BLUE SKY MACHINING CORPORATION (hereinafter referred to as the "Company")

Transcription

1 BLUE SKY MACHINING CORPORATION (hereinafter referred to as the "Company") and TEAMSTERS UNION LOCAL UNION 879 (hereinafter referred to as the "Union") EXPIRY DATE: SEPTEMBER 12, 2021

2 Page 12 INDEX ARTICLE 1 -PURPOSE... 3 ARTICLE 2- SCOPE AND RECOGNITION... 3 ARTICLE 3- RESERVATIONS TO MANAGEMENT...4 ARTICLE 4- NO DISCRIMINATION...4 ARTICLE 5- SHOP COMMITTEE...4 ARTICLE 6- STRIKES AND LOCKOUTS... 5 ARTICLE 7- GRIEVANCE PROCEDURE... 5 ARTICLE 8- ARBITRATION... 6 ARTICLE 9- DISCHARGE CASES... 6 ARTICLE 10- SENIORITY... 7 ARTICLE 11- POSTING OF JOBS... 9 ARTICLE 12- LEAVE OF ABSENCE... 9 ARTICLE 13- BULLETIN BOARD ARTICLE 14- UNION MEMBERSHIP ARTICLE 15- HOURS OF WORK ARTICLE 16- REST PERIOD AND WASH-UP ARTICLE 17- REPORTING ALLOWANCE ARTICLE 18- CALL-BACK PAY ARTICLE 19- OVERTIME ARTICLE 20- INJURY ALLOWANCE ARTICLE 21- PAYMENT OF WAGES ARTICLE 22- HEALTH AND SAFETY ARTICLE 23- NEW CLASSIFICATION ARTICLE 24- DISCIPLINE ARTICLE 25- CLASSIFICATION AND WAGE RATES ARTICLE 26- SAFETY SHOES /GLASSES ARTICLE 27- BEREAVEMENT LEAVE ARTICLE 28- PAID HOLIDAYS ARTICLE 29- HEALTH AND WELFARE ARTICLE 30- VACATION WITH PAY ARTICLE 31- INTERPRETATION ARTICLE 32- DURATION AND EFFECTIVE DATES LETTER OF UNDERSTANDING #

3 Page 13 MEMORANDUM OF AGREEMENT Entered into on the 13th day of September, By and Between: BLUE SKY MACHINING CORPORATION (hereinafter referred to as the "Company") and TEAMSTERS UNION LOCAL UNION 879 (hereinafter referred to as the "Union") Any dispute arising over any interpretation of the language printed in this booklet, the original signed collective agreement papers will be consulted, and if any differences or discrepancies occur between the two, then the original signed collective agreement will prevail over the printed words in this booklet. ARTICLE 1 -PURPOSE 1.1 The general purpose of this Agreement is to establish and maintain collective bargaining relations between the Company and its Employees, and to provide machinery for the prompt and equitable disposition of grievances, and to establish and maintain mutually satisfactory working conditions. ARTICLE 2- SCOPE AND RECOGNITION 2.1 The Company recognizes that the Union is the sole and exclusive bargaining agent for all employees of Blue Sky Machining Corp., at its Windsor plant, save and except supervisors, persons above the rank of supervisor, Managers, Engineering & Quality personnel, Maintenance, technical and skilled trades, and sales and office staff. 2.2 The Company and the Union agree that persons excluded from the bargaining unit will be allowed to perform their work and use any related equipment required to perform their work. However, they will not perform the actual production of parts except: (a) (b) (c) (d) (e) in cases of emergency; for the purpose of instructing or training employees; in the event of a production emergency; in the research and development and implementation/prototyping of a new product or new method or technique of production; in spot checking and checking of new samples.

