COLLECTIVE AGREEMENT

BElWEEN

ARMTEC

AND THE

UNITED STEEL. PAPER AND FORESTRY, RUBBER. MANUFACTURING. ENERGY. ALLIED INDUSTRIAL AND

SERVICE WORKERS INTERNATIONAL UNION

(UNITED STEELWORKERS) (HEREINAFTER "THE UNITED STEELWORKERS .. )

LOCAL4054 GUELPH, ONTARIO

FEBRUARY 16, 2014 ·February 16, 2017

CONTENTS

ARTICLE PAGE

ARTICLE 1 - PURPOSE ....................................................................................... .......... 3 ARTICLE 2 - RECOGNITION ......................................................................................... 3 ARTICLE 3-WORK STOPPAGES ................................................................................ 4 ARTICLE 4-ACKNOWlEDGEMENT ............................................................................ 4 ARTICLE 5-RIGHTS OF MANAGEMENT .................................................................... 5 ARTICLE 6 - NO DISCRIMINATION ................................. ............................................. 5 ARTICLE 7- ABSENCE FROM THE BARGAINING UNIT ............................................. 5 ARTICLE 8- SENIORITY ............................................................................................... 6 ARTICLE 9-TRANSFER OUT OF THE BARGAINING UNIT ...................................... 10 ARTIClE 10 - HOURS OF WORK ............................................................................... 10 ARTICLE 11 -OVERTIME AND ALLOWED TIME ....................................................... 11 ARTICLE 12-BEREAVEMENT LEAVE ....................................................................... 13 ARTICLE 13- ALLOWANCE FOR JURY OR WITNESS SERVICE ............................. 13 ARTICLE 14-WAGES ................................................................................................. 13 ARTICLE 15-COST OF LIVING ADJUSTMENT ......................................................... 16 ARTICLE 16-PAY ON DAY OF INJURY ..................................................................... 17 ARTICLE 17- VACATIONS .......................................................................................... 17 ARTICLE 18-HOUOAYS ............................................................................................ 18 ARTICLE 19-GRIEVANCE PROCEOURE .................................................................. 19 ARTICLE 20- DISCHARGES AND SUSPENSIONS .................................................... 20 ARTICLE 21 -SAFETY AND HEALTH ......................................................................... 20 ARTICLE 22- SAFETY SHOES ................................................................................... 22 ARTICLE 23- BULLETIN BOARDS ............................................................................. 22 ARTICLE 24- EARLY AND SAFE RETURN TO WORK .............................................. 22 ARTICLE 25 - PAY DAY ............................................................................................... 22 ARTICLE 26- UNION OFFICE ..................................................................................... 23 ARTICLE 27- PLANT CLOSING .................................................................................. 23 ARTICLE 28- SEVERANCE ALLOWANCE ................................................................. 23 ARTICLE 29- COPIES OF AGREEMENT ................................................................... 24 ARTICLE 30- DURATION OF AGREEMENT .............................................................. 24 ARTICLE 31- LETTERS OF UNDERSTANDING ........................................................ 24 SIGNING PAGE - ..... .............................................................. .......... ............. 2!5 APPENDIX A ................................................................................................................ 26

WAGE SCHEOULE ................................................................................................... 28 APPENDIX B ,, ...•••••.•.....••..•........•..••... .....•.............•........••.....•.••.•••....•........•.......••..•..•.. 27

COST OF LIVING ADJUSTMENT .... ........................................................................ 27 ARMTEC GROUP RRSP-AT A GlANCE SUMMARY ................... ................... .. .... 28 LETTER #1 ............................................................................ ...................... 29 LETTER '#2. ..................... .... .............................................................. .......... ... 30

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AGREEMENT

This Agreement, dated July 21, 2014is entered Into between:

ARMTEC {Hereinafter referred to as the •eompany")

for Its plant{s) In Guelph, Ontario

and lhe

UNITED STEEL, PAPER AND FORESTRY, RUBBER, MANUFACTURING, ENERGY, ALLIED INDUSTRIAL AND SERVICE WORKERS INTERNATIONAL UNION

{UNITED STEELWORKERS) (hereinafter refemtd to as the "Unlled Steelworkers")

ON BEHALF OF ITS LOCAL 4054

al

Guelph, Ontario

ARTICLE 1 -PURPOSE

1.01 This Agreement sets forth the provisions relating to rates of pay, hours of work, and conditions of employment as outlined herein to be observed by the parties herelo and lhe procedures for lhe prompt equitable adjustment of alleged grtevances.

1.02 It Ia the Intent and purpose of the parties hereto to give recognition lo their mutual deslra to achieve Industrial hannony; to secure and sustain maximum employment; and to maintain and Improve productivity per employee, consistent with safety, good health and sustained effort.

ARTICLE 2- RECOGNITION

2.01 The Company recognizes the United Steelworkers on behalf of local 4054 at Guelph, Ontario, as lhe exclusive collective bargaining representative ror the bargaining unit of Its employees defined as •an production and maintenance employees at Its Guelph, Ontarto plant or plants, exclusive of Foramen and all other persons above the rank of working leaders, office and staff employee&, and custodians •

2.02 It Is hereby agreed thai neither the Company nor the Union shall discriminate against, rastraln, Interfere with or coerce any employee because of membership or non­membership tn the Union as per the Ontario Labour Relations Act.

2.03 The Union agrees that U wBI not solicit employees for membership on Company Ume, or In any other maMer Interfere with the operation of the plants or the employees In the discharge of their dulles.

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ARTICLE 3- WORK STOPPAGES

3.01 During the life of this Agreement, the Company, for ita agent, and the Union for its agents and members, hereby affinn that as parties to lhla Agreement, they shall not take, authorize, nor condone any action which Interferes with production, maintenance, and other plant operaUons; so the Union agre&~ that there shan be no strikes, slow-down, or work stoppages for any causa whalsoaver, and the Company agrees that there shall ba no lock-out for any cause whatsoever. Both parties agree that all disputes, which are within the &eope of the grievance machinery set forth herein shall be adjusted through such procedure.

3.02 It 1s further understood that an lnterrupUon or Impeding of work becau58 of any occurrence prohibited above shall be a violation of this Agreement, and that the parties hereto shall not discuss the dispute In question or any other grievances while such wortc Interruption Ia In affect, except as law or a government agency may othefwlse require.

ARTICLE 4- ACKNOWLEDGEMENT

4.01 The Company agrees that all employees shall become and remain members or the Union as a condition of their continued employment

4.02 The Company shall deduct Union dues lnduding, where applicable, Initiation rea& and assessments, on a weekly basis, from tha wages of each employee covered by this agreement. The amount of dues shaH be calculated in accordance with the Union's ConstltuUon.

4.03 All dues, Initiation fees and assessments shaD be remitted to the Union forthwith and In any event no later than 15 days following the last day of the month In which the ramibance was deducted. The remfUance shan be sent to:

The International Secretary Treasurer or the United Steelworkers, AFl-ciO.CLC, P.O. Box 13083 Postal SlaUon 'A', Toronto, Ontario, M5W 1V7

In such fonn as shall ba diracted by the Union to the Company along with a completed Dues Remittance Form R-116. A copy of the Dues Remittance Form R-115 wllalso be sent to the Union omce designated by the Area Coordinator.

