.. ' .

COLLECTIVE AGREEMENT

BETWEEN

MAR 0 1 2012 COLLECTIVE BARGAINING INFORMATION SERVICES

CHRISTIE DIGITAL SYSTEMS CANADA INC. (HEREINAFTER REFERRED TO AS THE COMPANY)

AND

LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS -A.F.L.- C.I.O.- C.L.C. (HEREINAFTER REFERRED TO AS THE UNION)

Ministry of Labour Dispute Resolution Services Collective Bargaining Information Services

File No.: ~~4- 002.0- l4

Cert. File:

Cert Date:

Total Emps.: 2+4 Effective Date: OCi. 01 I 2.0\0

Expiry Date: sePT. ~o, 1014 Received From: Union: ci Empl.: 0 Other. 0 Processed by: J. &'ata

-·,· Mat C.\-\' 00.. 1.0\t.

TABLE OF CONTENTS

ARTICLE PAGE

ARTICLE I PURPOSE 4

ARTICLE 2 RECOGNITION 4

ARTICLE 3 PRODUCTION WORK 4

ARTICLE 4 UNION SECURITY 5

ARTICLE 5 UNION REPRESENTATION 5

ARTICLE 6 DISCRIMINATION 7

ARTICLE 7 MANAGEMENT RIGHTS 7

ARTICLE 8 SENIORITY PROBATIONARY PERIOD 8

ARTICLE 9 MAINTENANCE AND ACCUMULATION OF SENIORITY 8

ARTICLE 10 LOSS OF SENIORITY 10

ARTICLE 11 LAYOFFS AND RECALLS 10

ARTICLE 12 PROMOTIONS, DEMOTIONS AND TRANSFERS 12

ARTICLE 13 TRANSFERS IN AND OUT OF THE BARGAINING UNIT 14

ARTICLE 14 PAID HOLIDAYS 14

ARTICLE 15 VACATIONS WITH PAY 15

ARTICLE 16BEREAVEMENT PAY 17

ARTICLE 17 JURY PAY 18

ARTICLE 18PAYMENTONDAYOFINJURY 18

ARTICLE 19 BLOOD DONORS 18

ARTICLE 20 GRIEVANCE PROCEDURE 18

ARTICLE 21 ARBITRATION 20

ARTICLE 22 STRIKES AND LOCKOUTS 21

ARTICLE 23 POSTING OF NOTICES 21

..

Ill

ARTICLE 24 HOURS OF WORK 22

ARTICLE 25 REST PERIODS 23

ARTICLE 26 OVERTIME 23

ARTICLE 27 CALL IN EMERGENCY WORK 24

ARTICLE 28 REPORTING FOR WORK ALLOWANCE 24

ARTICLE 29 BENEFITS 24

ARTICLE 30 SAFETY 25

ARTICLE 31 LABOUR MANAGEMENT COMMITTEE 26

ARTICLE 32 TECHNOLOGICAL CHANGE 26

ARTICLE 33 DISCHARGE OR DISCIPLINE 26

ARTICLE 34 JOB CLASSIFICATION 27

ARTICLE 35 WAGES 27

ARTICLE 36 LEAVE OF ABSENCE 28

ARTICLE 37 ACCESS TO PERSONNEL FILES 29

ARTICLE 38 SAVINGS CLAUSE 29

ARTICLE 39 TERMINATION AND MODIFICATION 30

LETTER OF UNDERSTANDING # 1 WEEKEND SHIFT 31

LETTER OF UNDERSTANDING# 2 RRSP CONTRIBUTION 35

LETTER OF UNDERSTANDING# 3 MERGING OF CLASSIFICATIONS 37

APPENDIX A SCHEDULE OF HOURLY WAGE RATES 38

APPENDIX B INDEX OF JOB CLASSIFICATIONS 39

APPENDIX C BENEFITS SUMMARY 40

APPENDIX D RECALL FORM 44

2

.. ARTICLE 1 PURPOSE

1.01 It is the purpose of this Agreement to provide for the terms and conditions of employment of the Company's employees and to promote and improve industrial and economic relations between the parties hereto.

1.02 It is further understood that the purpose of this Agreement is to provide orderly collective bargaining relations between the Company and its employees represented by the Union, to secure prompt and equitable disposition of grievances and to maintain mutually satisfactory hours, wages and working conditions. Furthermore it is mutually understood and agreed that any action, which is instituted for the purpose of defeating or circumventing the intent and purpose of this Agreement, will not be condoned by either of the parties' signatory hereto.

1.03 The Company and the Union recognize that establishing and maintaining an open and constructive dialogue on relationship issues results in a win-win situation for all parties. To this end both parties are committed to ensuring Shared Values Principles and the Mutual Gains dialogue procedures are followed and adhered to enthusiastically.

ARTICLE2 RECOGNITION

2.01 The Company recognizes the Union as the sole Collective Bargaining Agent for all its employees at its Kitchener plant save and except supervisory, those above the rank of supervisor, salaried professional, technical, sales, office, clerical, and administrative staff and persons regularly employed for not more than sixteen (16) hours per week. If the Company expands or relocates it operation, it will recognize the Union as the sole Collective Bargaining Agent for the employees in the cities of Kitchener, Guelph, Cambridge, and Waterloo who are performing the same work as at the Kitchener plant.

2.02 The employer will pay an amount equivalent to Union dues for those employees outlined in Article 2.01 who are regularly employed for not more than sixteen (16) hours per week.

ARTICLE3 PRODUCTION WORK

3.01 It is agreed that employees of the Company who are excluded from the terms and conditions of this Agreement shall not perform any work which is normally performed by employees covered by this Agreement except in cases of emergencies, instructing employees, when it is necessary to work out new processes and experiment with new materials, and the taking of inventory for audit purposes when employees directly associated shall not be laid off as a result of such inventory taking.

The foregoing does not apply to persons regularly employed for sixteen (16) hours per week or less.

3

ARTICLE4 UNION SECURITY

4.01 Employees who are covered by the terms of this Agreement shall become members of the ·Union and maintain their membership in the Union for the duration of the Agreement.

4.02 The Company agrees to deduct, each pay, from the wages of all employees in the Bargaining Unit, Union dues as directed by the Union from time to time. The Company also agrees to deduct and remit an amount equivalent to the Union initiation fee from each new employee on the first pay period of employment.

4.03 The Union shall notify the Company, in writing, of the amount of such dues to be deducted under this section and, provide at least thirty (30) days written notice of any changes in the amounts thereof that may be directed from time to time.

4.04 The Company shall forward these deductions to the Union once each month, together with an alphabetical listing of names showing:

a) the amount deducted from each employee;

b) the total amount of dues deducted to date from each individual employee;

c) all information used to determine this deduction - including but not limited to: the employee's regular hourly rate; gross weekly earnings and; overtime.

4.05 Such remittances will be forwarded to the Union so that they are received not later than the fifteenth (15th) day of the month following the month in which the dues have been deducted.

4.06 Payroll deductions will not include any fines. Union dues will be included on the employee's T4 slip (for income tax purposes).

4.07 Any employee who is expelled from membership in the Union may continue in the employment of the Company provided the payment of monthly Union dues continues.

4.08 In consideration of the deduction and forwarding of Union dues by the Company, the Union agrees to indemnify and save harmless the Company against any claim or liability arising out of, or resulting from, the collection and forwarding of regular Union dues or Union initiation fees.

ARTICLES UNION REPRESENTATION

The Company will recognize the following representatives of the Union who will be charged with the duties and responsibilities listed or noted herein:

A Union Negotiating Committee with membership determined by the following formula: Two (2) representatives for thirty-five (35) employees with one (1) additional representative for each additional fifty (50) employees to a maximum of six (6) members, (the Union will attempt to have representation from business areas of the Plant) plus the Local Union Business Representative or appointed representative and/or an International Representative for the purpose of Collective Bargaining. Employees designated as members of the Negotiating Committee who are required to attend negotiating meetings with representatives of the Company, excluding conciliation, during regular working hours shall be paid at their regular rate for time so spent.

4

b) A Union Grievance Committee who shall be responsible for dealing with grievances in accordance with the grievance procedure under Article 20.

This committee shall be composed of:

Unit Chair Steward Full-time Local Union Business Representative

c) A Labour-Management Committee and duly appointed Union Officers as set out in Article 31.

d) Union Stewards who are appointed or elected by the Union. To be eligible for appointment or election as a Steward an employee must have fulfilled their probationary period. One (1) steward may be appointed to represent every group of fifty (50) employees on the each shift. The Union shall be permitted to have alternate Stewards for each shift to cover absences. Union Stewards shall be responsible for the investigation and processing of grievances in accordance with the Grievance Procedure under Article 20, and for attending to other matters covered by this Agreement.

5.02 The Company will arrange to introduce new employees to the Stewards and Unit Chair on their first day of employment or as soon thereafter as possible. It is understood that the Unit Chair and Union Stewards have regular duties to perform in connection with their employment with the Company. It is also understood that these individuals have the right to spend a reasonable amount of time to investigate and process grievances and to attend to other matters covered by this Agreement.

Before leaving their regular duties to perform the function of a Unit Chair or Steward, they will first obtain permission from their immediate supervisor or delegate, and shall report back when returning to their normal place of work. Before entering an area, not under their immediate supervisor, the employee must obtain permission from the supervisor in charge or delegate. In both of the above instances this permission shall not be unreasonably withheld.

5.03 The Company shall compensate the Unit Chair and Stewards for the time spent during their working hours, which are necessary for the investigation or processing of grievances, excluding arbitration.

5.04 The Local Union Business Representative, or appointed representative, may have access to the Company plants during working hours providing prior arrangements have been made with the Vice President of HR or designate.

5.05 The Union Executive Committee shall be granted one half (1/2) hour leave each month for the purpose of formulating an agenda for the Labour Management Meeting, and fifteen (15) minutes immediately prior to the meeting.

5.06. The company will issue regular pay cheques to employees absent on approved Union Business. Upon receipt of an invoice, the Union will reimburse the Company with the actual wage cost incurred for such leave.

5:07 The Company shall provide adequate office facilities for the use of Union Officials for the discharge of their duties during the period of this Agreement.

5

5.08 The Company shall provide the Unit Chairperson up to eight (8) hours of paid time per week at their regular hourly rate of pay to perform Union business on behalf of the Company and the Union. Should additional time be required, the Unit Chairperson will make arrangements with the Vice President of Human Resources. In order to accommodate this time, the Company and the Union may mutually agree to alter the starting and stopping times and/or the job duties of Unit Chairperson.

ARTICLE6 DISCRIMINATION

6.01 There shall be no discrimination or intimidation by any Company representative against any Union Representative (officers and stewards) during the course of their duties.

6.02 There shall be no discrimination or intimidation by Union Representatives (officers and stewards) against any member or members of Management in the fulfillment of their duties.

6.03 No employees shall be intimidated or disciplined for exercising their rights as provided by this Agreement.

6.04 Both the Employer and the Union recognize their respective responsibilities under the Ontario Human Rights Code and any other similar statutory requirement. Both parties hereby reaffirm their commitment not to discriminate in any manner relating to employment on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, age, marital status, family status or disability.

