Local 594 Office Tel: 306.721.

4403
200 Hodsman Road Fax: 306.721.0189
Regina, SK Email: info@unifor594.com
S4N 5X4 www.unifor594.com

March 25, 2020

Brothers & Sisters,

RE: Lockout Day #111 – Response to Company’s Offer

This morning the Company submitted an offer to the Bargaining Committee that was disrespectful to their
workers, the Special Mediators, the Government, and the people of the great province of Saskatchewan. In a
time when people are showing the best versions of themselves, FCL is using the COVID-19 pandemic as leverage
to demand more concessions from workers, and quite frankly it is disgusting.

Our membership already voted, and almost unanimously ratified, what they believe to be a fair deal to put an
end to this dispute. We need to come together and move forward. Our union was prepared to accept the
recommendations laid out in the Special Mediators’ report because, even though it included concessions, was a
fair deal for both sides.

When negotiations began fourteen months ago, the Union took the process seriously. We came to the table
asking for very little and offered the Company millions of dollars in savings. FCL has never wanted a deal. Every
step of the way they moved the goalposts and demanded more and more from workers.

Not only does FCL add 12 concessions to the mediators’ recommendations, they also make acceptance of their
offer conditional to a Return to Work Agreement that was not bargained and suspiciously vague. The Company’s
full proposal is attached, this is a quick summary of the differences between their offer and the Special
Mediators’ recommendations that our membership ratified on March 23rd:
• Duration – a “Me Too” agreement on Wage & Term only for the National Settlement.
• Savings Plan – an immediate reduction down to 4% matched (from 6.5%) for existing employees.
• Savings Plan – all new hires would not have access to the Savings Plan and instead would be on the
Company’s Performance Plan that is not in the CBA. Essentially two-tiering more benefits.
• Steam Ticket Premiums – deletion of the $1500 one-time payment for 3rd Class Steam Tickets.
• Steam Ticket Premiums – the $4000 one-time payment for 1st Class Steam Tickets would be outside the
collective agreement.
• Life Insurance Benefit – would be capped at a maximum of 2.5 times annual salary (current max of 4.0).
• LOU #58 – deletion of paragraph 5 Employment Security. It eliminates one of the hurdles the Mediator
referenced in allowing the removal of the Maintenance compliment number.
• Pension – employee contributions 4% (2020) 8% (2021 – one year earlier) 50% of Service Cost (2022 –
currently service costs are 23.4%)
• Pension – indexation would be the same as Mediators’ recommendation.
• Pension – CPP reduction back to 50% at age 65 (no 100% CPP integration at age 65).
• Pension – only a one-time decision to switch (opposed to Mediators’ “during the life of the agreement”).
• Pension – no commitment to discussing moving DB/DC plan members to the PPIP pension.

This is not a fair deal that respects workers or the mediation process. We see absolutely no reason to take the
Company’s offer to the membership for a vote. A fair deal is already in place, it is FCL that needs to accept it.

It’s time for the Government to step in and legislate us back to work with the Special Mediators’
recommendations. Our membership is tired of FCL’s games. Our membership respects the work of the Special
Mediators’ as they put forward a fair deal that was good enough to end the lockout. It is the right thing to do for
this province, but FCL chose to go the other way. They are weaponizing the pandemic crisis and using it as a
bargaining chip.

Our members deserve a fair deal and this lockout needs to end.

In Solidarity,

Unifor 594 Bargaining Committee

 Page 1

BEST AND FINAL OFFER MEMORANDUM

BETWEEN:
CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED

(hereinafter referred to as the "Co-operative")

AND:
UNIFOR, LOCAL 594

(hereinafter referred to as the "Union")

The Co-operative hereby submits its BEST AND FINAL OFFER to the Union for the purpose of executing a
renewed agreement and letters of understanding. This BEST AND FINAL OFFER is conditional upon the parties
entering into a return to work agreement that is mutually agreed. It is open for acceptance as confirmed in a
ratification vote until 5:00 p.m. on Friday, April 2, 2020, after which it may be withdrawn without notice to the
Union by the Co-operative.

DATED this ____ day of April, 2020.

FOR THE CO-OPERATIVE:

Accepted this ____ day of April, 2020.

FOR THE UNION:

E+OE
 RELATED TO COLLECTIVE AGREEMENT

ARTICLE 2 – RECOGNITION

2. The Union recognizes the responsibility of its members to faithfully and diligently perform
their respective duties for the Co-operative and will, at all times, carry out their individual
responsibilities according to the regulations, methods and procedures established by
Management. The Union also recognizes that the management of the organization and the
direction of the working force, including the right to hire, suspend, or discharge for just
cause, to assign to jobs, to establish qualifications for the positions to be filled and to judge
merit and ability of employees, to transfer employees within and between the Refinery and
Petroleum Distribution Department, to increase and decrease the working force, to
determine products to be handled, produced or manufactured, the schedule of production
and the methods, processes and means of production or handling, is vested in the
management of the organization subject to the provisions of the Agreement. The Union
recognizes the personnel policies and procedures of the organization as submitted to the
Union on commencement of this contract date, but the application of these policies and
procedures shall not take away the employees right to grievance procedure as outlined in
Article 14.

ARTICLE 9 – PROMOTIONS AND VACANCIES

1. a. With respect to new positions of a temporary or permanent nature, vacancies and

changes requiring additions to or maintenance of staff, notice of such positions or
vacancies shall be posted in places accessible to all employees. online and sent to
employees who have registered to receive job posting alerts. A period of at least
seven calendar days will be given to employees to make application for such
positions in writing online. The Company will provide electronic means for
employees to access and apply for job postings. Any employee not available to
apply for a posted position during the posting period can request any other Union
employee to submit an application on his behalf. Providing the applicant possesses
the minimum qualifications for the position to be filled, vacancies shall, merit and
ability being sufficient to handle the job to be filled, be filled through step-by-step
promotions on the basis of seniority, and in the chronological order they were
posted, within the sections or departments concerned. Other employees covered by
the Agreement will be considered before other applicants who are not covered by
this Agreement. Vacancies are to be filled only in accordance with work
requirements as determined by the Co-operative. The Co-operative will, on a
periodic basis, advise employees of the minimum qualifications required for entry
level positions in the established sections and make available published training
sources to achieve required qualifications. Successful applicants have two one (21)
working days from the time Human Resources notifies them in which to accept the
position. If the successful applicant does not accept within two one (21) working

2
 days, the next qualified applicant will be notified.

2. No employee shall suffer any reduction in his position through another employee being
transferred into a department for training purposes.

ARTICLE 14 – GRIEVANCE PROCEDURE

1. It is agreed that neither party to this agreement shall cause a suspension of work until an
earnest effort has been made to settle disputes and grievances of employees in accordance
with the following procedure.

2. An employee who may feel that he has been unfairly treated believes there has been a
violation of the Collective Agreement must take up his complaint with his Shop Steward
or a member of the Grievance Committee. If the Shop Steward or member of the Union
Grievance Committee feels that the complaint is justified, following discussion jointly with
Shop Steward, employee and his immediate supervisor, the matter then becomes a
grievance and under the Agreement must be dealt with on Co-operative time. Union
officials shall not forego proper grievance procedure nor direct the working force in the
performance of duties required of their positions.

