.. ij.;, 11 UNITED STEELWORKERS. ---~ '. ''1 -~ r - r---~i. k. o~;,;::.;; c---~~ UNITY AND STRENGTH FOR WORKERS COLLECTIVE AGREEMENT BETWEEN

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1 .. ij.;, 11 UNITED STEELWORKERS ---~ '. ''1 -~ r - r---~i ~ 1- e~' ~-"-~.. 1 J.Y r., ~ '-~ k. o~;,;::.;; c---~~ UNITY AND STRENGTH FOR WORKERS COLLECTIVE AGREEMENT BETWEEN NELSON & DISTRICT CREDIT UNION AND UNITED STEELWORKERS LOCAL N1els1on & District CREDllT UNllON>> L~" L~. Effective June 1, Expires September 30, 2020

2 Table of Contents PREAMBLE... 6 ARTICLE 1 - BARGAINING AGENCY Employee Definition Recognition Bargaining Authority Work Jurisdiction Bargaining Unit Work... 7 ARTICLE 2 - EMPLOYER'S RIGHTS Management Direction Hiring and Discipline Management Authority... 8 ARTICLE 3 - UNION SECURITY Co-operation Union Shop Maintenance of Membership Discharge of Non-Members Union Membership Check Off Employer Responsible for Dues New Employees Humanity Fund T4 Forms ARTICLE 4 - COMMITTEES Definition Composition Notification Authority Obligations Labour/Management Meetings ARTICLE 5 - DEFINITION OF EMPLOYEES Probationary Period Regular Full Time Employee Regular Part Time Employee Casual Employee ARTICLE 6 - HOURS OF WORK AND OVERTIME a) Work Week Overtime Call Time Accrued Time Off ARTICLE 7 - STATUTORY HOLIDAYS Designated Stats Floating Holiday a) Stat Holiday on Scheduled Day Off Stat Holiday within Scheduled Vacation ARTICLE 8 -ANNUAL VACATION Vacation Year Definition st Year Entitlement nd Year Entitlement rd - 5th Year Entitlement...: th -10th Year Entitlement

3 June 1, September 30, th -15th Year Entitlement th -19th Year Entitlement th Year Entitlement and thereafter Vacation Pay Percentage of Earnings Special Vacation Option Difference Consecutive Weeks Banking Vacations Vacations Shall Be Taken Scheduling Absence Not Affecting Vacation Entitlement Part time Employees ARTICLE 9 - LEAVE OF ABSENCE Leave of Absence - Injury/Illness Leave of Absence - Union Bereavement Leave Jury Duty Pregnancy/Parental Leave Other Leaves Without Pay Compassionate/Educational/Extended Vacation Leaves Requests Return to Work Notice Benefit Coverage ARTICLE 10 - BENEFITS Benefit Coverage Benefits Program Sick Leave Vacation Sick Leave Family Responsibility Leave Pension Plan ARTICLE 11 - SALARIES Salaries New Classification Rate of Pay Job Descriptions/Rate of Pay Promotional lncreases Salary Progression Higher Salary Step Travel Time ARTICLE 12 - SENIORITY Definition...; Job Retention/Recall Rights Leaving Bargaining Unit Return to Bargaining Unit Seniority Accrual Leave of Absence Accrual Part-time Regular Employees Seniority Casual Employees Seniority Provide Seniority List Seniority Lost ARTICLE 13- CROSS TRAINING ARTICLE 14 - LAYOFF AND RECALL Reduction of Work Notice of Layoff... 45

4 June 1, September 30, Seniority Retention Recall Notice of Recall Employee Bypassed Full-Time Bumping Part-Time or Casual Benefit Coverage ARTICLE 15 - JOB POSTING Job Posting Job Postings-Absentee Bids Procedure Training Period Job Description/Training Posting to a Part time or Casual Position Filling Posted Vacancies ARTICLE 16 - TECHNOLOGICAL CHANGE Technological Change Co-operate With Training Retraining Retain Present Salary Elect Termination or Recall Severance Pay Due and Payable Severance Pay Employee Affected by Tech Change Enhanced Notice and/or Severance Pay ARTICLE 17 - GENERAL PROVISIONS Union Rep Access To Employer Premises No Strikes or Lockouts Signing Authority Revision of Rates Future Rules or Regulations Disciplinary Action Union Bulletin Board Notification of Promotions, Etc Safety and Health In-House Benefits Employment Standards Performance Management Removal of Discipline ARTICLE 18 - GRIEVANCE PROCEDURE Outline of Steps Grievance Abandonment Right to Refer Extension of Time Limits ARTICLE 19 -ARBITRATION Procedure Notification Appointment of Arbitrator Time Limit for Arbitrator Costs/Expenses of Arbitrator ARTICLE 20 - EDUCATION FUND Education Fund ARTICLE 21 - CONTRACTING OUT Contracting Out... 60

5 June 1, September 30, ARTICLE 22-LENGTH OF AGREEMENT Length of Agreement ARTICLE 23 - JOB SHARE PROGRAM SALARY SCALES AND JOB CLASSIFICATIONS APPENDIX APPENDIX APPENDIX LETTER OF UNDERSTANDING# LETTER OF UNDERSTANDING# LETTER OF UNDERSTANDING# LETTER OF UNDERSTANDING#

