Springfield Contract






Agreement Between




Springfield Operations & TOPS










June 1, 2012 – May 31, 2016






Bereavement Leave



Call Time






Employee Responsibilities



Equal Employment



Fire Fighters



Health and Welfare Benefits



Hiring, Suspension & Discharge






Hours of Labor



Jury Duty









Reporting Pay



Retirement Plan



Retirement Savings



Revision and Termination









Settlement of Disputes



Standing Committees



Strikes and Lockouts



Temporary Transfer



Union Security











(Appendix Table on Page 2)







Agreement on Alcohol and Drug Testing



Individual Reward Systems



Labor Relations Principles



Company Logging Operations



Seniority Practices–Woods Operation



Marshaling Points–Woods Operation



Team Concepts



Construction Department – agreed to 07/21/04



Additional Pay Rate Changes
Tiered Landing Person / Chaser Rates



Maintenance Provisions



Boot and Prescription Safety Glass Allowances



Rain Gear



DOL Reporting Requirements



Wage Scale–Springfield Operations



TOPS Pay System



Wage Scale – TOPS













THIS AGREEMENT, entered into originally on the 24th day of July 1950, and revised effective June 1, 2012, is made by and between Weyerhaeuser Company,  Timberlands’ Springfield Operations and TOPS, herein called the Company and International Association of Machinists and Aerospace Workers, Local Lodge W246, affiliated with the A.F. of L.C.I.O., herein called the Union witnesseth:


Article 1 – Recognition

The Company recognizes the Union as the sole collective bargaining agency for all employees including, without limitation, temporary and part‑time employees who are employed in bargaining unit jobs in its Timberlands’ Springfield Operations and TOPS, except clerical and office employees, guards and regular full-time supervisors. The Union agrees that it will not recognize any jurisdictional strike or picket line directly affecting the employees of the Company.


Article 2 – Standing Committee

A.         The Company shall promptly appoint a Standing Committee of three individuals from each of the operations covered by this Agreement, any one or more of whom may represent the Company and who shall be and remain regularly employed at the operation covered by this Agreement. In the event of resignation, disability or death of any member of the Committee, his/her successor shall be promptly appointed by the Company.

B.         The Union shall elect from its local membership a Standing Committee of not more than five individuals from each of the operations covered by this Agreement. In order to be eligible for such membership on any such committee, the person must be and remain actively employed in the Company’s plant or operation. In the event of the resignation, disability, disqualification, or death of any member of the Committee, his/her successor shall be elected by the Union at its next regular meeting. During the interim, the remaining members shall have the power to act.


Article 3 – Settlement of Disputes

A.         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.

B.         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:

Step 1: The employee (with his/her shop steward) shall present the grievance to his/her immediate supervisor within five (5) days of the date and time of the occurrence of the event giving rise to the grievance, or five (5) 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; then;

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 Standing Committee at its next regular meeting. If the Standing Committee is unable to resolve the grievance, then;

Step 3: The Standing 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.

C.          If no settlement is reached in Step 3 above and the Standing 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.

D.           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.

E.         There shall be a permanent panel of five (5) arbitrators pre-selected and agreed upon by the Union and the Employer who 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.

F.         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 trip rate, setting price, bonus, or profit sharing payment. Any decision by the arbitrator shall be final and binding upon the parties concerned.

G.         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.

H.         Unless the parties mutually agree to a bench decision, the arbitrator will be required to reduce the award to writing within thirty (30) days after the close of the hearing and shall state the reasons for reaching that award.
I.          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.

K.         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.


Article 4 – Hiring, Suspension and Discharge

A.         The Employer has the right to hire new employees and to discipline employees for just cause. On request of the employee or the Union, the Employer agrees to state the reasons for suspension or discharge in writing. Any case of suspension or discharge not made the basis of a grievance within three (3) days from the time thereof shall be considered as waived. Employees shall be subject to established progressive disciplinary procedures, except for cases of misconduct which may warrant immediate discharge.

B.         When warned, it shall be in the presence of a shop steward or committee member so that the committee shall have opportunity to correct employee’s alleged misconduct, if, in their judgment, the allegation is well founded.

C.        Where, in consideration of all facts and circumstances, misconduct which could result in termination results in discipline short of termination, the employee so disciplined shall be considered to be at the step in the progressive disciplinary process consistent with the action taken.

D.         The affected employee and the Union will be provided a copy of any statement considered to be part of such employee’s disciplinary record.


Article 5 – Hours of Labor

A.         The standard work schedule shall consist of five (5) eight‑hour days commencing on Monday and ending on Friday. The work week shall commence on Monday and end on Sunday, except in cases of employees on non‑standard shifts whose work week may commence and end on other days of the week as determined under paragraph B.2. below.

B.         The Company shall have the right, where appropriate and not already provided for:

1.  To adjust the hours of labor, including lunch periods, of crews and/or individuals plus or minus one hour from established shift schedules in order to meet production needs, upon seven (7) days advance notice to affected employees;

2. To adopt cost savings shift configurations such as ten (10) and/or twelve (12) hour scheduled shifts, within the general scope and framework of agreements which currently provide for them.

3. 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 (1) hour from established schedules to accommodate repairs.

C.        For those schedules other than eight (8) hours, holiday pay shall be the daily schedule of hours times the straight‑time rate for holidays falling on an employee’s scheduled work day and shall be eight (8) hours or the regularly scheduled daily hours, whichever is less, for holidays falling on non‑scheduled days.
Article 6 – Holidays

A.         The following shall be recognized as paid holidays for qualified employees: Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, December 24, Christmas Day, December 31, and New Year’s Day. If a holiday falls on Sunday, the following Monday shall be recognized as the holiday.

1.      Two additional holidays shall be granted.  The two (2) floating holidays will be applied as follows:

a. 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.

b.  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.

   2.       When a paid holiday as defined above falls within a week that the Company has designated for vacation, employees will be permitted to take a day off during a 120-day period after the holiday. Pay for the holiday will be 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.

   3.      Computation of holiday pay – Holiday pay shall be for scheduled hours for regular work days and eight hours for non-scheduled days (including any applicable shift differential).

   4.      Qualified employees who work on a scheduled holiday shall be permitted to take a day off during a ninety-day (90) period after the holiday.  Scheduling the day off will be by mutual agreement so as not to disrupt operations.

   5.      Qualified employees working on a paid holiday shall be paid an additional one and one‑half times the employee’s regular rate of pay for the hours worked on the shift designated as the holiday shift. An employee who has not qualified for a paid holiday shall be paid one and one‑half times his regular rate of pay for hours worked on the shift designated as the holiday shift.
   6.      Paid holidays recognized by this Agreement shall be observed on the days established by Congress for Federal employees.

B.         An employee is qualified for holiday pay (1) if he/she has at least thirty (30) days seniority prior to the holiday, and (2) works the last regularly scheduled work day before the paid holiday. The second qualification shall not be required in the following instances:

   1.      Where an employee is absent because of an occupational or non-occupational injury or illness and produces written evidence of such injury or illness, 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 the injury or illness resulting in such absence.

   2.      Where an employee is laid off for lack of work, he/she shall receive pay for holidays which occur during the first thirty (30) days of such layoff and where the employee is laid off due to weather conditions he/she shall receive pay for holidays which occur during the first one hundred twenty (120) days of such layoff.

   3.       In cases of authorized leave of absence, such leave of absence shall include temporary Armed Forces or National Guard service, Union business, and leave for compelling reasons beyond the control of the employee. Leave of absence must be obtained in advance of the absence except in cases of emergency. Verbal leave of absence may be given in cases of emergency. A verbal leave of absence may be given for up to three (3) days by the supervisor. A leave of absence for more than three (3) days must be in writing, signed by the employer and for paid holiday’s purposes, may not be for more than thirty (30) days. An employee must return to work immediately following such leave of absence.

   4.      Holiday pay payable to any employee under B1, 2, or 3 above, shall be paid to the employee on the regular payday for the period in which such holiday occurs.  No payment will be made for any holiday that occurs in any month after an employee’s retirement date.

   5.      In cases of other absence because of conditions beyond the employee’s control and excused by the Company, it is agreed that each case of this nature will be decided upon its merits, and no such decision shall be used as a precedent or be subject to review.

