COLLECTIVE AGREEMENT

Transcription

1 COLLECTIVE AGREEMENT -between - Compass Canada Support Services Ltd. o;aeurest SERVICES (hereinafter referred as the "Employer") -and- Labourers' International Union ofnorth America LIUNA, LOCAL 183 (hereinafter referred as the "Union") Effective: November 1, 2016 Expiry: October 31, 2021

2 TABLE OF CONTENTS ARTICLE PAGE NUMBER Article 1 -RECOGNITION... 3 Article 2 - MANAGEMENT RIGHTS Article 3 - UNION SECURITY Article 4 - NO DISCRIMINATION... 4 Article 5 - NO STRIKES OR LOCKOUTS Article 6 - UNION ACTIVITY ON EMPLOYER'S PREMISES... 5 Article 7 - UNION REPRESENTATION... 5 Article 8 - GRIEVANCE AND ARBITRATION PROCEDURE... 6 Article 9 - SENIORITY, LAY OFF AND RECALLS... 8 Article 10 - HEALTH AND SAFETY... 9 Article 11 -JURY DUTY Article 12 - LEAVES OF ABSENCE Ai tidt: 13 -PAID HOLIDAYS Article 14 -HOURS OF WORK AND OVERTIME Article 15 - JOB POSTING Article 16 - VACATIONS Article 17 - PROTECTIVE CLOTHING AND TOOLS Article 18 - EMPLOYEE PERSONEL FILE AND DISCIPLINE Article 19 - GENERAL Article 20 - CLASSIFICATIONS, WAGE RATES AND BENEFITS Article 21 - DURATION OF AGREEMENT SCHEDULE A- CLASSIFICATIONS AND WAGES SCHEDULE B- EXTENDED HEALTH BENEFITS CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31, 2021

3 ARTICLE 1 -RECOGNITION 1.01 The Employer recognizes the Union as the bargaining agent for all employees of the Employer employed as Customer Service Agents pursuant to the contract between CCSSL o/a Eurest Services and the Greater Toronto Airport Authority dated October 6, 2016, save and except sales, office and clerical staff, supervisors and persons above the rank of supervisor This agreement shall not be construed to extend to or to effect in any other phase of the Company's business. The term "employee" or "employees" as used in this agreement shall be construed to include only the classifications of employees set forth in this article and Schedule "A" and shall not be construed to include any other employees of the Company in any of the Company's other divisions, branches or components The Union recognizes that it is the Company's exclusive right to operate and administer its affairs and no Union activity shall be carried on at the workplace except as specifically authorized by the provisions of this agreement. ARTICLE 2- MANAGEMENT RIGHTS 2.01 The Union recognizes and acknowledges that the management of the facilities and direction of the working forces are fixed exclusively in the Employer and without limiting the generality of the foregoing the Union acknowledges that it is the exclusive function of the Employer to: (a) Maintain order, discipline and efficiency and in connection therewith to make, alter and enforce from time-to-time rules and regulations, policies and practices to be observed by is employees, discipline or discharge employees for just cause provided that a claim by an employee who has acquired seniority that he has been discharged or disciplined without cause may be the subject of a grievance and dealt with as hereinafter provided; (b) Select, hire, conduct tests, transfer, assign to shifts, promote, demote, classify, lay-off, recall, retire employees or select employees; (c) Generally to manage the industrial enterprise in which the Employer is engaged and to exercise all the rights of management except to the extent that such rights are modified by this agreement, to determine the services to be rendered, the kinds of machines to be used, the method of operating, and control of materials or goods to be used; (d) The Employer agrees that it will not exercise its functions in a manner inconsistent with the provisions of this Agreement and the express provisions of CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

