COLLECTIVE AGREEMENT. Between OSHAWA PUC NETWORKS, INC. And LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS

Transcription

1 COLLECTIVE AGREEMENT Between OSHAWA PUC NETWORKS, INC. And LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS Employees of Oshawa PUC Networks, Inc. March 1 st, 2018 to February 28 th, 2025

2 INDEX ARTICLES SUBJECT PAGE ARTICLE 1 COVERAGE 3 ARTICLE 2 DURATION 3 ARTICLE 3 UNION SECURITY 3 ARTICLE 4 MANAGERIAL RIGHTS 4 ARTICLE 5 COMPANY AND EMPLOYEE RESPONSIBILITY AND PROVISION FOR ARBITRATION 4 ARTICLE 6 UNION REPRESENTATIVES 5 ARTICLE 7 GRIEVANCE PROCEDURE 5 ARTICLE 8 HOURS OF WORK AND OVERTIME 8 ARTICLE 9 VACATION 12 ARTICLE 10 HOLIDAYS 13 ARTICLE 11 ABSENCE FROM DUTY 14 ARTICLE 12 INCLEMENT WEATHER 16 ARTICLE 13 PAYDAY 16 ARTICLE 14 SENIORITY RIGHTS, PROMOTIONS, ETC. 16 ARTICLE 15 SICK BENEFIT PROGRAM 20 ARTICLE 16 PENSION AND INSURANCE 22 ARTICLE 17 MEDICAL EXAMINATION 23 ARTICLE 18 CLOTHING AND TOOLS 23 ARTICLE 19 GENERAL 25 SCHEDULE A JOB CLASSIFICATION AND WAGE RATE SCHEDULE 27 COLA 31 SIGNATURE PAGE 32 LETTER OF UNDERSTANDING 33 Page 2

3 THIS COLLECTIVE AGREEMENT Made in duplicate this 1 st day of March 2018 BETWEEN: OSHAWA PUC NETWORKS INC. hereinafter referred to as the Company Of the first part, -and- LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, Employees of Oshawa PUC Networks Inc. hereinafter referred to as the Union Of the second part ARTICLE 1 COVERAGE This Agreement shall apply to all employees of the Company covered by the classifications listed in Schedule A of this Agreement. In the event a new classification is established in Schedule A during the life of this Agreement, negotiations for a wage rate and any working conditions covered by this Agreement shall be concluded before notice of the vacancy is posted. For the purposes of the Agreement, the masculine gender shall be deemed to include the feminine and the plural In the event a new classification is established in Schedule A, the position will be evaluated by the Pay Equity Committee. Consequently, the evaluation of the new classification will go to the President and Chief Executive Officer for final approval. ARTICLE 2 DURATION This Agreement shall be construed as having come into force on the 1 st day of March 2018 and shall continue in force up to and including the 28 th day of February 2025 and thereafter until terminated as hereinafter provided. Such termination may be effected on the 28 th day of February 2025, or at any later date but only by notice in writing being given by either party to the other at least two (2) months prior to such date of termination. ARTICLE 3 UNION SECURITY The Company hereby recognizes the Union as the sole Collective Bargaining Agent for the employees coming within the coverage of this Agreement in respect to wages, hours of work and all other working conditions The Rand Formula for Union Security shall be in effect and shall apply to all employees covered by this Agreement. As a condition of employment a probationary employee, after the six (6) month probationary period, must become and remain a member in good standing of the Union. This clause does not apply to employees hired prior to March 1, Page 3

4 3.1.3 There shall be no union activity of any kind on the Company s time other than that provided for in this Agreement or that specifically authorized by Management The Company agrees to deduct Union dues from the pay of each employee covered by this Agreement. Deductions shall be made bi-weekly from each employee s pay and the amounts so deducted shall be forwarded to the Union so that they are received by the Union no later than the fifteenth (15 th ) day of the month following the month in respect of which the dues are deducted and shall be accompanied by a listing of the name of each employee on behalf of whom the deductions were made, the amount deducted on behalf of each employee, and information upon which each deductions were calculated. The Union will inform the Company in writing of the amount to be deducted for each employee and the name of the person responsible for receiving the funds on behalf of the Union. When changes occur in dues deductible, thirty (30) days notice shall be given the Company before such changes become effective. It is understood and agreed that the Union will save the employer harmless from any and all claims, which may be made against it by an employee or employees for amounts deducted from earnings as herein provided There shall be no discrimination, interference, restriction, coercion, harassment, intimidation or stronger disciplinary action exercised or practiced with respect to an employee by any reason as defined in the Human Rights Code of Ontario or membership or activity in the Union. ARTICLE 4 MANAGERIAL RIGHTS The Mission of Oshawa PUC Networks Incorporated is to deliver operational excellence to our customers, through a safe, profit oriented, regulated distribution system. The Company has and shall retain the right and power to manage its business and direct its working forces including, but without restricting the generality of the foregoing, the right to hire, suspend, discharge, promote, demote and discipline any employee for just cause. Any employee who feels he has been subjected to unfair treatment shall have the right to seek redress in accordance with the Grievance Procedure Article 7. ARTICLE 5 COMPANY AND EMPLOYEE RESPONSIBILITY AND PROVISION FOR ARBITRATION The employees recognize that they must be willing during the day or night to assist in carrying out the services of the Company. This responsibility to the customers is the mutual responsibility of both the Company and the employees, and requires that any disputes be adjusted and settled in an orderly manner without interruption of said services to the customers. Therefore, both parties agree that if any difference should arise between the parties relating to the interpretation, application or administration of this Agreement, either party, after exhausting the grievance procedure applicable under the terms of this Agreement, may request a meeting of the Company with the Labour Relations Committee of the Union at the earliest opportunity in an effort to adjust such matters and the Union shall have the right to have their Page 4

5 Union Representative with them, and if no settlement of the matters at issue can be reached, then the Company and the Union hereby agree to refer the matter to a Board of Arbitration under the Labour Relations Act and both parties agree to abide by and be bound by the award of such Board and no strike nor lockout shall occur during such proceedings. Therefore, in consideration of the mutual promises and agreements hereinafter set forth, it is agreed that any employee who is responsible for or participates in a breach of this provision of this Agreement shall be subject to disciplinary action by the Company. No Board of Arbitration or single Arbitrator shall have the power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, or to provide a decision which is inconsistent with any term of this Agreement. In the event that the services of the Board of Arbitration or a single Arbitrator are required, each of the parties of this Agreement shall bear the expenses of the member appointed by it, and both parties shall bear an equal share of the expenses of the Chair. Both parties agree that matters of arbitration will be submitted to a single Arbitrator, acceptable to both parties. In the event that a single Arbitrator cannot be agreed upon, the matter will be referred to a Board of Arbitration or to the Minister of Labour for appointment of a single Arbitrator. ARTICLE 6 UNION REPRESENTATIVES Labour Relations Committee During formal contract negotiations with the Company, the Union may be assisted by a Business Representative of the Union and may be represented by a committee of four (4) persons appointed by the Union for six (6) days, of which there shall be not more than two (2) employees from any one department as defined in Article At all other meetings with the Company, Union representation will be limited to three (3) employees. The Union will submit to the Company the names of the representatives, and the Business Representative within thirty (30) days of their appointment Stewards The Company agrees to recognize Stewards on the following basis: Electrical Distribution Department and Technical Services Department - four (4) Administration and Customer Service Department one (1) The Union will submit the names of the Stewards in writing to the Company within thirty (30) days of their appointment. ARTICLE 7 GRIEVANCE PROCEDURE For the purposes of this Agreement, a grievance is defined as a difference between the parties arising from the interpretation, application, administration or alleged violation of the Agreement, including any question as to whether a matter is arbitrable. Under this Agreement there are considered to be two (2) types of grievance. The first type is a grievance raised by an individual employee or a group of Page 5