6 June 1, September 30, COLLECTIVE AGREEMENT BETWEEN NELSON & DISTRICT CREDIT UNION (Hereinafter known as the "Employer") Party of the First Part AND UNITED STEELWORKERS LOCAL (Hereinafter known as the "Union") Party of the Second Part PREAMBLE 1. It is the intent and the purpose of the Parties to this Agreement to promote and improve industrial and economic relationships between the employees and the Employer. The basic Agreement will cover rates of pay, hours of work, conditions of employment to be observed and to ensure prompt and equitable disposition of any grievances that may arise between the Parties. 2. The Employer accepts responsibility to observe each and all provisions and conditions of the Agreement and to promote orderly and peaceful relations with the employees. 3. The Union accepts responsibility to observe each and all provisions and conditions of the Agreement and to promote orderly and peaceful relations with the Employer. NOW THEREFORE the Parties hereto mutually agree as follows:

7 June 1, September 30, ARTICLE 1 - BARGAINING AGENCY 1.01 Employee Definition - The term "employee", as defined in this Agreement, means all those employees set-out in the Certification granted by the Labour Relations Board of BC Recognition - The Employer recognizes the union as the sole collective bargaining agency of the employees of the Employer as defined in the Certification issued, unless changed by the Labour Relations Board Bargaining Authority - The Employer agrees that the only certificate they will recognize during the term of this Collective Agreement is that of the Union, unless changed by the Labour Relations Board Work Jurisdiction - When a question arises concerning the status of a person being an employee under this Agreement, the Parties agree to meet in order to try and resolve the question. If the matter is not resolved, the Parties may, either jointly or separately, applies to the Labour Relations Board for a decision Bargaining Unit Work - Those employees excluded from the bargaining unit shall not perform bargaining unit work which would result in an excluded bargaining unit person replacing a bargaining unit job. Those employees excluded from the bargaining unit shall not perform bargaining unit work to such an extent and on a continuing basis which would otherwise be sufficient to continuously employ a regular bargaining unit employee.

8 June 1, September 30, ARTICLE 2 - EMPLOYER'S RIGHTS 2.01 Management Direction - The Management of the operation, including the direction and promotion of the Employees, are vested exclusively in the Employer. The Employer will not use its rights to discriminate against employees Hiring and Discipline - The Employer has the right to select its employees and to discipline or to discharge its employees for just cause Management Authority - Nothing in this Agreement shall limit the statutory powers and duties of the Directors of the Company under the Company Act, Section 141, which provides: "The Directors shall, subject to this Act and the Articles of the Company, manage or supervise the management of the affairs and business of the Company". The direction of the office staff will be under the authority delegated by the Board of Directors to the Chief Executive Officer who, in turn, may delegate any portion of these duties and authority to others in executive capacity.

9 June 1, September 30, ARTICLE 3 - UNION SECURITY 3.01 Co-operation - The Employer will cooperate with the Union in obtaining and retaining as members, the employees as defined in this Agreement Union Shop - All employees shall, within thirty (30) calendar days after entering employment, become a member of the Union and shall maintain membership in the Union as a condition of continued employment Maintenance of Membership - An employee who is a member in good standing or is reinstated as a member of the Union shall, as a condition of continued employment, maintain such membership in good standing throughout the term of this Agreement Discharge of Non-Members - An employee shall be subject to discharge for refusal to pay union dues notwithstanding Sections 3.02 and 3.03 above. An employee, who refuses to pay union dues within seven (7) days after the Employer and employee have been notified by the union of the employee's delinquency, shall be discharged forthwith by the Employer Union Membership - No employee shall be subject to any penalties against his application for membership or reinstatement, except as may be provided for in the United Steelworkers Constitution and in accordance with the By-laws of Local Union Any employee who applies to join the Union pursuant to the provisions herein and whose application is rejected by the Union shall not be subject to discharge from employment Check Off - The Employer shall require all new employees, at the time of hire, to authorize the deduction from the employee's salary, union initiation fees, monthly dues and assessments approved by the Union, and to authorize the release of the Employee's Social Insurance Number to the Union. The authorization shall be in duplicate on forms provided by the Union. The assignment is effective thirty (30) calendar days from the date of execution. The Employer shall remit the assigned dues deducted (until and unless the assignment is revoked by the employee) to the Local Union on the last payroll of the month after completion of the thirty (30) calendar day period. Remittances shall be made at least monthly, with the list of employees and the amount deducted from each employee.