4 the Agreement constitute the only limitations upon the Employer's rights ARTICLE 3- UNION SECURITY 3.01 The Employer shall, for each pay period, deduct from the wages of each employee in the unit affected by the Collective Agreement, the amount of regular Union dues as a condition of employment The Union shall notify the Employer in writing of the amount of regular Union dues to be deducted in accordance herewith and the Employer may, for all purposes, rely upon such written notification as conclusive evidences that the amounts so deducted are in accordance with the Unions constitution and bylaws The Employer will remit the amount so deducted from the wages of each employee to the Secretary{freasurer of the Union no later than the fifteenth (15th) day of the month following the deduction, together with the Social Insurance Number for each employee in respect of whom a deduction has been made The Union shall indemnify and save the Employer harmless from any claims, suits, judgments', attachments and from any form of liability as a result of making such deductions in accordance with written direction of the Union 3.05 The Union will refund directly to all employees any amount for which wrongful deductions were made by the Employer in accordance with the written notification provided by the Union. ARTICLE 4- NO DISCRIMINATION 4.01 There shall be no discrimination, restraint, or coercion against any employee by either the Employer or the Union for any reason as specified in Ontario Human Rights Legislation The Union agrees it will not discriminate against, coerce, restrain or influence any employee because of his membership or non-membership, his activity or his lack of activity in any labour organization The Employer agrees that it shall not interfere with, restrain, coerce or discriminate against employees in their lawful right to become and remain members of the Union and to participate in its lawful activities The Union and Employer recognize the reciprocal value of improving, by all CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,2021 4

5 proper and reasonable means, the productivity of the individual employee and undertake jointly and severally to promote and encourage such improved productivity. ARTICLE 5- NO STRIKES OR LOCKOUTS 5.01 The Employer agrees that it will not cause or direct any lock-out of its employees for the duration of this Agreement. The Union agrees that neither it, nor its Representatives will, during the term of the Agreement, authorize, call, cause, condone, sanction, encourage, support or take part in any strike, work stoppage, picketing, slowdown or curtailment or restriction of production, or interference with work in the Employer's work-place or premises. ARTICLE 6- UNION ACTTVITY ON EMPLOYER'S PREMISES 6.01 Except as expressly permitted by this Agreement, there shall be no Union activities on Employer's time or on Employer's property without the prior permission of the Employer. ARTICLE 7- UNION REPRESENTATION 7.01 The Employer acknowledges the right of the Union to appoint or otherwise select one (1) Steward on each shift for the purposes of representing employees in the handling of grievances The Union will inform the Employer in writing of the name of the Stewards and any subsequent change in the names of such Stewards. The Employer shall not be asked to recognize any Steward until such notification from the Union has been received No Steward shall leave his work station to investigate or process a grievance without the prior consent of a member of management which consent shall not be unreasonably withheld The Employer agrees that the Steward shall not suffer loss of pay (straight-time) for reasonable time spent in the handling of grievances provided that such reasonable time shall not, except in extraordinary circumstances expressly agreed to by the Employer, exceed in the aggregate of one (1) hour during any (1) shift Shop Stewards shall exercise the privileges herein provided in such a manner as to promote good order and discipline and with the least possible interference with the regular duties of their employment. All time spent away from his work 5 CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31, 2021

6 station by the Steward shall be devoted to the handling of a particular grievance necessitating his absence The Union Business Agent will not enter any premises of the Employer without obtaining the prior consent of the Manager, which shall not be unreasonably withheld. ARTICLE 8- GRIEVANCE AND ARBITRATION PROCEDURE Grievance Procedure 8.01 Should any dispute arise between the Employer and an employee or between the Employer and the Union as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, an earnest effort will be made to settle such differences without undue delay in the following manner. Step 1 An employee who has a complaint or question shall discuss the matter with his supervisor within five (5) calendar days of the action giving rise to the complaint or question. A steward may accompany the employee if they so desire. If the parties do not reach an understanding then the next step of the grievance procedure may be invoked. Step 2 The grievance shall be submitted in writing to the Human Resources Manager within ten (10) calendar days of the time the employee or the Union should reasonably have known of the occurrence of the event upon which the grievance is based. The Human resources Manager and the Local Union Business Representative shall endeavour to arrange a satisfactory settlement within ten (10) calendar days. If such settlement cannot be reached the next step of the grievance procedure may be invoked. Step 3 Failing a satisfactory settlement of the grievance at Step 2, the matter may, by agreement of the parties, be referred to mediation, within a period of ten (10) working days from the receipt of the Company's written answer at Step 2. If mediation is not agreed to then the matter may be referred to Arbitration Any of the time limits provide for in this Article 8 may be extended by written agreement between the Employer and the Union. If a grievance is not CCSSL & L/UNA, Local183- PCSA Collective Agreement: November 1, 2016 to October 31,