4 Page 14 Article 3 - Reservations to Management 3.1 The Union recognizes the right of the Company to hire, assign work, promote and demote, transfer, suspend or otherwise discipline for just cause and discharge for just cause any employee, subject to the right of the employee concerned to lodge a grievance in the manner and to the extent herein provided. 3.2 The Union further recognizes the undisputed right of the Company to operate and manage its business in all respects in accordance with its obligations and to make later from time to time rules and regulations to be observed by employees. A copy of amended or new rules and regulations will be given to the Union prior to posting. Such rules and regulations shall not be inconsistent with the provisions of this Agreement. 3.3 The Company agrees that it will not exercise its Management Rights for the purpose of restricting or limiting the rights of the employees herein granted. Article 4 - No Discrimination 4.1 The Company and the Union agree that there will be no discrimination or harassment against any employee because of race, sex, religion, national origin, sexual orientation or because of their membership or position in the Union. Article 5 - Shop Committee 5.1 The Company acknowledges the rights of the Union to appoint or otherwise select a Shop Committee composed of one member per shift, one of whom shall be named as Chairperson. Each Committeeperson shall have at least twelve months seniority with the Union at the time of appointment (exception is for the first appointments for the first collective agreement between the Parties). The Company will recognize a Committeeperson for the purpose of handling grievances or bargaining on any other matter properly arising under the Collective Agreement from time to time during the operation of this Agreement. An alternate committeeperson for each shift may be appointed who shall act only when the shift Committeeperson is absent and only during the duration of the absence. 5.2 A National Representative may be present and participate in any meeting of the Shop Committee with the Company. 5.3 The Union recognizes that the members of the Shop Committee have regular duties to perform in connection with their employment and that only such time as is necessary will be taken during working hours to attend to and process grievances. A Committeeperson shall obtain the permission of his supervisor before leaving work and advise why he is leaving work. The Committeeperson shall report to his supervisor on his return. In accordance with this understanding, the Company will compensate the Committeeperson for the time spent during their scheduled hours of work in dealing with grievances, at their straight time rate of pay, subject to the right of the Company to withhold payment if any unreasonable amount of time is

5 Page 15 being spent. gnevance. The time allowed under this provision shall be no longer than 15 minutes per 5.4 In addition to the above, the Chairperson shall be allowed 30 minutes in-plant during his shift (end of shift on days or start of shift on afternoons or midnights) on Thursday of each week to conduct other Union business related to the Company without loss of pay. 5.5 The Union agrees to supply the Company with the names of the Committeepersons (including the designation of which Committeeperson shall serve as the Plant Chairperson) and any alternates and to keep the list up to date at all times. 5.6 There shall be no activity by or on behalf of the Union on the Company's premises by any employee during his working hours except as permitted by this Agreement or as otherwise permitted by the Company. Article 6 - Strikes and Lockouts 6.1 There shall be no strikes or lockouts as long as this Agreement continues to operate. The words "strike" and "lockouts" shall have the meaning given to them by the Ontario Labour Relations Act, as amended. Article 7- Grievance Procedure 7.1 It is the mutual desire of the parties hereto that the employee's complaints be dealt with as speedily and effectively as possible. It is generally understood that an employee may first give his supervisor an opportunity for adjusting the complaint. Failing satisfactory settlement of the grievance at this stage, an employee may present a grievance in accordance with the procedure herein but such grievance shall not be presented to or considered by the Company unless presented within 10 calendar days of the occurrence giving rise to the grievance. 7.2 Step 1- An employee shall submit a grievance in writing, signed by the Employee and the Union, to the plant manager or his designate within 10 calendar days of the occurrence giving rise to the grievance. The Plant Manager or designate will render his decision to the Committeeperson within five working days next following the working day upon which the grievance was presented in writing. 7.3 Step 2- If the decision of the Plant Manager is not satisfactory to the Union the Committee person shall notify the Plant Manager or his designate within three working days of the Plant Manager's decision and it shall be placed upon an agenda for a meeting between Company representatives and the Shop Committee which shall be held within seven working days of the Plant Manager's decision. 7.4 Step 3- A decision on the grievance will be rendered in writing within five working days of the meeting. In the event the decision is still unsatisfactory, the grievance may be submitted to Arbitration in accordance with the procedures in this Agreement.

