Bee Clean Building Maintenance operated by B. Gingras Enterprises Limited. Service Employees International Union, Local 2

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1 COLLECTIVE AGREEMENT between Bee Clean Building Maintenance operated by B. Gingras Enterprises Limited University of Alberta - and - Service Employees International Union, Local 2 Effective Date: August 1, 2015 Expiry Date: July 31, 2018

2 Table of Contents ARTICLE 1 - GENERAL... 4 ARTICLE 2 - RECOGNITION ARTICLE 3 - RELATIONSHIP... 5 ARTICLE 4 - UNION DUES..._... 5 ARTICLE 5- MANAGEMENT FUNCTIONS... 6 ARTICLE 6 - NO STRIKE, NO LOCKOUTS... 6 ARTICLE 7 - UNION STEWARDS... 6 ARTICLE 8- GRIEVANCE PROCEDURE... 8 ARTICLE 9 - PROBATIONARY PERIOD ARTICLE 10- SENIORITY ARTICLE 11- JOB POSTINGS, LAY-OFF AND RECALL ARTICLE 12 - WAGES ARTICLE 13- HOURS OF WORK AND OVERTIME ARTICLE HOLIDAYS ARTICLE 15 - BENEFITS ARTICLE 16- VACATIONS ARTICLE 17- LEAVE OF ABSENCE ARTICLE 18 - UNIFORMS Page

3 ARTICLE 19- HUMAN RIGHTS CODE ARTICLE 20- GENERAL ARTICLE 21- BULLETIN BOARDS ARTICLE 22- HEALTH AND SAFETY ARTICLE 23- DURATION SCHEDULE A J.. ETTER OF UNDERSTANDING# LETTER OF UNDERSTANDING# LETTER OF UNDERSTANDING # Page

4 COLLECTIVE AGREEMENT between Bee Clean Building Maintenance operated by B. Gingras Enterprises Ltd. University of Alberta (Hereinafter called the "Company") - and - SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 2 (Hereinafter called the "Union") ARTICLE 1- GENERAL 1.01 It is the central purpose of this Agreement to provide continuous, harmonious and efficient operations of the Company, to establish the uniform, specific terms and conditions of employment for the employees, and to provide machinery for the prompt and equitable disposition of grievances. ARTICLE 2- RECOGNITION 2.01 The Employer recognizes the Union as the sole and exclusive bargaining agent for all of its regular employees working at the Edmonton main campus and main campus residences of the University of Alberta in the Province of Alberta, save and except supervisors, and persons above the rank of supervisor. 41Page

5 ARTICLE 3- RELATIONSHIP 3.01 The parties hereto agree that all present employees of the Employer at the site covered by the terms of this Agreement may elect whether or not to become members of the Union All new employees hired into the bargaining unit after the signing date of this Agreement shall become members of the Union upon passing probation as a condition of continued employment. When an employee passes probation the Employer shall notify the Union Where the masculine or singular pronoun is used herein, it shall mean and include the feminine or the plural pronoun where the context so requires. ARTICLE 4- UNION DUES 4.01 The Employer shall provide the Union with the opportunity to meet with new employees at the site office, outside their working hours, for the purposes of orienting those new employees and having them sign Union membership application cards As required by statute, all employees in the bargaining unit will be required to pay union dues, whether or not they are union members. However, if the law subsequently changes to allow non-members to opt out of paying union dues, the parties will respect any such change in the law The Employer shall deduct and remit all union dues on a monthly basis and union initiation fees, where appropriate, and shall send all of the monies so collected to the Secretary - Treasurer of the Union on or before the 15th, day of the following month the deductions were made together with a list of the names of the employees from whose pay deductions have been made and also the names of any employees terminated since the last payment The Union shall indemnify the Employer and hold it harmless against any and all suits, claims, demands or other forms of liability that shall arise out of or by reason of any action taken or not by the Employer for the purpose of complying with any of the provisions of this Article The Employer will indicate the amount of Union dues paid by employees on their T-4 slips. SIPage

