Design Filtration Microzone Inc TEAMSTERS LOCAL UNION NO. 91

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1 Collective Agreement between Design Filtration Microzone Inc and TEAMSTERS LOCAL UNION NO. 91 EFFECTIVE FROM October 18, 2017 TO October 17, 2020 INCLUSIVELY

2 TABLE OF CONTENTS ARTICLE PAGE 1 RECOGNITION 1 2 UNION SECURITY UNION REPRESENTATION RESERVATION TO MANAGEMENT GRIEVANCE PROCEDURE NO STRIKES NO LOCKOUTS SENIORITY JOB POSTINGS AND PROMOTIONS LEAVE OF ABSENCE VACATIONS PAID HOLIDAYS HOURS OF WORK AND OVERTIME WAGES AND CLASSIFICATIONS HEALTH AND WELFARE GENERAL JURY DUTY TERM OF AGREEMENT SCHEDULE "A" - WAGES LETTER OF UNDERSTANDING... 17

3 Company offer- Teamsters Local Union No. 91 page 1 ARTICLE 1 - RECOGNITION 1.1 The Employer recognizes Teamsters Local Union No. 91 as the bargaining agent for all employees of Design Filtration Microzone Inc. within the City of Ottawa, save and except foremen, persons above the rank of foreman, office clerical and sales staff, technical staff, persons regularly employed for not more than twenty-four (24) hours per week and students employed during the school vacation period. 1.2 Supervisory employees shall not normally perform bargaining unit work except in assisting and/or instructing employees; in the event production difficulties are encountered; in order to avoid bottlenecks and/or to comply with customer needs or demands; in order to develop methods or techniques of production; or in the event regular employees are not available. The intent of this provision is that supervisory employees will not be assigned to work for the purpose of displacing an employee covered by this Agreement, or for the purpose of the avoidance of scheduling overtime. However, it is understood that, because of the Company's business, a "working foreman" may, in addition to his supervisory duties, perform bargaining unit work as needed to maintain efficiency and proper work flow in the shop or on the job site. In the shop, only one nonbargaining employee at a time may perform the duties of "working foreman". ARTICLE 2 - UNION SECURITY 2.1 As a condition of employment, new employees hired after October 6, 1986 must make application to become members of the Union, upon completion of the probationary period. Regular Union Dues, Initiation Fees, Assessment and Arrears in the amount specified by the Union in writing shall be deducted weekly from each pay of all employees covered by this Agreement. Such money so deducted shall be remitted to the Local Union on or before the 15th day of the month in which the Dues are deducted. The application for membership will be forwarded to the Union by the Employer with the first Dues payment. The employer will deduct an amount equal to Union Dues from the pay of any student or part-time employee who works in excess of eight (8) hours in any month. As a condition of continued employment, employees must become and remain members in good standing with the Union. 2.2 The remittance to the Union shall specify the employees from whose pay such deductions were made. The amount of annual Union Dues shall be shown on each employee's T-4 slip. 2.3 A steward has his regular work to perform on behalf of the Employer and when it is necessary to service a grievance, he shall not leave his work without the permission of his Supervisor. When resuming his regular work, he will report to his Supervisor and if requested, give a reasonable explanation as to his absence. With this understanding, the Employer will continue the pay of the Steward for the regular hours lost in handling the grievance. 2.4 The Union agrees to indemnify the Employer and save it harmless against any and all claims which may arise in complying with provisions of Articles 2.1 & 2.2.

