COLLECTIVE AGREEMENT

Transcription

1 COLLECTIVE AGREEMENT BETWEEN: Flex-N-Gate Seeburn a Division of Ventra Group Co. -AND- United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied, Industrial and Service Workers International Union On Behalf of Local 9403 UNITED STEELWORKERS EFFECTIVE: MARCH 20TH, 2018 EXPIRY: MARCH 19 1 h, 2021 Loca19403

2 TABLE OF CONTENTS ARTICLE DESCRIPTION PAGE# 1 PURPOSE OF AGREEMENT 1 2 RECOGNITION AND SCOPE 1 3 RELATIONSHIP 1 4 MANAGEMENT RIGHTS 3 5 NO STRIKES OR LOCKOUTS 4 6 UNION SECURITY 4 7 UNION REPRESENTATION 5 8 NEGOTIATING COMMITTEE 5 9 GRIEVANCE PROCEDURE 6 10 DISCHARGE AND DISCIPLINARY ACTION 8 11 ARBITRATION 9 12 SENIORITY (Probation, Job Vacancy, Lay-off, Bumping) LEAVE OF ABSENCE UNION REPRESENTATIVE BULLETIN BOARDS REPORTING ALLOWANCE CALL-IN-PAY HANDLING OF INJURIES JURY AND WITNESS DUTY HEAL TH AND SAFETY PLANT HOLIDAYS VACATION (Calculation, Scheduling, Payment) 22-23

3 TABLE OF CONTENTS ARTICLE DESCRIPTION PAGE# 23 WAGES HOURS OF WORK AND OVERTIME INSURANCE-WELFARE BENEFITS AND PENSIONS BEREAVEMENT PAY INCENTIVE ATTENDANCE SEVERANCE TERMINATION 29 SCHEDULE "A"- WAGE RATES 30,31,32 SCHEDULE "B' - WAGE PROGRESSION 34,35,36 SCHEDULE "C" - INSURANCE - WELFARE BENEFITS 37 LETTER OF UNDERSTANDING NO RE: COORDINATORS LETTER OF UNDERSTANDING NO RE: DISCIPLINARY ACTION/SUSPENSIONS LETTER OF UNDERSTANDING NO RE: WORKPLACE COMMITMENT LETTER OF UNDERSTANDING NO RE: HEAT TESTING LETTER OF UNDERSTANDING NO RE: SHIFT CHANGE AGREEMENT - MILLWRIGHTS AND MACHINISTS

4 ARTICLE 1 - PURPOSE OF AGREEMENT It is mutually agreed that the purpose and intent of this Agreement is to promote cooperation and harmony between the employees, the Company, and the Union and to secure for all Parties the full benefits of orderly collective bargaining; to recognize mutual objectives, to provide a channel of communications, to provide an amicable method for settling any differences, to promote efficiency in the production of quality products, and to set forth the conditions of employment to be observed by the employees, the Company and the Union Whenever the male gender is used throughout this Agreement, the female gender shall be interchangeable when appropriate. Whenever the singular is used throughout this Agreement, the plural shall be interchangeable when appropriate. ARTICLE 2 - RECOGNITION AND SCOPE 2.01 The Company recognizes the Union as the sole and exclusive bargaining agent for all its employees of Ventra Group Co. in its Flex-N-Gate Seeburn plant in Town of New Tecumseth, save and except Supervisors, persons above the rank of Supervisor, and Engineering, Office, Clerical, Sales, Security Staff and Students employed on a Co-op Work/Study Program It is agreed that employees outside the bargaining unit shall not perform work that has been and/or would be customarily performed by bargaining unit employees to the extent it results in the lay-off of bargaining unit employees, or prevents the recall of such employees When a decision is made to contract out any work, the Company will first discuss the decision with the Union, prior to its implementation; however, the requirement to first discuss the decision will not prevent the Company from implementing the decision after notice of the decision has been provided to the Union. ARTICLE 3 - RELATIONSHIP 3.01 (a) The Company and Union agree that there shall be no discrimination in the hiring, training, upgrading, promotion, transfer, lay-off, discharge, discipline or otherwise of employees on any grounds as defined in the ONTARIO HUMAN RIGHTS CODE. The Company and the Union also agree that all employees of the Company shall treat each other with mutual respect and professional conduct in all of our relationships. (b) The Company and the Union 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 or to refrain from same.

5 2 (c) (d) 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 involved employees working hours, (excluding breaks) except by agreement with the Company. On the date of orientation within one (1) week of the employee starting work the Company shall provide each new employee an opportunity to meet the Local Union President or designate for up to thirty (30) minutes as part of the orientation process in a suitable location on Company premises during the work day. The Company shall advise the Union of all employees who complete probations on a monthly basis The Company and the Union recognize that every person has the right to work at Flex-N-Gate Seeburn free from harassment. It is unlawful for any person to harass another person because of his race, ancestry, place of origin, etc. Harassment is any pattern of comment or conduct that is known or should be known to be unwelcome. II is usually embarrassing or humiliating for the victim. It includes sexual solicitation or advances, or threats for refusing such solicitation or advances, when made by a person who is in a position to grant or deny a benefit or advancement to the person. Anti-Sexual and Anti-Racial Harassment 1. The Company, the Union and the employees shall maintain a working environment which is free from harassment. 2. For the purpose of this clause, "sexual harassment" includes: (a) (b) (c) (d) unwanted sexual attention of a persistent or abusive nature, made by a person who knows or ought reasonably to know that such attention is unwanted; or implied or expressed promise of reward for complying with a sexually oriented request; or implied or expressed threat or reprisal, in the form either of actual reprisal or the denial of opportunity, for refusal to comply with a sexually oriented request; or sexually oriented remarks and behaviour which may reasonably be perceived after warning to create a negative psychological and emotional environment for work and training. 3. For the purpose of this clause "racial harassment" includes: (a) engaging in a course of comment or conduct that is known or ought reasonably to be known to be unwelcome where such comment or conduct consists of words or action which disrespects or causes humiliation to a bargaining unit employee because of his or her race, colour, creed, ancestry, place of origin or ethnic origin.

6 3 Rights and Remedies Any employee who experiences discrimination or harassment should: 1. Tell the individual who is doing the harassing, very clearly, that the behavior is not welcome. 2. Keep notes about what happened - when, where, possible witnesses, etc. 3. Report the problem to his Supervisor, Union Representative, Human Resources or EAP representative. Human Resources along with a Local Union Representative, if requested by the employee, will look into every complaint. Both parties will be given an opportunity to tell their side of the story and witnesses will be interviewed. In cases in which the evidence supports the complaint, action will be taken. This might range from verbal discussion to termination of employment. All employee complaints will be dealt with in strict confidence and Flex-N-Gate Seeburn will not disclose to anyone the name of the complainant, or the circumstances relating to the complaint, except where disclosure is necessary for the purpose of investigating the complaint or taking corrective action. ARTICLE 4 - MANAGEMENT RIGHTS 4.01 The Union recognizes the right of the Company to operate and manage its business in all respects as required to meet our common goals of our mission statement. The location of the plant, the products to be manufactured, the schedules of production, the methods, processes and means of manufacturing used, the right to decide on the number of employees needed by the Company at any time, the right to hire, promote, demote, classify, transfer or, retire employees, the right to use improved methods, machinery and equipment and jurisdiction over all operations, buildings, machinery, tools and employees, are solely and exclusively the responsibility of the Company. The Company also has the right to make, alter from time to time, and enforce reasonable rules and regulations to be observed by the employees. Such rules and regulations shall not be inconsistent with the provisions of this agreement. Prior to any changes being made in such rules and regulations such changes will be discussed with the Union The Union acknowledges that it is the exclusive function of the Company to discipline, suspend or discharge any employee for just cause, provided that a claim by an employee who has acquired seniority that he has been discharged or disciplined without just cause subject to Article may be the subject of a grievance and dealt with as herein provided. Where discipline, suspension or discharge are to be administered, each situation will be jointly investigated by both the Union and the Company No Management Rights shall be exercised contrary to the provisions of this agreement.

