1

COLLECTIVE AGREEMENT

between:

DOLLAR THRIFTY AUTOMOTIVE GROUP

(the "Company")

and

UNITED FOOD AND COMMERCIAL WORKERS UNION, LOCAL 175

(the "Union")

RENTAL SALES AGENTS

TORONTO PEARSON INTERNATIONAL AIRPORT

Effective: November 9, 2016

Expiry: November 8, 2019

Contents ARTICLE 1 - PURPOSE ........................................................................................................................... 1

ARTICLE 2 - SCOPE AND RECOGNITION .......................................................................................... 1

ARTICLE 3- MANAGEMENT RIGHTS ................................................................................................ 1

ARTICLE 4 - UNION SECURITY ............................................................................................................ 2

ARTICLE 5- NO STRIKE /NO LOCKOUT ............................................................................................ 4

ARTICLE 6- UNION STEWARDS AND COMMITTEES .................................................................... 4

ARTICLE 7- GRIEVANCE PROCEDURE ............................................................................................ 5

ARTICLE 8- ARBITRATION ................................................................................................................... 6

ARTICLE 9- DISCIPLINE AND DISCHARGE ..................................................................................... 7

ARTICLE 10- PROBATIONARY EMPLOYEES .................................................................................. 8

ARTICLE 11 -SENIORITY ...................................................................................................................... 8

ARTICLE 12- EMPLOYEE ABSENCE ................................................................................................ 10

ARTICLE 13- BULLETIN BOARD ....................................................................................................... ll

ARTICLE 14 - LEAVES OF ABSENCE ............................................................................................... 11

ARTICLE 15- HEALTH AND SAFETY ................................................................................................ 12

ARTICLE 16- HOURS OF WORK AND OVERTIME ....................................................................... 13

ARTICLE 17- VACATIONS ................................................................................................................... 15

ARTICLE 18 - PAID HOLIDAYS ........................................................................................................... 16

ARTICLE 19 - BENEFITS ....................................................................................................................... 18

ARTICLE 20 - WAGES ........................................................................................................................... 18

ARTICLE 21- GENERAL ...................................................................................................................... 19

ARTICLE 22- NO DISCRIMINATION .................................................................................................. 21

ARTICLE 23- SICK LEAVE .................................................................................................................. 21

ARTICLE 24- DURATION .................................................................................................................... 22

APPENDIX "A" ........................................................................................................................................ 24

LETTER OF UNDERSTANDING VISION CARE COVERAGE .................................................... 26

LETTER OF UNDERSTANDING TERMINAL 3 EMPLOYEES ..................................................... 27

2

ARTICLE 1 - PURPOSE

1.01 The general purpose of this agreement is to establish and provide for orderly collective bargaining relations between the Company and the Union and the Employees covered by this agreement for the timely and amicable disposition of grievances.

The Union recognizes that the business in which the company is engaged is highly competitive, that the Company must be able to maintain an efficient, cost effective operation and improve itself in a highly competitive market, and that all employees must properly represent the Company's goods and services to the public in accordance with applicable laws and Company policies, and the Union agrees to support the Company in obtaining these objectives, all of which are consistent with this Collective Agreement.

ARTICLE 2 - SCOPE AND RECOGNITION

2.01 The Company recognizes the Union as the bargaining agent for all employees of Dollar Thrifty Automotive Group Canada Inc. employed at Pearson International Airport, save and except supervisors, persons above the rank of supervisor, mechanics and assist mechanics, office, clerical and sales staff, casual employees, temporary agency employees, students employed during school vacation periods, and persons employed in any other bargaining units.

ARTICLE 3 - MANAGEMENT RIGHTS

3.01 The union recognizes and agrees that, except as specifically abridged or modified by this agreement, all rights, powers and authority with respect to the management of the Company and the direction of the working forces are retained solely and exclusively by the Company.

3.02 For greater certainty, but without limiting the generality of the foregoing, the Union agrees that the Company has the sole and exclusive right to:

1

(a) operate and manage its affairs and facilities in all respects in as efficient and economic a manner as it sees fit;

(b) maintain order, discipline and efficiency;

(c) hire, retire, assign, direct, promote, demote, classify, transfer, layoff and recall employees and suspend, discharge or otherwise discipline non-probationary employees for just cause;

(d) determine the nature and kind of business conducted by the Company, the products to be carried, the kinds and locations of equipment, merchandise,

goods, fixtures and type of customer service to be used, the control of materials and goods, the methods and techniques of work, the schedules of work, number of personnel to be employed; the number of hours to be worked; starting and finishing times and overtime requirements; make studies of and institute changes in jobs, job assignments and standards; discontinue, reorganize, limit, combine, substitute any operation or part thereof; and determine all other functions and prerogatives here before invested in and exercised by the Company which shall remain solely with the Company;

(e) assign employees to any locations as per business and company requirements;

(f) make and enforce and alter from time to time rules and regulations to be observed by the employees;

(g) suspend, discharge or otherwise discipline probationary employees at its discretion. It being further agreed that the suspension, discharge or disciplining of a probationary employee shall not be considered a difference or dispute arising between the probationary employee and the Company or between the Union and the Company.

(h) no employee of the Company excluded from the bargaining unit described in article 2.01 may perform work normally performed by bargaining unit employees where:

(i) the performance of such work by excluded employees would result in the lay-off of one (1) or more bargaining unit employees; or

(ii) there are bargaining unit employees on lay-off who have the necessary skill and ability to perform the work required and the work required is sufficient to recall one (1) or more employees to work at least eight (8) consecutive hours per week.

This clause shall not apply in the cases of training, testing, time studies, product development or emergency.

ARTICLE 4 - UNION SECURITY

4.01 All employees shall make application for membership in the Union during their probationary period and shall become and remain members of the Union in good standing upon completion of their probationary period.

4.02 It is agreed that, for the purposes of the collective agreement, membership in good standing shall be fully satisfied by the payment of the initiation fee and the regular union dues from the first day of employment.

4.03 The Employer shall, during the term of this Agreement, deduct from members of the bargaining unit the regular bi-weekly Union Dues, and such Dues shall be remitted to the Union prior to the 15th day of the month following the month in which such deduction is made.

2

The Employer shall collect Membership Initiation Fees as may be established by the Union and forward application forms and such Fees to the Union with the regular monthly Dues remittance.

The Employer shall notify the Union of new employees and rates of pay, in addition to terminations, on a monthly basis. Deduction statements shall be documented by location containing the full name of the employee and his starting date. The Employer agrees to record the annual Union Dues for each employee on his T4 Form.

In the event such bi-weekly Dues are changed during the term of this Agreement, such change will be given to the employer by notice in writing properly authorized by Union officials and shall become effective not earlier than the commencement of the second month following the month such notice is received.

