COLLECTIVE AGREEMENT. -BETWEENterrapure. TERRAPURE ENVIRONMENT AL (hereinafter referred to as the "Company") -And -

Transcription

1 COLLECTIVE AGREEMENT -BETWEENterrapure TERRAPURE ENVIRONMENT AL (hereinafter referred to as the "Company") -And - UNITED STEELWORKERS UNITY AND STRENGTH FOR WORKERS UNITED STEELWORKERS LOCAL (hereinafter referred to as the "Union" Duration: June 24, 2017 through June 23, 2020

2 TABLE OF CONTENTS ARTICLE 1 - PURPOSE ARTICLE 2 - RECOGNITION AND SCOPE ARTICLE 3 - MANAGEMENT RIGHTS ARTICLE 4 - RELATIONSHIP ARTICLE 5 - UNION SECURITY ARTICLE 6- NO STRIKES OR LOCKOUTS ARTICLE 7- UNION REPRESENTATION ARTICLE 8 - NEGOTIATING COMMITTEE ARTICLE 9 - GRIEVANCE PROCEDUE ARTICLE 10 - DISCHARGE, SUSPENSION AND WARNING ARTICLE 11 -ARBITRATION ARTICLE 12- REPORTING ALLOWANCE ARTICLE 13 - CALL-IN-PAY ARTICLE 14 - HOURS OF WORK AND OVERTIME ARTICLE 15-SENIORITY AND JOB POSTING ARTICLE 16 - TEMPORARY TRANSFER ARTICLE 17 - PREFERENTIAL SENIORITY ARTICLE 18- LEAVE OF ABSENCE ARTICLE 19 - JURY DUTY ARTICLE 20- BEREAVEMENT PAY ARTICLE 21 - PAYMENT FOR INJURED EMPLOYEES ARTICLE 22- UNION REPRESENTATIVE ARTICLE 23- PLANT HOLIDAYS ARTICLE 24-VACATIONS AND VACATION PAY ARTICLE 25 - SAFETY AND HEAL TH ARTICLE 26 - BULLETIN BOARDS ARTICLE 27 - WAGES ARTICLE 28 - GENERAL ARTICLE 29 - BENEFITS ARTICLE 30 - LETTERS OF AGREEMENT AND SCHEDULES ARTICLE 31 -COLLECTIVE AGREEMENTS ARTICLE 32- DURATION APPENDIX "A" - WAGES & CLASSIFICATIONS APPENDIX "B" - KEY PERFORMANCE INDICATORS (KPl'S) LETTER OF UNDERSTANDING #1 LETTER OF UNDERSTANDING #2 LETTER OF UNDERSTANDING #3 LETTER OF UNDERSTANDING #

3 2 ARTICLE 1 - PURPOSE 1.01 The general purpose of the Agreement is to secure for the Union, the Company and the employees the full benefits of orderly Collective Bargaining, an amicable method of settling any difference which may arise between the parties and to set forth the conditions of employment to be observed by the Union and the Company It is the purpose and intent of the Company and the Union in making this Collective Agreement to develop, maintain and improve relationships between the Company, the Union and the employees represented by the Union, by setting forth herein the terms of agreement relating to the rates of pay, hours of work and conditions of employment It is the mutual interest of the Company, the Union and the employees to maintain high standards of safety and environmental compliance, the maintenance and improvement of both the quality and quantity of service to our customers so that we may keep and improve our competitive position in the waste industry, recognizing that such improvement has been the constant basis of greater stability of employment, creating new employment and increased individual and general living standards Attaining these goals requires a commitment to steady increases in productivity from all employees in maximizing the output of services. Improved methods contribute substantially to the productivity of individual performance. The Company, the Union and employees will continue to work towards the improvement of its productivity The term "employee" or "employees" whenever used herein shall mean only those employees coming within the scope of the bargaining unit as described above. When either the feminine or masculine gender is used, the opposite gender may be substituted. Terms importing the singular shall be deemed to include the plural unless the context requires otherwise. ARTICLE 2 - RECOGNITION AND SCOPE 2.01 The Company recognizes the Union as the sole bargaining agent for all employees of Revolution Environmental Solutions LP, operating as Terrapure Environmental at 1131 Snow Valley Road, in the Township of Springwater, save and except supervisors, and persons above the rank of supervisor, office, clerical, and sales staff, and any employee for whom a trade Union held bargaining rights as of December 10th, Any changes or amendments to this Agreement during its term shall be incorporated only with mutual agreement between the Company and the Union The term "employee" or "employees" whenever used herein shall mean only those employees coming within the scope of the bargaining unit as described above. When either the feminine or masculine gender is used, the opposite gender may be substituted. Terms importing the singular shall be deemed to include the plural unless the context requires otherwise Supervisors and other non-bargaining unit personnel or employees of the Employer shall not perform work included in job classifications under this Agreement and normally performed by members of the bargaining unit, except:

4 3 (a) (b) (c) (d) (e) in cases of bona fide emergency; when there are no bargaining unit employees on layoff who are able to do the work concerned; when the non-bargaining unit person is being trained, for a period of up to three (3) months, provided no bargaining unit employee is laid off, reclassified or reduced in pay as the result of such training; when a supervisor is training a bargaining unit employee. It is understood that supervisory personnel will continue to perform duties in the Lab as necessary to meet customer service needs. ARTICLE 3 - MANAGEMENT RIGHTS 3.01 The Union acknowledges and agrees that it is the exclusive function and right of the Company to generally manage the industrial enterprise or enterprises in which the Company is from time to time engaged. Without limiting the generality of the foregoing, and subject to the express provisions of this Agreement, management's rights shall include: (a) (b) (c) (d) The right to maintain order, discipline and efficiency, and in connection therewith, to make, alter and enforce from time to time, rules and regulations, policies and practices, to be observed by its employees; the right to discipline or discharge employees for just cause, provided that a claim for discipline or discharge without just cause may be the subject matter of a grievance and dealt with as hereinafter provided. The right to select, hire, discipline, discharge, transfer, assign to shifts, promote, demote, classify, layoff, recall, suspend, and retire employees, to select employees for positions excluded from the bargaining unit. The right to determine the location and operation of the Company's plant and other facilities and their expansion; the curtailment or discontinuance of such plants and other facilities; the direction of the working forces; the services to be furnished; the products to be manufactured; the subcontracting of work; the schedules of work; the number of shifts; the methods, processes and means of performing work; job content and qualifications; the use of improved methods, machinery and equipment; quality and quantity standards; the qualifications of employees; overtime: the number of hours to be worked; starting and quitting times; financial policies, including general accounting procedures, price of goods sold and customer relations. The Union agrees that the above-enumerated matters are solely and exclusively the responsibility of the Company subject to any express limitations set out in this Agreement. The sole and exclusive jurisdiction over all operations, buildings, machinery, tools and equipment shall be vested in the Company.

5 4 ARTICLE 4 - RELATIONSHIP 4.01 The Company and the Union agree that there shall be no discrimination of employees because of race, ancestry, place of origin, citizenship, creed, sex, sexual orientation, age, marital status, family status, handicap, ethnic origin, colour, religion and record of offences Employee Communications: In order to develop and maintain a healthy atmosphere there must be candid, honest, and continuing discussions. Therefore, at least once every quarter, the Unit Chairperson and another Union Representative will meet with management during work time or as mutually agreed to discuss work-related items. The parties will advise each other one week in advance of any items to be put on the meeting agenda for discussion The Company and the Union agree to observe the provisions of the Ontario Human Rights Code The Company agrees it shall not interfere with, restrain, coerce, or discriminate against employees in their lawful right to become and remain members of the Union and to participate in its activities The Union agrees that, except as provided for in this Agreement, there will be no Union activity on the premises of the Company during the employees' working hours except by agreement with the Company. ARTICLE 5 - UNION SECURITY 5.01 The Company shall deduct Union dues including, where applicable, initiation fees and assessments, on a bi-weekly basis, from the total earnings of each employee covered by this Agreement. The amount of dues shall be calculated in accordance with the Union's Constitution All dues, initiation fees and assessments shall be remitted to the Union forthwith and in any event no later than fifteen (15) days following the last day of the month in which the remittance was deducted. The remittance shall be sent to the International Secretary-Treasurer of the United Steelworkers, AFL-CIO-CLC, P.O. Box Postal Station "A", Toronto, Ontario, MSW 1V7, in such form as shall be directed by the Union (if the Collective Agreement does not have the International Union as the party then the word "Union" should be changed to the "International Union") to the Company along with a completed Dues Remittance Form R115. A copy of the Dues Remittance Form R115 will also be sent to the Union office designated by the Area Coordinator The remittance and the R115 Form shall be accompanied by a statement containing the following information:

6 5 (a) (b) (c) a list of the names of all employees from whom dues were deducted and the amount of dues deducted; a list of the names of all employees from whom no deductions have been made and reasons; this information shall be sent to both Union addresses identified in Article 5.02 in such form as shall be directed by the Union to the Company The Union shall indemnify and save the Company harmless against all claims or other forms of liability that may arise out of any actions taken by the Company in compliance with this Article The Company, when preparing T-4 slips for the employees, will enter the amount of Union dues paid by the employee during the previous year In the event that the Company is found to have violated the provisions of this Article by an Arbitrator appointed pursuant to this Collective Agreement, all costs of the Arbitrator and disbursements shall be born exclusively by the Company. Further, if the Company is found by an Arbitrator not to have remitted Union dues in accordance with this Article, the Company shall pay to the Union a specific penalty in addition to such other remedy as may be, ordered by the Arbitrator. The penalty shall be a payment in an amount equivalent to the amount in dues monies that was not paid, or paid late in violation of this Article as found by the Arbitrator. The penalty shall be paid to the Union's International Secretary-Treasurer. ARTICLE 6 - NO STRIKES OR LOCKOUTS 6.01 The Company agrees that, during the life of this Agreement, it shall not cause or direct any lockouts of employees and the Union agrees that it shall not cause or direct any strikes by its members. ARTICLE 7 - UNION REPRESENTATION 7.01 The Company acknowledges the right of the Union to appoint or otherwise select Union Stewards for the purpose of representing employees in the handling of complaints and grievances The Company agrees to recognize two (2) Union Stewards, one (1) of which will be the Unit Chairperson The Company shall be notified by the Union of the names of the Union Stewards and any changes made thereto The Company agrees to recognize and deal with a Union Grievance Committee of not more than two (2) employees, one (1) of whom shall be the Unit Chair. Each representative will handle processing of any grievance for his/her area. Common grievances will be handled by the Committee. The other Steward will act in the absence of the Area Steward.

