AGREEMENT BY AND BETWEEN SODEXO CANADA LTD. (FANSHAWE COLLEGE) AND LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 EFFECTIVE DATES:

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1 q,.... " ' ~ -.; t' ~ AGREEMENT BY AND BETWEEN SODEXO CANADA LTD. (FANSHAWE COLLEGE) AND LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 EFFECTIVE DATES: FROM: July 1, 2016 TO: June 30,

2 TABLE OF CONTENTS ARTICLE 1 - RECOGNITION ARTICLE 2 - UNION SECURITY ARTICLE 3 - MANAGEMENT RIGHTS ARTICLE 4 - GRIEVANCE PROCEDURE ARTICLE 5 - ARBITRATION ARTICLE 6 - UNION REPRESENTATION ARTICLE 7 - PRODUCTIVITY ARTICLE 8 - STATUTORY HOLIDAYS ARTICLE 9 - VACATION ARTICLE 10 - WELFARE ARTICLE 11 - LEAVE ARTICLE 12 - PAYMENT OF WAGES ARTICLE 13 - JURY SERVICE ARTICLE 14 - UNIFORMS AND PROTECTIVE GLOVES ARTICLE 15 - LUNCH AND REST PERIODS ARTICLE 16 - CALL-IN PAY ARTICLE 17 - PROBATIONARY PERIOD ARTICLE 18 - JOB POSTING ARTICLE 19 - SENIORITY ARTICLE 20 - NON-DISCRIMINATION

3 ARTICLE 21 - MISCELLA.~OUS ARTICLE 22 - UNION MANAGEMENT MEETING ARTICLE 23- SAFETY FOOTWEAR ARTICLE 24 - APPENDICES ARTICLE 25 - DURATION OF AGREEMENT APPENDIX "A"

4 INTENT AND PURPOSE The Employer aad the Union recognize that the purpose and intent of this Agreement is to promote co-operation and harmony, for mutual interests to provide a channel through which information and problems may be transmitted from one to the other, to formulate rules to govern the relationship between the Union and the Employer, to promote efficiency and service and to set forth herein the Agreement covering rates of pay, hours of work, grievance procedure and certain conditions of employment. ARTICLE 1 - RECOGNITION 1.01 The Employer recognizes the Union as the sole collective bargaining agent for all employees of Sodexo Canada Ltd. engaged in cleaning/housekeeping and building maintenance at Fanshawe College, 1001 Fanshawe College Blvd., London Campus in the City of London, save and except supervisors, person above the rank of supervisors, administrative, office, technical and sales staff There shall be two (2) work units for the purposes of job duties, seniority and job postings as set out below: (a) (b) (c) Student Housing, Dormitories, Residences Campus Townhouses, 900 Fanshawe College Blvd. ARTICLE 2 - UNION SECURITY 2.01 All employees covered by the Collective Agreement, as a condition of employment, shall become and remain members in good standing of the Union during the life time of this Agreement. The Employer shall deduct and remit monthly union dues from each employee as denoted in writing from the Union The Employer shall forward such deductions to the Secretary-Treasurer of the Union (not later than the fifteenth (15th) of the month following the month in which the deductions were made The Employer shall, when forwarding such dues, provide a list for the Secretary Treasurer of the Union, listing the names and corresponding social insurance numbers of the employees from whose pay such deductions were made The Union shall indemnify the Employer from any claim which may arise from deductions made pursuant to this Article The Employer agrees that all work contracted to the employer at the site or sites listed in Article 1, shall only be performed by bargaining unit employees under the terms and conditions of this Agreement, except as provided for herein. Employees not covered by the terms of this Agreement will not perform duties which are normally performed by members of the bargaining unit, which would directly cause or result in the layoff of a bargaining unit 4