3. Grievances shall be dealt with as follows:

Step 2

If a satisfactory settlement cannot be reached under Paragraph 3, Step 1, then the grievance
shall be dealt with through the Union Grievance Committee, and submitted in writing
within fourteen (14) calendar days of the Step 1 grievance response to Human Resources.
Human Resources will meet with the Union Grievance Committee within fourteen (14)
calendar days of receipt of the grievance at Step 2, and will render a decision in writing
within twenty-one (21) calendar days, after the meeting.

Step 3

If a satisfactory settlement has not been reached, either party to this Agreement may, within
35 calendar days, submit the matter to a Board of Arbitration by providing written notice
to the other party. The Union and the Co-operative shall, within 10 calendar days of the
notice, each appoint a member to the Board. The two members to the Board or designates
shall, within a further 10 days, select a third member to act as Chairperson. Should the
nominees be unable to agree upon a Chairperson, the Minister of Labour of the Province
of Saskatchewan shall be authorized to appoint a Chairperson upon request from either
party. Either party may, at any time request a Single Arbitrator with agreement from the
other party. The parties shall bear in equal portions the fees and expenses of the Arbitrator
or Chairperson.

The Board of Arbitration, having been so established, shall meet with the parties in Regina at the
earliest possible date and shall:

3
(1) Hear evidence relating to the alleged violation or difference; and

(2) Argument thereon by the parties or by representatives of either or both of them;

(3) and shall render a decision within 10 calendar days a reasonable timeframe on the matter
or matters in dispute and such decision shall be binding upon the parties hereto.

The decision of the majority of the members of an Arbitration Board, or where there is no majority
decision, the decision of the Chairperson shall be the decision of the Arbitration Board.

The Arbitration Board shall have no authority to add to, modify or alter any of the terms or
provisions of this Agreement; the sole authority of the Arbitration Board is to render a decision as
to the meaning and interpretation of this written contract with respect to the dispute.

Where an employee has been suspended or dismissed the Arbitration Board:

(i) May direct the Co-operative to reinstate the employee and pay to the employee a
sum equal to his wage loss by reason of his suspension or dismissal or such lesser
sum as, in the opinion of the Arbitration Board, is fair and reasonable, or

(ii) May take such other directive varying the penalty as it considers fair and reasonable
having regard to the terms of the Collective Agreement.

4. In the event of the absence of the authorized agent or agents of the Co-operative at any
step, it shall be permissible at the expiration of the time specified in Section 3, to proceed
with the next higher step of the foregoing procedure.

5. In the discussion of grievances with the Co-operative, the Union may at any time be
accompanied by a representative of Unifor Canada.

6. All negotiations with regard to grievance and agreements shall be dealt with during
working hours, and no employee will suffer loss of pay by reason of time spent
investigating grievances or negotiation of agreements or on discussion of same with
representatives of the Co-operative. All relief required shall be paid at straight time.

Union officials are required to request permission from management for time required to
conduct Union business during working hours. It is agreed that such permission will be
granted so that there is minimum interference with work schedule.

7. The Union agrees that relief work made necessary by reason of discussion or negotiations
between Union members and representatives of the Co-operative shall be worked at
straight time. The Co-operative agrees to arrange for such relief work and, also, to pay
employees for time spent in such discussions the equivalent of one regular working day or
any portion thereof, as applicable.

The Co-operative agrees to pay employees for time spent in negotiations which occur on
the employees regular day off. Pay to be the equivalent of one regular working day or any
portion thereof, as applicable.

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8. The number of Union committee representatives, who are entitled to remuneration
provided in Subsections 6 and 7 during contract negotiations and grievance procedure
discussions, shall not exceed six and three respectively.

9. Permanent employees shall not be laid off, dismissed, recalled, promoted, demoted, or
permanently transferred, until the Union and the Human Resources Department have been
notified in writing of the name or names of the persons affected, at least two one working
days prior to such action being taken, it being understood, however, that the foregoing
provision shall not preclude the rights of any Union member in respect to grievance. In
serious cases, employees may be immediately suspended with full pay and held out of
service 7 days for investigation purposes and the company will endeavour to complete the
investigation in for a period not exceeding 30 calendar days. The Co-operative agrees that
an employee shall have the right to have his or her Shop Steward present at any discussion
with a supervisor or manager, which might be the basis of disciplinary action. Where a
supervisor or manager intends to interview an employee for disciplinary purposes, the
supervisor or manager shall make every effort to notify the employee in advance of the
purpose of the interview in order that the employee may contact his or her Shop Steward.
The right to a Shop Steward shall also apply to Letters of Concern. Employees who are
called in on their off hours for the purposes of an investigation do so voluntarily and shall
be paid at straight time and the Co-operative shall make every effort to respect the hours
of work and sleep requirements related to shift workers.

10. Should an employee inadvertently or otherwise be penalized, dismissed, or laid off,

recalled, promoted, or demoted and it is later established that such action was unfair or not
in accordance with the provisions of the Agreement, he shall immediately be returned to
his former status in all respects and shall be compensated in accordance with the settlement
arrived at through grievance procedure.

\ARTICLE 15
Section 2 – Sick Leave (Permanent Staff) - General

A. An employee, in order to obtain sick leave pay for time lost, must if possible, inform
his departmental head or supervisor, before the commencement of his absence, and
when he will be able to return to work, and also must sign a Leave of Absence slip on
the first day of his return to work. However, the Supervisor co-signing the Leave of
Absence slip may, for good and sufficient reasons, have the alternative of waiving the
notification required as above. Responsibility for obtaining and signing the Leave of
Absence slip will be upon the employee and not the departmental manager. The Co-
operative reserves the right, in event of an application for sick leave pay, to require a
medical certificate and he cost for the medical certificate will be paid for by the Co-
operative. The Co-operative reserves the right, in event of an application for sick
leave pay of more than two consecutive schedules work days to require a medical
certificate. The cost for the medical certificate will be paid for by the Co-operative.

D. The Union agrees that no employee shall be eligible for sick leave pau while unable to
perform his normal duties due to alcoholic, or substance intoxication or immediate

5
 sickness resulting therefrom, or to injury received whole working for hire, for someone
other than the Co-operative, or due to injury received while engaged in other activities
directed to increase the employee’s income.

Section 3 – Annual Vacation (Permanent Staff)

(a) Every employee shall be entitled:

(1) After one year of his employment to an annual vacation of three weeks.

(2) After the 9th year of employment and for each subsequent year, to an annual
vacation of four weeks.

(3) After the 18th year of employment and for each subsequent year, to an annual
vacation of five weeks.

(4) After the 24th year of employment and for each subsequent year, to an annual
vacation of 6 weeks.

(5) When earned vacation equals 4 weeks, an employee has the option of deferring one
weeks vacation for each of two years.

(6) When earned vacation equals 5 weeks, an employee has the option of deferring two
weeks vacation for each of two years.

This subsection (a) is in accordance with the Province of Saskatchewan, Saskatchewan

Employment Act, with remuneration as stipulated by legislation or at regular rates,
whichever is the greater.

It is understood that the vacation adjustment must be paid for the weeks of vacation that it
is calculated for (i.e., 3/52 for 3 weeks and 4/52 for 4 weeks). The fifth and sixth weeks of
vacation will be based on regular rates of pay only.

Notwithstanding the foregoing, if an employee is absent without pay for a period in excess
of two (2) weeks in a vacation period (May 1 to April 30), vacation pay shall be calculated
on the basis of 3/52nds, 4/52nds, 5/52nds, or 6/52nds, whichever is applicable, of total
wages.

(b) If the employment of an employee with the Co-operative is terminated at any time within
less than one year, the Co-operative shall forthwith pay to him, in addition to all the other
amounts due to him, vacation pay to an amount equal to 3/52 of the employee’s total wage
for the period of employment.

