COLLECTIVE AGREEMENT. - and- LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059

COLLECTIVE AGREEMENT BETWEEN: G4S SECURE SOLUTIONS (CANADA} L TO. (hereinafter called the "Employer") - and- LABOURERS' INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") Whereas the Employer and the Union wish to enter into a common Collective Agreement with respect to employees who are covered by this Collective Agreement and to provide for and ensure uniform interpretation and application in the administration of the Collective Agreement. It is agreed as follows: ARTICLE 1 -RECOGNITION 1.01 The Employer recognizes the Union as the sole collective bargaining agent for all employees of G4S Secure Solutions (Canada) Ltd. employed at Westmount Shopping Centre, 785 Wonderland Road South, in the City of London, save and except supervisors, persons above the rank of supervisor, office and clerical staff, engineering and technical, and sales staff ARTICLE 2 - UNION SECURITY 2.01 All employees covered by the Collective Agreement, as a condition of employment, shall become and remain members in good standing of the Union during the lifetime of this Agreement. The Employer shall deduct and remit regular monthly union dues from each employee as denoted in writing from the Union. 2.02 The Employer shall forward such deductions to the Secretary-Treasurer of the Union not later than the 15th of the month following the month in which the deductions were made. 1

\.. 2.03 The Employer shall, when forwarding such dues, provide a list for the Secretary Treasurer of the Union, listing the names and corresponding social insurance numbers of the employees from whose pay such deductions were made. 2.04 The Union shall indemnify the Employer from any claim which may arise from deductions made pursuant to this Article. 2.05 The Employer agrees that all work covered by the Collective Agreement shall be performed exclusively by bargaining unit employees under the terms and conditions of this agreement. ARTICLE 3- MANAGEMENT RIGHTS 3.01 The Employer shall have the exclusive functioning option to conduct its business in all respects in accordance with its commitments and responsibilities including the right to: (a) manage, locate, extend, schedule, curtail or cease maintenance operation; (b) determine the number of workers required for any or all operations; assess the qualification of employees; assign or reassign work loads of employees; determine and evaluate the content and functions of all jobs and classifications; revise work assignments at any time and maintain an efficient work force with diverse skills; (c) determine the types and replacement of machines, tools, materials and equipment; and to introduce new or improved systems and equipment; (d) hire, classify, promote, transfer and lay off employees and to discharge, demote and suspend employees for just cause; (e) establish, revise from time to time and enforce reasonable rules of conduct and procedure for its employees, maintain order, discipline and efficiency; all subject to the provisions of this Agreement. It is agreed that these functions shall not be exercised in an unreasonable manner and inconsistent with the express provisions and intent of this Agreement. ARTICLE 4- GRIEVANCE PROCEDURE 4.01 The immediate attention to complaints and grievances is of the utmost importance. Properly constituted grievances may be processed through the following procedures: 2

', STEP NO.1 Within ten (1 0) working days after the alleged grievance incident, the aggrieved may present the grievance to an immediate supervisor, either in writing or orally. Should no settlement satisfactory to the aggrieved be determined within five (5) working days, the next step of the grievance procedure may be implemented within five (5) working days following. STEP NO.2 The aggrieved, through an authorized union representative, may submit the grievance to an authorized agent of the Employer, in writing and the responsible parties shall meet within five (5) working days following. Should no settlement satisfactory to the aggrieved be determined within five (5) working days following this meeting, the next step of the grievance procedure may be implemented within five (5) working days following. STEP NO.3 Should no settlement satisfactory to the aggrieved be determined within five (5) working days following, the grievance may be submitted to arbitration within ten (1 0) working days following, as provided for in Article 5 - Arbitration. 4.02 Grievances pertaining to alleged violation of hours of work, rates of pay, overtime, vacation with pay and other monetary items may be submitted within three (3) months of such alleged grievance incident; benefits and vacation pay may be submitted within twelve (12) months. 4.03 Satisfactory judgment of such grievances may be retroactive from the first day of the grievance incident. 4.04 Employees with less than sixty (60) days' service (probationary employees) may submit grievances pertaining only to alleged violations of monetary matters. 4.05 The grievance procedure for an employee who claims he has been terminated without just cause shall be dealt with at Step 2 within five (5) working days after the termination. ARTICLE 5- ARBITRATION 5.01 Any properly constituted grievance concerning the interpretation, application, administration or alleged violation of this Agreement, which has been properly processed through all of the steps of Article 4 but has not been satisfactorily settled, may be referred to arbitration in accordance with the Ontario Labour Relations Act. 3