5 employee. Non-bargaining unit employees may perform work which they have traditionally performed in the past, or work for which the Employer is not equipped to perform, or for purposes of instruction, in emergencies, or when regular employees are not available. ARTICLE 3 - MANAGEMENT RIGHTS 3.01 The Union acknowledges and agrees that it is the exclusive right and function of the Employer to manage and direct its operations and affairs in all respects and, without limiting or restricting this right and function: (a) To determine and establish standards and procedures for the cleaning, safety, and operation of the facility; (b) To maintain order, discipline and efficiency; to make, alter, and enforce reasonable work rules and regulations; to direct and control the workforce; to determine the number and hours of work of individual employees; to schedule employees; and to determine the number and amount of supervision necessary; (c) To hire, classify, direct, promote, demote, transfer, discipline, suspend and discharge employees; provided that a claim of discriminatory classification, promotion, demotion, discipline or suspension, or a claim by an employee who has completed probation that he was discharged without just cause, may become the subject of a grievance and be dealt with as hereinafter provided; (d) To exercise any of the rights, powers, functions or authority which the Employer had prior to the signing of this agreement except as those rights, powers, functions or authorities are not specifically abridged or modified by this Agreement. It is agreed that these rights, powers, functions, and authority shall not be exercised in an unreasonable manner or inconsistent with the express provisions of this agreement. ARTICLE 4 - GRIEVANCE PROCEDURE 4.01 The immediate attention to complaints and grievances is of the utmost importance. Properly constituted grievances may be processed through the following procedures. If an employee has a complaint arising out of the Employer's administration of the Collective Agreement he shall first discuss it with his appropriate Unit Director. If the employee is not satisfied following this discussion he may file a grievance at Step 1 of the Grievance Procedure. STEP NO. 1 Within fourteen (14) calendar days after the alleged grievance incident, the aggrieved, through an authorized union representative, must present the grievance to the appropriate Unit Director in writing. Should no settlement satisfactory to the aggrieved be determined within seven (7) calendar days, the next step of the grievance procedure may be implemented within seven (7) calendar days following. STEP NO. 2 The aggrieved, through an authorized union representative, may submit the grievance to the appropriate District Manager of the Employer, in writing and the responsible parties shall meet with within seven (7) calendar days following. 5

6 Should no settlement satisfactory to the aggrieved be determined within seven (7) calendar days following, the grievance may be submitted to arbitration within fourteen (14) calendar days following, as provided for in Article 5 - Arbitration Grievances pertaining to alleged violation of hours of work, rates of pay, overtime, vacation with pay and other monetary items, may be submitted within fifteen (15) calendar days of such alleged grievance incident Satisfactory judgment of such grievances may be made retroactive to the point at which the Employer becomes aware of a complaint The grievance procedure for a non-pmbationary employee who claims he has been terminated without just cause, shall be dealt with at Step 2, within seven (7) calendar days after the termination A probationary employee shall not have access to the grievance and/or arbitration provisions with respect to any discipline and/or termination of their employment. The Employer may also file a grievance with the Union by following the above procedure as it may apply The time limits set out in this Article may be extended by mutual agreement of the parties to the Collective Agreement The Employer may also file a grievance with the Union by following the above procedure as it may apply. ARTICLE 5 - ARBITRATION 5.01 Any properly constituted grievance concerning the interpretation, application, administration or alleged violation of this Agreement, which has been properly processed through all of the steps of Article 4, but has not been satisfactorily settled, may be referred to arbitration in accordance with the Ontario Labour Relations Act The Arbitrator shall hold a hearing as soon as possible from the date of receiving a Notice to Arbitrate An arbitrator's decision shall be in writing and shall be final and binding on both parties. Reasons for the decision need not be given at the time of the decision but shall be provided within a reasonable period of time thereafter The Arbitrator shall be provided with written records containing details of the grievance, the section or sections of the Agreement which are alleged to have been violated and the requested remedy The Arbitrator shall not have the power to alter or change any of the provisions of this Agreement; or to substitute any new provisions for any existing provisions; nor to render any decision inconsistent with the terms and provisions of the Agreement The Union and the Employer shall equally share any expenses of the Arbitrator. 6