6 7.5 A policy grievance may be filed by the Union or the Company. A policy grievance is defined as one that involves a difference arising between the Company and the Union concerning the interpretation or violation of a provision of this Agreement. A policy grievance shall be lodged at Step 2 of the grievance within ten (1 0) calendar days of the occurrence giving rise to the grievance. The policy grievance shall be signed by the Plant Chairperson or the Plant Manager and shall be delivered in writing to the Plant Manager or Chairperson. The decision of the Plant Manager or the Plant Chairperson is to be given within ten (1 0) working days after delivery of the policy grievance. If it is not satisfactory to the Union or to the Company, the policy grievance may thereafter be submitted to arbitration in accordance with the arbitration procedures herein prescribed. 7.6 The above time limits may be extended by mutual agreement in writing between the parties. 7.7 Working days for the purposes of the Grievance Procedure and Arbitration shall exclude Saturdays, Sundays, paid holidays and plant vacation shutdown. Page i6 ARTICLE 8 -ARBITRATION 8.1 If any grievance has not been settled after having been processed through the Grievance Procedure provided in Article 7, it may be referred to arbitration, provided written notice of appeal stating the Union's intention to refer the grievance to an impartial arbitrator selected by the parties is given to the Company within five (5) working days after the delivery of the decision of the Plant Manager or his designee. If the parties fail to select an arbitrator within ten (1 0) working days of the receipt of the notice of appeal, or within a mutually acceptable extended and documented period, then either party may request the Minister of Labour for the Province of Ontario to designate the arbitrator. The decision of the arbitrator shall be final and binding upon both parties. The cost of the arbitrator shall be shared equally by the company and the Union. 8.2 The arbitrator shall not have jurisdiction to alter or change any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, nor to give any decision inconsistent with the terms and provisions of this Agreement, or to deal with any matter not covered by this Agreement. The arbitrator, however, in respect of a grievance involving a penalty shall be entitled to modify such penalty. ARTICLE 9- DISCHARGE CASES 9.1 When a seniority employee has been dismissed on the Company premises, he may interview his Committeeperson in private for a reasonable period of time not exceeding fifteen (15) minutes before leaving the plant premises, and may not re-enter the plant facility without prior authorization from a management person.

7 9.2 A claim by an employee who has completed his probationary period that he has been wrongfully suspended for more than five (5) days or has been wrongfully discharged may be treated as a special grievance if a written grievance signed by the employee is lodged with the Plant Manager or his designate within three (3) working days. If the discharged employee is not available to sign the special grievance at any time during the period in which it may be lodged because of conditions beyond his control, a Committeeperson may sign the special grievance on his behalf, only if the condition beyond the discharged employee's control is substantiated. Such special grievances shall then be processed at Step 2 of the Grievance Procedure. Failing satisfactory settlement, the grievance may then be appealed to arbitration as herein provided. A probationary employee shall not have the right to file a grievance because of his termination, and the Union agrees that it will not process any such grievance on behalf of a probationary employee, unless the termination is discriminatory. Page 17 ARTICLE 10- SENIORITY 10.1 Employees shall be considered as probationary employees for the first one hundred and eighty days actually worked and shall have no seniority standing until completion of the one hundred and eighty days actually worked within any period of twelve (12) consecutive months. On completion of the probationary period the employee's seniority date shall be their date of hire and in order of employee number. For the purpose of this clause the meanings given to the term of "one hundred and eighty days actually worked" shall mean one hundred and eighty, eight hour days actually worked or fourteen hundred and forty hours actually worked, whichever comes first Loss of Seniority: Seniority rights of an employee shall cease and his employment with the company shall be deemed to have been terminated for any one of the following reasons: a) If the employee quits his employment; b) If the employee is discharged, and such discharge is not reversed through the grievance procedure; c) If the employee fails to return to work after a layoff within three (3) consecutive working days after notification to do so by registered mail/ recorded delivery mail to the last known address shown on the Company's records. This sub-clause shall not apply if the employee notifies the Company and provides a reasonable explanation satisfactory to the Company; d) If the employee is absent for three (3) consecutive working days without advising the Company and providing a reasonable explanation satisfactory to the Company; e) If the employee fails to report to work on the first working day following the expiration of any leave of absence granted to him unless excused by the Company;