4.04 The remluance and the R-115 form shall be accompanied by a statement containing the following tnrormallon:

(a) A list of the names of all employees from whom dues were deducted and the amount of dues deducted;

(b) A list of the names or aH employees from whom no deductions have been made and the reasons;

(c) This lnfo~m&tlon shah be sent to both Union addresses ldentiOed In Artlcte .03 In such form as ahaU be diracted by the Union to the Company.

4.05 The Union shall Indemnify and save the Company harmless against all claims or other forms or liability that may arise out or any acUons taken by the COmpany In compliance with this Article.

4.08 The Company, when preparing T·4 stlps for the emptoyees, win enter the amount of Union dues paid by the employee during the previous year.

ARTICLE 5 -RIGHTS OF MANAGEMENT

5.01 The Management of the business and the direction of It& working forces, Including the right to hire, reUra, transfer, change asstgnmenls, promote, demote, suspend, discharge, dlsclpUne, and to rellew employees for lack of work or other legitimate reasons, and to maintain etnclency of all employees, to estabMsh hours of assignments and to make changes therein essential to the efficient operation of the plant and to be the judge or physical fitness of employees are lhe exclusive rights of lhe Company, provided, however, that in the exercise or such rtghls the Company shall observe the provisions of this Agreemenl

Any employee who feels that lhe provisions have not been observed because of any Company acUon in this respect has recourse to the grievance procedure.

5.02 Further, the Company shall be the exclusive judge of aD matters pertaining to the products to be manufactured, the location of plants or operations, schedules of operations, and the methods, processes end means of manufactU18 and materials to be used, lndudlng the right to Introduce new and Improved method& or faciUlles, and to change existJng methods or faciiiUes.

ARTICLE 6- NO DISCRIMINATION

6.01 The Company and the Union agree that no employee shall In any manner be discriminated against or coerced, restrained or Influenced on account of membership In any labour organization. The terms and conditions or this Colectiw Agreement shall be Interpreted and administered by the company and the Union without discrimination and/or harassment against any employee contrary to the Human RIQhts Code (Ontario

ARnCLE 7- ABSENCE FROM THE BARGAINING UNIT

7.01 (a) Leaves of Absence for Employees who accept posHions with the Local Union.

1. Leaves ot Absence for the purpose of accepting positions with the Local Union shaU be available to a reasonable number of employees. Adequate noUce ("adequate• shall be defined as being 2 weeks minimum notice) of intent to apply for leave shall be afforded local plant Management to enable proper provision to be made to fill the job to be vacated.

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2. Leaves or Absence shall be for a period nolln excess of 3 years, and may be renewed for a period by mulual consenL

3. Continuous service shall not be broken by the leave of absence, but wiU continue to accrue.

(b) Leaves of Absence for Employees who Accept PosltJons with the International Union.

1. leaves of absence for the purpose or accepting positions with the lnlemational Union shal be available to a reasonable nt111ber of employees. Adequate notice of Intent to apply for leave shall be afforded local plant management to enable proper prov111on to be made to fill the job to be vacated.

2. Any such leaves of absence shall be continued for lhe period the employee uninterruptedly continues In a full-time position with the International Union, United Steelworkers.

3. Any employee's continuous service for al purposes, except seniority purposes, shall be arrested at the commencement of such leave of absence. ConUnuous service for seniority purposes &haD accumulata during auch leave of absence. ln the event lhe employee ratums to acUw employment with the Company from such leave of absence, the period of the leave of absence shall not be counted as continuous aeNice for any purpose except seniority purposes but any continuous service accumulated after such retum &hall be added to the &11'8sted continuous service for an purposes except seniority purposes and Co the accumulated continuous &aMce for seniority purposes.

(c) Absence to Attend Union Convention or Conference.

Time off without pay shall be made available by mutual agraamant with the Union for reasonable period& of absence for an employee who has been elected or appointed by the Union to attend to Union bualness, attend Union Conventions or Conlerances. The Union will lnfonn the Company in advance in writing of the names of such delegates and the nature and length of such absence.

(d) EducatJonalleave

The Company &hall provide 10 days of palcl Union leave of absence for educational purposes per contract year upon 7 days notice In writing unless by mutual agreement

ARTICLE 8- SENIORITY

8.01 5enlority a& used In this Agreement &h&O apply only for such purposes as are specfficaUy designated harafn and shall include aU the following factors:

(a) Ability to pedorm the work required

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(b) Physical fitness (c) Length of applicable seniority &ervice

Only where fadors (a) and (b) are relaUvely equal &haD factor (c) govern.

8.02 In the determination of whether or not factors (a) and (b) are relali\lely equal as between or among employees considered for a particular ]ob, actual performance on the job In question or on similar work shall be given first conslderaUon. The purpose of this paragraph Is to provide notification that trial and training periods shall not be reqund In those cases wherein an employee Is available who has previously worked on or trained for tha job In questton.

8.03 In all cases of promotion, demotion, and decrease In forces (except to supervisory positions where such technical training and experience or spedaJ education Is required) seniority as oudlnad In paragraph 8.01 shan apply.

8.04 The lines of progression wtth which an employee's seniority shaD apply have been determined and are set out In a supplemental agreement These lines may be changed from Ume to time as may be necessary by similar agreement. bulln any event. a revised llat showing lines of progression shall be posted at the beginning of each year.

8.05 The filling or Job vacancies shan be made as follows:

(a) Promotions from pool lob& shall be made to the bottom job level In a line of progression on the basis or senlorily eatabUshed anywhere In the plant.

(b) Transfers from any job In olhar Unas of progression shall be made to lhe bottom Job lewlln a Una of progression on the basts of seniority astabf11hed anywhere fn the plant.

(c) Promotions to any job above the bottom job level In a line or progression shaH be made on the basis of seniority established In that Una of progreaslon, and shall be made, when possible, from the next level below the level containing the vacancy.

(d) Transfers to any job above the botlom job level In a line of progression from another Nne of progression (or a promotion to such job from a job pool) shall be made only In lhasa casas where no qualified employee Is avaltable In the line of progntSSion and shaH be made on the basis of seniority established anywhere In the planl

(e) 1. Ills understood and agreed that when the Company adds new equipment to product lines and where thla equipment produces a product slmRar to eKistlng machinery or machinery that Is being replaced then normal lines of progression will be extended to cover the new machlna(s).

2. Where equipment is introduced that creates product llnes that ant enllrely new to productlon, then positions wll be offered to employees In order of plant-wide seniority.

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3. Senior employees that apply will be awarded and trained for the new job(s) In accordance with the Agreement provisions.

8.06 Demotions, Cutbacks and La)lafrs

(a} In periods of reduced operatJons, and employee cut back from their job within their line of progression may exercise a claim of job preference according to their seniority first, within their Job level, and If their seniority does not enable them to hold on their job level, then to the next lower job level. They shall continue to move down the line of progression by job level to the highest job level their seniority will enable them to hold.