6 employees. The second type is a policy grievance which is raised by the Company or the Union For any employee grievance to be considered valid Step 1 of the Grievance Procedure must take place within one (1) week of the time of the occurrence of the conditions or circumstances causing the grievance, with the exception that an employee who is legitimately absent from work may raise a grievance within one (1) week of his return to work, where the conditions or circumstances causing the grievance occurred during his absence The Company s or the Union s grievance, to be considered valid, must be submitted to the other party within fifteen (15) calendar days of the date of the occurrence Where a grievance arises from layoff or dismissal the Union may present the grievance on the employee s behalf at Step 4 of the Grievance Procedure The time limits imposed on Company officials, and/or Union officials, in the Grievance Procedure shall not include days in which the particular official is absent from the Company s premises In following out the steps of the Grievance Procedure, if no Supervisor or Manager s position exists in a department, or in the event of their absence which may result in time limits for processing a grievance being exceeded, the employee may contact the Vice President, Finance or the Vice President, Engineering and Operations Except as set out in Article , or for prearranged meetings with Management, Stewards will not leave the job site to carry out their duties as Union officials In Step 1 and Step 2 of the Grievance Procedure, the employee may be accompanied by his Steward if the employee wishes Grievance Procedure: Step 1 Any employee having a complaint, or a group of employees having a complaint, shall first take the matter up with his Supervisor, Department Manager or in accordance with Article Step 2 Failing settlement of the problem at Step 1, the employee or the group of employees, within four (4) working days of the Step 1 meeting, shall submit the complaint as a written grievance to the Supervisor, Department Manager or in accordance with Article The Supervisor or Manager s written decision shall be rendered within two (2) working days of receipt of the written grievance. Step 3 If the matter is not adjusted at Step 2, the Steward shall contact the Department Head within four (4) working days to arrange a meeting with him at a mutually satisfactory time to discuss the grievance. The Department Head shall render a written decision within two (2) working days of the meeting. In the case of the Page 6

7 Department Manager and Head being the same person, the grievance may proceed to Step 4. Step 4 Failing satisfactory adjustment at Step 3, the grievance shall be presented to the President and Chief Executive Officer within five (5) working days who may hear the case personally or delegate his authority. At this and subsequent steps of the Grievance Procedure, Union representation will be limited to three (3) employees. The grieving employee need not be present throughout the hearing, but he shall be available in case his presence is required. A decision shall be given in writing within five (5) working days of the hearing, or such other time as may be mutually agreed upon at the time of the hearing. At this and subsequent steps, the Union may be assisted by an International Representative of the International Brotherhood of Electrical Workers A policy grievance originating with the Union or Company will be submitted at Step 4 of the Grievance Procedure. It is expressly understood, however, that the provisions of this paragraph may not be used to institute a complaint or grievance directly affecting an employee or employees, which such employee or employees could himself or themselves institute and the regular Grievance Procedure shall not thereby be bypassed. Failure of an individual employee to file a grievance shall not be considered precedent setting. The Union s grievance will be presented to the President and Chief Executive Officer and the grievance will be processed as outlined in Step 4 of the Grievance procedure. The Company s grievance will be submitted to the Business Representative of the Union, and the time limits as outlined in Step 4 will apply. If such grievance is not settled to the satisfaction of both parties, then it may be processed to arbitration. Either party will notify the other within twenty-one (21) days of the end of Step 4 of the Grievance procedure that they intend to proceed to arbitration, failing which the grievance will be considered as settled. Notwithstanding the above grievance procedure, the parties may reach a settlement to a grievance through the services of a Grievance Settlement Officer or other mutually agreeable third party facilitator. The parties shall jointly pay the expenses of the Grievance Settlement Officer or other agreed to third party DISCIPLINARY ACTION When an employee is ordered to appear before the Company for reprimand or disciplinary action, a member of the Union s Labour Relations Committee will be notified as soon as possible. A memorandum of such proceedings will be delivered within five (5) business days to the member of the Union s Labour Relations Committee so notified All entries on an employee s record relating to discipline for any offence unless a criminal offence, will be removed and destroyed after two (2) years from the date of entry. Page 7

8 ARTICLE 8 HOURS OF WORK AND OVERTIME a) For Electrical Distribution Department and Stores, the working hours shall be forty (40) hours per week and eight (8) hours per day with the normal start time of 7:00 am Monday through Friday. b) For Office and Technical Services, excepting shift workers, the working hours shall be thirty-six and a quarter (36 ¼) hours per week and seven and a quarter (7 ¼) hours per day with the normal start time of 8:30 am, Monday through Friday. c) For Metering and the Operations Technician, the working hours shall be forty (40) hours per week and eight (8) hours per day, with the normal start time of 8:00 am, Monday through Friday. d) For Customer Service Custodians, the working hours shall be eight (8) hours per shift averaging forty (40) hours per week over the period of one (1) year a) For the Electrical Distribution Department and Stores, the daily meal period shall be one-half (1/2) hour in duration and will normally start at 12:00 Noon, but may begin at any time from 11:30 am to 1:00 pm to suit the work at hand. During the period from April 1 to October 31, employees in the Electric Distribution Department will provide their own lunches and remain on the job site for the meal period. During the period from November 1 to March 31, the Company will provide meals at suitable locations and transportation to and from the meal locations. The traveling time and the meal period combined shall not exceed one (1) hour. In the event employees are required to return to a recognized service centre or the workshop, no lunch shall be provided by the Company so long as the employees are informed of the eating arrangements before quitting time of the previous work day. The above dates are flexible and depend on weather conditions. b) For the Office the daily meal period shall be three-quarters (3/4) of an hour in duration and shall be taken between 11:30 am and 1:45 pm to suit the Company s operations Employees shall be entitled to two (2) rest periods per day, one in the morning and one in the afternoon, of not more than fifteen (15) minutes duration each. The time and type of rest period will be at the discretion of the person in charge. It is understood that it is in order to take a rest period at the time that a crew or employee is passing a restaurant Overtime shall mean all hours worked outside of the normal working hours in accordance with All overtime shall be paid for at double the employee s normal rate of pay. In all cases, overtime shall be calculated to the next even six (6) minute period to the time written on the timesheet. Page 8

9 Emergency overtime commences twenty (20) minutes before the called out employee arrives at the workplace and ends when he leaves. Up to ten (10) days of overtime per year may be banked for vacation purposes. Banked time must be used within the calendar year it was banked. Any banked time remaining at the end of the calendar year will be paid. All banked time must be authorized overtime and the time taken to be approved by the supervisor as per vacation. Once booked, banked time may not be rescheduled. Banked time will be paid at the employee s normal rate of pay, at the time taken Employees sent out on lunch period emergency calls will be paid for the lunch period time lost at overtime rates and allowed additional time if necessary to eat lunch. Extension of work past 12:30 pm shall entitle employees to payment for time worked between 12:30 pm and 1:00 pm at overtime rates, plus time to eat lunch For the payment of overtime, and meal allowance and the application of minimum payments for overtime work, the definition of routine work and overtime is as follows: a) Routine Work Any work carried out during the normal working hours shall be considered routine work, whether of an emergency nature or not. b) Routine Overtime Any overtime work resulting from an extension of the normal work hours, whether of an emergency nature or not, shall be considered routine overtime and overtime minimums shall not apply. c) Emergency Overtime Overtime shall be classed as emergency overtime when immediate action is required to repair system failures or damaged plant or to prevent such failures or damage. Overtime spent unloading stores or equipment which arrive after hours and which must be unloaded before the following day, shall also come under this classification. d) Planned Overtime Overtime not requiring immediate action to restore or protect the Company s plant and for which plans can generally be made in advance, shall be considered planned overtime When an employee is sent on a training course by the Company, the hours of the course shall be considered as the regular hours of work for the purpose of payment of wages. No overtime shall be paid for course attendance or for traveling to and from the course location, and no regular time shall be lost. If the employee is required to attend the course on his normal day off work, he shall be allowed a day off at a later date, to be taken at a time acceptable to the Supervisor or first level of Management. Employees on training courses of one week or more duration will be reimbursed for one (1) ten-minute (10) call home per day. Traveling expenses in accordance with the Company s established policy will be allowed. Page 9

