ARCHIVED - Agreement signed on 10 July 2009 and expired on 30 January 2010

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Article 20
Grievance Procedure

20.01 In cases of alleged misinterpretation or misapplication arising out of agreements concluded by the National Joint Council of the Public Service on items which may be included in a collective agreement and which the NJC parties to this agreement have endorsed, the grievance procedure will be in accordance with Section 15.0 of the NJC By-Laws.

20.02 The purpose of this procedure is to provide an orderly and effective process for the consideration and resolution of the grievances of employees within the bargaining unit. Both parties recognize that in ordinary circumstances an employee will discuss his/her complaint with his/her supervisor and give him/her an opportunity to adjust the employee's complaint before a grievance is presented.

20.03 In this procedure:

(a) "grievance" means a complaint in writing presented by an employee on the employee's own behalf or on behalf of the employee and one or more other employees,

(b) all "days" referred to in this procedure are calendar days, excluding Saturdays, Sundays and holidays.

20.04 Subject to and as laid down in Section 208 of the Public Service Labour Relations Act, an employee who feels that he/she has been treated unjustly or considers himself/herself aggrieved by an action or lack of action by the Employer is entitled to present a grievance, other than a grievance arising out of the classification process, in the manner prescribed except that:

(a) where there is another administrative procedure provided by law to deal with the employee's specific complaint such procedure must be followed,

and

(b) where the grievance relates to the interpretation or application of this collective agreement or an arbitral award the employee is not entitled to present the grievance unless the employee has the approval of and is represented by the Council.

20.05 The Employer shall designate a representative at each level in the grievance procedure and shall inform each employee to whom the procedure applies of the name or title of the person so designated together with the name or title and address of the Receiving Officer to whom a grievance is to be presented. This information shall be communicated to employees by means of notices posted by the Employer in places where such notices are most likely to come to the attention of the employees to whom the grievance procedure applies or otherwise as determined by agreement between the Employer and the Council.

20.06 An employee who wishes to present a grievance at any prescribed level in the grievance procedure, shall transmit his/her grievance to the Receiving Officer who shall forthwith:

(a) forward the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level,

and

(b) provide the employee with a receipt stating the date on which the grievance was received by him/her.

20.07 An employee shall present his/her grievance at the first level of the Grievance Procedure to the Receiving Officer not later than the twenty-fifth (25^th) day after the date on which the employee was notified orally or in writing, or otherwise became aware of the action or circumstance giving rise to the grievance.

20.08 Within ten (10) days after receipt of such presentation, the Employer at the first level shall reply in writing to the employee's grievance.

20.09 If the decision of the Employer at level 1 is not acceptable to the employee, the employee may, not later than the tenth (10^th) day after receipt of the reply at level 1, present his/her grievance to the Receiving Officer for consideration by the Employer at level 2, by completing the transmittal form.

20.10 Within ten (10) days after receipt of the employee's grievance, the Employer at level 2 shall deliver to the employee a written reply to the grievance.

20.11 If the decision of the Employer at level 2 is not acceptable to the employee, the employee may, not later than the tenth (10^th) day after receipt of the reply at level 2, present his/her grievance to the Receiving Officer for consideration by the Employer at the final level, by completing the transmittal form.

20.12 Within twenty-five (25) days after receipt of the employee's grievance, the Employer at the final level shall deliver to the employee a written reply to the grievance.

20.13 In every instance where the employee is represented by the Council, the Employer shall forward a copy of the reply to the grievance to the Council.

20.14 Where the Employer at any level fails to reply to the employee's grievance within the prescribed time limits, the employee may present his/her grievance to the next level not later than the fifteenth (15^th) day after the last day on which the Employer was required to reply to the employee's grievance at the last preceding level of the Grievance Procedure.

20.15 Where an employee has presented a grievance up to and including the final level in the grievance process with respect to:

(a) the interpretation or application in respect of the employee of a provision of a collective agreement or arbitral award,

or

(b) disciplinary action resulting in discharge, suspension or a financial penalty,

and the employee's grievance has not been dealt with to the employee's satisfaction the employee may refer the grievance to adjudication in accordance with the provisions of the Public Service Labour Relations Act and Regulations.

