COLLECTIVE AGREEMENT BETWEEN AND «CLAC. better together CONSTRUCTION WORKERS UNION, CLAC LOCAL 63

Transcription

1 COLLECTIVE AGREEMENT BETWEEN AND «CLAC better together CONSTRUCTION WORKERS UNION, CLAC LOCAL 63 Duration: April1, March 31, 2018

2 f:clac better together SERVICE AT YOUR FINGERTIPS myclac is your gateway to important information about your workplace, collective agreement and more, Sign up at clac.ca!myclac to update your contact information and preferences, find out who your stewards and representatives are, read your collective agreement access training calendars and sign up for upcoming courses, learn about member-only discounts, awards, and scholarships, apply for construction jobs, and access your retirement and benefit information, Questions? Call the nearest CLAC member centre, or visit us at cloc.co to learn more.

3 COLLECTIVE AGREEMENT BETWEEN MAPLE REINDERS INC. (hereinafter referred to as "the Employer") AND CONSTRUCTION WORKERS UNION, CLAC LOCAL 63 (hereinafter referred to as "the Union") Duration: April1, March 31, 2018

4 April1, March 31, 2018 INDEX ARTICLE PAGE ARTICLE 1- PURPOSE ARTICLE 2- RECOGNITION ARTICLE 3- MANAGEMENT'S RIGHTS ARTICLE 4- UNION REPRESENTATION ARTICLE 5- STRIKES OR LOCKOUTS... 8 ARTICLE 6- EMPLOYMENT POLICY AND UNION MEMBERSHIP ARTICLE 7- DUES DEDUCTION ARTICLE 8- WAGE AND AREA RATES OF PAY ARTICLE 9- HOURS/DAYS OF WORK AND OVERTIME ARTICLE 10- LAYOFFS ARTICLE 11-VACATION AND VACATION PAY ARTICLE 12- HOLIDAYS AND HOLIDAY PAY ARTICLE 13-TRANSPORTATION, TRAVEL AND ACCOMMODATION ARTICLE 14- UNION MANAGEMENT COMMITTEE ARTICLE 15- HEALTH AND SAFETY COMMITTEE ARTICLE 16- HEALTH AND WELFARE PLAN ARTICLE 17- RETIREMENT SAVINGS PLAN (RSP) ARTICLE 18- EDUCATION AND TRAINING FUNDS ARTICLE 19-TOOLS ARTICLE 20- PROTECTIVE EQUIPMENT ARTICLE 21- LEAVES OF ABSENCE AND BEREAVEMENT PAY ARTICLE 22- GRIEVANCE PROCEDURE ARTICLE 23- ARBITRATION ARTICLE 24- WARNING, SUSPENSION AND DISCHARGE ARTICLE 25- GENDER CLAUSE ARTICLE 26- DUES AND TRUST FUND PAYMENTS ARTICLE 27- COLLECTIVE AGREEMENT AMENDMENTS ARTICLE 28- DURATION SCHEDULE 11 A" SCHEDULE 11 A" Cont'd SCHEDULE 11 A 11 NOTES CLASSIFICATION DESCRIPTIONS SCHEDULE 11 B" SCHEDULE 11 C"

5 April1, March 31,2018 ARTICLE 1- PURPOSE 1.01 It is the intent and purpose of the Employer, the Union and the employees, as parties to this Collective Agreement ("Agreement"), which has been negotiated and entered into in good faith to: a) recognize mutually the respective rights, responsibilities and functions of the parties; b) provide and maintain working conditions, hours of work, wage rates, travel allowances and benefits as set forth in this Agreement; c) establish an equitable system for the promotion, transfer, discipline, layoff; d) recall of employees; e) establish a just and prompt procedure for the disposition of grievances; and f) through the full and fair administration of all provisions contained within this Agreement to achieve a relationship among the Union, the Employer, and the employees which will be conducive to their mutual well-being The parties to this Agreement pledge to work towards the greatest possible degree of consultation and cooperation believing that the following concepts provide a fundamental framework for cooperative labour/management relations: 1

6 April1, March 31,2018 a) The industrial enterprise is an economically characterized work community of capital investors and workers under the leadership of Management; b) The economic character springs from a continuous striving towards efficient use of scarce resources, energy and environment, and in the adequate development of the employees, research, production and marketing; and, c) The Employer, the Union and the employees will not discourage cooperation but will stimulate it, recognizing that while leadership without labour can do nothing, labour without management cannot survive The omission of specific mention in this Agreement of existing rights and privileges under law will not be construed to deprive employees or the Union of such rights and privileges Neither the Employer nor the Union shall act in a manner that is arbitrary, discriminatory, in bad faith, or that violates applicable human rights legislation Should any part of this Agreement be declared invalid, the remainder of this Agreement will continue to be in full force and effect. ARTICLE 2- RECOGNITION 2.01 The Employer recognizes the Union as the sole and exclusive bargaining agent of all employees in the bargaining unit, working in the Province of Alberta, as defined in existing Alberta Labour Relations Board (ualrb") certificates covering: 2

7 April 1, March 31, General Construction Carpenters; General Construction Labourers; General Construction Plumbers and Pipefitters The Employer further recognizes the Union as the sole and exclusive bargaining agent of all other employees working in the Province of Alberta as defined in Article 2.02 and/or classified in Schedules 11 A" and 11 B" attached hereto and made part hereof This Agreement covers all employees when employed in Construction as Carpenters, Labourers, and Plumbers, including Journeypersons, Apprentices and their Foreman, save and except Supervisory, Managerial, Office, Clerical and Salaried Personnel There will be no revision, amendment, or alteration of the bargaining unit as defined in this Agreement or of any of the terms and provisions of this Agreement, except by the mutual agreement in writing of the parties, with the exception that the scope of this Agreement will also automatically apply to employees employed in other trades from and after the day that certification is obtained by the Union for that trade from the ALRB. Without limiting the generality of the foregoing, no classification of work or jobs may be removed from the bargaining unit except by mutual agreement in writing of the parties. 3

8 April 1, March 31, 2018 ARTICLE 3- MANAGEMENT'S RIGHTS 3.01 Subject to the terms of this Agreement, the Employer's rights include, but are not limited to the following: a) the right to maintain order, discipline and efficiency; to make, alter and enforce rules and regulations, policies and practices, to be adhered to by its employees; to discipline and discharge employees for just cause. b) the right to select, hire and direct the working force and employees; to transfer, assign, promote, demote, classify, layoff, recall and suspend employees; to select and retain employees for positions excluded from the bargaining unit; and, c) the right to operate and manage the Employer's business in order to satisfy its commitments and responsibilities. The right to determine the kind and location of business to be done by the Employer, the direction of the working forces, the scheduling of work, the number of shifts, the methods, processes and means by which work is to be performed, job content, quality and quantity standards, the right to use improved methods, machinery and equipment, the right to determine the number of employees needed by the Employer at any time and generally, the right to manage the business of the Employer, and to plan, direct and control the operations of the Employer, without interference The sole and exclusive jurisdiction over operations, building, machinery and equipment will be vested in the Employer. 4

