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PHOTO BY NORMAN GARCIA

= Pictured are some members of the union's provincial negotiating committee, I. to r., first v.p Harvey Arcand, president Dave Haggard, Scott Lunny, fifth v.p and Local 1-3567 president Sonny Ghag, Local 1- 423 president Troi Caldwell, Local 1-417 president Joe Davies and Local 1-405 president Bob Matters.

Tentative pattern agreement reached in Southern Interior

Pensions, pay and protection head list of deal makers

O the afternoon of June 9, the IWA’s

provincial negotiating committee announced that a tentative six-year agreement had been reached in the province’s southern Interior region with the Interior Forest Labour Relations Association (IFLRA). The agree- ment sets a pattern for other sets of negotia- tions in the province’s northern Interior and Coast regions. IFLRA companies employ about 5,000 union members.

The current agreement between the IWA and the IFLRA expires on June 30, 2003.

In addition to achieving a pattern (see right) the tentative agreement with the IFLRA included new language on disciplinary action and casual employments. Ballots were sent out in mid-June to IWA Locals 1-405, 1-417 and 1-423.

“We are urging our members to accept the agreement,” says union president Dave Haggard. “The agreement will improve union members’ pay, protect pensions and give better long-term security.”

In addition, to a 11 per cent wage increase over the life of the agreement, union members will be allowed a share of increased profits (see right).

“The agreement also eliminates the short- term pension short-fall,” says Brother

Haggard. “Pension plans all over have gone into meltdown. We are determined to get our pen- sion plan onto a good, sound footing, and that takes contributions from employers as well as our members.”

“The agreement also offers better protection against shutdown and layoffs as employers will think twice about closing plants,” adds Haggard.

“Seniority retention, in the case of layoffs, is extended up to 24 months.”

The union was also able to negotiate some added flexibility to shifting, to allow mills to operate more hours, providing more work. Employers who want to operate 24 hours a day will need the members’ consent.

The agreement also stabilizes the union’s health

and welfare plans in a time of government down- loading. It also protects current apprentices who would be affected by B.C. government cuts to pro- grams. “All in all, it’s a deal that our members can be proud of in these tough economic times,” adds Haggard. “It looks even better when you consider the combined effects of U.S. tariffs against our soft- wood lumber industry, the rapid rise in the value of the Canadian dollar, and the low lum- ber prices seen in world markets.”

“It delivers what we consider a fair and reason- able combination of elements,” says Haggard.

Canfor deal reached as talks move on

As this issue of The Allied Worker goes to press, the union’s provincial negotiating committee reached a tentative settlement with Canadian Forest Products’ northern opera- tions. “We basically followed the pattern that was set with the IFLRA with some slight variations based on the relationships that exist between Canfor and our northern local,” says national IWA president

Dave Haggard, who chairs the union’s negotiating committee. The tentative agreement, reached on June II, covers about 2,500 members.

A meeting with the Council on Northern Interior Employment Forest Relations was scheduled for June 12.

“We will be presenting the other companies with the agreement that we reached with Canfor and we

expect that pattern to be followed,” said Brother Haggard.

Negotiations were set to com- mence with Weldwood Canada’s Cariboo and northern Interior opera- tions on June 18 in Prince George.

As of press time, no date was yet set for the resumption of negotia- tions with Forest Industrial Relations, the association represent- ing coastal forest companies.

PATTERN

TERM - 6 Years - Effective July 1, 2003 -June 30, 2009

WAGES - (effective July 1 of each year) -2003- 0%; 2004 - 2%; 2005 ~ 2%; 2006 - 2%; 2007 - 296; 2008 - 39%.

Profit Sharing - (Return on Capital Employed) ~ Year 1 - 0%; Year 2 - $500 max.; Year 3 - $1000 max.; Year 4 - $500 max.; Year 5 - $500 max; Year 6 - $500 max.

Employee Pension Contributions - Year 1 - 0; Year 2 - 25¢/hr; Year 3 - 25¢/hr; Year 4- 25¢/hr; Year 5 - 25¢/hr; Year 6 - 25¢/hr.

BENEFITS - (Effective July 1, 2003)

Extended Health Care - Lifetime Maximum - $60,000 from $50,000

Medical Travel - $1600 over 6 year Term of Agreement — Max. $800 any one year, 500 km round trip

Dental - Check-up is moved to every 9 months (Over age 16); Bite-wing X-rays - 18 months; and billing will be subject to verification and audit to reduce costs.

Weekly Indemnity - the 52 week WI period will change to 26 weeks. Employees shall be eligible to apply for LTD benefits after a 26 week qualifying period. This not only reduces costs, but also puts members with longer-term disabilities on the more flexible LTD pro- gram earlier.

Effective July 1, 2004 - Annual Deductible — To $50/Single or Family ; Generic/Low Cost Alternatives for drugs.

Effective July 4, 2007 - Extended Health Care - Annual Deductible — To $75/Single or Family

LTD UNFUNDED LIABILITY AND QUALIFYING PERIOD - Effective July 1, 2004, contributions will be increased by 25¢ per hour, split between the company and the worker, to produce a total payment of 80¢ per hour per Employee per hour worked. Employees shall be LTD eligible after a26 week period.

SENIORITY RETENTION DURING LAY-OFF ~ For lay-offs after June 30, 2003, seniority retention maximum shall be increased from 18 months to 24 months.

SEVERANCE PAY - An increase from 7 to 10 days per year of service - this amounts to two weeks pay for each year of service — for permanent plant closures.

ALTERNATE SHIFTS - The memorandum provides for addi- tional shifts — two 10-hour production shifts and a corre- sponding 10-hour maintenance shift, two 12-hour manu- facturing/maintenance shifts, compressed/weekend and continuous shift. Crews will be entitled to vote after a four month trial on the continuous 7/26 shift.

APPRENTICESHIP TRAINING ALLOWANCE - joint indus- try training committee will deal with union and industry concerns and efforts will be made to increase appren- tices. Those indentured at time of memorandum will receive 2002 announced fees.

PENSION PLAN - Upon ratification of the agreement, the company Trustees will be directed to amend the Pension Plan to reflect agreed upon changes.

The number of Trustees shall be fourteen: (14), eight (8) from the Union and six (6) from the Industry. It is under- stood that the employer and employee contribution of 27¢ per hour will be handled as the July 5, 2000 agreement between member associations and companies and the IWA. Union trustees can then increase benefits without negotiations based upon an agreed funding formula.

Member Companies will make an additional contribution — of up to 30¢ per employee per hour worked for a maxi- mum period of twenty-four (24) months, commencing | January 1, 2004. This will be used to help resolve

tions will be directed toward the funding of the solvency | amortization requirements and will be used to increase benefits to the members of the Plan, once solvency

Foraulitional regionalandlocal changesto your collective

18 le THE ALLIED WORKER JUNE 2003