10 June 1, September 30, Employer Responsible for Dues - The Employer shall be responsible for all back dues, fees and assessments not deducted from an employee of Nelson & District Credit Union as required under this Article New Employees - The Employer shall introduce each new employee to a member of the Union Committee on the first day of employment for an orientation of about thirty (30) minutes. The Union will provide a copy of the Collective Agreement to each new employee Humanity Fund - The Employer shall deduct one cent ($0.01) per hour on a monthly basis on behalf of all Employees in the bargaining unit for all hours worked to a maximum of thirty-six (36) straight time hours per week and forward to United Steelworkers National Office, # Eglinton Avenue, East, Toronto, ON M4P 1 K7 and to advise in writing to both the Humanity Fund at the aforementioned address and the local union that the payment has been made, the amount of such payment and the names of all Employees in the Bargaining Unit on whose behalf such payment has been made. Payment Frequency - This shall be deducted from each Bargaining Unit members' paycheque and submitted annually T4 Forms -The Employer agrees to include the amount of total deductions, including Humanity Fund deductions, paid by each Employee for the previous calendar year on the Income Tax T 4 Form.

11 June 1, 2016-September30, ARTICLE 4 - COMMITTEES 4.01 Definition - For the purpose of this Agreement, when the word "Committee" is used it shall mean Union Committee, members of which are elected or appointed by the Union Composition - The Committee shall consist of not more than six (6) employees with completed probationary period of employment with the Employer who are members of the Union and they shall be selected wherever possible, on a departmental basis Notification - The Union will notify the Employer in writing of the members on the Committee. The Union will inform the Employer in writing when any member change takes place on the Committee. No member of the Committee will be recognized by the Employer unless the above procedure is carried out Authority - The Union shall meet with the Employer's appointees to attempt to resolve any problems that might arise and that may be foreseen. The Union Committee however, shall not make any decisions that are binding upon the Local Union as a whole without the approval of the Local Union. It shall not violate or change this Agreement in any way. The Union members shall not be required to assume management responsibilities in the enforcement of any rules or regulations in their capacity as Committee members Obligations - The Union shall have reasonable time while on the Employer's premises to investigate serious grievances and present grievances and shall be paid at their regular rate of pay for time so spent during their regular working hours. They shall obtain permission from their immediate supervisor before leaving their work areas for such purposes and such permission shall not be unreasonably denied Labour/Management Meetings: a) Purpose - The Parties agree to participate in Labour Management meetings. The purpose of the meetings is to encourage communication at regular intervals or as required in order to solve problems or potential problems before they become grievances. Subjects of mutual interest arising out of this Collective Agreement may be discussed. b) Composition - The Labour Management Meeting shall consist of two (2) Union Representatives from Nelson and one (1) Union representative from each other branch, as appointed by the Union Committee (subject to availability and coverage), and four (4) representatives appointed by the

12 June 1, September 30, Employer. The Parties shall keep the other Party informed of its representatives. When necessary a substitute can be appointed. c) Labour/Management Meetings - The Union Committee and Management shall meet as required. The parties shall make every effort to exchange an agenda of items not less than five (5) days prior to the meeting date. Meetings shall be scheduled during normal working hours and employees shall receive their regular hourly rate for all hours while in attendance. East Shore and Rossland representatives will attend when possible, otherwise they may participate by phone. Mileage will be paid from the employee's Branch to the meeting place. Travel time for any hours in excess of their regular schedule in a day at straight time. Management will notify immediate supervisors of meeting dates and employees are to confirm their availability to attend with their supervisor. d) Meeting Chair: The Chair and Recording Secretary positions will alternate between the Union and the Employer every six (6) months. If necessary, a substitute can be appointed. e) Jurisdiction: The Parties may refer any matter or proposal discussed by the Committee to their respective principals for further direction, advice or ratification prior to an Agreement being completed.

13 June 1, September 30, ARTICLE 5 - DEFINITION OF EMPLOYEES 5.01 Probationary Period All employees shall be considered probationary for the first sixty (60) working days of employment. The probationary period is to determine the employee's suitability for employment. This period may be extended by mutual agreement between the Employer and the employee. Written notice shall be given to each employee advising them of completion of their probationary period. Upon completion of the probationary period, full time and part time employees shall be regarded as regular employees and shall be entitled to seniority dating from the date of hire, as per Article 12:01 and 12:07(b) Regular Full Time Employee a) Regular full time employees are defined as those employees employed as full time and regularly scheduled to work thirty-six (36) hours in a week in a regularly continuing position. b) The Employer shall utilize Full time positions to fill new or changed positions of 36 hours or more per week. The Employer shall maintain Full time positions within the Bargaining Unit as close as possible to the current number of positions (25) or a minimum of 90% (23). c) In a lay off situation "as close as possible applies" d) The Employer will provide 60 days notice of any possibility of applying the above section, discuss the application of the above and discuss any changes to the number of full time employees with the Union. e) Job sharing will be considered as an option when filling positions Regular Part Time Employee Regular part time employees are defined as those employees employed to work regularly scheduled hours or days on a continuing basis but less than thirty-six (36) hours in a week. Preference will be given to part time employees over casual employees for all available work, provided the employee notifies the employer of their interest in any available work.