9 April 1, March 31, The Employer may contract out work where: a) it does not possess the necessary facilities or equipment; b) it does not have and/or cannot acquire the required manpower; c) it cannot perform the work in a manner that is competitive in terms of cost, quality and within required time limits; and, d) it has traditionally subcontracted that work to trade contractors. The Employer will discuss with the Union the engagement of any subcontractor that may result in the layoff of existing employee's. If there is a dispute the matter will be settled in accordance with the arbitration procedure set out in Article The Employer may meet periodically with their employees for the purpose of discussing any matters of mutual interest or concern to the Employer, the Union, and the employees. A Union Representative may attend such meetings. ARTICLE 4- UNION REPRESENTATION 4.01 For the purpose of representation with the Employer, the Union will be recognized to have Stewards (employees of Maple Reinders Inc.), and Representatives (employees of the Union), and to function as follows. 5

10 April 1, March 31, 2018 I) Stewards a) The Union has the right to select or appoint Union Stewards to assist employees in presenting any complaints they have to representatives of the employer; the investigation and presentation of grievances up to and including Step 1 of Article 22.05, and in general, to administer and defend this Agreement. In general, the number of Stewards will be determined to provide employees with consistent access to union representation. The Employer and the Union will mutually agree to adjust the number of stewards as work load and sites require. The Union will advise the Employer in writing of the names of the Steward(s). b) If on site, a Union Steward will be given the opportunity to address new hires during their site orientation session for the purpose of introducing themselves and the Union, distributing Union literature, and ensuring that the appropriate Union paperwork (benefits, pension, Union membership, etc.) has been completed. If a Steward is on site, he will be given the opportunity to attend any formal discipline meetings that may involve suspensions or terminations. c) The Union acknowledges that Stewards have regular duties to perform as employees and that such employee will not leave their regular duties for the purpose of 6

11 April1, March 31,2018 conducting business in connection with the administration of this Agreement or the investigation or presentation of grievances, without first obtaining the permission of their Foreman or immediate Supervisor. Such permission will not be unreasonably withheld. The Employer will pay Stewards at their regular hourly rate for time spent attending such duties during their working hours. d) Union Stewards may be laid off or reduced in number in accordance with the completion of the various phases of each project. The Union will be notified prior to a Steward being laid off. II) Representatives a) Duly appointed Representatives of the Union are Representatives of the employees in all matters pertaining to this Agreement, particularly for the purpose of processing and settling grievances, negotiating amendments to and renewals of this Agreement and enforcing the employees' collective bargaining rights as well as any other rights under this Agreement and under the law. The Union will advise the Employer, in writing, of the name(s) of its duly appointed Representative(s). b) Representatives of the Union will have access to visit job sites during normal working hours subject to the following: 7

12 April1, March 31, 2018 The Union Representative will identify themselves to the appropriate site supervision upon arriving at the site; The Union Representative will adhere to all applicable safety and security policies and/or regulations, or other owner/client lawful requirements. The Union Representative will not interfere with the progress of work. The Union has the right to appoint a Negotiating Committee. Employees, to a maximum of two (2), on the committee will be paid by the Employer to a maximum of forty-four (44) hours each, per the Collective Agreement at their regular hourly rates for all time spent formally preparing and negotiating the Collective Agreement with the Employer, whenever this takes place during the regular working hours of the employees concerned. There will be no Union activity on the Employer's premises during working hours, except that which is necessary for the processing of grievances and the administration and enforcement of this Agreement. ARTICLE 5- STRIKES OR LOCKOUTS 5.01 During the term of this Agreement, or while negotiations for a further agreement are being held, the Union will not permit or encourage any strike, slowdown, or any stoppage of work or otherwise restrict or interfere with the Employer's operation through its members. 8

13 April 1, March 31, During the term of this Agreement, or while negotiations for a further agreement are being held, the Employer will not engage in any lockout of its employees or deliberately restrict or reduce the hours of work except as required for normal operations. ARTICLE 6- EMPLOYMENT POLICY AND UNION MEMBERSHIP 6.01 The Union and the Employer will cooperate in maintaining a desirable and competent labour force. The Employer has the right to hire new employees as needed and will give preference to Union members for employment, provided such applicants are qualified to meet the requirements of the job Neither the Employer nor the Union will compel employees to join the Union. Subject to Article 6.01, the Employer will not discriminate against any employee because of Union membership or lack of it, and will inform all new employees of the contractual relationship between the Employer and the Union. Before commencing work, or as soon as reasonably possible after commencing work, new employees will be referred by the Employer to a Steward or Representative in order to describe the Union's purpose and representation policies to such new employees The Union agrees that it will make membership in the Union available to all employees covered by this Agreement subject to the Constitution of the Union and the terms and conditions specified by the applicable policies New employees will be hired on a probationary period of three (3) calendar months worked and thereafter will attain regular 9

14 April1, March 31,2018 employment status subject to the availability of work. The parties agree that the discharge or layoff of a probationary employee will not be the subject of a grievance or arbitration subject to Article Probationary employees are covered by this Agreement, excepting those provisions which specifically exclude such employees Employees rehired within six (6) months of layoff will not reserve a new probationary period. An employee who quits or is terminated for just cause and is rehired will serve a new probationary period. ARTICLE 7- DUES DEDUCTION 7.01 The Employer is authorized to and will deduct from each employee's pay the amount equal to Union dues and where applicable, an amount equal to Union dues arrears and/or Union Administration dues. The total amount deducted will be remitted to the Union's Provincial Remittance Processing Centre each month, by the fifteenth (15th) of the month following the deduction, together with an itemized list of the employees for whom the deductions are made and the amount deducted for each. The Union and the employees agree that the Employer will be saved harmless for all deductions and payments so made The Union has a conscientious objection policy for employees who cannot support the Union with their dues for conscientious reasons, as determined by the Unions' internal guidelines on what constitutes a conscientious objection. 10

15 April 1, March 31, The Union will promptly notify the Employer, in writing, over the signature of its designated officer, the amount of the deduction to be made by the Employer for Union dues and/or Union Administration dues, and the Employer will have the right to continue to rely on such written notification until it receives other written notification from the Union The Employer will provide the Union with all necessary information regarding job classification changes and terminations. The name, address, date of hire, and classification of all employees will be provided to the Union monthly. The union will provide the employer with up to date information on the insurance and benefit plan. ARTICLE 8- WAGE AND AREA RATES OF PAY 8.01 Wage schedules and other provisions applicable to various job classifications and work descriptions are as set forth in Schedule "A" or as amended by Article Additional classifications may be established only by mutual agreement between the Employer and the Union during the term of this Agreement, and the rates for the same will be subject to negotiations between the Employer and the Union. Any addition under these terms will be put into writing and signed by a representative of the Employer and the Union. If the Union and the Employer are unable to agree upon the wage rates of new classifications, either party may apply directly for arbitration under Article

