Nelson & District. L~. Loc.tiU:Y. UNITED STEELWORKERS COLLECTIVE AGREEMENT BETWEEN NELSON & DISTRICT CREDIT UNION AND UNITED STEELWORKERS LOCAL 1-405

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1 UNITED STEELWORKERS UNITY AND STRENGTH FOR WORKERS COLLECTIVE AGREEMENT BETWEEN NELSON & DISTRICT CREDIT UNION AND UNITED STEELWORKERS LOCAL Nelson & District CREDIT UNI'ON» L~. Loc.tiU:Y. Effective: June 1, 2008 To: May 31,2013

2 PREAMBLE... 5 ARTICLE 1 - BARGAINING AGENCY """""""""""""""""""""""""""""""""'''''''''''''''''''''''''''''''''''''''''"'''' Employee Definition......"".".""." Recognition... """"",,,..."..., Bargaining Authority..."""'''''''''''''''''''''''''''''''' Work Jurisdiction """,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,... 6 ARTICLE 2 - EMPLOYER'S RIGHTS Management Direction "..."..., Hiring and Discipline Management Authority......,... "... "... 7 ARTICLE 3 - UNION SECURITY """""""""""."""""""""""""""""""""""""".""""""".""".. "" Co-operation...,...,..., Union Shop..."".".. ""."""".".".".. """".""..." Maintenance of Membership......" Discharge of Non-Members..." Union Membership......"..." Check Off..., Employer Responsible for Dues New Employees..... "..."... "..., Humanity Fund ""'"''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''"""'"'''''''''''''''''''''''' T 4 Forms... "... 9 ARTICLE 4 - COMMITTEES..., Definition......" Composition """'''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''' Notification......,... "...,..."... "... ""'" Authority..."""""""''''''..., Obligations Labour/Management Meetings:...,...".""''''''''''''''''''''''''''''''...,..., ARTICLE 5 - DEFINITION OF EMPLOYEES Probationary Period..." Regular Full Time Employee ",,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,, Regular Part Time Employee..., Casual Employee Job Share... " ARTICLE 6 - HOURS OF WORK AND OVERTIME Work Week......"".".""".. "".. ".".".".".""".".".""."".""."." Overtime......""""""'''''''''''''''''''''''' Call Time......" Accrued Time Off...".".""... """"."".""." 18 ARTICLE 7 - STATUTORY HOLIDAYS..." Designated Stats...,... '''''''''''''''''''''''''''''''' Floating Holiday '"''''''''''...,... "...,..., Stat Holiday on Scheduled Day Off Stat Holiday within Scheduled Vacation ARTICLE 8 - ANNUAL VACATION Vacation Year Definition "..., st Year Entitlement ""''''''''''''''''''''''''''''..., nd Year Entitlement..." rd - 5 th Year Entitlement "'"'''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''' th - 10 th Year Entitlement th _15 th Year Entitlement..." th _19 th Year Entitlement """""'"'''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''''' th Year Entitlement and thereafter Vacation Pay Percentage of Earnings Option Difference Consecutive Weeks...""'"'''''''''''''''''''' Banking Vacations..., Vacations Shall Be Taken Scheduling... 23

3 8.14 Absences Not Affecting Vacation Entitlement Part time Employees ARTICLE 9 - LEAVE OF ABSENCE Leave of Absence -Injury/Illness Union Business Bereavement Leave Jury Duty...: Pregnancy/Parental Leave Other Leaves Without Pay Compassionate/Educational/Extended Vacation Leaves Requests Return to Work Notice Benefit Coverage ARTICLE 10 - BENEFITS Benefit Coverage Benefits Program Sick Leave Vacation Sick Leave Family Responsibility Leave Pension Plan ARTICLE 11 - SALARIES New Classification Rate of Pay Job Descriptions/Rate of Pay Promotional Increases Salary Progression-Full Time Regular Higher Salary Step Travel Time.....,...,...,'"...,. '"... '"...,...,...,... '"... '" ARTICLE 12 - SENIORITY Definition Job Retention/Recall Rights Leaving Bargaining Unit Returning to Bargaining Unit Within 3 Months Seniority Accrual Leave of Absence Accrual Part-time Regular Employees Seniority Casual Employees Seniority Provide Seniority List Seniority Lost ARTICLE 13 - CROSS TRAINING ARTICLE 14 - LAYOFF AND RECALL Reduction of Work Notice of Layoff Seniority Retention Recall Notice of Recall Employee Bypassed Full-Time Bumping Part-Time or Casual Benefit Coverage ARTICLE 15 - JOB POSTING Positions Vacant or Created Job Postings-Absentee Bids Job Posting Forms Training Period Job Description/Training Posting to a Part time/casual ARTICLE 16 - TECHNOLOGICAL CHANGE Definition/Notice/ Adjustment...,...,...,...,."..,.., Co-operate With Training..., Retraining... 47

4 16.04 Retain Present Salary Elect Termination or Recall Severance Pay Due and Payable Severance Pay Employees affected by Technological Change Enhanced Notice/Merger or Acquisition ARTICLE 17 - GENERAL PROViSiONS Union Rep Access To Employer Premises No Strikes or Lockouts Signing Authority Revision of Rates Future Rules or Regulations Disciplinary Action Union Bulletin Board Notification of Promotions, Etc Safety and Health In-House Benefits Employment Standards Video Display Terminals Performance Appraisal System ARTICLE 18 - GRIEVANCE PROCEDURE Outline of Steps Grievance Abandonment Right to Refer Extension of Time Limits ARTICLE 19 - ARBITRATION Procedure Notification Appointment of Arbitrator Time Limit for Arbitrator Costs/Expenses of Arbitrator ARTICLE 20 - EDUCATION FUND Local Education Fund ARTICLE 21 - CONTRACTING OUT Contracting Out......,..., ARTICLE 22 - DURATION OF AGREEMENT Length of Agreement SALARY SCALES AND JOB CLASSiFiCATIONS APPENDIX 1 - Job Share APPENDIX 2 -Template - FSR Selection Criteria APPENDIX 3 Absentee Bid on Job Posting Form APPENDIX 4 Hours of Work LETTER OF UNDERSTANDING RE TEMPORARY WORK/SPECIAL PROJECTS LETTER OF UNDERSTANDING RE EAST SHORE EMPLOYEE CALL OUT LETTER OF UNDERSTANDING RE CROSS TRAINING LETTER OF UNDERSTANDING RE STATEMENT WORK LETTER OF UNDERSTANDING RE JOB EVALUATION LETTER OF UNDERSTANDING RE TRAVEL PAY GRIEVANCE LETTER OF UNDERSTANDING RE BENEFIT PREMIUM REIMBURSMENT... 78

5 COLLECTIVE AGREEMENT BETWEEN NELSON & DISTRICT CREDIT UNION (Hereinafter known as the "Employer") Party of the First Part AND UNITED STEELWORKERS LOCAL (Hereinafter known as the "Union") Party of the Second Part PREAMBLE 1. It is the intent and the purpose of the Parties to this Agreement to promote and improve industrial and economic relationships between the employees and the Employer. The basic Agreement will cover rates of pay, hours of work, conditions of employment to be observed and to ensure prompt and equitable disposition of any grievances that may arise between the Parties. 2. The Employer accepts responsibility to observe each and all provisions and conditions of the Agreement and to promote orderly and peaceful relations with the employees. 3. The Union accepts responsibility to observe each and all provisions and conditions of the Agreement and to promote orderly and peaceful relations with the Employer. NOW THEREFORE the Parties hereto mutually agree as follows:

6 June 1, May 31, ARTICLE 1 - BARGAINING AGENCY 1.01 Employee Definition - The term "employee", as defined in this Agreement, means all those employees set-out in the Certification granted by the Labour Relations Board of BC Recognition - The Employer recognizes the union as the sole collective bargaining agency of the employees of the Employer as defined in the Certification issued, unless changed by the Labour Relations Board Bargaining Authority - The Employer agrees that the only certificate they will recognize during the term of this Collective Agreement is that of the Union, unless changed by the Labour Relations Board Work Jurisdiction - When a question arises concerning the status of a person being an employee under this Agreement, the Parties agree to meet in order to try and resolve the question. If the matter is not resolved, the Parties may, either jointly or separately, applies to the Labour Relations Board for a decision.

7 June 1, May 31, ARTICLE 2 - EMPLOYER'S RIGHTS 2.01 Management Direction - The Management of the operation, including the direction and promotion of the Employees, are vested exclusively in the Employer. The Employer will not use its rights to discriminate against employees Hiring and Discipline - The Employer has the right to select its employees and to discipline or to discharge its employees for just cause Management Authority - Nothing in this Agreement shall limit the statutory powers and duties of the Directors of the Company under the Company Act, Section 141, which provides: "The Directors shall, subject to this Act and the Articles of the Company, manage or supervise the management of the affairs and business of the Company". The direction of the office staff will be under the authority delegated by the Board of Directors to the General Manager who, in turn, may delegate any portion of these duties and authority to others in executive capacity.