.. 5.02 The Arbitrator shall hold a hearing as soon as possible from the date of receiving a Notice to Arbitrate. 5.03 The Arbitrator shall, after hearing all of the evidence and submissions from all parties concerned, submit a final and binding decision in writing. Reasons for the decision need not be given at the time of the decision but shall be provided within a reasonable period of time thereafter. 5.04 The Arbitrator shall be provided with written records containing details of the grievance, the section or sections of the Agreement which are alleged to have been violated, and the requested remedy. 5.05 The Arbitrator shall not have the power to alter or change any of the provisions of this Agreement, or to substitute any new provisions for any existing provisions, nor to render any decision inconsistent with the terms and provisions of the Agreement. 5.06 Statutory holidays, Saturdays and Sundays shall be excluded from the times provided for the various steps. Time limits may be adjusted by agreement of the parties concerned. 5.07 The Union and the Employer shall equally share any expenses of the Arbitrator. 5.08 The Employer agrees to pay fifty percent (50%) of all the cancellation costs of an Arbitrator when a settlement is reached after the application for an Arbitrator has been made. ARTICLE 6- UNION REPRESENTATION 6.01 Shop Stewards may be appointed as follows: One (1) Shop Steward on each of the day, afternoon and night shifts, appointed from employees with a minimum of three (3) months' seniority with the Employer. The Union shall submit to the Employer in writing the names of the Shop Stewards. Shop Stewards shall, in their specific job classification, be the employees retained the longest in their respective classification. 6.02 The Shop Steward shall perform the required duties of an employee of the Employer; the Union business shall not be conducted during regular working hours without express permission from an authorized agent of the Employer and such permission shall not be unreasonably withheld. 6.03 The Employer agrees that a Steward shall not suffer any loss of pay for time necessarily spent during working hours while processing grievances with management approval. 4

. 6.04 A Steward shall be present at all times while the Employer is formally disciplining any employee (i.e. written reprimands, suspension, or termination). 6.05 The Business Agent for the Union shall have access to the bargaining unit during working hours but in no case shall his or her visits interfere with the progress of the work. When visiting a job, he will first advise the agent of the Employer. 6.06 A Steward shall be allowed to attend Union meetings or courses scheduled during such steward's shift. Reasonable notice shall be given to the Employer and the Employer will not be required to pay the Steward for time off work for these purposes. ARTICLE 7- PRODUCTIVITY 7.01 The Union and the Employer recognize the reciprocal value of improving, by all proper and reasonable means, the productivity of the individual employee and undertake jointly and severally to promote and encourage such improved productivity. 7.02 The Union, during the term of this Agreement, shall not cause picketing, strikes or slowdowns which will interfere with the regular schedule of work of the employees of the Employer, and the Employer, during the term of this Agreement, shall not cause a lockout of its employees. ARTICLE 8- STATUTORY HOLIDAYS 8.01 The following Statutory Holidays shall be recognized: New Year's Day Good Friday Victoria Day Canada Day Labour Day Thanksgiving Day Christmas Day Boxing Day Floater* Family Day The Employer will recognize any new Statutory Holiday proclaimed by the Provincial Government. *Floater to be scheduled by mutual agreement of the Employer and employee. Employee to request in writing his intended Floating Holiday at least one (1) month in advance. Employee must be employed at least six (6) months by the Employer, as of July 1 in any given year. In the event that the employee does not utilize the Floating Holiday prior to December 31 in the year in which it was earned, he/she shall be paid for such day at that time. It is understood that Floating Holidays will not be scheduled during the period commencing December 1 and ending January 15 of the following year. 8.02 The employee must be employed for two (2) calendar months and must have worked his/her regular scheduled shift of each of the working days immediately 5