7 A Steward may request relief from assigned regular duties to investigate a grievance arising from this Agreement without deduction of regular wages. Permission must be requested via the Branch Manager or designate in advance; approval will not be unreasonably withheld. This right is granted on the following conditions: (a) (b) (c) (d) (e) The time shall be devoted to the prompt handling of the grievance. The time away shall be reported in accordance with normal timekeeping requirements. The Steward will contact the Branch Manager or designate at the beginning and end of the meeting. The Company reserves the right to limit such time if it deems the time so taken to be excessive. The time shall be determined based on operational requirements and the necessity for immediate action If the union steward is absent from the company's employment due to illness, vacation or leave of absence the Company and Union will recognize an alternate steward. ARTICLE 8 - NEGOTIATING COMMITTEE 8.01 The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2) employees. The Negotiating Committee shall consist of two (2) members selected by the Union, along with representatives of the International Union The Negotiating Committee is a separate entity from other committees and shall deal only with such matters as are properly the subject matter of negotiations, including proposals for the renewal or modifications of this Agreement The Company agrees to allow two (2) members of the Negotiating Committee the day off work without loss of regular earnings on each day the Committee is scheduled to meet with the Company or their representatives, up to but not including conciliation. ARTICLE 9 - GRIEVANCE PROCEDURE 9.01 It is the mutual desire of the parties hereto that any complaint or cause for dissatisfaction arising between an employee and the Company with respect to the application, interpretation or alleged violation of this Agreement shall be adjusted as quickly as possible It is generally understood that an employee has no complaint or grievance until his/her immediate supervisor has had the opportunity to address the complaint. The union steward may accompany the employee, if requested. If after registering the complaint with the supervisor and such complaint is not settled within five (5) working days or within any longer period which may have been agreed to by the parties, then the following steps of the Grievance Procedure may be invoked:

8 7 Step One The grievance shall be submitted in writing to the Branch Manager or designate who will meet with the employee and union steward within five (5) working days of the receipt of the grievance in an attempt to resolve the grievance. The grievor must be present at this meeting, unless otherwise agreed to by the parties. The Branch Manager or designate shall within a further five (5) working days, answer the grievance in writing to the steward. Step Two If the grievance remains unsettled at the conclusion of Step One, the grievance may be submitted to a Human Resources designate who shall within five (5) working days, hold a meeting between the Union Grievance Committee and the appropriate representatives of Management, in a final attempt to resolve the grievance. A Staff Representative of the Union and the grievor may be present at this meeting if requested by either party. Human Resources shall within a further two (5) working days, give a decision, in writing, to the Union The Company shall not be required to consider any grievance, which is not presented within ten (10) working days after the grievor or the Union first became aware of the alleged violation of the Agreement. Thereafter the time limits in the Grievance Procedure shall be considered discretionary and not mandatory Company grievances wi ll commence at Step Two of the Grievance process and will be directed to the Staff Representative of the Union, following a similar process and will also be processable through the Arbitration Procedure. Union policy grievances will commence at Step Two and will be directed to Human Resources If final settlement of the grievance is not reached at Step Two, then the Grievance may be referred in writing by either party to Arbitration as provided in Article 11, Arbitration, at any time within thirty (30) working days after the decision is received under Step Two At any stage of the Grievance Procedure including Arbitration, the conferring parties may have the assistance of the employee(s) concerned and any necessary witnesses and relevant records. All reasonable arrangements will be made to permit the conferring parties, or the Arbitrator, to have access to the plant to view disputed operations and to confer with the necessary witnesses The time limits referred to above may be extended by mutual consent. ARTICLE 10 - DISCHARGE, SUSPENSION AND WARNING When an employee is to be given a disciplinary warning by the Employer, such a warning shall be a written one and a copy of this warning will be forwarded as soon as practical to the Unit Chairperson. Management will not consider discipline after (10) days from when management was made aware of the incident.