(b) 1. In periods of reduced operations, when an employee with a minimum of flfteen (15) years of service Is cut back below Job Class 51n his established line of progJliSIIon, they may claim a Job In another Una of progression. Such datm shan be limited to Helper jobs unless such employee had the job qualifications to perform another Job.

The employee must remain on their job unlll they are cut back out or that Job or they are rescheduled In their established line of progression.

2. Employees with less than fifteen (15) years of service shall be assigned In accordance with their seniority to the highest rated job they are qualified to perform. Employees absent due to leave of absence, sickness or Injury for periods In excess or three (3) monlhs shall not be Included.

(c) Layoffs from the plant wilt be made on the basis of seniority.

(d) The company agrees to notify the Union Committee of al layoffs prior to their announcement The Company further agrees to supply a 1st of all employees affected by layoff and subsequenUy the recaU of emplo~s. The Company shall notify the Union as soon as posstbfe the job assignments of reeded employees.

8.07 Establishment and Application of Seniority

8.08

(a) An employee will establsn their seniority In a line of progression when they fill a pennanent job vacancy In that line In a~ance with their seniority except as the Company and NagotlaUng Committee of the Union agree on the establishment of employees on permanent force listings.

(b) An employee may be eatabH&had In only one line of progression at a time; their previous establishment or seniority In a line of progression Is broken and of no further benefit to them at the tfma of their estabtlshment of seniority In a new line of progression, where their run seniority shan then apply.

(c) Once an employee, however, has been cutback out of their line or progression for six {S) months, they shall lose recaft rights to their former job. If they are later recalled to that line or progression, they shaD accept whatever job thefr seniority shall entfUe them to.

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(a) Only employees with a minimum of fiftaan (15) years of s81Vlce or greater will be permitted to peg on lower rated jobs lhan they are qua&llad to petfonn except where they haw voluntarily transferred to a particular nne of progression, In which case they wll not be permitted to peg for one (1) year. Employees with leu than fifteen ( 15) years of &BtVIce shall be assigned In accordance with their seniority to the highest rated job they are qualffted to perfonn.

Where one of the fifteen (15) year or senlor most employees declines (oCher than for compassionate grounds) a promoUon, he shaH not contest for a period of twelve (12) months any future vacancy In any higher rated job In that line of progression against the employee who was promoted over them. After lhe expiration of the twelve (12) month period, promotions to any vacancies will be made In accordance with Altlcles 8.01 and 8.02. Employees absent due to leave of absence, sickness or injury for period& In excess of three (3) months shall not be Included In counting the flftaen (15) years of service employees.

(b) An employee, having qualified for promotion according to paragraph 8.01 of lhls ArtlcJe shall be given a fair trial for a period not to exceed lhlrty days, and may be returned to their fanner position and seniority status If they have failed to perform saltafactorlly the duties or the poslUon to which they have been promoted.

(c) An employee transfemKI from one line of progression to another may return or be ratumed without lass of their prior seniority standing within a period of ninety days.

8.09 Claims to job pntference wlthn a claaslficeUon wtn be pennltted, but only on permanent vacancies.

8.10 ProbaUonary Employees

New employees and those hired after a break In continuity of service will be regarded as probaUonary employees for the first forty-five (45) days of actual work. Probationary employaas may be laid off or discharged as exclusively detannined by Management. and wUl receive no seniority &efVIce credit for that period. ProbaUonary employees continued In the service of the COmpany subsequent to the first three hundred and sixty (360) hours or actual work shaU receJw full seniority service credit from date of star1lng to work.

Studenf3

The Company msy hire students under the fo/Jow/ng concl1tJons: 1. No employses ara on lsyoff or reduced hours 2. Students who are hired full flme at the end of the summer will have to serve the 45

day probationary period. When completed, lhek" senlorlly wfU be reverted to the first dsy worked during the summer of the year In which they were hired run time. In the event there were some full time hires during the summer, then the senlorlly of lh& student(s} hired will revert to the dey slier the slsrl dsy of the most recent full time hire.

3. FT employees must notify management by 3:00pm Friday whether they want to worlc or btlfore/llhead of a student for the following week. A ciJpboatd will be placed beside the schedule at the Foreman's office. It Is understotJd that by signing the or

sheet, the FT employee agrees to work Bll the OT ahead of the student during the following week.

8.11 loss of Seniority Ar1 employee's employment relations and seniority service record with lha Company shall be broken and saniorlly lost for lhe ronowlng reasons:

(a) Quilting.

(b) Exceeding or vlofatlng authortzed leave.

(c) Discharge.

(d) Absence for five (5) working days wllhoul property notlfytng the Company.

(e) Failure to return to work alter layoff or leave of absence within five (5) working days after noUce to report has been sent to their last address as it appears on the records of the Company. The five (5) working days period may be extended to ten (10) working days If the employee gives a legitimate and satisfactory reason for requiring more time.

(f) Two years absence for layoff for employees with less than five years of seniority service.

Ttvee years absence for layoff for employees with five or more years of seniority service.

(g) Two ye81S absence for off-hours Incurred dlsabBity.

8.12 Seniority dales shall be considered f1nal after lwenly-etghl (28) calendar days' uncontested posting.

ARTICLE 9-TRANSFER OUT OF THE BARGAINING UNIT

9.01 (a) An employee who Is promoted or transferred to a permanent position outside the bargaining unit will contfnue lo accumulate seniority for a period or ninety (90) calendar days In their seniority group and departmenl

At the completion of lhls ninety (90) calendar day's period, their seniority In the bargalring unit is terminated, unless the employee 1s returned by the Company, or returns by their own election to the bargaining unit

ARnCLE 10- HOURS OF WORK

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10.01 This Article defines the normal hours of work and shan not be construed as a guarantee of hours of work per day or per week, or of days of work per week. This Altlcle shaJI not be considered as any basis for the calculation of overtime.

10.02 The Normal Work Day shall be eight (8) consecutive hours of work except for the noon hmch pertod and as provided In paragraph 10.04.

10.03 The Nonnal Work Schadute shall be five (5) normal work days In a payroll waak. (The Company will endeavour to schedule such normal work days In a calendar week consecullwly; Monday through Friday.)

10.04 Relief Periods

There &hall be two fifteen minute rest period& and five mlnule wash-up periods for each shift.

ARTICLE 11 -OVERTIME AND ALLOWED TIME

11.01 This Artlde provides the basis for the catculatlon of, and payment for, overtime and snowed time and shall not be construed as a guarantee of hours per day or per week, or a guarantee of days of WOI'k per week.

11.02 The payrol weak shall consist of seven (7) consecutive days usl!ld by the Company for computing the weekly pay of employees; which begins at 12.01 a.m. Friday or at the shift changing Ume tn a particular unit or department, nearest to that hour.

11.03 Time and one half the applicable hourty rate shall be paid for hours worked In excess of eight {8) hours dally and for all hours worked In excess of forty (40) hours In a payroll week, and for work performed on Saturday. SUnday work shall be double time.

