Collective Agreement

Transcription

1 Collective Agreement I.A.M.A.W Hotel and Healthcare Workers Local1295 And Staybridge Suites February 13, February 12, 2020

2 TABLE OF CONTENTS ARTICLE 1-RECOGNITION... 2 ARTICLE 2 -UNION REPRESENTATION... 2 ARTICLE 3 -MANAGEMENT RIGHTS... 4 ARTICLE 4 -RELATIONS... 5 ARTICLE 5-NO STRIKE, NO LOCK-OUfS... 6 ARTICLE 6 -DISCIPLINEAND DISCHARGE... 6 ARTICLE 7 - GRIEVANCE PROCEDURE... 7 ARTICLE 8-ARBITR.ATION... 8 ARTICLE 9-LEAVES OF ABSENCE... 9 ARTICLE 10 -NOTICE OF ABSENCE ARTICLE 11--CONTINUOUS SERVICE-UNION SECURTIY ARTICLE 12 -HOURS OF WORK AND OVERTIME ARTICLE 13-STAFF ROOM ARTICLE 14- UN'WORMS ARTICLE 15-SAFETY AND IIEALTH ARTICLE 16-HOLIDAYS ARTICLE 17-VACATIONS AND VACATION PAY ARTICLE 19- WAGE STRUCTURE ARTICLE 20-COST OF PRINTING COLLECTIVE AGREEMENT ARTICLE 21-DURATION OF AGREEMENT SCHEDULE ''A''... 20

3 ARTICLE 1- RECOGNITION 1.01 The Employer recognizes the Union as the sole bargaining agent of all employees of Noorani Holdings Ltd. o/a Staybridge Suites Mississauga, in the City of Mississauga, save and except supervisors and those above the rank of supervisor, office, front desk staff and night auditor. The Company agrees to meet and negotiate with the duly elected officers and representatives of the Union upon all matters relating to wages, hours of employment, and other conditions of employment Persons whose positions are not in the bargaining unit shall not perform bargaining work if the act of performing the work results in the layoff or reduction of hours of work of the members of the bargaining unit Whenever the male gender is used in this Agreement, it shall also be understood to mean the female gender The Company agrees to include the rates of pay for all newly established jobs (falling within the scope of this Collective Agreement) in the Wage Structure. The rates of such jobs will be established by the Company and shall relate to the hourly rates of the jobs in the existing Wage Structure. These newly established rates may be a subject to a Policy Grievance under Article 7.05 of this Agreement. ARTICLE 2- UNION REPRESENTATION 2.01 Upon notification in writing by the Union, the Company will recognize one (1) fulltime employee as a Steward, plus one (1) alternate or back-up Steward from the bargaining unit (to fill in when the regular Steward is absent) who have completed their probationary period with the Company and who have been elected or appointed for the purpose of assisting employees in presenting grievances to the Company in accordance with the provisions of this Agreement. Whenever possible and based on availability, employees may be represented by the Union Steward of their choice. The Company shall be advised of the names of the Steward and Alternate Steward and shall be notified in writing of any changes from time to time (a) The Union acknowledges the Union Stewards have their regular work to perform

4 on behalf of the Company, and, if he is required to service a grievance during working hours, he will not leave his regular duties without first obtaining permission from his Immediate Supervisor/Manager stating who he wishes to contact and the expected duration of this absence. Such permission shall not be unreasonably withheld: however, when it is granted, the matter shall be dealt with expeditiously and the Steward will report to his Supervisor/Manager immediately upon his return. It is further understood that the processing of a grievance shall not interfere with the regular conduct of the business including the servicing of customers. The service of a grievance shall be done in the staff room or any room the Supervisor/Manager may require (b) The Employer acknowledges that the Union Steward may leave their work without loss of pay or benefits to attend to Union business, including but not limited to handling grievances, on the following conditions: (i) (ii) (iii) such business must be between the Union and the Employer; the time shall be devoted to the prompt handling of necessary Union business and; the members concerned shall obtain the permission ofthe Supervisor concerned before leaving their work. Such permission shall not be unreasonably withheld The Company agrees, in accordance with the provisions of the Ontario Labour Relations Act, to deduct from wages of each employee in the bargaining unit, a specified amount equivalent to regular dues. The remittance statement shall be documented by location containing a dues and initiation report which will be provided in the form of e mail (mburke@iamdl78.org) or on a computer diskette as well as a hard copy of the dues report being attached to the remittance cheque. This information provided shall be on a standard spreadsheet in Excel or other software program acceptable and adaptable to the Union. The spreadsheet will be in a format provided by the Union and the Company will provide the following information, as known to the Company: 1. S.I.N. 2. Employee number if applicable 3. Full name (Last/First/Initials) 4. Full address, including City and Postal Code 5. Telephone number (including area code) 6. Date of hire 7. Rate of pay