9 An employee may. be suspended or discharged for just cause by the Employer. Such an employee shall have the right to use the Grievance Procedure outlined in this Agreement. The just cause standard will be less for a probationary employee All disciplinary notations shall be removed from an employee's file after eighteen (18) months (a) Prior to suspending or discharging an employee, the Employer may fi rst meet with the Union to discuss the incident before making a decision. (b) (c) (d) At that time the Union will present the facts or other information, which it wishes the Employer to consider. Attendance at this meeting will be limited to the Unit Chair or the Steward involved, the Employer and, by agreement, such witnesses who may have personal knowledge of the case. A Union Representative will be present at the time the suspension or discharge is issued Grievance relating to the discharge or suspension of an employee must be submitted within ten (10) days from the date of discharge or notice of suspension and will be processed through the Grievance Procedure commencing at Step Two The parties may engage the services of a GSO prior to advancing the grievance to Arbitration, the costs of which shall be borne equally by the two (2) parties hereto. ARTICLE 11 - ARBITRATION The Arbitration Procedure incorporated in this Agreement shall be based on the use of a single Arbitrator This provision applies if a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including a question as to whether a matter is arbitrable After exhausting any Grievance Procedure established by this Agreement, either party may give written notice to the other that it wishes to submit the difference or allegation to Arbitration The parties shall then appoint a person to act as Arbitrator. If they are unable to agree upon the appointment of an arbitrator within ten (10) working days after the notice is given, the Arbitrator shall be appointed by the Minister of Labour for Ontario at the request of either party The Arbitrator shall not be authorized, nor shall the Arbitrator assume authority, to alter, modify, or amend any part of this Agreement, nor to make any decision inconsistent with the provisions thereof, of to deal with any matter not covered by this Agreement The fees and charges of the Arbitrator shall be borne equally by the two (2) parties hereto.

10 9 ARTICLE 12 - REPORTING ALLOWANCE In the event that an employee reports for work on his/her regular shift, without having been previously notified not to report, he/she will be given at least four (4) hours work at his/her regular rate of pay or if no work is available he/she will be paid the equivalent of four (4) hours at his/her regular rate of pay in lieu of work. ARTICLE 13- CALL-IN-PAY Any employee who has completed his/her shift and has left the Company's premises and is then recalled to work extra time shall be paid the appropriate rate, and will not receive less than the equivalent of four (4) hours regular pay at the employee's regular rate of pay for such additional work. There will be no pyramiding of call-ins for the same hours. It is understood that any employee who has been called-in may be assigned to other work for which he/she may be qualified in lieu of being released. ARTICLE 14 - HOURS OF WORK AND OVERTIME The workweek will be a seven (7) day period commencing Sunday at 11 :OOpm. 11 :OOpm is not considered overtime for nightshift scheduling for the first hour on the Sunday night. There will be two (2) regular work weeks: Regular work week #1 : Monday to Friday inclusive Regular work week #2: Tuesday to Saturday inclusive (note that this work week will only apply to new employees hired after the expiration of the current collective agreement, June 23, 2014) Nothing in this Article shall be construed as a guarantee of hours per day or per week Employees working overtime will receive a ten (10) minute rest period after each two hours worked daily Afternoon Shift: A premium of seventy five cents ($0. 75) per hour worked. Night Shift A premium of one dollar ($1.00) per hour worked (a) (b) All work performed after forty- (40) hours per week shall be paid at the rate of time and one-half (1-1/2 x) the employees' regular rate of pay. All work performed on Saturday or Sunday shall be paid at the rate of time and one-half (1-1/2 x) the employees' regular rate of pay (with the exception of employees hired after the expiration of the current collective agreement, June 23, 2014).

11 10 - Night Shift Company and union agree to meet prior to the implementation of the night shift. The night shift will not be added into the rotation for day and afternoon shift. The night shift will be offered to existing employees first on a seniority basis. Once implemented, night shift employees will be given the opportunity to move to day or afternoon shift when openings become available on seniority basis prior to posting for outside candidates. When hiring for night shift, it will be communicated as a condition of employment. For training purposes, existing employees may be required to work nights for a period of time to allow for proper transfer of skills and knowledge Overtime Procedure: (a) Daily: Overtime work shall be on a voluntary basis subject to the following: 1. First opportunity to employee on the job within the classification with the lowest amount of recorded overtime. 2. Next employee within the classification, if available, with the lowest amount of recorded overtime. 3. Employee outside the classification with the lowest amount of recorded overtime who is capable of performing the required work. (b) Weekend - Sign-up Sheet: The Company gives notice that it will be following the terms of practice as outlined on the CBA. 1. Awarded to employee within the classification with the lowest amount of recorded overtime who has signed the "Sign-up Sheet". 2. Awarded to employee outside the classification with the lowest amount of recorded overtime who is capable of performing the work who has signed the "Sign-up Sheet". 3. If insufficient employees sign up, the Company will assign qualified employee(s) on a rotating basis through the seniority list in reverse order of seniority. Note: The parties agree that overtime will be distributed relatively equally within the classification and a list indicating the overtime hours worked and refused posted on the bulletin board and amended once a month. Overtime offered in a timely manner and refused, shall be credited as hours worked but indicated as "refused" on the overtime list.

