'·"

1.

·~

1

COLLECTIVE AGREEMENT

BETWEEN:

CON REX STEEL LTD.

REXDALE, ONTARIO /

-AND-

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

(UNITED STEELWORKERS)

LOCAL 3950-56, UNITED STEELWORK~RS

EFFECTIVE: EXPIRy:

SEPTEMBER 18, 2016 SEPTEMBER 15, 2018

•

2

- INDEX -

SUBJECT PAGE

GENERAL SAFETY RULES 3 COMPANY RULES 4 PART-TIME POLICIES 5

ART. 1 PURPOSE OF AGREEMENT 6 2 UNION RECOGNITION 6 3 NO DISCRIMINATION 6 4 MANAGEMENT 7 5 UNION SECURITY 7

G

6 ADJUSTMENT OF GRIEVANCES 8 7 DISCHARGE AND DISCIPLINARY PROCEDURES 9 8 SENIORITY 10 9 BEREAVEMENT PAY 12.

10 LEAVE OF ABSENCE 12 11 SAFETY AND HEALTH 13 12 PAY ON DAY OF INJURY 13 13 BULLETIN BOARD 14 14 UNION REPRESENTATIVES 14 15 COMMITTEEMEN 14 16 HANDICAPPED EMPLOYEES 15 17 PREFERENTIAL SENIORITY 15 18 HOURS OF WORK AND OVERTIME 15 19 VACATION PLAN 16 20 PLANT HOLIDAYS 17 211NSURED BENEFITS 18 22 WAGES 19 23 PAYMENT OF WAGES 21 23 TOOL ALLOWANCE 22 25 JURY DUTY 22 26 PENSION PLAN 22 27 COST OF LIVING ALLOWANCE 22 28 STRIKE AND LOCKOUT 23 29 HUMANITY FUND 23 30 DURATION OF AGREEMENT 23

APPENDIX 11A'1 - c.w.s. JOB DESCRIPTIONS 25 & CLASSIFICATION SCALE

APPENDIX 11B"- C.W.S. STANDARD HOURLY 27 WAGE AND CLASSIFICATION SCALE

APPENDIX 11C'1- LEARNER PERIOD 28

CLASSIFICATION ANALYSYS

3

GENERAL SAFETY RULES

While it is the responsibility of Management to provide safe, healthy working conditions, it is the responsibility of each employee to conduct himself, and perform his duties with the greatest care to avoid injury to himself and those working with him.

Safety Rules are designed for the protection of all employees, to prevent accidents and injuries. These rules are by no means complete nor intended to cover all situations. Common sense and safe working habits are best accident prevention measures.

Employees failing to comply with the following rules may be subject to discipline, including discharge:

1. Correct or report unsafe conditions. 2. Use, adjust and repair equipment only when authorized. 3. Stop machines to adjust oil, clean, repair, etc. 4. Follow instruction: Don't take chances: If you don't know, ask. 5. Help keep everything clean and orderly. 6. Report all accidents or injuries, however minor. Get first aid promptly. 7. Use the right tools and equipment for the job: Use them safely. 8. Use prescribed protective equipment: Wear safe clothing:

Keep them in good conditions. 9. Don't horseplay: Avoid distracting others.

10. When lifting, bend your knees: Get help with heavy loads. 11. Do not direct air blast against one's clothing.

12. Do not run or take shortcuts through or over dangerous places. 13. Never stand under a suspended load or move a suspended load over others. 14. Comply with all safety rules and signs.

4

COMPANY RULES

Any employee who breaks the following rules or commits any of the offenses listed below is subject to suspension and/or dismissal without notice:

1. Assaults a fellow employee. 2. Steals from fellow employees or from the Company or is accessory thereto. 3. Is willfully neglectful or careless resulting in damage to fellow employee property or

to Company property. 4. Violates safe practices or Company Safety Rules thereby endangering self or fellow

employee. 5. Makes false statements or withholds pertinent information when applying for

employment. 6. Is insubordinate or refuses to do legitimate work. 7. Is habitually late or absent. 8. Leaves plant or place of work without permission. 9. Sleeps while on duty.

10. Consumes or has in his possession on Company property or vehicles, either intoxicating beverages or habit forming drugs.