8 June 1, May 31, ARTICLE 3 - UNION SECURITY 3.01 Co-operation - The Employer will cooperate with the Union in obtaining and retaining as members, the employees as defined in this Agreement Union Shop - All employees shall, within thirty (30) calendar days after entering employment, become a member of the Union and shall maintain membership in the Union as a condition of continued employment Maintenance of Membership - An employee who is a member in good standing or is reinstated as a member of the Union shall, as a condition of continued employment, maintain such membership in good standing throughout the term of this Agreement Discharge of Non-Members - An employee shall be subject to discharge for refusal to pay union dues notwithstanding Sections 3.02 and 3.03 above. An employee, who refuses to pay union dues within seven (7) days after the Employer and employee have been notified by the union of the employee's delinquency, shall be discharged forthwith by the Employer Union Membership - No employee shall be subject to any penalties against his application for membership or reinstatement, except as may be provided for in the United Steelworkers Constitution and in accordance with the By-laws of Local Union Any employee who applies to join the Union pursuant to the provisions herein and whose application is rejected by the Union shall not be subject to discharge from employment Check Off - The Employer shall require all new employees, at the time of hire, to authorize the deduction from the employee's salary, union initiation fees, monthly dues and assessments approved by the Union, and to authorize the release of the Employee's Social Insurance Number to the Union. The authorization shall be in duplicate on forms provided by the Union. The assignment is effective thirty (30) calendar days from the date of execution. The Employer shall remit the assigned dues deducted (until and unless the assignment is revoked by the employee) to the Local Union on the last payroll of the month after completion of the thirty (30) calendar day period. Remittances shall be made at least monthly, with the list of employees and the amount deducted from each employee Employer Responsible for Dues - The Employer shall be responsible for all back dues, fees and assessments not deducted from an employee of Nelson & District Credit Union as required under this Article.

9 June 1, May 31, New Employees - The Employer shall introduce each new employee to a member of the Union Committee on the first day of employment for an orientation of about thirty (30) minutes. The Union will provide a copy of the Collective Agreement to each new employee Humanity Fund - The Employer shall deduct one cent ($0.01) per hour on a monthly basis on behalf of all Employees in the bargaining unit for all hours worked to a maximum of thirty-six (3S) straight time hours per week and forward to United Steelworkers National Office, # Eglinton Avenue, East, Toronto, ON M4P 1 K7 and to advise in writing to both the Humanity Fund at the aforementioned address and the local union that the payment has been made, the amount of such payment and the names of all Employees in the Bargaining Unit on whose behalf such payment has been made. Payment Frequency - This shall be deducted from each Bargaining Unit members' paycheque and submitted annually T4 Forms - The Employer agrees to include the amount of total deductions, including Humanity Fund deductions, paid by each Employee for the previous calendar year on the Income Tax T4 Form.

10 June 1, May 31, ARTICLE 4 - COMMITTEES 4.01 Definition - For the purpose of this Agreement, when the word "Committee" is used it shall mean Union Committee, members of which are elected or appointed by the Union Composition - The Committee shall consist of not more than six (6) employees with completed probationary period of employment with the Employer who are members of the Union and they shall be selected wherever possible, on a departmental basis Notification - The Union will notify the Employer in writing of the members on the Committee. The Union will inform the Employer in writing when any member change takes place on the Committee. No member of the Committee will be recognized by the Employer unless the above procedure is carried out Authority - The Union shall meet with the Employer's appointees to attempt to resolve any problems that might arise and that may be foreseen. The Union Committee however, shall not make any decisions that are binding upon the Local Union as a whole without the approval of the Local Union. It shall not violate or change this Agreement in any way. The Union members shall not be required to assume management responsibilities in the enforcement of any rules or regulations in their capacity as Committee members Obligations - The Union shall have reasonable time while on the Employer's premises to investigate serious grievances and present grievances and shall be paid at their regular rate of pay for time so spent during their regular working hours. They shall obtain permission from their immediate supervisor before leaving their work areas for such purposes and such permission shall not be unreasonably denied Labour/Management Meetings: a) Purpose - The Parties agree to participate in Labour Management meetings. The purpose of the meetings is to encourage communication at regular intervals or as required in order to solve problems or potential problems before they become grievances. Subjects of mutual interest arising out of this Collective Agreement may be discussed. b) Composition - The Labour Management Meeting shall consist of two (2) Union Representatives from Nelson and one (1) Union representative from each other branch, as appointed by the Union Committee (subject to availability and coverage), and four (4)

11 June 1, May 31, representatives appointed by the Employer. The Parties shall keep the other Party informed of its representatives. When necessary a substitute can be appointed. c) Labour/Management Meetings - The Union Committee and Management shall meet as required. The parties shall make every effort to exchange an agenda of items not less than five (5) days prior to the meeting date. Meetings shall be scheduled during normal working hours and employees shall received their regular hourly rate for all hours will in attendance. East Shore and Rossland representatives will attend when possible, otherwise they may participate by phone. Mileage will be paid from the employee's Branch to the meeting place. Travel time for any hours in excess of their regular schedule in a day at straight time. Management will notify immediate supervisors of meeting dates and employees are to confirm their availability to attend with their supervisor. d) Meeting Chair: The Chair and Recording Secretary positions will alternate between the Union and the Employer every six (6) months. If necessary, a substitute can be appointed. e) Jurisdiction: The Parties may refer any matter or proposal discussed by the Committee to their respective principals for further direction, advice or ratification prior to an Agreement being completed.

12 June 1, May 31, ARTICLE 5 - DEFINITION OF EMPLOYEES 5.01 Probationary Period All employees shall be considered probationary for the first sixty (60) working days of employment. The probationary period is to determine the employee's suitability for employment. This period may be extended by mutual agreement between the Employer and the employee. Written notice shall be given to each employee advising them of completion of their probationary period. Upon completion of the probationary period, full time and part time employees shall be regarded as regular employees and shall be entitled to seniority dating from the date of hire, as per Article 12:01 and 12:07(b) Regular Full Time Employee a) Regular full time employees are defined as those employees employed as full time and regularly scheduled to work thirty-six (36) hours in a week in a regularly continuing position. b) The Employer shall utilize Full time positions to fill new or changed positions of 36 hours or more per week. The Employer shall maintain Full time positions within the Bargaining Unit as close as possible to the current number of positions (25) or a minimum of 90% (23). c) In a layoff situation "as close as possible applies" d) The Employer will provide 60 days notice of any possibility of applying the above section, discuss the application of the above and discuss any changes to the number of full time employees with the Union. e) Job sharing will be considered as an option when filling positions Regular Part Time Employee The Parties agree to amend Article 5.03 for housekeeping and consistency. Regular part time employees are defined as those employees employed to work regularly scheduled hours or days on a continuing basis but less than thirty-six (36) hours in a week. Preference will be given to part time employees over casual employees for all available work. These employees shall be covered by all conditions of the Agreement except as follows:

13 June 1, May 31, a) In Lieu of Benefits - Part time employees who are regularly scheduled less than sixty (60) hours per month, the hourly rate for these employees shall be increased by 4.4% to cover Statutory Holiday pay and upon completion of the probationary period, shall be increased to eleven (11 %) percent in lieu of benefits provided under Article 10 and Accrued Time Off. Upon completion of one (1) year (240 working days) this allowance shall be increased to fourteen and one-half (14.5%) percent with ten (10%) percent in lieu of benefits and four and one-half (4.5%) percent put into a NDCU RRSP (locked in during term of employment). (NOTE: Current employees as of August 7, 1990 shall be entitled to application of above on basis of their hire date). b) Part Time Benefits - Part time employees who are regularly scheduled in a posted position of sixty (60) hours or more per month, the hourly rate for these employees will be increased by 4.4% to cover Statutory Holiday pay and 2% in lieu of ATO, RRSP increased to 4.5%. All existing part time staff who qualify for (b) will have the option of opting into the benefit plan the first of the month or at any time in the future in lieu of 14.5%. All new part time employees who are eligible for benefits may join once during the term of this Agreement in lieu of 5.03(a) entitlement. Cost of benefits are shared by the employee and the Employer on a prorated basis as per Article 10. c) Vacation pay will be calculated on the same basis as for a full time regular employee with the same calendar years of service. For example, a parttime regular employee who is entitled to three (3) weeks' vacation will be paid on a pro-rata basis, six percent (6%) of gross earnings for the vacation year in which the vacation was earned Casual Employee a) Casual Employee Definition - Casual employees are defined as those individuals who do not hold a regular position and who work on an incidental or temporary basis for the purpose of assisting with peak workload periods, vacations, sickness, floaters, leaves of absence and ATO except as follows: i) when relieving for pregnancy leave, leave of absence and illness in excess of sixty (60) days when mutually agreed between the Employer and the Local Union. Such agreement shall not be unreasonably withheld.