6.05 The Employer agrees that they will not in any manner object to any employee being, or becoming a member of the Union, and will not in any manner interfere with nor discriminate against any employee because of his membership or proposed membership in the Union. The employees will not in any manner interfere with, nor attempt to limit, the right of Employers or the rights of any duly authorized officer acting for the Employers.

6.06 The Union and the Employer agree that no employee shall be subject to sexual harassment and agree to take such actions as necessary to assure that this purpose is achieved. Sexual harassment is as defined by the Ontario Human Rights Code.

ARTICLE7 MANAGEMENT RIGHTS

7.01 It is recognized that subject to the terms of this Agreement the management of the plant and direction of the working forces are fixed exclusively in the Company which maintains all of the rights and responsibilities of management not specifically modified by this Agreement and such rights shall not be exercised in a manner which is inconsistent with the terms of this Agreement. The exercise of such right shall include:

a) The right to hire, assign, increase and/or decrease the working forces, promote, demote and transfer employees.

b) The determination of: the number and location of plants, the product to be manufactured, the methods of manufacturing, schedules of production, kinds and location of machines and tools

6

• to be used, processes of manufacturing and assembling, the engineering and design of its products, and the control of materials and parts to be incorporated in the products produced.

c) The making and enforcing of reasonable rules and regulations relating to discipline, safety and general conduct of the employees and to discharge, suspend or otherwise discipline employees for just cause. Any dismissed employee shall have the right to review their disciplinary records with the Human Resources Department if the employee so desires.

d) To maintain order and efficiency in all of the operations of the Company.

ARTICLES SENIORITY- PROBATIONARY PERIOD

8.01 New employees shall be considered probationary until they have accumulated fifty (50) worked days in a twelve (12) month period. The probationary period may be extended by mutual agreement of both the Company and the Union.

8.02 No seniority rights shall be recognized among probationary employees and such employees shall be considered as being employed on a trial basis and may be terminated or laid-off without recall rights at the discretion of the Company, as long as such termination and/or lay off is not arbitrary, discriminatory or in bad faith.

8.03 After an employee has accumulated the necessary worked days, as noted above in a twelve (12) month period, the seniority date shall be fifty (50) workdays prior to the date of completion of the necessary worked days.

8.04 The Company shall post up-to-date seniority lists once every three (3) months. A copy of such lists shall be supplied to the local Union Office and the Unit Chair.

Management shall keep the master seniority records up-to-date and whenever the Local Union Business Representative, or appointed representative, raises a question of seniority, shall make the records available for inspection for the purpose of settling the question.

ARTICLE9 MAINTENANCE AND ACCUMULATION OF SENIORITY

9.01 Employees shall maintain and accumulate seniority when absent from work under the following conditions:

a) During a leave of absence granted by the Company up to but not exceeding thirty (30) calendar days. Seniority accumulation during this absence is not credited until the employee returns to work.

b) During periods of absence due to non-occupational accident or sickness - one month for each month of seniority, at the time of absence, to a maximum of sixty (60) months. The employee must be deemed physically fit by a medical doctor. The assignment of a medical doctor is to be mutually agreed between the Union and the Company.

c) During periods of layoff - one month for each month of seniority, at the time of layoff, to a maximum of twenty-four (24) months.

7

d) During periods of absence resulting from an approved claim under the Workers Safety and Insurance Board Act. Seniority shall cease no less than twenty-four (24) months from the original date of injury or once the employee is placed in the Labour Market Re-entry Program as prescribed under the Workplace Safety and Insurance Board Act of Ontario, whichever provides the greater right or benefit.

e) During a leave of absence granted by the Company for the purpose of discharging the office of full time Union Representative as outlined in 36.03 -One month for each month of seniority, at the time of absence, to a maximum of forty-eight (48) months. Seniority accumulation during this absence is not credited until the employee returns to work.

f) During periods of absence under Articles 15, 16, & 17.

g) During periods of employment up to twelve (12) months with the Company in classifications not covered in the Bargaining Unit (as per Article 13).

h) While absent on pregnancy/parental leave as provided under the Employment Standards Act of Ontario.

9.02 Employees shall maintain seniority with no seniority accumulation during the period of absence beyond thirty (30) calendar days of a leave of absence, granted by the Company as per Article 36.01

9:03 Employees returning to work from a non-occupational sickness or illness will adhere to the following:

a) If an employee returns from absence due to non-occupational sickness or injury within sixteen (16) scheduled workweeks, they shall be reinstated to their former job provided it exists, subject to capabilities and health.

b) In the case of an absence which exceeds sixteen (16) scheduled work weeks or the job no longer exists they shall be reinstated to their former job classification subject to capabilities, health and seniority.

c) It is understood that the employee is required to give one (1) week's notice prior to the expected date of return if absence is four (4) weeks or more.

d) If an employee is unable to perform their former job classification they shall be relocated in a similar job grade subject to capabilities, health and seniority.

e) If an employee returns and is placed on a lower classification due to temporary medical restrictions, the employee shall be returned to their former job classification, when the restrictions are lifted, subject to capabilities, health and seniority.

In all such circumstances outlined under article 9.03, the Company, the Union and the Employee will comply with their obligations outlined under the Ontario Human Rights Code when accommodating an employee.

8

ARTICLE 10 LOSS OF SENIORITY

1 0.0 I An employee loses all seniority when:

a) They are discharged for just cause and not subsequently reinstated through the grievance or arbitration procedure.

b) They resign or are absent for three (3) consecutive workdays without notifying the Company unless the employee is able to provide the Company with a satisfactory reason for failure to notify the Company.

c) The employee fails to advise the Company within two (2) working days of the intention to report for work after being so notified by the Company following layoff, unless due to illness or other legitimate reason.

d) The employee fails to report for work following layoff, within seven calendar days of the date work is available, unless due to illness or other legitimate reason. Should employees be needed because of production requirements prior to the seven (7) calendar day period, but not be available immediately, the Company reserves the right to recall less senior employees temporarily, but these employees will be replaced by more senior employees should they report to work within the required period.

e) The employee fails to report back to work after the expiration of the term of a leave of absence; unless the employee is able to provide the Company with a satisfactory reason for failure to report back to work.

f) The schedule of seniority protection as per 9.01 b), c), d) or e) is exceeded.

g) The employee becomes employed by another Company when under seniority protection as per 9.01 b) or d).

h) The employee is permanently disabled and is not subsequently re-employed by the Company within the time limits of seniority protection under section 9.01 b).

I 0.02 It is understood that an employee who loses seniority shall be terminated.

ARTICLE 11 LAYOFFS AND RECALLS

11.0 I The Company will do everything practicable to mm1m1ze layoffs and temporary reductions. All cases of layoff will be discussed with the Unit Chairperson as far in advance as possible and a listing will be given to him/her of the number of employees from each shift and grade to be laid off. Notice to employees of layoff will be in accordance with the Employment Standards Act and will apply to employees subsequently affected by the bumping process.

The provision of pay in lieu of layoff notice shall not apply in the event of fire, lightning, storm, flood, power failure, or other causes such as strikes and work stoppages in connection with labour disputes.

9

.. 11.02 In the event of layoff or recall, seniority shall prevail, providing the senior employee has the required qualifications to perform the work. For clarification, the qualifications are defined under letter of understanding# 3. No seniority employee shall be laid off until all probationary, temporary or contract employees are first laid off provided the senior employee has the qualifications to do the work.

For the purposes of this Article employees shall be laid off and recalled by Grade (A, Band C.)

11.03 In event of a layoff the following procedure shall take place:

a) The Company shall declare how many employees from each shift and Grade shall be declared surplus.

b) Should any of the surplus employees have bumping rights, those rights will be exercised as follows:

i) any surplus employee(s) in Grade C shall displace a more junior employee in the same Grade on an opposite shift.

ii) failing i) the surplus employee(s) shall displace a Grade B or Grade A employee on same shift.

iii) failing ii) the surplus employee(s) shall displace a Grade B or Grade A employee on an opposite shift of the employee's choice subject to their seniority rights.

iv) failing iii) the surplus employee(s) shall be placed on layoff to await recall.

c) the same process as above shall then be applied to the surplus Grade B employees. Once that process is complete, the same process shall then be applied to the surplus Grade A employees.

11.04 This will not restrict the right of any employee who has the necessary qualifications from exercising his seniority rights to acquire a job in a higher Grade.

11.05 Employees reclassified under this provision shall be paid in accordance with Article 12.02.

11.06 Employees are permitted to take layoff at any step of the layoff procedure in lieu of exercising their seniority rights with the understanding that they must then await recall as provided for in the recall procedure.

11.07 The affected employees shall be shown their options by the Company and shall be required to declare their choice at that time; however, no movement will take place until the appropriate notice period has expired.

11.08 The following outlines the procedure and conditions for recall:

a) Employees who are on layoff shall be recalled in the reverse order of seniority to the highest job grade held prior to date of layoff or to a lower job grade if a signed recall form is on file. (Recall Form - Appendix "D"). The period of recall rights shall be in accordance with 9.0lc). Such return shall be subject to the employee having the necessary qualifications.

10

b) The procedure for recalling an employee shall be by telephone and confirmed by registered mail to the employee's last address on record with the Company. It is the responsibility of each employee to notifY the Company of any change of address. The limits related to notification to the Company and reporting to work limits are as set out in Loss of Seniority 10.01 c) and d).

c) Employees who exercised their seniority rights to fill a job in a lower grade shall be recalled to the job grade held at the time of reduction or to all grades up to their original grade. The opportunity to return to a higher job grade shall be retained for a period of time equal to one (1) month for each month of seniority as of the date of reduction to a maximum of thirty- six (36) months.

d) If a recall to a grade is made to a position expected to last more than five (5) days and the employee refuses the opportunity, the refusal will be recorded and the opportunity will not be repeated.

e) Recall Guidelines - When the Company has requirements for additional employees, all vacant job classifications created are to be filled first by recalling employees who have the necessary qualifications.

11.09 Normal rules of seniority shall not apply during a temporary reduction in operations. A temporary reduction in operations shall be defined as any forty ( 40) regular working hours within a calendar month to a maximum of eighty (80) regular working hours per calendar year. In this regard reductions of less than four (4) hours shall be recorded as four (4) hours and reductions of more than four ( 4) hours but less than eight (8) shall be recorded as eight (8) hours. After the forty ( 40) or eighty (80) hours have been exhausted, a meeting will be held with the Union to determine if the temporary reduction may be continued or whether a reduction in the work force according to seniority shall be made. The Unit Chair will not be subject to temporary reductions provided there is work available in the plant for which he/she has the skill and ability to perform.

The parties mutually recognize the desirability of minimizing wherever possible, the hardships caused by temporary reductions in the work force.

In this regard the Company agrees that when temporary reductions in work force are necessary efforts will be made to locate alternative employment for employees so affected or to locate employees who wish to accept layoffvo1untarily.