4 Company offer- Teamsters Local Union No. 91 page 2 ARTICLE 3 - UNION REPRESENTATION 3.1 The Local Union may appoint a reasonable number of seniority employees as stewards for the purpose of investigating and processing grievances. The Union shall notify the Employer in writing of those appointed as stewards and their areas of responsibility. The Employer shall not recognize as a steward anyone not identified as such by the Union. 3.2 A bargaining committee for the purpose of negotiating this Agreement and the renewal of this Agreement shall be recognized, provided the employees on the committee have acquired seniority. 3.3 If an employee is called into a meeting with a Supervisor to impose discipline upon the employee, the employee may request the presence of a steward or another employee of his choice who is then at work. 3.4 A full-time representative of the Union may request a visit at the Employer's premises, provided he has prior approval of the Divisional Manager or his designate and the visit will not interfere with the Employer's operations. ARTICLE 4 - RESERVATION TO MANAGEMENT 4.1 The Union acknowledges that all management rights and prerogatives are vested exclusively with the Employer and, without limiting the generality of the foregoing, it is the exclusive function of the Employer to: a) maintain order, discipline, and efficiency; b) establish and enforce rules and regulations; c) hire, transfer, lay off, recall, promote, demote, classify, assign duties, discharge or suspend, or otherwise discipline employees provided that a claim by a seniority employee that he has been discharged without just cause may be the subject matter of a grievance and dealt with as hereinafter provided; d) plan, direct and control the work of the employees and the operation of its facility; e) introduce new and improved methods, facilities and equipment; f) determine the work schedules and the number of employees required at any time. g) operate and manage its affairs and facility in as efficient and economic a manner as it sees fit; h) plan and determine the number of shifts, hours of work, schedule and overtime, subject to the terms of the collective agreement The exercise of management rights will be consistent with the provisions of this Agreement.

5 Company offer- Teamsters Local Union No. 91 page 3 4.2A The Union recognizes the right of the Employer to continue its current practice of subcontracting. However, the employer will not subcontract: 1. Installation of turnkey projects or installation/service of capital equipment manufactured by Design Filtration Microzone Inc. that can be performed more cost effectively and to a comparable quality standard by members of the bargaining unit without requiring overnight accommodations; 2. Installation of capital equipment that can be performed more cost-effectively and to a comparable quality standard by members of the bargaining unit without requiring overnight accommodations; unless the parties have reached prior Agreement. 4.2B Products currently manufactured at the Design Filtration Microzone Inc. plant and any new products manufactured at said plant can be subcontracted out, provided that the core manufacturing functions of the plant are not subcontracted out. It is understood that fume hoods and soft wall can continue to be contracted out ARTICLE 5 - GRIEVANCE PROCEDURE 5.1 If an employee has a complaint, he shall make his concern known to his Supervisor within three (3) working days of when he should have become aware of the circumstances giving rise to his complaint. The Supervisor shall respond to the employee's complaint within two (2) working days of the employee expressing his complaint. 5.2 No grievance shall be considered where the circumstances giving rise to it occurred or originated more than fifteen (15) days before the filing of the grievance. 5.3 If the employee's complaint is not resolved by the Supervisor, then the employee may file a grievance. A grievance shall be reduced to writing on forms supplied by the Union, stating the nature of the grievance, the sections of the Agreement alleged to be violated and the redress sought. Such grievance shall be given to the Supervisor within five (5) working days of the Supervisor's response to the employee complaint in Article 5.1 and it shall be taken up in the following manner: STEP 1 By a conference between the steward and the Supervisor, and at the request of either party, the griever within three (3) working days of the filing of the grievance. The Supervisor shall give his written decision to the steward within three (3) working days of the above conference. Failing settlement, then, STEP 2 By a conference among an official of the Local Union concerned, the steward and the Divisional Manager. Failing a settlement, the matter may be referred to a Board of Arbitration within ten (10) working days after the decision in Step 2 by the Divisional Manager.