5 8. Classification 9. Full-time or part-time designation 10. Union dues deducted (or the reason a deduction was not made). If dues are deducted weekly, report requires five (5) columns for reporting. 11. Total dues deducted (b) Such deductions shall be made from the wages owing each employee on the twenty-six {26) pay days per year. (c) The amounts deducted herein shall be paid by cheque to the Union and remitted by mail to the Union on or before the fifteen {15th) day of each month following. Such remittance will include a statement with the names of each employee and the amount of such dues. (d) The Union shall indemnify and save harmless the Company, including its agents, and employees acting on behalf of the Company, from any liability including any and all claims, demands, actions, or cause of action arising out of or in any way connected with the deduction, collection or attempted collection, accounting, or remittance of such dues (e) Any changes in the amount of regular monthly dues will be certified to the Company by the Union in writing. Such changes in the amount of union dues shall become effective not earlier than the commencement of the second month following the month such certification was received. (f) The Company agrees, on being furnished by the Union with the application for membership and the form authorizing the deduction of Union dues and intiations fees, to arrange for the completion of such forms by the appropriate members of bargaining unit to acquaint such members with the Articles dealing with Union Security and Dues Checkoff and to introduce the new employee to the Steward. (g) Subject to the provisions of the Ontario Labour Relations Act, it is agreed as a condition of employment that all bargaining unit employees of the Agreement shall be required to join the Union and shall sign an application for membership to the Union. ARTICLE 3- MANAGEMENT RIGHTS 3.01 The Union recognizes that the management, supervision and direction of the workplace is fixed exclusively with the company and shall remain solely with the Company. The Union acknowledges that it is the exclusive function of the Company to:

6 (a) Maintain order, discipline and efficiency; (b) Hire, discharge, layoff and recall, assign, suspend, classify, direct, transfer, promote, demote or otherwise discipline for just cause, subject to the right of an employee to lodge a grievance in the manner and to the extent hereinafter provided; (c) Make, maintain and enforce and alter, from time to time, reasonable rules and regulations to be observed by employees; (d) Generally to manage and operate the workplace and business in which the Company is engaged and without restricting the generalities of the forgoing, to plan, direct and control operations, to direct the work forces, to determine the number and location of facilities, to determine the quality of service and processes, method and procedures to be employed, scheduling of employees including the scheduling of shifts of work and production standard of performance, to select, equipment and supplies to be used, procure and control supplies, materials, products and produce, to determine the extension, limitation, curtailment or cessation of operations or any part thereof including the closing of any facility, or part thereof The Employer agrees that it will not exercise its functions in a manner inconsistent with the express provisions of the Agreement. ARTICLE 4- RELATIONS 4.01 The Union agrees that there shall be no solicitation for membership, collection of dues, or other Union Activity at the work location or on the premises of the Company (except as otherwise provided in this Agreement) The Company and the Union agree that there will be no intimidation, discrimination, interference, restraint or coercion exercised or practised by any of the parties to this Agreement (including their representatives) for any reason whatsoever No employee covered by this Agreement will enter into any individual contract or Agreement with the Company conceding wages or working conditions that will in any way conflict with the terms ofthis Agreement The Employer will pay fifty percent (50%) of the wages of the one (1) Negotiating Committee member for all negotiations up to and including conciliation. The Negotiating Committee shall consist of Business representative of the Union and one (1) bargaining unit employee appointed or elected by the Union.