11. Reports for work under the influence of intoxicating beverages. 12. Intimidates or coerces another employee because of membership or non­

membership in any society, fraternity, union or other organization. 13. Gambles. 14. Punches another employee's clock card or asks another employee to punch his

card. 15. Abuses rest period, or fails to be at his work station from signal to signal. 16. Violates other rules as may be posted on bulletin boards from time to time. 17. Fails to report an Industrial Accident at the time the accident occurs. 18. Fails to report absence from workfor any rea

5

LETTER OF UNDERSTANDING

PART-TIME POLICY:

September 14,2016

Senior employees must notify the company 6 months in advance of their intention to retire or to work part time (less than 40 hours per week).

PART TIME WORK BY MUTUAL AGREEMENT SHAlL BE BETWEEN 8 AND 32 HOURS PER WEEK ON A FLEXIBLE ARRANGEMENT BASED ON WORKlOAD. CHANGE IN HOURS OF WORK {lNCREASE OR DECREASE BETWEEN 8 AND 32 HRS/WK) SHALL BE BASED ON COMPANY WORKLOAD.

IN THE EVENT OF lAY-OFF DUE TO LACK OF WORK, P/T EMPLOYEES MAY 6E AFFECTED FIRST BEFORE FUll TIME EMPLOYEES DEPENDING ON WORKLOAD; THE RECALL OF P/T EMPLOYEES SHALL OCCUR WHEN P/T WORK lS AVAILABLE.

COMPANY:

6

BETWEEN: CONREX STEEL LTD.

OR ITS SUCCESSOR AND/OR ASSIGNS HEREINAFTER CALLED "THE COMPANY".

-OF THE FIRST PART-

AND

UNITED STEELWORKERS, HEREINAFTER CALLED "THE UNION".

-OF THE SECOND PART-

ARTICLE 1 PURPOSE OF THE AGREEMENT

THE GENERAL PURPOSE OF THIS AGREEMENT IS: (A) TO ESTABLISH AND MAINTAIN MUTUALLY SATISFACTORY RELATIONS BETWEEN THE COMPANY AND ITS EMPLOYEES. (B) TO ESTABLISH AND MAINTAIN SATISFACTORY WORKING CONDITIONS, HOURS AND WAGES FOR ALL EMPLOYEES WHO

ARE SUBJECT TO THE PROVISIONS OF THIS AGREEMENT. (C) TO RECORD THE PROCEDURES FOR THE PROMPT AND EQUITABLE DISPOSITION OF GRIEVANCES. (D) TO AGREE TO MAINTAIN A LEVEL OF PRODUCTIVITY THAT WILL ENABLE THE COMPANY TO COMPETE IN THE VARIOUS

FIELDS OF ITS ENDEAVORS.

ARTICLE 2 UNION RECOGNITION

2.01

2.02

2.03

THE COMPANY RECOGNIZES THE UNION AS THE SOLE AND EXCLUSIVE BARGAINING AGENCY FOR ALL OF ITS EMPLOYEES SAVE AND EXCEPT FOREMEN, PERSONS ABOVE THE RANK OF FOREMAN, OFFICE STAFF AND PERSONS REGULARLY EMPLOYED FOR NOT MORE THAN TWENTY-FOUR {24) HOURS PER WEEK IN NON-CWS POSITIONS WHICH INCLUDES PROPERTY UPKEEP.

THE TERMS AND CONDITIONS SET FORTH IN THIS AGREEMENT SHALL HAVE FULL FORCE AND EFFECT FOR ALL EMPLOYEES IN THE BARGAINING UNIT AS DESCRIBED IN THE PROCEEDING PARAGRAPH.

THE COMPANY AGREES NOT TO ALLOW FOREMEN TO WORK ON JOBS NORMALLY PERFORMED BY MEMBERS OF THE

BARGAINING UNIT, EXCEPT TO INSTRUCT, OR IN AN EMERGENCY.

ARTICLE 3 NO DISCRIMINATION

3.01 THE COMPANY AND THE UNION AGREE THAT THERE WILL BE NO DISCRIMINATION AGAINST ANY EMPLOYEE BECAUSE OF RACE, CREED, COLOUR, SEX, NATIONAL ORIGIN, UNION MEMBERSHIP OR UNION ACTIVITY.

