Operations – Snow Peak
Local Lodge No. W246
International Association of Machinists and Aerospace Workers
GENERAL PURPOSE OF AGREEMENT
The general purpose of this Agreement is in the mutual interest of the Company and the employees of the operation, hereinafter mentioned, and to secure for the Company and the employees the full benefit which may be derived from orderly and legal collective bargaining.
WHEREAS, the parties hereto desire to establish the wages, hours of employment and other terms and conditions of employment under which the covered employees shall work for the Company at Company’s logging operation headquartered at Griggs, Oregon, and desire to regulate the mutual relations between the parties hereto, during and under the terms of this Agreement.
NOW, THEREFORE, this Agreement entered into this first day of June 2012, by and between WEYERHAEUSER COMPANY, hereinafter known as the Company, and WOODWORKERS LOCAL LODGE W246, INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, hereinafter known as the Union.
During the life of this Agreement Weyerhaeuser, North Valley Operations–Snow Peak recognizes IAM Woodworkers Local Lodge W246 as the sole collective bargaining agent for its logging, maintenance, and transportation employees at its North Valley Operations–Snow Peak headquartered at Griggs, Oregon. Excluded from this Agreement are office and clerical employees, guards, fire watch, truck washers, professional, part‑time, and supervisory employees as defined in the National Labor Relations Act, as well as all employees of independent contractors and subcontractors doing business with the Company. Part‑time employees are defined as any employee hired for a job that is scheduled to work not more than twenty (20) hours per week.
All prior understandings, past practices, Memorandums of Agreements, committee meetings, minutes, etc., from the Snow Peak, South Santiam, and Willamette Trucking divisions shall be considered null and void.
There shall be no restrictions or limitations pertaining to the Company’s right to contract or subcontract during the term of this Agreement.
The Company shall determine (a) the number of sides, (b) the number of employees in each department, and (c) the number of employees in each job classification.
There shall be elected by the Union a committee of three (3), to be known as the Woods Committee, who shall be employees of the Company. It shall be the duty of said Committee to meet with the Company to adjust all grievances reported. When available, representatives of the Union may assist in the adjustments. At least two (2) members of the Union Committee shall be present at all meetings with the Company.
- The grievance and arbitration procedures provided for herein shall constitute the sole and exclusive method of adjusting all complaints or disputes which the Union or employees may have concerning the interpretation or application of this Agreement. A party who has filed a grievance may withdraw it without prejudice at any stage of the grievance procedure prior to commencement of a hearing before an arbitrator.
- It is the intent of this grievance procedure to settle all disputes or complaints at the point of origin. In the event that such complaint or dispute arises during the life of this Agreement, it shall be handled in the following manner:
The employee(s) (with or without his/her shop steward) shall present the grievance to his/her immediate supervisor within three (3) working days of the date and time of the occurrence of the event giving rise to the grievance, or three (3) days from the date and time such event should have been known, or it shall be deemed waived. If the issue is not resolved five (5) days after the grievance is so presented, it shall be reduced to writing and signed by the employee(s) and the supervisor; for submission to Step 2.
Such written grievance shall be presented to the appropriate manager within five (5) days of the date when reduced to writing and signed by the parties and will be taken up by the Woods Committee at its next regular meeting. If the Woods Committee is unable to resolve the grievance, then the issue shall be submitted to Step 3.
The Woods Committee shall, within fifteen (15) days after its presentation in writing to the appropriate manager take up the grievance with the general management or its representative(s). The general management or its representative(s) shall give a written answer within five (5) days from the date of the last meeting at this step, or it may be assumed that the Employer has granted the grievance.
- If no settlement is reached in Step 3 above and the Woods Committee desires to pursue the matter further, it may refer the grievance to arbitration as provided for below. If such grievance is not referred to arbitration within ten (10) days of the written answer provided for in Step 3, the grievance shall be considered settled on the basis of the final decision rendered to the aggrieved party.
- Unless indicated otherwise, all time limits referred to in this Article are in calendar days and must be strictly adhered to, but may be waived by mutual agreement in writing. It is the intent of the parties that all procedures set forth herein shall be complied with as expeditiously as practicable.
- There shall be a permanent panel of five (5) arbitrators pre-selected and agreed upon by the Union and the Employer which shall constitute the permanent panel who shall hear and decide all disputes arising under this Agreement. Arbitration shall be conducted by a single arbitrator selected by mutual agreement or in rotation from said panel.
- The functions of the arbitrator shall be to interpret and apply the Agreement, and he/she shall have no power to add to or subtract from or modify any terms of the Agreement, nor to establish or change any setting price or adder payment. Any decision by the arbitrator shall be final and binding upon the parties concerned.
- Unless otherwise agreed to in writing, the arbitration shall be convened and the matter in dispute shall be heard as soon as practicable but no later than twenty (20) days after the arbitrator has been selected unless the parties agree to extend such time limit.
- Unless the parties mutually agree to a bench decision, the arbitrator will be required to reduce his/her award to writing within thirty (30) days after the close of the hearing and shall state the reasons for reaching that award.
- In all matters submitted to arbitration, each party to said arbitration shall bear the entire cost and expense of its own witnesses and representatives. The expenses of the arbitrator and all other expenses of the arbitration other than those incurred by each party in the presentation of its own case shall be borne equally by the parties involved.
- J. Failure by either party to process or initiate a grievance according to the time limits herein provided, including mutually agreed to extension periods, shall be deemed to constitute a grievance waiver by the Union or an automatic granting of the grievance by the Employer. Such waiver by the Union, or granting by the Employer, shall not constitute a binding precedent upon the parties in the event of a recurrence of a similar situation.
- While any grievance or complaint other than suspension or discharge is being considered under the grievance procedure herein provided for, the employee or employees involved shall continue to work under the conditions that existed at the time of the event giving rise to the grievance. In all such cases, other than suspension or discharge, the employee or employees involved shall continue to have all the rights and privileges provided for by this Agreement. Any suspension or discharge shall automatically go to Step 2 of this procedure.
L.It is mutually understood and agreed that employees, Shop Stewards and Woods Committee members shall wait until breaks, lunch periods or before or after shift to discuss labor problems.
STRIKES AND LOCKOUTS
- During the life of this Agreement, the Union agrees that there shall be no strike, and the Company agrees that there shall be no lockout because of a dispute arising under this Agreement.
- The Union agrees that it will not recognize any jurisdictional strike or picket line.
- At no time shall the Union employees be required to act as strike breakers or cross lawful, primary picket lines. Employees whose work is essential to a plant protection during a shutdown shall stay on the job until such a time as the plant is secure but no longer than the end of their shift.
- No employee shall be disciplined because of the exercise of his/her right to recognize a lawful, primary picket line (recognized or sanctioned by the Union, if asked for by the Union).