The dues and initiation report will be provided in the forms of e-mail (remit@ ufcw175.com) or on computer diskette as well as a hard copy of the dues report being attached to the remittance cheque which shall be in standard spreadsheet format (Excel, QuartoPro, Lotus or other such software program) and shall contain the following current information:

a) Social Insurance Numoer

b) Employee Number

c) Full Name

d) Full address (including City and Postal Code)

e) Telephone number (including area code)

f) Rate of pay

g) Classification

h) Full-time or Part-time designation

i) Union dues deduction (current)

j) Total Union dues deducted (Year to Date)

k) Initiation fees deducted (6urrent) -

I) Total initiation fees deducted (Year to Date)

4.04 The Union shall indemnify and save harmless the Employer, its agents and/or employees acting on behalf of the Employer, from any and all grievances, claims, demands, actions or causes of action arising out of, or in any way connected with this article. This shall not operate so as to restrict the Union from filing a grievance complaining that the Company has failed to deduct and remit dues as required by the collective agreement.

3

ARTICLE 5 - NO STRIKE /NO LOCKOUT

5.01 In view pf the orderly procedures established by this Agreement for the settling of disputes and the handling of grievances, the Union agrees that, during the life of this Agreement there will be no strikes, picketing, slowdown or stoppage of work either complete or partial. The Company agrees that, during the term of this Agreement, there will be no lockout.

ARTICLE 6 - UNION STEWARDS AND COMMITTEES

6.01 The Union will supply the Company with the names of its Business Representatives. Similarly, the Company will supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

6.02 The Company agrees to recognize a negotiating committee consisting of two (2) employees. The Company agrees to pay two (2) employees up to a maximum of eight and one-half (8.5) hours per day during negotiations, provided that the negotiations on the day have a minimum of four (4) hours duration with both the Company and the Union involved.

6.03 (a) The Union shall have the right to appoint or otherwise select two (2) Stewards and two {2) alternate Steward representing all locations within the bargaining unit. No employee shall be appointed or otherwise selected as stewards or alternate steward until such person has completed his/her probationary period of employment with the Company. The alternate steward shall act only in the absence of the steward.

(b) The Union shall notify the Company, in writing, of the names of the Stewards and alternate Steward before the Company shall be required to recognize such Stewards and alternate Steward.

(c) The Union agrees that the Steward's first obligation is to perform his regular duties on behalf of the Company. The Steward will not leave his regular duties without first obtaining permission from his Supervisor or his designate. If permission is granted, the matter will be dealt with expeditiously. It is further understood that the processing of a grievance to management shall not interfere with the regular conduct of business including the servicing of customers.

6.04 Upon reasonable notice to the Manager or his/her designate, a Union Staff Representative shall be allowed to confer with employees (maximum one employee at a time) over matters directly related to this collective agreement in an area allocated by management, but must not interfere with the regular conduct of business, including the servicing of customers.

4

ARTICLE 7 - GRIEVANCE PROCEDURE

7.01 It is understood that nothing contained in this Article is intended to preclude the informal review of employee complaints or concerns between the employee and management.

7.02 For the purposes of the Collective Agreement, a grievance is defined as a difference or dispute, between the Company and any employee(s) coming specifically under this Collective Agreement, concerning the interpretation, application or alleged violation of this Agreement or any matter which is expressly directed for resolution under the Grievance and Arbitration Procedures by any Ontario statute.

7.03 It is the mutual desire of the parties hereto that any complaint of an employee shall be responded to as quickly as possible, recognizing that efficient customer service is the primary concern. Research or preparation with respect to a grievance by the Union or the employee involved will be conducted outside of working hours. The processing of a grievance to management by the aggrieved employee will be done during working hours but must not interfere with the regular conduct of business, including the servicing of customers.

7.04 Step 1

5

There shall be no grievance until the employee's Supervisor or his designate has first been given an opportunity to deal with the problem. Such problem must be discussed with the Supervisor or his designate within five (5) business days after the event or circumstances giving rise to the problem has occurred, and, if the employee is not satisfied with the reply of the Supervisor or his designate such reply shall be communicated in writing to the employee within five (5) business days, the employee may file a written grievance in the following manner and sequence.

Step 2

A written grievance signed by the grieving employee must be submitted to the Supervisor or his designate within five (5) business days after receipt of the reply of the Supervisor or his designate. The nature of the grievance, the section or sections of the Agreement which are alleged to have been violated, and the remedy sought shall be clearly set out in the grievance. The Supervisor or his designate will render a decision in writing within five (5) business days following the day on which the grievance was presented. Failing settlement, then:

Step 3

Within five (5) business days following the decision under Step 2; the grievance shall be taken up by the Business Representative of the Union with the Area Manager or assigned. Thereafter, the Area Manager shall render a decision within five (5) business days from the date on which the grievance was re-submitted. If either the Area Manager or the Union requires a meeting, it will be held at the Company's offices. Such meeting shall include a representative of the Union, the griever, as well as representatives of the Company. Upon the conclusion of any such meeting, the employee shall return to work immediately, it being understood that no employee shall suffer a loss of earnings in respect of any such meeting held during his working hours.

7.05 Policy Grievance

A grievance arising directly between the Company and the Union concerning the interpretation, application or alleged violation of this Agreement shall be originated under Step 3 and shall be submitted in writing and shall provide the information as required in Step1 hereof. However, the provisions of this paragraph must not be used with respect to a matter upon which an employee or employees would be personally entitled to grieve and the regular grievance procedure shall not be thereby by-passed. Any grievance by the Company or the Union as provided in this paragraph shall be commenced within ten (1 0) business days after the circumstances giving rise to the grievance have occurred.

ARTICLE 8 - ARBITRATION

8.01 Failing settlement under the forgoing procedure of any grievance between the parties arising from the interpretation, application or administration of this Agreement, including any question as to whether a matter is arbitratable, such grievance may be submitted to arbitration provided that all the requirements of paragraphs 7.04 and 7.05 as applicable have been met. If no written request for arbitration is received within fifteen (15) business days after the decision under Step 3 or under paragraph 7.05 is given, it shall be deemed to have been settled and not eligible for arbitration.

8.02 Any grievance not submitted within the time limits set out in Articles 7, 8.01 and 9.02 nor advanced by the grieving party within any of the time limits provided shall be deemed to have been abandoned. Section 48 (16) of the Labour Relations Act, 1995, shall not apply to this Collective Agreement. No matter may be submitted to arbitration which has not been properly carried through all the requisite steps of the grievance procedure. Where no answer is given within the time limits specified in the grievance procedure, the grievance may be submitted to the next step of the grievance procedure.

