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COLLECTIVE AGREEMENT

BETWEEN

MORBERN INC.

AND

UNITED STEELWORKERS

2014

CORNWALL, ONTARIO

JANUARY 3, 2014

TO

JANUARY 2, 2016

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INDEXARTICLE PAGE

1 Bargaining Unit Description.................................................2 Observance of the Agreement............................................3 Management's Rights..........................................................4 No Discrimination.................................................................5 Union Security.....................................................................6 Probation.............................................................................7 Seniority ………………………………………………………..8 Union Activities....................................................................9 Grievance Procedure..........................................................10 Discharge and Discipline of Employees..............................11 No Reduction in Wages.......................................................12 Compensation for Reporting to Work..................................13 Union - Management Committee........................................14 Working Hours....................................................................15 Shift Premiums...................................................................16 Overtime.............................................................................17 Rest Periods.......................................................................18 Lunch Periods....................................................................19 Legal and Religious Holidays.............................................20 Promotions, Demotions and Transfers..............................21 Lay-off and Recall...............................................................22 Check Off............................................................................23 Division of Work..................................................................24 Payment of Wages.............................................................25 Vacation with Pay...............................................................26 Illness of Employees...........................................................27 Sanitary Conditions.............................................................28 Damages to Property..........................................................29 Strikes, Lockouts, Work Stoppage......................................30 General Wage Increase......................................................31 Wage - Schedule Reference...............................................32 Benefits Plan.......................................................................33 Safety Committee................................................................34 Bereavement Leave............................................................35 Jury Duty.............................................................................36 Leave of Absence for Union Purposes................................37 Cost of Living Adjustment....................................................38 Printed Labour Agreement...................................................39 Payment for Shoes and Clothing.........................................40 Training Premium................................................................41 International Aid and Development.....................................42 Interpretation.......................................................................43 Duration of Agreement........................................................

Letter of Intent.....................................................................Schedule 1..........................................................................

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Letters of Understanding:Article 4:03................................................................................

Letters of Agreement:Letter of Agreement Schedule 1 ………………………………….Letter of Agreement Progression Rate Employees ………………Conditions of (12) Hour Shift Operation ……………………….....Inventory Adjustment....................................................................Temporary Job Posting Procedure...............................................Christmas Layoff Period...............................................................Summer Shutdown Period..........................................................Article 21 - Layoff and Re-call.....................................................Call-In Procedure for Maintenance Employees...........................Benefits Booklets........................................................................Plant Floaters..............................................................................3RD Party Testing – Maintenance Progression ………………....Millwright Progression.................................................................Electrician Progression...............................................................

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MEMORANDUM OF AGREEMENT ENTEREDINTO AT CORNWALL, ONTARIO ON THIS 22nd DAY OF APRIL BY AND BETWEEN:

MORBERN INC. a body politic and corporate, duly incorporated according to law andhaving its head office in the City of Cornwall, Province of Ontario,

hereinafter referred to as "THE EMPLOYER".

AND:

UNITED STEELWORKERS

hereinafter referred to as "THE UNION"

RECITALS

WHEREAS, it is the intent and purpose of the parties hereto that this agreementwill promote and improve industrial and economic relations between the Employer andthe Union and Employees; and

WHEREAS, it is mutually recognized that the employer must maintain a strongmarket position by the use of modern methods and equipment designed to improvequality and reduce costs; and

WHEREAS, it is mutually agreed that to accomplish this purpose the Union andthe Employees accept the principles of continual improvement in quality and employeeproductivity and the Employer accepts the principle of providing favourable workingconditions.

WITNESSETH THAT, the Employer, the Union and the Employees do herebyeach in consideration of the other entering into this agreement, covenant and agree witheach other as follows:

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ARTICLE 1BARGAINING UNIT DESCRIPTION

1.01 The employer recognises the United Steelworkers as the sole bargaining agent ofall employees of Morbern Inc. in the City of Cornwall save and except shiftsupervisor, persons above the rank of shift supervisor, office, clerical and salesstaff, and research and development assistants. For further clarification anelectronic technician and a building superintendent/carpenter are excluded fromthe bargaining unit.

ARTICLE 2OBSERVANCE OF THE AGREEMENT

2.01 The Union and the Employer each agree that they will respectively perform ingood faith the terms and provisions of this agreement.

2.02 The Employer may make and alter, from time to time, reasonable rules governingemployees. The Employer agrees that the exercise of this right shall not beinconsistent with the terms of this Agreement.

2.03 Temporary periods will be of short duration and not exceed three (3) monthsduration per one instance. Successive temporary periods shall not occur as toundermine the job posting procedure.

Unclassified employees may be used only in connection with temporary periodsor the circumstances referred to in item "C" of the Letter of Agreement for aTemporary Posting Procedure, which is attached to this collective agreement.

Temporary periods shall only be extended by mutual agreement of the parties forbona fide reasons. Such extensions shall be in writing and specify the expirydate.

2.04 New employees employed to fill a temporary job or a position created by atemporary job will become Union members after completion of the probationperiod as stipulated in Article 6.01.

2.05 The Company agrees to introduce newly hired bargaining unit employees to aUnion – designated representative on the relevant shift for the purpose of a UnionOrientation of up to 30 minutes. This orientation will be without loss of regularpay and will occur during regularly scheduled hours of work for all personsinvolved. The company will endeavour to make such introduction within the firsttwo weeks of hire or as soon as practical thereafter.

ARTICLE 3MANAGEMENT'S RIGHTS

3.01 The Union and the employees recognise the following rights and prerogatives ofmanagement; to manage the industrial enterprise in which the employer isengaged and to direct the working forces, including the right to hire, promote,transfer, exchange or classify within any department and/or in the plant, and to

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demote, discipline, suspend or terminate the employment of any employee, togive work assignments, and to make such reasonable rules and regulations asthe employer considers necessary or advisable, but none of the foregoing shallviolate any of the rights of the Union or employees under this agreement.

3.02 The employer shall also have the right to schedule production, to open and closedepartments, and to expand and terminate operations. The employer shall at anytime have the right to increase or decrease the employees in any department ordepartments. In the event that technological change or changes in workprocedures results in the reduction of manpower, this reduction will beaccomplished by attrition provided that no more than three (3) employees areinvolved in any one twelve (12) month period. Reductions in excess of three (3)people will be accomplished in accordance with layoff procedures. The employerwill be deemed to have satisfied the above (1) if it creates new jobs for theemployees concerned, or (2) if there are any job vacancies in the department inwhich the jobs have become redundant into which the redundant employees canbe transferred.

3.03 In emergency cases and/or due to production requirements, the employer shallhave the right to temporarily transfer employees from one position to another, andwhere practical, seniority will apply. Such employees shall receive the appropriaterate for the job or their regular rate whichever is the higher.

In determining whether it is practical to use seniority, the company agrees to takeinto account bona fide business reasons and further agrees that it will not act inan arbitrary manner.

3.04 All matters concerning the operation of the Employer's business not specificallydealt with herein shall be reserved to the Employer, and be its sole responsibility.The Employer shall not violate any provisions of the collective agreement, or anystatutory obligations, in the exercise of authority.

ARTICLE 4NO DISCRIMINATION

4.01 Both the employer and the union agree that no discrimination of any kind will beexercised by them or permitted by them against any employee because of anypast activity or attitude of such employee in or as to the matter of a strike or as toany particular strike or as to labour unionism or otherwise.

4.02 There will be no discrimination because of gender, sexual orientation, race,colour, creed, religion, family status, disability, or national origin. The partiesagree that this clause is deemed to include any definition of "discrimination"contained in the Ontario Human Rights Code.

4.03 The Employer maintains a retirement policy at age 65. (See Letter ofUnderstanding attached, page103)

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ARTICLE 5UNION SECURITY

5.01 Employees in the bargaining unit who have acquired seniority shall become andremain members in good standing of the Union, and all persons who mayhereafter become employees in the bargaining unit shall immediately, uponcompletion of their probationary period, become and remain members in goodstanding of the Union, during the lifetime of the agreement as a condition ofemployment.

5.02 For those employees who successfully complete their probationary period underArticle 6.01, seniority and membership shall be retroactive to the commencementof this probationary period. Deduction of Union dues shall commence with thefirst day of employment.

ARTICLE 6PROBATION

6.01 The first sixty (60) calendar days (plus a fifteen (15) calendar day extension ifrequested by the employer and agreed to by the Union) of an employee's mostrecent employment shall constitute a probationary period and such employeesshall have no seniority rights during that period. Any absences from work notexceeding two (2) months of continuous absence shall not be considered a breakin service for the purpose of the probationary period. Absences exceeding two(2) months of continuous absence are deemed a break in service and should aprobationary employee be called back to work after such an absence, theemployee shall start a new probationary period. The discharge of suchemployees shall be at the sole discretion of the employer and shall not be subjectto review, provided that in doing so, it does not act in bad faith and thisagreement shall constitute a lesser standard of review as contemplated by theLabour Relations Act of Ontario (Section 43.1(2)).

ARTICLE 7SENIORITY

7.01 Calculation of Seniority:

a) Seniority shall be established on the basis of an employee's continuous servicewith the employer effective only after the employee completes the probationaryperiod set out in Article 6.01.

b) Any person presently working for the employer who has accumulated continuousservice outside the bargaining unit and is subsequently transferred to a job in thebargaining unit, will not be credited for seniority purposes with his full length ofcontinuous service with the employer.

c) In the event that in the future the employer desires to promote a Union memberto a position outside the bargaining unit, it is agreed that the aforesaid memberwill hold his full seniority of his classification for a period of one hundred andtwenty (120)-calendar days from the said promotion. During the trial period, the

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Union shall have the right to collect Union dues from such individual.

7.02 Accumulation of Seniority:

a) Employees with nine (9) years seniority and more shall continue to accumulateseniority in cases of absence due to lay-off, sickness, injury, or other legitimatereasons for twenty-four (24) consecutive months.

b) Employees with less than nine (9) years seniority but more than five (5) yearsshall continue to accumulate seniority in cases of absence due to layoff,sickness, injury or other legitimate reasons for eighteen (18) consecutive months.

c) Employees with less than five (5) years seniority but more than one (1) year shallcontinue to accumulate seniority in cases of absence due to layoff, sickness,injury or other legitimate reasons for fifteen (15) consecutive months.

d) Employees with less than one (1) year seniority shall continue to accumulateseniority in cases of absence due to lay-off, sickness, injury or other legitimatereasons for a period of time equal to the length of his previous employment withthe Employer.

e) The employer will grant an additional three (3) months temporary leave ofabsence without pay due to sickness or injury.

7.03 Seniority List:

a) A seniority list will be posted showing the name of each employee, thedepartment he is occupied in and his length of continuous plant service. This listwill be revised every four (4) months, indicating any changes in seniority, whichhave taken place in accordance with subsection 7.04 herein (loss of seniority).After posting, each list shall be finalised with respect to the listed employees,except those who dispute, through the regularly instituted grievance procedure,the accuracy of their seniority date or of the seniority date of another employee.Such grievances must be made five (5) days after posting of the list. Thesegrievances cannot dispute the accuracy of any previous final list.

b) The employer and the Union will review the seniority list every four (4) monthsand are agreed upon the seniority provisions contained in this Article.

7.04 Loss of Seniority:

An employee shall lose all seniority if:

a) He voluntarily quits the employ of the employer.

b) He is justifiably discharged.

c) Following a lay-off, he fails to notify the Employer within three (3) days followingreceipt of such notification, as to his intentions to return to work as hereinspecified, and for failure to return to work within five (5) days after notification to

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do so to his address on record with the employer, unless he furnishes reasonsfor such failure satisfactory to the personnel department.

It shall be the duty of employees to notify the employer promptly of any change oftheir address and telephone number. If any employee fails to do this, theemployer will not be responsible for being unable to reach such employees. Anywritten notice given to an employee, regarding seniority or lay-off, by theemployer shall be sent by prepaid registered mail and shall be deemed receivedupon the business day following the date of mailing.

d) (i) The said employee has nine (9) years and more seniority and has been laid-off for over twenty-four (24) months.(ii) The said employee has less than nine (9) years but more than five (5) yearsof seniority and has been laid off for over eighteen (18) months.(iii) The said employee has less than five (5) years but more than one (1) year ofseniority and has been laid off for over fifteen (15) months.(iv) The said employee has less than one (1) year of seniority and has been laid-off for a period of time equal to the length of his previous employment with theemployer.

e) For unsatisfactory performance of work or productivity the following shall apply.

The first warning that an employee ever receives can be removed by a period ofthree (3) months continuous good working performance.

The second warning that an employee ever receives can be removed by a periodof four (4) months continuous good working performance, and so on (see tablebelow) until the seventh warning and over is received by an employee, for whichwarnings, nine (9) months of continuous good working performance is necessarybefore these can be removed.

In order for an employee to lose all seniority, three (3) current warnings arenecessary; this means that two (2) warnings which have not been cancelled muststill be held when the third warning is received.

As an inducement for an employee to improve his work performance and see thebenefit of this after a poor start a period of twelve (12) months of continuous goodworking performance will enable an employee to be classed as if he has neverreceived a written warning and he reverts to treatment as a new employeeregarding warnings and their removal, the procedure for which is outlined in thefirst paragraph above.

In the case of an employee who receives a warning while he still has one that hasnot been cancelled, then a period of continuous good working performancecommences again for both warnings concurrently (see example below).

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TABLE OF WRITTEN WARNINGS

Period of ContinuousWritten Warnings Good Working PerformanceReceived Required For Cancellation

FIRST Three (3) monthsSECOND Four (4) monthsTHIRD Five (5) monthsFOURTH Six (6) monthsFIFTH Seven (7) monthsSIXTH Eight (8) monthsSEVENTH Nine (9) monthsEIGHTH Nine (9) monthsNINTH Nine (9) monthsTENTH and onwards Nine (9) months

EXAMPLE

An employee who receives a first warning on January 1st of a given year, thenwith three (3) months of continuous good working performance, this warningwould be cancelled on April 1st of the same given year.

However, if he received a second warning before his three (3) month qualifyingperiod had elapsed, i.e., February 15th of the same given year, then the followingwould apply:

Assuming he continues to operate with a continuous good working performance,his first warning would be cancelled on May 15th of the same given year, and thesecond warning would be cancelled on June 15th of the same given year.

ARTICLE 8UNION ACTIVITIES

8.01 It is agreed that except as herein otherwise specifically permitted, no Unionactivities shall be conducted on the employer's premises.

8.02 The Employer shall recognise the duly elected or appointed officers andcommittee persons of the Local Union. The Local Union officers and committeepersons will operate under the direction of the Local Union President, or in hisabsence, the Local Union Vice-President or their designate. The Local Union shallprovide the Employer with an up-to-date list of the officers and committee personsand shall update them as required.

8.03 The duties of the appropriate Local Union Official shall be to see to it that thisagreement is not violated by either party to this agreement. If and when a violationof this agreement does occur then that Union Official shall draw it to the attentionof the offending party and the Supervisor and have the violation corrected if at allpossible.

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8.04 The parties agree that employees should not harbour grievances; they shouldbring them to the attention of an appropriate Local Union Official and theSupervisor without delay, all as provided for in the grievance procedure.

8.05 As little time as possible will be used by the appropriate Local Union Officials inservicing grievances during working hours. When servicing a grievance afterworking hours the appropriate Local Union Official will be compensated at hisappropriate rate up to a period of one (1) hour. Grievances shall as much aspossible be settled after working hours. Union Officials will notify the appropriateManagement Person of the need to leave their job for attending to Unionbusiness. Such Management Person shall not unnecessarily interfere with aUnion Official being able to do so. The Union agrees that these requests will notbe made frivolously.

8.06 Local Union Officials shall in no way be DISCRIMINATED against for carrying outtheir duties.

8.07 Visits to Plant: Not more than two (2) duly authorised officers or representativesof the Union shall at all reasonable business hours have access to the employer'sCornwall plant with the prior approval of the plant manager, for the purpose(which shall be disclosed to him) of dealing with any specific complaint, conditionor other matter arising out of or pertaining to this agreement or its operation or therelation of the parties thereto, and such representatives of the Union and theemployer shall together cooperate so as to enable any such matter to beinvestigated, dealt with and disposed of as satisfactorily and as expeditiously aspossible, but not so as to disturb the business of the employer. All discussionsbetween the employer and the Union representatives shall take place in an officedesignated by the employer.

8.08 The employer agrees to recognise not more than (5) five local Union officers andnot more than (10) ten stewards who are deemed to be Local Union Officials.

8.09 The Company shall pay 100% of the normal straight time wages for each day, upto a maximum of ten (10) days that each member of the negotiating committee isin meetings for the renewal of the agreement up to, but not including, mediation.

8.10 The Company shall provide for a maximum of (96) ninety-six hours (straight timewages per day) leave per contract year where the local union officials attendeducational activities sponsored by the union. The union will provide theCompany with at least ten (10) days written notice in advance of the absence.

ARTICLE 9GRIEVANCE PROCEDURE

9.01 The employer and the Union agree to adjust any complaints or grievancesTHROUGH THE REGULARLY CONSTITUTED GRIEVANCE PROCEDUREhereinafter set forth. The Employer and the Union furthermore agree that theprompt and effective settlement of grievances is desirable and both parties agreeto expedite such settlements.

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9.02 The term "Grievance" as used in this agreement shall mean, and be limited to,complaints, disputes, grievances or differences between the employer and theUnion or the employees with respect to the interpretation, application or violationof any provision of this agreement which shall not have been resolved by theemployee involved and his immediate supervisor.

9.03 THE STEPS OF THE GRIEVANCE PROCEDURE SHALL BE AS FOLLOWS:

Preliminary Step: Should any employee have a complaint or grievance he shallpromptly take the matter up with his immediate supervisor.

STEP ONE: If the complaint or grievance is not settled between the employeeand the supervisor, as provided in the preliminary step, the aggrieved employeeand grievance committee member will take the matter up with the immediatesupervisor and Personnel Manager but it must be presented within seventy-two(72) hours (excluding Saturdays, Sundays and Holidays) after the occurrence ofthe matter complained of or the decision of the supervisor, whichever shall be thelater. If the grievance is not settled to the mutual satisfaction of the parties withinforty-eight (48) hours after the presentation of the grievance (excludingSaturdays, Sundays and Holidays) the second step may be taken.If the employee's complaint or grievance involves the interpretation or applicationof any provision of the agreement, a grievance committee member shall be aparty to such adjustment at this step in the grievance procedure:

STEP TWO: If the complaint or grievance is not settled as provided in step one,the grievance shall be reduced to writing and presented to the plant manager.The aggrieved employee and the grievance committee will try to resolve thematter with the appropriate management member and Personnel Manager and ifno resolution of the grievance is reached within forty-eight (48) hours, the thirdstep of the grievance procedure may be undertaken.

STEP THREE: The employer and/or his designated rep(s) and the representativeof the International Union, together with the grievance committee will endeavourto settle the grievance. If no understanding is reached in this third step of thegrievance procedure within five (5) days of submission to step three (or amutually extended time), the case may be referred to arbitration.

STEP FOUR: The Union will within (30) thirty days after receipt of notice of theemployer's decision (or within (40) days of submission to step three, whichever isshorter), inform the employer in writing of its intention to refer the matter toarbitration. If the Union and the Employer cannot agree to an arbitrator within afurther period of three (3) days, the parties will request the Minister of Labour ofOntario to appoint an arbitrator. The arbitrator shall be requested to render adecision as quickly as possible, preferably within one (1) month from the date ofsubmission to him.

9.04 Both parties agree that all grievances will be filed and answered within the timelimits of each step of the grievance procedure; the exception will be when one ofparties requests the extension of time limits and it is granted. The granting of anextension shall be in writing.

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9.05 The parties to the agreement shall jointly pay the expenses of the arbitrator,unless the law provides for the payment for such arbitrator.

9.06 The decision of the arbitrator shall be final and binding upon the parties.

9.07 The arbitrator shall not have the power or authority to modify, change, add to orsubtract from any of the terms of this agreement.

ARTICLE 10DISCHARGE AND DISCIPLINE OF EMPLOYEES

10.01 Except for employees during their probationary periods, no employee shall bedischarged without justifiable cause. Any discharge alleged to be unjustifiableshall be treated as any other grievance under the present agreement. In theevent that an employee is unjustly discharged and the same is proved to thesatisfaction of the arbitrator, then the employee is to be reinstated with fullcompensation for the time lost, and no loss of seniority unless the arbitratordecides that something other than full compensation is appropriate.

10.02 All complaints, discipline and discharge slips will be issued in triplicate with onecopy to the employee, the Union and the employer respectively.

