TABLE OF CONTENTS ARTICLE PURPOSE OF THE AGREEMENT... 5 ARTICLE DEFINITIONS... 5 ARTICLE APPLICATION AND GENERAL PROVISIONS...

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1 06322 (13)

2 TABLE OF CONTENTS ARTICLE PURPOSE OF THE AGREEMENT... 5 ARTICLE DEFINITIONS... 5 ARTICLE APPLICATION AND GENERAL PROVISIONS... 7 ARTICLE UNION RECOGNITION... 7 ARTICLE MANAGEMENT RIGHTS AND RESPONSIBILITIES... 7 ARTICLE RIGHTS OF EMPLOYEES... 8 ARTICLE UNION REPRESENTATIVES... 9 ARTICLE CHECK-OFF ARTICLE LISTS AND DOCUMENTS ARTICLE ADVISORS ARTICLE ACCESS TO THE PREMISES BY THE UNION ARTICLE BULLETIN BOARDS ARTICLE SENIORITY NFB-SGCT (CUPE, Local 4835) Collective Agreement

3 ARTICLE POSTING OF NOTICES OF VACANT POSITIONS ARTICLE EMPLOYEES' BENEFITS ARTICLE EMPLOYEE FILES ARTICLE HOURS OF WORK AND OVERTIME (NON-LOCATION PERSONNEL) ARTICLE HOURS OF WORK AND OVERTIME (LOCATION PERSONNEL) ARTICLE TRAVEL ARTICLE CALL BACK PAY ARTICLE REPORTING PAY ARTICLE STANDBY PAY ARTICLE SHIFT WORK ARTICLE TEMPORARY PROMOTION ARTICLE GRIEVANCE PROCEDURE ARTICLE LEAVE - GENERAL ARTICLE CONTINUOUS SERVICE NFB-SGCT (CUPE, Local 4835) Collective Agreement

4 ARTICLE VACATION LEAVE ARTICLE DESIGNATED HOLIDAYS ARTICLE SICK LEAVE ARTICLE SPECIAL LEAVE ARTICLE COURT LEAVE ARTICLE INJURY ON DUTY LEAVE ARTICLE MATERNITY LEAVE & FAMILY RESPONSIBILITIES LEAVE ARTICLE LEAVE FOR UNION ACTIVITIES ARTICLE CAREER DEVELOPMENT ARTICLE LEAVE WITHOUT PAY ARTICLE SEVERANCE PAY ARTICLE FREE-LANCING ARTICLE UNION MANAGEMENT LABOUR RELATIONS COMMITTEE ARTICLE RECLASSIFICATION AND STATEMENT OF DUTIES NFB-SGCT (CUPE, Local 4835) Collective Agreement

5 ARTICLE TECHNOLOGICAL AND WORK PROCEDURE CHANGES ARTICLE PERFORMANCE REVIEW ARTICLE SAFETY AND HEALTH ARTICLE PERSONNEL TRANSPORTATION ARTICLE PART-TIME EMPLOYEES ARTICLE PAY ARTICLE AGREEMENT RE-OPENER CLAUSE ARTICLE DURATION AND RENEWAL APPENDIX A RATES OF PAY (37.5 HOURS PER WEEK) RATES OF PAY (40 HOURS PER WEEK) APPENDIX B NFB POSTING POLICY APPENDIX C NUMERICAL RANGES LETTERS OF AGREEMENT NFB-SGCT (CUPE, Local 4835) Collective Agreement

6 ARTICLE 1 PURPOSE OF THE AGREEMENT 1.01 The purpoe of thi agreement i to etablih and maintain condition of employment and other working condition, rate of pay and other related matter of the employee within the bargaining unit, and to provide appropriate procedure for the reolution of dipute ariing during the term of the agreement The partie to thi agreement hare the deire to improve the quality and originality of the National Film Board production and ditribution and to etablih an effective working relationhip between them in order to promote the well-being of the employee and to meet the objective of the National Film Act while repecting the Public Service Labour Relation Act (PSLRA). ARTICLE 2 DEFINITIONS 2.01 "the Union" (le Syndicat) mean Le Syndicat général du cinéma et de la téléviion (Canadian Union of Public Employee, local 4835) "Bargaining unit" (unité de négociation) mean the unit recognized a appropriate for collective bargaining by the Public Service Labour Relation Board (PSLRB) and refer to the employee of the Employer in the Technical Category a decribed in the certificate iued by the PSLRB, on June 13, "Employee" (peronne alariée) mean a peron recognized a an employee according to the term of the PSLRA and who belong to the bargaining unit (a) "Part-time employee" (peronne alariée à temp partiel) mean, in accordance with claue 2.03, an employee whoe normal cheduled hour of work are le per week than a full time employee. (b) "Temporary employee" (peronne alariée temporaire) mean, in accordance with article 2.03, an employee hired over a pecific period. (c) "Continuou tatu employee" (peronne alariée à tatut continu) mean an employee who occupie an indeterminate poition or a temporary employee who hold for at leat three (3) year a determinate or indeterminate poition "Employer" (Employeur) mean the National Film Board "Memberhip due" (cotiation yndicale) mean the due etablihed puruant to the contitution of the Union a the due payable by it member a a reult of their memberhip in the Union "Continuou employment" (emploi continu) mean: NFB-SGCT (CUPE, Local 4835) Collective Agreement

7 (a) (b) with reference to any employee other than a caual employee or an employee who ha been laid off, employment in the Public Service that i not interrupted for three conecutive month or more; and with reference to a lay-off, employment in the Public Service prior to lay-off and after re-appointment "Weekly rate of pay" (taux de rémunération hebdomadaire) mean an employee' annual rate of pay divided by fifty-two decimal one even ix (52.176) "Daily rate of pay" (taux de rémunération quotidien) mean an employee' weekly rate of pay divided by five (5) "Day of ret" (jour de repo) in relation to an employee mean a day other than a holiday on which that employee i not ordinarily required to perform the dutie of hi/her poition other than by reaon of hi/her being on leave "Compenatory leave" (congé compenateur) mean leave with pay in lieu of cah payment for overtime worked, and uch leave with pay will be equivalent in value to the cah payment that would otherwie have been made (a) "Vacant poition" (pote ouvert) mean a poition within the bargaining unit for which the Employer wihe to exercie it authority to hire an employee or for which it wihe to appoint an employee. (b) "Continuou poition" (pote continu) mean an indeterminate poition referred to in the organizational plan developed by the NFB in accordance with the proviion of the National Film Act "Claification" (niveau) mean the regrouping of different function which come within a valuation difference determined in Appendix C "Holiday" (jour férié) mean the twenty-four (24) hour period commencing at 00:00 hour of a day deignated a a paid holiday in thi Agreement "Executive Committee" (Bureau de direction) ignifie the officer elected by the General Aembly of member who adminiter the Union between meeting of the General Aembly Spoue (conjoint-e) mean a peron who: i married to and cohabit with another peron; i in a conjugal relationhip with but not married to another peron, and ha cohabited with that peron for at leat one (1) year; or i in a conjugal relationhip with and cohabit with another peron but i not married to that peron and a child i born or to be born of their relationhip, or the two peron have adopted a child together, or one of the two peron ha adopted the other peron child Trainee (tagiaire) mean anyone enrolled in an educational program involving one or more on-the-job training period with the Employer. The trainee hall not be paid and hall not benefit from the proviion of thi collective agreement. The ue of trainee hall not have the effect of reducing the work hour normally performed by employee. The Employer hall notify the Union a oon a poible about uch a training period NFB-SGCT (CUPE, Local 4835) Collective Agreement

8 and provide it with a copy of the on-the-job training program in which the trainee i enrolled. It hall provide uperviion and follow-up that i of benefit to the trainee "Layoff" (mie en diponibilité) mean the termination of employment of an employee becaue of lack of work or the dicontinuance of a function. ARTICLE 3 APPLICATION AND GENERAL PROVISIONS 3.01 The proviion of thi agreement are binding on the Union, employee, and the Employer The Englih and French text of thi agreement are the official text It i agreed that working condition which are not defined in thi Agreement will be determined by the regulation and guideline a defined by the NFB in the Human Reource Manual. The Employer i committed to conulting the Union regarding major change to be made to the Manual when they involve employee of the unit In the cae of conflicting interpretation between the preent collective agreement and the Human Reource Manual, the preent Agreement will prevail for purpoe of interpretation The Employer will ubmit a copy of the Human Reource Manual to the Union at the ignature of the collective agreement. ARTICLE 4 UNION RECOGNITION The Employer recognize the Union a the excluive bargaining agent for all employee of the Technical Category a certified by the PSLRB, on December 13, ARTICLE 5 MANAGEMENT RIGHTS AND RESPONSIBILITIES The Union recognize the Employer' reponibility to manage and direct the activitie of the NFB. However, in exerciing thi right, the Employer mut abide by the proviion of thi Agreement. NFB-SGCT (CUPE, Local 4835) Collective Agreement

9 ARTICLE 6 RIGHTS OF EMPLOYEES 6.01 The Employer and the Union agree that there hall be no dicrimination, interference, retriction or coercion exercied or practiced with repect to any employee by reaon of: (a) age, marital tatu, ex, race, color, exual orientation, ethnic origin, creed or lack of creed, the fact that he/he ha or ha not a child or children, the exitence of a criminal record or a phyical diability which doe not prevent the employee from exerciing the dutie of the poition he/he occupie or for which he/he applie, memberhip or non-memberhip or activity in the Union nor by reaon of hi/her exerciing a right conferred upon him/her by the preent agreement; (b) political affiliation and opinion, provided that they do not contravene with the proviion of the Public Service Employment Act concerning political partianhip The Employer agree that there hould be no unfair treatment with repect to any employee, member of the Union who a an official repreentative of the SGCT, ha poken, written or acted legally on behalf of the Union Nothing in thi agreement hall be contrued a an abridgment or retriction of any employee' contitutional right or of any right exprely conferred in an Act of the Parliament of Canada (a) The Employer and the Union acknowledge that harament, in any form whatoever, i unacceptable and will not be tolerated. (b) "Harament" i vexatiou behaviour that manifet itelf in the form of repetitive conduct, verbal comment, action or geture, by omeone who know or hould know that they are hotile or unwanted, and affect the employee dignity or pychological or phyical integrity, reulting in a harmful work environment. A ingle eriou incidence of uch behaviour may alo contitute harament if it undermine the employee dignity or integrity and if it ha a lating harmful effect. (c) The Union acknowledge that it i up to the Employer to identify and to take appropriate meaure to end harament. (d) The complaint procedure to be followed in cae of harament i decribed in a document acceible to all employee. An employee who feel that a harament complaint filed with the Employer ha not been reolved may file a grievance. NFB-SGCT (CUPE, Local 4835) Collective Agreement

10 ARTICLE 7 UNION REPRESENTATIVES 7.01 The Employer acknowledge the right of the Union to appoint employee, member of the Union, to different level of the local tructure to repreent member, to invetigate grievance, to attend meeting with the Employer and to participate in any union activity uch a: coure, convention, eminar, etc Upon igning of thi agreement, the Employer recognize at leat ten (10) peron repreenting the employee. The area of juridiction will be ditributed to each delegate by the Union, taking into conideration the ditribution of employee in each work place. More than one delegate per team may be abent a long a operational need are met The Union hall provide the Employer in writing with a lit of it workhop delegate and place of repreentation within fifteen (15) day following the igning of thi agreement. Any change in the lit of delegate hall be communicated in writing to the Employer within fifteen (15) day of the change The union repreentative and the Employer repreentative of each ervice will meet upon one party' requet. The union repreentative may be accompanied by another union member The partie recognize that it i in their interet to maintain and develop a labourmanagement partnerhip. (a) The function of bargaining agent preident can require a rearrangement of one work chedule. To thi effect, the employee occupying thi function mut inform hi or her upervior before leaving hi/her work. He or he hall obtain the permiion of hi/her immediate upervior before leaving hi/her work. (b) A teward appointed in accordance with Article 10 hall obtain the permiion of hi/her immediate upervior before leaving hi/her work to invetigate with fellow employee complaint of an urgent nature, to meet with local management for the purpoe of dicuing uch complaint or problem directly related to employment and to attend meeting called by management. (c) In addition, when operational requirement permit, the Employer hall, on requet, grant unpaid leave to repreentative of The Union to allow them to take part in union activitie, other than meeting with repreentative of the Employer, a part of their activitie repreenting NFB employee. Such permiion hall not be unreaonably withheld. NFB-SGCT (CUPE, Local 4835) Collective Agreement

11 ARTICLE 8 CHECK-OFF 8.01 The Employer will, a a condition of employment, deduct monthly from the pay of all employee in the bargaining unit an amount equal to the memberhip due, tarting with the firt full month of employment or memberhip The Union will inform in writing the Employer of the amount of memberhip due to be checked off monthly from each employee The amount deducted in accordance with claue 8.01 hall be remitted to the Union by cheque within a reaonable period of time in the month following the month in which deduction have been made. Thi cheque hall be accompanied each month by a lit of the name of each employee indicating hi/her alary level and the deduction made from hi/her pay The Union agree to indemnify and ave the Employer harmle againt any claim or liability ariing out of the application of thi article except for any claim or liability ariing out of an error committed by the Employer Error on the part of the Employer mut be corrected a oon a poible. Neverthele, where the error mean a retroactive payment for the employee, the employee and the Union, after having been o advied, will inform the Employer how it i to be rectified From the date of igning and for the duration of thi agreement, no employee organization other than the Union hall be permitted to have memberhip due and/or other monie deducted by the Employer from the pay of employee in the bargaining unit, except in the cae of a pecific agreement with the Union An employee who atifie the Employer and the Union by mean of a worn affidavit that he/he i a member of a religiou organization whoe doctrine prevent him/her a a matter of concience from making financial contribution to an employee organization and that he/he will make contribution to a charitable organization equal to due hall not be ubject to thi article. ARTICLE 9 LISTS AND DOCUMENTS 9.01 The Employer agree to provide to the Union, within thirty (30) day from the igning of the preent agreement and thereafter, each year on April 1 t, a lit of all employee within the bargaining unit, their claification, alarie, date of continuou ervice and eniority, their job title, poition number and adminitrative unit The Employer agree to provide to the Union the name and claification of all employee who have been added to or removed from the bargaining unit during the preceding month, and the name of the employee who have been tranferred, promoted or reclaified within the bargaining unit. NFB-SGCT (CUPE, Local 4835) Collective Agreement

