Travel Assistance Protocol (TAP): When Implemented By The Owner

Conditions of Payment:

The following general conditions will apply for travel assistance to turnarounds located in the Wood Buffalo Region (Fort McMurray region) and Edmonton & Area. Verify with your dispatcher to confirm that turnaround is eligible for travel assistance before coming to the job.

Travel from all locations:

• Must reside outside of Alberta to obtain travel assistance otherwise collective agreement travel of $216 each way to Fort McMurray
• Must show proof of applicable travel cost i.e. tickets, gas receipts, hotel expense, etc.
• Sixty percent (60%) of “initial in” will be paid on the first cheque and the balance, forty percent (40%) of “initial in” will be paid after thirty (30) calendar days or lay-off whichever occurs first.

Qualifying Travel: Candidates for initial travel must travel from their local area. Anyone who is working in Alberta will not qualify for initial travel assistance. Proof of travel will be required.

 Quits or Terminations: Employees who quit or who have their employment terminated for cause will lose any outstanding portion of their travel subsidy.

 Alcohol & Drug Testing: Workers must have successfully passed a drug and alcohol test that complies with the requirements under the Canadian Model Policy prior to being paid any travel subsidy. It is recommended that workers complete such tests before booking travel.

Return Travel Subsidy: Employees will be paid their return subsidy on the pay cheque following the shutdown/turnaround conclusion or lay-off whichever occurs first.

 Transfers: Employees hired under this protocol that are transferred from one qualifying project or another qualifying project for the same contractor/owner will continue to be credited with time towards qualifying for a travel subsidy.

 General:

• This protocol may be cancelled at the discretion of the owner. In the event of cancellation of the program, anyone who has received an “initial in” will be eligible for full payment of the “terminal out”.
• Note: this protocol will be in effect for the shutdown/turnaround period (initial/terminal)
• For welders that accept calls for the Wood Buffalo Region (Fort McMurray region) and are required to test in Edmonton and qualify for this travel subsidy will be allotted one (1) or two (2) days living out allowance (LOA) depending on job testing requirements and successful completion of the test.
• The owner shall be the sole arbitrator in resolving eligibilities and interpretations of this program
• All payment amounts outline in Tables 1, 2, 3 & 4 will be made in Canadian funds.

 Travel Assistance Amounts (Wood Buffalo/Fort McMurray Region): 

The following subsidy amounts are designed to recover all or most of the expected cost related to air fare from the worker’s home local area to Fort McMurray, Alberta including a $50 allowance for cab fares from the airport in Fort McMurray to the job site. Subsidy amounts are based on average airfare booked one week in advance, including applicable taxes from major airports in the respective area to Fort McMurray. These subsidies are fixed amounts and no additional amounts will be paid for any other expenses the work may incur coming to the job site or returning. Whenever possible, Unions should send information respecting these workers directly to the site they are dispatched to in advance of their arrival at site. 

Table 1 

Table 2

Travel Assistance Amounts (Edmonton & Area):

The following travel subsidy applies to projects in the Edmonton & Area. Subsidy amounts are based on average airfare booked one week in advance, including applicable taxes from major airports in the respective area to Edmonton. These subsidies are fixed amounts and no additional amounts will be paid for any other expenses that the worker may incur coming to the jobsite or upon returning.

Table 3

Table 4 

Note: Employees who resign after being recruited under this protocol will not be eligible for hire on “the” owner’s Project(s) or for “the” employing contractor up to ninety (90) calendar days for the first quitting incident and progressively longer no rehire periods for incidents thereafter. Employees who are terminated for just cause will not be eligible for hire for a minimum of ninety (90) calendar days for the first dismissal incident and progressively longer no rehire periods for incidents thereafter.