7 presented within the applicable time limit, or is not processed through the steps of the Grievance Procedure within the time limits provided, it shall be deemed to be withdrawn or abandoned and thereafter be barred Where a difference arises between the Union and the Employer relating to the interpretation, application or administration of this Agreement or where the Union alleges violation of the Agreement and such difference or allegation cannot be made the subject of an employee grievance, the Union may file a grievance in writing as a policy grievance with the Director of Labour Relations within and not after ten (10) working-days from the date of the incident giving rise to the grievance. The Employer may similarly file a policy grievance against the Union. Any such grievance may be filed with the Business Manager or a Business Agent of the Union within and not after ten (10) working-days from the date of the incident giving rise to the grievance and the Union will give its answer to such grievance in writing within five (5) working-days of the date the written grievance was filed with it. If the Employer is not satisfied with such answer, the grievance may then be referred to arbitration by the Employer under Article A claim by an employee who has completed his probationary period that he has been discharged from his employment without just cause shall be treated as a grievance, if a written statement of such grievance is lodged with the Branch Manager or his designate within five (5) working days after the employee ceases to work for the Employer. All preliminary steps of the grievance procedure prior to Step 3, will be omitted in such cases The Employer and the Union agree that the decision whether or not to retain probationary employees is at the sole discretion of the Employer. The Employer and Union further agree that probationary employees shall not have access to the grievance procedure. Arbitration Procedure 8.06 Where a difference arises between the Employer and the Union relating to the interpretation, application or administration of this Agreement, either of the parties may, after duly exhausting the Grievance Procedure established by the Agreement, notify the other party in writing of its desire to submit the matter to arbitration. The Employer and the Union shall then endeavor to select an impartial Arbitrator within seven (7) days of the receipt of such notice. Failing agreement, either party may then request the Minister of Labour to appoint an Arbitrator. The Arbitrator so selected or appointed shall hear and determine the dispute or allegation and shall issue his decision, which shall be final and binding CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

8 upon the parties and upon any employee affected by it. The Arbitrator shall not have jurisdiction to entertain any grievance which as not been duly processed through the Grievance Procedure. The Employer and the Union shall each pay one-half (Yz) of the fees and disbursements of the Arbitrator. The Arbitrator shall not have any authority to alter or amend in any way the provisions of this Agreement; to give any decision inconsistent with or contrary to the terms and conditions of this Agreement; or in any way to modify, add to or delete from any provision of this Agreement. ARTICLE 9- SENIORITY, LAY OFF AND RECALLS 9.01 An employee will be considered a probationary employee for the first ninety (90) calendar days worked of his employment, and will have no seniority rights during this period. After ninety (90) calendar days his seniority shall date back to the date of his last hiring at the location(s) as identified in Article Recognition. Absence for any reason during the probationary period is not considered as a day worked the purpose of calculating ninety (90) calendar days A seniority list of all employees covered by this Agreement shall be posted in January of each year In the event of a lay-off employees with the least seniority, shall be laid-off first, providing that the employees who remain on the job have, in the opinion of the Employer, the necessary skill, ability, and qualifications to perform the work in question In the event of a recall, employees will be recalled in the reverse order that they were laid-off provided the employee to be recalled has the necessary skill, ability and qualifications to perform the work in question An employee will lose all seniority and his employment shall be deemed to be terminated if he; a) quits his employment, b) is discharged and not reinstated through the Grievance or Arbitration Procedures, c) is absent from work for a period of one (1) working-day without notifying the Employer, d) fails, upon being notified of a recall to work from lay-off, to report for work within three (3) calendar days after such notification has been given by telephone or by registered mail, except where written approval has been granted to the employee to postpone his return. Where such notification is given by registered mail, it shall be deemed to have been received by the CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,2021 8