20.16 The time limits stipulated in this procedure may be extended by mutual agreement of the parties involved in the grievance.

20.17 Where the Employer demotes or terminates an employee for cause pursuant to paragraphs 12(1)(c), (d) or (e) of the Financial Administration Act, the Grievance Procedure set forth in this article shall apply, except that the decision on the grievance shall be made by the Employer at the final level only. The written reply to the grievance shall be delivered to the employee and, if applicable, to the Council, within thirty (30) days.

20.18 Where an employee fails to present a grievance to the next higher level in the Grievance Procedure within the established time limits, the employee shall be deemed to have abandoned the grievance.

20.19

(a) Where an employee can establish that a grievance has been presented, and the Employer has not received same, the grievance may be resubmitted to the appropriate level. Such presentation shall have the same force and effect as the first grievance submitted.

(b) A second grievance shall not be presented more than thirty (30) days after the day on which the first grievance was presented.

20.20 The Employer acknowledges the employee's right to representation by the Council in the presentation of his/her grievance at any level in the Grievance Procedure, including the complaint level referred to in clause 20.02.

Article 21
Safety and Health

21.01 The Employer shall make all reasonable provisions for the occupational safety and health of employees. The Employer will welcome suggestions on the subject from the Council and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury. The Council agrees to encourage its members to observe all safety rules and to use all appropriate protective equipment and safeguards.

21.02

(a) The existing practice will be maintained of providing rain and cold weather gear and protective clothing to employees exposed to chemical or physical conditions which are out of the usual course but are directly related to the job and the Employer will make all reasonable effort to issue such clothing.

(b) Riggers will be provided with high visibility identification when signalling or hook-tending on jetty or mobile cranes.

Article 22
Technological Change

22.01 Both parties recognize the overall advantages of technological improvement, as well as the effects that its introduction sometimes has on specific individuals when such changes result in loss of jobs. Therefore, both parties will encourage and promote improvements in production processes and moreover, will cooperate to find ways of reducing, and if possible eliminating, the loss of employment which may be the direct result of any major improvements. With this in view, management will notify the Council in advance of any significant change in process.

22.02 The Council shall be informed in advance of all training courses related to technological change and, except when prevented by unforeseen circumstances or short notice, the Employer agrees to display in appropriate locations notices of forthcoming job-related training courses. Management will consult with the Council when establishing training criteria for such courses.

Article 23
Agreement Re-Opener

23.01 This Agreement may be amended by mutual consent.

Article 24
Allowances

24.01 Dirty Work

(a) The Employer agrees to continue the present practice of paying a dirty work allowance to an employee for work requiring exposure to particularly dirty or obnoxious conditions.

Compensation shall be at the present rate.

The dirty work allowance shall be paid for situations agreed to by the parties as being particularly dirty or obnoxious or for which an adjudicator determines as being particularly dirty or obnoxious.

(b) Consultation between the Shop Supervisor and Shop Steward will take place with a view to immediate resolution of disagreements on dirty work.

(c) Recognizing that changes in methods will introduce new situations which may qualify for compensation as outlined above, and delete old situations, local management will consult with the Council with a view to reviewing jobs for which compensation will be paid.

(d) The utilization of either clause 24.01(b) or (c) will not serve to deny an employee the right to present a grievance arising out of the application of clause 24.01(a).

(e) No allowance under this clause will be paid to an employee performing the duties of a Production Supervisor (MGT-1).

