Common use of Native Indian Employment Clause in Contracts

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first year apprentice rate on a seven (7) day basis while in attendance at school. The reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's return to work and when verification of vocational school attendance is received from the appropriate agency. Xx. Xxxx XxXxxxxx Vice-President, Region IV Canadian Paperworkers Union #540-1199 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. V5E 2R1 Xx. Xxxx Xxxxxxx President Pulp, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Xxxxxx Xxxxxxxxx, X.X. X0X 0X0 Dear Norm and Xxxx: The following practice will be observed during the 1992-1994 contract. "When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on file; c) they have the qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications must be met. A former employee will no longer have preference if he fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24, 1992 Xxxx Xxxxxx National Representative Communications, Energy and Paperworkers Union #540 – 0000 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. – V6E 2R1 Dear Xxxx,

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first year apprentice rate on a seven (7) day basis while in attendance at school. The reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's return to work and when verification of vocational school attendance is received from the appropriate agency. Re: 1992 Union Agenda Item #22 - Rehiring Xx. Xxxx XxXxxxxx Vice-President, Region IV Canadian Paperworkers Union #540-1199 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. V5E 2R1 Xx. Xxxx Xxxxxxx President Pulp, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Xxxxxx Xxxxxxxxx, X.X. X0X 0X0 Dear Norm and Xxxx: The following practice will be observed during the 1992-1994 contract. "When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on file; c) they have the qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications must be met. A former employee will no longer have preference if he fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24, 1992 Xxxx Xxxxxx National Representative Communications, Energy and Paperworkers Union #540 – 0000 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. – V6E 2R1 Dear Xxxx,

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. September 3, 2002 Dear Xxxx, On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first first year apprentice rate on a seven (7) day basis while in attendance at school. The This reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's return to work and when verification verification of vocational school attendance is received from the appropriate agency. Xx. Xxxx XxXxxxxx Vice-Yours very truly, Xxx Xxxxxxxx Vice President, Region IV Canadian Paperworkers Union #540-1199 Xxxx Xxxxxx Xxxxxx VancouverHuman Resources September 3, B.C. V5E 2R1 Xx. Xxxx Xxxxxxx President Pulp2002 Dear Xxxx, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Xxxxxx Xxxxxxxxx, X.X. X0X 0X0 Dear Norm and Xxxx: The following practice will be observed during the 19922003-1994 2008 contract. "When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on filefile; c) they have the qualifications qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications qualifications must be met. A former employee will no longer have preference if he he/she fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24Xxx Xxxxxxxx Vice President, 1992 Xxxx Xxxxxx National Representative Communications, Energy and Paperworkers Union #540 – 0000 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. – V6E 2R1 Human Resources Dear Xxxx,: For the term of the renewed Collective Agreement, the Company will not send equipment out of the mill for repair, which directly results in the layoff of tradesmen or apprentices. Yours very truly, Xxx Xxxxxxxx Vice President, Human Resources 1. The introduction of flexible work practices is designed to improve productivity, improve product quality, reduce down time and lower costs while ensuring that the work is completed in a safe manner. The efficiencies that result from flexible work practices are also intended to assist in fulfilling the intention of Article XXV of this Agreement. 2. The parties agree that this letter on flexible work practices recognizes that the primary responsibility for the operation of the mill will remain with operators and the primary responsibility for maintaining the mill will remain with trades persons and steam plant maintenance employees. 3. It is understood that the intent of this letter will supersede local practices, and verbal and written agreements which would impair the implementation of flexible work practices. 4. All work will be performed in a manner consistent with safety articles of the collective agreement as well as the company’s safety rules and the regulations issued by the Workers’ Compensation Board of B.C. It is recognized that some tasks can only be performed by employees who possess certain government certifications and in that instance, the work will only be performed by employees who possess the required government certificate. 5. The intent of this agreement is to provide that all employees will safely utilize all of their existing skills and maximize their productivity and learn and use new skills to enhance their effectiveness. 6. The Company and the unions will meet to discuss a module based training program that will enhance the existing skills of employees. They will also discuss the option of using trainers from the bargaining unit to assist in the design and delivery of the training modules. The Company will design and introduce new training programs to facilitate the implementation of and evolution of flexible work practices. 7. All employees will be required to complete training programs as prescribed by the Company and utilize new skills acquired as a result of training. Training will be consistent for all employees in each job classification as defined by the business areas at each site. 8. The parties recognize that the acquisition of new skills that facilitate the implementation of flexible work practices is an ongoing process and will continue over time to support the changing needs of the business. 9. The following payments will be made for flexible work practices: Maintenance employees $.95 per hour Operations employees $.40 per hour to be implemented as follows: - Upon ratification of the collective agreement, $.45 per hour for Maintenance employees and $.20 for Operating employees. - Immediate utilization of existing skills that may not have been previously used due to restrictive work practices. - employees assisting each other regardless of department or occupation. - $.25 per hour for Maintenance employees and $.20 per hour for Operators upon successful completion of each modular training program and utilization of skills acquired as a result of this training. There will be two training modules for Maintenance employees and one training module for Operations employees. Apprentices will be paid the maintenance premiums in the usual proportion. The same delineation which defines who is an operator and who is a maintenance employee shall apply to the payment of premiums. Maintenance employees will include; all journeypersons, steam plant maintenance employees, roll grinders, roll balancers, lubrication mechanics and saw filers. The parties agree that there will be no pyramiding of credits under the job evaluation plan for duties that are being compensated for under the flexible work practices agreement, unless the changes constitute new regular job duties added to their classification as defined by the job evaluation plan. These new regular job duties must result from either new or changed procedures/equipment or from the permanent reassignment of duties from another job classification. Note: Effective April 30, 2003 all flexible work practice payments will be rolled into the wage rates. 10. Training programs implemented under point (6) are not intended to force qualification in another trade. 11. The Company agrees that no employee will lose their employment with the Company as a direct result of the implementation of flexibility initiatives under this letter. This provision applies to only those employees employed at the date of ratification of this agreement. 12. No trades person or apprentice will be involuntarily displaced from their respective trade on a permanent basis as a result of the implementation of flexible work practices.