14 June 1, September 30, Any Part-Time Employee wishing to exercise their rights under this provision must have previously held or been trained for said position. The Part-Time Employee must have the ability to perform the work but if they have not had hands-on experience in the previous 12 months, they may be allotted up to four (4) hours of familiarization prior to picking up any shifts. The familiarization must be pre-approved by the supervisor to ensure enough time to accommodate any update. Approval will not be unreasonably withheld. All hours worked by Regular Part Time Employees shall be paid as Regular Part Time Employees, including appropriate rate and eligible In-Lieu Benefits as outlined below. These employees shall be covered by all conditions of the Agreement except as follows: a) In Lieu of Benefits - Part time employees who are regularly scheduled less than sixty (60) hours per month, the hourly rate for these employees shall be increased by four point eight percent (4.8%) to cover Statutory Holiday pay and upon completion of the probationary period, shall be increased to eleven point four percent (11.4%) percent in lieu of benefits provided under Article 10 (4.6%) and Accrued Time Off (2.0%). Upon completion of one (1) year (240 working days) this allowance shall be increased to fifteen point nine (15.9%) with four point six percent (4.6%) in lieu of benefits; four point eight percent (4.8%) to cover Statutory Holidays; two percent (2%) in lieu of ATO; and four and one-half percent (4.5%) put into a NDCU RRSP (locked in during term of employment). (NOTE: Current employees as of August 7, 1990 shall be entitled to application of above on basis of their hire date). b) Part Time Benefits - Part time employees who are regularly scheduled in a posted position of sixty (60) hours or more per month, the hourly rate for these employees will be increased by 4.8% to cover Statutory Holiday pay, 2% in lieu of ATO and RRSP increased to 4.5%. All existing part time staff who qualify for (b) will have the option of opting into the benefit plan the first of the month or at any time in the future in lieu of 4.6%. All new part time employees who are eligible for benefits may join once during the term of this Agreement in lieu of 5.03(a) entitlement. Cost of benefits are shared by the employee and the employer on a prorated basis as per Article 10. c) Vacation pay will be calculated on the same basis as for a full time regular employee with the same calendar years of service. For example, a parttime regular employee who is entitled to three (3) weeks' vacation will be

15 June 1, September 30, paid on a pro-rata basis, six percent (6%) of gross earnings for the vacation year in which the vacation was earned. d) Hours worked for the pro-ration will include all hours worked, vacation taken, sick leave taken, Bereavement leave and statutory holiday hours. Refer to (b) for definition. e) Part-time employees will be advised of their benefit and vacation calculation when the calculation is made by the Credit Union. f) ATO Accumulation - Part-time employees will have the option of opting out of the 2% benefit of ATO under 5.03 (a) and be able to accumulate ATO on a pro-rated basis of hours worked in a week. Part-time employees must work 80% of their posted position to be eligible for this provision, however not achieving 80% does not preclude them from earning the 2% benefit under 5.03 (a). Employees must select their option at the time of accepting a part time position but may opt back once during the term of the contract Casual Employee a) Casual Employee Definition - Casual employees are defined as those individuals who do not hold a regular position and who work on an incidental or temporary basis for the purpose of assisting with peak workload periods, vacations, sickness, floaters, leaves of absence and ATO except as follows: i) ii) iii) iv) when relieving for pregnancy leave, leave of absence and illness in excess of sixty (60) days when mutually agreed between the Employer and the Local Union. Such agreement shall not be unreasonably withheld. Casuals employed for summer relief between June 1st and August 31st. Notification of these employees shall be sent to the Local Union. Casuals working on a continuous basis but not working in accordance with 5.04(a) above, will have the appropriate position posted. It is understood that the purpose of casuals is to be available for relief as per 5.04(a) above. Reporting of Casual use will be done at each Labour/Management meeting.

16 June 1, 2016-September30, b) Hourly Rate Increase In Lieu of Pay - The hourly rate for these employees shall be increased by eleven point four percent (11.4%) to cover Statutory Holiday and Vacation pay. In addition to the above, Casual Employees who are eligible for, and opt into, the available benefits package will be advised of their benefit calculation when the calculation is made by the Credit Union. c) Scheduling - Casuals shall be scheduled or called for work assignments according to the following: i) a casual employee's working days of service shall be applied where possible when scheduling them for work; ii) iii) iv) a casual employee's working days of service shall be applied where practical when calling them to work that day; the casual employee must be qualified and competent to perform the work assignment; Casual employees, based on working days of service, may exercise their right to last call privilege ("call me last") but it is understood that the Credit Union is entitled to have a casual(s) available to perform the work; v) Casual employees may make themselves unavailable for a period of three (3) calendar weeks each year but it must be scheduled in advance. The three (3) weeks may be scheduled for the period June 1 to Labour Day or Christmas Day to New Years Day, if scheduling permits; vi) vii) viii) The Credit Union will make its best efforts to accommodate casuals for scheduled medical procedures and appointments. Casual employees may apply for a Leave of Absence under Article 9.07; Employees who make themselves unavailable contrary to this policy may be disciplined as outlined in Article 17.06; Casuals must ensure the Employer has a current phone number and the employee must confirm their acceptance of the assignment in a reasonable period of time prior to the commencement of the shifts;

17 June 1, September 30, ix) A casual employee shall not be considered available for overlapping shifts; x) In the case of a reduction in the workforce, casual employees working temporary positions shall be laid off before regular employees; xi) xii) xiii) Casual employees may apply for all vacant positions; Employees who have committed to work casual hours and/ or to provide coverage for short-term situations must remain committed to those shifts, unless changes are mutually agreed to. The Credit Union agrees to maintain a Casual Pool for all branches to address staff shortages, Casual "call me last" provisions and vacation coverage. Casuals from one branch will be offered work in the other branches when the need arises.