24.02 Height Pay

An employee shall be paid a height pay allowance equal to twenty-five per cent (25%) of the employee's basic hourly rate of pay on a prorata basis for actual time worked:

(a) on land-based radio antenna towers of five hundred (500) feet or more where they may be required to work up to the full height of the tower;

(b) while suspended from a crane in a bucket or boatswain's chair;

(c) while suspended in a boatswain's chair above 02 deck in Iroquois and Halifax Class uptakes;

(d) more than thirty (30) feet above the base of ship's masts where no scaffolding is arranged, except for riggers and rigger apprentices;

(e) while operating a JLG from a barge or SCOW;

or

(f) while operating a JLG on land with the JLG boom extended such that the base of the operator's platform is at a height greater than thirty (30) feet above the tire base;

(g) for repair work on jetty cranes which is at height greater than thirty (30) feet above the crane base and no scaffolding exists, except for riggers and rigger apprentices;

(h) for installation work on the side of buildings, ships or structures thirty (30) feet above the ground in CFB Esquimalt or other establishments where the method of support is by moveable platform (excluding manlifts) or boatswain's chair or mast box;

(i) for erecting or removing staging on the outboard side of the fixed structure supporting the SLA 15 Antenna Group, STIR and CIWS, on Iroquois and Halifax Class ships;

and

(j) on repair work on CPF CWIS, CPF AFT STIR, Port and STBD STIR on Iroquois class ships, and aft CWIS upper platform on AOR class ships, in instances where staging is not provided and the method of support is by safety harness.

New technology in similar circumstances will be open for discussion.

24.03 Sea Duties Aboard Surface Vessels

When an employee is required to go to sea (i.e. beyond the harbour limits) in a vessel for the purpose of conducting trials, repairing defects, dumping ammunition, etc., the employee shall be compensated, from the time he/she reports aboard until fifteen (15) minutes after reaching the harbour limits on the final return, as follows:

(a) for the first twelve (12) hours aboard or less, at the applicable rate of pay;

(b) for all hours aboard in excess of twelve (12) hours, at the applicable rate of pay for all hours worked and at the regular rate of pay for all unworked hours.

For the purpose of this clause, an employee is considered to be working if he/she is actually performing or assisting in the performance of the duties of the job or has received specific instructions to remain available for work at the specific location where the work is being performed.

24.04 Transfer at Sea During Sea Trials

When an employee is required to proceed to a ship under trials at sea or to a ship proceeding to sea or to a ship proceeding to sea on trials, by helicopter, yardcraft or auxiliary vessel and is required to transfer from the helicopter, yardcraft or auxiliary vessel to the ship undergoing sea trials, the employee shall be paid a transfer allowance of ten dollars ($10.00). If the employee leaves the ship by similar transfer the employee shall be paid a further ten dollars ($10.00).

24.05 Submarine Trials

(a) When an employee is required to be in a submarine during trials under the following conditions:

the employee shall be compensated for all hours aboard at the applicable rate of pay for all hours worked and at the straight-time rate for all unworked hours.

(b) In addition, an employee shall receive a submarine trials allowance equal to twenty-five per cent (25%) of the employee's basic hourly rate for each completed one-half (1/2) hour the employee is required to be in a submarine during trials as per the conditions prescribed in sub-clause 24.05(a).

Article 25
Shift Premium

25.01 An employee who is regularly scheduled to work third (evening) or first (night) shift shall be paid a shift premium of:

(a) one-fifteenth (1/15) of the employee's basic hourly rate of pay for each hour worked on third (evening) shift,

and

(b) one-fifth (1/5) of the employee's basic hourly rate of pay for each hour worked on the first (night) shift.

Article 26
Pay

26.01 Except as provided in this Article , the terms and conditions governing the application of pay to employees are not affected by this Agreement.

26.02

(a) The rates of pay set forth in Appendix "A" shall become effective on the dates specified.

(b) Where the rates of pay set forth in Appendix "A" have an effective date prior to the date of signing of this Agreement, the following shall apply:

26.03

(a) An employee is entitled to be paid for services rendered at the rate of pay specified in Appendix "A" for the classification of the position to which the employee is appointed.

(b) The Employer will on written request provide a copy of his/her work description.

26.04 Acting Pay

When an employee is required by the Employer to perform substantially the duties of a higher position on an acting basis, the employee shall be paid acting pay from the date on which the employee commenced to act for the period in which the employee acts as if he/she had been appointed to that higher classification level.