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. On successful completion of the required period of vocational school training, the Company will reimburse out-of-of- town expenses to a maximum of two (2) hours pay $20.00 per school day at attended to apprentices who qualify for the first year apprentice rate on a seven (7) day basis while in attendance at schoolgovernment living-out allowance. The This reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's ’s return to work and when verification verification of vocational school attendance is received from the appropriate agency. Xx. May 1, 1994 Mr. Xxxx XxXxxxxx Vice-Xxxxxxx President, Region IV Canadian Paperworkers Union #540-1199 Local 16, Dear Xxxx Xxxxxx Xxxxxx Vancouver, B.C. V5E 2R1 Xx. Xxxx Xxxxxxx President Pulp, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Xxxxxx Xxxxxxxxx, X.X. X0X 0X0 Dear Norm and Xxxx: The following practice will be observed during the 19921994-1994 97 contract. "“When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired;, b) they have a current application on filefile; c) they have the qualifications qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications qualifications must be met. A former employee will no longer have preference if he fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly” X. X. Xxxx General Manager May I,1994 Dear Xxxx and Xxxx: For the term of the renewed Collective Agreement, the Company will not send equipment out of the mill for repair which directly results in the layoff of tradesmen or apprentices. X. X. Xxxx X. Xxxxxxxxxxxxx President May 24General Manager This is to confirm the agreement between the Company and your respective unions respecting the conditions that would apply to contractors coming onto the mill site to perform construction work or perform maintenance and repair work of a nature normally performed by employees in the bargaining unit. This agreement will prevail for the duration of the Collective Agreement. In entering into this agreement, 1992 Xxxx Xxxxxx National Representative Communicationsthe Unions acknowledge that, Energy subject to contracting Article XXV (C.E.P.) and Paperworkers Union #540 – 0000 Xxxx Xxxxxx Xxxxxx Vancouverthe Company retains the right to select contractors as it deems appropriate. No aspect of this policy applies to contractors which are certified to Unions recognized by the Local Union, it being clearly understood that a union’s affiliation to The Canadian Labour Congress, the B.C. – V6E 2R1 Dear Xxxx,Federation of Labour or the Confederation of Canadian Unions warrants such recognition. Any other contractor who comes onto the mill site to perform construction work or perform maintenance and repair work which is of a nature normally performed by employees in the bargaining unit shall abide by the following Code of Ethics. This Code defines the terms and conditions under which these contractors and their employees will be governed during the term of their contract.

