Teamsters Local Union No. 230, Affiliated with the International Brotherhood of Teamsters (Hereinafter referred to as the "Union") OF THE SECOND PART

Transcription

1 Physically Handicapped Adults' Rehabilitation Association Nipissing- Parry Sound (A Non-Profit Organization) and Group of Employees (Hereinafter referred as the "Employer") OF THE FIRST PART AND Teamsters Local Union No. 230, Affiliated with the International Brotherhood of Teamsters (Hereinafter referred to as the "Union") OF THE SECOND PART Expiry: March 31st, 2018

2 INDEX Pa2eNumber Preamble 1 Article 1 Reco2nition 1 Article 2 Union Security 2,3 Article 3 Mana2ement Ri2hts 3 Article 4 Stewards 3, 4 Grievance Procedure and Article 5 Arbitration 4, 5, 6 Strikes, Lockouts and Article 6 Picket Lines 6 Article 7 Seniority 6,7 Article 8 Leave of Absence 7 Article 9 Equipment 8 Hours of Work and Article 10 Overtime 9, 10 Article 11 Vacations 10 Article 12 Statutory Holidays 11 Article 13 Health & Welfare 12 Article 14 Bulletin Boards 12 Article 15 JurvDuty 12 Article 16 Bereavement 12 Article 17 General 13 Article 18 Termination 13 Article 19 Duration of Ai?;reement 14 Schedule "A" Wages 15 Letter of Understanding "A" 16

3 This Agreement made and entered into this 1" 1 day of April Between: PREAMBLE Physically Handicapped Adults' Rehabilitation Association Nipissing- Parry Sound (A Non-Profit Organization) and Group of Employees (hereinafter referred to as the "Employer") OF THE FffiST PART And Teamsters Local Union No. 230, Affiliated with the International Brotherhood of Teamsters (hereinafter referred to as the "Union") OF THE SECOND PART The intent and purpose of this Agreement shall be to promote and improve industrial and economic relations in the industry, to establish and maintain a high degree of discipline and efficiency and to set forth herein the basic agreement covering rates of pay, hours of work and conditions of employment which will render justice to all. The parties hereto desire to co-operate in establishing and maintaining proper and suitable conditions in the Industry, to provide methods of fair and peaceful adjustments of all disputes, which may arise between them to foster goodwill and friendly relations and better understanding between the parties. ARTICLE 1 - RECOGNITION For the purpose ofthis Collective "full-time employee" shall be defined as an operator regularly employed for more than twenty-four (24) hours per week. "Part-time employee" is defined as an operator regularly employed up to twenty-four (24) hours per week. 1.1 The Employer does hereby recognize the Union as the sole and exclusive bargaining agent for all full-time operators and the part-time operators, save and except team leaders, and persons above the rank of team leaders, who are employed by the respondent in and out of the City of North Bay. 1.2 The parties agree that the supervisor(s) will not perform the work of the employees except during training, demonstration and safety education or in emergencies when regular employees are not immediately available. 1.3 The representatives of the Local Union shall be allowed to enter the Employer's premises to deal in the administration of this Agreement, at times mutually agreeable to the parties and provided they do not interfere with the normal operation of the Employer. 1.4 Wherever in the reading of this Agreement the masculine gender or the singular case is used, it shall be understood to include the feminine and the plural case.