(c) Where a holiday falls within an employee’s annual vacation, such employee shall be
granted one additional day’s vacation or pay in lieu of the statutory holiday.

(d) Vacation schedules shall be prepared in advance by the Union in consultation with the Co-
operative and after approval by the Co-operative, posted in places accessible to all
employees.

6
Section 5 - Leave of Absence (Permanent Staff)

(d) Personal Leave

Personal Leave is designed to assist an employee with coping with domestic contingencies
or unforeseen emergencies that affect the employee or the employee’s family. Personal
Leave may shall be granted for such domestic contingencies and unforeseen emergencies
including, but not limited to, illness in the family, births, moving, marriage of an employee,
educational matters of dependents, health and well-being of parents, where the employee
or his or her child is a victim of interpersonal (domestic) violence, and the like. Up to
2 paid days or any portion thereof will be granted to employees as Personal Leave. Personal
Leave may be taken as portions of a day. A maximum of 2 unused Personal Leave days
may be carried over in a given calendar year.

Section 9

An employee who has permanent restrictions and who is unable to continue in his present
employment through sickness, accident, or disability, will be dealt with by the Accommodations
Committee, which will be comprised of equal representation from the Company and the Union.
The committee will develop recommendations on an accommodation plan for the employee that
will use all statutory requirements and Company programs. The committee shall meet regularly to
monitor the accommodation plan for the employees. When an employee receives temporary or
permanent disability payments resulting from a disability other than those covered by Workers’
Compensation, and the disability impairs his job effectiveness, the individual may, by mutual
arrangement between the Co-operative and the Union, be subject to reclassification to a pay level
consistent with his capabilities.

ARTICLE 16 – CLASSIFICATIONS, WAGE RATES AND HOURS OF WORK

Section 2

Hours of Work - Mechanical Department

(a) The standard work week shall average 37⅓ hours over a two week period consisting of
Monday through Thursday 7:00 a.m. to 4:50 p.m. (9⅓ hrs) and Tuesday through Friday
7:00 a.m. to 4:50 p.m., with one-half hour off for lunch. If shift work is required, the normal
hours of work for those employees who agree to shift work shall be mutually agreed upon.
When required to work any other nine and one third (9⅓) hours within that twenty-four
hour period, notice will be given at least twelve hours in advance of the time when the
employee would otherwise have reported for duty. If a shift is cancelled out without twelve
hours notice, payment is to be made for the regularly scheduled period of work which is
not worked. When the Co-operative avails itself of the foregoing provision, it is understood
that if changes in working hours entailed by that temporary arrangement results in the
employee being paid for less than the applicable number of nine and one third (9⅓) hour
periods at basic rates in the weekly period, he shall be paid for sufficient time at his regular
rates to compensate for the difference. The premium portion of payments for overtime,
holiday or non-applicable overtime hours, will not be included in the computation of the

7
 basic period.

(b) There is a requirement for up to twenty six (26) current day shift maintenance positions to
be scheduled to provide coverage seven (7) days a week. The Company will consult the
Union regarding any increases to the number of positions on the seven (7) day coverage
schedule.

The standard work week shall average thirty seven and one third (37⅓) hours per week
over a two (2) week averaging period consisting of seven (7) days on and seven (7) days
off.

The two (2) week averaging period will consist of seven (7) shifts of ten and two thirds
(10⅔) hours per day exclusive of a one-half (½) hour unpaid lunch period.

The daily hours will be 7:00 a.m. to 6:10 p.m. with one-half (½) hour off for lunch. The
Company will consult the Union regarding any changes to these start and stop times.

Rest periods as per Article 15 Section 6.

The work week shall be defined as Monday to Sunday.

Shift differential shall be paid to all Stores employees on the seven (7) day coverage
schedule for hours worked at the rate of $1.03/hour. Shift differential is covered in Article
18.

(c) Sick Leave, W.C.B., Statutory Holidays will all be administered on the basis of keeping
the employee’s pay whole.

Hours of Work - Process Department

(a) The standard work week shall average 37⅓ hours over a 9 week cycle consisting of two
days of 12 hours each starting at 7 a.m. 6 a.m. and stopping at 7 p.m. 6 p.m., and two nights
starting at 7 p.m. 6 p.m. and stopping at 7 a.m. 6 a.m. followed by five consecutive days
off.

(b) It is understood that the standard work week as applied to holiday, accident and sickness
relief employees, and swing employees working between two departments or sections, will
may not have consecutive days off. and will be on the Maintenance Department hours of
work program unless a scheduled Process shift. The details are outlined in a letter of
agreement.

Hours of Work – Stores

(a) The standard work week shall average 37⅓ hours over a two week period consisting of
Monday through Thursday 7:00 a.m. to 4:50 p.m. (9⅓ hrs) and Tuesday through Friday
7:00 a.m. to 4:50 p.m., with one-half hour off for lunch. If shift work is required, the normal
hours of work for those employees who agree to shift work shall be mutually agreed upon.

8
 When required to work any other nine and one third (9⅓) hours within that twenty-four
hour period, notice will be given at least twelve hours in advance of the time when the
employee would otherwise have reported for duty. If a shift is cancelled out without twelve
hours notice, payment is to be made for the regularly scheduled period of work which is
not worked. When the Co-operative avails itself of the foregoing provision, it is understood
that if changes in working hours entailed by that temporary arrangement results in the
employee being paid for less than the applicable number of nine and one third (9⅓) hour
period at basic rates in the weekly period, he shall be paid for sufficient time at his regular
rates to compensate for the difference. The premium portion of payments for overtime,
holiday or non-applicable overtime hours, will not be included in the computation of the
basic period.

(b) There is a requirement for up to four (4) current day shift Stores positions to be scheduled
to provide coverage seven (7) days a week. The Company will consult the Union regarding
any increase to the number of positions on the seven (7) day coverage schedule.

The standard work week shall average thirty seven and one third (37⅓) hours per week
over a two (2) week averaging period consisting of seven (7) days on and seven (7) days
off.

The two (2) week averaging period will consist of seven (7) shifts of ten and two thirds
(10⅔) hours per day exclusive of a one-half (½) hour unpaid lunch period.

The daily hours will be 7:00 a.m. to 6:10 p.m. with one-half (½) hour off for lunch. The
Company will consult the Union regarding any change to these start and stop times.

Rest periods as per Article 15 Section 6.

The work week shall be defined as Monday to Sunday.

Shift differential shall be paid to all Stores employees on the seven (7) day coverage
schedule for hours worked at the rate of $1.03/hour. Shift differential is covered in Article
18.

Shift differential is covered in Article 18.

(c) Sick Leave, W.C.B., Statutory Holidays will all be administered on the basis of keeping
the employee’s pay whole.

ARTICLE 17 – OVERTIME AND IRREGULAR HOURS OF WORK

Definitions:

Refinery Day – 8:00 a.m. 6:00 a.m. to 8:00 a.m. 6:00 a.m.

A. (Alternative of 7:30 a.m. to 7:30 a.m. — 7:00 a.m. to 7:00 a.m.)

9
B. Work Period - 8 hours, 8 1/3 hours, 9 1/3 hours, 10 2/3 or 12 hours.

C. Shift change occurs when an employee’s regular permanent schedule changes to a different
permanent schedule.

D. Short Change - that is, when an employee is called back within 12 hours after completing
a regularly scheduled period of work to perform another period of work in place of the next
regularly scheduled period of work.