8 f) If a seniority employee with more than two years seniority is laid off from the Company for a period of time exceeding twelve (12) months. g) If any employee who has completed the probationary period and has less than two years seniority is laid off from the Company for a period of time exceeding three (3) months; h) If any employee has been absent for reasons due to sickness or accident for a period of more than 12 months, subject to the provisions of the Ontario Human Rights Code, as it may be amended from time to time; i) If the employee is accepted for LMR or vocational retraining as a result of an injury; j) If the employee is employed during a leave of absence; k) If the employee is employed elsewhere and such employment interferes with the performance of the Employee's regular duties; I) If an employee requests payment of termination pay or severance pay prior to their recall rights being exhausted Seniority List: A seniority list of employees who have completed their probationary period shall be maintained by the Company on a plant-wide basis showing each employee's seniority date. Seniority lists shall be revised not less than once every six (6) months, and a copy supplied to the Union and a copy posted on the bulletin board. Seniority lists posted as above will be deemed to be correct if not questioned within fifteen (15) working days after the posting Layoff and Recalls a) In the event of a reduction in the work force, the following procedure will be followed: Page 18 (i) (ii) (iii) all probationary employees will be laid off first, and: thereafter employees will be laid off in reverse order of seniority, provided that there are employees retained at work who have the ability to perform the work required, exceptions in the application of the above seniority rules shall be made by mutual agreement between the Shop Committee and the Company. b) Where there is an increase in the work force after a layoff, the reverse of the above layoff procedure shall be followed Temporary Layoffs: When temporary conditions arise requinng temporary layoff of employees from their classification for a period not to exceed the balance of a shift, plus three additional shifts, then the seniority provisions of this agreement for the plant set forth in Article 10.4 shall not apply. Each temporary layoff will be deemed to take place only when a specific classification is affected due to machinery breakdown, Act of God, or any other cause beyond the control of the Company.

9 NOTE: It is the employee's responsibility at all times to keep the Company and the union committee informed of their correct address and telephone number An employee may be transferred by the Company from job to job to permit flexibility in the operations of the Company The appointment or selection of employees for a supervisory position or for any other position not subject to any provisions of this Agreement is not covered by this Agreement. If any seniority employee is so transferred or appointed he shall retain his seniority accumulated to the date of such transfer or appointment for sixty (60) calendar days. If he is transferred back after sixty (60) calendar days to a position, which is covered by this Agreement, he shall have no seniority status An employee retained on the seniority list during layoff accumulates seniority during such period a) When due to layoffs there are only five bargaining unit employees or less working in the plant, only one member of the shop committee will be retained at work during his/her term of office notwithstanding his/her position on the seniority list so long as work is available which he is able, qualified and willing to perform. Page i9 ARTICLE 11 POSTING OF JOBS 11.1 In the event that new jobs are created or permanent vacancies occur within the bargaining unit, which the Company wishes to fill, the Company will post notice of such new jobs or vacancies on the bulletin board for a period of three (3) working days. The applicant with the highest seniority who is immediately able to perform the work required will be awarded the job. It is understood that applicants for any positions involving a lift truck must be able to obtain lift truck certification. Where there are no applicants or no qualified applicants, the Company may fill the job in any manner it sees fit. ARTICLE 12- LEAVE OF ABSENCE 12.1 The Company may in its discretion grant leaves of absence to employees without pay for legitimate personal reasons. Any employee who is absent with such written permission shall continue to accumulate seniority during his absence. The exercise of the Company's discretion regarding leaves of absence shall not be grievable The Company shall grant pregnancy and parental leave in accordance with the provisions of the Employment Standards Act.