HOURS OF LABOR
The regular work week shall consist of five (5) consecutive eight (8) hour days with Monday as the first day of the work week. Any variations or change in the work week or the present established daily work schedules may be made by the Company provided employees are given seven (7) calendar days’ notice of such change and the following conditions are met:
A. If a mechanical or operational breakdown occurs, the Company shall have the right to adjust lunch periods of crews or individuals plus or minus one hour from established schedules to accommodate repairs.
B. Repair and maintenance employees’ work week may be adjusted to meet the needs of the operation; however, they shall have two consecutive days off.
C. When operations are maintaining a seven (7) day work schedule, work schedules for those employees necessary to operate that department or job may be adjusted as long as such employees have (2) consecutive days off, as long as they are not rotating days off, and as long as overlapping shifts are not established on the 24-hour schedule.
Other shift configurations for all or part of the woods operation may be instituted by the Company (for example, four (4) 10-hour shifts). If such shift changes require related contract modifications, such shall be deemed made. For example, overtime over eight (8) hours in a day shall be changed to overtime over ten (10) hours in a day if it is decided to operate a four (4) day, ten (10) hour schedule. Likewise, if a holiday falls on a day the employee is scheduled to work, he/she will receive ten (10) hours’ pay, but if it falls or is observed on a nonscheduled day, he/she will receive eight (8) hours’ pay.
All time worked in excess of eight (8) straight time hours per day and forty (40) straight time hours per week shall be paid for at time and one-half of the rate of the job performed. There shall be no duplicating or pyramiding of overtime pay. However, all time worked by an employee on his/her regular scheduled days off shall be paid at the rate of time and one‑half provided the employee has worked a total of forty (40) hours during his/her five (5) day regular work schedule.
Time lost from work for which an employee is compensated due to a holiday, bereavement leave, jury duty, grievance meetings, and safety meetings shall count as time worked in computing weekly overtime.
An employee reporting to work but not put to work through no fault of his/her own shall receive two (2) hours pay at straight time unless notified prior to reporting that his/her services are not required. This rule shall not apply if the department in which the employee works is shut down by a breakdown or bad weather or if failure to put such employee to work is caused by something which the Company could not reasonably foresee in time to give notice. This two (2) hour minimum pay clause shall not be taken advantage of by the Company to work an employee two (2) hours only and then dismiss him/her. No time lost during any working day shall be deducted from the employees’ pay if they are retained on the job.
New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day following Thanksgiving Day, the day before Christmas Day, Christmas Day, the day before New Year’s Day, and two (2) floating holidays shall be recognized as paid holidays for all qualified employees.
Christmas Day (December 25) shall mean a twenty‑four (24) hour calendar day period commencing at 12:01 a.m. and ending at 12:00 midnight.
The two (2) floating holidays will be applied as follows:
One will be designated by management by March 1st of each year to qualified employees. In the absence of such designation, the holiday will be an individual floating holiday. The Company will not schedule the floating holiday during weeks when the Company has scheduled vacation.
One will be an individual floating holiday. It shall be the employee’s responsibility to give the Supervisor adequate advance notice. Employees must receive approval prior to taking the requested floating holiday. Management will approve floating holiday requests subject to operational needs.
Paid holidays recognized by this Agreement shall be observed on the day established by Congress for federal employees, where applicable.
Holiday pay shall be computed at the qualified employee’s regular job rate of pay for his/her regular straight-time work schedule for the day.
Work performed on any holiday shall be paid for at one and one‑half times the employee’s job rate of pay.
If a holiday falls on Sunday, the following Monday shall be recognized as the holiday; however, the December 24 and December 31 holidays shall be recognized on the days they occur, without regard to Sunday.
When a holiday falls within a week the Company has designated for vacation employees will be permitted to take a day off during a one-hundred twenty (120) day period after the holiday. Pay for the holiday will continue as is currently provided and the day off will be without pay. Scheduling the day off will be by mutual agreement so as not to disrupt operations.
There shall be no doubling of overtime, premium, or holiday pay rates, but the employee shall be paid at the highest applicable rate for work performed by him/her.
There shall be no discrimination against employees who refuse to work overtime or on holidays.
An employee is qualified for holiday pay if his/her last hiring date was at least ninety (90) calendar days prior to the “paid” holiday, and if he/she works his/her last regularly scheduled work day prior to the “paid” holiday, unless excused by the Company. No payment will be made for any holiday that occurs in any month after an employee’s retirement date.
A. Where an employee is absent because of an industrial accident or occupational disease, and has at least ninety (90) calendar days’ seniority, he/she shall be qualified for holiday pay for the “paid” holidays which occur during the first six (6) months following the first compensable date of the disability resulting in such absence. Written proof of such industrial accident or occupational disease may be required by the Company. Such holiday pay shall be paid on the regular payday for the period in which the holiday occurs.
B. Where an employee is absent because of an accident or illness, other than an industrial accident or an occupational disease, and has at least ninety (90) calendar days’ seniority, he/she shall be qualified for holiday pay for the “paid” holidays which occur during the first thirty (30) calendar days following the commencement of such accident or illness resulting in such absence. Written proof of such accident or illness may be required by the Company. Such holiday pay shall be paid on the regular payday for the period in which the holiday occurs.
C. When an employee loses holiday pay because of lack of work, upon his/her return to work he/she shall receive an amount equal to the pay so lost during his/her first thirty (30) calendar days of such layoff.
D. When an employee loses holiday pay because of a layoff due to weather conditions, upon his/her return to work he/she shall receive an amount equal to the pay so lost during the first one-hundred twenty (120) calendar days of such layoff.
E. Otherwise qualified employees on leave of absence for Union business shall be qualified for holiday pay for the “paid” holidays which occur during the first thirty (30) calendar days of such leave of absence, provided the employee returns to work upon the termination of such leave of absence.
F. If an otherwise qualified employee fails to work said “day before” the “paid” holiday because he/she is on leave of absence not to exceed thirty (30) days’ duration, specifically authorized by the Company (including temporary leave of absence for Armed Forces or National Guard service) and returns to work in accordance with the terms of such leave of absence, the affected employee’s last scheduled work day before leaving on such authorized leave of absence of not to exceed thirty (30) days’ duration shall be considered as synonymous with said “day before” the “paid” holiday.
- An otherwise qualified employee shall qualify for all paid holidays which occur within thirty (30) days of a permanent closure, provided said employee actually works the last work day scheduled for him/her by the Company.
- If an otherwise qualified employee is specifically excused by his/her Supervisor from reporting for work by verbal excuse, (for three  days or less) either the Supervisor or the affected employee shall notify the Company’s time office (or persons other than the Supervisor granting said excused absence that is designated by the Company) within five (5) days from the time the excused absence was verbally granted, that such verbal excuse had been granted. Excused absences for a period in excess of three (3) days must be in writing.