3.02

7

THE PARTIES AGREE TO MEET WITHIN NINETY DAYS OF RATIFICATION OF THE COLLECTIVE AGREEMENT TO JOINTLY DEVELOP A POLICY ON HARASSMENT AND DISCRIMINATION WHICH WILL INCLUDE AWARENESS TRAINING FOR UP TO TWO HOURS DURING THE REGULAR WORKING HOURS AND EMPLOYEES WILL NOT SUFFER ANY LOSS OF PAY.

ARTICLE 4 MANAGEMENT 4.01

4.02

4.03

THE UNION RECOGNIZES THE RIGHT OF THE COMPANY TO HIRE, PROMOTE, DEMOTE, TRANSFER, SUSPEND, OR OTHERWISE DISCIPLINE OR DISCHARGE ANY EMPLOYEE FOR JUST CAUSE, SUBJECT TO THE RIGHT OF THE EMPLOYEE CONCERNED TO LODGE A GRIEVANCE IN THE MANNER AND TO THE EXTENT HEREIN PROVIDED.

THE UNION FURTHER RECOGNIZES THE RIGHT OF THE COMPANY TO OPERATE AND MANAGE ITS BUSINESS IN ALL ASPECTS IN ACCORDANCE WITH ITS OBLIGATIONS, RESPONSIBILITIES AND COMMITMENTS, AND IN PURSUANCE OF ITS POLICIES, INCLUDING BUT NOT LIMITED TO, THE RIGHT TO DETERMINE THE NUMBER AND LOCATION OF PLANTS, THE PRODUCTS TO BE MANUFACTURED, AND THE CLASSES OF WORK TO BE PAID AT INCENTIVE RATES, SCHEDULES AND PRODUCTION, KINDS, AND LOCATIONS OF MACHINES AND TOOLS TO BE USED; THE TECHNICAL PROCEDURES OF MANUFACTURING AND ASSEMBLY, THE ENGINEERING AND DESIGNING OF ITS PRODUCTS, AND THE CONTROL OF MATERIALS AND PARTS TO BE INCORPORATED IN THE PRODUCTS PRODUCED, AND TO MAKE AND ALTER, FROM TIME TO TIME, RULES AND REGULATIONS GOVERNING EMPLOYEES.

THE COMPANY AGREES THAT THESE RIGHTS SHALL BE EXERCISED IN A MANNER NOT INCONSISTENT WITH THE TERMS OF THIS AGREEMENT.

ARTICLE 5 UNION SECURITY

5.01

5.02

5.03

5.04

5.05

THE COMPANY SHALL DEDUCT FROM THE PAY OF EACH MEMBER OF THE BARGAINING UNIT, WEEKLY, SUCH UNION DUES, FEES AND ASSESSMENT AS PRESCRIBED BY THE CONSTITUTION OF THE UNION.

THE COMPANY SHALL. REMIT THE AMOUNTS SO DEDUCTED, PRIOR TO THE FIFTEENTH (15TH) DAY OF THE MONTH FOLLOWING BY CHEQUE, AS DIRECTED BY THE TORONTO AREA OFFICE, PAYABLE TO THE INTERNATIONAL TREASURER.

THE MONTHLY REMITTANCE SHALL BE ACCOMPANIED BY A STATEMENT SHOWING THE NAME OF EACH EMPLOYEE FROM WHOSE PAY DEDUCTIONS HAVE BEEN MADE AND THE TOTAL AMOUNT DEDUCTED FOR THE MONTH.SUCH STATEMENTS SHALL ALSO LIST THE NAMES OF EMPLOYEES FROM WHOM NO DEDUCTIONS HAVE BEEN MADE AND THE REASONS WHY, ALONG WITH ANY FORMS REQUIRED BY THE INTERNATIONAL UNION.

THE UNION AGREES TO INDEMNIFY AND SAVE THE COMPANY HARMLESS AGAINST ALL CLAIMS OR OTHER FORMS OF LIABILITY THAT MAY ARISE OUT OF, OR BY REASON OF DEDUCTIONS MADE OR PAYMENTS MADE IN ACCORDANCE WITH THIS ARTICLE.