26.05 When an employee is temporarily required by the Employer to perform the duties of a classification in the bargaining unit with a lower rate of pay than the employee is receiving, the employee shall continue to hold the employee's higher classification and be paid at the rate for that classification.

The provisions of this clause shall not apply to an employee on "layoff" as defined in clause 2.01(m).

26.06 An employee who was receiving a holding rate of pay on the effective date of this Agreement shall continue to receive that rate of pay until such time as there is a rate for the employee's classification level which is equal to or higher than the employee's holding rate. At that time, the employee will be paid the rate which is equal to or higher than the employee's holding rate.

26.07 Payments made as a result of clause 26.04 shall not change the holding rates of pay or the holding scale of rates to which an employee is entitled.

26.08 For the information of employees the assignment of jobs to sub-groups and levels shall be as described in Appendix "A".

26.09 If, during the term of this Agreement, a new classification standard is established, and new rates of pay are applied, any disagreement between the parties arising out of the new rates of pay shall be subject to negotiation.

Article 27
Loss of Personal Effects

27.01 An employee who suffers loss of clothes or personal effects will be compensated in accordance with Order-in-Council PC-1991-8/1695.

27.02 Where an employee is assigned to duty aboard a ship and suffers loss of clothing or personal effects (those which can reasonably be expected to accompany the employee aboard the ship) because of a marine accident or disaster, the employee shall be reimbursed the value of those articles up to a maximum of one thousand dollars ($1,000) based on replacement cost less the usual rate of depreciation.

27.03 An employee or the employee's estate making a claim under this Article shall submit to the Employer reasonable proof of such loss, and shall submit a signed affidavit listing the individual items and values claimed.

Article 28
Tools

28.01 The Employer agrees to continue its present practice of supplying tools where it considers them necessary, and such tools shall remain the property of the Employer.

28.02 An employee who through neglect or negligence destroys or loses any of the tools issued to the employee by the Employer shall be held responsible for such damage or loss based on replacement cost less the usual rate of depreciation.

Article 29
Illegal Strikes

29.01 The Public Service Labour Relations Act provides penalties for illegal strikes. A strike includes a cessation of work or a refusal to work or to continue to work by employees in combination or in concert or in accordance with a common understanding, or a slowdown or other concerted activity on the part of employees designed to restrict or limit output.

Article 30
Notice to Amend or Renew the Collective Agreement

30.01 Should either party, at the expiration of this Agreement desire amendments or alterations therein for its renewal, a written notice to that effect shall be served upon the other party in accordance with the provisions of the Public Service Labour Relations Act.

Article 31
Joint Consultation

31.01 The Employer and the Council recognize that consultation and communication on matters of mutual interest outside the terms of the Collective Agreement should promote constructive and harmonious Employer-Council relations.

31.02 It is agreed that Labour-Management meetings are an appropriate forum for consultation; that a subject for discussion may be within or without the authority of either the Management or Council representatives. In these circumstances, consultation may take place for the purpose of providing information, discussing the application of policy or air problems to promote understanding, but it is expressly understood that no commitment may be made by either party on a subject that is not within their authority or jurisdiction, nor shall any commitment made be construed as to alter, amend, add to, or modify the terms of this Agreement.

31.03 The following matters may be regarded as appropriate subjects for joint consultation:

(a) accident prevention;

(b) productivity;

(c) sick leave;

(d) training;

(e) work area environment;

and

(f) technological change.

Article 32
Employee Performance Review and Employee Files

32.01 When a formal review of an employee's performance is made, the employee concerned shall be given an opportunity to discuss and then sign the review form in question to indicate that its contents have been read and understood. A copy of the completed review form will be provided to the employee.

32.02 The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter.

32.03 Upon written request of an employee, the personnel file of that employee may be made available once per year for the employee's examination in the presence of an authorized representative of the Employer.

32.04 Notice of disciplinary action which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.

32.05 Where an employee is required to attend a meeting on disciplinary matters the employee is entitled to have a representative of the Council attend the meeting.