14 June 1, May 31, ii) iii) Casuals employed for summer relief between June 1 st and August 31 st. Notification of these employees shall be sent to the Local Union. Casuals working on a continuous basis but not working in accordance with 5.04(a) above, will have the appropriate position posted. It is understood that the purpose of casuals is to be available for relief as per 5.04(a) above. b) Hourly Rate Increase In Lieu of Pay - The hourly rate for these employees shall be increased by eleven (11 %) percent to cover Statutory Holiday and Vacation pay. c) Scheduling - Casuals shall be scheduled or called for work assignments according to the following: i) a casual employee's working days of service shall be applied where possible when scheduling them for work; ii) iii) iv) a casual employee's working days of service shall be applied where practical when calling them to work that day; the casual employee must be qualified and competent to perform the work assignment; Casual employees, based on working days of service, may exercise their right to last call privilege ("call me last") but it is understood that the Credit Union is entitled to have a casual(s) available to perform the work; v) Casual employees may make themselves unavailable for a period of three (3) calendar weeks each year but it must be scheduled in advance. The three (3) weeks may be scheduled for the period June 1 to Labour Day or Christmas Day to New Years Day, if scheduling permits; vi) vii) The Credit Union will make its best efforts to accommodate casuals for scheduled medical procedures and appointments. Casual employees may apply for a Leave of Absence under Article 9.07; Employees who make themselves unavailable contrary to this policy may be disciplined as outlined in Article 17.06;

15 June 1, May 31, viii) ix) Casuals must ensure the Employer has a current phone number and the employee must confirm their acceptance of the assignment in a reasonable period of time prior to the commencement of the shifts; A casual employee shall not be considered available for overlapping shifts; x) In the case of a reduction in the workforce, casual employees working temporary positions shall be laid off before regular employees; xi) xii) Casual employees may apply for all vacant positions; Employees who have committed to work casual hours and! or to provide coverage for short-term situations must remain committed to those shifts, unless changes are mutually agreed to Job Share The Employer and the Union have agreed to a Job Share program. The Program is a work arrangement in which two (2) qualified Employees share fifty (50%) percent each of all the responsibilities of one (1) full time position. Eligibility and terms of the program are found in APPENDIX 1.

16 June 1, May 31, ARTICLE 6 - HOURS OF WORK AND OVERTIME 6.01 a) Work Week - The work week shall be thirty-six (36) hours worked during the period Sunday to Saturday, inclusive. b) Hours Per Day - The standard shifts consist of a maximum of eight hours of work between the hours of 8:00 am and 8:00 pm. Where applicable, the above hours are exclusive of a one (1) hour lunch break (7 hrs. or more). The above shall be implemented after the Credit Union and the Union successfully negotiate the specifics of any new shifts or hours as above, pertaining to rates of pay, shift differentials, hours, etc., for any new positions that result from new technologies introduced into the workplace and will not affect any existing schedules in the Credit Union. (Appendix 0: Existing Hours of Work). c) Work Schedule Changes - The determination of daily and weekly work schedules shall be made by the Employer from time to time to suit the varying conditions of business. The Employer shall not implement a new schedule without reasonable and proper consideration of the employee's concerns. In the event of any changes in starting and quitting times of shifts, the Employer agrees to give fifteen (15) working day's notice of any change. The Christmas Holiday Operating Schedule will be posted by September 1 5t of each and every year. d) Notification - The Employer shall notify the Union in writing of changes prior to implementation. e) Rest Periods - All employees working seven (7) or more hours shall be entitled to two (2) fifteen (15) minute rest periods during their regularly scheduled hours of work providing always that the Employer shall have the right to use relief employees in implementing this provision. It is understood and agreed that there shall be one (1) twenty-five (25) minute rest period on shifts of five (5) or more hours but less than seven (7) hours and one (1) fifteen (15) minute rest period for shifts of more than three (3) hours and less than five (5) hours Overtime a) Regular Overtime - Time worked in excess of the normal scheduled hours of work in Section 6.01 shall be paid for at time and one-half (1 %)

17 June 1, May 31, the employees straight time hourly rate for the first two (2) hours and two (2) times the straight time hourly rate thereafter. i) Overtime Schedule Change - A part-time worker may work scheduled and unscheduled hours up to thirty-six (36) hours per week. If time in excess of normal scheduled hours is requested prior to commencement of a shift, all hours shall be paid at straight time rate. If time is requested during a shift, time worked in excess of normal scheduled hours, hours will be paid at time and one half ( 1 Y2) to total daily hours of seven and one-half (7.5) and two (2) times thereafter. b) Overtime - Regular Day Off - Time worked by an employee on an employees scheduled day off shall be paid for at two (2) times the employees straight time hourly rate. c) Overtime - Sunday - Time worked on a Sunday shall be paid for at two (2) times the employees straight time hourly rate. d) Overtime - Stat - Time worked on a holiday provided for in Article 7 or a day in lieu of such holiday shall be paid for at two (2) times the employees straight time hourly rate plus one day regular pay. e) Overtime Distribution - Overtime shall be distributed as equally as possible among qualified employees. If the Union Committee believes that excessive overtime is being worked or is being assigned to individual employees, the Employer will meet with the Committee and/or the Local Union with a view to analysing the problem, and make every effort to correct the situation. f) Overtime Authorization - Overtime must be authorized by the Manager or employee's immediate supervisor. g) Overtime Voluntary - All overtime worked will be done on a voluntary basis. h) Overtime Banking - Employees who work overtime may elect to take time off in lieu of overtime pay but such time must be taken at a time mutually agreed upon with the Employer, the length of time off with pay shall be equal to straight time equivalent of the overtime earnings. i) The choice of payor time off must be made when the employee agrees to work overtime or during the period of overtime worked.

18 June 1, May 31, ii) Time off must be booked within thirty (30) days after overtime is worked, failing which management may schedule the earned time off Call Time i) Education Courses - Employees attending education courses at the Employers request shall be compensated for hours beyond the normal work week at time and one-half (1 %) payor banked as per 6.02(h) for the number of hours in attendance at courses. Travel time will be paid at straight time to and from the course location. Employees shall be paid mileage from their branch to and from the course location. When reporting for work at the call of the Employer, the employee shall receive their regular rate of pay for the time worked, with the following minimum: a) Two (2) hours' pay if the employee is unable to perform the work or no work is available, b) Four (4) hours pay if the employee starts work. c) Nothing in this Article prevents the Employer from posting specific positions for less than four (4) hours or from scheduling casuals to work less than four (4) hours. d) After the completion of an employee's regularly scheduled shift, if the employee is called back to work, the employee shall be paid the greater of: i) four (4) hours pay at the employees regular rate, or ii) double the employee's regular rate for the time worked. e) The employee has the choice of accepting or rejecting a call in Accrued Time Off a) Accrual - In addition to the hours of work outlined above, each full time regular employee shall accrue one (1) hour per week to be taken as paid time off. b) Time Off - Accrued time off shall be on an hour for hour basis, to be taken in full days whenever possible.

19 June 1, May 31, c) Scheduling - Accrued time off must be posted and will follow the same procedure as floaters and vacations. d) Termination - Upon termination, an employee will be compensated for all accrued time not taken, at their regular straight time hourly rate. e) Non Accrual - Employees shall not accrue one (1) hour per week: i) during probationary period, ii) if they fail to work a minimum of four (4) days in a week. f) Statutory Holiday - In the application of this provision, a Statutory Holiday shall be considered to fall in the week that it is taken. g) Maximum Accrual- Accrued time off shall be taken after earned. After accruing twenty (20) hours, part or all of the time must be scheduled by the employee within two (2) weeks, failing which management may schedule it. h) Statutory Holiday - Day Worked - Statutory holidays shall be considered a day worked for the purposes of ATO accrual. (This wording is intended to prevent a disparity between the two (2) scheduled shifts where Monday - Friday would get four (4) days for ATO accrual but Tuesday - Saturday would not get four (4) days for accrual because of the Stat.).

20 June 1, May 31, ARTICLE 7 - STATUTORY HOLIDAYS 7.01 Designated Stats - The following days will be observed as Statutory Holidays: New Year's Day Easter Monday Dominion Day Labour Day Remembrance Day Boxing Day Good Friday Victoria Day British Columbia Day Thanksgiving Day Christmas Day and such other holidays as are proclaimed legal holidays by Federal, Provincial or Municipal authorities Floating Holiday - In addition to the holidays stipulated in Section 7.01 above, an employee will be entitled to one (1) paid holiday each year of service following completion of one (1) year of service. This shall be known as a "floating" holiday and shall be taken at a time mutually agreed between the Employer and the employee a) b) Stat Holiday on Scheduled Day Off - If one of the Statutory Holidays listed in 7.01 above falls on a day which is not a regular working day, the previous Saturday shall be observed as the holiday. By mutual agreement, if requested by either Party, a day other than the Statutory Holiday may be observed as the Holiday at a mutually agreed upon time. Stat Holiday Minimum Hours - For the purposes of this Article a Statutory Holiday shall be regarded as seven and one-half (7 :12) hours, or greater. The difference between the time scheduled and seven and onehalf (7 1'2) hours shall be taken as time off at a mutually agreed upon time. (Intent is time would be taken before next Stat where possible) Stat Holiday within Scheduled Vacation - In the event any of the holidays enumerated in Section 7.01 occur during the period of an employee's vacation, an additional day's vacation with pay shall be allowed for each holiday so occurring.

