a AT hot Be Sed 0 THE WESTERN CANADIAN LUMBER WORKER MARCH, 1979 EROM PAGE 11 “IMIUNRO’S FORESTRY ARTICLE” able existing industry which in return has caused widesperead disruption and hardships in the labor force. You can appreciate that the removal of any productive forest land from any area managed under a sustained yield program will atuomatically result in a lowering of the annual allowable harvest. Unfor- tunately, this fact is not fully understood. We all sup- port new parks, farmland expansion, and the like, but we must appreciate that if the land involved is productive forest land, the benefits obtained are at a cost to future timber supplies. In other words, there is no “free lunch.”’ We are not arguing against the establishment of more parks or vice versa, but only wish to emphasize the importance of security of tenure for forest use, whether it is for timber produc- tion for industry, for recreational use, or for wildlife enhancement programs. Bring public pressure on government Our personal stake in the forests and the products that they yieldis much greater than the average citi- zen’s. we are particularly concerned that a sustained yield of economic wood will be maintained, for our economic and social well being is dependent upon that fact. We, as well as the general public, should be most concerned that our forest industries remain healthy and viable. There is much that can be done to resolve the potential timber shortages. The first and foremost is that public pressure must be brought to bear on government. It is in the interest of wildlife agencies, outdoor recreationists or people who desire more wilderness areas to insist that more intensive forest management practices be imple- mented. Society’s desires for more non-timber use of the forests may be best met through agitation and pressure for improved timber management prac- tices. If the wood supply problems facing industry can be alleviated through intensive forestry, then the opportunities for increased use of the forest for non- consumptive purposes is much greater. We now have the technology and knowledge to in- crease the yield of wood from good forest land com- parable to the increases in yield that have been ex- perienced in agriculture. These intensive forest practices include genetically improved growing stock, juvenile spacing and other general silvicul- tural practices. Forest management can double yields The timber which is now economically inaccessi- ble for various reasons or that is being withdrawn from harvesting areas and thus being subtracted from our logging quotas could be made up imme- diately if, and only if, the government would imple- ment a program of intensive forest management on our best sites. The added growth of these new forests could be applied immediately to the calculations of new allowable annual harvest. Intensive forest management can double the yields of wild forests. However, these extra timber volumes are not free — they require major capital and oper- ating investments. Forestry must begin with a solid commitment to basic forestry by which is meant prompt regener- ation and adequate protection of harvested and burned lands. A positive climate for forestry must be fostered by senior governments. This includes the whole range of incentives, one of the most important being security of tenure. The private sector must take on a stronger role in management on public lands which may include in- creased funding. ; However, it must be emphasized again that the largest landowner in the provinces is the provincial government and leadership must emanate from it. Increased funding for forest renewal is required and more specialist staff within the provincial forest ser- vice. We have met many dedicated professional people within government and industry who fully recognize the problems but are unable to do the job that is envisioned because of a lack of commitment, in some cases, but mainly because of severe finan- cial constraints. As an example of the point we are.trying to make, the Director of the University of B.C. research for- est, using information based on Weyerhaeuser Cor- poration experience in Washington and Oregon, stated the following: The annual allowable harvest on the Coastal B.C. forest is at present approximately 12.5 million cunits. If we reduced the forest base by 45%, withdrawing the poor site and uneconomic higher elevation land, — the annual allowable harvest would be reduced to approximately 9.5 million cunits. A reduction of 45% of the land base brings about only a 25-30% reduction in allowable harvest. However, if we intensively managed the remaining 55% of the forest, the annual allowable harvest could at a minimum be increased to 17-18 million cunits. The same relative results could be expected for Canadian forests as a whole if intensive forest man- agement were to be practised. A wise and considered use of the forest and its products offers a multitude of social and economic benefits for all people of this and future generations. Seminars -menced to better advise trade- S. union Officers and Business By JACK WASHBURN IWA Pension Director The new one merged IWA- Forest Industry Pension Plan became effective January 1st, 1978. Due to various legal problems terminating other Plans to effect this merger, the final signing of documents by the Trustees had to be post- poned until January of this ar. The Trustees of the IWA- Forest Industry Pension Plan are: Union — John J. Munro, Robert Blanchard, T. Wyman Trineer, Ben Thompson, Roger Stanyer, Robert E. DeLeeuw, Wayne Nowlin, Toby Mogen- sen. Industry — Keith J. Bennett, A. Gordon Armstrong, Harry L. Cooper, David A. Dunger- son, John E. Hall, Cliff C. Michael, Fred Mills, Les Waldie. A major concern of the Trustees and the Plan Ad- ministrator & Gerry Dorset) is ‘that all members_ should become aware of the Plan benefits, options and require- ments. Also important is the reporting procedures neces- ‘sary by Company personnel. have now com- on the basic highlights ‘the Plan. Where and when 2. Non-Contributory — all required contributions are paid on an hour worked basis by the Companies. 