Call Geoff Higginson 778-847-2472, firstname.lastname@example.org.
Alberta September 10-18, 2022 Contact Ryan Andrews, 778-772-7662 or Geoff Higginson, 778-847-2472.
To make sure we are on the same page for the upcoming work at Teck. This is a summary of our communication with Teck.
ARTICLE 4.00 – EMPLOYEE CLASSIFICATIONS
“A Foreperson shall be defined as a Journeyperson who is designated by the Employer to routinely issue orders and/or provide direction to Employees.”
We expect that any management representative will give their directions to the forepersons who will issue orders or provide direction to the journeypersons and apprentices.
ARTICLE 7.00- UNION DUES AND UNION REPRESENTATIVES
7.30 Union Representatives
“7.31 Union representatives, in the carrying out of their regular duties, shall be permitted access to a project during the meal period(s), but at any other time shall first be required to notify the Employer.”
“7.32 (a)Job Stewards shall be recognized on all projects and they shall not be discriminated against. The Union shall notify the Employer, in writing, of the name of the Job Steward and any subsequent change thereto.”
The current union representative for the job is Mike Barisoff. Job stewards appointed by the union hall in writing. Until job stewards are confirmed in writing Barisoff is the representative for the union on this job.
ARTICLE 10.00 -ANNUAL VACATION AND STATUTORY HOLIDAYS
10.30 Statutory Holidays
“10.32(c) No work shall be performed on Labour Day, except to save life or property.”
No member can be compelled to work on Labour Day nor can the employer ask the member to work or allow the member to work. The union is the exclusive representative of the employees, the employer cannot negotiate changes to the terms and conditions of the collective agreement directly with employees.
ARTICLE 11.00 – HIRING AND UNION SECURITY
11.12 Union Membership
“All Employees must be a member in good standing of the Union. Employees shall present a clearance slip to the Job Steward prior to commencement of work, and such clearance shall include confirmation of the Employee’s membership status.”
A member in good standing is a paid up member of IUBAC Local 2 BC and in good standing with their training commitments. Their training commitments are integral in determining their status for hourly wage rate. If a member has not completed their training obligations they may be dispatched to work after they have agreed to a course of action to complete the schooling to include registering for the next available course, beginning studies online, completing a level project to assess their skill at the trade. The union will deal with dues arrears and incomplete training in the craft.
Any employee and union member working as a superintendent, manager or consultant is considered an exclusive representative of the employer.
Delivery of the workforce list more than one day in advance of a project keeps us ahead of status problems that would prevent an employee from going to work. The list for the roaster start up crew only arrived this morning for a job that starts tomorrow. In the future provide it sooner so there are no delays in commencement of the work.
ARTICLE 15.00-VARIANCE FROM MINIMUM STANDARDS
“Pursuant to the May 30, 2013 Mediation/Arbitration Decision issued by Mr. Vince Ready, Mediator/Arbitrator, unless otherwise agreed upon by the Union and CLR, in writing, an Employee is not entitled to seek a benefit(s) (i.e. anything above and beyond the minimum standards provided for within this Agreement) from an Employer, and an Employer is not entitled to provide such a benefit(s) to an Employee.”
The union has in writing asked the CLR and contractors to pay 2X the regular straight time rate for all hours on a Saturday and for all overtime hours if the company agrees to do so.
We affirm that we seek the additional benefit of double time (2X) on Saturdays for our members on this job. Does Clayburn agree?
ARTICLE 17.00- EXTENT OF AGREEMENT
“17.41The Union Business Manager, in conjunction with Employers signatory to this Agreement, may determine, on a “project by project” and/or “blanket enabling” basis, if special dispensation is required to become competitive, and should the necessity arise, may, by mutual agreement, and in writing, amend or delete any terms or conditions of this Agreement for the duration of the project(s). If Clayburn is interested in altering some of the terms and conditions under this agreement they can reach out to the union to request a change to the terms and conditions. Feel free to call to discuss further or if you have any questions.”
RHI is looking for 2 guniters and 2 key up guys for two different projects in Sept.Sept 13 for 4 shifts we will need 2 guniters in northern BC and Sept 26th 2 guys with experience keying up in a kiln at PG intercom for 1 week ish. Contact Geoff 778 847 2472 or Christian at 250-309-1813. Urgent call.
Contact: Alex Billey 780-509-0395 office 780-918-8982 cell Alexandra.Billey@clayburnservices.com
We are in very positive discussions with a company in CI and Residential for the Kelowna and Kamloops areas. We will need a team of red brick/block/stone craftworkers to help launch the company into the big job category. Who is up for it? Contact the hall or Geoff Higginson 778-847-2472. It would be under our independent agreement Journey Person CI rate 40.00 per hour plus vaca/holid pay and benefits. Residential 35 plus benefits…
Good news for union bricklayers on the commercial institutional side. Svend Maltesen Masonry and BAC Local 2 have successfully negotiated a new independent wage package. Hourly journeyman wage up five bucks to $40.00 an hour plus holiday/vacation and benefits. Total package $51.00 plus per hour as of July 1 2021. Svend Malteson Masonry has been a leader in the industry for years and once again came to the table with a forward looking proposal to adequately pay Bricklayers for their skilled capital and to “raise the line” on quality Masonry installations. Skilled Masons are worth the dough. Thanks to the Maltesen team for pushing the envelope.
The tilt furnace job went to MBI and Refraco Quebec. Refraco Quebec is subbing the work to Refraco BC who will hire our members under the Standard Industrial Agreement. Starts around June 12 goes for a month. Tear out and castables. Probably Brokk Work.
Contact Geoff Immediately if you want to be on this job. 778-847-2472 or email@example.com
Refraco is attempting to get RTA to supply camp accommodations. If not, then it will be according to our agreement. LOA or hotel and meals allowance.