Algoma Steel Collective Agreement

The union filed a complaint regarding the “Tapping In” program, claiming that the unilateral implementation of Algoma violated the company`s obligation to recognize the union as an exclusive bargaining partner for workers and a violation of its obligation to share profits under the collective agreement. In the end, the arbitrator found that Algoma had violated its obligation to consult or negotiate the introduction of the program with the union, as well as the compensation provisions of the collective agreement. The arbitrator noted that the general article of the collective agreement stipulated that Algoma and the union were bound to “a reciprocal relationship of respect, advice and participation,” but the unilateral introduction of tapping-in “may have added, from a union point of view, an insult to the violation.” Algoma Steel is a steel producer in Sault Ste. Marie, Ont. On January 23, 2018, Algoma implemented a points-based reward and recognition program called “Tapping In” to promote a culture of thanks for employees and teams who have demonstrated good and sustained corporate values. The program used a third-party information technology platform with different forms of recognition and rewards. In this context, the arbitrator found that the Steelies were a form of compensation that went beyond what was provided for in the collective agreement, especially since the premiums were taxable benefits. A company`s recognition and reward program in Ontario violated its union`s bargaining rights and collective agreement, an arbitrator ruled. SAULT STE. Marie – United Steelworkers Local 2251, Algoma Steel`s largest pricing unit, prepares formal complaints about the physical distament of COVID-19.

The union, which represents nearly 2,300 employees assessed every hour, wrote complaints about the behaviour of external contractors last week near the steelmaker`s Gate 4 on Goulais Avenue. The police were helpful, he said, but are not sure if they are competent on the private land of the steelworks. The union argued that its collective bargaining focused on the equality of all Algoma workers. The collective agreement applies to hourly wage schedules and classifications as well as cost-of-living adjustment and other non-wage aspects of compensation, such as. B credits for workers who did not need safety boots corresponding to the reduction of safety boats. The implementation of the tapping-in program and the allocation of steelies at the discretion of the supervisory authorities “undermine the principle of equality in the collective agreement and have resulted in some members receiving higher pay than others for the same work,” the union said.

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