21 June 1, May 31, ARTICLE 8 - ANNUAL VACATION Vacation Year Definition a) Employees are entitled to annual vacation and annual vacation pay according to their completed years of consecutive service. The vacation year shall be January 1 st to December 31 st. b) Annual Vacations are awarded the employee prior to their being earned. Where an employee terminates or is terminated prior to the end of the vacation year and the employee has taken vacation in excess of the amount earned, the Credit Union shall recover pay for the unearned vacation taken. c) Full Time employees' vacation entitlement and vacation pay shall be calculated according to their completed years of consecutive service, governed by a common anniversary date of January 1 st. Part Time employees shall have their vacation entitlement calculated according to their completed years of consecutive service, but their vacation pay will be prorated and a percentage of gross earnings for the vacation year will be paid. d) A Part Time employee becoming Full Time will retain their vacation entitlement. Vacation pay will be prorated. Thereafter, the new Full Time employee shall have their vacation entitlement and vacation pay calculated as any regular Full Time employee st Year Entitlement - Vacation entitlement and vacation pay is prorated for new employees: (i) (ii) A Full Time or Part Time (As per Article 5.03 (c) employee who has completed their probation period shall be entitled to vacation and vacation pay of one (1) day per month for each month or major portion thereof, of service in their first year. After December 31 st of their first year of employment, employees will be considered to have completed their first year of service nd Year Entitlement - In the second vacation year of employment, an employee shall be entitled to receive a vacation of up to fifteen (15) working days. Pay for such vacation shall be at the current salary when vacation is taken for the number of days accrued in the first vacation year subject to 8.01 (b).

22 June 1, May 31, rd - 5 th Year Entitlement - In the third, fourth and fifth vacation year of employment an employee shall receive a paid vacation of fifteen (15) working days th _10 th Year Entitlement - In the sixth to tenth vacation year of employment inclusive, an employee shall receive a paid vacation of twenty (20) working days th - 15 th Year Entitlement - In the eleventh to the fifteenth year of employment inclusive, and each vacation year thereafter, an employee shall receive a paid vacation of twenty-five (25) working days th - 19 th Year Entitlement - In the sixteenth to the nineteenth year of employment inclusive, an employee shall receive an additional day of paid vacation each year as per the following table. 16 th year - 26 days % 17th year - 27 days % 18 th year - 28 days % 19 th year - 29 days % Section 8.06 ten percent (10%) plus a correspondin~ additional.4% for each additional year worked from the 16 th through the 19 h years th Year Entitlement and thereafter - In the twentieth year of employment and each vacation year thereafter, an employee shall receive a paid vacation of thirty (30) working days Vacation Pay Percentage of Earnings - For the entitlement set out in Section 8.03 and 8.04, vacation pay shall be at current salary when vacation is taken, or a percentage of gross earnings for the vacation year in which the vacation was accrued, whichever is greater. The percentage amount to be as follows: Section 8.01 Section 8.02 Section 8.03 Section 8.04 Section 8.05 Section 8.07 four percent (4%) four percent (4%) six percent (6%) eight percent (8%) ten percent (10%) twelve percent (12%) A part time regular shall maintain his/her company seniority date for the purpose of vacation pay entitlement.

23 June 1, May 31, Option Difference - The difference, if any, between an employees salary at the time vacation is taken and the appropriate percentage of gross earnings for the vacation year in which th.e vacation was accrued, shall be paid upon the employee's termination or when the vacation is taken Consecutive Weeks - Employees shall be entitled to take the vacation to which they are entitled in consecutive weeks, except where the application of this provision interferes with the scheduling of all the employees' vacations during the prime vacation periods Banking Vacations - Employees with fifteen (15) working days or more vacation shall be permitted to bank a maximum of five (5) days and take them in the following year Vacations Shall Be Taken - Except as provided in Section 8.11 all vacations shall be taken before December 31st of the following year Scheduling - Vacations must be posted and dated. The choice for vacation period shall be granted in line with seniority. However, seniority will not apply if after five (5) working days of the posting there is no contest by a senior employee for the same vacation period. All vacation postings for the period of October 1 st - April 30 th shall be posted prior to September 1 st and confirmed by September 15 th. All postings for vacation during the period of May 1 st - September 30 th shall be completed by the 15 th of April and shall be confirmed by the Employer by the end of April. Vacations not posted may be allocated by the Employer or will be forfeited except as provided in Section A list of employees vacation entitlement shall be posted by the Employer at least one (1) month prior to the April 15 th posting cut off date. An employee may cancel his/her vacation floaters, and ATO with one (1) day's notice. Rescheduling will not bump any other approved time off Absence Not Affecting Vacation Entitlement a) For employees with more than one (1) year of continuous service, absence due to injurylillness for a period of up to one (1) year shall be credited towards both vacation entitlement and vacation pay. For purposes of this clause, absence due to illness shall be interpreted to include maternity and parental leaves.

24 June 1, May 31, b) Leave of absence for Annual Vacation, Statutory Holidays, Union Business (9.02a), Bereavement Leave (9.03) and Jury or Witness Duty (9.04) will not result in a reduction of vacation pay Part time Employees - Part time employees are entitled to vacation as per Article 8. One week of vacation is relative to their normal schedule.

25 June 1, May 31, ARTICLE 9 - LEAVE OF ABSENCE 9.01 Leave of Absence - Injury/Illness - The Employer will grant leave of absence to employees suffering injury or illness in accordance with Article 10.02, & Worksafe BC. The employee shall report or cause to have reported to the Employer, that an injury or illness which required his/her absence from work as soon as may be reasonably possible a) Union Business - Upon written notice of five (5) calendar days, the Employer will grant leave of absence without pay to the employees who are elected as representatives to attend Union meetings and Union Conventions or as members of any negotiating committee of United Steelworkers Local in order that they may carry out their duties on behalf of the Union. The Employer shall not be required to grant such leave when the number of employees on leave, or to be on leave, at anyone time under this Section, exceeds one (1) in number; provided that the Employer will grant leave to more than one (1) employee where, in its opinion, it will not have the effect of interfering with the normal efficiency of the office. b) Union Position - Upon written notice of twenty (20) calendar days the Employer will grant leave of absence without pay to employees who are appointed or elected to a Union position for a period of up to and including two (2) years. Further leave of absence may be granted by mutual consent. The employee who obtains this leave of absence shall return to his Employer within thirty (30) calendar days after the completion of his term of employment with the Union. The Employer shall not be required to grant such leave of absences to more than one (1) employee at a time Bereavement Leave a) Parent, Spouse or Child - Effective February 21, 1995 when a death occurs to the parent, spouse or child of a regular full time employee, part-time regular employee who works greater than sixty (60) hours per month, the employee shall be granted an appropriate leave of absence for which he/she shall be compensated at his/her straight time rate of pay for days absent from his/her work schedule for a maximum of five (5) consecutive work days. i) Immediate Family - Effective February 21, 1995 when a death occurs to a member of the immediate family of a regular full time employee, a part-time regular employee who works greater than sixty (60) hours per month, not covered in 9.03(a), the employee shall be compensated as above to a maximum of three (3)

26 June 1, May 31, consecutive work days, or five (5) consecutive work days where travel outside a 240 km radius is required. b) Definition of Immediate Family - Immediate family is defined as the employee's spouse, mother, father, daughter, sister, brother, son, step children mother-in-law, father-in-law, step parents, grand parents and grand children. For the purposes of this provision, a spouse shall be a person residing with the employee and publicly represented as his/her spouse. c) Entitlement for Vacation and Holidays - Compensable hours under the terms of this Section will be counted as hours worked toward qualification for vacations and for recognized holidays but will not be counted as hours worked for the purpose of computing overtime. d) Leave of Absence - Part time regular employees shall be granted an appropriate leave of absence for which he/she shall be compensated at his/her regular straight time rate of pay for days absent from his/her regular work schedule for a maximum of three (3) consecutive business days Jury Duty a) Pay for Jury Duty - Any regular full-time employee who is required to perform Jury Duty, Coroner's Jury Duty, Coroner's Witness or Crown Witness on a day on which he/she would have worked will be reimbursed by the Employer for the difference between the pay received for such duties at his/her regular straight time rate of pay and benefits for his/her regularly scheduled hours of work. It is understood that such reimbursement shall not be for hours in excess of eight (8) hours per day or thirty-six (36) hours per week, less statutory pay received for the said Jury or Witness duties. The employee will be required to furnish proof of payment for the said duties. b) Entitlement for Vacation and Holidays - Hours paid for under the provisions of this Section will be counted as hours worked toward qualification for vacations and recognized paid holidays but will not be counted as hours worked for the purpose of computing overtime Pregnancy/Parental Leave a) Employment Standards - Leave of absence without pay in the case of pregnancy shall be granted in accordance with the "Employment Standards Act" which provides in part: i) for a period of eighteen (18) consecutive weeks or a shorter period the employee requests, commencing eleven (11) weeks immediately

27 June 1, May 31, before the estimated date of birth or a later time the employee requests. ii) the leave shall not end before the expiration of six (6) weeks following the actual date of birth of the child unless the employee requests a shorter period. b) Written Notice - All requests for pregnancy leave shall be in writing giving twenty (20) days' notice and show the last day to be worked and the expected date of return to work. The employee shall also state whether they elect to pay their share of pension plan contributions, provided that upon thirty (30) days written notice the employee shall have the right to discontinue their share of pension contributions. c) Pension Benefit Continuation - In accordance with Section 53 of the Employment Standards Act, the services of an employee who is absent from work in accordance with this part shall be considered continuous for the purposes of Sections 36,37 and Part 5 and any pension, medical or other plan beneficial to the employee, and the Employer shall continue to make payment to the plan in the same manner as if the employee were not absent where: i) the Employer pays the total cost of the plan, ii) the employee elects to continue to pay her share of the cost of a plan that is paid for jointly by the Employer and the employee. d) Extended Pregnancy - leave up to six (6) months without pay will be granted upon receipt of a medical certificate. If further pregnancy leave is granted upon receipt of a medical certificate, benefits will continue to be paid by the Employer in accordance with Article The employee shall be entitled to apply for benefits under Article (b), (c) or (d). e) Unable to Perform - In accordance with Section 51 of the Employment Standards Act the Employer may require an employee to commence pregnancy leave where the duties of the employee cannot reasonably be performed due to conditions arising out of the pregnancy, and to continue the leave until the employee provides a certificate from a medical practitioner stating that she is able to perform her duties. f) Vacation Pay - for the period where an employee is on pregnancy leave as provided for in the Employment Standards Act shall be calculated as if the employee continued to work. (18 weeks plus 6 weeks).