6 ARTICLE 5- MANAGEMENT FUNCTIONS 5.01 Except to the extent explicitly abridged by specific written provision of this Agreement, the Company reserves and retains, solely and exclusively, all of its inherent rights to operate and manage its business and operations in accordance with its commitments, its obligations and responsibilities Without in any way diminishing or limiting those rights, it is understood and agreed that those rights include the right to direct and supervise the work force, hire, schedule, promote, demote, discharge, determine work assignments, equipment and materials to be used, classify, transfer, lay-off, assign and discipline employees for just cause provided that a claim by an employee who has acquired seniority that he has been disciplined or discharged without just cause, may be the subject of a grievance and dealt with as hereinafter provided The Company agrees that its functions will not be exercised in a manner inconsistent with the other provisions of this Agreement. ARTICLE 6- NO STRIKE, NO LOCKOUTS 6.01 In view of this orderly procedure established by this Agreement for the settling of disputes and handling of grievances, the union agrees that during the lifetime of this Agreement, there will be no strikes, slowdowns, or stoppage of work, either complete or partial, and the Employer agrees that there will be no lockout The Union further agrees that it will not involve the Employer in any dispute which may arise between any other Employer and the employees of such other Employer. ARTICLE 7- UNION STEWARDS 7.01 The Employer recognizes the right of the Union to elect or appoint one (1) Chief Steward and four (4) Stewards representing the authorized areas of each working establishment. The Union will notify the Employer in writing from time to time as to the names of the Steward(s) and the areas of their responsibility and all stewards shall be regular employees of the Employer who have acquired seniority. 61 Page

7 7.02 The Union acknowledges that Stewards have their regular duties to perform on behalf of the Employer and that such persons shall not leave their regular duties to attend to the complaints and grievances of employees without having first secured permission from their immediate supervisor, which permission shall not unreasonably be withheld. Stewards shall state their destination to their immediate Supervisor and shall report again to him at the time of their return to work, provided theses steps are followed, Stewards shall not suffer a loss of basic pay. The Employer reserves the right to limit the duration of such meetings, these limits shall not be unreasonable The Company acknowledges the right of the Union to appoint or elect up to four (4} employees to serve as members of the negotiating committee Where an employee is required to attend a meeting in which a written warning, suspension, or discharge is to be given, the Supervisor or designate will inform the employee prior to the meeting of his right to have a Union Steward present at the meeting. The employee may request the presence of the union Steward during the meeting. Where the employee requests such representation, the Supervisor will send for the Steward without further discussion of the matter with the employee. If a Steward is not available, the Employer shall schedule the disciplinary meeting within the next twenty-four {24} hours and it shall then become the sole responsibility of the employee concerned to arrange for a Union Steward to be in attendance when the meeting occurs Copies of all disciplinary suspensions issued to bargaining unit members shall be forwarded to the Union's business agent The Union may request up to a combined total of twelve {12} days off per calendar year, without pay, for Stewards in the bargaining unit, for Union business or training. Where such requests are received at least one (1} week prior to the leave, and will not interfere with the Employer's operations, such requests will be approved. This leave is over and above the time required to negotiate the Collective Agreement. No more than two (2} Stewards will be eligible for such leave at any one time. 71Page

8 ARTICLE 8- GRIEVANCE PROCEDURE 8.01 The purpose of this Article is to provide an orderly procedure for the resolution and disposition of grievances A grievance is an allegation by an employee, the Union, or the Company that one party has violated this Agreement Step 1 (a) (b) An employee initiates a grievance by verbally notifying his Supervisor that he has a grievance and then providing the Supervisor with the details and circumstances of the matter, along with the remedy sought. Such an employee may request the presence of an available steward at the meeting. This must occur within five (5) working days of the incident giving rise to the grievance. The Supervisor must respond verbally to the grievance within five (5) working days after hearing the grievance. If the employee is satisfied with the Supervisor's response, the matter is concluded and neither the grievance nor the response shall be binding or used as a precedent by the Company or the union. Step 2 (a) (b) Failing satisfactory settlement at Step I, the grievance may be reduced to writing within five (5) working days of the response in Step 1 and submitted to the Site Manager. Upon receipt of such grievance the Site Manager shall issue a written response within five (5) working days. Step 3 (a) Failing satisfactory settlement at step 2, the grievance shall be submitted to the Company head office and a meeting to discuss the grievance shall be arranged between the grievor, Steward, union Business Agent and Employer Representatives at a mutually agreed to time and date. The grievor and Stewart shall not be paid by the Employer for attendance at such meeting, unless it occurs during the regular working hours, and at the job site. 81 Page

