COLLECTIVE AGREEMENT FIBERGLASS REINFORCED PLASTICS SYSTEMS. (hereinafter referred to as the 11 Company 11 ) of the First Part.

Transcription

1 COLLECTIVE AGREEMENT BETWEEN: FIBERGLASS REINFORCED PLASTICS SYSTEMS (hereinafter referred to as the 11 Company 11 ) of the First Part and THE SHEET METAL WORKERS' INTERNATIONAL ASSOCIATION LOCAL UNION 397 (hereinafter referred to as the 11 Unionn) of the Second Part

2 1 ARTICLE 1 - PURPOSE 1:01 The general purpose of this Agreement is to establish mutually satisfactory relations between the Company and its employees and to provide a means for the prompt and equitable disposition of grievances, and to establish and maintain satisfactory working conditions, hours of work and wages for all employees who are subject to its terms and provisions. ARTICLE 2 - DURATION OF AGREEMENT 2:01 The Company and the Union agree, one with the other, that they will abide by the Articles of this Agreement from the 1st day of April, 2017 to the 31st day of March, 2020 inclusive, and from year to year thereafter, unless either party desires to change or terminate this Agreement, in which case, the party desiring the change or termination shall notify the other party in writing not less than sixty (60) days prior to March 31st of that particular year, that such is its desire. Either party opening the Agreement in the manner provided above shall notify the other party in writing as to the changes desired. ARTICLE 3 - RECOGNITION AND SCOPE 3:01 The Company recognizes the Union as the sole and exclusive bargaining agent for all its employees at its plant at Thunder Bay, Ontario, save and except those employees presently covered by other subsisting collective agreements, non-working foremen, persons above the rank of nonworking foremen, office and sales staff. 3:02 This Agreement shall cover all employees of the Company without prejudice to the scope and t rade jurisdiction of other collective agreements and in particular, the agreement between the Company and the Sheet Metal Workers' International Association, Local Union 397 covering Journeymen Sheet Metal Workers and their Apprentices and it is strictly understood and agreed between the parties hereto that no employee covered by this agreement will be asked or required to perform any work included in the jurisdictional claims of the Sheet Metal workers' International Association which is normally performed by journeymen sheet metal workers and apprentices. ARTICLE 4 - UNION SECURITY AND CHECK-OFF OF UNION DUES 4:01 Every employee covered by this Agreement presently in the employ of the Company shall, from the effective date of this Agreement as a condition of continued employment, become and remain a member in good standing of the Union and every employee whose employment commences hereafter shall become and remain a member in good standing of the Union as a condition of continued employment.

3 2 4:02 Every ne:w employee upon hiring shall be required to sign an official application form for the Union membership and obtain a referral slip from the Business Agent before commencing work. At the same time he will be required to sign dues authorization cards for the amount- of the current monthly dues and initiation fee. These cards will be held in the Union office for a probationary period of thirty ('30) days and then mailed to the Company to be applied at the time of the next regular deduction period. Calculation of Welfare contributions on behalf of the new employee will commence at the end of the thirty (30) day period. 4:03 The Company agrees that it will deduct from the pay of every employee covered by this Agreement, the-current monthly union dues in the amount advised by the Financial Secretary of the Union and an initiation fee in the amount of one hundred ($100.00) dollars. 4:04 Dues will be deducted from the first pay in each calendar month and the monies so deducted will be remitted to the Financial Secretary of Local Union 397 before the 21st day of the same month of deduction together with a list showing the names of the employees from whom such deductions have been made and the amount thereof. ARTICLE 5 - NO STRIKES OR LOCKOUTS 5:01 The Company agrees that it will not cause or direct any lockouts and the union agrees that there will be no strikes or other collective action which will stop or interfere with production and that if any such collective action should be taken, it will instruct its members to carry out the provisions of the collective agreement and to return to work and perform their duties in the usual manner. The Union agrees that it will not involve any employees of the Company in any dispute which may arise between any other employer and the employees of such other Company. ARTICLE 6 - MANAGEMENT RIGHTS 6:01 The Union acknowledg.es that it is the exclusive function of the Comp~ny, subject always to the provisions of this Agreement, to hire, promote, demote, transfer, suspend 1 discharge or otherwise discipline employees for just cause, provided that a claim by an employee that he or she has been discharged or disciplined without just cause may be the subject of a grievance and dealt with as herein provided. The Union also acknowledges that it is the right of the Company to transfer an employee from one job to another providing the Company pays the employee the rate if placed on a higher classified job and the employee sustains his or her own ~~te in other classes. 6:02 The Union also acknowledges that the Company has certain other rights prominent among which, but by no means inclusive, are the rights to decide the number and locations of its plants, their machines and tool equipment 1 the products to be manufactured, the methods of manufacture/ the schedule of products and the general control of the business of the Company. It is further recognized by the Union that the Company may from time to time apply rules and regulations to be observed by the employees so as to ensure proper direction 1 discipline and safety for the working force.