10.03 Grievances for discharge or suspension shall commence at Step Three of theGrievance Procedure as provided for in Article 9:03.

ARTICLE 11NO REDUCTION IN WAGES

11.01 There shall be no reduction in the wage rates in any classifications during the lifeof this agreement.

ARTICLE 12COMPENSATION FOR REPORTING TO WORK

12.01 Employees reporting to work on any regularly scheduled work day, who were notnotified on the previous day or prior thereto that there would be no work, shall becompensated for at least four (4) hours of work for eight (8) hour employees, orsix (6) hours of work, for twelve (12) hour employees, whichever is applicable,unless the failure to furnish any work is due to mechanical failures or causesbeyond the control of the employer.

12.02 In the event of a mechanical failure or causes beyond the control of the employer,such as electrical failure, fire, lightning, flood, tempest, explosion or as the resultof a labour dispute, every effort shall be expended to notify employees before thestart of their shift. Wherever possible, four (4) hours of alternative work for eight(8) hour employees, or six (6) hours of alternative work for twelve (12) houremployees, as directed by the employer, will be made available. Failure on thepart of an employee to accept alternative work shall negate any obligation on thepart of the employer for payment under this article.

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ARTICLE 13UNION – MANAGEMENT COMMITTEE

13.01 A permanent union - management committee consisting of not more than five (5)employees and not more than five (5) representatives of management shall beset up to encourage and promote union management harmony, as well as tomake appropriate recommendations to effectuate successful factory operationsfor the benefit of both union and management. Union Officials will be entitled totwo (2) hours of preparation time prior to Labour Relation meetings. Saidcommittee shall meet monthly to give due consideration to all shop problemsunless it is mutually agreed to cancel any monthly meeting.

ARTICLE 14WORKING HOURS

14.01 The normal work schedule will consist of (5) five working days of eight (8)continuous hours per day, that is, Monday to Friday. The Employer mayschedule a seven (7) day/twenty-four hour continuous operation, that is Sundayto Saturday, based on twelve (12) hour shifts, should business conditions sorequire. See twelve (12) hour schedule below. The Company will provide atleast five (5) work days of notice of the implementation of this schedule, not laterthan 10:00 a.m. on the Monday preceding the first Sunday under this schedule.

7 DAY - 12 HR CONTINUOUS OPERATION SHIFT SCHEDULE

SUN MON TUE WED THU FRI SAT SHIFT

B D D A A C C DAYS

A C C B B D D NIGHTS

C B B D D A A DAYS

D A A C C B B NIGHTS

A C C B B D D DAYS

B D D A A C C NIGHTS

D A A C C B B DAYS

C B B D D A A NIGHTS

14.02 SHIFT WORK: The employer shall at all times have the right to install a secondand third shift of work, and if necessary to arrange for a full seven (7) days’ work(making four (4) shifts). For such purposes, a system of rotation shall be set up ina fair manner and the employee shall be obliged to conform with same.

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14.03 The normal shift working hours of the plant shall be:--- 7:00 a.m. to 3:00 p.m.--- 3:00 p.m. to 11:00 p.m.--- 11:00 p.m. to 7:00 a.m.

Exceptions: Warehouseperson --- 8:00 a.m. to 4:00 p.m.Tractor Trailer Operators --- 8:00 a.m. to 4:00 p.m.Pilot Press Assistant--- 8:00 a.m. to 4:00 p.m.Technical Lab Coordinator--- 8:00 a.m. to 4:00 p.m.

Operators on a two (2) or (3) shift operation must stay at their machines until theirreplacement assumes duties in accordance with Article 14.07.

14.04 The above hours of regularly scheduled work may be, depending uponproduction requirements, modified from time to time and department todepartment with due and reasonable notice to the Union and the affectedemployees.

14.05 In the event the Union feels that the employer is acting unreasonably or unfairly inthe administration of this clause, they shall have the right to grieve under theregular grievance procedure.

14.06 If an employee finds that he is unable to report to work for his scheduled shift, hewill notify his supervisor at least one (1) hour before the start of his shift.

14.07 On shift change-over, the employee being relieved must remain at his positionuntil his reliever arrives, for up to a period of one (1) hour beyond the normalfinishing time of his shift. Where however an employee has notified the employer,within the time limit in 14.06, that he is unable to work his scheduled shift thatday, then the employee being relieved will not have to remain for the one (1) hourperiod beyond the normal finishing time of his shift.

14.08 Any employee who arrives later than one-half hour after the normal starting timeof the shift can only commence work at the discretion of the supervisor.

ARTICLE 15SHIFT PREMIUMS

15.01 The shift premium for the second shift shall be thirty-five cents ($0.35) per hour.The premium for the third shift shall be sixty cents ($.60) per hour. Premium willbe paid at a rate of sixty-three cents ($.63) per hour for the 12 hour night shiftonly.

ARTICLE 16OVERTIME

16.01 While it is agreed by both parties that overtime is not desirable, it is recognizedthat a reasonable amount of overtime is necessary for the efficient operation ofthe employer's business. The employer's policy will be to keep overtime to aminimum. If emergency conditions arise necessitating overtime, employees willcooperate with the employer and overtime rates will be paid.

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Both parties recognise the special needs of the maintenance department to beable to repair and maintain plant equipment during non-productive hours. Ingeneral, this requires the cooperation of a full departmental crew on overtime.

Any individual required for normally scheduled overtime (i.e. not of an emergencynature) is to be informed at least twenty-four (24) hours prior to the occasion.

Overtime will be offered to unionized employees before being offered to non-unionized employees.

Overtime Procedures:

1) Overtime is mate to mate

2) By department, provided the employee has signed the overtime roster withinhis/her department and can do the work; this is to be done on a weekly rotationalbasis by seniority.

3) Call anyone who is willing to work who has signed the overtime roster; providingthey can do the work; by plant seniority on a weekly rotation basis.

4) By seniority within the department providing they can do the work; this is to bedone on a weekly rotation basis.

5) An overtime roster will be posted at 5:00 a.m. daily and removed at 5:00 p.m.daily. Overtime for extra production will be on separate rosters as described inStep 6 below. No other document other than the official rosters is to be posted.

6) Overtime for extra production will be posted using the departmental overtimeroster and the plant overtime roster.

16.02 WEEKEND OVERTIME PROCEDURE

1) The existing "mate to mate" overtime sheet will become the DEPARTMENTALOVERTIME roster sheet. This means that the person who checks a yes that he isavailable to work his/her job for the stated overtime shift will also be consideredfor other overtime in his/her department, in order of seniority, for the shift inquestion. A person who checks a yes on the "mate to mate" sheet does not needto sign the plant overtime roster sheet to be considered in his/her department. Ifa person is available to work in other departments then he/she would still have tosign the plant overtime roster in the department(s) he/she wants to work in.Only people who have checked a yes will be considered for other jobs withinhis/her department and this must be done prior to 5 pm Tuesday when the sheetis taken down. Please note that a person must work his/her own job, if needed,before he/she can work elsewhere.

2) The DEPARTMENTAL OVERTIME sheet will be taken down at 5 pm Tuesday.Any blanks which remain by 5:00 P.M. Tuesday will then be considered a “no”.The priorities for filling jobs remains the same, that is (1) mate to mate, (2) by

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seniority within the department, and then (3) by seniority outside the department.

If an employee has been absent from work due to vacation or other absence atthe time the Departmental Overtime Sheet is taken down, the Company willcontinue its practice of trying to contact such persons to determine theiravailability to work weekend overtime opportunities.

3.) Provided the Department Overtime sheet is posted no later than 2 pm onMonday and taken down by 5 pm Tuesday, the regular overtime rosters will beused to call employees outside the department at 5 pm on Thursday otherwisethis will be done at 5 pm on Friday.

16.03 For Operators working on days, two (2) and three (3) Shift Operations - 8 hourshifts:All overtime worked on weekdays will be paid at the rate of time and one-half.

All hours worked on Saturdays will be paid at the rate of time and one-half.

All hours worked on Sundays will be paid for at double time.

16.04 OVERTIME PROCEDURES 12 HOUR SHIFTS

1) Call the mates in order of seniority provided they are available to work (notscheduled to work the preceding or following 12 hours).

2) FROM THE OVERTIME ROSTER call the employees who are capable of doingthe job in order of seniority from within the department.

3) FROM THE OVERTIME ROSTER call the employees who are capable of doingthe job in order of seniority from outside the department.

4) Call the employees who are capable of doing the job in order of seniority fromwithin the department.

5) Call the employees who are capable of doing the job in order of seniority fromoutside the department.Also please note that with the exception of step #1, overtime should be called ona weekly rotational basis by seniority.

16.05 Working hours shall be deemed to commence after an employee has changedinto his work clothes and thereafter has punched his time card in the departmentconcerned. The working hours in any day shall be deemed to have terminated assoon as the employee has checked out of the department concerned.

16.06 When employees agree to work overtime and do not keep their commitmentwithout reasonable excuse, then the following disciplinary action will apply:a) Verbal warning;b) First written warning;c) Second written warning;d) Contract procedures on discipline.

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ARTICLE 17REST PERIODS

17.01 There shall be two (2) ten minute rest periods for day and shift employees eachday.

ARTICLE 18LUNCH PERIODS

18.01 A lunch period of twenty (20) minutes is to be provided for and paid for allemployees covered under the provisions of Article 14.03.

18.02 Any person working four (4) or more overtime hours beyond their regular shiftshall be entitled to $10 for meal allowance. It is understood that “beyond” includescontinuous work before or after the regular shift.

18.03 Lunch money of $10.00 will be paid after 8 hours when you are called in on youroff shifts to work overtime for a 12 hour shift.

ARTICLE 19LEGAL AND RELIGIOUS HOLIDAYS

19.01 Employees shall have the right to abstain from work, without pay, on any religiousholiday approved by the employer, which must be specified in advance on givennotice to the supervisor.

19.02 The following holidays will be paid for all factory employees on the payroll thathave completed their probation period, at regular straight time rates, even thoughno work is done, it being understood that to be eligible for such holiday pay theemployee must also work his full shift on the regularly scheduled working daysimmediately preceding and immediately following the holiday:New Year's DayNational Heritage Day *Good FridayVictoria DayCanada DayCivic Holiday (First Monday in August)Labour DayThanksgiving DayDecember 24Christmas DayBoxing DayFloating Day* In any year, National Heritage Day will be observed to be on the second ofJanuary of the following year, or any other day mutually agreed upon from yearto year, until such time as National Heritage Day is declared to be a StatutoryHoliday by either the Federal or Provincial government, at which time it will revertto the date so declared by said government(s).

19.03 All hours worked on any of the above named holidays shall be paid on the basisof time and one-half of the employee's regular rate of pay; it is agreed that the

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employee will also receive holiday pay if eligible.

19.04 The Company will post the period of the Christmas shutdown by October 1st. Ifthere is a shutdown of seven consecutive days or less, the employees will begiven a seven (7) day period from the posting to indicate to the Company theirdesire to take the float as an individual day prior to the end of the calendar year.The employee must also indicate the date that is being requested.

19.05 Employees who are on sick leave or WSIB leave will only receive statutoryholiday pay for the first six (6) months of the absence.

ARTICLE 20PROMOTIONS, DEMOTIONS AND TRANSFERS

20.01 The employer subscribes to the principle that an employee with longersatisfactory service will be given first consideration for promotion, transfer ordemotion when such opening occurs.

20.02 A promotion is an assignment of an employee by the employer to a job vacancyin an occupation at a higher wage rate, a day job, or a progression job.

The following procedures are to be used when a job vacancy arises within thebargaining unit:

1) The first job vacancy shall be posted (unless for a temporary period inaccordance with 2:03) on the bulletin board for a period of five (5) working daysto give employees who may be interested in the position the opportunity to bid forthe job.

2) When a second job vacancy becomes available due to the fact that the firstposted job vacancy was fulfilled, it will be posted within ten (10) days, for a periodof five (5) working days.

3) When a third vacancy becomes available due to the fact that the two (2) priorposted job vacancies were fulfilled, it will be posted within ten (10) days, for aperiod of five (5) working days.

4) Any subsequent job vacancies resulting from the posting of the third job vacancywill be dealt with as follows:

If the job vacancy is Grade seven (7) or above, a day job or a progression job itwill be by regular posting, as above.

If the job vacancy is Grade six (6) or below:

A) The first placement of this vacancy will be the choice of the employer.

B) In the second such placement the employer will take the most senioremployee with no classification and award him/her the open classified job(see Flow Charts).

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5) For the purposes of the above procedure only, the job vacancy is consideredfulfilled when the applicant has been re-classified to the job involved.

6) Within a period of five (5) days following the assignment of an employee to a jobvacancy, the employer shall post the name of the employee concerned andadvise the Union accordingly.

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FLOW CHART FOR ARTICLE 20

Grade 7 or above, a day job or progression job

Grade 6 or Below

Grade 7 or above, a day job or progression job

Grade 6 or Below

Post thisVacancy

AfterThird Vacancy

IsFulfilled

IfResultingVacancy

Is

Award this JobEmployer’s

Choice

Award this JobMost SeniorUnclassified

Employee

Post thisVacancy

IfResultingVacancy

Is

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20.03 (a) Senior employees will always be given every consideration for promotion (see20.02) to better jobs, in keeping with the contract seniority provisions, despitejunior employees having had temporary experience in a particular job which isopen for bid.

(b) In grades I thru XIII, seniority will be the determining factor in filling jobpostings as long as the candidate meets basic criteria, including literacy andsafety considerations. Colour tests, reasonable math tests and mechanicalaptitude tests will be required only for those openings that require such skills andabilities.

(c) Maintenance and all grades XIV thru grade XXVI openings require specialskills, training and/or previous experience in the department in which the openingoccurs. When the senior employee has the necessary personal qualifications aswell as the skill, ability, merit and efficiency, then seniority will prevail.

(d) The trial periods for present employees being transferred to other jobclassifications, Grade I to Grade VI shall be forty-five (45) calendar days with atwenty-one (21) calendar day extension for the employer if approved by the Unionand for Grade VII and up the trial period shall be sixty (60) calendar days with anagreed optional extension of an additional thirty (30) calendar day available ifrequired although this does not apply to Union membership or seniority rights.

(e) Should an employee have prior knowledge or experience of the job such thatthe employer is of the opinion that the employee may assume full responsibilityfor same in less time that the trial period stipulates, then the employer will pay thefull rate for the job prior to the completion of the trial period.

(f) In the event that an employee or the employer is not satisfied at the end of thestipulated trial period, the employee shall have the right to return to his previousjob at the same rate received on such job.

(g) The Union recognises that trial periods are costly, time consuming anddisruptive to normal production operations and agrees that bidders who are notserious be discouraged from taking trial periods or from extending them once itbecomes obvious they do not wish to become classified in the new job.

20.04 (a) An employee shall have the right to demote himself by applying to any lowergrade classification. Such demotions shall be obtained only through regular jobpostings except in the case of demotion to grade 1 which can be done at anytime, but in this case the employer shall specify the area where the demotedemployee shall work.

(b) Employees so demoting themselves shall be paid the rate for the classificationthey obtain immediately upon occupying the lower position if they have previouslybeen classified on that job, or at the rate one grade lower if they require to betrained, as provided for in Article 20.03 (d).

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(c) The employer shall reserve the right to lift restrictions on promotion of anydemoted employee where it deems this is to be in the best interests of theemployer.

20.05 After a job or jobs have been abolished for a period of two (2) years or more andafter a department or departments have been closed for two (2) years or more, ifthe Employer decides to re-establish the job or jobs in the departments inquestion, the job or jobs that could be involved must all be posted.

20.06 An employee, whether at work or absent due to illness, injury, vacation or anytype of approved leave is eligible to apply for a job posting. The Employer shallsupply a list of those employees who are absent. The list will be given to a Unionrepresentative with both parties mutually agreeing to the list. The Union shallnotify absent employees about the job posting. The employee shall provideevidence that he is able to start his training within six (6) months of the date of thejob posting in order to be considered for the position unless the position is apromotion as defined in Article 20.02, in which case the employee must be ableto provide this evidence within nine (9) months of the date of the job posting.

It is understood by the Parties that absence due to W.S.I.B. is exempt from theabove process as is any absence due to disability as contemplated by theHuman Rights Code of Ontario. In such cases, the absent employee shall beeligible to apply and be considered on a case by case basis. Any costs incurredin providing evidence of a medical nature, shall be paid by the employer.

20.07 In the event that an employee, applies for and is awarded a trial period on a "day"job, as defined in Article 20.02, and the grade of the job is lower than theemployee's classified rate then during the trial period the employee will be paidthe rate of the "day" job applied for.

ARTICLE 21LAY-OFF AND RECALL

21.01 In case of lay-offs of five (5) continuous days or less, the employer will considerlaying off employees in reverse seniority order by job classification, however, ifthis is not practical, the employer shall have the right to lay-off employees out oftheir seniority order. This right may be exercised no more frequently than onceper calendar year and senior employees will have the right to bump helpers inother departments. This right will be exercised by order of seniority, i.e., the mostsenior employee will bump the most junior helper.

21.02 (a) In the event it becomes necessary to lay-off one (1) employee for more thanfive continuous working days, the employer will give two (2) working days noticeto employees affected except where the reason for the lay-off is beyond theemployer's control.

Occurrences such as fire, flood, acts of God, equipment failure and labourdisputes are not matters within the employer's control.

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(b) In the event it becomes necessary to reduce the number of employees on aparticular occupation for more than five (5) continuous days, the employee onthat occupation with the least plant seniority, according to the most recentseniority list will be subject to lay-off. The employee subject to lay-off will have theright to replace (bump) an employee with less seniority on any occupation he haspreviously fulfilled satisfactorily, or on an equivalent or lower rated occupation inthe department he is presently classified in, providing he is qualified to performthe work.

21.03 Laid off employees will be recalled to work in the reverse order from lay-offs,providing the employee is qualified to do the job available. Following a generalrecall, employees will be returned to their prior occupation. Where there is morethan one employee with recall rights to a job, the most senior employee will berecalled first.

21.04 For INVENTORY ADJUSTMENT see Letter of Agreement - Layoff/Bumping/Recall/Job Postings, page 87.

21.05 For BUMPING CIRCUMSTANCES other than the Inventory Adjustment in Article21.04 see the Letter of Agreement Re: Article 21, Page 104.

ARTICLE 22CHECK - OFF

22.01 The Company shall deduct Union dues including, where applicable, initiationfees, on a weekly basis, from the wages of each employee covered by thisagreement. The amount of dues shall be calculated in accordance with theUnion's Constitution.

22.02 All dues and initiation fees shall be remitted to the Union forthwith and in anyevent no later than 15 days following the last day of the month in which theremittance was deducted. The remittance shall be sent to the InternationalSecretary Treasurer of the United Steelworkers, AFL-CIO-CLC, P.O. Box 13083Postal Station "A", Toronto, Ontario, M5W 1V7 in such form as shall be directedby the Union to the Company along with a completed Dues Remittance Form R-115. A copy of the Dues Remittance Form R-115 will also be sent to the Unionoffice designated by the Area Coordinator.

22.03 The remittance and R-115 form shall be accompanied by a statement containingthe following information:

a) a list of the names of all employees from whom dues were deducted and theamount of dues deducted;b) this information shall be sent to both Union addresses identified in Article22.02 in such form as shall be directed by the Union to the Company.

22.04 The Union shall indemnify and save the Company harmless against all claims orother forms of liability that may arise out of any actions taken by the Company incompliance with this article.

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22.05 The Company, when preparing T-4 slips for the employees, will enter the amountof Union dues paid by the employee during the previous year.

ARTICLE 23DIVISION OF WORK

23.01 Subject to the seniority clause, in slack time, when there is not sufficient work forall employees in the factory, the available work therein shall be divided as equallyas possible among the employees in their respective classifications, until suchtime as the employer considers it advisable to make a layoff.

23.02 However, after ten (10) days of slack time there shall be a meeting between theUnion and the Employer to discuss whether slack time shall continue oralternatively that there should be a lay-off.

ARTICLE 24PAYMENT OF WAGES

24.01 All wages shall be paid weekly by direct deposit other than those employeescurrently being paid weekly by cheque. No employee shall be entitled to pay forany time he is not working save and except as expressly provided in the presentagreement.

ARTICLE 25VACATION WITH PAY

25.01 The vacation period shall take place each year in the months of June toNovember inclusive. The exact vacation date for each employee shall be fixed bythe employer. Preference as to vacation dates shall be given to employees on thebasis of seniority of employment.

