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Particulars of Memorandum of Settlement (Pattern Bargaining)

07/03/2019

DURATION

The parties agree that the Collective Agreements at all Participating Locations except Base Plant and Firebag, London Terminal and TNEO shall be renewed for a period of 4 years from February 1, 2019 to January 31, 2023. Base Plant and Firebag shall be renewed for a period of 4 years from May 1, 2019. London Terminal shall be renewed for a period of 4 years from April 1, 2019. TNEO shall be renewed for a period of 4 years from October 1, 2019.

WAGE ADJUSTMENT

Effective February 1 •, 2019, a two and one half percent (2.50%) general wage increase (rounded to the nearest cent) will be applied to the rate of pay for each job classification.

Effective February 1*, 2020, a two and three quarters percent (2.75%) general wage increase (rounded to the nearest cent) will be applied to the rate of pay for each job classification.

Effective February 1 *, 2021, a three percent (3.00%) general wage increase (rounded to the nearest cent) will be applied to the rate of pay for each job classification.

Effective February 1 *, 2022, a three and one half percent (3.50%) general wage increase (rounded to the nearest cent) will be applied to the rate of pay for each job classification.

Employees who retire during the negotiation period will receive a retro-active wage adjustment for any hours worked between February 1 *, 2019 and ratification of the renewed collective agreement.

*April 1 for London Terminal; October 1 for TNEO.

SHIFT DIFFERENTIAL

Shift differentials and wage-related premiums will be adjusted by the same percentages as the wage adjustment.

DOMESTIC VIOLENCE

During 2019 negotiations the Company and the Union discussed the impact of domestic violence or abuse on employees and the workplace.

Domestic violence or abuse impacts productivity and often results in absences. Employee absences can be connected to illness and/or their ability to report to work. Additionally, domestic violence can be difficult for employees to disclose and receive the necessary help or support.

Knowing employees face situations of violence or abuse in their personal lives and the negative impact this issue can have on the workplace, the Company and the Union agreed on the need to bring greater awareness and make it easier for employees to disclose and ask for help.

The Company agrees to sponsor a meeting with national and local union representatives to review and discuss the impact of domestic violence or abuse on employees and how it impacts the workplace. The purpose of this meeting will be to explore ways the Company and the Union can collaborate to address the following

•          Raise awareness;

•          Enable disclosure from employees experiencing domestic violence or abuse;

•          Promote access to domestic violence or abuse support services; and

•          Develop a plan to have continued dialogue during the term of the agreement.

SEVERANCE PAY

Where an employee is eligible for severance pay, the employee will receive severance pay based on:

Two weeks' pay plus two weeks' pay for each year of continuous service multiplied by 1.30, provided the employee has at least one year of continuous service. Severance pay for a partial year of service will be calculated on a prorated basis. A weeks' pay shall equal 40 hours at the employee's base hourly rate.