C.         There shall be no discrimination against any employee who does not wish to work overtime or on holidays. If any employee whose regularly scheduled work week includes Sunday or a holiday does not desire to work such a day, he/she must give the Company sufficient notice to permit the Company to secure a satisfactory replacement.


Article 7 – Reporting Pay

A.         No time lost during any working day shall be deducted from the employees’ wages if the employees are retained on the job. Employees called to their jobs, but not put to work, through no fault of their own, shall receive two (2) hours pay unless notified prior to reporting that their services are not required.

B.         This rule shall not apply if the plant operation in which the employee works is shut down by a breakdown or if the failure to put such employee to work is caused by something which the Company could not reasonably foresee in time to give such notice.

C.         Report pay shall be paid when logging employees travel in Company-owned equipment beyond designated marshaling points.

D.         The Company shall not take advantage of the two (2) hour minimum pay clause to work employees two (2) hours only and then dismiss them.


Article 8 – Call Time

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 (3) three hours at their regular straight time rate, or pay for the hours actually worked, whichever is greater.


Article 9 – Temporary Transfer

If work of a higher paid classification is temporarily required of any employee, he/she shall receive the wage rate 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 any position vacant and fix the wage according to the position.


Article 10 – Strikes and Lockouts

A.         During the life of this Agreement, the Union agrees that there shall be no strike, and the employer agrees that there shall be no lockout because of a dispute arising under this agreement.

B.         The Union agrees that it will not recognize any jurisdictional strike or picket line.

C.         At no time shall union employees be required to act as strike breakers, or to cross lawful, primary picket lines. Employees whose work is essential to a plant protection during a shutdown shall stay on the job until such time as the plant is secure but no longer than the end of their shift.

D.         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).


Article 11 – Seniority

A.         The parties recognize the principles of seniority and competency for employees of over forty‑five (45) days standing. After the employee has served the forty‑five (45) day trial period, his/her seniority will date back to the date of hiring.

B.         In making job changes due to promotions and layoffs, the most senior competent employee shall be awarded the job. Senior employees not selected due to competency may contest the decision through the grievance procedure. Whether a trial period is required in order to evaluate the competency of an applicant shall be at the discretion of the Company.

C.         Should an employee initially selected for a promotion based on the foregoing criteria fail to demonstrate the competency required for satisfactory performance of the job to which he/she has been provisionally promoted, he/she shall revert to his/her former position without prejudice and without any loss of seniority rights.

D. 1.     Except for the purpose of promotion, seniority in the basic wage classification is plant‑wide. There will be no bumping in this classification other than through curtailment. The seniority and competency of any employee in the basic wage classification shall give him/her preference to any job that is vacant in any department.
   2.      Nothing in this clause shall infringe upon the Company’s right to temporarily transfer employees within the basic wage classification between or within departments.

E.         Seniority in skilled job wage classifications applies in the department in which the individual is regularly employed.

F.         In the slack work periods or for other reasons, employees who are reduced in their job wage classification can go down only through the same job wage classifications from which they progressed. In going down, the employee will use all of his/her seniority established in the lower job, plus all the seniority he/she had accumulated on the upper job classification. In the event the employee declines transfer and takes layoff, the Company shall not be obligated to recall such employee until work again becomes available in such employee’s permanent classification. If the former position is renewed, the employee shall be given first opportunity to be returned to it.

G.         Employees who are reduced in job wage classifications and have no seniority in any intervening job wage classifications go from their present jobs to the basic wage classification.

H. 1.     In transferring from one department to another, an employee will carry with him/her only the plant seniority he/she has accumulated. He/she will have sixty (60) days to determine if he/she wishes to remain at the new position and likewise the Company shall determine within this sixty (60) day period if he/she is suited for the job. After the sixty (60) day period has elapsed the employee cannot bump back except as outlined in Section F.

   2.      Employees transferred temporarily between departments or within departments by the Company or by joint Plant Committee action for the convenience or benefit of the Company or the employees, retain their seniority in the same manner as if they had not been transferred. The Union shall be notified in writing of any temporary transfer lasting more than fifteen (15) days.

I.          Seniority rights may be exercised when practicable between day and night shifts in cases of permanent changes when day or night positions become available.

J.         An employee is entitled to waive a promotion without loss of seniority. However, he/she is not entitled to reconsider and claim the promotion as long as the particular employee who accepted the promotion at the time he/she waived it is still on the job. Further, he/she may not claim a still higher‑rated job if the promotion waived was a necessary step in training for the still higher‑rated job.

K.         An individual working in a job above the basic wage classification cannot pick out and bump into a specific post or machine within the same classification unless the specific post becomes open. No transfer shall take place until a permanent replacement can be made available but every effort shall be made to obtain a replacement.

L. 1.     Leaves of absence extending over a period of more than one week must be given in writing with a copy to the Union, and in no case be issued for more than three months; provided, however, that they may be extended upon agreement between the Company and the Union. This will in no way mean that employees can be absent themselves from their jobs during this one‑week period without justifiable reasons.

   2.      Any employee severing employment of his/her own accord or if he/she is discharged for cause shall lose all seniority. This shall not apply when employees secure written leave of absence and return to the employ of the Company within the period of time covered by the leave of absence. Leave of absence, injury, or illness shall not be cause for loss of seniority, and the Company may require evidence of illness or injury.

M. 1.     Any employee who in the past has or in the future is transferred to a supervisory or clerical position of the Company is considered as being on an indefinite leave of absence. Any such employee retains seniority rights to the job classification he/she left, subject to all other provisions of this article.

   2.  Any employee selected to a permanent Union position necessitating a leave of absence, shall be granted a leave of absence by the Company 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.

   3.      All such leaves shall be granted in writing by the Company and a copy of the letter granting such leaves filed with the Local Union and the Company.

N.         Any employee conscripted or inducted into military or naval service of the United States of America shall retain seniority rights in conformity with the Federal Law.

O.         Seniority dates from the last permanent employment of the individual.

P.         The Company shall furnish to the Union a complete up‑to‑date seniority and job file whenever it is requested by the Union.

Q.         The Company has certain obligations to furnish employment for the purpose of giving training and knowledge of its operations to future managers. The Company may designate, subject to the approval of the Union, certain jobs to be used for this purpose. Such jobs shall not exceed three (3) in number and shall not be in the skilled brackets. All student employees shall be considered temporary employees and will not at any time interfere with seniority or retention of jobs or promotion of any regular employee.

R. 1.     In case of layoff, employees who have served their forty‑five (45) day trial period shall retain seniority in the following manner:  Seniority and the employment relationship shall be broken and terminated if an employee is laid off for a period of twenty-four (24) months.  Employees will be responsible to keep the Company updated of their current contact information.

2.      When the Company notifies an employee on layoff by  registered mail to his/her last known address, with return receipt requested, that employment is available in his/her classification, employee so notified shall have five (5) calendar days to reclaim such job and seven (7) calendar days in which to report for work from the time a registered letter is deposited in the U.S. Mail, unless within the above time period the employee notifies the Company of extenuating circumstances. When such extenuating circumstances are sufficient, an extension of time will be granted, but not to exceed an additional seven (7) calendar days. If, when so notified, an employee rejects the offer or fails to respond in writing in accordance with the procedure outlined above, the Company is relieved of further obligations to rehire him/her. Acceptance or failure to accept employment in other than the employee’s former classification shall not affect the employee’s re‑employment status with respect to his/her former classification.

S.         Absence Due to Disability:

In any case where an employee is absent from work because of a physical disability, the employee’s rights to any benefit under this Labor Agreement will be maintained for a period of three (3) years, unless any competent medical authority advises that such employee is deemed permanently disabled to the point where employment should not be resumed. At the end of the three (3) years disability, the Company will take no action to terminate the disabled employee without prior consultation with the Local Union Standing Committee. In any case where employment is held open beyond three (3) years, such employee will not accumulate seniority during such extension beyond three (3) years.

T.         Job Posting:

   1.      A job posting system is established which provides a procedure whereby employees may bid on permanent job openings.