4 P.H.A.R.A. - Page 2 ARTICLE 2 - UNION SECURITY 2.1 It is agreed by the parties hereto that there shall be a compulsory check-off of dues from all employees who come within the scope of the bargaining unit and who have completed their probationary period. 2.2 All employees hired must as a condition of their continued employment, authorize the Employer to deduct from their pay on the pay day the Local Union's dues deductions are made, an amount equal to the Local Union's monthly dues as their financial contribution to the Local Union. INITIATION FEES 2.3 Unless the Employer is otherwise notified, all employees shall, as a condition of continued employment, authorize the Employer to deduct an amount equal to the Local Union's Initiation Fees in installments of $25.00 per pay period after the completion of the probationary period. This deduction shall continue until the Initiation Fee is paid in full. The Employer agrees to remit such monies so deducted to the head office of the Local Union along with a list of the names and social insurance number of employees from who such monies were deducted at the same time as the Union dues are remitted. UNION DUES 2.4 The Employer agrees to deduct from the first pay cheque each month, the monthly dues of any employee covered under this Agreement and to remit monies deducted to the head office of the Local Union along with a list of names and social insurance numbers of employees from whom such monies were deducted, not later than the end of the same month from which the dues were deducted. 2.5 The Union will notify the Employer in writing of any arrears in dues, initiation or reinitiation fees, and the Employer will immediately commence deductions in the amounts as prescribed in such written notice and forward such monies to the Local Union along with the monthly dues as provided for above. The Union will refund directly to the employees any such monies deducted in error. 2.6 The Union will supply the Employer with printed check-off forms. The employer each month shall add the name of each new employee hired on since the remittance of the previous check-off along with the starting date and the Employer shall give an explanation alongside the name of each employee who appeared on the previous months check-off sheet for whom a remittance is not made for any reason. 2.7 The check-off and cheque for union dues deducted must be in the office of the Local Union not later than the end of the month in which the monies were deducted. If the check-off and cheque have not arrived by the end of the month, the Local Union Secretary-Treasurer will so notify the Employer in writing, who will remit the cheque within seven (7) days of receipt of such notification.

5 P.H.A.R.A. - Page 3 In consideration of the Employer deducting and forwarding the union dues and initiation fees the Union agrees to indemnify and save harmless the Employer against any claim for liability arising out of, or resulting from the operation of this section. 2.8 The Employer shall show the yearly monthly union dues deductions on the employee's T4 slip. ARTICLE 3 - MANAGEMENT FUNCTIONS 3.1 The Union acknowledges that it is the exclusive function of the Employer to: (a) (b) Maintain order, discipline, and generally manage the business. Hire, discharge or suspend showing just cause, classify transfer, promote, lay-off or otherwise discipline employees. ( c) Establish and enforce rules and regulations not inconsistent with the provisions of this Agreement, governing the conduct of the employees. Rules and regulations governing current practices shall be circulated to the Operators. 3.2 The Employer agrees that these functions will be exercised in a manner consistent with the provisions of this Agreement. 3.3 The above clauses shall not deprive employees of the right to exercise the grievance procedure as outlined in this Agreement. ARTICLE 4 - STEW ARDS 4.1 It is understood that the appointed Steward will carry out his/her functions in the interests of representing both full-time and part-time operators. (a) (b) The Employer acknowledges the right of the Union to appoint one (1) Steward. If operations are such as cannot be covered by one (1) Steward and in the event the Steward cannot perform his duties an alternate may be appointed. The Employer agrees to notify the Union within 24 hours by registered mail or telegram of the suspension or discharge of the Steward. 4.2 By arrangement, grievances shall be processed during the normal working hours of the Steward. A Steward shall receive his regular rate of pay when grievances or pending grievances are processed with the Employer on Employer property, or at any other place which is mutually agreed upon by both the Union and the Employer.