9 employee five (5) days after it is mailed. ~) _obtains a leave of absence for one purpose and uses it for anoth_er, accepts other employment during a leave of absence granted by the Employer, g) is laid-off for more than twelve (12) consecutive months or the length of his/her seniority, whichever is shorter It is the employees' responsibility to ensure that their home address, address and telephone number are current at all times. If the employee fails to do this, the Employer will not be responsible for failure to notify. ARTICLE 10- HEALTH AND SAFETY The Employer and the Union recognizes the importance of promoting safe working conditions and the safe handling of equipment at all times. It is equally recognized to be in the best interest of all parties to at all times comply with the statutes and regulations which pertain to the Employer's operation In the event that an employee alleges the existence of any unsafe practice or unsafe conditions, and employee concerned has the obligation to immediately report such a practice or condition to the Employer The parties recognize the importance of safety provisions in the work-place for the welfare of the employees and protection of the Employer's property. There shall be a certified Health And Safety Representative consisting of the (1) person selected by the Union. The name of the representative shall be posted on the Employer bulletin boards. This representative shall investigate, discuss and submit recommendations calculated to relieve against any unsafe conditions that may exist. These recommendations are to be submitted to the Employer and the Employer agrees to make reasonable efforts to improve any safety defect which the representative may call to its attention WORKPLACE INJURY AND PAY ON THE DAY OF INJURY 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. In the event another employee is required by the Employer to escort the injured employee home or to a hospital, the said employee shall not lose pay from his regular scheduled shift if he returns to the workplace. CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

10 ARTICLE 11 -JURY DUTY An employee who has completed the probationary period and who is summoned to serve as a juror and reports for jury duty will be paid an amount equal to the difference of the daily jury fee paid by the court for each day on which he reports or performs jury duty and the amount he would have received from the employer had he otherwise been scheduled to work, to a maximum of six (6) weeks. The amount of such difference shall be calculated on the employee's regular straight-time hourly rate to a maximum of regular scheduled hours per day. ARTICLE 12- LEAVES OF ABSENCE In the event of a request for a leave of absence the employee will provide acceptable justification for the leave An employee returning from an authorized leave of absence shall be placed in his/her former job and shift, if possible Bereavement Leave In the event of a death in the immediate family of an employee he shall be granted up to three (3) consecutive day's leave of absence to attend the funeral. Bereavement Leave when granted will be paid at the regular straighttime hourly rate, for loss of scheduled work, from the day of death up to and including the day of the funeral for a maximum not to exceed three (3) consecutive days. This period may be extended by up to two (2) days leave without pay if reasonable justification is provided. In the event, the death occurs outside Canada, the employee shall be entitled to on (1) day's leave of absence without loss of pay if they do not attend the funeral but participates in a memorial service in the area of residence. Immediate family shall mean the employee's spouse, parent, child, brother or sister or the employee's parent-in-law. In order to qualify for bereavement leave pay an employee must substantiate to the Company's satisfaction his claim for the entitlement under this article. Article only applies to any day which the employee is scheduled to work. CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

11 ARTICLE 13-HOLIDAYS For the purposes of Agreement, the following days are recognized as paid holidays for employees who have completed their first thirty (30) days of employment with the Company: New Year's Day Labour Day Good Friday Thanksgiving Day Victoria Day Canada Day Remembrance Day Christmas Day Boxing Day An employee will be paid for a holiday, an amount equal to the sum of regular scheduled hours for the day times his/her regular rate of pay, provided he/she; (a) (b) works his last full scheduled shift before and his first full scheduled shift after such holiday if he is scheduled to work unless he is excused by the Employer: is on the active payroll of the Employer and not on a leave of absence, sick leave, Workers' Compensation or lay-off; If any of the above holidays fall or are observed during an employee's vacation, he shall be entitled to an extra day's pay at his straight-time hourly rate If an employee works any of the said holidays, he shall be paid for all hours worked on the holiday at one and on-half (1 V2) times his regular straight-time hourly rate-of-pay in addition to his holiday pay as herein provided for If during the term of this agreement a public holiday is proclaimed, such holiday shall be deemed to be a paid holiday In no event will an employee required to work on a paid holiday, who does not report for and perform the work, receive pay for the holiday This section is subject to the labour/employment standards legislation under Federal jurisdiction and may be revised to coincide with any changes made in the labour/employment standards legislation under Federal jurisdiction. Employees scheduled on a Statutory Holiday do not have the right to refuse to work. ARTICLE 14- HOURS OF WORK AND OVERTIME The operations of the Employer run on a seven (7) day a week basis. 11 CCSSL & LIUNA, Local183- PCSA Collective Agreement: November 1, 2016 to October 31, 2021