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. Living Out Allowance – Apprentices & Steam Plant Living Out Allowance – Payment Of Rehiring Contracting Out Contractors On Site Flexible Work Practices Letter Regarding Catalyst Paper Xxxxx Letter Regarding Xxxxxx River Flexible Work Practices - Clarification Of Rehabilitation And Reintegration Program Pension Plan Banked Overtime Hours Job Security Commitment to Employment Retiree Extended Health Benefits Trades Qualifications Captain’s Ticket Extended Health Medical Plan December 19, 2008 Vice-President, Western Region Communications, Energy and Paperworkers Union #000-0000 Xxxx Xxxxxx Xx. Dear Xxx, LETTER OF UNDERSTANDING - APPRENTICESHIPS On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first first year apprentice rate on a seven (7) day basis while in attendance at school. The This reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's return to work and when verification verification of vocational school attendance is received from the appropriate agency. Yours very truly, Xxxxx Xxxxxxxxx Vice President, Human Resources LETTER OF UNDERSTANDING LIVING OUT ALLOWANCE – PAYMENT OF January 3, 2003 Xx. Xxxx XxXxxxxx Vice-PresidentX. Michael Verdiel CEP, Region IV Canadian Paperworkers Union #540-1199 Xxxx Local 76 0000 Xxx Xxxxxx Xxxxxx VancouverRiver, B.C. V5E 2R1 XxV8A 4R4 Dear Xxxx: RE: Living Out Allowance for Apprentices This will confirm our conversation that the Living Out Allowance will be paid directly on a daily basis to the apprentices. It is also understood that adjustments shall be made, if necessary, upon verification of school attendance Regards, Xxxx Xxxxxxx President PulpAdvisor, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Human Resources Xxxxxx XxxxxxxxxRiver Division LETTER OF UNDERSTANDING REHIRING December 19, X.X. X0X 0X0 2008 Dear Norm and Xxxx: Xxx, The following practice will be observed during the 1992-1994 2008 - 2012 contract. "When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on filefile; c) they have the qualifications qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications qualifications must be met. A former employee will no longer have preference if he he/she fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24Xxxxx Xxxxxxxxx Vice President, 1992 Xxxx Xxxxxx National Representative Human Resources LETTER OF UNDERSTANDING CONTRACTING OUT December 19, 2008 Vice-President, Western Region Communications, Energy and Paperworkers Union #540 – 000-0000 Xxxx Xxxxxx Xxxxxx VancouverDear Xxx: For the term of the renewed Collective Agreement, the Company will not send equipment out of the mill for repair, which directly results in the layoff of tradesmen or apprentices. Yours very truly, Xxxxx Xxxxxxxxx Vice President, Human Resources LETTER OF UNDERSTANDING CONTRACTORS ON SITE August 28th, 1998 This is to confirm the agreement between the Company and your respective unions respecting the conditions that would apply to contractors coming onto the mill site to perform construction work or perform maintenance and repair work of a nature normally performed by employees in the bargaining unit. This agreement will prevail for the duration of the Collective Agreement. In entering into this agreement, the Unions acknowledge that, subject to contracting Article XXV (C.E.P.) and the Company retains the right to select contractors as it deems appropriate. No aspect of this policy applies to contractors which are certified to Unions recognized by the Local Union, it being clearly understood that a union’s affiliation to The Canadian Labour Congress, the B.C. – V6E 2R1 Dear Xxxx,Federation of Labour or the Confederation of Canadian Unions warrants such recognition. Any other contractor who comes onto the mill site to perform construction work or perform maintenance and repair work which is of a nature normally performed by employees in the bargaining unit shall abide by the following Code of Ethics. This Code defines the terms and conditions under which these contractors and their employees will be governed during the term of their contract.

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. The following letters remain in effect during the 2012 - 2017 contract On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first year apprentice rate on a seven (7) day basis while in attendance at school. The reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's ’s return to work and when verification of vocational school attendance is received from the appropriate agency. Re: 1992 Union Agenda Item #22 - Rehiring Xx. Xxxx XxXxxxxx Vice-President, Region IV Canadian Paperworkers Union #540-1199 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. V5E 2R1 Xx. Xxxx Xxxxxxx President Pulp, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Xxxxxx Xxxxxxxxx, X.X. X0X 0X0 Dear Norm and Xxxx: The following practice will be observed during the 1992-1994 contract. "“When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on file; c) they have the qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications must be met. A former employee will no longer have preference if he fails to accept an offered position. Those hired under this practice will be new employees." ” Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24, 1992 Xxxx Xxxxxx National Representative Xxxxx Xxxxx Vice President Communications, Energy and Paperworkers Union #540 – 0000 Xxxx Xxxxxx Xxxxxx Vancouver, B.C. – V6E 2R1 Dear XxxxXxxxx,