12 11 (c) (d) In the event the above system fails to work effectively, the parties agree to sit down and make a good faith effort to resolve the issue. There shall be no pyramiding of overtime rates Lunch/Breaks: (a) Two (2) breaks at fifteen (15) minutes each plus a one-half (1 /2) hour unpaid lunch, while on either a one (1) or two (2) shift operation, plus a five (5) minute wash-up period per lunch/break Employees will be paid by direct deposit bi-weekly. Pay stubs will be available normally on Thursdays. ARTICLE 15 - SENIORITY AND JOB POSTING An employee shall be considered a probationary employee until he/she has worked ninety (90) days. Upon completion of such probationary period he/she shall have service dating from his/her last hiring date, and, in the case of an employee who was previously laid off and rehired there shall be added to such service time worked within the previous six (6) months prior to the completion of the probationary period. Both parties agree to a written review every month in the presence of a Union Representative. It is the goal of the company to maximize Barrie employee's for production. From time to time customer requirements may significantly increase resulting in the need for temporary employees and or other company employees to meet production needs. If the company uses persons from a temporary agency and or other company employees, the company shall pay union dues while performing work normally performed by those that fall within the bargaining unit. The company will not use temporary employees in the event there are employees on layoff that are qualified to do the work intended to be performed by the temporary employee The parties recognize that job opportunity and security shall increase in proportion to length of service. The Company will select the senior employee with the demonstrated skill and ability to perform the work at the time of the job posting. If no suitable candidates are available, the Company may hire new employees. In the event the senior employee is not selected for the job posting, prior to award of the posting, the Manager and the Steward will review the circumstances prior to the awarding of the posting. The Manager will review the input of the Steward prior to a decision being finalized. Layoffs will take place in reverse seniority order. An employee affected by a reduction in the number of employees required in a classification will be allowed to exercise his/her seniority to bump into the highest rated position for which he/she is qualified. Recall from lay-off shall be based on seniority Seniority shall be maintained and accumulated until it is lost under below An employee shall lose his/her seniority standing and his/her employment shall be terminated for any one of the following reasons:

13 12 1. If the employee quits. 2. If the employee is discharged for just cause and is not reinstated in accordance with the provisions of this Agreement. 3. If the employee is laid off and fails to return to work within five (5) work days after he/she has been notified to do so by the Employer by registered mail to his/her last known address (a copy of such notice shall be sent to the Union). 4. If an employee who has been on layoff as follows: - up to two (2) years service - length of service - 2 or more years service - twenty-four (24) months. 5. If the employee fails to report for work following an authorized leave of absence without attaining an extension; 6. Utilizes a leave of absence for purposes other than those for which the leave of absence was granted. 7. If the employee is absent from work for three (3) or more consecutive working days without having notified the Company and received permission to be absent in advance where that is possible. Such permission shall not be unreasonably denied Seniority shall be on a bargaining unit basis and shall mean total length of continuous service as defined in Article 15.01, except as specified elsewhere in this Agreement. An employee who is transferred out of the bargaining unit and does not return to the bargaining unit within six (6) months from the date of transfer will lose seniority standing The Plant Chairperson will be issued up-to-date seniority lists on or about June 30th and December 31st of each year. A copy of such seniority lists shall be mailed to the area office of the Union and a copy posted on the shop bulletin boards for employee inspection. The Company agrees to provide the Union every December 31 5 \ with a Seniority List, which includes the employees' addresses, telephone number and rate of pay. Whenever it becomes necessary to reduce the work force, the Company will endeavor to provide as much notice as practicable to the employees affected in advance of the date of layoff. This shall include changes in the regular workweek. Vacancies in regularly assigned jobs and newly created jobs shall be posted for five (5) working days on bulletin boards. Copies of such postings shall be forwarded to the Union Stewards. Selection of the candidates for the posting will be made within ten (10) working days. When an employee accepts a job posting, he/she wi ll have a maximum of forty (40) working days probationary period before the job becomes permanent. Either the employee may return or the employer may return such employee to his/her former position.

14 In the event the Company acquires another company/companies the employees of the acquired company/companies, who may be hired by Terrapure Environmental, and fall within this bargaining unit, will retain their years of service accumulated with their previous employer from the last hire/re-hire date for vacation entitlement purposes only. Such employees will carry entry level seniority into this bargaining unit and shall be placed in seniority order based on: (a) (b) (c) entry level date, earliest service date with predecessor company, or in case of same circumstances, by drawn lot. ARTICLE 16 - TEMPORARY TRANSFER An employee who is temporarily transferred at the Company's request to another job for which the regular rate is less than that which the employee is receiving, shall retain his former rate, and if such transfer is to a job with a higher rate, the employee shall receive the higher rate paid for such job. ARTICLE 17 - PREFERENTIAL SENIORITY The "Unit Chairperson" shall have top Bargaining Unit Seniority in case of layoff and shall be retained by the Company on work he/she is willing and able to perform immediately. ARTICLE 18 - LEAVE OF ABSENCE An employee shall be allowed a leave of absence without pay for personal reasons, if the leave is for a good reason and does not interfere unduly with operations, except in emergency situations when leave shall be granted in any event A maximum of two (2) employees who have been elected or appointed by the Union to attend Union conventions or conferences or other Union business shall be granted a leave of absence for this purpose. The Union will notify the Company in writing, not less than ten (10) working days prior to the start of the leave, of the names of the delegates Legitimate Union business of two shifts or less shall be considered a valid reason for leave of absence. The Union agrees to give the Company as much prior notice as possible of such leave but in no case less than seventy-two (72) hours. The leave will be limited to a total of one (1) employee at any one time The Company shall continue to provide life, AD&D, health and dental care coverage, at no cost to the employee, for all leaves less than thirty (30) days in duration The Company agrees to continue the pay of any employee absent from work on authorized union business which is not paid for by the Company as provided for elsewhere in this Agreement, and the Union shall reimburse the Company for such wage payment upon receipt of a monthly statement. Before any payment is made by the Company under this provision, authorization by the International Staff Representative, in writing, shall be required.

