COLLECTIVE AGREEMENT. Key Largo Electric Ltd. (the "Employer") Local Union 258 of the International Brotherhood of Electrical Workers.

Transcription

1 COLLECTIVE AGREEMENT Between: Key Largo Electric Ltd. (the "Employer") And: Local Union 258 of the International Brotherhood of Electrical Workers (the "Union") July 27, 2016 to December 31, 2019

2 PREAMBLE THIS AGREEMENT between the Union and the Employer is a binding agreement on every member of the bargaining unit. The object of this Agreement is to establish mutually satisfactory relations between the Employer and its employees and the Union, and to provide machinery for the prompt and equitable disposition of grievances without work stoppages, slowdowns or work-to-rule actions, and to establish and maintain satisfactory working conditions, hours of work and wages for all employees who are subject to the provisions of this Agreement. The Agreement is drafted in recognition that both parties are committed to bringing about the success, the growth and the expansion of the business in order that good wages can be paid, working conditions improved and employment stabilized. THIS AGREEMENT is made and entered into this 27th day of July, 2016 by and BETWEEN KEY LARGO ELECTRIC LTD. AND LOCAL UNION 258 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS In consideration of harmonious relations and settled terms of employment, and the covenants and terms set out in this Agreement, the Parties agree to the following conditions of employment commencing July, 2016, which will continue in full force and effect until December 31, 2019, and thereafter from year to year unless one Party provides notification of the desire to amend, substitute or cancel is given in writing to the other. Either Party may at any time within four (4) months immediately preceding the date of expiry of the Agreement, by written notice, require the other Party to the Agreement to commence Collective Bargaining. During the term of this Agreement, the Employer agrees that there will be no lockouts and the Union agrees that there will be no strikes, slowdowns or work-to-rule actions. ARTICLE 1 JURISDICTION, RIGHTS AND HIRING PROCEDURE 101 The Employer recognizes the Union's exclusive jurisdiction to represent the employees in the bargaining unit as defined in the certification certificate issued by the BC Labour Relations Board. 102 For the purpose of this Agreement, "Electrical Work" means the installation, alteration, repair, maintenance, metering, or testing of electrical, fibre optic and/or electronic equipment. 103 The Employer agrees to employ only members in good standing in the Union. The Union agrees to permit an Employer, owner, director, or partner to work with tools and supervise the work with written sanction. Written sanction will not be withheld when written evidence of the status of the Employer, owner, director, or partner is provided to the Union s Business Manager. 104 The Employer will be considered to have established a permanent place of business when such premises are properly identified. A permanent place of business is defined as one which has been established through the purchase, lease or rental of property upon which has been established proper facilities and from which the Employer intends to carry on the continuous operation of his business for an indefinite period of time ( Premises ). Premises will contain adequate storage (space that will allow storage of employees' personal tools and belongings within the Employer s locked premises), and washroom facilities (washrooms and toilets). 105 The Union reserves the right to discipline its members for violation of its laws, rules and agreements. The Union further reserves the right to withdraw employees on working cards for violation of its laws, rules and agreements or at such times as they can be replaced by qualified members, particularly during periods of unemployment within the Union. In the event the Union deems it necessary to withdraw a working card or cards, the Employer must be notified in writing. The Employer agrees to suspend the employee within forty-eight (48) hours of such written notice. On out-of-town jobs this period will be extended by written agreement between the Employer and the Business Manager.