4 3 ARTICLE 7 - STEWARDS AND COMMITTEES 7:01 The Company agrees that the Union may elect, and the Company will recognize/ a Shop Steward and a Grievance Committee to consist of three (3) employees, one of whom shall be the Shop Steward. In the interests of a sound relationship the Union agrees that this Committee, to be completely representative of the working force within the bargaining unit, shall consist of each department of the plant. 7:02 The Company agrees to recompense the Steward and the Committee at their current hourly rate for a reasonable amount of time, four (4) hours each month spent in dealing with grievances. This is only to apply to time spent in dealing with complaints or grievances in the plant during the employee's regular working hours, and does not include time spent on grievances after they have reached the arbitration stage. ARTICLE 8 - GRIEVANCE PROCEDURE 8:01 It is the mutual desire of the parties that all complaints, disputes and differences whether of any employee, the Union or the Company, shall be settled as quickly as possible by the following grievance and arbitration's procedure: 8:02 STEP 1. Any question which an employee wishes to take up with the Company shall be first taken up with the Foreman or his designated management representative. The employee may be accompanied by his or her steward during such discussions. A decision shall be rendered by management within twenty four (24) hours. 8:03 STEP 2. Should settlement not be reached under Step 1, the matter shall be put in writing and signed by the employee concerned. Either party may call in the Business Representative of the Union who shall, together with the Grievance Committee of the Union, meet with management and management shall render a decision within two (2) working days. 8:04 STEP 3. Failing settlement under Step 2, the matter shall be referred 'to arbitration. 8:05 In addition to the aforesaid, either the Union or the Company shall have the right to lodge a complaint involving the interpretation of, or any alleged violation of this Agreement. Such complaints shall be reduced to writing and in the event the same is not settled by meeting as in Step 2, within four (4) working days, the complaint or grievance shall be referred to arbitration. Such complaints or policy grievances may relate to the interpretation, application, administration or alleged violation of this Agreement, including any question as to whether a matter is arbitratible.

5 4 ARTICLE 9 - ARBITRATION 9:01 Both parties to this Agreement agree that any disputes or grievance concerning the interpretation or alleged violation of this Agreement, which has been properly carried through all steps of the Grievance Procedure outlined in Article 8, and which has not been settled, will be referred to a Boa:rd of Arbitration at the request of either party hereto. 9:02 The Board of Arbitration will be composed of one person appointed by the Company, one person appointed by the Union and a third person to act as Chairman, chosen by the other two members of the Board. 9:03 Within forty eight (48) hours of the request of either party for a Board, each party shall notify the other party of the name of its appointee to such Board of Arbitration. 9:04 Should the person chosen by the Company to act on the Board and the person chosen by the Union, fail to agree upon a third person within five (5) days of the notification mentioned above, the Minister of Labour of the Province of Ontario, will be asked to appoint an impartial Chairman. 9:05 The decision of a Board of Arbitration so constituted, or a majority thereo f, shall be binding on both parties. 9:06 The Board of Arbitration shall not have any power to change any of the provisions of this Agreement or give any decision inconsistent with the terms and provisions of this Agreement. 9:07 Each of the Parties to this Agreement will bear the expenses of the Arbitrator appointed by it, and the parties will jointly bear the expenses, if any; of the Chairman. 9:08 No person shall be selected as Arbitrator who has been directly involved with attempts to negotiate or settle the grievance. 9:09 In the event that either party fails to name its Appointee to the Board of Arbitration, the Minister of Labour of the Province of Ontario will 'be asked to nominate such a person who shall be deemed to be the Nominee of the Party who failed to appoint. 9:10 In the event there is no majority decision of a Board of Arbitration, the decision of the Chairman shall be binding on both parties. ARTICLE 10 - DISCHARGE OF PROBATIONARY EMPLOYEES 10:01 The Union acknowledges that probationary employees may be dismissed within the first four hundred and eighty (480) hours worked without recourse to the Grievance Procedure.