7 ARTICLE 6 - UNION REPRESENTATION 6.01 A Shop Steward may be appointed by the union at each work unit, each with a minimum of three (3) months' seniority, may be appointed from employees at such work location. The Union shall submit to the Employer, in writing, the names of the Shop Stewards. The Employer shall not be required to recognize Shop Stewards until notified in writing of the Stewards' names. A Shop Steward shall, in his or her specific job classification, be the employee retained the longest in his or her respective classification The Shop Steward shall perform the required duties of an employee of the Employer; the Union business shall not be conducted during regular working hours without express permission from an authorized agent of the Employer and such permission shall not be unreasonably withheld The Employer agrees that a Steward shall not suffer any loss of pay for time necessarily spent during working hours while processing grievances with management approval The Employer shall make a reasonable effort to have a Steward present at all times while the Employer is formally disciplining any employee (i.e., written reprimands, suspension or termination) The Business Agent for the Union shall have access to all jobs during working hours but in no case shall his visits interfere with the progress of the work. Prior to visiting a job he will first advise the Account Director (or his designate) of the Employer. The Business Agent agrees to recognize and abide by the owner/clients security regulations or policies. The Employer agrees to assist the Business Representative in getting access to the workplace A Steward shall be allowed to attend Union meetings or training courses scheduled during such Steward's shift. Four (4) weeks notice shall be given to the Employer and the Employer will not be required to pay the Steward for time off work for these purposes. Such Union leave shall be limited to one (1) steward at a time, and shall not exceed a total of ten (10) working days per calendar year, except were such courses involve training for certified Health and Safety representatives required by statute The Employer agrees to fax a copy to the union office of all job postings, awards of job postings, written reprimands, suspensions, terminations and notice of lost-time accidents which occur to Bargaining Unit employees in the workplace. 7

8 ARTICLE 7 - PRODUCTIVITY 7.01 The Union and the Employer recognize the reciprocal value of improving, by all proper and reasonable means, the productivity of the individual employee; and undertake jointly and severally to promote and encourage such improved productivity The Union, during the term of.this Agreement, shall not cause picketing, strikes or slowdowns which will interfere with the regular schedule of work of the employees of the Employer, and the Employer, during the term of this Agreement, shall not cause a lockout of its employees. ARTICLE 8 - STATUTORY HOLIDAYS 8.01 The following Statutory Holidays shall be recognized: New Year's Day Good Friday Boxing Day Civic Holiday Family Day Canada Day Labour Day Victoria Day Thanksgiving Day Christmas Day The Employer will recognize any new Statutory Holiday proclaimed under the Employment Standards Act The employee must be employed and must have worked his/her regular scheduled shift of each of the working days immediately preceding and immediately following each of the noted holidays before qualifying for Holiday Pay for any of the noted Statutory Holidays. Holiday pay shall be equivalent to a normal shift at the employee's regular basic rate. The noted requirements are not mandatory if the employee is prevented from working by illness or any other reason acceptable to the Employer. If requested the employee must provide medical verification of illness An employee required by an Employer to work any of the above noted Statutory Holidays shall be paid as follows: Hourly Paid Employees - at the rate of one and one-half (1 ~)times the employee's regular hourly wage for each hour worked in addition to receiving the specifically defined Holiday Pay Employees whose regular workweek is Sunday through Thursday with a starting time on or after 6:00 p.m. on Sundays, will receive Sunday off as the paid holiday for any of the foregoing holidays that fall on a Monday. ARTICLE 9 - VACATION 9.01 Vacation Pay shall be based on the length of employment in accordance with the following: 8

9 (a) Employees with at least one (1) complete year to five (5) years of service shall receive two (2) weeks vacation period at four percent (4%) of gross wages earned. (b) Employees with five (5) to ten (10) years of service shall receive three (3) weeks vacation period at six percent (6%) of gross wages earned. (c) Employees with ten (10) to fifteen (15) years of service or more shall receive four (4) weeks vacation period at eight percent (8%) of gross wages earned. Gross wages shall not include previously paid vacation pay. Vacations may not be carried from one year to the next. The normal vacation period shall be from January to December. Vacation requests must be submitted between January 1 and February 28. Employees must submit their vacation requests between January 1 and February 28 of each calendar year. Requests will be granted based on seniority. For all other vacation requests received after February 28, vacation will be granted on a first come first served basis. All requests granted or declined will be returned to employees no later than March 15th. For all other request after February 28 of each year the employer will notify the employees within two (2) weeks time from the date the request was received The Employer may designate any or all of the following periods as "blackout" weeks in terms of employees not being permitted to take vacations as follows: (a) Student Housing, dormitories, residences, townhouses, 900 Fanshawe College Blvd. SPRING SEMESTER - One (1) week before until two (2) weeks after the last day of classes. FALL SEMESTER - Two (2) weeks before until one (1) week after the first day of classes. (b) Campus; FALL SEMESTER - Two (2) weeks before until two (2) weeks after the first day of classes. For other calendar weeks the Employer may also limit the number of employees who may take vacation in any week. When a conflict arises between employees requesting the same vacation period off, seniority shall govern for assignment of vacation time off Employees requiring longer vacation periods shall request the same in writing from the Employer in advance of the intended vacation period and permission for same shall be the discretion of the Employer. 9