E. Pay Period Wage - Payment of wages recognizes an average of 74 2/3 hours, over re-
occurring periods, of pay at straight time for a pay period which is defined in Article 18,
Section 1.

Section 1 – Overtime and Irregular Hours of Work - General

A. A sincere effort will be made to keep overtime work to a minimum, but when overtime is
necessary, an effort will be made to allocate it so as to cause the least personal
inconvenience possible. The Co-operative, in allocating such overtime, will take into
consideration the skills, abilities and personal convenience of the employees involved and
will exercise discretion in granting minimum periods of absence from work following
extended periods of overtime work.

B. All hours worked in excess of the regular hours of work as set out in the schedules outlined
in Article 16 for any one day or in any one week, shall be considered as overtime hours
and paid at double time when premium pay has not answered the requirements.

C. Any employee who is not advised prior to leaving work and is called back to work not
continuous with his regular working hours, either before or after, shall receive pay at the
overtime rate applicable for the actual time worked, or shall receive not less than 4 hours
pay at his regular rate, whichever is greater. Leaving work shall be defined as outside the
normal working day whether the worker is still in the plant or not.

D. Any employee who reports for work but who, for reason of some breakdown in the Plant
or for weather conditions, is dismissed for the day shall receive not less than four hours
pay at his normal rate.

E. Employees shall not be required to suspend work during their working hours for the
purpose of absorbing overtime.

F. The Co-operative agrees to bear all costs for extra transportation made necessary by
overtime work. (See Letter of Understanding)

G. The Co-operative agrees that when employees scheduled to perform day work are required
to perform unscheduled overtime work expected to last more than two hours beyond
regular terminating time or later, they will be granted a supper period of one-half hour on
the Co-operative’s time and that supper will be made available and paid for by the Co-
operative. “Regular terminating time” means “standard 8 1/3 hour working day”, i.e., 7:30
a.m. to 4:20 p.m. for 8 1/3 hour workers. “Regular terminating time” means “standard

10
 Mechanical Department or Stores 9 1/3 hour working day”, i.e., 7:00 a.m. to 4:50 p.m. for
9 1/3 hour workers. (See Letter of Understanding)

H. Short changes from one refinery day into another refinery day brought about by situations
other than shift changes shall be recognized by a premium equivalent to one day’s pay,
except when:

(1) The previous shift in the current period has been paid for at the overtime rate,
providing however, the employee is not scheduled to work a day shift following a
midnight shift, in which case premium pay will be recognized and the employee
will not be required to work the scheduled shift.

(2) When the short change shift qualified for overtime (e.g., Saturday).

I. Process All employees desiring to trade shifts may do so by mutual arrangement provided
a shift trade form is approved by management. (See Letter of Understanding)

J. When Process employees are required to do repair or maintenance work, all shift
employees shall retain regular rate of pay as listed under classifications and wage rates.

K. When a Process or Process Relief employee is eligible to make up short time hours and he
wishes to do so, he may be assigned at the election of the Co-operative to training, relief,
shift or day work, and time so worked shall be applied against his short time.

L. Details of the administration of this section are written up in Letters of Agreement.

ARTICLE 18 – PAYMENT OF WAGES

Section 1

Pay periods shall be from Sunday 8:00 a.m. 6:00 a.m. through two weeks to Sunday 8:00 a.m.
6:00 a.m. (Alternate of 7:30 a.m. to 7:00 a.m. or 7:00 a.m. to 7:00 a.m).

Section 5

For the purpose of calculating overtime rates, the standard working month shall consist of 161 3/4
hours per month.

Employees in classifications with salary ranges shall be granted a wage increase, as set out in the
attached schedules, after every six months of satisfactory service until the top of the range is
reached. The Co-operative may waive semi-annual increases and grant adjustments at shorter
intervals.

Shift differential shall be paid to all employees when working shifts, as follows: [TO BE

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UPDATED BASED ON 4 YEAR TERM AND NATIONAL PATTERN RATES]

Feb. 1, 2016 Feb. 1, 2017 Feb. 1, 2018

(a) 8:00 a.m. - 4:00 p.m. 0.84 0.86 0.88
(b) 4:00 p.m. - 12:00 midnight 1.74 1.77 1.81
(c) 12:00 M.N. - 8:00 a.m. 3.02 3.08 3.16
(a d) 7:00 6:00 a.m. – 7:00 6:00 p.m. 1.13 1.15 1.18
(b e) 7:00 6:00 p.m. – 7:00 6:00 a.m. 2.58 2.63 2.70
(f) 2:30 p.m. – 12:20 a.m. 1.74 1.77 1.81
(g) 7:00 a.m. – 6:10 p.m. 1.03 1.03 1.03

Shift differential pay shall form part of the basic wage rates, but not be subject to overtime rates.
Employees, when assigned to a regular day shift schedule, will not receive the premium in (a)
above.

The agreed application of this clause is contained in Agreement Supplements.

ARTICLE 20 – DURATION OF AGREEMENT

* As per attached cover letter, The company is prepared to accept the

outcome of Unifor’s next national pattern negotiation, on term and
wages only,

This Agreement shall be effective from February 1, 20162019, and shall remain in
effect until January 31, 20192023, and thereafter from year to year, but either party
may, not less than thirty (30) days nor more than sixty (60) days before the expiry
date of such Agreement, give notice in writing to the other party to terminate such
Agreement or to negotiate a revision thereof, provisions of which shall accompany
the notice and thereupon the parties agree to forthwith bargain collectively with a
view to the renewal or revision of the Agreement or the conclusion of a new
Agreement. Retroactivity applies to all permanent and temporary employees on
payroll as of the date of ratification. Employees who have retired since February 1,
20162019, will also receive retroactivity.

WAGE SCHEDULE*

As per National Pattern: Year 1: 2.5%; Year 2: 2.75%; Year 3: 3.00%; Year 4: 3.5%

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

12
[TO BE UPDATED BASED ON 4 YEAR TERM AND NATIONAL PATTERN RATES]

February 1, 2016 - January 31, 2018

Feb. 1/16 Feb. 1/17 Feb. 1/18

$/Hour $/Hour $/Hour
SCHEDULE A - MECHANICAL DEPT.
Lead Tradesperson 52.97 54.03 55.38
Trade Specialist 52.22 53.26 54.59
Tradesperson I 50.71 51.72 53.01
Tradesperson II 44.32 45.21 46.34
Tradesperson III 40.99 41.81 42.86
Building Maintenance I 50.71 51.72 53.01
Building Maintenance II 44.32 45.21 46.34
Building Maintenance III 40.99 41.81 42.86
Insulator I 50.71 51.72 53.01
Insulator II 44.32 45.21 46.34
Insulator III 40.99 41.81 42.86
Inspector I 50.71 51.72 53.01
Inspector II 44.32 45.21 46.34
Inspector III 40.99 41.81 42.86
Helper I 35.28 35.99 36.89
Helper II 33.85 34.53 35.39
Labourer - After 4 Years 39.90 40.70 41.72
Labourer - After 3 Years 37.88 38.64 39.61
Labourer - After 2 Years 35.87 36.59 37.50
Labourer - After 1 Year 33.85 34.53 35.39
Utility #1 - After 18 Months 34.45 35.14 36.02
Utility #2 - After 12 Months 33.50 34.17 35.02
Prob. Labourer - 2nd 6 mos. 32.43 33.08 33.91
- 1st 6 mos. 29.88 30.48 31.24

13
 RELATED TO LETTERS OF UNDERSTANDING

CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED

Regina, Saskatchewan

Letter No. 2
Issued Feb. 1, 1993
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

LETTER OF UNDERSTANDING
PROCESS DEPARTMENT

The Company proposes to delete the following language:

1. General:

h) Employees in all Sections, including Section VI, who obtain a 3rd Class Steam Ticket during
CCRL employment, will receive a onetime premium of $1,500

The Company proposes a one-time payment for employees in the boilerhouse who achieve a 1st
class steam ticket. The amount will be determined by the Company based on business need,
will be re-evaluated from time to time, and may change. Currently, the payment will be
$4,000.00. This payment will not be included in the Collective Agreement or Letters of
Understanding. Employees who receive this payment will also be eligible for the 2nd class steam
ticket premium as set out below.