9 (b) (c) A formal response will be issued by the Employer to the union s business Agent within five (5) working days of the above noted meeting. If no satisfactory settlement is reached following Step 3 the Union may notify the company of its intention to refer the matter to arbitration. Such notice shall be made within ten (10) days of receiving the employer s Step three response Union, Discharge and Employer Grievances: The Union or the Employer may initiate a policy or group grievance directly into Step 2. A Claim by an employee, that he has been unjustly terminated may be filed directly at Step Arbitration: (a) (b) (c) (d) Where a grievance has been referred to arbitration it shall be settled by a single Arbitrator to be mutually agreed by the parties. If mutual agreement cannot be reached, either party may request that the Ministry of Labour appoint a single arbitrator. The Arbitrator shall have all the powers of an Arbitrator described in the Labour Relations Act, but for greater certainty, shall not have the power to alter or change any of the provisions of this Agreement or to substitute any new provisions to this Agreement or to otherwise render any decision inconsistent with the terms and conditions of this Agreement. Each shall share equally the expenses of the Arbitrator. No person may be appointed as an Arbitrator who has been involved in an attempt to negotiate or to settle the grievance, unless mutually agreed to For the purpose of this Article, working days shall not include Saturdays, Sundays and Holidays Both parties to this Agreement agree that the time limit may be extended by mutual agreement, which shall be in writing The parties agree the Employer will remove all discipline from the employees personnel file, provided that: 9IPage

10 (a) (b) No discipline is received for a period of thirty-six {36) months; and The discipline did not involve a violation of law (including human rights) or an issue constituting breach of trust. ARTICLE 9 - PROBATIONARY PERIOD 9.01 All employees shall serve as probationary employees until they have completed 480 hours of actual work. If they are retained when they have completed their probationary period, their names shall be placed on the appropriate seniority list and their seniority shall date back to their date of hire The Employer may release an employee during the probationary period for unsuitability. A grievance by a probationary employee alleging unjust discharge may be filed at Step 2 of the Grievance Procedure. However, if the matter is not resolved the Employer's decision at Step 3 shall be final and binding, and will not be subject to the arbitration provisions of this Agreement. ARTICLE 10- SENIORITY Employees shall accrue seniority after successfully completing a probationary period, from their last date of hire The Employer shall supply the Union, a seniority list of all employees coming within the scope of this bargaining unit. The seniority list shall show the names of the employees, the date on which they commenced employment and the job title In all cases of job postings, promotions, job placement, work assignments, layoffs and recalls, the following factors shall be considered: (a) (b) (c) Seniority; Past performance, work record and disciplinary record; and Skill and ability. 10 I Page

11 Where (b) and (c) as defined above are relatively equal, the most senior available bidder shall be selected for the job posting, promotion etc Seniority status and employment, once acquired, will be lost for the following reasons : (a) (b) (c) (d) (e) (f) (g) Voluntary resignation. Discharge for cause. Absence from scheduled work for two (2) consecutive days without actual notice to the Employer, unless in circumstances it is impossible for him I her to do so. Failure to return to work within five (5) working days of written notice of recall sent by verifiable mail to the last known address according to the records of the Company. Layoff for twelve (12) months following date or lay off of the length of employment whichever is lesser. Extended absence due to injury or illness for twenty-four (24) months. Failure to return on scheduled day following an authorized leave of absence without an explanation satisfactory to the Company Employees shall be responsible for notifying the Company of any changes in address and I or phone number. ARTICLE 11- JOB POSTINGS, LAY-OFF AND RECALL Job Posting (Permanent Vacancies): (a) (b) When the Employer decides to fill a permanent vacancy for a non entry level positions or creates a new permanent classification such vacancy shall be posted for five (5) working days. All postings will contain the following information: (i) Job classification (ii) Rate of pay. 11 I Page