7 4 ARTICLE 5 - NO STRIKES OR LOCKOUTS 5.01 The Company agrees that it will not cause or direct any lockouts of employees and the Union agrees that it will not cause or direct any strikes of its members. ARTICLE 6 - UNION SECURITY 6.01 It is also a requirement that all employees shall become and remain members of the Union as a condition of their continued employment and the Union shall not refuse membership to any employee The Company shall deduct Union dues including, where applicable, initiation fees and assessments, on a weekly. basis, from the wages 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 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 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 to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Union office designated by the Area Coordinator The remittance and the R-115 form shall be accompanied by a statement containing the following information: a) A list of the names of all employees from whom dues were deducted and the amount of dues deducted; b) A list of the names of all employees from whom no deductions have been made and reasons; c) This information shall be sent to both Union addresses identified in article.02 in such form as shall 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 to the employee during the previous year.

8 5 ARTICLE 7 - UNION REPRESENTATION 7.01 The Company acknowledges the right of an elected Local Union Executive to appoint or otherwise select Union Stewards for the purpose of representing employees in the handling of complaints and grievances. One of the Stewards will be the Chief Steward In the handling of grievances the Company shall recognize, the Union President or his designee, the Chief Steward and one Steward for every 50 employees with a minimum of one Steward per shift The Union agrees to notify the Company in writing of the names of the Union Stewards and any changes made The Union agrees that when investigating grievances or meeting with Management requires a Union Steward to leave his work station, he shall first request permission from his Supervisor (such permission shall not be unreasonably withheld), and he will report back to his Supervisor giving a reasonable explanation with respect to his absence if so requested. It is understood that Stewards will not absent themselves from their duties unreasonably The Company agrees that Union Representatives shall not suffer loss of pay for scheduled work time spent in the handling of grievances as in Article 7.04 up to but not including Arbitration. Union Representatives attending grievance meetings with Management outside of their regular shift will be paid at straight time and such time shall accumulate towards qualification for weekend overtime premium entitlement. ARTICLE 8 - NEGOTIATING COMMITTEE 8.01 The Company agrees to recognize and deal with a Negotiating Committee of not more than two (2) employees, plus the Plant Chairperson or President, who shall be regular employees of the Company, along with Representatives of the International Union The Negotiating Committee is a separate entity from other committees and will deal only with such matters as are properly the subject matter of negotiations, including proposals for the renewal or modification of this Agreement The Company agrees to allow three (3) members of the Negotiating Committee time off work without loss of pay, at straight time for actual time spent in meetings to a maximum of eight (8) hours per day, for time which the Committee has scheduled to meet with members of Management.

9 6 ARTICLE 9 - GRIEVANCE PROCEDURE 9.01 It is the mutual desire of the Parties hereto that any concern 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 grievance until he has first discussed the concern with his immediate Supervisor and has given the Supervisor an opportunity to resolve the concern Discussion If, after discussing the concern with the Supervisor and such concern is not settled within one (1) regular working day 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. The Union President or Vice President should be made aware of the grievance: Step One The griever shall have 5 working days to file a grievance from the time of the alleged violation of the Collective Agreement. The grievance shall be submitted and signed in writing by the employee(s) affected to the Supervisor either directly or through the Union. This grievance should include all details and documentation of the alleged concern. The Supervisor shall meet with the employee's Union Steward within five (5) working days of the receipt of the grievance in an attempt to resolve the grievance. The griever may be present at this meeting if requested by either Party. The Supervisor shall within a further one (1) working day answer the grievance and return it to the person presenting same. The time allowed to advance the grievance at the end of this step will be five (5) working days from the date of the written answer. Step Two If the decision of the immediate Supervisor is not satisfactory, the grievance may be submitted to the next level Manager with further details, or designate who shall, within five (5) working days hold a meeting between the appropriate Union Steward involved and the Chief Steward and the appropriate representative(s) of Management, in a further attempt to resolve the grievance. The griever may be present at this meeting if requested by either Party. The next level Manager, or designate shall within a further three (3) working days give his decision in writing to the Union. The time allowed to advance the grievance at the end of this step will be five (5) working days from the date of the written answer.

10 7 Step Three If the grievance remains unsettled at the conclusion of Step Two, the grievance may be submitted with further details to the General Manager, or designate who shall within ten (10) working days hold a meeting between the applicable Union Steward, Chief Steward plus the Local Union President or Plant Chairperson and the appropriate representatives of Management, in a final attempt to resolve the grievance. The Field Staff Representative of the Union must be present and the Griever may be present at this meeting if requested by either Party. The General Manager or designate shall within a further ten (10) working days give his decision, in writing, to the Union If final settlement of the grievance is not reached at Step Three 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 reached under Step Three The Company shall not be required to consider any grievance which is not presented at Step One within five (5) working days after the grieving party first became aware of the alleged violation of the Agreement 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 reasonable access to the plant to view disputed operations and to confer with the necessary witnesses When two (2) or more employees wish to file a grievance rising from the same alleged violation of this Agreement, such grievance may be handled as a Group Grievance and presented to the Company as per Section The Union or the Company shall have the right to initiate a Policy or a Grievance of a general nature, beginning at Step Two of the Grievance Procedure, and all provisions of the Grievance and Arbitration Procedures shall apply to such grievances, provided this shall not be a substitute for an individual grievance (a) The time allowance provided in this Article may be extended by mutual agreement between the Parties in writing. (b} If the time allowance, or any extension thereof, is not observed by the Party who it has alleged has violated the Agreement, the grievance will be considered as advanced to the next step of this procedure, including Arbitration The Company agrees not to interfere with employees processing or filing grievances or to threaten employees that do file grievances.

