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1.01 – housekeeping, clean up to place gender neutral language within the contract where possible
4.01 – housekeeping, change to update the language on the deduction of union dues to reflect the current practice
4.03 – housekeeping, change to reflect the change in the name of the” United Steel Workers” from “United Steel Workers of America”
4.08 – Paystubs – employees who no longer desire to receive pay stubs will be offered a consent form to opt out of receiving pay stubs. Pay stubs for those who wish to receive them will be available for pick up for 31 days following the corresponding payday
5.06 – Investigations – at the conclusion of an investigation, should the company determine that an employee is to be disciplined; the company will provide to the Union, within five (5) business days from the date the discipline was issued, a full and complete copy of the investigation, including a list of all people involved in the investigation, a complete list of witness(es) and statements made. Upon request, the Union will be provided an opportunity to interview witness(es)
7.02 – Arbitration – removed B. Kenny from the list of Arbitrators and replaced with Gavin Wood
9.07/9.12 – Scheduled Days Off – added into the calculation of regular hours “(vi) 12.13(a) Layoff Because of Breakdown”
12.02(a) 1/12.02(a)2 – Seniority and Job Opportunity – housekeeping, changed the word “rehiring” to “recall” after lay-off
12.03 – Job Transfers (Rate Retention) – housekeeping, changed “clause 12.11(m)” to “12.10(m)” as there is no 12.11(m)
12.07 – Seniority Lists – new language reads
A plant seniority list for each division per clause 12.02. This list shall include the name, plant seniority date and job title of all employees occupying jobs covered by this Agreement and shall be revised quarterly. Copies of such list will be posted on the designated Operations Building bulletin board (O&T posted on main office bulletin board). Plant seniority lists provided directly to the Union will include employee’s address and phone numbers. The name of employees on Long Term Disability will be removed from the seniority list while they remain on Long Term Disability and will be replaced on the seniority list (without loss of seniority) when they return to the work force. The Company will provide a list of employees on Long Term Disability to the Union. Additionally, the Company will supply a monthly termination list to the Union
12.10(g) – Waivers – added “the parties recognize that by signing a waiver, it does not affect job seniority; however, any employees who move up the line of progression, while a waiver is in effect, will maintain their position in the line when future vacancies arise.”
12.10(h) An employee may withdraw their waiver and be eligible for future promotion in the line of progression in accordance with Article 12.10 through the submission of a Withdrawal of Waiver form.
12.10(m) 5&6 – Familiarization Period – has been increased to four days for all positions.
•13.13 – Interpersonal Violence Leave – has been moved from Clause 17.10 and replaced the current clause 13.13 language.
15.06 – Profit sharing – added new language to the clause “the number of hours an employee worked during the quarter, as well as the applicable pay per hour shall appear on the employee’s pay stub”
15.07 – Severance – amended as follows
The Severance Adjustment Allowance shall be equal in total to 80 hours (including C.O.L.A.) times years of service at the rate of pay of the position held by an employee at the time of lay-off. This shall be paid in biweekly installments over a 48-month period until the terminated person’s individual amount is exhausted
Alternatively, an employee affected by a plant closure may elect to receive a lump sum payment equal to 80 hours pay (including C.O.L.A.) times years of service at the rate of pay of the position held by an employee either at the time of lay-off or plant closure, whichever occurs first.
16 – Job Evaluation Committee – updated the Arbitrator to Leslie Belloc-Pinder as the sole Expedited Arbitrator for the Job Evaluation Process.
18.09 – Joint Seniority, Shift and Overtime Committee – housekeeping, removal of “as per Article 8.11” from point seven
Appendix D – Expedited Arbitration
Change in the Arbitrators
Mia Norrie
Leslie Belloc-Pinder
A. Sims
A. Wallace
S. Barber E. Cline
Appendix E – Departments and Classifications
Two new additions to the bump key:
**** two positions are bumpable per full operating crew; all other positions are bid positions subject to bumping rules as per clause 12.10(m)3(ii) (above displacement line)
***** one position is bumpable per full operating crew; capped at a maximum of two (2) in total; all other positions are bid positions subject to bumping rules as per clause 12.10(m)3(ii) (above displacement line)