12 Normal shifts for employees in other classifications shall not exceed forty ( 40) hours in a week (Sunday through Saturday inclusive). Any hours worked in excess of forty ( 40) hours in a week shall be paid at the rate of one and a half (1 1 h) times the employee's regular rate of pay. The work week shall commence and reflect the pay schedule cycle of the Company Employees who are scheduled to work more than five (5) hours in a shift will be scheduled a one-half (V2) hour unpaid meal period. One (1) paid fifteen (15) minute break will be allowed during each 4 hour period. Such lunch period and breaks will be scheduled, where possible, so that the services of the Company will not be unduly affected The Company maintains the right to schedule shifts in accordance with work requirements. Starting times, quitting times, shifts and the arrangement of shifts and breaks shall be determined on an ongoing basis by the Manager. Nothing in this Collective Agreement shall be construed as a guarantee as to the hours of work per day nor as to the hours of work for any other period of time nor as a guarantee of working schedules. Subject to the other provisions of this Collective Agreement employees will only be paid for hours actually worked. There shall be no shift trading amongst the employees without the express permission of management. It is understood that in the event permission is granted, there shall be no overtime pay resulting from the shift trade REPORTING PAY Unless employees are notified not to report to work, employees who report for work at their regular starting time and for whom no work is available shall receive not less than four ( 4) hours of any work that is available at the straighttime hourly rate, or if no work at this time is available, shall receive four (4) hours' pay at the straight-time hourly rate The Employer shall make every effort to distribute overtime equitably among the employees who normally perform the work to be done. Overtime will be offered in order of seniority and on a rotating basis, beginning with the most senior employee first. In applying this principle it is understood that if overtime is required at the end of any shift, the employees on that shift would normally be assigned to perform such overtime on the basis of those with the least seniority and I or the lowest number of hours worked first. In the event that there are no volunteers the Employer reserves the right to assign overtime on a reverse seniority and rotating basis, beginning with the least senior employee. CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

13 The Employer shall give notice of overtime work as far in advance as practicable. ARTICLE 15- JOB POSTING When a new job classification is created, the Employer will post a notice of vacancy for a period of five (5) calendar days on a bulletin board provided for this purpose. The notice shall state the classification in which the vacancy exists, the nature of the duties, the qualifications required and the rate-of-pay. An employee who wishes to be considered for the position so posted shall signify his desire by making written application to the Manager. The successful candidate shall be moved to his new position as soon as it is practical to do so. Subsequent vacancies will not be posted. In filling any posted vacancy under this Article, the Employer will consider the requirements and efficiency of operations, and the knowledge, training, skill, ability, and qualifications of the individual to perform the normal required work and where these are equal as between two (2) or more applicants, seniority shall be the governing factor in making the selection Should the successful applicant for such vacancy be unsatisfactory, he shall be returned to his former job and the vacancy many be filled without further posting. If the vacancy is not filled as a result of the said posting or if no suitable applications are received, the Employer reserves the right to hire Any employee who has successfully bid under this Article shall not be entitled to bid on another posted vacancy for twelve (12) months from the date of his successful bid, except with the permission of the Employer. New employees are not eligible to bid on posted vacancy for six (6) months from date of hire, except with the permission of the Employer Any job which is temporarily vacant because of illness, accident, vacation, leave of absence or pregnancy leave, and jobs which become vacant while employees are on lay-off, shall not be deemed to be vacant for the purpose of this Article The Company reserves the right to fill a vacant position with a person of their choice in the event that no bids are received or if the applicants do not meet the criteria for the job which are outlined in Article ARTICLE 16- VACATIONS The Employer shall accept vacation time requests during the period from January 1st of each year until March 1st and the Employer shall respond to such requests, by no later than March 30th of the same year. Upon the Employer's response to the vacation time requests as set out above, those employees who submitted a vacation request during the Request Period but were not granted their requested vacation time shall be given within 24 hours to CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