Native Indian Employment. In response to a Union proposal relative to encouragement of Native Indians to seek employment, the Industry will participate with the National Union in a joint committee to function during the term of the 1970 Labour Agreements. The committee will be known as the Native Indian Employment Committee, and will consist of eight (8) members, four (4) representatives of the Unions and four (4) representatives of the Industry. The purpose of the committee will be to examine problems relative to employment of Native Indians and make appropriate recommendations to the Company and Union to further this objective. Living Out Allowance – Apprentices & Steam Plant Living Out Allowance – Payment Of Rehiring Contracting Out Contractors On Site Flexible Work Practices Letter Regarding Catalyst Paper Xxxxx Letter Regarding Xxxxxx River Flexible Work Practices - Clarification Of Rehabilitation And Reintegration Program Pension Plan Banked Overtime Hours Job Security Commitment to Employment Retiree Extended Health Benefits Trades Qualifications Captain’s Ticket Extended Health Medical Plan December 19, 2008 Vice-President, Western Region Communications, Energy and Paperworkers Union #000-0000 Xxxx Xxxxxx Xx. Dear Xxx, LETTER OF UNDERSTANDING - APPRENTICESHIPS On successful completion of the required period of vocational school training, the Company will reimburse out-of-town expenses to a maximum of two (2) hours pay per day at the first first year apprentice rate on a seven (7) day basis while in attendance at school. The This reimbursement will also apply to Steam Plant personnel. It will be paid after the employee's return to work and when verification verification of vocational school attendance is received from the appropriate agency. Xx. Xxxx XxXxxxxx Vice-Yours very truly, Xxxxx Xxxxxxxxx Vice President, Region IV Canadian Paperworkers Union #540-1199 Xxxx Human Resources LETTER OF UNDERSTANDING LIVING OUT ALLOWANCE – PAYMENT OF January 3, 2003 Mr. R. Michael Verdiel CEP, Local 76 0000 Xxx Xxxxxx Xxxxxx VancouverXxxxx, B.C. V5E 2R1 XxV8A 4R4 Dear Xxxx: RE: Living Out Allowance for Apprentices This will confirm our conversation that the Living Out Allowance will be paid directly on a daily basis to the apprentices. It is also understood that adjustments shall be made, if necessary, upon verification of school attendance Regards, Xxxx Xxxxxxx President PulpAdvisor, Paper and Woodworkers of Canada 000-0000 Xxxx 0xx Human Resources Xxxxxx XxxxxxxxxRiver Division LETTER OF UNDERSTANDING REHIRING December 19, X.X. X0X 0X0 2008 Dear Norm and Xxxx: Xxx, The following practice will be observed during the 1992-1994 2008 - 2012 contract. "When hiring new employees, preference will be given to laid off former employees of the hiring mill in order of their previous mill seniority, providing: a) their recall rights under Section 3 of Article XXI - Seniority have expired; b) they have a current application on filefile; c) they have the qualifications qualifications and ability to perform the work properly. Application must be made within thirty (30) days of the expiry of recall rights and will remain in effect for three (3) months unless renewed. An application or renewal may be extended for a period of three (3) months at any time during the third month of its currency. Normal job qualifications qualifications must be met. A former employee will no longer have preference if he he/she fails to accept an offered position. Those hired under this practice will be new employees." Yours very truly, Xxxx X. Xxxxxxxxxxxxx President May 24Xxxxx Xxxxxxxxx Vice President, 1992 Xxxx Xxxxxx National Representative Human Resources LETTER OF UNDERSTANDING CONTRACTING OUT December 19, 2008 Vice-President, Western Region Communications, Energy and Paperworkers Union #540 – 000-0000 Xxxx Xxxxxx Xxxxxx VancouverDear Xxx: For the term of the renewed Collective Agreement, the Company will not send equipment out of the mill for repair, which directly results in the layoff of tradesmen or apprentices. Yours very truly, Xxxxx Xxxxxxxxx Vice President, Human Resources LETTER OF UNDERSTANDING CONTRACTORS ON SITE This is to confirm the agreement between the Company and your respective unions respecting the conditions that would apply to contractors coming onto the mill site to perform construction work or perform maintenance and repair work of a nature normally performed by employees in the bargaining unit. This agreement will prevail for the duration of the Collective Agreement. In entering into this agreement, the Unions acknowledge that, subject to contracting Article XXV (C.E.P.) and the Company retains the right to select contractors as it deems appropriate. No aspect of this policy applies to contractors which are certified to Unions recognized by the Local Union, it being clearly understood that a union’s affiliation to The Canadian Labour Congress, the B.C. – V6E 2R1 Dear Xxxx,Federation of Labour or the Confederation of Canadian Unions warrants such recognition. Any other contractor who comes onto the mill site to perform construction work or perform maintenance and repair work which is of a nature normally performed by employees in the bargaining unit shall abide by the following Code of Ethics. This Code defines the terms and conditions under which these contractors and their employees will be governed during the term of their contract.