   2.      a.         Specific jobs will be identified for the exclusive use of return to work from industrial injury and will be exempt from the bid procedure. These jobs will be assigned to injured employees for short‑term recuperation prior to returning to their regular classification.

b.         Identified jobs will be incorporated into this system as openings occur.

c.         Employees having curtailment rights to any of the identified jobs shall have the right to claim said jobs during a curtailment if their seniority will not permit them to claim any other job on the plantsite.

d.         Assignments of injured workers to jobs under this Article will be limited to six (6) weeks unless competent medical authority deems continuance appropriate for continued recuperation. Such continuance shall not exceed eighteen (18) weeks (total of 24 weeks).

e.         Employees assigned to jobs under this article shall not gain classification seniority in such jobs.

   3.      The senior qualified bidder must accept assignment to the job bid upon, subject to Paragraph T.4. below.

   4.      A successful bidder shall have a 30-day trial period. If employee elects to return to his/her former classification he/she shall not be allowed an additional bid. An employee returned to his/her former classification by the Company for reasons of disqualification or curtailment will be allowed an additional bid.

   5.      An employee may only have three (3) successful bids per contract year.

   6.      Any job bid not actually filled within 30 days will be voided.


Article 12 – Vacations

A.         Each employee shall be granted vacation benefits subject to the provisions of this Article.

B.         Definitions

   1.      Vacation Base Year– a twelve‑month period commencing on June 1 and ending on the following May 31.

   2.      Vacation Benefits – that amount of vacation time off and vacation pay 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.)

   3.      Compensable Hours – all hours worked during the vacation base year, plus holiday, jury duty, funeral leave, call time and vacation pay hours. 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 Employer and which is recognized by the appropriate state agency.

   4.      Continuous Employment – employment with the Employer and its predecessors uninterrupted by voluntary termination by the employee, retirement or discharge unless a discharged employee is reinstated within 30 days.

   5.      Vacation Credit Years

a.         Each employee shall receive one 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 after June 1 of any year who remains in the continuous employ of the employer through the following May 31 and has at least 90 days service shall be credited with one year of vacation credit.


   6.      Vacation Time Off

a.         One week – seven consecutive days commencing on the first day of the employee’s regular scheduled work week unless otherwise agreed to by the Union and Employer.

b.         Two weeks – 14 consecutive days except it may be two nonconsecutive weeks of seven consecutive days each if agreed to by the Union and Employer.

c.         Third, fourth and fifth weeks, ‑ seven consecutive days each as provided in B6.a. above.

   7.      Vacation Pay – the hours of pay to which an employee is entitled during vacation time off as defined in B6.a., b. and c. above.

C.         Vacation Benefits for Employees on the Payroll May 31.

   1.      An employee in the employ of the Employer on the May 31 that concludes a vacation base year and who has 1200 or more compensable hours during that vacation base year shall receive vacation time off and vacation pay in accordance with the table below:

Vacation           Vacation

Credit Years     Time Off           Vacation Pay

1 and 2             1 week              40 hours

3 through 5        2 weeks            80 hours

6 through 11      3 weeks            120 hours

12 through 19    4 weeks            160 hours

20 or more         5 weeks             200 hours


   2.      Employees who have completed 20 or more years of continuous service as of June 1, of any vacation year, shall receive an additional 40 hours vacation pay at the applicable rate of pay.

a.  Effective June 1, 2013 suspend the 40 hours for additional vacation pay for employees who have 20 or more years of service.

b.  Effective June 1, 2015, reinstate the 40 hours for additional vacation pay for employees who have 20 or more years of service.

   3.      An employee in the employ of the Employer on such May 31 who has 640 or more, but less than 1200 compensable hours in the vacation base year shall receive vacation benefits 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.

            Vacation Pay

Compensable Hours               Reduced By

920 but less than 1200               8 hours

640 but less than  920                16 hours


  4.       Exceptions for Woods Employees – Any full-time logging employee shall receive full vacation benefits 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 Employer and has one or more years of vacation credit on the May 31 which concludes the vacation base year.

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 in accordance with the employee’s vacation credit years as of the preceding May 31, in accordance with C.1. above.

   2.      a.         An employee in the employ of the Employer on any June 1 who leaves before the following May 31 because of (a) retirement under the Employer’s negotiated Pension Plan, or (b) death, or (c) entering active duty in the United States armed forces (during periods when there is compulsory military service) or (d) separation from employment through no fault of his/her own (not including discharges and voluntary quits,) and who has 640 but less than 1200 compensable hours during that period, shall receive vacation pay in accordance with C. 3. above.

b.         An employee otherwise qualifying per D. 2.a. above, having less than 640 compensable hours, shall receive prorated Vacation Pay in accordance with the following schedule:


Vacation Credit Years                  Amount of Vacation

as of the previous                        Pay per 30

May 31                                          hours worked

1 ‑ 2 years                                         1 hour

3 ‑ 5 years                                         2 hours

6 ‑11 years                                        3 hours

12 ‑ 19 years                                     4 hours

20 or more years                                5 hours


   3.      An employee who leaves the employ of the Employer 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 or Employees Absent Due to Compensable Illness or Injury.   An employee:
   1.      Returning to the employ of the Employer during a vacation base year following absence due to active duty in the United States armed forces (during periods when there is compulsory military service); or,
   2.      Absent due to compensable illness or injury, which occurred in the course of employment with the employer 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 Time, Method and Rate of Pay

   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 biweekly pay period in which the vacation is taken, at the employee’s “regular rate” in effect at that time.

2.     For terminating employees, that portion of vacation benefit earned under Section D. above (for vacation pay based upon compensable hours accumulated during the same vacation base year in which the employee terminates) — the hourly employee’s regular job classification straight time rate in effect on the date of termination.

   3.      For woods employees, vacation pay shall include the adder in place at the time of vacation.
   4.      For terminating employees, that portion of vacation benefit earned under Section D. above (for vacation pay based upon compensable hours accumulated during the same vacation base year in which the employee terminates) — the hourly employee’s regular job classification straight time rate in effect on the date of termination.

   5.      All vacation rates of pay shall include any applicable shift differential for employees regularly assigned to a swing or graveyard shift.

G.         Vacation Scheduling

In scheduling vacation periods, the following provisions shall apply:

   1.      The Employer may elect to close down the entire operation; or stagger closures by departments or shifts (for the first, second or third vacation weeks); stagger vacation periods individually (all five vacation weeks); or any combination thereof, and must notify the employees and the Local Union of the choice by May 15, and on request, discuss the method with the Local Union by or before June 1. Should the employer elect to close all or any part of an operation, such election must be communicated to the Union and the affected employees not less than thirty (30) days prior to such closure.

   2.      If the Employer 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 Employer and the Local Union.

   3.      The Employer may schedule the third week (fourth and fifth weeks on a staggered basis) at any time during the Vacation Base Year; but if electing to close down for the third week, the Local Union must be notified by May 15.

   4.      If the Employer elects to stagger vacation periods individually, the employees will be given preference by seniority, insofar as is practical with the operating needs of the operation, on requests submitted in writing prior to June 1 for the first and second weeks and 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 week if a close down is elected by the employer.

   6.      When the Employer elects to stagger the third and fourth vacation weeks, affected employees may elect to take pay in lieu of the third, fourth and fifth weeks.

   7.      When a paid holiday falls within a vacation period, no extra day of vacation will be taken, but no reduction in Vacation Pay shall be made because of holiday pay, except as outlined in Article 6, A.2.

   8.      In cases of breakdown or other emergency, the notices referred to above may be shortened by agreement between the local Union and the Employer.

H.         No Duplication of Benefits

There shall be no pyramiding or duplication of vacation benefits under this Article.


Article 13 – Wages

A. Wage rates for the term of this agreement are set in accordance with the provisions of the 2012 Settlement Agreement, as follows:

   1.      Effective June 1, 2013, a $.20 cent general wage increase shall be applied to all job classifications to be implemented on Monday, June 3, 2013.

   2.      Effective June 1, 2014, a $.35 cent general wage increase shall be applied to all job classifications to be implemented Monday, June 2, 2014.

   3.      Effective June 1, 2015, a $.55 cent general wage increase shall be applied to all job classifications, to be implemented Monday, June 1, 2015.

B.         Final Pay

Final pay for voluntary quits or involuntary terminations is payable on the next regular payday.

C.         New Hires

All new hires will receive $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.

D.         Woods Operations

   1.      Wages and bonuses shall be paid to yarding, loading, maintenance, and construction, employees in conformance with the requirements of the Western Timberlands Work and Pay Systems (Appendix D).