THE COMPANY AGREES TO PRINT THE AMOUNT OF TOTAL DUES DEDUCTIONS PAID BY EACH EMPLOYEE FOR THE PREVIOUS CALENDAR YEAR ON THE INCOME TAX T4 FORM.

8

ARTICLE 6 ADJUSTMENT OF GRIEVANCES

6.01

6.02

6.03

6.04

6.05

6.06

THE PURPOSE OF THIS SECTION IS TO ESTABLISH PROCEDURES FOR DISCUSSION, PROCESSING AND SETTLEMENT OF GRIEVANCES AS DEFINED IN SECTION 6.02 OF THIS ARTICLE.

"GRIEVANCE" SHALL MEAN A COMPLAINT OR CLAIM CONCERNING UNJUST DISCIPLINE OR DISCHARGE, OR INVOLVING ANY MATTER RELATING TO WAGES, HOURS OR WORKING CONDITIONS, INCLUDING QUESTIONS OF INTERPRETATION, OR APPLICATION OF, OR COMPLIANCE WITH, THE PROVISIONS OF THIS AGREEMENT.

AN EMPLOYEE WHO BELIEVES HE HAS A JUSTIFIABLE REQUEST OR COMPLAINT MUST DISCUSS THE CLAIM OR COMPLAINT WITH HIS FOREMAN. IF HE SO DESIRES, HE MAY HAVE HIS STEWARD WITH HIM TO ASSIST IN THE PRESENTATION. IF THE COMPLAINT IS NOT SETTLED TO THE SATISFACTION OF THE EMPLOYEE CONCERNED WITHIN ON(1)WORKING DAY, THEN THE FOLLOWING STEPS OF THE GRIEVANCE PROCEDURE MAY BE INVOKED, PROVIDED THE GRIEVANCE WAS PRESENTED TO.THE EMPLOYEE'S FOREMAN WITHIN FIVE (5) WORKING DAYS AFTER THE ALLEGE CIRCUMSTANCES ORIGINATED, OR OCCURRED, OR WITHIN FIVE (S) WORKING DAYS AFTER SAME WAS DISCOVERED.

STEP 1 THE GRIEVANCE SHALL BE REDUCED TO WRITING AND SHALL BE PRESENTED TO THE FOREMAN BY THE EMPLOYEE, ACCOMPANIED BY HIS STEWARD. AFTER SUCH DISCUSSION AS IS NECESSARY, THE FOREMAN SHALL, WITHIN TWO (2) WORKING DAYS, STATE HIS DECISION TO THE EMPLOYEE AND THE STEWARD IN WRITING.

STEP 2 IF NO SETTLEMENT IS REACHED AT STEP 1, THE WRITTEN GRIEVANCE SHAll BE SUBMITTED TO THE PLANT SUPERINTENDENT WITHIN TWO (2) WORKING DAYS, WHO SHALL RENDER HIS DECISION WITHIN THREE (3) WORKING DAYS.

STEP 3 IF NO SETTLEMENT IS REACHED AT STEP 2, THE GRIEVANCE COMMITTEE MAY, BY NOTICE IN WRITING ON THE

. WRITTEN GRIEVANCE, THREE (3) WORKING DAYS AFTER RECEIPT OF THE ANSWER AS REQUIRED IN STEP 2, REQUEST THE MANAGEMENT FOR A MEETING. THE MEETING WILL BE BETWEEN THE GRIEVANCE COMMITTEE, THE INTERNATIONAL REPRESENTATIVE OF THE UNION, AND AN EXECUTIVE COMMITTEE OF THE COMPANY. MANAGEMENT SHALL NOTIFY THE GRIEVANCE COMMITTEE AS TO THE TIME ANDPLACE OF THE MEETING TO BE HELD. SUCH MEETING WILL BE HELD NOT LATER THAN THREE (3) WORKING DAYS AFTER THE REQUEST FOR SAME HAS BEEN RECEIVED BY THE MANAGEMENT.

GROUP GRIEVANCES A GROUP GRIEVANCE IS DEFINED AS A GRIEVANCE OF THE SAME NATURE AFFECTING ALL THE MEMBERS OF A SKILLS GROUP (ie: ALL WELDERS, ALL BURNERS, ETC.) OR, THE GROUP OF ALL EMPLOYEES AND MAY BE SUBMITTED AT STEP 3 OF THE GRIEVANCE PROCEDURE.