8.03 (a) If the Company or the Union requests that a grievance as above provided be submitted to arbitration, they shall make such request in writing addressed to the other party to this Agreement. The parties will attempt to agree upon an arbitrator, but upon failure to agree the parties will request the Minister of Labour of Ontario to appoint an Arbitrator.

(b) Section 8.03(a) shall not preclude either party from utilizing Section 49 of the Ontario Labour Relations Act, 1995 as amended

8.04 The Arbitrator shall not have jurisdiction to amend or add to any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, or give any decision inconsistent with the terms and provisions of this Agreement.

8.05 Each of the parties hereto will bear the fee and expenses of the nominee appointed by them and the parties will equally share the fees and expenses of the chairperson of the Arbitration Board.

8.06 The time limits fixed in both the grievance and arbitration procedures may be extended by mutual written consent of the parties to this Agreement.

6

8.07 The arbitration award shall be binding on the parties to this Agreement and any employee(s) involved.

ARTICLE 9 - DISCIPLINE AND DISCHARGE

9.01 Subject to the provisions set out below, a claim by an employee, who has successfully completed his probationary period, that he has been discharged or disciplined without just cause may be the subject of a grievance and dealt with as provided for in Article 7 and Article 8.

9.02 An employee who is discharged shall be so notified in writing by the Company. If an employee who has completed his probationary period considers he has been discharged without just cause, he may submit a grievance in writing under Step 2 of the grievance procedure within five (5) business days following his discharge.

9.03 Where the Company requests a meeting with an employee in order to impose formal discipline, a disciplinary suspension or a disciplinary termination, the employee shall be afforded an opportunity of having a union steward or a bargaining unit member of his choice, who is presently working, in the absence of a Union Steward present at such meeting, unless the offence is of such gravity that it requires immediate attention.

Certain offenses are of such gravity and importance that they shall be deemed to constitute just cause for the immediate discharge of the employee concerned. Such offences include but are not limited to:

1. Theft from co-workers, customers, third parties or the Company.

2. Fighting.

3. Use or possession of drugs or alcohol while on duty.

4. Use or possession of firearms, weapons or explosives, or the threat to use weapons of any kind.

5. Unauthorized use of a company vehicle.

Where the Company decides, in light of the specific circumstances of the case, to impose a disciplinary penalty short of discharge for a grave offence as mentioned above, such penalty shall be deemed to be appropriate, if the offence is proved. The imposition of such lesser penalty in one case shall not operate as a limit to management's discretion to impose the penalty of discharge in another case. Where the dismissal of an employee for a serious offence is made the subject of a grievance which proceeds to arbitration, the Company shall be required to establish, on a balance of probabilities, that the employee committed the offence. Where the Company establishes that the employee committed the offence, then the Arbitrator or Arbitration Board, as the case may be, shall not inquire into the penalty imposed.

9.04 (a) Where an employee requests, in writing, he/she shall be permitted to review his/her personnel file in the Human Resources Department in the presence of the

7

Manager of Human Resources, or his/her designate, once in each calendar year. The employee' shall not add or remove anything from the personnel file.

(b) The Company shall remove any discipline less than a three (3) day suspension from an employee's discipline record where the employee successfully works a period of twenty-four (24) months from the date of the discipline without incurring any further discipline.

ARTICLE 10- PROBATIONARY EMPLOYEES

10.01 An employee will have no seniority and shall be considered on probation until he has completed ninety (90) days of work since the last date of hire with the Company. The probationary period may be extended by mutual agreement by the Parties.

The Company may discharge probationary employees at its discretion except for reasons covered by the Human Rights Code. It is further agreed that the discharge, suspension, demotion or other disciplining of a probationary employee shall not be considered a difference or dispute arising between the probationary employee and the Company or between the Parties.

ARTICLE 11 -SENIORITY

11.01 (a) For regular full-time employees and regular part-time employees, seniority shall be defined as total employment in the bargaining unit within their classifications since the last date of hire with the Company.

(b) Upon successful completion of the probationary period of ninety (90) days of work, shall be credited with seniority back to his last date of hire.

11.02 An employee shall lose all seniority and his employment shall be automatically terminated for any of the following reasons:

8

(a) he resigns his employment;

(b) he is retired;

(c) he is discharged for just cause and is not reinstated;

(d) he has been laid off for a period equal to the lesser of his seniority as posted under Article 11.04 or twelve (12) months;

(e) he does not perform work for the Company for any reason other than (d) above for a period of twelve (12) calendar months;

(f) he is absent from work for three (3) consecutive working days unless a reason satisfactory to the Company is given to the Company;

(g) regardless of (f) above, he is absent from work for three (3) consecutive working days without notifying the Company in advance, unless it was impossible for the employee to so notify the Company;

(h) if a laid-off person who is recalled to work fails to return to work within ten (1 0) calendar days of mailing of notification of return. Such mailing shall be by registered mail to the last address of the person that the employer has in its files for that person;

(i) if laid off person is recalled to employment pursuant to article 11.03 (b), (d) or (g) and the person declines the offer of recall;

U) an employee utilizes a leave of absence for purposes other than those for which it was granted or fails to return to work on the conclusion of a leave of absence. It will be the responsibility of employees to provide written notification of any changes in their address to the Payroll Department.

11.03 Layoff and Recall

(a) If the Company decides to decrease the full-time workforce, employees will be laid off from work in reverse order of their seniority provided that the remaining employees have the requisite of skill, ability and qualifications to perform the work remaining.

(b) If the Company decides to decrease the part-time workforce, employees will be laid off from work in reverse order of their seniority provided that the remaining employees have the requisite of skill ability and qualifications to perform the work remaining.

(c) The Company agrees not to lay off a full time employee and replace the displaced full time employee's shift with two (2) or more part time employees.

(d) Where the Company conducts a layoff the employees displaced from their classification may displace the most junior employee in the bargaining unit in a lower rated classification provided that the employee has the skill and ability to perform the work of the junior employee.

(e) Where the Company has work available in the employee's classification it shall recall the most senior employee (full time for full time work and part time for part time work) provided the employee has the qualification to perform the available work.

11.04 The Company agrees to post separate seniority lists for the regular full-time employees and the regular part-time employees in the bargaining unit within their classification once a year. A copy of such list will also be supplied to the Union. Employees shall have thirty (30) days to challenge the accuracy of the list. Thereafter, it shall be binding on all parties until the circulation of the next list.

11.05 Where an employee who has completed his probationary period is transferred to a full­time position outside the bargaining unit, he may return or be returned to the bargaining unit within ninety (90) days with full seniority credit up to the date of his return. Should an employee's time outside the bargaining unit extend beyond ninety (90) days, such

9

employee may be transferred back without seniority in to the bargaining unit to a vacant position and the Company will not be required to post such vacancy under other provisions of the Collective Agreement, provided that such transfer shall not cause the displacement of any existing seniority rated bargaining unit employee.