12 9.03 A oon a poible but within ixty (60) day from the igning of the preent agreement, the Employer will provide all employee with a copy of the preent collective agreement. A copy of the agreement will alo be provided to all new employee at the time of their hiring and to all new employee tranferred into the bargaining unit. ARTICLE 10 ADVISORS The repreentative of the Union may be accompanied by outide advior at any meeting with the repreentative of the Employer and at any authorized union activity held on the premie of the Employer. ARTICLE 11 ACCESS TO THE PREMISES BY THE UNION The Employer will give free acce to work premie to employee of the Union and to employee authorized by the Union to allow them in accordance with claue 7.01 to acertain that the proviion of thi agreement are adhered to. The Employer and the Union will meet to define the procedure. ARTICLE 12 BULLETIN BOARDS The Employer authorize the Union to pot on bulletin board excluive to the Union, at place agreed upon, notice relating to election, meeting, negotiation and to internal activitie of the Union. ARTICLE 13 SENIORITY The eniority of an employee i meaured by the length of hi/her employment at the NFB Unle otherwie pecified in the agreement, eniority i not interrupted by leave A laid-off employee ha priority for reintatement during a period of eighteen (18) month from the date of hi/her lay-off. Seniority i not interrupted if the employee i reintated during that period. NFB-SGCT (CUPE, Local 4835) Collective Agreement

13 ARTICLE 14 POSTING OF NOTICES OF VACANT POSITIONS In accordance with Appendix B, the Employer pot on the Intranet, for ten (10) working day, notice of all vacant poition of one year or more to be filled within the bargaining unit. The notice will tate the ummary of the job decription, the location, the poition claification and level, the alary provided for by the collective agreement, the qualification required for the poition and the number of poition to be filled. Any job poting hall pecify the term of the poition. The Employer will acknowledge receipt of every application and, upon requet, will inform the employee of the probable date of election. If no election ha been made by the date mentioned, the Employer will inform the employee of the change in the probable date of election The Employer agree to provide the Union with a copy of all notice of vacant poition. One copy will be ent to the Union and one copy to the Preident of the Union by internal mail on the day they are poted When a poition i poted, the deciive criterion of election i competence, i.e. knowledge, training, experience, kill and aptitude in relation to the relevant requirement of the poition. In cae of equal competence, eniority i the deciive criterion. For filmmaker poition at level 6 and under and for technician poition below level 4, in cae of equal competence, the underrepreentation of peron with diabilitie, member of viible minoritie, aboriginal people and women i the deciive criterion while eniority i the deciive criterion when repreentative character i equal. All employee, except thoe who are in the firt ix month of their probationary period, who have the qualification a pecified on the notice and apply, will be conidered. The qualification required hall be determined according to the need of the poition All the candidate who qualify at the firt tep of the election proce will be conidered at the next tep and o on, according to the rule et up by the election committee. Thoe who do not qualify at any particular tep hall be o informed and the name of the choen candidate will be communicated to them after the final deciion Following a poting in accordance with the proviion of thi agreement, the Employer agree to advie candidate for the poition in quetion of the acceptance and/or rejection of hi/her application before informing the bulk of employee An employee whoe candidature ha been eliminated may, upon requet, be given by the Employer the reaon for which he/he ha not been elected The election committee hall ubmit a recommendation concerning the taffing of the vacant poition If, within the probationary period, the employee decide not to accept the poition or the Employer determine that the employee hould not continue in the poition or if at the end of the probationary period the employee i not confirmed in the poition, he/he hall be reintated in hi/her former poition. If hi/her former poition i not available, notwithtanding claue 14.01, he/he hall be reintated in a poition of the ame level NFB-SGCT (CUPE, Local 4835) Collective Agreement

14 within the ame diviion or if uch poition i not available, in a poition of the ame level at the NFB for which he/he i qualified. Thi article doe not apply during the probationary period of a new employee. An employee who i confirmed in hi/her poition by the Employer baed on a written appraial at the end of hi/her probationary period i deemed to fulfil the requirement of the poition a of the date of confirmation of ucceful completion of probation. The date of confirmation hall be that appearing on the appraial form once all required ignature are obtained. The candidate hall benefit from a reaonable period of time in which to become familiar with hi/her new dutie An employee who refue a promotion remain eligible for further promotion. An employee who i not confirmed in a poition remain eligible for further promotion except the employee who i on hi/her initial probationary period A continuou employee in a temporary poition maintain hi/her continuou employee tatu. At the end of the aignment, the employee hall be reintated in the poition he/he occupied prior to the aignment. If that poition i no longer available, notwithtanding claue 14.01, the employee hall be reintated in a poition at the ame level within the ame branch or, if uch poition i not available, in a poition at the ame level at the NFB for which he/he i qualified Other than for exception provided for in Appendix B, when the Employer wihe to fill a vacant poition without poting, he mut inform the Union and obtain it agreement. The ame condition mut be fulfilled if the Employer wihe to fill a vacant poition in the Technical Category by poting regionally A poition that i not ubject to a poting and for which the duration exceed twelve (12) month mut, within ixty (60) day following expiry of the twelve (12) month period, be ubject to a poting or be completed When it become impoible for an employee to perform, in whole or in part, and for any medical reaon, the dutie related to hi/her poition, the Employer and the Union may agree upon recommendation of the employee doctor and the doctor appointed by the Employer, to tranfer, without poting, the employee to another poition for which he/he meet the requirement of the poition. ARTICLE 15 EMPLOYEES' BENEFITS Unle otherwie pecified in the preent agreement, upon hiring by the Employer, every employee will enjoy all the benefit of the preent agreement When an employee i tranferred or promoted to a poition in another locality, the Employer will pay hi/her relocation expene in accordance with the Relocation Directive In the event of an employee' death, all amount owed him/her hall be paid to hi/her etate. NFB-SGCT (CUPE, Local 4835) Collective Agreement

15 15.04 Reimburement of expene When an employee i required to work outide hi uual place of work, expene incurred uch a parking, meal etc. hall be paid by the Employer upon preentation of upporting documentation. The reimburement will be made according to the NFB Guideline and Adminitrative Procedure. ARTICLE 16 EMPLOYEE FILES The Employer will file every poitive document concerning an employee in hi/her official file When the Employer receive a written document detrimental to the employee, he will notify the employee concerned of the document in writing within ten (10) working day of receiving the document. Thi written notice hall decribe the origin of the document and will expre the reaon for which there i diatifaction The employee may reply to the notice received within ten (10) working day of receiving the notice and thi reply will alo be included in the employee' file Day of leave or time pent on location are not included in calculating the time limit precribed in claue A written reprimand, a upenion or a dimial are diciplinary meaure that may be applied depending on the everity or the frequency of the alleged offence. The Employer will not take diciplinary action without ufficient and jut caue for which he ha the burden of proof (a) The employee ummoned by the Employer for diciplinary or adminitrative reaon ha the right to be accompanied by hi/her union repreentative or a repreentative of the union. (b) The Employer will notify in writing the employee concerned by a diciplinary action. The notice decribing the diciplinary action mut be ent to the employee within twenty (20) working day of the offence or after the Employer i informed of the offence in quetion. (c) Any diciplinary action i communicated to the concerned employee in a written notice with copy to the Union. Thi diciplinary notice decribe the diciplinary action and the reaon explaining it. Only diciplinary action ubmitted in writing to the employee and the Union, in accordance with thi article, may be ubmitted a evidence during an arbitration and be placed in employee file. Except in the cae of a eriou offence, a upenion only become effective after two (2) working day following receipt of the diciplinary action by the employee. NFB-SGCT (CUPE, Local 4835) Collective Agreement

16 (d) Any diciplinary action placed in the employee file will not be invoked againt him/her and will be removed from hi/her file provided that no further occurrence of imilar diciplinary action ha been recorded and placed in hi/her file during the following eighteen (18) month Upon requet, an employee may have acce to hi/her official Human Reource file in the preence of an authorized repreentative of the Employer. The employee may, if he/he wihe, be accompanied by a Union repreentative or authorize, in writing, the Union to examine hi/her file on hi/her behalf Notwithtanding article 16.06, in the cae of an invetigation, a diciplinary meaure hall not uually be impoed more than twenty (20) working day of the offence or after the Employer i informed of the offence in quetion. However, when the Employer mut obtain further information that will erve to etablih the erioune of the event, the Employer hall inform the Union thereof within thoe twenty (20) day and pecifying the length of the extenion. An employee upended during an invetigation receive hi or her alary during the duration of the upenion The Employer hall immediately remove from the employee file, and detroy, any diciplinary notice, or part of uch notice, with repect to which he/he ha won hi/her cae. ARTICLE 17 HOURS OF WORK AND OVERTIME (NON-LOCATION PERSONNEL) The proviion of thi article apply only to employee claified by the Employer a technician in level 1 to 8, to mixer and to pecialit in digital imaging A normal work week hall conit of five (5) day, Monday through Friday, of even decimal five (7.5) hour each (a) The work day i cheduled between 7:00 am and 6:00 pm hour and allow one hour, without pay, for lunch. (b) With the exception of the employee required for mixing, no employee hall be required to put in a work day of more than twelve (12) hour. (c) In applying thi claue and Article 21, the Employer may not force an employee to work overtime if the employee provide a good and ufficient reaon not to. NFB-SGCT (CUPE, Local 4835) Collective Agreement

17 17.04 The Employer hall chedule two (2) paid ret period of fifteen (15) minute each during each regular working day. Such ret period hall not coincide with the firt or lat fifteen (15) minute of the work day, or be an extenion of a meal period In thi article: (a) "overtime" mean work performed by an employee in exce or outide of hi/her normal hour of work; (b) "traight-time rate" mean an employee' daily rate of pay divided by even decimal five (7.5); (c) "time and one-half" mean one and one-half (1.5) time the traight-time rate; (d) "double time" mean twice the traight-time rate Subject to claue 17.07: (a) an employee hall be paid at the rate of time and one-half (1 1 / 2 ) for the firt even decimal five (7.5) hour of overtime worked by him/her on a regular working day; (b) an employee hall be paid at the rate of time and one-half (1 1 / 2 ) for the firt even decimal five (7.5) hour worked by him/her on hi/her firt day of ret; (c) an employee hall be paid at the rate of double time for all hour worked by him/her on hi/her econd day of ret, provided the day of ret are conecutive; (d) an employee hall be paid at the rate of double time for all hour worked by him/her after even decimal five (7.5) hour of overtime on hi/her firt day of ret or on a regular working day An employee i entitled to overtime compenation for each complete fifteen (15)-minute period of overtime worked by him/her when the overtime worked i authorized by the Employer Overtime hall be paid in cah or, when o choen by the employee, in the form of compenatory leave. The employee hall indicate hi/her choice on the overtime heet when handing the heet to the Employer. Regardle of the employee choice, all overtime in exce of the equivalent of fifty-two decimal five (52.5) hour of compenatory leave hall be paid in cah Where applicable, overtime hall be paid by cheque a oon a poible after the end of the month in which the overtime wa worked The Employer hall grant cumulative compenatory leave at time convenient to both the employee and the Employer. Compenatory leave not taken within the period from April 1 t to March 31 t of the following year hall be paid in cah at the end of aid period Subject to claue 17.10, the Employer may permit an employee to ue hi/her compenatory leave not taken a of March 31 t, during the firt ix (6) month of the following fical year. A written requet will be conidered if ubmitted prior to March 15 th and indicating when the employee intend to ue hi/her leave. Compenatory leave not NFB-SGCT (CUPE, Local 4835) Collective Agreement

18 taken a of September 30 th will be paid at the rate which wa effective on March 31 t of the ame year Subject to operational requirement, the Employer hall make every reaonable effort to allocate overtime work on an equitable bai among readily available qualified employee, tarting with thoe amongt them who wih to work overtime (a) (b) An employee who work three (3) or more hour of overtime immediately following hi/her cheduled hour of work, hall receive a meal allowance of ten dollar ($10). Reaonable time, to be determined by management, hall be allowed to the employee in order that he/he may take a meal break either at or adjacent to hi/her place of work; thi period will be paid by the Employer up to a maximum of half an hour. For each four (4) hour an employee work overtime continuouly extending beyond the period provided in ubparagraph (a), he/he hall be provided a paid meal break of up to one-half ( 1 / 2 ) hour and be reimbured at the rate of ten dollar ($10) Any overtime to be worked by an employee mut firt be approved by an authorized repreentative of management. Except where the Employer could not foreee it in advance, the employee hall be given two (2) hour notice when he/he i required to put in more than two (2) hour overtime on a regular work day. If the employee i not given uch notice when the Employer could have foreeen the overtime, the employee hall be entitled to remuneration equal to one (1) hour at the regular rate of pay in addition to the hour worked Employee hall regiter their attendance in accordance with the procedure laid down by the Employer Employee hall record tarting and finihing time of overtime in a manner determined by the Employer Notwithtanding claue 17.02, and 17.05, an employee and the Employer can agree to a chedule providing for a different ditribution of hour of work over five (5) conecutive day or le which will not reult in overtime compenation. Thi article doe not make Article 23 inapplicable for employee who are required by the Employer to work on a hift When an employee of the Technical Reource ervice, identified a non-location peronnel, work on location, hi/her hour of work and remuneration for overtime are thoe tipulated in Article 18. NFB-SGCT (CUPE, Local 4835) Collective Agreement

19 ARTICLE 18 HOURS OF WORK AND OVERTIME (LOCATION PERSONNEL) The proviion of thi article apply only to employee of the Technical Reource ervice identified a location peronnel A normal work week hall conit of five (5) day, Monday through Friday, of eight (8) hour each When the work day extend beyond midnight, it i conidered a falling wholly on the calendar day in which it ha tarted In thi article: (a) "overtime" mean work performed by an employee in exce of hi/her normal hour of work; (b) "traight-time rate" mean an employee' daily rate of pay divided by eight (8); (c) "time and one-half" mean one and one-half (1.5) time the traight-time rate; (d) "double time" mean twice the traight-time rate Subject to claue and 18.06: (a) an employee hall be paid at the rate of time and one-half (1.5) for the firt eight (8) hour of overtime worked by him/her on a regular working day; (b) an employee hall be paid at the rate of time and one-half (1.5) for the firt eight (8) hour worked by him/her on hi/her firt day of ret; (c) an employee hall be paid at the rate of double time for all hour worked by him/her on hi/her econd day of ret, provided that hi/her firt and econd day of ret are conecutive calendar day; (d) an employee hall be paid at the rate of double time for all hour worked by him/her after eight (8) hour of overtime on a regular working day or on hi/her firt day of ret An employee i entitled to overtime compenation for each complete fifteen (15)-minute period of overtime worked by him/her when the overtime i authorized by the Employer Employee hall regiter their attendance in accordance with the procedure laid down by the Employer Employee hall record tarting and finihing time of overtime worked in a form determined by the Employer All overtime hall be remunerated in compenatory leave. Thi cumulative compenatory leave hall be granted at the Employer' dicretion and whenever poible at time convenient to the employee. Thi leave hall be granted for a minimum of a even (7) NFB-SGCT (CUPE, Local 4835) Collective Agreement