25.02 However, the foregoing vacation period shall not apply in the event that theemployer decides for vacation purposes, to shut down the plant for a generalvacation period during a specified time in June, July or August. Notice of thevacation period plant shutdown shall be given to the employees at least thirty (30)calendar days prior thereto.

Warehouse and Receiving are essential services which continue to operateduring the summer shutdown and are not included in the vacation shutdown forvacation purposes (similar to Maintenance).

(A) For those employees, on eight (8) hour shifts, who have (3) three weeks’vacation, up to one (1) week may be taken in individual days for which (48) forty-eight hours’ notice in writing must be given to the employer in advance. For thoseemployees, on eight (8) hour shifts, who have in excess of (3) three weeks’vacation, up to two (2) weeks may be taken in individual days for which forty-eighthours (48) notice in writing must be given to the employer in advance.

(B) For those employees, on twelve (12) hour shifts, who have three (3)weeks’ vacation, up to one (1) week may be taken in individual days for which

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forty-eight (48) hours’ notice in writing must be given to the employer in advance.For those employees, on twelve (12) hour shifts, who have in excess of three (3)weeks’ vacation, up to two (2) weeks may be taken in individual days for whichforty-eight (48) hours’ notice in writing must be given to the employer in advance.For the purpose of this provision only, "up to one (1) week" shall mean up to four(4) days may be taken individually and "up to two (2) weeks" shall mean up toeight (8) days may be taken individually. An amount of money equal to sixteen(16) hours regular pay will be withheld from their annual vacation pay to enableappropriate compensation. No more than two (2) individual days may be taken inany one calendar week.

25.03 Vacation with pay shall be granted to all employees covered by and subject to thepresent agreement who are on the employer's active payroll on June 1st of eachyear during the term of the agreement on the following basis:

(a) All employees who have been in the employer's employ for a period oftwenty-nine (29) years prior to June 1st of the current year shall be entitled toand shall receive six (6) weeks’ vacation with pay at the employee's individualrate of wages or twelve percent (12%) of their total gross earnings whichever isthe greater, as at June 1st of the current year.

(b) All employees who have been in the employer's employ for a period oftwenty-four (24) years prior to June 1st of the current year shall be entitled to andshall receive five (5) weeks’ vacation with pay at the employee's individual rate ofwages or eleven percent (11%) of their total gross earnings whichever is thegreater, as at June 1st of the current year.

(c) All employees who have been in the employer's employ for a period ofeighteen (18) years prior to June 1st of the current year shall be entitled to andshall receive five (5) weeks’ vacation with pay at the employee's individual rate ofwages or ten percent (10%) of their total gross earnings, whichever is thegreater, as at June 1st of the current year.

(d) All employees who have been in the employer's employ for a period ofseventeen (17) years prior to June 1st of the current year shall be entitled to andshall receive four (4) weeks’ vacation with pay at the employee's individual rateof wages or nine percent (9%) of their total gross earnings, whichever is thegreater, as at June 1st of the current year.

(e) All employees who have been in the employer's employ for a period of eleven(11) years prior to June 1st of the current year shall be entitled to and shallreceive four (4) weeks’ vacation with pay at the employee's individual rate ofwages or eight percent (8%) of their total gross earnings, whichever is thegreater as at June 1st of the current year.

(f) All employees who have been in the employer's employ for a period of five (5)or more years prior to June 1st of the current year shall be entitled to and shallreceive three (3) weeks’ vacation with pay at the employee's individual rate ofwages or six percent (6%) of their total gross earnings, whichever is the greater,as at June 1st of the current year.

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(g) All employees who have been in the employer's employ for a period of one(1) year and less than five (5) years prior to June 1st of the current year shall beentitled to and shall receive two (2) weeks’ vacation with pay at the employee'sindividual rate of wages or four percent (4%) of their total gross earnings,whichever is the greater as at June 1st of the current year.

(h) An employee who has worked less than one (1) year for the employer as ofJune 1st shall be entitled to and shall receive four percent (4%) of his totalearnings from date of hiring to June 1st.

25.04 If the employment of an employee is normally terminated then the proportion ofthe vacation pay for which he is eligible is as follows:

For the period worked since the last vacation qualifying date of June 1st prior tohis/her termination of employment, the holiday pay would be:

(a) For any of this period, which is less than five (5) years of his/her employment,the vacation pay shall be four percent (4%).

(b) For any of this period, which is five (5) years or more of his/her employment,the vacation pay shall be six percent (6%) of earnings during this same time.

(c) For any of this period, which is eleven (11) years or more of his/heremployment, the vacation pay shall be eight percent (8%) of earnings during thissame time.

(d) For any of this period, which is seventeen (17) years or more of his/heremployment, the vacation pay shall be nine percent (9%) of earnings during thissame time.

(e) For any of this period, which is eighteen (18) years or more of his/heremployment, the vacation pay shall be ten percent (10%) of earnings during thissame time.

(f) For any of this period, which is twenty-four (24) years or more of his/heremployment, the vacation pay shall be eleven percent (11%) of earnings duringthis same time.

(g) For any of this period, which is twenty-nine (29) years or more of his/heremployment, the vacation pay shall be twelve percent (12%) of earnings duringthis same time.

25.05 In any of the instances specified in 25.03 (a) to 25.03 (h), any employee who isabsent from work on more than hundred (100) working days in the qualifyingyear, 1st June - 31st May, shall receive vacation pay only on the basis ofpercentage of total gross earnings at the percentage rate the employee wouldnormally be entitled to.

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25.06 The parties agree that total gross earnings as that expression appears in thecollective agreement, shall be comprised of wages, including shift premiums,over-time monies, cost of living payments where applicable, vacation paypreviously paid and the dollar value of the clothing allowance. RRSPcontributions and Attendance Bonus payments are not included in gross earningsfor vacation pay calculations.

25.07 In the event an employee is in receipt of EI benefits either due to a temporary lay-off as defined by the Employment Standards Act, 2000 or under the Sub-Planprovisions of Article 32.01; or in the event of an employee who is in receipt ofWSIB benefits, Jury duty benefits or bereavement leave benefits under thecollective agreement, or is on Compassionate Leave under the EmploymentStandards Act 2000, at the time of the annual vacation payment at vacationshutdown, such employee has the option of receiving the vacation payment ordeferring receipt of this payment until later in the calendar year, provided furtherthat if this payment is still outstanding at year-end, it will be paid to the employeeat that time.

ARTICLE 26ILLNESS OF EMPLOYEE

26.01 Any employee who has completed his probationary period and who gives promptnotice of illness to the employer and the Local Union Official and submitsappropriate medical proof shall be granted a temporary leave of absence withoutpay. He/she shall be entitled to be restored to his or her position provided:

(a) For an employee with 9 years or more seniority, that he returns to workwithin 24 months and is mentally and physically fit for his position as declared bya medical expert.

(b) For an employee with less than 9 years seniority but more than 1 year, thathe returns to work within 12 months and is mentally and physically fit for hisposition as declared by a medical expert.

(c) For an employee with less than 1 year of seniority he returns to work withinthe time period equal to his length of previous employment with the Employer andis declared physically and mentally fit by a medical expert. In the case of 26.01(a), the said employee must inform the employer by registered mail of his/herintent to return to his/her normal duties. This notification must be received at theend of the twelfth (12th) month and again at the end of the eighteenth (18th),month of his/her temporary absence and seniority shall not be lost.

In the event of any changes in anticipated length of absence, then the Employermust be notified.

26.02 The employer may make arrangements for substitution, in accordance with theTemporary Job Posting Procedure, during the period of the said illness. When theemployee does return to work, it shall be at the current rate of pay of theclassification, provided the employee is still able to perform the job, as it is then

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constituted.

26.03 In the event an employee is in receipt of EI benefits either due to a temporary lay-off as defined by the Employment Standards Act, 2000 or under the Sub-Planprovisions of Article 32.01; or in the event of an employee who is in receipt ofWSIB benefits, Jury duty benefits or bereavement leave benefits under thecollective agreement, or is on Compassionate Leave under the EmploymentStandards Act 2000, at the time of the annual vacation payment at vacationshutdown, such employee has the option of receiving the vacation payment ordeferring receipt of this payment until later in the calendar year, provided furtherthat if this payment is still outstanding at year-end, it will be paid to the employeeat that time.

26.04 When an employee becomes eligible for Employment Insurance payments andsuch payments are late for administration reasons, the employer will advance theequivalent of such funds until the time he or she receives delayed payment fromEmployment Insurance Commission at which time the employee will have toreimburse immediately and in one payment.Such program will terminate for all employees immediately with the first default ofrepayment from any employee.

ARTICLE 27SANITARY CONDITIONS

27.01 The maintenance of sanitary conditions to the shop will be an essential part ofthis agreement, and the Union and the employees and the employer further agreeto cooperate in this provision to the fullest extent by keeping the factory in asanitary condition. There will be no smoking, eating or drinking in any of the workareas, unless arrangements are made otherwise by the employer.

ARTICLE 28DAMAGES TO PROPERTY

28.01 The employees shall be responsible for any damage to equipment or materialswilfully caused by him/her.

ARTICLE 29STRIKES, LOCKOUTS, WORK STOPPAGE

29.01 In view of the orderly procedure for settling grievances as herein provided, theUnion agrees that there will be no strike, stoppage of work, etc. all as outlinedbelow.

29.02 During the term of this agreement, and pending the adjustment of any dispute,there shall be no lockout, and no strike (including a sympathetic strike), stoppageof work, sit-down, slowdown, boycott, picketing, refusal to handle merchandise, orother individual or collective action, either partial or complete, which will stop,interfere with or adversely affect operations of the employer. An employeeinstigating or participating in any such conduct shall be subject to immediatedischarge (without notice) by the employer.

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29.03 Should the Union or any employee be involved on any of the above-mentionedconduct, or conduct having any similar effect, then the Union shall be given anopportunity to instruct such employees to resume normal operations.

29.04 Regardless of any labour dispute of any nature between the parties, during orafter the term of this agreement, the Union and the Employer agree to abide bythe law.

ARTICLE 30GENERAL WAGE INCREASE

30.01 (a) A general wage increase of two (2.0%) percent per hour for each classificationin Schedule 1 will be in effect January 3, 2014.

(b) A general wage increase of two (2.0%) percent per hour for each classificationin Schedule 1 will be in effect January 3, 2015.

30.02 An attendance bonus programme will continue to be administrated. Thisprogramme will award one hundred (100) dollars per quarter to employees whohave not been absent in quarterly measures thereafter except for the followingreasons:

(a) Bereavement(b) Union Leave of Absence(c) W.S.I.B. Injury(d) Jury Duty(e) Vacation(f) Duly Certified Absence(g) Authorized Leave(h) Subpoena

In the case of lay-off, the attendance bonus will be pro-rated. Probationaryemployees entering the union during a quarter will also be paid the bonus on apro-rated basis.

In the case of outside accident and sickness, where the absence is beyond three(3) months, the bonus will not be paid. Payment of the four (4) $100.00 quarterlyawards will be paid out for the Christmas lay off period, to all eligible employees.Should there be no Christmas layoff; the payment will appear on the regularweekly pay cheque of the Christmas Statutory Holidays.

ARTICLE 31WAGE SCHEDULE - REFERENCE

31.01 The job wage rates of the various classifications and starting rates andsupplements shall be in accordance with Schedule 1 and shall form part of thisagreement.

ARTICLE 32BENEFIT PLANS

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32.01 The Employer will continue to pay one hundred percent (100%) of the Employee'scost of the following Health and Life Insurance Plan:

a) Life Insurance: $60,000.00

(b) Accidental Death and Dismemberment:$56,000.00

(c) Dependent Life Insurance:Spouse: $12,000.00Child - $10,000.00 up to 21 or 25 if student

(d) SUB-PLAN – Coverage for (2) week E.I. waiting period:

66 2-3% of salary to be paid from 1st day of illness or accident. Programto be implemented on receipt of E.I. approval.

Short Term Weekly Indemnity Program:Weekly Income - commencing on the 120th day.Pay out 66 2/3 of salary - duration thirteen (13) weeksFull integrationBoth programs will provide a benefit based on 66 2/3 on both self-insuredand insured portion of coverage.For employees who have exhausted Employment Insurance sick benefits,the employer after the normal 14 day waiting period, will provide a weeklyincome benefit that will at least equal the benefit to which the employeewould have been entitled had the benefit not been exhausted.

(e) Long Term Disability - commencing after the 30th week of total disability.For all new claims after April 28, 2014 – Pay out 68% of salary - maximumof $1800.00 per month, full integration.For all new claims after January 3, 2015 – Payout 68% of salary -maximum of $1850.00 per month, full integration.

(f) Extended Health Care - Deductible$50.00 Single $100.00 FamilyThere will be a $8.00 dispensing fee cap. Any dispensing fee in excess ofthis amount will be paid by the employee.

(g) Dental Insurance - Deductible$100.00 Single or FamilyCurrent Ontario Dental Association Fee Schedule

TYPE (A) PREVENTATIVE DENTAL & TYPE (B) BASIC DENTALPROCEDURESIncludes coverage for white fillings.MAXIMUM BENEFIT: $1,200.00 of coverage for each person covered percontract yearEffective January 3,2015:MAXIMUM BENEFIT: $1,400.00 of coverage for each person covered per

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contract year

TYPE (C) MAJOR DENTAL PROCEDURE:Crown and Denture Coverage:MAXIMUM BENEFIT: $2000.00 of coverage for each person covered percontract year60% employer - 40% employee co-pay insuranceTYPE (D) ORTHODONTIC PROCEDUREDependent - 18 years old and under50% employer - 50% employee co-pay insuranceLIFETIME MAXIMUM - $2500.00Effective January 3,2015:LIFETIME MAXIMUM - $2800.00

(h) Vision Care Plan:For employees and dependants $200.00/2 years for single visionprescription glasses or contact lenses per covered person.

Effective April 28,2014 - For employees and dependants $325.00/2 yearsfor bi-focal vision prescription glasses per covered person.Effective January 3,2015: For employees and dependants $350.00/2 yearsfor bi-focal vision prescription glasses per covered person.

Services of an ophthalmologist or licensed optometrist, up to a maximum of$100.00 (one-hundred) per person over (2) two benefit years.

32.02 Employees will become eligible for coverage of the benefits as stated in 32.01upon successful completion of their probation period.

32.03 Coverage of benefits extends to the month after the month in which a lay-offoccurs, (minimum coverage 31 days - maximum coverage 60 days).

32.04 Termination of employees benefits cease immediately when employment isterminated or the master policy cancels but in the event the master policycancels, the Company is not absolved by such cancellation of its obligation underArticle 32.

32.05 Benefits Plan shall continue to be administrated by Morbern Inc., who shall beempowered to make any change in Insurance carrier it may see fit as long as thepresent benefits continue to be provided for at a comparable cost. To be eligiblefor benefits the employee must be a resident of Canada.

32.06 a) Employees working beyond age sixty-five (65) will continue to be covered forExtended Health Care (excluding Out of Country), weekly indemnity, dental andvision care after age 65 until age 70. L.T.D., Life Insurance and A.D.D. areexcluded.

b) Employees (born after April 30,1958), affected by the amendments to the OldAge Security (OAS) Act changing the date of eligibility for Old Age Security andthe Guaranteed Income Supplement (GIS) from age 65 to age 67 will continue to

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be covered for Extended Health Care (excluding Out of Country), weeklyindemnity, dental and vision care after age 67 until age 70. L.T.D., Life Insuranceand A.D.D. are excluded.

32.07 Benefit Continuation under Article 32 for employees currently absent on STD/LTDor WSIB Benefits (as of March 9, 2009).Benefits under Article 32 will be continued for employees currently absent onSTD/LTD benefits or WSIB benefits for the four year period commencing fromratification or to age 65, whichever occurs first, subject to the employee beinglaid off during this period under the provisions of the collective agreement inwhich case Article 32.03 applies.

32.08 Benefits Continuation Under Article 32 for employees not currently (as of March9, 2009) absent on STD/LTD or WSIB Benefits.

In the event that an employee is absent from work and in receipt of eitherSTD/LTD benefits under the collective agreement or WSIB benefits, benefitcoverage under Article 32 will continue as follows:

i) If the employee has less than 1 year of seniority as of the date that hisabsence commences, benefits under Article 32 will continue for the period of timeequal to their length of service, or at age 65, whichever occurs first, subject to theemployee being laid off during this period under the provisions of the collectiveagreement in which case Article 32.03 applies.

ii) If the employee has 1 or more years of seniority but less than 5 years ofseniority as of the date that his absence commences, benefits under Article 32will continue for the two year period subsequent to the date of his initial absencefrom work, or at age 65, whichever occurs first, subject to the employee beinglaid off during this period under the provisions of the collective agreement inwhich case Article 32.03 applies.

iii) If the employee has 5 or more years of seniority but less than 15 years ofseniority as of the date that his absence commences, benefits under Article 32will continue for the three year period subsequent to the date of his initialabsence from work, or at age 65, whichever occurs first, subject to the employeebeing laid off during this period under the provisions of the collective agreementin which case Article 32.03 applies.

iv) If the employee has 15 or more years of seniority as of the date that hisabsence commences, benefits under Article 32 will continue for the four yearperiod subsequent to the date of his initial absence from work, or at age 65,whichever occurs first, subject to the employee being laid off during this periodunder the provisions of the collective agreement in which case Article 32.03applies.For the purpose of these provisions, an employee must return to full active dutiesor permanent modified duties (not temporary modified duties) at Morbern for noless than six (6) full weeks of work, including Union leave in order that his or hernext absence from work be considered a new absence from work. Otherwise, theinitial absence is not considered broken by a return to work. The Company

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agrees that absences due to vacation, casual sick absence, leave of absenceunder the Collective Agreement or holidays under Article 18 shall only be appliedto extend this six (6) week period by the same amount of days absent due tothese reasons.

32.09 REGISTERED RETIREMENT SAVINGS PLAN: Effective on or before July 2,1993, the employer will establish a group R.R.S.P. (with individual accounts) intowhich employees may contribute through authorised deductions from his/herwages.

The Company agrees to make annual payments to the employee's RRSP asfollows:

The employer will contribute to the R.R.S.P. fund in the amount of $1600.00 intoeach employees account providing he/she has at least one year's seniority, as ofJanuary 1, 2007.

No later than December 31, 2007:The employer will contribute to the R.R.S.P. fund in the amount of $1650.00 intoeach employee’s account providing he/she has at least one year seniority, as ofJanuary 1, 2008. In addition, for each completed year of service in excess of one(1) year by an employee, the company will make an additional annualcontribution of $75.00 for each such year of service on behalf of the employee.

Each subsequent year by December 31:Effective December 31,2014, the employer will contribute to the R.R.S.P. fund inthe amount of $1,700.00 into each employee’s account providing he/she has atleast one year seniority, as of January 1st. In addition, for each completed yearof service in excess of one (1) year by an employee, the company will make anadditional annual contribution of $75.00 for each such year of service on behalfof the employee

Employees Hired After January 2, 2009:There will be no RRSP contribution for employees hired after January 2, 2009until such employee has completed 1 full calendar year of employment.Subsequently; RRSP’s contributions for these employees will be as follows:$1000.00 payable on December 31 provided the employee has completed 1 fullyear of employment as of this date.$1500.00 payable on December 31 provided the employee has completed 2 fullyears of employment as of this date.The full amount required by Article 32.09 on December 31 provided theemployee has completed 3 full years of employment as of this date.

32.10 RRSP Contributions under Article 32.09 for employees currently absent onSTD/LTD or WSIB Benefits (as of March 9 2009):

Effective on ratification, there shall be no more payments contributed to theirRRSP accounts.

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RRSP Contributions Under Article 32.09 for employees not currently absent onSTD/LTD or WSIB Benefits:Employees that may become ill or injured any time after March 09, 2009 shall beentitled to the RRSP contribution in the following manner;

i) Employees with less than one (1) year of service as of the date of illness orinjury are not eligible for RRSP contributions during the period of their absence.

ii) Employees with one (1) or more years of service but less than five (5) yearsof service as of the date of illness or injury will receive RRSP contributions whichoccur during the two (2) year period commencing from their date of illness orinjury, or to age 65, whichever occurs first.

iii) Employees with five (5) or more years of service but less than fifteen (15)years of service as of the date of illness or injury will receive RRSP contributionswhich occur during the three (3) year period commencing from their date ofillness or injury, or to age 65, whichever occurs first.

iv) Employees with fifteen (15) or more years of service as of the date of illnessor injury will receive RRSP contributions which occur during the four (4) yearperiod commencing from their date of illness or injury, or to age 65, whicheveroccurs first.