Article 33
Harassment

33.01 The Council and the Employer recognize the right of employees to work in an environment free from sexual harassment and agree that sexual harassment will not be tolerated in the work place.

33.02

(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

(b) If by reason of 33.02(a) a level in the grievance procedure is waived, no other level shall be waived except by mutual consent.

Article 34
National Joint Council Agreements

34.01 Agreements concluded by the National Joint Council (NJC) of the Public Service on items which may be included in a collective agreement, and which the parties to this agreement have endorsed after December 6, 1978, will form part of this collective agreement, subject to the Public Service Labour Relations Act (PSLRA) and any legislation by Parliament that has been or may be, as the case may be, established pursuant to any Act specified in Section 113(b) of the PSLRA.

34.02 NJC items which may be included in a collective agreement are those items which the parties to the NJC agreements have designated as such or upon which the Chairman of the Public Service Labour Relations Board has made a ruling pursuant to clause (c) of the NJC Memorandum of Understanding which became effective December 6, 1978.

34.03

The following directives, policies or regulations, as amended from time to time by National Joint Council recommendation and which have been approved by the Treasury Board of Canada, form part of this Collective Agreement:

(1) Bilingual Bonus Policy;

(2) Commuting Assistance Directive;

(3) Foreign Service Directives;

(4) Isolated Posts Directive;

(5) Living Accommodation Charges Directive;

(6) Memorandum of Understanding on the Definition of the Word "Spouse";

(7) Public Service Health Care Plan Directive;

(8) Relocation Directive;

(9) Travel Directive;

(10) Uniform Directive;

Health/Safety Standards (11 to 28)

(11) Boilers and Pressure Vessels Directive;

(12) Committees and Representative Directive;

(13) Electrical Directive;

(14) Elevated Work Structures Directive;

(15) Elevating Devices Directive;

(16) First Aid Allowance Directive;

(17) First Aid Directive;

(18) Hazardous Confined Spaces Directive;

(19) Hazardous Substances Directive;

(20) Materials Handling Directive;

(21) Motor Vehicle Operations Directive;

(22) Noise Control and Hearing Conservation Directive;

(23) Personal Protective Equipment and Clothing Directive;

(24) Pesticide Directive;

(25) Refusal to Work Directive;

(26) Sanitation Directive;

(27) Tools and Machinery Directive;

(28) Use and Occupancy of Buildings Directive.

34.04 Grievances in regard to the above directives, policies or regulations shall be filed in accordance with clause 20.01 of this Collective Agreement.

Article 35
No Discrimination

35.01 There shall be no discrimination, interference, restriction, coercion, harassment, intimidation, or any disciplinary action exercised or practiced with respect to an employee by reason of age, race, creed, colour, national origin, religious affiliation, sex, sexual orientation, family status, mental or physical disability, membership or activity in the Council, marital status or a conviction for which a pardon has been granted.

35.02

(a) Any level in the grievance procedure shall be waived if a person hearing the grievance is the subject of the complaint.

(b) If by reason of paragraph (a) a level in the grievance procedure is waived, no other level shall be waived except by mutual agreement.

35.03 By mutual agreement, the parties may use a mediator in an attempt to settle a grievance dealing with discrimination. The selection of the mediator will be by mutual agreement.

Article 36
Duration and Renewal

36.01 Unless otherwise expressly stipulated, the provisions of this Collective Agreement shall become effective on the date of signature of the Collective Agreement.

**

36.02 This Collective Agreement shall expire on January 30, 2010.

Signed in Ottawa, this 10^th day of the month of July 2009.