6 P.H.A.R.A. - Page 4 (a) If the Employer is unable to meet the Steward during the Steward's normal working hours, the Steward shall be paid at his regular hourly rate for all time spent meeting with the Employer to process a grievance outside his regular working hours. (b) Should the Employer find that a Steward's activities interfere with the normal course of his duties or the duties of other employees, the Employer may contact a representative of the Local Union and/or registered a grievance commencing with Step 2 as outlined in Article 5.2 of this Agreement. 4.3 The Union will inform the Employer in writing of the name of the Steward and of any subsequent change in the name of the Steward. The Employer shall not be asked to recognize any Steward until such notification from the Union has been received. 4.4 For the purpose of lay-off, the Steward shall be established by using his current standing on the seniority list. In a building where there is more than one (1) Steward, the Steward with the most seniority shall be the Steward for the purpose of applying this clause. 4.5 The Employer recognizes the role of the Steward in processing of grievances and recognizes the Stewards rights to reasonable access and relevant information in the investigation and processing of grievances. 4.6 An employee called into the Employer's office for any formal discipline may, upon request be accompanied by a Steward. The employees shall be notified of this right in advance. ARTICLE 5 - GRIEVANCE PROCEDURE AND ARBITRATION 5.1 A grievance shall consist of a dispute concerning the interpretation, application or alleged violation of any clause in this Agreement. If any question arises as to whether a particular dispute is or is not a grievance within the meaning of these provisions, the question may be taken up through the grievance procedure and determined, if necessary, by arbitration. There shall be an earnest effort on the part of both parties to settle such grievances promptly through the following steps, at which steps the grievor may be accompanied by the Steward and/or Business Representative. 5.2 STEPl By a conference between the aggrieved employee and the Supervisor. Failing settlement the grievance must be submitted in writing to the Employer within five (5) working days from the date of the alleged violation or from the date the alleged violation became known to the grievor.

7 P.H.A.R.A. - Page STEP2 Failing Settlement at the above step, the Employer shall render his decision in writing and shall refer the grievance to and arrange a meeting between the Union and a senior staff manager within ten (10) days from the date the grievance was ref erred to him. 5.4 Grievances dealing with discharges and suspension shall be filed with the Employer in writing within five (5) working days from the time of discharge or suspension and shall commence with Step 2 of the grievance procedure. 5.5 Should the parties fail to reach satisfactory settlement in the preceding steps, the final settlement of the grievance may be submitted to arbitration as outlined herein. 5.6 A Union policy grievance concerning an alleged violation of this Agreement in regard to which an individual employee could not grieve may be filed with the Employer at Step 2 within five (5) working days after the circumstances giving rise to the grievance occurred. The Employer may present an employer grievance which is a grievance arising directly between the parties concerning the interpretation, application or alleged violation of the Collective Agreement, such grievance will be filed with the Union at Step 2 within five (5) working days after the circumstances giving rise to the grievance occurred It shall be the responsibility of the party desiring arbitration to so inform the other party in writing within thirty (30) calendar days after the final disposition of the grievance in the preceding steps A notice of intent to arbitrate under the foregoing provision shall contain the name of the aggrieved party's appointed to the Board of Arbitration within seven (7) days from receipt of the notice of intent to arbitrate, the other party must in tum name their appointee. A third member to act as Chairman shall be appointed by the respective appointees. Should either party fail to select a Chairman within the thirty (30) calendar days from the date of the appointment, either party or their appointee shall request the appropriate Minister of Labour to make the appointment. 5.9 Notwithstanding section 5.6 above, the Employer and the Local Union involved may, by mutual agreement, agree to submit a grievance to a single impartial arbitrator for settlement A Board of Arbitration or impartial arbitrator shall not have the right to alter or change any provisions of this Agreement or to substitute any new provisions in lieu thereof. The Board or Arbitrator, however, shall have the power to vary or set aside any penalty or discipline imposed relating to the grievance then before the Board or Arbitrator Each of the parties hereto will bear the expense of their appointee to the Board and the parties will equally bear the fees and the expenses of the Chairman or Arbitrator All monetary grievances that are mutually agreed upon shall be paid the following pay period.