18 June 1, September 30, ARTICLE 6 - HOURS OF WORK AND OVERTIME 6.01 a) b) c) Work Week - The work week shall be thirty-six (36) hours worked during the period Monday to Saturday, inclusive. Hours Per Day - The standard shifts consist of a maximum of eight hours of work between the hours of 8:00 am and 6:00 pm. Where applicable, the above hours are exclusive of a one (1) hour lunch break (7 hrs. or more). Work Schedule Changes - The determination of daily and weekly work schedules shall be made by the Employer from time to time to suit the varying conditions of business. The Employer shall not implement a new schedule without reasonable and proper consideration of the employee's concerns. In the event of any changes in starting and quitting times of shifts, the Employer agrees to give fifteen (15) working day's notice of any change. The Christmas Holiday Operating Schedule will be posted by September 1st of each and every year. d) Notification - The Employer shall notify the Union in writing of changes prior to implementation. e) Rest Periods - All employees working seven (7) or more hours shall be entitled to two (2) fifteen (15) minute rest periods during their regularly scheduled hours of work providing always that the Employer shall have the right to use relief employees in implementing this provision. It is understood and agreed that there shall be one (1) twenty-five (25) minute rest period on shifts of five (5) or more hours but less than seven (7) hours and one (1) fifteen (15) minute rest period for shifts of more than three (3) hours and less than five (5) hours Overtime a) Regular Overtime - Time worked in excess of the normal scheduled hours of work in Section 6.01 shall be paid for at time and one-half (1 Yz) the employees straight time hourly rate for the first two (2) hours and two (2) times the straight time hourly rate thereafter. i) Overtime Schedule Change - A part-time worker may work scheduled and unscheduled hours up to thirty-six (36) hours per week. If time in excess of normal scheduled hours is requested prior to commencement of a shift, all hours shall be paid at straight

19 June 1, September 30, time rate. If time is requested during a shift, time worked in excess of normal scheduled hours, hours will be paid at time and one half (1 Yz) to total daily hours of seven and one-half (7.5) and two (2) times thereafter. b) Overtime - Regular Day Off - Time worked by an employee on an employees scheduled day off shall be paid for at two (2) times the employees straight time hourly rate. c) Overtime - Sunday - Time worked on a Sunday shall be paid for at two (2) times the employees straight time hourly rate. d) Overtime - Stat - Time worked on a holiday provided for in Article 7 or a day in lieu of such holiday shall be paid for at two (2) times the employees straight time hourly rate plus one day regular pay. e) Overtime Distribution - Overtime shall be distributed as equally as possible among qualified employees. If the Union Committee believes that excessive overtime is being worked or is being assigned to individual employees, the Employer will meet with the Committee and/or the Local Union with a view to analysing the problem, and make every effort to correct the situation. f) Overtime Authorization - Overtime must be authorized by the Manager or employee's immediate supervisor. g) Overtime Voluntary - All overtime worked will be done on a voluntary basis. h) Overtime Banking - Employees who work overtime may elect to take time off in lieu of overtime pay but such time must be taken at a time mutually agreed upon with the Employer, the length of time off with pay shall be equal to straight time equivalent of the overtime earnings. i) The choice of pay or time off must be made when the employee agrees to work overtime or during the period of overtime worked. ii) Time off must be booked within thirty (30) days after overtime is worked, failing which management may schedule the earned time off. i) Education Courses - Employees attending education courses at the Employers request shall be compensated for hours beyond the normal work week at time and one-half (1 Yz) pay or banked as per

20 June 1, September 30, Call Time 6.02(h) for the number of hours in attendance at courses. Travel time will be paid at straight time to and from the course location. Employees shall be paid mileage from their branch to and from the course location. When reporting for work at the call of the Employer, the employee shall receive their regular rate of pay for the time worked, with the following minimum: a) Two (2) hours' pay if the employee is unable to perform the work or no work is available, b) Four (4) hours pay if the employee starts work. c) Nothing in this Article prevents the Employer from posting specific positions for less than four (4) hours or from scheduling casuals to work less than four (4) hours. d) After the completion of an employee's regularly scheduled shift, if the employee is called back to work, the employee shall be paid the greater of: i) four (4) hours pay at the employees regular rate, or ii) double the employee's regular rate for the time worked. e) The employee has the choice of accepting or rejecting a call in Accrued Time Off a) Accrual - In addition to the hours of work outlined above, each full time regular employee shall accrue one (1) hour per week to be taken as paid time off. b) Time Off -Accrued time off shall be on an hour for hour basis, to be taken in full days whenever possible. c) Scheduling - Accrued time off must be posted and will follow the same procedure as floaters and vacations. d) Termination - Upon termination, an employee will be compensated for all accrued time not taken, at their regular straight time hourly rate.