For the purpose of these provisions, an employee must return to full active dutiesor permanent modified duties (not temporary modified duties) at Morbern for noless than six (6) full weeks of work in order that his or her next absence fromwork be considered a new absence from work. Otherwise, the initial absence isnot considered broken by a return to work. The Company agrees that absencesdue to vacation, casual sick absence, leave of absence under the CollectiveAgreement or holidays under Article 19 shall only be applied to extend this six (6)week period by the same amount of days absent due to these reasons.In the event that an absent employee in the situations noted above is laid offunder the seniority provisions of the Collective Agreement, the RRSPcontribution subsequent to the date of lay off will be prorated in accordance withthe practices under item 20, Other Issues in the Letter of Understanding reInventory Adjustment: Layoff/Bumping/Job Posting. For the purpose of thesepractices as they apply to the layoff of an employee absent from work during anyyear due to illness or injury, the period of absence prior to the date of layoff ofsuch employee will be used to prorate the RRSP contribution for that year in thesame manner that the period of work during a year prior to the point of layoff isused to prorate the RRSP contribution under the above Letter of understanding.

32.11 a.) R.R.S.P. Company contributions will be capped at age sixty-five (65) andcontinued to age seventy (70).

b.) For employees (born after April 30,1958), affected by the amendments to theOld Age Security (OAS) Act changing the date of eligibility for Old Age Securityand the Guaranteed Income Supplement (GIS) from age 65 to age 67, the RRSPCompany contributions will be capped at age 67 and continued to age seventy(70).

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32.12 Employees retiring will be eligible for a pro-rated RRSP payment to the date ofretirement in their final year of employment provided the employee is eligible foran RRSP payment as of December 31,of the year in which he/she retires.

32.13 Same sex benefits will be provided in the same context as a common lawrelationship.

(a) Benefits are to be made available to employees retiring, prior to the age of65, and who wish to pay the premiums in order to remain in the group coverageuntil age 65. To be eligible the employee must be at least 60 years of age at thetime of retirement.

(b) Early Retiree Benefits: Employees who are at least 62 years old and wish toretire before age 65, the Company will pay 100% of the premium cost in existenceat the time of retirement for a period of three (3) years or to age (65), whichever isearlier for the following benefits:

- Extended Health Care (not including out-of-country coverage)- Dental Care- Vision care.

Any increase in the premium cost for these benefits subsequent to the date ofretirement shall be paid by the retiree. No more than three (3) employees mayretire in any year and receive the benefit of this provision. Two (2) unusedopportunities in any year may be carried over to the next year only.

In November of each year the Company will invite employees to confirm whetherthey will early retire under this provision in the following year. The deadline foremployees to confirm their interest in early retirement will be December 1st of thesame year. If there are more than three applicants, selection will be on the basisof seniority. If there are any early retirements still available after the December1st deadline, selection will be on a first come, first serve basis.

In a) & b) above amend age 65 to 67 for those employees (born after April30,1958), affected by the amendments to the Old Age Security (OAS) Actchanging the date of eligibility for Old Age Security and the Guaranteed IncomeSupplement (GIS) from age 65 to age 67.

ARTICLE 33SAFETY COMMITTEE

33.01 (a) The company recognizes its obligations to provide as safe and healthfulworking environment for employees as it reasonably can, and both parties to thisagreement jointly agree to do their best to achieve that end. The companyagrees to provide the appropriate job training and instructions in Health andSafety for all employees.

(b) The company shall recognise, and participate in, a Joint Health & SafetyCommittee composed of six (6) members; of which three (3) representatives shallbe from the employer and three (3) representatives shall be from the Union. Thecompany shall be responsible for providing adequate training to all Safety

37

Committee members. The Safety Committee members for each party shall beselected by each party, to deal with the issues of safety and health in the plant.In addition to participating in safety tours, the committee will meet once a month(or less often if mutually agreed, but no less often than every three (3) months) todiscuss and resolve the causes of accidents, unsafe conditions, and other safetyrelated matters.

(c) It is agreed that any employee(s) shall have the right, without suffering anypenalty, to refuse to perform a job on the grounds that he/she has reason tobelieve it may endanger himself or another worker. The matter shall be dealt witheither under the applicable legislation, or, directly by the Parties (in the absenceof available and prompt on-site inspection by the legislative enforcementinspector). Pending investigation, if a replacement employee is requested toperform an operation, which is the subject of a work refusal, such employee shallbe fully acquainted with the facts of the refusal. If this employee also exerciseshis/her right of refusal, such job shall not proceed without corrective measures torender it safe, or, if the safety committee views the job and agree to conditionsunder which it may proceed while corrective measures are implemented, anemployee will be allowed to operate the job. The Safety Committee shallconvene a formal meeting immediately to deal with the issues of the refusal.

(d) The Union Safety Committee member(s) shall ensure that plant safety tourstake place regularly. At least one (1) Safety Committee member from each partyshall jointly tour the plant for the purpose of identifying safety concerns andviolations. Such safety tours shall take place no less often than every three (3)months. The Union Safety Committee member(s) shall have the right toaccompany the Department of Labour (or successor) Safety Inspector duringinspections of the plant and the Union shall be provided with a copy of theInspector's report. In addition such Union Safety Committee member(s) shallhave the right to enter the plant at any time on matters of health and safety. Thesubject of Health and Safety training and the training provider will be discussedby the Joint Health and Safety Committee prior to the Company making thedecision as to the training provider.

(e) Prior to the operation of any new equipment or prior to the use of anyequipment which is subject to a pre-start review as per applicable Ontariolegislation, the Company will notify the Joint Health & Safety Committee.

33.02 The Joint Health and Safety Committee shall be informed prior to the introductionof any substance, material, agent or chemical, of a hazardous nature, into theworkplace and shall be provided by the Company with pertinent informationregarding same.

33.03 An employee who identifies a safety hazard must report this to his/her supervisor.The JHSC worker rep will be involved where this is required under theOccupational Health & Safety Act or where the worker requests his presence.The employee will not make any frivolous requests and the supervisor will notdeny any requests arbitrarily or in bad faith.

ARTICLE 34

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BEREAVEMENT LEAVE

34.01 In the case of a death in the immediate family of an employee, the employer shallgrant three (3) days leave of absence with regular pay. Immediate family shall bedeemed to mean: mother, father, mother-in-law, father-in-law, sister, brother,husband, wife, children, grandchildren and common-law spouse. The employerwill also grant one (1) day leave of absence with regular pay to attend the funeralof grandparents or grandparents-in-law, and brother-in-law and sister-in-law.

34.02 In the event of the death of an employee, the President of the Local Union (or hisdesignate) and one co-worker of the deceased shall be allowed eight (8) hours offwork with pay for the purpose of attending the funeral.

ARTICLE 35JURY DUTY

35.01 When an employee is called and serves as a juror or prospective juror or issubpoenaed by the Crown, the employer will make up the difference between hisjury pay and the employee's regular hourly earnings for such periods of jury dutyas fall within the normal work day.

ARTICLE 36LEAVE OF ABSENCE FOR UNION PURPOSES

36.01 An employee who has been elected or appointed by the Union to attend as adelegate to Union conventions or conferences shall be granted a leave ofabsence without pay for this purpose. The Union will notify the employer in writingat least two (2) weeks in advance of the names of the employees who are electedas delegates. However, the Employer will make every effort to accommodaterequests made on shorter notice. This clause shall not at any one time apply tomore than five (5) union employees.

36.02 In the event that the Union requires an employee to work for the InternationalUnion in any capacity, it may obtain twelve (12) month leave of absence for suchemployee for that purpose without loss of seniority to the said employee. TheUnion will give at least (1) one month’s prior notice to the employer to that effect.However, the employer will make every effort to accommodate requests made onshorter notice. This clause shall not at any one time apply to more than two (2)union employees.

36.03 For Union leaves of Absences not explicitly provided for in another provision ofthe Collective Agreement, the Company shall allow a maximum total of (125)days leave without pay per calendar year to employees designated by the unionfor such purpose, provided the Company is given at least (2) two weeks’ notice inwriting of the request for leave. Any request for leave of absence in excess of the125 day per annum total may be granted if the Company and the Union reach amutually acceptable arrangement.

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ARTICLE 37COST OF LIVING ADJUSTMENT

37.01 In the event that the Consumer Price Index for Canada (time base 1986 =100)increases more than seven and a third (7.3%) during the year 1993, the employerwill pay one percent (1%) rise above seven and a third percent (7.3%) payable atthe start of the second year of this agreement. In this calculation the December1992 C.P.I. which reads at 129.1, should be used as the base index against theDecember 1993 C.P.I. Such payments shall be capped at no more than twopercent, (2%).

ARTICLE 38PRINTED LABOUR AGREEMENT

38.01 The employer and the Union have agreed to share equally the cost of printing thisand future agreements. These printed labour agreements are to be madeavailable to all employees covered by this agreement, within four (4) months ofthe date of ratification of the Collective Agreement.

ARTICLE 39PAYMENT FOR SHOES AND CLOTHING

39.01 The employer will grant an annual allowance of $80.00 per pair for two (2) pairsof safety shoes for each employee.

All Compound and Ink Room employees shall be eligible for three (3) pairs ofsafety shoes based on the allowances in this Article.

The employer will grant a clothing allowance of $30.00 twice per year, foremployees in Compounding, Maintenance, Ink, Printing, Pilot Press, No. 3Coater, Extruder, Coaters, Floaters, Castenders and Helpers on the Casting line,and the Plant Floater(s). A clothing allowance of $15.00, twice per year will begranted to all other employees.

39.02 In case of damage to shoes and clothing as a result of a fire or flood occurring onthe premises, the Employer will refund 100% of the cost provided that thedamaged articles are handed in to the Personnel Department.

ARTICLE 40TRAINING PREMIUM

40.01 The Employer agrees to provide a one-dollar ($1.00) per hour training premiumover and above his hourly rate, to an operator that is training an employee duringhis trial period.

ARTICLE 41INTERNATIONAL AID AND DEVELOPMENT

41.01 The Employer agrees to deduct on a weekly basis the amount of one cent ($0.01)per hour from the wages of all employees in the bargaining unit for all hoursworked and, prior to the 15th day of the month following, to pay the amount so

40

deducted to the "Humanity Fund" and to forward such payment to UnitedSteelworkers National Office, 234 Eglinton Avenue East, TORONTO, Ontario,M4P1K7, and to advise, in writing, both the Humanity Fund, at theaforementioned address, and the Local Union that such payment has been made,the amount of such payment and the names of all employees in the bargainingunit on whose behalf such payment has been made.

The first "Humanity Fund" deduction as aforesaid shall be for the fifth weekfollowing ratification of this Agreement.It is understood and agreed that participation by any employee in the BargainingUnit in the program of deductions set forth above may be discontinued by anyemployee in the bargaining unit after the receipt by the Employer and the LocalUnion of that employee's written statement of his/her desire to discontinue suchdeduction from his/her pay which may be received during the four (4) weeksfollowing ratification of this Agreement or at any time thereafter.

ARTICLE 42INTERPRETATION

42.01 For the purpose of the interpretation of the present agreement, the use of a nounor pronoun in the masculine form shall include the feminine form when requiredby the context.

42.02 All letters of understanding are recognized to form part of the CollectiveAgreement and are enforceable under the grievance and arbitration procedure.

ARTICLE 43DURATION OF AGREEMENT

43.01 The term of the present agreement shall be for a period of two (2) years,commencing January 3, 2014 and terminating on January 2, 2016. Within ninety(90) days prior to the termination of this agreement, the parties agree to meet todiscuss continuation of this agreement for such further period of time and suchterms and conditions as they may then determine.

IN WITNESS THEREOF, the parties hereto by their duly authorisedrepresentatives have signed this agreement in duplicate at CORNWALL,ONTARIO this ____________________________

______________________________________MORBERN INC.

____________________________________

____________________________________

____________________________________

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____________________________________

WITNESS:

_____________________________________

UNITED STEELWORKERS

____________________________________

____________________________________

____________________________________

____________________________________

____________________________________

____________________________________

We, the undersigned employees of Morbern Inc., Cornwall, Ontario, constitutingthe members of the contract negotiating committee and being members of theUnited Steelworkers do hereby ratify, approve and confirm the annexedagreement between the said employer and our union which was read at ameeting held on the 26th day of April, 2014 at Cornwall, Ontario and accepted andapproved, confirmed and ratified by the members at said meeting.

____________________________________

____________________________________

____________________________________

____________________________________

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____________________________________

____________________________________

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SCHEDULE 1NEW WAGE RATES FOR THE VARIOUS CLASSIFICATIONSEFFECTIVE JANUARY 3, 2014 ENDING JANUARY 2, 2016

Employees hired after January 2, 2009:All employees hired subsequent to January 2, 2009 will be paid at 75% of theapplicable classification rate of pay set out in the current Schedule A. Upon 1year of employment, these employees will be paid at 80% of the applicableclassification rate; upon completion of 2 years of employment, these employeeswill be paid at 90% of the applicable classification rate, and upon completion of 3years of employment, these employees will be paid at 100% of the applicableclassification rate.

New Classification:In the event the Employer establishes a new classification, the parties agree tonegotiate the rate of pay relative to other classifications. If the parties cannotreach agreement, any dispute about the rate of pay may be subject to thegrievance procedure.

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JAN.3 JAN.3GRADE CLASSIFICATION 2014 2015

PROBATIONARY PERIOD 16.63 16.96

I HELPER 21.95 22.39

II JANITOR 22.17 22.61

III CAN WASHER SOLVENT RECOVERY OPERATOR 22.33 22.78INSPECTION LOADER 22.33 22.78MILLWRIGHT CLASS "D" 22.33 22.78COATER No. 2 22.33 22.78PRINTING BACKTENDER 22.33 22.78

IV 22.47 22.92

V DISPOSAL MAKER 22.65 23.10SET-UP EXPEDITOR 22.65 23.10ASSISTANT BATCHMAKER (EXTRUDER) 22.65 23.10EXTRUDER MATERIAL HANDLER BACKTENDER 22.65 23.10PASTEMAKER/GRINDER OPERATOR 22.65 23.10COATER NO.1 22.65 23.10

VI LAMINATOR 22.95 23.41CASTING CONTROLS 22.95 23.41CASTING FLOATER 22.95 23.41ASSISTANT SHIPPER 22.95 23.41EXTRUDER LOADER 22.95 23.41RELIEVER SHIPPING/COATER # 3 22.95 23.41ASSISTANT WAREHOUSE PERSON 22.95 23.41

VII BATCHMAKER 23.09 23.55INSPECTOR "A" 23.09 23.55PRE-INSPECTOR 23.09 23.55BEAMER OPERATOR 23.09. 23.55PAPER INSPECTOR 23.09. 23.55PREVENTATIVE MAINTENANCE ORGANIZER

MILLWRIGHT CLASS "C" 23.09 23.55CLEARMAKER 23.09 23.55CLEARMAKER/CANWASHER SOLVENT RECOVERY

OPERATOR 23.09 23.55

VIII BACKTENDER Q/C CASTING 23.23 23.70BACKTENDER Q/C EXTRUDER 23.23 23.70

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JAN.3 JAN.3GRADE CLASSIFICATION 2014 2015

IX 23.48 23.95

X 23.59 24.06

XI ASSISTANT LEAD HAND PRINTING 23.79 24.27EXTRUDER ASSISTANT LEAD HAND 23.79 24.27ASSISTANT LEAD HAND CASTING 23.79 24.27POST MIXER OPERATOR 23.79 24.27RECEIVER /EXPEDITOR 23.79 24.27ASSISTANT LEAD HAND EMBOSSING 23.79 24.27ASSISTANT LEAD HAND COATER 23.79 24.27INK ROOM FLOATER 23.79 24.27

XII FORKTRUCK MECHANIC MILLWRIGHT CLASS "B" 24.03 24.51PREVENTIVE MAINTENANCE ORGANIZER

MILLWRIGHT CLASS "B" 24.03 24.51MILLWRIGHT CLASS "B" 24.03 24.51

XIII 24.18 24.66

XIV TECHNICAL LAB TESTER 24.30 24.79VINYL WAREHOUSE/TRACTOR TRAILER OPERATOR 24.30 24.79SHIPPER 24.30 24.79DIGITAL PRINTING OPERATOR 24.30 24.79PILOT PRESS ASS’T 1/DIGITAL PRINTING OPERATOR 24.30 24.79RELIEVER INSPECTION/DIGITAL 24.30 24.79WAREHOUSEPERSON 24.30 24.79

XV COLOUR MATCHER "A" 24.54 25.03

TOP COAT MAKER 24.54 25.03

XVI FORKLIFT TRUCK MECHANIC MILLWRIGHT "A" 24.76 25.26MILLWRIGHT CLASS "A" 24.76 25.26ELECTRICIAN CLASS "A 24.76 25.26

XVII PLANT FLOATER 25.07 25.57COLOUR COORDINATOR 25.07 25.57LEAD HAND 25.07 25.57LEAD HAND EXTRUDER 25.07 25.57.LEAD HAND COATER 25.07 25.57LEAD HAND INSPECTOR 25.07 25.57TECHNICAL LAB COORDINATOR 25.07 25.57

XVIII 25.29 25.80____________________________________________________________________________________

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JAN.3 JAN.3GRADE CLASSIFICATION 2014 2015

XIX 25.61 26.1225.75 26.27

XX MILLWRIGHT CLASS "A" PLUS 25.89 26.41ELECTRICIAN CLASS "A" PLUS 25.89 26.41COLOUR MATCHER "A" ASSISTANT MANAGEMENT 25.89 26.41GENERAL MACHINIST 25.89 26.41

XXI 26.32 26.85

XXII 26.76 27.30

XXIII 27.19 27.73

XXIV 27.62 28.17

XXV MILLWRIGHT CHARGE HAND 27.78 28.34

XXVI 28.05 28.61

SHIFT PREMIUM:AFTERNOON .35 .35NIGHT .60 .60

SUPPLEMENTS:JAN.3 JAN.3

GRADE CLASSIFICATION 2014 2015

V PASTE MAKE/GRINDER OPERATOR +.44 +.44

VI ASSISTANT WAREHOUSE PERSON +.22 +.22VI CASTING LAMINATOR +.44 +.44VI CASTING FLOATER +.22 +.22VI ASSISTANT SHIPPER +.22 +.22VI RELIEVER-SHIPPING/COATER # 3 +.22 +.22VII COMPOUND BATCHMAKER +.44 +.44VII INSPECTOR “A” +.44 +.44VII PRE-INSPECTOR +.44 +.44VIII BACKTENDER QC CASTING +.44 +.44XI LEAD HAND CLASS 2 +.44 +.44XI ASSISTANT LEAD HAND EXTRUDER +.22 +.22XI ASSISTANT LEAD HAND EMBOSSING NO.2 +.22 +.22XI RECEIVER/EXPEDITOR +.30 +.30XII 4th CLASS STATIONARY ENGINEER'S CERT. +.25 +.25XIV SHIPPER +.44 +.44XIV WAREHOUSEPERSON +.44 +.44XV COLOUR MATCHER +.44 +.44XV TOP COAT MAKER +.44 +.44XVII LEAD HAND +.44 +.44XVII LEAD HAND EXTRUDER +.44 +.44

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XVII TECHNICAL LAB COORDINATOR +.44 +.44XVII COLOUR CO-ORDINATOR +.44 +.44XX ONTARIO MILLWRIGHT CERTIFICATE +.49 +.49XX CONSTRUCTION MTCE ELECTRICIAN CERT. +.49 +.49XX GENERAL MACHINIST CERTIFICATE +.49 +.49XX MILLWRIGHT GAS FITTER'S CERTIFICATE +.25 +.25XX MP2-CMMS (Millwrights & Electricians) +.44 +.44

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SCHEDULE 1 - RATES FOR NEW HIRES

JANUARY 3, 2014

P1 P2 P3

GRADE 75.00% 80.00% 90.00% 100.00%

I 16.63 17.56 19.76 21.95

II 16.63 17.74 19.95 22.17

III 16.75 17.86 20.10 22.33

IV 16.85 17.98 20.22 22.47

V 16.99 18.12 20.39 22.65

VI 17.21 18.36 20.66 22.95

VII 17.32 18.47 20.78 23.09

VIII 17.42 18.58 20.91 23.23

IX 17.61 18.78 21.13 23.48

X 17.69 18.87 21.23 23.59

XI 17.84 19.03 21.41 23.79

XII 18.02 19.22 21.63 24.03

XIII 18.14 19.34 21.76 24.18

XIV 18.23 19.44 21.87 24.30

XV 18.41 19.63 22.09 24.54

XVI 18.57 19.81 22.28 24.76

100.00%

XVII 25.07

XVIII 25.29

XIX25.61

25.75

XX 25.89

XXI 26.32

XXII 26.76

XXIII 27.19

XXIV 27.62

XXV 27.78

XXVI 28.05

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SCHEDULE 1 - RATES FOR NEW HIRES

JANUARY 3, 2015

P1 P2 P3

GRADE 75.00% 80.00% 90.00% 100.00%

I 16.96 17.91 20.15 22.39

II 16.96 18.09 20.35 22.61

III 17.09 18.22 20.50 22.78

IV 17.19 18.34 20.63 22.92

V 17.33 18.48 20.79 23.10

VI 17.56 18.73 21.07 23.41

VII 17.66 18.84 21.20 23.55

VIII 17.78 18.96 21.33 23.70

IX 17.96 19.16 21.56 23.95

X 18.05 19.25 21.65 24.06

XI 18.20 19.42 21.84 24.27

XII 18.38 19.61 22.06 24.51

XIII 18.50 19.73 22.19 24.66

XIV 18.59 19.83 22.31 24.79

XV 18.77 20.02 22.53 25.03

XVI 18.95 20.21 22.73 25.26

100.00%

XVII 25.57

XVIII 25.80

XIX26.12

26.27

XX 26.41

XXI 26.85

XXII 27.30

XXIII 27.73

XXIV 28.17

XXV 28.34

XXVI 28.61

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LETTER OF AGREEMENT

SCHEDULE 1

Any employee hired as a Class A Electrician, Class A Millwright, Forklift TruckMechanic Millwright A, Millwright Charge Hand, Maintenance Machinist orTractor Trailer Operator shall be paid the relevant full classification rate set out inSchedule I of the Collective Agreement. In clarification, this includes any suchhires during the term of the current Collective Agreement made prior to the dateof this Award. Notwithstanding such pay rate, any such employee is subject tothe probationary period in Article 6.01 of the Collective Agreement.