Appendix E – Steel Yard
Classification Job Class
Locomotive Operator 17
Mobile Equipment Operator 15
*****Switchman 10
Lime Blower 7
***** One position is bumpable per crew capped at a maximum of two (2) in total.
Appendix E – Rolling Mill
Laminar Flow Operator 16
Upcoiler Operator 13
Crop Shear Operator 11
*****Gauger 11
Mill Line Helper 6
***** noting that two (2) positions are subject to the bumping rules when operating four crews and one position is subject to bumping when operating at 3 crew level as per clause 12.10(m)3(ii) (above displacement line)
Appendix E – Quality Control Steel Division
Classification Job Class Classification Job Class
Lead Analyst 21 Physical Tester 15
Classification Job Class
Analyst 17
Lab Relief Man 10
Note: the Lab Relief Man would continue to be responsible to cover all positions in the LOP. To facilitate the ease of the transition, any employees with an active waiver will have the option to withdraw and be placed in the LOP based on their current Job seniority
Appendix G – Discrimination and Harassment
Housekeeping, change in the grammar from “arising from an alleged harassment” to just “arising from alleged harassment ” and “investigated by a joint investigation team” to “investigated by the joint investigation team”
The addition of “within a reasonable agreed to timeframe” to encourage the process to start as early as possible
Appendix G – Discrimination and Harassment
Housekeeping, change in the grammar from “arising from an alleged harassment” to just “arising from alleged harassment ” and “investigated by a joint investigation team” to “investigated by the joint investigation team”
The addition of “within a reasonable agreed to timeframe” to encourage the process to start as early as possible
Letters of Understanding
Housekeeping, added the header to the Lay-off and Recall Committee LOU
Housekeeping, removed the NDT LOU as it has now been incorporated into the body of the agreement
Housekeeping, removal of the LOU for the Transfer of Position to P&M Group as Clarence has now retired
Letters of Understanding
Housekeeping, added the header to the Lay-off and Recall Committee LOU
Housekeeping, removed the NDT LOU as it has now been incorporated into the body of the agreement
Housekeeping, removal of the LOU for the Transfer of Position to P&M Group as Clarence has now retired
Letters of Understanding (continued)
Apprenticeship Program – housekeeping, changed “SIAST” to “Saskatchewan Polytechnic” and changed all references to “Federal Government General Aptitude Test Battery (GATB)” to “Test of Workplace Essential Skills (TOWES)”
Letters of Understanding
Temporary Interdivisional Transfer for Training new language
a.Where the Company identifies a need for an employee to move from one division to another within Production and Maintenance (Steel or Tubular) to provide or lead employee training, the employer will, in this order:
1.Discuss with the Union the need for Transfer for the purpose of Training. The Company will post an Expression of Interest which identifies the need, duration and qualifications required for the Trainer position
2.The Senior Qualified applicant will be chosen through a selection process
3.Where there are no qualified applicants to the Expression of Interest, the employer will appoint the most junior qualified employee from either division
b.All transfers executed as per a) 2. above, must be mutually agreed upon by the Company and the Union
Letters of Understanding
Temporary Interdivisional Transfer for Training new language (cont.)
c. The selected employee will retain and continue to accumulate all benefits and seniority from their home division for the duration of the temporary transfer.
d. Employees will receive the higher wage of either their home position or transferred position for the duration of the temporary transfer
e.Any extension to temporary transfers must be mutually agreed to by the Company and the Union
f. The Company or the Union may terminate this Letter of Understanding if there is an adverse impact to Operations, by providing 3 months’ notice.
Monetary Package
Duration – 4 year deal effective August 1, 2024, and ending July 31, 2028.