Effective date of ratification, the Company proposes to introduce the following steam ticket
premiums:

A) For employees who hold a 3rd class steam ticket only when such a ticket is required in
their position - $0.50/hour; or
B) For employees in the boilerhouse who hold a 2nd class steam ticket only when such a
ticket is required in their position - $0.75/hr. Such an employee does not also receive the
$0.50/hour premium paid to eligible employees with a 3rd class steam ticket.

Steam Ticket Hourly Steam Ticket Premium

1st Class Ticket $0.75 (maintained from 2nd

class)

2nd Class Ticket $0.75

3rd Class Ticket $0.50

14
PROCESS DEPARTMENT

7. Training Timelines for the Process Department will be 2 months to be Provisionally

Qualified (PQ) for a job, then a further 10 months. to To become Fully Qualified (FQ) for
that job. up to a maximum of 768 hours will be allotted for outside jobs and 1152 hours
will be allotted for board jobs.

SECTION VI – BOILERHOUSE (5 6 POSITIONS & 2 AUXILIARY)

Position/Rate of Pay for Position Requirements
Position Worked with Training Required for Position Held
no Job Rotation
Job Qualification Time/Months
Scheduled
1st Job PQ 2
st
1 Job FQ 12
nd
Utilities Operator VI & 2 2 Job PQ 14
nd
Utilities Operator 2 Job FQ 24
Auxiliary rd
3 Job (1 Ticket Required) FQ 36
rd
3 Job (2 Tickets Required) FQ 54
rd
3 Job (3 Tickets Required) FQ 72
All Utilities Operator VI Qualifications
Utilities Operator V Utilities Operator III PQ 2
Utilities Operator III FQ 12
All Utilities Operator VI Qualifications
Utilities Operator IV Utilities Operator I PQ 2
Utilities Operator I FQ 12
All Utilities Operator IV Qualifications
Utilities Operator III Utilities Master Operator PQ 2
Utilities Master Operator FQ 12
Utilities Operator I All Utilities Operator III Qualifications
Utilities Master Operator All Utilities Operator I Qualifications
2nd Class 36
Steam Ticket Timeline: 3rd Class 18
4th Class 18
Journeyman Operator Program Rates of Pay and Training
Required for Rate of Pay
Base Rate Qualification On Shift Experience Job
Operator VI FQ 1st job

15
 SECTION VI – BOILERHOUSE (5 6 POSITIONS & 2 AUXILIARY)
FQ and Attained 4th and 3rd
Operator V 2 Years / 1 Year in Section 2nd job
Class
Operator IV FQ 3 Years / 2 Years in Section 3rd job
Top Outside Rate FQ 4 Years / 3 Years in Section 4th job
nd
DCS Premium FQ/2 Class Attained 4 Years / 3 Years in Section Operator I

Letter No. 13A

Issued Feb. 1, 2010
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

D. 24-HOUR COVERAGE FOR DISTRIBUTION RAILCAR LOADING AREA

4. The standard work week for the 24-hour positions shall average 37⅓ hours over a
9 week cycle consisting of two days of 12 hours each starting at 6 a.m. and stopping
at 6:00 p.m. and two nights starting at 6 p.m. and stopping at 6:00 a.m. followed by
five consecutive days off. Employees working the 24-hour positions will receive
the 7:00 p.m. 6:00 p.m. to 7:00 a.m. 6:00 a.m. and the 7:00 a.m. 6:00 a.m. to 7:00
p.m. 6:00 p.m. shift differentials. These positions include benefits of shift
differential and stat pay on pensionable earnings. Employees would be granted three
10-minute rest periods. Thirty minutes (paid) would be provided for lunch. With
one (1) month’s notice, management has the authority to move 24-hour shifts to
daytime hours only consisting of four (4) consecutive days, followed by five (5)
days off. With one (1) month’s notice, management can revert to the 24-hour
schedule. Management is limited to two (2) changes of schedule per calendar year.
There shall be no financial loss incurred by any member by following a day shift
schedule.

Letter No. 14
Issued July 30, 1979
Revised Feb. 1, 2016
Replaces Feb. 1, 2010

Process Work Term:

Qualified includes Grade XII plus the completion of a recognized power engineering course (or
equivalent as determined by the Company), where a 4th class steam ticket is obtained. Employees
of this position are required to return to a recognized power engineering program with the focus
on completing their 3rd class ticket.

16
 CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED
Regina, Saskatchewan

Letter No. 16
Issued
Revised Feb. 1, 2016
Replaces Feb. 1, 2007

LETTER OF UNDERSTANDING

TRANSFERS BETWEEN REFINERIES AND PDD

Delete LOU 16 in its entirety.

Letter No. 21
Issued
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

LETTER OF UNDERSTANDING

ANNUAL VACATIONS

2. Banked Hours From Overtime:

f) Any unused banked overtime hours will be paid out as of April 30 of the
vacation year.

9⅓ HOUR WORK CYCLE (STORES)

1. One day’s vacation is equal to 9⅓ hours.

2. Vacations are scheduled from May 1st to November 1st using two 3-week periods, six 2-
week periods (prime time) and three 3-week periods. Employees will not normally be
scheduled for more than one 2-week period in the prime time. Vacation schedule will take
into consideration both Sectional requirements as well as Departmental requirements with
respect to maximum number of employees away at any one time. Vacations which cannot
be approved during the normal vacation period will be scheduled in another equivalent
period.

17
3. Vacation periods outside of the May-November schedule may be for longer than 3 weeks;
i.e., consideration will be given to requests for 4, 5 or 6 week vacation scheduled
consecutively.

4. Either a 2 week or a 3 week vacation entitlement should be taken during one consecutive
period of time. However, there is provision to take vacation in one week periods provided
the weeks not taken are re-scheduled in an open period.

5. Where the vacation entitlement is more than 3 weeks, i.e., 4, 5 or 6 weeks, one of these
weeks may be broken into days and the remaining vacation is to be taken in units of not
less than one week.

6. Vacation credits of less than one day must be paid at straight time or additional time taken
as LANP to provide a whole day.

7. Under the provision in the contract on deferred vacation, the deferred week must be
identified as either a 4 or 5 day week at time of deferment and when taken must be taken
as a whole week.

8. These provisions will apply to all staff working the 9⅓ work day.

9. Banked Week Plan:

a. The Banked Week Plan provides a vehicle whereby permanently classified Stores
personnel may bank up to 48 hours per year from any overtime of two hours or
more, which may be worked between May 1st and April 30th of each year. The
plan will operate in accordance with the following:

b. Employees eligible must indicate their request to bank 2 hours or more on the
applicable time sheets.

c. The banked week credits must be utilized outside of the normal vacation period of
May 1st - November 1st and will only be considered for approval following regular
requests. Credits must be used in a block of full days but may be used in a lesser
amount in order to make up a full week when combined with remaining regular
vacation days of less than one week.

d. Regular vacation, which cannot be deferred, must be used prior to the banked week
credits being used.

e. Any unused banked week credits will be paid out as of April 30th of the vacation
year.