11.10 The Unit Chair shall be deemed to have top seniority except for when he/she is appointed/elected by the Union less than three (3) months before a layoff or reduction, which would normally affect him/her.

ARTICLE 12 PROMOTIONS, DEMOTIONS, TRANSFERS

12.01 In the case of promotion, demotion or transfers of employees, seniority shall be the governing factor, where ability and performance are relatively equal between two or more employees.

II

The foregoing shall not apply to temporary classification vacancies whose duration is for a period not to exceed a maximum of five ( 5) working days. In the case of vacancies caused by the absence of employees for sickness, injuries, vacation, approved leaves of absence, when the duration of such absences is to exceed five (5) working days, a temporary transfer may be extended by mutual agreement between the Company and the Union. Such temporary transfers shall not be considered as proving ability on the job concerned. At the conclusion of the temporary transfer, the job will be subject to the recall or job posting provisions.

The Company may transfer an employee to a position on an opposite shift for a maximum of five (5) working days in a calendar year. This five (5) day period may be extended by mutual agreement between the Company and the Union. An employee required to transfer to a position on the opposite shift must receive a minimum of five (5) working days notice prior to being transferred.

12.02 An employee transferred for a period of more than five (5) working days, shall be paid:

a) when transferred to a job in the same job grade- no change, in regular hourly wage rate;

b) when promoted to a higher job grade - at least the next highest rate above his current regular hourly wage rate;

c) when demoted to a lower job grade- the regular hourly wage rate for the new job grade, which is nearest his current regular hourly wage rate.

12.03 An employee exercising seniority rights to obtain a transfer or an employee accepting a transfer to an open job as an alternative to layoff shall be paid in accordance with 12.02 above.

12.04 Any change in regular hourly wage rate resulting from transfers as referred to in 12.02 b) and c) and 12.03 will become effective as of the first full day of the transfer. Credit under the automatic rate progression schedule shall date from the start of the pay period following this date of transfer.

12.05 In the case of transfers lasting for a period of five (5) working days or less, no change in regular hourly wage rate shall be made when such transfer is to a job in the same or lower job grade. Employees transferred to a higher job grade shall be paid at least the next highest rate above the employee's current regular hourly wage rate. Upon the completion of this transfer the employee will revert to their former job and receive the final regular hourly wage rate paid prior to the transfer.

Credits under the automatic rate progression schedule (35.01) shall continue to accrue while an employee is on a transfer lasting for a period of five (5) working days or less and any necessary adjustments in regular hourly wage rate on the original job will be effective on return to the original job.

Employees shall accumulate and be credited with time spent in the higher job grade under the automatic rate progression schedule for the higher job grade.

12.06 The Company will post all bargaining unit vacant positions for three (3) working days, subject to 12.07 below. In addition, vacancies shall be emailed to all bargaining unit employees. Notices will include job grades and hours of work.

12

Applicants for posted job vacancies will only be considered from seniority employees who provide information in writing as to their qualifications and experience. Such applications will be submitted to the Human Resources department in the required time frame and be accompanied with an up-to-date resume and cover letter. Employees are entitled to receive a copy of the submitted job application upon request. Should interviews be conducted, at least the two (2) most senior applicants shall be interviewed and all other applicants will be advised by way of email of the successful applicant within ten (10) working days of the closing of the job posting.

Employees shall be paid the wage rate of the new position the date they are transferred to the new position or fourteen (14) calendar days after they are notified that they were the successful applicant, whichever is earlier.

12.07 The posting of job vacancies shall not apply to:

a) Classifications filled by persons on recall

b) Temporary Classification vacancies

12.08 An employee obtaining a transfer through job posting, who fails to meet a satisfactory standard of performance within a reasonable length of time, will be taken off the job. He/she may then:

a) return to his/her former job, providing it has not been filled;

b) if a) is not possible be offered an open job in his/her previous or lower grade, providing there is evidence of previous satisfactory experience, or the necessary qualifications to apply for the job if it were to be posted.

c) may be laid off without further recourse to await an opportunity to return under a) or b) above.

ARTICLE 13 TRANSFERS IN AND OUT OF THE BARGAINING UNIT

13.01 Whenever an employee who is covered by this Agreement transfers to a position outside the Bargaining Unit the employee shall retain the seniority which he/she enjoyed up to the time of transfer out of the Bargaining Unit and he/she shall accumulate seniority credit for the time spent outside the Bargaining Unit up to a maximum period of twelve (12) months. In the event that the employee transfers back into the Bargaining Unit, either at his/her or the Company's request they will be immediately credited with the seniority held at the time of transfer out of the Bargaining Unit or twelve (12) months, whichever is the lesser. After the employee has been back in the Bargaining Unit twelve (12) months, he/she shall be credited with their total seniority, accumulated in accordance with the above. If the employee has been out of the Bargaining Unit for more than twelve (12) months they shall lose their total seniority.

13

ARTICLE 14 PAID HOLIDAYS

14.01 All employees shall be paid for the holidays as listed below at ten (10) or eight (8) times their current regular hourly wage rates where applicable. The schedule of statutory holidays and the dates that they shall be observed is outlined in Appendix E. Any changes to the day that the statutory holiday is observed shall be mutually agreed between the Company and the Union.

Thanksgiving Day Victoria Day Boxing Day Labour Day

Good Friday Christmas Day Civic Holiday New Year's Day

December 24 Canada Day December 31 Family Day

The Company will grant where practical and within production requirements, leave of absence without pay for employees requesting such on Remembrance Day.

The Company will not require employees to take an additional day off when a paid holiday falls in an employee's approved vacation period.

14.02 It is agreed that days absent for jury duty and paid as set out in 17.01 and days absent for bereavement and paid as set out in 16.01 shall be considered as days worked by employees for the purposes of qualifying for paid holiday payment. It is further agreed that employees laid off between Boxing Day and New Year's Day will be paid for December 31st and New Year's Day provided they qualify for December 24th, Christmas Day and Boxing Day as per 14.01 and further provided they return to work when scheduled to return after layoff unless such failure to return is due to illness or other legitimate reasons.

It is agreed that days absent due to layoff within fourteen ( 14) calendar days of a paid holiday shall be considered as days worked by employees for purposes of qualifying for a paid holiday provided they return to work when scheduled and this return to work is within fourteen (14) calendar days of the paid holiday. Only upon return to work shall the employee be paid for the paid holiday.

14.03 When one of the above specified holidays falls in an employee's approved vacation period, the employee will be paid for such holiday and given an additional day off.

14.04 It is recognized that certain employees have regular normal hours less than ten (1 0) hours per day and, therefore, these employees will enjoy paid holiday benefits in proportion to their regular normal daily hours rather than the ten (10) hours referred to above. (i.e. employees working an eight (8) hour shift, shall receive eight (8) hours pay for a paid holiday.)

ARTICLE 15 VACATIONS WITH PAY

The following vacations with pay shall be granted to employees. For the purposes of calculating vacation pay, gross earnings shall be calculated on the basis of the vacation year, July 1 to June 30. The gross earnings shall include the total of all amounts paid for actual hours worked including overtime and shift premiums and also including payments received for vacation pay, paid holidays, jury duty, reporting allowance, call-in pay, day of injury and bereavement.

14

Vacation Entitlement Schedule as at July 1st

Years of Service Vacation Time Entitlement Vacation Pay Entitlement 0- 12 months Prorated based on hours worked 4% of gross earnings 1-2 years 80 hours vacation (8 days) 4% of gross earnings 3-10 years 120 hours vacation (12 days) 6% of gross earnings 11- 18 years 160 hours vacation ( 16 days) 8% of gross earnings 19-29 years 200 hours vacation (20 days) 10% of gross earnings 30 +years 240 hours vacation (24 days) 12% of gross earnings

b) Employees reaching their 3rd, 11th, 19th, 25th and 30th year of seniority with the Company in the vacation year, shall be permitted to take the added vacation after their anniversary date with pay calculated as per the schedule above. In the twenty-fifth (25th) year only, employees shall receive two hundred and forty (240) hours vacation with pay calculated at 12% of gross earnings.

Payroll Department to initiate payout of vacation moneys when an employee reaches the anniversary date of 3rd, 11th, 19th, 25th and 30th year of seniority with the Company. The payment will be made on the pay week following the actual anniversary date.

c) Regular hourly wage rates for purposes of vacation pay calculation shall mean the employee's regular hourly wage rate in effect at June 30 of the qualifying year.

15.02 All vacations must be taken within the current vacation year (i.e. they must be taken during the twelve (12) month period starting July 1 ).

15.03 In all cases extra vacation time shall be taken at a time which is mutually convenient for the Company and the employee. Employees wishing to exercise their seniority rights for the purpose of signing vacation for the period July 1st to June 30th are required to submit their requests between the last Monday in January and the second Friday in February. Management will ensure that seniority is recognized for vacation requests submitted during that time period. Should there be any conflicts for vacation submitted during that time period, the employer will address and correct those prior to posting the vacation schedule. The approved vacation schedule will be posted on or before the last Friday in February in each year indicating committed dates. If a conflict of vacation period occurs preference shall be given to the employee with greater seniority.

Each employee shall have the opportunity to sign two (2) weeks' vacation on the initial vacation signing either in one two week allotment or two one week allotments. This signing shall be based on seniority as noted above. A maximum of twenty percent (20%) of employees in each of the work areas shall be granted vacation in any one-week period. The work areas shall be mutually agreed between the Union and the Company by the second Friday in January of each year and employees shall be notified of the work areas prior to the last Monday in January.

After the last Friday in February, any vacation periods requested shall be scheduled in order of their receipt. There shall be no vacation submissions accepted between the second Friday in February and the last Friday in February while the employer is developing the vacation schedule. Any rescheduling of vacation shall be arranged and approved through the employee's supervisor.

15

All requests will be considered and employees advised within ten (1 0) workdays of receipt. Requests will not be unreasonably denied.

15.04 A vacation is designed to allow employees a change and a rest and all employees should take time off. However unless arrangements have been made under 15.03 wages in lieu of vacation are allowed when the vacation exceeds two (2) weeks.

15.05 Vacation payment for which the employee is qualified shall be made on the regularly scheduled payday prior to the commencement of the employee's vacations. The Company will pay out the employee's full vacation entitlement at this time or upon taking vacation as per 15.01 b) above, unless notified by the employee, prior to June 1st of the qualifying year, that they wish to defer a portion of their vacation, including single day vacation requests, until a later date. Such requests will be confirmed in writing to the employee. Any deferred vacation shall be automatically paid out as employees' take their vacation time, unless payroll is notified, in writing, of their desire to be paid at a later date.

15.06 Employees who terminate their employment with the Company before June 30th of the qualifying year shall receive vacation pay in accordance with the following schedule.

less than 3 years seniority 3 years but less than 11 years 11 years but less than 19 years 19 years but less than 30 years 25th year only 30 years or more

4% of gross earnings 6% of gross earnings 8% of gross earnings 10% of gross earnings 12% of gross earnings 12% of gross earnings

15.07 Vacation credits outstanding at the end of the vacation year will be automatically paid at that time.

15.08 For the purposes of determining vacation entitlement for an employee transferred into the Bargaining Unit in accordance with Article 13, the employee's accumulated seniority as well as the time spent outside the bargaining unit will be accumulated to determine total vacation seniority.