3. Multi-Employer — as many Companies participate the Plan is portable so that the IWA member can change jobs without losing benefits throughout Western Canada. 4. Continuous Employment — Determines when a member is ‘“‘vested’” and length of membership. Continuous employment ENDS when a member works less than 640 hours in a 24-month period. Temporary or Permanent Dis- ability — does not break continuous employment. 5. Credited Service — deter- mines how much pension a) Past Service — all years in the Forest Industry or other IWA certified operations prior to 1973 (Two years absence breaks continuous employ- ment and cancels prior time). Past Service must be proven. b) Future Service — based on hours worked with partici- pating Companies since the Plan began in 1973 (1600 hours is a full participating year). c) Disabled Members — Effective January 1, 1978 — a member receiving Health and Welfare or W.C.B. is credited with 40 hours per week to continue to build up his Plan hours (maximum 1600). 6. Amount of Pension a) Past Service — $9 per month per year of Past Service b) Future Service (i) — $9 per month / year to June 14, 1975 (ii) —$10 per month / year after June 15, 1975 7. Early Retirement — _ A member can retire anytime after he reaches 60 years of age. (A slight actuarially cal- culated reduction is made to the pension payable.) 8. Pre-Retirement Joint and Survivor Option — Eligible to members age 60 or older. If the working member dies before retirement, surviving bene- ficiary receives pension for life. (Note: Without exercising the option and the member dies, no pension is paid). B. OPTIONAL FORMS FOR PENSION Normal — Life with 5 years _certain Option No. 1 — Life with 10 years certain Option No. 2 — Life with 15 years certain Option No. 3 — Straight Life Option No. 4 — Joint and Survivor Income Option No. 5 — Level Income ‘C. HOW TO APPLY An application must be made for the IWA Pension to be paid. Applications are available from 1) your employer, 2) your Local Union, 3) the Pension Office. Birth certificates (or other accepted proof of age) will be required for the member and the selected beneficiary. D. HOW TO PROVE PAST SERVICE Past Service includes all Forest Industry employment in Western Canada, including non-union operations or man- agement but does not include pulp and paper operations. The Plan Administrator has now sent kits to most members to assist in their establishing full credit for past service employment. DOIT NOW! List all your former employment then seek the required proof and submit both to the Ad- ministrator. Acceptable Documents are: 1. Any ONE of the following: — Statement by em- ployer(s) preferably on Com- pany letterhead — Statement issued by Locals of the IWA ON Union letterhead — Statement prepared by employment agencies — Pay cheque stubs, T-4 slips, copies of tax returns — A listing in the B.C. City Directories showing name and forest industry employer shall be credited for those years his name so appears. 2. Any TWO of the following: — Sworn notarized affidavit by fellow employee (Note only one sworn affidavit is accept- able). — Statement issed by bank manager, mortgage company or credit bureau. In addition to planned or on- going seminars, the Trustees are also placing priority on producing and distributing as quickly as possible a first qual- ity Pension Plan booklet for. every Plan member. Also being examined is the pos- sibility of distributing with each annual employee’s state- ment, condensed information concerning the Plan (The an- nual statement itself is now based on the hours reported in the calendar year. The 1978 statements are expected to be mailed to each and every member by about April. It is IMPORTANT that any error found in the statement be reported immediately.) We will further advise the mem- bership after the mailing has been completed on where to write if their annual statement for 1978 does not show up. The IWA-Forest Industry Pension Plan is soundly based, carefully administrated and kept constantly under thorough scrutiny. Every IWA member can be justifiably proud of their Plan, as it is one of the few Pension Plans that looks after the ‘‘old-timers’”’ who . worked during non-contri- butory years. Substantial demands for improvements to the Plan will be contained in the demands during forthcoming negotia- _ tions. The Plan pamphlet, which will be available to all about the end of March will explain more fully points touched on in this article. If you have any further ques- tions ask your Local. It is a complicated Plan and if they cannot answer a particular question they can get the an- swer from Jack Washburn, IWA Pension Director. Or you can write the Plan Administrator at No. 501, 1755 W. Broadway, Vancouver, B.C. V6J 485. Or you can call the Plan if you live in the greater Van- couver area at 731-2161. From other areas in B.C. you can call toll free at 112-800-663-9208. From Alberta, Sakatchewan or Manitoba you can call long distance collect at 604-731-2161. er LIGHTER SIDE Fashion Report: There’s a new night club that has a midget ‘fan dancer, for the benefit of patrons under the table. :