11.06 The Company when reducing hours of work, agrees it will not reduce the regular scheduled hours of the employees for the purpose of replacing such hours with casual help or non-bargaining unit employees.

11.07 Should any prior job classification or classifications be re-established during the term of this Agreement, or should any new classification or classifications be established during the term of this Agreement pursuant to Article 2 - Scope and Recognition, the parties agree that the rate of pay for such classification shall be negotiated between them, provided, however, that in the event the parties are unable to agree, the employee shall work at whatever rate shall be set by the Company and the matter shall be submitted to arbitration as is provided in the grievance procedure and the parties shall abide by the result of the arbitration.

ARTICLE 12 - EMPLOYEE ABSENCE

12.01 (a)

(b)

(c)

10

Employees are required to attend work regularly. When unable attend, the employee must contact his Supervisor or his designate as far in advance as possible of his scheduled starting time, giving the reason he is unable to attend work, the date of his expected return, and the details as to where he can be contacted during his absence. If the employee cannot contact his Supervisor or his designate he must advise the company as soon as possible with a reasonable explanation for the delay.

Where an employee's absence from work is two (2) scheduled work days or longer, the employee shall speak personally or by telephone with his/her supervisor, failing which the employee shall be subject to progressive discipline up to and Including discharge from employment.

When requested by the Company, an employee must provide a reasons for their absence. In the case of absences due to medical reasons, the Company may require the employee to provide a doctor's note with the following information:

• Date of appointment;

• Reason for absence (not required to provide a diagnosis);

• Any restrictions that the employee may have; and

• expected date of return.

The Company may require Doctor's notes for any sick incident of two (2) consecutive days of longer, or where the employee has already used four (4) sick days in a calendar year.

(d) The Company requires an employee, who has been absent from work for a period exceeding three (3) working days or otherwise has been absent from work on a recurring basis, to provide a medical report stating they may return to work prior to permitting the employee to return to work. Each absence will be considered as one occurrence as per the attendance policy.

(e) The provisions listed in (a) to (d) above shall not be construed as restricting the circumstances under which the Company may require a doctor's report.

ARTICLE 13 - BULLETIN BOARD

13.01 The Company shall make available a place in an area designated by the Company for the purpose of posting notices regarding meetings and other similar union matters directly relating to employees of the bargaining unit. All such notices must be signed by a union officer and must be approved by the Manager or his designate prior to posting. Management approval shall not be unreasonably withheld.

ARTICLE 14- LEAVES OF ABSENCE

Personal Leave

14.01 (a) The Company may grant leave of absence without pay for legitimate personal reasons. Request for such leave shall be made in writing to the Manager clearly stating the reasons for such request and the proposed duration, at least two (2) weeks in advance. The company may, in its sole discretion, consider requests for personal leave on shorter notice. The maximum length of an unpaid leave of absence is thirty (30) calendar days. Longer leave of absence will only be granted under extenuating circumstances and must have prior approval in writing by Human Resources. All vacation entitlement must be used prior to requesting a leave of absence. The Company shall reply in writing within two (2) weeks, to all written requests for leave of absence. A copy of such reply shall be supplied to the employee making the request.

Sick days cannot be used to extend a leave of absence.

(b) It is understood that the Company will consider granting a leave of absence where an employee has pre-booked and paid a non-refundable travel ticket for future vacation time which is booked.

14.02 Union Convention Leave

11

The Company shall grant leave of absence without pay to the Union Steward to attend Union Conventions or Conferences. Such leave must be applied for at least two (2) weeks in advance and all leaves for all employees shall not exceed five (5) working days

per contract year in total and only one employee may be granted such leave at any one time. The Company may, in its discretion, allow both the Steward and alternate Steward to be on such leave at the same time if requested.

14.03 Pregnancy and Parental Leave

Employees will be entitled to pregnancy and parental leave, as per the Employment Standards Act, 2000.

14.04 Jury Duty

Full time employee to be paid their normal daily straight time hours if called for Jury Duty or subpoenaed. The regular part time employee shall be paid their regular rate multiplied by their average hours worked over the thirteen (13) week period, immediately preceding the Jury Duty.

14.05 Bereavement Leave

(a) In the event of a death in the immediate family, a regular full-time employee who notifies the Company as soon as possible will be granted up to five (5) scheduled work days' off, without loss of pay from regular earnings. The length of such leave shall be determined by the Company. "Immediate family" shall be defined as parents, current wife, current husband, children, brother or sister of the employee. In the event of the death of a grandparent, current mother-in-law, current father-in-law, current son-in-law or current daughter-in-law, a regular full­time employee who notifies the Company as soon as possible will be granted two (2) days off without loss of pay from regular earnings. The company may in its sole discretion consider special requests for extended unpaid time away from work associated with a bereavement.

(b) The above 14.05 (a) will also apply to regular part time employees except they shall be paid their regular rate multiplied by their average hours worked over the thirteen (13) week period immediately preceding the bereavement leave, if they are normally scheduled to work at this time.

14.6 Emergency Leave

It is agreed and understood that all leaves of absence under this Agreement including, but not limited to, sick leave (23.01 ), personal leave (14.01 ), jury duty leave (14.04) and bereavement leave (14.05), whether paid or unpaid, provide "a greater benefit" to employees within the meaning of section 5 (2) of the Employment Standards Act, 2000, than the employment standard "emergency leave" provided in Part XIV and in section 50 of the Employment Standards Act, 2000 such that the statutory emergency leave shall not apply to employees under this agreement.

ARTICLE 15- HEALTH AND SAFETY 15.01 There shall be one (1) Health and Safety Worker Representative representing the

bargaining unit to be a member of the Company's Joint Health and Safety Committee. The Committee shall meet at least once every three (3) months during regular working

12

hours. Minutes of the meetings shall be kept and shall be posted in all locations, along with the names of members of the Committee. Anyone who has a health and safety concern shall contact his/her supervisor and a member of the Joint Health and Safety Committee. If the Committee considers it necessary to call a meeting to discuss the employee's concern, such meeting will be held during regular working hours.

15.02 Where an employee is injured at work during the performance of his duties as a result of which he cannot complete the balance of his shift as determined by either the supervisor or his designate, he shall be paid for the balance of his shift at his regular hourly rate.

ARTICLE 16 - HOURS OF WORK AND OVERTIME

16.01 The Company agrees to use its best efforts to maintain normal hours of work for regular full-time employees of eight and one-half (8.5) hours per day and forty-two and one-half (42.5) hours per week. Regular full-time employees shall be provided with a thirty (30) minute unpaid meal period. The work week for regular part-time employees shall be less than thirty (30) hours per week, not including a thirty (30) minute unpaid meal period. Exceptions to the above may occur in cases of emergencies, replacement of bargaining unit employees due to training, leaves, vacation and other operational requirements.