RATE OF PAY FOR AN EMPLOYEE SHIFTED TO ANOTHER JOB
If work of a higher paid classification is temporarily required of an employee, he/she shall receive the wage of the position to which he/she has been assigned and for as long a time as he/she occupies that position. No employee shall be subject to censure when assigned to a higher classification for which he/she has not been properly trained.
If any employee is temporarily shifted to any position paying a lower wage than he/she has been receiving, no reduction in wage shall be made; but, in case the employee’s services are no longer required in his/her class of employment, the Company may, with the employee’s consent, instead of laying him/her off, transfer him/her to another position and fix the wage according to the position. If the former position is reopened, the employee shall be returned to it.
The North Valley Operations–Snow Peak Division shall be divided into four (4) departments for purposes of seniority, promotions, curtailments, layoffs, and recalls. These departments are Transportation, Yarding and Loading, Construction, and Shop/Maintenance.
There shall be two (2) types of seniority recognized under this article: Division seniority and Department seniority.
Division seniority is defined as the employee’s date of hire with the North Valley Operations–Snow Peak. Division seniority begins after sixty (60) working days of employment and is retroactive to his/her first day of employment. Division seniority shall be used to break ties in department seniority.
Department seniority is defined as the length of service in a given department. Department seniority begins after the thirty (30) work days of employment in a department and is retroactive to date of entry. Department seniority shall be the sole seniority used for promotions, curtailments, layoffs, and recalls within a department.
Employees retained in the North Valley Operations–Snow Peak will be assigned division and departmental seniority in the order of their Company seniority (latest hire date at Snow Peak, South Santiam, and Willamette Trucking). This seniority ranking will be utilized for vacations, pensions, and for future promotions, curtailments and layoffs.
Seniority and the employment relationship shall be broken and terminated if an employee is laid off for a period of twenty-four (24) months.
A new employee shall be considered a probationary employee for the first sixty (60) working days of employment. Such employee may be discharged or laid off at the Company’s discretion at any time with or without prior notice.
Only job vacancies which exceed or are expected to exceed fifteen (15) working days shall be posted for bid. Job vacancies due to employee illness or injury or leave of absence need not be posted for thirty (30) working days. Employees wishing to be considered for a posted job vacancy must sign their name on the job posting notice. A job vacancy shall remain posted for three (3) working days. Each such job posting shall contain information as to department, job title, rate of pay, and a brief job description to include the necessary job skills and/or qualifications required.
First preference to a posted vacancy shall be extended to qualified employees in the department in which the posted vacancy occurs. Should there be no qualified bidders from within the department, consideration will be given to interested, qualified employees from outside the department who have signed the posting notice. In the event no employees are deemed qualified to fill the posted vacancy, the Company reserves the right to fill the vacancy with a qualified individual from outside the bargaining unit.
In filling any posted vacancy, first consideration will be given to the applicant’s competency, based on his/her knowledge, training, skill, and ability as demonstrated by past work performance. The applicant’s past safety and attendance record shall also be considered. All else being equal, due consideration will also be given to the applicant’s appropriate seniority standing.
After being selected based on the criteria stated above, the successful applicant shall be afforded a trial period up to but not to exceed sixty (60) working days on the job in question. At any time during this trial period the employee may disqualify himself/herself or be disqualified by the Company. Should either event occur, the disqualified employee shall return to his/her most recent available job held automatically replacing the last employee placed on that job. Any employee displaced by a returning job holder, (disqualification, leave of absence, injury) shall return to his/her most recent available job held, automatically replacing the last employee placed on that job, etc.
Should the original selected applicant fail to qualify within the sixty (60) work day trial period, a qualifying second applicant shall be selected from the initial job posting. Should the second applicant fail to qualify or if there is no qualified second applicant, the job vacancy shall be reposted. If no qualified bidders are produced by the second posting, the vacancy will be filled from outside the bargaining unit.
The job classifications of Production Crew Leader, Construction Crew Leader, and Mechanic Crew Leader shall be excluded from the promotion and seniority provisions of this Agreement. Crew Leader vacancies may be filled by the Company without regard to qualifications or seniority.
Temporary vacancies not expected to exceed fifteen (15) working days shall not be posted and may be filled by the Company in any manner they deem practical without regards to qualifications or seniority.
Curtailment of a department, part of a department, or a job within a department for ten (10) working days or less shall be considered temporary and the affected employees will be laid off as his/her individual jobs shut down. Bumping will not be allowed during this ten (10) working day period. Shutdowns of one (1) working day or less for log truck drivers shall be considered temporary and the affected drivers will be laid off as their individual jobs shut down.
Curtailment of part of a department or a job within a department for longer than ten (10) working days (over one (1) working day for truck drivers) will be considered permanent and the affected employees shall be allowed to exercise their department seniority within their respective job classifications and replace employees with less department seniority.
As seniority continues to accrue on all past permanent jobs held, an employee eliminated from a classification may exercise his/her department seniority and return to the last permanent job classification held within the department, replacing the employee with the least department seniority.
An employee whose last permanent job classification is no longer in operation or who has insufficient department seniority to bump said job may exercise his/her department seniority within the department and return to his/her next previous permanent job classification, etc.
An employee who has no last permanent job to return to within the department may exercise his/her department seniority and replace the most recent employee hired in the department who holds a job which the curtailed employee is qualified to perform. In exercising seniority in this manner, a curtailed employee may only bump to an equal or lower paying job classification. Employees eliminated from a department, as the result of this procedure, shall be placed on layoff status and subject to department recall. It is recognized that some leeway is necessary in the application of this Curtailment Article to provide for instances where consideration of qualifications require that exceptions be made to insure a safe and efficient Company operation.
Employees remaining in the department on curtailed status or who are on department layoff may return to the department jobs from which they were curtailed or bumped as said jobs are later reestablished or become vacant. An employee must exercise said return right at his/her first opportunity or forfeit same. Employees will be responsible to keep the Company updated of their current contact information.
An employee who is curtailed or bumped and who wishes to avoid layoff must exercise his/her right to bump immediately or lose the right to bump for the duration of that layoff period. A curtailed employee may not bump across department lines.
Any employee who enters the Armed Services of the United States Government, the Ready Reserve, or National Guard shall be entitled to those rights guaranteed under current law. Any employee who has been granted a leave of absence shall retain all seniority rights as an employee of the Company.
LEAVES OF ABSENCE
Any employee selected to a permanent Union position necessitating a leave of absence, shall be granted a leave of absence by the Employer provided sufficient advance notice is given so that their work may be properly cared for. The duration of such leave of absence will be limited to four (4) years. Extensions of up to four (4) years shall be granted upon request by the affected employee for as long as the employee fills the permanent union position. Employees absent pursuant to such leaves of absence shall retain all seniority rights. All such leaves of absence shall be granted in writing by the Employer and a copy of the letter granting such leave shall be filed with the Union and the Employee. Upon expiration of such leave of absence, the employee will give at least ten (10) working days’ written notice to the Employer before returning from said leave of absence.