11.04 One and one haff times the appllcable hourty rate shall be paid for all hours worked on holidays, In addiUon to such Holiday Pay,lf any, asIa provided In Artlda 18.

11.05 A holiday paid for but not worked shal count as eight hours towards lhe computation of overtime for work performed subsequent to lhe holiday within that week.

11.06 Extra pay for work performed on a holiday shan not be offset or credited against overtime premium accruing In the work week.

11.07 Payment of overtime rates shan not be duplicated for the same hours worked, but the higher of the applicable rates shall be used. Hours compensated for at overtime rates shall not be counted further for any purpose In detennlnlng overtime llabtnty under the same or any other provisions except as provided in paragraph 11.06.

11.08 Any employee who reports for work as scheckHd (or who Ia called In to work) unless prevtously notified not to report. and for whom no work I& available, shaD be paid the equivalent or four (4) hours' work at their scheduled rate, provided such lack of work Is not caused by machinery breakdown, power falure, strike or any other event outside the control of the Company and provkled further that such employee may be required to

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perform such altemallve work as may be available and which they are qualified to pedonn. Allowed time paid for but not worked shall not be counted toward overtime.

11.09 Overtime on Fridays and weekends shall be voluntary to the extent provided below. The Company shall make every eff0f1 consistent with the terms of the Agreement and the eldsUng Leiters of Understanding to avoid compulsion when scheduUng employees for overtime work. The Company will advise employees of the need to work such overtime hours as rar In advance as practical.

11.10 Renef from overtime assignments wiH, so far as practicable, be granted at times as may be desired by employees (longer servtce employees being given preference); but the nnar rtght to schedule overtime assignments and to change such &ehedules Is exclusively reserved to the Company In order to Insure the orderly operation of lha plants.

11.11 All overtime shall be shared as equally as possible amongst those employees who normany perform the work. The permanent employee(s) who work on the same shift on the prior scheduled day ahaQ be asked fl11il

If the employee(s) refuses, the overtime &hall be offered to the permanent employees who normaly perform the work on the off shift. and finally to the most senJor qualified employees In lhat departmenl The Company wUI make every effort to divide such asslgnmenls equitably among suc:h employees. If a temporary imbalance occurs, adjustments wiU be made when future oYBftlme opportunHies arise. If an employee who Is scheduled to work overtime falls to &how up, the Company can &ehedule from amongst available employees qualified to perform the work.

11.12 (a) All Maintenance overtime work and work which may be classified In a ·Hetpe(' category will be ftrst aulgned to the current maintenance employees. Provided however, that assistance by Operata~ shall not be considered maintenance overtime If the breakdown occurs during schedutad shift or If the shift Is extended.

If additional people are deemed necessary, the wofk will then be offered (If applicable) to maintenance people that are out of their li'le or progression due to a cutback.

The above mendoned employees wUI be paid their classified rate held while employed In the classffic:allon of maintenance mechanic.

(b) If more employees are required, they will be drawn from the plant where the work Is to be done by way of seniority rotation, and will be paid the Maintenance Helper classification while working In this capacity.

(c) For the purpose of salecling employees who are required to perform General Overtirne, employees shall be drawn from the plant where lhe work Is to be done by way of seniority rotation.

11.13 The Company wfll maintain a current record of overtime hours worked. If an employee refuses an overtime hm, the tum will be counted as worked for the purpose of dividing overtime.

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11.14 Notlficstion of overtime shall be postBd by Thursday st 3:00pm.

ARnCLE 12- BEREAVEMENT LEAVE

12.01 Employees shaU, at their option, be enUtled to lake up to five (5) consecutive working days otr with pay at the time of death or the employee's husband, wire, children, mother crfalher.

12.02 Employees shall, at their option, be entitled to take up to three (3) consecutive working days off with pay at the time of death of an employee's sister, brother, molhar-ln-law, father-in-law, sister-in-law, brother-in-law, daughter-In-law, son-lrHaw, grandparents or grandchildren.

12.03 Ills understood and agreed that step-parents and common-law marriages are c:ovared by the aboYe.

12.04 In the event that a death occurs during an employee's scheduled vacaUon leave, or during the observance of Statutory HoUdays, then the employee's vacatJon leave will be extended by the length of the paid Bereavement Leave as outlined above.

12.05 Pay on each day of absence will be paid at eight (8) Urnes the employee's base rata.

ARnCLE 13-ALLOWANCE FOR JURY OR WITNESS SERVICE

13.01 An employee who is called for jury service or aa a court witness shaH be excused from work for the days on Which they serve. Service, as used herein, Includes required reporting for jury or witness duty when summoned, whether or not they are used. Such employee shall receive, for each such day of service on which they otherwise would have worked, the difference between the payment they receive for such service and the amount calculated by the Company In accordance with the following formula. SUch pay shaU be basad on the number of days such employee would have worked had they not been performing such service (plus any Holiday In suc:h period which they would not have worked) and the pay for each such day shall be eight hours at lhelr Job Class rate for the day preceding the absence. The employee will present proof that he did serve or report as a juror or witness, and the amount of pay, If any, received therefore.

13.02 An employee so summoned ln advance for such servic:e that would occur during a scheduled vacation period, may request and be granted pannJsslon to reschedule such vacation period In accordance with the Agreement vacation provtslons of Article 17.

ARnCLE 14-WAGES OeterminaUon of Standard Hourly Rale Classlrtcations for New or Changed Jobs

14.01 The job descripUons and classlflcatJon for each job In effect as of lha date of this Agreement shaiJ continue In effect unless

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1. Management changes the Job content (requirements of the job as to the training, skHI, responsibUily, effort and working condlllons) to the extent or one full job class or more:

2. The job is terminated or not occupied during a period or one year; or 3. The description and classification are changed In accordance with mutual

agreement of offlcfally designated representatives of the Company and the Union.

14.02 When and If from time to time the Company establishes a new Job or changes the Job content (requlremenls of the job as to training, skill, responsibility, effort and work conditions) of an existing job to the extent or one futl Job clan or more, Management will lnstatl a tentative wage scale rate baaed on the best lnformallon available as to the anticipated duties and requirements of the new or changed Job and a new Jab desaipUon and cla&Sifrcation for the new or changed job shan be established In accordance with lhe following procedure.

14.03 Within 60 working days after the start~p of the operation involving a new jab or the event resulting In a change In job content to the extent of one rua Job class or mora or an existing job, Management will develop a description and dasslfication of the job in accotdance with the provisions of the Manual

The proposed description and classification win, during such period be submitted to the appropriate Union Committee and at the same lime a copy ahan be sent to a designated representative of the International Union. If the Job Involves new type fadlltles or a new type job, spacial deslgnaUon of this fact shall be made.

Within 15 days after submfsalon, the appropriate Union Committee and Plant Management shall:

(a) Discuss and datennfne the accuracy of the job desc:rtpllon;

and

(b) Review and attempt to agree on the proposed classification.