10 P a g c! 10 ARTICLE 13- BULLETIN BOARD The Company will provide a bulletin board for the exclusive use of the Union. ARTICLE 14- UNION MEMBERSHIP 14.1 All employees of the Company on the date of ratification of this Agreement will be required to become members of the Union and continue to be members of the Union as a condition of employment with the Company. Any employee who is hired subsequent to the date of ratification of this Agreement will be required to become a member of the Union immediately following the completion of his probationary period and will require to continue to be a member of the Union as a condition of employment The Company will deduct monthly from the earnings of each employee who is required to be a member of the Union, the Union monthly dues, the initiation fees owing, if any, and any special levies or assessments levied under the Constitution and By-Laws of the Union. At the end of each calendar month and prior to the tenth (1Oth) of the following month, the Company shall remit by cheque to the Financial Secretary of the Local Union the total of the deduction made The Union shall indemnify the Company and save it harmless against any and all suits, claims, demands, or other forms of liability arising out of or by reason of any action taken by the Company for the purpose of complying with any of the provisions of this Article The monthly union dues list submitted to the Financial Secretary will show the names of the employees and the amount of union dues and initiation fee deducted from their pay for the month. The Company will also show the name of each employee from whose pay deductions of union dues or assessments or initiation fees have not been made and the reason no deductions were made. ARTICLE 15- HOURS OF WORK 15.1 The regular work week shall be five (5) eight (8) hour days, Monday through Friday inclusive. Shifts shall be eight and one half (8 %) hours with a thirty (30) minute unpaid lunch break. ARTICLE 16- REST PERIOD AND WASH-UP 16.1 Rest Period: A rest period of ten (10) minutes will be allowed during each half shift

11 Pagl' '11 ARTICLE 17 REPORTING ALLOWANCE 17.1 In the event an employee reports to his regular shift without having been previously notified not to report, he shall be given at least three hours work at his regular hourly rate, or if no work is available, he will be paid the equivalent of three hours at his regular hourly rate in lieu of work. This Article shall not apply where the lack of work is due to a labour dispute, power failure or other cause beyond the control of the Company including without restriction lack of work because of supplier or customer problems. ARTICLE 18 CALL-BACK PAY 18.1 Where an employee who has completed his shift and has clocked out and left the Company's premises is then called back to work overtime, he shall receive a minimum of two hours work or 2 hours pay at the appropriate overtime rate unless the employee voluntarily leaves before the two hours is up. ARTICLE 19 - OVERTIME 19.1 a) All Time worked on Sat & Sun and in excess of 8 hours per day Mon to Fri inclusive shall be paid at a rate of time and one half their regular rate for hourly rated employees provided the employee has earned 40 hours of regular pay in the week. b) All work performed on a holiday as listed in this agreement will be paid at time and one-half (1 1/2) times plus the holiday pay There shall be no pyramiding of overtime The Company is entitled to schedule overtime as required. With respect to the scheduling of eight (8) hours of overtime work on Saturdays, it is recognized that on occasions an employee scheduled for such Saturday overtime work may not, for bona fide reasons, wish to work overtime. In such a case, the Company will make a reasonable effort to find an available qualified replacement to perform the required Saturday overtime work. However, in the event that no qualified replacement is available who desires to perform such overtime work, the junior qualified employees will be assigned the overtime work. All overtime work scheduled in excess of eight (8) hours per day, Sunday and paid holidays shall be voluntary. However, in the event not enough employees volunteer for overtime, the most junior qualified employees will be assigned the overtime work (a) Overtime and extra time shall be equitably divided, so far as reasonably possible, amongst the employees by classification and shift. A list shall be posted weekly in each classification showing the hours of overtime worked in that classification. An employee who declines the overtime work pursuant to Article shall be charged on the overtime list with the number of overtime hours he/she would otherwise have worked on that day.