The Employer further agrees that any employee elected to a county, state or federal office requiring such portion of his/her time as to interfere with the performance of his/her job shall, upon request, be granted a leave of absence equal to one (1) term in office, unless extended by mutual agreement. If such employee returns to work upon expiration of said leave of absence, he/she shall be reinstated to the job (if qualified) held at time of leave. An employee shall not receive vacation or holiday benefits while on such leave of absence.
Employees shall be paid on a bi-weekly schedule, with paychecks being distributed every other Friday.
Final pay for voluntary quits or involuntary terminations is payable on the next regular payday.
The Company will provide Company-owned transportation for those employees desiring transportation from the Griggs marshaling point to their assigned work area. It is the intent of the parties that no time spent riding to the work site and returning shall be considered as compensable work under the Fair Labor Standards Act.
Employees who elect not to use Company transportation to and from the work site will be responsible to provide for their transportation needs at no cost to the Company. There shall be no hoot owl or travel time premium paid under the terms of this Agreement.
A. Each employee shall be granted vacation benefits subject to the provisions of this Article.
1. Vacation Base Year ‑ A twelve (12) month period commencing on June 1 and ending on the following May 31.
2. Compensable Hours
- All hours worked during the vacation base year, plus holiday, jury duty, bereavement leave and vacation pay hours (but excluding vacation increment hours).
b. In addition, compensable hours will include those hours with which the employee would have been credited during the first twenty‑four (24) months following the date of disability from a compensable industrial accident or illness incurred during the course of employment with the Company and which is recognized by the appropriate State agency.
3. Continuous Employment ‑ Employment with the Company (or its predecessors only in those situations where previous contractual agreement has been made) uninterrupted by absence due to discharge unless reinstated within thirty (30) days, or due to voluntary severance of employment by the employee, or due to retirement of the employee.
4. Vacation Benefits ‑ That amount of vacation time off, vacation pay, and vacation increment for which an employee qualifies, based upon vacation credit years and compensable hours accumulated during the preceding vacation base year. Vacation benefits shall be established as of May 31 of each vacation base year and shall be applied during the following vacation base year, except as modified in D. below. (Vacation benefits for employees terminating prior to May 31.)
5. Vacation Credit Years
a. Each employee shall receive one (1) year of vacation credit for each full year of continuous employment commencing on June 1 and ending on the next following May 31, both dates inclusive.
b. Any employee hired ninety (90) days prior to May 31 who remains in the continuous employ of the Company through May 31 shall be credited with one (1) year of vacation credit as of the June 1 following the employee’s date of hire.
6. Vacation Time Off
a. One (1) Week ‑ Seven (7) consecutive days commencing on the first day of the employee’s regularly scheduled work week, unless otherwise agreed to by the Union and Company.
b. Two (2) Weeks ‑ Fourteen (14) consecutive days, except it may be two (2) nonconsecutive weeks of seven (7) consecutive days each if agreed to by the Union and Company.
c. Third, fourth, and fifth weeks ‑ Seven (7) consecutive days each as provided in 6. a. above.
- Vacation Pay ‑ The hours of pay to which an employee is entitled during vacation time off as defined in 6. a., b., c. above.
8. Vacation Increment – That pay (over and above vacation pay) based on vacation credit years. *See note below in C.1.
C. Vacation benefits for employees on the payroll May 31:
1. An employee in the employ of the Company on May 31 who concludes a vacation base year and who has 1200 or more compensable hours during that vacation base year shall receive vacation time off, vacation pay, and vacation increment in accordance with the table below:
|Credit Years||Time Off||Pay||Increment*||Hours Paid|
|1 – 2||1 week||40 hours||0||40|
|3 – 5||2 weeks||80 hours||0||80|
|6 – 11||3 weeks||120 hours||0||120|
|12 – 19||4 weeks||160 hours||0||160|
|20 or more||5 weeks||200 hours||40*||240*|
*Note: Effective June 1, 2013 suspend the 40 hours for additional vacation pay for employees who have 20 or more years of service.
Effective June 1, 2015 reinstate the 40 hours for additional vacation pay for employees who have 20 or more years of service.
2. An employee in the employ of the Company on such May 31 who has 640 or more but less than 1200 compensable hours in the vacation base year shall receive vacation benefit in accordance with the table above, except that the total vacation pay will be reduced by the amount shown below, applied to the first vacation payment.
Compensable Hours Vacation Pay Reduced By
920 but less than 1200 8 hours
640 but less than 920 16 hours
3. Exception for Woods Employees – Any full time logging employee shall receive full vacation benefit in accordance with C.1. above, if during the vacation base year the employee:
a. Works less than 168 days, whether consecutive or not, because of weather conditions, and
b. Has 640 or more compensable hours, and
c. Is on the payroll of the Company and has one or more years of vacation credit on the May 31 which concludes the vacation base year.
If not otherwise specified in this Agreement, for the purposes of this Section C., Logging “Departments” shall be: Yarding and Loading, Road Construction and Road Maintenance, Transportation and Equipment Maintenance.
D. Vacation benefit for employees terminating prior to May 31:
1. An employee terminating employment for any reason during a vacation base year and who has 1200 or more compensable hours in such vacation base year shall receive vacation pay and vacation increment in accordance with the employee’s years of vacation credit years as of the preceding May 31, in accordance with C. above.
2. a. An employee in the employ of the Company on any June 1 who leaves before the following May 31 because of (1) retirement under the Company’s negotiated Pension Plan, or (2) death, or (3) entering active duty in the United States Armed Forces (during periods when there is compulsory military service or required by Federal Statute), or (4) separation from employment through no fault of his own (not including discharges and voluntary quits), and who has 640 but less than 1200 compensable hours during that period shall receive vacation pay and vacation increment in accordance with C. 2. above.
b. An employee otherwise qualifying per 2. a. above, having less than 640 compensable hours, shall receive prorated vacation pay in accordance with the following schedule:
Vacation Credit Years as
of the Previous May 31 Amount of Vacation Pay
1 through 2 years 1 hours pay per 30 hours worked
3 through 5 years 2 hours pay per 30 hours worked
6 through 11 years 3 hours pay per 30 hours worked
12 through 19 years 4 hours pay per 30 hours worked
20 or more years 6 hours pay per 30 hours worked
*Effective June 1, 2001: Employees with twenty (20) or more vacation credit years, who qualify for prorated vacation per 2.b. above, will receive 6 hours pay per 30 hours worked.
3. An employee who leaves the employ of the Company prior to May 31 who has less than 1200 compensable hours in that vacation base year and who does not qualify under the provisions of D.2. above, shall receive no vacation benefit.