20 calendar day period, or le with the employee' agreement. An employee on compenatory leave hall not be required to report to work during that period of leave. The number of day taken by an employee who accept to report to work before the cheduled end of hi/her compenatory leave period or who accept a compenatory leave period of le than even (7) calendar day will be deducted from the calculation of leave remaining. Leave earned but not taken at the end of the fical year will be paid in cah (a) An employee who work overtime at the NFB Montreal Production Centre, immediately after hi/her normal hour of work, hall receive for the firt each period of four (4) conecutive hour of overtime, a meal allowance of ten dollar ($10.00), except where free meal are provided. (b) For each four (4) hour an employee work overtime continuouly extending beyond the period provided in claue (a), he/he hall be provided a paid meal break of up to one-half ( 1 / 2 ) hour and be reimbured at the rate of ten dollar ($10.00) for each meal, except where free meal are provided A one-hour break i normally cheduled after each four (4) continuou hour of work and mandatory after five (5) continuou hour of work A minimum of ten (10) hour between the end of a working day and the beginning of the following working day i mandatory The proviion of claue and/or do not apply upon agreement of all the employee compoing the hooting crew and the authorized repreentative of the Employer. In uch a cae, the employee i entitled to a premium equal to half of hi/her traight-time hourly rate for all hour worked: (a) during the period between the beginning of the deignated mandatory break period and the beginning of the effective break period, when the mandatory break period tated in claue ha not been complied with; (b) during the deignated ret period, when the mandatory ret period tated in claue ha not been complied with After ten (10) hour' work on location outide headquarter (at a ditance in exce of twenty-five [25] mile), accommodation will be made available on requet, to member of the hooting crew When an employee identified a location peronnel work in one of the ervice pecified in claue 17.01, hi/her hour of work and remuneration for overtime are thoe tipulated in Article 17. NFB-SGCT (CUPE, Local 4835) Collective Agreement

21 ARTICLE 19 TRAVEL An employee who i required to proceed from hi/her place of reidence to a work location within hi/her headquarter area, a thee expreion are defined by the Employer a of the date hereof, or to come back from, ha to do it on hi/her own and i not compenated for thi travel time When an employee i required by the Employer to travel to or from hi/her headquarter area, a thee expreion are defined by the Employer a of the date hereof, the mean of uch travel hall be determined by the Employer and the employee will be compenated at traight-time rate for all hour of travel. Travel time i not included in the computation of overtime. ARTICLE 20 CALL BACK PAY If, after he/he ha completed hi/her work for the day and ha left hi/her place of work, an employee agree to come into work, he/he i entitled to the greater of: (a) compenation at the applicable overtime rate, or (b) compenation equivalent to four (4) hour' pay at the traight-time rate When an employee agree to come into work to work overtime under the condition decribed in claue and i required to ue tranportation ervice other than normal public tranportation ervice, he/he hall be paid for the round trip: (a) mileage allowance at the rate normally paid by the Employer if the employee travel by mean of hi/her own automobile, or (b) out-of-pocket expene for other mean of commercial tranportation. Receipt will not be required for amount of le than five dollar ($5) The proviion of thi article apply only to employee defined under claue and An employee who i recalled to work and who work four (4) hour or more overtime hall be reimbured for one meal in the amount of ten dollar ($10). Reaonable time with pay, to be determined by the Employer, hall be allowed the employee in order to take a meal at or near hi/her place of work; thi time hall be paid by the Employer up to a maximum of half (1/2) an hour. NFB-SGCT (CUPE, Local 4835) Collective Agreement

22 ARTICLE 21 REPORTING PAY Where an employee i required to report for work on a day of ret, or on a deignated holiday, he/he i entitled to the greater of: (a) compenation at the applicable rate, or (b) compenation equivalent to four (4) hour' pay at the traight-time rate whatever period ha been worked When an employee i re called to work overtime under the condition decribed in claue and i required to ue tranportation ervice other than normal public tranportation ervice, he/he hall be paid for the round trip: (a) mileage allowance at the rate normally paid by the Employer if the employee travel by mean of hi/her own automobile, or (b) out-of-pocket expene for other mean of commercial tranportation. Receipt will not be required for amount of le than five dollar ($5) If, on a regular working day, an employee i given prior intruction to work overtime on that ame day, at a time which i not continuou to hi/her normal hour of work or hi/her cheduled hift, he/he hall be paid for the time actually worked or a minimum of two (2) hour' pay at traight time, whichever i the greater The proviion of thi article apply only to employee defined under claue and ARTICLE 22 STANDBY PAY The Employer hall not require an employee to be available on tandby after hi/her normal hour of work or on a day of ret or on a deignated holiday unle thi requet i made in writing. In thee circumtance, the employee hall be entitled to a tandby payment equivalent to the rate of one half (1/2) hour for each four (4) hour period or part thereof for which he/he i on tandby duty An employee deignated for tandby duty hall be available during hi/her period of tandby at a known telephone number and be available to return to duty if called. No tandby payment hall be made if an employee i unable to report for duty when required An employee on tandby who i called to work and who report for work hall be paid, in addition to the tandby pay, the greater of: (a) the applicable overtime rate for the time worked, or NFB-SGCT (CUPE, Local 4835) Collective Agreement

23 (b) the minimum of four (4) hour' pay at the traight-time rate a provided in claue except that thi minimum hall only apply once during any tandby period Any employee who i not on tandby, with whom the Employer communicate by telephone for the purpoe of work outide of the employee regular working hour and who i not required to come in to work hall be paid the greater of the following amount: (a) compenation equivalent to one half (1/2) hour pay at the regular rate, payable once over the four (4)-hour period tarting at the time of the firt call and payable once alo for each following four (4)-hour period in the coure of which one or more call are made; or (b) the overtime rate applicable to the cumulative duration of the telephone call made during the eight (8)-hour period tarting at the time of the firt call The proviion of thi article apply only to employee defined under claue and ARTICLE 23 SHIFT WORK The Employer will conult the Union within a reaonable period of time before introducing new hift Notwithtanding claue 17.03, in the event that an employee i required to work on a hift, he/he hall receive a hift premium of two dollar ($2) per hour for all hour worked, including overtime hour worked on hift, when half or more of the hour are normally cheduled between 5:00 pm and 7:00 am Except in the cae of urgent or unpredictable ituation, an employee required to work on a different hift, hould be advied in writing at leat two week prior to the effective date of the change. An employee may accept a horter delay The proviion of thi article apply only to employee defined in claue Any poition that become vacant hall firt be offered to the enior employee performing imilar dutie on another hift. Any poition that remain vacant after it ha been o offered hall be filled in the manner provided for in the collective agreement. NFB-SGCT (CUPE, Local 4835) Collective Agreement

24 ARTICLE 24 TEMPORARY PROMOTION (a) Where for a period of a minimum of five (5) conecutive working day, an employee i required to perform dutie of a higher paid poition than hi/her regular poition, he/he hall be paid a if he/he had been promoted to that poition, effective from the firt day he/he wa required to perform the dutie of the higher paid poition. (b) When a day deignated a a paid holiday occur during the qualifying period, the holiday hall be conidered a a day worked for purpoe of the qualifying period. (c) When an employee return to hi/her regular poition, the employee will be paid the pay rate a if he/he had tayed in hi/her poition. (d) If the date of the pay increment i during the temporary aignment, the employee benefit from the increae in tep et out in claue in the claification in which he/he i aigned. (e) For the purpoe of determining the alary a et out in claue (a), the employee promoted conecutively to a temporary aignment hall maintain the level() acquired over hi/her temporary aignment period. (f) When the employee return to hi/her original poition after a temporary aignment, he/he i placed on the alary cale with the number of level acquired during the temporary aignment Whenever a poition within the bargaining unit ha to be filled for temporary period, the Employer will endeavor to promote temporarily an employee from the bargaining unit When the Employer temporarily aign an employee to a poition claification lower than hi/her, the employee will not undergo any decreae in hi/her regular alary If an employee perform overtime during a temporary aignment, thi employee i paid at the overtime rate while conidering the pay rate he/he receive during hi/her temporary aignment. ARTICLE 25 GRIEVANCE SETTLEMENT PROCEDURE It i the firm deire of the partie to ettle all grievance within the hortet poible time (a) Subject to and a provided in Section 208 of the PSLRA, an employee who feel that he/he ha been treated unjutly or conider himelf aggrieved by any action or omiion of the Employer in matter other than thoe ariing from the claification proce, i entitled to preent a grievance in the following way: NFB-SGCT (CUPE, Local 4835) Collective Agreement

25 Step 1: Step 2: Step 3: The grievance i ubmitted in writing to the repreentative of the Employer authorized to deal with grievance at the firt tep. Upon requet from the employee or from the union repreentative if the employee i repreented by the Union, a meeting of information and mutual explanation to dicu the grievance will be held between the repreentative of the Employer, the grievor and, if applicable, hi/her repreentative. After the grievance ha been examined and if the employee ha decided to maintain hi/her grievance, the above repreentative of the Employer communicate in writing it deciion to the employee and to the Union if the Union i involved in the grievance. In the event that the grievance i not ettled at the preceding tep, the employee refer the grievance to hi/her diviion Director General for further review. Upon requet from the employee or from the union repreentative if the employee i repreented by the Union, a meeting of information and mutual explanation to dicu the grievance will be held with the grievor and, if applicable, hi/her repreentative. After the grievance ha been examined and if the employee ha decided to maintain hi/her grievance, the diviion Director General communicate in writing hi/her deciion to the employee and to the Union if the Union i involved in the grievance. In the event that the grievance ha not been ettled at the diviion Director General level, the employee may refer it to the Government Film Commiioner. Upon requet from the employee or from the union repreentative if the employee i repreented by the Union a meeting of information and mutual explanation to dicu the grievance will be held with the grievor and, if applicable, hi/her repreentative. After the grievance ha been examined and if the employee ha decided to maintain hi/her grievance, the Commiioner communicate in writing hi/her deciion to the employee and to the Union if the Union i involved in the grievance. (b) An employee who feel that he/he ha been treated unjutly or conider himelf aggrieved by any action or omiion of the Employer in matter ariing from the claification proce, i entitled to preent a grievance. The grievance will be heard by a claification pecialit choen by the partie Time limit An employee mut ubmit hi/her grievance within twenty (20) working day from the date on which he/he wa informed or otherwie became aware of the action or circumtance that gave rie to the grievance. Further, when he/he wihe to refer hi/her grievance to a higher level, the employee hould do o within a period of ten (10) working day from the date of the receipt of a reply at the preceding tep or from the foreeen date of the aid reply. At each level, the employee will receive an acknowledgment that the grievance ha been received from the authorized repreentative of the Employer. The time limit at each tep between the date the employee lodge hi/her grievance and the date by which he/he hould be given a reply hould not exceed ten (10) working day at the firt and econd tep and twenty (20) working day at the third tep of the procedure. The time limit provided in the preent NFB-SGCT (CUPE, Local 4835) Collective Agreement

26 procedure may be extended by mutual conent between the Employer and the employee or the union repreentative if the employee i repreented by him/her Group Grievance Subject to and a provided in Section 215 of the PSLRA, the Union may preent to the Employer a group grievance on behalf of the employee who feel aggrieved by the interpretation or application, common in repect of thoe employee, of a proviion of the collective agreement other than iue related to claification procedure, a per Claue Policy Grievance Subject to and a provided in Section 220 of the PSLRA, either the Union or the Employer may preent a policy grievance to the other in repect of the interpretation or application of the collective agreement or arbitral award a it relate to either of them or to the bargaining unit generally, other than iue related to claification procedure. (a) A policy grievance proce hall conit of one level, which i the Commiioner of the NFB or hi delegate Repreentation An employee may preent hi/her grievance on hi/her own behalf, be repreented by a colleague or by the Union. However, if a grievance concern the application or the interpretation of the collective agreement or an arbitral award, then the employee mut have the approval of and be repreented by the Union Elimination of tep in the grievance procedure Not every kind of grievance need go through all the tep of the procedure. (a) In certain cae, by mutual conent, tep one or tep one and two may be eliminated and the grievance preented directly at the next level. (b) In the cae where the repreentative of the Employer authorized to deal with grievance at one of the tep i the object of the exual harament complaint, thi tep in the grievance procedure i eliminated and the grievance i preented by the employee at the next level. In thi event, no other tep can be eliminated without mutual conent Where the Employer dicharge or upend for an indefinite period an employee, the grievance procedure et forth in thi agreement hall apply except that the time limit at Step 1 hall be halved. However, the grievance may be preented at the third level and if o, mut be accepted at that level. By mutual agreement of the Employer and the employee or the Union if the employee i repreented by the Union, the time limit of twenty (20) day within which the Employer mut reply may be extended to a maximum of forty (40) day. NFB-SGCT (CUPE, Local 4835) Collective Agreement

27 25.09 Adjudication In accordance with the PSLRA and ubject to claue 25.07, when an employee ha preented hi/her grievance at the final tep of the procedure and the grievance ha not been dealt with to hi/her atifaction, and if the grievance i with repect to: (a) the interpretation or application in repect of him/her of a proviion of a collective agreement or an arbitral award, or (b) diciplinary action reulting in dicharge, upenion or a financial penalty, he/he may refer the grievance to adjudication by applying to the Secretary to the PSLRB and at the ame time erving notice to the Employer within twenty (20) working day after receiving a reply at the final tep of the grievance procedure or from the foreeen date of the reply No peron hall eek by intimidation or by any other mean to caue an employee to abandon hi/her grievance or refrain from exerciing hi/her right to preent a grievance, a provided in thi collective agreement The lit of repreentative authorized by the Employer to deal with each of the tep of the grievance procedure will be ent to the Union within fifteen (15) day following the igning of the preent agreement. All change to the lit will be communicated to the Union within fifteen (15) day of the change being made. If at the time a grievance i preented the Employer' authorized repreentative ha not been appointed in accordance with the preent article, an employee may preent the grievance at the next tep in the procedure Before referring a ubject to the PSLRB under Article 209 (1) of the PSLRA, the partie agree to meet and dicu the ubject. ARTICLE 26 LEAVE - GENERAL When the employment of an employee who ha been granted more vacation or ick leave with pay than he/he ha earned i terminated by death, the employee i conidered to have earned the amount of leave with pay granted to him/her An employee i entitled to be informed of the balance of hi/her vacation or ick leave with pay credit When the employment of an employee who ha been granted more vacation or ick leave with pay that he/he ha earned i terminated by lay-off, he/he i conidered to have earned the amount of leave with pay granted to him/her if, at the time of hi/her layoff, he/he ha completed two (2) or more year of continuou employment Temporary employee are entitled to paid leave and, at the Employer' dicretion, to leave without pay provided in thi agreement. Neverthele, in all cae, the leave when granted, end at the expiry date of the term. Where eligibility to a leave or to another NFB-SGCT (CUPE, Local 4835) Collective Agreement