15 14 ARTICLE 19 - JURY DUTY The Company will make up to an employee who is called for jury or subpoenaed as a material witness, in a matter as to which he/she has no personal interest, the difference, if any, between his/her jury pay and his/her regular work week or appropriate portion thereof. In applying the foregoing, it is understood that if an employee is called for jury service or is subpoenaed as a material witness, responds to the call, and loses time, but is not accepted for jury service or is not required as a material witness, the employee will be remunerated by the Company for such time lost, provided he/she promptly reports these facts to his/her department head. ARTICLE 20 - BEREAVEMENT PAY When death occurs in his/her immediate family, an employee will on his/her request, be granted three (3) days off without loss of pay and up to two (2) days additional time off without pay for the purpose of making arrangements for and/or attending the funeral. For purposes of this agreement, "Immediate Family" is defined as a child, parent, current spouse, brother or sister, aunt or uncle, grandparent; or parent, brother, sister, or grandparent of current spouse, or grandchild. Documentation (i.e. copy of obituary, death certificate etc.) will be required to be presented to the Company. Payment for an hourly rated employee shall be made at his/her regular straight time hourly rate for a period not exceeding normal hours scheduled per day. ARTICLE 21 - PAYMENT FOR INJURED EMPLOYEES In the event that an employee is injured in the performance of their duties, they shall, to the extent that they are required to stop work and receive treatment, be paid for wages for the balance remaining of their shift. The Company shall provide and arrange for suitable transportation for the employee to the doctor or hospital and back to the Company premises and/or to their home as necessary at no cost to the employee. If it is necessary for an employee to receive medical treatment subsequent to their return to work following an industrial injury or disease, they shall be paid for any time lost from regular shift hours to attend such appointment. This shall apply to partial shifts only. Employees missing full shifts as a result of receiving medical treatment in such cases are entitled to submit a further claim to the Work Place Safety and Insurance Board for such lost wages. Where suitable work is available, the Company shall provide employment for employees based on restrictions and limitations, and where absent, on WSIB standard precautions as a result of an accident on the job or occupational disease resulting from employment with the Company.

16 15 ARTICLE 22 - UNION REPRESENTATIVE If an authorized representative, who is not employed by the Company wants to speak to local Union Representatives about a grievance or other official business, he shall advise Human Resources who shall then call the local Union Representative to an appropriate place where they may confer privately. These talks will be so arranged so that they will not needlessly interfere with production. ARTICLE 23 - PLANT HOLIDAYS The following holidays will be paid under this Agreement: New Year's Day Family Day Good Friday Victoria Day Canada Day Civic Day Labour Day Thanksgiving Day Day before Christmas Christmas Day Boxing Day (a) (b) In addition, there shall be four (4) additional floater days to be used after completion, of one (1) years' service. Such days are to be determined by mutual agreement between the Employee and the Company. Should one of the above plant holidays fall on a Saturday or Sunday, another day shall be observed as the holiday by mutual agreement between the Parties. If after reasonable discussion the parties cannot reach a mutual agreement, the Company will have the right to set the dates to be observed as the holidays Eligible employees shall receive the regular number of paid hours which would have been scheduled each holiday as holiday pay To be eligible for holiday pay an employee must work on his/her last scheduled working day immediately preceding the plant holiday, and his/her first scheduled work day immediately following the holiday, unless the employee was off work because of authorized leave of absence (i.e. illness) or on layoff, provided the employee worked within five (5) days of the Holiday. If however, the employee was absent and furnishes a reasonable excuse and documentation, as appropriate, the employee will be paid for the Holiday Any authorized work performed by an employee on any of the above named holidays shall be paid at the rate of time and one-half (1.5 x) their hourly rate in addition to holiday pay. ARTICLE 24 - VACATIONS AND VACATION PAY The vacation policy, administered on a calendar year basis, provides that employees take their vacation during the year when earned, with a further provision for carry over of a maximum of five (5) days into the next calendar year. An employee must take such carried-over vacation by March of that year. The Company must receive