8 P.H.A.R.A. - Page Time limits set forth in the grievance and arbitration procedures may be extended by mutual agreement in writing between the parties hereto. Saturdays, Sundays and paid Statutory Holidays will not be counted in determining the time which any action is to be taken or completed under the grievance and arbitration procedures. ARTICLE 6 - STRIKES, LOCKOUTS AND PICKET LINES 6.1 During the term of this Agreement, there shall be no lockout by the Employer, or any strike slowdown, work stoppage or suspension of work either complete or partial for any reason by the employees. 6.2 It shall not be a violation of this Agreement, nor shall it be cause for discharge or disciplinary action in the event an employee refuses to enter property involved in lawful strike or picket line activity, including lawful strikes or picket line activity at the Employers place of business, when an employees' safety is threatened. ARTICLE 7 - SENIORITY 7.0 For the purpose of applying the terms of the seniority clause, seniority will be deemed to mean seniority within the bargaining unit, but respective full-time or part-time status. The Employer will, maintain and post a list for part-time employees and a list for full-time employees. 7.1 "PROBATIONARY EMPLOYEE" shall mean a newly-hired employee who will not be placed on a seniority list until he has completed twenty (20) days worked with the Employer, during which time the Employer may assess whether the employee is suitable to be retained as an employee. Upon completion of the probationary period his seniority will be computed from the last day of hiring. A probationary employee's employment may be terminated by the Corporation without recourse to the grievance procedure. Accumulated periods of absences in excess of ten (10) working days, shall not be included and the probationary period shall be extended in consideration of such time lost. 7.2 Seniority lists, by date of hire, shall be posted on the bulletin board, by the Employer and shall be revised and updated each six (6) months. An employee whose name appears for the first time on such posted list shall have thirty (30) days to protest the accuracy of his seniority date. Copies of all posted lists shall be sent to the Local Union. 7.3 A seniority list containing the names and addresses of employees as contained in the records of the Employer will be prepared and forwarded to the Local Union office annually during September of each year. It shall be the employee's responsibility at all times to keep the Employer informed as to his correct home address. 7.4 The purpose of seniority is to provide a policy governing work preference, lay-offs, recalls and daily work assignments. (a) In the event of a lay-off, the Employer shall consider seniority only.

9 P.H.A.R.A. - Page 7 Expiry March 31st, 2018 (b) During any slow down period, of a least 2 weeks duration senior employees shall have the opportunity to accept a lay-off over less senior employees providing the junior employees are qualified to perform the work. 7.5 An employee shall lose all seniority and will be deemed to be terminated if he: (a) (b) Voluntarily quits; Is justifiably discharged: ( c) Has been laid off and not employed elsewhere and has refused to return to work within three (3) working days after being contacted personally. When the employee cannot be contacted or is employed elsewhere, then the Employer will notify the employee by registered mail to his last known address to return to work and he will be allowed not more than seven (7) consecutive days from the date of notification to report for duty. It shall be the employee's responsibility at all times to keep the Employer informed as to his correct home address. ( d) If he takes employment other than that declared and agreed upon when applying for the leave of absence. (e) (f) Is absent for three (3) days without permission from the Employer or without notice to the Employer giving satisfactory reasons for his absence. If an employee is laid off and not recalled for a period extending beyond twelve (12) consecutive months. ARTICLE 8 - LEA VE OF ABSENCE 8.1 The Employer reserves the authority to designate leave of absence periods which will not negatively affect the efficient operations of the Employer. A bona fide leave of absence shall not be unreasonably withheld or denied. The employee shall request such leaves in writing and the Employer shall respond in writing. Any employee who is on a leave of absence in excess of 30 days shall not accrue seniority for any purposes under this Collective Agreement. 8.2 Employees elected or appointed to represent the Union at a conference, convention, or on other union business, shall be granted leave of absence without loss of seniority and without pay, sufficient to attend to the business for which leave is requested, provided: (i) (ii) Such leave is requested in writing by the Union not later than one (1) week before such leave is required; and Such leave does not seriously reduce the efficiency of the department.