ARTICLE 16 BEREAVEMENT PAY

16.01 (a) In the event of bereavement in the employee's immediate family which shall include: current spouse including common-law as identified on Company records, son, daughter, and step-child, an employee will be excused from work and will receive payment for the time lost on regular hours for up to five ( 5) work days.

(b) In the event of bereavement in the employee's immediate family which shall include: father, mother, step-parent, mother-in law, father-in-law, sister, step-sister, sister-in-law, brother, step­brother, brother in-law, son-in-law, daughter-in-law, grandparent, grandchild, an employee will be excused from work and will receive payment for the time lost on regular hours for up to three (3) work days.

16

16.02 Payment for such lost time shall be made at the employee's normal hours times their current regular hourly wage rate exclusive of all types of bonuses but including any applicable shift premiums. If the employee is eligible for any other form of remuneration to which the Company contributes, payment shall not be made under this clause for such day or days.

16.03 Any bereavement leave requests that are not covered under the provisions outlined in Article 16.01, shall be addressed on a without prejudice or precedent basis through the Unit Chairperson and Vice President of Human Resources. Payment for such time off shall be in accordance with Article 16.02.

ARTICLE 17 JURY PAY

17.01 The Company agrees to compensate employees for earnings lost while serving as a juror; such compensation shall be the difference between court remuneration and normal hours times current regular hourly wage rate. In the case of employees other than day shift employees the Company agrees to allow the equivalent time off and compensation shall be the difference between court remuneration and normal hours times current regular hourly wage rate.

ARTICLE 18 PAYMENT ON DAY OF INJURY

18.01 Employees injured at work and unable to work as determined by the Health and Safety Manager or a Doctor shall be paid for all such lost time during the normal shift on which they were injured at their current regular hourly wage rate.

The foregoing provision shall also apply to an employee injured while performing overtime work and in such case the employee shall be paid at the prevailing rate for the balance of those overtime hours they would have worked had they not been injured.

18.02 The Company will comply with all requirements under the Workplace Safety and Insurance Board Act and further hereby agree that there shall be no reduction in any employment benefit due to hours absent as a result of sickness and/or injury which has arisen out of, or in the course of, employment; this includes - but is not limited to- seniority, pension credits, vacation entitlement, and healthcare benefits. The employee shall be responsible for paying the employee portion of the required contributions to the pension and/or benefit plan in order to ensure their continuation. Arrangements for the continuation of benefits shall be made through the Human Resources department.

ARTICLE 19 BLOOD DONORS

19.01 The Company agrees that any working time during a regular work day given up by the employee for emergency blood donation purposes shall be paid at the employee's current regular hourly wage rate.

17

ARTICLE20 GRIEVANCE PROCEDURE

20.01 In the spirit of Mutual Gains dialogue and Shared Values an employee having a complaint should first take it up verbally with their immediate supervisor and try to find a solution together with his/her supervisor before lodging a grievance. The employee may request his/her Union Representative be present when taking up a complaint with the supervisor and may seek' the assistance of Human Resources. A grievance may arise only from a dispute concerning the interpretation, application, administration or alleged violations of this Agreement. A grievance shall be processed in accordance with the following steps or as set out in 20.02 and 20.03.

STEP ONE

A grievance to be considered in the Grievance Procedure must describe the specific problem in writing and must be presented to the supervisor within ten (1 0) working days of the incident giving rise to the grievance, or from the time the employee becomes aware, or reasonably should have become aware of the incident, subject to 21.10 of Article 21, Arbitration. (FOR GRIEVANCES INVOLVING DISCHARGE, REFER TO ARTICLE 33.)

A grievance, signed by the grievor, must be presented in writing to the immediate supervisor. The employee shall present this grievance with the Union Representative who will be present at this and all subsequent discussions related to the grievance. The immediate supervisor shall render a decision to the Union Representative in writing giving reasons for the decision, within two (2) working days of receipt of the written grievance.

STEP TWO

If the decision of the immediate supervisor is not satisfactory the Unit Chair and the grievor shall within two (2) working days of receipt of the answer in Step One, refer the grievance to the Production Manager/Department Manager, with reasons for this referral.

The Production Manager/Department Manager shall meet with the Unit Chair and the grievor and render a decision to the Unit Chair in writing giving reasons for the decision, within three (3) working days of receipt of the grievance at Step Two.

STEP THREE

If the decision of the Production Manager/Department Manager is not satisfactory, the Union Grievance Committee as referred to under Article 5 and the grievor when available, shall within three (3) working days of the receipt of the answer in Step Two, refer the grievance to the Senior Director, with reasons for the referral. The Senior Director will meet with the Union Grievance Committee and the grievor when available, within ten (1 0) further working days to discuss the grievance, and will give a decision in writing giving reasons for the decision, to the Union Grievance Committee within five (5) working days after the meeting has been held.

STEP FOUR

The Company agrees that in the event that grievances are not settled at Step 3 of the Grievance Procedure, the parties may mutually agree to refer the grievance to the Grievance Mediation Process in which case there shall be a 50-50 cost sharing of the Grievance Mediator.

18

20.02 To avoid the necessity of processing numerous grievances concerning the same subject or event, the Company will recognize Group Grievances provided that each aggrieved employee signs the grievance and the grievance is filed in writing at Step Two to the Production Manager/Department Manager within ten (10) working days of the incident giving rise to the grievance and must describe the specific problem that the employees allege the Company has violated. Up to three (3) of the aggrieved employees may attend the step two meeting and if necessary the step three meeting. The meeting with the department manager and limits considered as set out in step three above and subsequent steps shall apply.

20.03 If either party has a complaint with respect to a representative of the other, or alleges that there has been a misinterpretation, violation or non-application of this Agreement, or of any of the provisions hereof, then either party may within thirty (30) calendar days of the incident giving rise to the grievance give to the other notice in writing of such complaint. Within three (3) working days of receipt of such notice a meeting will be held between the Vice President of Global Operations and the Union Grievance Committee. The party against whom the complaint has been made will give an answer in writing giving reasons within three (3) working days after the meeting has been held. If the matter is not settled it may then be referred to Arbitration by either party provided that it is submitted within thirty (30) calendar days following the reply as referred to above and in accordance with Article 21

20.04 It is understood that the time limits as provided herein may be extended by mutual agreement of the parties. If the time limits provided for above, and any mutually agreed upon time extensions, are not observed by the Union, the grievance will be considered as dropped. If such time limits or any agreed upon time extension are not observed by the Company, then the grievance will be considered to have advanced to the next stage of the above Grievance Procedure.

20.05 After a grievance has been processed through all of the steps provided in this Article and the matter is still in dispute it may then be referred to Arbitration by either party provided that it is submitted within thirty (30) calendar days following the reply in Step Four and in accordance with Article 21.

ARTICLE21 ARBITRATION

21.01 Where a difference arises as to the interpretation, application, or administration of this Agreement, including any question as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting any Grievance Procedure established by this Agreement, notify the other party in writing of its desire to submit the difference or allegation to a sole arbitrator and the notice shall contain the names of three (3) arbitrators.

21.02 The recipient of the notice shall within five ( 5) days inform the other party of acceptance of one of the three (3) arbitrators or alternatively, may submit a list of three (3) arbitrators.

21.03 At this time, both parties will attempt to come to agreement on selecting a sole arbitrator.

21.04 In the event the parties are unable to agree on a sole arbitrator, the Minister of Labour for Ontario shall be requested to appoint a single arbitrator.

19

21.05 The Arbitrator shall hear and detennine the difference or allegation and shall issue a decision and the decision shall be final and binding upon the parties and upon any employee affected by it.

21.06 No person may be appointed as an arbitrator who has been involved in any attempt to negotiate or settle the grievance being arbitrated, unless both parties agree.

21.07 The Arbitrator shall not be authorized to alter, modify or amend any part of this Agreement, nor to make any decision inconsistent with the provision thereof nor to deal with any matter not covered by the Agreement or any matter which does not involve the interpretation, application, administration or alleged violation of this agreement.

21.08 Each party shall pay one-half(l/2) of the remuneration and expenses of the Sole Arbitrator and each party shall bear the expenses for their own representatives and any other expenses incurred in presenting their case.

21.09 In cases of grievance for discharge, suspension, or other actions of discipline, such grievance may be settled by confinning the Company's decision in discharging, suspending or disciplining the employee, or by reinstating the employee with full or partial compensation for time lost, or by any other arrangement which is just and equitable in the circumstances.

21.10 No claim for compensation shall be retroactive for more than twenty (20) working days prior to the date of filing of the grievance, except in cases where a clerical error has been made by the Company on calculating rates of pay or payroll deductions.

21.11 As an alternative to a Sole or Single Arbitrator, a Board of Arbitration may be requested by either party if mutually agreeable. Each party shall bear the expenses of their own appointees to the Board.

ARTICLE22 STRIKES AND LOCKOUTS

22.01 During the tenn of this Agreement, the Company agrees that there shall be no lockout and the Union agrees that there shall be no strike.

ARTICLE23 POSTING OF NOTICES

23.01 The Union shall be pennitted to post on the Union bulletin boards and email to al'l bargaining unit employees, notices relating to Union affairs. Such notices shall not be of a political nature, except where such matters are in connection with the routine administration of Union affairs.

20

ARTICLE24 HOURS OF WORK

24.01 The regular work week shall be forty (40) hours Monday through Friday, consisting of four ( 4) ten (1 0) hour days. The starting and stopping time of the regular shifts including a thirty (30) minute unpaid lunch period shall be as follows:

First Shift

• Tuesday through Friday inclusive from 6:30 a.m. to 5:00 p.m. with the lunch periods commencing at 11:30 a.m. and/or 12:00 noon

Second Shift

• Monday through Thursday inclusive from 4:45 p.m. to 3:15 a.m. with the lunch period commencing at 10:00 p.m.

Article 24.01 shall not apply to employees in the Service Area.

24.02 The regular work week for employees in the Service Area shall be forty (40) hours, consisting of four ( 4) ten ( 10) hour days. The starting and stopping time of the shifts including a thirty (3 0) minute unpaid lunch period shall be as follows:

First Shift One- Monday through Thursday inclusive from 6:30a.m. to 5:00p.m. with the lunch periods commencing at 11:30 a.m. and/or 12:00 noon

First Shift Two - Tuesday through Friday inclusive from 6:30 a.m. to 5:00 p.m. with the lunch periods commencing at 11:30 a.m. and/or 12:00 noon

The above hours of work in the Service Area does not preclude the Company from creating a second shift with the hours of work being Monday through Thursday inclusive from 4:45 p.m. to 3:15a.m. including a thirty (30) minute unpaid lunch period, with seniority being the basis of the assignment.