12 (iii) Hours of work. (iv) Shift. Successful bidders will be selected pursuant to Article (c) Employees may apply for a lateral transfer once every twelve (12) months when a position is available. A copy of all vacancies and postings will be forwarded to the Union Office and to the Chief Steward. The name of successful bidders for such vacancies will also be provided to the Union. (d) Temporary vacancies expected to last four (4) or more months will be posted in accordance with Article No secondary vacancies will be posted as a result of the awarding of a temporary vacancy to a staff member. Upon the return of the original individual who vacated the position the person who assumed the temporary position shall return to his or her former position. Should the individual who has vacated the position fail to return to work the successful applicant will maintain the vacancy on a permanent basis Lay-off and Recall (a) (b) (c) In case of lay-off, or recall from lay-off, it shall proceed by classification, with the employee with the greatest seniority, provided that he I she has the skill, ability, work record and demonstrated past performance to perform the required work, shall be the last to be laid off and conversely the first to be recalled form layoff. In the event of a layoff of a significant number of employees at the site, the Employer agrees to notify and meet with the Union to discuss the effects to the layoff and consider possible alternatives to the layoff prior to notifying the affected employees. In the event of a reduction in the regular hours of work, the affected employees may exercise their seniority right to bump the least senior employee in their classification, it being understood that such employee will be required to work the shift and perform the work of the displaced employee. 12 I Page

13 (d) (e) If known to the Employer, Employees will be provided with a minimum of seven (7) days notice of lay-off. In all cases of layoff, probationary employees shall be laid off before employees who have attained seniority Recalls: Before hiring any new employee, the Employer will offer such opening to the qualified employee most recently placed on the lay-off list by means of registered letter. ARTICLE 12- WAGES Hourly wages will be paid according to the classification and schedule set forth in Schedule "A" of this Agreement Employees will be paid bi-monthly. In the case of a holiday, employees will be paid on the previous business day prior to the Holiday. Pay stubs shall be delivered on or prior to pay day in individually sealed envelope The Employer may elect to provide "automatic deposit" of net pay to the employee's bank account. In such cases, it is the sole responsibility of the employee to provide current, accurate banking information to the Employer and the Employer will ensure that a Statement of Earnings is provided to the employees in accordance with the distribution requirement outlined in Paragraph Payroll errors in excess of $50.00 or more will be rectified by manual cheque no later than 24 hours after the employer receives notice of the error. Payroll errors less than $50.00 will be rectified on the following payroll New Classifications - In the event that the Employer establishes a new job category, or significantly alters the job content of a classification, the Union shall be notified forthwith, and the parties shall meet in order to negotiate the terms and conditions of employment for this job category. In the event that agreement cannot be reached matter shall be submitted to arbitration. 13 I Page

14 ARTICLE 13- HOURS OF WORK AND OVERTIME The normal work schedule for each employee shall be made available to an employee or union Representative upon request An employee who reports for his/her scheduled shift and finds that no work is available, will be paid for four (4} hours at his/her regular rate of pay, unless the employee received prior notification not to report to work or the unavailability or work is the result of cause beyond the control of the Employer, i.e. fire, flood, strike or an act of God, etc The Employer agrees to distribute excess work as equitably as possible among available, qualified employees. This work will be offered to employees in the classification and area normally assigned to perform work The Employer agrees to pay time overtime premiums pursuant to the Employment Standards Code. The Employer will not reschedule any employees for the purpose of avoiding overtime. Available overtime opportunities shall be offered equitably, on a rotational basis, to employees who normally work in the area where the overtime is required, and who have expressed their desire to work overtime and are available Any disputes regarding the equitable assignment of work or the equitable assignment of overtime will be resolved on the basis of a remedy in kind, rather than payment for a missed assignment or opportunity. ARTICLE HOLIDAYS The recognized holidays with pay for this Agreement shall be: New Years Day Remembrance Day Labour Day Good Friday Canada Day Family Day Victoria Day Thanksgiving Day Christmas Day Eligible employees who are not assigned to duty on a Holiday named above will be paid their average regular pay for the day, in accordance with the ESC. 14 I Page