10 P.H.A.R.A. - Page 8 ARTICLE 9 - EQUIPMENT 9.1 It is to the mutual advantage of both the employees and the employer to ensure a safe working environment. (a) Employees shall at the start and end of shift perform a circle check and report all defects to equipment on a suitable form provided by the employer. Fifteen minutes shall be included in the schedule, at the start and the end of each shift, for this purpose. Similarly Employees are required to perform a circle check when there is a vehicle change during the shift. (b) Upon receipt, the Employer shall reimburse an employee who has completed the probationary period an amount up to $ for the purchase of safety footwear. Thereafter, the footwear allowance shall be available annually on the Employee's anniversary date. Safety footwear will be worn at all times while on duty. ( c) The Employer will provide the following uniform items to an employee upon his/her completion of the probationary period. Thereafter, uniform items shall be provided on the employee's anniversary date in accordance with the following schedule: Full-Time Employees will receive: One (1) One (1) Two (2) Two (2) All Season Jacket Raincoat Pants Shirts every two years every two years every year every year Part-Time Employees will receive: One (1) One (1) One (1) One (1) All Season Jacket Raincoat Pants Shirt every two years every two years every year every year The dealer will be chosen by the Employer Substitutions for the above clothing which do not result in additional cost to the Employer may be permitted at the discretion of the Employer. (d) In order to insure the delivery of uniform items on a timely basis, the Employer, upon request, shall provide an employee with a requisition form up to three (3) months in advance to purchase required uniform items.

11 P.H.A.R.A. - Page 9 ARTICLE 10 - HOURS OF WORK AND OVERTIME 10.1 Nothing in this Article shall be read or construed as a guarantee of hours of work per day or week but this article serves as a basis for scheduling available work based on consumer demand. The work day shall be variable hours scheduled by the Employer but shall not exceed more than 10 hours per day. Hours in excess of 10 hours per day or 40 hours in one week shall be at a premium rate of one and a halftime regular rate of pay Full-time and Part-Time employees covered by this Agreement called in for work outside of normal working hours will be paid a minimum of 4 hours call in Reductions in runs, hours and changes in rotation schedules may occur during the following slow down period: Christmas School Break College Breaks School Professional Development Days University Breaks March School Break End of School Year Reduced Consumer Demand ROTATION: Subject to the above slow down periods, a master rotating schedule, consisting of 4 weeks will be posted 2 weeks in advance. Part-time employees will be used to round out the schedule and as relief, provided the Full-time Operators hours of work are not reduced Full-time employees will receive one fifteen (15) minute paid coffee break in each half of a full shift which will be scheduled by dispatch. Part-time employees shall receive a fifteen (15) minute coffee break period on the basis of one (1) break for each four (4) consecutive hours of work The Employer shall schedule the available hours of work on the basis of seniority. However, the Employer shall not be required to incur overtime expenses in the application of this clause Any changes an employee may wish to make to the scheduled hours of work, days of work, or runs an employee may be assigned, shall be made by mutual consent between the employee and the Employer. Such requests for change shall be made in writing and submitted to the office, forty-eight hours ( 48) in advance.

12 P.H.A.R.A. - Page In the event that service is cancelled for any reason, operators who have not been notified of cancellation and who report to work will be paid a reporting allowance for four ( 4) hours or actual hours worked at straight time whichever is greater. The Employer reserves the right to assign employees to other work when operations are interrupted for reasons beyond the Employer's control. An employee shall have the right to refuse such work. In such instances, the employee shall be paid only for those hours actually worked Employees shall receive a one half (1/2) hour unpaid lunch break daily as scheduled by Dispatch Overtime at the rate of time and one-half shall be paid on all hours worked on Statutory Holidays as outlined in Article 12. ARTICLE 11 - VACATIONS Vacation - Full Time Employees Based on 1950 hours employees will progress on the vacation grid as follows: 1-5 years of continuous service 6-10 years of continuous service 11 years of continuous service 12 years of continuous service 13 years of continuous service 14 years of continuous service 15 years of continuous service 4% (2 Weeks) 6% (3 Weeks) (4 Weeks+ 1 day) (4 Weeks+ 2 days) ( 4 Weeks+ 3 days) ( 4 Weeks+ 4 days) ( 5 Weeks) Vacation -Part Time Employees Based on 1950 hours employees will progress on the vacation grid as follows: 1-5 years of continuous service 6-10 years of continuous service years of continuous service 15 years of continuous service 4% 6% 8% 10% Vacation pay will be paid by-weekly based on employees' earnings for the pay period.