The hours of work for employees working at the off"site distribution Centre shall be as follows:

• Monday through Friday inclusive from 8:30a.m. to 5:00p.m. with the lunch period commencing at 12:00 noon.

The hours of work for the weekend shift are outlined under Letter of Understanding# 1 in the back of the Collective Agreement.

24.03 When a vacancy occurs in Grade A, Grade B or Grade C, employees on a different shift, who are in the same Job Grade as the vacancy, will be given an opportunity to transfer to the vacant shift, based on seniority. However, prior to transferring employees to the vacant position, the position shall be posted in accordance with Article 12.06, if there are qualified employees in a different job grade, with greater seniority than the employee who would be transferred.

21

24.04 The hours of work for employees working other than the regular shifts, as defined above shall be mutually agreed to between the Company and the Union. Such agreement shall be confirmed between the Union and the Vice President of Human Resources. In considering such shift arrangements, the Company will notify the Union as far in advance as is possible.

24.05 The premium of $1.00 per hour effective October 1, 2009 shall be paid for all hours worked to all employees working the second shift as outlined in Article 24.01.

24.06 Where it is deemed by Management to be necessary, employees shall be allowed sufficient time to put away tools and clean up their work area prior to quitting time.

ARTICLE25 REST PERIODS

25.01 There shall be two (2) fifteen (15) minute paid break periods set aside in each half of the shift as follows:

First Shift

Second Shift

Approximately 50% of the staff Approximately 50% of the staff All staff

All Staff All Staff

8:30a.m. 9:00a.m. 2:30p.m.

7:00p.m. 1:00 a.m.

The Company reserves the right to modify additional break periods to accommodate increased staffing levels.

25.02 First Shift employees working overtime after a regular shift shall receive a fifteen (15) minute paid rest period at 5:00 p.m. for employees whose lunch break commenced at 11:30 a.m. and 5:30 p.m. for employees whose lunch break commenced at 12:00 noon. The break shall be paid at one and a half times the current regular hourly wage rate.

25.03 Second Shift employees working overtime after a regular shift, shall receive a fifteen (15) minute paid rest period at 4:00a.m. paid at one and a halftimes the current regular hourly wage rate.

ARTICLE26 OVERTIME

26.01 It is recognized that a reasonable amount of overtime is necessary for the efficient operation of the Company's business, and to that end employees are expected to act in the full spirit of cooperation. Employees requested to work overtime will be informed as far in advance as possible (whenever possible the day before).

Refusal to accept overtime work when requested will not be a matter for disciplinary action, however, when an employee verbally accepts an overtime assignment they become subject to the existing rules and regulations governing attendance on regular shift hours.

As far as reasonably practicable, overtime will be equitably distributed among those employees normally performing the work to be done. An employee who refuses to work overtime shall be credited with the overtime hours so scheduled. The Company will maintain up-to-date records of the overtime worked by employees in each area.

22

26.02 Employees who work overtime and continue working for a period of more than two (2) hours at the end of their regular shift without leaving the plant shall be given a fifteen ( 15) minute lunch period to be paid at the prevailing overtime rate and the Company will make every attempt to have canteen service available. This paid lunch period is in addition to any rest period that the employee may be entitled to as set out in Article 25.

26.03 Employees working overtime shall be paid:

a) one and a half (1-1/2) times their current regular hourly wage rate for the first ten (I 0) hours of overtime worked in a workweek.

b) two (2) times their current regular hourly wage rate for all overtime hours worked after fifty (50) hours in a work week.

c) two (2) times their current regular hourly wage rate, plus their holiday pay for any hours worked on an agreed Paid Holiday.

d) for the purpose of calculating overtime, employees absent on sick ]eave, paid vacation, bereavement leave, statutory holidays, jury duty or any Company approved leave of absence, shall have such hours credited as time worked.

e) a workweek is defined as Sunday at 12:01 a.m. to Saturday at 12:00 midnight.

ARTICLE27 CALL-IN EMERGENCY WORK

27.01 An employee called in to do emergency work shall be guaranteed a minimum of three (3) hours pay at their current regular hourly wage rate or shall be paid at overtime rates for the time worked, whichever is the greater.

ARTICLE28 REPORTING FOR WORK ALLOWANCE

28.01 Employees reporting for work at their regular scheduled time, unless advised at least ten (1 0) hours in advance not to report, shall be provided with at least five (5) hours work in a ten (10) hour day or shall receive five (5) hours pay at their current regular hourly wage rate.

This provision of pay in lieu of work shall not apply in the event of fire, lightning, storm, flood, power failure, or mechanical breakdowns, beyond the Company's control, or other causes such as strikes, and work stoppages in connection with labour disputes.

ARTICLE29 BENEFITS

29.01 The Company will provide, at its cost the agreed upon plan for life, weekly indemnity, extended health care insurance and a prescription drug plan until such time as they are replaced by the same benefit being provided through mandatory government legislation. A summary of these benefits is set out in Appendix "C".

These benefits shall become effective the I st day that the employee is actively at work on a full time basis.

23

29.02 The full amount of any rebate resulting from the registration of the weekly indemnity insurance plan with the Unemployment Insurance Commission, in accordance with legislation in effect September I, 1972, shall in its entirety, be the property of the Company.

29.03 The Company will maintain in effect the agreed upon pension plan as outlined in Appendix "C".

29.04 The Company will provide a Dental Plan as outlined in Appendix "C"

ARTICLE30 SAFETY

30.01 The Company shall provide for its employees, a good standard of working conditions consistent with the type of work performed and the product produced. The prevention of accidents and health hazards will be accomplished by systematic safety inspections, the provision and use of adequate safety devices, guards, safety instructions and proper ventilation; and the maintenance of plant temperatures suitable for the work being performed.

30.02 The Union shall cooperate with the Company in maintaining good working conditions and shall assist in assuring the observance of all safety rules. The Union shall appoint or elect a member to be their Certified Health & Safety Representative. This member shall be requested to fill a minimum three year term. Each business area shall have safety representation.

30.03 Employees who are required to attend a Safety Committee meeting with a representative of the Company during regular working hours shall be paid for the time spent. There shall be no less than four (4) Joint Health and Safety committee meetings held annually.

30.04 The Company shall post the names of the members of the Joint Health and Safety Committee on the respective notice boards

30.05 All members of the Safety Committee will be afforded the opportunity, on a rotation basis, to accompany the Ministry of Labour Inspector during plant inspections.

30.06 The Company shall pay the cost of safety shoes to a maximum of $175.00 per year effective date of ratification where it is a requirement of the job to wear safety shoes. Employees working in Shipping/Receiving shall be reimbursed prior to the expiration of the twelve (12) month period if they can demonstrate to their Supervisor that their safety footwear has worn, out and is no longer effective. '

30.07 The Company will bear the full cost of approved prescription safety glasses for the employee to a maximum of two hundred and twenty ($220.00) dollars effective date of ratification in any twenty-four (24) month period where it is a requirement of the job. Glasses must conform with CSA Industrial Safety Glasses Standard and have side shields. In the event that an employee can provide medical documentation verifying that their prescription has changed prior to the twenty-four (24) month period, they shall be reimbursed for the cost in changing the prescription to a maximum of two hundred and twenty ($220.00) dollars. The twenty-four (24) month qualification period commences from the date the employee last received reimbursement from the employer.

24

30.08 All employees who are required by the Company to provide their own tools shall be allowed tool allowance payments by December 15

\ of each year, provided they are submitted by November 1st.

ARTICLE31 LABOUR-MANAGEMENT COMMITTEE

31:01 The Company and the Union recognize the advantage of management representatives and representatives of employees meeting together to discuss problems of general interest and working conditions in the factory. This group shall meet monthly unless the parties mutually agree to defer the meeting, and shall be termed the "Labour-Management Committee". It shall consist of Company Management together with the Unit Chair, Recorder, Vice Chair, Steward(s) and the Local Union Business Representative.

31.02 Employees who are required to attend a Labour Management Committee meeting with representatives of the Company shall be paid for the time so spent. It is agreed that the Unit Chair, Recorder and Local Union Business Representative will attend the Labour Management Meetings and that only one additional representative being either the Vice Chair or a Union Steward will also attend.

ARTICLE32 TECHNOLOGICAL CHANGE

32.01 If the Company or the Union anticipates that the introduction of new technology in the form of new equipment and resulting new systems will result in employees being placed in a different job classification or being removed from their job classification due to lack of work or change in work method, the parties will meet. When the Company knows the changes that are expected to apply to these employees, it will meet and inform the Union and the employees involved and hold further discussions with the Union on these matters.

In such cases such employees will be given preferential consideration to be trained in new skills or new jobs that may be required of employees in the Bargaining Unit provided such employees have the requisite qualifications and experience for such training.

ARTICLE33 DISCHARGE OR DISCIPLINE

33.01 When issuing a verbal warning, written warning, suspending or discharging an employee while at work, the Company agrees to have a Union Representative in attendance. Notwithstanding the above, the Company reserves the right, whenever the situation warrants it, to immediately discharge a seniority employee for just cause.

33.02 The Company shall notify in writing the Unit Chair and the employee discharged within the next working day of the discharge. Notice to the employee discharged shall consist of a termination form given in person, or a registered letter to the employee's last address on record with the Company.

33.03 An employee who is discharged may file a grievance at Step Three of the Grievance Procedure within three (3) working days after the notice was delivered as referred to in 33.02. Any grievance involving a discharge that is not filed within the above time limit shall not be arbitrated and shall not form a basis for a claim for wages.

25

33.04 All disciplinary notices will be disregarded twelve (12) months after the date of the notice, providing the employee has no other reprimands in said twelve (12) month period.

ARTICLE34 JOB CLASSIFICATION

34.01 The schedule of job classification grades in effect following the effective date of this Agreement is incorporated into this Agreement as Appendix B" and shall remain in effect for the duration of this Agreement subject to 34.02 below.

34.02 A Joint Job Evaluation Team consisting of three management representatives, the Unit Chair, the Local Business Representative and one bargaining unit employee appointed by the union will be responsible for evaluating hourly positions using the Hay Job Evaluation System. Grade levels/job classifications are not subject to the grievance procedure or arbitration process. No team member may participate in the evaluation of their own job classification.

The Company agrees to examine jobs submitted for re-evaluation by the Union and will reply to the Union within sixty ( 60) calendar days of a written request. Any upgrading brought about by such re­evaluation will be effective from the date of the letter.

34.03 When the Company establishes new job classifications, the classification shall be evaluated by the Joint Job Evaluation Committee. Any change to the posted or established pay rate shall be retroactive to the date the job was filled.

34.04 The Company agrees to provide the Union with a copy of the job description for new or changed jobs. The form of the job description will be as follows:

a) Job Title

b) Work performed, which will describe major duties, equipment, tools and working conditions.

ARTICLE35 WAGES

35.01 The minimum regular hourly wage rates and automatic rate progression schedule are agreed upon as set out in Appendix "A". The regular hourly wage rates will be increased through the steps in accordance with the attached schedule and will be effective on the start of the nearest pay period.