11 ARTICLE 10 - DISCHARGE AND DISCIPLINARY ACTION A claim by an employee, that he has been discharged or suspended, without just cause, shall be a proper subject for a grievance, if a written statement of such grievance is lodged at Step No. 2 of the Grievance Procedure within five (5) working days after the employee receives notice that he has ceased to work for the Company or has been notified of the suspension as the case may be except where the suspended employee has not had an opportunity to confer with the Union Steward before leaving the plant. Such special grievance may be settled by: (a) (b) (c) confirming the Management's action to discharge or suspend the employee, or reinstating the employee with full seniority and compensation for lost wages and benefits, or any other arrangement, except loss of seniority, which in the opinion of the conferring Parties, or the Arbitrator, is just and equitable At the time of discharge or suspension, an employee shall have the right to an interview with his Steward, should the employee chose to do so, for a period not to exceed thirty (30) minutes before leaving the premises of the Company provided that the accidental failure to comply or the unavailability of a Union Steward shall not invalidate the discharge or suspension a) Under normal circumstances the Company shall take disciplinary action within the following time frames unless there is reasonable cause for delay: 1. Written warning 2. Suspension within five (5) working days of the Company becoming aware of the infraction except for attendance notices. Attendance notices will be issued within ten (10) working days (employee must be present the ten ( 10) days) of the violation occurring. shall be served commencing the day following the delivery of the notice unless the circumstances warrant immediate suspension. b) Such written warning or suspension notices shall be given in the presence of a Union Steward, if available, with a copy given to the Union. c) It is agreed that no past disciplinary action taken by the Company shall be used in establishing grounds for further discipline subject to the following: i) for a verbal or written notice if the employee has completed a period of twelve (12 )continuous months free of any disciplinary infractions ii) for any suspension notices if the employee has completed a period of twenty four (24)continuous months free of any disciplinary infractions This does not refer to attendance discipline.

12 The discharge of a probationary employee at the discretion of Management shall be deemed to be for just cause provided it does not violate the Ontario Human Rights Code, Workplace Safety and Insurance Act or Ontario Labour Relations Act. ARTICLE 11 -ARBITRATION When either Party to this Agreement requests that a grievance be submitted for Arbitration, they shall make such request in writing addressed to the other Party to this Agreement The Arbitration Procedure incorporated in this Agreement shall be based on the use of a Single Arbitrator, selected by mutual agreement between the parties Except where otherwise provided for in this Agreement, each of the Parties hereto will bear its own expense with respect to any arbitration proceedings. The Parties hereto will bear jointly the expenses of the Arbitrator on an equal basis 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, or to deal with any matter not covered by this Agreement The decision of the Arbitrator shall be final and binding on the Parties. ARTICLE 12 - SENIORITY Probationary Period (a) (b) Employees having less than ninety(90) working days of service shall be considered probationary employees and will have no seniority rights during this probationary period. Students will be hired for General Labour only, to work during their semester school break periods and will be classed as probationary employees and will not acquire seniority status. After working a period of five (5) months he shall acquire seniority, as of the day he completes five (5) months.

13 Seniority shall be maintained and accumulated during: (1) absence due to lay-off for the length of the employees seniority up to twelve (12) months and thereafter for twenty-four (24) months, sickness or accident except after twenty-four (24) months of absence due to sickness or accident where there is medical evidence that the employee will not be able to return to work. (2) authorized leave of absence An employee shall lose his seniority standing and his employment shall be terminated for any one of the following reasons: (1) if the employee voluntarily 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 on his recall day if a registered letter has been delivered to his last known address on the records of the Company (or such delivery has been attempted) at least five (5) days before the recall date. If a laid off employee is going to be away for more than five (5) days he shall notify the Company. If the Company waives his obligation to be available for recall during his absence then he shall retain seniority throughout the agreed period. If the Company does not waive his obligation to be available for recall then he shall advise the Company of an address at which he may be reached by telegraph or fax and the sending of such telegraph or fax shall be deemed to be notice of recall regardless of whether the employee(s) actually receives it. In considering such requests for waiver the Company shall not act arbitrarily or in bad faith. (4) if the employee has been on lay-off for lack of work for a period of more than twenty-four (24) consecutive months or if the employee has been employed for less than twelve (12) consecutive months, for a period equal to his length of service at the date the lay off began. This also applies to Temporary employees. (5) if an employee is absent without permission for three (3) consecutive working days, without notifying the Company, unless failure to notify is due to circumstances beyond the control of the employee. (6) if the employee accepts employment with another employer while on absence or any leave of absence other than vacation leave or lay off. (7) if the employee fails to return at the expiration of a granted leave of absence unless the employee is unable to return for bonafide reasons beyond the employees control.

14 Seniority shall be on a plant-wide basis and shall mean total length of service with the Company from the first day as a seniority employee Committeemen and Union Stewards will be issued an up-to-date seniority list on or about APRIL 30th and OCTOBER 31st of each year. A copy posted on the plant bulletin boards for employees inspection and a copy mailed to the Peel-Halton Area Office of the Union. The Union's list shall contain the employees job classification and the employees latest address on file with the Company. There shall be no retroactive liability for inaccuracies prior to the date of challenge Job Vacancies (a) (b) (c) Jobs shall not be considered vacant when employees are not at work because of sickness, accident, or authorized leave of absence. For all permanent job vacancies in new or existing jobs, within the bargaining unit the company will canvass the most senior trained person (at the top rate) on other shifts to fill the vacant position. In the event the fulltime and backup does not accept the vacant position, the job vacancy will be posted on the bulletin boards for a period of five (5) full working days prior to the filling of the job vacancy. All Postings should state start times of shifts, start times are subject to change due to production requirements. Employees desiring consideration in the filling of the job vacancy shall signify their desire by signing the job notice during the period in which it is posted. The name of the successful candidate shall be posted within a maximum of ten (10) working days from the date of removal of the job vacancy announcement unless the posting is cancelled or unless the time limit is extended by mutual agreement. General labour vacancies shall be posted for three (3) working days. The posting shall include the starting times and where the vacancy exists. Interested employees shall sign the posting with the most senior applicant being awarded the job. The parties agree that General Labour positions include all areas of the plant. (d) Back-ups when required will be selected through a job posting from Group A or B except for the position of Shipper/Receiver which may also be selected from the current lift truck driver position. Only the original and the two (2) resulting vacancies shall be subject to this posting procedure. It will not be required for a person holding a back-up position to give up the back-up position if he/she doesn't accept the full time position.. (e) All training will be a major consideration in all job vacancies. i) seniority shall apply on the following jobs: General Labour Rework

15 12 ii) skill and ability, which includes all training provided by Company or otherwise, job knowledge and efficiency and reliability which will be determined from a mutually agreeable evaluation shall apply on the following jobs: Building Maintenance Tool Crib Attendant Lift Truck Driver Shipper/Receiver Test Technician Q.A. Technician Production Set Up Machine Centre Operator Multi Spindle Set Up Operator Trunnion Set Up Operator Minimal job requirements will be included on all job postings. Evaluations based on sufficient ability of the above requirements will determine the successful candidate with seniority being the governing factor amongst competing candidates. (iii) In recognition, however, of the responsibility of the Management for the operation of the plant, ii is understood and agreed that in all cases referred to in Section (e) Management shall have the right to pass over any employee if it is established that the employee does not have the ability and/or physical fitness to perform the work. If an employee believes that proper consideration of his qualifications has not been given by the Company, he may file a grievance. (f) (g) (h) Employees accepted by Management on a posted job who fail to qualify within a reasonable trial as indicated on the posting (which may be extended by the Parties depending upon the operation) shall be returned to their former job. If they have been replaced, they shall be allowed to bump according to Article (b). Proper explanation shall be supplied to the Union as to the reasons for removal of an employee. An employee who is bypassed in favour of an employee with less seniority to fill the vacant job, shall be notified in writing as to the reason(s} he was not accepted. The name of the successful applicant shall be posted on the bulletin boards. A copy of the posting will be given to the Union. An employee successful in obtaining a new job through the posting may not apply for another position for a period of six (6) months or nine (9) months in the case of Group C or other jobs equally or higher rated. The successful employee may return to their previous job on their previous shift within five (5) working days from the lime they start the posted position. In the event that the successful employee declines the position within five (5) working days, the original job posting shall remain in effect. (i) Lead Hand and Coordinator positions shall be posted but shall be filled at the discretion of Management.