16 April1, March 31, Show Up Time An employee who comes to work without having been notified that there is no work available, and who is sent home because of lack of work, will receive a minimum of two (2) hours pay at the employee's prevailing hourly rate. The employee will also receive their full accommodation allowance if and when applicable Starting Work An employee who starts work and is prevented from completing their normal work day will receive either four (4) hours pay at their prevailing hourly rate, or the number of hours worked multiplied by the prevailing hourly rate, (whichever is greater) except when the work is suspended because of inclement weather or other reasons completely beyond the control of the Employer. In such case, the minimum pay will be two (2) hours at the prevailing hourly rate. The employee will also receive their full accommodation allowance if and when applicable When there is a temporary shortage of work within a given work day in a specific classification, the Employer may employ the affected employees in another classification at the rate of pay of their usual specified classification, provided the employee is qualified to do the required work If the shortage of work is for a period longer than the day outlined in Article 8.04 above, the employee may be given the option to work in another classification for which they are qualified, instead of being laid off. The Employee will be paid the rate for the new classification. This will be recorded in writing and signed by the Employer, the employee and the Union. 12

17 April1, March 31,2018 ARTICLE 9- HOURS/DAYS OF WORK AND OVERTIME 9.01 It is agreed that the provisions of this Article are for the purpose of computing overtime and will not be construed to be a guarantee of or a limitation on the hours of work to be done per day or per week other than those stipulated in Articles 8.03 and The regular work week will consist of forty-four (44) hours per week, consisting of four (4) nine (9) hour days and one (1) eight (8) hour day, Monday to Friday inclusive Employees will be paid overtime at the rate of one and one half (1.5) times the employee s straight time hourly rate of pay for the following hours worked: All hours in excess of nine (9) regular straight time hours worked on any day; All hours in excess of forty-four (44) regular straight time hours worked per week, and; All hours worked on Sunday and Holidays as per Article 12. If an employee is absent from work during a given week, it is understood that no overtime will be paid for Saturday until the employee exceeds forty-four (44) regular straight time hours of work for that week When a general holiday as defined by Article occurs during the calendar week, overtime will apply after thirty-five (35) hours regular straight time hours worked 9.05 When a General Holiday falls on a regular day off, employees 13

18 April1, March 31,2018 will be given a day off in lieu thereof within the same two (2) week period, subject to scheduling requirements When a scheduled break occurs it will include a Sunday whenever possible The Employer will attempt to distribute overtime work within the work week as evenly as possible among employees who normally perform the work and who indicate they wish to work overtime subject to article Coffee Breaks and Meal Periods a) Employees will be given two (2) paid coffee breaks of fifteen {15) minutes each per shift, one during the first half of the shift and one during the second half of the shift. b) Employees, will be given a meal period of one half(~) hour per shift but such period will not be considered as time worked. c) Employees, working shifts that extend beyond the regular work day, will be entitled to an additional paid coffee break of fifteen {15) minutes for shifts in excess of ten {10) hours. A meal will be provided by the Employer during that coffee break, if the shift is expected to exceed eleven {11) hours Provided the employee notifies the Employer at the time of hire, the Employer agrees to respect an employee's wishes with regards to not working certain days of the week or certain hours of the day because of religious convictions Sunday will be deemed the first day of the week. 14

19 April 1, March 31, 2018 ARTICLE 10 - LAYOFFS The Employer will give the employee one (1) hour notice of layoff, when possible. One (1) hour pay may be given in lieu of notice The Employer will not be required to give one (1) hour notice of layoff when equipment failure, shortage of material, or other reasons beyond the control of the Employer cause a stoppage of operation The Employer agrees to notify the Union office of the names of employees laid off within the pay period of the date during which the layoff occurred, together with the employee s classification and latest available phone number When there is a shortage of work the Employer will layoff probationary employees before laying-off non-probationary employees, in the same classification, whenever reasonably possible. ARTICLE 11- VACATION AND VACATION PAY All employees will be entitled to receive an amount equal to six (6%) percent of their regular earnings in vacation pay. Employees who have completed ten (10) years of Employment shall receive eight (8%) percent of their regular earnings in vacation pay. Vacation entitlements shall be calculated cumulatively, with one year equivalent to two thousand (2000) hours of service. 15

20 April1, March 31, Vacation pay for the period from May first (Pt) to October thirty first (3Pt) of each year shall be paid to each employee during the first week of November. Vacation pay for the period from November first (Pt) to April thirtieth (30th) shall be paid to each employee during the first week of May. Employees may request payout of vacation pay when there is a sickness of the employee or his immediate family as defined in Article or when vacation is approved The Employer will consider vacations at the times requested, considering business requirements. ARTICLE 12- HOLIDAYS AND HOLIDAY PAY Employees will be entitled to receive an amount equal to four (4%) percent of their regular earnings in lieu of the following holidays: New Year's Day Family Day Good Friday Victoria Day Canada Day Labour Day Thanksgiving Day Remembrance Day Christmas Day Or any further days proclaimed by the Federal or Provincial Government Employees required to work on one of the above holidays will receive overtime pay for all hours worked in addition to the holiday pay outlined in Article

21 April 1, March 31, Holiday pay will be paid to employees twice annually with the vacation pay or upon employee request as described in Article ARTICLE 13- TRANSPORTATION, TRAVEL AND ACCOMMODATION It is recognized by the Employer and the Union that the purpose of transportation, travel and accommodation allowances, as established in these articles, are to provide a fair means of compensating employees for additional travel and accommodation expenses that they incur while working on job sites beyond a reasonable distance from their residence Travel & Accommodation Zones Each jobsite will be designated to fall within one (1) of three (3) zones, according to radius circles from the centre of the cities of Edmonton or Calgary, as defined below: Zone A: Travel and Accommodation Free Zone Jobsites within a fifty kilometre (SO km) radius of City Centre. For projects within this zone, daily travel or accommodation allowance will not be paid. These projects will not normally require a pre-job conference. Zone B: Daily Travel Zone Jobsites between a fifty kilometre (50 km) and ninety kilometre (90 km) radius of City Centre. For travel to jobsites within this zone, a daily travel allowance will be paid if the Employer does not provide transportation. 17