10 8.4.5 On planned overtime, paid time shall commence from the prearranged time for a meeting at the Company s premises. A penalty of two (2) hours pay at straight time rates will be paid to employees who are scheduled to work planned overtime on a weekend, if the work is cancelled for the weekend with less than two (2) hours notice of the cancellation being given The minimum time paid for a call-out from home (planned or emergency) shall be two (2) hours except; a) No minimum shall apply where there is an extension of regular working hours, morning or evening, except as in b), following. An employee shall be considered as being at home after quitting time on a normal working day, or if on overtime, after he has left the service yard. b) On emergency overtime where an employee reports one (1) hour or more earlier than the starting time on a normal working day, a two (2) hour minimum will apply There will be no overlap of call-outs for the entire contract The primary function of the Standby Crew is to handle emergency calls, but they may be used on routine or planned overtime calls at the discretion of Management If granted permission by the person in charge of the job, an employee may arrange for a substitute on overtime work. In such a case, the minimums shall apply as if one employee worked throughout The following regulations shall apply to Standby Duty: a) All eligible employees shall take their turn on Standby Duty. An employee shall be exempt from Standby Duty only with the approval of Management. b) To be eligible an employee must have worked a minimum probationary period of six (6) months and be authorized by the Department Manager to perform standby duty. c) The Electrical Distribution Department Standby shall consist of a Journeyman Powerline Technician (PLT); a Third Year or higher Apprentice Powerline Technician who has completed the Third-Year education component; and a Fourth Year Power Maintenance Electrician or higher. Standby does not include Maintenance Servicemen or Meter Department. d) Employees designated for Standby Duty shall be able to reach the Company s premises within twenty (20) minutes under normal circumstances and shall inform the Answering Service as to where they can be reached by telephone or radio. e) Employees on Standby Duty may exchange their duty with other qualified employees, provided they notify the Answering Service and Standby Partner and that the arrangement is satisfactory to all concerned. f) Standby duty will commence at normal start time on Thursday and terminate at normal start time on the following Thursday. Standby will not be in effect during the noon hour period. Page 10

11 g) Standby crews will normally take emergency calls received during the period commencing fifteen (15) minutes before quitting time and up to thirty (30) minutes before starting time. During noon hours, emergency calls may be assigned to any qualified employees. h) Cases may arise where a crew other than the Standby crew may be close to the location of an emergency call during the period referred to in (g) above. In this event the following shall apply: Any crew near to the emergency call shall commence repair work as soon as possible. If in the opinion of the senior person present, the time to complete the repair will exceed one-half (1/2) hour beyond quitting time, the Supervisor will be notified prior to the standby crew being called out. The standby crew shall relieve the first crew as soon as they reach the emergency. If the job is of a size that requires more than one (1) crew, then the first crew shall remain on the job along with the Standby crew until it is completed. i) Standby employees, while on call outside the normal working day, shall be paid as follows; $2.30 per hour in Year 1, $2.35 per hour in Year 2, $2.40 per hour in Year 3, $2.45 per hour in Year 4, $2.50 per hour in Year 5, $2.55 per hour in Year 6, and $2.60 per hour in Year 7 of this Agreement. j) The Company will endeavor to arrange Standby schedules so that the Christmas and the New Year s tours of duty will be equitably distributed among eligible employees over the years. k) When the same Standby crew will be on Christmas and New Year s holiday immediately following, the Standby crew accepting Standby duty on the New Year s holiday will take over Standby duty one (1) day early. l) When the standby employee lives within the call-out provision of the contract, that employee may take home a designated Company vehicle. It is understood that from time to time that the employee may find it convenient to use the vehicle for personal use. It is further understood that when the vehicle is in use, that employee represents the professional image of the Company One (1) meal allowance will be paid for every four (4) continuous hours of emergency overtime worked. If an employee is called to work on emergency overtime less than four (4) hours prior to his normal start time and works up to his normal start time he will be entitled to two (2) meal allowances. If an employee is called to work on emergency overtime four (4) hours or more prior to his normal start time and works up to his normal start time he will be entitled to one (1) meal allowance, in addition to the meal allowance allowed for every four (4) continuous hours of overtime worked. Meal allowance paid after the first hour and a half following the regular schedule shift end time when the emergency overtime is a continuation of the work day and then every four (4) hours worked if applicable The meal allowance will be $17.00 for the length of this contract. Page 11

12 8.8.1 If an employee, on emergency overtime, works less than four (4) hours continually, and works up to his normal shift start time, he shall work his scheduled shift. If an employee, on emergency overtime, works four (4) to eight (8) hours continually, and works up to his normal shift start time, he will be permitted a four (4) hour rest period for the second half of the normal work day and will be paid at straight time rates for this period. If an employee, on emergency overtime, works more than eight (8) hours continually, and works up to his normal shift start time, he will be permitted an eight (8) hour rest period covering the normal work day and will be paid at straight time rates for this period. If an employee, on emergency overtime, works four (4) hours or less of accumulated working time during the period between 10:00 pm and normal start time on a normal workday, he shall work his scheduled shift. If an employee, on emergency overtime, works four (4) hours or more and up to six (6) hours of accumulated working time during the period between 10:00 pm and 7:00 am on a normal workday, he will be permitted a four (4) hour rest period for the second half of the normal work day and will be paid at straight time rates for this period. If an employee, on emergency overtime, works more than six (6) hours of accumulated working time during the period between 10:00 pm. and 7:00 am on a normal workday, he will be permitted an eight (8) hour rest period covering the normal work day and will be paid at straight time rates for this period. Time spent for meals may be deducted from the total elapsed time, but is not to be considered a break in the continuity of work When the Company requires an employee to obtain a driver s licence reclassification, or when the Ministry of Transportation and Communications requires an employee to take a test and/or medical for renewal of his licence, the Company will pay for the cost of the medical and any driver test. If it is necessary for the employee to take the time off from work for this purpose, the time lost will be paid at straight time rates. ARTICLE 9 - VACATION Employees with less than one (1) year of service will be entitled to one (1) day of vacation per month of service up to and including ten (10) months in accordance with Employees after one (1) year of continuous service in accordance with shall be entitled to annual vacation of ten (10) days. Thereafter, their annual vacation entitlement shall increase as follows in the calendar year in which they complete: 3 years service, to 15 days 9 years service, to 20 days 16 years service, to 25 days 24 years service, to 30 days All vacation shall be taken in the calendar year of entitlement except where an employee with unused vacation entitlement is absent from work at the end of the year because of disability and is in receipt of Sick Leave pay or Workers Compensation Board temporary total disability benefits. Page 12

13 An employee on Sick Leave has the option of substituting vacation pay for Sick Leave pay in order to use up the vacation entitlement in the appropriate calendar year and thereby save the Sick Leave credits. Except in special circumstances and with the approval of the Vice President, Finance or the Vice President, Engineering and Operations (whichever is applicable) vacation entitlement exceeding three (3) weeks shall not be taken consecutively with the first three (3) weeks. It shall be taken at a time most suitable to the Company s operations Employees shall not split up their vacation into periods of less than one (1) full week, except that employees may take ten (10) single days of which four (4) may be taken in half (1/2) days, at times approved by the department head. Employees who have past service with the Company may use that service for vacation allotment but not for seniority purposes. When a paid holiday or holidays fall in an employee s scheduled week of vacation, only the number of days taken off in addition to the holiday(s) shall be charged against the employee s vacation credits. When an employee takes a week of vacation which includes a paid holiday or holidays, the unused day(s) of vacation may be taken as single day(s) and deferred to a date not later than the end of the current calendar year Employees will be compensated on the basis of eight (8) hours, or seven and a quarter (7 ¼) hours, whichever is applicable, for each day of vacation at straight time rates for their job classifications, except for employees who have been assigned to higher paid occupations for more than eighty-six (86) working days during the vacation accrual period. Vacation pay for these employees will be prorated accordingly Vacation accrual periods shall be from January 1 to December 31. Employees taken on staff between these dates will be entitled to vacation in accordance with at the starting date of the next accrual period. Employees leaving the staff will be paid their vacation entitlement earned from the completion date of the last accrual period to the time of leaving in accordance with the Employment Standards Act. ARTICLE 10 HOLIDAYS The following days shall be recognized as paid holidays: New Year s Day Family Day Good Friday Easter Monday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Half Day before Christmas Day Christmas Day Boxing Day Half Day before New Year s Day Page 13