16.02 It is understood and agreed that the provisions of this Article are intended only to provide a basis for calculating time worked and shall not be considered a guarantee as to the hours of work per day or the days of work per week.

16.03 Authorized hours worked in excess of eight and one-half (8.5) hours per day or forty-two and one-half (42.5) hours in the employee's work week shall be paid at the rate of one and one-half (1.5) times the employee's regular hourly rate of pay.

16.04 Overtime and other premiums shall not be paid more than once for any hours worked and it is agreed that there shall be no pyramiding of overtime or any premiums provided for in this agreement.

16.05 The parties to this agreement recognize that the needs of the business may require the performance of overtime work from time to time and employees will cooperate in the performance of such work. If overtime is required at a specific location in a specific classification, the Company shall offer the work according to seniority to qualified employees working at the location in the classification during the same time period or call in an employee in the classification in the bargaining unit. More specifically:

13

(a) If overtime becomes available, the Company will offer the overtime of four (4) hours or less to qualified employees who are working or who are scheduled to work that day.

(b) If overtime becomes available, the Company will offer the overtime of more than (4) four hours to qualified employees who are not scheduled to work that day.

If the Company's requirements are not met using this process, then the available work may be assigned to employees in the classification in reverse order of

seniority, first to part-time employees and then to full-time employees. Where overtime work, not exceeding the statutory maximum under subsection 17(2)(b) of the Employment Standards Act, 2000, and not exceeding a total of three hundred (300) hours in a calendar year for any employee, is so assigned, the employee shall work the overtime. The Union agrees to cooperate with the Company's application for a permit for overtime hours under the Employment Standards Act, 2000 as amended.

16.06 The Company will direct the time and location for the employees to take a thirty (30) minute unpaid meal period such that the employee shall not be required to work more than five (5) consecutive hours without such thirty (30) minute unpaid meal period. The Company shall provide each employee with one (1) fifteen (15) minute paid rest period in each half of a shift consisting of at least eight (8) hours duration at a time directed by the employee's supervisor. Upon mutual agreement between the company and the employee, two (2) fifteen (15) minute paid rest periods and the thirty (30) minute unpaid lunch period may be combined to give a one (1) hour meal period, of which thirty (30) minutes shall be paid time.

16.07 Work schedules shall not be changed without two (2) calendar days' notice to each employee affected by such change; however, this shall not apply in an emergency situation.

16.08 The Company shall provide the location with tools in order to enable employees to record their time for payroll purposes.

16.09 When an employee reports for work at the commencement of his regularly scheduled shift, he shall be entitled to a minimum of four (4) hours work or four (4) four hours' pay at his regular straight time hourly rate, unless the lack of work is due to reasons beyond the control of the Company or unless the Company has contacted the employee before the scheduled start of the employee's shift.

16.1 0 Where the Company determines that a vacancy exists, the Company shall post a notice of such availability. Employees in the classification will have five (5) days to inform their supervisor in writing that they wish to be considered for the available shift. At the end of the five (5) day period, the Company will review the applicants for the shift available from those who have signified interest on the basis of skills and ability. Seniority in the classification shall be the determining factor where two or more interested employees are qualified and have relatively equal skill and ability. If nobody who has applied has the necessary skill, ability and qualifications to satisfactorily perform the requirements of the job without training, the Company may select any employee in the bargaining unit for training or may appoint an employee from outside the bargaining unit or may hire a new employee. It is understood that this process shall only be applicable for the initial shift availability so that any subsequent shifts becoming available through the application of this process may be filled from within the classification at the sole discretion of the Company.

16.11 It is agreed that employees under this agreement may be required to work regular hours up to forty-two and one half (42.5) hours per week or overtime hours as otherwise required and provided for under article 16.05, above.

14

16.12 It is understood that within the Rental Sales Agent ("RSA") classification, duties may include duties servicing customers at the counter ("Counter 'Duties") and/or duties servicing customers in the Terminal Parking Lot with a wireless handheld unit ("Handheld Duties"). The Company may assign Counter Duties and/or Handheld Duties to any RSA(s) in its sole and exclusive discretion. Any RSA may be assigned exclusively to Counter Duties, exclusively to Handheld Duties or to a blend of Counter Duties and Handheld Duties in the Company's sole and exclusive discretion. The Company shall not exercise its discretion pursuant to this Article in an arbitrary manner, it being further understood that assigning an employee to Handheld Duties because of the Company's perception of the employee's relative lack of selling ability shall not, in any case, be considered arbitrary.

16.13 From time to time, the Company may determine to change the existing shift schedule and where it does so, the following shift bidding process shall be used:

(a) The Company shall determine the shifts available for Full-Time Employees and for Part-Time employees including the days and hours of work and the Company shall post the available shifts for seven (7) calendar days (the "posting period").

(b) Where an employee who is otherwise absent from work, speaks to his supervisor by telephone during the posting period, the Supervisor will advise the Employee of the ongoing shift bid and the absent employee may submit his or her preferences in accordance with the balance of this article.

(c) Prior to the end of the posting period, each employee shall, in writing, provide to the Company his/her preferred shifts in descending order of preference from the shifts posted by the Company. Full-time employees shall submit their preferences for full-time shifts and part-time employees shall submit their preferences for part-time shifts.

(d) After the end of the posting period, the Company will place each employee into an open shift in order of seniority and in order of the preference provided by the employee.

(e) Where an employee does not provide the Company with his/her preferences within the posting period or where the shifts preferred by the employee are no longer available because they have been selected by more senior employees, the Company will place the employee in an open shift in its discretion.

(f) The Company will post the final schedule at least seven (7) calendar days before the schedule is to take effect.

ARTICLE 17- VACATIONS

17.01 Regular full-time employees who have completed one (1) year to three (3) years of service inclusive shall receive two (2) weeks' vacation with pay based on four percent (4%) of gross earning for the prior calendar year.

15

Regular full-time employees who have completed three (3) years to nine (9) years of service inclusive shall receive three (3) weeks' vacation with pay based on six percent (6%) of gross earnings for the prior calendar year.

Regular full-time employees who have completed ten (1 0) years of service inclusive shall receive four (4) weeks' vacation with pay based on eight percent (8%) of gross earnings for the prior calendar year.

Regular full-time employees who have completed eighteen (18) years of service inclusive shall receive five (5) weeks' vacation with pay based on ten percent (1 0%) of gross earnings for the prior calendar year.