28 June 1, May 31, Other Leaves Without Pay a) Campaigning - The Employer may grant unpaid leave of absence for a period of up to four (4) weeks to an employee nominated and campaigning for elective office. b) Public Office - An employee elected to Federal, Provincial or Municipal office which requires his/her full participation may be granted leave without pay during the term of such office. c) Notice Required - For the purpose of this Section, twenty (20) calendar days notice is required. d) Parental Leave - Leave of absence for Parental Leave will be provided to full time employees as provided in the Employment Standards Act Compassionate/Educational/Extended Vacation Leaves - The Employer may grant leave of absence up to a maximum of six (6) months without pay to employees for compassionate reasons or for educational or training or extended vacation purposes, conditional upon the following terms: a) Notice - That the employee apply at least one (1) month in advance unless the grounds for such application could not reasonably be foreseen. b) Reasons - That the employee shall disclose the grounds for application. c) Approval - That the Employer may grant such leave where a bona fide reason is advanced by the applicant or may postpone leave for educational or training purposes where a suitable replacement is not available. Where a request for a Leave is denied by the Employer, or an educational or training leave is postponed, the Employer shall give the reason for not granting the leave to the applicant in writing. d) Temporary Employment - Leave for education or training shall not apply to students employed on a temporary basis. e) Consult Union Committee - The Employer shall consult with the Union Committee in respect to any application for leave under this Section. f) Use Outstanding Vacation - That the employee must use all outstanding vacation entitlement prior to the Employer granting an unpaid leave of absence as provided in Article 9.06 (a) and 9.07.

29 June 1, May 31, Requests - Any employee desiring leave of absence must obtain same in writing from the Employer. The Employer shall respond within twenty (20) working days of request. a) Local Union Notified - If leave of absence is granted to an employee under Sections 9.05, 9.06, 9.07 and 9.08, or for any other reason not specified herein, a copy of such leave of absence shall be forwarded to the Local Union Return to Work Notice - Employees on leave of absence and/or illness for an indeterminate period or employees who wish to return to work prior to the expiration date of leave of absence for a fixed period, shall give the Employer one (1) days notice on the preceding working day of intention to return to work in the case of illness and one (1) weeks notice in the case of leave of absence. Doctor's Certificate - In case of illness, employees' shall also provide the Employer with a Doctor's certificate confirming that the employee is able to return to work Benefit Coverage - When an employee is on leave of absence, and is under the on-going care and treatment by a medical physician, as provided under this Article, including Injuryllliness, except Article 9.02 b), 9.06 and 9.07 Extended Vacation Leave, all premiums for benefit coverage shall be paid by the Employer to a maximum of (36) thirty six months.

30 June 1, May 31, ARTICLE 10 - BENEFITS Benefit Coverage a) All full-time regular and eligible part-time employees who regularly work sixty (60) hours or more per month, shall be entitled to coverage for themselves and their dependents pursuant to the terms of the Benefits Program, as amended from time to time, on the first day of the month following successful completion of probation, and subject to eligibility set out by the terms of the Benefits Program. The minimum benefit coverage is provided in b) A casual or part time employee who has worked an average of sixty (60) hours per month or more in the previous six (6) calendar months may join the Benefits Program. A minimum average of sixty (60) hours work per month must be maintained to retain eligibility. Earned vacation will count toward eligibility. The Employer's portion and the employees' portion of the premium payments will be prorated based on the hours worked in the previous six (6) calendar month period. A casual or part time employee may only opt into the Benefits Program once during the term of the Agreement Benefits Program - Details of the Benefits Program are contained in brochures provided by the Employer. The following benefits shall be fully paid by the Credit Union for full time employees and shared on a pro-rated basis for eligible part time and casual employees. Group Life Insurance - Dependent Life for Spouse and Dependents Accidental Death and Dismemberment Extended Health Care - Vision Care $400/24 Months - Eye Exams, $50/12 months for children, $50/24 months for adults Medical Services Plan Dental Plan 3 (75/75/50) Weekly Indemnity Plan A Long Term Disability Plan A Employee and Family Assistance- Enhanced Posaction Plan subject to the availability of Terms and Conditions as provided by the Insurance Carrier. a) The minimum (current) benefits coverage is provided in The Employer agrees to negotiate with the Union in the event they are considering changing benefit carriers or amending existing coverage.

31 June 1, May 31, The Union recognizes that management of the benefits program and their related cost is vested exclusively with the Employer. The Employer recognizes the Union's right to pursue any dispute relating to benefits through the grievance/arbitration process Sick Leave - Full time and eligible part time regular employees regularly scheduled to work sixty (60) hours per month or more, who are unable to work because of illness or injury shall receive pay from their Sick Leave Accrual a) Sick Leave Accrual - Full time employees shall accrue paid sick leave entitlement of seven and one-half ( 7 %) hours for each month worked. Accrued sick leave may be used to enhance salary and insurance benefits up to 85% of salary and to cover the Waiting Period for Accidental and Illness Insurance benefits at full salary Eligible part time employees may accrue sick leave benefits on a pro-rated basis. b) Non-Accrual - If no paid sick leave is accrued at the time sick leave is taken, then any sick leave taken will be unpaid. c) Sick leave may be accrued up to a maximum of five hundred forty (540) hours. If the employee drops below (540) hours, they may again accumulate. There is no payout of unused accumulated sick time on termination of employment or retirement. d) Salary Insurance Pay and Forms - The employee's sick leave accumulated shall be deducted for each day of illness. After a ten (10) day waiting period an eligible employee will receive two-thirds (2/3) salary from the insurance plan for the duration of the illness in accordance with the provisions of the Plan. It is the responsibility of the employee to complete and file the necessary application form to receive payment. Example: 7 % hours accumulated sick time equals 5.5 day's top-up from 66 2/3% to 85% e) Where an employee is off due to illness for less than a full shift, then only those hours the employee is sick will be deducted from the sick leave accrual. Actual hours will be rounded to the nearest half-hour (i.e. 3:46 rounded to 4 hours).

32 June 1, May 31, f) Sick leave accrual is only payable for bona fide illness or injury. The Employer reserves the right to request proof of illness or injury of any claim for paid sick leave. The Employer will pay the medical practitioner's fee for the proof for illness and injury as requested by the Employer. These provisions shall come into effect on the date of ratification of the Collective Agreement. Full time regular employees at the date of ratification shall be credited with sick leave on the basis of seven and one-half (7 %) hours for each month of service with the Employer to the maximum as set out in Article 10.03(c). Part time employees shall be credited with the balance of their accumulated sick leave bank on the date of ratification Vacation Sick Leave - Employees while on vacation may claim sick leave for illnesses in excess of three (3) days, subject to a Doctor's certificate Family Responsibility Leave - In the case of care, health or education of a child in the employee's care, or the care or health of any member of the employee's immediate family of a regular Full Time Employee, as per Article 9.03 (b), the following provisions shall apply: a) The employee is entitled to leave up to five (5) days during each employment year to meet responsibilities related to the care, health or education of a child in the employee's care or the care or health of any other member of the employee's immediate family. b) A Full-Time employee shall be entitled to such leave to be paid by the Employer as follows: half (.5) pay to a maximum of three (3) full days per year or six (6) half (.5) days per calendar year, all at half pay. All other time is unpaid. c) Part-Time and Casual employees are entitled to such leave up to five (5) days unpaid leave as per the Employment Standards Act. d) It is the responsibility of the employee to notify the Employer of the need for Family Responsibility leave as soon as reasonably possible Pension Plan - The Pension Plan shall be the Credit Union Central of B.C. Pension Plan and shall be a condition of employment for full-time regular employees effective after the first of the month following completion of one (1) year's service.

