The following proposal to the Grain Workers Union (GWU) Local 333 represents the Company's (PRG) settlement offer on the terms for a new collective agreement between both parties.

1. Term

1.1 The collective agreement will have a four-year term, covering January 1, 2001 to December 31, 2004.
2. Hours of Work

2.1 The terminal will operate on a 5x2 schedule, as a default schedule for the term of this agreement.
2.2 Provisions covering continuous operations in Article 5 will remain dormant for the term of this agreement.
2.3 The parties agree to consult further on alternate continuous schedules during the term of this agreement.
2.4 Employees working 4-hours overtime without taking their meal break shall be paid at the rate of 5-hours at double time. Employees shall be entitled to a 20-minute meal break at a mutually agreed time during the 4-hour period. The company will supply a hot meal.
2.5 Overtime will canvassed as per the current practice and the new letter of understanding developed
2.6 All weekend overtime hours shall be paid at the prevailing overtime rate with the option to bank the premium portion on. a I to I basis to a maximum of 40 hours per calendar year. The 40 hours banked time remaining on December 15 will be paid out.
2.7 Banked overtime hours may be taken as time off at a mutually agreed time. The time off can be taken in 4-hour increments. Any banked overtime taken in a week block can only be taken between May 1 and August31
2.8 Students may be employed to cover absences created by use of banked time, as per the existing practice.
3. Wages

Wages shall increase by 2.0% across the board July 1,2001, July 1,2002
July 1, 2003 and July 1, 2004.
Student wage rate will be 90% of active (GL rate

4. Benefits

4.1 There shall be a $25 per hour increase in company benefit contributions on July 1,2003.
4.2 Transportation and accommodation costs will be paid for patients covered under the PRG medical plan for any medical or dental treatments that are necessarily scheduled out of Prince Rupert.
4.3 Such medical or dental treatment must be taken at the nearest possible location.
4.4 Expenses must be properly accounted for with original receipts.
4.5 The company will make travel and accommodation arrangements in order to gain corporate discounts.
4.6 A maximum of $150 per "day will be paid for food and lodging.
4.7 A lifetime maximum of $5,000 per patient will be paid
4.8 A committee will be formed to explore and develop a health benefits plan that best meets the needs of PRG employees. The purpose of the committee is to endeavor to enhance the current package. The committee will report to the PRG Senior management group, 6 months; after the ratification of the new agreement.
4.9 The boot allowance will be up to $200 every two years. Proof of purchase is required by the company to approve repayment.

5. Pension

5.1 Employee and PRG contributions to the pension plan will increase by $.25 each per hour worked effective January 1,2003 and January 1,2004.
5.2 A PRG representative will be added to the Pension Plan Board of Trustees. The union will lobby to have PRG added to the Pension Plan Board of Trustees

6. Grievance Procedure

6.1 Replace Article 13 with the following

13.01 In. the event a grievance arises in the terminal, an honest effort shall be made to settle the difference, without a stoppage of work.

13.02 An aggrieved employee shall have the right to the shop steward of his/her choice. Should the selected shop steward not be available in a reasonable time, the aggrieved employee can choose another shop steward
or continue to work and have the meeting when the selected shop steward is available.

13.03 There shall be a Grievance Committee consisting of the Chief Shop Steward and/or five designates, who are actually in the employ of the Company (laid off employees are considered as active shop stewards and will attend on their own time). They shall be afforded such reasonable time off as may be required to attend grievance meetings held at the request of the Company or the Grievance Committee, to a maximum of three of the committee members.

13.04 The Union agrees to advise the Company in writing of the names of the members of the Grievance Committee, and also of any changes from time to time.

13.05 An employee, an officer on behalf of PRG, or an officer or Chief Shop Steward (or his/her designate) of the Union can initiate and file grievances.

13.06 The steps to be taken in the handling of any grievance shall be:
(a) First: If a grievance arises, settlement wi1l be attempted by the c1osest break period, provided it is not of an urgent nature. If it is of an urgent nature, the grievance committee person shall request time off from their supervisor and take up the matter as expeditiously as possible. In either circumstance, if satisfactory settlement is not reached, a grievance meeting will be held immediately after the shift to ascertain the facts and positions on. the grievance.

In the case of policy grievances being filed by either PRG or the Union, the grievance shall be put in writing and submitted at the third step of the Grievance Procedure.

If there is no satisfactory settlement, the grievance shall be put in writing and submitted to the supervisor within 5 working days. A written response shall be given by the supervisor within 2 working days of receiving the written grievance. If the response does not resolve the grievance, the grievance shall be elevated to the second step. If the grievance is settled, the Union will respond in writing within 5 working days that the grievance is resolved.

(b) Second: A grievance meeting will be held to hear the grievance within 10 working days. If the grievance is settled, the Union will respond in writing within 10 working days that the grievance is resolved. Failing settlement, PRO will provide a written response within 10 working days of the Union's written response and the grievance will be elevated to the third step.

(c) Third: A third step meeting will be held within 30 working days. The Grievance Committee, along with a representative of the Union office and representatives of PRG, including a PRG representative above the rank of Superintendent shall attempt to reach a satisfactory settlement. Failing a satisfactory settlement, PRG shall give a written response within 15 working days of the meeting and the grievance will be elevated to the fourth step.

(d) Forth: The grievance may be referred to arbitration within 20 working days. After referral to arbitration, the responding side will reply within two weeks with a list of 15 dates of availability within the next four months (or in the case of a lengthy suspension of 5 days or more or termination, ten days within nine weeks). The initiating side will indicate which of those dates it is also available. Each arbitrator will then be canvassed until an arbitrator is available to hear the grievance on a day or days available to both parties. If the responding party does not make available the required number of days within the requited time, the initiating party may establish a list of potential dates for the arbitration and canvass arbitrators to hear the case on one or more of those dates. The responding party shall then make themselves available on the selected days for the grievance hearing.

6.2 The parties agree to name 6 arbitrators

7. Vacation Pay

7.1 Employees shall be able to elect their vacation pay in either a lump sum payment or by being paid vacation pay as vacations are taken during a year. The vacation pay calculations shall be as per Article 9.03.
7.2 Employees shall only be allowed to elect one or the other form of vacation pay once per year and may not change method of payment between vacation segments taken in any single calendar year.

8. Other Issues

8.1 The collective agreement shall be rectified to make it applicable to PRG only in accordance with the rectifications agreed to November 20,2002
8.2 First Aid course will be the Workers Compensation Board approved Occupational First Aid Level 3.
8.3 First Aid training will be taken in Prince Rupert whenever possible.
8.4 Amend Article 7.01 to 30 working days.
8.5 Should any damages arise as a result of GWU 333 picketing, in the fall of
2002, the company will forgive any and all damages assessed against the union.

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