E.         Wage Closure

   1.      Subjects related to wage adjustments shall be closed until June 1, 2016 except that such closure will not bar negotiations on rates of pay for newly established classifications, or in regard to classifications wherein there has been a substantial change in the job content.

   2.      If during the term of this Agreement any new jobs are added or substantial changes made in the content of any existing job, the Company shall establish a temporary rate for such job, and the Union shall meet within ninety (90) days with the Company for the purpose of establishing a permanent rate for such job. If the Company and the Union are unable to agree on a new rate, the issue shall be submitted to arbitration, based on the final rate proposed by each party, and the function of the arbitrator in regard to establishing or changing any wage rate shall be limited to choosing between the alternative proposals submitted by the parties in consideration of the evidence presented; he/she shall have no authority to modify either of these proposals nor establish any rate not proposed to him/her. In the event the arbitrator finds that a rate adjustment is warranted, it shall be retroactive to the date the contested rate was established.

F.         The Company shall immediately mail to the Union a list of existing wage scales for all job classifications in its operations. These lists shall be kept up to date.

G.         The Company will not install any new contract, piecework, or incentive pay plans unilaterally and will not discontinue or modify any such existing pay plans unilaterally. Rates of pay shall be adjusted to the nearest cent or one‑half cent.

H.         The shift differential for swing or second shift shall be fifty‑nine cents ($0.59) per hour and for graveyard or third shift shall be sixty-five cents ($0.65) per hour.

I.          There shall be no less than two regular pay days each month.

J.         An itemized accounting of hours worked, wages earned, and deductions shall be issued monthly to each employee.

K.         The subject of general wage adjustments is closed until June 1, 2016.
Article 14 – Fire Fighters

Emergency fire fighting is separate from the other considerations in this Agreement, and the regular rate for each employee on Company operation fires shall be paid at straight time.


Article 15 – Union Security

A.         It is recognized by the parties hereto that the Union serves a definite function for all employees in the bargaining unit whether or not they are members of the Union. In consideration of the services rendered by the Union in behalf of all such employees they shall be required as a condition of employment, to pay to the Union either:

   1.      Regular monthly membership dues in the case of employees who are or become members of the Union, or

   2.      An amount of money equivalent to regular monthly membership dues in the case of employees who are not members of the Union as a service charge to the Union for negotiating and administering the contract.

B.         All present regular employees represented by the Union who are members of the Union shall as a condition of continued employment, maintain such membership during the term of this Agreement.

C.         Present employees who are not members of the Union and employees hereafter hired who become members of the Union by signing an application card, shall have the right to terminate such membership by notice in writing to the Union (a) during the period of seven (7) days beginning on and following the third anniversary date on which such employee becomes a member of the Union, and (b) during the period of seven (7) days beginning on each succeeding third anniversary date of such Union membership. Employees exercising the right shall continue to pay to the Union the amount of money equivalent to monthly dues specified in A.2. above.

D.         All such regular monthly membership dues or equivalent charges may be deducted as provided in the Check‑Off Article of this Agreement.

E.         The Company will discharge any employee who fails to pay or tender to the Union his/her regular monthly membership dues in the case of members of the Union, or an amount of money equivalent thereto in the case of non‑members.

F.         The Union’s request for discharge of any employee delinquent in payment of his/her regular monthly membership dues or an amount of money equivalent thereto, shall be made in writing, giving at least one week’s notice to the employee and to the Company. Each such employee shall have at least one week from receipt of notice to:

   1.      Appeal to the Union’s statement, or

   2.      Pay his/her regular monthly membership dues or such equivalent amount of money.

G.         The Company will furnish to the Union on the first and fifteenth of each month a list of all new employees, and on the first of each month a list of those employees whose employment has been terminated.

H.         This Article shall be applicable 31 days after the effective date of the foregoing provisions for present employees who are not members of the Union and 31 days after the date of hire of and for all employees after the effective date of said provisions.


Article 16 – Check‑off

A.         The Company, on receipt of written authorization from an employee who is a member of the Union, shall deduct from the pay of such employee the initiation fee and monthly membership dues uniformly required by the Local Union as a condition of acquiring and retaining membership in the Union. The Company, on receipt of written authorization from an employee who is not a member of the Union, shall deduct from the pay of such employee, an amount equivalent to the Union monthly membership dues. Such authorization shall be on a form to be furnished by the Company and approved by the Union, and shall continue in effect during the term of this Agreement unless revoked by the employee by a written notice delivered to the Company between January 15th and January 31st of any year. The Local Union shall notify the Company of any changes in its initiation fees or regular monthly dues (or equivalent thereof) and of any subsequent changes as they occur from time to time. Such notifications shall be by letter to the Company signed by the President and Financial Secretary and bear the Local Union seal.

B.         The following form shall be used for the assignment of wages of an employee:




I hereby assign to Local Union No. ______________, from my wages earned as your employee, the following amounts.

(1) The sum of $_______________, being the regular initiation fee in the Union and, (2) The sum of $_________________, per month, being the regular monthly membership dues in the Union or the equivalent thereof, or such other amount (or equivalent thereof) as subsequently certified from time to time to the Company by the Local Union President and Secretary/Treasurer.

Deductions of the foregoing are to be made from my first pay of the month.


This authorization shall be operative as of the first pay received not less than five working days after delivery of this authorization to you.


The Undersigned consents to the continuation of this authorization in effect until the termination of the collective bargaining agreement between the Company and the Union dated ______________as therein provided or as hereafter extended unless written notice of revocation is delivered by me to the Company during the period between January 15th and January 31st of any year.




Signature of Employee


Social Security No.

C.         The Company will notify promptly the appropriate Local Union of the names of all employees from whom it receives a revocation of the foregoing authorization.

D.         The Company shall remit the initiation fees and dues deducted from the employees who are members of the Union and amounts equivalent to such dues deducted from employees who are not members of the Union to the person designated by the President of the Local Union on or before the 15th day after the deduction thereof. The Company shall furnish such person a list of those employees from whom wage deductions have been made. The Company shall be liable to the Union only for the amount actually deducted by its conforming to the authorizations received by it. The Company’s obligation to remit such amount to the Union shall be fully discharged by payment to the person so designated, until such designation is revoked in writing.


Article 17 – Overtime

A.         There shall be no discrimination against any employee who declines to work overtime or on holidays.

B.         The right granted to individual employees to decline to work overtime shall not be deemed to authorize group refusals to work overtime to attain a bargaining objective of grievance settlement unrelated to the working of such overtime.

C.         Overtime will not be scheduled by the Company in order to obtain a bargaining objective unrelated to the working of such overtime.

D.         Days worked outside the normal work schedule, as well as hours worked on Sunday as such, shall qualify for overtime payment only after the employee has worked forty (40) hours in his/her scheduled work week, unless the failure to work such hours was due solely to the curtailment of the employee’s regular schedule. Daily overtime hours worked and vacation/holiday/jury duty and funeral leave hours paid, as well as hours lost from the shift due to joint meetings for which either the Company or Union pays, will count toward fulfillment of this requirement.

E.        Daily overtime will be paid only after an employee has completed his/her regular shift schedule.

F.        The right to refuse calendar Sunday work will not apply when calendar Sunday is a regular workday in an employee’s regular work schedule.


Article 18 – Health and Welfare Benefits

A.         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.”

B.         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.

C.         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.

D.         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.

E.         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.

F.         Any eligible participant who retires 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.


Article 19 – Safety

The Union and the Company recognize the desirability of reducing injuries to a minimum. To this end it is the policy of the Company to establish sound rules and safe working conditions for its employees during the hours of their employment. To aid in this purpose there shall be a Standing Safety Committee at each operation consisting of three members appointed by the Company and three members elected by the Union. In addition there shall be one Safety Committee member selected by the Company and one by the Union from each department, all of whom shall be regular employees of the Company, whose duties shall be to make monthly inspections of the department with the Safety Engineer, as well as investigations of the causes of accidents occurring in the department, and report any unsafe condition to the Standing Safety Committee for correction. Department inspections shall be conducted wherever possible, when the department is in operation. Time spent in safety inspections by Union Committee members shall be paid for by the Company at straight or overtime rates, whichever is applicable.