15 14.03 Employees who are required to work on any of the Holidays specified in 14.1 above shall be paid at the rate of one and one-half times (1 1 /2) their regular rate of pay for all hours worked in addition to their regular rate for scheduled hours on that day Eligibility- An employee must have passed probation and must work his regularly scheduled shift before and after the Holiday, unless absent with permission of the Employer or because of proven illness. Probationary employees will receive statutory holiday pay in accordance with ESC Where a Holiday falls within an employee's vacation period such employee shall, at the employee's option, receive an extra day's pay in lieu of the holiday or an additional day of vacation at time which is mutually agreed upon by the employee and Employer. ARTICLE 15- BENEFITS Consistent with the Letter of Understanding on the provision of benefits, the Employer will remit monthly premiums to the SEIU for the Employer premium cost The Employer's responsibility is limited to the payment of its premiums. Any disputes regarding qualification for benefits or coverage are between the employee and the Insurer, and will not be subject to the grievance and arbitration procedure. ARTICLE 16- VACATIONS Vacation entitlement shall be in accordance with the Employment Standards Code for all employees with less than five (5) years service Employees with five (5) or more years of service shall be entitled to vacation pay equal to 6% of their regular hours pay and three (3) weeks unpaid leave Employees with ten (10) or more years of service shall be entitled to vacation pay equal to eight percent (8%) of the regular hours pay and four (4) weeks unpaid leave Vacation pay shall be paid out on each pay cheque, or where the employee requests, it shall be held in trust by the employer and paid out once per calendar year on the payroll immediately preceding the commencement of the employee's unpaid vacation leave. 15 I Page

16 16.05 Vacation requests will be submitted to the Employer by March 15th of each year and will be confirmed by the employer by April 1st. Vacation time will be allotted on the basis of seniority. Employees who miss the cut off date will have their vacation granted based on availability. ARTICLE 17- LEAVE OF ABSENCE The Company may, in its sole discretion, authorize a leave of absence of up to twelve (12} weeks without pay or benefits for personal reasons. Such request will be in writing, with the reason(s} clearly stated, and must be submitted as far in advance as possible to the Manager. In the event of an emergency leave of absence the Company may waive the request be in writing. An employee returning from such leave shall be placed in his/her former job and shift, if applicable Bereavement- In the event of the death of an employee's spouse, child, step-child, mother, father, sister, brother, grandparent, grandchild, the Company agrees to grant paid time off, from scheduled work up to three (3} scheduled consecutive days. The three (3} days must include or immediately precede or follow the day of the funeral Maternity and Parental Leave - The Company agrees to provide pregnancy and parental leave consistent with the Alberta Employment Standards Act. Upon return from such leave employees will be entitled to be reinstated to the same job in the same work area, if still available The Employer has the right to request an acceptable justification for any absence. However, generally the Employer will only request medical notes to substantiate an illness that requires the employee to miss three (3} or more consecutive shifts, or where the employee has a high number or pattern of absences An employee shall be granted one (1} days leave of absence with pay for the purpose of attending formal hearings to obtain his/her Canadian citizenship. 16 I Page