28 benefit i baed upon return to work for a certain length of time, the temporary employee will be eligible only if thi term extend for a ufficient period When, in the ame year, an employee i granted different type of leave without pay for le than three month (leave for the care and nurturing of pre-chool-age children, leave for peronal need, leave to accompany poue, educational leave and any other leave without pay except maternity and parental leave) and the combined total of thee leave amount to an abence of over three (3) month, uch leave hall be deducted from the calculation of continuou ervice for the purpoe of everance pay and vacation leave and from the calculation of eniority, and doe not count for increaing tep. ARTICLE 27 CONTINUOUS SERVICE For leave and everance pay purpoe, an employee' former ervice in the Canadian Armed Force, the Royal Canadian Mounted Police (R.C.M.P.) or in the Public Service of Canada hall be counted a continuou employment in accordance with the actual practice Accumulation of Vacation Leave ARTICLE 28 VACATION LEAVE An employee hall earn vacation leave at the following rate for each calendar month in which he/he ha earned at leat ten (10) day' pay and i not on retiring leave or on leave with pay in accordance with claue and 36.03: (a) nine decimal three even five (9.375) hour a month (three [3] week per full fical year) if he/he ha completed le than even (7) year of continuou employment; (b) twelve decimal five (12.5) hour a month (four [4] week per full fical year) after he/he ha completed even (7) year of continuou employment; (c) thirteen decimal one two five (13.125) hour a month (twenty-one [21] day per full fical year) after he/he ha completed fourteen (14) year of continuou employment; (d) thirteen decimal even five (13.75) hour a month (twenty-two [22] day per full fical year) after he/he ha completed fifteen (15) year of continuou employment; (e) fourteen decimal three even five (14.375) hour a month (twenty-three [23] day per full fical year) after he/he ha completed ixteen (16) year of continuou employment; NFB-SGCT (CUPE, Local 4835) Collective Agreement

29 (f) fifteen (15) hour a month (twenty-four [24] day per full fical year) after he/he ha completed eventeen (17) year of continuou employment; (g) fifteen decimal ix two five (15.625) hour a month (five [5] week per full fical year) after he/he ha completed eighteen (18) year of continuou employment; (h) ixteen point eight even five (16.875) hour per month (twenty-even [27] day per fical year) after completing twenty-ix (26) year of continuou employment; (i) eighteen point even five (18.75) hour per month (ix [6] week per fical year] after completing twenty-even (27) year of continuou employment For the purpoe of claue only, all ervice a employee at the NFB and/or within the Federal Public Service, whether continuou or dicontinuou, hall count toward vacation leave, except where a peron take or ha taken everance pay, on leaving the NFB or the Public Service. However, the above exception hall not apply to an employee who receive everance pay on lay-off and i reappointed to the public ervice within one year following the date of lay-off. For greater certainty, everance payment taken under claue to 38.18, or imilar proviion in other collective agreement, do not reduce the calculation of ervice for peron who have not yet left the public ervice Notwithtanding claue 28.01, when an employee' entitlement to vacation leave for the year include a fractional entitlement of le than a day, the number of day hall be rounded down or up to the nearet half-day The Employer may at it dicretion grant an employee vacation leave equivalent to vacation leave credit which would accrue to him/her during the remainder of the fical year. On termination of employment other than by death, and ubject to claue 26.03, leave taken in exce of earned leave credit hall be reimbured An employee earn but i not entitled to receive vacation leave with pay during hi/her firt ix (6) month of continuou employment (a) Subject to the proviion of claue 28.09, vacation hall be taken in the fical year in repect of which it wa earned. (b) More than five (5) day of vacation An employee who wihe to take more than five (5) conecutive day of vacation, excluding Saturday, Sunday and deignated holiday, hall ubmit a written requet to the Employer at leat one (1) month ahead of time. In uch a cae, the Employer hall inform the employee in writing of it deciion within five (5) working day of receiving the requet. (c) Five (5) or fewer day of vacation An employee who wihe to take five (5) or fewer conecutive day of vacation hall ubmit a written requet uing hi or her NFB addre a early a poible. NFB-SGCT (CUPE, Local 4835) Collective Agreement

30 The Employer hall inform the employee in writing of hi deciion no later than five (5) buine day after the requet i ubmitted. If the Employer doe not repond within the time limit, the vacation leave i automatically approved. (d) Vacation cheduled between June 15 and September 30 Between April 1 and April 7 of each year, the Employer hall ak employee to ubmit their preferred date for vacation to be taken between June 15 and September 30, regardle of the length of leave requeted. The Employer hall inform employee of the deciion by April 27 at the latet. (e) Vacation remaining a of January 15 Subject to claue 28.09, between January 15 and 31, an employee and hi/her immediate uperior hall agree on date when the employee hall take any remaining vacation for the current fical year. If the partie cannot agree, the immediate uperior hall aign vacation date in accordance with operational requirement and inform the employee of the deciion by January 31; the employee mut take hi/her vacation on the aigned date. The employee and upervior may, after January 31, mutually agree on new vacation date to replace thoe already decided on. Five (5) or fewer remaining vacation day hall automatically be deferred to the next fical year, a per claue (a) When operational requirement permit, the Employer may grant an employee who ha accumulated at leat ix (6) month of continuou employment, a vacation leave equivalent to the number of day earned Although the determining criterion in granting vacation time i operational requirement a defined by the Employer, in the cae of cheduling conflict, the econd criterion applied when an employee ubmit a vacation requet in April i eniority Carry-over of vacation (a) An employee who wihe to defer a maximum of five (5) day of annual vacation to the following fical year hall inform hi/her uperior thereof in writing. With the exception of the ituation provided for in claue (b) and (c), an employee may not, at any time during the fical year, bank more annual leave than hi/her baic allotted leave for that year, plu five (5) day. Notwithtanding the preceding, in the cae of a part-time employee, the maximum carry-over permitted will be pro-rated according to the daily hour normally worked (i.e. if the employee work a chedule of twenty one decimal five (21.5) hour per week, the maximum carry-over permitted will be twenty one decimal five (21.5) hour or le of vacation hour remaining). (b) Vacation that ha been deferred becaue the Employer ha, during the year, refued the employee requet or requet and ha not been able, owing to operational requirement, to grant leave at any other time hall be taken in the following fical year. NFB-SGCT (CUPE, Local 4835) Collective Agreement

31 (c) An employee who i unable to take any or all of hi/her vacation day by the end of the fical year due to an authorized abence from work (e.g., long-term diability, maternity or parental leave, workplace accident, etc.) or for any other reaon that the Employer deem to be exceptional may, by agreement with the Human Reource diviion, defer more than the day of vacation allowed under claue (a). It i agreed that in applying thi proviion, the employee and upervior hall make a reaonable effort, ubject to operational requirement, to enure that the employee i able to take a much vacation a poible by the end of the current fical year. Exceptionally, and only after obtaining the permiion of Human Reource, in lieu of annual vacation that he/he wa unable to take due to an extended abence from work, an employee may receive compenation correponding to hi/her regular pay multiplied by the number of hour of vacation remaining to be taken by the end of the fical year. (d) Deferred vacation day hall be paid at the rate in effect at the time they are taken Recall from Vacation Leave No employee may be required to work during hi/her period of annual leave. Where, during any period of vacation leave, an employee agree to come into work, he/he hall be reimbured for reaonable expene, a normally defined by the Employer, that he/he incur: (a) in proceeding to hi/her place of duty, and (b) in returning to the place from which he/he wa recalled if he/he immediately reume vacation upon completing the aignment for which he/he wa recalled, after ubmitting uch account a are normally required by the Employer. If following recall from vacation leave there are not enough working day remaining in the current fical year to permit the employee to take the remainder of the annual leave he/he wa called back from, the employee may carry it over to the next fical year Where, during any period of vacation leave, an employee: (a) i granted bereavement leave, or, (b) i granted pecial leave with pay becaue of illne in the immediate family on production of a medical certificate, or, (c) i granted ick leave on production of a medical certificate, the period of vacation leave o diplaced hall either be added to the vacation period, if requeted by the employee and approved by the Employer, or reintated for ue at a later date. NFB-SGCT (CUPE, Local 4835) Collective Agreement

32 28.12 Cancellation of Vacation Leave The Employer may not cancel or modify a period of annual vacation leave that ha already been approved in writing without the employee conent. When the Employer cancel or alter a period of vacation which it ha previouly approved in writing, the Employer hall reimbure the employee for the non-returnable portion of vacation contract and reervation made by the employee in repect of that period, ubject to the preentation of uch documentation a the Employer may require. The employee mut make every reaonable attempt to mitigate any loe incurred and will provide proof of uch action to the Employer If, at the end of a fical year, a carry-over of vacation i granted in accordance with claue (b) and (c) and if an employee' entitlement to vacation leave with pay include a fractional entitlement of le or more than one half-day, the entitlement hall be increaed to the nearet half-day On termination of employment, any leave earned but not ued, hall be paid. If an employee die, the annual leave earned but not ued hall be paid to hi/her etate. ARTICLE 29 DESIGNATED HOLIDAYS Subject to claue 29.02, the following day hall be deignated holiday for employee: (a) New Year' Day (b) Good Friday (c) Eater Monday (d) the day fixed by proclamation of the Governor-in-Council for the celebration of the Sovereign' birthday (e) Canada Day (f) Labor Day (g) the day fixed by proclamation of the Governor-in-Council a a general day of Thankgiving (h) Remembrance Day (i) Chritma Day (j) Boxing Day (the day after Chritma), and (k) one additional day in each year that, in the opinion of the Employer, i recognized to be a provincial or civic holiday in the area in which the employee i employed or in NFB-SGCT (CUPE, Local 4835) Collective Agreement

33 any area where, in the opinion of the Employer, no uch day i recognized a a provincial or civic holiday, the firt Monday in Augut; (l) one additional day when proclaimed by an Act of Parliament a a National Holiday Claue doe not apply to an employee who i abent without pay on both the working day immediately preceding and the working day following the deignated holiday Where an employee work on a holiday, he/he hall be paid at one and one-half (1 1 / 2 ) time the rate of hi/her hourly pay for all hour worked by him/her on the holiday up to a maximum number of hour of a normal working day and at double time thereafter, in addition to the pay that he/he would have been granted had he/he not worked on the holiday Where a day that i a deignated holiday fall within a period of leave with pay of an employee, the holiday hall not count a a day of leave When a day deignated a a holiday under claue coincide with an employee' day of ret, the holiday hall be moved to the employee' firt working day following hi/her day of ret When a day deignated a a holiday for an employee i moved to another day under the proviion of claue 29.05: (a) work performed by an employee on the day from which the holiday wa moved hall be conidered a work performed on a day of ret, and (b) work performed by an employee on the day to which the holiday wa moved, hall be conidered a work performed on a holiday When operational requirement permit, the Employer will make effort to grant to the employee who requet it, a vacation or compenatory leave between Chritma Day and New Year' Day The proviion of claue and apply only to employee defined under claue and Subject to operational requirement a defined by the Employer, an employee who o deire may ak to ubtitute the day after New Year Day for Remembrance Day. The employee hall ubmit the requet to hi/her upervior at leat ten (10) working day before Remembrance Day. If the majority of employee ubmit uch a requet, the Employer reerve the right to ubtitute the day after New Year Day for Remembrance Day for all employee. NFB-SGCT (CUPE, Local 4835) Collective Agreement

34 ARTICLE 30 SICK LEAVE An employee hall be entitled to ick leave credit at the rate of one and a quarter (1.25) day for each calendar month for which he/he received pay for at leat ten (10) day of work An employee i eligible for ick leave with pay when he/he i unable to perform hi/her dutie becaue of illne or injury provided that: (a) he/he atifie the Employer of thi condition in uch manner and at uch time a may be determined by the Employer, and (b) he/he ha the neceary ick leave credit Barring exception, a tatement igned by the employee tating that becaue of illne or injury he/he wa unable to perform hi/her dutie hall, when delivered to the Employer, be conidered a meeting the requirement of claue (a) if the leave o requeted doe not exceed five (5) continuou day, or a total of ten (10) day in a fical year An employee i not entitled to ick leave with pay during any period in which he/he i on leave of abence without pay or under upenion When an employee i granted ick leave with pay and injury on duty leave i ubequently approved for the ame period, hi/her ick leave credit will be reintated Any ick leave accumulated prior to the igning of the preent agreement hall remain to the employee' credit under the preent collective agreement Where an employee ha inufficient or no credit to cover the granting of ick leave with pay under the proviion of claue 30.02, ick leave with pay may, at the dicretion of the Employer, be granted ubject to the deduction of uch advanced leave from any ick leave credit ubequently earned. On termination of employment by death or lay off, uch leave hall not be reimbured An employee mut inform the Employer in accordance with the procedure laid down by the Employer when he/he i unable to come to work becaue of illne or injury Sick leave credit earned but not ued by an employee who i laid-off will be reintated to hi/her credit if he/he i rehired a an employee within the period provided in claue NFB-SGCT (CUPE, Local 4835) Collective Agreement

35 ARTICLE 31 SPECIAL LEAVE Extraordinary Leave (a) An employee hall be credited a one-time entitlement of thirty-even decimal five (37.5) conecutive hour of vacation leave with pay on the firt (1 t ) day of the month following the employee econd (2 nd ) anniverary of ervice, a defined in claue (b) The vacation leave credit provided in paragraph a) above hall be excluded from the application of paragraph 28.09, dealing with the Carry-Over and/or Liquidation of Vacation Leave. (c) Tranitional Proviion Thi proviion doe not apply to an employee who ha already benefited from a Marriage Leave Bereavement Leave (a) For the purpoe of thi claue, immediate family i defined a: (i) (ii) father, mother (or tepfather, tepmother or adoptive parent); brother, iter; (iii) poue, child (including child of poue and ward); (iv) father-in-law, mother-in-law; (v) poue of parent or father-in-law or mother-in-law; (vi) employee grandparent; (vii) employee grandchildren; and (viii) the peron permanently reiding in the employee houehold or with whom the employee permanently reide. (b) Where a member of hi/her immediate family die, an employee hall be entitled to bereavement leave for a period of up to even (7) conecutive calendar day which include the day of the memorial commemorating the deceaed. During uch period, he/he hall be granted pecial leave with pay for thoe day which are not hi/her regularly cheduled day of ret. A a general rule, the leave hall be limited to even (7) day, unle an extenion i required for the purpoe of travel or ettling etate matter for which the employee i reponible. For thi purpoe, the employee may be granted up to three (3) additional calendar day of pecial leave immediately before and/or after the leave NFB-SGCT (CUPE, Local 4835) Collective Agreement