14 In addition, employees will be allowed one (1) floating holiday per year to be taken during the calendar year at a time approved by Management. To be entitled to the floating holiday, a probationary employee or an employee leaving the employment of the Company must be a Company employee on June 30. Normal quitting time of the last working day before Christmas and the last working day before New Year s Day will be at the end of the first half of the normal work day. The resulting half (1/2) days off will be recognized as the equivalent of one (1) paid holiday The Company will guarantee that all statutory holidays will be observed during the workweek in any calendar year. The Company will advise the employee whether the statutory holiday falling on a Saturday or Sunday will be celebrated on the preceding Friday or the succeeding Monday To qualify for payment for the holidays listed in , employees must have worked their last scheduled workday prior to the holiday and their first scheduled workday after the holiday. Employees who are absent from work on either or both of these days, but are in receipt of basic wages from the Company, and employees who are absent from work on either, but not both of these days and are in receipt of Workers Compensation Board benefits for that day, shall be entitled to the holiday pay. Employees who are not in receipt of wages and are absent from work on either or both of these days due to circumstances considered by the Company to be beyond their control shall be entitled to the holiday pay Employees will be compensated on the basis of eight (8) hours or seven and a quarter (7 ¼) hours whichever is applicable for each holiday listed in at the straight time rates for their job classifications. Higher rates for temporary assignments and/or shift differentials will not apply. ARTICLE 11 - ABSENCE FROM DUTY LABOUR RELATIONS UNION BUSINESS Leave of absence without payment of wages and benefits, insofar as the operation of the Company s system will permit, shall be granted to duly appointed Union delegates to attend Conventions when such leave is applied for to the Company in writing by the Union at least two (2) weeks in advance, if possible, but in any event, not less than three (3) days in advance Two (2) Unit Officers and/or Stewards of the Union shall be allowed time off to attend necessary meetings with Management and for essential Union duties that cannot be performed outside their normal working hours, but in any event, such absence from work shall be permitted after the proposed absence has been discussed with their department Manager to determine a mutually satisfactory time for the absence which will least affect the operations of the Company If a department Union Representative or a Steward must be absent from work to properly carry out his responsibilities under the Grievance Procedure as set out in Article 7, and this cannot be done outside of working hours, then permission for the absence must first be obtained from the Department Manager, who must be informed of the reasons for the absence. Page 14

15 Representatives on the Union s Labour Relations Committee shall be allowed time off to attend contract negotiation meetings with the Company when they are held during working hours Union representatives shall not be paid for the time they are absent from duty except that: a) In following the steps of the Grievance Procedure during meetings with the Company, the Company will pay time lost from work for two (2) recognized Union officials and the grievor. The Company will not pay for time spent in Arbitration. b) During negotiations for renewal of this Agreement, the Company will pay up to six (6) days pay for four (4) employees for time lost from work. The Company will not pay for time spent while in Conciliation or Collective Bargaining Mediation. BEREAVEMENT LEAVE In the event of the death of: Spouse, Children, Brother, Sister, Parents or Stepchildren, employees shall be allowed five (5) work days off work without loss of pay. In the event of the death of: Stepparents, Mother-in-Law, Father-in-Law, employees shall be allowed three (3) work days off work without loss of pay In the event of the death of: Grandmother, Grandfather, Grandchild, Sister-in-law, Brother-in-Law, Niece, Nephew, Aunt or Uncle, employees shall be allowed one (1) work day off work without loss of pay. JURY DUTY Management acknowledges the following: employees will have the option of using their Family Emergency Leave to extend their bereavement leave to two days provided they have availability within their personal bank a) Employees who lose time by reasons of being required to attend Court, Coroner s inquest, or to appear as witnesses, in cases in which the Company is involved, will be paid for time so lost. Necessary actual expenses while away from the Company s premises will be allowed. Any fee or mileage accruing shall be assigned to the Company. b) Employees who lose time by reason of being required to attend Court, Coroner s inquest, or to appear as witnesses, in cases in which the Company is not involved, but in which the employee s involvement arises out of the performance of his job, will be paid for time so lost. Any fees accruing for the time paid for by the Company shall be assigned to the Company If an employee has to report for jury duty or is subpoenaed as a crown witness when he would normally be working, the Company will make up the difference between the daily jury fee paid by Court and the amount the employee would have normally earned, up to a maximum of eight (8) hours pay per day, exclusive of shift premium, or overtime. When dismissed early from jury duty, employees Page 15

16 must report back to work. Employees called for jury duty, must notify their Department Head of the call as soon as possible, and must furnish satisfactory evidence that they performed jury duty. PREGNANCY AND PARENTAL LEAVE Pregnancy/Parental Leave in accordance with Employment Standards Act. FAMILY EMERGENCY LEAVE Employees may use up to three (3) days which can be used in one (1) hour increments, based on the employee s normal hours of work, from their sick leave bank per calendar year to attend to family emergency, family medical appointments, or family matters that require prompt attention. Twenty-four (24) hours prior notice is required for scheduled medical appointments. (Emergency) Family Leave days will be deducted from Sick Leave but tracked separately. LEAVE OF ABSENCE The Company may grant a Leave of Absence without pay to any employee subject to management approval. All requests and approvals for Leave of Absence under this Article shall be in writing to the Manager. Although an employee s seniority shall continue to accumulate during an approved Leave of Absence, the employee shall be solely responsible for the cost of all benefits, including employee and employer share of OMERS pension contributions if the approved leave goes beyond a total of ten (10) working days in a calendar year. Under no circumstances will leave be granted for individuals who wish to undertake alternative employment for the leave period. ARTICLE 12 INCLEMENT WEATHER No time shall be lost on account of adverse weather conditions provided the employee reports for work. Employees shall do any inside work that is provided during unfavourable weather. The Department Manager of the crew concerned shall be the judge of inclement weather. ARTICLE 13 PAYDAY Pay will be deposited directly into the employee s bank account every other Thursday. ARTICLE 14 SENIORITY RIGHTS, PROMOTIONS, ETC Seniority shall commence from the time and date that an employee begins work for the Company in accordance with clauses , , and below Seniority lists will be kept posted on the main bulletin board Promotions, demotions, and transfers to jobs within the collective agreement, other than to temporary appointments, shall be based on the following: a) seniority within the bargaining unit; b) skill, competency, efficiency, experience and reliability; Page 16

17 c) where the qualifications in factor (b) are relatively equal, seniority shall govern Seniority within the department affected shall govern lay-offs and re-hiring. The employee declared surplus may displace an employee with less seniority in a classification that requires an upward, lateral or downward move, provided such employee can satisfactorily perform the work. a) Failing an employee s inability to displace another employee in a higher or equal classification, the employee may displace the least senior employee, having less seniority than himself in the next lower paid classification in the department affected. If all employees are senior to the employee in this classification, the employee may displace the least senior employee having less seniority than the employee, in the next lower paid classification in the department affected, and so on in descending order of the classification rates. Or, the employee may displace the least senior employee having less seniority that the employee in any classification in any department in which the employee has previously worked and successfully reached the top rate, if in the opinion of Management, the employee is capable of doing the work of the classification with not more than two (2) months training. b) An employee declared surplus in the Electrical Distribution Department or Stores may displace the least senior employee in the Office or Technical Services Department and vice versa, provided the employee has experience in that department and is qualified. In the above procedure the surplus employee will be given a trial period, not to exceed three (3) months, to demonstrate whether or not the employee can satisfactorily perform the duties of the lower paid job classification. If the employee cannot satisfactorily perform the duties of the lower paid job, the employee he attempted to displace will return to the job, and the surplus employee will attempt to displace the least senior employee, having less seniority than the employee in the next lower paid classification as outlined above. Progression steps of a job classification are not to be considered as individual job classifications and the top rate of a job classification, exclusive of other remuneration, shall be used when comparing job classification rates. The word department, as used in this clause, shall refer to the following individual divisions: - Electrical Distribution/Stores - Office including Customer Service Representatives in departments other than Office - Technical Services When an employee transfers to a new classification, his seniority shall include: Total service in that classification for promotions; Total service with the Company for choice of vacation date; Seniority within the Union in accordance with shall apply in the following cases: - Application for job openings in other classifications. -Layoff, subject to the following: Page 17