.. preceding and immediately following each of the noted holidays before qualifying for Holiday Pay for any of the noted Statutory Holidays. Holiday Pay shall be the equivalent to a normal shift at the employee's regular basic rate. The noted requirements are not mandatory if the employee is prevented from working by illness or any other reason acceptable to the Employer. 8.03 An employee required by an Employer to work any of the above-noted Statutory Holidays shall be paid as follows: Hourly-Paid Employees- at the rate of one and a half (11/2) times the employee's regular hourly rate for each hour worked, in addition to receiving the specifically-defined Holiday Pay. ARTICLE 9 -VACATION PAY 9.01 Vacation Pay shall be based on the length of employment in accordance with the following: (a) Employees with less than four (4) year's employment shall receive vacation pay equal to four percent (4%) of their gross wages earned. (b) Employees with four (4) years or more employment shall receive vacation pay equal to six percent (6%) of their total gross wages earned. (c) Employees with ten (10) years or more employment shall receive vacation pay equal to eight percent (8%) of their total gross wages earned. 9.02 Vacation period shall be selected by mutual consent of the Employer and employees. If a conflict arises between employees requesting the same vacation period off, seniority shall govern for assignments of vacation time off. The Employer may consider a request for a vacation period in excess of six (6) months in advance of such vacation period. Where such request is accepted, for exceptional purposes only, the Employer will post such request on the Company Bulletin Board. Any employee with greater seniority must object within thirty (30) calendar days or lost his/her right to claim that vacation period. Seniority shall not be applicable for applications for vacation periods within two (2) months of the vacation period requested. 9.03 Vacation periods are limited to a maximum of four (4) weeks per calendar year. Employees with more than one (1) year's seniority agree to take a minimum of two (2) weeks' vacation time per year. 9.04 Employees requiring longer vacation periods shall request the same in writing from the Employer at least three (3) months in advance of the intended vacation period and permission for same shall not be unreasonably withheld. 6

. 9.05 In the event that an employee requests an advance of accrued vacation pay for an emergency purpose, the Employer shall advance a maximum of fifty percent (50%) of the accrued vacation pay and the employee's vacation pay at the time of the vacation shall be reduced accordingly. 9.06 Employees shall receive vacation pay no later than the first regular pay period following termination of employment. Employees vacation pay remuneration shall be submitted to them by separate bank deposit paid on or before June 30 each year following the date of the employee's initial employment or since the previous pay out. ARTICLE 10 WELFARE 10.01 The Employer agrees to contribute for those employees in the employ of the Employer on the following basis: Effective September 1, 2008 the Employer agrees to pay one hundred and fifty dollars ($150.00) per month, effective January 1, 2011 the Employer agrees to pay one hundred and fifty five dollars ($155.00) per month, effective January 1, 2012 the Employer agrees to pay one hundred and sixty dollars ($160.00) per month and effective January 1, 2013 the Employer agrees to pay one hundred and sixty five dollars ($165.00) per month and the Employer shall remit this payment each month to LIUNA Local 1059 Benefit Trust Fund, jointly administered by an equal number of Employer and Union Trustees, for the purpose of purchasing life insurance, major medical and dental plan or similar benefits for the employees covered by this Agreement represented by Labourers' International Union of North America, Local 1059. This provision shall apply to employees working twenty-five (25) or more hours per week. Part-time Employees - Part-time employees who work twenty-five (25) or more hours per week for seven (7) weeks in each twelve (12) week period commencing January 12, 1998, and rotating thereafter are also covered by this Article for the next 12 week period. An employee covered by this Article at November 1 of each year, shall be entitled to coverage for November 1 to January inclusive. (November 1 to January 15, shall not be included in a 12 week qualifying period) 10.02 The Employer shall remit the contributions referred to in Article 10.01 not later than the fifteenth (15th) day of the month for which the contributions are payable in accordance with 10.01 above. 10.03 Employees who are off work in conformity with Articles 11, 13 and Article 19.03 (b), (c) continue to have all their insurance benefits provided by the Employer, subject to the employee paying their portion of an employee contribution. 10.04 Employees working more than twenty-five (25) hours per week shall participate in the pension plan established for employees of the Employer on the basis of 7