10 9.04 Employee's vacation pay shall be paid to the employee concurrent with the employee's scheduled vacation time off. Vacation entitlement and pay shall be measured from the employee's date of hire. Any unpaid vacation pay accrual from the vacation pay year shall be paid to full time employees on the first pay period in December of each calendar year Employees are required to take their two (2) weeks vacation as per Employment Standards Act, additional vacation time off to be up to the employee's discretion In the event that a statutory holiday falls within an employee's assigned vacation period, the employee may take that day immediately before or immediately after his/her vacation period Employees who are discharged, laid off or quit will receive payment for unpaid vacation pay earned and accrued to the date of the separation. ARTICLE 10 - WELFARE Employees working thirty seven and one-half(37.5) hours or more per week shall have effective July 1, 2015, forty dollars ($40.00) deducted from their gross pay per month. Effective July 1, 2015, the Employer agrees to pay one hundred and twenty five ($125.00) per month, per participating employee, and the Employer shall remit both amounts as one payment for each participating employee, each month, into the LIUNA Local 1059 Benefit Trust, by the 15 1 h of each month, jointly administered by an equal number of Employer and Union trustees, for the purpose of purchasing life insurance, major medical and dental plan or similar benefits for the employees covered by this agreement, represented by LIUNA, Local Effective July 1, 2013, employees permanently working thirty (30) to thirty-seven and one half (37.5) hours per week shall have the option of participating in the Plan. Those employees shall have effective July 1, 2015, forty dollars ($40.00) deducted from their gross pay per month. Effective July 1, 2015, the Employer agrees to pay one hundred and twenty five dollars ($125.00) per month per employee and the Employer shall remit both amounts as one payment for each employee, each month, into the LIUNA Local 1059 Benefit Trust for the purpose of purchasing life insurance, major medical and dental plan or similar benefits for the employees covered by this Agreement, represented by Labourers' International Union of North America, Local An employee covered by Article may elect to opt out of participation in the benefit plan by signing a waiver The Union with thirty (30) days written notice may designate a different Trust Fund than the one set out in Article

11 ARTICLE 11 - LEAVE Employees are entitled to reasonable leave, in accordance with applicable Provincial Law, without pay for periods of disability, pregnancy/ parental leave, emergency leave, and leave for sickness of dependent children. Employees requiring a!eave of absence for other reasons must provide the Employer with two (2) weeks notice in writing of the date on which they wish to begin their leave. Such request may be granted by the Employer based on operational requirements Employees shall notify Employer in advance if at all reasonably possible prior to absences from work. Reasonable requests for absences will not be denied and failure to obtain leave of absence may result in disciplinary action being taken by the Employer An employee who notifies the Employer as soon as possible following a bereavement leave shall be granted up to five (5) consecutive working days off, without loss of regular pay, for hours scheduled within seven (7) calendar days commencing with the day of death of a member of their immediate family. Immediate family means spouse, common-law-spouse, partner of the same sex, child or step child and parents. In the event of the death of an employee's step-parent, brother, sister, mother-in-law, father-in-law, sister-in-law, son-in-law, daughter-in-law, grandparent or grandchild, and upon notification to the Employer, an employee shall be granted three (3) consecutive working days off without loss of regular pay for hours scheduled within seven (7) calendar days commencing with the day of death Sick Days Employees working a permanent thirty (30) hours per week or more who have completed their probationary period shall be entitled to two (2) paid sick days per year accumulative for a period of two (2) years. Sick days shall be paid on the basis of scheduled worked days for regular employees. Accrued sick time is not to be used as paid time when other family members are sick, or for other reasons of absence, and will not be paid out at termination, layoff or retirement. Employees must make every effort to schedule medical and/or dental appointments outside the scheduled hours of work, however when this is not possible, sick leave with pay shall be granted. The Employer has the right to request evidence of employee illness when sickness last more than three (3) consecutive days. One (1) additional paid sick day after five (5) years of seniority and one (1) additional paid sick days after ten (10) years of seniority. ARTICLE 12 - PAYMENT OF WAGES Wages shall be paid by cheque or direct deposit at the discretion of the employer. 11

