Labor Relations

Constructive labor and management relations are the foundation of good human resource management and, as such, are very important to Resolute Forest Products' business. Regular dialogue with union leaders, local union representatives and employees at all our operations ensures that these key stakeholders are kept informed and engaged.

As stated in our Human Rights Policy, Resolute recognizes the right to association and collective bargaining, as well as the right to safe working conditions. We believe that considering the views of our employees and protecting their freedom of association is fundamental to doing business. We currently do not have any operations in countries where employees’ rights to exercise freedom of association or collective bargaining may be at significant risk.

We also condemn all forms of forced labor, slavery and child labor and recognize the fundamental right of every individual to freedom and dignity.

Collective Agreements

Our public commitments include renewing expired or expiring collective agreements at our pulp, paper and wood products operations. These agreements ensure our competitiveness as an employer while supporting our long-term viability.

Resolute works diligently with employees and union leadership on the mutually beneficial renewal of collective agreements. In 2022, we renewed 26 collective agreements covering 1,700 employees at seven of our Canadian pulp and paper mills and eight of our sawmills in Quebec. We are also committed to renewing three collective agreements covering approximately 490 employees at our pulp and paper operations and 10 collective agreements covering approximately 430 employees at our wood products facilities in 2022.

In 2022, the company’s unionization rate was 58%. For employees not covered by collective bargaining agreements, Resolute determines the working conditions and terms of employment based on its collective bargaining agreements and leading labor standards.

Notice Period for Operational Changes

Resolute aims to be proactive in informing all stakeholders as soon as possible when there is a need for major changes that will affect our employees.

Minimum notice periods for significant operational changes are subject to a variety of national or local standards, including the U.S. Warn Act, the Act respecting Labour Standards in Quebec, and the Employment Standards Act (2000) in Ontario. However, in all regions where we operate, the standard notice period is a minimum of two weeks. Additional conditions are specified in the collective agreements that cover 58% of our employees and are renegotiated and renewed by union leaders and company representatives on a regular basis.

Pension and Other Post-Employment Benefit Plans

Resolute sponsors multiple contributory and non-contributory defined benefit pension plans, in addition to numerous defined contribution plans, for our U.S. and Canadian employees. The company also provides various group insurance plans for employees and other post-employment benefit (OPEB) plans for retirees, depending on the circumstances. Some of the above plans are covered under collective bargaining agreements.

In 2022,100% of employees were eligible for participation in company retirement plans. A total of 98.5% of our employees participated in a plan. Membership in Canadian pension plans is mandatory, and an optional defined contribution plan is available in the United States.

Employee contributions generally range from 0% to 8% of their salary, while employer contributions range from 2.5% to 10% of the employee’s salary, depending on the location and applicable collective agreements.

The pension administration committee (PAC) oversees the day-to-day administration and other non-investment responsibilities of the Canadian pension plans, as well as the U.S. pension plans and the U.S. group insurance programs. The pension investment committee (PIC) oversees the investment of plan assets, including the review, update and approval of the investment policies, and monitors investment performance.

We track and report our plans’ obligations, assets and liabilities on an annual basis. In 2022, Resolute contributed $63 million to our defined benefit pension plans and $17 million to our defined contribution pension plans, while recognizing a $48 million credit in aggregate, before special events. We also made payments of $17 million to OPEB plans, while recognizing a $11 million credit to the net periodic benefit cost, before special events.