36 decribed above, but in no cae, if additional day are granted, hall the total leave exceed ten (10) conecutive calendar day. (c) An employee i entitled to pecial leave with pay, up to a maximum of one (1) day, in the event of the death of the on-in-law, daughter-in-law, brother-in-law, iter-in-law. (d) If during a period of compenatory leave, an employee i bereaved in circumtance under which he/he would have been eligible for bereavement leave under paragraph (a) or (b) of thi claue, he/he hall be granted bereavement leave and hi/her compenatory leave credit hall be retored to the extent of any concurrent leave granted Leave for Family Related Reponibilitie (a) For the purpoe of ub-claue (b) below, family i defined a: (i) (ii) (iii) (iv) (v) poue, including common-law poue; children (including children of legal or common-law poue); parent (including tep-parent or foter parent); brother, iter; any relative reiding in the employee' houehold or with whom the employee permanently reide. (b) At the requet of an employee, he/he hall be granted leave with pay for family related reponibilitie, a follow: (i) (ii) (iii) to take a dependent family member for medical or dental appointment, or for appointment with chool authoritie or adoption agencie; the employee who requet a leave puruant to thi claue hould make every reaonable effort to chedule thee appointment to minimize or preclude hi/her abence from work; for the temporary care of a ick member of the employee' family and to provide the employee with time to make alternate care arrangement where the illne i of a longer duration; for need directly related to the birth or the adoption of a child. (c) The total leave with pay which may be granted under ub-claue (b) hall not exceed five (5) day in a fical year. (d) Seven decimal five (7.5) hour out of the thirty-even decimal five (37.5) hour tipulated in claue (c) above may be ued: (i) to attend chool function, if the upervior wa notified of the function a far in advance a poible; NFB-SGCT (CUPE, Local 4835) Collective Agreement

37 (ii) to provide for the employee child in the cae of an unforeeeable cloure of the chool or daycare facility; (iii) to attend an appointment with a legal or paralegal repreentative for nonemployment related matter, or with a financial or other profeional repreentative, if the upervior wa notified of the appointment a far in advance a poible Peronal Leave Subject to operational requirement a determined by the Employer, and with at leat five (5) buine day notice, an employee hall be granted one (1) day of paid leave per fical year for peronal reaon. Thi leave may be divided in two (2) period of three decimal eventy-five (3.75) hour if the employee normal workweek i five (5) day of even decimal five (7.5) hour or, in two (2) period of four (4) hour if the employee normal workweek i five (5) day of eight (8) hour, taken on two (2) eparate day Volunteer leave Subject to operational requirement a determined by the Employer, and with at leat five (5) buine day notice, an employee hall be granted one (1) day of paid leave per fical year to perform volunteer work for an organization, community activity or charity, other than activitie related to the Government of Canada Workplace Charitable Campaign, including thoe determined by or upported by the Employer. The notice to the Employer hall pecify the nature of the volunteer work that the employee wihe to perform. Thi leave may be divided in two (2) period of three decimal eventy-five (3.75) hour if the employee normal workweek i five (5) day of even decimal five (7.5) hour or, in two (2) period of four (4) hour if the employee normal workweek i five (5) day of eight (8) hour, taken on two (2) eparate day Leave for Other Reaon The Employer may grant leave with or without pay for purpoe other than thoe pecified in thi Agreement, including: (a) ettling of an etate; (b) writing of examination; (c) conferral of a univerity degree An employee mut inform the Employer in accordance with the procedure laid down by the Employer when he/he ha to be abent from work When, during a period of compenatory leave, an employee i entitled to: (a) bereavement leave, or NFB-SGCT (CUPE, Local 4835) Collective Agreement

38 (b) a pecial leave with pay for illne in the immediate family certified by a medical certificate, or (c) ick leave with a medical certificate, the duration of the compenatory leave ubtituted will be added to the period of compenatory leave, if the employee requet it and if the Employer agree, or the duration of the compenatory leave will be kept to be ued later on. In all the above cae, the employee hall advie hi/her upervior a oon a poible. ARTICLE 32 COURT LEAVE The Employer hall grant leave with pay to an employee, other than an employee on leave of abence without pay or under upenion who i required: (a) to be available for jury election; (b) to erve on a jury; or (c) by ubpoena or ummon to attend a a witne in any proceeding held (i) in or under the authority of a court of Jutice or before a grand jury; (ii) before a court, judge, magitrate or coroner; (iii) before the Senate or Houe of Common of Canada or a Committee of the Senate or Houe of Common otherwie than in the performance of the dutie of hi/her poition; (iv) before legilative or national aembly or houe of aembly, or any committee thereof that i authorized by law to compel the attendance of witnee before it; or (v) before an arbitrator or umpire or a peron or body of peron authorized by law to make an inquiry and compel the attendance of witnee before it When an employee i granted court leave according to claue (b) and receive payment to erve on a jury, the employee hall reimbure to the Receiver General of Canada the amount received. NFB-SGCT (CUPE, Local 4835) Collective Agreement

39 ARTICLE 33 INJURY ON DUTY LEAVE An employee hall be granted a maximum of one (1) month paid leave when, after a claim ha been made puruant to the Government Employee Compenation Act, a Worker' Compenation Authority notifie the Employer that it ha certified that the employee i unable to work becaue of: (a) peronal injury received in the performance of hi/her dutie and not caued by willful miconduct, or (b) an indutrial illne or a dieae ariing out of and in the coure of hi/her employment, if the employee agree to remit to the Receiver General of Canada any amount received by him/her from the Provincial Worker Compenation Board in compenation for lo of pay reulting from or in repect of uch injury, illne or dieae. In accordance with claue 30.07, the Employer could, at it dicretion, grant anticipated ick leave for the period between the date the claim wa depoited and that of the Provincial Worker Compenation Board' deciion ARTICLE 34 MATERNITY LEAVE & FAMILY RESPONSIBILITIES LEAVE (a) (b) (c) (d) (e) A pregnant employee who preent a medical certificate atteting that her working condition repreent a danger for her phyical health or for the phyical health of her unborn child, may ak to temporarily be aigned to a poition exempt of thi danger, for the duration of her pregnancy. The medical certificate hall pecify the nature of the danger. The Employer may requet a confirmation of thi danger by a phyician of it choice. The employee will be aigned to a poition exempt of thi danger until the anwer of the Employer' phyician i known. If the danger i confirmed by the Employer' phyician, the Employer will make all reaonable effort to agree with the employee' requet within a reaonable delay. In the cae where the normal work week would be reduced, the employee hall be paid for the number of hour worked. If the pregnant employee refue to be aigned to the poition propoed by the Employer, the employee may be authorized to take a leave without pay. NFB-SGCT (CUPE, Local 4835) Collective Agreement

40 34.02 Maternity Leave Without Pay (a) An employee who become pregnant hall, upon requet, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than eighteen (18) week after the termination date of pregnancy. (b) Notwithtanding paragraph (a): (i) (ii) where the employee ha not yet proceeded on maternity leave without pay and her newborn child i hopitalized, or where the employee ha proceeded on maternity leave without pay and then return to work for all or part of the period during which her newborn child i hopitalized, the period of maternity leave without pay defined in paragraph a) may be extended beyond the date falling eighteen (18) week after the date of termination of pregnancy by a period equal to that portion of the period of the child hopitalization during which the employee wa not on maternity leave, to a maximum of eighteen (18) week. (c) The extenion decribed in paragraph b) hall end not later than fifty-two (52) week after the termination date of pregnancy. (d) The Employer may require an employee to ubmit a medical certificate certifying pregnancy. (e) An employee who ha not commenced maternity leave without pay may elect to: (i) ue earned vacation and compenatory leave credit up to and beyond the date that her pregnancy terminate; (ii) ue her ick leave credit up to and beyond the date that her pregnancy terminate, ubject to the proviion et out in Article 30 (Sick Leave With Pay). For purpoe of thi ubparagraph, the term illne or injury ued in Article 30 (Sick Leave With Pay) hall include medical diability related to pregnancy. (f) An employee hall inform the Employer in writing of her plan for taking leave with and without pay to cover her abence from work due to the pregnancy at leat four (4) week in advance of the initial date of continuou leave of abence during which termination of pregnancy i expected to occur unle there i a valid reaon why the notice cannot be given. (g) On returning to duty, the employee hall reintegrate the poition he wa occupying prior to her maternity leave and be paid at the alary and claification of that poition. (h) Leave granted under thi claue hall be counted for the calculation of "continuou employment" for the purpoe of calculating everance pay, eniority, and "ervice" for the purpoe of calculating vacation leave. Time pent on uch leave hall be counted for annual pay increment. NFB-SGCT (CUPE, Local 4835) Collective Agreement

41 (i) Subject to the approval of the Employment Inurance Board of Referee or Quebec Parental Inurance Plan and notwithtanding any other proviion of thi Collective Agreement, an employee on leave under thi claue hall earn ick leave a if he had received pay for at leat ten (10) day in each calendar month Maternity Allowance (a) An employee who ha been granted maternity leave without pay hall be paid a maternity allowance in accordance with the term of the Supplemental Unemployment Benefit (SUB) Plan decribed in paragraph (c) to (i) of the preent article, provided that he: (i) ha completed ix (6) month of continuou employment before the commencement of her maternity leave without pay, (ii) provide the Employer with proof that he ha applied for and i in receipt of maternity benefit under the Employment Inurance or Quebec Parental Inurance Plan in repect of inurable employment with the Employer, and (iii) ha igned an agreement with the Employer tating that: (A) he will return to work on the expiry date of her maternity leave without pay unle the return to work date i modified by the approval of another form of leave; (B) (C) following her return to work, a decribed in ection (A), he will work for a period equal to the period he wa in receipt of the maternity allowance; hould he fail to return to work in accordance with ection (A), or hould he return to work but fail to work for the total period pecified in ection (B), for reaon other than death, lay-off, early termination due to lack of work or dicontinuance of a function of a pecified period of employment that would have been ufficient to meet the obligation pecified in ection (B), or having become diabled a defined in the Public Service Superannuation Act, he will be indebted to the Employer for an amount determined a follow: (allowance received) X (remaining period to be worked following her return to work) (total period to be worked a pecified in [B]) however, an employee whoe pecified period of employment expired and who i rehired by the NFB within a period of five (5) day or le i not indebted for the amount if her new period of employment i ufficient to meet the obligation pecified in ection (B). (b) For the purpoe of ection (a) (iii) (B), and (C), period of leave with pay hall count a time worked. Period of leave without pay during the employee return to work will not be counted a time worked but hall interrupt the period referred to in ection (a) (iii) (B), without activating the recovery proviion decribed in ection (a) (iii) (C). NFB-SGCT (CUPE, Local 4835) Collective Agreement

42 (c) Maternity allowance payment made in accordance with the SUB Plan will conit of the following: (i) where an employee i ubject to a waiting period of two (2) week before receiving Employment Inurance maternity benefit, ninety-three per cent (93%) of her weekly rate of pay for each week of the waiting period, le any other monie earned during thi period, and (ii) for each week that the employee receive a maternity benefit under the Employment Inurance or Quebec Parental Inurance plan, he i eligible to receive the difference between ninety-three per cent (93%) of her weekly rate and the maternity benefit, le any other monie earned during thi period which may reult in a decreae in her maternity benefit to which he would have been eligible if no extra monie had been earned during thi period. (d) At the employee requet, the payment referred to in ubparagraph (c) (i) will be etimated and advanced to the employee. Adjutment will be made once the employee provide proof of receipt of Employment Inurance or Quebec Parental Inurance maternity benefit. (e) The maternity allowance to which an employee i entitled i limited to that provided in paragraph (c) and an employee will not be reimbured for any amount that he may be required to repay puruant to the Employment Inurance Act or the Parental Inurance Act in Quebec. (f) The weekly rate of pay referred to in paragraph (c) hall be: (i) for a full-time employee, the employee weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay; (ii) for an employee who ha been employed on a part-time or on a combined full-time and part-time bai during the ix (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in ubparagraph (i) by the fraction obtained by dividing the employee traight time earning by the traight time earning the employee would have earned working full-time during uch period. (g) The weekly rate of pay referred to in paragraph (f) hall be the rate to which the employee i entitled for her ubtantive level to which he i appointed. (h) Notwithtanding paragraph (g), and ubject to ubparagraph (f) (ii), if on the day immediately preceding the commencement of maternity leave without pay an employee ha been on an acting aignment for at leat four (4) month, the weekly rate hall be the rate he wa being paid on that day. (i) (j) Where an employee become eligible for a pay increment or pay reviion while in receipt of the maternity allowance, the allowance hall be adjuted accordingly. Maternity allowance payment made under the SUB Plan will neither reduce nor increae an employee deferred remuneration or everance pay. NFB-SGCT (CUPE, Local 4835) Collective Agreement