13 P.H.A.R.A. - Page 11 ARTICLE 12 - STATUTORY HOLIDAYS 12.1 (2) (1) a) Full-time and Part-time employees are granted paid holidays at pay equal to their regular time for daily hours. To qualify for a paid holiday, the employee must work the scheduled day immediately preceding the holiday and the scheduled day immediately following the holiday. Exceptions must be approved by the Executive Director or designate. b) If a probationary employee is required to work on a Statutory Holiday, they will be paid one and one half times their hourly rate for hours worked. c) Once an employee, has completed their probationary period and is eligible for the Statutory Holiday, payment will be received as follows: i) Worked- time plus time and one half ii) Not worked- time is determined by average hours worked per day during previous 4 weeks. d) If a Statutory Holiday falls on an employee's day off, the employee shall have the option of taking the holiday at another time. Such time off shall be by mutual consent of the employee and supervisor, and shall be taken within 90 days, or it shall be scheduled by the supervisor. Such options must be made within two weeks prior to the posted schedule in which the holiday falls. (3) (4) All paid holidays must be taken within the calendar year. List of Holidays: New Years Day Family Day Victoria Day Civic Holiday Thanksgiving Day Boxing Day Good Friday Canada Day Labour Day Christmas Day Floater (Full Time Employees Only) NOTE: FLOATER: Full-time will be granted one (1) floating holiday per calendar year, equal to regular scheduled hours for that day. The day may be used and assigned on mutual consent given 2 weeks notice and in any case may not be used in conjunction with another paid holiday. (5) Two weeks prior to the posting of the schedule, in which Christmas Day falls, the Employer will staff the statutory holiday by offering shifts in order of seniority, starting with the most senior employees. Should all employees tum down the offer the employer will assign the available work to the junior operator.

14 P.H.A.R.A. - Page 12 ARTICLE 13 - HEAL TH & WELFARE 13.1 The following benefits shall be provided to all full-time Operators through an insurance provider approved by the Board of Directors. The benefits include: after three (3) month period: (1) a: b: c: d: e: f: Life Insurance Accidental Death and Dismemberment Long Term Disability Extended Health Weekly Indemnity Plan Dependents Life Extended Health Upon completion of six calendar months, P.H.A.R.A. will provide $ per year into the group RRSP for Full Time employees. This is contributed biweekly into the group RRSP plan as per payroll. The taxable benefit is conditional upon the employee agreeing to contribute $25.00 per month and can only be cancelled upon termination of the employee. ARTICLE 14 - BULLETIN BOARDS 14.1 The Employer agrees to permit postings, approved by the Employer, of any notices of Union Meetings or functions on a bulletin board conspicuously placed in the Para Bus Office. ARTICLE 15 - JURY DUTY 15.1 If an employee is called and is required to serve on Jury Duty or as a Crown Witness on his normal working day, the Employer agrees to pay the scheduled hours at straight time, less the amount of Jury Duty or Crown Witness pay received. ARTICLE 16 - BEREAVEMENT 16.1 In the event of the death of a spouse, mother, father, mother/father-in-law, son, daughter, son/daughter-in-law, brother, sister, brother/sister-in-law, grandparent, grandchild, step parents, ward or guardian, the employee will be granted three (3) consecutive days, without loss of pay, immediately following the death. Employees will be granted leave to attend a funeral or observe a period of mourning for other members of their family, for up to 3 days, without loss of pay, at the discretion of the Executive Director or designate. In addition to the foregoing an employee shall be allowed up to one (1) day without pay to attend the funeral of a relative above if the location of the funeral is greater than eight hundred (800) kilometers from the operators' residence