3 106 Shop Stewards (a) The Union will have the right to appoint a Shop Steward at any Premises where workers are employed under the terms of this Agreement. During scheduled working hours, Shop Stewards will be provided sufficient time to address workplace matters with the Employer and employees, provided such time does not interfere with the Employer s operations and subject to applicable safety rules. Shop Stewards will be granted unpaid time to conduct the business of the Union, provided (i) the Union has given the Employer sufficient advance notice, and (ii) excusing the Shop Steward from his or her duties will not negatively affect the Employer s operations or contract service requirements. In the absence of the Shop Steward, recognition will be given to the Union s business office appointee. (b) In the event a second or third shift is established, the Union will have the right to appoint an Assistant Shop Steward for each of the second or third shift. Should a second or third shift come to an end, the position of Assistant Shop Steward on such shift will end. Assistant Shop Steward(s) will be afforded the same conditions as afforded to the Shop Steward as provided for in (a) above. 107 Bulletin Boards. Bulletin boards will be furnished at the permanent place of business by the Employer for the Union's use, for the purpose of posting notices to Union members. The Union agrees that it will confine such posted notices to information concerning Employer-Union relations and matters of concern to Union members. The Union further agrees it will not post any notices that are disparaging, derogatory, inflammatory or critical of the Employer. Postings on bulletin boards will be made by a Shop Steward or a manager. 108 Subcontracting (a) The Employer will retain the right to enlist the services of contractors, provided that the contracting out of work that can be performed by employees in the Bargaining Unit does not directly or indirectly cause any employee covered by the terms of this Agreement to be discharged, indefinitely and/or temporarily laid off, transferred to a lower paying classification or have their regular hours of work or wages reduced. (b) Prior to the contracting out of any work normally performed by the members of the Bargaining Unit, a meeting will be convened between the Union and the Employer to discuss options and alternatives to ensure that such work remain within the jurisdiction of the Bargaining Unit. 109 Union Dues. The Employer agrees to deduct initiation fees, assessments and dues from any employee's wages when it has received properly signed authorization of the employee to do so. Such monies will be paid monthly to the Union accompanied by a list of the employees for and on behalf of whom such deductions have been made, by the fifteenth (15th) day of the month following the month for which deductions were collected by the Employer, which deductions will not conflict with the provisions of BC s Labour Relations Code. 110 Payroll Records. The Employer will provide employee payroll records to the Business Manager or a Union representative to the extent the payroll records are relevant to a grievance. 111 Premises and Job Site Access. During working hours, the Business Manager or a representative will have access to any Premises where employees are employed under the terms of this Agreement. Meetings with the employees will not be held on the Premises without the Employer's consent. The Business Manager or a representative will obtain consent from the Employer's designated representative within a reasonable time prior to proceeding to the Premises. For access to job sites, the Union will arrange for access with the job site foreman directly or indirectly through the employees working at the job site. 112 Savings Provision. Should any provisions of this Agreement be declared illegal by any court of competent jurisdiction, such provisions will immediately become null and void, leaving the remainder of the Agreement in full force and effect. In this event, the Parties will seek to negotiate substitute provisions which are in conformity with applicable law.

4 113 No Discrimination. The Employer and the Union will not discriminate against any person because the person made a complaint, provided information with respect to an alleged failure to comply with the provisions of this Agreement, or participated in an investigation or complaint. 114 Management Rights. The Union acknowledges that it is the exclusive function of the Employer: to manage, operate and direct its business; to maintain order, discipline and efficiency; to set down all Company policies and procedures; and to hire, discharge for just cause, classify, transfer, promote, demote, lay-off, and discipline employees; and the Employer agrees that its exclusive functions will be subject to the provisions of this Agreement. ARTICLE 2 GRIEVANCE PROCEDURE 201 Should any difference arise between the parties bound by this Agreement concerning its interpretation, application or any alleged violations of the Agreement, or any labour relations, employment or human rights-related laws, including any question as to whether any matters are arbitrable, there will be no interference with the progress of work, and the difference will be finally and conclusively settled as hereinafter provided. 