6 5 ARTICLE 11 - BULLETIN BOARDS 11:01 A bulletin board will be provided by the Company and placed in a suitable location for the use of the Union to post notices relating to meetings and other Union news and it is agreed that all such notices will receive the initialed approval of the Company before posting. ARTICLE 12 - SCHEDULES 12:01 Attached hereto and forming part of this Agreement are the following schedules: SCHEDULE nan - SCHEDULE 11 B" - SCHEDULE 11 C 11 - SCHEDULE non - WAGE AND JOB CLASSIFICATIONS HOURS OF WORK AND WORKING CONDITIONS VACATIONS WITH PAY AND PAYMENT FOR STATUTORY HOLIDAYS WELFARE ARTICLE 13 - SENIORITY 13:01 An employee will be considered on probation and will not be placed on the seniority list until after he or she has been employed by the Company for four hundred and eighty (480) hours worked. 13:02 Seniority shall apply and prevail on a plant wide basis. 13:03 In all cases of decrease or increase of the working force, the principle of seniority shall apply, so long as the employee to be retained or called back or transferred as the case may be, by this principle has demonstrated satisfactory ability to p~rform the work required, or is available. The Union Office will be notified of the name of the person who is recalled. 13:04 An employee who, at the time of lay-off, has less than one (1) year's seniority will be retained on the seniority list and will accumulate seniority for a period equal to the length of seniority on the date of lay-off. An employee who, at the time of lay-off has more than one (1) year's seniority will be retained on the Company 1 s seniority list and accumulate seniority foi a period of one ( 1) year. 13:05 An employee having at least one (1) year 1 s seniority who is absent from work because of non-chronic sickness or on Workers Compensation shall continue to accumulate seniority for a period of up to one (1) year. 13:06 Employees shall lose their seniority standing and their names shall be removed from the seniority lists for any of the following reasons: a) b) If an employee voluntarily quits the employ of the Company. If an employee is discharged and not re-instated pursuant to the provisions of the grievance procedure and arbitration provisions.

7 6 c) If an employee is laid-off and fails to return to work within three (3) working days after he or she has been notified to do so by registered mail or telegram to his or her latest address on record with the Company. d) When an employee overstays a leave of absence for a period of one (1) working day and fails to supply the Company with just cause for such overstay and is absent without.just cause for a period of three (3) working days. 13:07 Seniority lists will be prepared and posted on the bulletin board within thirty (30) days of the effective date of this Agreement and the Company agrees to correct any errors in such seniority lists whenever proof of error is submitted by an employee or by the Union. The Company further agrees to revise such seniority lists at least twice and to give copies of such seniority lists to the Shop Steward and the Union. ARTICLE 14 - PERSONAL TOOLS 14:01 Every employee covered by this Agreement above the classification of students shall provide and maintain, at their own expense, the following basic tools for their own use: 1-12 Foot Rule 1-12 Inch Screwdriver 1-1x3 Grooved Steel Roller (all other rollers supplied by Company) 1 - Pair Tin snips - 10 Inch 1 - Pair Pliers - 8 Inch 1 - Utility Knife 1 - Tool Box (7x7x20) inches minimum 1-12 Inch Adjustable Wrench 4TH YEAR 1 - Torpedo Level 1 - Large Wraparound The Company will provide each employee with a wrench for a minigrinder & a large grinder which the employee must sign for. The employee will be charged for the cost of any extra wrench issued or not returned on termination. 14:02 Any employee reporting for maintenance work who is not in possession of his or her tools will be sent horne at his or her own expense. Beginners will be required to purchase a kit of tools on hiring.