16 13 U) Employees can only hold one full time position and one back up position at one time. When an employee is assigned to a back up position, and performs the duties of the back up position for a continuous uninterrupted period longer than three (3) months in duration, the position shall be deemed fulltime providing this does not contravene article (a). This position will be filled in accordance with article (b). (K) (L} The positions of Trunnion Set Up Operator shall be filled by the Senior applicant applying from the Multi Set Up Operators prior to being filled from a general job posting The positions of Multi Set Up Operator shall be filled by the Senior applicant applying from the Machine Centre Operators prior to being filled from a general job posting Short Term Lay-off (five (5) days or less): (a) The Employer shall advise the Union of any planned lay-off of employee(s) as soon as the Company receives notice from a customer of a cancelled or changed order and has time to determine its manpower requirements in view of other changing customer needs and employee availability. After this initial determination, the following will apply: (i) (ii) (iii) A notice will go up requesting volunteers for lay-off. If insufficient volunteers are obtained, The Company will meet with the Union, in advance to issuing notices of lay-offs, and to discuss alternatives to lay-offs, then the Company will; Lay-off remaining employee(s) in affected classification within the stage rate commencing with the lowest stage rate to top rate by shift. In any event, no employee shall be laid off for more than ten (10) times per contract year, and not to exceed one time per week (one time means any part of the shift up to eight (8) hours which may continue through consecutive days of lay-off not to exceed five (5)). The total number of days of lay-off under this provision shall not exceed fifteen ( 15) per contract year. (b) In cases where employees are recalled to work to a classification other than the one they held at the time of lay-off, they shall have the right, based on seniority, to return to their own classification once sufficient work becomes available.

17 12.08 Notice of Long Term Lay-Off 14 (a) (b) When it becomes necessary to reduce the work force for a period of three (3) consecutive weeks or more, the employee affected shall be given one (1) week's notice in advance of the date of lay-off or pay in lieu thereof, and a copy of such notice shall be given in advance to the Union. Job Category Bumping 1. The initial redundancy in a classification shall result in a layoff as follows: i) Group A: by plant wide seniority ii) iii) All other groups excluding A: amongst those persons at less than the top rate in a classification, by the length of time in the classification. All other groups excluding A: amongst those persons at the top rate in a classification, by plant wide seniority. 2. An employee who has greater seniority and who is laid off from his regular classification may bump the junior in an equal or lower rated classification which the employee has previously satisfactorily performed as follows: i) For Group A: no minimum ii) iii) iv) For Group B: one (1) month continuous service, or, in the case of Building Maintenance, possession of Crane Operator's certificate (IAPA). In the case of a Tool Crib attendant, must have the required computer skills. For all other classifications excluding Groups A & B: minimum of three (3) continuous months provided that the bumping employee was at or above the same stage in the wage progression for that classification as the employee being bumped. Leadhand and Coordinator positions are non-bumpable. 3. If the bumping employee does not perform satisfactorily in the position into which he has bumped, he shall bump into Group A (1) Temporary Assignment In assigning temporary replacement workers the Company will normally use trained backups on the shift for the vacant position and where there is more than one trained backup on the shift will give preference to the senior trained backup person. Each shift thus requires trained back ups and as such, the Company and Union agree that each person in a back up position must remain on the shift they are back up for or withdraw from the back up position if they choose to move to another shift. However it is understood that these are guidelines which the Company may not be able to satisfy in each case because of other operations requirements. If there is concern

18 15 about repeat failure to follow the guidelines the Parties will meet to resolve the situation. (2) Preferential Seniority The Local Union President or Plant Chairperson and the Chief Steward shall have top plant-wide seniority in case of lay-off and shall be retained by the Company in work that he or she is willing and able to perform Employees accepting salaried position not covered by the Collective Agreement shall retain and accrue bargaining unit seniority for a six (6) month period. Should they decide to remain in this salaried position after this six (6) month period, they shall forfeit all bargaining unit seniority. ARTICLE 13 - LEAVE OF ABSENCE The Company shall not unreasonably deny a leave of absence without pay of up to 30 calendar days providing: 1. the employee requesting the leave has exhausted and/or scheduled all available vacation time. Except when the Leave of Absence is covered by Legislation. "Available" means all vacation that would be paid out if the employee was terminated on that date 2. the request for leave is in writing with an explanation and as much advance notice as reasonably possible under the circumstances 3. the leave does not interfere unduly with operations, except in emergency situations when leave shall be granted in any event. 4. leave will be granted for serious personal situations only. 5. leaves granted due to sickness shall be approved provided continuous medical documentation is supplied to support absence up to the provisions outlined in (1). An extension for a leave of absence will be granted without pay to employees on an individual basis at the sole discretion of the Company, but always taking into consideration the purpose of the leave, and the needs of the Company at that particular time and the employee's work record In cases of pregnancy, employees shall be granted leave of absence in accordance with the Employment Standards Act. Additional leave may be granted upon written request Canadian Citizenship The Company agrees to allow leave of absence without loss of attendance credit for up to eight (8) hours to an employee who wishes to become a Canadian Citizen provided the employee notifies the Company in writing at least two (2) weeks in advance.