12 The Employer shall provide a statement which defines hours worked, overtime hours, hourly rate (where applicable), deductions for Income Tax, Unemployment Insurance, Canada Pension Plan, Union Dues, etc. Employees shall be paid bi-weekly. When a payroll error occurs due to employer error that is more than fifty dollars ($50.00) the employee will inform his or her immediate supervisor and a payment of monies owed will be paid out to the employee by direct deposit within four (4) business days In the event of an intended layoff, the affected employee shall receive notice in accordance with the Employment Standards Act of Ontario The Employer shall, in accordance with the Employment Standards Act, after discharging an employee, send by registered mail, to the said employee's last known address on file, all outstanding documentation, including Unemployment Separation Certificate and all benefits including Vacation Pay, Statutory Holiday remunerations and accumulated pay The Employer shall, no later than the next regular pay following an employee's voluntarily terminated employment, send by mail, to the employee's last known address on file, the said employee's pay cheque or wage statement. ARTICLE 13 - JURY SERVICE An employee who is required for jury duty or jury selection will receive compensation from the Employer of an equal amount to the difference between the employee's regular straight-time hourly rate and jury pay, excluding expenses, unless such benefit is provided for in the health and welfare plan In order for jury duty leave pay an employee must: (a) (b) Notify the Employer immediately upon receiving notification that they will be required to serve as a juror. Present proof of the amount of pay he or she receives for such service. ARTICLE 14 - UNIFORMS AND PROTECTIVE GLOVES The Employer will supply uniforms and rubber gloves, at no cost to the employees in the bargaining unit, and uniforms must be worn when on duty if required. Employees will launder the uniforms provided. The Employer will provide the employees with two (2) uniforms yearly. New uniforms will be supplied to all employees by September 1 of each year. Request forms for uniforms to be filled out by employees by the end. of July of each year. Employer will provide employees with anti-slip shoes by September 1 of each year or as required. 12

13 ARTICLE 15- LUNCH AND REST PERIODS Any employee working a seven and one-half (7.5) hour shift will receive two (2) 15 minute paid breaks Any employee working four (4) hours but less than seven and one-half (7.5) hours shall receive one (1) fifteen (15) minute paid break Any employee working more than Five (5) hours will receive a thirty (30) minute unpaid lunch period The Employer to provide a location for lunch period and breaks that is environmentally safe and appropriate for employees to have their lunch. ARTICLE 16- CALL-IN PAY An employee who is called in to work outside his regularly scheduled hours shall, whenever there is a break between the employee's regularly scheduled hours and the work the employee is called in to do, shall be paid four (4) hours' pay at the employee's regular hourly rate. Work covered by this clause is voluntary Reporting Pay. Unless employees are notified not to report to scheduled work, employees who report for work at their regular starting time and for whom no work is available shall receive no less than four ( 4) hours of any work that is available at the straight time hourly rate, or if no work at this time is available, shall receive four (4) hours' pay at the straight time hourly rate. The provisions of this paragraph shall not apply in event of strikes, power failures or other conditions beyond the control of the Employer which prevent the Employer from providing work or where the Employer is unable to advise the employee not to report for work because the employee has changed his address and not aavised the Employer. ARTICLE 17 - PROBATIONARY PERIOD Employees employed during the term of the Agreement shall be on a probationary period for a maximum of sixty (60) calendar days for full time employees and one hundred and twenty (120) calendar days for part time/casual call-in employees from their first date of hire for the purpose of giving the Employer an opportunity to assess their qualifications for work assignments. The decision whether or not to retain probationary employees is at the sole discretion of the Employer. Probationary employees shall not have access to the grievance and/or arbitration provisions of the Agreement with respect to their discharge from employment. ARTICLE 18-JOB POSTING Wherever a vacancy occurs within the bargaining unit, at either of the specific work units set out in Article 1, the Employer shall post a notice in writing to all members of the bargaining unit within seven (7) calendar days of such vacancy. Such notice shall remain posted for seven (7) calendar days. 13