21 June 1, September 30, e) Non-Accrual - Employees shall not accrue one (1) hour per week: i) during probationary period, ii) if they fail to work a minimum of four (4) days in a week. f) Statutory Holiday - In the application of this provision, a Statutory Holiday shall be considered to fall in the week that it is taken. g) Maximum Accrual -Accrued time off shall be taken after earned. After accruing twenty (20) hours, part or all of the time must be scheduled by the employee within two (2) weeks, failing which management may schedule it. h) Statutory Holiday - Day Worked - Statutory holidays shall be considered a day worked for the purposes of ATO accrual. (This wording is intended to prevent a disparity between the two (2) scheduled shifts where Monday - Friday would get four (4) days for ATO accrual but Tuesday - Saturday would not get four (4) days for accrual because of the Stat.).

22 June 1, September 30, ARTICLE 7 - STATUTORY HOLIDAYS 7.01 Designated Stats - The following days will be observed as Statutory Holidays: New Year's Day Easter Monday Dominion Day Labour Day Remembrance Day Boxing Day Good Friday Victoria Day British Columbia Day Thanksgiving Day Christmas Day BC Family Day and such other holidays as are proclaimed legal holidays by Federal, Provincial or Municipal authorities Floating Holiday - In addition to the holidays stipulated in Section 7.01 above, an employee will be entitled to one (1) paid holiday each year of service following completion of one (1) year of service. This shall be known as a "floating" holiday and shall be taken at a time mutually agreed between the Employer and the employee a) b) Stat Holiday on Scheduled Day Off - If one of the Statutory Holidays listed in 7.01 above falls on a day which is not a regular working day, the previous Saturday shall be observed as the holiday. By mutual agreement, if requested by either Party, a day other than the Statutory Holiday may be observed as the Holiday at a mutually agreed upon time. Stat Holiday Minimum Hours - For the purposes of this Article a Statutory Holiday shall be regarded as seven and one-half (7 %) hours, or greater. The difference between the time scheduled and seven and onehalf (7 %) hours shall be taken as time off at a mutually agreed upon time. (Intent is time would be taken before next Stat where possible) Stat Holiday within Scheduled Vacation - In the event any of the holidays enumerated in Section 7.01 occur during the period of an employee's vacation, an additional day's vacation with pay shall be allowed for each holiday so occurring.

23 June 1, September 30, ARTICLE 8 -ANNUAL VACATION Vacation Year Definition a) Employees are entitled to annual vacation and annual vacation pay according to their completed years of consecutive service. The vacation year shall be January 1st to December 31st. b) Annual Vacations are awarded the employee prior to their being earned. Where an employee terminates or is terminated prior to the end of the vacation year and the employee has taken vacation in excess of the amount earned, the Credit Union shall recover pay for the unearned vacation taken. c) Full Time employees' vacation entitlement and.vacation pay shall be calculated according to their completed years of consecutive service, governed by a common anniversary date of January 1st. Part Time employees shall have their vacation entitlement calculated according to their completed years of consecutive service, but their vacation pay will be prorated and a percentage of gross earnings for the vacation year will be paid. d) A Part Time employee becoming Full Time will retain their vacation entitlement. Vacation pay will be prorated. Thereafter, the new Full Time employee shall have their vacation entitlement and vacation pay calculated as any regular Full Time employee. e) Employees will retain their original date of their first part-time or fulltime position, including eligible temporary positions (six months) for purposes of vacation pay entitlement. This provision applies to employees who attain part-time or full-time status and are displaced to Casual Status by the employer, by lay-off, downsizing or being bumped or displaced and not by choice. "Not to affect Temporary Positions unless the FIT or PIT candidate bumps to said Temp position. If a casual posts to Temp Position, they would not accrue when they are finished the Temp position (eg - maternity leave). Vacation Pay and years of service entitlement will begin to accrue again once said person posts to a FIT or PIT position" st Year Entitlement - Vacation entitlement and vacation pay is prorated for new employees:

24 June 1, September 30, (i) (ii) A Full Time or Part Time (As per Article 5.03 (c) employee who has completed their probation period shall be entitled to vacation and vacation pay of one (1) day per month for each month or major portion thereof, of service in their first year. After December 31st of their first year of employment, employees will be considered to have completed their first year of service nd Year Entitlement - In the second vacation year of employment, an employee shall be entitled to receive a vacation of up to fifteen (15) working days. Pay for such vacation shall be at the current salary when vacation is taken for the number of days accrued in the first vacation year subject to 8.01 (b) rd - 5th Year Entitlement - In the third, fourth and fifth vacation year of employment an employee shall receive a paid vacation of fifteen (15) working days th - 1 Oth Year Entitlement - In the sixth to tenth vacation year of employment inclusive, an employee shall receive a paid vacation of twenty (20) working days th - 15th Year Entitlement - In the eleventh to the fifteenth year of employment inclusive, and each vacation year thereafter, an employee shall receive a paid vacation of twenty-five (25) working days th - 19th Year Entitlement - In the sixteenth to the nineteenth year of employment inclusive, an employee shall receive an additional day of paid vacation each year as per the following table. 15th year-25 days-10.4% 1 yth year - 27 days % 1 sth year - 28 days % 19th year - 29 days % Section 8.05 ten percent (10%) plus a corresponding additional.4% for each additional year worked from the 15th through the 19th years th Year Entitlement and thereafter - In the twentieth year of employment and each vacation year thereafter, an employee shall receive a paid vacation of thirty (30) working days Vacation Pay Percentage of Earnings - For the entitlement set out in Section 8.03 and 8.04, vacation pay shall be at current salary when vacation is