35.02 Employees will normally be hired at the first step for the job grade in which their job classification falls, with previous time and experience being recognized to the extent that a rate above the first step may be paid. Payment above the start rate requires approval from the Union.

35.03 Employees shall be paid by direct deposit to their bank account on a bi-weekly basis

35.04 As of October 1, 2012, a COLA clause will come into effect and is based on the 'All Ontario' CPI index. If the CPI rises by three point seven five percent (3.75%) above the October 2012 CPI index, an across-the-board wage increase of one percent ( 1%) will become effective on the first payroll period in the month following the month that triggered the increase. Thereafter, increase(s) will occur for each additional one full percent ( 1%) rise in the index above three point seven five percent (3.75 %) to a maximum of four percent (4%). As of October 1, 2013, a COLA clause will come into effect and is based on the 'All Ontario' CPI index. If the CPI rises by three point five percent (3.5%) above the October 2013 CPI index, an across-the-board wage increase of one percent (1%) will become effective on the first payroll period in the month following the month that

26

triggered the increase. Thereafter~ increase(s) will occur for each additional one full percent (1 %) rise in the index above three point five percent (3.5%) to a maximum of four percent (4%). The COLA will cease to operate as of September 30, 2014 except that if the published figures in October 2014 (measuring September 2014) triggers an adjustment~ the wage schedules will be adjusted retroactive to 23:59 September 30,2014.

ARTICLE36 LEAVE OF ABSENCE

36.01 An employee with seniority may be given a leave of absence for valid personal reasons provided the employee applies in writing to their Supervisor at least fourteen (14) calendar days prior to commencement of the leave. The application and the Company's reply shall set out in writing the reasons for the proposed leave~ the last day to be at work and the day of return to work, a copy of the leave application will be forwarded to the Local Union Office. The Company shall have the right to refuse the application for leave of absence in the event that the absence of the employee would unduly interfere with the Company~s operations or for an invalid personal reason. It is however, agreed, that the Company will not exercise such right to refuse leave of absence in an arbitrary or discriminatory manner. The requirement of giving fourteen (14) calendar days prior notice may not be applied under circumstances where compassionate leave of absence is justified. Any leave of absence may be extended by the Company upon there being a written request for an extension and any extension granted by the Company shall be made in writing. Excused temporary absence up to five (5) working days is not considered formal leave of absence and may be granted by an immediate Supervisor.

36.02 A reasonable number of employees with seniority in the bargaining unit~ to a maximum of four (4) employees at one time and an aggregate total twenty (20) worked days in any one year, who have been appointed by the Union to attend Union conferences and conventions shall be granted leave of absence to attend such conferences and conventions provided seven (7) calendar days prior written notice is given to the Company. In addition, the Union may request a leave of absence for a maximum of six (6) employees at one time and an aggregate total of twenty (20) worked days in any one year, to conduct Union training courses, provided fourteen (14) calendar days prior written notice is given to the Company. The training of the Union's Negotiating Committee shall not be included in this article. The training of the Union's Negotiating Committee shall not exceed two (2) days.

36.03 One employee with two (2) years or more seniority with the Company~ who is elected or appointed by the Union to engage in Union activity on a full time basis, shall be granted a leave of absence provided such leave is requested in writing thirty (30) calendar days prior to commencement of such leave. Seniority shall accumulate during such leave as per 9.01 (e).

36.04 The Company shall upon the request of an employee and upon receipt of medical certification or adoption documentation, grant a Maternity/Parental Leave in accordance with the Ontario Employment Standards Act.

36:05 An employee may request a leave of absence in order to pursue further education. Such leave must be requested in writing and submitted 14 calendar days prior to the commencement of the leave. The Company will have the right to refuse the request where it would unduly interfere with the Company's operation.

27

36.06 The Company will pay a top-up equal to the difference between the employment insurance benefit and 100% of an employee's regular wages for up to 12 weeks on an employee's pregnancy leave. Employees must provide proof of the employment insurance maternity benefit payment to Human Resources. Employees who are not eligible for (or who lose entitlement to) employment insurance benefits are not eligible for the top-up payment. The Company will automatically deposit the top-up benefits into your bank account according to the bi-weekly pay schedule.

36.07 The Company will provide "expectant fathers" with one (1) additional week of paid vacation time to allow them to attend the birth of their child and to assist in childcare after the birth. This time may also be used to accommodate travel and/or proceedings resulting from the adoption of a child. In order to utilize this time, employees are required to take the time within thirty (30) days of the birth or adoption of their child and have approval for the time off from their Supervisor.

ARTICLE37 ACCESS TO PERSONNEL FILES

3 7.01 In the case of a complaint or grievance, any employee, may examine their personnel file in the presence of a designated Company Representative. If the employee requests, the Steward or Unit Chair may be present. Notes may be made of the contents by the employee; however, nothing may be removed from the Company files.

ARTICLE38 SAVINGS CLAUSE

38.01 Should any provision of this Agreement be declared null and void by any court of competent jurisdiction, the remainder of the Agreement will continue in full force and effect and the parties shall thereupon negotiate a substitute provision or provisions, which are in conformity with the said Court decision.

28

ARTICLE39 TERMINATION AND MODIFICATION

39.01 This agreement will be binding on the parties hereto and become effective from October 1, 2010 and will be in full force and effect until September 30, 2014 and unless either party gives to

· the other written notice of termination or modification within a period of one hundred and twenty (120) to sixty (60) days prior to September 30, 2014, or any subsequent renewal date, then it will continue in effect for a further year without change, and so on from year to year thereafter unless terminated or modified as provided for herein.

IN WITNESS WHEREOF each of the parties hereto has caused this Agreement to be signed by its duly authorized representatives this 16th day of November 2010.

APPROVED IITERIIATIOIIAl. OFFICE ·I. B. L W.

FEB 0 3 2012

29

Signed for the Union

~ fJ~Idv Cecile Pawlak

vf~•i•r ~ ,~ rt4-&a~

Andrew Brownrigg

J. Rick Wacheski·

LETTER OF UNDERSTANDING# 1

BETWEEN

LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (I.B.E.W.)

(HEREINAFTER REFERRED TO AS "THE UNION")

AND

CHRISTIE DIGITAL SYSTEMS CANADA INC. (HEREINAFTER REFERRED TO AS "THE COMPANY")

This letter will serve as confirmation of an understanding that has been reached between the Parties with respect to:

WEEKEND SHIFT (3xl0 SHIFT- SATURDAY, SUNDAY, MONDAY)

WHEREAS the Union and the Company share a common commitment to improving productivity so as to remain competitive and thereby enhance job security and;

WHEREAS in order to ensure the continued viability and success of the Company, the Union and Company have recognized the need to introduce changes that allow production to continue on a seven (7) day schedule and;

WHEREAS the current collective agreement between the Union and the Company does not include clauses outlining the rights, benefits, responsibilities and/or obligations arising from or associated with a Weekend Shift and;

WHEREAS the Union and the Company are desirous of establishing a Weekend Shift at the earliest opportunity;

THEREFORE the Union and the Company agree - without prejudice or precedent to any positions or decisions that may be taken by either the Union or the Company in any other matter - to the following terms and conditions:

1 Notwithstanding the provisions outlined in Article 24, a Weekend Shift will be established with regular hours of 6:30a.m. - 5:00p.m. scheduled on Saturday, Sunday and Monday.

2 The newly established Weekend Shift will be for a minimum guaranteed duration of twelve (12) calendar months commencing from the date of this signed letter of understanding.

3 Each ten (10) hour shift scheduled as part of the Weekend Shift will include a thirty (30) minute unpaid lunch period. A period of fifteen ( 1 S) minutes shall be set aside in each half of the shift for rest.

4 Employees scheduled to work the Weekend Shift (i.e. three [3] ten [10] hours days) will be paid for forty ( 40) hours weekly at their prevailing regular hourly rate as defined by Appendix A of the collective agreement.

30

5 Notwithstanding the provisions of Article 26, employees assigned to the Weekend Shift will be paid at an appropriate overtime rate as outlined under Articles 26.02 and 26.03. For the purposes of clarification, Article 26.03 will be applied as follows:

a) one and a half ( 1 112) times their current regular hourly wage rate for the twenty (20) hours of overtime worked in a work week (i.e. in excess of30 hours.)

b) two (2) times their current regular hourly wage rate for all overtime hours worked after fifty (50) hours in a work week.

c) two (2) times their current regular hourly wage rate, plus their holiday pay for any hours . worked on an agreed Paid Holiday.

d) for the purpose of calculating overtime, employees absent on sick leave, paid vacation, bereavement leave, statutory holidays, jury duty or any Company approved leave of absence, shall have such hours credited as time worked.

6 The opportunity to work overtime will continue for all bargaining unit employees -including those assigned to the Weekend Shift - in keeping with past practice and according to the terms outlined in Articles 26, 27 and 28 of the current collective agreement.

7 Employees will be offered an opportunity to post for assignment to the Weekend Shift with successful candidates (possessing the necessary qualifications) selected based on seniority (as determined by Articles 8, 9, 10 and 12 of the current collective agreement).

8 In the event that there are not enough qualified applicants to fill positions required for the Weekend Shift, the Company will hire additional staff for such vacancies that remain in accordance with the Collective Agreement. ·

9 Any (new or existing) employee who accepts assignment to the Weekend Shift must remain on this shift for a minimum of twelve ( 12) months from the date of their assignment.

10 During the first twelve (12) months of this agreement, employees assigned to the Weekend Shift will be entitled to post for any vacancy that may arise during the term of their assignment, providing that it would result in a promotion (i.e. Grade A to Grade B) and in accordance with the terms outlined under Articles 12 & 13 of the current collective agreement. Should they be selected as the successful candidate for any such posting, the opening on the schedule for the Weekend Shift will be filled in the same manner used when the shift was originally introduced. After such twelve (12) month term, employees assigned to the Weekend Shift are entitled to post for any vacancy that may arise during the remainder of their assignment.

11. In the event that it becomes necessary to reduce the number of bargaining unit employees while this letter of understanding is in effect, it is understood that the Weekend Shift shall be the first shift where staff reductions occur. Further staff reductions will not occur until the Weekend Shift has been eliminated.

31

12. In the event that the Company detennines that the Weekend shift must be cancelled, after the twelve (12) month period outlined in Section 2 has expired, written notice of such will be given to the Union and any affected employee(s) at least four (4) weeks in advance.

13. Any employee assigned to the Weekend Shift - at the time of any decision to cancel such shift - will be transferred back to the shift they held immediately prior to such assignment and paid at the appropriate prevailing hourly rate.

14. Should the cancellation of the Weekend Shift result in layoffs, affected employees will · be entitled to exercise their rights as defined under Article 11 of the current collective

agreement.

15. Following any cancellation of the Weekend Shift, should the shift be re-introduced within twelve (12) months, the tenns and conditions of this letter of understanding shall apply.

16. In the event that a Paid Holiday falls on a day that an employee is scheduled to work, the employee shall be granted that day off and suffer no loss of regular wages.

