4.01      Regular Hours

1. For all employees, eight hours shall constitute a day’s work and five days, namely forty hours, Monday through Friday inclusive, shall constitute a week’s work.
   
   
2. An employee who is ordered to work for less than eight hours per day or forty hours per week shall be considered as temporarily laid-off.
   
   
3. Regular hours per day are 8:00 a.m. to 12:00 noon - 12:30 p.m. to 4:00 p.m. or as stated below in (d).
   
   
4. Notwithstanding the foregoing, should the Company require employees to start work before or after the normal start times referred to in (c) above, for the purpose of maximizing the efficiency of operations, they may be permitted to schedule employees to start work between 5:30 a.m. and 9:00 a.m. without penalty. Such scheduling would be posted on at least a weekly basis and additional shift times would be adjusted accordingly.
   
   

4.02      Overtime

1. Work performed in excess of eight hours during the day, Monday through Friday, inclusive, shall be overtime and shall be paid for at the rate of double time the employee’s regular or premium rate of pay.
   
   
2. In the event it is necessary to work overtime, the Company shall, wherever possible, provide four hours’ notice of such overtime. Employees shall not be compelled to work overtime but may volunteer to do so.
   
   
3. For all work performed by an employee on any day prior to his/her regular starting time and after his/her regular quitting time, such employee shall receive pay at the rate of double time.
   
   
4. The Company shall not schedule any overtime shift while any employee who is capable of doing the work required is working less than twenty-five hours per week. In that event said overtime shall be offered to the senior capable employee on layoff firstly and then to the senior capable employees working forty hours. If the shift is scheduled on a premium day the premium rate of pay shall apply.
   
   
5. Employees changing shifts shall be given not less than twelve consecutive hours off and if such twelve hours does not allow an employee to work an eight-hour day, forty-hour week, the employee will be paid for an eight-hour day, forty-hour week at current pay rates.
   
   
6. Banking of Overtime: After ratification of the collective agreement or after a new employee passes the probation period, employees will be given the option of receiving overtime premium for all overtime hours worked or receiving straight time for all overtime hours worked and banking premium time. The option chosen cannot be changed more than once in a 12 month period.
   
   Unused banked hours at May 31st in any contract year shall be cashed out; however, employees shall be permitted to cash out their accumulated bank time at anytime during the contract year. Payment will be made on the next regular pay period after a written request is made. Time off shall be taken by mutual agreement and shall be paid at the current rate of the classification worked when the hour was banked.

4.03      Saturday Overtime

1. For all work performed up to eight hours on Saturday, the premium rate of double time shall be paid (minimum four hours at double time).
   
   
2. All work performed over eight hours on Saturday shall be considered overtime and shall be paid for at the rate of double time the prevailing Saturday rate for the employee concerned and if the prevailing Saturday rate is a premium rate, then at double time the said premium rate.

4.04      Sunday Overtime

1. For all work performed up to eight hours on Sunday, the premium rate of double time shall be paid to all employees.
   
   
2. All work performed over eight hours on Sunday shall be considered overtime and shall be paid for at the rate of double time the prevailing Sunday rate for the employee concerned and if the prevailing Sunday rate is a premium rate, then at double time the said premium rate.
   
   
3. It is understood that no employee in the Sunday double time premium pay category, who is brought in to work, shall be paid for less than four hours at such rate. It is permissible for such an employee to be worked and paid at the said premium rate for four, five, six, seven or eight consecutive hours on Sunday.
   

4.05       Shift Scheduling

1. Shift Schedules shall be posted on Monday for work in the following week. This list may be amended without penalty up to 4 p.m. on Thursday (Wednesday in the event of a four day week). Thereafter, any changes in the posted schedule require at least twenty-four hours notice otherwise the change shall be paid for at the premium rate of double time for all hours worked on the first shift, unless such change was caused by unscheduled employee absenteeism.
   
   
2. In the event that production requirements are such that the Company needs to schedule an additional shift of less than one week’s duration (eg. full week of days plus two production shifts on afternoons) and in order to accommodate seniority employees are scheduled to change from afternoons to days, the Employer will not be required to pay the premium referred to in Article 4.02 (e). However, the employee may elect to take the first day as a layoff to ensure compliance with the twelve-hour provision referred to therein, providing he/she advises the Company by the end of his/her shift.
   
   
3. Should the demand for the Company’s products (beer) be such that additional volumes are required, the Company shall be permitted to schedule brewers and support staff on a four - nine hour shift basis, Sunday to Wednesday and Wednesday to Saturday, with pay for forty hours per week, providing a minimum of three weeks notice is given the Union. The Union, at its discretion may waive the notice period. This four-day workweek period shall be limited to the period between May 1st and August 31st each year.
   