A POLICY GRIEVANCE MAY BE SUBMITTED BY THE UNION AT STEP 3 PROVIDED SUCH GRIEVANCE COULD NOT BE SUBMITTED BY AN INDIVIDUAL. THE COMPANY MAY SUBMIT A POLICY GRIEVANCE AT STEP 3 WHICH SHALL, UPON FAILURE TO SETTLE, BE PROCESSED BY ARBITRATION.

IN THE EVENT THAT THE GRIEVANCE IS NOT SETTLED AT THE CONCLUSION OF SUCH MEETING, A WRITTEN ANSWER THERETO SHALL BE SUBMITTED WITHIN THREE (3) WORKING DAYS AFTER SUCH MEETING BY THE MANAGEMENT OF THE COMPANY. IF THE ANSWER IS NOT SATISFACTORY TO THE EMPLOYEE CONCERNED, AND THE UNION COMMITTEE, THE MATTER MAY BE SUBMITTED TO ARBITRATION IN ACCORDANCE WITH CLAUSE 6.09 PROVIDED THAT SUCH NOTIFICATION IS GIVEN TO THE OTHER PARTY WITHIN FIFTEEN (15) WORKING DAYS OF THE TIME OF THE RECEIPT OF THE ANSWER IN THE THIRD STAGE.

6.07

6.08

6.09

6.10

6.11

9

THE TIME ALLOWANCE IN PARAGRAPH 6.06 MAY BE EXTENDED BY MUTUAL AGREEMENT. IF TIME ALLOWANCES OR MUTUALLY AGREED UPON EXTENSIONS ARE NOT OBSERVED BY EITHER THE UNION OR THE COMPANY, THE GRIEVANCE WILL BE CONSIDERED AS ADVANCED TO THE NEXT STAGE OF THE GRIEVANCE PROCEDURE, INCLUDING ARBITRATION.

IF EITHER THE COMPANY OR THE UNION ALLEGES VIOLATION OF THE AGREEMENT THROUGH THE ACTIONS OF THE OFFICIALS OF EITHER, THE GRIEVANCE MAY BE DEALT WITH THROUGH THE GRIEVANCE PROCEDURE ESTABLISHED BY THIS ARTICLE, BEGINNING AT STEP 3.

WHERE THE DIFFERENCE ARISES BETWEEN THE PARTIES RELATING TO THE INTERPRETATION, APPLICATIO 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 ARBITRATION. WITHIN FIVE (5) WORKING DAYS AFTER THE DATE OF DELIVERY OF THE FOREGOING NOTICE, THE PARTIES SHALL MEET TO CHOOSE AN ARBITRATOR. SHOULD THE PARTI~S FAIL WITHIN 15 DAYS TO AGREE TO AN ARBITRATOR, THE MINISTER OF LABOUR FOR THE PROVINCE OF ONTARIO MAY BE REQUESTED BY THE PARTIES OR EITHER OF THEM TO APPOINT AN ARBITRATOR. THE ARBITRATION HEARING SHALL BE HELD AT THE EARLIEST POSSIBLE DATE ACCEPTABLE TO THE ARBITRATOR, THE UNION AND THE COMPANY. NO PERSON SHALL BE SELECTED AS AN ARBITRATOR WHO HAS BEEN DIRECTLY INVOLVED IN ANY ATTEMPT TO NEGOTIATE OR SETTLE A GRIEVANCE OR COMPLAINT. NO GRIEVANCE SHALL BE REFERRED TO ARBITRATION UNLESS IT HAS BEEN PROPERLY CARRIED THROUGH ALL PREVIOUS STEPS OF THE GRIEVANCE PROCEDURE WITHIN THE TIME LIMITS STIPULATED. THE DECISION OF THE ARBITRATOR SHALL BE BINDING ON THE PARTIES FOR THE LIFE OF THIS AGREEMENT BUT THE ARBITRATOR SHALL NOT HAVE JURISDICTION TO ALTER OR CHANGE ANY PROVISIONS IN LIEU THEREOF, OR TO GIVE ANY DECISION INCONSISTENT WITH THE TERMS AND PROVISIONS OF THE AGREEMENT. EACH OF THE PARTIES HERETO WILL BEAR EQUALLY, THE EXPENSE OF THE ARBITRATOR.

