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(g) If the Parties fail to agree on the selection of a
single arbitrator from among the panel, they
shall request the Honourable Minister of
Labour of the Province of British Columbia to
ee the appointment from among the said
panel.

' Clause (h) remains the same. _
All other Sections remain the same.

ARTICLE XXX — DURATION OF AGREEMENT

(a) The Parties hereto mutually agree that this
Agreement shall be effective from and after
the 15th day of June, 1974, to midnight the 14th
day of June, 1975; and thereafter from year to
year unless written notice of contrary in-
tention is given by either Party to the other
Party within four (4) months immediately
preceding the date of expiry. The notice
required hereunder shall be validly and suf-
ficiently served at the Head Office of the
Party of the First Part, or at the Local Office
upon the Local Officers of the Union, Party of
the Second Part, within four (4) months im-
mediately preceding the 15th day of June, 1975.
Ifno agreement is reached at the expiration of.
this Contract and negotiations are continued,
the Agreement shall remain in force up to the
time an agreement is reached or until
negotiations are discontinued, by either Party. _

(b) The Parties hereto agree that the operation of
Section 66 (2) of The Labour Code of British

Columbia Act 1973 is excluded from the Master
Agreement.

SAWMILL

ARTICLE VIII — SAWMILL RATE
DETERMINATION PROGRAM

Section 1: Purpose

The Parties agree-to implement an ongoing Saw-
mill Rate Determination Program involving the
ranking of job categories according to their relative
importance to the production process and placing
them in groups. This will be done by using a system

of job analysis based on the criteria listed in Section
4.

Section 2: Implementation
This program will be implemented as follows:

(a) The list of standard categories, set forth in
Section 6, shall become an integral part of the
program.

(b) The ranking of all standard job categories at
six pilot mills (British Columbia Forest
Products, Cowichan Division, Victoria
Division and Hammond Division; Crown
Zellerbach Fraser Mills; MacMillan Bloedel
Canadian White Pine Division and MacMillan
Bloedel Somass Division) shall be used by
Local Management and Local Union as a guide
in rate determination of standard categories.

(c) Any dispute arising from the ranking of non-

standard categories in all mills will be
resolved by the Job Rate Determination
Committee established in Section 3.

Section 3: Administration

(a) There shall be a committee constituted and
named the Job Rate Determination Com-
mittee consisting of one permanent member
representative of Regional Council No. 1,
International Woodworkers of America, one
permanent member representative of Forest
Industrial Relations Limited, one member
representing the local level of the Union desig-
nated by the Local Union and one member
representing local management.

(b) Rate determination shall be carried out at the
Local Management-Local Union level based
on the criteria set forth in Section 1 and Section
4. In the event of a disagreement, the matter
shall be referred to the Job Rate Deter-
mination Committee and the decision of this
Committee shall be final and binding on all
parties. :

(ce) The Job Rate Determination Committee shall

determine the rate for new job categories -
using the criteria set forth in Section 1 and
Section 4. Details of jobs determined by the
Job Rate Determination Committee shall be

made available to Local Management and
Local Unions on request.

(d) In all cases of rate determination as outlined
under (b) and (c) above, the rates shall be
cleared by Regional Council No. 1, In-
ternational Woodworkers of America and
Forest Industrial Relations Limited before
being finalized and implemented.

(e) The I.W.A. Coast Negotiating Committee and
Forest Industrial Relations Limited shall be
responsible for all aspects of the Sawmill Rate

Determination Program.
Section 4: Criteria
_ Criteria used for Job Analysis shall be the follow-
ing: 3
(a) Knowledge and skill, made up of:

(i) Experience
(ii) Education
(iii) Manual skill

(b) Effort, made up of:

(i) Mental effort
(ii) Physical effort

(c) Responsibilities, made up of:

(i) Process responsibility
(ii) Safety of others
(iii) Direction of others

(d) Working conditions, made up of:

(i) Hazards
(ii) Adverse working conditions.

‘Section 5: Incumbent’s Rate

No incumbent’s job rate shall be reduced as a
result of the implementation and / or application of
the Sawmill Rate Determination program.