---

**Appendix "A"

SR(W) - Ship Repair Group
(All Employees Located on the West Coast)

Table Legend

• $) Effective October 1, 2005
• A) Effective October 1, 2006
• B) Effective October 1, 2007
• C) Effective October 1, 2008
• D) Effective October 1, 2009

Ship Repair Group

Pay Group	Sub- Group and level	Descriptive Titles	From $	A $	B $	C $	D $
0	ELE-1	Trades Helper	12.00	12.30	12.58	12.77	12.83
1	ELE-2	Trades Helper	21.32	21.85	22.35	22.69	22.80
	ELE-3	Marine Industrial Worker	21.32	21.85	22.35	22.69	22.80
2	ELE-4	Trades Material Support	24.74	25.36	25.94	26.33	26.46
3	SPS-5	Surface Preparation Worker	25.43	26.07	26.67	27.07	27.21
4	MAN-5	Marine System Maintenance	28.80	29.52	30.20	30.65	30.80
	PRW-6	Sail Maker/Liferaft Repair	28.80	29.52	30.20	30.65	30.80
	SPS-6	Painter	28.80	29.52	30.20	30.65	30.80
	MDO-6	Crane and Pump Operator	28.80	29.52	30.20	30.65	30.80
	MAN-7	Lagger	28.80	29.52	30.20	30.65	30.80
	SPS-7	Electro-plater	28.80	29.52	30.20	30.65	30.80
	MAN-7	Welder	28.80	29.52	30.20	30.65	30.80
	MAN-7	Moulder/Foundry Worker	28.80	29.52	30.20	30.65	30.80
	PRW-8	Rigger	28.80	29.52	30.20	30.65	30.80
	PIP-8	Pipefitter	28.80	29.52	30.20	30.65	30.80
	SMW-8	Sheet Metal Worker	28.80	29.52	30.20	30.65	30.80
	WOW-8	Shipwright/Joiner	28.80	29.52	30.20	30.65	30.80
	MAM-9	Maintenance Mechanic (Fridge)	28.80	29.52	30.20	30.65	30.80
	MAM-9	Maintenance Mechanic (Oil)	28.80	29.52	30.20	30.65	30.80
	MAC-9	Machinist	28.80	29.52	30.20	30.65	30.80
	EME-9	Fitter Diesel	28.80	29.52	30.20	30.65	30.80
	EME-9	Fitter Mechanic	28.80	29.52	30.20	30.65	30.80
	EME-9	Fitter Weapons	28.80	29.52	30.20	30.65	30.80
	BOB-9	Boilermaker	28.80	29.52	30.20	30.65	30.80
	MAM-10	Plant Maintenance	28.80	29.52	30.20	30.65	30.80
	EEW-10	Marine Electrician	28.80	29.52	30.20	30.65	30.80
5	EEW(R)-10	Electronics Repairman	28.99	29.71	30.39	30.85	31.00
6	MAN-7	Welder (HP) (1)	29.81	30.56	31.26	31.73	31.89
	PIP-8	Pipefitter (HP) (2)	29.81	30.56	31.26	31.73	31.89
	WOW-8/ BOB-9	Loftsman/Patternmaker (3)	29.81	30.56	31.26	31.73	31.89
	MAC-10	Bailey Meter (4)	29.81	30.56	31.26	31.73	31.89
	MAC-11	Tool and Die	29.81	30.56	31.26	31.73	31.89
	INM-11	Instrument Repairman	29.81	30.56	31.26	31.73	31.89
	EEW-11	Electrical Technician (5)	29.81	30.56	31.26	31.73	31.89
	EEW-11	Electronics Technician (6)	29.81	30.56	31.26	31.73	31.89
7	PLE-9	Planner Estimator/Scheduler (7)	31.16	31.94	32.67	33.16	33.33
	QCW-10	Quality Control (8)	31.16	31.94	32.67	33.16	33.33
8	PLE-10	Planner Estimator/Scheduler	32.40	33.21	33.97	34.48	34.65
	QCW-11	Quality Control	32.40	33.21	33.97	34.48	34.65
9	APC-1	Apprentices 4 years (9)	14.41	14.77	15.11	15.34	15.42
	APC-2		16.26	16.67	17.05	17.31	17.40
	APC-3		18.09	18.54	18.97	19.25	19.35
	APC-4		19.96	20.46	20.93	21.24	21.35
	APC-5		21.81	22.36	22.87	23.21	23.33
	APC-6		23.64	24.23	24.79	25.16	25.29
	APC-7		25.51	26.15	26.75	27.15	27.29
	APC-8		27.38	28.06	28.71	29.14	29.29
	APD-1	Apprentices 5 years (9)	14.41	14.77	15.11	15.34	15.42
	APD-2		15.83	16.23	16.60	16.85	16.93
	APD-3		17.29	17.72	18.13	18.40	18.49
	APD-4		18.74	19.21	19.65	19.94	20.04
	APD-5		20.17	20.67	21.15	21.47	21.58
	APD-6		21.61	22.15	22.66	23.00	23.12
	APD-7		23.04	23.62	24.16	24.52	24.64
	APD-8		24.48	25.09	25.67	26.06	26.19
	APD-9		25.94	26.59	27.20	27.61	27.75
	APD-10		27.39	28.07	28.72	29.15	29.30
10	LH	Lead Hand	1.44	1.48	1.51	1.53	1.54
11	EEW-12	Charge Hand	32.06	32.86	33.62	34.12	34.29
12	MGT-1	Production Supervisor (10)	33.34	34.17	34.96	35.48	35.66
			34.60	35.47	36.29	36.83	37.01
			35.85	36.75	37.60	38.16	38.35
Salary Protected Employees
	MAT-5	Sand Blaster Chargehand	29.28	30.01	30.70	31.16	31.32
	BOB-9	Boilermaker Chargehand	30.76	31.53	32.26	32.74	32.90
	SMW-8	Sheet Metal Chargehand
	WOW-8	Carpenter Chargehand
	PIP-08	Pipe Fitter Chargehand
	EEW-10	Electrician Chargehand
	EME-10	Fitter Chargehand
	SPS-6	Painter Chargehand