Article 20 – Retirement Plan

A.         Effective June 1, 2004, the Company amended its existing Retirement Plan covering hourly rated employees (including those paid on a wage incentive basis) represented by the Union. The amended Retirement Plan is subject to the terms and conditions hereafter set forth in this Article. The Retirement Plan has been omitted from this printing of the Agreement. Copies of the Plan are on file at the offices of the Company and the Union.

   1.      Effective June 1, 2012, increase the benefit to $49.00/month per year of service.

   2.      Effective June 1, 2013, increase the benefit to $50.00/month per year of service.

B.         No differences with respect to the Retirement Plan which arise between the retirement Committee or the Company and any employee who shall be a participant in the Plan shall be taken as a grievance under the grievance procedures established under this Working Agreement.

C.         If, after exhausting the initial claim and review procedures as outlined in the Retirement Plan Text there still exists a difference between the Company and any employee represented by the Union involving, for purposes of the Retirement Plan, (1) the employee’s (or his/her beneficiary’s) eligibility for a benefit, (2) The amount of any benefit payable on behalf of an employee, or (3) the duration of any benefit payable on behalf of an employee then, in such case, the remainder of this paragraph shall apply. The matter in dispute shall be referred to a representative of the Company and a representative appointed by the Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers, and if such representatives shall be unable to agree upon findings of fact with respect to the matter in dispute, the dispute shall be referred to an impartial third person, who after affording each of the representatives an opportunity to present their respective views to him/her as to such matter, shall make findings as to such fact. The findings of the representatives or of the impartial third person shall be binding and conclusive on the Company, the employee, and the Union. Such third person shall be selected by the Company and the Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers or if they are unable to agree, by the American Arbitration Association. The two representatives or the impartial third person so appointed shall have the authority to make findings of fact with respect to the matter in dispute, but no authority to change, enlarge, or interpret any of the provisions of the Retirement Plan. The compensation and expenses of the Company representative and the Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers representatives shall be paid by the Company and the Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers respectively. The compensation and expenses of any third person appointed hereunder shall be paid one‑half by the Company and one‑half by the Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers.


Article 21 – Retirement Savings

The Company will offer a 401(k) retirement savings plan which shall include the following features, subject to changes and limitations mandated by federal law:

A.         Eligibility: Hourly employees who are hired to work at least 25 hours per week.

B.         Employee Contributions: Employees may contribute from 1% to 18% of straight‑time pre‑tax earnings to the plan (or the IRS-allowed annual maximum amounts).

C.         Company Matching Contribution: The Company will add fifty cents ($0.50) for each one dollar ($1.00) that employees contribute out of the first 5% of their pay deferred. Company match will be in Company stock only.

D.         Vesting: Employee contributions are 100% vested. The Company’s contributions shall be based on the following vesting schedule, based on the employee’s years of service.

Years of Service            Vesting

0‑2                       0%

2                       10%

3                       20%

4                       40%

5                       60%

6                       80%

7                     100%

E.         Investment funds: Employees will have a choice of investment options.

F.         A detailed plan summary will be furnished to union negotiating committees.

G.         If corporate economic conditions deteriorate in all four Company businesses to the extent that the Board of Directors place a moratorium on Company match contributions, on a company-wide basis, such moratorium will be applicable to those covered under this agreement.


Article 22 – Jury Duty

  1. A.                 Any regular employee who is required to perform jury duty, including Grand Jury duty, will be entitled to reimbursement at the straight time hourly rate of his regular job, including shift differential if assigned to swing or graveyard shift, 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 schedule. The employee will be required to furnish a signed statement from a responsible officer of the court as proof of jury duty.
  2. B.                 Day shift employees will be required to report for work if their jury service ends on any day in time to permit at least four (4) hours work in the balance of their regular shift. Other shift employees will not be required to report for work on any day they have performed jury service for more than one‑half day. Woods crew employees will receive jury duty pay for any day served in whole or in part.  Night shift employees have the option to take jury duty leave on the day prior to the service.
  3. C.                 Hours paid for jury duty will be counted as hours worked for the purposes of computing vacation pay, health and welfare and pension contributions and overtime.
  4. D.                 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.


Article 23 – Employee Responsibilities

Production and maintenance employees will cooperate to the best of their abilities in the performance of all production and maintenance tasks to assure continuity and efficiency of operations.


Article 24 – Bereavement Leave

A.         When death occurs to a member of an employee’s immediate family, the employee shall be granted necessary time off. Said employee will be compensated at his or her regular straight time hourly rate for hours lost from their regular schedule for up to three consecutive days exclusive of days off, subject to the following limitations:

   1.      For those employees working shifts other than an eight (8) hour shift, bereavement leave pay will be either eight (8) hours pay or pay for hours lost from a regularly scheduled workday, but not exceeding ten (10) hours.

   2.      Such paid time off must be taken between the date of death and two working days following the date of the funeral.

   3.      Members of an employee’s immediate family are limited to the employee’s spouse, sons, daughters, mother, father, brothers, sisters, stepparents, stepchildren, grandfather, grandmother, mother‑in‑law, father‑in‑law, grandchildren, and great-grandchildren.

   4.      Proof of relationship and/or death, and/or date of the funeral may be required. Bereavement leave pay will not be granted for any day on which the employee is not scheduled to work.

B.         Compensable hours under the terms of this Article will be counted as hours worked for vacation pay, holiday pay, weekly overtime and health and welfare and pension contributions of eligibility.


Article 25 – Equal Employment

It is the policy, intent and purpose of both the Company and the Union that there shall be no discrimination as between employees on account of race, color, religion, sex, age or national origin. In addition, the parties agree to apply the provisions of this Agreement on an equal opportunity basis to all qualified persons without regard to physical or mental disability and to disabled veterans and Vietnam veterans. Nothing herein will prevent the Company from fulfilling its obligations under the Americans with Disabilities Act.


Article 26 – Revision and Termination

A.        This Agreement shall remain in full force and effect until June 1, 2016. This Agreement may be opened for revision or amendment on June 1, 2016, or on any succeeding June 1, thereafter in the manner set forth in this Article.

B.         Unless either party notifies the other of a desire to terminate or change the terms of this agreement and presents desired revisions not less than sixty (60) days prior to June 1, 2016, this Agreement will automatically continue in effect for the succeeding twelve (12) month period.

C.         If the Agreement is opened by either party for revision or for termination, both parties agree to meet in negotiations within fifteen (15) days for the purposes of revision or for possible renewal of the Agreement.

D.         If no Agreement is reached by June 1, and negotiations are continued the Agreement shall continue in effect up to the time a subsequent Agreement is reached, but shall terminate if negotiations are discontinued by either party.

E.         All opening provisions of the Agreement are hereby waived by each of the parties until June 1, 2016, and neither party shall otherwise have the right to open this Agreement for the Purpose of amending or adding to the terms hereof.

F.         This Agreement may be amended or revised at any time during the existence of the Agreement provided that such amendments or revisions are mutually approved by the parties hereto.

G.         All issues upon which authority to negotiate was delegated by locals to the Woodworkers District 1 of the IAM&AW and the CIC or their designated representatives, not covered herein, are withdrawn and closed for the term of this Agreement.

H.         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.

I.          All articles not specifically amended by the Agreement shall remain as written.



COMPANY                               Local Lodge W246

Timberlands                             IAM & AW


By                                            By


__________________________   _____________________

Mike McDowell                          Gary Lokan

Springfield Timberlands              President, DBR



Agreement on Alcohol and Drug Testing



This Agreement deals with the testing component of the Company’s Alcohol/Drug Policy. Alcoholism and substance abuse are diseases, which are treatable and will be given the same consideration as any other illnesses, with the initial emphasis on test results leading to rehabilitation not termination of the employee.

I.  Work Rules

A. All employees must report to work in a physical condition that will enable them to perform their jobs in a safe and efficient manner. Employees shall not:

   1. Use, possess, dispense or receive alcohol, intoxicants or controlled substances (drugs) on Company premises or while engaged in Company business.