10. Vacation scheduling will allow a minimum of 25% of each section's employees to be
on vacation on any given period.

18
 Letter No. 22
Issued July 30, 1979
Revised Feb. 1, 2016
Replaces Feb. 1, 1998

8. Coverage will be provided in accordance with the terms of the plans. Maximum length of
coverage for the Extended Health Plan while on leave of absence if 120 days unless
required otherwise by the Saskatchewan Employment Act.

Letter No. 25
Issued May 22, 1979
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

EMPLOYEE MEANS/LUNCHES/TRAVEL ALLOWANCE

DURING OVERTIME WORK PERIODS AND TURNAROUNDS:

Clarification and interpretation of Article 17, Section 1, Subsection F and G of the Agreement.

A. The meal and lunch allowance is as follows:

February 1, 2016 2019

Meal………..…….$19.51 20.52 each

Lunch……………….$7.39 7.77 each

B. Overtime following the regular work assignment.

More than 2 hours…………….Meal

More than 6 hours……..…….Lunch
More than 10 hours………..….Meal
More than 14 hours………….Lunch

C. Shift call out less than 6 hours notice prior to commencement of shift, either at straight
time or overtime, will be paid the applicable meal and lunch allowance.

D. Call back overtime for plant maintenance or to complete process shift or short notice relief.

More than 4 hours………..…..Meal

More than 8 hours……….….Lunch
More than 12 hours……….….Meal
More than 16 hours………….Lunch

19
E. Item “C” applies to Process relief personnel regardless of overtime or straight time who
are scheduled to report to Maintenance and are then assigned to a process shift will be paid
a meal allowance.

F. The Employee has the option of ordering a meal or lunch, at any price, and paying the cost.
The reimbursement is as provided for in “A”.

G. Transportation for the delivery of meals and lunches will be either refinery personnel, taxi
or restaurant delivery service. The choice will be at the discretion of the supervisor.

H. Situations not covered in the write-up to be handled at the discretion of the supervisor,
keeping in mind the spirit and intent of the program which is to provide food and beverage
to staff who are required to work overtime.

I. Allowance to be adjusted annually each February 1 by CPI for the Province of

Saskatchewan.

J. Car Allowance

Extra trips to the Refinery for call or other unscheduled overtime, when less than 2 hours
notice has been given, for work of less than 8 hours duration, will be paid $9.41 9.90 per
trip as of February 1, 20162019. This rate will be adjusted annually by the CPI for the
Province of Saskatchewan, February 1 each year.

If the employee is at work and has to work overtime following a normal work assignment
and has no transportation, the Company will provide transportation to the employee’s
home. This can be either by taxi, paid for by the Company, or by other means – i.e. refinery
vehicle.

20
 Letter No. 32
Issued Mar. 19, 1979
Revised Feb. 1, 2013
Replaces Feb. 1, 2010

LETTER OF UNDERSTANDING

CONSUMERS' CO-OPERATIVE REFINERIES LIMITED SAVINGS PLAN

LOU 32 language to be updated to reflect the below changes:

A) Existing Employees at Date of Ratification

On October 30, 2020 existing employees will be provided with the opportunity to choose
between:

i. participation in the CRC Performance Plan; or

ii. continued participation in the Savings Plan subject to the plan changes outlined below

i) CRC Performance Plan

The Performance Plan shall exist at the sole discretion of the Company, resides outside of the
collective agreement, performance metrics are non-negotiable and are established and / or
revised at the discretion of the Company.

ii) Savings Plan (Effective Date of Ratification)

The Savings Plan shall be changed as follows:
Employee Contributions Matched by Employer:
• Maximum of 4% base earnings (base salary as calculated in Article 15)
Article 15 – Employee Benefits has a definition of regular earnings:
For the purposes of this Agreement, “Earnings or Salary” shall mean the regular earnings of the
employee including shift differentials. For shift personnel and Lab 12-hour personnel, this shall
also include payments for statutory holidays (96 hours). Process Relief Pool and Lab Relief 12-
hour earnings will include 8 hours for each statutory holiday worked. For clarification, “shift
personnel” is meant to include all workers on rotating schedules that do not receive paid days
off for statutory holidays.\

B) New Employees Hired after Date of Ratification

Employees hired after the date of ratification would be eligible to participate in the CRC
Performance Program, and are not be eligible for participation in the Savings Plan.

21
 Letter No. 35
Issued Apr. 2, 1981
Revised Feb. 1, 2016
Replaces Feb. 1, 2007
ACCOMMODATION

It is recognized that occasions may occur where an employee can no longer perform the work
requirement of their trade due to permanent restrictions. The Accommodation Committee will
investigate the employee's need and attempt to identify suitable alternate employment in situations
where accommodations within the employee's existing trade cannot be made on a permanent
basis. The specific capabilities will vary between individuals requiring accommodation and, at the
same time, there must be a requirement in the work area considered. There are no preconceived
work areas for accommodation.

When faced with an accommodation request to accommodate a confirmed permanent disability

or permanent restriction, the Accommodation Committee will engage in the following four-step
investigation process, it having been determined already that the employee cannot perform
his or her existing job as it is, or in a modified or re-bundled form:

1. Determine if the employee can perform his or her existing job as it is.

2. Determine if the employee can perform his or her existing job in a modified or "re-bundled"
form if the employee cannot perform his or her existing job as it is.

3. Determine if the employee can perform another job in its existing form if the employee
cannot perform his or her existing job in a modified or "re-bundled" form.

4. Determine if the employee can perform another job in a modified or "re-bundled form if
the employee cannot perform another job in it's existing form.

The Co-operative will endeavour to provide employees with work they are capable of performing.
In each case, the following will be taken into account.

1. The wage rate for the job in which the employee is placed.

2. Workers' Compensation Board pension, if any, as provided.

3. Length of service with the Co-operative.

4. Employee performance record.

5. Skill, education, and abilities of the employee.

Employees will be expected to try to improve themselves through training and/or study, and bid
into other jobs for which they have obtained qualifications. If at any time an employee becomes
medically cleared and is deemed fit to return to normal duties, he/she will be allowed to bid on

22
posted vacancies plant wide. If the employee does not qualify for the position within the recognized
time, or if the employee within that time decides not to continue in the new position or vacancy,
the matter shall be referred to the Accommodation Committee for placement.

Employees being accommodated shall retain their basic rate of pay and benefits prior to date of
disability for a period of two years from date of placement. Their basic rate will be subject to any
general wage increase or adjustments that are negotiated. At the termination of each agreement,
the employee's wage rate shall be reviewed by the o-operative and the Union to determine if there
should be a wage adjustment, due to increased job duties and abilities of the individual.

Letter No. 37
Issued Feb. 1, 1996
Revised Feb. 1, 2016
Replaces Feb. 1, 2007

EMPLOYEE PARTICIPATION IN EMERGENCY RESPONSE ACTIVITIES

3.

b) When a Plant Emergency Alarm has been sounded, any other permanent CCRL
employee covered by the AD&D Policy, who has a responsibility to assist or who
has been requested to assist at the scene by the On-scene Commander or his or her
designate, or who has volunteered and been accepted by the On-scene Commander
or his or her designate as a member of the Emergency Response Team while
responding to the emergency situation.