22 April 1, March 31, 2018 Daily travel allowance will be paid at a rate of fifty-two cents ($0.S2) per kilometer. Applicable distance will be calculated based on the shortest distance traveled by road from city center to the jobsite minus fifty kilometers (SO km), each way. For projects within this zone, no accommodation allowance is required, and a pre-job conference is not normally required, unless it is determined that the provisions of Article apply. Zone C: Out-of-Town Zone Jobsites outside of a ninety kilometer (90 km) radius of City Centre. For projects within this zone, or for projects which require special travel considerations, the Employer and the Union will mutually establish the amount of compensation for travel and accommodations, for the duration of the project in accordance with Article at a pre-job conference. The Employer may employ Local Hires to a project (with permanent residence within a fifty kilometer [SO km] radius of the jobsite by shortest distance by road) for which accommodation and travel allowances do not apply Travel and Accommodation Guidelines a) Accommodation allowance will be appropriate to the project and either be calculated to cover the cost of reasonable lodging and meals (minimum of one hundred and twenty dollars [$120.00] per day) or provide reasonable lodging at the Employer's expense. Accommodation that is supplied by the Employer will normally be based on double-occupancy for employees on short-term assignments and on single-occupancy for 18

23 April1, March 31,2018 assignments three (3) weeks or longer, considering availability. Allowances will be paid based on days worked or show-up days as per Article 8.03, but are not required for any day on which an employee does not work of their own accord for reasons other than sickness or accident. When an employee is absent, they shall furnish the Foreman on the job with reasonable evidence of acceptable absence, or they shall forfeit the allowances. When only sleeping accommodations are provided, employees shall receive a reasonable meal allowance, as determined at the pre-job conference as per Article (minimum of fiftyfive dollars [$55.00] per day). b) The Employer will provide transportation at no cost to the employee, or pay an initial and terminal travel allowance as per agreement at the pre-job conference, as per Article If an employee quits or is terminated for just cause return transportation costs will not be reimbursed by the Employer. Turnaround travel allowance will be subject to the pre-job conference, as per Article c) When temporary residence is located more than fifty kilometers (50 km) from the jobsite, daily travel allowance will be paid, and will be calculated as the shortest distance traveled by road to the jobsite minus fifty kilometers (50 km), each way Paid Travel Time a) On all jobs which require a transfer from one jobsite to another during the work-day, regardless of travel zone, 19

24 April 1, March 31, 2018 such employee will be paid their stipulated straight-time hourly rate of pay. b) On projects in Zone B or C, in instances where an employee is required to drive or carpool in an Employers vehicle to the jobsite, the employee will be paid a Travel Time negotiated by the Union and the Employer as per Article c) Travel time shall not be accrued towards overtime Use of Personal Vehicles If an employee is required to use their own vehicle for transportation between two (2) or more different work sites (locations) per day during working hours, or to transport materials to the jobsite, they will be paid fifty-two cents ($0.52) per kilometer in addition to any applicable paid travel time. ARTICLE 14- UNION MANAGEMENT COMMITTEE a) In order to build a cooperative relationship between the Employer, the Union and the employees, Union Management meetings will be scheduled, at the mutual agreement of the Union and Employer. The meetings will serve as a forum for discussion and consultation about policies and practices covered by, and not necessarily covered by this Agreement. The areas for discussion will include but not be limited to, the following: i) safety measures; ii) hiring policies; 20

25 April1, March 31,2018 ii) discipline and discharge policies; iii) training and promotion, and; iv) matters that affect the working conditions of the employees. b) The Employer and the Union will each appoint representatives to the Union Management Committee. Meeting notes will record the business of each meeting, and copies will be distributed as the Committee determines Employees attending the Union Management meetings during regular working hours will be entitled to their wages. In the event that such meetings are held outside of regular working hours, the Employer agrees to pay the employees their wages for time spent attending such meetings. ARTICLE 15- HEALTH AND SAFETY COMMITTEE When necessary a Health and Safety Committee will be established to address matters concerning safe work conditions and practices and to maintain a co-operative effort for the safety of the workforce. Meeting notes will record the business of each meeting, and copies will be distributed as the Committee determines The Employer and the Union will each appoint representatives to the Health and Safety Committee a) The Employer will make practical provisions for the safety and health of its employees on its job sites and shop during 21

26 April1, March 31,2018 the hours of their employment. Such provisions will be made known to all employees at the time of hire. b) The Union undertakes to give full support to these objectives by promoting a safety consciousness and a personal sense of responsibility among the employees. c) It is the intent of the parties to have working conditions that are safe and healthy An employee who is injured on the job during working hours and is required to leave for treatment for such injury will receive payment for the remainder of their shift An employee who is injured on the job and who requires transportation from the work site to a local physician or hospital will receive such transportation provided for by the Employer. Should an employee require hospitalization for a period of more than one (1) week the Employer will provide transportation to an available facility near the employee's primary residence at no cost to the employee a) If an employee is injured on the job and requires medical attention, the employee will be referred to the Employer's Return to Work and Disability Management Program and will inform the attending Physician of the same. b) The Employer will inform the Physician of the types of Modified Work which may be available to the employee and will make the same available to the employee with the Physician's approval. 22

27 April1, March 31,2018 c) The Employer will inform the Union office of all employees who are assigned to Modified Work and the hours reverted to. The Employer is not required to offer overtime hours to employees on Modified Work programs. Overtime hours will be subject to recommendations by attending physicians as per Article a) and b) The parties recognize the need for a safe workplace free of alcohol and drug use, along with employees being fit for duty. To that end, the Employer will maintain its Drug and Alcohol Policy and ensure it complies with current legislation. ARTICLE 16- HEALTH AND WELFARE PLAN The Employer agrees to pay an amount as set out in Schedule "A" for all hours worked for each employee towards the Insurance Plan administered by the CLAC Health and Welfare Trust Fund a) Employees are eligible to receive coverage on the first (Pt) of the month following three hundred and fifty (350) hours worked. It is the responsibility of the employee to complete the enrollment form for the benefit plan, which is a condition of coverage. b) It is understood and agreed that it is the responsibility of each employee to be familiar with the specific details of coverage, (outlined in Schedule "B") and eligibility requirements of all benefit plans, and that neither the Union nor the Employer, has any responsibility for ensuring that all requirements for eligibility or conditions of coverage or entitlement of benefits are met by the 23