E. Vacation Benefit for Returning Employees
An employee returning to the employ of the Company during a vacation base year following absence:
1. Due to active duty in the United States Armed Forces (during periods when there is compulsory military service or required by Federal Statute), or
2. For a compensable industrial illness or injury which occurred in the course of employment with the Company extending for a period in excess of twenty‑four (24) months, and who accrues less than 640 compensable hours in the balance of that vacation base year, shall receive prorated vacation pay in accordance with D.2.b. above.
F. Vacation Rate of Pay / Time / Method
The rate of pay for vacation pay purposes shall be computed as follows:
1. Vacation payments shall be made as a lump sum payable with regular pay for the first full bi-weekly pay period following the June 1 contract anniversary date, at the employee’s regular rate in effect at that time, unless he/she elects by May 15th that vacation be paid when taken. In that event, it will be included with regular pay for the bi-weekly pay period in which the vacation is taken, at the employee’s regular rate in effect at that time.
2. All vacation rates of pay shall include any applicable shift differential or adder.
3. Qualified employees terminating prior to May 31 of the vacation base year will receive the straight-time rate of their regular job classification in effect on the date of termination.
G. Vacation Scheduling
In scheduling vacation periods, the following provisions shall apply:
1. The Company may elect to close down the entire operation or stagger closures by departments or shifts (for the first, second, third, and/or fourth vacation weeks), or any combination thereof, and must notify the employees and the Local Union of the choice by April 15, and, on request, discuss the method with the Local Union by or before May 1.
2. If the Company elects to close the operation for the first and second weeks, such closure must be scheduled in June, July, or August, unless otherwise agreed upon between the Company and the Local Union.
3. The Company may schedule the third or fourth week at any time during the vacation base year, but if electing to close down for the third and/or fourth week, the Local Union must be notified by April 15.
4. If the Company elects to stagger vacation periods individually, the employees will be given preference by seniority, insofar as practical with the operating needs of the operation, on requests submitted in writing prior to May 1 for the first and second weeks and fifteen (15) days in advance for the third, fourth, and fifth weeks.
5. Each employee must take vacation time off for the first and second weeks, and for the third and fourth week if a close down is elected by the Company.
6. When the Company elects to stagger the third vacation week, affected employees may elect to take pay in lieu of the third week, and qualifying employees may elect pay in lieu of the fourth and fifth week in any event.
7. When a paid holiday falls within a non-Company scheduled vacation period, no extra day of vacation will be taken, but no reduction in vacation pay shall be made because of holiday pay.
8. In cases of breakdown or other emergency, the notices referred to above may be shortened by agreement between the Local Union and the Company.
H. No duplication of Benefits
There shall be no pyramiding or duplication of vacation benefits under this Article.
New Hires – All new hires will receive two dollars ($2.00) per hour less than the contract rate during the first thirty (30) days of employment. The Company may make exceptions for skilled positions.
- June 1, 2013, a $.20/hr general wage increase shall be applied to all job classifications, to be implemented Monday, June 3, 2013.
B. June 1, 2014, a $.35/hr general wage increase shall be applied to all job classifications, to be implemented Monday, June 2, 2014.
C. June 1, 2015, a $.55/hr general wage increase shall be applied to all job classifications, to be implemented Monday, June 1, 2015.
Temporary summer students may be hired to work from May 15 through September 15. These temporary summer students are not covered by the seniority, holiday, vacation, health and welfare, bereavement leave, jury duty, and pension articles in this collective bargaining agreement. The Company is not required to make either Health and Welfare or Pension contributions on their behalf. Students who are children of Weyerhaeuser employees will be given preference when hiring under this provision.
All general wage increases shall be computed and applied on the straight‑time base hourly wage rates, attached hereto (Supplement 1). Each employee of the Company shall receive, as appropriate, the hourly job rate of pay adjusted and outlined in Supplement 1 of this Agreement.
The subjects of general wage adjustments and individual job classification adjustments are closed until June 1, 2016, except that such closure will not bar negotiations at any time on rates of pay for newly‑established job classifications, or in regard to job classifications wherein there has been a substantial change in job content.
The Company shall immediately mail to the Union, upon request, a wage schedule for all job classifications in this operation. Said wage schedule shall be kept up‑to‑date.
There shall be no hoot owl or travel time premium paid to employees who either start working early or who ride to and from work in either Company or private transportation. All employees’ hourly pay will start at the commencement of actual work.
During the life of this Agreement, unless otherwise agreed by the parties, any general wage change which may hereinafter be made shall take effect on June 1. Either party desiring a general wage change shall mail a written notice sixty (60) days preceding the aforementioned date and negotiations shall commence ten (10) days after such mailing date.
All employees on and after thirty (30) days of employment or thirty (30) days after execution of this Agreement, whichever occurs later, shall keep paid all regular initiation fees and regular dues as set by the Union, as a condition of continued employment.
Any employee, as herein provided, and/or any Union member employee failing to pay regular dues for a period of three (3) months shall be discharged by the Company immediately upon receiving notice from the Union in writing, stating the employee’s status in the Union.
There shall be a joint Safety Committee consisting of elected hourly employees and representatives of management who shall hold monthly safety meetings, record and publish meeting minutes, make safety inspections as deemed appropriate and review the overall safety activities of the division.
It shall be the responsibility of the Company to establish a safety policy and enforce all applicable rules. Any unsafe act, condition, or employee injury shall be immediately reported to the Company. It shall be the responsibility of each employee to learn and abide by all safety rules applicable to any job he/she may perform. Employees shall perform their jobs in a safe manner which will not endanger themselves or fellow employees. Violations of Company safety rules will be cause for disciplinary action up to and including termination.
No employee shall be required to work with any device, machine, or under condition found by the Safety Committee and concurred by the Company to be unsafe until same has been made reasonably safe. No employee’s job shall be jeopardized for refusing to work under any unsafe conditions as herein determined.
Any conditions found unsafe by the Safety Committee and concurred by the Company shall be corrected or repaired within a reasonable length of time. Any conflicts arising out of interpretation of unsafe acts, working conditions, or safety rules or policies, shall be discussed by the Committee with final authority retained by the Company.
The Company agrees to deduct from the pay of each employee who authorizes such deduction, initiation fees and monthly dues, and to remit such deductions to the Local Union once a month, together with a list of the employees showing the amount deducted from the pay of each. The Financial Secretary of the Union shall inform the Company in writing of these charges to be deducted and any change which may be authorized from time to time.
I hereby authorize the Company to deduct from my pay the amount of the initiation fees and monthly dues, as specified by the Financial Secretary of the Local Union, to be remitted to the Local Union each month.
In the event official written notice is received from the Local Union that the monthly dues have been changed while this authorization is in force, my Company is authorized to deduct from my wages each month thereafter such amount as is specified in said notice from the Local Union.
I agree that this assignment of wages shall be irrevocable for a period of one (1) year from its date or until the expiration of the contract (whichever occurs first), and that it will be automatically renewed and irrevocable for an additional year from each of its anniversaries or each anniversary date of the contract (whichever occurs first), unless I submit a written revocation by registered mail to the Company within the ten (10) days preceding the anniversary date of this authorization or expiration date of the contract (whichever occurs first).