Letter No. 40
Issued 1984
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

PROCESS HOURS OF WORK

The standard work week shall average 37 1/3 hours over a 9 week cycle, consisting of two days of
12 hours each starting at 6:00 a.m. and stopping at 6:00 p.m., and two nights starting at 6:00 p.m.
and stopping at 6:00 a.m., followed by five consecutive days off.

4.

d) If not on shift, observe the Maintenance civic and statutory holidays.

5. Mandatory Relief

a) Relief Pool – See Section 6 of this letter.

23
 b) Failure of relief to report at end of shift. In the absence of volunteers, it is mandatory
for the employee who was being relieved to stay on shift until relieved - maximum
of 4 hours, maximum total time of shift is 16 hours. If relief has not reported to
work by that time, management will perform the work.

6. Relief Pool

a) Average hours of work to be 37⅓ hours per week averaged over a 9-week period
for a total of 336 ± 4 hours. The 4 hours short or 4 hours over the 336 hours will be
counted in the next 9-week period, along with the ⅓ hour accumulated when
working in Maintenance. If the hours worked exceeds 336 hours by more than 4
hours, then overtime is paid for the hours exceeding 336. If the hours worked is
more than 4 hours short of 336, then the hours short of 336 are paid at straight time.

b) Maximum workweek at straight time - Sunday 7:00a.m. 6:00 a.m. to Sunday

7:00a.m.6:00 a.m. = 48 hours.

Minimum workweek at straight time - Sunday 7:00a.m. 6:00 a.m. to Sunday

7:00a.m. 6:00 a.m. = 24 hours.

Minimum pay period - 60 hours at straight time unless on continuous relief

assignments.

Maximum of three consecutive night shifts.

A scheduled or callout shift, resulting in a 24-hour swing from nightshift to

dayshift, will result in the dayshift being paid at overtime. The 24-hour swing
overtime pay does not apply when there is a vacation in place after the midnight
shift. The 24-hour swing overtime pay does not apply if the relief operator asks for
a trade or a short notice vacation request. Any shifts added to the schedule after the
schedule has been issued will be paid as overtime, and the added shifts will not
count towards the required 9-week cycle hours, unless the overtime shift prevents
a previously scheduled straight-time shift. If that occurs, overtime will be paid for
the shift, but the hours will count towards the required 9-week cycle hours. No other
premium pay will apply for these schedule changes.

c) Non-consecutive work week

i) Normal is a 12 hour day at straight time when on shift relief. There is a

minimum 10 hour day at straight time when on shift for training situations.

ii) 9⅓ hour day at straight time when on Maintenance.

iii) No premium pay for changing schedules.

iv) No notice required for straight time relief.

24
 d) In general, the senior relief personnel will assume senior vacant jobs on the shift in
the section to which they have been assigned. However, in the event of an
emergency call out, such as for sick leave, the previously scheduled personnel
would step up, provided they can adequately perform the duties required by the
higher position.

The scheduling of holiday and other relief pool and bottom swing position
personnel does not permit continuous "on shift" performance for the most senior of
the relief pool, nor does it permit or guarantee in any way that they will be able to
take advantage of one section relief or the other, whether for job preference or step-
up opportunities. Further, some rotation of relief pool personnel will be required at
all times to ensure that all pool personnel receive adequate initial training and
thereafter maintain working knowledge of the work.

All relief will be provided on the most economic basis, avoiding overtime payments
where practical.

Letter No. 41
Issued Mar. 19, 1979
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

C. PROGRAM DETAILS

2. Core hours that employees must be at work:

a) Administration - 7:30 8:30 a.m. to 3: 20 2:20 p.m.

- Clerk Typist:
8:00 a.m. - 4:20 p.m.; 7:30 a.m. - 4:00 p.m.
(Fridays) averaged over 4 weeks with one Friday
RDO in each 4-week cycle.
b) Laboratory - 7:30 8:30 a.m. to 3: 20 2:20 p.m.

c) PDD Traffic Office - 8:30 a.m. to 2:20 p.m.

3. Earliest starting time on the quarter hour and latest finishing time are as follows:

Start Finish
a) Administration 6:30 5:30 a.m. 4:20 5:20 p.m.

b) Laboratory 6:30 5:30 a.m. 4:20 5:20 p.m.

c) PDD Traffic Office 6:00 a.m. 5:20 p.m.

25
 4. Actual hours of work will be scheduled in accordance with work requirements as
determined by the Company. Some positions may be required to start as early as
6:00. Any start times earlier than 6:30 a.m., or stop times later than 4:20 p.m. shall
be mutually agreed with employee.

Letter No. 43
Issued Feb. 1, 1990
Revised Feb. 1, 2016
Replaces Feb. 1, 2010

C. DETAIL

1. The 12-hour work day shall average 37⅓ hours per week over a 9-week cycle
consisting of 4 days of 12 hours each, starting as early as 6:30 a.m. and no later
than 8:30 a.m. and ending no earlier than 7:00 p.m. and no later than 9:00 p.m. with
one-half hour off for lunch. Staggered lunch breaks must be taken no earlier than
11:30 a.m. and be finished no later than 1:30 p.m. Through mutual agreement
with the employee, start times may be as early as 5:30 a.m.

26
 PROGRESS CHART

MAINTENANCE SECTION

Refrigeration Electrical Instrumentation Mechanics Machinist Fire & Safety Welders Pipefitters/Equip. Insulators Decokers Building
Mechanics Mech. – Crane Operator Maintenance
9:20 Hour 10:40 9:20 Hour 10:40 9:20 Hour 10:40 9:20 12:00 9:20 Hour 10:40
Day Hour Day Hour Day Hour Hour Hour Day Hour
Day Day Day Day Day Day
Trade Spec. Lead Trades Lead Trades Lead Trades Trades Lead Trade Lead Trades Lead Decokers Lead
Tradespersons Spec. Tradespersons Spec. Tradespersons Spec. Spec. F&S Spec. Tradespersons Spec. Tradespersons I Tradespersons

Trade Spec. Trades Spec. Trades Spec. Trades Spec. Trades Spec. Trades Spec.
Trades I Trades I Trades Trades I Trades Trades I Trades Trades I Insp. I Insp. I Trades I Trades I Trades Insulator I Decoker Trades I
Trades II Trades II I Trades II I Trades II I Trades II Insp. Insp. Trades Trades II I Insulator II II B/M I
Trades III Trades III Trades Trades III Trades Trades III Trades Trades III II II II Trades III Trades Insulator III Decoker B/M II
Helper I Helper I II Helper I II Helper I II Helper I Insp. Insp. Trades Helper I II Helper I III B/M III
Helper II Helper II Trades Helper II Trades Helper II Trades Helper II Helper Helper III Helper II Trades Helper II Decoker Helper I
III III III I I Helper I III IV Helper II
Helper Helper Helper Helper Helper Helper Helper
I I I II II II I
Helper Helper Helper Helper
II II II II

27
 PROGRESS CHART

ADMINISTRATION
ACCOUNTING COMPUTER STORES
9:20 Hour Day 10:40 Hour Day
Sr. Accountant Programmer III Storekeeper I Storekeeper I
Accountant Programmer II Storekeeper II Storekeeper II
Senior Clerk Programmer I Storekeeper III Storekeeper III
Accounting Clerk Storekeeper Helper I Storekeeper Helper I
Inter. Clerk Storekeeper Helper II Storekeeper Helper II
Clerk
Junior Clerk

- Clerk Typist
- Office Clerk
- Senior Data Entry Operator
- Data Entry Operator

Positions below the double solid have Sectional Seniority for posted job vacancies for positions shown
above the double solid line.