contributions equal to five percent (5%) of the employee's earnings being made by each of the employee and the Employer. 10.05 The Union with thirty (30) days written notice may designate a different Trust Fund than the one set out in Article 1 0.01. 10.06 The Employer agrees to pay the full cost of vaccination for hepatitis A, B and C for all employees who are not covered under the benefit Plan. ARTICLE 11 LEAVE 11.01 Employees are entitled to reasonable leave without pay for periods of sickness, disabilities, medical and dental examinations, maternity leave, bereavement, and personal/family leave for sickness of dependent children. 11.02 Employees shall notify the Employer in advance, if at all reasonably possible, prior to absences from work. Reasonable requests for absences will not be denied and failure to obtain leave of absence may result in disciplinary action being taken by the Employer. 11.04 Sick Leave Employees who have passed the probationary period working in excess of twenty five (25) hours per week shall be paid one (1) day in each calendar year for sickness. Such sick day is not accumulating from one year to another. Effective September 1, 2012, employees will be paid two (2) days in each calendar year for sickness. Said sick days shall be utilized when the employee is absent from work due to sickness or accident not related to work. Employees shall only be paid for hours that they would have been regularly scheduled to work on the days they were off work. ARTICLE 12 PAYMENT OF WAGES 12.01 Wages shall be paid by cheque or direct bank deposit to each employee at the job site. The Employer shall provide with the wage cheque a statement which defines hours worked, overtime hours, hourly rate (where applicable), deductions for Income Tax, Employment Insurance, Canada Pension Plan, Union Dues, etc. Employees shall be paid biweekly. 12.02 In the event of an intended lay-off, the affected employee shall receive notice in accordance with the Provincial Government Regulations 12.03 The Employer shall, within seventy-two (72) hours after discharging an employee, send by registered mail, to the said employee's last known address on file, 8

all outstanding documentation, including Employment Separation Certificate, and all benefits, including Vacation Pay, Statutory Holiday remunerations and accumulated pay. 12.04 The Employer shall, no later than the next regular pay following an employee's voluntarily-terminated employment, send by mail to the employee's last known address on file the said employee's pay cheque. ARTICLE 13- JURY SERVICE/BEREAVEMENT LEAVE 13.01 Employees who are called to serve as jurors shall be granted leaves of absence with pay for their normally scheduled hours to a maximum of six (6) weeks. 13.02 Each employee serving such jury duty shall be required to provide to the Employer satisfactory proof of such duty being served. 13.03 Security Personnel - Sections 13.01 and 13.02 shall also apply to security personnel who may be summonsed to appear as Crown witnesses in connection with their employment for the Employer. As a condition of receiving leave of absence with pay for such activity, the employee shall turn over any witness or jury duty fee received to the Employer. 13.04 For the purpose of this clause, immediate family is defined as father, mother, brother, sister, spouse, common-law spouse, child of the employee, father-in-law, mother-in-law, grandparents. Where a member of his or her immediate family dies, an employee shall be entitled to a maximum of three (3) days' special leave with pay for the purpose of arranging or attending the funeral, but such leave shall not extend beyond the fourth (4th) day following the date of death, and may in addition be granted up to three (3) days' special leave without pay, if required, for the purpose of travel. For the purpose of this section, days mean consecutive calendar days. Employees covered by the benefit Plan will receive bereavement pay from the Plan. Employees who do not qualify for benefits will be paid bereavement pay by the Employer. ARTICLE 14- PROTECTIVE CLOTHING AND TOOLS 14.01 The Employer will supply uniforms and rubber gloves, at no cost to the employees in the bargaining unit, and uniforms must be worn when on duty, if required. 14.02 Security and Maintenance Personnel- Tools or equipment needed by employees to perform their respective jobs shall be supplied by the Employer in accordance with Employer policy. 9