14.04 If Management and the appropriate Union Committee are unable to agree upon the description or classification, Management shall, at the and of such period, replace the tantaUve rata by ffUitalllng the proposed cJasslflcalion, and the standard hourly wage scale rate for the Job class to which the job ls thus assigned lhal apply.

14.05 The Union and the Company wilt each designata In wrtUng a representative to consider referrals of dispute. The Union's rapresentaUve shall be a representaUva of the fnternaHonal Union and the Company representative &hall be a tepresentative of the lnduatrlal Engineering Department The two (2) representaUvas designated shall meet within thirty (30) days of the date the matter was referred to them or as mutually agreeable.

14.06 The appropriate Unfon Commftlee shall be exdualvely responsible for the rding of grievances and may, at any Ume within 30 days from the data of Installation of the proposed daSSiflcaUon, fUa a grievance with the plant management representative designated by the Company, alleging that the job Is Improperly d85c:ribed and/or cfassffled under the provfslons of the Manual. Theteupon, the appropriate Urmn

14

committee and Management shaJI prepara and mutuaRy sign a stlpulatlan setting fOlth lhe factors, factor coding and/or the principal datans of the job de&crfptlcn which are In dltpute. Thereafter, such grtevance shall be referred by the respectfva parties to their Fourth Stap Representatives for further consideration and such grievance shall be processed under the grievance and arbitration procedures of this Agreement.

14.07 In the event the Fourth Slap RepresentaUvu are unable to agree on the proposed description and dassiflcatlon they shall, within 30 days after the appeal to arbitratiOn or the management Step 4 answar, prepare and mutually sJgn within such period a stipulation (which may amend the stipulation set forth by the appropriate UnJon Commlltee and Plant Management) setting forth the factors, factor coding and/or the principal dataUs of the job description which are In dlspute, copy of which shall be sent to a designated representaUve or Management and the aforementioned represantatfva of the International Union. If submflted to arbitration, the lssua shaD be limited to the accuracy of the job dncriptlon, and/or the factors as stipulated at that time by tha raapectlve Fourth Step Representatives as being In dispute. The arbitrator shaH dectde the queaUon or confonnlty of the factor coding to the provisions of the Manual and/or the accuracy of lhe job de&CtlpUon as to the duties assigned to the job. Their decision shall be affective as of the dele when the new job was estabftshed or the change or changes Installed.

14.08 In the evant Management does not develop a new job description and classification, the appropriate Union Committee may, lr filed promptly In Step 3, process a grievance under the grievance and emllratlon procedures of ttis Agraament. requesUng that a job description and claastncatlon be developed and installed In aceotdance with the provisions of the Manual. The resulting classlflcaUon shall be effective as of the data when the new job was established or the change or changes installed.

14.09 The September, 1973 Job DescripUon and ClassfficaUon Manual (Manual) agreed to by the parties is hereby made a part of this Agreement plus such lnterpretatlon8, additions, revisions, deletions or exceptions as may be agreed to by the Company and the Union, and shaft be used to describe end classify an new or changed jobs In accordance with the following procedure.

This procedure Is not to be construed or interpreted In any way as a license for any review of job descriptions and classifications currently In effect except as provided below.

14.10 All new jobs shall be claaslfled by the provisions set for1h in the Manual.

14.11 All jabs that are changed In job content (requirements of the job as to training, &kut, responsblllty, effort or working conditions) shall be reclassified only In those factors affected by the changes using only .,.he Basic Factors and Instructions for Their AppllcaUon· and "Conventions for Clas&ilicatlon of Designated Jobs• where applcable. When and If the new total of the changes In the factors affects equals lass than one full job dass, a supplementary record shaU be established to maintain the job description and classification on a current basis and to enable a subsequent adjustment of the job description and dassificallon for an accwnuJatJon of small job content changes. When and if the net total of the changes In tha factors affectad, or the accumulation of such changes, equals a net tolal of one fua job class or more, a new job description and clas&iftcatlon for the job shaD be astabished.

Rates of Pay and Incentives

IS

14.12 Hourly Wage Scale

The haurty wage scales of rates for the respectiVe job classes and the effective dates thereof, shall be thoae set forth in this Agraamenl

14.13 AppUcatlon of the Hourly Wage Scale

(a) The standard hourly wage scale rate for each job class shaU be the standard hourly wage rate for all jobs cfasslflect within such job class.

(b) The standard hourly wage rate established for a job Is recognized as the rate of fair pay on such Job and Is the minimum rata of pay for all hours of work.

14.14 Wage Rates Applicable to Changed Job Assignments (a) When an operaUon Is lnlen'upted during a shift, the employees affeded

will be paid during the lntemJptlon the rate of their regularly assigned jobs for the shift, but will be expected to perform whatewr work each Is assigned to.

Where the employee is transfemtd as a result of such Interruption to a higher rated job for a minimum of two (2} consecutlw hours. they &hall receive the higher rate for the entire shift.

(b) In the event that an employee Is assigned tamporarly to a Job, contrary to their seniority, at the convenience of Management. they shall receive the higher job classification rate.

(c) When an operating unit or place of equipment Is shut down for repairs, lack of orders, lack of schedules, or lack of materials, the employees so affected shall be assigned, under seniority procedure, to perform other jobs and will receive the rate of pay for the job to which each Is temporarily assigned.

14.15 AJl Company records and data pertaining to Incentive earnings or standards shall be typewritten, kept on file and made available to the Union Incentive Representatlws and the Grievance Committee for their purpose In the setUing of specJrlc complaints and grievances.

ARnCLE 15- COST OF UVING ADJUSTMENT

15.01 The Cost of Uvlng Adjustment shall be as set forth In Appendix "S" of this Agreement.

15.02 The Cost of Uvlng Adjustment as set forth In Appendtx ·a:• &hall be Inoperative for the term of this Agreemenl

15.03 Cola payments shaH not be Included for the purposes of calculating incentive earnings.

16

ARTICLE 16- PAY ON DAY OF INJURY

16.01 An employee hurt In an Industrial accident shall be paid for the tfme lost on the day they were Injured at their job class rate, Including any appUcable shift differential.

16.02 The Company shan provide transportation and pay for the time spent by employees durtng their regular shift hours for madlcallreatment required as a result of an Industrial acck:lent.

16.03 Ills not the intent of the above provisions to make lhe Company responsible for the payment of such time and transportation, which Is compensated for by lhe W .S.I.B.

ARTICLE 17-VACATIONS

17.01 An eligible employee shall receive vacatJons each year in accordance with the folowlng schedule:

Years of Continuous Service Vacation Vacation Pay Period

1 year but less than 5 years 2weeks 4% of annual eaml_ogs 5 years but less than 10 years 3weeks 6% of annual earnings 10 years but less than 18 years 4weeks 8% of annual eamlnas 18 vears but less than 28 vaars Sweeks 10% of annual earnings 28 vaars or mora &weeks 12% of annual aamlnas

17.02 (a) In addiUan to the continuous service requirement, vacaUons wUh pay shall apply only to those employees wha have worked at least 1,000 houri In the previous year. Previous year calculation shall be January 1• to December 31". Any period of absence due to a compensable disability In the year In which the employee incutrad such dl&ability shaG be considered as time wcrked for the purpose of this Paragraph 17.02.