PROGRESS CHART
INSPECTION DEPARTMENT

INSPECTION DEPARTMENT
Inspection

Inspector I
Inspector II
Inspector III
Insp. Helper I
Insp. Helper II

Positions below the double solid have Sectional Seniority for posted job vacancies for positions shown
above the double solid line.

Letter No. 56
Issued July 16, 1971
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

LETTER OF UNDERSTANDING
JOB SECURITY
28
1. Any employee, who is permanently laid off from the Co-operative because of technological change
or reorganization, plant closure or partial plant closure, or change of methods or facilities, shall
receive severance pay based on the greater of:

a) (Four weeks’ pay multiplied by 1.1530); or

b) (Two weeks’ pay plus two weeks’ pay) for each year of continuous service multiplied by
1.1530, provided in either case the employee has at least one year of continuous service with
the Company. Severance pay for a partial year of service will be calculated on a prorated
basis.

A week’s pay shall equal 40 hours at the employee’s base hourly rate.

Letter No. 58
Issued 1968
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

LETTER OF UNDERSTANDING

A. SUBJECT Contract Work

B. GENERAL The purpose of this letter is to provide clarification in regard to contract work as
described in Article 2, Section 3 of the Main Contract.

C. CLARIFICATION

5. Employment Security - Refinery Maintenance:

The Company and the Union recognize the current situation relative to contract construction
and maintenance in the refinery environment for the purpose of turnarounds, capital projects,
special projects, emergency situations, environmental or legislative compliance and the variable
component of continuous maintenance. These functions have been performed by contractors at
the Refinery in the past. In response to the concern that the continuous nature of maintaining the
day-to-day operations of the Refinery with Company employees has been eroded, the Company
is prepared to give the Union the assurance that the complement of Company Maintenance
employees will be kept at a level substantially comparable to the work force in existence on
expiry of the current Collective Agreement (January 31, 2007). This assurance is subject to the
following the parties agree:

a) The mix of trades personnel may change within the overall complement;
b) Business circumstances may dictate the closure of the Refinery, which would negate the
commitment or partial closure of the Refinery, which could alter the commitment;

c) Productivity in the Company work force must compare favourably to that of the contract
work force;

d) Technological change may dictate reduction in trades employment.

29
 In all of the above circumstances, the Company shall discuss with the Union the reasons for
any reduction in the trades work force. In such circumstances, the Company agrees to
present to the Union, all facts which lead to the Company’s decision. The Union will be
given a minimum of three (3) months to respond before any action is taken. This letter
should not be construed as restricting the Company from operating an efficient and
productive refinery when measured against competitors in the same business.

Complement of Maintenance personnel as of January 31, 2013, is two hundred and fifty-six
(256), including Stores, Fire and Safety, and Inspection.

CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED

Regina, Saskatchewan

Letter No. 59
Issued 1968
Revised Feb. 1, 2016
Replaces Feb. 1, 2013

LETTER OF UNDERSTANDING

WORK ASSIGNMENTS – MECHANICAL DEPARTMENT

Delete LOU 59 in its entirety.

CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED

Regina, Saskatchewan

Letter No. 65
Issued Feb. 1, 2007
Revised Feb. 1, 2016
Replaces Feb. 1, 2007

LETTER OF UNDERSTANDING
PENSION

LOU 65 language to be updated to reflect the below changes:

The Company is prepared to provide bargaining unit employees who are members of the Defined Benefit
(DB) Pension Plan the choice of transitioning to the existing Defined Contribution (DC) Pension Plan
with Retiring Allowance (RA) as proposed by the Company OR the option to remain in the DB Pension
Plan subject to the changes outlined below:

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1. DB Pension Plan Contributions by Employees:
• Effective on ratification: 4% of pensionable earnings
• As of February 1, 2021: 8% of pensionable earnings
• As of February 1, 2022: 50% of the total current service cost based on the most recent pension
evaluation (Frequency of pension valuation to be determined by the Company)

Note: Employer is responsible for remaining current service contributions and funding all deficits.

2. Accrual Rate:
2% of final average earnings with a CPP-related reduction applied at age 65 (no change from current
provisions and agreement)

3. Indexation (increases to pensions in pay):

• Pre July 1, 2020 service 75% of CPI capped at a maximum of 2%
(current provisions include a 5% cap)
• Post June 30, 2020 service No indexation

DC Transition Note:
• One-time decision on choice and transition to the DC Pension Plan - transition date Dec 31, 2020

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 ADDITIONAL REVISIONS TO THE COLLECTIVE AGREEMENT

EMPLOYEE BENEFITS – Article 15 and LOU 30

Amendments to coverage:

a. Amend life insurance benefit to 2.5x annual salary

b. Hearing aid coverage – increase to $500 every 60 months, currently $1,000 lifetime

c. Remove Diabetic supply limit – currently $1,000 cap

d. Remove suicide clause from both EHC and Life Insurance policies

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 ADDITIONAL PROVISIONS OUTSIDE THE COLLECTIVE AGREEMENT

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 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.

WOMEN’S ADVOCATE

The parties recognize that female employees may sometimes need to discuss with another woman matters
such as violence or abuse at home. They may also need to find out about specialized resources in the
community such as counselors or women’s shelters to assist them.

For this reason, the parties agree to recognize the role of Women’s Advocate in the workplace. The
Women’s Advocate will be determined by the Union from among the female employees. It is the Union’s
responsibility to pay for their training, travel costs and any lost wages. The employee must apply for
Union leave under Article 15, section 5b to attend training and the leave is unpaid.

The Women’s Advocate will provide services to employees after-hours wherever possible. In emergent
circumstances, these services may be conducted on company time subject to Article 14(6). The company
will provide access to an office for such meetings.

The Women’s Advocate does not displace the services of EFAP, Human Resources or the Occupational
Health Nurses.

The parties agree to a two (2) year trial period ending on two (2) years after the date of ratification of the
Collective Agreement.

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 RETURN TO WORK AGREEMENT OUTLINE

BETWEEN:
CONSUMERS’ CO-OPERATIVE REFINERIES LIMITED

(hereinafter referred to as the "Co-operative")

AND:
UNIFOR, LOCAL 594

(hereinafter referred to as the "Union")

This BEST AND FINAL OFFER is conditional upon the parties entering into a mutually
agreeable Return to Work Agreement that includes provisions relating to the following
topics:

1. Safe Return to Work

o Alcohol and Substance Testing for all employees returning to Safety Sensitive
Positions
o Confirmation employee is not subject to self-isolation or self-quarantine based
on Chief Medical Officer's recommendations relating to COVID-19 virus
o Training and Recertification prior to resumption of regular duties
2. Return to Work Date
o Employees' individual return to work dates will vary as different shifts return to
work
3. Work Schedules
o Parties shall review and mutually agreeable upon work schedules
o Turnaround 2020 to be discussed
4. Vacation
o Vacation shall be deferred for an agreed upon period following return to work
5. Investigations and Accountability
o Employer will investigate and address dispute-related misconduct as per
management rights
6. Benefits
o Return to Benefits Coverage in accordance with insurer requirements
7. Media
o Parties agree to media and communication protocols
8. Mechanism for Resolution of Disputes under Return to Work Agreement

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