19 Union Leave 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 by the Company provided the Union will notify the Company in writing at least two (2) weeks in advance, of the names of the members requiring leave. Seniority will accumulate during such period. Such leaves shall not exceed a total of ninety (90) employee days per contract year excluding certified worker training. Not more than three (3) employees absent, with coverage being arranged by the supervisor. The Company agrees to continue the pay of any employee absent from work on Union business which is not paid for by the Company as provided for elsewhere in the Agreement, and the Union shall reimburse the Company for such wage payment upon receipt of a monthly statement. Such leave of absence shall be authorized in writing by the Union. ARTICLE 14- UNION REPRESENTATIVE If an authorized Union 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 the Operations Manager, or his designated representative, at least twenty-four (24) hours in advance. These talks will be arranged so that they will not unduly interfere with production. The Parties shall agree on reasonable arrangements for such meeting if it cannot be held outside the employee's working hours. ARTICLE 15 - BULLETIN BOARDS The Company agrees to provide Bulletin Boards space in areas accessible to employees in the plant for the purpose of posting meeting notices and official Union 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. A copy will be given to the Human Resources Manager at the time of posting. ARTICLE 16 - REPORTING ALLOWANCE In the event that an employee reports for work on his regular shift, without being told in advance not to report, he will be given at least four (4) hours work at his regular rate of pay or if no work is available, he will be paid the equivalent of four (4) hours at his regular rate of pay in lieu of work. This provision shall not apply when there is a lack of work due to a situation beyond the control of the Company or employee volunteers to go home due to lack of work. ARTICLE 17 - CALL-IN-PAY (a) An employee called for work outside his regular working hours except for overtime scheduled before the end of his last prior shift shall be paid the greater of: 1. four (4) hours pay at applicable straight time or overtime rate, or

20 17 2. applicable overtime rates for all hours worked. (b) The provisions of (a) above shall not apply when an employee is called to work immediately prior to the start or immediately following the end of his scheduled shift. In all such cases the employee shall receive his appropriate overtime rate provided he works his full regular shift. ARTICLE 18 - HANDLING OF INJURIES Occupational Health and Safety is a primary consideration in the operation of our business. As such, all provisions of the Occupational Health and Safety Act are deemed incorporated into this Agreement By means of a continuously evolving program, involving workers, the Joint Health and Safety Committee, Supervisors, Managers and Owners and the Union, shall endeavour, through training of personnel, employment of available technology and compliance with legislation to eliminate occupational illness, personal injury and to protect the health of the environment The achievement of these goals requires the participation of all employees in this program. The Company and the Union also expect all contractors, subcontractors and any others having dealings with Flex-N-Gate Seeburn to comply with the provisions of our Health and Safety Program Should an employee become injured on the job and in the normal course of employment, he shall seek medical attention at once and report to his Supervisor. If, on the day of the work-related injury, the employee is medically unable to work the remainder of the day, the employee will be compensated. Compensation for this time will be at straight time, unless overtime conditions exist. All Flex-N-Gate Seeburn employees are provided with coverage by the Workplace Safety and Insurance Board. Appropriate accident report forms must be completed. Forms must be obtained from the Supervisor or a first aid attendant before seeing the employees physician Any employee who is certified by a physician to be unable to perform his regular duties with the Company because of injury (WSIB) must advise the EHS Coordinator and must comply with the Workplace Safety and Insurance Act. The employee must report for modified work if such modified work is available and within the restrictions as set out by the employee's physician. The employee must advise the personnel office of any change A Union Representative from the Joint Health and Safety Committee and a Company Representative shall review employees returning to work with restrictions who require accommodations and shall recommend jobs that will meet the required accommodations. Should there be a dispute over whether a job meets the restrictions or not, a job description shall be forwarded to the attending physician and the Workplace Safety and Insurance Board for their input if necessary.

21 18 ARTICLE 19 - JURY AND WITNESS DUTY A seniority employee shall be granted leave of absence with pay at his regular hourly rate, for the normally scheduled number of hours the employee would have otherwise worked for the purpose of serving jury duty, or as a material witness subpoenaed by the Crown. The Company shall reimburse the employee for the difference between his jury or witness pay (excluding expense allowances) and the employees regular straight time earnings for the time necessarily lost Any employee called for jury or witness duty shall be transferred to day shift during the period he is required to serve. These hours will be considered time worked for the purposes of calculating overtime. ARTICLE 20 - HEAL TH AND SAFETY The Company and the Union shall maintain a Joint Health and Safety Committee consisting of not more than three (3) members elected or appointed by the Union and not more than three (3) members appointed by the Company The general duties of the Joint Health and Safety Committee shall be as prescribed by the Occupational Health and Safety Act (OSHA): (a) (b) (c) 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 concerns and recommendations with respect to these matters. To investigate promptly all serious accidents and any unsafe conditions or practices which may be reported to it. Such investigations shall be conducted jointly by designated members of the Health and Safety committee and will be completed within ten (10) working days of the accident whenever reasonably possible. Such investigations shall include accidents which might have caused injury to a worker, whether or not such injury occurred. To hold regular meetings (except for the months of July and December unless called upon by a Worker Representative with particular agenda items) at least monthly for the discussion of current accidents, their causes, suggested means of preventing their recurrence, and reports of investigations and inspections. (d) To keep records of all investigations, inspections, complaints, recommendations together with minutes of meetings. The minutes shall indicate what action has been taken with respect to suggestions or recommendations previously made, and if no action has been taken, the reasons therefore shall be given. (e) The Union Chairperson of the joint Health and Safety Committee shall have the right to accompany all authorized Ministry of Labour or Fire Safety Inspectors on tours of the plant and shall receive copies of any reports sent to the Company pertaining to such inspections.

22 (f) (g) (h) 19 Accident, injury, and occupational illness records shall be kept by the Company, and shall be made available to the Joint Health and Safety and Union Committees if so requested. These records shall include all reports required by the Ministry of Labour under the Occupational Health and Safety Act. The Company also agrees to make available to such Committee upon request, the trade name and or technical description, (including chemical analysis, if available) of any compounds and substances used in the plant. To inspect equipment that has been significantly altered and/or moved in an effort to reduce potential risks for employee safety or health. The above duties may be delegated to individual members of the committee The parties agree that all employees shall be made aware of their right as outlined in the Occupational Health and Safety Act to refuse unsafe work No disciplinary action shall be taken against any employee by reason of the fact that he has reasonably exercised the right conferred upon him under any Act respecting the occupational health and safety of employees Pending the investigation and decision of the inspector, no worker shall be assigned to use or operate the equipment, machine, device or thing or to work in the workplace or in the part of the workplace being investigated unless in the presence of the worker certified member the worker has been advised of the other worker's refusal and of his or her reasons for the refusal {a) The Company will supply six (6) shirts to all employees upon completion of probation. The Company will supply five (5) pants upon completion of probation for Building Maintenance, Job Group C (excluding Lift Truck) and above and one (1) pair of pants per year thereafter. The Company shall supply all protective clothing and other devices (excluding safety shoes and prescription safety glasses) deemed necessary by the Joint Health and Safety Committee to protect employees from injuries arising from their employment with the Company. All employees will wear their supplied clothing everyday. (b) {c) The Company will participate in the purchase of safety shoes to a maximum of one hundred and eighty ($180.00) dollars per employee every two years, (Start date will be calculated from first purchase after March 19, 2013) provided the employee purchases from a Flex-N-Gate Seeburn approved source, ie safety shoes with steel toes and CSA approved. The Company will fund one hundred percent (100%) of the second pair of shoes at the same cost or less then the original pair purchased, if damage occurred as a result of adverse working conditions. The employee's Supervisor MUST approve the second purchase. Safety glasses are a required personal protective equipment in the facility, therefore the Company will supply all employees with safety glasses. In the event that an employee requires prescriptive safety glasses, the employee will obtain the Prescriptive Eyewear Form from the EHS Coordinator. This form allows the employee to attend the source designated by the Company, and have their glasses provided free of charge.