202 Either Party may initiate a grievance within fourteen (14) calendar days of becoming aware of the issue by providing written notice to the other Party together with particulars of the violation and the applicable article(s) and/or laws. The grieving Party will notify the other in writing of its intent to arbitrate at Stage 3 within thirty (30) calendar days of the initiation of the grievance at Stage 1, and will provide written confirmation of the particulars of the violation and the applicable article(s) and/or laws. The Parties agree that the timelines for the grievance procedure are strictly enforceable, but may be extended by mutual agreement. A dispute will not be considered a grievance until discussed by Union representatives with representatives of the Employer who are not members of the bargaining unit. The Shop Steward, preferably with the individual employee involved, will first take up the matter with the first line supervisor directly in charge of the work. (a) Stage 1 Grievances at this stage will be in writing within fourteen (14) calendar days of becoming aware of the issue by providing written notice to the other Party together with particulars of the violation and the applicable article(s) and/or laws, and will be followed by a discussion between the Business Manager (or his delegate) and the appropriate first line supervisor directly in charge of the work with one (1) week of the written notice. A written reply will be supplied to the grieving Party within one (1) week of receipt of the written notice. (b) Stage 2 Failing resolution of the differences or dispute at Stage 1, the grieving Party will escalate the grievance to Step 2 by written notice to the other within one (1) week of receipt of the written reply declining resolution under Step 1 of the grievance procedure, and the Employer and the Business Manager (or his delegate) will further discuss mutual resolution. A written reply will be supplied to the grieving Party within fourteen (14) calendar days of the writing initiation of Step 2. (c) Stage 3 Failing resolution of the differences or dispute at Stage 2, the matter may be referred to a single arbitrator by agreement of the Parties, or failing agreement to be appointed by the Director of Labour Relations of the BC Labour Relations Board at the request of the Parties to the Agreement. Arbitration proceedings may only be initiated by one of the Parties to the Agreement and must be commenced by written notice to the other Party within one (1) week after receipt of the written reply at Stage 2. The decision of the arbitrator will be final and binding on both Parties. Each Party will pay one-half (1/2) of the fees and expenses of the arbitrator.

5 The arbitrator will not have any power to alter or change any of the provisions of this Agreement or to substitute any new provisions for any existing provisions, and in reaching its decision it will be bound by the terms and conditions of this Agreement. 203 In respect to any grievance of a general nature, or relating to the dismissal or discipline of any employee(s), the grievance procedure may be varied by commencing the grievance procedure at any appropriate stage up to and including Stage 2. ARTICLE 3 PROBATION, HOURS.OF WORK, CALLOUT, OVERTIME, SHIFT WORK 301 Probation. Each new employee will complete a probationary period of 1040 regular hours of work, or six (6) calendar months whichever comes first, which period the Employer will use as a trial period to assess the employee s skills and ability, and the employee s suitability for the position and fit with the culture of the workplace. New employees completing their probation period will have the right to the grievance procedure. 302 Trial Period. Employees who post into a new position or classification will complete a trial period of 520 regular hours of work, which period the Employer will use as a trial period to assess the employee s skills and ability, and suitability for the new position. If the employee fails to successfully complete the trial period or dislikes the new posting, the employee will be returned to the position held by the employee immediately prior to the trial period. 303 Hours of Work. The Employer may schedule employees for part-time or full-time hours depending on operational needs; however, the Employer will schedule as many full-time shifts as reasonably possible. Full-time hours will be considered between 36 and 40 hours per week. Starting and stopping times may be varied by two (2) hours earlier or 1hour later than the normal 8:00 a.m. start time at the Employer's discretion and any other such times that are mutually agreed. An unpaid mid-shift meal period of one-half (1/2) hour may be extended to one (1) hour by mutual agreement. All time worked in excess of the employees regularly scheduled shift or forty (40) hours per week will be considered overtime and will be paid at the prevailing rates set out in Article 306 and 307. The Employer may require employees to work scheduled or unscheduled overtime hours to meet business or operational needs. If employees are required by the Employer to report for work during the regular working day, and if no work is available, they will receive two (2) hours' pay. 304 Utility and Office Scheduling (a) Regular Work Week: A regular work week will consist of eight (8) hours of work per day, from Monday to Friday, inclusive, from 8:00 am to 4:30 pm, totaling forty (40) hours of work per week. (b) Compressed Work Week: A compressed work week may be established by mutual agreement between the Employer and the employees and will consist of either four ten (10) hour days per week, or three twelve point five (12.5) hour days per week, as follows: (i) (ii) 4 X 10 hour work week: Employees will work ten (10) straight time hours (8:00 am to 6:30 pm, including an unpaid meal break, from Monday through Thursday inclusive, or from Tuesday through Friday, inclusive, for a work week consisting of forty (40) straight time hours; or 3 X 12.5 hour work week: Employees will work twelve and one-half (12.5) straight time hours (7:00 am to 7:30 pm, including a paid meal break) for three (3) consecutive week days, for a work week of thirty-seven and one half (37.5) straight time hours.