6 Company offer- Teamsters Local Union No. 91 page Where a difference arises between the parties relating to the interpretation, application, or administration of this Agreement, including any question as to whether a matter is arbitrable or where an allegation is made that this Agreement has been violated, either of the parties may notify the other party in writing of its desire to submit the difference or allegation to arbitration. Notice of intent to proceed to arbitration must be submitted within twenty (20) working days of the date of the answer at Step 2. Such notice will identify the party's appointee to a Board of Arbitration and within ten (10) working days of the receipt of notice of intent to arbitrate, the other party must, in turn, name its appointee. A third party to act as Chairman shall be appointed on the recommendation of the respective appointees. Should the members fail to select a Chairman within ten (10) working days from the date of their appointment, the members shall request the Ontario Minister of Labour to name a Chairman. The Chairman of the Board of Arbitration will set a date for the hearing to permit both parties to present their case and will render a decision as soon as possible after the completing of hearing all evidence. The decision of the majority will be the decision of the Board of Arbitration, but if there is not majority, the decision of the Chairman will govern and shall be final and binding upon both parties. The Board of Arbitration shall not have any power to alter or change any provisions of this Agreement or to substitute any, or to give any decision inconsistent with the terms and provisions of this Agreement. 5.5 Any complaint, difference or dispute or alleged violation of this Agreement arising between the Employer and the Local Union concerned shall be dealt with under Step 2 provided a written complaint is filed by the grieving Party with the other Party within ten (10) calendar days. 5.6 Each party shall bear the expense of its own representative to a Board of Arbitration and the parties shall equally bear the expense of the third member of such Board of Arbitration. 5.7 No matter shall be submitted to a Board of Arbitration which has not been properly carried through all previous steps of the grievance procedure. 5.8 The Board of Arbitration shall not make any decision inconsistent with this Agreement, nor alter, notify or amend any part of this Agreement but shall only consider the question in dispute. 5.9 A claim that an employee has been unjustly discharged shall be treated as a grievance and shall be taken up under Step 2 of the grievance procedure, if a written statement of such grievance signed by the employee, is lodged with management within five (5) working days after the discharge is affected A discharged employee shall receive written notice of the reasons for the discharge within two (2) working days of the discharge Any suspension or warning shall be removed from an employee's record after eighteen (18) months. ARTICLE 6 - NO STRIKES NO LOCKOUTS 6.1 During the term of this Agreement, the Union agrees that there will be no strike and the Employer agrees that there will be no lockout as defined by the Ontario Labour Relations Act.

7 Company offer- Teamsters Local Union No. 91 page 5 ARTICLE 7 - SENIORITY 7.1 Length of service will be the sole determining factor in ascertaining seniority. Seniority will be on a bargaining unit basis in accordance with Article 1. An employee will be considered on probation until he has completed sixty (60) days actually worked for the Employer. After an employee has acquired seniority under this clause, his seniority shall date back to the last day of hiring. 7.2 An employee shall lose his seniority if he: a) voluntarily quits the employ of the Employer; b) is justifiably discharged; c) 1) is laid off for a period of more than six (6) months if he had twelve (12) months seniority or less at the time of his layoff; 2) is laid off for a period of time equal to the lesser of his seniority or twelve (12) months if he had more than twelve (12) months seniority at the time of his layoff. d) fails to return to work within five (5) days of the date of notice of recall to work; notice of recall shall be by registered mail to the employee's last known address; an employee may be granted an extension of recall for satisfactory reason; e) uses a leave of absence for a purpose other than that for which the leave was granted (including but not limited to taking employment elsewhere), without prior written permission of the Employer, or the initial reasons for the request prove false. f) is absent from work without permission for three (3) consecutive working days without satisfactory reason; g) is absent by reason of non-occupational accident or illness for a period of time equal to the lesser of his seniority or twenty-four (24) months; h) accepts a position outside of the bargaining unit within the Company for a period in excess of ninety calendar days. He shall also lose all recourse to the grievance and arbitration procedures. 7.3 The Company may make determination of layoff, promotion, transfer and recall from layoff and in doing so will consider the following two (2) factors: a) the seniority of the employee(s) concerned; and b) the skill, ability, qualifications and availability of the employee(s). Seniority shall be the governing factor only in cases where the factors in (b) are equal between two (2) or more employees. c) In the event of a lay off senior employees may request to be laid-off. The employer shall review such request(s) and at their sole discretion may grant such request.