23 20 Employees may purchase glasses through another source and Seaburn will reimburse the lens cost that is currently paid for through the approved source and frame costs of up to a maximum of $ The proper form must be used and all conditions on the form will apply. (d) The Company agrees to pay wages for up to eight (8) hours per day, at the employee's regular rate, to the employee designated by the Union, to become the certified member representing workers on the Joint Health and Safety Committee in order for him or her to receive certified worker training from a recognized Health and Safety Agency. ARTICLE 21 - PLANT HOLIDAYS The Company will observe the following plant holidays for all employees who have completed probation: New Year's Day Good Friday Victoria Day Canada Day Civic Holiday Labour Day Thanksgiving Day Christmas Day Boxing Day (a) (b) (c) Four (4) additional days to be used as a floater and such days to be determined by mutual agreement. Group F and above are required to work if scheduled by the Company. Employees required to work a floater shall be provided with a day off in lieu to be scheduled during the current vacation year by mutual agreement with their supervisor. 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. The Company and the Union agree the actual Canada Day holiday date to be observed will be posted thirty (30) days prior to the day it is to be taken. The scheduling of plant holidays is to be by mutual agreement, having regard to customer requirements. The company will make every best effort to ensure that any plant mandatory overtime will not be scheduled on any long weekend. Alternatives to mandatory plant overtime will be discussed with union prior to the overtime being scheduled Eligible employees shall receive pay for each holiday equal to the employee's regular hourly rate of pay multiplied by the number of hours the employee would be regularly scheduled to work on such day if it were not a holiday, including shift premium To be eligible for holiday pay, the employee must work on the full last scheduled work day immediately preceding and immediately following, unless the employee was unable to work because of illness or accident, leave of absence, or lay-off, vacation and such absence began not more than ten (10) working day prior to the day on which the holiday is observed. The full last scheduled day above shall be interpreted as the last work day that the plant is scheduled to work, excluding overtime shifts. The employee must report to work not later than one (1) hour after shift start and remain at work for the remainder of the shift in order to be eligible for the full holiday pay

24 21 entitlement. Reporting for work later than one (1) hour after shift start will result in the employee being disentitled to no more than two (2) holiday and/or floater days for each incident of lateness. Absence from work on the last scheduled work day preceding and/or immediately following a holiday period shall disentitle the employee from all of their entitlement for holiday and floaters during that holiday period The employee shall be required to supply proof of inability to work on approved Doctor's form due to any accident or illness, immediately upon their return to work, in order to qualify for holiday pay When any of the holidays are observed during an employee's scheduled vacation period he shall receive holiday pay as provided in Clause above Any authorized work performed by an employee on any of the above-named Statutory or floating holidays shall be paid at the rate of time and one half in addition to holiday pay or at double time in the case of Christmas Day, New Year's Day or Good Friday Employees shall not be entitled to holiday pay for a holiday for which he will receive compensation under any wage loss reimbursement program. ARTICLE 22 -VACATION VACATION CALCULATION (a) An employee who has less than one (1) year of service as of June 30th of the vacation year shall be entitled to.833 days of vacation per full month worked to a maximum of (10) ten days. Vacation pay shall be four (4%) percent of the employee's gross earnings for the year ending June 30th. (b} (c) (d) (e) An employee who has one (1) year of service as of June 30th of the current vacation year shall be entitled to two (2) weeks of vacation and a vacation payment equal to four percent (4%) of his total earnings during the vacation year. An employee who has five (5) years of service as of June 30th of the current vacation year shall be entitled to three (3) weeks of vacation at six percent (6%) of his total earnings during the vacation year. An employee who has ten (10) years of service as of June 30th of the current vacation year shall be entitled to four (4) weeks of vacation at eight percent (8%) of his total earnings during the vacation year. An employee who has twenty (20) years of service as of June 30th of the current vacation year shall be entitled to five (5) weeks of vacation at eight percent (8%) of his total earnings during the vacation year. This is effective January 01, The vacation year, which shall be used in computing the vacation, shall be the fifty-two (52) week period from the first pay period in July of the preceding year to the last pay period in June of the current year inclusive. Employees may accumulate two (2) year's vacations together provided they are taken by September 30th of the second year An employee who leaves the employment of the Company for any reason prior to June 30th, shall receive a vacation pay based on that year's vacation entitlement.

25 "Gross Earnings or Total Earnings" shall mean - gross hourly earnings for the fifty-two (52) week period from July 1st to June 30th VACATION SCHEDULING (a) (b) (c) (d) Employees entitled to vacation must submit a written request for such time by May 01 of the current vacation year. The Company will respond to the request by May 22 of the current vacation year. Unless requested to work by the Company, all employees are required to use two (2) weeks of their vacation during the scheduled plant vacation period. Employees having more than two (2) weeks vacation time are required to submit a written request for their remaining vacation time. This remaining vacation time will be scheduled at the mutual convenience of the employee and the Company in accordance with the employee's seniority. Employees not submitting timely requests shall not have priority over timely submitted requests regardless of seniority. The Company shall have the right to schedule up to two (2) weeks of vacation time for those employees not submitting any vacation requests in order to comply with the Employment Standards Act. For the purpose of vacation scheduling the vacation week will be from Monday to Sunday VACATION PAYMENT Lump Sum Vacation Payment (a) The employee will have the option of either receiving payment of vacation pay at the time of vacation (regular pay cycle) or receive it in July of every year. Employees must make this election consistent with (a) Pay as You Go Payment (b) When choosing the option of receiving payment of vacation pay at the time of vacation (regular pay cycle) the following criteria must be met: 1. Vacation request for payment form must be completed at least 2 weeks prior to the commencement of vacation 2. The employee must have previous accrual in vacation pay account 3. The employee must take time and payment in weekly/daily intervals 4. No more than the normal weekly/daily pay shall be paid for each week/day taken. Payment for vacation time shall be made with the last pay period prior to the commencement of vacation or while the employee is on vacation. (c) In the event there is money remaining in the employee's previous vacation accrual account, the employee will have the option to have the remaining money paid out Dec 1st, of the current year or continue pay as you go.

26 23 Vacation request form for payment must be completed at least 2 weeks prior to December Vacation days can be split up. An employee can take vacation days one day at a time. To take this day or days, the employee must first have the vacation, at that time, approved by their Supervisor, on the proper form. The Supervisor has the right to refuse vacation at that time depending on the needs of the Company at that particular time. ARTICLE 23 - WAGES The Company agrees to pay and the Union agrees to accept for the term of this Agreement, the wages as set out in the Wage Schedule "A" attached hereto and forming a part of this Agreement Every employee working a shift starting after the start of an afternoon shift shall be paid a premium as outlined below: afternoons midnights 50 per hour 60 per hour The Company will continue the present practice concerning the choice and/or rotation of shifts by employees Temporary Transfers (a) (b) An employee who is temporarily transferred to meet the Company's convenience to another job for which the regular rate is less than that which the employee is receiving, he shall retain his former rate, and if such transfer is to a job with a higher rate, the employee shall receive the higher training stage two (2) rate paid for such job. If an employee at a higher wage rate requests to work at a job that has a lower wage rate, the employee will be paid the lower wage rate. An employee who is temporarily transferred from his regular job due to lack of work shall be paid the rate of pay for the job to which he is transferred provided the time spent on the new job is one (1) hour or more Payment of Wages The Company agrees that all employees shall be paid weekly by direct deposit on Fridays New or Changed Jobs We will follow the currently in place program in regard to stage progression and we will work together on updating or any new classification requirements when required.