**Pay Notes

(1) This rate will be paid to a MAN-7 (Welder) upon satisfactory completion of a High-Pressure Welding Test, while remaining qualified and for the time actually spent on the following type of high-pressure welding:

- all pipes, valves and pressure vessels subject to test pressure of 100 PSIG and above;

- all welding on evaporator baskets.

(2) This rate will be paid to a PIP-8 (Pipefitter) upon satisfactory completion of a High-Pressure Brazing Test, while remaining qualified and for the time actually spent on the following types of brazing:

- pipes, valves and gauges subject to test pressure of 450 PSIG and above.

(3) This rate will be paid to a qualified WOW-8 (Shipwright) or BOB-9 (Boilermaker) for the time actually spent performing the duties of a Loftsman or Patternmaker.

(4) This rate will be paid to employees in Pay Group 4 upon satisfactory completion of a Bailey Meter Technician Trade Test.

(5) This rate will be paid to an EEW-10 (Marine Electrician) upon satisfactory completion of an Electrical Technician Trade Test.

(6) This rate will be paid to an EEW-10 (R) (Electronic Repairman) upon satisfactory completion of an Electronic Technician Trade Test.

(7) This rate of pay will be paid for the first 2088 hours of cumulative time served pursuant to the SR PLE-9 qualification since 01 October 2000, after which time the employee will progress to the next fully qualified level at SR PLE-10.

(8) This rate of pay will be paid for the first 2088 hours of cumulative time served pursuant to the SR QCW-10 qualification since 01 October 2000, excluding embedded shop QC functions, after which time the employee will progress to the next fully qualified level at SR QCW-11.

(9) All periods represent nine hundred (900) worked hours. An apprentice which enters the bargaining unit after the signing of the collective agreement, will follow this pay group.

(10) The increment period for employees paid in these scales of rates, other than part-time employees, is twelve (12) months.

(11) The pay increment policy of the Employer shall be extended to include part-time employees whose scheduled hours of work, on an annual basis, average twenty (20) or more but less than forty (40) hours per week. The pay increment period, in months, for the employees referred to in this pay note shall be determined by the following formula:

12 x (40 / Average Weekly Scheduled Hours)

but where the period determined by this formula is not a multiple of three (3), it will be increased to the nearest multiple of three (3).

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