8 Company offer- Teamsters Local Union No. 91 page A seniority list shall be placed on the bulletin board and will be revised by the Employer annually. Such list shall contain the employee's name, his job classification and his starting date. A copy of the seniority list shall be sent to the Local Union office. The list forwarded to the Union office will also contain the employee=s social insurance number, his current address and telephone number. 7.5 It shall be the duty of employees to notify the Employer promptly of any change in their address or telephone number. If any employee shall fail to do this, the Employer will not be responsible for failure of a notice to reach such employee. 7.6 There shall be no reduction of full-time employees until all part-time employees have been laid off. 7.7 Full-time employees who have completed their probationary period, will be given three (3) working days' notice prior to any layoff or three (3) days' pay in lieu of notice, except in situations which are beyond the Employer's control. ARTICLE 8 - JOB POSTINGS AND PROMOTIONS 8.1 In the event a permanent opening occurs at a skill grade other than the basic level, such opening shall be posted in the plant for five (5) working days. 8.2 Seniority employees who wish to be considered for a posted opening shall make application on a form to be supplied by the Employer. 8.3 The Employer shall consider all such employee applications to fill an available opening, prior to going beyond the bargaining unit to fill a vacancy. In making a determination of whether to fill the vacancy from within the bargaining unit the Employer shall consider the factors set out in Article 7.3(b). Only in cases where the Employer determines that two (2) or more employees both satisfy the factors set out in Article 7.3(b) to a level sufficient to fill the vacancy and where the factors in Article 7.3(b) are equal between those two (2) or more employees shall seniority be the governing factor. 8.4 A successful applicant shall be assigned the wage rate in his new skill grade which is next higher to his current wage. A successful applicant shall not be allowed to bid for any other posted vacancy for a period of six (6) months after he has been accepted for a job vacancy. 8.5 If an employee is unable to perform the normal requirements of the job during the first ninety (90) working days to the satisfaction of the Employer, he will be returned to his former job at his former rate of pay, as will any other employee who was promoted or transferred as a result of the original job posting. 8.6 In the event an employee is returned to his former job, the Employer will review the applications to the original job posting for a suitable applicant, prior to going beyond the bargaining unit to fill the vacancy. ARTICLE 9 - LEAVE OF ABSENCE 9.1 An employee may request a leave of absence without pay provided the request is in writing, stating the reason, effective date, duration, and return-to-work. Permission for a leave of absence

9 will not be unreasonably denied. Company offer- Teamsters Local Union No. 91 page 7 Seniority will continue to accrue for a period equal to the employee s seniority, maximum one (1) year; thereafter, the employee will have no seniority under this agreement and his employment shall be deemed to be terminated. 9.2 An employee shall be granted, upon notification to the Employer: a) five (5) days leave of absence with pay to attend the funeral of his spouse, son or daughter provided he would otherwise have been at work; b) three (3) days leave of absence with pay to attend the funeral of his father, mother, brother or sister, provided he would otherwise have been at work. c) one (1) day leave of absence with pay to attend the funeral of his grandparent, grand-child, mother-in-law, father-in-law, sister-in-law or brother-in-law, provided he would otherwise have been at work. ARTICLE 10 VACATIONS 10.1 The following vacation terms shall apply to any employee who gained seniority prior to January 1, 2017: a. Each employee who, as of December 31 in any year, has been employed for less than one (1) year is entitled to one (1) day's vacation for each full calendar month of employment up to a maximum of nine (9) days to be taken the following year. b. Each employee who, as of December 31 in any year, has been employed for one (1) year, but less than five (5) years will be granted a vacation of two (2) weeks to be taken during the following year. c. Each employee who, as of December 31 in any year, has been employed for more than five (5) years will be granted a vacation of three (3) weeks to be taken during the following year. d. Each employee who, as of December 31 in any year, has been employed for more than ten (10) years will be granted a vacation of four (4) weeks to be taken during the following year. e. Each employee who, as of December 31 in any year, has been employed for more than twenty (20) years will be granted a vacation of five (5) weeks to be taken during the following year. Effective September 13 th, 2001 each employee who, as of December 31 st in any year, has been employed for more than eighteen (18) years will be granted a vacation of five (5) weeks to be taken during the following year 10.2 The following vacation terms shall apply to any employee who gains seniority after January 1, 2017:

10 Company offer- Teamsters Local Union No. 91 page 8 a) Each employee who, as of December 31 in any year, has been employed for less than one (1) year is entitled to one (1) day's vacation for each full calendar month of employment up to a maximum of nine (9) days to be taken the following year. b) Each employee who, as of December 31 in any year, has been employed for one (1) year, but less than five (5) years will be granted a vacation of two (2) weeks to be taken during the following year. c) Each employee who, as of December 31 in any year, has been employed for more than five (5) years will be granted a vacation of three (3) weeks to be taken during the following year. d) Each employee who, as of December 31 in any year, has been employed for more than ten (10) years will be granted a vacation of four (4) weeks to be taken during the following year Vacation pay shall be calculated at a rate of two percent (2%) per week of entitlement of gross earnings. "Gross Earnings" shall mean earnings for all time worked for the fifty-two (52) week period from January 1 to December 31, including vacation pay and payment for paid holidays received during that period If a statutory holiday falls within an employee's vacation period, he shall be granted another day in lieu thereof. Such day shall be mutually agreed upon between the employee and his Supervisor a) If, in any year, a vacation plant shutdown is scheduled, the Employer shall so advise the Union before March 1 of that year. Such vacation plant shutdown will consist of up to two consecutive weeks and will be scheduled between the third week of July and the second week of August inclusively. The Employer will allow a minimum of one (1) employee to be on vacation during the week immediately preceding and the week immediately following the shutdown; a minimum of two (2) employees in other weeks. b) If, in any year, a vacation plant shutdown is not scheduled, the vacation schedule will allow for a minimum of three employees per week to be on vacation from May to September inclusively Employees must submit a written request prior to any proposed use of a vacation day. If the Employer determines, in its sole discretion, that production requirements can accommodate the requested absence then the vacation will be approved. If the Employer determines that production requirements cannot accommodate the requested absence then the vacation shall be denied When scheduling vacations, employees shall be entitled to set aside one (1) week of said vacation to be taken on a day by day basis to offset working days that might be missed as a result of personal business. Any request to use vacation days in such a manner shall be subject to advance approval by the Employer taking into consideration production requirements. The employee must submit its request as soon in advance as possible, but at minimum seventy-two

11 (72) hours prior to the requested vacation day. Company offer- Teamsters Local Union No. 91 page 9 Furthermore, it is understood that such days of vacation cannot be used to offset absences which occur on workdays immediately preceding or following a statutory holiday or immediately preceding or following a scheduled vacation Vacations must be taken between January 1 and December 31 in each year. Choice of vacation periods shall be based upon a first come first served basis. If there are multiple requests that have not yet been considered, preference will be given the senior employee subject to the process set out in Article Each employee, at his sole option, may elect to receive his vacation pay entitlement in January of each year. It is understood that such an employee must take his vacation entitlement in that calendar year. Vacation pay will be paid by separate cheque, prior to leaving on vacation. ARTICLE 11 - PAID HOLIDAYS 11.1 a) The following days shall be paid holidays and shall be granted to all employees. THANKSGIVING DAY CHRISTMAS DAY BOXING DAY NEW YEAR'S DAY DAY AFTER NEW YEAR'S DAY GOOD FRIDAY VICTORIA DAY CANADA DAY CIVIC DAY LABOUR DAY b) In addition to the paid holidays indicated in Article 11.1 a) above, employees who have completed the probationary period will be allowed three "personal days" during each year of the collective agreement. These personal days must be requested at least five (5) working days in advance. Permission to take these "personal days" will be granted in order of seniority All Employees shall be entitled to payment for the holidays defined in 11.1, provided: a) the employee has earned wages on at least 6 days during the four weeks immediately preceding the holiday; b) he works his last scheduled shift preceding the holiday or his first scheduled shift succeeding the holiday. The employee shall be paid his regular hours for the holidays. ARTICLE 12 - HOURS OF WORK AND OVERTIME 12.1 a) The regular workweek shall consist of forty (40) hours, Monday to Friday.

12 Company offer- Teamsters Local Union No. 91 page 10 b) Nothing in this Article shall be construed to mean a guarantee of hours of work per day or per week The current practice of providing two (2), fifteen (15) minute rest periods, one in the first half and one in the second half of the shift without loss of pay shall continue. A twenty (20) minute break on Friday shall be allowed as long as the current shift configuration is in effect. The practice of providing a thirty (30) minute unpaid lunch period shall continue Overtime shall be paid at the rate of time and one-half for authorized work performed beyond forty (40) hours in a week. Such forty (40) hours shall be reduced in any week where a paid holiday(s) is (are) observed. Time and one-half shall also be paid for all authorized work performed on Saturdays, Sundays and paid holidays. Each employee, at his sole option, may elect to bank overtime to an equivalent maximum of forty (40) hours in each calendar year. Banked hours that are not used by December 31 st in each year will be paid out. Banked hours will be taken with mutual agreement between the Company and the employee on a first come first served basis. Any employee wishing to bank in excess of the equivalent of forty (40) hours, can only do so if approved by the Company a) All overtime shall be on a voluntary basis, provided that the Employer, as in the past, is assured of all overtime required. b) Overtime shall be offered on the basis of the test set out in Article An employee who has completed his day's work, has gone home and is called back to work by the Employer, shall be paid a minimum of four (4) hours pay at time and one-half a) In the event the Employer establishes a shift other than the day shift, the jobs will be offered to such employees on the basis of the test set out in Article 7.3 b) A shift premium of thirty-five (35) cents per hour will be paid to all employees who work on a shift other than the day shift. ARTICLE 13 - WAGES AND CLASSIFICATIONS 13.1 The attached Schedule "A" shall provide the minimum wages for each class of work subject to this Agreement and shall be effective during the term of this Agreement a) Installation Work refers to work performed to install new products manufactured by Microzone Corporation. b) When out-of-town travel is required by the Employer for installation work, a minimum notice of three (3) working days will be given.

