ADJUSTMENT OF GRIEVANCES

It is the mutual desire of the parties hereto, that complaints of employees be adjusted as quickly as possible and it is generally understood that an employee has no grievance until they have first given the foreperson, or foreperson’s representative, an opportunity to adjust their complaints.

A grievance under the provisions of this Agreement is defined to be any difference including the degree or extent of disciplinary action between the parties or between any one of the employees and employer covered by this Agreement involving the interpretation, application, administration, or alleged violation of any of the provisions of this agreement. Stage 1 Complaints of employees must first be taken by the employees and their steward directly to the Foreperson and/or their representative for adjustment without undue delay but, in any event, not more than three (3) days immediately following the occurrence or event giving rise to the complaint. If the complaint is not adjusted satisfactorily within three (3) days, the matter becomes a grievance and must be taken up at Stage 2. If the employee is on layoff, the grievance may be taken up commencing at Stage 2. Stage 2 The matter shall be taken up by the Union Steward and/or Union Representative with the Superintendent within three (3) days from the end of the three (3) day period in Stage 1, and failing a satisfactory adjustment within five (5) days, then: Stage 3 The Business Agent or Union Representative shall take the matter up with the Management of the Company, or the accredited representative or representatives of the Management of the Company, or the accredited representative or representatives of the Management. The Union and the Management may at their discretion require the employee or employees concerned, and the members of the supervisory staff concerned in or having knowledge of the dispute, to appear before them and give evidence regarding the dispute. Stage 4 Either party may, within the following fifteen (15) days, refer the matter to Arbitration.

The employer will notify the Local Union in writing at the time of discharge or suspension of an employee, giving the reasons for such discharge or suspension. A grievance arising from a claim of unjust discharge or suspension may be processed not later than six (6) days after receipt of notification. Where it has been finally established by an Arbitration Board that an employee has been improperly discharged or suspended, they shall be reinstated in their former job and the consideration of their grievance shall include the determination of the extent, if any, to which they shall be compensated for lost pay, and reimbursement for the premium cost of any health and welfare coverage currently in effect. Arbitration will in no way award redress exceeding that which the employees would have earned in the Company's employ had they not been improperly discharged or suspended.

If the Union or the employer has a grievance as defined in Clause 21:02, it shall commence at Stage 3 of the Grievance Procedure.