Section 6: List of Standard Categories

The list of standard categories is the following:

Group 1 — $5.10
Clean Up

Group 2 — $5.20

Tie-up

Stick Layer (Kiln)
Group 3 — $5.30

Flat Carloader

Edger Tailer

Green Chain Offbearer

Planer Chain Offbearer

Crane Shed Chaser
Group 4 — $5.40

Splitter Operator

Chipper Feeder

End Stacker (Planer)

Sticker Feeder 7

Transfer Operator

Box Car Loader

Group 5 — $5.50
Bull Saw Operator (no grading)
Hula Trim
Kiln Stacker Operator
Mill Truck Driver (Yard)
Jr. Grader

Group 6 — $5.60
Tailsawyer
Group 7 — $5.70

Oiler

Drag Saw Operator
Tallyman

Planer Feeder

Group 8 — $5.85

Cant Gang Operator (Small)
Boom Boat Operator
Bridge Crane Operator -
Carrier Driver
Forklift Operator
Group 9 — $6.00
Grader No. 2
Ringer Barker Operator
Planer Setup. Man
Forklift Operator - Block Clamps
Group 10 — $6.16

Head Boomman
Line Bar Resaw Operator
Automatic Trimmerman (26’ & under)

Group 11 — $6.33

Grader No. 1
Grader - Tallyman

Group 12 — $6.50

Automatic Trimmerman (over 26’)
Planerman No. 2

Group 13 — $6.66

Group 14 — $6.83

Head Rig Edgerman
Planerman No. 1

Group 15 — $7.00
Group 16 — 7.17
Group 17 — 7.34
Group 18 — 7.50
Group 18 — 7.50
Group 19 — 7.67
Group 20 — 7.84
Group 21 — 8.01
Head Sawyer - Riderless Carriage
Group 22 — $8.18
Group 23 — 8.34
The above rates effective June 15, 1974.

PLYWOOD

SUPPLEMENT NO. 2
PLYWOOD JOB EVALUATION
As referred to in Art. VII, Sec. 1

1. PRINCIPLES AND PROCEDURES

The implementation and administration of the job
evaluation program shall be in accordance with the
principles and procedures set out in a Manual dated
September, 1955, and entitled ‘Job Evaluation
Manual for Operational Hourly Paid Jobs in the
Plywood Industry of British Columbia” as amended
July, 1966 and as further amended April, 1971 (herein
referred to as the “‘Manual’’).

Paragraphs 2, 3, 4, and 5 remain the same.

6. APPLICATION OF PROGRAM

The job evaluation program shall apply to all
employees in the plywood industry except Jour-
neymen Tradesmen, Improvers, Helpers and
Powerhouse, Boom Crews and Filer-Grindermen.

Paragraph 7 remains the same.

8. RE-EVALUATION
(a) When a job has moved to another grade as a

result of re-evaluation, the wage rate for the ~

new grade shall be effective on the date that
Management or the employee has applied to
the Review Committee for re-evaluation.

(b) When a job is moved to a lower grade as a
result of re-evaluation, the incumbent shall
maintain his job rate as a red circle rate

subject to the provisions of Paragraph 10
herein.

9. NEW JOBS CREATED

Where the Company has exercised its right to
create a new job, a temporary rate shall be set by
Management. The permanent rate for the said job as
determined by the Plywood Evaluation Committee
shall be effective as of the date the job was installed.
If the evaluated rate for a new job is lower than the
temporary rate, the incumbent(s) shall be allowed to
continue at the temporary rate.

10. RED CIRCLE JOBS
(a) The Company shall supply the Union with a list

of employees holding red circle jobs, the said ~

list to include the name of the employee, name
of job category filled, the evaluated rate for
the job and the actual rate paid.

(b) Employees on red circle rates who are
promoted to a higher grade shall regain the
red circle rate if subsequently found incompe-

tent to continue in the higher grade. -

(c) Employees holding red circle jobs who are
demoted during a reduction of forces, shall be
paid only the evaluated rate for the job to
which they are assigned. If at a later date an
employee is reassigned to his former job he
shall regain his red circle rate.

(d) When the Company terminates a job, or a job

is not occupied during a period of one year, a

record as to the cancellation of the applicable

job description and classification shall be
established.

(e) If an employee is temporarily transferred at
the request of the Company he shall retain his
existing rate or receive the rate for the new

job, whichever is higher. On return to his
regular job the said employee shall regain his
red circle rate.

Paragraphs 11, 12, and 13 remain the same. ~