17 ARTICLE 18- UNIFORMS Uniform Policy -The Employer believes strongly that image is very important and portrays their professionalism. Where the Company requires employees to wear Company uniforms, the Company will supply employees with a reasonable allotment of same. Clothing or garments that are not supplied by the Company must be matching to the Company's uniform and must receive Management approval in advance. Cleaning and maintenance of uniforms is the responsibility of the employees. Worn out or torn uniforms shall be returned to the Supervisor and will replaced when required. The uniforms are supplied free of charge to the employee provided all uniforms are returned to the Company upon separation of employment. Employees who fail to return the uniforms immediately upon departing form the Company will be deducted the full cost ofthe uniforms from their last pay. Each employee is responsible for purchasing his or her footwear. Closed shoes with an antislip sole must be worn at work. Employees have the option of changing into and out of their uniform at the work place. Employees who wish to wear the Company's uniform while off duty must conform to the Company's dress code. ARTICLE 19- HUMAN RIGHTS CODE The Parties agree to abide by the Alberta Human Rights Code The Employer agrees that it will make reasonable efforts to modify break schedules to accommodate prayer times or to accommodate religious fasting. ARTICLE 20- GENERAL All special equipment and all equipment necessary to perform the duties assigned to the employees shall be furnished and kept in repair by the Employer. 171Page

18 20.02 Where employees are regularly required to work outside as part of their duties, during the winter months, the Employer will provide a winter coat with Company identification and gloves selected by the Employer If lockers are available at the workplace, the Employer will determine if the client will allow the employees to use such lockers Employees scheduled for a shift of more than five (5) hours shall be scheduled for an unpaid meal period of one -half (1/2) hour. Employees scheduled for shifts of five (5) hours or less will be entitled to reasonable accommodation for a five (5) minute prayer break, where requested in writing and approved by the Employer. Such approval will not be unreasonably withheld Employees scheduled for a shift of eight {8) hours shall be scheduled for two (2) fifteen (15) minutes rest periods during their shift. Each employee scheduled for a shift of less than eight {8) hours shall be scheduled for one (1) fifteen (15) minutes rest period during their shift All employees must be ready for duty upon commencement of shift Supervisors may perform bargaining unit work, as long as it does not result in the reduction of regularly scheduled hours for a bargaining unit employee Employees temporarily assigned to perform the duties of higher rated classification shall be paid the rate of pay of that classification for the duration of the assignment, if the said assignment last longer than three (3) hours. ARTICLE 21- BULLETIN BOARDS Subject to client approval, the Employer shall provide the Union with a bulletin board for posting notices. Where no bulletin board is available the Employer agrees to facilitate the distribution of Union provided material to the bargaining unit members. 18 I Page

19 ARTICLE 22- HEALTH AND SAFETY The Company and the Union recognize the benefits to be derived from a safe and healthy place of employment. It is agreed that the Company, the employees and the Union will cooperate fully to promote safe work practices, health conditions and the enforcement of safety rules and procedures Employees are required to report injuries to their Supervisor immediately. Any employee injured on the job shall be paid for the balance of his shift on which the injury occurred at the straight time hourly rate if, as a result of such injury, the employee is sent home by an officer or representative of the Employer, or is hospitalized If an employee is requested by the Employer to escort the injured employee home or to a hospital, that employee shall also be paid for the balance of his/her shift. ARTICLE 23- DURATION This Agreement is effective from August 1, 2015 and shall continue in effect through July 31, Where the parties are unable to mutually agree to terms for the renewal of this Agreement, the Agreement shall be renewed through the interest arbitration procedure set out in this article. There shall be no strike or lock-out Where the parties are unable to mutually renew the Agreement, the parties shall agree upon a single arbitrator to arbitrate any remaining items in dispute. If the parties are unable to agree upon a single arbitrator, either party may request that an arbitrator be appointed by the Ministry of Labour If the collective bargaining dispute proceeds to interest arbitration, neither party will be permitted to submit more than five (5) proposed language changes to the arbitrator, for consideration. Further, on monetary items, the arbitrator will be guided by the Employer s ability to pay with respect to the University of Alberta contract. The arbitrator will also take into consideration the need for the Employer to remain competitive in any bid to maintain its contract with the client. 19 I Page

20 23.05 The interest arbitrator will have all the powers of any arbitrator under the Labour Relations CodeJ and for greater clarity shall not have the power to issue any award that is inconsistent with the terms of reference set out in this article. Signed this Z2- day of ~ 20J.Jtz_. For the Union For the Company 20 I Page