Vacation pay shall consist of lhe greater of the scala set forth In Paragraph 17.01 or 40 hours times lhe Employee's standard hour1y base rate.

Notwithstanding the above, no eligible employee shall receive lass than 40 hours base rate per weak of vacation.

(b) Employees who have worked tess than 1,000 hours In the previous year as defined above shall receive vacation pay at the appropriate percentage of annual earnings as described in Paragraph 17.01.

17.03 A week's vacation shal comdst of 7 cansecuUve days; two weeks, 14 days; three weeks, 21 days; four weeks, 28 days; five weeks, 35 days; six weeks, 42 days. Employees may schedule vacation lime off for periods of less than seven consecutive days if mutually agreeable between the Company and lhe employee.

17.04 Each employee eligible for a vacation shaD ba requested to Indicate his preferred time of vacation prior to FebNBry 1• of each year. As far as possible, vacations wUI be granted by consideration of such choices (longer service employees being gtven preference), but

17

lhe final right to allot vacation period and the right to change such allotments Is exclusively resarved by the Company In order to assure the orderly and efficient operation of the planl

17.05 Where the vacaUon provisions in any appropriate Provincial Act exceed provisions set forth herein, such Provincial Vacation Provisions shall apply.

(b)

ll1e Company shall pay a bonus of 5125.00 per week for vacation taken from November 111 through March 31" and $50.00 per week for vacation taken between April1" and October 3111

•

Employees who have worked less than 1,000 hours as described In Paragraph 17.02 shall receive a pro rated share (basad on 2,000 hou18) of the appropriate vacalion bonus.

17.07 An employee with three or more week's vacation eltgibllty may atect to receive Y8C8Uon pay and the appropriate vacation bonus In Ueu of vacation time off for any weeks In exceu of three. Between Aprl 1• and October 31" an employee may schedule a maximum of 3 weeks vacation at a time to be mutuany agreed to.

ARnCLE 18-HOUDAYS

18.01 Subject to the eRglblllty requirements contained In this Article, employees shall be paid ror the foDawtng holidays:

December24 Boxing Day December28 FamHyO.y Easter Monday July 1 labour Day

Chrtstmas Day Oecember27 January 1 Good Friday Victoria Day Civic Holiday Thanksgiving Day

18.02 Employees shaU be paid full &hilt hours at their regular hourly rate for the aforementioned holidays, providing they work the last full scheduled day before the hoHday and the fll8t f~l scheduled day following the holiday unless It is for a justifiable reason as per the Employment Standards Act.

18.03 For those employees who are at lhat time currently being scheduled full time and who work the scheduled work days Immediately preceding and Immediately following specified holiday, (unless permission Is granted for absence on those days or unfass absence on such days Is supported by reasonable proof of just cause) shall be paid eight (8) hO&IS as follows: Rates of pay for a HoHday shaU ba lhe Standard Hourly Base Rata of the job to which an employee Is regularly scheduled In the week the Holiday occurs, and If an employee Is scheduled for nlghl shtft during the weak In which a Holiday fal&, their Holkfay pay shalllndude the night shift premium.

IB

18.04 The maximum penally mposed for a rauura to qualify for pa~enl of Statutory Holiday(s) shaM be lhe rosa of one day's pay. Thi& provision shaU in no way affect disciplinary action, which may be appropriate.

18.05 In case olllyoff, to quaHfy for the paid hoHdays of December 24, Christmas, Boxing Day, December 27, December 28, January 1, Good Friday and Easter Monday, an employee must have worked within fifteen (15) days prior to or fifteen (15) days following the hollday(s). In the case of the remaining holidays, the employee must have worked within 15 days prior to such holkfaya.

18.06 In the event that one or more of the holidays faBs within an employee's vacation, they shall be granted an additional day(s) vacation or the day(s} pay In lieu.

18.07 Ttle rate paid to an employee for statutory holidays throughout the year wUI be the rate paid for the job the employee held on Saptemb« 1n of that year provided the employee held the job far 6 monlhs of the previous year.

ARTICLE 19-GRIEVANCE PROCEDURE

19.01 The Urian shall astabHsh a Grievance COmmittee and appoint stewards and shall currenUy Inform the Management of such pasannel (not to exceed four committee persons at each location and further not to exceed one staward for each department).

19.02 Grievances shall consist only or disputes between the Company and Its emptoyaes, about

a) Working Conditions, and

b) Agreement Applcatlona, which dlspules ara reduced to wrtUng, signed and presented in step one within twenty-eight (28) days of their lncepUon or occurrence. There &han be no stoppage of work and the grievances shall be processed as follows:

Step 1. By aggrieved employee and his foreperson with a committee per&on or steward, ir desired.

Step 2. By a committee person and the superintendent of the plant with the 8mplo)'88, If deslrad.

Step 3 By a member of the lntemaUonal Organization of the Union, the Grievance Committee and Management's representatives.

Step 4 By an arbitrator, mutually appointed or, faHing agreement after ten (10) days, (except aa mutually extended) appointed by lhe Provincial Minister of labour.

19.03 The parties hereto will each bear one-half of the compensation and expense of the arbitrator and of stenographic and secretarial expenses and rent

Appeals

19

19.04 Written Grievance Appeals shell be made within lhe lime lmlta indicated below or the Grievance ahal be c:onsldarad settled. Wrltlen Grievance answers ahatl be given within lhe time Omits Indicated below, or the Grievance may be appealed without answer. The time limits for lhe Grievance procedure shall be as follows:

Appeal to DIM Step1 3work davs Step2 3workdavs 5work davs Step3 Sworkdavs 10WOfkdavs Step4 10 work days -

19.05 Grievance committee peliOn and stewards shaH be allowed reasonable time off, upon receiving pennJssion from the foreperson to attend to the legitimate duties connect.:~ wllh processing of Grievances.

19.06 The Company will compensate committee person and stewards for authorized •Josa or time• spent on steps one and two only durtng &ehedutad working hours, provided H Is In reasonable amounts and frequenclel. The Company reserves the right to wlthho1d payment for "'oss or time• If It Is considered to be excessive or If it materially interferes with production.

19.07 If either patty to this Agraement has a poficy grievance, such grievances shall be Initiated at SCep 3. SUch a grievance may be submitted to arbltraUon In accordance with the terms above.

ARTICLE 20- DISCHARGES AND SUSPENSIONS

20.01 A claim by an employee who haa com~ted their probationary period that they have been unjustly discharged or suspended will be lraatad as a grievance It submitted within five (6) working days of Its occurrence. SUch grievance wtU be entered dlractly Into Step 3 of lha grievance procedure.

20.02 The Union Steward or othet designated representative at work on the shift at the plant Involved must be present when the Company discharges, suspends or Issues a written warning to en employee. An employee &hall be entiUed to such representation when Ule Company Issues a verbal wamlng if requested by the employee.