25 June 1, September 30, taken, or a percentage of gross earnings for the vacation year in which the vacation was accrued, whichever is greater. The percentage amount to be as follows: Section 8.01 Section 8.02 Section 8.03 Section 8.04 Section 8.05 Section 8.07 four percent (4%) four percent (4%) six percent (6%) eight percent (8%) ten percent (10%) twelve percent (12%) A part time regular shall maintain his/her company seniority date for the purpose of vacation pay entitlement Special Vacation - In the 25th year of service and every fifth year thereafter, employees will be entitled to one extra week of special vacation to be taken during the calendar year of eligibility Option Difference - The difference, if any, between an employee's salary at the time vacation is taken and the appropriate percentage of gross earnings for the vacation year in which the vacation was accrued, shall be paid upon the employee's termination or when the vacation is taken Consecutive Weeks - Employees shall be entitled to take the vacation to which they are entitled in consecutive weeks, except where the application of this provision interferes with the scheduling of all the employees' vacations during the prime vacation periods Banking Vacations - Employees with fifteen (15) working days or more vacation shall be permitted to bank a maximum of five (5) days and take them in the following year Vacations Shall Be Taken - Except as provided in Section 8.11 all vacations shall be taken before December 31st of the following year Scheduling - Vacations must be posted and dated. The choice for vacation period shall be granted in line with seniority. However, seniority will not apply if after fifteen (15) working days of the posting there is no contest by a senior employee for the same vacation period. All vacation postings for the calendar year January to December will be booked by the end of November prior to the vacation year and be confirmed by December 20.

26 June 1, September 30, Vacation schedule request sheet shall be posted in each branch on November 1 or the next business day. Any subsequent vacation requests will be booked in line with seniority, subject to five (5) working days if there is no contest by a senior employee for the same vacation period. Such requests will be confirmed within an additional five (5) working days. Requests made December 1-20 will not jeopardize original requests awaiting approval. Vacations not posted may be allocated by the Employer or will be forfeited except as provided in Section A list of employees' vacation entitlement shall be posted by the Employer by October 1. An employee may cancel his/her vacation, floaters, and ATO with one (1) day's notice. Rescheduling will not bump any other approved time off Absence Not Affecting Vacation Entitlement a) For employees with more than one (1) year of continuous service, absence due to injury/illness for a period of up to one (1) year shall be credited towards both vacation entitlement and vacation pay. For purposes of this clause, absence due to illness shall be interpreted to include maternity and parental leaves. b) Leave of absence for Annual Vacation, Statutory Holidays, Union Business (9.02a), Bereavement Leave (9.03) and Jury or Witness Duty (9.04) will not result in a reduction of vacation pay Part time Employees - Part time employees are entitled to vacation as per Article 8. One week of vacation is relative to their normal schedule.

27 June 1, September 30, ARTICLE 9 - LEAVE OF ABSENCE 9.01 Leave of Absence - Injury/Illness - The Employer will grant leave of absence to employees suffering injury or illness in accordance with Article 10.02, & Worksafe BC. The employee shall report or cause to have reported to the Employer, that an injury or illness which required his/her absence from work as soon as may be reasonably possible Leave of Absence - Union a) Union Business - Upon written notice of five (5) calendar days, the Employer will grant leave of absence without pay to the employees who are elected as representatives to attend Union meetings and Union Conventions or as members of any negotiating committee of United Steelworkers Local in order that they may carry out their duties on behalf of the Union. The Employer shall not be required to grant such leave when the number of employees on leave, or to be on leave, at any one time under this Section, exceeds one (1) in number; provided that the Employer will grant leave to more than one (1) employee where, in its opinion, it will not have the effect of interfering with the normal efficiency of the office. b) Union Position - Upon written notice of twenty (20) calendar days the Employer will grant leave of absence without pay to employees who are appointed or elected to a Union position for a period of up to and including two (2) years. Further leave of absence may be granted by mutual consent. The employee who obtains this leave of absence shall return to his Employer within thirty (30) calendar days after the completion of his term of employment with the Union. The Employer shall not be required to grant such leave of absences to more than one (1) employee at a time. c) Union Leave - While on Union Leave under this article the Credit Union will pay the associated wage cost (including vacation) incurred while on leave referred to in Article 9.02 a). The Credit Union will then invoice the union for wages incurred while on union business. The Union will remit payment for said wages within thirty (30) days Bereavement Leave a) Parent, Spouse or Child - Effective February 21, 1995 when a death occurs to the parent, spouse or child of a regular full time employee, part-time regular employee who works greater than sixty (60) hours per month, the employee shall be granted an appropriate leave of absence for which he/she shall be