8 7 If it is found, at any time, that an employee when working is not in possession of the tools specified herein, then the Company shall have the right to discharge such employee if he or she is not in possession of such tools within one week from the time he or she was found to be without them. Any action taken under this clause shall be after consultation with the st.eward and Business Agent. 14:03 The Company will purchase a supply of the above mentioned tools and make same available to employees at cost. Employees will replace any tools damaged or destroyed by negligence or repair these same on their own time. 14:04 The Company shall provide adequate space in Company job boxes for the provision of storing employee tool boxes on maintenance jobs. ARTICLE 15 - OUTSIDE INSTALLATIONS 15:01 The Company agrees that all of its operations outside of the plant, with the exception of maintenance jobs which will be performe'd by maintenance men, shall be performed by Journeymen Sheet Metal Workers and members of the Sheet Metal Workers' International Association, Local Union 397 and shall be performed in accordance with the wages and working conditions as enumerated for that class of work in the standard form of Union Agreement as signed between the Ontario Sheet Metal & Air Handling Group and the Sheet Metal Workers' International Association, Local Union :02 In the event that the Company lets or sub-lets any of its outside work referred to in 15:01 above 1 to another Company or Contractor, it is strictly understood and agreed that such work will only be let or sub-let as the case may be, to a Company or Contractor who is signatory to an Agreement with the Sheet Metal Workers' International Association or one of its affiliated Local Unions. 15:03 Jurisdictional controversies affecting or involving the parties to this Agreement, shall be settled in accordance with National Agreements and decisions rendered by recognized and duly authorized Labour Tribunals and /or National Jurisdictional Awards Board for the Construction Industry. 15:04 The Company further agrees that no employee of the Company will be asked to work for wages and conditions which will in any way conflict with the provisions, requirements, purposes and intent of the Constitution of the Sheet Metal Workers' International Association or with the obligations of its members in connection therewith. ARTICLE 16 - HEALTH & SAFETY 16:01 The Company acknowledges the right of the Union to appoint Health & Safety representatives to deal with all concerns of health and safety both in the shop and in the field. The Company agrees that those representatives will not be discriminated against.

9 8 ARTICLE 17 - AMENDMENTS 17:01 By mutual agreement between the parties to this Agreement, any clause or clauses herein may be amended, deleted, or new clauses added during the life of this Agreement. IN WITNESS WHEREOF the Parties hereto have be subscribed bj}tiheir duly authorized officers and/or :(}../.12 day of &f{=, caused their names to representatives on the F.R.P. SYSTEMS A~ lama~, Dave Farrier SHEET METAL WORKERS'. INTERNATIONAL ASSOCIATION, LOCAL UNION Dave Bradshaw

10 9 SCHEDULE 11 A 11 WAGES. FOR F.R.P. MECHANICS WILL BE: April 1, $22.39 April 1, $23.09 April 1, $23.79 Wages.for other employees will be as set out below: BASE April 1,2017 April 1, 2018 April 1, WORKING HOURS $22.39 $23.09 $23.79 LEVEL 6 - $19.85 $20.48 $21.11 LEVEL 5 - $17.27 $17.83 $18.39 LEVEL 4 - $14.69 $15.18 $15.67 LEVEL 3 - $13.42 $13.87 $14.32 LEVEL 2 - $12.13 $12.55 $12.97 LEVEL 1 - $10.86 $11.24 $11.62 NOTE: All future monetary wage increa,ses will be calculated for all levels as a percentage of the mechanics increase using the following formula with any future benefit increases to be deducted from wages after the increased wage calculations have been made. FORMULA: Level 6-90% Level 5-80% Level 4-70% Level 3-65% Level 2-60% Level 1-55%