6 (iii) (iv) Notwithstanding (i) or (ii), immediately above, the scheduled start time of a compressed work week shift may be varied by up to one (1) hour earlier at the discretion of the Employer. Any other scheduling shall be by mutual agreement. Employees may work on PSIs, or other piece rate work, for seven (7) days per week if they elect to do so, and no overtime rates will be applicable. 305 Daily Travel and Expenses. The Employer will pay all travel time and expenses from reporting point to job, from job to job, and from job to the closer of reporting point or the employee s residence, which is actually, necessarily and reasonably incurred, as well as all telephone expenses incurred in connection with the job. Vehicle expenses will be forty-five cents ($0.45) per kilometer when employees utilize their personal vehicle. All traveling time, but not commuting time, will be paid at the prevailing rate. 306 Overtime. Overtime pay at the rate of time and one-half (1.5) the applicable regular straight time hourly wage rate shall be paid on the following basis: (i) (ii) For the first three (3) hours in excess of the normal daily full shift hours. For the first normal daily full shift hours in excess of the normal weekly full shift hours 307 Overtime. Overtime at the rate of two (2) times the applicable regular straight time hourly wage rate shall be paid for all hours in excess of those worked in 306 (i) or (ii) above. 308 Overtime Meal Breaks. Where more than one (1) hour of work is required after a scheduled shift, the employee will be entitled to the following breaks: (a) For work requiring more than two (2) additional hours, a paid meal break of one-half (1/2) an hour at the end of the scheduled shift. (b) For work requiring more than one (1) additional hour, a paid fifteen (15) minute rest break at the end of the scheduled shift. (c) For work in excess of two (2) additional hours after the end of the break taken in (a) or (b), immediately above, a paid fifteen (15) minute rest break. (d) Where it is unknown if it the additional work required to be completed will be in excess of two (2) hours, the employee may elect to take a fifteen (15) minute rest break at the conclusion of their scheduled shift and, if the work performed is more than two (2) hours, the employee may either (i) take the paid one-half (1/2) an hour meal break after two hours of additional work beyond the break taken in (a) or (b), immediately above, or (ii) finish working without the break and notify the Employer to add the half (1/2) hour of pay for the untaken meal break. 309 Callouts. An employee called to work outside regularly scheduled working hours will be paid at the straight time regular wage rate or the overtime rate, as applicable, from the time of the employee s departure until returning home, but in any case a minimum of two (2) hours. 310 Part-time, Temporary, Casual Employment. The Employer may engage part-time, temporary or casual employees where there is a business need, provided that before engaging any such employees, the Employer will first offer such work to employees on lay off. ARTICLE 4 DUTIES AND DEFINITIONS OF CHARGEHAND, JOURNEYMAN, AND APPRENTICE 401 Chargehand. A Journeyman Electrician assigned as Chargehand will be responsible for the direction and control of the workforce on a daily basis, and will assign the work to be performed as needed.