AT ANY STAGE OF THE GRIEVANCE PROCEDURE, INCLUDING ARBITRATION, THE CONFERRING PARTIES MAY HAVE THE ASSISTANCE OF THE EMPLOYEE OR EMPLOYEES CONCERNED AND ANY NECESSARY WITNESSES, AND ALL REASONABLE ARRANGEMENTS WILL BE MADE TO PERMIT THE CONFERRING PARTIES TO HAVE ACCESS TO THE PLANT AND TO VIEW DISPUTED OPERATIONS AND TO CONFER WITH THE NECESSARY WITNESSES.

ANY STATEMENT USED BY THE GRIEVER, THE UNION OR THE COMPANY WILL NOT PRECLUDE THE SUBSEQUENT USE OF OTHER CLAUSES OF THIS CONTRACT IN SUPPORT OF THE GRIEVANCE UP TO AND INCLUDING ARBITRATION.

ARTICLE 7 DISCHARGE AND DISCIPLINARY PROCEDURES

7.01

7.02

A CLAIM BY AN EMPLOYEE WITH SENIORITY THAT HE HAS BEEN DISCHARGED OR SUSPENDED WITHOUT REASONABLE CAUSE WILL BE TREATED AS A GRIEVANCE IF A WRITTEN STATEMENT OF THE GRIEVANCE IS LODGED WITH THE MANAGEMENT WITHIN THREE (3) WORKING DAYS AFTER THE EMPLOYEE CEASES TO WORK FOR THE COMPANY. IN THE EVENT OF SUCH A CLAIM, THE GRIEVANCE SHALL BE FILED AT STEP 3 OF THE GRIEVANCE PROCEDURE.

WARNINGS SHALL BE GIVEN IN WRITING OR VERBALLY IN THE PRESENCE OF A UNION COMMITTEEMAN. THE COMPANY AND THE UNION AGREE THE DISCIPLINARY PENALTIES SHALL NOT BE IMPOSED UNNECESSARILY OR UNJUSTLY:

(A) ALL DEROGATORY NOTATIONS SHALL BE REMOVED FROM AN EMPLOYEE'S RECORD

7.03

10

AFTER NINE (9) MONTHS.

(B) SUCH DEROGATORY NOTATIONS BEING REMOVED, SHALL BE RETURNED TO THE EMPLOYEE.

IF IT IS DETERMINED OR AGREED AT ANY STEP IN THE GRIEVANCE PROCEDURE, OR DECIDED BY A BOARD OF ARBITRATION THAT ANY EMPLOYEE HAS BEEN DISCIPLINED OR DISCHARGED UNJUSTLY, THE MANAGEMENT SHALL PUT HIM BACK ON HIS JOB WITH NO LOSS OF SENIORITY AND THEY SHALL PAY THE EMPLOYEE THE AMOUNT HE WOUL_D HAVE EARNED HAD HE BEEN WORKING, OR BY ANY OTHER ARRANGEMENT AS TO COMPENSATION WHICH IS JUST AND EQUITABLE IN THE OPINION OF THE PARTIES OR IN THE OPINION OF THE BOARD OF ARBITRATORS, IF THE MATIER IS REFERRED TO SUCH A BOARD.

ARTICLE 8 SENIORITY

8.01

8.02

8.03

8.04

SENIORITY, AS REFERRED TO IN THIS AGREEMENT SHALL MEAN LENGTH OF SERVICE IN THE BARGAINING UNIT, AND SHALL PREVAIL ON A BARGAINING UNIT WIDE BASIS.

NEW EMPLOYEES WILL BE CONSIDERED PROBATIONARY EMPLOYEES FOR THE FIRST NINTY (90) DAYS WORKED OF THEIR EMPLOYMENT, AND DURING THIS PROBATIONARY PERIOD SUCH EMPLOYEES, WHO WILL NOT BE ENTITLED TO ANY SENIORITY, MAY BE DISMISSED OR LAID OFF BY THE COMPANY BUT NOT IN A MANNER WHICH IS ARBITRARY DISCRIMINATORY OR IN BAD FAITH. AT THE END OF THE PROBATIONARY PERIOD, THE EMPLOYEES WILL BE ENTERED ON THE SENIORITY LIST AS OF THE DATE OF ORIGINAL HIRING, AND BE ELIGIBLE FOR:

PAID PLANT HOLIDAY WHICH WAS OBSERVED DURING PROBATIONARY PERIOD, PROVIDED EMPLOYEE MET REQUIREMENTS OF ARTICLE 20.03. · PENSION BENEFIT PER 26.01. PARTICIPATION IN EMPLOYEE INCENTIVE PLAN PER 22.19.