14.03 The Employer agrees to pay up to eighty-five dollars ($85.00) per year for safety foot wear (applicable to interior and exterior maintenance only) upon presentation of a receipt for same, including employees required to wear safety footwear in compliance with the Employer's policies or applicable legislation. Probationary employees are excluded. ARTICLE 15 LUNCH AND REST PERIODS 15.01 There shall be one (1) paid fifteen (15) minute rest period for each half shift worked (five (5) hours), not later than two and one-half (2 112) hours from the commencement of each half shift. 15.02 Having regard to the Employer's need for flexibility in scheduling lunch periods, it is agreed that there shall be one half (1f2) hour paid lunch period permitted daily no later than five (5) hours from the commencement of work. ARTICLE 16 CALL-IN PAY 16.01 An employee who is called in to work outside his or her regularly-scheduled hours shall, whenever there is a break between the employee's regularly-scheduled hours and the work the employee is called in to do, be paid the greater of: (a) four (4) hours' pay at the employee's regular hourly rate; or (b) pay at time and one-half for all hours of call-in work performed. 16.02 Reporting Pay- Unless employees are notified not to report to scheduled work, employees who report to work at their regular starting time and for whom no work is available shall receive no less than four (4) hours of any work that is available, at the straight time hourly rate, or if no work at this time is available, shall receive four (4) hours' pay at the straight time hourly rate. 16.03 The provisions of this paragraph shall not apply in the event of strikes, power failures or other conditions beyond the control of the Employer which prevent Employer from providing work or where the Employer is unable to advise the employee not to report for work because the employee has changed his address and not advised the Employer. ARTICLE 17 PROBATIONARY PERIOD 17.01 All employees employed during the term of the Agreement shall be on a probationary period for a maximum of sixty (60) calendar days from their first date of employment for the purpose of giving the Employer an opportunity to assess their qualifications for work assignments and will have no recourse to the grievance procedure for lay-off or discharge during that sixty (60) day probationary period. 10

ARTICLE 18 ~JOB POSTING 18.01 Wherever a vacancy occurs, or a new position is created within the bargaining unit, the Employer shall post on a bulletin board accessible to all members of the bargaining unit within five (5) working days, a notice with details of such a vacancy. Such notice shall remain posted for seven (7) days. 18.02 In filling job vacancies, including, promotions, transfers, and new positions, the job shall be awarded within fifteen (15) working days of posting on the basis of seniority, skill, ability and qualifications, provided that there is an applicant able to perform the job. 18.03 Present employees in the bargaining unit shall have the first opportunity to fill any vacancies, as they arise. 18.04 An employee who is by-passed in favour of an employee with less seniority to fill the vacant job shall be notified in writing as to the reason(s) he or she was not accepted. The name of the successful applicant shall be posted on the bulletin board. ARTICLE 19- SENIORITY 19.01 Seniority as referred to in this Agreement shall mean length of service in the bargaining unit, dating back to original date of hire, and shall be applied on a bargaining unit-wide basis. 19.02 An employee shall lose his or her seniority in the following circumstances: (a) if he or she voluntarily quits his or her employment with the Employer; (b) that he or she is discharged and is not reinstated through the grievance or arbitration procedures; (c) that he or she is off work because of lay-off, accident, or illness for twelve (12) months or the length of the employee's seniority, whichever is shorter; (d) fails to notify the Employer within two (2) working days that he or she will report to work after being notified by the Employer to report for work or subsequently fails to report for work within five (5) working days after being notified by the Employer by registered mail to report to work following layoff unless a reason satisfactory to the Employer is given. 19.03 An employee shall accumulate seniority under any of the following conditions: (a) when actually at work for the Employer; 11