28 April1, March 31,2018 employee, beyond the obligations specifically stipulated in this Agreement. c) The Parties agree that the Health and Welfare amount in Schedule "A" is to be effective January 1 of each calendar year and are subject to negotiation. These negotiations will take place prior to January 1 of each calendar year. If the parties cannot come to an agreement, either party may refer the matter to arbitration as per Article 23 of this Agreement. ARTICLE 17- RETIREMENT SAVINGS PLAN (RSP) The Employer agrees to contribute the amount as set out in Schedule "A" for each hour worked toward each participating employee's RSP administered through Royal Bank of Canada on a monthly basis. a) Upon an employee completing probation as per Article 6.04, and who chooses to Opt-In to the RSP Program, an account will be opened in the employee's name as soon as possible following the receipt of one (1) month's contributions and the employee's current address. The account will be registered as an RSP following receipt of the appropriate enrolment form completed by the employee. All monies deposited in the employee's account will remain the property of the employee subject only to the rules governing the RSP Plan. b) The Employer's contribution to the group RSP held with Royal Bank of Canada will be non-refundable, and when deposited will be vested in the employee on whose behalf 24

29 April1, March 31,2018 the deposit was made, in accordance with the terms of the RSP. c) Withdrawal of funds and payouts from the RSP will be subject to law and the terms of the Plan. d) Employees on whose behalf contributions and deposits are made will receive statements from the financial institution where the deposits are made, mailed to the employees' last address on record at Royal Bank of Canada. e) Contributions will be remitted to Royal Bank of Canada each month as per the timelines specified for other Union remittances in Article 26. f) A request for a statement of monthly contributions for affected Union employees, along with their pay rate and number of hours worked, will be provided to the Union Representative for audit purposes within one (1) week of receipt of such request, and will not be unreasonably withheld. ARTICLE 18- EDUCATION AND TRAINING FUNDS Education Fund The Employer agrees to contribute an amount as set out in Schedule "A" for all hours worked by all employees to the Union Education Fund Apprenticeship Fund The Employer agrees to contribute an amount as set out in Schedules "A" per hour to the Apprenticeship Training Fund for 25

30 April 1, March 31, 2018 all hours worked by all employees. The use of these funds will be governed by the policies of the Training Trust Fund and its trustees CLAC Alberta Training General Operating Fund The Employer agrees to contribute an amount as set out in Schedule "A" for all hours worked by all employees to the CLAC Alberta Training Trust Fund. The use of these funds will be for the general operations of CLAC Alberta Training and will be governed by the policies and procedures of the CLAC Alberta Training Trust Fund and its trustees Employer Specific Training Fund The Employer agrees to contribute an amount as set out in Schedule "A" for all hours worked by all employees to an Employer specific training account held in trust by CLAC Alberta Training. ARTICLE 19 -TOOLS All tradesmen will supply their own tools common to their trade, as per the tool list in Schedule "C". Specialty and power tools will be provided by the Employer The employees will be held responsible for all tools issued to them by the Employer. The Employer will supply adequate security for all tool storage on the site. 26

31 April 1, March 31, 2018 ARTICLE 20- PROTECTIVE EQUIPMENT All employees will wear CSA approved safety hats supplied by the Employer The Employer agrees to pay the employee who has completed one (1) or more years of service, a protective equipment allowance equal to one hundred dollars ($100.00) on the first payday after April first (P 1 ) and October first (Pt) for the duration of the Agreement. The employee is responsible to have protective clothing necessary to work on the jobsite. Failure to do so may result in discipline. Where an employee has been on sick leave or an authorized leave of absence in the previous six (6) month period, the employee will have their allowance prorated based on days since the last payout The Employer will supply employees with safety equipment including but not limited to: gloves, hearing protection, safety glasses, shields, goggles, rain gear, particulate masks, breathing apparatus and fall arrest equipment, if and when required. Said equipment will remain the property of the Employer. Any worn out safety equipment will be replaced upon presentation of the worn equipment. The employees will be held responsible for loss or improper maintenance of Employer furnished items. ARTICLE 21- LEAVES OF ABSENCE AND BEREAVEMENT PAY The Employer may grant leaves of absence without pay, for a time mutually agreed upon between the Employer and the employee, for the following reasons: a) marriage of the employee; 27

32 April1, March 31,2018 b) sickness of the employee or employee s immediate family; c) death of a family member; d) Union activity other than this establishment; and, e) other personal reasons deemed acceptable by the Employer acting reasonably An employee will be granted a three (3) day leave of absence with pay at the employee's regular straight time hourly rate, to make arrangements for and to attend the funeral of the employee s spouse, common law spouse, child, sibling or parent; or the employee's spouse's, child, sibling or parent. The employee will be granted a one (1) day leave of absence with pay to make arrangements for, and to attend the funeral of the employee s or the employee's spouse's grandparents Following a leave of absence, employees who fail to report back for work as scheduled without giving a justifiable reason will be deemed to have voluntarily quit. ARTICLE 22- GRIEVANCE PROCEDURE The parties to this Agreement recognize the Stewards and the Representatives specified in Article 4 as the agents through whom employees will process their grievances and settlement thereof. 28

33 April 1, March 31, a) "Grievance" means a complaint or claim concerning improper discipline or discharge, or a dispute with reference to the interpretation, application, administration or alleged violation of this Agreement. b) A "Group Grievance" is defined as a single grievance, signed by a Steward or a Representative on behalf of a group of employees who have the same complaint. Such grievance must be dealt with at successive stages of the Grievance procedure commencing with Step 1. The grievers will be listed on the grievance form. c) i) A "Policy Grievance" is defined as one which involves a question relating to the interpretation, application or administration of this Agreement. ii) A Policy Grievance will be signed by a Steward or a Representative, or in the case of an Employer's Policy Grievance, by the Employer or their representative. d) Any grievance referred to above will identify: i) the facts giving rise to the grievance; ii) the section or sections of this Agreement claimed to be violated; iii) the relief requested; and iv) where practical, will be signed by the employee or employees involved unless it is a Policy grievance All the time limits referred to in the grievance procedure herein contained will be deemed to mean "work days". A work day is defined as any day from Monday to Friday, except General Holidays. The parties may agree in writing to extend the time limits at any time. 29

34 April 1, March 31, The Employer or the Union will not be required to consider or process any grievance which arose out of any action or condition more than five (5) work days after the subject of such grievance occurred. If the action or condition is of a continuing or recurring nature, this limitation period will not begin to run until the action or condition has ceased. The limitation period will not apply to differences arising between the parties hereto relating to the interpretation, application or administration of this Agreement No employee will have a grievance until, where reasonably possible, the employee or a Union Steward has discussed the complaint with the appropriate management personnel or next in command (i.e.: immediate Supervisor). If the employee's Supervisor, or next in command, does not promptly settle the matter to the employee's satisfaction, an employee's proper grievance may be processed as follows: Step 1 Subject to the conditions of Article 6.04, if a grievance is to be filed it will, within the five (5) work days referred to in Article above, be reduced to writing and will be presented to the designated Employer representative by a Steward or a Representative. The designated Employer representative will notify the Representative of their decision in writing not later than five (5) work days following the day upon which the grievance was submitted. Step 2 If the grievance is not settled in Step 1, a Representative will within five (5) work days of the decision under Step 1, or within five (5) work days of the day this decision should have been 30