28 June 1, September 30, compensated at his/her straight time rate of pay for days absent from his/her work schedule for a maximum of five (5) consecutive work days. i) Immediate Family- Effective February 21, 1995 when a death occurs to a member of the immediate family of a regular full time employee, a part-time regular employee who works greater than sixty (60) hours per month, not covered in 9.03(a), the employee shall be compensated as above to a maximum of three (3) consecutive work days, or five (5) consecutive work days where travel outside a 240 km radius is required. b) Definition of Immediate Family - Immediate family is defined as the employee's spouse, mother, father, daughter, sister, brother, son, step children mother-inlaw, father-in-law, step parents, grandparents and grandchildren. For the purposes of this provision, a spouse shall be a person residing with the employee and publicly represented as his/her spouse. c) Entitlement for Vacation and Holidays - Compensable hours under the terms of this Section will be counted as hours worked toward qualification for vacations and for recognized holidays but will not be counted as hours worked for the purpose of computing overtime. d) Leave of Absence - Part time regular employees shall be granted an appropriate leave of absence for which he/she shall be compensated at his/her regular straight time rate of pay for days absent from his/her regular work schedule for a maximum of three (3) consecutive business days Jury Duty a) Pay for Jury Duty - Any regular full-time employee who is required to perform Jury Duty, Coroner's Jury Duty, Coroner's Witness or Crown Witness on a day on which he/she would have worked will be reimbursed by the Employer for the difference between the pay received for such duties at his/her regular straight time rate of pay and benefits for his/her regularly scheduled hours of work. It is understood that such reimbursement shall not be for hours in excess of eight (8) hours per day or thirty-six (36) hours per week, less statutory pay received for the said Jury or Witness duties. The employee will be required to furnish proof of payment for the said duties. b) Entitlement for Vacation and Holidays - Hours paid for under the provisions of this Section will be counted as hours worked toward qualification for vacations and recognized paid holidays but will not be counted as hours worked for the purpose of computing overtime.

29 June 1, September 30, Pregnancy/Parental Leave a) Employment Standards - Leave of absence without pay in the case of pregnancy shall be granted in accordance with the "Employment Standards Act" which provides in part: i) for a period of eighteen (18) consecutive weeks or a shorter period the employee requests, commencing eleven (11) weeks immediately before the estimated date of birth or a later time the employee requests. ii) the leave shall not end before the expiration of six (6) weeks following the actual date of birth of the child unless the employee requests a shorter period. b) Written Notice -All requests for pregnancy leave shall be in writing giving twenty (20) days' notice and show the last day to be worked and the expected date of return to work. The employee shall also state whether they elect to pay their share of pension plan contributions, provided that upon thirty (30) days written notice the employee shall have the right to discontinue their share of pension contributions. c) Pension Benefit Continuation - In accordance with Section 53 of the Employment Standards Act, the services of an employee who is absent from work in accordance with this part shall be considered continuous for the purposes of Sections 36, 37 and Part 5 and any pension, medical or other plan beneficial to the employee, and the Employer shall continue to make payment to the plan in the same manner as if the employee were not absent where: i) the Employer pays the total cost of the plan, ii) the employee elects to continue to pay her share of the cost of a plan that is paid for jointly by the Employer and the employee. d) Extended Pregnancy - leave up to six (6) months without pay will be granted upon receipt of a medical certificate. If further pregnancy leave is granted upon receipt of a medical certificate, benefits will continue to be paid by the Employer in accordance with Article The employee shall be entitled to apply for benefits under Article (b), (c) or (d). e) Unable to Perform - In accordance with Section 51 of the Employment Standards Act the Employer may require an employee to commence pregnancy leave where the duties of the employee cannot reasonably be performed due to conditions arising out of the pregnancy, and to continue

30 June 1, September 30, the leave until the employee provides a certificate from a medical practitioner stating that she is able to perform her duties. f) Vacation Pay - for the period where an employee is on pregnancy leave as provided for in the Employment Standards Act shall be calculated as if the employee continued to work. (18 weeks plus 6 weeks) Other Leaves Without Pay a) Campaigning - The Employer may grant unpaid leave of absence for a period of up to four (4) weeks to an employee nominated and campaigning for elective office. b) Public Office - An employee elected to Federal, Provincial or Municipal office which requires his/her full participation may be granted leave without pay during the term of such office. c) Notice Required - For the purpose of this Section, twenty (20) calendar days notice is required. d) Parental Leave - Leave of absence for Parental Leave will be provided to full time employees as provided in the Employment Standards Act Compassionate/Educational/Extended Vacation Leaves - The Employer may grant leave of absence up to a maximum of six (6) months without pay to employees for compassionate reasons or for educational or training or extended vacation purposes, conditional upon the following terms: a) Notice - That the employee apply at least one (1) month in advance unless the grounds for such application could not reasonably be foreseen. b) Reasons - That the employee shall disclose the grounds for application. c) Approval - That the Employer may grant such leave where a bona fide reason is advanced by the applicant or may postpone leave for educational or training purposes where a suitable replacement is not available. Where a request for a Leave is denied by the Employer, or an educational or training leave is postponed, the Employer shall give the reason for not granting the leave to the applicant in writing. d) Temporary Employment - Leave for education or training shall not apply to students employed on a temporary basis.