(b) when absent on vacation, approved leave of absence in accordance with Articles 9 and 11 and pregnancy/parental leave in accordance with the Employment Standards Act; (c) during any period when he or she is prevented from performing his or her work for the Employer by reason of illness, accident and/or injury arising out of and in the course of his or her employment for the Employer and for which he or she is receiving compensation under the provisions of the Workplace Safety & Insurance Board Act for a period of up to twelve (12) months or such greater period as the Act may provide from time to time. 19.04 An employee who does not qualify to accumulate seniority under Article 19.03 shall maintain his or her existing seniority unless or until he or she loses the same pursuant to Article 19.02. 19.05 Employees shall be required to notify the Employer of any change of address or telephone number. The Employer shall be entitled to rely upon the last address and telephone number furnished to it by an employee for all purposes. 19.06 Seniority lists shall be revised and posted in the workplace every six (6) months and a copy sent to the Union. 19.07 (a) (b) In the event of lay-offs, and for the purpose of recalling those to work who have been laid off: seniority shall govern as long as the employee is able to perform the available work with a reasonable period of instruction. All employees who still retain seniority in accordance with the Collective Agreement shall be given the first opportunity to return to work. 19.08 Employees returning from leave as spelled out in Article 11 or Article 19.03 (b), (c) will be returned to their former shift and former duties within two (2) days of returning to work or within one (1) week if absence or leave was more than five (5) working days, except in the case of 19.03(c) for modified duties or if the position no longer continues to exist. 19.09 In the event that an employee covered by this Agreement should be promoted to a supervisory or confidential position beyond the scope of the Agreement as defined in Article 1 - Recognition, he or she shall retain his or her accumulated seniority for a six (6) month period from that date of appointment or length of seniority, whichever is shorter. Following the expiry of the preceding limits, the employee's name shall be considered deleted from the seniority list, except for the purposes of vacation pay percentages. 12

ARTICLE 20 - DISCIPLINE 20.01 Any discipline given to an employee will not be relied upon by the Employer in further progressive discipline where the employee's disciplinary record has been free of further discipline for a period of twelve (12) months. ARTICLE 21 -NON-DISCRIMINATION 21.01 The Employer agrees that there shall be no discrimination or intimidation by the Employer or any of its agents against any employee or group of employees because of membership in the Union or for having in good faith processed a grievance. 21.02 There shall be no discrimination against any employee, male or female, because of race, religious creed, colour, national origin, or age. 21.03 In this Collective Agreement, words using the masculine gender include the feminine. 21.04 The Employer agrees to abide by the Ontario Human Rights Code. ARTICLE 22- MISCELLANEOUS 22.01 No employee covered by this Collective Agreement shall, as a result of the same, receive, suffer or incur any loss or reduction in wages, or any other benefits or conditions of employment, monetary or otherwise, unless the Collective Agreement provides otherwise. 22.02 The Employer agrees to provide copies of all job postings, awards of job postings, WSIB claims, and accident reports to the Union. ARTICLE 23 -UNION-MANAGEMENT MEETINGS 23.01 The Employer agrees to meet with representatives of the employees when a request for such a meeting is made by a full-time Union representative. Such meetings are to occur within a reasonable period of the request being made but, in any event, not more often than one time per calendar month. 23.02 The person or persons representing the Employer at such meetings are to be management personnel above the level of those management personnel normally supervising the work of the employees. This clause is understood to be separate and apart from the grievance provisions. The purpose of this clause is to facilitate an exchange of views on problems or suggestions to provide for the better functioning of employees in the workplace. 13

. ARTICLE 24 APPENDICES 24.01 All appendices attached to this Agreement form part of this Collective Agreement. ARTICLE 25- DURATION OF AGREEMENT 25.01 This Agreement shall continue in full force and effect from September 1, 2010 until August 31, 2013, and thereafter shall be automatically renewed and remain in force from year to year from its expiration date, unless, within the period of ninety (90) days before the Agreement ceases to operate, either party receives notice in writing to the other party of its desire to bargain with a view to the renewal with or without modifications of the Agreement. 25.02 On receipt of such notice, the Parties to the Agreement shall convene a meeting within fifteen (15) days and bargain in good faith to endeavour to reach an agreement. DATED at London, Ontario, this 26th day of August, 2010. FOR THE EMPLOYER: FOR THE UNION: 14