17 16 written notification of an employee's intent to carry over vacation by December 31 st of the current calendar year. For the purpose of vacation computation, an employee who begins employment from the 1st to the 15th of any month will be considered to have started employment on the 1st of the month. Computation of continuous vacation service begins on the date the employee was hired by the Company or any predecessor company unless a break in service applies, at which time the most recent re-hire date after the last break in service will be the continuous vacation service commencement date. For purposes of vacation entitlement, any employee transferred from one operation to another or recalled from temporary layoff (i.e. not terminated under the legislation) from another operation will carry years of service into the new operation. Vacation entitlement begins accruing as of the first day worked; eligible employees may use vacation hours after completion of six (6) months employment For vacation scheduling purposes, a week is defined as a consecutive seven-day period. Length of vacations and rate of vacations shall be determined as follows: The time being taken off is to be approved in advance by your immediate Supervisor/Manager. Vacation pay is calculated on each pay and will be paid out (as a net amount) each pay. Employees may request and take vacation time in not less than one (1) day increments at a time mutually agreed with their Supervisor (on an exception basis) (a) (b) (c) Employees will be required to submit their vacation requests prior to April 1st for the period April 1st through December 31 st of the calendar year. Vacation requests for January, February and March of the calendar year will be allotted on a first request basis (in writing) in accordance with approved allotment. Seniority shall govern in cases of multiple requests for the same time period, requested on the same day. Unscheduled vacation as at June 1st may be assigned by the Company. Vacation schedule to be posted by June 15th.

18 Vacation schedules will be posted prior to April 15th, and no changes in the schedule will be made: 1. With two (2) weeks written notice, unless in the event of an emergency; 2. Unless changed to outside the preferred vacation season; and 3. Mutually agreed to Employees with one or more year's service are required to take a vacation allotment of at least two (2) weeks per year. In the event a statutory holiday falls within an Employee's vacation, such statutory holiday(s) will be added to the end of that vacation period and is paid under the relevant section under Article 23 - Plant Holidays and paid appropriately. ARTICLE 25 - SAFETY AND HEAL TH Working safely is the responsibility of all employees and management. The company shall continue to make reasonable provisions for the health and safety of all employees, including training, during their employment. The Union will co-operate with the Company in maintaining and promoting safe work practices. It is the joint responsibility of the Company and Employees to maintain and ensure that all equipment used by the employees is in proper operative condition and is properly used and cared for. It is the responsibility of the employee to advise management of any malfunctioning equipment. This includes equipment assigned to employees for example: radios, respirators, rain gear, PPE, etc Clothing and PPE - appropriate, approved personal protective equipment, suitable for the work performed and the nature of the hazard must be worn in order to eliminate or reduce the effect of the hazard. It is the responsibility of all employees to ensure that the proper personal safety equipment provided by the Company is worn. a) The Company will provide proper and approved hardhats, safety eyewear, coveralls, hearing protection, and rubber boots for employees wherever necessary and on an as needed basis. b) Reasonably priced prescription safety glasses will be provided every twentyfour (24) months to full-time employees regularly required to wear prescription glasses in the performance of their duties. Appropriate permanently fitted safety side shields will be mandatory. The Company will determine the appropriate prescription safety eyewear selection and suppliers to be used. c) The Company will provide a winter parka or winter coveralls as required. The employer will continue to pay for the cost of cleaning the uniforms. Lab employees shall receive lab coats. d) Work Boots Employees will be provided up to two (2) pairs of CSA-approved, greenpatched safety boots on an "as needed" basis per year at no cost to them. Safety footwear includes winter boots and/or leather boots. Employees must

19 18 request authorization from their supervisor before they can acquire the safety shoes or boots. The Company will determine the appropriate footwear selection and suppliers to be used Employees must provide the current uniform items to the Supervisor when requesting for replacement prior to approval. Failure to return all remaining Company property, including PPE, in the employee's possession, upon leaving the employ of the Company, will result in deduction of the appropriate replacement costs from the last pay cheque Committees a) The Company and the Union shall maintain an Occupational Safety and Health Committee (the "Committee") consisting of a minimum of one (1) member selected or appointed by the Union and a minimum of one (1) member appointed by the Company. The Company and the Union shall each appoint one (1) alternate Committee member. b) The general duties of the Occupational Safety and Health Committee shall be to enforce the provisions of applicable Industrial Health and Safety legislation, and: i. To make a monthly inspection of the plant or place of employment for the purpose of determining hazardous conditions, to check unsafe practices and to receive complaints and recommendations with respect to these matters. ii. To investigate promptly all serious accidents and any unsafe conditions or practices reported to the Committee, as defined by the applicable Health and Safety Legislation. Such investigations shall include accidents, which might have caused injury to a worker whether or not such injury occurred Legislation: iii. To hold regular meetings (at least quarterly), for the discussion of current accidents, their causes, suggested means of preventing their recurrence and reports of investigations and inspections and retain minutes of these meetings. The Employer will not discipline an employee who is properly exercising his/her rights under Occupational Health and Safety legislation. The Company agrees to observe the provisions of applicable Occupational Health and Safety legislation, as the minimum standards for Health and Safety The Company has the right to formulate and publish from time to time, reasonable rules and regulations to ensure the safety and health of its employees and the terms and conditions upon which special equipment and clothing is issued to employees. Such rules and regulations shall not be inconsistent with the provisions of this agreement To ensure that health and safety of employees is maintained complete medical assessments will be implemented. These medicals will test for pulmonary function, hearing loss, vision and all appropriate testing relative to the materials being handled