13 Company offer- Teamsters Local Union No. 91 page Installation work which requires an employee to be out of town overnight shall be paid at a premium of one dollar ($1.00) per hour for all hours worked a) Service Work refers to work performed on existing equipment. b) Any employee on outside service work will be paid at the "Finisher" rate of pay while involved in such work. The length of factory skill experience will be automatically carried over into the higher skill grade. When such employees return to the factory they will then revert to their regular in-house rate of pay An employee who is required to do outside service work or out-of-town installation work at a customer's location will be paid at his appropriate rate of pay (exclusive of any premium) for the time during which he travels to and from such customer's location If an employee is temporarily assigned by the Employer from his classification to another: a) in which the maximum wage rate is superior to the maximum wage rate of his own classification for one (1) regular workday or less, or b) in which the maximum wage rate is equal or inferior to the maximum wage rate of his own classification, he shall maintain his own wage rate during the entire duration of his temporary assignment If an employee is temporarily assigned by the Employer from his classification to another, in which the maximum wage rate is superior to the maximum wage rate of his own classification for more than one (1) consecutive regular workday, he shall be paid, during the entire duration of his temporary assignment, the wage rate in this other classification which is next higher to his own wage rate The Employer may designate, in its sole discretion, up to two (2) employees as a Lead Hand and such employee(s) shall be paid at a premium of two dollars ($2.00) per hour work as long as such employee(s) remains the Lead Hand. The Employer may withdraw a Lead Hand designation in its own discretion The Employer and Union agree that differences in experience, skill, ability, qualifications and availability may exist between employees within the same class of work. ARTICLE 14 - HEALTH AND WELFARE 14.1 Unless otherwise specified Employer will pay 100% of the premiums for the benefits to the levels specified hereinafter for full-time employees who have completed their probationary period: (1) Group Life and Accidental Death and Dismemberment Insurance for $25, % at 65, 0% at 70. No dependent/spouse life. (2) Extended Health Care - 90% co-insurance, no deductible. Prescription drug card will be provided. Termination at age 70. (3) Short-Term Disability - The weekly indemnity is equal to 60% of wages but up to the

14 Company offer- Teamsters Local Union No. 91 page 12 maximum of the Employment Insurance Commission benefits. In case of disability, the indemnity shall be payable from the beginning of the first day in case of accident or hospitalization, the fourth day in case of illness, for a maximum of 17 weeks. (4) Long-Term Disability - Elimination period: 17 weeks + E.I.C. The monthly indemnity is equal to 66.7% of wages but no less than a minimum monthly benefit of $2500 and no more than a maximum monthly benefit of $5000 reduced by primary offsets only: - payments from other Group Insurance Plans - retirement or pension payments from employer - payments from Motor Vehicle Bureau - payments from Workplace Safety and Insurance Board - payments from Criminal Injuries Compensation Act Employee is responsible for payment of all premiums and other costs for long term disability. (5) Dental Plan: 90% basic coverage, no deductible. Maximum of $1000/year per employee (including family) The descriptive provisions in 14.1 are a summary of the benefits; the detailed descriptions of these benefits are contained in the Group Insurance Plan; copy of said plan to be given to the Union The parties agree that the benefits referenced in this collective agreement do not form a part of this collective agreement and disputes in relation to benefit coverage must be directed to the benefits provider. ARTICLE 15 - GENERAL 15.1 Space will be provided on a bulletin board for posting of Union notices. Union notices will be signed by an officer of the Union and submitted to the Employer for approval before being posted. Only Employer-approved notices will be posted If new equipment requires the creation of a new classification, the Employer will notify the Union of the circumstances giving rise to these changes. The parties will discuss the wage rate of the new classification. In the event the parties cannot arrive at a solution, the issue may be submitted to arbitration The Employer will reimburse a maximum amount of three hundred ($300) dollars per twenty-four (24) month period to the employee who wears corrective lenses, for one pair of glasses per twenty-four (24) month period, approved by CSA, upon presentation of the justifying documents required by the Employer Safety shoe/boot allowance: The Employer will reimburse a maximum amount of two hundred ($200) dollars per twelve (12) month period, subject to proof of purchase (12-month period from last refund) to the employee, upon presentation of the justifying documents required by the Employer. Must be CSA approved for Design Filtration Microzone Inc work.