Date: Signature: ______________________________________
HEALTH & WELFARE
- The Union, on behalf of the employees individually and collectively within the Collective Bargaining Unit, and the Company agree to participate in the multi‑employer, jointly‑administered health and welfare trust and plan to be known as “The Nelson Trust.”
- The Company and the Union further agree to accept and be bound by the terms and conditions of said multi‑employer Health and Welfare Trust and Plan, the same being as though they were signatory thereto. A copy of the Trust and Plan shall be provided to the Company and Union by the Joint Committee of said Trust and Plan.
- Effective January 1, 2013, Extend Health, or a comparable plan that will provide comparable benefits to the retirees that would be a lower cost to the Trust, will be the only option made available for retirees who are covered under Medicare.
- The Company will contribute $5.57 to the Nelson Trust per compensable hour, effective July 1, 2012, based upon June hours, for the term of the bargaining agreement. Vacation increment hours shall not be considered as compensable hours for this purpose.
- The Trustees agree to enact language that will effectively disallow retiree participation in the Trust of any employer who no longer supports the Trust through contribution made on behalf of active employees.
- Any eligible participant who retirees on or after January 1, 2013, who is or becomes Medicare eligible, will not be allowed to participate under the Nelson Trust. Dependents of said retirees will be allowed to continue coverage under the Nelson Trust until Medicare eligible. The provision will apply as long as the dependents would be eligible to participate in the Trust as if the Medicare retiree was still in the plan.
A. The Union, on behalf of the employees individually and collectively within the Collective Bargaining Unit covered by this Agreement, and the Company agree to accept and be bound by the terms and provisions of the pension trust and plan known as “Timber Operators Council ‑ IAM Pension Trust and Plan.”
B. The Company agrees to participate in the TOC-IAM Pension Trust and Plan.
1. The contribution to said Trust and Plan, effective with such June 2012 compensable hours and first payable in July 2012 shall be one dollar and sixteen cents ($1.16) per compensable hour of each covered employee. Vacation increment hours shall not be considered as compensable hours for this purpose.
2. The Contribution to said Trust and Plan, effective with such June 2014 compensable hours and first payable in July 2014 shall be one dollar and twenty-one cents ($1.21) per compensable hour of each covered employee.
3. Any bargaining unit participating in the Trust Plans shall have the opportunity to discontinue participation in their Trust plan and begin participation in the Company plan with credit for years of service for vesting but not for benefit service and to be eligible for the Company 401(k) plan.
EMPLOYMENT, SUSPENSION, AND DISCHARGE
The Employer reserves the right to hire all new employees and to suspend or discharge non-probationary employees subject to the non-probationary employee’s right to grieve. The Employer agrees to formally warn a non-probationary employee before invoking a suspension or discharge where the employee’s conduct does not constitute serious misconduct or inexcusable error. The Woods Committee or Shop Steward shall be given a copy of such formal warning.
When the efficiency and production of any employee materially slackens or there is some evidence of unsatisfactory conduct, the Employer agrees to first warn the employee with a written warning in the presence of a Shop Steward or Woods Committee member, thus affording the employee an opportunity to correct his/her work and/or conduct. The Employer shall also advise the Woods Committee of such warning in writing. Any required second warning to an employee shall be a final written warning. A copy of such final written warning shall be given both to the employee and the Woods Committee. The third offense may result in the employee’s immediate discharge. Warnings shall not be a prerequisite to a discharge whenever an employee is guilty of serious misconduct or inexcusable error. An employee shall be considered as on probation for a period of one hundred eighty (180) days at work following each such warning as provided above. If at the end of such one hundred eighty (180) days at work the employee is still employed and has received no further warnings, it shall be considered that his/her probation period is over.
Any non-probationary employee who feels he/she has been unjustly suspended or discharged must within two (2) working days of receiving notification of such action, file a grievance under the procedure outlined in Article III (Grievance Procedure) or his/her grievance will be null and void.
The Employer reserves the right to discharge a probationary employee notwithstanding the above.
Any regular employee who is required to perform jury duty, including grand jury duty, will be entitled to reimbursement at the straight‑time hourly or incentive (holiday) rate of his/her regular job, for the hours necessarily lost as a result of serving on the jury; provided, however, that such reimbursement should not exceed the time lost from the employee’s regular shift schedule. The employee will be required to furnish a signed statement from a responsible officer of the court as proof of jury duty.
Non-woods crew employees will be required to report for work if their jury duty ends on any day in time to permit at least four (4) hours’ work in the balance of their regular shift. Woods crew employees will receive jury duty pay for any day served in whole or in part.
Graveyard shift employees, or night shift employees whose regular schedule ends after 1:30 a.m., will have the option of electing to take their jury duty leave on the shift prior to the jury duty service.
Hours paid for jury duty will be counted as hours worked for the purpose of computing vacation pay, health and welfare, pension contributions, and overtime.
The above provisions apply to employees on days they are required to report for jury duty, even though not selected to serve as jury members.
A. When death occurs to a member of an employee’s immediate family, the employee shall be granted necessary time off for bereavement purposes. Said employee will be compensated at his/her regular straight‑time hourly or incentive (holiday) rate for hours lost from his/her regular schedule for up to three (3) consecutive days (excluding assigned days off), subject to the following limitations:
1. Members of an employee’s immediate family are limited to the employee’s spouse, sons, daughters, mother, father, brothers, sisters, stepparents, stepchildren, grandfather, grandmother, grandchildren, great-grandchildren, mother‑in‑law and father‑in‑law.
- Proof of relationship and/or death may be required.
3. Any paid time off must be taken between the date of the death and two working days following the date of the funeral.
4. Bereavement leave pay will not be granted for any day on which an employee is not scheduled to work.
B. Compensable hours under the terms of this Article will be counted as hours worked for computing vacation pay, holiday pay, weekly overtime, health and welfare and pension contributions, or eligibility.
EQUAL OPPORTUNITY EMPLOYER
The parties signatory to this Agreement do hereby recognize that they are bound by law and conscience not to discriminate against any person or persons with regard to employment or Union membership due to his/her race, religion, color, sex, age, national origin, disability or veteran status and, as such, declare their acceptance and support of such laws.
Nothing herein will prevent the Company from fulfilling its obligations under the Americans with Disabilities Act or Family and Medical Leave Act of 1993.
After leaving the Company’s premises following completion of their regular shift, employees called back to work prior to, but not contiguous with, their next regularly scheduled shift, shall be paid three (3) hours at their regular straight time or overtime rate, as appropriate, or pay for the hours actually worked, whichever is greater.
Seasonal gifts may be granted to eligible hourly employees as deemed appropriate by the Company. It is understood that the granting of such seasonal gifts shall not set precedence, and the decision to either grant or discontinue same shall rest solely with the Company.