17. In the event that a Paid Holiday falls on a day that an employee is scheduled to work and the employee is required to work, they shall be paid two (2) times their current regular hourly wage rate, plus their holiday pay for any hours worked on an agreed Paid Holiday.

18 Vacation with pay will be granted to employees assigned to the Weekend Shift in accordance with the provisions of Article 15 of the collective agreement. For clarification purposes, employees shall have thirteen (13) hours deducted from their vacation entitlement for each vacation day taken on a regular workday (i.e. Saturday, Sunday or Monday.)

19 Bereavement leave will be paid to employees assigned to the Weekend Shift in accordance with the provisions of Article 16 of the current collective agreement. Where referenced, a workday for those assigned to the Weekend Shift is ten (10) hours.

20 Employees assigned to the Weekend Shift who are summoned for Jury Duty selection; chosen to serve as a juror or; called a witness shall be paid by the Company for earnings lost while serving in such a capacity. Such compensation shall be the difference between court remuneration and the amount that the employee would have been paid had they been working.

21 Employees assigned to the Weekend Shift who are injured at work and unable to remain on the job (as detennined by First-Aid Attendant or a Doctor) shall be paid for all such hours lost during the nonnally scheduled shift on which they were injured at a rate equivalent to that which they would have otherwise received had they been able to continue working until their scheduled stopping time.

a. Should the workplace injury occur while the employee is engaged in overtime work, the provisions of Article 18 of the current collective agreement will apply.

32

22 The Company agrees that any working hours during a scheduled work day given up for emergency blood donation by an employee assigned to the Weekend Shift shall be paid at a rate equivalent to that which the employee would have received had they been working.

23 Employees assigned to the Weekend Shift who are suffering from a bona fide illness which prevents him/her from reporting to work on their scheduled shift shall be entitled to receive payments for all hours lost in accordance with the provisions of APPENDIX C: SICK LEAVE BENEFIT and/or WEEKLY INDEMNITY.

24 In the event that an employee has exhausted their Sick Leave Benefits as defined by APPENDIX C and as such are no longer entitled to receive payments for all hours lost as defined by APPENDIX C but, are suffering from a bona fide illness which prevents him/her from reporting to work on their scheduled shift and, as such may be entitled to receive WEEKLY INDEMNITY payments, each day absent will be recognized as an unpaid leave of absence ofthirteen (13) hours.

a. For clarity with respect to the application of this clause:

i. Any employee assigned to the Weekend Shift who takes a one ( 1) day unpaid sick leave on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for twenty-seven (27) hours at their prevailing regular hourly rate as defmed by Appendix A of the collective agreement. ( 40 hours regular pay- 13 hours deducted for unpaid sick leave =27 hours pay.)

n. Any employee assigned to the Weekend Shift who takes a two (2) day unpaid sick leave on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for fourteen (14) hours at their prevailing regular hourly rate as defmed by Appendix A of the collective agreement. ( 40 hours regular pay- 26 hours (2 x 13 hours) deducted for unpaid sick leave =14 hours pay.)

iii. Any employee assigned to the Weekend Shift who takes a three (3) day unpaid sick leave on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for one (1) hour at their prevailing regular hourly rate as defined by Appendix A of the collective agreement. ( 40 hours regular pay- 39 (3 x 13 hours) deducted for unpaid sick leave =1 hours pay.)

25 Employees assigned to the Weekend Shift who request unpaid leave of absence for any reason on their normally scheduled shift (i.e. Saturday, Sunday, Monday) may be granted such unpaid leave. Approval of any such requests shall be based on recognition of each unpaid day as being thirteen (13) hours in duration.

b. For clarity with respect to the application of this clause:

1. Any employee assigned to the Weekend Shift who is granted a one (1) day unpaid leave of absence on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for twenty-seven (27) hours at their prevailing regular hourly rate as defined by Appendix A of the collective agreement.

33

•

11. Any employee assigned to the Weekend Shift who is granted a two (2) day unpaid leave of absence on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for fourteen (14) hours at their prevailing regular hourly rate as defined by Appendix A of the collective agreement.

111. Any employee assigned to the Weekend Shift who is granted a three (3) day unpaid leave of absence on their normally scheduled shift (i.e. Saturday, Sunday, Monday) will receive payment for one (I) hour at their prevailing regular hourly rate as defined by Appendix A of the collective agreement.

26 Except as otherwise specifically identified herein - the tenns of the Collective Agreement shall govern all aspects of this Letter of Understanding.

The terms outlined in this agreement shall remain in full force and effect for a period of twelve (12) months from the date of execution (unless otherwise mutually agreed between the Union and the Company) and are enforceable pursuant to the grievance and arbitration procedures defined by the current collective agreement.

Signed this 16th day ofNovember 2010 at Kitchener, Ontario.

~CANY FOR THE UNION

~ ldw-~ Kimberley Hogan Cecile Pawlak. Vice President of Human Resources Unit 58 IBEW Chairperson

34

•

LETTER OF UNDERSTANDING

BETWEEN

LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS

AND

CHRISTIE DIGITAL SYSTEMS INC.

Effective January 1, 2004, employees with thirty (30) or more years of service shall be eligible to participate in an RRSP contribution plan.

Employees who contribute up to four hundred ($400.00) dollars to the Christie RRSP Plan by December 31st of each year shall have their contribution, to a maximum of four hundred ($400.00) dollars, matched by the employer. The employer's match will be made by February 28th of the following year. The employee must be actively employed when the employer makes the match contribution.

Employees may direct the employer to make a regular bi-weekly payroll deduction to cover the cost of the employee's contributions.

Dated this 16th day of November 201 0 in Kitchener, Ontario.

~ECOMPANY FOR THE UNION

~!1J~ ogan Cecile Pawlak

Vice President of Human Resources Unit 58 IBEW Chairperson

35

LETTER OF AGREEMENT

BETWEEN

CHRISTIE DIGITAL SYSTEMS INC. (Hereinafter referred to as the Company)

AND

LOCAL UNION 636 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS (Hereinafter referred to as the Union)

Letter# 3 -Merging of classifications and educational requirements-Change to read

The following letter of understanding addresses the merging of the existing classifications of Grade 5 and 6 into Grade A and the existing classifications of Grade 7 and 8 into Grade B outlined in Appendix B of the Collective Agreement. The terms and conditions shall be as follows:

1. The current Grade 5 and Grade 6 classifications outlined in Appendix B of the Collective Agreement shall be merged and be re-classified as Grade A-Technician.

2. The current Grade 7 and Grade 8 classifications outlined in Appendix B of the Collective Agreement shall be merged and re-classified as Grade B-Technologist.

3. The minimum educational requirements for Grade A shall be a two (2) year college diploma in any discipline.

4. The minimum educational requirements for Grade B shall be either a technologist diploma or a technician diploma with a minimum of five (5) years plant experience of which 2.5 years must be in in a technical field (i.e. working in positions other than the Stores department) at Christie.

5. At no time shall the total number of employees in Grade B with a technician diploma and a minimum of five (5) years at Christie plant experience in a technical field of which 2.5 years must be in in a technical field (i.e. working in positions other than the Stores department) exceed thirty percent (30%).

6. AIJ Grade 5 and Grade 6 bargaining unit employees on the Company's payroll as of October 1 5\ 2006, shall be grandfathered into Level A and all Grade 7 and Grade 8 bargaining unit employees on the payroll as of October 15

\ 2006, shall be grandfathered into Level B. All grandfathered employees shall be deemed to have the applicable qualifications outlined in Sections 3 and 4 above.

7. The Company shall provide the Union with job descriptions for Grade A and B no later than January 151

, 2007.

Dated this 161h day ofNovember 2010 in Kitchener, Ontario.

FORTH COMPANY FOR THE UNION

Kirner~ ~ P~ld_ Cecile Pawlak

Vice President of Human Resources Unit 58 IBEW Chairperson

36

APPENDIX A-SCHEDULE OF REGULAR HOURLY WAGE RATES

EFFECTIVE OCTOBER 1ST, 2010 (Based on 3% wage increase ATB) GRADE START RATE AFTER PROBATION ONE-YEAR IN GRADE A (formerly grades 5 and 6) $20.15 $20.78 $21.42

B (formerly grades 7 and 8) $23.09 $23.82 $24.56

c (formerly grade 9) $25.93 $26.76 $27.59

Progression through each step shall be automatic.

APPENDIX A-SCHEDULE OF REGULAR HOURLY WAGE RATES EFFECTIVE OCTOBER 1ST, 2011 (Based on 3% wage increase ATB) GRADE START RATE AFTER PROBATION ONE-YEAR IN GRADE A (formerly grades 5 and 6) $20.75 $21.40 $22.06

B (formerly grades 7 imd 8) $23.78 $24.53 $25.30

c (formerly grade 9) $26.71 $27.56 $28.42

Progression through each step shall be automatic.

APPENDIX A-SCHEDULE OF REGULAR HOURLY WAGE RATES EFFECTIVE OCTOBER 1ST, 2012 (Based on 2.75% wage increase ATB) GRADE START RATE AFTER PROBATION ONE-YEAR IN GRADE A (formerly grades 5 and 6) $21.32 $21.99 $22.67

B (formerly grades 7 and 8) $24.43 $25.20 $26.00

c (formerly grade 9) $27.44 $28.32 $29.20

Progression through each step shall be automatic.

APPENDIX A-SCHEDULE OF REGULAR HOURLY WAGE RATES EFFECTIVE OCTOBER 1sT, 2013 (Based on 2.5% wage increase ATB) GRADE START RATE AFTER PROBATION ONE-YEAR IN GRADE A (formerly grades 5 and 6) $21.85 $22.54 $23.24

B (formerly grades 7 and 8) $25.04 $25.83 $26.65

c (formerly grade 9) $28.13 $29.03 $29.93

Progression through each step shall be automatic.

37

APPENDIXB INDEX OF JOB CLASSIFICATIONS

Grade A Technician

GradeB Technologist

GradeC F.I.P. Diagnostic Troubleshooter

38

APPENDIXC BENEFITS SUMMARY

The following outline is provided for review purposes only. For details of benefit plan coverage and payments, please refer to the benefits brochure.

LIFE INSURANCE

I X Basic Annual Earnings (2080 times hourly rate rounded to nearest thousand dollars)

$5,000.00 Paid up Life Insurance at Retirement

AD&D

1 X Basic Annual Earnings (2080 times hourly rate rounded to nearest thousand dollars)

SICK LEAVE BENEFIT

Effective January I, 2011, an employee will be credited with fifty (50) paid hours of non­cumulative sick leave per calendar year. Employees shall be entitled to utilize thirty (30) hours of their non-cumulative sick days, in full day increments, to tend to personal matters. In order to utilize personal time, the employee must provide their Supervisor with as much notice as possible. Personal days must be approved by the Supervisor. Personal days cannot be used to augment scheduled vacation or to schedule time off in conjunction with a long weekend. To be eligible for sick leave payment an employee must:

• Be suffering from a bona fide illness, which prevents his/her useful employment and is not eligible for compensation under W.S.I.B.