The Company will post by November 1st of each year a schedule indicating available vacation times, Employees will have until November 30th to select their vacation. Entitlement to vacation shall be determined based upon the employee's seniority as of January 1st of the vacation year. Any conflict in preference of vacation will be resolved by seniority within their classifications. During the peak period of July 1st to September 15th, only one employee from each classification will be granted vacation up to 1 week in duration in accordance with operational staffing requirements.

The vacation year shall be from January 1st to December 31st and there shall be no carryover of vacation from one vacation year to the next.

Employees shall receive vacation pay in their last pay cheque prior to going on vacation, provided they have supplied the Company with written notification at least two weeks prior to the requested vacation period.

ARTICLE 18- PAID HOLIDAYS

18.01 Employees who qualify pursuant to the Employment Standards Act. 2000 shall be entitled to the following holidays with pay for the following days:

16

New Year's Day Victoria Day August Civic Holiday Thanksgiving Day Boxing Day

Good Friday Canada Day Labour Day Christmas Day Family Day

Full time employees shall also be entitled to two (2) floating holiday with pay to be taken at a time mutually agreed to by the employee and the Company. There will be no carryover of Floater Day from year to the next.

It is understood that by providing for nine (9) fixed holidays and two (2) floating holidays, this Collective Agreement provides for a greater right or benefit than the Employment Standards Act, 2000.

Effective January 1 ,2018, the August Civic Holiday (first Monday of the month) will be converted to a floating holiday.

For full time employees, pay for each of the above holidays will be the employee's regular straight time hourly rate multiplied by the full time normal daily straight time hours.

For part-time employees, pay for each of the above holidays will be the employees regular straight time hourly rate multiplied by the employees total straight hours in the four (4) weeks preceding the week containing the holiday, divided by the number of days on which the employee worked in the same period.

18.02 Employees qualify for entitlement under Article 18.01 unless they fail without reasonable cause, acceptable to both the Employer and the Union, to work all of their last regularly scheduled day of work before the public holiday and all of their first regularly scheduled day of work after the public holiday or fail without reasonable cause acceptable, to both the Employer and the Union, to work their entire shift on the public holiday if they agreed to or were required to work that day. An employee may request by seniority not to work on a paid holiday. Two (2) weeks advance written notice is required from the employee. Management has the right to determine the number of employees required to work on the paid holiday. Where an employee's request not to work cannot be accommodated, the Company will so advise the employee.

18.03 Where one of the above-mentioned paid holidays falls during an employee's approved vacation period, he shall be allowed an extra day's vacation with pay or an extra day's pay by mutual agreement between the employee concerned and the Company.

18.04 Subject to 18.03, where a holiday falls during any absence including layoff, the employee will not receive pay for the holiday.

18.05 Where a regular employee is required to perform work on one of the above-mentioned holidays, he shall be paid time and one-half (1% x) his regular straight time pay for all hours worked and either the holiday pay under Article 18.01 or another day off with pay in lieu of the holiday with pay as set out above to be taken at a time mutually agreeable to the employee and the Company.

18.06 It is understood and agreed that the two (2) floating holidays provided for in paragraph 18.01, above, are provided in lieu of any entitlement that any employee may have to time off with or without pay for observance of religious holidays other than those already specifically provided under the Employment Standards Act, 2000 and/or article 18.01.

17

For greater clarity: Employees may choose to utilize the above days for reasons other than religious observance but shall not be entitled to any additional days off, with or without pay, for observance of religious holidays. Further it is expressly understood that employees requests to utilize the floating holidays on a particular religious holiday shall be considered by the Company in the order that they are received (and where multiple requests are received on the same day in order of seniority for requests received on the day). The Company shall not be required to grant more than:

(a) one (1) request from RSAs on the same shift. Shifts are defined as morning shifts (those starting prior to 12:00 pm) and afternoon shifts (those starting on or after 12:00 pm).

The parties agree that this article satisfies all obligations to provide time off for religious holidays that may arise pursuant to the Human Rights Code and any requirement for the Company to do more than is expressly provided for herein-above will amount to undue hardship upon the Company. Nevertheless, the Company may, in its sole and unfettered discretion, grant requests in addition to those specified above where, in its opinion, the granting of such additional requests does not impact its operations or the efficiency thereof.

ARTICLE 19 - BENEFITS

19.01 Full Time Employees

The Company agrees to contribute one hundred percent (1 00%) of the billed premiums towards the coverage of eligible regular full-time employees in the employ of the Company under the benefit plans currently in place:·

Life Insurance, Dependent Life Insurance, Accidental Death and Dismemberment, Long Term Disability, Supplemental Health Care, Dental Care and Vision Care Expense Insurance.

19.02 It is understood that the benefit plans are not part of this agreement and are not subject to the grievance and arbitration procedure.

19.03 The Company will inform regular full-time employees thirty (30) days in advance of any changes to the Health and Welfare program.

19.04 Effective no later than thirty (30) days following ratification of the successor to the parties' 2013-'16 Collective Agreement, all regular full-time employees covered by this Agreement will be eligible to participate in the Registered Retirement Savings Plan (RRSP) subject to the eligibility requirements and terms and conditions set forth in the Summary Plan Description ("SPD") and/or the Program Plan Document which are hereby incorporated by reference. If there is any conflict between the Program Document and any part of the SPD, the Program Document will govern.

It is understood that no matter of the RRSP, including its interpretation, implementation, modification, or effectiveness, shall be subject to the grievance and arbitration procedure of the Agreement and no arbitrator shall have any authority to hear, consider or rule on any such matter. The Company will inform eligible regular full-time employees thirty (30) days in advance of any changes to the RRSP.

ARTICLE 20 - WAGES

20.01 The minimum hourly rate of wages for all employees coming under this agreement shall be as per Appendix "A" of this agreement.

18

20.02 The Company has the discretion to designate one (1) or more employees to assume the added responsibilities of a "Lead Hand" for the classification. Such designation shall be revocable by the Company. An employee holding the designation of "Lead Hand" shall receive a premium of one dollar and fifty cents ($1.50) per hour for all hours worked as "Lead Hand".

20.03 It is understood that at the time of entering into this agreement, the Company has a performance bonus plan in which some Rental Sales Agents may participate. It is expressly understood that the aforesaid bonus plan does not form a part of this collective agreement and is a unilateral plan of the Company. As such, it is further understood that the performance bonus plan is subject to change or elimination at the sole and exclusive discretion of the Company and such change or elimination is not capable of being a difference between the parties and is not, therefore, subject to the Grievance or Arbitration Procedures under this collective agreement. Any issue between an employee and the Company respecting any claimed entitlement under the performance bonus plan is not capable of being a difference between the parties and is not, therefore, subject to the Grievance or Arbitration Procedures under this collective agreement.

20.04 The Company shall pay a premium of one dollar ($1.00) per hour for all hours worked to the RSA assigned to Handheld duties pursuant to article 16.12, above, while the RSA is so assigned.