11 10 NOTES: 1. An hour worked is defined as an actual hour spent working. 2. Employees who cannot demonstrate to the Company that they can perform the required ski.lls (as set out by the Company & the Union) after 5400 hours worked to complete an assigned job shall stay at the Apprentice 5 rate. Employees must demonstrate through: A) B) Practical tests and - Written test (minimum mark 70%) a knowledge level (as set out by the Company & the Union) prior to advancing to Apprentice A year employment is defined as 1800 hours worked (for purposes of the 9000 hours worked apprenticeship program.) 4 Both parties agree to the training plan as outlined above. Employee's qualifications will be reviewed at Apprentice Level 5 and at Apprentice Level 6. Employees' qualifications will be examined, including the ability to perform certain tasks and functions which enable them to work with other employees safely and reliably. 2. MAINTENANCE WORK Employees assigned as maintenance men for outside maintenance work as outlined in Article 15:01 of this agreem~nt shall receive a premium of 6.91 effective April 1, The Company will provide rooms and pay each employee a meal allowance of: Effective April 1, $70.00 per day worked. The Company will make every effort to provide double occupancy roorns.wherever possible. In the event that sufficient double rooms are not available, they will be assigned in order of seniority. Those employees who do not travel horne after working their last shift on out of town jobs will be provided accommodations. When two or more employees are traveling in one vehicle, all those employees must decide to do the same thing, namely to travel horne or not. 3. ROOM & BOARD IN THE U.S. Room and Board when employed in the U.S. will be paid at $70.00 U.S.. per day. The exchange is to be paid by the Company.

12 11 On out of shop jobs of sufficient duration i.e. five (5) days or more, where there are five (5) or more employees, the Company will supply a heated and well maintained trailer at the job site for the exclusive use of its employees to eat lunch and store clothing. If the customer supplies facilities they must be separate from work areas and suitable. Maintenance work carried out by employees assigned to work a regular shift inside closed vessels, tanks, chlorine towers, sewer work etc will be paid for at an additional premium of $1.95 per hour. The premium applies to vessels and tanks that -have been previously in use if repaired in the field or returned to the shop. 4. TRAVEL TIME All time spent travelling by car, truck, train or bus to and from out of town maintenance jobs will be paid for at the regular straight time rates up to eight (8) hours or four hundred (400) miles per day (at 50 miles per hour) and the time spent travelling beyond that will be paid at time and one-half. (1 1/2) In the event an employee is required to travel during normal working hours, the time spent travelling will be considered a part of the normal working day. When called for emergency work, all travel time will be paid for at two times the hourly rate. Travel time on out of town jobs will be paid once to the work site at the start of the job, jobs, or contract and one return trip back to Thunder Bay on completion of the job, jobs or contract as well as wrap-around every thirty (30) days. WRAP-AROUND - When employed on out of. town jobs the employee shall receive travel time (& mileage where applicable) every thirty (30) days from the job home and back to the job. On out of town jobs that require the employees to stay in a location twen~y-five (25) kilometers or more from the Worksite, the employees will receive travel time from their hotel to the job site and back daily. Employees will be paid bus fare if Company vehicles are not provided for transportation to and from out of town work. 5. MILEAGE The employer will supply transportation for out shop work. 6. STUDENTS Students hired in numbers not to exceed one (1) student for every four (4) regular employees shall be paid not less than the minimum wage as set out in the Employment Standards Act of Ontario and shall pay, through payroll deduction, the current minimum monthly dues of the Local Union.

13 12 7. SHIFT SUPERVISORS Shift supervisor will receive a premium of 10% of the mechanic's base rate when there are three (3) or more workers on the crew. (i.e supervisor + two workers). A Foreman for either a shop or field proj'ect who has the ability to lead others in a safe and productive manner while protecting and promoting the interests of the company and meeting customers' expectations can be designated as Foreman for the duration of the project.