• Return to work as soon as possible following recovery from illness

• Do everything possible to speed recovery

• Provide a doctor's note supporting the absence from work at the Company's request

Any portion of the thirty (30) hours of personal time noted above that has not been used by December 31st in any calendar year shall be paid out to the employee at straight time rates. Payment shall be made no later than January 31st. For clarification purposes, an employee cannot be paid out for more than thirty (30) hours of personal time in any year.

Effective January I 5\ 2011 new employees shall not be entitled to the above days until such time as they have successfully completed their probationary period. Once they have completed the probationary period, the above days shall be prorated based on date of hire.

WEEKLY INDEMNITY

The employee has the option of receiving benefits from the sick leave bank or the weekly indemnity plan when they are absent with a bona fide illness. Should the employee opt to use the weekly indemnity plan for an illness, and subsequently have their claim denied, they may revert to utilizing their sick leave bank providing they have days remaining to their credit.

The plan pays at 66-2/3% of regular weekly earnings, based on regular hourly wage rate in effect at time of absence. Benefits are subject to income and other applicable tax deductions as required by legislation. The benefit covers disability for non-occupational sickness or accident for a maximum of26 weeks (130 work days).

39

To be eligible, an employee must:

• Be suffering from a bona fide illness, which prevents his/her useful employment and is not eligible for compensation under W.S.I.B.

• Return to work as soon as possible following recovery from illness

• Do everything possible to speed recovery

• Provide a doctor's note supporting the absence from work at the Company's request

LONG TERM DISABILITY HOURLY PLAN

The Company is responsible for the payment of premium as established by the Insurance Company. The Insurance Company is solely responsible for the adjudication and determination of claims and payments.

Schedule of Insurance: 60% of basic monthly earnings to the highest allowable maximum. Definition of Disability: During the first 24 months of disability, the employee is determined medically incapable of performing the regular duties of his/her own occupation. After the 24 month period, total disability means the employee is incapable of performing the duties of any occupation. Elimination Period: 26 weeks Offsets: Monthly benefit is reduced by the Primary Canada Pension Plan benefits and WSIB. Benefit Period: Payable to age 65 or earlier recovery Rehabilitation Period: Included. An approved rehabilitation program is available for the purpose of returning a totally disabled member to an occupation that provides income equal to or greater than their disability benefit. All Source Clause: Income from all sources cannot exceed 85% Benefit Termination: Age 65 or earlier retirement.

EXTENDED HEALTH CARE

1) Vision Care: includes coverage for prescription eyeglasses and contact lenses. Equivalent coverage may be used for laser eye surgery.

Effective date of ratification reimbursement up to $325.00 per twenty-four (24) month period per insured person - no deductible. Effective October 15

\ 2013 Reimbursement up to $350.00 per twenty-four (24) month period per insured person- no deductible.

Eye examination coverage up to $100.00 per twelve (12) month period per employee and every twenty-four (24) month period per eligible dependent.

2) Prescription drug plan covering drugs, injectibles, serums, insulin and diabetic supplies purchased on the prescription of a medical doctor. Each prescription is subject to a $2.00 deductible after which 100% of the cost will be paid.

3) The benefits listed below are subject to a $25.00 deductible per family per twelve (12) consecutive month period after which 100% of eligible expenses will be paid.

• ambulance charges when not paid by Provincial Health Care • semi-private hospital room charge • private nursing care shall be capped at $25,000.00 per calendar year • prescription medical appliances and equipment • physiotherapist charges when not paid by Provincial Health Care

40

• dental and plastic surgery, required as the result of an accident and when not paid by Provincial Health Care.

• up to $10.00 per day for 120 days in a licensed private hospital • special cancer treatments when not paid by other government or private agencies • hearing aids up to $500.00 per insured person for the life time of the policy. • massage therapy up to $300.00 with medical certification (from first dollar) • Chiropractic, acupuncture and naturopath up to $300.00 (from first dollar) -prorated for the

remainder of the 2006 calendar year. • Effective date of ratification employees and their eligible dependents shall be reimbursed up to

$300.00 (from first dollar) towards the purchase of orthotics. Effective October 1, 2013 the amount shall increase to $325.00.

NOTE: Family coverage for extended health care will be provided to all eligible employees at Company cost. Dependent Coverage is to age 25 if in full·time attendance at School or University.

Effective date of ratification, employees and their eligible dependents shall receive Emergency Medical Travel Insurance coverage. Travel benefits are eligible for the first sixty (60) days per trip. Further details of the coverage are outlined in the plan benefit booklet. Such coverage shall not be reduced without mutual agreement with the Union.

DENTAL PLAN The Company agrees to provide basic preventative Dental Care Benefits based upon the 2009 O.D.A. Fee Schedule (effective October 1, 2010) plus endodontic, periodontic, denture repairs and 50% reimbursement on denture purchase. The maximum per insured is $2,000.00. The Company will pay 80% of the premium cost and will arrange for the employee contribution to be deducted through payroll deductions on a regular basis.

EFFECTIVE OCTOBER 1, 2011 • 2010 O.D.A. FEE SCHEDULE EFFECTIVE OCTOBER 1, 2012-2011 O.D.A. FEE SCHEDULE EFFECTIVE OCTOBER 1, 2013-2012 O.D.A. FEE SCHEDULE

41

PENSION PLAN

1) All hourly employees of the Company will be required to join the new registered defined contribution pension plan.

2) Each employee covered by this agreement shall be required to contribute from each pay period an amount equal to at least one percent (1%) of earnings, including bonus and overtime. The Company will fully match such contributions up to a maximum of four percent ( 4%) of earnings, including bonus and overtime.

3) Any Company contributions to the plan will vest after two years of plan membership. For the purposes of clarification, Electrohome Limited service will be recognized for the purpose of vesting for any Electrohome Limited Hourly employee transferring to Christie Digital Systems, Inc up to November I, 1999.

4) The parties agree that the Company, at its discretion, shall be empowered to make any and all decisions respecting the Plan and its operation except as they may conflict with the other provisions of this appendix and the amount of the Company's matching contribution as specified above.

5) The parties agree that the Company will not be responsible for any additional costs or fees related to the Pension Plan, except making its contributions to the Plan as set out in this appendix and any fees related to the establishment of the Plan and the annual maintenance of the Plan.

GENERAL

The above benefits are subject to the provisions and regulations as set out in the group policies through which these benefits are provided.

42

APPENDIXD RECALL FORM

Nan1e .............................................. 1.0 Number .................... .

Job Grade at time of Layoff ............................................. .

In accordance with Article 11.08 of the Collective Agreement I wish recall to a job grade no lower than

Grade .............................................................................................. .

Address: .......................................................................................... .

Telephone ........................................................................................ .

Signed ................................................................... Date .. ; ................ ..

Witnessed by ....................................................... Date: .................. .

NOTE: it is the responsibility of each employee to notify the Company of any change of address.

43

I: .J~,~- ,·~ ~~~i~l=~ work day

- day off for holiday

Appendix E 2010

First Shift Tuesd

24th taken on 24th 25th taken on 28th 26th taken on 29th 31st taken on 31st 1st taken on 30th

Appendix E 2010

Second Shift Mond

24th taken on 23rd 25th taken on 27th 26th taken on 28th 31st taken on 29th 1st taken on 30th

Appendix E 2010

Third Shift Saturday Sunday Monda

25th taken on 25th 26th taken on 26th 31st taken on 2nd 1st taken on 1st

• Appendix E

2010 5 X 8 MONDAY- FRIDAY

26

'!l':l'!:'l'!!'rll'l"''"!!'ft'

24th taken on 24th 8 25th taken on 27th 8 26th taken on 28th 8 31st taken on 31st 8 1st taken on 30th 8 extra 8 hours taken 29th 8 plus two hours 2

50

...

I regular work day miBholiday -day off for holiday

Appendix E 2011

First Shift Tuesday- Friday

24th taken on 23rd 25th taken on 27th 26th taken on 28th 31st taken on 29th 1st taken on 30th

.. Appendix E

2011 Second Shift Monday- Thursday

27 28 29 30

; 1

24th taken on 22nd 25th taken on 27th 26th taken on 26th 31st taken on on 28th 1st taken on 29th

/

Appendix E 2011

5 X 8 MONDAY- FRIDAY

25 24th taken on 23rd 8 25th taken on 26th 8 26th taken on 27th 8 31st taken on 28th 8 1st taken on 29th 8 extra 8 hours taken 30th 8 plus 2 hours 2

50

• Appendix E

2011 Third Shift Saturday Sunday Monday

27 24th taken on 24th 25th taken on 25th 26th taken on 26th 31st taken on 31st 1st taken on 1st

L_ regular work day Iiiii holiday· -day off for holiday

Appendix E 2012

First Shift Tuesday - Friday

24th taken on the 27th 25th taken on the 25th 26th taken on the 26th 31st taken on the 28th 1st taken on the 1st

•

Appendix E 2012

Second Shift Monday- Thursday

I 24th taken on the 24th 25th taken on the 25th 26th taken on the 26th 31st taken on the 31st 1st taken on the 1st

•

Appendix E 2012

Third Shift Saturday Sunday Monday

24th taken on the 24th 25th taken on the 23rd 26th taken on the 29th 31st taken on the 31st 1st taken on the 30th

,

Appendix E 2012

5 X 8 MONDAY- FRIDAY

-- DECEMBER~-

--.@ -O[J[J[][jO[JO[]O --~_1·

30

24th taken on 24th 8 25th taken on 25th 8 26th taken on 26th 8 31st taken on 31st 8 1st taken on 1st 8 extra 8 hours taken 27th 8 plus 2 hours 2

50

•

..

L_ regular work day ~holiday -day off for holiday

Appendix E 2013

First Shift Tuesday - Friday

24th taken on 24th 25th taken on 25th 26th taken on 26th 31st taken on 31st 1st taken on 1st

•

• Appendix E

2013 Second Shift Monday - Thursday

--- - - - AIJ(fUST - -

·~·- ~c:D~~~'

24th taken on 24th 25th taken on 25th 26th taken on 26th 31st taken on 31st 1st taken on 1st

3

• Appendix E

2013 Third Shift Saturday Sunday Monday

24th taken on 22nd 25th taken on 23rd 26th taken on 28th 31st taken on 29th 1st taken on 30th

• Appendix E

2013 5 X 8 MONDAY- FRIDAY

24th taken on 24th 8 25th taken on 25th 8 26th taken on 26th 8 31sttaken on 31st 8 1st taken on 1st 8 extra 8 hours taken on 3oth 8 plus 2 hours 2

50

regular work day ,-~,h I'd 5:: . :,~;, o 1 ay - day off for holiday

Appendix E 2014

First Shift Tuesday - Friday

• Appendix E

2014 Second Shift Monday - Thursday

• ...

Appendix E 2014

Third Shift Saturday Sunday Monday

J Appendix E

2014 5 X 8 MONDAY- FRIDAY

-- FEBRUARY

I' ~ -~~t:J{]CJD[L] @ ~~J