APPENDIX "A" ARTICLE 26 WAGES AND CLASSIFICATIONS 26.01 The following wages shall apply to the following classifications during the lifetime of this Agreement: Classifications Effective Sept. 1/10 Effective Sept. 1/11 Effective Sept. 1/12 Food Court Maintenance (Janitorial) Maintenance (lnt./ext.) Security Customer Service Let's Play $11.50 $11.50 $11.50 $11.50 $11.50 $11.50 $12.00 $12.00 $12.00 $12.00 $12.00 $12.00 $12.25 $12.25 $12.25 $12.25 $12.25 $12.25 Premiums Lead Hands Apprentice $0.50 above the appropriate wage rate $1.00 above the appropriate wage rate Note: Apprentices must be registered in the appropriate apprenticeship as set out in the Tradesman Qualification Act or similar legislation. Apprentices shall have super seniority. Notwithstanding the grid above, all current employees shall receive an increase as follows: September 1/11 September 1/12 $0.50 per hour $0.25 per hour New hires shall be paid fifty cents ($0.50) less than the wage rate specified in Article 26.01 during the probationary period. Bonus All employees who passed their probationary period shall receive thirty dollars ($30.00) as a Christmas Bonus payable on December 15 1 h of each year. ARTICLE 27 HOURS OF WORK 27.01 Additional work required by the Employer over and above the normallyscheduled shifts shall be assigned on a reverse seniority basis (longest employed) to employees qualified to perform the work. Such hours of work shall be on a voluntary 15

basis by the employee 27.02 When regularly scheduled hours of work are to be reduced, such hours shall be reduced from the employee with the least seniority within his or her classification. In the event an employee should lose all his or her hours of work, Article 19.07 shall be applicable. ARTICLE 28- OVERTIME 28.01 Overtime shall be paid for all hours worked over forty-four (44) hours per calendar week or more than: (a) Nine (9) hours of work on a shift or (b) Twelve (12) hours on a regularly scheduled twelve hour shift as set out in Article 30.01. When scheduling twelve ( 12) hour shifts employees working less than nine (9) hours per shift will not have their hours reduced unless they specifically agree. 28.02 Overtime shall be paid at time and one-half the employee's regular appropriate wage rate 28.03 All overtime shall be on a voluntary basis by the employee. 28.04 When overtime is assigned by the Employer, it shall be on a rotating seniority basis (least employed to longest employed) to employees qualified to perform the work. ARTICLE 29- ASSIGNMENT OF WORK 29.01 (a) Employees who are required to perform a higher classification of work shall be paid the appropriate wage rate, for such time spent perform the work. (b) Employees who are required to perform a lower classification of work shall continue to be paid their current wage rate for such time spent performing the work. ARTICLE 30- WORK SCHEDULES 30.01 The Employer will use its best reasonable efforts to prepare and publish shift schedules fourteen ( 14) calendar days in advance of the first (1st) day of the first (1st) shift of the schedule and the Union Steward shall participate in the preparation of the schedule and shall make such suggestions 'is he or she deems necessary and any such suggestions shall not be rejected on unreasonable grounds. The shift schedules shall be posted no later than seven (7) calendar days in advance (e.g. before midnight on the Saturday seven (7) days prior to any shift starting after midnight on the following 16