Basic Wage Increase & COLA payments:
1.August 1, 2024 – 0.0% wage increase + COLA Retroactive to 8-1-24
2.August 1, 2025 – 1.5% wage increase + COLA Continuation
3.August 1, 2026 – 2.0% wage increase + COLA Continuation
4.August 1, 2027 – 2.5% wage increase + COLA Continuation
Letter of Understanding on COLA
•COLA payouts continue during the term of the Agreement
•Amend all COLA adjustment dates COLA Roll-in effective 7-31-28
Signing bonus: Effective upon ratification a $2,000 lump sum payment will be paid to all current employees who are actively at work, on layoff or on short term disability and WCB
11.02 – Vacation Less Than One Year – Changed “four (4)” percent to “six (6)” percent of the employee’s gross earnings
11.10 – Vacation Pay while on Compensation – Increased the length of time this provision is in effect from 12 months to 24 months
13.14 – Canadian Armed Forces Leave – housekeeping, removal of the word “active” and new language to provide wage top up to Union Reservists who are away on training or active duty
15.02 – Shift premiums – a bump to the shift premium up to $0.85 for the third shift on eight-hour shifts and Night Shift on 12-hour shifts
Pension Benefits (P&M)
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•Effective August 1, 2025, the basic pension for Production and Maintenance employees will be increased by $2.00 to $73.00 per month per year of service
•Effective August 1, 2026, the basic pension for Production and Maintenance employees will be increased by $3.00 to $76.00 per month per year of service
•Effective August 1, 2027, the basic pension for Production and Maintenance employees will be increased by $4.00 to $80.00 per month per year of service
•This represents a 12% increase to the pension over the life of the contract
•O&T multiplier will be increased by the same value as the P&M pension increases in paragraph A) Pension benefit (P&M) as a percent effective August 1, 2025, August 1, 2026, and August 1, 2027.
Pension Benefits (cont.)
•Commuted Value on or after the date of ratification but prior to July 31, 2028, a member may elect a lump sum equal to the commuted value as long as the plan’s solvency ratio is at or above 95%
Any pensioner who retires from EVRAZ and who immediately starts drawing their monthly pension will receive a $1,250.00 bonus and surviving spouse will receive $750.00 which will be payable on the second January 1 following their date of retirement and then annually on January 1 of each subsequent calendar year. Modifications to pension and surviving spouses will take effect January 1, 2026.
Pensions P&M (cont.)
For any employee who has achieved at least ten (10) years of seniority as of December 31, 2024, and who has lost pensionable service, the Company will give such employee additional pension service in accordance with the following schedule for each year of additional pensionable service (or pro-rated for each portion thereof) they earn during the life of the agreement, up to a maximum of one (1) year for each year of employment
Lost years Pick up factor for past years
0 – 4 years 0.5 for one year
4 – 10 years 1.0 for one year
Lost pensionable service will be conducted on an annual basis as of December 31 of the previous year, effective January 1 of the following year for each year of the agreement.
Appendix F – LTD Plan
All LTD Claims initiated after the date of ratification will be administered by an insurance company selected by the company. The benefit level of $1000 or the benefit equivalent of 25% of the employee’s normal wage, whichever is greater.
14.03c) Medical Certificates has been amended to include cost coverage for LTD
17.02 – Weekly indemnity (Short Term Disability)
70% of Job Class 4 (as of August 1, 2024) (including COLA) and is now at $995.15 per week for a period of 26 weeks.
17.10 – Health Spending Account
Amount has been bumped up to $200 per year from $100 to a maximum of two years as per CRA regulations
Appendix E – Steel Division – Melt shop
Line of Classification Job Class
Progression
LMF LMF Operator 25
Assistant LMF Operator 20
Degasser Operator* 18
Degasser/LMF Helper 9
* The Degasser LOU will be removed from the Collective agreement. Current permanent incumbents filling the Degasser Operator position will be grandfathered at job class 26.
Appendix E – Steel Division – Melt shop
Line of Classification Job Class
Progression
Caster Strand Operator 24
Ladle Controller 18
Run Out Operator 13
Caster Helper 12
Tundish Builder 9
Incumbents in Caster Helper shall be afforded the option to stay in the position and next to move up or go in accordance with current position in the LOP to the Run Out Operator Job
Incumbents at run out operator with waivers must maintain current position in the LOP and only able to progress accordingly.
Appendix E – Steel Division – Shipping
Bid Classification Job Class
Position
** Shipping Coordinator 11
**** Loader/Recorder 13
** Plate Shipping Crane Operator 8
This reflects the Letter of Understanding signed when the Gantry Crane was added to the Loader/Recorder position
Appendix E – Tubular Division – Yard and Shipping
Bump to the Mat Handler Job Class
Line of Progression
Classification Job Class Classification Job Class
Inspection Leader 16 Deckhand Operator 14
Yard Machine Operator 12
Yard Inspector/Tallyman 9 Car Prep/Tie Down Operator 10
Material Handler 6
Letter of Understanding – Union leave
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Increased the number of hours the company will pay the local to 1760 hours per year