35 April 1, March 31, 2018 made, submit a written grievance to the designated Employer Representative. A meeting will be held between the Steward or Representative together with the griever involved and the designated Employer representative and other representatives of the Employer. This meeting will be held within five (5) work days of the presentation of the written grievance by one party to the other party's designated representative. The responding party will notify the grieving party of their decision in writing within five (5) work days of such meeting. Step 3 In the event that the grievance is not settled at Step 2, the party having the grievance may serve the other party with written notice of desire to arbitrate within five (5) work days of the delivery of the decision or within five (5) days of the date on which the decision should have been made in Step 2 to the other party Union Policy Grievance or Employer Grievance a) A Union policy grievance or an Employer grievance may be submitted to the Employer or the Union, as the case may be, in writing, within ten (10) work days of the time circumstances upon which the grievance is based were known or should have been known by the grievor. A meeting between the Employer and the Union will be held within five (5) work days of the presentation of the written grievance and will take place within the framework of Step 2 of Article hereof. The Employer or the Union, as the case may be, will give its written decision within five (5) work days after such meeting has been held. 31

36 April 1, March 31, 2018 b) If the decision is unsatisfactory to the grieving party, the grievance may be submitted to arbitration within fifteen (15) work days of the delivery of such written decision and the arbitration section of this Agreement will be followed. ARTICLE 23 -ARBITRATION If a notice of desire to arbitrate is served, the two parties will each nominate an arbitrator within seven (7) work days of service and notify the other party of the name and address of its nominee. The two arbitrators so appointed shall attempt to select, by agreement, a Chairman. If they are unable to agree upon a Chairman within seven (7) days of their appointment, either party may request the Relevant Provincial Government Ministry to appoint an impartial Chairman No person may be appointed as Chairman who has been involved in an attempt to negotiate or settle the grievance The decision of a majority is the decision of the Arbitration Board, but if there is no majority the decision of the Chairman of the Arbitration Board governs Notices of desire to arbitrate and of nominations of an arbitrator will be served personally, by fax, by or by registered mail. If served by registered mail, the date of mailing will be deemed to be the date of service If a party refuses or neglects to answer a grievance at any stage of the Grievance Procedure, the other party may commence arbitration proceedings and if the party in default refuses or neglects to appoint an arbitrator in accordance with Article 32

37 Maple Re inders Inc. and CLAC Local 63 April 1, March 31, , the party not in default may, upon notice to the party in default, appoint a Single Arbitrator to hear the grievance and their decision will be final and binding upon both parties It is agreed that the Arbitration Board shall have the jurisdiction, power and authority to give relief for default in complying with the time limits set out in Articles 22 and 23 where it appears that the default was owing to reliance upon the words or conduct of the other party An employee found to be wrongfully discharged or suspended will be reinstated without loss of service and with back pay calculated at an hourly rate or average earnings, as applicable, times normal hours, less any monies earned, or by any other arrangement which is just and equitable in the opinion of the Arbitration Board Where the Arbitration Board is of the opinion that there is proper cause for disciplining an employee, but considers the penalty imposed too severe in view of the employee's employment record and the circumstance surrounding the discharge or suspension, the Arbitration Board may substitute a penalty which, in its opinion, is just and equitable. This cause will not apply to the discharge of a probationary employee Each of the parties hereto will bear the expenses of the arbitrator appointed by it, and the parties will jointly bear the expense of the Chairman of the Arbitration Board The Board of Arbitration shall not be authorized to make any decisions inconsistent with the provisions of this Agreement, nor to alter, modify or amend any part of this Agreement, nor to 33

38 April 1, March 31, 2018 adjudicate any matter not specifically assigned to it by the notice to arbitrate specified in Step 3 of Article hereof If the parties mutually agree, they may substitute a single Arbitrator in the place of the Arbitration Board. ARTICLE 24- WARNING, SUSPENSION AND DISCHARGE Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee in understanding that a performance issue or opportunity for improvement exists. The process of progressive discipline is not intended as a punishment for an employee, but to assist the employee to overcome performance problems and satisfy job expectations. The goal of progressive discipline is to improve employee performance to become an effectively performing member of the organization. The Employer will ensure that a proper progressive discipline process is in place and consistently used. The process properly features increasingly formal efforts and increasingly serious consequences, (depending on the severity of the issue) to provide appropriate feedback to the employee so that they can correct the problem A Union Steward will be present for all disciplinary meetings, if possible. When a steward is not available, the employee may choose another employee to be present When the attitude or performance of an employee calls for a warning by the Employer, such a warning will be provided in 34

39 April1, March 31,2018 writing by the foreman/supervisor. The foreman/supervisor will send a copy of such warning to the Steward and Union office within forty-eight (48) hours An employee may be suspended or discharged for proper cause by the Employer. Proper cause may include: i) the refusal by an employee to abide by Safety Regulations; ii) the use of illegal narcotics or alcohol or reporting for work while under the influence of such substances; iii) the refusal by the employee to abide by the requirements of the Employer's clients; and, iv) the refusal by the employee to abide by the requirements of the Employer's rules, regulations, policies and practices An employee will be deemed to have voluntarily quit if the employee fails to show up for work or fails to notify the Employer for three (3) consecutive work days without a justifiable reason. ARTICLE 25- GENDER CLAUSE Where a reference to a specific gender is used in this Agreement it will be considered to include both genders equally. ARTICLE 26- DUES AND TRUST FUND PAYMENTS The parties acknowledge that delinquent payments to the Union as per Article 7 or for any of the Employer contributions to the Funds established in Articles 16, 17 and 18 will pose a serious threat to the plan participants. Therefore the Trustees of the 35

40 April1, March 31,2018 Funds are empowered to take any action in law necessary to collect all Funds owing, and to impose remedies and damages stipulated by the Trust Agreements. All costs of such collection will be borne by the Employer Contributions will be made to the Union Provincial Remittance Processing Centre pursuant to Articles 7, 16, 17 and 18, each month, by the fifteenth (15th) of the month following the month of contributions, together with an itemized list of the employees for whom the contributions are made and the amount remitted for each In the event that the Employer fails to make the proper remittance, the Union will notify the Employer of this failure. The Employer will then have two (2) work days to correct this error Further to Article 26.03, if the Employer continues to be delinquent in its remittance to the Union as outlined in Articles 7, 16, 17 and 18, the Union or the Trust Funds may impose a penalty of one percent (1%) per month on the amount owing If the Employer satisfies all its obligations under Articles 26.02, and 26.04, relating to Articles 7, 16, 17 and 18, the Union agrees the Employer will be saved harmless for any claims, relating to the remittances of Union dues, Administration dues and/or Permit dues, the Health and Welfare plan, the RSP and/or Pension plans and the Education and Training funds, excluding any costs the Employer incurs defending such claims The Employer will, and will be deemed to, keep all Union dues, Administration dues and/or Permit dues deducted and all contributions to the Funds as set out in Articles 16, 17 and 18, 36