14 13 SCHEDULE 11 B REGULAR OR NORMAL HOURS OF WORK The Regular Work Week shall consist of five (5) days of eight (B) hours each, Monday through Friday inclusive, between the hours of 7:00 A.M. and 5:00 P.M. making a total of forty (40) hours. week. Four (4} ten (10) hour days will constitute a forty (40) hour SHOP HOURS Regular hours of work shall be 7:00A.M. to 3:30P.M. All employees will be required to punch the time clock where applicable at five (5) minutes before the regular starting time. 2. REST PERIODS a) IN SHOP, employees will be allowed one (1) ten (10) minute coffee break during each half shift at a time to be arranged by the Plant Manager and at the commencement of overtime when time off for a meal is not taken. The ten (10) minute period is defined as the time absent from the shop area or the designated work area. b) OUT OF SHOP, employees will be allowed one (1) ten (10) minute coffee break during each half shift/ which will be in the work area providing weather and/or plant conditions are suitable. The ten (10) minute period is defined as.the time absent from the shop area or the designated work area. 3. REPORTING TIME a) The Company agrees that employees reporting for work, unless otherwise notified the previous day in the case of day shift workers Or a minimum of four (4) hours in the case of night shift workers, shall be provided with at least four (4} hours pay or four (4) hours work at the discretion of the Company. This provision, however, shall not apply under conditions over which the Company has no control. b) Any employee not able to report for his or her regular starting time must notify the Company in advance, and in the case of third shift notice to the Company must be given at least three (3) hours in advance. c) being being Shift schedules for the shop only, for the week following that currently worked, will be posted one (1) day before the end of the shift worked, when possible. d) subsequent available. Standby time of 4 hours for the first day and 8 hours for days 1 except if caused by weather and no alternate work is Travel time and shop work is alternate work.

15 14 4. PROTECTIVE EQUIPMENT The Company agrees that protective gloves, goggles or other protective equipment necessary to the safety and welfare of the employees will be supplied by the Company. SAFETY G4ASSES - where necessary, one (1) pair every twelve (12) months, providing they are not damaged or lost. RUBBER GLOVES - where necessary, one (1) pair every week. COMBINATION GLOVES - where necessary, one (1) pair every three (3) months. Operators on filament winder, every two {2) weeks. RUBBER BOOTS - will be supplied to each employee required to wear them. Any requirements over and above those outlined previously will be charged to the employee, also, an employee must turn in old glasses and gloves in order to obtain replacement pairs. RESPIRATORS & HARD HATS The Company will issue one (1) hard hat, one (1) respirator and one (1) safety belt for each employee. It is the employee's responsibility to look after these three items and return them to the company when quitting, dismissed, or laid-off. Failure to do so will result in the cost of these items being deducted from the employee's wages. own cost. Employees who lose any of these items must replace them at their A lock-up area will be provided in the shop for storage of hard hats, respirators and safety belts. Employees, working in the shop are responsible for ensuring that they arrive at the job site complete with hard hat and respirator. Failure to comply with this rule would result in the employee having to pay for the hard hat and respirator issued to him at the job site. The employer will supply full face breathing apparatus when recommended by a non-management supervisor. The employer shall provide and maintain a shop personal alarm station and pendant that may be used by employees who may be working by themselves in the shop for periods of time. ALLOWANCES Included in the regular wage rates is fifteen cents ($0.15) per hour for coverall allowance and nine cents ($0.09) per hour for safety boot allowance. Employees must wear safety boots at all times.