27 24 Whether the requirements have been satisfied by a particular candidate will be determined by the majority of a committee comprised of equal representation from the Union and Management. Failing agreement, Management will decide and the employee may grieve. If the Company fails to make normal training available, then the employee will advance automatically in accordance with the time periods in "Schedule A" and such period shall start from the time of his complaint to the committee or when the training is completed and the employee is competent in all areas, whichever is shorter. If an employee does not achieve normal performance within the normal time after receiving normal training, he/she shall be removed from the classification and placed in accordance with Article The Company agrees to negotiate with the Union, the rate of pay for any new job or any existing job which is fundamentally changed, prior to the rate being installed. However, if the Parties fail to agree on the new rate, the Company shall have the right to install the rate it considers appropriate and the employee shall have the right to grieve. ARTICLE 24 - HOURS OF WORK AND OVERTIME (a) The standard work week for day and afternoon shift employees shall be forty (40) hours per week made up of five (5) days of eight (8) hours each, Monday through Friday. The standard work week for midnight shift employees shall be thirty-four (34) hours or more per week made up of five (5) days or eight (8) hours or less each, Sunday evening through Friday morning. A regular shift which starts on Sunday evening and continues into Monday shall be a Monday shift and a regular shift which starts on Friday and continues into Saturday shall be a Friday shift. The current schedule hours of work for all employees shall be: Day Shift Afternoon Shift 7:00 a.m. to 3:30 p.m. 3:30 p.m. to 12:00 midnight Night Shift Group F- H Group A - E -Monday shift (starts Sunday) -Tuesday-Friday shifts 10:30 p.m. to 7:00 a.m. 10:30 p.m. to 7:00 a.m. 12:00 midnight to 7:00 a.m. Midnight shift Group A - E employees will work an eight (8) hour shift on Monday, (which begins on Sunday evening), and will work a six and one half (6 Y,) hour shift the remainder of the week. Also includes the following start times which may continue. Day Shift 10:00 a.m. Shipper/Receiver

28 25 Afternoon Shift 12:00 p.m. Shipper/Receiver Midnight Shift 9:00 p.m. Finishing Line on Sunday (b) (c) (d) (e) (a) (b) (c) (d) Employees shall be allowed an unpaid thirty (30) minute lunch break, approximately midway through each shift. The Parties may agree on shift hours and days of work other than the foregoing. Shift starting times may be varied by up to one (1) hour either way from the current schedule upon one (1) month's notice and after consultation with the Union. Starting times may be varied by more then one (1) hour as above with the mutual agreement of the employee(s) affected. An employee shall be at his work station ready for work at the commencement of the shift and the end of breaks. Overtime will be paid at the rate of one and one half times the employees current rate for hours worked over 40 hours per week or eight (8) hours per day, or 6.5 hours per day (34 hour per week employees) with the exception of the first 8 hour shift in the week (for 34 hour shift employees) Overtime rate will be at two (2) times the regular rate after the first four (4) hours when worked after a regular eight (8) hour shift. On those weeks that a holiday or holidays occur, the forty (40) hours for the week will be reduced by the holiday period. Overtime for the weekend will be determined from a voluntary posting (a) Overtime for Saturdays worked will be at one and one-half (1-1/2) times the employee's current rate of pay for the first eight (8) hours worked providing forty (40) regular hours has been completed in the week or thirty four (34) regular hours has been completed in the week for employees working the regular thirty four (34) hour week. Any time worked over the eight (8) hours on Saturday will be at two (2) times the employee's rate of pay, providing forty (40) regular hours of work has been completed for that week or thirty four (34) regular hours has been completed in the week for employees working the regular thirty four (34) hour week. To meet the forty (40) or thirty four (34) hour requirement, the following shall be included: Hours actually worked, statutory holidays, scheduled vacation, jury duty, subpoenaed witness duty, paid bereavement leave and union business. (b) Overtime on Sunday will be at two (2) times the regular rate hereafter providing the forty (40) regular hours of work has been completed for that week or thirty four (34) regular hours has been completed in the week for employees working the regular thirty four (34) hour week.

29 (c) 26 Any employee overlooked for overtime shall be offered to work overtime and make up the lost opportunity within 7 working days of the error being raised. If not, they will be paid at the appropriate overtime rate. (Timing of the offer to work may be extended by mutual agreement between the Company and the Union.) Nothing in this Article shall be so construed to mean a guarantee of hours of work per day or per week or days of work per week There shall be no pyramiding of overtime rates Overtime work shall be on a voluntary basis, provided that if there are insufficient volunteers then the junior person on the shift who is capable of performing the work shall be required to work. Saturday/Sunday overtime shall consider persons from all shifts. The company will notify employees in writing (by posting or individual notice) that are required to work mandatory overtime by the end of the employee's shift Thursday unless unforeseen circumstances prevent doing so. In the event the overtime is mandated after Thursday, the Company will verify in writing the unforeseen circumstances to the Union. If the circumstances are found not to be legitimate, the employees will receive double time for the time worked. The company will make every best effort to avoid plant mandatory overtime. Alternatives to mandatory plant overtime will be discussed with the union, prior to the overtime being scheduled. Available overtime will be awarded as follows: Saturday/Sunday overtime - if it is determined that overtime is necessary, The senior person(s) who normally perform the work that have signed the overtime sheet will be scheduled by the company to work as required. Monday to Friday overtime - if it is determined that overtime is necessary the senior person(s) who normally perform the work on shift (by start time) that have signed the overtime sheet will be scheduled by the company to work as required The Company and the Union will continue with the existing practice with respect to distribution of overtime to back up employees Employees working an eight (8) hour shift shall be allowed a ten (10) minute rest period approximately mid-way through each half shift. Employees working a six and one half (6 %) hour shift shall be allowed one (1) ten (10) minute rest period during each shift An employee will not leave his work station until relief arrives. The Company will instruct employees on who provides relief All employees must participate in the Company 5 S Program.