18 Full seniority shall apply only after the employee has completed the trade progression, Office, Technical Services, or Management Information Services progression or after completion of one (1) years service in a classification where no progression exists. If the employee becomes subject to layoff before these time periods have elapsed, he may return to his previous classification and there exercise full seniority An employee temporarily laid off due to a reduction in the work volume shall retain the seniority with which he left the Company, provided that the period of layoff is less than one (1) year, and provided that the employee is available for work within ten (10) days of a registered letter being sent to his last known address. To qualify for rehiring, a person shall be fit to carry out the work, and if considered advisable by the Company, may be required to take a medical examination. A person who is not available for work within ten (10) days or who is rehired after more than one (1) year shall start work with no seniority In classifications where a progression system applies, each progression step shall not be automatic, but shall be based on the ability of the employee and the employee must have worked 90% of the days scheduled to be worked during the progression step (vacations and holidays excepted). If the employee works less than the required number of days, then the period shall be extended to meet the 90% requirement. If progression is withheld, Management shall notify the employee and give the reasons for it being withheld. Routine progression shall not be delayed beyond six (6) months. At the end of this period, the employee s progress and general performance shall again be reviewed and if found satisfactory, he shall be granted routine progression. If his progress and general performance is not satisfactory, he shall be transferred or dismissed. If at the end of the next six (6) month period his performance has continued satisfactorily, the employee may be granted the next step in progression, thus re-establishing his original progression status Where an employee is granted a leave of absence, for reasons other than sickness, his seniority shall include the first year of his absence, but shall not include any additional period during which he is not being paid by the Company When an employee below the rank of Department Manager is assigned to a higher paid position, the rate paid to the employee acting as above for a one-half day (1/2) minimum shall be 5% above the highest employee rate being supervised for a one-half (1/2) day minimum. Rates for appointments in excess of fifteen (15) workdays will be individually considered Temporary sub-foremen shall be appointed at the discretion of Management except that an employee having charge of four (4) or more employees shall be classified as a sub-foreman. Temporary sub-foremen shall serve for no longer than six (6) months in a twelve (12) month period New Positions to be posted for five (5) working days. In case of the bona fide absence for scheduled vacation or illness up to three (3) weeks of a qualified candidate with suitable seniority, the employee will have two (2) days after returning to work to apply for the position An employee who cannot perform his regular duties because of age, accident or medical reasons, shall be given a position, provided such a vacancy exists and Page 18

19 that he is capable of fulfilling it, and shall receive the wage rate applicable to his new position A temporary employee may be hired to replace an employee absent due to maternity leave, not to exceed fourteen (14) months. The length of employment for all other temporary employees shall not exceed six (6) months in any twelve (12) consecutive month period. Seniority rights shall not apply during temporary employment. During their period of employment, a temporary employee shall not have recourse to the Grievance/Arbitration procedure in the case of discharge from the Company. Temporary employees shall not work overtime until such overtime has first been offered to available employees in the same department. A person who has worked a full six (6) months as a temporary employee in the same classification and becomes an employee in the same classification, will be deemed to have completed his probationary period and his seniority shall date back to the first day of continuous service with the Company A person other than a Company employee, or a temporary employee of the Company, appointed to a vacancy on regular staff shall be classed as a probationary employee. Such an employee may undergo a six (6) month period of probation while his qualifications are determined. During this period, he shall be paid the wage rate applicable to the classification in which he is placed. If at any time during this period the employee is found to be unsatisfactory, his employment shall be terminated. If considered satisfactory by Management, the employee shall be placed on permanent staff at the end of the six (6) month period. However, a person who has worked a full six (6) months as a temporary employee in the same classification as that to which he has been appointed, will be considered as being on the regular staff. Seniority rights shall not apply during this six (6) month period, but should the employee be taken on to the permanent staff his seniority shall date from the first day of continuous service with the Company New employees will not gain seniority within the Union unless they are in a classification listed in Schedule A. After this date when an employee transfers to a classification not listed in Schedule A, his seniority within the Union shall include only the first year spent in that classification. This seniority will be retained while in the Company s employ An employee shall lose seniority rights and have their name removed from payroll if he/she: a) retires b) resigns c) is discharged and not reinstated through the grievance and/or arbitration procedure d) is absent from work for two (2) consecutive working days without notification to the Company, unless a satisfactory explanation to the Company is provided e) is laid off for a period in excess of twelve (12) consecutive months f) fails to report to work within ten (10) working days following recall from lay-off after the posting of a registered letter to the last listed address with the Company Page 19

20 g) is absent from work by reason if compensable or no-compensable illness or injury for a period greater than one (1) year plus one (1) month for every complete year of service to a maximum of twenty-four (24) months, subject to Human Rights legislation. ARTICLE 15 SICK BENEFIT PROGRAM The Company agrees to the following Sick Leave Plan for employees: a) Sick leave credits will accumulate at the rate of one and a half (1 ½) days per month. b) Sick leave credits to date will be calculated from length of service with the Company at the rate of one and a half (1 ½) days per month. All days absent due to sickness will be deducted from this total. c) Employees will be compensated on the basis of eight (8) hours or seven and a quarter (7 ¼) hours, whichever is applicable, for each day of sick leave taken, at the straight time rates for their job classifications. Higher rates for temporary assignments and/or shift differentials will not apply. d) In order to be considered for leave of absence with pay due to illness, an employee shall report their absence to their Supervisor/Manager and leave a contact telephone number if they do not speak directly with the Supervisor/Manager, before normal starting time or within the first half (1/2) hour of normal starting time. Such leave is subject to the employee having sufficient sick leave accumulation and may be required to be supported by a medical certificate, the cost of which shall be paid by the employer. The employee shall submit verification of the illness signed by a qualified doctor if absent for three (3) days or more when requested by the Supervisor/Manager. Failure to produce a medical certificate when requested shall render the employee ineligible for any sick leave benefits. An employee who is hospitalized or receives outpatient care at a hospital during their vacation may substitute sick leave for vacation leave for the period of hospitalization. Proof of such hospitalization is required. If absent for two (2) consecutive working days without notice being given, the employee shall be considered to have left the service of the Company. Reinstatement shall be dependent upon a satisfactory explanation being given to the Manager. e) Sick leave pay is for bona fide employee disability because of illness or nonoccupational injury, except that, where an employee obtains approval in advance from Management, and schedules appointments to keep the time away from work to a minimum, time lost for treatment or tests prescribed by a Doctor, and time lost for routine dental or medical appointments will be paid for from the employee s sick leave credits to a maximum of two (2) hours per occurrence. Page 20

21 f) WORKPLACE SAFETY AND INSURANCE BOARD BENEFITS In order to compensate for the delay in payments to employees from the Workplace Safety and Insurance Board, employees applying to the Board for benefits will be eligible for bi-weekly pay advances, to a maximum of six (6) weeks of advances, beginning with the first full week of time missed. i) The employee must have sick leave credits to cover the advance. ii) Advances will be processed on a bi-weekly basis and will not exceed eligible WSIB. iii) The employee must sign a waiver indicating the repayment of the advances will begin immediately upon receipt of WSIB benefits. iv) If the WSIB claim is not approved, sick leave credits will be charged against the advances until they are repaid in full. The Company shall provide the Union with a copy of the Employer s Report of Injury or Disease (Form 7) when submitting same to the Workplace Safety and Insurance Board (WSIB) in order to give the Union an opportunity to discuss with the Company any errors or omissions which may exist, upon written consent of the employee. GROUP HEALTH INSURANCE PLAN The employer has the right to change the benefit carrier providing the level and continuity of each benefit of the plan is not reduced. The employer shall provide the union with thirty (30) days written notice of their intent to change carriers a) The Company will pay 100% of Medical and Hospital premiums for the following: Current carrier $10/$20 Deductible Extended Health Service Plan OU with a rider to cover: Employee Assistance Plan Referrals for Counseling which are not covered by other plans in this Agreement Current carrier Semi-Private Hospital Accommodation Plan maximum three (3) month term Current carrier Out-of-Province coverage for 60 consecutive days per trip for active employees, 90 consecutive days per trip for retired employees Current carrier Audio Plan Coverage for eligible dependents to age twenty-five (25) Chiropractic coverage - $500 per year no per visit maximum Orthotics b) The Company will pay all costs of Doctor s notes for employees only, when requested. c) The Company will pay a drug dispensing fee up to a maximum of $12.99 per prescription effective March 1, The Company will pay 100% of premiums for the current carrier Basic Dental Care Plan 15 with a limit on dental scaling time units to twelve (12) per year at the fee schedule of the Ontario Dental Association in effect for the previous year (i.e. one (1) year lag) with dental check-ups every nine (9) months. (Dependents under eighteen (18) are eligible for check-ups every six (6) months) Page 21