20 19 by individual employees. The Company will pay 100% of the cost of these medicals. The medical surveillance program shall commence upon notification of ratification. Employees will be notified in advance. Participation in the medical surveillance program is voluntary per legislation. ARTICLE 26 - BULLETIN BOARDS The Company agrees to provide a Bulletin Board for the purpose of posting union and official information. Notices will be signed and posted only by officers of the Union and will be in keeping with the spirit and intent of this Agreement. ARTICLE 27 - WAGES Wages and effective dates will be as set out in Appendix "A" of this Agreement. ARTICLE 28 - GENERAL Tuition: Seminars and courses, which provide training related to an employee's job or provides training which assists the employee in gaining advancement within the Company, will be paid for by the Company in accordance with the Educational Assistance Program subject to prior written approval by the Manager and Human Resources. A copy of the Educational Assistance Program will be given to the Union Tool Supply: The Company will be responsible for providing appropriate required tools for employees who require them in the performance of their duties. Employees are responsible for maintaining and reporting damage of all tools Pagers: Call in Pay: The Company may require employees to be on-call over the weekend in order to respond to our clients' requirements. Employees who respond to clients' requirements outside of regularly scheduled working hours on weekends will be paid $45.00 on the first weekend day over and above their regular wages. On the second (2 d) weekend day, the on-call pay increases to $ On the third (3rd) day of a three (3) day weekend, the on-call pay increases to $ In return, the employee must respond when called, must not be farther than one (1) hour response time to the shop and must not consume alcohol while on call, otherwise payment will be withheld. On-call status will be assigned by: a) Voluntary basis first; b) If insufficient employees volunteer, the Company will assign qualified employee(s) on a rotating basis through the seniority list in reverse order of seniority.

21 20 Employee(s) assigned the pager will be notified by twelve (12:00 PM) noon if they are not required to work that day. Should they not be notified employee(s) will be paid 4 hours regular rate of pay Meal Allowance: A meal allowance of $10.00 will be paid to employees requested by management and required to work overtime if the overtime involves more than two (2) hours beyond the end of the regular scheduled shift provided he/she has not been notified on the previous day that he/she will be required to work overtime. Alternatively, the Company may make arrangements for a meal. ARTICLE 29 - BENEFITS The Company agrees to continue the existing group insurance plan and self-funded weekly indemnity plan during the term of this Agreement. ARTICLE 30 - LETTERS OF AGREEMENT AND SCHEDULES All letters of agreement and schedules attached to this Agreement shall be signed by both parties and shall form part of this Collective Agreement. ARTICLE 31 - COLLECTIVE AGREEMENTS The Company agrees to provide a copy of the Collective Agreement to each employee and six (6) copies to the International Representative. The Company will supply an electronic copy to the International Union Representative. ARTICLE 32 - DURATION This Agreement shall become effective on the 24th day of June 2017 and shall continue in full force and effect up to and including the 23rd day of June Either party desiring to renew or amend this Agreement may give notice in writing of its intention during the last ninety (90) days of its operation If notice of the intention to renew or amend is given by either party pursuant to the provisions of the preceding paragraph, such negotiations shall commence not later than fifteen (15) days after such notice or as soon thereafter as is mutually agreed If pursuant to such negotiation, the parties have not concluded an agreement on the renewal or amendment of the Agreement prior to the current expiration date, the Agreement shall continue in effect in accordance with the terms of the Ontario Labour Relations Act.

22 21 Duly executed by the Parties hereto this k> day of _:fi_u.~~----' Signed on Behalf of the Company: Signed on Behalf of the Union: ~ c'?,(l ( (L "' /?A

23 22 APPENDIX "A" - WAGES & CLASSIFICATIONS Job Classification Current Rate June 24, 2017 June 24, 2018 June 24, 2019 Labourer $19.40 $19.50 $19.64 $19.84 Operator 3 $22.90 $23.01 $23.19 $23.42 Operator 2 $24.45 $24.57 $24.76 $25.00 Operator 1 $25.40 $25.53 $25.72 $25.98 Lab Technician $24.94 $25.06 $25.25 $25.51 Maintenance $26.25 $26.38 $26.58 $26.84 Notes: 1. Lead Hands shall receive a $1.00 premium over the highest job classification rate they are leading. a) A Lead Hand's responsibilities, in addition to their regular duties, are to troubleshoot, lead, guide and direct in addition to working. Lead Hands do not have the authority to discipline employees. In addition, Lead Hands will not have any personal privileges under any other terms of the collective agreement. Lead Hands will not be considered competent under the Occupational Health and Safety Act. 2. Probationary Rate - $1.00 per hour less than job rate. 3. The Lead Hand premium will be assigned to the most senior qualified applicant provided they have demonstrated skill and ability in this duty. 4. Employees in Operator 3 level will be trained (subject to their willingness) within 1 year of contract renewal. 5. Additional duties may be added from time to time depending on business needs and facility upgrades. The company will discuss these changes prior to implementation. 6. The company reserves the right to identify the number of Operator 1 position required. The company will post vacancies for these positions and applicants must be prepared to take training in all the job duties. Initially 2 positions will be required on each shift.