21 SCHEDULE A The parties hereby agree to the following wage rates: Effective Effective Effective August 1, 2015 August 1, 2016 August 1, 2017 Cleaner $12.50 $12.75 $13.00 Day Porter $13.25 $13.50 $13.75 (special crew floater) Floor Crew $14.25 $14.50 $14.75 Leadhand (Days) $14.25 $14.50 $14.75 Leadhand (Nights) $15.25 $15.50 $ I Page

22 LETTER OF UNDERSTANDING # 1 Temporary Foreign Worker Program 1. Nothing in this agreement shall prevent the Employer from employing persons on the Temporary Foreign Worker Program (TFWP). 2. Employment contracts with employees working under the TFWP shall comply with all relevant statutes and regulations and shall provide for terms and conditions of employment that are at least equal to those contained in this Agreement. 3. Where any inconsistency does exist between the terms and conditions in the TFWP contract in this Collective Agreement, the Collective Agreement will govern, accept with respect to the wage rate. TFWP contract may contain a higher wage rate than this Collective Agreement, and if so, that higher wage rate shall prevail. If the TFWP wage rate is lower than the Collective Agreement wage rate, the Collective Agreement wage rate will prevail. 4. Where the employer utilizes workers under the TFWP the employer will cover the cost of the Work Permit Application Fee. 5. Where an employee expresses, in a timely manner, their wish to continue working beyond the expiry of their TFWP employment contract, and where it is the intent of the Employer to fill this position the employer shall make an application for a new Labour Market Opinion and provide copies of the application, proof of filing and the response to the affected employee and the Union. 6. If it becomes possible for the Employer to nominate employees for the Alberta Immigrant Nomination Program the parties will meet to negotiate a protocol to deal with this issue. 22 I Page

23 LETTER OF UNDERSTANDING # 2 Temporary Employees 1. The Union acknowledges that from time to time it is necessary for the Employer to supplement regular bargaining unit staff with employees from sites not covered by this Collective Agreement, or with temporary employees or contractors, in order to meet short term fluctuations in work demand. 2. This supplemental staff or contractors are deemed not to be in the bargaining unit or covered by the Collective Agreement. However, if this supplemental temporary staff are assigned a regular position, they will become bargaining unit members and will be covered by the Collective Agreement. 3. The Employer will not use supplemental or temporary staff to displace regular bargaining unit members. 23 I Page

24 LETTER OF UNDERSTANDING #3 Bee Clean Building Maintenance operated by B. Gingras Enterprises Limited "Bee-Clean" AND Service Employees International Union, Local 2 Re Provision of Benefits In order to fund the Employer portion of benefit premiums under the Plan provided through the SEIU, the parties have agreed: 1. The current Life Insurance and AD&D benefits or their reasonable equivalent will continue to be provided to those qho qualify under the terms of the Collective Agreement and Benefit Plan, and who elect to enroll. Bee-Clean will pay the cost of the premium for this benefit. Employees electing not to enroll in Life Insurance and AD&D, shall be required to sign a waiver and a copy of which to be forwarded to the Union by Bee-Clean. 2. Employees who qualify for (under the terms of the Collective Agreement and the Benefit Plan) and elect to take Health Insurance coverage will be responsible for the cost of 50% of the premium for such coverage. Bee-Clean will be responsible for the r ing 50% of the premium. 3. SEIU, Local2 will invoice Bee-Clean monthly for the premium cost in paragraph 1 and 2 above. Upon request, SEIU, Local 2 will provide Bee-Clean with information on Plan enrollment and premium costs. 4. The parties will work together to ensure employees are aware of the available benefit coverage and the right of qualifying employess to select coverage. 5. If Bee-Clean determines the existing plan is not competitive, the parties agree to meet in good faith to discuss options, including Bee-Clean taking over responsibility for the benefits. The Union will not unreasonably withhold consent for such change. Agreed to the 22-- day of f'l\~ 20 I~. For the Company For the Union