43 34.04 Special Maternity Allowance for Totally Diabled Employee (a) An employee who: (i) fail to atify the eligibility requirement pecified in ubparagraph (a) (ii) olely becaue a concurrent entitlement to benefit under the Diability Inurance (DI) Plan, the Long-term Diability (LTD) Inurance portion of the Public Service Management Inurance Plan (PSMIP) or the Government Employee Compenation Act prevent her from receiving Employment Inurance or Quebec Parental Inurance maternity benefit, and (ii) ha atified all of the other eligibility criteria pecified in paragraph (a), other than thoe pecified in ection (A) and (B) of ubparagraph (a) (iii), hall be paid, in repect of each week of maternity allowance not received for the reaon decribed in ubparagraph (i), the difference between ninety-three per cent (93%) of her weekly rate of pay and the gro amount of her weekly diability benefit under the DI Plan, the LTD Plan or via the Government Employee Compenation Act. (b) An employee hall be paid an allowance under thi claue and under claue for a combined period of no more than the number of week during which he would have been eligible for maternity benefit under the Employment Inurance or Quebec Parental Inurance Plan had he not been diqualified from Employment Inurance or Quebec Parental Inurance maternity benefit for the reaon decribed in ubparagraph (a)(i) Parental Leave Without Pay (a) Where an employee ha or will have the actual care and cutody of a new-born child (including the new-born child of a common-law poue), the employee hall, upon requet, be granted parental leave without pay for a ingle period of up to thirtyeven (37) conecutive week in the fifty-two (52) week period beginning on the day on which the child i born or the day on which the child come into the employee care. (b) Where an employee commence legal proceeding under the law of a province to adopt a child or obtain an order under the law of a province for the adoption of a child, the employee hall, upon requet, be granted parental leave without pay for a ingle period of up to thirty-even (37) conecutive week in the fifty-two week (52) period beginning on the day on which the child come into the employee care. (c) Notwithtanding paragraph (a) and (b): (i) where the employee child i hopitalized within the period defined in the above paragraph, and the employee ha not yet proceeded on parental leave without pay, or (ii) where the employee ha proceeded on parental leave without pay and then return to work for all or part of the period during which hi or her child i hopitalized, NFB-SGCT (CUPE, Local 4835) Collective Agreement

44 the period of parental leave without pay pecified in the original leave requet may be extended by a period equal to that portion of the period of the child hopitalization during which the employee wa not on parental leave. However, the extenion hall end not later than one hundred and four (104) week after the day on which the child come into the employee care. (d) Notwithtanding ub-paragraph (a) and (b) above, ubject to operational requirement a determined by the Employer, the employee may, upon requet, take the leave indicated in ub-paragraph (a) and (b) above, in two (2) period. (e) An employee who intend to requet parental leave without pay hall notify the Employer at leat four (4) week in advance of the expected date of the birth of the employee child (including the child of a common-law poue), or the date the child i expected to come into the employee care puruant to paragraph (a) and (b). (f) The Employer may: (i) defer the commencement of parental leave without pay at the requet of the employee; (ii) grant the employee parental leave without pay with le than four (4) week notice; (iii) require an employee to ubmit a birth certificate or proof of adoption of the child. (g) Parental leave without pay taken by a couple employed in the NFB hall not exceed a total of thirty-even (37) week for both individual combined. (h) Leave granted under thi claue hall be counted for the calculation of "continuou employment" for the purpoe of calculating everance pay, eniority, and "ervice" for the purpoe of calculating vacation leave. Time pent on uch leave hall be counted for annual merit increae Parental Allowance (a) An employee who ha been granted parental leave without pay, hall be paid a parental allowance in accordance with the term of the Supplemental Unemployment Benefit (SUB) Plan decribed in paragraph (c) to (i) of the preent article, providing he or he: (i) ha completed ix (6) month of continuou employment before the commencement of parental leave without pay, (ii) provide the Employer with proof that he or he ha applied for and i in receipt of parental, paternity or adoption benefit under the Employment Inurance or Quebec Parental Inurance Plan in repect of inurable employment with the Employer, and (iii) ha igned an agreement with the Employer tating that: NFB-SGCT (CUPE, Local 4835) Collective Agreement

45 (A) the employee will return to work on the expiry date of hi/her parental leave without pay, unle the return to work date i modified by the approval of another form of leave; (B) following hi or her return to work, a decribed in ection (A), the employee will work for a period equal to the period the employee wa in receipt of the parental allowance, in addition to the period of time referred to in ection (a) (iii) (B), if applicable; (C) hould he or he fail to return to work in accordance with ection (A) or hould he or he return to work but fail to work the total period pecified in ection (B), for reaon other than death, lay-off, early termination due to lack of work or dicontinuance of a function of a pecified period of employment that would have been ufficient to meet the obligation pecified in ection (B), or having become diabled a defined in the Public Service Superannuation Act, he or he will be indebted to the Employer for an amount determined a follow: (allowance received) X (remaining period to be worked following hi/he return to work) (total period to be worked a pecified in [B ) however, an employee whoe pecified period of employment expired and who i rehired by the NFB within a period of five (5) day or le i not indebted for the amount if hi or her new period of employment i ufficient to meet the obligation pecified in ection (B). (b) For the purpoe of ection (a) (iii) (B) and (C), period of leave with pay hall count a time worked. Period of leave without pay during the employee return to work will not be counted a time worked but hall interrupt the period referred to in ection (a) (iii) (B), without activating the recovery proviion decribed in ection (a) (iii) (C). (c) Parental Allowance payment made in accordance with the SUB Plan will conit of the following: (i) where an employee i ubject to a waiting period of two (2) week before receiving Employment Inurance parental benefit, ninety-three per cent (93%) of hi/her weekly rate of pay for each week of the waiting period, le any other monie earned during thi period; (ii) for each week the employee receive parental, adoption or paternity benefit under the Employment Inurance or the Quebec Parental Inurance Plan, he/he i eligible to receive the difference between ninety-three per cent (93%) of hi or her weekly rate and the parental, adoption or paternity benefit, le any other monie earned during thi period which may reult in a decreae in hi/her parental, adoption or paternity benefit to which he/he would have been eligible if no extra monie had been earned during thi period; (iii) where an employee ha received the full eighteen (18) week of maternity benefit and the full thirty-two (32) week of parental benefit under the Quebec NFB-SGCT (CUPE, Local 4835) Collective Agreement

46 Parental Inurance Plan and thereafter remain on parental leave without pay, he i eligible to receive a further parental allowance for a period of two (2) week, ninety-three per cent (93%) of her weekly rate of pay for each week, le any other monie earned during thi period. (d) At the employee requet, the payment referred to in ubparagraph (c) (i) will be etimated and advanced to the employee. Adjutment will be made once the employee provide proof of receipt of EI or QPIP parental benefit. (e) The parental allowance to which an employee i entitled i limited to that provided in paragraph (c) and an employee will not be reimbured for any amount that he or he i required to repay puruant to the Employment Inurance Act or the Parental Inurance Act in Quebec. (f) The weekly rate of pay referred to in paragraph (c) hall be: (i) for a full-time employee, the employee weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay; (ii) for an employee who ha been employed on a part-time or on a combined fulltime and part-time bai during the ix (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in ubparagraph (i) by the fraction obtained by dividing the employee traight time earning by the traight time earning the employee would have earned working full time during uch period. (g) The weekly rate of pay referred to in paragraph (f) hall be the rate to which the employee i entitled for the ubtantive level to which he or he i appointed. (h) Notwithtanding paragraph (g), and ubject to ubparagraph (f) (ii), if on the day immediately preceding the commencement of parental leave without pay an employee i performing an acting aignment for at leat four (4) month, the weekly rate hall be the rate the employee wa being paid on that day. (i) (j) Where an employee become eligible for a pay increment or pay reviion while in receipt of parental allowance, the allowance hall be adjuted accordingly. Parental Allowance payment made under the SUB Plan will neither reduce nor increae an employee deferred remuneration or everance pay. (k) The maximum combined maternity and parental allowance payable under thi collective agreement hall not exceed fifty-two (52) week Special Parental Allowance for Totally Diabled Employee (a) An employee who: (i) fail to atify the eligibility requirement pecified in ubparagraph (a) (ii) olely becaue a concurrent entitlement to benefit under the Diability Inurance (DI) Plan, the Long-term Diability (LTD) Inurance portion of the Public Service Management Inurance Plan (PSMIP) or via the Government NFB-SGCT (CUPE, Local 4835) Collective Agreement

47 Employee Compenation Act prevent the employee from receiving Employment Inurance or Quebec Parental Inurance Plan benefit, and (ii) ha atified all of the other eligibility criteria pecified in paragraph (a), other than thoe pecified in ection (A) and (B) of ubparagraph (a) (iii), hall be paid, in repect of each week of benefit under the parental allowance not received for the reaon decribed in ubparagraph (i), the difference between ninety-three per cent (93%) of the employee rate of pay and the gro amount of hi or her weekly diability benefit under the DI Plan, the LTD Plan or via the Government Employee Compenation Act. (b) An employee hall be paid an allowance under thi claue and under claue for a combined period of no more than the number of week during which the employee would have been eligible for parental, paternity or adoption benefit under the Employment Inurance or Quebec Parental Inurance Plan, had the employee not been diqualified from Employment Inurance or Quebec Parental Inurance Plan benefit for the reaon decribed in ubparagraph (a)(i). Subject to claue (g) and by mutual conent, an employee may be permitted to work on a part-time bai and be remunerated accordingly during a period of ix (6) month following the date of termination of the pregnancy Leave Without Pay for the Care and Nurturing of Pre-School Age Children (a) At the requet of an employee, leave without pay in one (1) or more period to a total maximum of five (5) year during an employee' total period of employment at the NFB hall be provided for the care and nurturing of pre-chool age children. Thi leave cannot be ued to tranform a full time job into a part-time job without the Employer' conent. (b) Leave without pay which i for a period of more than three (3) month, granted under thi claue, hall be deducted from the calculation of eniority and of "continuou ervice" for the purpoe of calculating everance pay and vacation leave for the employee involved. Time pent on uch leave hall not be counted for pay increment purpoe in accordance with Article Leave Without Pay for Peronal Need Without retricting claue and 37.01, leave without pay will be granted for peronal need, a follow: (a) ubject to operational requirement, leave without pay for a period of up to three (3) month will be granted to an employee for peronal need; (b) ubject to operational requirement, leave without pay of more than three (3) month but not exceeding one (1) year will be granted to an employee for peronal need; (c) under each of a) and b) of thi claue, an employee i entitled to Leave Without Pay for Peronal Need only once during hi/her total period of employment at the NFB. Leave without pay granted under thi claue may not be ued in combination with maternity, paternity or adoption leave without the conent of the Employer; NFB-SGCT (CUPE, Local 4835) Collective Agreement

48 (d) the period of leave without pay granted under (b) of thi claue hall be deducted from the calculation of eniority and of "continuou ervice" for the purpoe of calculating everance pay and vacation leave, and hall not be counted, for pay increment purpoe, in accordance with Article Leave Without Pay to Accompany Spoue (a) At the requet of an employee, except in the cae of an emergency ituation beyond the employee control, with a written notice of one (1) month, leave without pay for a period of up to one (1) year hall be granted to an employee whoe poue i permanently relocated and up to five (5) year to an employee whoe poue i temporarily relocated. (b) Except where the period of uch leave i le than three (3) month, the period of leave without pay granted under thi claue hall be deducted from the calculation of eniority and of "continuou ervice", for the purpoe of calculating everance pay and vacation leave. Time pent on uch leave which i for a period of more than three (3) month hall not be counted for pay increment purpoe in accordance with Article Condition applicable upon the granting of leave in accordance with claue 34.09, (b) and (b) are a follow: (a) the Employer will inform prior to the leave the employee in writing of the condition which will be applicable upon hi/her return; (b) when operational requirement permit it, the Employer will guarantee to the employee the ame poition upon hi/her return from leave, if the poition till exit; (c) when operational requirement do not permit it: (i) the Employer will give the employee a priority of appointment for a period of one (1) year tarting at the end of the leave, to a poition at the ame level, at an equivalent or lower level, within the ame diviion, and; (ii) a priority of conideration for a period of one (1) year tarting at the end of the leave, for all other poition for which the employee i eligible to and i qualified for A reaonable period of up to three decimal even five (3.75) hour of time off with pay if the employee ha a normal workweek of five (5) day of even decimal five (7.5) hour, or up to four (4) hour if the employee ha a normal workweek of five (5) day of eight (8) hour, will be granted to pregnant employee for the purpoe of attending routine medical appointment Where a erie of continuing appointment are neceary for the treatment of a particular condition relating to the pregnancy, abence hall be charged to ick leave. NFB-SGCT (CUPE, Local 4835) Collective Agreement

49 ARTICLE 35 LEAVE FOR UNION ACTIVITIES (a) On prior notice of at leat ten (10) buine day, the Employer hall grant unpaid leave to a maximum of three (3) employee named by the Union to take part in a conference, convention or training coure, on condition that thee employee do not occupy poition in the ame work unit. (b) In addition, when operational requirement permit, the Employer hall, on requet, grant unpaid leave to a reaonable number of repreentative of the Union to allow them to take part in union activitie, other than meeting with repreentative of the Employer, a part of their activitie repreenting NFB employee The Employer will grant leave without pay to an employee who ha been elected to a full time office of the Union for the period during which he/he i elected to hold office. Similarly, an employee elected to or who obtain an office with CUPE (maximum of one [1] employee at a time) and who ubmit a requet in writing at leat ixty (60) day in advance hall be granted leave without pay of a minimum duration of one (1) month and for the duration of hi/her term of office, or different ucceive term of office, uch leave not to exceed five (5) year. An employee who take unpaid leave under thi claue hall continue to enjoy fringe benefit provided he/he ubcribe to them and make the correponding contribution. At the end of hi/her leave, thi employee i reintated in hi/her former poition Where the Employer originate a meeting with an employee who ha preented a grievance, the employee will be granted time off with pay to dicu the grievance Where an authorized repreentative of the Union repreent an employee who ha preented a grievance at a meeting with the Employer or at an adjudication meeting, thi repreentative will be granted time off with pay PSLRB (a) Where operational requirement permit, the Employer will grant leave with pay to a reaonable number of employee who repreent the Union before the PSLRB. (b) The Employer will grant leave with pay to an employee called a a witne by the PSLRB and leave with pay to an employee called a a witne by the Union The Employer will grant time off with pay to a reaonable number of employee who are meeting with repreentative of the Employer on behalf of the Union Upon obtaining the agreement from the authorized repreentative of the Employer, the union repreentative may invetigate grievance. The Employer agree that uch permiion hall not be unreaonably withheld Where an employee ha aked, or i obliged, to be repreented by the Union in relation to the preentation of a grievance and an employee acting on behalf of the Union wihe to dicu the grievance with that employee, the employee and the employee acting on NFB-SGCT (CUPE, Local 4835) Collective Agreement