33 June 1, May 31, ARTICLE 11 - SALARIES a) Effective June 1 s t, 2008 add 3.25% to all categories b) Effective June 1 s t, 2009 add 3.50% to all categories c) Effective June 1 s t, 2010 add 3.50% to all categories d) Effective June 1 s t, 2011 add 3.50% to all categories e) Effective June 1 s t, 2012 add 3.50% to all categories f) The Employer agrees to pay a $1, one-time payment to the Employees upon ratification. g) Pay periods - will be bi-weekly. h) First Aid Attendant - The Employer shall cover all shifts with one (1) trained first aid attendant. The Credit Union agrees to maintain ten (10) employees who qualify for designation and shall pay for the cost of training and, if the course is taken outside regular working hours, the time spent taking the course. If an employee is designated as the first aid attendant for a specific shift, they shall be paid $2.00 per shift. i) Any retroactive pay increases shall only apply to those employees who remain employees on the date of ratification New Classification Rate of Pay - When a new job classification is created the Employer may set an interim rate and shall then notify the Local Union as to the particulars. The official job title will be discussed with the Union and the rate will then be negotiated between the Parties Job Descriptions/Rate of Pay a) Job descriptions are written with the intent to set forth the general duties and requirements of the job and to indicate the level of skill required and shall not be construed as imposing any restriction on the right of the Employer to create a new job or to assign duties to employees other than those specifically mentioned in job descriptions, provided always that if the assignment of such duties changes the job content sufficiently to justify a review of the job rate, the Local Union shall be notified and a revised rate will be negotiated between the Parties. The effective date for the new rate shall be the date the job was submitted for review.

34 June 1, May 31, b) Job descriptions will be reviewed by the Employer with the Employee and the Union when changes to the position are made by the Employer Promotional Increases a) b) c) a) Promotion - Minimum Increase - When an employee is promoted to a higher position, the salary for the new position shall be at the step in the higher salary range which will ensure a minimum of Fifty Dollars ($50.00) Monthly, Twenty-three Dollars and Eight Cents ($23.08) Bi-Weekly when advancing between Groups I through IV and One Hundred Dollars ($100.00) Monthly, Forty-six Dollars and Fifteen Cents ($46.15) Bi-Weekly when advancing between Group IV and Group V. The promotional increase will be effective from the day the employee assumes the new position. Part-Time Regular And Casual Becoming Full-Time - A part-time regular or casual employee becoming full-time shall be placed on the appropriate salary range at a step in length of service consistent with his/her length of accumulated service based on days worked. Full-Time Regular becoming Part-Time or Casual - A full-time employee who chooses to become a part-time regular or casual, will stay at the same rate of pay if they maintain their current job. When the new job is different but in the same or a lower category, their rate will be commensurate with their ability to perform in the new job. Salary Progression-Full Time Regular - Full-time regular employees shall move from step to step in their salary range upon completion of the following amounts of service at each step: Start rate to 6 months 6 Months rate to 12 months rate 12" "" 18" " 18" "" 24" " 24" "" 30" " 30" "" 36" " 6 months 6 months 6 months 6 months 6 months 6 months b) Salary Progression-Part-Time Regular - Part time regular employees shall progress through the scales from the trainee rate, except as provided in 11.04(c) on the basis of days worked (i.e. one hundred twenty (120) working days equals six (6) months.)

35 June 1, May 31, c) Salary Progression-Casual - Casual employees shall progress through the wage scale from the trainee rate, except as provided in 11.04(c), on the basis of days worked (i.e. one hundred twenty (120) working days equals six (6) months.) Higher Salary Step - A new employee may be advanced to a higher salary step by the Employer after completion of his/her probationary period. In such cases the Union will be advised Travel Time - All Employees that travel to another Branch of the Credit Union for work or use their vehicle for work, will have their travel expenses reimbursed in accordance with the Canada Revenue Agency mileage rate and any other approved related expenses (hotel, meals, etc.). Travel time will be without loss of payor if outside regular work hours shall be at straight time pay. Mileage will be calculated on actual distance travelled. Mark Atkinson will issue a binding decision on any grievance arising out of this matter.

36 June 1, May 31, ARTICLE 12 - SENIORITY Definition - Seniority for full-time employees is defined as the length of the employees continuous service with the Employer and its predecessors. Wherever the word, term, or reference of "Seniority" is written the new term "Branch Seniority and Company Seniority" in that order will apply. Branch Seniority Defined: Branch Seniority is the length of continuous service in a Branch. Company Seniority Defined: Company Seniority is the length of continuous full-time or part-time service with the Credit Union. It shall be the governing factor in determining vacation and retirement entitlements but not scheduling of vacations. Job Postings Selection: Selection for Job Postings will be made in Branch first and then out of Branch. Seniority Branches defined: The Seniority Branches at Nelson & District Credit Union are: Nelson Branch East Shore Branch Rossland Branch Job Retention/Recall Rights - Seniority, skill and ability considered will determine the employees job retention and recall rights. Selections for job vacancies shall be made on the basis of qualifications and ability to do the job, and seniority, in that order. In the event two or more employees have similar qualifications and abilities, the employee with the greatest seniority shall be selected Leaving Bargaining Unit - Except as provided in Section and following, an employee who leaves the bargaining unit and subsequently returns, will be considered a new employee from the date of re-entering the unit for the purposes of determining seniority credit.

37 June 1, May 31, Return to Bargaining Unit a) Returning to Bargaining Unit Within 3 Months - When a member of the Bargaining Unit is promoted to a non bargaining unit position, it is agreed that they shall have the right to return to their former position within a period of three (3) months from the date of their promotion with no loss of seniority. b) Returning to Bargaining Unit After 3 Months - If, for any reason, the employee returns to the Bargaining Unit after a three (3) month period, he/she shall be credited with the seniority accumulated during his/her previous period of employment with the Bargaining Unit. They may return to their former position if they are senior or may bump to where their seniority, skill and ability allows Seniority Accrual - A full-time regular employee, laid off and placed on recall, will retain and continue to accrue seniority as provided in Article 14.03(a) Leave of Absence Accrual - An employee on approved leave of absence will continue to accrue seniority except as provided in 9.06(a) and (b) Part-time Regular Employees Seniority - Seniority for employees in this category shall be as follows: a) Separate Seniority List - They shall be on a separate seniority list from full-time regular employees, and be as defined in Article 5, Section 5.03 of this Agreement. b) Accrual - They shall accrue seniority on the basis of one (1) day for each day worked regardless of the number of hours worked in each day. c) Reduction of Staff - Should a reduction in staff become necessary, parttime employees will not be allowed to exercise their seniority to displace a full-time regular employee. d) Part-Time Becomes Full-Time - A part-time employee who becomes a full-time regular employee shall be placed at the bottom of the full-time employees' seniority list effective the date of such change in status and shall accumulate seniority as a full-time regular employee from that date onward in accordance with the provisions of this Agreement Casual Employees Seniority - No seniority shall accrue for short terms of temporary or casual work. Where a casual employee becomes a full-time or a part-time regular employee without a break in service, seniority shall start from the last date the employee started work as a casual employee. The Employer

38 June 1, May 31, shall keep a separate list of casual employees. A casual employee's working days of service shall be applied when calling them to work, subject to the provisions of Article 5.01 and Article Provide Seniority List - The Employer shall supply the Union Committee with a revised seniority list every six (6) months Seniority Lost - All seniority will be lost when the Employee: 1. voluntarily terminates their employment, 2. is discharged for just and reasonable cause; 3. the employee does not return to work on the date specified following an approved leave of absence unless it is through no fault of the employee; 4. retires in accordance with the Credit Union's retirement policy; 5. accepts gainful employment while on a granted leave of absence without the Credit Union's written consent;

39 June 1, May 31, ARTICLE 13 - CROSS TRAINING PURPOSE GENERAL a) To recognize seniority as the primary basis for candidate selection for cross training. b) To recognize the impact that staff training will have on: i) personal employee development/morale ii) employee promotibility iii) efficient back up c) It is the intention of this program to allow for all employees to receive cross training and provide back up for all positions. It is the intention of this program, that over time, each individual will be cross trained for one position. 1. Bargaining Unit Position - The program applies to all Bargaining Unit positions in the Credit Union. 2. Posting - The Credit Union shall post all cross training opportunities for a period of three (3) working days. Absent employees will be given the opportunity to apply for cross training positions. Training will normally commence within two (2) weeks or as mutually agreed. 3. Selection - An employee must have been employed for six (6) months prior to receiving cross training, unless mutually agreed to do otherwise. The selection of successful candidates shall be those with the most seniority, or in the case of casuals, the one with the most working days of service. 4. Length of cross training - Will be a minimum of twenty (20) working days. Minimum period will depend on assessment. The assessment will be done after the ten (10) working days and again after twenty (20) working days. If the assessment identifies additional training is required it will be provided. After each assessment, it will be signed off by the trainer, trainee and appropriate manager. Once Cross Training is completed, it will also be signed off by the trainer, trainee and the appropriate manager.