ARTICLE 21 - SAFElY AND HEALTH

21 .01 The COmpany and the Union will cooperate In their conUnulng objecUve to eliminate accidents and heallh hazards. The Company shall make reasonable provisions for the safety and heallh of Its employees at the plants durtng the hours or their employment. The COmpany. the Union, and the employees recognize their obUgations ooder the appropriate ProW1cial Safety and Health Legislation.

21.02 The Company will rapty in wrttJng withtn a reasonable period of tine to a wri1ten complaint regarding safety, health or environmental condltlons.

21.03 (a) The Company and the Union agn~e to maintain a Joint safety and Health

20

Committee consisting ol two employees selected by the Union and an equal number of Management representallvea selected by the Company.

(b) The Joint Committee will:

1. Make monthly Inspections of the plant, as waH as the lnspecUon or new processes and equlpmenl prior to Initial operation.

2. Meet regularty to discuss such safety and health matters which may be brought before It by either the Union or lhe Company. The parties may meet more often If necasaary, but not less than once every two months.

3. Investigate promptly aH acctdents Involving fatalities and disabling Injuries Involving or having potential for extended loss ol time and make recommendations for preventative actfon.

4. Prepare minutes of all meetings and reports of all Inspections.

(c) The Union Safety and Health Committee Chairperson, or their designate, shall be allowed reasonable time off, upon receiving pennlsalon from the foreparson, to &Hand to matters pertaining to safely and health In the plants.

21.04 The Company shall continua to provide safety training and orientation programs to employees, and new employees shall receive such training before baing put on theJr job.

21.05 (a) An employee shaD Immediately report unsafe equipment, conditions or practk:u to their supervisor who shall, In the presence of the Union's Safety and HeaJth Representatlve, Investigate and take steps to comtct the situation.

(b) If the employee Is not satisfied with the results of the lnveatigation, the Company shaD lmmedialaly notify a Ministry of Labour Inspector who shall Inspect the workplace and determine If a hazard stiU exfsls.

21.06 The Company agrees to provide the protacUve devices and other equipment necauary to safeguard employees from InJury In accordance with preva!Ung practices with lhe exception of safety shoes where such coverage Is mentioned elsewhere.

21.07 Where necessary the Company shall conduct In planl air sampUng, noise testing and hearing loas testing ~rams. The resulls of the air sampUng and noise lestlng wiD be made avaUable to the Loc:al Union.

21.08 The Company will compensate Safety end Health Committee members for Ume spent In the necessatY petfonnance for their duties.

21.09 The Company will keep the Local Union and employees Informed In writlng ol aP chemlc:al substances, solvents. compounds, etc. that are to be used tn the workplace. In addition, fnformaUon shal be provided on the safe handl;,g methods end actions to be taken If exposure occurs.

21

21.1 0 Where an employee Is employed In a remote area and may not ba able to secure close assislllnce, the Company shall devise some method of checking on the well baing or the employee at Interval& which are reasonable and practicable under the circumstances.

21.11 All shifts shall have at least one employee trained end certmed In First Ald. and the name shall be posted.

21.12 The Union Safely and Health Committee Chairman or their designate shall accompany a government lnspeclor on their tour of the plants.

21.13 1r an employee suffers a fatal accident while at work, the Company shall Immediately notlfy the President of the Local Union or their designate.

21.14 The Company will forward copies of aH government Inspection and Industrial hygiene reports to the Chairman of lhe Union Safety and Haalth Committee or their designate.

21.15 The Company wiD provide protective cJothfng, (coveralls) to Malntenence, Shipping (Summar and Winter), Filling FabrlcaUon, Production Welder, ?8400, PB800 and 8 & K Roll Form at no cost If It Is determined by the Safety Committee that their job causes unusual wear and tear or Is excessively dirty.

ARTICLE 22- SAFETY SHOES

22.01 EffectJva Febtusry 18, 2014 a Safely Shoe allowance of S15S.OO shall be providad once each calendar year to all employees who have comp1eled one year of Continuous Service.

ARTICLE 23- BULLETIN BOARDS

23.01 The Company agrees to provide the Union with a bulletin board In each plant for the purposes of posting Union notices and official papers. Notices will ba posted only by officers of the Union and will be In keeping with the spirit and Intent of this Agraemenl

ARnCLE 24- EARLY AND SAFE RETURN TO WORK

24.01 In the event of an employee sustaJnlng Injuries at work, or being affected by occupational disease during the course of their employment and sub&equenUy becoming handicapped and unable to perform their regular job as a result, every effort will be made by lhe Company and the Union to place them in a Job where their seniority and physical conditions would allow them to continue their employment

ARnCLE 25- PAY DAY

25.01 It is understood that for all hourly employees to raoeive their pay cheque on Thursday of the payday week, the payroll week shall Include the days Sunday through Saturday.

22

ARTICLE 26- UNION OFFICE

26.01 The Company wUI provide an office with a telephone for the purpose or Union business In the plant. The Union's Grievance, C.W.S., Incentive and Safety Committees will be provided with necessary, practical and reasonable facilities In order that they may carry oullhelr responslbiUUes outside the working hours.

ARTICLE 27 - PLANT CLOSING

27.01 Before the Company shall finally decide to close pennanenUy a departmenl of a plant. It shan give the Union, where practicable, advance written notification of Ita Intention. Such noUflcatlon &hall be given at least 90 days prior to the proposed closure date, and the Company will thereafter meet with appropriate Union Reprasantatlvnln order to provide them with an opportunity to discuss the Company"s proposed course of ecllon. Upon conclusion of such meeUngs, which In no event shall be lass than 30 days prior to the proposed d08Uf'8 or partial closure dale, the Company shall advise the Union or Its final decision. The final closure dacfsion shal be lhe exdusive func:tJon of the Company. This noUflcatJon provision shall not be interpreted to offset the Company's right to layoff or In any other way reduce or Increase the working force In accGfdence with Its presently existing right!.

ARTICLE28-SEVERANCEALLOWANCE

28.01 (a) Conditions of Allowance When In the sole judgement or the Company, It dacldes to dose permanenUy a plant or dlsconllnue perrnanenUy a deparlmant or a pant or substantial portion thereof and terminate the employment of Individuals, an employee whose employment Is terminated as a result thereof because they weren't entlUed to other employment with the Company pursuant to the provisions of Article 8 -SENIORITY of this Agreement, shaU be entiUed to a severance allowance In accordance with and subject to the following provtslons.

(b) EllglbUity SUch an employee, to be ellglble for a severance allowance, shaD have accumulaled 3 or mora years of continuous Company aervtce as computed In accordance with Article B - SENIORITY of thl& Agreement.

(c) Scale of Allowance An eligible Individual shall receive severance aUowance based on three (3) weeks pay per year of continuous company service.

(d) Calculation of Allowance A week's severance attowance shall be determined in accordance wllh the pnwlslons for cala.dation of vacation allowance as sat forth In Artlde 17-VACATIONS.

23

(e) Payment of Allowance and Termination Payment shaD be made In lump sum at the Uma of tennlnaUon. Acceptance of severance allowance shalltanntnate employment and continuous service for all purposes under tNs Agreement.