In the event of the permanent closure of the division, termination benefits will be available under this section to eligible employees with at least one (1) continuous year of service whose termination is directly caused by the plant closure, and for no other reason.
If a full logging side(s) is permanently closed as a direct result of the permanent closure of a Weyerhaeuser manufacturing facility, terminated employees who meet all eligibility requirements of this article will receive severance pay.
Such employees who remain with the Company as long as their services are required will be eligible for termination pay at the regular straight‑time day rate of their regular job on the date the closure was announced.
Termination pay will be calculated on the basis of forty (40) hours of pay for each full year of service on the date of termination. Termination pay will be limited to a maximum of 1,040 hours of pay per eligible employee.
REVISION AND TERMINATION
Except as it may be affected by the wage clause in Article XII hereof, this Agreement shall remain in full force and effect until June 1, 2016, and/or succeeding June 1 thereafter in the manner set forth in this Article.
All issues upon which authority to negotiate was delegated by locals to the Woodworkers District 1 of the IAM&AW or their designate representatives, not covered herein, are withdrawn and closed for the term of this Agreement.
Other issues opened either by the locals or the Company not included in this Settlement Agreement or incorporated by reference are withdrawn for the term of this Agreement if unresolved at the time that this Settlement Agreement is ratified, and the Union serves notice of such ratification.
Unless either party notifies the other of a desire to change or terminate the terms of this Agreement not less than sixty (60) days prior to the expiration date and negotiations shall start within fifteen (15) days thereafter, this Agreement will automatically continue in effect for the succeeding twelve (12) months.
If no agreement is reached at the expiration of this Agreement and negotiations are continued, the Agreement shall remain in force up to the time a subsequent agreement is reached, but shall terminate if negotiations are discontinued by either party.
Except as they are amended by the terms of this Settlement Agreement, the subject of wages and the Collective Bargaining Agreement shall be renewed and/or extended and closed in their entirety until June 1, 2016.
IN WITNESS WHEREOF, the parties of this instrument have executed the same by their officers and agents hereunto duly authorized on this day of , 2012.
WOODWORKERS LOCAL LODGE W246 WEYERHAEUSER COMPANY
INTERNATIONAL ASSOCIATION NORTH VALLEY OPERATIONS MACHINISTS AND AEROSPACE SNOW PEAK
By: ______________________________ By ____________________________
For the Union: Gary Lokan For the Company: Michelle Payne
North Valley Wage Rates
6/1/2013 ($.20/hr eff. 06/03/13)
6/1/2014 ($.35/hr eff. 06/02/14)
6/1/2015 ($.55/hr eff. 06/01/15)
|Landing Person I||18.365||18.565||18.915||19.465|
|Landing Person II / Delimb & Buck||19.930||20.130||20.480||21.030|
|Prod Crew Ldr/Hook Tndr||21.975||22.175||22.525||23.075|
|Lead Cable Chkr/Rig SL||19.810||20.010||20.360||20.910|
|Choker Utility/Handy Rigger||17.805||18.005||18.355||18.905|
|Chokersetter New Hire||17.090||17.290||17.640||18.190|
|Crew Trans Yard & Load||14.000||14.000||14.350||14.900|
|Log Truck Operator||18.985||19.185||19.535||20.085|
|Shop Crew Leader – Lead Mech||22.615||22.815||23.165||23.715|
|Prod Eq Mech – Shop Mech||20.150||20.350||20.700||21.250|
|Crew Trans Construction||14.000||14.000||14.350||14.900|
|Equipment Operator 1||19.015||19.215||19.565||20.115|
6/1/2013 ($.20/hr eff. 06/03/13)
6/1/2014 ($.35/hr eff. 06/02/14)
6/1/2015 ($.55/hr eff. 06/01/15)
|Equipment Operator 2||17.965||18.165||18.515||19.065|
|Equipment Operator 3||17.480||17.680||18.030||18.580|
|Low Boy & Equip Moving||19.650||19.850||20.200||20.750|
$.65/hr for shovel logging per Supplement #10
SHUTTLE SERVICE / WARM-UP TIME / DRIVE TIME & RATE
The Company agrees to continue to provide shuttle service between Sweet Home area and Cascade marshaling point with the following stipulations:
- The shuttle driver will not be paid for driving the shuttle.
- The shuttle service will continue as long as there is a minimum ridership of three employees; shuttle service will discontinue if there are less than three riders for a total of three days in any one month.
- Once shuttle service is discontinued it will only be reinstated at the Company’s sole discretion.
- The shuttle will make only one trip per day; all riders will be required to travel at the same time.
- The Company will determine the time that the shuttle will operate.
- If the shuttle has mechanical break down, tire problems, etc., it is the riders’ responsibility to provide their own transportation to the job site.
Warm-up Time: The Company and Union agreed to eliminate all “warm-up time” periods and pay employees for actual time worked.
Crew Leader or Senior Qualified Employee Drive: The Company agreed the senior qualified employee will be allowed to drive the crummy if the crew leader does not want to drive it.
Crew Bus Driver Rate: The crew bus driving rate will be paid at $14.00 per hour. This rate will be red circled for the first two years of this agreement.
Recognizing that it is in the best interest of the Company, its employees, and the Union to have delivered log costs that are competitive, and that competitiveness can best be achieved while maintaining a safe workplace, optimizing the raw material base, and minimizing loss through breakage, Weyerhaeuser Company Western Timberlands, (North Valley Operations–Snow Peak) and IAM-AW (local lodge 246), agree to the following Work and Pay systems:
Part 1. CUTTING/YARDING AND LOADING
Crew Make-up – The Company shall determine the number and size of yarding and loading crews and the appropriate equipment configuration needed.
Setting Prices — A price per unit for each setting to be cut/yarded and loaded shall be established by the Company, based upon competitive prices on a region basis.
The Company will make every effort to assure that a price has been established for each setting prior to the commencement of yarding and loading in that setting. After the price of a setting has been established, changes in pricing factors of sufficient magnitude to warrant re-negotiation of a contractor’s agreement shall be cause for re-determination of the setting price.
In the event standards and prescriptions are subsequently changed, resulting in a significant change in the amount of felled and bucked volume removed, setting prices shall be revised as appropriate. When “tree length” settings are bucked on the landings, the yarding and loading price shall reflect this fact as appropriate.
Performance Standards — The Company and the union mutually recognize that each employee will be expected to maintain an acceptable level of productivity.
Quality –The Company and the Union mutually agree that maintenance of quality is absolutely essential to the success of Company logging. Accordingly: Settings will be felled and bucked, yarded, sorted and loaded to standards and prescriptions established by the Company. Quality will be audited and documented against the prescribed standards and prescriptions.
Problems identified, if any, will be communicated immediately to the appropriate personnel.
Failure to correct problems may result in disciplinary action.