22 Orthodontic $3,500 Limit in the lifetime of each individual The Company shall provide a Vision Care Plan consistent with the rules and regulations of the carrier, which shall provide for the reimbursement of up to a maximum of $425 per family member over a two (2) year period on the purchase of prescription glasses by an employee and insured family member in Year 1, 2, and 3 and to a maximum of $450 per family member over a two (2) year period on the purchase of prescription glasses by an employee and insured family member in Year 4, 5, 6 and 7. Vision care allowance may be used towards laser eye surgery. Eye examinations to be covered to a maximum of $100 per family member over a two (2) year period in Year 1, 2, and 3 and to a maximum of $105 per family member in Year 4, 5, 6, and 7. (The Company will provide each active employee with an additional $300 lifetime maximum to be used towards laser eye surgery) The Company will provide and pay for Ontario Health Insurance and supplementary health insurance coverage for their retired employees hired prior to September 23, 2003 and/or their surviving spouses in accordance with the Company By-Law Number 39. Employees with a hire date on or after September 23, 2003, who retire with a minimum of twenty (20) years of continuous service with Oshawa PUC Networks Inc., will be covered by Company benefits; coverage for dental benefits for these retirees to cease at age sixty-five (65). Employees with a hire date on or after January 1, 2007, who retire with a minimum of twenty five (25) years of continuous service with Oshawa PUC Networks Inc., will be covered by Company benefits; coverage for dental benefits for these retirees to cease at age sixty-five (65). The Company will provide the same medical benefits for the surviving spouses and dependents of deceased employees according to Company policy. Employees with a hire date on or after September 16, 2010 who retire with a minimum of twenty-five (25) years continuous service with the Company will be covered by Company Extended Health, Dental and Vision Care benefits on an 80/20 co-share basis until age sixty-five (65). The Company will provide to these employees the same Company Extended Health, Dental and Vision Care benefits for the surviving spouse and dependents of a deceased employee to a maximum of twenty-four (24) consecutive months. ARTICLE 16 PENSION AND INSURANCE All regular and probationary employees will participate in the Ontario Municipal Employees Retirement System (OMERS) basic pension plan in accordance with the OMERS regulations The Company will pay the full premium of the group life insurance policy for employees and probationary employees who are in receipt of basic wages from the Company, and shall continue to pay said premiums for an employee based on his former rate of earnings in the event: a) the employee is absent due to disability resulting from illness or injury, until the disability waiver of premium clause of the group life insurance policy takes effect. Page 22

23 b) the employee suffers a layoff because of reduction in work volume. Such payment of premiums will continue for one (1) year provided the employee does not claim sick leave vesting or refund of pension contributions during that period. Coverage may be extended beyond one (1) year at the discretion of the Company Effective December 1, 2010, the Company agrees to provide a Long-Term Disability Plan (LTD) through a carrier at no cost to the employee: The LTD Plan benefit shall be 66 2/3% of the employee s base pay up to $4500 per month. There will be a mandatory elimination period of 180 calendar days. The LTD coverage will cease when the employee has fully recovered or has reached the age of 65, whichever occurs earlier. The Employer has the right to change the LTD benefit carrier providing the level and continuity of the plan is not reduced. The Employer shall provide the Union with thirty (30) days written notice of their intent to change carriers. The Company will agree to continue to pay the employee s benefit plan while on LTD for as long as the employee is employed by the Company. The Union and Company agree that if the employee is on an approved LTD claim the employee will have the ability to apply for the CPP Disability Waiver while on LTD. Accrual of vacation and sick time credits shall cease once payment of LTD benefits commences. ARTICLE 17 MEDICAL EXAMINATION Prior to being hired, each prospective employee shall be examined by a doctor designated and paid for by the Company. Employees on staff shall undergo examinations in order to determine they are able to perform normal job functions, as considered necessary by the Company. ARTICLE 18 CLOTHING AND TOOLS The Company will supply the following Flame Resistant High Visibility (FRHV) clothing items for the employees indicated: a) Sub-Foreman Powerline Technicians Sub-Foreman Power Maintenance Electricians Sub-Foreman Meter Technicians Powerline Technicians Power Maintenance Electricians Meter Technicians Cablepersons Equipment Operators Labourers b) On initial hire into one of the positions outlined in a): Five (5) long sleeve work shirts or long sleeve t-shirts Five (5) non-insulated or insulated pants One (1) insulated parka or insulated bomber jacket One (1) insulated overall Page 23

24 One (1) insulated vest Two (2) hoodies or bush shirts c) Annual replacement of FRHV clothing for the positions outlined in a) will consist of: A combination of any six (6) of the following items (see also item d): Long sleeve work shirt, t-short, polo, Henley, turtleneck, bush or hoodie, noninsulated pant, insulated pant or insulated vest d) In lieu of three (3) of the above items, one of the following may be substituted: An insulated bomber jacket or insulated parka or insulated bib overall e) FHRV rain suit will be supplied on initial hire and will be replaced when damaged or worn upon approval of the Department Manager The Company will supply the following Flame Resistant High Visibility (FRHV) clothing items for the employees indicated: a) Inventory Procurement Clerks Operations Technicians Technical Services Coordinator Technical Services Technicians Collector b) On initial hire into one of the positions outlined in a): Three (3) long sleeve work shirts or long sleeve t-shirts Three (3) non-insulated pants One (1) insulated parka or insulated bomber jacket One (1) insulated vest One (1) hoodie or bush shirt c) The Office representative for the Joint Health and Safety Committee will be supplied with one shirt and one pair of pants. d) Clothing will be replaced when damaged or worn upon approval of the Department Manager a) Uninsulated overalls and coveralls, uninsulated hooded jackets or uninsulated bomber jackets will be supplied and cleaned by the Company for all employees who require FRHV clothing. b) Work gloves, tool pouch, belt and required hand tools will be issued to all employees whose work necessitates their use. c) Any employee leaving the service of the Company or changing their classification must turn in all tools or equipment issued to them. Page 24

25 d) The current issue of clothing supplied by the Company is to be worn only on duty and while going to or from work Employees, whose job requires them by law, must wear heavy duty safety footwear of a type that meets CSA Standards. These employees will be allotted an allowance of $210 in Year 1, $220 in Year 2, $230 in Year 3, $240 in Year 4, $250 in Year 5, $260 in Year 6, and $270 in Year 7. This allotted allowance will be repeated only as necessary and determined by the immediate Supervisor/Manager. ARTICLE 19 GENERAL The Company shall supply an adequately enclosed bulletin board at a convenient location for the posting of their own notices and any notices of the Local Union signed by their properly authorized signing officials If the Company provides a lawyer to represent employees in court proceedings, the Company will pay the cost of the lawyer s fee where all the following circumstances apply: a) an employee is charged by the police as a result of an accident in which he was involved, while operating a Company vehicle. b) the case is successfully defended and the employee is acquitted The Union recognizes the right of the Company to contract out work. If it becomes necessary for the Company to contract out work, the contracting out of such work will not directly result in the laying off of employees who normally perform the work being contracted. In such an event, affected employees will be assigned to new job classifications in accordance with and the employees will be paid the rate of their new classifications. An employee not wishing to take the new position will be laid off MS#10 and MS#15 shall be considered as satisfactory for the purpose of work crews eating their lunch when so requested by the Department Manager, or Sub- Foreman, by 4:30 pm the previous day The Company agrees that in the event of layoffs of employees, laid off employees will be given the first opportunity to fill any vacancies that arise, provided that they are qualified or can be reasonably trained OACETT fees will be paid by the Company where registration with OACETT is a requirement of the job and the employee has completed one (1) year of full time service with the Company The Company shall maintain a Joint Health and Safety Committee as per legislative requirement Merger and Amalgamation In the event that there is a merger with another company or companies in which the employees therein are represented by another union, the representation rights and Agreement in respect of those members and the status quo of Local 636 IBEW members shall be maintained until a final determination is made under Page 25