12 p ~~ g t' 112 (b) (c) (d) (e) (f) (g) (h) Employees will be charged according to the overtime worked. ie. 8 hours on Saturday= 12 hours charged, 8 hours on holiday= 12 hours charged Employees who agree to work overtime or agree to work on a holiday and who do not report for said overtime will be charged double. At the end of each calendar year the overtime hours will be zeroed out and shall begin again by seniority, then lowest overtime hours. Employees not at work when overtime is being asked for will be charged as if they had worked. The above overtime equalization procedures will not apply to employees required to prototype parts or performs research and development. In such cases, the Company will utilize those employees who have been trained on said parts in order of lowest accumulated overtime. Employees changing classifications or shift through job posting, layoff, recall, bumping, will be credited with the average number of hours of the classification transferred to. Overtime shall be distributed within a twenty four (24) hour differential by shift according to seniority where hours are equal, and by ability (i.e. truck driver). Any differential beyond the twenty (24) hours shall be brought into balance in the next month, provided overtime is available. Overtime within the 24-hour differential shall not be grievable. ARTICLE 20- INJURY ALLOWANCE 20.1 An employee injured on the job shall be paid for the balance of the regular shift on which the injury occurred if, at the direction of the doctor by which the employee is treated, the employee is sent home or is hospitalized. The Company will make available transportation for such injured employee to the nearest hospital or doctor's office on the day of the injury. ARTICLE 21 -PAYMENT OF WAGES 21.1 Employees will be paid bi-weekly for the work performed up to the previous Saturday midnight. They will be paid as follows: Midnights Days Afternoons Beginning of shift Thursday night Before the end of shift on Thursday Before end of shift Thursday

13 Pagell3 ARTICLE 22 - HEALTH AND SAFETY 22.1 The Company shall make reasonable prov1s1ons for the safety and health of the employees during the hours of their employment. Protective devices and other equipment deemed necessary to protect the employees properly from injury shall be supplied by the Company. The Company reserves the right to stipulate the terms and conditions under which protective devices are issued and used by the employees. The Union will co-operate with the Company to encourage proper use of such protective devices by the employees. ARTICLE 23 NEW CLASSIFICATION 23.1 Within fifteen (15) calendar days following the establishment by the Company of a new classification not shown in this Agreement, the Company will discuss with the Union the rate established for such new classification. Failing agreement by the Union with such rate, the following procedure may be followed by the Union: a) The Union shall file the grievance in writing with the Plant Manager within ten (10) calendar days following the above fifteen (15) day period. b) The grievance shall outline the reason or reasons for disputing the wage rate and the classification assigned. c) Failing a satisfactory disposition of the grievance within ten (10) working days after the filing of the grievance, either party may refer the matter to arbitration in accordance with the provisions for Arbitration herein. The arbitrator shall determine the wage rate and the propriety of the classification. d) In the event the arbitrator determines the rate is higher, the employee or employees in the new classification shall receive retroactive pay to the date such employee or employees started in the classification. ARTICLE 24 DISCIPLINE 24.1 Discipline is defined as a formal written warning to an employee including a first stage recorded verbal warning. A copy must be given to the committee person. No written disciplinary action shall remain against an employee's record for a period longer than eighteen (18) months as long as the employee is free of any further discipline.

14 P a g c 114 ARTICLE 25- CLASSIFICATION AND WAGE RATES 25.1 The classifications and wage rates set out in Schedule "A" shall be effective during the term of this Agreement. Schedule "A" is attached hereto and made a part hereof. ARTICLE 26- SAFETY SHOES /GLASSES 26.1 Employees will be reimbursed up to eighty dollars ($80) once per contract year for safety shoes upon proof of purchase provided the employee has one year of seniority and provided they worked more than hours in the previous contract year The Company will supply at no cost to employees, tools and protective clothing and tools, as required to safely perform their respective jobs. Employees will be responsible for lost tools or tool damages or clothing loss through negligence The Company will supply from an approved optician at an arranged cost, one (1) pair of prescription safety glasses each twenty-four (24) months provided the employee has one year of seniority. Note: Employees who have been dismissed or quit their employment with the Company must return the tools supplied by the Company in good order or replace the tools with tools of the same quality, or the Company will deduct the price of the tools from his/her final cheque. ARTICLE 27 BEREAVEMENT LEAVE a) In the event of the death of an employees spouse, child, or grandchild, the Company will grant upon application made by the employee, five (5) working days leave of absence with pay at his regular rate of pay. To be eligible, the employee must have completed his probationary period, provide satisfactory evidence of the death and attendance at the funeral. 1. In the event of a death in the immediate family of an employee, the Company will grant, upon application made by the employee, up to three (3) working days (Monday to Friday) leave of absence with pay at his regular rate of pay. To be eligible the employee must have completed his probationary period, provide satisfactory evidence of the death and attendance at the funeral. 11. "Immediate Family" shall mean mother, father, sister, brother, current mother-in-law, current father-in-law, current sister-in-law, current brother-in-law and current step relatives of the employee. ARTICLE 28- PAID HOLIDAYS 28.1 The following paid holidays will be observed: Year 1, 2, 3, 4 & 5:

15 p ~l g l' 115 New Year's Day Good Friday Canada Day Thanksgiving Boxing Day Family Day Victoria Day Labour Day Christmas Day 28.2 All employees shall be paid for their regular hours of work at their regular hourly rate of pay for the holidays set forth in Article 28.1 providing: a) The employee has completed his probationary period prior to the day of observance of the holiday; Probationary employees and TPT employees will receive holiday pay as per the Employment Standards Act of Ontario. b) The employee worked his last scheduled work day preceding the holiday and his first scheduled work day after the holiday unless he has been granted permission by the Company to be absent on all or part of, either of or both of such qualifying days; provided that if the employees absence is due to leave of absence, W.C.B., accident or layoff, such absence must have commenced not more than twelve (12) days prior to the date of observance of the holiday provided. In the case of absence due to sickness or accident, the employee must provide a doctor's certificate substantiating such absence if required by the Company If any employee is required to work on a paid holiday he shall paid one and one half times their regular hourly rate of pay for all hours worked and in addition shall receive their holiday pay in accordance with sub-clause If any of the holidays as set forth in sub-clause on previous page falls within an employee's annual vacation, such employee will receive one (1) extra day of vacation, to be taken in conjunction with their vacation period An employee who has agreed to work on a paid holiday and who, without reasonable cause, fails to report for and perform the work shall not be entitled to holiday pay. ARTICLE 29- HEALTH AND WELFARE 29.1 The Company will pay the premium costs for seniority employees who have completed one year of employment and their eligible dependants, under its insurance plan. Life Insurance- (Employee only)- $15,000 Prescription Drugs - 20% employee pay, $6 dispensing fee cap, $3000 calendar year maximum for employee and each eligible dependent. Generic must be chosen. No over the counter drugs, no fertility drugs, no erectile dysfunction drugs, Vision Care- $120.00/24 months.

16 P a g 1..' The Company will continue to pay the premiums for the benefits provided in 29.1 of this Article for eligible employees on leave of absence for the balance of the month in such leave of absence commences, and for eligible employees on layoff for the balance of the month in which such layoff commences. The Company will continue to pay the premiums for the said benefits for eligible employees absent from work due to sickness or accident for the balance of the month in which such sickness or accident commences, and one (1) month more Probationary employees shall not be entitled to any of the foregoing benefits An employee becoming eligible for such benefits will be enrolled at the first enrolment date permitted by the respective carriers of the said benefits and, in any event, within one month from the date that the employee becomes eligible. Any change in benefits arising from the change in status of an eligible employee shall take place at the first enrolment date following the date on which such employee changes his status The Company shall be entitled to change the carrier for the benefits provided the coverage is equivalent or better. ARTICLE 30- VACATION WITH PAY 30.1 Employees with less than one (1) year in the employ of the Company on June 30th in each year shall have one (1) week's vacation with vacation pay calculated at four percent (4%) of the employee's gross annual earnings from the date hired Employees who have completed one (1) year in the employ of the Company on June 30th in each year shall receive two (2) weeks vacation with vacation pay calculated at four percent (4%) of the employee's gross annual earnings for the preceding twelve (12) months or eighty (80) hours pay whichever is greater provided the employee has worked fourteen hundred (1400) hours in the previous vacation year Employees who have completed six (6) years in the employ of the Company prior to or on June 30th, and each year thereafter shall receive three (3) weeks vacation with pay provided the employee has worked fourteen hundred (1400) hours in the previous vacation year An employee's gross annual earnings shall be computed up to and including June 30th in each year for the preceding twelve (12) months but shall not include any vacation pay paid. Employees who do not work 1400 hours shall receive time off & vacation pay prorated on the number of hours worked Employee's vacations shall not accumulate from year to year. ARTICLE 31- INTERPRETATION 31.1 Words imparting in the masculine gender include females as well as males unless the contrary intention appears.