14 (a) Job postings will contain a summary of the job description for the position, the weekly hours, the shift hours, the rate of pay as well as the site location that the position is available at. (b) Temporary jobs will be for a period not exceeding six (6) months. If the job becomes a permanent job the Employer will inform the Union of their intent and will post the new created permanent job, as per Article 18 of the Collective Agreement In filling job vacancies, including promotions, transfers and new positions, the job shall be awarded within twenty one (21) calendar days of posting first to the senior qualified applicant currently working at the same work unit as set out in Article 1, provided he or she is able to perform the job with ten (10) work days of instruction. If a suitable applicant is not working at the same work unit, then the senior qualified applicant at the other work unit shall be awarded the job, and will be provided with ten (10) work days of instruction. Employees may request a transfer from full time status to part time/casual status once per year. The request shall be for the purpose of accommodating personal life changes. The change in status shall be effective for a period not to exceed six (6) months. The employee's full time position shall be posted in accordance with Article b. At the end of the six (6) month period, the employee shall decide whether he/she wishes to return to full time status. Should the employee decide to remain part time/casual this change shall become permanent and the successful applicant under Article b) shall become full time. Should the employee choose to return to full time status, the employee shall be returned to their former full time position Present employees in the bargaining unit shall have the first opportunity to fill any vacancies, when they arise, subject to Article and An employee who is awarded a job posting at the work location they do not work at, shall have his or her seniority date amended for the purposes of lay off or rehire only, to the date the award is effective An employee may elect to return to his or her previous job at the end of the instruction period set out in Article The Employer at the end of such period may return the employee to his or her previous job if the employee is unable to satisfactorily perform the new job. In both cases, the employee shall not have his or her seniority date amended. ARTICLE 19 - SENIORITY Seniority, for purposes of layoff, recall, and job posting/bidding, shall mean length of service in the bargaining unit dating back to last date of hire at a work unit listed in Article 1, and shall be applied on a work unit basis. Seniority, for purposes of paid vacation entitlement, shall mean length of service with the Employer. When more than one (1) person is hired by the Employer on the same day, seniority will be assigned alphabetically by last name An employee shall lose his or her seniority and shall be deemed to have terminated employment in the following circumstances: 14

15 (a) if he or she voluntarily quits his employment with the Employer; (b) that he or she is discharged and is not reinstated through the grievance or arbitration procedures; (c) that he or she is off work because of layoff, accident or illness for twelve (12} months or the length of the employee's seniority in the bargaining unit, whichever is shorter; (d) fails to notify the Employer within two (2) working days that he or she will report to work after being notified by the Employer to report for work or subsequently fails to report for work within five (5) working days after being notified by the Employer by registered mail to report for work following layoff unless a reason satisfactory to the Employer is given; An employee shall aecumulate seniority under any of the following conditions: (a) when actually at work for the Employer; (b) when absent on vacation with pay, on holidays, on sick time with pay, or approved leave of absence in accordance with Article 11 (up to three [3] months of absence); (c) during any period when he or she is prevented from performing his or her work for the Employer by reason of illness, accident and/or injury arising out of and in the course of his or her employment for the Employer and for which he or she is receiving compensation under the provisions of the Workplace Safety & Insurance Board Act for a period; of up to twelve (12) months An employee who does not qualify to accumulate seniority under Article shall maintain his or her existing seniority, unless and until he or she loses same pursuant to Article Employees shall be required to notify the Employer of any change of address or telephone number. The Employer shall be entitled to rely upon the last address and telephone number furnished to it by an employee for all purposes Seniority lists shall be revised and posted in the work place every twelve (12) months and a copy sent to the Union In the event of lay offs, and for the purpose of recalling those to work who have been laid off, seniority at the work unit shall govern as long as the employee is able to perform the available work with a reasonable period of instruction. (a) All employees, who still retain seniority in accordance with the Collective Agreement, shall be given the first opportunity to return to work, first at their last work unit and secondly, at the other work unit Employees returning from leave as spelled out in Article 11 or Article (b) will be returned to their former shift within two (2) days of returning to work or within one (1) week if absent or leave was more than five (5) working days subject to position existing and the seniority provisions of the Collective Agreement In the event that an employee covered by this Agreement should be promoted to a supervisory or confidentiai position beyond the scope of the Agreement, as defined in Article 15