26 the Labour Relations Act of Ontario or any successor organization as to the proper representation of the combined group. Should the Company merge, amalgamate or combine any of its operations or functions with another company or companies, the employer agrees to give the Union as much notice as practically possible prior to any intent by the employer to implement such change For the purpose of this agreement, the following definitions shall apply: a) A recognized service centre is 100 Simcoe St. S., MS#10, and MS #15. b) Management will mean any one of the following: President and Chief Executive Officer, Vice President of Finance, Vice President of Engineering and Operations. c) Employee refers to a permanent full-time employee of the company. Page 26

27 Schedule A: Hourly Rate Hourly Rate Hourly Rate Hourly Rate Hourly Rate Hourly Rate Hourly Rate Electrical Distribution Department Sub-Foreman Powerline Technician Sub-Foreman Maintenance Electrician Mar 1/18 Mar 1/19 Mar 1/20 Mar 1/21 Mar 1/22 Mar 1/23 Mar 1/24 $48.06 $49.02 $50.00 $51.00 $52.02 $53.11 $54.23 $48.06 $49.02 $50.00 $51.00 $52.02 $53.11 $54.23 Powerline Technician $42.91 $43.77 $44.65 $45.54 $46.45 $47.43 $48.42 Power Maintenance Electrician $42.91 $43.77 $44.65 $45.54 $46.45 $47.43 $ th Year $39.54 $40.33 $41.13 $41.96 $42.79 $43.69 $ rd Year $35.74 $36.46 $37.18 $37.93 $38.69 $39.50 $ nd Year $32.15 $32.79 $33.45 $34.12 $34.80 $35.53 $ st Year $28.62 $29.19 $29.78 $30.37 $30.98 $31.63 $32.29 Sub-Foreman Forester $42.22 $43.06 $43.92 $44.80 $45.70 $46.66 $47.64 Forester $37.69 $38.44 $39.21 $40.00 $40.80 $41.66 $ th Year $35.31 $36.02 $36.74 $37.47 $38.22 $39.02 $ rd Year $32.94 $33.59 $34.27 $34.95 $35.65 $36.40 $ nd Year $30.55 $31.16 $31.78 $32.42 $33.07 $33.76 $ st Year $28.18 $28.75 $29.32 $29.91 $30.51 $31.15 $31.80 Sub-Foreperson Maintenance Serviceperson $42.22 $43.06 $43.92 $44.80 $45.70 $46.66 $47.64 Maintenance Serviceperson 4 th Year $37.69 $35.31 $38.44 $36.02 $39.21 $36.74 $40.00 $37.47 $40.80 $38.22 $41.66 $39.02 $42.53 $ rd Year $32.94 $33.59 $34.27 $34.95 $35.65 $36.40 $ nd Year $30.55 $31.16 $31.78 $32.42 $33.07 $33.76 $ st Year $28.18 $28.75 $29.32 $29.91 $30.51 $31.15 $31.80 Cable Person $41.48 $42.31 $43.16 $44.02 $44.90 $45.84 $46.81 Page 27

28 Equipment Operator $36.38 $37.11 $37.85 $38.61 $39.38 $40.21 $41.05 Operations Division Assistant 3 rd 6 months 2 nd 6 months $38.07 $34.79 $31.50 $38.83 $35.49 $32.13 $39.60 $36.20 $32.77 $40.40 $36.92 $33.43 $41.20 $37.66 $34.09 $42.07 $38.45 $34.81 $42.95 $39.26 $35.54 Starting Rate $28.22 $28.79 $29.36 $29.95 $30.55 $31.19 $31.85 Vehicle Attendant $35.15 $35.85 $36.57 $37.30 $38.05 $38.85 $39.66 Labourer - Permanent Labourer -Temporary $30.90 $27.63 $31.51 $28.18 $32.14 $28.75 $32.79 $29.32 $33.44 $29.91 $34.14 $30.54 $34.86 $31.18 Maintenance Cleaner $31.82 $32.46 $32.46 $33.11 $33.77 $34.48 $35.20 Metering Services Sub-Foreperson Meter Technician $48.06 $49.02 $50.00 $51.00 $52.02 $53.11 $54.23 Meter Technician 4 th Year 3 rd Year 2 nd Year 1 st Year $42.91 $39.54 $35.74 $32.15 $28.62 $43.77 $40.33 $36.46 $32.79 $29.19 $44.65 $41.13 $37.18 $33.45 $29.78 $45.54 $41.96 $37.93 $34.12 $30.37 $46.45 $42.79 $38.69 $34.80 $30.98 $47.43 $43.69 $39.50 $35.53 $31.63 $48.42 $44.61 $40.33 $36.28 $32.29 Meter Data Service Rep $41.48 $42.31 $43.16 $44.02 $44.90 $45.84 $ rd 6 months $40.44 $41.25 $42.08 $42.92 $43.78 $44.70 $ nd 6 months $39.46 $40.25 $41.06 $41.88 $42.72 $43.62 $44.53 Starting Rate $38.49 $39.26 $40.05 $40.85 $41.67 $42.55 $43.44 Meter Data Operator $41.48 $42.31 $43.16 $44.02 $44.90 $45.84 $ rd 6 months $40.44 $41.25 $42.08 $42.92 $43.78 $44.70 $ nd 6 months $39.46 $40.25 $41.06 $41.88 $42.72 $43.62 $44.53 Starting Rate $38.49 $39.26 $40.05 $40.85 $41.67 $42.55 $43.44 Meter Serviceperson $37.26 $38.01 $38.77 $39.54 $40.33 $41.18 $ rd Year $34.22 $34.91 $35.60 $36.32 $37.04 $37.82 $ nd Year $31.20 $31.83 $32.46 $33.11 $33.77 $34.48 $ st Year $28.18 $28.75 $29.32 $29.91 $30.51 $31.15 $31.80 Page 28

29 *Lead Hand - 5% premium - appointed at the discretion of Department Heads. *Sub-Foreperson Premium 12% Stores Buyer 3 rd Year 2 nd Year 1 st Year $38.69 $35.83 $33.01 $30.19 $39.46 $36.55 $33.67 $30.80 $40.25 $37.28 $34.34 $31.41 $41.06 $38.03 $35.03 $32.04 $41.88 $38.79 $35.73 $32.68 $42.76 $39.60 $36.48 $33.37 $43.66 $40.44 $37.25 $34.07 Inventory & Procurement Clerk $37.69 $38.44 $39.21 $40.00 $40.80 $41.66 $ rd Year $34.83 $35.53 $36.24 $36.97 $37.70 $38.49 $ nd Year $32.01 $32.65 $33.30 $33.97 $34.65 $35.38 $ st Year $29.19 $29.78 $30.37 $30.98 $31.60 $32.26 $32.94 Stock keeper 3 rd Year 2 nd Year 1 st Year $36.67 $33.81 $31.00 $28.18 $37.40 $34.49 $31.62 $28.75 $38.15 $35.18 $32.25 $29.32 $38.91 $35.88 $32.90 $29.91 $39.69 $36.60 $33.55 $30.51 $40.52 $37.37 $34.25 $31.15 $41.37 $38.15 $34.97 $31.80 Office Sr. Accounting Clerk $41.48 $42.31 $43.16 $44.02 $44.90 $45.84 $ rd 6 months $37.49 $38.23 $39.00 $39.78 $40.57 $41.42 $ nd 6 months $33.92 $34.59 $35.29 $35.99 $36.71 $37.48 $38.27 Starting Rate $30.41 $31.01 $31.63 $32.27 $32.91 $33.60 $34.31 Customer Service Team Leader $41.48 $42.31 $43.16 $44.02 $44.90 $45.84 $ rd 3 months $40.44 $41.25 $42.08 $42.92 $43.78 $44.70 $ nd 3 months $39.46 $40.25 $41.06 $41.88 $42.72 $43.62 $44.53 Starting Rate $38.49 $39.26 $40.05 $40.85 $41.67 $42.55 $43.44 Customer Service Rep $36.67 $37.40 $38.15 $38.91 $39.69 $40.52 $41.37 General Accounting Clerk 3 rd 6 months 2 nd 6 months $33.55 $30.43 $34.22 $31.04 $34.90 $31.66 $35.60 $32.29 $36.31 $32.93 $37.07 $33.62 $37.85 $34.33 Starting Rate $27.32 $27.86 $28.42 $28.99 $29.57 $30.19 $30.82 Collector $34.28 $34.97 $35.67 $36.38 $37.11 $37.89 $38.68 Page 29