16 SHIFT PREMIUM - SHOP The following premiums will be paid to employees required to work on shifts other than the day shift as outlined in Item 1 of this Schedule nb 11 SECOND SHIFT. 85 CENTS PER HOUR THIRD SHIFT - $1.25 PER HOUR WHEN WORKING THREE SHIFTS. THE THIRD SHIFT WILL COMMENCE ON SUNDAY MIDNIGHT. MAINTENANCE WORK The shift premium for second or third shifts on maintenance work will be $1.25 per hour. The premium will be doubled for overtime hours. 6. OVERTIME REGULATIONS a) All overtime worked in the shop after the regular eight (8) hours, Monday to Friday inclusive, shall be paid for at the rate of time and one-half (1 & 1/2) for the first two (2) hours, and after two (2) hours double (2) time shall be paid. b) Work performed in the shop on Saturdays shall be paid at the rate of double (2) time provided however, that the employee has worked forty (40) hours during the week. Any hours short of forty (40) must be made up at time and one half (1 & 1/2) before double time applies. ALL OVERTIME WORK PERFORMED ON OUTSIDE MAINTENANCE SHALL BE PAID AT DOUBLE TIME. C) All work performed in the shop on Sundays shall be paid at the rate of double (2) time based on base rates. (Schedule "A") d) If an employee is required to work on any of the Statutory Holidays specified in Schedule 11 C 11 of this Agreement, he shall be paid at the rate of double (2) time pay. Maintenance work performed on these holidays will be paid at the rate of double (2) time for all hours worked in addition to the holiday pay. e) Employees working overtime shall be entitled to overtime rates until such time as they have had a work break of at least eight (8) hours. f) When employees in the field work overtime beyond 12 hours at the request of the employer, the employer will provide those workers with take-out meals sourced from a local restaurant. 7. CALL-IN Employees called in to perform work after completion of regular working shift will be paid double (2) time for all hours worked until a work

17 16 break of at least eight (8) hours has been taken. 8. PAY DAYS Wages at the established rates for Shop Employees specified herein, shall be paid at quitting time every second Friday and in the case of Shift Workers, at the end of their shift on Thursday. Direct Deposit: Bi weekly direct deposit for regular payroll will be instituted given that all employees agree to direct deposit. Pay issued at layoff or when our book keeper is away may be done by cheque in lieu of direct deposit. 9. PAYMENT AT LAY-OFF When an employee is laid off due to lack of work, he or she shall receive within two (2) working days, payment of all wages and vacation pay due (if requested) at the time of laycoff, along with the Unemployment Insurance Record of Employment. When an employee is to be laid off, he or she will receive two (2) hours notice in the field and one full working day in the shop. When notice is not given appropriately, the employee will receive four 4) hours pay in lieu of notice. 10. COMPANY VEHICLES Company vehicles will each have up to date maintenance logs made available upon request. Company vehicles will be kept in good working order compliant with MOT standards. 11. REMOTE AREAS The company recognizes the concern of employees working alone in remote or unsupervised areas in the field. Prior to the job commencing/ hazards will be assessed and proactive measures taken to address the hazards identified. At the very least, established workplace safety practices and regulations will be followed. In the case that hazards arise during the course of the job they will be brought to the supervisor's attention and dealt with before the work proceeds.

18 17 SCHEDULE 11 C 11 STATUTORY HOLIDAYS & VACATIONS WITH PAY 1. STATUTORY HOLIDAYS All employees covered by this Agreement who have attained seniority shall be paid for the following Statutory Holidays in the amount equal to their current hourly rate multiplied by the number of hours in a regular working day, namely, eight (8) hours, provided they complete the regularly assigned hours of work on the day immediately prior to arid following the day of celebration of the holiday. All employees travelling three (3) or more hours on the day before and the day after a paid holiday shall be considered as completing regularly assigned hours of work and will be paid the statutory holiday pay. Should any of the Statutory Holidays fall on a Saturday or Sunday all employees shall be paid as set out above, and in this case the Company may designate another day as the day of celebration of the Holiday and may close the plant for such purpose. Employees required to work on such days shall be paid such day's pay, if qualified, and in addition shall be paid for the hours worked as stipulated in Schedule 11 B 11, Clause 6-d. Employees must take the day designated or declared as a holiday and no other. A laid off worker called in to work on a statutory holiday will receive two (2) times the hourly rate of pay plus pay for the holiday. THE STATUTORY HOLIDAYS REFERRED TO ARE AS FOLLOWS: NEW YEARS DAY GOOD FRIDAY VICTORIA DAY DOMINION DAY CIVIC HOLIDAY LABOUR DAY THANKSGIVING DAY CHRISTMAS DAY BOXING DAY FLOATING HOLIDAY (S) 2. FLOATING HOLIDAYS After six (6) months employment and every twelve (12) months thereafter an employee is entitled to a floating holiday. After two (2) years employment and every twelve (12) months thereafter an employee is entitled to an additional floating holiday. An employee may take an earned floating holiday after thirty (30) days and additional earned floating holidays after one hundred and twenty (120) days of each year.