Part 2. Pay System
All employees in the Company Logging operation shall be covered by a single pay system. This system shall include a base pay portion and an “adder” based on the “competitive gap” for each logging area. The adder shall be the same for each employee in the operation and shall be:
Adder is based on a quarterly YTD gap.
Adder is based on a four quarter rolling average starting July 19, 2004.
Adder calculation for gaps between full dollars will be prorated.
Effective June 1, 2008, the Company agreed to provide for a pole adder mirroring Springfield’s pole adder except that “barky reject” will be deducted from the adder calculation.
TIERED LANDING PERSON / CHASER POSITIONS
With the introduction and continued use of mechanical delimbing and bucking machines, the job content and requirements have significantly changed for the Landing Person classification. With mechanized logging, the Landing Person has virtually no bucking or limbing to do and no assistance to hooking up log truck trailers or putting wrappers on loads.
For landings that have mechanical delimbing and bucking machines we will create a new “Landing I” job classification. In the event that employees perform the additional delimbing and bucking duties on the landing, or when chasing for large towers (90’ and greater) employees will receive the “Landing II” job classification rate of pay.
Landing Person I
Unbell chokers and assist yarding operations. Respond to whistles and direction from hooktender and yarder engineer. Minimal bucking and delimbing of logs. Coil haywire, notch stump for guylines, and assist in any other activities to improve the efficiency of the operation.
Landing Person II
Required to delimb and buck logs to current specs using power saw at least half the shift. Unbell chokers and assist in yarding operation. Coil haywire, notch stump for guylines, and assist in any other activities to improve the efficiency and productivity of the operation.
MECHANIC AND LEAD Mechanic
Continue to include both roles in the adder system.
All members of camp maintenance teams will flow to work to meet operational needs. Although the team leader may direct these moves, each team member is responsible to recognize operational needs and adjust their assignment accordingly, consistent with their skills and capabilities.
Entry into the maintenance department will include a testing process (to be developed) that could include both written and hands-on components.
BOOT AND PRESCRIPTION SAFETY GLASS ALLOWANCES
Standardize allowances across all operations as follows:
Boots: ANSI approved (leather, steel-toe, over ankle) – $95.00 per year
Caulk Boots: $140 per year
Prescription Safety Glasses: $125 per year
A one-year carryover of the above amounts is allowed. In no case will there be more than one purchase eligible for reimbursement during any annual allotment. Current allowances will not be reduced as a result of this agreement,
DOL REPORTING REQUIREMENTS: NO DOCKING PROVISION
The parties recognize that in accordance with applicable law and existing agreements/past practices concerning conducting union business on company time, a “no docking” policy exists, resulting in no loss of employee pay in accordance with existing agreements and past practices. The parties acknowledge that since at least, January 1, 2008, such policy and practice has been a term and condition of the collective bargaining agreement.
MEMORANDUMM OF UNDERSTANDING – EMPLOYMENT SECURITY
The Company and the Union share the common goal of maximizing the value of the Company for the benefit of all stakeholders in the Company. The Company accepts that employees are significant stakeholders in the Company and that the Union has a legitimate role to play in representing the long-term interests of its members who work for the Company in achieving fair wages and benefits; a safe, healthy, and challenging work place with job security assured to the greatest extent possible given the Company’s economic realities; and all other matters pertaining to the employment relationship. The Parties reaffirm their goal of eliminating the competitive gap as defined in the 2004 Memorandum of Agreement. In an effort to provide secure jobs, the Parties agree that in each logging operation, for the term of this Agreement:
A. No employee will be laid off except for:
- Catastrophe (e.g., 1980 Mt. St. Helen’s eruption, forest fires, Columbus Day Storm).
- Market conditions – up to two (2) weeks, then contractors would be laid off in the specific operation.
- Weather – up to three (3) weeks, then contractors would be laid off in that specific operation.
- Sale of Timberlands – reduction would reflect a percentage of the land downsized.
- If curtailments were involved due to downsizing in other Company operations where the displaced employees had seniority rights to logging jobs (for example, curtailment in a sort yard), there would be no commitment from the Company to add to crewing levels in the logging operations.
- The Company agrees to maintain historic balance in trucking levels against agreed-upon volume commitments.
- Harvest volumes in excess of those obtained through Company logging may be secured through the use of contractors, without limitations or restrictions of any kind.
It is understood and agreed that emergency fire fighting is separate from other considerations in this agreement. When required to fight fire, employees will continue to receive their regular job rate for the balance of their regular shift. For the duration of the fire emergency, employees will receive their regular job rate at straight time for all hours worked or the state or federal fire rate whichever is appropriate. This paragraph does not apply to Company set slash fires, unless said fires get out of control and a fire emergency is declared.
Qualified employees who are selected to shovel log will be paid $.65/hr in addition to their regular Production Equipment Operator #1/Loader and Process Operator rate for the time they are shovel logging; in future years when the EO #1 job rate increases, the additional shovel logger pay will remain at $.65/hr.
It is the company’s discretion which qualified EO #1 employees will be assigned shovel logging responsibilities and when the shovel logging will occur.
These employees will receive the regular EO #1 rate for vacations, holidays, etc.
The Company agrees to furnish rain gear once every year to employees permanently assigned to the following classifications:
The Company will provide a set of raingear to mechanics every other year.
ROAD CREW DEPARTMENT PAY STRUCTURE
Equipment Operator 1: Wage – $19.015
- Class A CDL
- Proficient in operating one or more of the following (bid positions):
- Grade Cat
- Proficient in operating all:
- Dump Truck
- Rubber Tire Backhoe
- Front End Loaders
- Fork Lift
Equipment Operator 2: Wage – $17.965*
- Class A CDL
- Proficient in operating one or more of the following :
- Grader (bid position)
- Rocking Cat
- Proficient in operating all:
- Dump Truck
- Front End Loaders
- Fork Lift
Equipment Operator 3: Wage – $17.480
- Class B CDL
- Proficient in operating all:
- Dump Truck (bid position)
- Front End Loaders
- Fork Lift
Crew Size: The Company shall continue to determine (a) the number of sides, (b) the number of employees in each department, and (c) the number of employees in each job classification.
Grandfathered Agreements: *Kenny Drummond, Bob Taylor, and John DeBrie will be grandfathered into the Equipment Operator 2 job classification because they do not currently possess a Class A CDL. Should any of the 3 employees obtain a class A CDL they will be given a $.50/hour pay increase. If any of these 3 employees later bid into the Equipment Oper 1 classification and get the higher rate of pay, they will forfeit the $.50/hr pay increase and only get the current rate of pay for the EO1 position. Also, if they bid out of the EO2 position into another classification, they will forfeit the $.50/hr pay increase.
Any future job incumbents in the EO2 job classification will be required to possess all requirements as listed under EO2 and be paid the wage associated with the job classification ($17.965).