Any employee hired into any bargaining unit classification, other than notedabove, shall be paid the relevant rate of progression for this classification as setout in Schedule I of the Collective Agreement after they have completedsuccessfully the probationary period in Article 6.01. During the probationaryperiod, they shall be paid the relevant probationary rate of pay.

Dated 23rd day of May, 2014 at Cornwall, Ontario

____________________________ ___________________________Union Representative Company Representative

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LETTER OF AGREEMENT

PROGRESSION RATE EMPLOYEES

Employees who are currently in the wage progression who post to a temporary orpermanent signed posting into Grade 17 or higher shall be entitled to come out ofthe wage progression and receive the full rate for the position for as long as theyhold this position. It is understood that the time spent out of the wage progressionwill count towards the time required to reach the next level of the progressionshould the individual come back to a progression position.

Dated 23rd day of May, 2014, at Cornwall, Ontario

____________________________ ___________________________Union Representative Company Representative

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LETTER OF AGREEMENT

MORBERN'S CONDITIONS OF THE 12 HOUR SHIFT OPERATION7 DAY SCHEDULE

(1) Saturday and Sundays will be paid at time and half (1 1/2).

(2) Anything in excess of twelve (12) hours on Saturday or Sunday will be paid atdouble time (2).

(3) Anybody called from off shifts on weekdays or Saturday will be paid at time onehalf (1 1/2).

(4) Anybody called from off shifts on Sunday will be paid at double time (2).

(5) STATUTORY HOLIDAYS: Statutory holidays will be scheduled as days off for allemployees. In the event that any work is performed it will be done on a voluntary,overtime basis. Employees who volunteer to work on these holidays will receivetime and one half for each hour worked except where double time applies underitems 2 & 4 above. When an employee's "schedule" designates a statutoryholiday as a day they would have otherwise worked, such employee shall becompensated for (12) hours, whether or not they choose to actually work on theholiday. An employee who's "schedule" designates the Statutory Holiday as an offholiday would be compensated for (8) hours for the holiday, whether or not theychose to actually work on the Holiday.

For Statutory Holidays falling on a Saturday or Sunday the followingMemorandum of Settlement dated November 9th, 2000 will apply:(1) Where an employee on a 12-hour shift operation works on a statutoryholiday under the collective agreement and such holiday falls on a Saturday orSunday, the correct rate of pay for such employee is double time for each hourworked on such holiday by the employee.(2) In addition to the premium payment in item 1 above, the employee is alsoeligible for statutory holiday pay under the collective agreement.(3) In further clarification, the employee is not entitled to any additionalpremium payment for working on the Saturday or Sunday save and except shiftpremiums.(4) This settlement is binding on the parties for any further interpretation of thesituation set out in this settlement.

(6) SHIFT PREMIUM: will be paid at .63/hour for the 12 hour night shift only.

(7) BEREAVEMENT: entitlement for immediate family will be three (3) twelve (12)hour shifts off with pay. For one (1) day entitlement (grandparents etc.) one (1)twelve (12) hour shift off with pay. For further clarification, if the entitled shift(s)off include Saturday and/or Sunday the rate of pay will be time and one-half.

(8) VACATIONS: See Article 25.(a) Employees moving from an 8 hr. shift schedule to a 12 hr. shift schedulewill be allowed to take the following in individual days of vacation:

53

INDIVIDUAL INDIVIDUAL VACATION DAYSVACATION ENTITLEMENTDAYS TAKEN ONE WEEK TWO WEEKS

0 days 4 days 8 days1 day 3 days 7 days2 days 2 days 6 days3 days 2 days 6 days4 days 1 day 5 days5 days 0 days 4 days6 days ----- 3 days7 days ----- 2 days8 days ----- 2 days9 days ----- 1 day

10 days ----- 0 days

(b) Employees moving from a 12 hr. shift schedule to an 8 hr. shift schedulewill be allowed to take the following in individual days of vacation:

INDIVIDUAL INDIVIDUAL VACATION DAYSVACATION ENTITLEMENTDAYS TAKEN ONE WEEK TWO WEEKS

0 days 5 days 10 days1 day 4 days 9 days2 days 2 days 7 days3 days 1 day 6 days4 days 0 days 5 days5 days ----- 4 days6 days ----- 2 days7 days ----- 1 day8 days ----- 0 days

(c) An employee may schedule three-day weekend(s) off as one week ofvacation receiving 40 hrs. of vacation pay.

(9) If your mate does not call in one (1) hour prior to shift start and doesn't show youmust remain up to (2) hours beyond your shift whether it be 7:00 A.M. - 7:00 P.Mor 7:00 P.M. - 7:00 A.M.

(10) PAID LUNCH: Lunch money of $10.00 will be paid after 12 hour shift for next 4hours of overtime if it is the mate staying back.Lunch money of $10.00 will be paid after 8 hours when you are called in on youroff shifts to work overtime for a 12 hour shift.

(11) It is clearly understood by both parties that replacements must be available forrelief purposes when and if required. If replacements cannot be made by shiftmove-ups then these replacements will normally come from employees on thescheduled days off. In the event of inadequate relief for continuation of

54

operations, the Company has the right to revert to an eight (8) hours schedulewithin a twenty-four hour period, without incurring any liabilities.

(12) PROBATIONARY PERIOD: is sixty (60) calendar days.

Dated 23rd day of May, 2014 at Cornwall, Ontario

__________________________ ___________________________Union Representative Company Representative

55

LETTER OF AGREEMENT

INVENTORY ADJUSTMENT:LAYOFF / BUMPING / RECALL / JOB POSTINGS

When a need arises to adjust inventory, the following procedure will be used.The four-shift operation shall be reduced to a three-shift operation, plant wide.This procedure describes how 21:02(b) is to be amended when this need arises,during the life of this agreement. This is intended to establish an agreed uponprocedure to be utilised, in an effort to develop a system of handling layoffs asdescribed above. The clear objective is to assure seniority prevails in a layoffwhile allowing for a smooth transition.

BUMPING RIGHTS:

(1) In the event of a layoff of more than five (5) consecutive days, the primaryobjective will be to continue employment seniority, as the determining factor inregards to implementation and that for the duration of the layoff those employeeswith the lowest plant seniority shall be laid off.

(2) "Previously fulfilled satisfactorily" is to mean that the employee:(a) has trained on the job through a job posting and was not denied by the

Company, or(b) has worked overtime and has shown competence, or(c) has been previously classified on the job, in other words has hadexperience or training on the job.

(3) "Qualified to perform the work" is to mean classifiable with a minimum of training(maximum of one (1) week).

(4) Employees who cannot bump under 21.02(b) will be provided with training on thejob of their choice amongst those jobs which are vacant because of the layoff of ajunior employee.

(5) In the implementation of items 2) & 3), the employee, subject to layoff, has theright to choose which job he/she bumps into.

(6) In the event that it is necessary to provide training to a senior employee so thathe can bump a junior employee, the junior employee will only be laid off once thetraining is completed. This may result in the junior employee working beyond thelayoff date of more senior employees. Under no circumstances will the retainedjunior employee do production work unrelated to training. In no event will a junioremployee remain in the plant longer than three (3) weeks following the layoffdate.

RECALL PROCEDURE:

(7) On a general recall, employees, who were bumped or laid off, will return to theirclassified jobs.

56

(8) On a general recall, "unclassified" employees, who were laid off, will be assignedto jobs by the Company on an as needed basis.

(9) An employee, who was bumped or laid off, may lose his/her right to a recall to his"classified" job if he applied and was classified on a job posting. See section onjob postings for further clarification.

(10) An employee, who was bumped or laid off, may be assigned by the Company, ona temporary basis (maximum of three (3) months) to his/her former "classified"job despite having accepted a new job through a job posting and giving up theirright of recall. This will be done when a replacement on the employee's formerjob is not available.

(11) All employees, who were bumped or laid off, have a right to a recall on their"classified" jobs for a period of two (2) years from the date of their layoff or bump.After two years the jobs in question need to be posted.

(12) In the event a limited recall becomes necessary, employees will be recalled inorder of seniority.

JOB POSTING PROCEDURE:

(13) When possible, job postings for positions on a 4th shift will be continued despite alayoff. An employee will only be classified on a posted job once the 4th shift isrecalled. After successfully completing a trial period for a posted job, which is notyet vacant, the employee will return to his or her previous job and rate, pendingthe recall of the 4th shift. Despite having more seniority, an employee with a"4th" shift classification cannot bump a junior classified employee on the postedjob.

(14) Employees, who were bumped or laid off, lose their right to a recall to theirprevious job when they accept a 4th shift classification, provided they have hadan opportunity to do the job on their own prior to being asked to accept the job.In this situation, the employee's former "classified" job on the 4th shift would bethe next job posted.

(15) Employees classified on a posted job (currently vacant), who were bumped orlaid off, must decide at the time of classification if they wish to retain their right torecall to their former "classified" job. If yes, then on a recall they will return totheir "classified" job and the vacant job will be re-posted. If no, then on a recallthey will remain on their new job and the 4th shift vacancy will be posted. Article20.04, regarding demotions, will not apply to "bumped" employees applying forjobs during the layoff.

(16) Employees, who were bumped or laid off, will hold a recall right to their previous"classified" job in the event that the person who bumped them vacates the job foranother classified job as part of the job posting process.

(17) Jobs on the 4th shift, which become vacant as the result of a job posting will, ingeneral, be posted once the 4th shift is recalled but may be posted sooner at the

57

Company's discretion.

(18) All laid off employees that are continuing to accumulate seniority willautomatically have their names entered for all job postings.

OTHER ISSUES:

(19) Laid off employees who are continuing to accumulate seniority will:a) be paid for the first stat holiday during a layoff; they will not be paid for anysubsequent stats during the same layoff.b) be paid for the standard Christmas period stat holidays provided they areon the Company's active payroll on or anytime after November 1st of that year.

(20) Employees eligible for an RRSP payment that are continuing to accumulateseniority, who have been laid off during the year will be paid 25% of the RRSPtotal for each quarter in which the employee worked.

(21) This agreement will in no way impact on Article 21.01.

(22) Employees will be provided at least two (2) weeks notice of a shift schedulechange.

Dated 23rd day of May, 2014 at Cornwall, Ontario

_________________________ __________________________Union Representative Company Representative

58

LETTER OF AGREEMENT

FOR A TEMPORARY JOB POSTING PROCEDUREAS IT MODIFIES ARTICLES 2.03, 3.03 AND 20

(A) The following procedure is not intended in any way to undermine the posting ofjobs through the regular posting procedure. This is an additional postingprocedure to specifically deal with the following:

(1) (a) Replacements for the absence of an employee due to sickness, disability,W.S.I.B. or parental/maternity or union business leaves:

(b) Replacements for employees during trial periods for progression jobs:

(2) (a) Short term work not covered in Schedule 1.

(b) New jobs or additional jobs presently in Schedule 1.

(c) Any absence not covered in "1-a" above.

The posting(s) for temporary jobs shall include the name of the job, a jobdescription, the expected duration, the grade and rate of pay. The work/jobscontemplated in 2a, 2b, and 2c will be posted under Art. 20, if it is evident, orbecomes evident that the temporary need will exceed duration of six (6) months.The six (6) month period is subject to extension by mutual agreement of theparties.

(B) When temporary needs arise to have work performed, the Company agrees topost this job and the subsequent job resulting from the first as a temporaryvacancy provided:

(1) It is anticipated, based on available evidence, or becomes evident, that anytemporary job, or the absence of an employee causing such a need, wouldexceed a temporary period under 2:03, and:

(2) The job is grade 7 or above, a day job, or a progression job, or is a vacancyresulting from the posting of a progression job.The resulting third and subsequent jobs will be filled at Company’s discretion.

(C) When temporary needs arise to have work performed as stated in "B" above, theCompany would be exempt from this procedure and fill this position at theirdiscretion in the following circumstances;

(1) A vacancy caused by an employee being awarded a trial period on a posted job(the normal duration being ninety (90) days or less) other than a vacancy on aprogression job (the normal duration being more than ninety (90) days.)

(2) A vacancy filled by an unclassified employee, to allow production to continuewhile the employee(s) take their awarded trial period.

59

(3) If the job is Grade 6 or below unless such job is a day job, progression job, or avacancy resulting from a progression job.

(D) Conditions for such a temporary job vacancy shall be as follows:

(1) The job will be posted for a period of five (5) working days and filled inaccordance with Article 20.03 (a) (b) and (c).

(2) Once the job is awarded, the Company shall fully train the employee.

(3) An employee awarded the temporary posting is committed through to the end ofthe temporary job subject to #4.

(4) An employee awarded the temporary posting shall have the right to post to anyregular job posting. In this event the resulting temporary vacancy shall be treatedas a job at Grade 6 or below and filled at the discretion of the Company.

When the employer exercises its discretion, the employee selected will beawarded the temporary job posting. The employee will then be entitled to remainon this temporary job, until the temporary job is terminated as outlined in “F”below or he/she elects to accept a trial period to a job posting. For the duration ofthe temporary job, neither 2.03 nor 3.03 will apply to cause a further posting, butshall be subject to F below.

(5) When an employee exercises his/her right under #4 and is awarded a regular jobposting, 20.03(f), if applied, will return the employee to his/her present classifiedjob.

(6) An employee shall have the right to demote him/her self when applying for aTemporary job posting. The rate of pay for the job, under Schedule 1, will be therate paid for the duration of the temporary job posting.

(7) For the purposes of a temporary job posting the penalties in Article 20.04 will notapply.

(8) This procedure will not result in any permanent change of status.

(E) In keeping with the principle outlined under Article 21.02(b) of the contract, “that asenior employee should retain his position over a junior person in a layoffsituation”, the following interpretation should apply:

When a temporary posting is in effect on a classified job and a lay-off situationoccurs, the personal seniority of each occupant of the job classification willdetermine who is laid off from the position. There will be no need for anyone toapply for their own job.

(1) In the event of a layoff where the temporary occupant of the job is junior tothe other occupant, the temporary job posting will be suspended and the occupantof the temporary job is returned to his classified job.

60

a) If the layoff ends prior to the return of the owner of the job, then thetemporary job is reinstated and the owner of the temporary job returns to it.

b) If the owner of the job vacancy returns, at any time, the temporary job isterminated as per the temporary jobs procedure section (F).

(2) In the event of a layoff where the temporary occupant of the job is junior tothe person he is replacing, but senior to any of the other occupants,personal seniority will apply and the junior person in the classification is laidoff.

a) Upon recall the junior person will be returned as per the contract.

(3) In the event of a layoff where the temporary occupant of the job has moreseniority than the occupant of the job he is replacing and the occupantwould be the junior person laid off.

a) Personal seniority still applies and the junior occupant of the job is laid off.b) If the layoff ends prior to the return of the owner of the classified position,

the laid off person is recalled to the job as per the contract.c) If the owner of the job returns prior to the end of the layoff, the temporary

job is terminated as per the temporary job posting procedure section (F).The classified owner of the job will assume the layoff of the classification(as would have happened originally) and the currently laid off person willbe returned to his job.

This letter of understanding does not change that an employee from another jobclassification must have more seniority than the classified owner of the job inorder to bump to a position owned by a senior employee, but temporarily filled bya junior employee.

(F) The temporary job will terminate upon the return of the absent employee, or atthe point when he/she ceases to be an employee, or when the temporary job iscompleted, whichever applies. At that time, the employee filling the temporaryvacancy will return to his/her present classified job.

(G) A Union Representative will be present when an employee is offered anyTemporary Position to ensure the understanding of the difference in procedurebetween a Temporary Posting and a Regular posting.

(H) An employee who is absent from work at the time of a temporary job posting shallprovide evidence that he is able to start work on the temporary job within three (3)months of the date of the posting unless the posting is a promotion for suchemployee, in which case the employee will not be eligible unless he providesevidence that he is able to start work on the temporary job within six (6) monthsof the job posting.

Dated 23rd day of May, 2014 at Cornwall, Ontario

____________________________ ___________________________Union Representative Company Representative

61

TEMPORARY JOB VACANCYRESULTING FROM

“A-1-a,A-2-a, A-2-b, A-2-c”

IFVACANCY

IS

POSTUSING THE

TEMPORARY JOBPOSTING

PROCEDURE

VACANCY FILLEDCOMPANY

DISCRETION

POSTUSING THE

TEMPORARY JOBPOSTING

PROCEDURE

VACANCY FILLEDCOMPANY

DISCRETION

IFVACANCY

IS

TEMPORARY JOB POSTINGSFLOW CHART “A”

A VACANCY ASREFERRED TO IN

“C-3”

A VACANCY ASREFERRED TO IN

“B-2”

A VACANCY ASREFERRED TO IN

“B-2”

A VACANCY ASREFERRED TO IN

“C-3”

RESULTING THIRD VACANCY

NOTE: TEMPORARY JOBS RESULTING FROM “A-2-a, A-2-b OR, A-2-c” WILL BE POSTEDAS PER ARTICLE 20, IF IT IS EVIDENT, OR BECOMES EVIDENT, THAT THE NEED WILLEXCEED SIX (6) MONTHS

62

TEMPORARY JOB POSTINGSFLOW CHART “B”

TEM PO RARY JOB VACANCYRESULTING FROM “A -1 –b”

(PRO G RESSION TRIAL PERIOD)

PO STUSING THE

TEM PORARY JOBPO STING

PROCEDURE

PO STUSING THE

TEM PORARY JOBPO STING

PROCEDURE

VACANCY FILLEDCO M PANY

DISCRETION

IFRESULTING

VACANCYIS

RESULTINGTH IRD VACANCY

A VACANCY AS REFERREDTO IN “C – 3”

A VACANCY AS REFERREDTO IN “B – 2”

63

LETTER OF AGREEMENT

FORWORK TAKING PLACE DURING THE

CHRISTMAS LAY-OFF PERIOD

Notwithstanding if any of the work, during the Christmas layoff period, is done byemployees on lay off or not, shifts worked during the Christmas lay-off period shall be of(8) hour duration.

Warehouse and Receiving are essential services which continue to operate during theChristmas shutdown and are not included in this agreement, i.e. the work does not needto be posted.

The following are conditions for the procedures that will take place in the event thatwork is to be done by employees on lay off during this period:

(1) The Company will state the nature of the work on the Job Posting Bulletin Board.i.e. painting and cleaning, extra maintenance manpower work or production.

(2) Anyone signing up for work does it on a voluntary basis and indicates to theCompany where they would be willing to work.

(3) The selection of all employees will be by seniority.

(4) Payment will be the appropriate rate as in the Collective Agreement.

(5) There will be no Special rules regarding the commitment of an employee otherthan those contemplated in the Collective Agreement.