ARTICLE 21 - GENERAL

21.01 (a)

(b)

(c)

(d)

(e)

(f)

(g)

19

For the purpose of interpretation, wherever the feminine gender is used in this Agreement, it shall be deemed to include the masculine and vice-versa, and similarly, the singular shall include the plural and vice-versa, as applicable.

"Regular Part-Time Employee" means an employee who has successfully completed his probationary period and is scheduled thirty (30) regular hours or less per week.

"Regular Full-Time Employee" means an employee who has successfully completed his probationary period and is regularly scheduled for more than thirty (30) regular hours per week.

Where this Agreement makes reference to "employee" or "employees", it shall include both regular full-time and regular part- time employees.

"Business days" means week days, Monday to Friday excluding holidays or other days on which the employers Head Office is closed.

"Working days", "days worked" or "worked days" means those days actually worked by an individual employee.

Where this Agreement makes reference to "classification(s)", it shall refer to regular full-time and regular part-time employees as being two different classifications within the bargaining unit.

(h) Casual Employee means a person who is not regularly scheduled to work and who is employed under an arrangement whereby the person may elect to work or not for a temporary period when requested to do so. (Subsections 2 (1) 10 and 9 (1) 9 of Regulation 288/01 made under the Employment Standards Act. 2000).

21.02 It is understood that employees shall not be permitted to be employed by another car rental or leasing Company.

21.03 (a) The Company agrees that it will provide wearing apparel to its employees if such specific uniforms are required by the company.

Employees shall present themselves for work with a neat and clean appearance and in accordance with the Company's dress code and uniform policy.

(b) Rental Sales Agents will be reimbursed for dry cleaning of Company supplied uniforms which require dry cleaning upon presentation of receipts to a maximum of forty-five dollars ($45.00) per month for full-time employees and twenty-five dollars ($25.00) per month for part-time employees. Receipts shall be submitted to the Airport Manager monthly by the fifth, 5th day of the following month. Payment will be reimbursed on the second (2nd) pay period of the month.

(c) The Company shall provide a footwear reimbursement of up to $80.00 (eighty dollars) per year to all Regular Full-Time Employees hired before ratification of the parties' 2013-'16 Collective Agreement, except that:

Rental Sales Agents hired on/after ratification assigned to work on a regular and ongoing basis in the Garage (performing rental return duties) shall be eligible for the foot wear reimbursement.

Reimbursement shall be made on the first pay in December of the year providing a receipt has been submitted. It is understood that the footwear allowance shall only be payable as a reimbursement for the purchase of approved dress code or, as applicable, work shoes.

(d) Effective with 2017 summer season, the Company shall furnish RSA employees assigned to work outside on a regular basis with shorts without cost to employees. The number, type and style of shorts shall be determined by the Company and employees shall be responsible for the reasonable care and upkeep of uniforms; replacements shall be issued on a "case-by-case, as needed" basis.

21.04 Labour Management Committee

20

A Labour Management Committee will be established which will consist of two (2) Union Stewards and two (2) representatives of the Company. The purpose of this committee is to promote effective and meaningful communication of information and ideas that is of mutual concern and interest. The Committee shall meet at mutually satisfactory times. A request for a meeting pursuant to this clause shall be made in writing in advance of the date proposed for the meeting and such request shall also contain an agenda of matters proposed to be discussed. It is understood that this Committee does not have authority to change any express terms of the collective agreement without the Union's

agreement. It is further understood that the discussions held in the Committee meeting are privileged and in the nature of settlement discussions and will not be referred to by either party in any arbitration.

21.05 UFCW Training and Education Fund

The Company will contribute seven hundred dollars ($700.00) each year of the Collective Agreement. The contributions will be made April 1st of each year.

ARTICLE 22 - NO DISCRIMINATION

22.01 The parties agree that in accordance with the provisions of the Ontario Human Rights Code there shall be no discrimination against any employee by either the Company or the Union by reason of race; ancestry; place of origin; color; ethnic origin; citizenship; creed; sex; sexual orientation; age; record of offences; marital/family/same sex partnership status; handicap. Subject to the provisions of the Ontario Human Rights Code.

ARTICLE 23 - SICK LEAVE

23.01 (a)

(b)

(c)

(d)

21

Regular full-time employees who have completed one (1) year of continuous full­time service with the Company shall be entitled to a maximum of ten (1 0) paid sick days per year.

For the purposes of this article, the "Sick Bank Year" shall be from November 1st of a year to October 31st of the following year. Beginning on an employee's first anniversary of employment full-time employees will be credited with a pro-rated number of sick days to a maximum of ten (1 0) paid sick days per calendar year. For subsequent years of service, on November 1st of the year regular full-time employees will be credited with a pro-rated number of sick days to a maximum of ten (1 0) paid sick days per Sick Bank Year based on actual time worked in the preceding Sick Bank Year (2080 hours shall be one year worked for the purpose of pro-rating under this article).

Subject to the provisions of Article 12, regular full-time employees may use his sick days at any time during the year when he is unable to attend work due to illness. It is understood that this provision is for the sole and only purpose of protecting employees against loss of income when they are legitimately ill.

Unused sick days may not be carried over from year to year and expire on December 31 of each year. Unused sick days as of October 31st of each year will be dealt with as follows:

i) Where the employee has ten (1 0) unused sick days, the Company shall pay out the unused sick days at the rate of two (2) times the employee's

regular rate of pay for eight and one-half (8 %) hours for each of the ten (1 0) unused sick days;

ii) Where the employee has seven (7), eight (8) or nine (9) unused sick days, the Company shall pay out the unused sick days at the rate of one and one-half (1 1/2) times the employee's regular rate of pay for eight and one-half (8 1/2) hours for each of the unused sick days;

iii) Where the employee has three (3), four (4), five (5) or six (6) unused sick days, the Company shall pay out the unused sick days at the employee's regular straight time rate of pay for eight and one-half (8 1/2) hours for each of the unused sick days;

iv) Where the employee has one (1) or two (2) unused sick day, the Company shall pay out to the unused sick days at the employee's regular straight time rate of pay for eight and one-half (8 1/2) hours for each of the unused sick day.

The payout of the prior year's sick bank will be paid on the first full pay in December on a separate payroll cheque subject to statutory deductions.

(e) Unused sick days will not be paid out in the event of termination, layoff, resignation or retirement.

(f) Sick days are not cumulative from year to year.

23.02 Employees may utilize their sick days as personal days provided that the employee gives the Company one (1) week notice with management approval, or in cases of emergency as provided and regulated in Part XIV and in Section 50 of the Employment Standards Act, 2000. Utilization of sick days as personal days or in cases of emergency will reduce the unused sick days for purposes of sick bank payout as per Section 23.01 (d).