THE COMPANY SHALL MAINTAIN AN UP-TO-DATE SENIORITY LIST FOR THE PLANT. A COPY OF SUCH LIST SHALL BE POSTED FOR EMPLOYEE'S INSPECTION. A COPY WILL ALSO BE PROVIDED TO THE UNION.

IN ALL CASES OF LAYOFFS, TRANSFERS, PROMOTIONS, VACANCIES AND RECALLS, SENIORITY SHALL BE THE DECIDING FACTOR, PROVIDED THE SENIOR EMPLOYEE HAS THE SKILL, COMPETENCE, AND EFFICIENCY TO PERFORM THE REQUIRED WORK.

IN RECOGNITION, HOWEVER, OF THE RESPONSIBILITY OF THE MANAGEMENT FOR THE OPERATION OF THE PLANT, IT IS UNDERSTOOD AND AGREED THAT MANAGEMENT SHALL HAVE THE RIGHT TO PASS OVER ANY EMPLOYEE IF IT CONSIDERS THAT THE EMPLOYEE DOES NOT HAVE THE SKILL, COMPETENCE, AND EFFICIENCY TO PERFORM THE REQUIRED WORK.

THE COMPANY WILL NOT USE ITS JUDGEMENT IN A DISCRIMINATORY OR ARBITRARY MANNER.

AN EMPLOYEE SHALL LOSE HIS SENIORITY UNDER THE FOLLOWINGCONDITIONS, AND SHALL BE CONSIDERED TO HAVE RESIGNED IF:

(A) THE EMPLOYEE RESIGNS FROM THE EMPLOY OF THE COMPANY.

(B) HE IS DISCHARGED FOR JUST CAUSE, AND SUCH DISCHARGE IS NOT REVERSED THROUGH THE GRIEVANCE PROCEDURE.

11

(C) HE IS ABSENT DUE TO ILLNESS FOR OVER TWELVE {12) MONTHS. THIS MAY BE EXTENDED BY MUTUA AGREEMENT BETWEEN THE PARTIES.

(D) HE OVERSTAYS A LEAVE OF ABSENCE WITHOUT EITHER RECEIVING AN EXTENSION OF SUCH LEAVE OR HAVING FAILED TO PROVIDE THE COMPANY WITH A REASONABLE EXPLANATION OF OVERSTAYING SUCH LEAVE.

(E) ON BEING NOTIFIED, BY REGISTERED MAIL, BY THE COMPANY TO RETURN TO WORK, HE FAILS TO RETURN AND/OR FAILS TO GIVE NOTICE OF HIS INTENTIONS TO RETURN TO WORK WITHIN FIVE {5) WORKING DAYS. SUCH RETURN TO WORK MAY BE EXTENDED TO A MAXIMUM OF SEVEN (7) CALENDAR DAYS FOR REASONABLE CAUSE.

(F) AN EMPLOYEE LEAVING THE BARGAINING UNIT TO JOIN THE STAFF RETAINS HIS BARGAINING UNIT SENIORITY BUT DOES NOT ACCUMULATE SENIORITY WHILE ON STAFF EXCEPT FOR THE INITIAL THREE (3) MONTH PERIOD.

8.05 IT SHALL BE THE DUTY OF THE EMPLOYEE TO NOTIFY THE COMPANY OF ANY CHANGE IN HIS ADDRESS AND/OR TELEPHONE NUMBER. IF THE EMPLOYEE FAILS TO DO THIS, THE COMPANY SHALL NOT BE RESPONSIBlE FOR FAILURE OF NOTICE TO REACH HIM.