(6) If it becomes evident that the Company no longer needs someone, the mostjunior employee will be laid off first.

Dated 23rd day of May, 2014 at Cornwall, Ontario

____________________________ ____________________________Union Representative Company Representative

64

LETTER OF AGREEMENT

FORPRODUCTION WORK TAKING PLACE

DURING THE SUMMER SHUTDOWN PERIOD

The following are conditions for the procedures that will take place in the event thatproduction work is done by employees scheduled to be on holidays during this period.Warehouse and Receiving are essential services which continue to operate during theSummer shutdown and are not included in this agreement, i.e. the work does not needto be posted.

(1) The company will state the nature of the work on the Job Posting Bulletin Board.i.e. Extra Production Work.

(2) Anyone signing up for work does it on a voluntary basis and indicates to theCompany where they would be willing to work.

(3) The selection of all employees will be by seniority provided said employee is ableto do the work.

(4) Payment will be the appropriate rate as in the Collective Agreement. Theminimum rate for any shift will be time and one-half.

(5) There will be no Special rules regarding the commitment of an employee otherthan those contemplated in the Collective Agreement.

(6) If it becomes evident that the Company no longer needs someone, the mostjunior employee will be laid off first.

In the event that overtime is required, only the regular overtime procedure in l5.01shall apply.Production work is any bargaining unit work other than Maintenance or Generalclean up.If maintenance is required to cover for production on Saturdays, Sundays orsecond or third shifts, during the summer shutdown period, this will beaccomplished on an overtime basis.Whenever any, or all, of the plant is on any continuous operation, and if there is ashutdown in accordance with Article 25, then it shall commence at 7:00 amSunday and end at 7:00 am Sunday.

NOTE: Notwithstanding if any of the work, during the summer shutdown period isdone by employees scheduled to be on holidays or not, shifts worked during thesummer shutdown shall be of (8) hour duration.

Dated 23rd day of May, 2014 at Cornwall, Ontario

_____________________________ ____________________________Union Representative Company Representative

65

LETTER OF UNDERSTANDING

Re: Article 4.03

In the event of legislative amendment to the Canada Pension Plan, which amends theage (now 65) for receipt of the basic unadjusted pension provided under the Plan, theretirement age of 65 will be changed to conform with the legislative amendment.

Unadjusted pension in this Letter of Understanding means the pension amountavailable under the Canada Pension Plan without actuarial adjustment resulting fromthe time of the application for Canada Pension Plan Benefits.

Example: The basic unadjusted pension is presently available at age 65; should federallegislation amend this age to age 66, the retirement policy will be amended to age 66.

Dated 23rd day of May, 2014 at Cornwall, Ontario

___________________________ ____________________________Union Representative Company Representative

66

LETTER OF AGREEMENT

RE: ARTICLE 21

This is intended to establish agreed upon procedures to be utilized for those affectedemployees, bumping or being bumped, under article 21, where it relates to job postings.

(1) Where a senior employee is bumping a junior employee on an occupation andone or more of the positions are unfulfilled, i.e. employees are on (or waiting to goon) a trial period, then:

(a) The senior employee would occupy the unfulfilled position until the trialperiod(s) are completed provided the candidates for the position(s) havemore seniority than the junior classified employee.

(b) Once the trial period(s) are completed, the employee with the least senioritywould be bumped and would hold recall rights to the job for a period of two(2) years.

(c) Once it becomes evident that none of the candidates for an unfulfilledposition have more seniority than the junior classified employee, the jobposting would be cancelled and the bumping employee would be classifiedon the vacant job.

(2) When a senior employee, occupying a position he/she bumped into, posts to andis classified on another job, then:

(a) Any and all junior employee(s) who had been bumped by or because of thesenior employee initial bump will be recalled to their previous jobs.

(b) This recall right is held for a period of two (2) years.(c) The job where the senior employee was originally classified will be posted as

a first job posting under article 20 when the job is again required.

(3) In the event that the job(s), where the manpower was reduced originally isrequired, the position(s) will be filled by recalling the employee(s) affected by thelay-off. This recall right is held for a period of 2-years. Should the lay-off lastmore than 2-years, then the position(s) would be posted as a first job posting,under Article 20.

Dated 23rd day of May, 2014 at Cornwall, Ontario

__________________________ ____________________________Union Representative Company Representative

67

LETTER OF AGREEMENT

CALL-IN PROCEDURE FORMAINTENANCE EMPLOYEES

In the event a maintenance employee is called to perform repair work outside hisregularly scheduled hours, such employee will be guaranteed a minimum of 4 hrs pay attime and one half. This guarantee shall not apply where the employee reports to workfor such call in two hours or less before the start of his or her regular shift. Where theemployee reports to work two (2) hours or less before his scheduled shift suchemployee will be guaranteed not less than four (4) hours of regular (straight time) pay.

Truck driver call in will remain at current practice.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ ____________________________Union Representative Company Representative

68

LETTER OF AGREEMENT

BENEFIT BOOKLETS

The company will distribute updated handbooks to employees as soon as possible afterratification.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ ____________________________Union Representative Company Representative

69

LETTER OF AGREEMENT

PLANT FLOATERS

The Company and Union Committee have agreed on the following:

(1) That for all short term absences (one week or less), prior to using the PlantFloater to cover the absence, the mates will be asked to work.

(2) For vacation absences of a full week, the Plant Floater may replace the absentemployee if the mates do not make the commitment to cover the full week.

(3) For absences of more than one week in duration, the Plant Floaters may beused to cover the absence.

(4) That the Plant Floaters may be used to do any "extra work" which may berequired where there is no mate, such as 2 mil film, extra packer in Inspection,loading seconds, extra batchmaker.

(5) That the Company has the right, at any time, to post additional Plant Floaterjobs in accordance with Article 20 and/or add temporary Plant Floater jobs inaccordance with the Temporary Job Posting procedure, provided the numberof position(s) created after the 12 month trial period still exist.

(6) That the Shift Supervisor will be responsible for assigning work to the PlantFloaters. In the event that there is more than one vacancy to fill, the Companyagrees to take into account bona fide business reasons and further agreesthat it will not act in an arbitrary manner in the making of the assignment.

(7) For short term absences of the Plant Floater (one week or less) thesepositions will not be filled.

(8) The rate of the job will be Grade XVII.

(9) The Plant Floaters will be assigned to a designated “home” shift. When aPlant Floater is not otherwise assigned to a particular job for training orproduction purposes, he/she will be scheduled to work on this designated“home” shift.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ _____________________________Union Representative Company Representative

70

LETTER OF AGREEMENT

3rd PARTY TESTING – MAINTENANCE APPRENTICESHIP PROGRAMS

The Company and Union Committee have agreed on the following 3RD Party Testingprocedure to be used to screen Maintenance Apprenticeship program candidates.

Before starting a Maintenance Apprenticeship program the candidate must meet thefollowing three requirements:

1) Education: using testing and assessment tools at the Tri-County Literacy

Council) the candidate must demonstrate grade 10 level competency in English

and a grade 12 level competency in Math.

2) Cognitive / Learning aptitude: using the Wonderlic test procedure at Staffing

Solutions the candidate must demonstrate a cognitive / learning aptitude with a

minimum score of 22.

3) Mechanical / Electrical aptitude: using the existing Bennett Mechanical

Comprehension test / or the Electrical Aptitude test at Staffing Solutions the

candidate must demonstrate a mechanical / or electrical aptitude with a minimum

score of 70%.

Candidates who have met both the Cognitive/Learning Aptitude and the Mechanical

Electrical Aptitude requirements but have failed to meet the Education requirements will

have a period of four (4) months to upgrade and re-test. Morbern will pay any course or

tuition fees. The candidate will be responsible for taking the courses(s) on his/her own

time. The trial period will not begin until all three requirement have been met.

Candidates who fail to meet the above requirements will not be considered for the

Apprenticeship program and the next application to the job posting will be tested.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ ____________________________Union Representative Company Representative

71

M O R B E R N I N C

P r o g r e s s i o n P r o c e d u r e s

for

M A I N T E N A N C E

CLASS “A” MILLWRIGHT

Date: Rev. (9) - 01/14

72

LETTER OF AGREEMENT

PROGRESSION PROCEDURE

M A I N T E N A N C E

CLASS "A" MILLWRIGHT

The Bargaining Committee of each side have agreed upon the following Progression Procedurefor a Maintenance Class "A" Millwright.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ ____________________________Union Representative Company Representative

73

TABLE OF CONTENTS

ARTICLE PAGE

1. Purpose .............................................................

2. Job Requirements .............................................................Class "D" Millwright .............................................................Class "C" Millwright .............................................................Class "B" Millwright .............................................................Class "A" Millwright .............................................................

3. Evaluation Procedure ............................................................Purpose ............................................................Class "D" Millwright ............................................................Class "C" Millwright ............................................................Class "B" Millwright ............................................................

4. Job Posting Procedure ............................................................Purpose ….........................................................

5. General Information ............................................................

6. Apprenticeship Program ............................................................Costs

7. Attachments - (List) ............................................................

74

MAINTENANCE CLASS "A" MILLWRIGHT

PROGRESSION PROCEDURE

(1) PURPOSE

The purpose of this procedure is to ensure that qualified Millwrights progress to the "A"classification. This in turn will ensure that the plant's maintenance requirements are met on anon-going basis.

This procedure will clearly identify the requirements of the Class "A" Millwright's job, therequirements to progress from Class "D" to "A", an evaluation procedure and the procedurewhich will apply if a candidate fails to meet the progression requirements.

(2) JOB REQUIREMENTS

2.1 CLASS "D" MILLWRIGHT:

The Class "D" Millwright is the first step of the progression. Applicants for a Class "A"Millwright's job begin their trial period with their classified rate for the first (90) days. For theremaining (90) days, the maximum rate paid will be Grade V.

To progress to the next level, Class "C" Millwright, the employee must meet the followingrequirements:

must be registered in the Provincial Apprenticeship program for Industrial MechanicMillwrights

must have successfully completed the first of the three eight week in-school sessions. must have worked a minimum of 1000 hours in the maintenance area which are

applicable to the apprenticeship program requirements. Hours from school session tobe included in the 1000 hours apprenticeship program requirements.

must have adequately completed all the tasks and met all the requirements of a Class"D" Millwright

must be able to safely use power tools and oxy-acetylene cutting equipment must be able to mark out plates for drilling and tapping holes must demonstrate adequate mechanical aptitude must receive an adequate job performance rating relating to skills and technical

knowledge

The employee has a maximum of six (6) months to progress to the Class "C" level.

If the first of the three in-school (basic training) sessions is not required then the employee willbe required to accumulate only 500 hours of maintenance time and the maximum time allowedto progress to the next level will be reduced to three (3) months.

In this situation the maximum time allowed to progress from the second level, Class "C"Millwright, to the third level, Class "B" Millwright, will be increased to twenty-seven (27) months.

2.2 CLASS "C" MILLWRIGHT:

The Class "C" Millwright is the second step in the progression to a Class "A" Millwright.Applicants for a Class "A" Millwright's job who have progressed to this level will continue theirtrial period with this classification and rate (Grade VII).

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To progress to the next step, Class "B" Millwright, the employee must meet the followingrequirements:

must have successfully completed the second of the three eight week in-schoolsessions.

must have worked a minimum of 5,000 hours (total) in the maintenance area which areapplicable to the apprenticeship program requirements. Hours of school session to beincluded in the 5000 hours apprenticeship program requirements.

must have adequately completed all the tasks and met all the requirements of a Class"C" Millwright

must be able to read simple mechanical drawings must be familiar with the various lube oils and greases used in the mill must be able to line-up mechanical equipment using levels and feeler gauges must be able to use the lathe and milling machine to produce simple pieces under the

supervision of a Class "A" millwright must be able to use cutting and welding (gas and electric) equipment to fabricate simple

structures and frames must be able to assemble structural supports and to form brackets must be able to dismantle and re-assemble pieces of equipment under the supervision

of a Class "A" Millwright must be familiar with different types of bolts and threads must be able to operate a lift truck to move machinery and equipment under the

supervision of a Class "A" Millwright must receive an adequate job performance rating relating to skills and technical

knowledge

The employee has a maximum of twenty-four (24) months to progress from the Class "C" levelto the Class "B" level.

2.3 CLASS "B" MILLWRIGHT:

The Class "B" Millwright is the third step in the progression to a Class "A" Millwright. Applicantsfor a Class "A" Millwright's job who have progressed to this level will continue their trial periodwith this classification and rate (Grade XII).

To progress to the next level, Class "A" Millwright, the employee must meet the followingrequirements:

must have successfully completed the third of the three eight week in-school sessions. must have worked 8,000 hours (total) in the maintenance area which are applicable to

the apprenticeship program requirements. Hours from school session to be included inthe 8000 hours apprenticeship program requirements.

must have successfully completed all the Apprenticeship program requirements andreceived the Industrial mechanic millwright certification

must have adequately completed all the tasks and met all the requirements of a Class"B" Millwright

must be able to troubleshoot and repair most of the plant's machinery and equipment must be able to dismantle and re-assemble any piece of equipment with a minimum of

supervision must be able to safely move heavy machinery and equipment with a lift truck and/or

hoists must be able to read mechanical drawings must be able to do minor repairs to manual, electric and propane lift trucks

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must be able to install pipework, valves and fittings must be able to adjust breaks, clutches and variable speed drives must be able to use cutting and welding (gas and electric) equipment to fabricate

structural frames and supports must be able to do inspection and preventive maintenance work must be able to precisely line-up mechanical equipment using levels, feeler gauges and

dial indicators must be able to take precise measurements using verniers and micrometers must be able to use the lathe and milling machine to produce simple pieces and to grind

rolls under the supervision of a Class "A" plus Millwright having machinist skills must be familiar with the differences in gears and pitches must be familiar with chain and sprocket ratios must receive an adequate job performance rating relating to skills and technical

knowledge

The employee has a maximum of twenty (20) months to progress from the Class "B" level to theClass "A" level.

2.4 CLASS "A" MILLWRIGHT:

The Class "A" Millwright is the final step in the progression. Applicants who have progressed tothis level will receive the Class "A" Millwright classification and rate (Grade XVI).

If an applicant fails to progress to this final level, Class "A" Millwright, in the prescribed time,then the trial period will be terminated.

2.5 CLASS "A+" MILLWRIGHT:

Progression from a Millwright Class "A" to Millwright Class "A+" will be in accordance with theMaintenance Department Class "A+" Millwright Requirements set out in Attachment 7.4 hereof.

(3) EVALUATION PROCEDURE

The purpose of the evaluation procedure is to provide the applicant with feedback during thetrial period in a fair and consistent manner. A standard form and checklist for the evaluationprocess will be used. The evaluation procedure is as follows:

3.1 A Maintenance Training Review Committee, comprised of two (2) Union, appointed bythe Union Executive, and two (2) Management representatives, will be responsible formonitoring the training and evaluation process. The Committee will be responsible for reviewingall evaluations and deciding, by consensus, if an employee can progress to the next level of theprogression.

3.2 At the start of the trial period, the Review Committee, Plant Engineer and MaintenanceSupervisor will meet with the applicant to explain the job requirements of a Millwright Class "D"to "A" and the progression requirements and process.

3.3 The trial period may be terminated at any time after the first forty-five (45) days in theevent the Review Committee is unable to reach a consensus on the acceptability of theapplicant's progression. It is agreed that the decision of the Review Committee will not bearbitrary, discriminatory or in bad faith. Any disputes on the termination of a trial period wouldbe subject to the grievance procedure detailed in the Collective Agreement.CLASS "D" MILLWRIGHT:

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3.4 At the mid-point, after three months, of the first step of the trial period the MaintenanceSupervisor will provide the Review Committee with a written evaluation of the applicant'sprogress towards the Class "C" Millwright level. Areas for improvement will be documented anddiscussed with the applicant. A Union representative from the Review Committee will bepresent during this discussion. Further follow-up meetings will be scheduled as required by theReview Committee.

3.5 At the end of the trial period, the Maintenance Supervisor will provide the ReviewCommittee with a written evaluation of the applicant's progress towards the Class "C" Millwrightlevel. At this time, the applicant must progress to the next level, i.e. Class "C", or return to theapplicant's former job.

CLASS "C" MILLWRIGHT:

3.6 At four (4) month intervals of the second step of the progression the MaintenanceSupervisor will provide the Review Committee with a written evaluation of the applicant'sprogress towards the Class "B" Millwright level. Areas for improvement will be documented anddiscussed with the applicant. A Union representative from the Review Committee will bepresent during this discussion. Further follow-up meetings will be scheduled as required by theReview Committee.

3.7 At the end of the second step of the progression, the Maintenance Supervisor willprovide the Review Committee with a written evaluation of the applicant's progress towards theClass "B" Millwright level. At this time, the applicant must progress to the next level, i.e. Class"B" or the trial period will be terminated.

CLASS "B" MILLWRIGHT:

3.8 At four (4) month intervals of the third step of the progression the MaintenanceSupervisor will provide the Review Committee with a written evaluation of the applicant'sprogress towards the Class "A" Millwright level. Areas for improvement will be documented anddiscussed with the applicant. A Union representative from the Review Committee will bepresent during this discussion. Further follow-up meetings will be scheduled as required by theReview Committee.

3.9 At the end of the third step of the progression, the Maintenance Supervisor will providethe Review Committee with a written evaluation of the applicant's progress towards the Class"A" Millwright level. At this time, the applicant must progress to the next level, i.e. Class "A" orthe trial period will be terminated.

(4) JOB POSTING PROCEDURE AS IT APPLIES TO THE PROGRESSION PROCEDURE

The purpose of this procedure is to specify how the progression procedure will be tied in to thejob posting process. This procedure will specifically address the issue of what happens if a trialperiod is terminated.

4.1 The applicant's classified job will be posted in accordance with the temporary job postingprovisions (see letter of agreement re: Article 2.03, 3.03 and 20).

4.2 In the event that the trial period is terminated, the employee will return to his/herclassified job. At any time during the trial period the applicant may terminate the trial period.

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(5) GENERAL INFORMATION

5.1 Employees currently classified as Class "B" Millwrights will be "grand fathered"; i.e. theywill not be required to progress to the Class "A" classification. These employees will be providedan opportunity to progress using this procedure if they so wish.

5.2 Employees currently classified as Class "A" Millwrights who do not have an IndustrialMechanic Millwright certificate will be provided an opportunity to use this procedure to obtain thecertificate if they so wish.

5.3 This procedure will apply to all future Maintenance Millwright job postings in which aprogression from Millwright "D" to "A" is expected. This requirement will be clearly stated on thejob posting.

5.4 The Company would also recognize an applicant's past experience, education or trainingrecognized by the Provincial Apprenticeship Board, which reduce the employees requirementsto complete the apprenticeship program. The progression requirements will be adjusted tocorrespond with the Provincial Apprenticeship requirements for each individual. For example,credit for education level which reduces the number of hours worked required will be deductedfrom the hours worked required at the third level of the progression.

5.5 The Company reserves the right to fill a vacancy with a Certified Millwright without usingthis procedure. In this case, the job posting will specify that a Certified Industrial MechanicMillwright is required immediately and the progression will not be used. Prior to hiring anyperson outside the bargaining unit for such a vacancy, the Company first will post the vacancyto determine if there is any employee in the bargaining unit who possesses the necessary skillsand qualifications as referred to in Article 20.03(c) of the Collective Agreement.

In the event that any of the current Class A Millwright positions become vacant and theCompany fills such vacancy without using the Apprenticeship Progression, the Company willpost an Apprenticeship vacancy for a Class D Millwright as per the procedure in this Letter ofUnderstanding provided there is no apprentice in progression at that time for the Class AMillwright classification. In clarification, there shall be a maximum of one apprentice inprogression for the Class A Millwright classification at any given time unless this limitation iswaived by the Company.

In the event that the selected candidate for the Apprenticeship Progression is removed from theApprenticeship Progression because he or she has been unsuccessful in advancing to theClass C Millwright level within six months of commencing the Apprenticeship Progression, theCompany will endeavour to select another person from the original posting who meets theselection criteria.

If this apprentice is also unsuccessful in advancing to the Class C Millwright level within 6months of commencing the Apprenticeship Progression, the Company reserves the right toremove the apprentice from the Apprenticeship Progression and to hire a Certified Millwright. Inthis circumstance, the Company is not required to post an apprenticeship vacancy.

If an apprentice attains Class C Millwright level, but does not further progress in a timely mannerwithin the Millwright Apprenticeship Progression, the Company reserves the right to remove theapprentice from the Apprenticeship Progression and to hire a Certified Millwright.