16 1 - Recognition, he or she shall retain his or her accumulated seniority for a six (6) month period from the date of appointment or length of seniority, whichever is shorter. However, this time may be extended with mutual written consent of the parties. Following the expiry of the preceding limits the employee's name shall be considered deleted from the seniority list, except for the purposes of vacation pay percentages. ARTICLE 20 - NON-DISCRIMINATION The Employer agrees that there shall be no discrimination or intimidation by the Employer or any of its agents against any employee or group of employees because of membership or non-membership in the Union or for having in good faith processed a grievance In this Collective Agreement words using the masculine gender include the feminine The Employer agrees to abide by the Ontario Human Rights Code. ARTICLE 21 - MISCELLANEOUS No Employee covered by this Collective Agreement shall, as a result of this agreement, suffer or incur any loss or reduction in wages or any other benefits unless the Collective Agreement specifically stipulates otherwise The Employer, bound by this Collective Agreement, shall not be required to continue to provide benefits which duplicate any of those benefits provided for and required to be given by this Collective Agreement Any discipline given to an employee will not be relied upon by the Employer in further progressive discipline where the employee's disciplinary record has been free of further discipline for a period of twelve (12) months. ARTICLE 22 - UNION-MANAGEMENT MEETING The Employer agrees to meet with representatives of the employees when a request for such a meeting is made by the Union Business Representative. Such meetings are to occur within ten (10) working days of the request being made but in any event, not more often than one (1) time per calendar month The person or persons representing the Employer at such meetings are to be management personnel at the Unit Director level and above. This clause is understood to be separate and apart from the grievance provisions. The purpose of this clause is to facilitate an exchange of views on problems or suggestions to provide for the better functioning of employees in the work place. 16

17 ARTICLE 23 - SAFETY FOOTWEAR Employees required by the Employer to wear safety shoes in the performance of their duties shall be reimbursed to a maximum of one hundred dollars ($100.00). Original receipts for shoe purchases must be provided to the employer within ten (10) days of the shoe purchase, and must clearly indicate the purchase of safety shoes. Safety shoes purchased must meet the specifications required by the client at the location and will be replaced as necessary, but no more than once per year. ARTICLE 24 - APPENDICES All appendices attached to this Agreement form part of this Collective Agreement. ARTICLE 25 - DURATION OF AGREEMENT This Agreement shall continue in full force and effect from July 1, 2016 until June 30, 2019, and thereafter shall be automatically renewed and remain in force from year to year from its expiration date, unless, within the period of ninety (90) days before the Agreement ceases to operate, either party gives notice in writing to the other party of its desire to bargain with a view to the renewal with or without modifications of the Agreement On receipt of such notice, the parties to the Agreement shall convene a meeting within fifteen ( 15) days and bargain in good faith to endeavour to reach an agreement The Collective Agreement may be amended during its term by mutual agreement of the signatory parties subject to ratification by the affected employees. SODEXO CANADA LTD. LABOURERS'INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 Date 17