7 402 Journeyman Electrician. An electrical worker who has achieved journeyman papers that are recognized by the Employer and the Union and the Industry Training Authority of BC ( ITA ). 403 Apprentice Electrician. An electrical worker who is serving an Apprenticeship to become a Journeyman Electrician, but who has not yet qualified as a Journeyman Electrician, will be under direct supervision of a Journeyman at all times. When a Journeyman and an Apprentice are working together and it becomes necessary for the Journeyman to leave for a short period of time, it is not necessary for an Apprentice to accompany the Journeyman. An Apprentice will not be permitted to work alone on any job regardless of the type of work involved or the length of time needed to do the job, except as provided in this section. Apprentices will be given the opportunity, where practicable, to be engaged in diversified training in order that they become competent qualified tradesmen. It is the duty of Journeymen Electrician to teach Apprentices the Wireman's trade. ARTICLE 5 PAYMENT OF WAGES 501 Wages. Wages will be paid to employees bi-weekly. Such payment will be by direct deposit and/or cheque. The Employer will provide a separate or detachable itemized statement with each pay showing the number of hours at straight time and at overtime, the wage rate and total deductions from the amount earned and net pay. Statutory Holiday and Vacation Pay are also to be shown on pay statements. A sample payroll stub will be supplied to the Business Office of the Union upon request. 502 Breaks. Where work is scheduled for eight (8) hours in a day, employees will receive an unpaid meal break not to exceed a half (1/2) hour of absence from work, and two (2) rest breaks not to exceed fifteen (15) minutes' absence from work. Where work is scheduled for ten (10) hours in a day, employees will receive an unpaid meal break not to exceed a half (1/2) hour of absence from work, and two (2) rest breaks not to exceed twenty (20) minutes' absence from work. Where work is scheduled for twelve (12) hours in a day, employees will receive a paid meal break not to exceed a half (1/2) hour of absence in the middle of the shift, and two (2) rest breaks not to exceed twenty (20) minutes' absence from work (one in each half the shift). Where work is required for a period of more than fourteen (14) hours, a second paid meal break not to exceed a half (1/2) hour will be provided at the end of twelve (12) hours or work. 503 Use of Vehicles. No employee, employed under the terms of this Agreement, will be required to use their own vehicle for the transportation of Company tools, equipment or material. This will in no way prohibit an employee from transporting his own tools. 504 Layoff (a) When an employee is to be laid off or terminated, both the employee and Shop Steward (on the job) will be notified one (1) hour prior to layoff. Sufficient paid time of up to one hour at the prevailing rate will be granted for the employee to gather his personal belongings on termination by the Employer. (b) When the Employer does not supply work within forty- eight (48) hours (Saturdays, Sundays and Statutory Holidays excepted), the employee will be laid off and will be given his unemployment insurance separation certificate. (c) Where the employment of an employee is terminated by the Employer, the Employer will pay to the employee all wages earned by the employee within forty-eight (48) hours of termination. (d) When an employee gives two (2) weeks notice of his intention to quit, the Employer will provide his wages, vacation pay, Statutory Holiday pay and Record of Employment within six (6) days of the last day of employment.

8 (e) The Employer will not dismiss or discipline an employee bound by this Agreement, except for just cause. (f) Subject to skill sets reasonably required by the Employer to efficiently operate its business, layoff will be in reverse bargaining unit seniority (as defined by this Agreement), and recall will be in order of lay-off. (g) In the event that a reduction of staff does occur, it is expressly understood that probationary and/or temporary employees, students, contractors or any other persons who are not full-time permanent employees of the Employer will be released before any bargaining unit employee is laid off. 505 Promotion. Promotions will be given to all employees in accordance with seniority, qualifications, skill, ability and efficiency, subject to the best interest of the employer's business. "Promotion" will mean advancement to a higher job classification. In respect of promotion, no employee will be discriminated against by reason of being, or having been a member or officer of the Union. 