The selection criteria for candidates to the Apprenticeship Program are as follows:

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successfully completing 3rd party testing, see Letter of Agreement – 3rd Party Testing, page________

successfully meeting the current Ontario Apprenticeship Program requirements;

making a commitment to work as a Class A Millwright for Morbern after the successfulcompletion of the full Apprenticeship Progression the equivalent time spent by the employeeas an apprentice in the Apprenticeship Progression.

(6) APPRENTICESHIP PROGRAM COSTS

6.1 The provincial Apprenticeship program together with the Federal Employment Insuranceprogram will pick up the following costs related to the three required school sessions:

all school tuition and material costs

a room and board allowance for out-of-town school sessions

travel costs (1 return trip) for out-of-town school sessions

a travel allowance for commuting to school sessions

employment insurance benefits (EI)

6.2 The Company will pick up the following costs related to the three required schoolsessions:

travel costs for one round trip to the out-of-town school session; to be paidat $0.31 per mile calculated from the plant to the school

employees who have successfully completed a school session will be paida bonus equivalent to 190 hrs of pay at their classified rate upon theirreturn to work

employees who attend but do not successfully complete a school sessionwill be paid an attendance bonus equivalent to 80 hrs of work at theirclassified rate upon their return to work

all bonus monies paid will be taxed at the appropriate rate, taking intoaccount the duration of the school session

Employees who have successfully completed a basic school session will be paid abonus equivalent to 190 hours of pay at their classified rate upon their return towork. In consideration, the Apprentice must apply (if eligible) for the“Apprenticeship Incentive Grant” (AIG) that is available from the Government ofCanada. All grants received will be deducted from the bonus monies payable bythe Company. Apprentice must provide a copy of the application and proof ofpayment of the Grant, if applicable, to the Company.

6.3 The employee will be responsible for the following costs related to the apprenticeshipprogram and the school sessions:

room and board costs for out-of-town school sessions in excess of theProvincial allowance provided

travel costs to and from the out-of-town school sessions which are notcovered by the Provincial allowance or the Company.

travel costs to commute to school which are not covered by the Provincialallowance provided.

6.4 The Company will provide tools to employees during the initial part of the trial period. Theemployee who progresses to the second level, i.e. Class "C" Millwright, will be responsible for

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purchasing the tools provided at the beginning of the trial period. The employee who does notprogress to the second level, i.e. the trial period is terminated, will be responsible for returning tothe company the tools provided and for purchasing any tools not returned. The purchases ofthe tools by the employees can be done with a weekly payroll deduction (a minimum of $25.00per week). A list of required tools which will be provided by the company is attached.

6.5 The Company will pick up 50% of the cost of any school or training material and suppliesnot provided by the Provincial Apprenticeship program.

6.6 The Company will pick up the cost of the Industrial Mechanic Millwright certificate.

(7) ATTACHMENTS

The following attachments may be subject to change by mutual agreement of the parties.

7.1 MAINTENANCE MILLWRIGHT EVALUATION FORMS7.2 MAINTENANCE CLASS "A" JOB POSTING NOTICE7.3 MAINTENANCE CLASS "A" JOB DESCRIPTION7.4 MAINTENANCE CLASS "A+" MILLWRIGHT REQUIREMENTS7.5 LIST OF RECOMMENDED TOOLS7.6 REGULATION 1063 - REGULATIONS PERTAINING TO INDUSTRIAL MECHANIC

(MILLWRIGHT)

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7.1 MORBERN INC.MAINTENANCE MILLWRIGHT

EVALUATION FORM

EMPLOYEE: _______________________________

REVIEW DATE: _____________________________

1. GENERAL INFORMATION:

TRIAL START DATE: ______________CLASS "C" COMPLETION DATE: ______________CLASS "B" COMPLETION DATE: ______________CLASS "A" COMPLETION DATE: ______________

2. TRAINING INFORMATION:

IS THE EMPLOYEE SATISFIED WITH THE TRAINING PROVIDED?IF NO, PLEASE EXPLAIN WHY ON THE REVERSE. YES __ NO __

IS THE MANAGER SATISFIED WITH THE TRAINING PROVIDED?IF NO, PLEASE EXPLAIN WHY ON THE REVERSE. YES __ NO __

WORK REVIEW:

SAFETY SKILLS ____ ____ ____MECHANICAL APTITUDE ____ ____ ____PRODUCTIVITY ____ ____ ____WORK HABITS ____ ____ ____TEAMWORK ____ ____ ____

SUPERVISOR'S COMMENTS: ________________________________________________

_________________________________________________________________________

3. PROGRESSION SUMMARY:

IS THE EMPLOYEE MAKING SATISFACTORY PROGRESSTOWARDS THE NEXT LEVEL OF THE PROGRESSION? YES __ NO __

PROGRESSION REVIEW CHECKLIST ATTACHED? YES __ NO __

SHOULD THE EMPLOYEE PROGRESS TO:CLASS "C" M/W? YES __ NO __CLASS "B" M/W? YES __ NO __CLASS "A" M/W? YES __ NO __

IF NO, EXPLAIN WHY ______________________________________________________

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___________________________________________________________________________________________________

APPROVED BY: __________________________ ____________________________ENGINEERING MANAGER MAINTENANCE SUPERVISOR

4. EMPLOYEE'S COMMENTS:

EMPLOYEE'S SIGNATURE: ____________________________________________

Note: The employee's signature confirms that the employee has been presented this documentbut is not an indication of agreement.

cc: Review CommitteePersonnel FileUnion Executive

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MAINTENANCE MILLWRIGHT

EVALUATION FORM

PROGRESSION REVIEW CHECKLIST

TO PROGRESS TO THE NEXT LEVEL, CLASS "C" MILLWRIGHT, OF THE PROGRESSIONTHE EMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO

1. Registered in the Industrial Mechanic Millwrightapprenticeship program. ___ ___

2. Successfully completed the first of the threein-school sessions. ___ ___

3. Worked a minimum of 1,000 hours in maintenance<hours worked to date: __________ ><school hours to date: __________ > ___ ___

4. Adequately completed all the tasks and Requirementsof a Class "D" Millwright. ___ ___

5. Able to safely use power tools and Oxy-acetylene cuttingequipment. ___ ___

6. Able to mark out plates for drilling and tapping holes. ___ ___

7. Adequate mechanical aptitude. ___ ___

8. Adequate job performance rating relating to skills andtechnical knowledge ___ ___

9. Supervisor's comments: _____________________________________________

PREPARED BY: _______________________________ENGINEERING MANAGER

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PROGRESSION REVIEW CHECKLIST

TO PROGRESS TO THE NEXT LEVEL, CLASS "B" MILLWRIGHT, OF THE PROGRESSIONTHE EMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO1. Successfully completed the second of the three in-school

sessions. ___ ___

2. Worked a minimum of 5,000 hours in maintenance<hours worked to date: ___________><school hours to date: ___________> ___ ___

3. Adequately completed all the tasks and requirements of aClass "C" Millwright. ___ ___

4. Able to read simple mechanical drawings. ___ ___

5. Familiar with the various lube oils and greases used in the mill.___ ___

6. Able to line-up mechanical equipment using levels and feelergauges. ___ ___

7. Able to use the lathe and milling machine to produce simplepieces. ___ ___

8. Able to use cutting and welding (gas and electric)equipment to fabricate simple structures and frames. ___ ___

9. Able to assemble structural supports and to form brackets. ___ ___

10. Able to dismantle and re-assemble pieces of equipment. ___ ___

11. Familiar with different types of bolts and threads. ___ ___

12. Able to operate a lift truck to move machinery and equipment. ___ ___

13. Adequate job performance rating relating to skills andtechnical knowledge. ___ ___

Supervisor's comments:

PREPARED BY: __________________________ENGINEERING MANAGER

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PROGRESSION REVIEW CHECKLIST

TO PROGRESS TO THE NEXT LEVEL, CLASS "A" MILLWRIGHT, OF THE PROGRESSIONTHE EMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO

1. Successfully completed the third of the threein-school sessions. ___ ___

2. Worked a minimum of 8,000 hours in maintenance

<hours worked to date: __________ ><school hours to date: __________ > ___ ___

3. Received the Industrial Mechanic Millwright certificate. ___ ___

4. Adequately completed all the tasks and requirements of aClass "B" Millwright. ___ ___

5. Able to troubleshoot and repair most of the plant's machineryand equipment. ___ ___

6. Able to dismantle and re-assemble most of the plant'smachinery and equipment. ___ ___

7. Able to safely move heavy machinery and equipment witha lift truck and/or hoist. ___ ___

8. Able to read mechanical drawings. ___ ___

9. Able to do minor repairs to manual, electric and propanelift trucks. ___ ___

10. Able to install pipework, valves and fittings. ___ ___

11. Able to adjust brakes, clutches and variable speed drives. ___ ___

12. Able to use cutting and welding (gas and electric)equipment to fabricate structural frames and supports. ___ ___

13. Able to do inspection and preventive maintenance work. ___ ___

14. Able to precisely line-up mechanical equipment usinglevels, feeler gauges and dial indicators. ___ ___

15. Able to take precise measurements using verniers andmicrometers. ___ ___

16. Able to use the lathe and milling machine to grind rubber rolls. ___ ___

17. Familiar with the differences in gears and pitches. ___ ___

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18. Familiar with chain and sprocket ratios. ___ ___

19. Adequate job performance rating relating to skillsand technical knowledge ___ ___

20. Supervisor's comments: ______________________________________________

PREPARED BY: ________________________ENGINEERING MANAGER

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“S A M P L E”

HUMAN RESOURCES DEPT.

1 2 3 4

JOB VACANCY WITHIN THE PLANT

DATE: ___________________________

THE FOLLOWING JOB IS OPEN FOR THOSE EMPLOYEES WHO WISH TO APPLY.

THE POSTING WILL BE EFFECTIVE UNTIL: __________________________________________

OCCUPATION: MILLWRIGHT "A"

DEPT.: MAINTENANCE DEPT.

RATE & GRADE:

LEVEL 1 CLASSIFIED RATE (1ST 90 DAYS); MAX GRADE V FOR 2nd

90 DAYS.

LEVEL 2 GRADE IS VII @ $16.92 CLASS "C" MILLWRIGHT

LEVEL 3 GRADE IS XII @ $17.60 CLASS "B" MILLWRIGHT

LEVEL 4 GRADE IS XVI @ $18.15 CLASS "A" MILLWRIGHT

CANDIDATES WILL BE REQUIRED TO PROGRESS FROM CLASS "D" MILLWRIGHT TO CLASS "A"MILLWRIGHT IN ACCORDANCE WITH APPROVED MAINTENANCE PROGRESSION PROCEDURE.

THE QUALIFICATIONS ARE:

1.) MUST SUCCESSFULLY COMPLETE 3RD

PARTY TESTING REQUIREMENTS AS PER LETTEROF AGREEMENT DATED________________________.

1.) MUST APPLY AND BE ACCEPTED IN THE PROVINCIAL APPRENTICESHIP PROGRAM FORINDUSTRIAL MECHANIC MILLWRIGHT.

2.) SUCCESSFULLY COMPLETE AND PASS THE INDUSTRIAL MECHANIC MILLWRIGHT ASDETERMINED BY REGULATION 1063.

3.) CAPABLE OF ACCEPTING THE RESPONSIBILITY OF RUNNING A MAINTENANCESHIFT, WITH MINIMUM SUPERVISION.

NOTE:

1. A COPY OF THE REGULATIONS (1063) AND THE PROGRESSION PROCEDURE IS AVAILABLEAT THE HUMAN RESOURCES OFFICE IF YOU REQUIRE MORE DETAILED INFORMATION.

2. TRIAL PERIODS WILL BE PROVIDED IN ACCORDANCE WITH ARTICLE 20.03 (b) OF THECOLLECTIVE AGREEMENT.

PLEASE APPLY FOR THE JOB (S) IN WRITING AND DEPOSIT IN THE JOB POSTING BOX IN THESHIFT SUPER'S OFFICE. APPLICATIONS ARE AVAILABLE IN THE SUPERVISOR'S OFFICE.

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7.3 JOB DESCRIPTION

MAINTENANCE DEPARTMENT

POSITION: MILLWRIGHT CLASS "A"

CLASSIFICATION: GRADE XVI

REVISION: # 3 - March 26, 2007

RESPONSIBILITIES:

1. To troubleshoot and repair, as required, most of the plant machinery and equipment.2. To machine, as required, simple parts or resurface rubber rolls to repair the plant

machinery and equipment.3. To complete minor repairs, as required, on manual, electric and propane lift trucks, set-

up trucks and pallet trucks.4. To dismantle, overhaul and re-assemble, as required, most of the plant's machinery and

equipment with a minimum of supervision.5. To adjust, as required, brakes, clutches and variable speed drives to ensure they

operate efficiently.6. To do preventive maintenance (P.M.) inspections, including the accurate completion of

the provided checklists, as assigned, on most of the plant's machinery and equipment.7. To safely move, as required, heavy machinery and equipment using forklifts and/or

hoists.8. To install, as required, pipework, valves and fittings.9. To do project work, as assigned, including simple machining, fabrication and installation

work which may be required.10. To assist with training and development of maintenance personnel in the apprenticeship

program.11. To provide shift coverage, as required; ensuring that machine downtime is minimized

and plant safety systems are functioning properly including the plant's fire protectionsystem.

12. During an emergency, ensure that the plant's sprinkler system is fully operational (by theshift maintenance person).

13. To ensure that the maintenance work is done in a safe manner and that both the workarea and shop are kept clean and free of hazards, i.e. good housekeeping in the workareas.

14. To comply with lock-out procedure requirements to ensure your safety and that ofothers.

15. Any other job that may be assigned by the Manager or Supervisor.

QUALIFICATIONS:

1. Holds a provincial Industrial Mechanic Millwright certification.2. Has met all requirements identified in Section 2.3 of the Maintenance Class "A"

Millwright progression procedure.

APPROVED BY: _________________________Engineering Manager

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7.4 MAINTENANCE DEPARTMENT

CLASS "A+" MILLWRIGHT REQUIREMENTS

To obtain the Class "A+" rate, Grade XX, classified Class "A" Millwrights, must meet thefollowing requirements.

1. Must have at least six (6) months on shift as a Class "B" Millwright, working with theClass "A". <Note: this would be scheduled during the last six months of the employee'sapprenticeship program.>

2. Must have at least four (4) months on shift as the Class "A" Millwright. The A+ rate willbe paid from day one provided the employee is working alone. <Note: this would bescheduled immediately after the employee receives the Class "A" classification.>

3. Demonstrate the ability to work effectively as the shift Millwright with a minimum ofsupervision and assistance. Must be able to troubleshoot and repair most of the plantmachinery and equipment to minimize production downtime.

4. Demonstrate the ability to read scaled engineering drawings and do machine fabrication,welding, drilling and tapping of holes to produce parts required to do repairs.

5. Demonstrate the ability to operate the lathe and milling machine to produce simplepieces and to grind rubber rolls for use.

6. Demonstrate the ability to do the installation of pipework and fittings on air, water and oilsystems.

7. Demonstrate the skills and knowledge to work on the installation and maintenance of thefollowing equipment: pumps, compressors, hydraulic systems, boilers, variable speeddrives, vacuum systems, and chillers, mixing equipment and lifting equipment.

8. Demonstrate the ability to do minor repairs to manual, electric and propane powered lifttrucks.

9. Demonstrate the skills and knowledge to adjust and repair brakes, clutches and variablespeed drives used on the various unwind and rewind systems in the mill.

The above items (3-9) can be demonstrated with examples of repairs which were effectivelycompleted on shift or with a series of practical tests done in the shop under the supervision ofthe Maintenance Supervisor and a Class A+ Millwright.

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7.5 MAINTENANCE DEPARTMENT

MILLWRIGHT TOOL LIST

1) 1/2" - DRIVE SOCKET SET

2) OPEN END WRENCHES 3/8" - 3/4"

3) PLIERS

4) LONG NOSE PLIERS’

5) VISE GRIPS

6) SCREW DRIVER'S - FULL SET

7) TORPEDO LEVEL

8) TAPE MEASURE

9) BALL PEIN HAMMER'S 1/2LB - 1 1/2LB

10) HACKSAW

11) ALLEN KEY'S

12) SET OF PUNCHES ROUND AND TAPERED

13) CHISEL'S

14) DRILL SET

15) PIPE WRENCH 14"

16) ADJUSTABLE WRENCHES 6"- 12"

17) TAPPING WRENCH

Revision date: March 24th, 1997

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M O R B E R N I N C

P r o g r e s s i o n P r o c e d u r e s

for

M A I N T E N A N C E

CLASS “A+” ELECTRICIAN

Date: Rev. (7) - 01/14

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LETTER OF AGREEMENT

PROGRESSION PROCEDURE

M A I N T E N A N C E

CLASS "A+" ELECTRICIAN

The Bargaining Committee of each side have agreed upon the following Progression Procedurefor a Maintenance Class "A+" Electrician.

Dated 23rd day of May, 2014 at Cornwall, Ontario

______________________________ ____________________________Union Representative Company Representative

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TABLE OF CONTENTS

ARTICLE PAGE

1. Purpose ............................................................

2. Job Requirements ............................................................

3. Evaluation Procedure ............................................................

4. Job Posting Procedure ...........................................................

5. General Information ...........................................................

6. Apprenticeship Program Costs ................................................

7. Attachments - (List) ............................................................

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MAINTENANCE CLASS "A+" ELECTRICIANPROGRESSION PROCEDURE

(1) PURPOSE

The purpose of this procedure is to ensure that qualified Electricians progress to the "A+"classification. This in turn will ensure that the plant's maintenance requirements are met on anon-going basis.

This procedure will clearly identify the requirements of the Class "A+" Electrician's job, therequirements to progress from Class "D" to "A+", an evaluation procedure and the procedurewhich will apply if a candidate fails to meet the progression requirements.

(2) JOB REQUIREMENTS

2.1 CLASS "D" ELECTRICIAN:

The Class "D" Electrician is the first step of the progression. Applicants for a Class "A+"Electrician's job begin their trial period with their classified rate for the first (90) days. For theremaining (90) days, the maximum rate paid will be Grade V.

To progress to the next level, Class "C" Electrician, the employee must meet the followingrequirements: must be registered in the Provincial Apprenticeship program for Industrial Electricians must have successfully completed the Basic school program (the first of three in-school

sessions). must have worked a minimum of 1000 hours in the maintenance area which are applicable

to the apprenticeship program requirements, hours in school will be included in the 1000hours applicable to the apprenticeship program requirements.

must demonstrate a good knowledge of electrical safety rules and regulations must demonstrate a basic understanding of the Canadian Electrical Code must demonstrate a basic understanding of electrical and electronic theory and principles must be able to read, interpret and apply information found on basic electrical drawings and

schematics must demonstrate safe work practices in the performance of all assigned work must be able to use hand and power tools safely and effectively must receive an adequate job performance rating relating to skills, mechanical aptitude and

technical knowledge

The employee has a maximum of six (6) months to progress to the Class "C" level.

If the first of the three in-school (basic training) sessions is not required then the employee willbe required to accumulate only 500 hours of maintenance time and the maximum time allowedto progress to the next level will be reduced to three (3) months. In this situation the maximumtime allowed to progress from the second level, Class "C" Electrician, to the third level, Class"B" Electrician, will be increased by three (3) months.

2.2 CLASS "C" ELECTRICIAN:

The Class "C" Electrician is the second step in the progression to a Class "A+" Electrician.Applicants for a Class "A+" Electrician's job who have progressed to this level will continue theirtrial period with this classification and rate (Grade VII).

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To progress to the next step, Class "B" Electrician, the employee must meet the followingrequirements:

must have successfully completed the Intermediate school program (the second of thethree in-school sessions.

must have worked a minimum of 5,000 hours (total) in the maintenance area which areapplicable to the apprenticeship program requirements), hours in school will be includedin the 5000 hours applicable to the apprenticeship program requirements

must be able to read, interpret and apply information found on electrical drawings, blueprints, schematics and specifications

must be able to design, plan and do electrical installation work, i.e. conduit, electricalwires & cables and electrical equipment & devices, with a minimum of supervision

must be able to install electronic and instrumentation devices and systems, with aminimum of supervision

must be able to install rotating equipment such as AC & DC motors, generators andalternators, with a minimum of supervision

must demonstrate an understanding of control instrumentation system fundamentals must demonstrate an understanding of electronic system fundamentals must receive an adequate job performance rating relating to skills, aptitude and technical

knowledge

The employee has a maximum of twenty-four (24) months to progress from the Class "C" levelto the Class "B" level.