Saturday). The Union Steward will review the same not less than twenty-four (24) hours prior to the posting of the schedule. 30.02 All employees shall have scheduled twelve (12) consecutive hours off between shifts. In the event that the Employer fails to schedule twelve (12) consecutive hours off when shifts are changed any employee affected in such an event will be paid overtime pay for the number of consecutive hours difference between twelve (12) and the actual number of consecutive hours off provisions of this sub-article shall not apply to an employee who, at his or her own request or by mutual agreement is scheduled so as to have less than twelve (12) consecutive hours off when shifts are changed except in the case of an employee working additional voluntary overtime, in which case such voluntary overtime shall not be considered hours worked for the purpose of this clause. ARTICLE 31- CLASSIFICATION GRIEVANCES 31.01 When a new classification is established, or an existing classification is changed so as to create a new classification because new work needs to be performed and has not previously been performed by employees covered under the current classifications and which cannot be properly placed in an existing classification by mutual agreement, management will establish the classification and rate on a temporary basis. Written notification of the temporary rate and classification will be furnished to the Union. The new rate and classification shall be considered temporary for a period of thirty (30) calendar days following the date of notification to the Union. During this period (but not thereafter) the Union may request the Employer to negotiate the rate and the classification for the new job. The negotiated rate, if higher than the temporary rate, shall be applied retroactively to the date of the establishment of the temporary classification and rate. If no request has been made by the Union to negotiate the rate within the thirty (30) calendar day period to the temporary rate and classification shall become a part of the wage scale. If the Employer and the Union are unable to agree on a rate and classification for the new job, the disputed rate and/or classification for the new job the disputed rate and/or classification may be treated as a grievance and referred to arbitration under Article 5. If the Arbitrator sets the new rate higher than the temporary rate it shall be applied retroactive to the date of the establishment of the temporary rate and classification. It is specifically agreed that the Arbitrator will have no authority to alter or modify the existing rates and classifications but shall have the authority, subject to the provisions of this agreement, to determine the new rate and/or classification in consideration of the existing classifications and rate structure found in the collective agreement. 17

. ARTICLE 32- HEALTH CLUB MEMBERSHIPS 32.01 The Employer provides a reimbursement of health club fees to a maximum of three hundred dollars ($300.00) per annum per employee in accordance with the Employer's policy. NOTE: Reimbursement is limited to only those employees who were utilizing this benefit on July 1, 2001. 18

' LETTER OF UNDERSTANDING BETWEEN: G4S SECURE SOLUTIONS (CANADA) L TO. -and- (hereinafter called the "Employer") LABOURERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") Re: Benefit Entitlement The Employer agrees to allow employees who are regularly employed 20 to 24 hours per week to be covered by Article 10.01 of the Collective Agreement. This Agreement shall only be applicable to those employees as described above who are employed on September 1, 1994 and have signified, after proper notice of same, that they wish this option. This Agreement is not extended past October 1, 1994 and shall not be available to new employees who do not signify their desire by October 1, 1994. DATED at London, Ontario, this 26th day of August, 2010. FOR THE EMPLOYER: FOR THE UNION: 19

LETTER OF UNDERSTANDING BETWEEN: G4S SECURE SOLUTIONS (CANADA) L TO. -and - (hereinafter called the "Employer") LABOURERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") Re: Pension Plan The Employer agrees to allow employees who are regularly employed 20 to 24 hours per week to participate in the Pension Plan as set out in Article 1 0.04. This Agreement shall only be applicable to those employees as described above who are employed as of September 1, 1994 and have signified, after proper notice of same, that they wish this option. This Agreement is not extended past October 1, 1994 and shall not be available to new employees who do not signify their desire by October 1, 1 994. DATED at London, Ontario, this 26th day of August, 2010. FOR THE EMPLOYER: FOR THE UNION: 20

LETTER OF UNDERSTANDING BETWEEN: G4S SECURE SOLUTIONS (CANADA) LTD. -and- (hereinafter called the "Employer") LABOURERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1059 (hereinafter called the "Union") Re: Additional Hours for Part-time Employees The Employer is committed to the principle of using full-time employees where this is possible consistent with the requirements of the operation e.g. scheduling. Accordingly, prior to hiring new part-time employees, the Employer will consider the possibility of providing additional hours to current part-time employees who wish them and the wishes of such employee shall not be unreasonably declined. Prior to hiring new part-time employees, the Employer will consult with the Union with respect to the application of this Letter of Understanding. Having regard to the increased demand for staff during the period November 1 through January 15, the following conditions shall apply: 1. The Employer shall inquire, in writing, of all part-time employees on or around October 1 of each year as to their desire to work additional hours during the period November 1 through January 15. 2. To the extent permitted by the requirements of the operation, such part-time employees who desire additional hours will be so scheduled during the period November 1 through January 15, however, such part-time employees shall not be eligible for benefits under Article 10 or Group 4 Securitas (Canada ) Ltd. short-term disability and long-term disability during this period. DATED at London, Ontario, this 26th day of August, 2010. FOR THE EMPLOYER: FOR THE UNION: 21