7 4.05 It is agreed that the properly authorized Business Representative of the Union shall have access to the hotel premises during normal working hours. The Business Representative shall announce his presence and departure to the Manager and shall not interfere with the duties and productivity of employees. ARTICLE 5- NO STRIKE, NO LOCKOUT 5.01 The Company agrees that it will not cause or direct any lockout of its employees and the Union agrees while the Collective Agreement is in force, that it will not cause or direct any strike, slow-down, stoppage of work or any act intended to interfere with work or the Company's operations such as primary or secondary picketing. If such action takes place, the Union agrees to repudiate it forthwith and direct the participants to cease their activities and/or return to work The definitions of the terms "lockout" and "strike" as used in Section 5.01 above shall be in accordance with the Ontario Labour relations Act. ARTICLE 6- DISIPLINE AND DISCHARGE 6.01 Subject to the provisions set out below, a claim by an employee who has successfully completed his probationary period that has been disciplined or discharged may be a subject of a grievance and dealt with as provided hereinafter If the employee who has completed his probationary period considers he has been Disciplined or discharged without just cause, he may submit a grievance in writing under Article 7.04 (b), Step Two, within five (5) working days following the discharge (a) Pursuant to being discharged or disciplined, an employee shall be permitted to confer with the Union Steward or Alternate Steward in private for up to fifteen (15) minutes before leaving the premises of the Company. In cases of discharge or disciplinary action, a bargaining unit employee, will have a Union or Alternate Steward present. (b) Should any disciplinary measure be issued in writing, the employee in question shall receive a copy of the disciplinary record.

8 (c) Where an employee receives a written disciplinary warning and receives no further written disciplinary warnings for a period of twelve {12) months from the date of the last written discipline, such disciplinary document(s) shall be removed from the employee's record The Union agrees that the Company shall have the right to release a probationary employee whom the Company believes to be unsuitable because of conduct, quality of work, attendance or any other work related reasons. The termination or discharge of a probationary employee shall not be the subject of a grievance and such termination or discharge shall be deemed to be for just cause. ARTICLE 7- GRIEVANCE PROCEDURE 7.01 It is the mutual desire of the parties hereto that complaints of employees be adjusted as quickly as possible. It is understood that an employee has no grievance until he has first given his immediate Supervisor an opportunity to adjust his complaint "Grievance" means a difference or dispute between the Company and employee(s) or the Union, coming specifically under this Collective Agreement concerning the interpretation, application, administration, or alleged violation of this Agreement, or the alleged violation of Labour Laws legislated by the Province of Ontario "Immediate Supervisor" as used in this Article and throughout this Agreement shall mean the first level of management responsible for the employee (a) Step One There shall be no grievance until the immediate Supervisor of the aggrieved employee has been first given the opportunity to deal with the problem. Such problems must be discussed with the immediate Supervisor within seven (7) working days after the event or circumstances given rise to the problem have occurred, and, if the employee is not satisfied with the reply of the immediate Supervisor, which reply shall be communicated to the employee within seven (7) working days, the employee may file a grievance. (b) Step Two A written grievance signed by the employee must be presented to the General Manager within seven (7) working days after receipt of the reply from the immediate Supervisor. The nature of the grievance, section or sections of the Agreement which

9 were alleged to have been violated, and the remedy sought shall be clearly set out in the grievance. A meeting shall be scheduled and will be held at a mutually convenient time and location. Such meeting shall include the Griever, Union Steward, the Union Representative, as well as the immediate Supervisor and the General Manager. Upon the conclusion of any such meeting, the Griever and Union Steward shall return to work immediately, it being understood that no employee shall suffer loss of earnings in respect to any such meeting held during working hours. The General Manager will render a decision in writing to the Griever and the Union Representative within seven (7) working days from the date of the meeting Policy Grievance A Grievance arising directly between the Company and the Union concerning the interpretation, application, or alleged violation of this Agreement shall be originated under Step Two and shall be submitted in writing. Any grievance by the Company or the Union as provided in this Article shall commence within ten {10) working days after the circumstances given rise to the grievance have occurred or have come to the attention of the Parties For the purpose of Article 7- Grievance Procedure, working days shall include Saturday and Sunday, but exclude holidays as defined by the Collective Agreement. ARTICLE 8- ARBITRATION 8.01 (a) Failing settlement through the procedure set out in Article 7 of any grievance between the parties arising from the interpretation, application, administration or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, such grievance may be submitted to arbitration as provided hereafter. (b) A request by either party that a matter be submitted to arbitration shall be made, in writing, to the other party. Within five (S) days of receipt of such a request, the parties shall agree upon a single Arbitrator to hear the matter. If the parties cannot agree on an Arbitrator, the Arbitrator shall be appointed by the Minister of Labour in accordance with s. 49 of the LRA No matter may be submitted to arbitration which has not been properly carried through all requisite steps ofthe Grievance Procedure The Arbitrator shall not be authorized to make any decision inconsistent with the provisions of this Agreement, nor to alter, modify, add to, or amend any part of this Agreement The proceedings of the Arbitrator will be expedited by the parties hereto and the decision of the Arbitrator will final and binding upon the parties hereto and the employee or employees concerned.