2.3 CLASS "B" ELECTRICIAN:

The Class "B" Electrician is the third step in the progression to a Class "A+" Electrician.Applicants for a Class "A+" Electrician's job who have progressed to this level will continue theirtrial period with this classification and rate (Grade XII).

To complete the trial period, the employee must meet the following requirements:

must have successfully completed the Advanced school program (the third of the threein-school sessions)

must have worked 9,000 hours (total) in the maintenance area which are applicable tothe apprenticeship program requirements, hours in school will be included in the 9000hours applicable to the apprenticeship program requirements.

must have successfully completed all the Apprenticeship program requirements andobtained an Industrial Electrician certification

must be able to select, install, program, tune, test and maintain DC motor drive systems must be able to select, install, test, maintain and troubleshoot AC rotating motors and

alternators must be able to select, install, program, tune, test and maintain AC motor drive systems must be able to select, install, test and maintain high, low and DC voltage systems,

circuits and equipment must be able to select, install, program, test and maintain PLC control systems must be able to select, install, test and maintain instrumentation systems and devices must be able to select, install, test and maintain DC SCR drives, AC variable frequency

drives, wireless controls and battery charging systems must demonstrate a basic understanding of hydraulic principles and systems must receive an adequate job performance rating relating to skills, aptitude and technical

knowledge

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The employee has a maximum of twenty-four (24) months to complete the progression from theClass "B" level to the Class "A" level.

2.4 CLASS "A" ELECTRICIAN:

Applicants who have progressed to the Class "A" Electrician level have successfully completedthe trial period and will receive the Class "A" Electrician classification and rate (Grade XVI).They will also be paid a supplement equivalent to the Construction Maintenance Electriciancertificate supplement.If an applicant fails to progress to this level, Class "A" Electrician, in the prescribed time, thenthe trial period will be terminated.

2.5 CLASS "A+" ELECTRICIAN:

A Class "A" Electrician will be progressed to the Class "A+" Electrician classification oncehe/she has four (4) months of experience, as a Class "A", in the Maintenance department. TheA+ rate will be paid at this point in time whether or not the employee is working alone.

(3) EVALUATION PROCEDURE

The purpose of the evaluation procedure is to provide the applicant with feedback during thetrial period in a fair and consistent manner. A standard form and checklist for the evaluationprocess will be used. The evaluation procedure is as follows:

3.1 A Maintenance Review Committee, comprised of two (2) Union, appointed by the UnionExecutive, and two (2) Management representatives, will be responsible for monitoring thetraining and evaluation process. The Committee will be responsible for reviewing all evaluationsand deciding, by consensus, if an employee can progress to the next level of the progression.

3.2 At the start of the trial period, the Review Committee will meet with the applicant toexplain the job requirements of a Class "D" to "A+" Electrician and the progression requirementsand process.

3.3 The trial period may be terminated at any time after the first forty-five (45) days in theevent the Review Committee is unable to reach a consensus on the acceptability of theapplicant's progression. It is agreed that the decision of the Review Committee will not bearbitrary, discriminatory or in bad faith. Any disputes on the termination of a trial period wouldbe subject to the grievance procedure detailed in the Collective Agreement.

3.4 At three (3) month intervals during each step of the progression, the Plant Engineer willprovide the Review Committee with a written evaluation of the applicant's progress towards thenext level. Areas for improvement will be documented and discussed with the applicant. A Unionrepresentative from the Review Committee will be present during this discussion. Further follow-up meetings will be scheduled as required by the Review Committee.

3.5 At the end of each step of the progression, the Plant Engineer will provide the ReviewCommittee with a written evaluation of the applicant's progress towards the next level. At thistime, the applicant must progress to the next level or the trial period terminated.

(4) JOB POSTING PROCEDURE AS IT APPLIES TO THE PROGRESSION PROCEDURE

The purpose of this procedure is to specify how the progression procedure will be tied in to thejob posting process. This procedure will specifically address the issue of what happens if a trialperiod is terminated.

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4.1 The applicant's classified job will be posted in accordance with the temporary job postingprovisions (see letter of agreement re: Article 2.03, 3.03 and 20).

4.2 In the event that the trial period is terminated, the employee will return to his/herclassified job. At any time during the trial period the applicant may terminate the trial period.

(5) GENERAL INFORMATION

5.1 This procedure will apply to all future Maintenance Electrician job postings in which aprogression from Electrician "D" to "A+" is expected. This requirement will be clearly stated onthe job posting.

5.2 The Company will also recognize an applicant's past experience, education or trainingrecognized by the Provincial Apprenticeship Board which reduce the employees requirements tocomplete the apprenticeship program. The progression requirements will be adjusted tocorrespond with the Provincial Apprenticeship requirements for each individual. For example,credit for education level which reduces the number of hours worked required will be deductedfrom the hours required at the third level of the progression.

5.3 The Company reserves the right to fill a vacancy with a Certified Electrician without usingthis procedure. In this case, the job posting will specify that a Certified Industrial Electrician isrequired immediately and the progression procedure will not be used. Prior to hiring any personoutside the bargaining unit for such vacancy, the Company first will post the vacancy todetermine if there is any employee in the bargaining unit who possesses the necessary skillsand qualifications as referred to in Article 20.03 (c) of the Collective Agreement. In the eventthat any of the current Class A Electrician positions become vacant and the Company fills suchvacancy for Certified Electrician without using the Apprenticeship Progression, the Company willpost an Apprenticeship vacancy for a Class D Electrician as per the procedure in this Letter ofUnderstanding, provided there is no apprentice in progression at that time for the Class AElectrician classification. In clarification, there shall be a maximum of one apprentice inprogression for the Class A Electrician classification at any given time, unless this limitation iswaived by the Company.

In the event that the selected candidate for Apprenticeship Progression is removed from theApprenticeship Progression because he or she has been unsuccessful in advancing to theClass C Electrician level within six months of commencing the Apprenticeship Progression, theCompany will endeavour to select another person from the original posting who meets theselection criteria. If this apprentice is also unsuccessful in advancing to the Class C Electricianlevel within six months of commencing the Apprenticeship Progression, the Company reservesthe right to remove the apprentice from the Apprenticeship Progression and to hire a CertifiedElectrician. In this circumstance, the Company is not required to post an apprenticeshipvacancy.

If an apprentice attains Class C Electrician level, but does not further progress in a timelymanner within the Electrician Apprenticeship Progression, the Company reserves the right toremove the apprentice from the Apprenticeship Progression and to hire a Certified Electrician.

The selection criteria for candidates to the Apprenticeship Program are as follows:

successfully completing 3rd party testing requirements, see Letter of Agreement – 3rd PartyTesting, page ___________

successfully meeting the current Ontario Apprenticeship Program requirements;

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making a commitment to work as a Class A Electrician for Morbern after the successfulcompletion of the full Apprenticeship Progression the equivalent time spent by the employee asan apprentice in the Apprenticeship Progression.

5.4 Any Apprentice in this progression as of January 2, 2009 will not be displaced from theapprenticeship progression by the hiring of a Certified Electrician, provided such Apprenticesuccessfully completes his progression to Class A Electrician within the maximum time limitestablished by this Letter.

(6) APPRENTICESHIP PROGRAM COSTS

6.1 The provincial Apprenticeship program together with the Federal Employment Insuranceprogram will pick up the following costs related to the three required school sessions:

all school tuition and material costs a room and board allowance for out-of-town school sessions travel costs (1 return trip) for out-of-town school sessions a travel allowance for commuting to school sessions employment insurance benefits (EI)

6.2 The Company will pick up the following costs related to the three required schoolsessions:

travel costs for one round trip to the out-of-town school session; to be paid at $0.31 permile calculated from the plant to the school

employees who have successfully completed the Basic school session will be paid abonus equivalent to 190 hrs of pay at their classified rate.

employees who have successfully completed the Intermediate school session will bepaid a bonus equivalent to 225 hrs of pay at their classified rate.

employees who have successfully completed the Advanced school session will be paid abonus equivalent to 225 hrs of pay at their classified rate

employees who attend but do not successfully complete a school session will be paid anattendance bonus equivalent to 80 hrs of pay at their classified rate upon their return towork

all bonus monies paid will be taxed at the appropriate rate, taking into account theduration of the school session

Employees who have successfully completed a basic school session will be paid abonus equivalent to 190 hours of pay at their classified rate upon their return to work. Inconsideration, the Apprentice must apply (if eligible) for the “Apprenticeship IncentiveGrant” (AIG) that is available from the Government of Canada. All grants received willbe deducted from the bonus monies payable by the Company. Apprentice must providea copy of the application and proof of payment of the Grant, if applicable, to theCompany.

6.3 The employee will be responsible for the following costs related to theapprenticeship program and the school sessions:

room and board costs for out-of-town school sessions in excess of the Provincialallowance provided

travel costs to and from the out-of-town school sessions which are not covered by theProvincial allowance or the Company

travel costs to commute to school which are not covered by the Provincial allowanceprovided

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6.4 The Company will provide tools to employees during the initial part of the trial period. Theemployee who progresses to the second level, i.e. Class "C" Electrician, will be responsible forpurchasing the tools provided at the beginning of the trial period. The employee who does notprogress to the second level, i.e. the trial period is terminated, will be responsible for returning tothe company the tools provided and for purchasing any tools not returned. The purchases of thetools by the employees can be done with a weekly payroll deduction (a minimum of $25.00 perweek). A list of required tools which will be provided by the company is attached.

6.5 The Company will pick up 50% of the cost of any school or training material and suppliesnot provided by the Provincial Apprenticeship program.

6.6 The Company will pick up the cost of the Industrial Electrician certificate.

(7) ATTACHMENTS

The following attachments may be subject to change by mutual agreement of the parties.

7.1 MAINTENANCE ELECTRICIAN EVALUATION FORMS

7.2 MAINTENANCE CLASS "A+" ELECTRICIAN JOB POSTING NOTICE

7.3 MAINTENANCE CLASS "A+" ELECTRICIAN JOB DESCRIPTION

7.4 LIST OF RECOMMENDED TOOLS

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7.1 MAINTENANCE ELECTRICIANEVALUATION FORM

EMPLOYEE: __________________________________________

REVIEW DATE: _______________________________________

1. GENERAL INFORMATION:

TRIAL START DATE: _______________________________

CLASS "C" COMPLETION DATE: _________CLASS "B" COMPLETION DATE: _________CLASS "A" COMPLETION DATE: _________

2. TRAINING INFORMATION:IS THE EMPLOYEE SATISFIED WITH THE TRAINING PROVIDED? YES __ NO__IF NO, PLEASE EXPLAIN WHY ON THE REVERSE.IS THE MANAGER SATISFIED WITH THE TRAINING PROVIDED? YES __ NO__IF NO, PLEASE EXPLAIN WHY ON THE REVERSE.

3. WORK REVIEW:

SAFETY SKILLS ___ ___ ___MECHANICAL APTITUDE ___ ___ ___PRODUCTIVITY ___ ___ ___WORK HABITS ___ ___ ___TEAMWORK ___ ___ ___

SUPERVISOR'S COMMENTS:______________________________________________________________________

4. PROGRESSION SUMMARY:

IS THE EMPLOYEE MAKING SATISFACTORY PROGRESSTOWARDS THE NEXT LEVEL OF THE PROGRESSION? YES__ NO__

PROGRESSION REVIEW CHECKLIST ATTACHED? YES__ NO__

SHOULD THE EMPLOYEE PROGRESS TO:CLASS "C"? YES __ NO__CLASS "B"? YES __ NO__CLASS "A"? YES __ NO__

IF NO, EXPLAIN WHY:____________________________________________________________________

APPROVED BY:________________________PLANT ENGINEER

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5. EMPLOYEE'S COMMENTS:

EMPLOYEE'S SIGNATURE: ____________________________________________

Note: The employee's signature confirms that the employee has been presented this documentbut is not an indication of agreement.

cc: Review CommitteePersonnel FileUnion Executive

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PROGRESSION REVIEW CHECKLIST

MAINTENANCE ELECTRICIAN

TO PROGRESS TO THE CLASS "C" ELECTRICIAN LEVEL OF THE PROGRESSION THEEMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO1. Registered in the Industrial Electrician

apprenticeship program. ___ ___

2. Successfully completed the Basic school program. ___ ___

3. Worked a minimum of 1,000 hours in maintenance<hours worked to date: __________ ><school hours to date: _________> ___ ___

4. A good knowledge of electrical safety rulesand regulations. ___ ___

5. A basic understanding of the Canadian ElectricalCode.

___ ___6. A basic understanding of electrical and electronic

theory and principles. ___ ___

7. Able to read, interpret and apply info foundon drawings and schematics. ___ ___

8. Able to do assigned work safely and efficiently. ___ ___

9. Able to use hand and power tools safely andeffectively. ___ ___

10. Adequate job performance rating relating to skills,mechanical aptitude and technical knowledge. ___ ___

11. Supervisor's comments: ___________________________________________

PREPARED BY: __________________________PLANT ENGINEER

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PROGRESSION REVIEW CHECKLIST

MAINTENANCE ELECTRICIAN

TO PROGRESS TO THE CLASS "B" ELECTRICIAN LEVEL OF THE PROGRESSION THEEMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO

1. Successfully completed the Intermediate schoolprogram. ___ ___

2. Worked a minimum of 5,000 hours in maintenance<hours worked to date: ________ ><school hours to date: ________ >

3. Able to read electrical drawings, blue prints,schematics and specifications. ___ ___

4. Able to design, plan & install electrical installationwork with a minimum of supervision. ___ ___

5. Able to install instrumentation and electronicdevices and systems with a minimum of supervision. ___ ___

6. Able to install electrical rotating equipment, i.e. motors,generators with a minimum of supervision. ___ ___

7. Demonstrate an understanding of control instrumentationsystem fundamentals. ___ ___

8. Demonstrate an understanding of electronic systemfundamentals. ___ ___

9. Adequate job performance rating relating to skills,aptitude and technical knowledge. ___ ___

Supervisor's comments: ________________________________________________________

____________________________________________________________________________

PREPARED BY: ________________________PLANT ENGINEER

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PROGRESSION REVIEW CHECKLIST

MAINTENANCE ELECTRICIAN

TO PROGRESS TO THE CLASS "A" ELECTRICIAN LEVEL OF THE PROGRESSION THEEMPLOYEE MUST DEMONSTRATE THE FOLLOWING SKILLS AND KNOWLEDGE.

YES NO1. Registered in the Advanced school program. ____ ____

2. Worked a minimum of 9,000 hours in Maintenance<hours worked to date: ________ ><school hours to date: ________ > ____ ____

3. Obtain the Industrial Electrician certificate ____ ____

4. Able to select, install, program, test and maintain DCmotor drive systems. ____ ____

5. Able to select, install, test, maintain and troubleshootAC rotating motors & alternators. ____ ____

6. Able to select, install, test, & maintain AC motor drivesystems. ____ ____

7. Able to select, install, test, & maintain high, low & DCcontrol systems. ____ ____

8. Able to select, install, program, test and maintain PLCcontrol systems. ____ ____

9. Able to select, install, test, & maintain instrumentationsystems and devices. ____ ____

10. Able to select, install, test, & maintain DC SCR drives,AC variable drives, wireless controls and batterycharging systems. ____ ____

11. Demonstrate an understanding of hydraulic principlesand systems. ____ ____

12. Adequate job performance rating relating to skills,aptitude and technical knowledge. ____ ____

PREPARED BY: ___________________________PLANT ENGINEER

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" S A M P L E "

HUMAN RESOURCES DEPT.

1 2 3 4

JOB VACANCY WITHIN THE PLANT

DATE: ___________________________

THE FOLLOWING JOB IS OPEN FOR THOSE EMPLOYEES WHO WISH TO APPLY.THE POSTING WILL BE EFFECTIVE UNTIL: _______________________________

OCCUPATION: CLASS "A+" ELECTRICIAN

DEPT.: MAINTENANCE DEPT.

RATE & GRADE:

LEVEL 1 CLASSIFIED RATE (1ST 90 DAYS); MAX GRADE V FOR 2nd 90 DAYS.LEVEL 2 GRADE IS VII - CLASS "C” ELECTRICIANLEVEL 3 GRADE IS XII - CLASS "B” ELECTRICIANLEVEL 4 GRADE IS XVI - CLASS "A” ELECTRICIANLEVEL 5 GRADE IS XX - CLASS "A+"ELECTRICIAN

Candidates will be required to progress from Class "D" Electrician to Class "A" Electrician inaccordance with approved Maintenance Progression Procedure, thereby obtaining an IndustrialElectrician Certification.

THE QUALIFICATIONS ARE:

1.) MUST SUCCESSFULLY COMPLETE 3RD

PARTY TESTING REQUIREMENTS AS PER LETTEROF AGREEMENT DATED MAY 23,2014..

2.) MUST APPLY AND BE ACCEPTED IN THE PROVINCIAL APPRENTICESHIPPROGRAM FOR INDUSTRIAL ELECTRICIAN.

NOTE:1. A copy of the progression procedure is available at the Human Resources office if you

require more detailed information.

2. Trial periods will be provided in accordance with Article 20.03(b) of the CollectiveAgreement.

PLEASE APPLY FOR THE JOB (S) IN WRITING AND DEPOSIT IN THE JOB POSTING BOXIN THE SHIFT SUPER'S OFFICE. APPLICATIONS ARE AVAILABLE IN THE SUPERVISOR'SOFFICE.

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JOB DESCRIPTION

MAINTENANCE DEPARTMENT

POSITION: CLASS "A+" ELECTRICIAN

CLASSIFICATION: GRADE XX

REVISION: # 0 / OCTOBER 31, 1997

RESPONSIBILITIES:

1. Read and revise electrical drawings, blueprints and schematics as required.2. Plan and perform electrical installation work, including the development of the bill of

materials required to do the work.3. Install, repair, test and maintain electronic and instrumentation devices and systems.4. Install, repair, test and maintain rotating equipment such as AC & DC motors, generators

and alternators.5. Install, repair, test and maintain AC and DC drive systems and devices. Utilization of an

oscilloscope in the trouble shooting of electrical drives.6. Install, repair, test and maintain welding, lifting and heating systems and devices.7. Troubleshoot electrical, instrumentation, and electronic system problems.8. Install, repair, test and maintain PLC control systems.9. Perform regular preventative maintenance inspections on electrical equipment and keep

a log book of all repairs completed.10. Keep electrical parts storage area in order at all times and order electrical components,

when necessary.11. Keep informed of all modifications to the Canadian Electrical Code.12. Supervise work done by outside contractors, when required.13. Comply with lock-out procedure requirements to ensure your safety and that of other

employees.14. Ensure that all electrical work is done in a safe manner and that both the work area and

electrical shop are kept clean and free of hazards; i.e. good housekeeping in the workareas.

15. Assist the Charge Hands, Maintenance Supervisor and Electronic Technician with theinvestigation and resolution of equipment problems; making recommendations on howand what repairs should be done.

16. Any other job that may be assigned by the Plant Engineer, Electronic Technician orMaintenance Supervisors.

QUALIFICATIONS:

1.) Holds a provincial Construction Maintenance Electrician certification.

GENERAL INFORMATION:

2.) Maintenance Electrician who have an Industrial Electrician certificate will be paid aConstruction Maintenance Electrician Supplement.

APPROVED BY: ____________________________Engineering Manager

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ELECTRICIAN TOOL LIST

1.) POUCH2.) BELT3.) 12' MEASURING TAPE4.) 10" VISE GRIP5.) SCREW DRIVER'S -

6" FLAT - (1/2" WIDE)6" FLAT - (3/8" WIDE)6" FLAT - (1/4" WIDE)3" FLAT - (1/8" WIDE)

6.) 6" CRESCENT7.) # 0 ROBERTSON SCREWDRIVER8.) # 1 ROBERTSON SCREWDRIVER (GREEN)9.) # 2 ROBERTSON SCREWDRIVER (RED)10.) # 3 ROBERTSON SCREWDRIVER (BLACK)11.) CRIMP TOOL12.) TRITAP13.) MULTITESTER (AMPS, VOLTAGE, OHMS)14.) CHANNEL LOCK15.) LONG NOSE PLIERS’16.) LINESMAN PLIERS’17.) SIDE CUTTERS18.) POCKET KNIFE19.) SET OF 6 NUT DRIVERS20.) WRENCHES (METRIC AND SAE)21.) SET OF SOCKETS22.) HACK SAW23.) HAMMER24.) PIPE WRENCH25.) PIPE VISE

Revision (0) - Aug/97