15 Company offer- Teamsters Local Union No. 91 page 13 ARTICLE 16 - JURY DUTY 16.1 An employee who is called upon for jury duty must be paid on the basis of forty (40) hours per week at his regular rate, deduction having been made of the amount received from the Government. This amount is subject to verification. The employee must be present at work whenever possible during this period. ARTICLE 17 - TERM OF AGREEMENT 17.1 Unless changed by mutual consent, this agreement shall continue in full force and effect from October 18, 2017 until October 17, 2020 and shall continue automatically thereafter for one (1) year periods unless one (1) party notifies the other in writing within a period of thirty (30) days immediately prior to the expiration date that it desires to amend the agreement If, pursuant to the negotiations, an agreement is not reached on the renewal or amendment of this Agreement or the making of a new agreement prior to the expiry date, this Agreement shall continue in full force and effect until a new agreement is signed between the Parties or unless conciliation proceedings prescribed under the Ontario Labour Relations Act have been completed, whichever date should first occur This agreement shall enure to the benefit of and be binding upon the Parties hereto and their respective successors and assigns. DATED at Ottawa this day of October, 2017 FOR THE COMPANY FOR THE UNION ANDY MILLINER SCOTT GOUDIE Peter Cuciurean

16 Company offer- Teamsters Local Union 91, page 14 SCHEDULE A Design Filtration Microzone Inc. - Wage Classification For employee's hired before ratification of the current Collective Agreement: Wage Class Oct Wage Rate Oct Wage Rate Oct Wage Rate Assembler 1 $ $ $ Finisher $ $ $ Custom Fabricator $ $ $ 24.73

17 Company offer- Teamsters Local Union 91, page 15 Design Filtration Microzone Inc. - Wage Classification For employee's hired after ratification of the current Collective Agreement: Wage Class Oct Wage Rate Oct Wage Rate Oct Wage Rate Labourer/Shipper, Receiver, Stockman $16.50 $16.75 $17.00 Assembler 1 $18.00 $18.27 $18.54 Assembler 2 $20.00 $20.30 $20.60 Finisher $22.00 $22.33 $22.66 Custom Fabricator $24.00 $24.36 $ At least one month after ratification, and subsequently on a yearly basis, a lump sum payment of four hundred dollars ($400.00) to each employee active on payroll to be applied as an RRSP contribution. It is the responsibility of the employee to supply a valid RRSP account number to the Employer as soon as possible after ratification. Employees may elect to receive the four hundred dollars ($400.00) as regular wages and statutory deductions will apply.

18 Company offer- Teamsters Local Union 91, page 16 LETTER OF UNDERSTANDING BETWEEN Design Filtration Microzone Inc. AND TEAMSTERS LOCAL UNION NO.91 Tool Allowance Design Filtration Microzone Inc shall pay up to $250 per year to each employee for tools on presentation of a receipt for said tool. This reimbursement applies only to tools which are used at work. DATED at Ottawa this day of October, 2017 FOR THE COMPANY FOR THE UNION CRAIG CUNNINGHAM SCOTT GOUDIE Peter Cuciurean

19 THIS SPACE IS FOR THE EMPLOYEE'S USE: Company offer- Teamsters Local Union 91, page 17