41 April 1, March 31, 2018 separate and apart from its own monies. The Employer will, and will be deemed to, hold the sum in trust on behalf of the employees until the Employer has paid such monies to the applicable Trust Fund or Union Provincial Remittance Processing Centre. In the event of the bankruptcy (or any similar event) of the Employer, an amount equal to the amount that is owed to the applicable Trust Fund or Union Provincial Remittance Processing Centre for Union dues, Administration dues and or Permit dues and contributions that the employees are entitled to, will be deemed to be separate from and form no part of the estate that is in bankruptcy (or any similar event), whether or not that amount has in fact been kept separate and apart from the Employer's own money. ARTICLE 27- COLLECTIVE AGREEMENT AMENDMENTS It is understood and agreed that the wage rates and other provisions set out in this Agreement may be amended by mutual agreement if there are significant changes in the industry or for specific projects to enable the Employer to compete with non Union competition and/or with other specific Union project agreement rates. Either party may request that negotiations commence by giving notice in writing. The Employer and the Union agree to have representatives meet for discussions within thirty (30) calendar days of receiving the request from the other party. Any amendment resulting from the discussions under these terms will be put in writing and signed by a representative of the Employer and a Representative of the Union The Employer and the Union will meet in a pre-job conference to jointly determine project specific amendments to this Agreement for any project that: 37

42 Apri11, March 31,2018 a) the Employer and the Union determines that due to regional or industrial influences, Schedule "A" does not apply. b) has Client Contract requirements not covered by this Agreement. c) is planned to have shifts that incorporate: Saturday or Sunday work. Compressed work week or night shift. d) is in excess of two hundred kilometers (200 km) from the Employers base of operations. e) is in an area of limited accommodations or seasonal fluctuation. f) the Employer intends supplying transportation or accommodation or both. g) has peculiar geographic circumstances affecting travel. A copy of the pre-job conference report will be made available to the parties and each affected employee by posting at the jobsite. In the event of a dispute the matter will be settled in accordance with the arbitration procedure set out in Article

43 April1, March 31,2018 ARTICLE 28- DURATION This Agreement will be effective on the first (1st) day of April, two thousand and sixteen {2016) and will remain in effect until the thirty-first (3Pt) day of March, two thousand and eighteen {2018) and for further periods of one {1) year unless notice is given by either party of the desire to delete, change, or amend any of the provisions contained herein, within the period from one hundred twenty (120) to sixty (60) days prior to the renewal date. Should neither of the parties give such notice, this Agreement will renew for a period of one {1) year Should negotiations not be completed prior to the expiration date of this Agreement all negotiated items will be retroactive from the date of signing to the expiration date of the expired agreement. Until a new agreement has been concluded all provisions in this Agreement will remain in full force and effect. Dated at Calgary, Alberta this II day of.:r-u'-'/ Signed on behalf of MAPLE REINDERS INC. Signed on behalf of CONSTRUCTION WORKERS UNION, CLAC LOCAL 63 Per Authorized Representatives Per Authorized Representatives 39

44 April1, March 31, 2018 SCHEDULE "A" Classifications and Wage Rates Effective April 1, 2016 Classification Base Wage Vac/Stat H&W Employer Contributions Employer General Matching Specific EF AF Training RSP Training Fund Fund 10% ** $1.47 5%* $0.02 $0.06 $0.07 $0.10 Plumber Journeyman $39.11 $3.91 $1.47 $1.96 $0.02 $0.06 $0.07 $0.10 $46.70 Total I Carpenter Journeyman Certified $37.03 $3.70 $1.47 $1.85 $0.02 $0.06 $0.07 $0.10 $44.30 Carpenter Journeyman Uncertified $34.94 $3.49 $1.47 $1.75 $0.02 $0.06 $0.07 $0.10 $41.90 Labourer Skilled $25.55 $2.55 $1.47 $1.28 $0.02 $0.06 $0.07 $0.10 $31.10 Labourer Intermediate $23.46 $2.35 $1.47 $1.17 $0.02 $0.06 $0.07 $0.10 $28.70 Labourer Junior $21.38 $2.14 $1.47 $1.07 $0.02 $0.06 $0.07 $0.10 $26.31 Labourer Enrty Level 1 $19.29 $1.93 $1.47 $0.96 $0.02 $0.06 $0.07 $0.10 $23.90 Labourer Entry Level 2 $18.25 $1.83 $1.47 $0.91 $0.02 $0.06 $0.07 $0.10 $22.71 * Note RSP amount is matching up to 5% ** Note Vacation/Stat increases to 12% for employees who attain 10 years of service (1 year= 2000 hours) The parties agree to perform a wage review prior to March 31, This wage review will involve all stewards and any negotiating committee members who remain employed as hourly employees and are members of the Union at the time of the wage review. If a deal cannot be reached through this process, the parties agree to go to arbitration as per Article

45 April1, March 31, 2018 SCHEDULE"AnConrd Apprenticeship Rates Effective April 1, 2016 Employer Contributions Apprenticeship Classification Employer General Matching Specific Base Wage Vac Stat H&W EF AF Training RSP Training Fund Fund 10% ** $1.47 5%* $0.02 $0.06 $0.07 $0.10 Total I I PLUMBER 1st year (60%) $23.47 $2.35 $1.47 $1.17 $0.02 $0.06 $0.07 $0.10 $ nd year (70%) $27.38 $2.74 $1.47 $1.37 $0.02 $0.06 $0.07 $0.10 $ rd year (80%) $31.29 $3.13 $1.47 $1.56 $0.02 $0.06 $0.07 $0.10 $ th year (90%) $35.20 $3.52 $1.47 $1.76 $0.02 $0.06 $0.07 $0.10 $42.20 CARPENTER 1st year (60%) $22.22 $2.22 $1.47 $1.11 $0.02 $0.06 $0.07 $0.10 $ nd year (70%) $25.92 $2.59 $1.47 $1.30 $0.02 $0.06 $0.07 $0.10 $ rd year (80%} $29.62 $2.96 $1.47 $1.48 $0.02 $0.06 $0.07 $0.10 $ th year (90%) $33.32 $3.33 $1.47 $1.67 $0.02 $0.06 $0.07 $0.10 $40.04 * Note RSP amount is matching up to 5% ** Note Vacation/Stat increases to 12% for employees who attain 10 years of service (1 year= 2000 hours) The parties agree to perform a wage review prior to March 31, This wage review will involve all stewards and any negotiating committee members who remain employed as hourly employees and are members of the Union at the time of the wage review. If a deal cannot be reached through this process, the parties agree to go to arbitration as per Article