506 Seniority. Seniority will be defined as the length of continuous service with the Employer as a member of the Union within the bargaining unit covered by this Agreement. Promotions, transfers, demotions, job postings, lay-offs and recall will be based on qualifications, skill and ability, with seniority being the tie-breaker in the event of equivalent qualifications, skill and ability. Subject to the Employer s approval, any employee who takes a leave of absence for a period exceeding two (2) calendar months will be returned to the bargaining unit, but will not accrue seniority in the bargaining unit during the leave of absence for any purposes (including lay off, recall, job postings, promotions and/or transfers) and will return to the bargaining unit with the same seniority he/she had at the start of the leave of absence. If the employee s leave of absence is approved for two (2) months or less, and the employee returns within two (2) months, the employee will accrue seniority during the leave of absence and will retain his/her original hire date provided he/she has maintained Union membership. Employees who are injured during the performance of their duties for the Employer will, upon recovery, be entitled to return to their former position without a loss of any seniority rights, provided that they are able to satisfy the requisite qualifications and fitness requirements of their former position. Employees within the bargaining unit will lose their seniority and cease to be an employee only if they: resign voluntarily; retire; are discharged for just cause and the discharge is not reversed through the grievance procedure; abandon their employment; fail to return to work within the terms of the recall clause or a leave of absence; or is unable to perform the bona fide occupational requirements of their position despite accommodation provided by the Employer. When an employee has been laid off and has returned to work under the provisions of the recall clause in this Agreement, their seniority will be determined in accordance with this Article but will not include any time on lay-off. Whenever an employee is transferred from one classification to another (within the bargaining unit) their seniority will not be affected. 507 Documentation. All time spent by employees to prepare documentation will be paid as time worked on a straight time basis. 508 Injured at Work. When an employee is injured on the job and is placed on compensation and it is not necessary for him to be confined to hospital, he will be returned to the permanent place of business (on in town jobs to the employee's domicile) at the Employer's expense should he or the Employer so desire. The Employer will be responsible for the return of the employee's vehicle on the above mentioned in town jobs.

9 509 No Discrimination/No Harassment. The Employer agrees that it will not, in any manner, object to any employee being, or becoming a member of the Union, and will not, in any manner, interfere with nor discriminate against any employee because of his or her membership or proposed membership in the Union. The Union and the employees agree not to, in any manner, interfere with nor attempt to limit, the rights of the Employer, or the rights of any duly authorized officer acting for the Employer. (a) Both the Employer and the Union recognize their respective responsibilities under the BC Human Rights Code, and both parties agree not to discriminate in any manner relating to the protected grounds enumerated in s. 13 of the Code, unless as a result of a bona fide occupational requirement. (b) The Union and the Employer agree that no employee will be subject to harassment, bullying or sexual harassment, which includes any inappropriate conduct or comment by a person towards an employee that the person knew or reasonably ought to have known would cause that employee to be humiliated or intimidated, but excludes any reasonable action taken by the Employer, a manager or a supervisor relating to the management, direction and order of employees or the place of employment; and (c) The Employer and the Union agree to take such actions as necessary to ensure that this purpose is achieved. ARTICLE 6 ANNUAL VACATION AND STATUTORY HOLIDAYS 601 Annual Vacation. The Company will adhere to the principles of paid vacations in each calendar year in accordance with the following: a) Two (2) weeks vacation for one (1) or more years of accumulated service. b) Three (3) weeks vacation for four (4) or more years of accumulated service. c) Four (4) weeks vacation for ten (10) or more years of accumulated service. d) Payment for vacations will be on a percentage basis, pro rata, up to a maximum of four (4%) percent of gross earnings for two (2) weeks, six (6%) percent for three (3) weeks eight (8%) percent for four (4) weeks. 602 A vacation bidding process will be held annually no later than the first (1 st ) Monday of November of each calendar year and must be completed in such time as to permit vacation schedules to be approved and posted by second (2 nd ) week of December for the following year. 603 During the vacation bidding process each Employee will bid in order of seniority, subject to the Employer s right to refuse a bid made by an employee if the employee s proposed vacation will affect the Employer s business needs. Failure to bid will result in the Employer scheduling the vacation time. 604 For purpose of calculation and bidding, the vacation year will be from January 1 st to December 31 st, and each employee must bid their annual vacation entitlement in one (1) week increments. No successful vacation bid period may be converted to unpaid leave of absence. 605 Statutory Holidays. Statutory Holidays will be: New Year s Day Family Day Good Friday Victoria Day Canada Day B.C. Day Labour Day Thanksgiving Day Remembrance Day Christmas Day Boxing Day To be entitled to Statutory Holiday pay, an employee must have earned wages for at least fifteen (15) days during the thirty (30) calendar days immediately preceding the Statutory Holiday. Eligible full-time employees will be paid for eight (8) hours of their regular straight-time pay; part-time employees will be paid pro rata. When a Statutory Holiday falls on a Saturday or a Sunday, it will be observed on the previous Friday or the following Monday depending on business requirements.