17 Page jl Letters exchanged between the parties on the signing of this Collective Agreement and to be printed with the Agreement, are part of the Collective Agreement and are binding upon the parties hereto during the terms of this Agreement. ARTICLE 32- DURATION AND EFFECTIVE DATES 32.1 This Agreement shall become effective on the 13th day of September, 2016 and shall remain in force and effective until the 12th day of September, Either party shall be entitled to give notice in writing to the other party as provided in the Labour Relations Act of it's desire to bargain with a view to the renewal of the expiring collective agreement at any time within 90 days before the expiry date of the agreement. Following such notice to bargain the parties shall meet within 15 days of the notice or within such further period as the parties mutually agree upon. It is agreed that during the course of bargaining, it shall be open to the parties to agree in writing to extend this agreement beyond the expiry date of the 12'h day of September, 2021, for any stated period acceptable to the parties and in accordance with the Labour Relations Act. Provided that for the purposes of all notices under this article, notice in writing shall be deemed to have been received by the party to whom it is sent upon the mailing of such notice by registered mail addressed to the current address of the other party. DATED IN WINDSOR, ONTARIO THIS _a_ DAY OF.) ff~,f> e;n_, 2016

18 P a g L' 118 SCHEDULE "A" It is the intent of the parties that all employees shall be trained in all jobs and shall use any equipment necessary such as cranes and lift trucks to complete their work. Wage rates for Production Associates: 0-1 yr seniority 1-2 yr seniority 2-3 yr seniority 3-4 yr seniority 4-5 yr. seniority $11.50 $11.75 $12.25 $12.75 $13.75 Employees with five (5) or more years of seniority shall receive an additional $.25 cents per hour, commencing on their annual seniority date each year, for the balance of the current collective agreement.

19 Page 119 RE: TEMPORARY PART TIME EMPLOYEES LETTER OF UNDERSTANDING #1 1. The Company will be permitted to hire additional personnel to fill in for seniority and probationary employees who are absent due to the following reasons: a) Absence due to sickness, accident, WSIB b) Leaves of absence c) Vacation d) To fill in at employee's regular job while employee is training on another job. e) To meet temporary increases in production requirements. 2. Such additional employees shall be classified as Temporary Part Time (TPT) and will not be permitted to gain seniority status, notwithstanding the provisions of Article 10 of this Collective Agreement. 3. If a layoff occurs, TPT employees will be the first employees laid off. 4. TPT employees will be required to pay Union initiation fees and dues each month according to the Union Constitution and By-laws. 5. TPT employees will be paid at the rate of time and one half for all hours worked beyond forty (40) hours in any week. 6. TPT employees shall only be paid for the periods for which they work. 7. TPT employees may not work if seniority and/or probationary employees are on layoff except for the period to fill in for vacations and holidays when acting as replacement workers subject to mutual agreement of the parties. 8. TPT employees will be limited to that of the seniority and /or probationary employees absent from work unless mutually agreed to by the Union. 9. TPT employees shall be the first employees sent home if a work shortage occurs. 10. Wages for TPT employees will be $10.50 per hour. TPT employees will not have any of the rights or benefits of seniority employees and will not accumulate seniority unless hired as a probationary employee. 11. The Company will supply to the Union a list of all TPT employees and a weekly list of hours worked by TPT's and who they were replacing. 12. A TPT employee will not work daily overtime (Monday to Friday) until all seniority and probationary employees on the shift have been asked to work. A TPT employee may only work Saturday and/or Sunday after all seniority and probationary employees have been asked. 13. TPT's will be entitled to Holiday Pay in accordance with the Employment Standards Act of Ontario.