   2.  Report to work with any measurable amount of a controlled substance, intoxicant or illegal drug in their system.

a. The levels at which samples shall be called positive are as follows:*

Marijuana Metabolites…………..50 ng/ml

Cocaine Metabolites…………..150 ng/mI

Opiates…………………………..2000 ng/ml

MDMA……………………………..500 ng/mI

Amphetamines………………….500 ng/ml

6-Acetylmorphine…………………10 ng/ml

PCP………………………………….25 ng/ml

Alcohol……………………………    .02%

* These levels will change in accordance with DOT levels.

B. Medication prescribed by a physician is an exception when the physician prescribing medication has released the individual to work while taking the prescribed medication. Abuse of prescribed drugs is a violation of this agreement.

C. Employees who violate the above work rules shall be subject to appropriate discipline up to and including discharge. However, it is the primary intent for most infractions to encourage and assist employees in treatment and rehabilitation through the Employee Assistance Program, as is outlined in the remainder of this document.


II. Employee Assistance Programs (EAP)

A. Abuse of alcohol and drugs is recognized as an illness that can be abated through treatment and rehabilitation. Employees are encouraged to use the services that are available through the Employee Assistance Program.
   1. The current EAP will remain in effect. Changes will not be made in the EAP without prior consultation with the Union.

   2. Medical care expenses are covered as provided by the Joint Health and Welfare Trust.

   3. Counseling information is available by contacting the plant Human Resources Manager.

   4. Weekly accident and sickness benefits are covered under the provision of the Joint Health and Welfare Trust.

   5. Leaves of absence will be made available for treatment and counseling.

B.  Employees who voluntarily seek help through the employee assistance program will not have their job security and promotional opportunities jeopardized by such self‑identification. All requests for assistance and the results of treatment and counseling shall be kept strictly confidential.


III. Testing Policy

A.  As a part of this substance abuse program, effective January 1, 2009, the parties will implement a sweep testing process which shall mean periodic and unannounced blanket (sweep) tests of an entire plant site, shift, or department, including associated supervision.  The scope and frequency of such tests shall be at the Company’s discretion, balancing benefits against costs.  In addition, employees hired on or after July 1, 2008 will be subject to unannounced periodic testing for the first six (6) months of employment, and will not have recourse to the referral process described in Part IV of this Appendix in lieu of discharge in the event of a positive test result.

B.    An employee whose behavioral conduct indicates that he/she is not in a physical condition that would permit the employee to perform a job safely and efficiently will be subject to submitting to a urine, blood or breathalyzer test to determine the presence of alcohol or drugs in the body.

   1. A supervisor must have reasonable grounds to believe that the employee is under the influence of or impaired by alcohol or drugs. Reasonable grounds include:  abnormal coordination, appearance, behavior, speech or odor.  Involvement in an accident or near miss does not in itself constitute “reasonable grounds” unless it is reasonable to conclude from the circumstances that the presence of drugs or alcohol was a causative factor.

   2. The employee will be provided with an opportunity to explain his/her conduct. The supervisor will explain the employee’s right to have a union representative present if requested.

   3. The supervisor’s reasonable grounds must be confirmed by another management representative.

C. Failure to submit to a test required on one of the above bases will be grounds for termination. Employees who feel that they have a legitimate grievance must still submit to the test and then file a grievance in accordance with the Working Agreement. An employee may forego the test if the employee voluntarily consents to obtaining assistance through the Employee Assistance Program and immediately enters into a written referral agreement.

D. The Company shall initially select reputable facilities for base testing and confirmatory testing at Company expense. The facility for confirmatory testing must meet all standards set by Federal Health Agencies for laboratory performance and they must employ certified Medical Technologists and Technicians. The Union will be provided with the testing facilities’ names, addresses and credentials if requested. The Union retains the right to demand a change in test procedure or test facility based on reliable information which disproves the accuracy or quality of either. The Union also retains the right to request a change in test procedure or test facility when a reasonable and superior alternative to either is available.

E. Employee representatives and/or the employee will have the opportunity to review the testing procedures.

F.  All samples which test positive will be confirmed using a gas chromatography/mass spectrometry test or a superior or equally reliable test if same become reasonably available.

G. The employee, at his/her expense, will have the opportunity to have a reputable testing facility test the same sample submitted to the original test facility. Accepted chain of custody procedures must be followed and the test facility must meet all standards set by Federal Health Agencies for laboratory performance using certified Medical Technologists and Technicians. An employee may request the independent test by notifying the Human Resources Manager in writing within two calendar days after the day the employee is informed of the test results. The test result will be kept confidential and will be available only to a designated Employer representative, a designated Union representative or a designated legal representative.

H.  None of the testing procedures are intended to be in violation of the law, and if they are, they shall be eliminated without interfering with other parts of this agreement.

I. All employees required to take a test will be placed on an unpaid leave of absence pending the receipt of the test results. Employees who test negative will be paid for time lost from work.

J.  Provide for the use of a Rapid Results drug testing process.  Such a process shall be done by third party providers and shall not replace the process used for positive tests.

IV. Referral Agreement

A. It is the intent of the Company and the Local Union to correct problems associated with drug and alcohol through the EAP rather than to initially penalize employees based on test results. Therefore, an employee who voluntarily enters the EAP in lieu of a required test or has a positive result on a test will have disciplinary action withheld pending satisfactory completion of the referral agreement requirements.

B. The terms and conditions of each referral agreement will be put in writing and signed by the employee, the Union and the Company. Each referral agreement will contain some basic core requirements, but will be designed giving consideration to the individual’s circumstances. The disciplinary action will be abated for an employee who satisfactorily completes the treatment program prescribed by the EAP counselor and who meets the terms and conditions of the referral agreement.

C. An employee who fails to cooperate, abandons or does not complete the treatment program prescribed by the EAP counseling or who fails to live up to the terms and conditions of the referral agreement will receive the previously withheld discipline.  However, before the disciplinary action is imposed, the Employer and the Union representative will attempt to counsel the employee into completing the treatment program.

D. Whether an employee volunteers to participate in the EAP or is required to participate as a condition of continued employment, that employee shall continue to be subject to the same rules, working conditions and disciplinary procedures in effect for other employees, i.e., employees cannot escape discipline for future infractions by being enrolled in the EAP. Employees will NOT be allowed to elect rehabilitation in lieu of discipline more than one time.

E. Employees who test positive will be evaluated by certified addiction counselors, so certified by the appropriate certification board of either Washington or Oregon.


V. Union Liability

The Employer agrees to hold the Union harmless with respect to reasonable legal expenses incurred by the Union in defending itself in litigation resulting from the Employer’s activities in carrying out the drug-testing program.


VI. Duration

This Agreement shall be subject to the conditions of the Revision and Termination Provisions of each respective Working Agreement.




Individual Reward Systems

Local management and unions are authorized to develop systems to provide awards (cash or other) to individuals whose implemented ideas contribute significantly to unit objectives.



Labor Relations Principles

The Memorandum of Agreement attached to this Settlement Agreement is a commitment by the parties to resolve issues concerning Company Logging operations and sets forth a process agreed to by the parties herein. The following Memorandum is part of this Settlement Agreement.


Weyerhaeuser Company and Woodworkers District Lodge W24, International Association of Machinists and Aerospace Workers on behalf of its Local Lodges hereby agrees to jointly work to identify the competitiveness of Company logging operations and to develop and implement plans by mutual agreement to insure competitiveness of Company logging over the term of the collective bargaining agreement. The parties objective is to find innovative ways to bring Company logging to agreed upon cost levels and improve conditions for stable employment with the Company. This process will be guided by the parties’ agreed to set of Labor Relations Principles:


1. Labor Relations Principles

a. We share the vision of a profitable and competitive business enterprise that services the interest and needs of all stakeholders.

b. We will interact with each other and build relationships based upon trust, honesty, openness, and mutual respect.

c. We will cooperate and emphasize problem solving in addressing areas of mutual interest and concern.

d. We accept the principle of continuous improvement through employee involvement and empowerment as the means by which we will achieve our shared vision.

   e. Management acknowledges and respects the role of the Union in representing the interest of employees who have chosen it as their bargaining representative.

2. We will use the total cost statement approach to define and identify competitiveness.

3. The parties agree to use a combination of area and functions teams to jointly analyze data and make recommendations resulting in achieving competitiveness. Specific details regarding the scope, composition, time frames and competitiveness objectives of these teams will be determined through joint problem‑solving discussions. Joint sponsor reviews will be periodically scheduled to ensure progress, provide guidance and make decisions as appropriate.