14 provide the Employer with alternate vacation time and such vacation time shall be granted on the basis of seniority within their shift and classification. The Employer shall respond to the (''second'') request within five (5) business days. Employees who did not request vacation time during the prescribed periods shall be entitled to request vacation time during the period of April 7th to May 15 (the "2nd Request Period"), of each year, and the Employer shall award vacation time during the 2nd Request Period on a first come first serve basis. After May 16th of each year vacation time will be assigned by Management to those employees who remain without assigned vacation time based on available time slots beginning from the start of the vacation entitlement year. Any vacation time assigned by the Employer must be completed no later than ten (10) months of the employee's twelve (12) month vacation entitlement year. It is understood that vacation entitlement shall be taken in accordance with work requirements and length of service. The Employer will endeavour to accommodate employee's vacation requests; however, vacation schedules may necessarily be subject to the vacation schedules as programmed by the Company's client. Where necessary, staff will be required to maintain those services deemed necessary by the Company during such periods Employees must have their vacations approved by the manager prior to making travel arrangements or booking their holidays. Vacation time must be taken in one (1) week time increments. Management reserves the right to schedule vacation time for the employees who do not request vacation time off Employees may not carry vacation time from year to year. Hourly paid employees will be paid their vacation entitlement in July each year, unless they request their vacation pay in writing, at least 4 weeks prior to going on vacation The Employers' vacation year extends from July 1st to June 30th and is administered on the basis that employees earn the right to vacation in the first year of their employment with the Employer and then takes vacation in year two. The employee's vacation entitlement is as follows. Vacation Benefits 1-5 years of service 2 weeks 6-10 years of service 3 weeks year of service 4 weeks 21 + years of service 5 weeks 4% gross pay 6% gross pay 8% gross pay 10% gross pay Gross pay excludes vacation pay, standby pay, and holiday pay for holidays not worked, paid leaves of absence and percentage payments in lieu of benefits. 14 CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,2021

15 ARTICLE 17-PROTECTIVE CLOTHING AND TOOLS Work uniforms and personal protective equipment shall be supplied by the Employer at no cost to the employees in the bargaining unit, and must be worn when on duty, as required The Employer agrees to pay up to one hundred dollars ($120.00) for certified safety foot wear to each non-probationary employee, where applicable, upon presentation of a receipt for same, to a maximum of once every two (2) year Tools or equipment needed by employees to perform their respective jobs shall be supplied by the Employer in accordance with Employer's policy. ARTICLE 18- EMPLOYEE PERSONNEL FILE AND DISCIPLINE The Employer may remove a letter of reprimand from the employee's personnel file, upon request by the employee, provided that: (a) (b) (c) The Employee has not received any discipline for a period of 24 months; The reprimand did not include a suspension, demotion or transfer as a result thereof; The misconduct did not involve a potential Health & Safety issue, a potential Human Rights issue, a potential criminal matter or an issue constituting breach of trust. ARTICLE 19- GENERAL There shall be no pyramiding or duplication of any payments, benefits or allowances from any source All correspondence arising out of, or incidental to this Collective Agreement, shall pass between the HR Department of the Company and the Business Representative of the Union, unless otherwise herein specified The Company shall provide a space for the posting of official notices from the Union; such notices are subject to Company approval prior to posting An employee unable to report for work due to sickness or other justifiable reasons shall notify his immediate supervisor four (4) hours before CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

16 commencement of the shift he was due to report for. In the event of an emergency the employee shall be required to call his/her supervisor as soon as possible. When notifying the Employer of absence, an employee must give an estimated date of return. If later he is unable to return on that date, a new return date must be given to the supervisor on or before the original estimated date of return The Company reserves the right to request substantiation of any absences and when necessary, to send the employee for a second medical opinion, from a physician selected by the Company, at the Company's cost LOCKER INSPECTIONS The Employer reserves the right to conduct random locker inspections with forty-eight ( 48) hours' notice and will not do so unless the employee and a Union Steward are present for the inspection. The Employer further agrees that it will not unreasonably exercise its right to inspect. In the event that the Ministry of Transportation evokes mandatory security measures that would affect any person(s) carrying activities at the Airport including tenants and contractors, it is understood that all employees will be subject to reasonable compliance. While on duty employees must be in possession of their security ID pass at all times. The ID pass must be "visible" and ready for inspection by Airport/GTAA Security Officers if required. Employees are responsible for any fees charged by outside sources to replace lost or fail to return security ID pass/badge and/or parking decals. Security ID pass and/or parking decals may be returned directly to the Employer or to the GTAA office provided that the Employer is provided with an original receipt that will confirm the return date(s) of such (item)s. ARTICLE 20- CLASSIFICATIONS, WAGE RATES and BENEFITS Wages shall be paid bi-weekly by direct deposit The regular straight-time hourly wage rates and corresponding classifications shall be set out in Schedule "A" attached to and forming part of this Agreement Extended Health Benefits set out in Schedule "B" attached. CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