50 behalf of the Union hall be granted, at a time agreed upon with the Employer authorized repreentative, reaonable time off with pay for thi purpoe if the dicuion take place in the headquarter area of uch employee and leave without pay if it take place outide the headquarter area of uch employee Educational Leave ARTICLE 36 CAREER DEVELOPMENT (a) An employee may be granted educational leave for varying period up to one (1) year, which can be renewed by mutual agreement, to attend a recognized intitution for additional or pecial tudie in ome field of education in which pecial preparation i needed to enable him/her to fill hi/her preent role more adequately, or to undertake tudie in ome field in order to provide a ervice which the Employer require or i planning to provide. (b) Educational leave may be granted with full pay, with partial pay or without pay at the dicretion of the Employer and depending on uch factor a the duration of the coure, it relatedne and value in term of the employee' anticipated role at the NFB and alo the nature of the Employer' taff requirement in the occupational area concerned. (c) A a condition to the granting of educational leave, an employee hall, if required, give a written undertaking prior to the commencement of the leave to return to the ervice of the Employer for a period of not le than the period of the leave granted. If the employee, except with the permiion of the Employer, (i) (ii) (iii) fail to complete the coure; doe not reume employment with the Employer on completion of the coure, or ceae to be employed before termination of the period he/he ha undertaken to erve after completion of the coure; he/he hall repay the Employer all alary paid to him/her under thi claue during the educational leave or uch leer um a hall be determined by the Employer. NFB-SGCT (CUPE, Local 4835) Collective Agreement

51 36.02 Attendance at Conference and Convention (a) In order that each employee hall have the opportunity for an exchange of knowledge and experience with hi/her profeional colleague, the employee may apply to attend a reaonable number of conference or convention related to hi/her field of pecialization. The Employer may grant leave with pay and reaonable expene, including regitration fee to attend uch gathering, ubject to budgetary and operational contraint a determined by the Employer. (b) An employee who attend a conference or convention at the requet of the Employer to repreent the interet of the Employer hall be deemed to be on duty and, a required, in travel tatu. (c) An employee invited to participate in a conference or convention in an official capacity, uch a to preent a formal addre or to give a coure related to hi/her field of employment, may be granted leave with pay for thi purpoe and may, in addition, be reimbured for hi/her payment of regitration fee and reaonable travel expene. (d) An employee hall not be entitled to any compenation for overtime in repect of hour he/he i in attendance at or traveling to or from a conference or convention under the proviion of thi claue Profeional Development (a) The partie to thi agreement hare a deire to improve profeional tandard by giving employee the opportunity on occaion: (i) to participate in eminar, workhop, hort coure or imilar program related to their profeional activitie to keep up to date with knowledge and kill in their repective field, or (ii) to conduct reearch or to perform work related to their normal profeional activitie in location other than thoe of the Employer. (b) An employee may apply at any time for profeional development under thi claue, and the Employer may elect an employee at any time for uch profeional development. (c) When an employee i elected by the Employer for profeional development under thi claue, the Employer will conult with the employee before determining the location and duration of the program or work or tudie to be undertaken. (d) An employee elected for profeional development under thi claue will continue to receive hi/her normal compenation including any increae for which he/he may become eligible. The employee hall not be entitled to any compenation for overtime while on profeional development under thi claue. (e) An employee on profeional development under thi claue may be reimbured for reaonable travel expene and uch other additional expene a the Employer deem appropriate. NFB-SGCT (CUPE, Local 4835) Collective Agreement

52 36.04 Leave of abence with pay to write examination may be granted by the Employer to an employee who i not on educational leave. Such leave will be granted only where, in the opinion of the Employer, the coure of tudy i directly related to the employee' dutie or will improve hi/her qualification ARTICLE 37 LEAVE WITHOUT PAY (a) At it dicretion, the Employer may grant leave without pay for purpoe other than thoe pecified in thi agreement. (b) The employee who ha two (2) year of continuou ervice may ak for a leave without pay for a maximum of one (1) week per year, which the Employer cannot refue without valid ground The Employer will facilitate the employee' participation in fringe benefit to which he/he ubcribe On returning to duty, the employee hall be paid at not le than the alary and claification he/he held before commencement of leave without pay. ARTICLE 38 SEVERANCE PAY The Employer hall continue pat practice in giving all reaonable conideration to continued employment in the Employer ervice of employee who would otherwie be laid off becaue of the elimination of their poition due to lack of work, technological change, tructural change, change in the work proce or contracting out Should a continuou poition be eliminated in a ection where everal employee perform the ame dutie, lay-off hall be baed on competence and eniority, with eniority becoming increaingly ignificant after five (5) year Except when he/he receive an amount in lieu of notice, in whole or in part, a provided below, a laid-off continuou employee hall maintain call-back priority for eighteen (18) month from the date of the lay-off. Seniority hall not be interrupted if the continuou employee i called back to work within thi time Aide from everance pay puruant to claue and 38.11, a laid-off employee hall receive notice a pecified in the Human Reource Manual or, at the Employer dicretion, NFB-SGCT (CUPE, Local 4835) Collective Agreement

53 (a) an amount equivalent to what he/he would have earned if he/he had remained employed for the duration of the notice, or (b) any combination of notice and equivalent amount, not to exceed the original term of the notice Offer of a uitable poition (a) The Employer wihe to keep the number of lay-off to a minimum and hall make a reaonable attempt, according to the criteria et out in claue 14.03, to offer a uitable poition to any employee who ha been laid off. (b) If the employee decline, without good and ufficient reaon, the offer of tranfer in the ame geographical area to another poition, a decribed above, he/he i immediately remunerated according to the rate of pay of the reclaified poition Rate of pay poition of an inferior level An employee who ha been laid off or i about to be laid off and i given a lower poition a a reult of the application of thi Article 38 hall be remunerated according to the proviion in article Within a reaonable period of time before the introduction of a major change or ignificant retructuring reulting in change in working procedure, the Employer will inform in writing the Union of it intention and provide it with the appropriate documentation In the event of major technological improvement or important tructural modification reulting in major change in working procedure, the Employer will conult with the Union in order to devie a proce of adaptation for the purpoe of aiting the employee concerned to adapt to the aid change, improvement or modification. Severance Pay Lay-off An employee who ha one year or more of continuou employment and who i laid off, i entitled to be paid everance pay at the time of lay-off On the firt (1 t ) lay-off, for the firt (1 t ) complete year of continuou employment, two (2) week pay, or three (3) week pay for employee with ten (10) or more and le than twenty (20) year of continuou employment, or four (4) week pay for employee with twenty or more year of continuou employment, plu one (1) week pay for each additional complete year of continuou employment and, in the cae of a partial year of continuou employment, one (1) week pay multiplied by the number of day of continuou employment divided by three hundred and ixty-five (365) On the econd (2 nd ) or ubequent lay-off, one (1) week pay for each complete year of continuou employment and, in the cae of a partial year of continuou employment, one (1) week pay multiplied by the number of day of continuou employment divided by three hundred and ixty-five (365), le any period in repect of which the employee wa granted everance pay under article NFB-SGCT (CUPE, Local 4835) Collective Agreement

54 38.12 Releae for incapacity or incompetence Death (a) Releae for incapacity An employee who i releaed for incapacity who ha completed more than one (1) year of continuou employment and who ceaed to be employed following hi/her releae for incapacity i entitled to receive one (1) week pay for each complete year of continuou employment up to a maximum of 28 week, le any period in repect of which he/he wa granted everance pay by the Employer. (b) Releae for Incompetence An employee releaed for incompetence who ha completed more than ten (10) year of continuou employment and who ceaed to be employed following hi/her releae for incompetence i entitled to receive one (1) week pay for each complete year of continuou employment at the time of hi/her releae up to a maximum of twenty-eight (28) week, le any period in repect of which he/he wa already granted everance pay by the Employer. If an employee die, there hall be paid to hi/her etate a everance payment in repect of the employee complete period of continuou employment, compried of one (1) week pay for each complete year of continuou employment and, in the cae of a partial year of continuou employment, one (1) week pay multiplied by the number of day of continuou employment divided by three hundred and ixty-five (365), to a maximum of thirty (30) week pay, regardle of any other benefit payable Rejection on Probation An employee who ha more than one (1) year of continuou employment, and who ceae to be employed for reaon of rejection during hi/her probationary period immediately following a econd or ubequent appointment, hall be paid everance pay equal to the product obtained by multiplying hi/her weekly rate of pay on termination of employment by the number of completed year of continuou employment a of that date to a maximum of twenty-even (27) year, le any period in repect of which he/he wa paid everance pay by the Employer Severance Termination (a) Continuou tatu employee at the ignature of the collective agreement hall be entitled to a everance payment equal to one (1) week' pay for each complete year of continuou employment and, in the cae of a partial year of continuou employment, one (1) week' pay multiplied by the number of day of continuou employment divided by three hundred and ixty-five (365), to a maximum of thirty (30) week. (b) Temporary employee at the ignature of the collective agreement hall be entitled to a everance payment equal to one (1) week' pay for each complete year of continuou employment, to a maximum of thirty (30) week. NFB-SGCT (CUPE, Local 4835) Collective Agreement

55 38.16 Option The amount to which an employee i entitled hall be paid, at the employee' dicretion, either: (a) a a ingle payment at the rate of pay of the employee' ubtantive poition a of the ignature of the collective agreement, or (b) a a ingle payment at the time of the employee' termination of employment from the Employer, baed on the rate of pay of the employee' ubtantive poition at the date of termination of employment from the Employer, or (c) a a combination of (a) and (b) Selection of Option (a) The Employer will advie the employee of hi or her year of continuou employment no later than three (3) month following the official date of igning of the collective agreement. (b) The employee hall advie the Employer of the term of payment option elected within ix (6) month from the official date of igning of the collective agreement. (c) The employee who opt for the option decribed in (c) mut pecify the number of complete week to be paid out puruant to (a) and the remainder to be paid out puruant to (b). (d) An employee who doe not make a election under (b) will be deemed to have choen option (b) Appointment from a Different Bargaining Unit Thi claue applie in a ituation where an employee i appointed into a poition in the bargaining unit from a poition outide the bargaining unit where, at the date of appointment, proviion relating to everance pay in the cae of retirement or reignation are till in force, unle the appointment i only on an acting bai. (a) On the date a continuou employee become ubject to thi collective agreement after the ignature of the collective agreement, he or he hall be entitled to everance payment equal to one (1) week pay for each complete year of continuou employment and, in the cae of a partial year of continuou employment, one (1) week pay multiplied by the number of day of continuou employment divided by three hundred and ixty-five (365), to a maximum of thirty (30) week, baed on the employee rate of pay of hi or her ubtantive poition on the day preceding the appointment. (b) On the date a temporary employee become ubject to thi collective agreement after it igning, he or he hall be entitled to everance payment equal to one (1) week pay for each complete year of continuou employment, to a maximum of thirty (30) week, baed on the employee rate of pay of hi or her ubtantive poition on the day preceding the appointment. NFB-SGCT (CUPE, Local 4835) Collective Agreement

56 (c) An employee entitled to a everance payment under ub-paragraph (a) or (b) hall have the ame choice of option outlined in However, the election of which option mut be made within three (3) month of being appointed to the bargaining unit. ARTICLE 39 FREELANCING Upon requet by the Union, the Employer agree to conult the Union every three month on the matter of utilization of free-lancer and temporary employee. To thi end, he will communicate every month, report on the utilization of temporary employee of le than three (3) month and of freelancer. ARTICLE 40 UNION MANAGEMENT LABOUR RELATIONS COMMITTEE The Employer and the Union agree to etablih and to maintain a Labour Relation Committee. The Labour Relation Committee i compoed of a maximum of three (3) repreentative of the Employer and a maximum of three (3) repreentative appointed by the Union at the latet within thirty (30) working day from the igning of the preent collective agreement. By mutual conent between the partie, the Committee may decide to invite peron when appropriate The Committee will have the following function: (a) become a privileged occaion where information may be exchanged on quetion of common interet pertaining to condition of work and employment and to the maintenance of a healthy working relationhip a per claue 1.01 and 1.02 of the preent agreement; (b) become acquainted with any ubject on which the Employer would like to conult the Union; (c) become acquainted with any quetion the Union would like to dicu within the framework of the objective defined in claue 1.01 and 1.02 of the preent agreement; (d) become acquainted with any difficulty in the implementation of the preent collective agreement and, if required, recommend to both partie either an appropriate interpretation or a modification to the proviion of the agreement in accordance with Article 48, which may have for effect to facilitate the future formal negotiation of thi agreement when it expire and to reduce the number of ubject which need to be examined; NFB-SGCT (CUPE, Local 4835) Collective Agreement

57 (e) etablih, by mutual agreement, conultative ub-committee for the purpoe of tudying pecific item, uch a: (i) (ii) (iii) (iv) (v) (vi) (vii) (viii) (ix) (x) (xi) (xii) (xiii) (xiv) (xv) (xvi) cafeteria, parking privilege, proviion of uniform and protective clothing, afety and hygiene, travel regulation, elf-renewal, recycling, compreed work week, recreational facilitie, day care, equal opportunitie in employment and working condition, profeional development, taff reduction, change in NFB rule and policie, inurance and penion plan, work haring The union-management committee will meet by mutual conent a often a neceary. An agenda and the minute will be drawn up for each meeting. The committee will etablih it own rule of proceeding but the number of committee member will normally be three (3) for the Union and three (3) member for the Employer. ARTICLE 41 RECLASSIFICATION AND STATEMENT OF DUTIES If the preent claification tandard i modified or if a new claification tandard i etablihed creating new level of claification and i applied by the Employer, he hould, before applying rate of pay to new level reulting from the introduction of the tandard, determine by mutual agreement with the Union rate of pay The Employer ha the right to modify, abolih, and create any job. The Union hall be advied in writing and a oon a poible of any change to thi effect and when they NFB-SGCT (CUPE, Local 4835) Collective Agreement

58 enter into force. Notwithtanding the foregoing, in the cae of the elimination of poition, the Employer mut meet with the Union no later than ten (10) buine day prior to the date aid poition i to be eliminated to provide reaon for the change Upon requet, the employee hall be entitled to receive a copy of hi/her decription of dutie, including the claification level of the poition a well a the numerical rate aigned to it The Employer will continue the practice of giving to the Union, within a reaonable time following the ignature, update of job decription falling within the bargaining unit An employee may requet a review of the job decription for hi/her poition or an evaluation thereof in any of the following ituation: (a) When the main reponibilitie for the poition occupied have been modified o they no longer correpond to the decription of the poition concerned or evaluation of it. (b) When the condition in which he/he carrie out hi/her main reponibilitie are modified. Thi written requet hall pecify the pecific nature of the change for which a review i needed and it hall be ubmitted to hi/her upervior, with a copy to the Human Reource diviion, Global Compenation ector. Thi ector hall acknowledge receipt of the review requet within five (5) working day. A copy of the acknowledgement of receipt i imultaneouly ubmitted to the Union. The committee mut meet a oon a poible and will have a maximum of ix (6) month to carry out the work Joint evaluation committee (a) The joint evaluation committee i made of two (2) repreentative from each party. If the function of a peron in the committee i in the evaluation proce, the peron mut withdraw from the committee for the duration of the evaluation. (b) The committee mandate i to evaluate, according to the evaluation plan in effect, every new or modified poition. The Union hall be entitled to receive the information pertaining to any change made to the decription of dutie. (c) Five (5) working day before the joint committee hold it meeting, the Employer hall give to the member of the committee, the agenda for thi meeting a well a the related documentation including the coring by factor and comparative poition. (d) The committee i co-chaired by the Global Compenation Advior of the NFB and a repreentative of the Union, and ha a conultative role. (e) Occaionally, the Employer or the Union may invite to a meeting of the joint committee a reource peron who can help ettle a pecific quetion via hi or her expertie. (f) For every meeting of the joint committee, the minute hall be drawn up by the Employer and given a oon a poible to the member of the committee with the NFB-SGCT (CUPE, Local 4835) Collective Agreement