10 8.05 The parties will share the fees and expenses of the Arbitrator equally. ARTICLE 9- LEAVES OF ABSENCE 9.01 Leave of Absence- General (a) Any employee who has completed his probation period may, with the Company's permission obtain leave without pay for personal reasons insofar as the Company's operational requirements allow. Such permission shall not be unreasonably refused by the Company. {b) An employee must make his request as soon as possible in writing, at least fifteen {15) working days in advance, clearly stating the reason for the request and the proposed duration. Such advance written request may be waived in the case of emergencies. (c) An employee may not enjoy any of the benefits provided in the Agreement during an unpaid leave, unless required by legislation, e.g. pregnancy/parental leave. (d) Seniority shall continue to accumulate during such leave Leave of Absence- Union The Company may grant at its discretion a leave of absence, without pay, to an employee who has completed his probationary period in accordance with Article of this Agreement, for the purpose of attending a Union Convention, training or Conferences, providing the Company is given one {1) month's notice, in writing, including reference to the purpose of such leave and the proposed duration. Such permission shall not be unreasonably refused by the Company Leave of Absence- Bereavement The Company will grant a leave of absence with pay for bereavement purposes to employees who have completed their probationary period in accordance with Article of this Agreement, as follows: In the event of the death of an employee's spouse or child, the Company will grant the employee a leave of absence of up to three {3) days with pay at the employee's regular hourly rate of pay for all time lost to the day following the day of the funeral. In the event of the death of an employee's parent, step-parent, brother, sister, the Company will grant the employee a leave of absence of up to two {2) days with

11 pay at the employee's regular hourly rate of pay for all time lost to the day following the day of the funeral. In the event of the death of an employee's father-in-law, mother-in-law, grandparents, and grandchildren, the Company will grant the employee a leave of absence of up to two (2) days off with pay at the employee's regular hourly rate of pay for all time lost to the day following the day of the funeral. The hours thus paid for but not worked will be excluded in computing overtime. If an employee should require more time for any reason relating to the death, a leave of absence will not be unreasonably withheld. If requested by the Company, the employee will provide satisfactory proof of death Pregnancy and Parental Leave The company agrees to abide by the Employment Standards Act for the Province of Ontario in regard to Pregnancy and parental Leave Jury Duty An employee who is selected for service as a juror in a court proceeding shall be provided a leave of absence without pay for the purposes of attending as a juror. ARTICLE 10 - NOTICE OF ABSENCE Employees are required to attend work regularly in accordance with their work schedules. When unable to attend, the employee must endeavor to contact his immediate Supervisor as far in advance as possible but in any event no less than twelve {12) hours in advance of his scheduled starting time, giving the reason he is unable to attend work, the date of his expected return and details as to where he can be contacted during his absence. If the employee is unable to contact his immediate Supervisor, he must follow the alternate procedure as established by Management The Employee may be required as per Management's request to provide a sick note after two (2) consecutive sick days. The employee will be reimbursed up to a max of ten dollars $10.00 per note for any required sick note as long as the employee provides a receipt when this information is requested by Management.