ARTICLE 24- DURATION

24.01 This Agreement shall be in force and effect from November 9, 2016 up to and including November 8, 2019, and until all provisions of the Ontario Labour Relations Act (OLRA) have been expended. Either party may give the other party notice of renewal and/or amendment of the Collective Agreement at any time within ninety (90) days prior to the expiry of this Collective Agreement. The parties shall meet within fifteen (15) days of such notice being received.

24.02 The Agreement shall be automatically renewed from year to year unless the above notice is given and shall remain in full force and effect until a new Agreement is signed or upon completion of mediation proceedings as prescribed by the OLRA, whichever shall occur first.

IN WITNESS WHEREOF, the Union and the Employer have caused this Agreement to be executed in their names by their duly authorized representatives:

22

HERTZ CANADA, L TO. D/B/A

DOLLAR THRIFTY AUTOMOTIVE GROUP

DATE: April 5, 2017

23

UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175

DATE:

APPENDIX "A"

1. WAGE PROGRESSIONS

Rental Sales Agents will be paid in accordance with the following minimum hourly wage progression schedules for the first forty-eight (48) continuous months of service:

Start 14.50

6 months 14.75

12 months 15.00

18 months 15.25

24 months 15.50

36 months 16.00

48 months 16.50

The Company reserves the right to hire a new employee into the wage progression step that corresponds to its assessment of relevant past experience, knowledge and training .

For the purpose of movement through the wage progressions, an employee·will be considered to have worked a month if that employee works at least sixty percent (60%) of his or her scheduled work shifts in a calendar month. Employees returning from leaves of absence shall be credited for all months worked prior to taking the leave and shall continue through the progression accordingly.

2. GENERAL WAGE INCREASES

The base rates of pay for Rental Sales Agents who are at or above a top step of a wage· progression shall be increased by the following amounts on the corresponding effective dates:

Year One

11/9/16 5/9/17

$0.25 $0.30

Year Two

11/9/17 5/9/18

$0.25 $0.30

Year Three

11/9/18 5/9/19

$0.25 $0.35

It is understood that RSAs primarily work with Customers, but they may be required to drive or service vehicles ·from time to time within the confines of the Pearson International Airport, excluding the service center located at 2 Convair Drive E.

24

ON BEHALF OF THE COMPANY:

HERTZ CANADA, LTD. D/B/A

DOLLAR THRIFTY AUTOMOTIVE GROUP

DATE: AprilS, 2017

25

ON BEHALF OF THE UNION:

UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175

DATE:

LETTER OF UNDERSTANDING VISION CARE COVERAGE

The Company will ensure that the level of coverage for vision care under the plans provided pursuant to article 23.01 is $175 per annum for the duration of this collective agreement.

Effective the first of the month following the signing of the successor to the 2013-'16 Collective Agreement, the Plan shall be amended to reflect that the maximum benefit shall be increased to three hundred dollars ($300.00) every twenty-four (24) months for the duration of the Agreement.

ON BEHALF OF THE COMPANY:

HERTZ CANADA, LTD. D/B/A

DOLLAR THRIFTY AUTOMOTIVE GROUP

DATE: April 5, 2017

26

ON BEHALF OF THE UNION:

UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175

---- .. DATE:

27

LETTER OF UNDERSTANDING TERMINAL 3 EMPLOYEES

1. T-3 Terms and Conditions will be reduced to a Letter of Understanding in the T-1 Collective Agreement which shall provide: "The employees of Dollar Thrifty Automotive Group Canada Inc., employed at Person International Airport Terminal 3 are now covered by this collective agreement which shall contain the following provisions:

(a) Recognition clause:

2.02 The Company recognizes the Union as the bargaining agent for all employees of Dollar Thrifty Automotive Group Canada Inc., at Pearson International Airport Terminal 3, in the City of Mississauga, save and except supervisors, persons above the rank of supervisors, mechanics and assistant mechanics, office, clerical and sales staff, casual employees, temporary agency employees, students employed during school vacation periods, and persons employed in any other bargaining units.

(b) Add new 11.03 (f) which shall provide:

(c) Wages:

(i) It is understood that, for the purposes of layoff and recall, full-time RSAs hired prior to November 9, 2007, and employed at Terminal 1 or Terminal 3 shall be considered as being in separate classifications based on their Terminal of employment. Full-time RSAs hired on or after November 9, 2007, shall not, because of their Terminal of employment, be considered in separate classifications.

(ii) It is understood that, for the purposes of layoff and recall, part­time RSAs hired prior to November 9, 2007, and employed at Terminal1 or Terminal 3 shall be considered as being in separate classifications based on their Terminal of employment. Part-time RSAs hired on or after November 9, 2007 shall not, because of their Terminal of employment, be considered in separate classifications.

(iii) Where an RSA hired prior to November 9, 2007, successfully bids on work at the Terminal which is not their Terminal of employment, they shall cease to be covered by article 11.03 (h) (i) and (ii), above, and shall be treated, thereafter, in accordance with article 11.03 (a) to (g) as an employee without regard to Terminal of employment.

The existing T-3 employees shall be governed by "Appendix A" of the Collective Agreement.

(d) Add new 17.02:

For the purposes of peak period vacation scheduling pursuant to the 4th paragraph of article 17.01, above, it is understood that Regular Full-time RSAs at Terminal 1 shall be one classification and Regular Full-time RSAs at Terminal 3 shall be a second classification.

(e) For clarity, with respect to overtime scheduling pursuant to article 16.05, it is understood that when offering overtime to RSAs at work on a day, the overtime shall be offered in descending order of seniority to RSAs at work on the day without regard to terminal and where the overtime need is not filled in that way, it shall be assigned in ascending order of seniority to the RSAs at work on the day without regard to terminal.

(f) For clarity with respect to the scheduling of religious holidays pursuant to 18.06 (i), it is understood that the limitation of one (1) request from employees in the RSA classification shall be applied as one (1) RSA from Terminal 1 and one (1) RSA from Terminal 3.

(g) It is understood that this paragraph shall not be reproduced in the public version of the Collective Agreement. It is understood for the duration of this agreement that Company shall provide dry cleaning allowance pursuant to Article 21.03 (b) of the Collective Agreement to Ali, Kousipetkos, Palomino, Paulidou-Brown, Sharma and Woods without requiring that they produce receipts.

ON BEHALF OF THE COMPANY: ON BEHALF OF THE UNION:

HERTZ CANADA, L TO. D/B/A

DOLLAR THRIFTY AUTOMOTIVE GROUP

DATE: AprilS, 2017

UNITED FOOD AND COMMERCIAL WORKERS CANADA, LOCAL 175

DATE:

Renewed during the course of 2016 negotiations and as ratified on February 2, 2017

28