4. The parties agree to commit the time and resources necessary to achieve the objectives within the parameters established by the joint sponsors. It is also the parties’ intent to implement improvements on a continuous basis.



Company Logging Operations


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, (Springfield Operations), and IAM-AW   (Local Lodge W246), agree to the following Work and Pay systems which shall become a part of the Working Agreement and shall supersede all previous yarding and loading, and construction agreements, including the “Competitive Logging Program,” and practices inconsistent with this addendum.



Crew Make-up – The Company in consultation with the crew leader shall determine the number and size of yarding and loading crews and the appropriate equipment configuration needed, subject to the following:

1. Crews will, to the extent possible, choose their own members, from those working in the relevant classifications, consistent with the skill requirements necessary to safely operate the equipment assigned.  Crew selection/assignments shall not conflict with local posting/bid or seniority agreements.


  1. A.        Each crew shall designate its own crew leader who shall be the primary spokesperson and Company contact for the crew.

Setting Prices 

1. A price per cunit for each setting to be yarded and loaded shall be established by the Company, based upon competitive prices on a region basis.

2. The Company will make every effort to assure that a price has been established for each setting prior to the commencement of work in that setting.

3.  Crew leaders will be provided an opportunity to walk settings with supervisors prior to the establishment of a price in order to give input to supervision regarding pricing.

4.  Crew leaders will be invited to pricing meetings on a periodic basis.

5.  After the price of a setting has been established, changes in pricing factors of sufficient magnitude to warrant renegotiation of a contractor’s agreement shall be cause for redetermination of the setting price.

   a.  The volume of non-merchantable timber which must be felled/bucked is considered when establishing cutting prices.  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.

   b.  When “tree length” settings are bucked on the landings, the yarding and loading price shall reflect this fact as appropriate.

6.  Information on Company and contractor setting prices shall be made available to a designated Union representative for inspection.


  1. B.         Performance Standards

The Company and the Union mutually recognize that each employee will be expected to maintain an acceptable level of productivity.


C.   Quality

The Company and the Union mutually agree that maintenance of quality is absolutely essential to the success of Company logging.  Accordingly:

  1. 1.                   Settings will be felled and bucked, yarded, sorted and loaded to standards and prescriptions established by the Company.
  2. 2.                   Quality will be audited and documented against the prescribed standards and prescriptions.
  3. 3.                   Problems identified, if any, will be communicated immediately to the designated crew leader.
  4. 4.                   Failure to correct problems may result in disciplinary action.


D.  Hours of Labor

  1. 1.                   Yarding and loading crews are expected to maintain an eight (8) hour work day on a schedule which accords with the working agreement, unless otherwise agreed.
  2. 2.                   All crews will be required to check in when going to work and check out when leaving the worksite consistent with procedures for their operation.


E.      Work Assignments

In order to give crews the greatest flexibility in performing their work, each crew member shall have the responsibility and the right to perform all tasks necessary to accomplish crew goals in a safe, reasonable manner.


Part 2.  PAY SYSTEM 

All employees in Company Logging operations shall be covered by a single pay system, logging, construction and support.  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:



 Gap                Adder ($/hour)

($/CCF)                        Springfield

$  0.00              $4.80

$  1.00              4.42

$  2.00              4.05

$  3.00              3.68

$  4.00              3.32

$  5.00              2.95

$  6.00              2.58

$  7.00              2.21

$  8.00              1.84

$  9.00              1.47

$10.00              1.11

$11.00              0.74

$12.00              0.37

$13.00              0.00
1.  Adder is based on a quarterly YTD gap in 2000.

2.  Adder is based on a four quarter rolling average starting in 2001.

3.  Adder calculation for gaps between full dollars will be prorated.

4.  Vacation Pay shall include the adder in place at the time of the vacation.

5.  Gap calculations shall be made using the same principles that have been used in the past, or as may be modified by the Joint Sponsor Team.


Part 3.   GENERAL

  1. A.       Performance Audits and Measurements

1.  The Company shall audit/scale settings and individual employees as necessary to ensure compliance with the terms of this agreement.

2.  The Company shall remote (check) scale production removed from the setting in any manner necessary to ensure volume accuracy for the mutual protection of the employees and the Company.


  1. B.       Safety and Fire Regulations

1.   The Company shall remain responsible for providing effective safety and fire prevention programs and shall be responsible for taking appropriate actions to enforce Company and applicable State and Federal regulations.

2.  The crews will be expected to comply with all applicable Company, State, and Federal regulations.

3.      Unless otherwise agreed, the Company will continue to provide all required personal protective and fire equipment currently provided.


  1. C.       Crew Bus Driving

Crew Bus drivers will be required to take physicals to verify fitness for driving.



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 1996 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:

1.  Catastrophe – (i.e., 1980 Mt. St. Helen’s eruptions, forest fires, Columbus Day Storm)

2.  Market Conditions – up to two (2) weeks then contractors would be laid off in that specific operation.

3.  Weather – up to three (3) weeks, then contractors would be laid off in that specific operation.

4.  Sale of Timberlands –reduction would reflect a percentage of the land downsized.

5.  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.
B.  The Company acknowledges the right of the union to operate on Cottage Grove legacy ground to maintain the Springfield commitment level.  However, in the event of the need to balance wood flow issues between Springfield and South Valley operations, the Company reserves the right to operate contractors in the legacy Cottage Grove ground for up to two weeks while company employees are laid off.


C.  The Company agrees to the following yarding and loading commitments.

Springfield 190 MCCF.


These levels do not imply any guarantee as to specific manning levels or equipment configurations.  In the event of a substantial reduction of the total harvest level at any of the locations, at least two-thirds of such reduction shall be from contractor volumes, and no more than one-third from Company Capacity


D.  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.





Seniority Practices-Woods Operation

The Woods Operation is divided into three (3) departments, namely:


1. LOGGING DEPARTMENT – which shall include all yarding and loading.


2. CONSTRUCTION DEPARTMENT – which shall include all dump truck drivers, front end loader operators, cat operators, and others employed in road construction and maintenance.


3. MECHANICAL AND MAINTENANCE DEPARTMENT – which shall include all mechanics, lead mechanics, greasers, etc.


Each employee having thirty (30) or more days of service with the Company shall be assigned to a job classification. All employees shall be assigned to the proper seniority department in accordance with their classification.


In the event of slack work periods or major curtailment caused by inclement weather or for other reasons where it is known that such curtailment will continue for thirty (30) days or more, layoff will be handled on the basis of Company (Woods Operation) seniority, competency considered, and in accordance with provisions of Paragraph F of Article 11 – Seniority.


Layoffs of a period of time longer than five (5) working days and shorter than thirty (30) days shall be handled on the basis of classification and departmental seniority only, competency considered. When in the opinion of the Company a layoff is anticipated to be five (5) or less working days duration, any application of seniority shall be at the discretion of the Company. Side seniority will be considered an application of seniority for the purpose of this agreement as it applies to yarding and loading.



In the event that a short period layoff exceeds thirty (30) days, or at any time prior thereto when the Company and the Union become aware that such temporary layoff will exceed thirty (30) days, employees involved shall at that time have an opportunity for re‑employment on the basis of Company (Woods Operation) seniority and in accordance with Paragraph F of Article 11 – Seniority.


When employees of one area, Woods Operation, are on layoff and job openings occur in another area of the Woods Operation, the Company will consider the laid off employees for employment in such job openings, provided they are qualified for the work.




Marshaling Points – Woods Operation


The following marshaling point is designated for the purpose of establishing a point of departure for employees who ride to their jobs on Company‑owned equipment:




The present method of adequate transportation for woods employees to and from work shall continue unless changed by agreement between the Standing Committees, subject to approval by the Company and the Local Union.




Team Concepts

1.  Team members will cooperate fully with each other and their team leader and, when necessary, operating teams will work with maintenance teams.

 2.   Team members will cooperate with other teams.

3. Team members will have the opportunity and responsibility of giving their team leader input concerning more efficient operating techniques and how their work is accomplished. However, the team leader shall make the final determination as to how the operation is run and work is accomplished.

4. Cross training, education and development may be provided so that each member of a team will have the ability to perform all assigned tasks. A member will be expected to work as assigned.