12 ARTICLE 11- CONTINOUS SERVICE-UNION SECURITY (a) Seniority, which will only be credited following the satisfactory completion of probationary period of sixty-five (65) days worked, shall be determined for the purpose of this Agreement from the last date of employment with the Company in the bargaining unit. (b) During the probationary period, the probationary employee shall have no seniority standing. Employees who have completed said probationary period and have been retained by the Company at the expiration thereof, shall be credited with seniority back to the date of last hire. (c) Service shall be defined as length of continuous employment in the bargaining unit. (d) There shall be a separate seniority and service list for full-time and part-time employees An employee shall lose all seniority and his employment shall be deemed to be terminated if he: (a) voluntarily resigns from the employ of the Company (b) is discharged and such discharge is not reversed through the Grievance Procedure or Arbitration; (c) fails to return to work within seven (7) days of being recalled from layoff unless otherwise agreed to between the Company and the employee. Notice of recall will be made by telephone, and if unsuccessful, by registered mail to the employee's last known address, and shall constitute a reasonable effort at recall on the part of the Company; (d) has been off work for a period equal to his length of seniority up to a maximum of six (6) months;

13 (e) is absent from work for three (3) consecutive days, unless just cause exists; (f) is absent on sick leave for a period in excess of twenty-four (24) months, subject to the provisions of the Ontario Human Rights Code. It is understood by the Parties that an employee's reinstatement after sick leave will be conditional on his supplying, when requested, a certificate from his physician that he is fully recovered from the sickness which caused his absence; (g) fails to return to work from an authorized leave of absence on his next scheduled working day following the expiry of the leave of absence unless just cause exists; (h) uses an authorized leave for reasons other than those for which it was granted; (i) for unapproved use of alcohol or use of illegal drugs on Company property The Company will post a seniority list for the employees in the bargaining unit on January 1st and July 1st of each year. A copy of such list will be supplied to the Union Where the Company deems it is necessary to fill a vacancy for a classification covered by this Collective Agreement, notice of such vacancy shall be posted for a five (5) day period during which time employees may apply. In promotions within the bargaining unit preference shall be given to those employees having the longest seniority, provided that the employee in question are of relatively equal skill, competence, efficiency and reliability Where the Company determines to discontinue a position(s) and reduce the bargaining Unit work force, it shall lay off the employees in the following sequence: First - Second- Third - Lay off employees who have not completed their probationary period in Accordance with Article of this Agreement; Lay off employees regular employed for not more than twenty-four (24) hours per week; Lay off employees who have completed their probationary period in accordance with their seniority, staring with the employee, with the least seniority Layoff and recall from layoff shall be based on the following factors: (a) Seniority;

14 (b) Skills and qualifications, competence, and reliability. Where the qualifications in factor (b) are relatively equal, seniority shall govern. (c) If a vacancy occurs, during a time when employees are on layoff, Management shall fill the position until all employees on layoff have had the opportunity to accept recall to the vacant position. Nothing precludes the Employer from temporary filling the vacancy while notice of recall is being given to the laid off employees. (d) Bargaining unit employee on layoff shall not be replaced by member of Management. Nothing precludes the employer from temporary filling the vacancy while notice of recall is being given to the laid off employees In the event a bargaining unit employee is promoted or reclassified to a nonbargaining unit position, he shall retain seniority for a period of three (3) months (a) A part-time employee who becomes full-time shall be credited on the full-time seniority list with one half (1/2) of his part-time seniority. (b) A full-time employee reduced to part-time shall be credited on the part-time seniority list with his seniority as defined in Article (a). ARTICLE 12- HOURS OF WORK AND OVERTIME It is expressly understood that this Article is intended to define the normal hours of work and shall not be constructed as a guarantee of work for regularly assigned hours or any hours per day or per week, or of days of work per week (a) The normal work week for full-time employees shall be forty two (42) hours per week and normal work day shall be eight (8) hours. (b) The normal work week for part-time employees shall consist oftwenty-four (24) hours maximum per week and the normal work day shall be eight (8) hours Effective the first full week following the date of ratification, authorized overtime performed in excess of eight (8) hours per day or forty two (42) hours per work week shall be paid at the rate oftime and one-half (1 ~)the employee's straight time basic