40 June 1, May 31, Number Trained - The Employer may train more than one (1) employee as backup for any position. 6. Training Terminated - If an employee's training has been terminated because of incompetency, or if the employee gives up the cross training position prior to being declared competent, he/she will not be allowed to re-bid for that cross training position unless there is a significant change in job content. 7. Declared Competent - When an employee has been declared competent, the employee must accept an assignment to the position for at least the period necessary to train a replacement unless the employee has justifiable reasons for refusing. Cross trained employees who have been declared competent and who are performing the job shall be monitored in the position on an ongoing basis to identify areas of additional training. The parties will endeavour to cooperate in addressing cross training concerns and problems. 8. Pay - The rate of pay for employees training under this Agreement shall be at their regular rate of pay. 9. Positions Held a) No employee will hold more than one cross training position at anyone time. An employee may not "give up" their current cross trained position in order to bid on another cross training position for a period of two (2) years unless there are no applicants for the position and the parties mutually agree to allow them to bid on another position. b) Subject to Article 9 a) above and Article 13, General 10, seniority will determine who performs the relief work if more than one person holds the same cross training position. 10. Minimum Time - The employee will receive a minimum of three (3) weeks in the position each year, to ensure the employee remains current in the position. Scheduling may be affected by vacation and other operational needs. 11. List - The Employer shall provide a list/schedule of cross trained employees to the Union. 12. Set up individual growth plans (career paths) based on the employee's career objectives. It is understood there may be constraints to an individuals growth plan that need to be considered, seniority, tech change, direction of the financial industry, the needs of the organization, etc.

41 June 1, May 31, ARTICLE 14 - LAYOFF AND RECALL Reduction of Work - In the event of a reduction in forces, the last person hired shall be the first released subject to the competency of the person involved Notice of Layoff - Regular full-time employees shall be given two (2) week's notice of layoff or two (2) weeks salary in lieu of notice Seniority Retention a) An employee who 'bumps' into another position will be assessed for competency during a 20 working day qualifying period. 'Qualified' is defined as being able to do the job. b) During a reduction of forces where the Employee will not be able to maintain their regular job, they may elect to apply their seniority to obtain a job paying the same, lower or higher rate of payor accept the layoff until their regular job becomes available. The Employee, after notifying the Employer, may return to work at any time, if there is any work available. c) Employees shall return to their previously held job if their job becomes vacant on a temporary or permanent basis. d) Emplo yees who are laid off due to a lack of work or are bumped shall maintain their original status and seniority for a period of 18 months. i) A Full Time or a Part Time Employee on layoff who is recalled by the Employer shall have their seniority reinstated on the completion of the first day's work. e) A Full Time Employee who is laid off and accepts casual work will maintain their original status Recall - In the event of a job vacancy, persons on the recall list shall be recalled in order of seniority, competency considered Notice of Recall - Notice of recall to an employee on the recall list shall be sent by registered mail to the employee's last known address. An employee on the recall list may be bypassed if the employee fails to respond to the notice within three (3) calendar days of receiving it Employee Bypassed - An employee bypassed under the foregoing condition shall be kept on the recall list for his/her remaining recall period.

42 June 1, May 31, a) Employer Informed of Address - It shall be the employee's responsibility to keep the Employer informed of his/her address during a layoff Full-Time Bumping Part-Time or Casual - In the case of a layoff of a full-time regular employee, they shall have the right to exercise their seniority in bumping a part-time regular or a casual employee, provided that the full-time regular employee has more seniority and is qualified to perform the work. This will not prevent the laid off full-time regular employee from returning to his/her former full-time or similar job over the part-time regular or casual employee Benefit Coverage - During a layoff, the Employer will provide the option to the laid off employee to retain benefit coverage for a period of three (3) months, that cost to be paid by the Employer.

43 June 1, May 31, ARTICLE 15 - JOB POSTING a) Positions Vacant or Created - All jobs upon becoming vacant or when created shall be posted on a bulletin board at all the Employer's premises for three (3) full consecutive working days. The posting shall identify: i) the job title and job description ii) job category iii) salary level iv) qualifications required v) shifts vi) permanent or temporary vii) state the date and hour of closing of applications viii) projected start date of the position ix} Information used in the selection process for a job posting will be provided to the Union, upon request, in the event of a selection grievance for this posting. A brief outline shall be provided to the Union Committee. Within five (5) working days, the Employer shall post the name of the successful applicant(s) for two (2) working days. b) Selection Criteria Selections for job vacancies shall be made on the basis of qualifications and ability, relative to do the job, and seniority, in that order. In the event two or more employees have similar qualifications and abilities, the employee with the greatest seniority or in the case of casuals, the Employee with the most working days of service shall be selected. Entry level requirements and qualifications will be based on the following five (5) factors: 1. Education - formal or informal study courses used to gain familiarity with a field; 2. Experience - participation or practice in activities related to the duties and responsibilities of the position; 3. Skill - expertise or ability to perform effectively;

44 June 1, May 31, Knowledge - possessing an understanding of facts, theories, systems, practices, regulations and other subject matter relevant to the duties and responsibilities of a position. 5. Past Work Performance - demonstrated quantity and quality of work performed previously with particular emphasis on work performance that is relevant to the duties and responsibilities to the position under consideration. c) Job Vacancies Filled within the Bargaining Unit - It shall be the intent of the Employer to fill all job vacancies from within the Bargaining Unit. d) i) Temporary Vacancies - A temporary absence for the purpose of posting is for a fixed and determinable time, unless extenuating circumstances become apparent. (Usually temporary is for a period of six (6) months or less). ii) 20 Working Days or Less - If a temporary absence is for twenty (20) working days or less, than the Credit Union can fill the vacancy with the senior qualified employee or if not available, a casual. iii) More than 20 Working Days - If a temporary absence is for or likely will be more than twenty (20) working days, the job shall be posted and the provisions of this Article will apply. iv) Posting Temporary Vacancies - All temporary vacancies will be posted for a period of three (3) working days, the Employer shall post the successful applicant within five (5) working days for two (2) working days. v) Employee Status - An employee filling a posting as a result of a temporary absence shall maintain their status at the time they applied for the posting. vi) Employees already working in a temporary posting will not be able to bid into another temporary posting until completion of the posting or twelve (12) months, whichever occurs first, unless mutually agreed otherwise by the Employer and the Employee. e) i) Long Term Absences - If a temporary full time or part time position is known to be or will be longer than six (6) months, then the Employee filling such a position will receive the salary and all other entitlements of a Full Time Employee or Part Time

45 June 1, May 31, Employee consistent with the position, for the duration of their employment in that temporary position. A Part Time Employee filling a temporary full time position, who is eligible for pension entitlement under Article 5.03 a) and b) will continue to receive the benefit as described in Article 5.03 for a period of twelve (12) months. After 12 months, the Employee will participate in the Pension Plan as per Article Job Postings-Absentee Bids - Employees may pre-sign an Absentee Bid Job Posting Form provided by the Employer once each calendar year, no later than January 31 st of that calendar year, indicating their interest in a job or jobs which may be posted by the Employer in that calendar year in the event of a job posting occurring when the employee is absent. In addition, the employee will submit a completed application form along with the Absentee Bid Job Posting Form (see Appendix 3) a) Job Posting Forms - All bids on posted job vacancies shall be made on a form to be provided by the Employer allowing the applicant to state their qualifications based on the criteria outlined in Article (b). b) Selection Preference - Preference in selection shall be based on the selection criteria template for the position posted. c) Denied Posting-Right to Know - An employee not selected shall upon request be given the reason therefore. This shall be done in the presence of a job steward if the employee and/or Employer so desire Training Period - An employee selected for a position through job posting shall be allowed a training period of twenty (20) working days. Up to the end of the training period an employee may voluntarily return to, or upon failing to qualify, after reasonable training, the Employer may direct the employee to return to his/her former job. No loss of seniority will result. The training period may be extended by mutual consent Job Description/Training - It is further agreed that the matter of job descriptions and job training procedures will be dealt with between Management and the Committee.

46 June 1, May 31, Posting to a Part time or Casual Position a) If a full time Employee bids into a part time or casual position, he/she shall be placed on the part-time or casual list in accordance with his/her previously earned seniority based on 'days worked', b) If a part time Employee bids into a casual position, he/she shall be placed on the casual list in accordance with his/her previously earned seniority based on 'days worked', c) If a full time or part time Employee chooses to work casual then he/she shall be placed on the casual list in accordance with his/her previously earned seniority based on 'days worked', But it is noted that we agree that this language defines placement on the Seniority List (reference Article 12 - Seniority),

47 June 1, May 31, ARTICLE 16 - TECHNOLOGICAL CHANGE a) Definition - For the purpose of this Article, Technological Change shall be as interpreted in the Labour Relations Code of BC under joint consultation and adjustment plans. b) Notice of Intent - The Employer will provide the Union with not less than sixty (60) days notice of intention to introduce technological changes at the Employer's place of business covered by this Collective Agreement which might result in the reduction of personnel and/or change in job duties sufficient to change job grouping. c) Adjustment Plan - The parties shall meet and negotiate an Adjustment Plan as per Labour Relations Code Co-operate With Training - The Employer shall cooperate with the Government of British Columbia and participate in every way possible in training or retraining of employees so affected Retraining - Wherever practical an employee becoming redundant due to new equipment or procedures, shall be eligible for retraining to qualify for the operation of such new equipment or procedure, or to qualify for new positions. Such retraining shall be provided by the Employer without cost and without loss of pay to the affected employee Retain Present Salary - Employees who are being retrained for a newly created position or who accept a position with a lower salary range than their current range shall retain their present salary. If their salary is above the maximum of the lower salary range, they shall be considered as incumbents with red circle protection Elect Termination or Recall - In cases where the retraining of an employee is not practical, or where other positions with the Employer are not available, the employee shall elect for termination of employment or shall elect to be placed on the recall list in accordance with Article 14, Section Severance Pay Due and Payable - Severance pay as provided for in Article 16, Section 16.08, shall be due and payable to a displaced employee, immediately upon termination in addition to two (2) weeks notice, or pay in lieu of such notice.