46 April 1, March 31, 2018 SCHEDULE 11 A" NOTES Shift Differentials: Night shift differential is $2.00/hr. (For all hours worked when 50% or more of the scheduled shift falls between the hours of 6 pm and 6 am). Night shift differential will not pyramid with overtime. Apprenticeship rates: Year One: Year Two: Year Three: Year Four: 60% of Journeyperson rate 70% of Journeyperson rate 80% of Journeyperson rate 90% of Journeyperson rate An employee who has been indentured and who is earning a wage rate higher than the applicable AIT apprentice rate when they are accepted into an AIT program, will continue to earn their current classification rate of pay until such time that their apprenticeship rate surpasses their previous classification's rate of pay. Premiums: Leadhand Premium: $1.25/hour over the current classification rate. Foreman Premium: $2.25/hour over the current classification rate. Formfitter/Process Labourer Proficiency Premium: $4.00/hour over the Skilled Labourer. 42

47 April 1, March 31, 2018 Skilled Labourer Experience Premiums: Level 1 = $0.50/hour Level 2 = $1.00/hour 10 Year (over 20,000 hours) Employees: Combined Vacation/STAT of 12% These premiums form part of regular wages for overtime calculations. The following descriptions are to be used to determine if the Formfitter/Process Labourer Proficiency Premium applies: Formfitter Labourer: Meets all qualifications of Labourer-Skilled No technical carpentry training Many years of construction experience Proficiency in Commercial formwork Knowledgeable with all aspects of formwork stripping Knowledgeable in placing concrete in formwork Is required to work under direction of a Carpenter Journeyperson. Process Labourer Description: Meets all qualifications of Labourer Skilled No technical process training Many years of construction experience Proficiency in rigging and hoisting Is required to work under the direction of a Plumber Journeyperson 43

48 April 1, March 31, 2018 Skilled Labourer Experience Premiums These premiums apply to the skilled labourer classification. Application of these premiums are at the discretion of the employer for experience with Maple Reinders and exemplary attitude. 44

49 April1, March 31,2018 CLASSIFICATION DESCRIPTIONS (The Classification Descriptions are for information purposes only and do not form part of the Collective Agreement.) The following classifications and subsequent descriptions are not comprehensive but shall be used as a guide for evaluating skills and knowledge of employees. Carpenter/Plumber- Foreman Meets all qualifications of Carpenter or Plumber Lead Hand or has proven experience in the role. May be assigned to lead two or more crews (crew as defined as two or more employees working in a similar task) but who does not necessarily have a lead hand working below him. The following are some examples of some Foreman duties that the Employer may require: (as per site requirements) Able to assist with schedule updating, purchasing, safety inspections and assessments. Able to work with limited direction, is accountable for productivity of crew under their direction, including subtrades and subcontracted work. Able to inspect the work to ensure it meets quality standards and is in keeping with the drawings and specifications. Able to communicate with the owner or consultants and is capable of temporarily filling the duties and role of the site superintendent in their absence. Carpenter/Plumber- Lead Hand Meets all qualifications of Carpenter or Plumber Journeyperson Assigned to lead a crew of two or more employees. Fully experienced with commercial formwork. Responsible to mentor and train apprentices. Minimal supervision required. 45

50 Carpenter- Journeyman Apri11, March 31,2018 Journeyperson qualification certificate/ may be Red Seal certified Extensive commercial or civil formwork experience May be fully experienced with residential formwork systems Some light duty scaffold erection experience Carpenter- Uncertified Tradesman Preforms at the journeyperson level but does not hold a ticket. Plumber- Journeyperson Certified journeyperson/may be Red Seal Certified Labourer Skilled Able to work without supervision Some light rigging and hoisting Able to assist carpenters and form fitters with scaffold and formwork erection Basic plan reading abilities as it relates to their duties Experienced with light excavation equipment Experienced with power tools and equipment Fully experienced in relevant commercial construction Labourer Intermediate Limited supervision required Experienced in stripping formwork Demolition and chipping Occasional concrete placing Able to maintain construction heaters Light scaffold dismantling Limited plan reading skills Limited experience with light excavation equipment Knowledge in operation of tools and equipment Relevant commercial construction experience 46

51 April1, March 31,2018 Labourer Junior Part time supervision required Heating and hoarding Stripping of formwork Hand excavation Dewatering Limited commercial construction experience Limited experience with power tools and equipment Labourer Entry Level 1 Full time supervision required Some construction experience Material handling General clean up Light scaffold erection Stripping of formwork Site maintenance (i.e.: snow removal, lighting, cleaning lunchrooms, etc.) Hand excavation Labourer Entry Level 2 Full time supervision required Entry level position Limited or no construction experience Flagging Site cleanup 47

52 April1, March 31,2018 SCHEDULE 11 B" OUTLINE OF INSURANCE PLAN COVERAGE FOR GOLD PLUS (This schedule does not form part of the collective agreement. It is for information only. Unless otherwise noted, all Insurance coverage expires at age seventy-five {75). In case of differences to the insurance contract, the insurance contract will apply). $100, life insurance per employee under the age of 6S; $SO,OOO per employee from age 6S up to and including age 74; $100, A.D. &D. per employee under the age of 6S; $SO,OOO per employee from age 6S up to and including age 74; dental plan at the latest fee schedule available; Basic services: 100% up to $2,000 per person annual Comprehensive: SO% up to $2,000 per person annual Orthodontic: SO% up to $3,000 lifetime maximum per child under 19; prescription drug plan for employee and family at 80% up to $3,000 per person annually (or the provincial pharmacare cap, if applicable) and 100% thereafter; optical insurance for employee and family; under 21: $300 per year over 21: $300 every two years extended health coverage for employee and family; semi-private hospital coverage with no deductible for employee and family; short term disability insurance with sixty percent (60%) weekly basic earnings to a maximum of six hundred ($600.00) per week. Weekly benefits, payable after the first (Pt) day of accident or hospitalization, and the fourteenth (14th) day of illness for a maximum of one hundred nineteen (119) days (1/14/119). long term disability insurance with sixty percent (60%) of earnings, maximum of $2, per month, per employee, payable after one hundred nineteen (119) days until age 6S (119/6S). Emergency Travel Assistance EFAP (Employee and Family Assistance Program) BENEFITS INFORMATION CLAC BENEFITS TEAM CLAC RETIREMENT MEMBERCARE (Group RSP & Pension Plan) GREEN SHIELD CANADA (access through myclac.ca) MORNEAU SHEPELL (EFAP)