15 hourly rate The Company may require employees to work reasonable amounts of excess hours and/or overtime and the employees will cooperate if given reasonable advance notice so as to make themselves available. Overtime in excess of one hour will be equitably distributed among the employees who regularly perform such duties. Seniority will be governing factor Work Schedules It is understood by the Parties that work schedules will be assigned by order of seniority and that it is Management's objective to follow this practice. In addition, it is further understood by the Parties that it is Management's responsibility to maintain a balance of qualified staff on each shift to maintain efficient operations in the Company. (a) Work schedules shall be posted on the Staff bulletin board by 4:00 pm on Thursday of each week. These work schedules shall not be construed as a guarantee of hours of work for that week. (b) The scheduling of hours and call-in hours shall be assigned according to the employee's seniority up to his normal hours of work. Full-time employees who have a shift cancelled by Management shall have the option of making up their hours on their day off, at straight base pay, by claiming the hours of the most junior part-time employee schedules on that day within the current posted schedule. (c) Management will do its best to arrange work schedules so that employees may have two (2) consecutive days off each week subject to the week load demand and availability of the personnel, and such practice will be adhered to whenever possible. The management shall make every effort to arrange the schedule so that full-time employees are off every third weekend (Saturday-Sunday) **Notwithstanding the above, employees with seniority prior to ratification, shall be allowed to keep the work schedule they presently enjoy.** Reporting Allowance (a) Unless employees are notified not to report for work, employees who report for work at their scheduled start time and for whom no work is available will receive not

16 less than four (4) hours at his regular hourly rates, for any work that is available, although he may be assigned to any duties that are available for these hours. (b) If an employee is sent home due to unforeseen circumstances (power failure, fire, ect.) beyond the control of the Employer, the employee will be paid for all time actually worked Call- Back If an employee is called into work after having left the Company' s premises upon completion of his scheduled shift he will receive a minimum of four (4) hours pay at his regular straight time hourly rate or time and one-half for all hours worked, whichever is greater Meals Periods and Rest Periods Employees working on a regular shift have an unpaid meal period of one-half (1/2) hour duration scheduled not less than two and one-half (2 Y2) hours and not more than five (5) hours after the starting time of their respective shifts. They will be allowed a fifteen (15) minute rest period during each half shift of four (4) hours duration. The rest periods will be paid for by the Company. Rest periods will be scheduled by the Manager and, where possible, will be scheduled close to the mid-point of each half shift The Employer shall not schedule part-time employees to the extent they displace, replace, or prevent the hiring of a full-time employee(s) It is expressly understood that there shall be no duplication or pyramiding of premiums, overtime, or statutory holiday pay. ARTICLE 13- STAFF ROOM A staff room shall be provided, heated and maintained in a sanitary condition. A fan shall be provided in such a room without central ventilation. Employees shall cooperate with the Company in maintaining the staff room in a clean and sanitary condition. The employer agrees to provide a working refrigerator, water cooler and coffee maker to be situated in the employee's Staff Room. The employer agrees to having laundry machines stopped during lunch and breaks if employees so desire. The Employer will continue to provide a locker for each bargaining unit member.

17 ARTICLE 14- UNIFORMS The Company will provide three (3) uniforms (ie. tops only) to each regular full-time employee and one {1) uniform ( ie. top only) to each part-time employee on a loaner basis. The uniform must be worn by the employee at all times while on duty, when off duty, brand logo to be covered. The employees will be responsible to regular launder their uniforms and keep them pressed. The Company will replace uniforms based on normal or reasonable wear and tear. On termination of employment, the uniforms must be returned to the Company, otherwise, the cost of the uniforms will be deducted from the employee's pay account. In addition, maintenance and housepersons will be provided with a winter coat. ARTICLE 15- SAFETY AND HEALTH (a) The Company shall continue to make reasonable provisions for the safety and health of employees during the hours of their employment. The company and the Union agree to comply with the rights and obligations of the Occupational Health and Safety Act. (b) The Union agrees to cooperate with the Company in maintaining and promoting safe work practices. (c) All medical examination and/or X-rays required by the Company shall be paid for by the Company. ARTICLE 16- HOLIDAYS (a) The holidays observed by this Agreement are: New Year's Day Good Friday Canada Day Labour Day Christmas Day Family Day Victoria Day Civic Holiday* Thanksgiving Day Boxing Day