(f) Non-Duplication of Allowance Severance allowance shall not be duplicated for the same &&verance, whether the olher obligation arises by reason of contract, law or otherwise. If an individual is or shall become enUlled to any dlschalge, liquldalion, severance or dismissal alowance or payment or similar kind by reason of any law of canada or any or the provinces, districts or territortes thereof subject to Its jurisdiction, the total amount of such payments shall be deducted from the severance allowance to which the Individual may be entitled under thfa Article, or any payment made by the Company under thla ArUcle may be offset against such payments. Statutory unemployment compensaUon payment shall be excluded from the non-duplication provisions of this paragraph.

ARnCLE 29- COPIES OF AGREEMENT

29.01 The Company and the Union desire every employee to be famHiar with the provisions of thiS Agreement end their rtghl& and duties under lt. For this reason. the Company wid print the Agnlement and make available to the Union a copy for each employee.

ARTICLE 30- DURATION OF AGREEMENT

30.01 The terms and conditions of this Agreement shall remain in effecl rmtil midnight February 15,2017.

30.02 On or before ninety (90) days prior to the expiration of lhls Agreement. on February 15, 2014 either party may give written notice to the other party of Its daalre to negotiate a new agreement Wllhln ten (10) days after racelpt of such noUce at a time and place mutually agreed upon. the parUaa shall meet for the purpose of negoUating the terms and condlUons of a new Agreement

30.03 Any written notices as provided by thls ArUcle shall be given by registered maH.

ARTICLE 31 - LETTERS OF UNDERSTANDING

31.01 Any letters of understanding In effect on the date of signing of lhls Agreement shan remain In effect unUI modified or canceUed by mutual agreement

IN WITNESS WH!RI!OF, the partial hereto have cauled lhll Agntement lo be eucuted by U.lr duly aulhafCrBd repmanllllv8l th11211f day of Julv Wf.

UNITED SI'EELWORKERB On bal.rt of I.DGII4014

For 1he Union

2S

JobCin•

2

3 4

5 6

7

8

9

10

11

12

13

14

16

16

0 Night Shift Third Sh1fl

APPENDIX A

WAGE SCHEDULE

EFFECTIVE February 16, 2006

This 18 the wages (01' the Guelph Union Negotiated Augu$1 2011

Feb18 2014 Feb 18 2015 Feb 162018

2% 2% 2%

$20.96 $21.28 $21.70

21.20 21.82 22.05

21.82 22.08 22.50

22.00 22.44 22.89

22.39 22.84 23.29

22.74 23.19 23.65

23.09 23.55 24.03

23.47 23.94 24.42

23.88 24.33 24.82

24.23 24.71 25.20

24.57 25.06 25.56

24.97 25.47 25.98

2533 25.83 26.35

25.72 26.24 28.76

26.11 26.63 27.17

28.89 27.42 27.97

$0.68 $0.88 $0.66

$0.76 $0.76 $0.76

26

APPENDIXB COST OF UVING ADJUSTMENT

For the purposes of this Agreement:

1. ·consumer Price Index" refers to the Consumer Price Index, canada, an Items (1981 = 100) published by Slalfatlcs Cenada.

2. "Consumer Price Index Base" refers to the Consumer Prtce Index for the month of November 1983.

3. •Adjustment Date" are April 1, July 1, October 1 of 2006; January 1, Aprtl1, July 1 and Oclober 1 of 2007; January 1, April1, Ju1y 1 and October 1 of 2008 and January 1, 2009.

4. "Change In the COnsumer Price Index" Is defined as the difference between (I) The Consumer Prke Index Base and (II) The Consumer Prk:e Index for the second calendar month next

preceding the month In which the applicable Adjustment Date fds. 5. "Cost of Living Adjustmenr Ia calculated as below and will be payable for the three

month period commencing with each Adjustment Data. 6. Effectiwt on each Adjustment Date, a Cost of living Adjustment equa1 to 1 cent per hour

for each full .3 of a point change In the Consumer Price Index shall become payable for hours paid. Cola payments shaU not be Included for purposes of calculating Incentive earnings.

7. Should the ·consumer Price Index. In Its praaant form and on the aame basis become unavailable, the parties shan attempt to adjust thi& section or, if agraament Is not reached, request Statistics canada to provide the appropriate conversion or adjustment which ahaU be applicable as of the appropriate adjustment data and thereafter. The purpose or such conversion shall be to produce as nearly as possible lha same ra&ult as would have been achieved using the Index In Its present form.

8. If the Consumer Price Index fals below the Consumer Prtca 1ndax Base, there shaH be no Cost of Uvlng Adjustment.

9. For the purposes of this Agreement, the following Is the adjustment Schedule:

Adjustment Date

April1, 2006 July 1, 2006 October 1, 2006 January 1. 2007 April 1, 2007 July 1, 2007 October 1, 2007 January 1, 2008 April1, 2008 July 1. 2008 October 1, 2008 January 1. 2009

Applicable Month

Fabrualy 2006 May2008 August2006 November 2006 February 2007 May2007 August2007 November 2007 February 2008 May2008 August2008 November 2008

21

ARMTEC GROUP REGISTERED SAVINGS PLAN

The following fs a summary. ComJ:Jiete details or the plan are contained In separate packages which form part of the Collective Agreement.

AT A GLANCE SUMMARY

PART A

The Company shaH contribute Into the Anntec Group RRSP each month on behalf of each member at the following percentages of Gross Earnings:

Years of Serylce 0.1 1-5 6-10 11-20 20+

PABTB

% 0 3% 4% 5% 6%

The Company will contribute twenty-five (25%) percent of each member's personal contribution into the Plan up to a maximum member contribution or five (5%) percent of Gross Earnings. (This equates to an additional maxJmun contribution by the Company of one and one-quarter (1.25%) percent of Gross Earnings)

28

b n

0 0

BETWEEN:

AND:

LErT1iR OF UNDERSTANDING 11

A/lilTS: LTD.

UNITl!D STSLWORKERS ~14014)

RE: GRANDFATHMING PIECE WORK BONUS

II II l.lt'ltlnlood thtlt lhol8 ~ who WM grandlalherad to receive and eutrently trJI:1IIw piece WOtk bonus w/Jt continue fD l'flc:fllve IUdJ bOnUs lor lhe duration of rhla cdlttctlve ~~grHmsnl.

FOR THE COMPANY: FOR THE UNION:

r

I b

0

CD

BETWEI!N:

AND:

R~: EVA PAYOUT

LBTrER OF UNDEIJSTANDING 12

ARMTZC LTD.

UN!reD STeLWORKSfS (l.ocai4D64)

NotwiiiJilandin the~ ptDCtJdure contained In the Compan~ EVA lm:8ntlllfl plan, for the tetm of lhS t»>lffctive egi'Hiflent, the Company Ia pteparad to otter the folbwlng g&Jal8ltiN: l!mployNs wll be pllld • gueiBIJieed mWmum being 1M llfll81111 ol the EVA JMYDul ot th8 amount lhllt WDUifve been pllld,.,., the old EFO p/MI.

FOR THE COMPANY: FOR THE UNION;