18 APPENDIX "A" ARTICLE 1 - WAGES AND CLASSIFICATIONS 1.01 The following wages shall apply to all employees during the life of this Agreement: WAGES Custodians Residence Housekeepers Light Maintenance Effective Julx 1/16 $13.66 Effective Julx 1116 $13.66 Effective Jul)l 1/16 $16.74 Effective Effective Julx 1111 Jul)l 1/18 $13.97 $14.30 Effective Effective Julx 1111 Ju1x111s $13.97 $14.30 Effective Effective Jutx 1111 Jul)l 1/18 $17.11 $17.50 Probationary Emploxees Probationary employees shall be paid fifty cents ($0.50) per hour less than the applicable hourly rate set out in above mentioned classifications. Premiums Lead Hands $0.50 above the appropriate wage rate Employee's that perform Grounds Keeper/Snow Removal duties will be paid fifty cents ($0.50) above the appropriate wage rate. ARTICLE 2 - HOURS OF WORK 2.01 (a) Additional work that arises during a shift which is required to be performed by the Employer over and above the normally scheduled shifts shall be assigned on a seniority basis to bargaining unit employees currently at work and qualified to perform the work. Such hours of work shall be on a voluntary basis by the employee. If there are insufficient volunteers then the Employer will require the least senior qualified employee currently at work to perform the work. (b) When additional work is required by the Employer over and above the normally scheduled shifts and the Employer has reasonable opportunity before a shift commences, the Employer shall assign the work on a seniority basis to bargaining unit employees qualified and available to perform the work. Such hours of work shall be on a voluntary basis by the 18

19 employee. If there are insufficient volunteers then the Employer will require the least senior qualified employee to perform the work. (c) In both of the above assignments of additional work, the work will be first offered to employees at the work unit where the work is required, then to employees employed at the other work unit as set out in Article ARTICLE 3 - OVERTIME 3.01 Overtime shall be paid for all hours worked over forty (40) hours per pay week or more than eight (8) hours per shift Overtime shall be paid at time and one-half (1 Y:i) the employee's regular appropriate wage rate. Article 4 - SCHEDULING 4.01 When scheduling shifts, the Employer shall take into consideration seniority and employee preference Employees shall be allowed to trade shifts upon giving the Employer forty-eight ( 48) hours written notice of their request and such request shall not be unreasonably refused. A trade shall not result in any premium payment by the Employer and in no case shall it result in an employee working back-to-back shifts When the Employer requires a change in the normally scheduled shifts, the following is applicable: The Employer will use its best reasonable efforts to prepare and publish shift schedules fourteen (14) calendar days in advance of the first day of the first shift of the schedule. The shift schedules shall normally be posted not less than seven (7) days in advance (eg. before midnight on the Saturday seven (7) prior to any shift starting after midnight on the following Saturday). 19

20 LETTER OF UNDERSTANDING Between: SODEXO CANADA LTD. (hereinafter called the "Employer") -and- LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") Re: Summer Students The Employer may employ students during their summer vacation (limited to April 15 to September 15 of each year) and during winter snow removal periods, as follows: (a) (b) (c) No employee of the Employer shall remain on layoff or receive any reduction in their regular hours of work while students are employed. These employees shall not be eligible to participate in the benefit plan or sick days. Summer students are excluded from voting at a ratification meeting for a Collective Agreement. DATEDatLondon,Ontariothis eoayof b-~ FOR THE UNION: 20

21 LETTER OF UNDERSTANDING BETWEEN: SODEXO CANADA LIMITED (hereinafter called the "Employer") - and - LABOURERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") With respect to the offering of work to part time/casual employees, the parties have agreed to the following: 1. The employer will make every reasonable effort to offer available work to part time/casual employees: contact shall be by telephone or and employees shall be called in order of seniority. 2. When a part time/casual employee is called in to work and refuses offers for work within a period of three (3) months; 3. The employer will send a registered letter to the employee indicating if they don't report to work their employment will.. be terminated at the end of the fourth with Sodexo. DATED at London, Ontario, this &ay of~ FOR THE EMPLOYER: FOR THE UNION: 21

22 LETTER OF UNDERSTANDING BETWEEN: SODEXO CANADA LIMITED (hereinafter called the "Employer") - and - LABOURERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") The parties agree that there is a need for a person who is capable of filling in for maintenance staff as business needs require. The parties agree as follows: A. The employer shall post for a "back up maintenance" person; B. The successful candidate will receive training required in order to perform the job; C. This person shall be called upon to replace or support maintenance staff during temporary periods as business needs require; D. This person shall be paid the maintenance rate for all hours worked during this period; DATED at London, Ontario, this /}If day of #t~' FOR THE EMPLOYER: FOR THE UNION: I 22