   
4. The company shall be permitted, providing prior notice of at least three weeks is given to the Union, to schedule employees during the crush period on a four - nine hour shift basis, with pay for forty hours, on a Wednesday to Saturday or a Sunday to Wednesday schedule.
   
   
5. Where shift work is required all employees, including leadhands, will be rotated on an equitable basis where operations permit.

4.06      Lunch Break - Rest Periods - Supper Allowance

1. Lunch break - all employees shall be allowed one-half hour off for the mid-shift meal. This half hour shall be included in the working hours above stipulated.
   
   
2. Rest Periods - rest period to be a ten-minute relaxed period.
   
   Employees required to work at least one hour of overtime will be entitled to a ten-minute rest period.
   
   Regarding overtime, rest periods will be two hours after the start of the previous rest period.
   
   
3. Supper Allowance. Where an employee is required to work overtime in excess of two hours, the Company shall either pay a meal allowance of $7.00 or, if practical provide a meal to the value of $7.00. The meal will be furnished at the most practical time and in conjunction with a rest period.
   
   
4. Working Through Breaks. In order to maximize productivity, the Company may schedule breaks so as to operate production continuously provided sufficient relief positions are posted and sufficient relief employees are available.

4.07      Reporting To Work

1. Employees must be notified before quitting time if they are not to report for work the next day. If they are not notified and report for work, then they shall be paid for the whole day.
   
   
2. Employees called for work for less than half a day shall receive not less then one half day’s wages.
   
   
3. Employees who request permission to leave early or who agree to leave early because of a temporary reduced departmental workload shall be paid for the time worked only. In the event that more than one employee makes such a request, seniority shall be the governing factor in receiving the Company’s approval.

4.08      Sick Leave

1. Each regular employee upon completion of the probation period shall be entitled to twelve days sick leave a year with pay at regular straight-time wages. This entitlement shall be pro-rated in the employee’s first year in accordance with the number of months worked in that year, after completion of the probation period.
   
   
2. Current regular employees who were not actively employed for 1,056 hours in the previous calendar year shall have their entitlement pro-rated in the following manner:

   No. of hours worked x 12
   ________________________
            1,056
   

3. “Actively employed” and “hours worked” means straight time hours worked, paid vacation, paid holidays, paid leave of absence and up to one thousand hours of absence on WCB.
   
   
4. Upon termination of employment for other than just cause, death or retirement, an employee shall be entitled to a cash payout of unused sick leave pro-rated to the number of months worked in that calendar year.
   
   
5. Employees who have unused sick leave on December 31st shall be entitled to a cash payout of such unused sick leave at their regular straight time rate. Sick leave is not cumulative from year to year.
   
   
6. Employees who are absent from work on December 31st shall not re-qualify for sick leave until they have returned to work in the new sick leave year for a minimum of one shift.
   
   
7. In the event an employee becomes ill or injured during a paid vacation such that he/she would otherwise be eligible for Weekly Indemnity Benefits, he/she may elect to cancel his/her remaining vacation time and apply for coverage under the Weekly Indemnity Plan providing:
   
   
   1. The Company is immediately notified of the employee’s intention and the necessary forms are submitted as soon as possible; and
      
      
   2. The Company is reimbursed by the employee the vacation pay received for those days covered by the Weekly Indemnity Plan.
   
   Unused vacation entitlement occurring as a result of the foregoing shall be rescheduled at a time mutually agreed upon between the Company and the employee.
   
   
8. The Company reserves the right to request a Doctor’s certificate covering any sickness claim. If required, a proper certificate must be provided confirming that the employee was unable to work. Notes merely stating the employee consulted a doctor will not be accepted. The costs of such forms, as well as any forms relating to W.I. or L.T.D. claims, shall be reimbursed by the Company, (to a maximum $50.00 per calendar year).
   
   
9. Any proven misuse, abuse or misrepresentation of his Sick Leave Benefit by an employee during the life of his Agreement shall render such employee permanently ineligible to receive the benefits of this section for the duration of the Agreement and may be sufficient grounds for dismissal.
   
   
10. It is understood that an employee cannot collect full Sick Benefit under this section on any day for which he/she is paid his/her regular full wage or salary rate by the Company, or for which he/she receives Workers’ Compensation payments or Weekly Indemnity payments from the Welfare Plan under Article 11 hereof.
    
    
11. Any employee who is recalled from lay off and fails to report for work due to illness may be required to produce a Doctor’s certificate to be eligible for sick leave pay.
    
    
12. Employees may elect to use sick leave to supplement weekly indemnity or WCB payments in accordance with the present practice.