18 *Civic Holiday becomes effective day before expiration of collective agreement (i) Full time employees, if they are not required to work on a holiday will be paid a Holiday Allowance based on eight {8) hours of work multiplied by their regular straight time hourly rate provided they work their scheduled days immediately before and after the holiday. (ii) If they are required to work on a holiday they will be paid time and one-half times their regular rate for all hours worked on the holiday. In addition, they will also receive the Holiday Allowance described in the above paragraph. (v) If any ofthe above holidays fall or are observed during an employee's vacation, the employee shall be entitled to an extra day's pay at the employee's regular straight time pay, or to an extra day's vacation pay, as the employee may elect. (b) Employees will eligible to receive a Holiday Allowance and/or premium pay when they are required to work on a Holiday on the following basis: (iii) Part-time employees will be eligible to receive a Holiday Allowance and/or premium pay when they are required to work and work on a holiday, provided they work their scheduled days immediately before and after the Holiday. (iv) Part-time employees shall receive statuary holiday pay for such holidays listed above in accordance with the Employment Standards Act as amended from time to time Full and part-time employees who have not completed their probationary period with the Company who are required to work on a holiday will receive time and one half their regular hourly rate for all authorized hours worked on the holiday Full and part-time employees scheduled to work on a holiday and without reasonable cause fail to report to and perform the work will not be entitled to a Holiday Allowance. ARTICLE 17- VACATIONS AND VACATION PAY The Company, the Union and the employees recognize the need for rest and recreation on the part of employees and has, therefore, provided the following vacation plan.

19 Since vacations are granted as a period of change and rest for the general good of employees, continuous service without vacation but with extra compensation is not regarded as good for employee's; therefore, employees may not elect to receive pay in lieu of vacation. Employees will be paid vacation pay on the last pay period of the current year; all deductions usually made from an employee's earnings will be made from their vacation pay. The choice of vacation periods (s) for each employee shall be subject to the Company's staff requirements and will be approved by the Company. If more than one employee chooses the same vacation periods and if the Company deems it necessary to limit the number of employees that may be on vacation at any particular time, seniority will determine the employee(s) that will be granted that particular time off for vacation The Vacation year for the purpose of this Article shall be based on the anniversary date ofthe employee hiring Full-time employees shall earn vacation pay as follows: (a) Full-time employees with less than one (1) year of continuous service with the Employer shall not be entitled to any vacation time off but shall earn vacation pay equal to four percent (4%) of the employee's total wages. (b) Full-time employees with one (1) year or more of continuous service but less than six(6) years of continuous service with the Employer shall be entitled to two (2) weeks vacation, with vacation pay equal to four percent (4%) of the amount of the employee's total wages earned in the prior year. (c) Full-time employees with six (6) years or more of continuous service with the Employer shall be entitled to three (3) weeks' vacation, with pay equal to six percent (6%) ofthe amount of the employee's total wages earned in the prior year. (d) Full-time employees with ten (10) years or more of continuous service with the Employer shall be entitled to four (4) weeks' vacation, with pay equal to eight percent (8%) of the amount ofthe employee's total wages earned in the prior year.

20 ARTICLE 19- WAGE STRUCTURE See Schedule "A" ARTICLE 20- COST OF PRINTING COLECTIVE AGREEMENT The Employer and the union will each pay fifty percent (50%} of the cost of printing of the Collective Agreement. ARTICLE 21- DURATION OF AGREEMENT This agreement shall be in full force and in effect from February 13, 2017 and shall continue in effect until February 12, 2020 and shall continue automatically thereafter for a further period of one (1) year unless either party notifies the other in writing any time within ninety (90) days prior to the expiration dates that it desires to amend or terminate the Agreement. Negotiations towards a new Agreement shall commence within fifteen (15) days of receipt of such notice The parties agree to sign the Collective Agreement within thirty (30) days of ratification by the Union membership. Signed by the duly authorized representative of the Parties this!1.a_ day of ~:J_...h~ l'---- ln the year :;)D I ~ at the city of Mississauga, Ontario. ~ For th~-l--{ '--1 For the Union

21 SCHEDULE "A" All Employees employed on date of ratification Upon Ratification January 1L18 January 1L19 Housekeeping $13.00 $13.00 $13.00 Laundry $13.00 $13.00 $13.00 Cook $13.00 $13.00 $13.00 Breakfast $13.00 $13.00 $13.00 Maintenance $13.00 $13.00 $13.00 Houseperson $13.00 $13.00 $13.00 If Minimum wage increases then the wage will reflect whichever is greater. I.E- January 1/18 if minimum wage increases to $14.00, then the wage for all classifications will be $ January 1/19 if minimum wage increases to $15.00 then the wage for all classifications will be $15.00.