10 All Statutory Holidays that occur during a compressed work week schedule will be observed on the actual day of the Statutory Holiday, unless such day falls on a scheduled day of the compressed work schedule (e.g. the Wednesday of a Monday to Thursday compressed work week, etc.). The Employer may (a) reschedule the Statutory Holiday which occurs on a scheduled day of a compressed work week schedule or (b) may reschedule the scheduled day of work that falls on the Statutory Holiday. When a Statutory Holiday is observed in accordance with the foregoing, overtime rates will not apply on the regular work day provided in lieu of the Statutory Holiday. ARTICLE 7 WAGES AND BENEFITS 701 Wages. Wages consist of hourly wages, vacation and statutory holiday pay and any other monetary compensation. Hourly wages are set out in the attached wage schedule. 702 Health and Welfare Benefits. [As detailed in the booklet] Coverage for health and welfare will remain as currently provided on a 50/50 cost share basis provided that any new replacement plan introduced by the Employer is equal to or better in the aggregate to the current plan. Any new plan must be approved by both parties to this Agreement. 703 (RRSP) registered retirement savings plan. Effective January 1, 2018, the Employer will enroll all employees in the International Brotherhood of Electrical Workers Local 258 registered retirement savings plan (RRSP) as outlined in Appendix A. ARTICLE 8 - SAFETY PRACTICES 801 The Employer and the Union agree to promote and cooperate in the safe operation of the workplace. Working practices will be governed by the applicable regulations of the Province of British Columbia and safety practices established on projects, and the policies and procedures of the Employer. 802 The Employer and the Union will establish a Safety Committee at headquarters or at jobs where fifteen (15) or more employees are working. At headquarters or jobs where less than fifteen (15) employees are working, one (1) person will be appointed to act as the safety representative. 803 Protective clothing and safety equipment as required by WorkSafeBC or customer-required site-specific conditions to protect the employee will be supplied by the Employer. Rubber boots having steel toes and rainproof clothing will be supplied by the Employer to employees required to work in adverse weather conditions. Employees making use of protective clothing and equipment will be responsible for the return of such articles subject to normal wear. 804 When safety shoes are required on the job, the Employer will reimburse Employees who submit acceptable receipts, once per calendar year, 50% of the cost of the safety shoes purchased to a maximum of two hundred ($200) dollars per calendar year. ARTICLE 9 PAYMENT OF WAGES AND BENEFITS 901 Timely payment of wages, and applicable remittance of premiums and taxes, provided for in this Agreement is essential for the protection of the employees. Delinquency and continued failure to pay wages and/or remit premiums contributions to the trust funds will be dealt with as follows: (a) The Union will advise the Employer in writing of any delinquency. (b) If the Employer has failed to respond within seventy-two (72) hours of receipt of notification, exclusive of Saturday and Sunday and Holidays, the Union may then request a meeting with the Employer.