30 ARTICLE 25 - INSURANCE-WELFARE BENEFITS AND PENSIONS The Company agrees that during the term of this Agreement, they will make available the insurance welfare benefits plans as summarized in Schedule "B" attached hereto, for all employees who have six (6) months seniority and who are actively at work subject to the conditions of the plans The Company further agrees that all eligible employees after one (1) year of employment shall be covered by the terms of the Company pension plan. ARTICLE 26 - BEREAVEMENT PAY The Company agrees that when a seniority employee is absent from work due to death in the immediate family, he will be granted three (3) consecutive work days leave with pay, excluding weekends, commencing within two (2) days of the date of death in order to attend the funeral. In the event that travel is required beyond a distance of three hundred (300) miles, the Company will grant two extra day's leave without pay. Immediate family is deemed to mean Common law as per CRA definition, spouse, son, daughter, mother, father, mother-in-law, father-in-law, sister, brother. In the case of brother or sister-in-law, grandparents, or grandchildren, he will be granted one (1) working day off with pay at or prior to the funeral if scheduled to work In cases where an employee is required to act as the prime organizer in the case of the death of a member of the employee's immediate family, necessary additional leave without pay will be granted. ARTICLE 27 - INCENTIVE All full time seniority employees who complete 100% attendance during their standard work week shall receive a flat rate of $20.00 per week. Hours worked shall be interpreted to mean all actual hours worked, statutory holidays and Company paid holidays. Work weeks containing vacation days will be prorated per day. ARTICLE 28 -ATTENDANCE GOALS: 1) 2) 3) Reduce absenteeism and lateness To have a fair system with little room for subjective judgement No penalty for serious sickness You are an essential member of the Flex-N-Gate Seeburn team, and teamwork is the very heart of our business. It is important that employees be prompt and regular in attendance. If you are unable to report to work on time because of circumstances beyond your control, you must notify the Company 1 hour before the start of their regular shift. Failure to comply with this will be termed absence without notification The Company and or co-workers depend on you for certain essential work. When you are absent, it is difficult to fill your shoes. It is the responsibility of employees to report to work whenever scheduled, including scheduled overtime. Employees shall provide a reasonable explanation for their absence or lateness by notifying the attendance hotline at , 1 hour, before the start of their shift. If the employee is aware that they will be absent for more then 3 days, they must apply for a sick leave of

31 28 absence. This must be done by calling Human Resources and requesting a sick leave of absence. If the leave has been approved you will not need to call the attendance line again unless your return date changes. If the return date is indefinite you must call after each doctor's appointment with an update or every 2 weeks. This leave must be supported by proper medical documentation and will be extended upon further medical documentation being provided. The Company reserves the right in appropriate circumstances to require a Doctor's certificate that states the reasons the employee was unable to work for medical reasons In case of serious personal illness or other situations in which advance notice is impossible, notify your Supervisor as soon as you can. A member of your immediate family may, if necessary, fulfil this obligation. If your immediate supervisor is unavailable notify the Human Resources Department Overtime shifts that are assigned will be considered regular shifts for all employees that agree to work for attendance purposes Specialist or Dentist appointments for an employee or an employees' child under 17 years of age will be approved, if the following conditions are met: (a) (b) the employee notifies his supervisor in writing of this appointment one (1) week in advance or if less than one week notice, the maximum amount of notice possible. the employee submits the SPECIALIST'S or DENTIST'S note to their supervisor to be retained in the employee's file. Note must contain patient's name, doctor's name, date and time of appointment Employees will be permitted two (2) incidents of missed punches per year (July to June) providing that their timely attendance at work is confirmed by their supervisor. ARTICLE 29 - SEVERANCE The Employer will pay severance pay in accordance with the rights and obligations contained in the Employment Standards Act.

32 ARTICLE 30 - TERMINATION This Agreement shall become effective on the 20th day of March, 2018 and shall continue in effect up to and including the 19 1 " day of March, Either Party desiring to renew or amend this Agreement may give notice in writing of its intention of its operations provided that this shall not prohibit early negotiations by mutual agreement 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 negotiations, an Agreement is not reached 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. Duly Executed by the Parties hereto thi~day of _,_Api'+-',_ "-')., SIGNED ON BEHALF OF THE COMPANY SIGNED ON BEHALF OF THE UNION

33 MEMORANDUM OF AGREEMENT-COLLECTIVE AGREEMENT RENEW AL BETWEEN FLEX N GATE SEEBURN A DIVISION OF VENTRA GROUP CO. (Hereinafter called the "Company") -and- UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED, INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION, LOCAL 9403 (Hereinafter called the "Union") WHEREAS the parties have negotiated the attached Memorandum of Settlement as a renewal of said Collective Agreement; The parties hereby agree as follows: The terms and conditions of the Collective Agreement between the parties is renewed in its entirety, save and accept as follows: 1) The parties hereby agree to unanimously recommend this agreement to their respective principles for ratification. 2) Except as otherwise provided, this Agreement shall be effective on March 20, 2018 and shall expire on March 19, ) All amendments and additions to the Collective Agreement signed by the parties during negotiations will be incorporated into the Collective Agreement. Dated this,3rot. day of ~I 2018 I! IJ: FORTHEU:~ THE ~!2(Jjjj;_o/i!t(jfj/ Linda arr C~l"\NY Lt!\Dl0lJ l~a {'~~ Jamie crcj)te ~ c.l~ ()11nc}tu Elgin Dewar;p Wes Balazs.-) -~-=~~~::~- -~

34 Schedule A Effective March 20,2018 B Building Maint. Start $17.72 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $17.85 $18.53 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 1.00% 1.00% 1.00% 1.00% 1.00% 1.00% 1.00%

35 Schedule A Effective September 20, 2018 B Building Maint. Start $17.85 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $17.98 $18.67 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 0.75% 0.75% 0.75% 0.75% 0.75% 0.75% 0.75%

36 Schedule A Effective March 20,2019 B Building Maint. Start $18.03 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $18.16 $18.86 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 1.00% 1.00% 1.00% 1.00% 1.00% 1.00%

37 Schedule A Effective September 20, 2019 B Building Maint. Start $18.16 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $18.30 $19.00 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 0.75% 0.75% 0.75% 0.75% 0.75% 0.75% 0.75%

38 Schedule A Effective March 20,2020 B Building Maint. Start $18.34 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $18.48 $19.19 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec Wo 1.00% 1.00% 1.00% 1.00% 1.00% 1.00% 1.00%

39 Schedule A Effective September 20, 2020 B Building Maint. Start $18.48 NA 60 days 120 days 6 months 12 months 18 months 24 months NA $18.62 $19.33 Tool Crib Attend. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 0.75% 0.75% 0.75% 0.75% 0.75% 0.75% 0.75%

40 30 WAGE PROGRESSION SYSTEM FOR NEW HIRES EFFECTIVE APRIL 27, 2015

41 Wage Progression Effective March 20, 2018 Wage Progression Effective September General Labour Rework Operator General Labour Rework Operator Building Maint. Building Maint. Tool Crib Attend. Tool Crib Attend. Lift Truck Machine Centre Op. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec Multi Set Up Op Shipper/Rec 1.00% 0.75%

42 Wage Progression Effective March 20,2019 Wage Progression Effective September 20i 2019 General Labour Rework Operator General Labour Rework Operator Building Maint. Building Maint. Tool Crib Attend. Tool Crib Attend. Lift Truck Machine Centre Op. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 1.00% 0.75%

43 Wage Progression Effective March 20, 2020 Wage Progression Effective September 20, 2020 General Labour Rework Operator General Labour Rework Operator Building Maint. Building Maint. Tool Crib Attend. Tool Crib Attend. Lift Truck Machine Centre Op. Lift Truck Machine Centre Op. Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec Test Tech. QA Tech Prod. Line Set Up Multi Set Up Op Shipper/Rec 1.00% 0.75%