17 ARTICLE 21- DURATION OF AGREEMENT This Agreement shall be binding and remain in effect from November 1, 2016 until October 31, 2021 and shall continue in force from year-to-year thereafter unless either party shall furnish the other with written notice of termination or proposed revision at least ninety (90) days notice to commence negotiations prior to expiry. IN WITNESS WHEREOF the parties hereto have affixed their signature, this \ os\ f Day o LIUNA Local183 CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

18 WAGES Classifications: Nov 1, Post Probation Nov 1, Nov 1, Nov 1, 2016 (90 days) Priority $12.00 $13.26 $13.46 $13.71 $14.01 Customer Service Agent Stanchion $12.00 $13.26 $13.46 $13.71 $14.01 Service Agent CCSSL & LIUNA, Local183- PCSA Collective Agreement: November 1, 2016 to October 31,

19 EXTENDED HEALTH BENEFITS The Employer shall remit the premium required for those employees in the employ of the Employer, who have completed twelve (12) months of service and are normally scheduled to work thirty (30) hours per week or more into Labourers' Local 183 Industrial Benefit Fund, jointly administered by an equal number of Employer and Union Trustees, for the purpose of purchasing benefits under Plan "B". For the purpose of clarification, the employee completes twelve (12) months of employment, the company remits contributions on the 13th month, and the employee is entitled to submit claims on the 14th month after their employment started. Contributions shall be adjusted as follows per employee per month: Effective Nov 1, 2017: Effective Nov 1, 2018: Effective Nov 1, 2019: Effective Nov 1, 2020: Employer contribution: $ Employee contribution: $40.00 Employer contribution: $ Employee contribution: $40.00 Employer contribution : $ Employee contribution: $40.00 Employer contribution: $ Employee contribution: $40.00 (Employer to pay all taxes) Retirement Fund The Employer agrees to contribute for each hour of regular time worked, up to 150 hours maximum per month, by each employee covered by this Agreement into the Labourers' Local 183, Retiree Benefit Fund as follows: Effective November 1, 2016: $0.02/hr. These contributions shall be remitted to the Labourers', Local 183 Retiree Benefit Trust Fund monthly, together with a duly completed Employer's Report Form, by the fifteenth (15) of the month following the month for which the payment is due. The Employers' responsibility and liability for the Pension and Retirement Funds as set out above is strictly limited to the obligation to make the contributions as set out in the relevant provision. CCSSL & LIUNA, Local183- PCSA Collective Agreement: November 1, 2016 to October 31,

20 The Employer shall remit the contributions referred above no later than the fifteenth (15th) day of the month prior to benefit coverage taking effect. If an employee is off work due to a verified illness or non-work related injury, the Employer shall continue to make contributions on behalf of the employee for a period not to exceed two (2) months. Note: It is understood that the Employer shall not be construed to be an insurer nor shall it have any liability other than making the payment as aforesaid to the Trust Fund and that the Union agrees to indemnify and save harmless the Employer against any or all claims which may be made against it in respect of any claim by an employee for the insurance coverage provided for herein. CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

21 LETTER OF UNDERSTANDING #1 Extended Health Benefits During the waiting period (first twelve (12) months of service with the Employer), employees who desire to purchase Benefits through the Union plan may do so at their own cost. The Union will provide the options available to the employees interested in participating. The employee so desiring must provide the Employer with a written request and directive to have the applicable cost (as determined by the Benefits Plan Administrator) deducted from their pay cheque and remitted to the Union on their behalf. Dated this \ ~-r day of --~..:...::=...! <O::::..c\J"--'~=-o-l.:...::~=..;= For the Employe For the Union CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,

22 LETTER OF UNDERSTANDING #2 Parking Parking privileges will be provided to the employees covered under this collective agreement for the duration of the services agreement dated October 6, 2016 "the Service Agreement" between Compass and the GTAA. This privilege is subject to any changes by the GT AA to the terms and conditions of the said "the Service Agreement" Dated this \ ~" day of ~_"' _: ~_=_"'""' --=e:.:=~= For the Employer For the Union CCSSL & LIUNA, Loca/183- PCSA Collective Agreement: November 1, 2016 to October 31,