11 (c) Should the matter not be resolved at the above mentioned meeting, the Union may demand payment of wages and contributions at the end of each week or upon seventy-two (72) hours notice. 902 Bereavement Leave. Employees will receive three (3) days leave with pay in the event of a death in their immediate family. Immediate family will be recognized as the employee's spouse (including common-law spouse), mother, father, sister, brother, son, daughter (including adopted son or daughter), grandfather, or grandmother. Additional unpaid bereavement leave may be granted on request. 903 Jury Duty and Court Leave. The Employer will grant employees an unpaid leave of absence for jury duty or to appear in court as a subpoenaed witness except in one's own defense, subject to the right of the Employer to request that the employee apply to be excused if business needs warrant it. ARTICLE 10 GENERAL TERMS 1001 Employees will provide the Employer with their contact information, including residential address and telephone number, address, cellular telephone number, and emergency contact information. Employees will promptly provide the Employer with any changes to the foregoing information. Employees will promptly respond to any attempt by the Employer to communicate with the employee. ARTICLE 11 TERM OF AGREEMENT 1101 This Agreement shall be in full force and effect from and including July, 2016, to and including December 31, 2019, and shall continue in full force and effect from year to year thereafter subject to the right of either Party to this Agreement within four (4) months immediately preceding the date December 31,2019, or immediately preceding the anniversary date in any year thereafter, by written notice to the other Party, require the other Party to commence collective bargaining with a view to the conclusion of a renewal or revision of the Collective Agreement or a new Collective Agreement Should either Party give written notice to the other Party pursuant hereto, this Agreement shall thereafter continue in full force and effect until the Union shall strike, or the Company shall lockout, or the Parties shall conclude a renewal or revision of the Agreement or a new Collective Agreement By agreement of the Parties, the provisions of Section 50 (2) and (3) of the Labour Relations Code of British Columbia are specifically excluded. SCHEDULE A WAGE Classification Current January 1 st 2017 January 1 st 2018 January 1 st 2019 Journeyman Electrician $35.00 $35.53 $36.06 $36.60 Chargehand $43.00 $43.65 $44.30 $44.96 Purchasing / Storekeeper $32.00 $32.48 $32.97 $ months $27.00 $27.41 $27.82 $28.23 Office Assistant $22.00 $22.33 $22.66 $ months $17.50 $17.76 $18.03 $18.30

12 Upon acceptance of the agreement each Employee will receive a signing bonus of four hundred ($400.00) dollars on the next payroll that is not less than one (1) week from the date of acceptance. Apprentice Electrician % of Journeyman s rate 1 st year 0-12 months 2 nd year months 3 rd year months 4 th year months 50% 60% 70% 85% A pre-apprentice will be paid at a rate of 45% of the Journeyman s rate in effect at that time unless they have completed the pre-apprentice training program, at which point they will be paid at 50% of the Journeyman s rate in effect at that time. An Apprentice will progress to the next pay rate level once they have successfully completed the applicable school term, and have provided the Employer with the appropriate confirmation. No Employee shall suffer a reduction in pay rate or benefits as a result of this Agreement. Appendix A RRSP Effective January 1, 2018, and thereafter all Employees will participate in the (RRSP) registered retirement savings plan. All future Employees shall be employed with the Employer for six (6) months to be eligible to participate in the RRSP plan. Employees contributions shall be a percentage of total wages. Effective January 1, 2018, Employees will match the Employer s contribution but can contribute any percentage they wish up to the allowable maximum limit. The Employer will match one-hundred percent (100%) of the employees contributions up to a maximum of one percent (1%) of the Employee s total annual wages. Effective July 1, 2019, Employees will match the Employer s contribution but can contribute any percentage they wish up to the allowable maximum limit. The Employer will match one-hundred percent (100%) of the employees contributions up to a maximum of two percent (2%) of the Employee s total annual wages. Participation in the RRSP is mandatory and such plan shall be a locked-in RRSP. Employees may only withdraw funds from the RRSP upon termination of employment or retirement and may transfer said funds only to a locked-in RRSP plan or pension plan.

13 AGREEMENT SIGNATURES July 27 th, 2016 FOR THE EMPLOYER ON BEHALF OF SIGNATORY EMPLOYERS FOR THE UNION LOCAL UNION 258 OF THE INTERNATIONAL BROTHERHOOD OF ELECTICAL WORKERS Key Largo Electric Limited DOUGLAS S. McKAY Business Manager and Financial Secretary