19 18 All the foregoing is contingent on giving the Company one (1) weekrs prior notice. The Company reserves the right to deny more than one request for the same day. 3. BEREAVEMENT PAY If an employee has a bereavement in his or her immediate family, i.e. spouse, parent, child, brother or sister, he or she shall be given a leave of absence to make arrangements and to attend the funeral. If the day of the funeral and the day preceding the funeral fall on normal working days, the employee shall receive pay of eight (8) hours for each day. Employees in receipt of bereavement pay will be permitted to move applicable floating holiday (s) to the time of bereavement. 4. VACATIONS WITH PAY The vacation year shall run from July 1st, in each year to June 30th in the following year. Up to four {4) years seniority calculated at 5% of gross earnings. earnings. Four (4) years and over seniority calculated at 8% of gross Vacation pay will be paid on e~ch pay cheque. 5. VACATION PERIODS Between April.lSth and April 30th of each year the Company will post a notice upon which employees may state their preference for their earned vacation periods and such preferences will be assigned in accordance with seniority providing that the efficiency of the plant can be maintained. Preference for vacation periods shall be established in the following fashion. After April 30'" the employer shall survey the employee preferences and confirm them in writing to the employees involved. Should an employees preference be unavailable, the employer shall notify the employee in writing. Such employee shall have one week to make a new selection before junior employees preferences are confirmed. Should the employee fail to make a new selection within the one week the process shall continue until all preferences are confirmed and the conflicted employee shall select his/her vacation as per procedure below. Employees who do not state their preference for a vacation period will be allowed to take their vacation at a time convenient to the Company but it is understood that employees will be allowed to take their vacation period during the month$ of June, July, August or September unless otherwise requested.

20 19 The time allowed for a vacation period will be in accordance with the length of employment as follows: AFTER ONE (1) YEAR - TWO (2) WEEKS VA~ATION PERIOD AFTER THREE (3) YEARS - AFTER FIVE (5) YEARS - AFTER EIGHT (8) YEARS - THREE (3) WEEKS VACATION PERIOD FOUR (4) WEEKS VACATION PERIOD FIVE (5) WEEKS VACATION PERIOD

21 20 SCHEDULE WELFARE FUND a) Effective April 1, 2014 the Company shall contribute to the Sheet Metal Workers' Local 397 Welfare Fund an amount of six dollars and twentyeight cents ($6.28) per hour for each hour worked, with three dollars ($3.75) used to provide benefits under the Pension Plan; WORKERS' COMPENSATION BILL 162 Of the six dollars and twenty-eight cents, ($6.28) three cents (. 03) will be used to cover Bill 162. b) The payment of employer 1 s contributions, as set out above, shall be made in a lump sum monthly, by cheque, payable to the Local 397 Welfare Fund and forwarded to the Local Union Office, together with the names of all employees for whom contributions have been made, the number of hours worked and total contributions, on the contribution forms provided. c) It is agreed that should the Local 397 Welfare Plan premiums or Pension increase during the term of this Agreement the contributions, per hour, per employee, will b adjusted to balance the increase in premiums by reducing the hourly rate and increasing the hourly contributions maintaining the total wage package. d) In the event that these funds are discontinued for any reason whatsoever, the hourly contributions herein agreed will then become part of the hourly wages of the employee on whose behalf they have been formerly contributed.