15 P.H.A.R.A. - Page 13 Expiry March 3 I8\ 2018 ARTICLE 17 - GENERAL 17.1 If an employee requires a medical to keep or renew his/her license, the employer shall pay for the cost of such medical, subject to proper documentation being submitted Where as a condition of employment, employees are required to maintain Standard First Aid Certification the Employer agrees to pay for the cost of upgrading. The Employer agrees to pay twelve (12) hours for time spent in recertification. It shall be the employees' responsibility to arrange such training and provide a copy of the recertification along with a receipt for the training costs. It is further agreed that it is the employees' responsibility to maintain a valid certificate as a condition of employment. It is agreed and understood that each Operator is responsible for maintaining a valid Drivers License and for immediately advising the Employer of any changes to his Drivers License or a loss of driving privileges. A copy of a license renewal must be filed with the Employer within the five (5) working days prior to the expiration of the current license. Failure by the employee to provide renewal documentation within the prescribed five (5) day period will result in the employee being scheduled off work without pay until such time as a copy of the required renewal is provided to the Employer. In the event of any interruption of service available through the Ministry of Transportation of Ontario, it shall be the employee's responsibility to obtain an extension of his Drivers License. The regular rate of pay will be paid to staff for attendance at approved staff meetings or.. m services. ARTICLE 18 - TERMINATION 18.1 Full-time employees who are discharged will have their discharge and reason confirmed in writing and shall have all monies owing to them paid out not later than the following payday.

16 P.H.A.R.A. - Page 14 ARTICLE 19 - DURATION OF AGREEMENT 19.1 Unless changed by mutual consent the terms of this Agreement shall continue in effect from the 1st day of April, 2015 to and including 31st day of March, 2018 and shall continue automatically thereafter, unless either party notifies the other in writing within the period of 90 days immediately prior to the expiration date that it desires to amend the Agreement Negotiations shall begin within fifteen (15) days following notification for amendment as provided in the preceding paragraph If, pursuant to such negotiations, an agreement is not reached on the renewal or amendment of this Agreement, or the making of a new agreement prior to the current expiry date, this Agreement shall continue in full force and effect until a new agreement is signed between the parties, or until conciliation proceedings prescribed under the Ontario Labour Relations Act have been completed, whichever date should first occur. IN WITNESS WHEREOF each of the parties hereto have caused this Agreement to be signed by its duly authorized representatives as of the date and year first above written. FOR THE EMPLOYER P.H.A.R.A FOR THE UNION Teamsters Local Union No. 230, Affiliated with The Internati l B therhood of Teamsters r Ex e-c.u 11 u E

17 P.H.A.R.A. - Page 15 Expiry March 31 st, 2015 Entry 6 Months Schedule "A" Wages Full - Time I Part - Time Effective April 1, Year 2 Years 3 Years Step 1 Step 2 Step 3 Step 4 Step 5 $17.69 $18.24 $18.79 $19.35 $19.94 Entry 6Months Effective April 1, Year 2 Years 3 Years Step 1 Step 2 Step 3 Step 4 Step 5 $18.22 $18.79 $19.35 $19.93 $20.54 Entry 6 Months Effective April 1, Year 2 Years 3 Years Step 1 Step 2 Step 3 Step 4 Step 5 $18.76 $19.35 $19.93 $20.53 $21.16

18 .. P.H.A.R.A. - Page 16 Expiry Mach 31st, 2018 LETTER OF UNDERSTANDING "A" It was agreed during negotiations that Para Bus Operators will be issued copies of Rules and Regulations. The parties agree to meet on a quarterly basis on matters of mutual interest, which are not properly the subject matter for a grievance through Joint Labour Management Meetings. Such meetings may also be called more frequently at the discretion of either party. April