59 official document reulting from the work of the committee uch a alary categorie, reult from reclaification requet, etc (a) The effective date of the review of the alary category i: (i) the date of the requet for an exiting poition, or (ii) the date the poition i filled in the cae of a new poition. (b) If the employee i aigned to uch a new or modified category, before an agreement wa reached regarding the alary rate, the new rate hall apply retroactively a of the day when the employee wa aigned to the category. (c) When reclaifying a poition at a higher level, the employee hall be integrated at the level that provide an increae of at leat four percent (4%). If the increae place the alary between two (2) level, it i rounded up to the level immediately above. (d) When reclaifying a poition to a lower level, the rate of compenation of the alaried employee i not affected and for all intent and purpoe, he or he retain the ame level. Thi plan i referred to a the Salary Protection Statu. (e) The reclaification of the poition to a lower level take effect when the poition become vacant. The employee benefit from pay increae until he/he reache the maximum rate of the cale of hi/her previou poition. (f) The Employer hall make every reaonable effort to tranfer the employee to a poition having a level equivalent to that of the former group and/or level of the poition. (g) If the employee decline, without good and ufficient reaon, the offer of tranfer in the ame geographical area to another poition, a decribed in paragraph (a) above, he/he i immediately remunerated according to the weekly rate of pay of the reclaified poition Review of a claification deciion If the employee i not in agreement with the poition evaluation, the review requet will be done according to the grievance procedure, in accordance with article (b). ARTICLE 42 TECHNOLOGICAL AND WORK PROCEDURE CHANGES Within a reaonable period of time before the introduction of a major change or ignificant retructuring reulting in change in working procedure, the Employer will inform in writing the Union of it intention and provide it with the appropriate documentation. NFB-SGCT (CUPE, Local 4835) Collective Agreement

60 42.02 In the event of major technological improvement or important tructural modification reulting in major change in working procedure, the Employer will conult with the Union in order to devie a proce of adaptation for the purpoe of aiting the employee concerned to adapt to the aid change, improvement or modification Training for impacted employee When the Employer decide, following technological or minor work procedure change, that an employee hall acquire new competencie or knowledge to carry out the dutie of the poition, the Employer hall provide the employee the neceary training during work hour at no cot and with no lo of alary. ARTICLE 43 PERFORMANCE REVIEW The Employer hall complete the performance appraial of each employee within two month of the end of the fical year, barring exceptional circumtance An employee hall be given an opportunity to ee the formal appraial form of hi/her performance and to dicu it with hi/her upervior. The appraial form hall be igned by the employee and hi/her upervior. If comment or amendment are added during the review proce by the hierarchical upervior, the appraial form hall be preented again to the employee for hi/her ignature. An employee hall alo be given an opportunity to ee and ign all advere report pertaining to the performance of hi/her dutie in hi/her current poition, which are placed on hi/her file at the time of filing or within a reaonable period thereafter. A copy of the formal appraial form or report will be provided to him/her at that time When there i a diagreement between the Employer and the employee about the appraial, the employee may put down hi/her comment in writing. Upon requet of the employee, thee comment will be filed in hi/her peronal file with hi/her appraial The employee may ak for a meeting with hi/her upervior in order to dicu again hi/her evaluation. At thi time, he/he may be accompanied by a union repreentative. NFB-SGCT (CUPE, Local 4835) Collective Agreement

61 ARTICLE 44 SAFETY AND HEALTH The Employer hall continue to make all reaonable proviion for the occupational afety and health of employee. The Employer will welcome uggetion on the ubject from the Union and the partie undertake to conult with a view to adopting and expeditiouly carrying out reaonable procedure and technique deigned or intended to prevent or reduce the rik of work injury. Moreover, the Employer hall maintain the NFB Health and Safety Committee where the repreentative from the Union will have the ame right and power a the other union repreentative on the Committee. The Employer hall offer a number of employee that it deem appropriate the poibility of taking firt-aid coure o a to help enure the preence of qualified firt-aider in the workplace in the event of an emergency. ARTICLE 45 PERSONNEL TRANSPORTATION Tranportation will be provided to an employee who i required to work other than hi/her normal working hour, and mut travel to or from hi/her home during the hour between midnight (12:00 am) and ix (6:00 am) and when convenient public tranportation or other tranportation facilitie are not available. The employee hall be reimbured for the cot of commercial tranportation up to a maximum of three dollar ($3). ARTICLE 46 PART-TIME EMPLOYEES Part-time employee are covered by the preent collective agreement and, unle otherwie indicated, Article 17 and 18 (Hour of Work) do not apply. In thi cae, hour of work are determined by the Employer Part-time employee hall be entitled to the benefit provided under thi Agreement in the ame proportion a their normal cheduled weekly hour of work compared with the normal weekly hour of work of full-time employee unle otherwie pecified in thi Agreement. Condition of earning or granting of thee benefit are alo etablihed in the ame proportion Part-time employee hall be paid at the traight-time rate of pay for all work performed up to even decimal five (7.5) hour in a day or thirty-even decimal five (37.5) hour in a week (Location: eight [8] hour and forty [40] hour) following the agreement reached between the employee and the Employer at the time of hiring. NFB-SGCT (CUPE, Local 4835) Collective Agreement

62 46.04 A part-time employee hall not be paid for the deignated holiday but hall, intead be paid a premium of four per cent (4%) for all traight-time hour worked during the period of part-time employment When a part-time employee i required to work on a day which i precribed a a deignated paid holiday for a full-time employee in Article 29 of thi agreement, the employee hall be paid time and one-half (1.5) the hourly rate of pay for the firt even decimal five (7.5) hour worked on the holiday and double time thereafter. (Location: firt eight [8] hour) Overtime mean authorized work performed in exce of even decimal five (7.5) hour per day or thirty-even decimal five (37.5) hour per week in accordance with the agreement in but doe not include time worked on a holiday. (Location: eight [8] hour and forty [40] hour) Subject to claue and 46.06, a part-time employee who i required to work overtime hall be paid at time and one-half (1.5) for all overtime hour worked Where an employee doe not work the ame number of hour each week, the normal work week hall be the weekly average calculated on a monthly bai An employee whoe employment in any month i a combination of both full-time and part-time employment hall not earn vacation or ick leave credit in exce of the entitlement of a full-time employee The amount of the increae i calculated on the pay cale for a full time work prorated by hi/her normal weekly hour of work. ARTICLE 47 PAY Rate of pay a et forth in Appendix A attached hereto and forming part of thi agreement are the official rate of pay (a) Promotion When promoting an employee from a lower category poition to a higher category poition, the employee hall receive, beginning on the date of the promotion, a applicable, the more beneficial of: (i) (ii) The category minimum for the new poition; A four percent (4%) increae without exceeding the maximum for the new category; if the increae locate the alary between two level, it i rounded up to the higher one. NFB-SGCT (CUPE, Local 4835) Collective Agreement

63 (b) Demotion When demoting an employee from a higher category poition to a lower category poition, the employee hall receive, beginning on the date of the demotion, the lower alary that i the cloet to the alary he/he wa receiving prior to the demotion. (c) Tranfer When tranferring an employee from one poition to another in the ame alary category, the employee hall continue to receive, a of the date of the tranfer, the ame alary a prior to the tranfer All employee in poition or hired after the date thi agreement i igned hall benefit from an increaed tep on their ervice anniverary date provided they do not exceed the maximum of the applicable cale Salary cale calculated baed on forty (40) hour per week apply only to employee who are required on a continuou bai to be preent at work for forty (40) hour per week The normal increment period i one year If an employee die, the alary due to him/her on the lat working day preceding hi/her death hall continue to accrue to the end of the month in which he/he died. Salary o accrued which ha not been paid to the employee a at the date of hi/her death hall be paid to hi/her etate Salary Protection Salary protection applie to all other cae of demotion or reclaification to a lower claification. (a) The employee alary i not affected and for all practical purpoe, he or he keep the ame level. (b) The poition reclaification to a lower claification i effective once the poition become vacant. The employee benefit from alary increae until he or he reache the maximum of the alary cale of hi or her previou poition. ARTICLE 48 AGREEMENT RE-OPENER CLAUSE Thi agreement may be amended by mutual conent of the Employer and the Union pecifically but not excluively to foreee different working condition for employee working outide the Montreal region. NFB-SGCT (CUPE, Local 4835) Collective Agreement

64 ARTICLE 49 DURATION AND RENEWAL The duration of thi collective agreement hall be from the date it i igned to June 30, 2014 incluively Notwithtanding the preceding, thi agreement hall remain in effect during the negotiation for it renewal and until a new agreement become effective Unle otherwie exprely tipulated, the proviion of thi agreement hall become effective on the date it i igned. EXECUTED AT MONTREAL, on December 17, 2012 THE NATIONAL FILM BOARD : THE SYNDICAT GÉNÉRAL DU CINÉMA ET DE LA TÉLÉVISION (CUPE, LOCAL 4835) ORIGINAL SIGNED BY Tom Perlmutter ORIGINAL SIGNED BY Louie Ferland ORIGINAL SIGNED BY Françoi Tremblay ORIGINAL SIGNED BY Serge Gapard Gaudreau ORIGINAL SIGNED BY Arlette Boghokhan ORIGINAL SIGNED BY Pierre Angrignon ORIGINAL SIGNED BY Joanne Carrière ORIGINAL SIGNED BY Marye Chapdelaine NFB-SGCT (CUPE, Local 4835) Collective Agreement

65 APPENDIX A RATES OF PAY Integration of employee into the cale of rate (a) Employee with more than one year of continuou ervice on July 1 t, 2012 will move along the cale on July 1 t of each year. (b) Employee with le than one year of continuou ervice on July 1 t, 2012 will move along the cale on their continuou ervice anniverary date. (c) Employee promoted to a higher level will move along the cale on the anniverary date of their promotion. NFB-SGCT (CUPE, Local 4835) Collective Agreement

66 37.5 hour per week level 12 Point MINIMUM MAXIMUM from ~ ~.1Il7""Q.u ~ :. _.3ili!j0%111.Q..3r.;!i!l%Qiji.... a"mirllia..3ili!j0%111oq....,.3".!ilt)il!lola...-'"""3ili!j0%111oq..3r.;!i!l%qiji._olj J uly 1, 2010 S 83J261 86, ,905 99, ,548 July '1. 84,718 80,811 89,849 92,994 96,249 99, , , ,448 85, ,197 94,389 97, , , , ,104 87,709 89,875 93,02_1 96,277 99, , , , from J uly July 1, July 1, 2012 July ,497 77, % 3.50% 77,918 77,638 78, , , , % 3.50% 83,392 83,167 84, , ,078 87,370 89, % 3.S,O,. 88, , , , % 94,341 95,437 96, % 97,078 98, , , from 4.02_0::.";:; _..3,.~= ----"3"'.50% 0<."----'3"'.50% ""',... 3,.~= ---"3"'.50% =', _.,3,.~= -~ 67,890 70,593 73,295 75,998 78,701 81,404 84, ,809 89,078 S 71,855 S 74,370 S 76,973 79,667 S 82,45S 85,341 88, , ,485 78,127 80,862 83,692 86,621 89,853 71,517 74,391 76,995 79,690 82,479 85, , from Jul)' 1. July July '4 61,313 63, ,322 65,218 84,588 66, % 65, f-03 67,500 68, % 68,304 68,830 69,863 71, % 70, ,308 73,7f4 3.50% 3.50% 72, ,839 76,336 75,296 76,313 77,458 79, % 77, ,189 81, from J uly 1, 2010 July 1, July 1, 2012 July 1, 2013 S 1.988% 55,367 57,374 58,336 57,456 57,181 58,318 58, ~ 3~. 59,380 59,407 60,l59 61, % 61,387 61,S48 62,471 63, % 63,393 63,702 64,658 65,951 3~. 3.50% 65,400 67,406 65, ,921 69,263 68,259 70,648 3~. 69,413 70,828 71,887 73, from July ,.!VJYJ.?RlS- S 50,000 50,875 51,838 52,871 53,969 55, ,033 SS,SS.S S 56,975 56,033 56,959 57,813 58, ,952 59,837 61,033 60,054 61,016 61, ,065 83,151 84,098 85, from 45159$ 45,949 48,839 47, % 46,881 47, ,215 3~ $ , , % $ 50,923 51,687 52, % ,705 53,4% S4,566 S 3~ S4, ,368 56, % ,459 57,308 58, from J uly July July 1, ,503 42,125 42, o/o 42,259 42, , % $ 43,987 44,647 45, % $ 45, , % ,120 47,827 48, % ,769 49,501 50, % ,478 51,233 52, from r-=:..=~, 36,838 37,483 July 1, ,045 S..,.!VJYJ.?RlS- S 38,808 S 38,340 39,324 39, ,712 39,842 40,700 41,311 42,137 41,345 42,125 42,757 43,612 42,847 43,599 44,253 45,136 44,349 45,125 45,802 48, from J uly 1, 2010 S July 1, 2011 July S Lw!Y 1,,2!ll,L 33,274 33, ,051 34,548 35,152 35,679 36,393 35,822 36, ,667 37,096 37, ,985 38,370 38,974 39,558 40, , , EO from J uly 1, 2010 July 1, July 1, 2012,..lljlyj. 201} S 30,056 30,582 31, ,882 31, ,420 31,891 32,529 32, ,007 33,668 33,283 33,658 34,163 34, ,359 34,836 35,358 36,066 35,435 38,055 38,598 37, from.,..:-"'- -=~, 27, ,815 July 1, ,029 S...!Jilyj,.2,QI,l... S 28,590 S ,065 29,E01 S 30,091 29,406 30,083 30,534 31,145 30,538 31,136 31,603 32,235 31,671 32,225 32,709 33,383 NFB-SGCT (CUPE, Local 4835) Collective Agreement