30 Technical Services Department Technical Services Coordinator $52.08 $53.12 $54.19 $55.27 $56.37 $57.55 $ rd Year $48.93 $49.91 $50.91 $51.92 $52.96 $54.07 $ nd Year $45.82 $46.73 $47.67 $48.62 $49.60 $50.64 $51.71 Starting Rate $42.69 $43.54 $44.41 $45.30 $46.21 $47.18 $48.17 Operations Technician** 4 th Year $47.69 $44.83 $48.64 $45.73 $49.61 $46.64 $50.60 $47.57 $51.62 $48.52 $52.70 $49.54 $53.81 $ rd Year $42.01 $42.85 $43.71 $44.59 $45.48 $46.44 $ nd Year $39.16 $39.94 $40.74 $41.55 $42.39 $43.28 $44.19 Starting Rate $36.22 $36.94 $37.68 $38.44 $39.21 $40.03 $40.87 Technical Services Technician $47.31 $48.25 $49.22 $50.20 $51.21 $52.29 $ rd Year $44.51 $45.40 $46.31 $47.24 $48.18 $49.19 $ nd Year $41.70 $42.53 $43.38 $44.25 $45.13 $46.08 $47.05 Starting Rate $38.90 $39.68 $40.47 $41.28 $42.11 $42.99 $43.90 **Hours = 40 per week Page 30

31 COLA In addition to the rates of pay outlined in Schedule A, a Cost-of-Living Allowance (COLA) of one cent (1 cent) for each.075 point increase that the average Consumer Price Index (CPI 1992 = 100), based on the three month average in the Consumer Price Index as published by Statistics Canada, will be determined and adjusted up or down and become payable in June 2001, September 2001, December 2001, March 2002, June 2002, September 2002, December 2002 and March Based on every three months the COLA will be paid on all hours worked, vacation pay, holiday pay, bereavement pay, jury duty pay and paid absence allowance. In determining the three-month average of the Indexes for a specified period, the computed average shall be rounded to the nearest 0.1 Index Point. No adjustment, retroactive or otherwise shall be made due to any revision which may later be made in the published figures used in the calculation of the Canadian Consumer Price Index, for any month or months on the basis of which the Cost-of-Living Allowance has been determined. The adjustment in June 2001 shall be one cent (1 cent) for each full.075 points that the average Consumer Price Index for March 2001, April 2001, and May 2001, exceeds the base. The adjustment in September 2001 shall be one cent (1 cent) for each full.075 points that the average Consumer Price Index for June 2001, July 2001 and August 2001, exceeds the base. The adjustment in December 2001 shall be one cent (1 cent) for each full.075 points that the average Consumer Price Index for September 2001, October 2001 and November 2001, exceeds the base. The adjustment for March 2002 shall be inclusive of the adjustment for December Subsequent adjustments shall follow this pattern. This section moved to General (Article )

32 THIS AGREEMENT becomes operative when signed by the duly authorized representatives of Oshawa PUC Networks Inc. and Local Union 636 of the International Brotherhood of Electrical Workers. In Witness Whereof the parties hereto have affixed the signatures of their proper officers in execution of this Agreement. Dated at Oshawa, this 1" of March Oshawa PUC Networks Inc. and Local Union 636 of the International Brotherhood of Electrical Workers Oshawa PUC Networks Inc. NEGOTIATING TEAM I BEW Local 636 NEGOTIATING TEAM T. Pitts Business Representative, I BEW, Local 636 Manager, Distribution Construction il nager, Metering & Operations N. Hele Unit Vice Chair Manager, Customer Service M. Chopik ~ President & CEO B. Brown Business Manager/Financial Secretary Page 32

33 March 1, 2018 Letter of Understanding Between Oshawa PUC Networks Inc. and Local Union 636 of the International Brotherhood of Electrical Workers (Employees of Oshawa PUC Networks, Inc.) The Parties agree to the following for the term of this Agreement (March 1, 2018 to February 28, 2025): 1. COLA There shall be no COLA payments for the term of this agreement. 2. Summer Hours for the Construction Department Summer hours are for employees working on special projects as determined by the supervisor and shall consist of a four (4) day week consisting of forty (40) hours. Standby shall consist of normal call out hours. Daily working hours shall be 7:00 am to 5:30 pm. Sick leave shall be at ten (10) hours per day. Vacation time will be eight (8) hours per day with two (2) hours personal time off. Summer hours normally are from April 1 to October 31, on a voluntary basis. It is recognized that the Company may sometimes be involved in major or special projects when it is advantageous that these dates be flexible. When it is deemed desirable to work outside these dates, it will be with the agreement of Management and the Union. It is further recognized that the Company s normal day-to-day business will not be carried out outside of these dates. It is understood that sections of the Agreement which use the start or end of the day to determine eligibility for overtime, meal allowances, and other such circumstances will be modified to reflect the extended working day during periods that ten (10) hour days are being worked. 3. Flex Time for the Office and Engineering Departments Hours of flex time may be from 8:00 am to 5:00 pm. Employees must be at work during the core hours from 9:00 am to 3:00 pm. Lunch period is any time from 11:00 am to 2:00 pm. Flex time will be at the discretion of the supervisor. 5. Half Day Vacations Maximum of four (4) days of vacation may be taken in half (½) days by each employee. The four (4) days will be part of the allowed vacation weeks of single days. Employees in Engineering, Office and Management Information Systems taking a half (½) day vacation will be required to work at least three and a half (3 ½) hours that day, and will arrange timing to accommodate co-workers lunch hours as required. Employees in Distribution and Stores taking a half (½) day vacation will be required to work at least four (4) hours that day, and will arrange timing to accommodate coworkers lunch hours as required. Half (½) day vacations may be taken subject to the work schedule permitting and at the discretion of the supervisor. In practice, if an employee uses all eligible single days, has vacation time left and requires additional half (½) days, these will be granted that the Company s ability to serve customers is not compromised. The half (½) days will be granted only in accordance with provisions in the Agreement and Policy Instruction Number 32. Page 33

34 6. Pay for Internal Promotions and Transfers Successful candidates for internal promotions and transfers will be paid the lesser of their current rate or the third six month rate or year rate (depending on the position). 7. Part-Power Calls Cablepersons will be called to attend part-power calls after hours. They will be called according to a roster similar to that used for call-outs of the trades. The Company will provide the Cablepersons with training on all pertinent underground work and expose them to applicable Infrastructure Health and Safety Association courses within a reasonable time frame, recognizing that constraints may be in place from time to time due to budget or other considerations. Our long-term intent is to enable a Cableperson to work with a Power Maintenance Electrician in most circumstances. B. Long-term Disability (LTO) The parties acknowledge that any dispute arising out of an employee's entitlement to LTO is solely between the employee and the insurance carrier. 9. Job Harmonization The parties agree to discuss opportunities for job harmonization of technical field staff positions and associated implementation plans of same at Labour Management Committee. 10. Part-Time Positions The parties agree to discuss part-time positions and related duties at the Labour Management Committee. Temporary, contract, and part-time employees who are employed in a position listed under 'Schedule A' will be paid $20.00 per hour and those who work more than twenty-four hours per week will pay union dues. Signed this 1'' day of March at Oshawa For the Company Page 34