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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. ~