48 June 1, May 31, Severance Pay Entitlement - Employees terminated or laid off because of technological change shall be entitled to severance pay of one (1) weeks' pay, at the employee's current regular salary rate, for each year of service with the Employer. The amount calculated under such entitlement shall not exceed a maximum of ten (10) weeks' pay. a) Severance Pay Upon Termination/Expiration of Recall - An employee who chooses to be laid off and placed on the recall list may elect to terminate during the recall period and be paid his/her severance pay entitlement upon termination or expiration of recall Employees affected by Technological Change are entitled to exercise their rights under Article Enhanced Notice and/or Severance Pay in Lieu of Notice in the event of a Merger and/or an Acquisition. In the event of a merger with, or an acquisition of or by, another organization, a Full-Time or Part-time employee who may be laid-off, as a result of the merger or acquisition, within one year of the effective date of the merger or acquisition, shall be entitled to enhanced notice and/or severance pay in lieu of notice. Entitlement to enhanced notice and/or severance pay in lieu of notice shall be one week's notice, or pay in lieu, for each year of service to a maximum of thirteen (13) weeks notice and/or pay in lieu of notice. Pay in lieu of notice shall be calculated at the employee's current regular salary. For Part-Time employees, the pay in lieu of notice shall be on a prorated basis.

49 June 1, May 31, ARTICLE 17 - GENERAL PROVISIONS Union Rep Access To Employer Premises - Official Union representatives shall obtain access to the Employer's premises for the purpose of this Agreement by written permission which will be granted by the Employer on request and subject to such terms and conditions as may be laid down by the Employer No Strikes or Lockouts - The Employer shall not cause or direct any lockout of employees during the life of this Agreement; and neither the Union nor any representative thereof, nor any employee shall in any way authorize, encourage or participate in any strike, walkout, suspension of work, or slow down on the part of any employee or group of employees during the life of this Agreement until all provisions of this Agreement relating to grievance and arbitration procedure have been complied with unless failure to comply with such procedure is due to any act or refusal to act or misconduct of the Employer or the Union Signing Authority - The Union agrees to advise the Employer of the names of the persons who have authority to sign Agreements on behalf of the Local Union Revision of Rates - It is agreed and understood that no new upward or downward revision of rates will be established by the Employer without mutual agreement with the Local Union Future Rules or Regulations - All future rules and regulations affecting the employees may be put in force only after consultation with the Union Committee Disciplinary Action Progressive Discipline - The value of progressive discipline with the aim of being corrective in application is recognized by both Parties. Right to Representation - Should it be necessary to discuss with an employee a matter which could result in disciplinary action being taken, such discussion will be conducted in private with the employee and a member of the Union Committee, unless the Employee refuses representation. Personnel File - Employees shall have the right to review their personnel files upon reasonable notice, and in the presence of a manager Union Bulletin Board - The Employer shall supply an adequate official bulletin board for the use of the Committee in posting official notices.

50 June 1, May 31, Notification of Promotions, Etc. - Once each month, the Employer shall notify the Union in writing of all promotions, hiring's, layoffs, transfers, recalls and terminations of employment within the Bargaining Unit Safety and Health - The Employer shall provide adequate conditions including proper lighting, heating, ventilation and washroom and lunchroom facilities. Unsafe Equipment/Conditions - No employee shall be expected to work with unsafe equipment or under unsafe conditions. An employee who has reasonable cause to believe that unsafe conditions exist shall report same immediately and such conditions shall be investigated by the Manager together with a Union Committee member and rectified as soon as possible. The Employer will take into account Ergonomic factors and issues when purchasing new equipment and/or undertaking renovations to the workplace. Ergonomic concerns as raised will be addressed as soon as possible as per WorkSafe B.C. regulations In-House Benefits - Employees shall, subject to normal statutory regulations and Credit Union policies, enjoy the following Credit Union services under these specified terms: a) Chequable Demand Deposit Accounts with no monthly or per item service charges and no ATM or POS charges, to a limit of two (2) Personal membership numbers. b) Free cheque printing to a maximum of Ten ($10.00) Dollars per order and two (2) orders per year on each personal account designated with staff benefits. c) Small safety deposit box (if available). d) For Mortgage Loans, the best-posted member rate available for the Term chosen, which is currently described on the NDCU Internal Rate Sheet as the Market Rate less the Maximum Potential Discount. Mortgage loan pricing is secured from the date the mortgage is approved. e) For Personal Loans, Nelson & District Credit Union Prime + Zero (0)%. f) For Lines of Credit i) For Lines of Credit, Nelson & District Credit Union Prime.

51 June 1, May 31, g) No Loan Administration charges, defined as "fees the Credit Union may charge internally over and above the Credit Union's cost", and specifically to include: i) Any internal surcharge on PPSA registrations (personal only) ii) iii) Any internal processing fee to modify a mortgage, once per term of the mortgage Any internal fee for personal mortgage discharges But does not include: i) Mortgage penalties ii) iii) iv) Commercial Loan fees Any fees charged by a lawyer in the preparation, registration, and discharge of any loan document Appraisals, Surveys, CMHC Fees, Title Insurance, etc. v) Overdraft charges. Employees shall offer the Credit Union the first opportunity to quote and/or offer any corresponding products related to mortgages, personal loans and lines of credit, and insurance products. Exceptions that the Credit Union may make from time to time in pricing loans on an individual member basis will' not become the new "best rate" for staff Employment Standards - This Collective Agreement incorporates as a minimum standard contractual terms, all provisions of the Employment Standards Act Video Display Terminals - Upon request of an employee who believes her pregnancy to be jeopardized by working at a VOT terminal, the Credit Union will do its utmost to transfer the employee to another position at a salary commensurate for the position. If no such position is available, the employee shall be granted a leave of absence without pay for the period of the pregnancy Performance Management - The Employer will endeavour to evaluate each employees performance annually and provide an informal (but documented) evaluation semi-annually.

52 June 1, May 31, ARTICLE 18 - GRIEVANCE PROCEDURE Outline of Steps - The Employer and the Union mutually agree that, when a grievance arises it shall be dealt with without stoppage of work in the following manner: STEP 1: The individual employee, with a job steward, shall first take up the matter with the Supervisor in charge of the work. The grievance must be filed within ten (10) working days of one of the following: a) the incident giving rise to the grievance b) the employee becoming aware of the incident giving rise to the grievance. c) when the employee ought to have reasonable known of circumstances giving rise to the grievance. STEP 2: STEP 3: STEP 4: If a satisfactory settlement is not then reached, it shall be reduced to writing by both Parties, when the same employee and the Committee shall take up the grievance with the Office or Branch Manager. If desired the Union Business Agent shall accompany the Committee. If the grievance is not then satisfactorily resolved, it shall be referred to an authorized representative of the Union and the Management. If a satisfactory settlement is not then reached, it may be dealt with by arbitration, as provided for in Article 19 of this Agreement Grievance Abandonment - If a grievance has not advanced to the next stage under Step 2, 3 or 4, within fourteen (14) days after completion of the preceding stage, then the grievance shall be deemed to be abandoned, and all rights of recourse to the grievance procedure shall be at an end. Where the Union is not able to observe this time limit by reason of the absence of the aggrieved employee or the Committee, the said time limit shall not apply. The Union shall be bound to proceed in such a case as quickly as may be reasonably possible Right to Refer - The Employer or the Union shall have the right to refer any dispute regarding the interpretation, operation, or any alleged violation of this Agreement to the other Party at Step 3 of the foregoing.

53 June 1, May 31, Extension of Time Limits - Time limits may be extended by mutual written agreement.

54 June 1, May 31, ARTICLE 19 - ARBITRATION Procedure - When any difference arises between the Parties as to the interpretation, application, operation or alleged violation of this Agreement, including any question as to whether a matter is arbitrable or not, the matter may be referred by either Party to arbitration. The Parties to this Agreement hereby agree to use the services of a single arbitrator as a means of settling grievances and disputes Notification - The Party desiring arbitration under this Article will notify the other Party, in writing, in accordance with the provisions of Article 18, Section 18.01, Step 4. The notice shall set out the question(s) in the opinion of the Party seeking arbitration, to be arbitrated Appointment of Arbitrator - The Parties to the dispute will there upon meet within ten (10) working days to decide upon an Arbitrator. Failing agreement upon a person willing to act, either Party may apply to the Minister of Labour for the Province of British Columbia to appoint an arbitrator. Hearings shall commence within thirty (30) working days of the appointment of the Arbitrator Time Limit for Arbitrator - Upon agreed appointment of an Arbitrator, the Arbitrator shall hear the Parties, settle the terms of question to be arbitrated if necessary and make his award within fifteen (15) working days of the appointment or within such extended period as may be mutually agreed to by the Parties to the dispute. The Arbitrator shall deliver his award, in writing, to each of the Parties and the award shall be final and binding on the Parties. The Arbitrator shall not be vested with the power to change, modify or alter any of the terms of this Agreement Costs/Expenses of Arbitrator - Each Party shall pay their own costs and expenses of the arbitration and one-half the remuneration and expenses of the Arbitrator.