5.   It is the intent of the team concept to allow flexibility in assigning work to the team in a manner consistent with avoiding overtime.

6.  Definition of team will be specific to each unit and will include production and maintenance employees.

7. Implementation of any changes negotiated per this article during the term of the Contract will be only as a result of agreement between the parties.



Construction Department – agreed to 07/21/04


The following outlines the agreement reached between the parties regarding the new Construction Department.


1. The parties agree to create a new “construction” department in Springfield operations.  This department will include and combine classifications from two current departments: logging and transportation.  This department will include the dump truck driver classification, which is all that remains of Springfield’s transportation department and would effectively eliminate that department.  The road construction classifications (grader operator, backhoe operator, front end loader operator, cat operator large, and cat operator blade) will be removed from the logging department and included under the new construction department.

2.  All future employees in the department will be required to have or obtain a Class A Commercial Driver’s License (CDL) to be qualified to work in the Department.  Employees will have a total of 60 days to obtain their CDL.  In the event they do not obtain this license, the employee will be required to return to their last job/shift.  Amended 06/02/08:  Future and current construction department employees with a CDL will maintain their CDL while in the Construction Department.

3.  Any employee who bids to the backhoe will be required to have a CDL.

4.   The following job classifications were incorporated into the wage schedule for the construction department:

Front End Loader Operator
Dump Truck Driver
Grader Operator
Backhoe Operator
Spread Cat Operator
Grade Cat Operator


5.   Rates will be grandfathered, where appropriate, for employees who are in the department when the contract is ratified.  The rate will be grandfathered and future general wage increases will apply until the employee vacates the job class for any reason.

6. Department seniority within the construction department will be as shown below.  These dates are based on the employee’s logging department (where applicable) seniority date.

Construction Department – Seniority is based on Springfield Logging Department Seniority

  Employee Seniority date
1. Wiley Wilkins 04/79
2. Gary Mobley 07/97
3. Ken Plummer 01/99


7.   New employees into the department will have a department seniority date that is consistent with their first day in a construction department job classification.




Additional Pay Rate Changes
Tiered Landing Person / Chaser Rates of Pay

Reason for the change:
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.




– Appendix J –

Maintenance Provisions


Continue to include both the Mechanic and Lead Mechanic 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.


In Springfield, the Company will attrition out of the Warehouse Person role when the current incumbent retires or otherwise ends his employment.






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.


At Springfield, employees will not be reimbursed for any boot allowances until after they have completed their 45 day new hire probationary period.





Rain Gear


The Company agrees to furnish rain gear once every year to employee permanently assigned to the following classifications:


Hooktender; Rigging Slinger; Handy Rigger; Choker Setter; Landing Person







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.







Springfield Operations Wage Rates



Actual 6/1/12

6/1/2013  (.20 eff. 6/3/13)

6/1/2014  (.35 eff. 6/2/14)

6/1/2015   (.55 eff. 6/1/15)


Grapple Yarding Op






Skidder Operator






Yarder Operator






Choker Setter






Grader Operator






Dump Truck Driver






Front End Loader Op/Cons






Landing Person II






Landing Person I






Processor Operator






Line Shovel Operator






 Loader Operator






*Crew Bus – Yard Load






*Crew Bus–Construction


















Lead Mechanic






Grade Cat/Wilkins Gf






Springfield Ops. cont., Description

Actual 6/1/12

6/1/2013  (.20 eff. 6/3/13)

6/1/2014  (.35 eff. 6/2/14)

6/1/2015   (.55 eff. 6/1/15)


Grade Cat Operator






Spread Cat Operator






Backhoe Operator






Handy Rigger






Rigging Slinger














$2.00/hr adder for Low Bed (4/13/11 minutes)

$.65/hr adder for shovel logger


*Crew Bus driver rates will be red circled at $14.00/hr for the first two years of this agreement.









Merchandiser Specialist Level A  –

1 skill required

Has demonstrated ability and willing to learn all required skills Waste conveyors, power saw, Utility Job, Merch Grapple
Merchandiser Specialist Level B –

3 addt’l skill requirements to Level A

Learn grapple skill; Grapple operation and Barker / Chipper Knowledge;

Loader operation, sorts, and species identification

Merchandiser east grapple, Grapple located between barker and chipper,

Wheel log loader

Merchandiser Specialist Level C –

5 addt’l skill requirements to Level A& B

Develop sorting and load building skills;  Log sorting and feeding barker; Learn to operate merchandiser;

Sorting logs from grade deck;

Loading and unloading trucks

Wheel log loader;

Yard Mobile Grapples;

Merchandiser operating grapple;

Yard mobile Grapple;

Single pass wheel loader

Merchandiser Specialist Level D – All of the skills above and ability to pass the check scale


Log Scaling
  Level D Adder ($.85/HR) Power saw/bucking (PMP Adder)  
Other Training Required –   Operation of Bobcat, Yard Tractor, Power Saw, Computer, etc.  





When we have an opening we try to hire people with a maintenance background and then teach them to operate machinery.  One of the most important skills to start with for non-maintenance employees is welding.  Non-maintenance employees who go through the welding program will be provided an adder.  The program consists of 15 – 20 credit hours in welding.  Successful completion of all of the following courses is required:

  1. WLD 121 Arc Welding I – or equivalent
  2. WLD 122 Arc Welding II – or equivalent
  3. WLD 131 Gas Processes I – or equivalent
  4. WLD 139 Welding Lab – minimum 4 credit hours

The employee must then qualify on the Weyerhaeuser welding procedures in a test administered by a contracted welding inspector/instructor.

The adder will be $.80 per hour.  Employees who obtain this adder will be expected to use the skill as needed to help with maintenance in TOPS.  Maintenance will document employee’s use of this skill to maintain their qualification.



IMM (Carded Millwright)  – Perform all preventative maintenance and breakdown.  Cross train on fixed equipment.

Maintenance/Merch Specialist Employees –   IMM (Carded millwright) employees who regularly fill in for production operators will be paid higher rates of pay as identified on the wage schedule (A/B/C/D)

PAY FOR SKILLS – $.80/hour for each successful maintenance pay for skills adder (up to 5 for maintenance trades, up to 3 for maintenance personnel in no-trade classifications).  Employees must meet the criteria outlined in the Pay for Skills Agreement to be eligible for these adders.



John Reynolds – SXP adder – half of Springfield Timberlands Adder

John Reynolds – Grandfathered into current rate

Doug Peterson – Grandfathered into current rate


TOPS Wage Rates



Actual 6/1/12

6/1/2013  (.20 eff. 6/3/13)

6/1/2014  (.35 eff. 6/2/14)

6/1/2015   (.55 eff. 6/1/15)

New Hire Rate

15.130 15.330 15.680 16.230


17.130 17.330 17.680 18.230

Merch Specialist A

17.160 17.360 17.710 18.260

Merch Specialist B

19.490 19.690 20.040 20.590

Merch Specialist C

21.305 21.505 21.855 22.405

Merch Specialist D

23.125 23.325 23.675 24.225

GF-Equip Op S2 – Peterson

21.445 21.645 21.995 22.545


22.300 22.500 22.850 23.400

Maint/Merch Spec A

23.135 23.335 23.685 24.235

Maint/Merch Spec B

25.455 25.655 26.005 26.555

Maint/Merch Spec C

27.275 27.475 27.825 28.375

Maint/Merch Spec D

29.100 29.300 29.650 30.200

Journey Electrician

27.275 27.475 27.825 28.375


–          $.85/hr for Merch Specialist D for every hour worked when scaling and bucking logs, and for Merch Specialist C when running the powersaw.

–          $.80/hr for Journey Oregon Licensed Electrician who has a Journey  Oregon Millwright Card

–          $1.00/hr for Journey Oregon Licensed Electrician who has an Oregon Electrical Supervisor Card for time spent utilizing the card for that purpose.

–          $.80/hr for Non-Maintenance employees who have completed the required welding courses and are utilizing that skill.

–          $.80/hr for Maintenance employees who have completed the required  Pay for Skills courses and are utilizing those skills (up to five .80/hr

adders per Pay for Skills Agreement)  Note: Journey Oregon  Licensed Electrician is not eligible for these Pay for Skill adders.

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