8.06. THE COMPANY AGREES TO CONSIDER PRESENT EMPLOYEES FOR PROMOTION OR TRANSFER BEFORE HIRING NEW PERSONNEL, THEREFORE:

(A) ALL VACANCIES SHALL BE POSTED FOR THREE {3) WORKING DAYS ON THE COMPANY NOTICE BOARDS. ANY EMPLOYEE DESIRING THE POSITION MUST MAKE APPLICATION.

(B) ALL APPLICANTS WILL BE INTERVIEWED. SELECTION SHALL BE MADE AS SET OUT IN ARTICLE 8.03. EXPERIENCE GAINED ON TEMPORARY ASSIGNMENTS SHALL NOT BE CONSIDERED.

(C) ALL UNSUCCESSFUL APPLICANTS WITH MORE SENIORITY THAN THE SUCCESSFUL APPLICANT WILL BE NOTIFIED.

(D) THE SUCCESSFUL APPLICANT SHALL BE NOTIFIED IN WRITING THAT HE IS SUCCESSFUL AND HIS NEW JOB CLASSIFICATION AND NEW JOB CLASS SHALL BE DEFINED AND IF THE SUCCESSFUL APPLICANT HAS NOT BEEN MOVED INTO THE NEW JOB WITHIN FOUR (4) WEEKS, HE SHALL AUTOMATICALLY BE PAID HIS NEW RATE.

8.07 IN THE EVENT OF A LAY OFF DUE TO LACK OF WORK, THE COMPANY WILL GIVE THE EMPLOYEES AFFECTED AND THE UNION TWO (2) WEEKS NOTICE. ANY EMPLOYEE SHALL HAVE THE RIGHT TO ELECT LAY OFF WITHOUT SURRENDERING THE RIGHTS TO RECALL TO ANY JOB HE HAS PREVIOUSLY PERFORMED.

8.08 EMPLOYEES WITH ONE (1) TO FIVE (5) YEARS SENORITY WHO ARE LAID OFF WILL BE RETAINED ON THE COMPANY'S SENORITY LIST FOR A PERIOD OF ONE (1) YEAR. THEIR SENORITY MAY BE EXTENDED FOR A FURTHER ONE (1) YEAR PROVIDED THE EMPLOYEE NOTIFIES THE COMPANY BY REGISTERED LETIER PROIR TO THE END OF THE FIRST YEAR THAT HE WISHES TO RETAIN HIS SENORITY FOR A SECOND YEAR. EMPLOYEES WITH OVER FIVE (5) YEARS SENORITY SHALL BE RETAINED ON THE COMPANY'S SENORITY LIST FOR A PERIOD OF TWENTY-FOUR (24) MONTHS.

8.09

8.10

RECALL FROM LAY OFF WILL BE DONE IN THE INVERSE ORDER OF LAY OFF. SENIORITY SHALL APPLY PROVIDING THE EMPLOYEE IS QUALIFIED TO DO THE WORK AVAILABLE. THE COMPANY SHALL GIVE THE UNION COMMITIEE A COPY OF ALL RECALLS PRIOR TO IMPLEMENTING.

NEW TECHNOLOGICAL CHANGE: EMPLOYEES CURRENTLY WORKING ON EXISTING MACHINES SHALL BE RETRAINED ON NEW MACHINES IF SUCH NEW MACHINES ARE TO REPLACE THE WORK OF THE EXISTING MACHINES.

12

8.11

RETIREMENT POLICY: PROVIDED WORK IS AVAILABLE AND HE HAS THE SKILL COMPETENCE AND EFFICIENCY TO PERFORM THE REQUIRED WORK. AN EMPLOYEE MAY WORK BEYOND HIS RETIREMENT AGE. THIS EMPLOYMENT MAY BE ON A FULL OR PART TIME BASIS BY MUTUAL AGREEMENT BETWEEN THE UNION, EMPLOYEE AND THE COMPANY.

ARTICLE 9 BEREAVEMENT PAY

9.01

9.02

IN THE CASE OF A DEATH IN THE IMMEDIATE FAMILY OF ANY EMPLOYEE, THE COMPANY SHALL GRANT THREE (3) DAYS LEAVE OF ABSENCE WITH PAY FOR THE SOLE PURPOSE OF ARRANGING AND ATIEND lNG THE FUNERAL. "IMMEDIATE FAMILY" SHALL BE MEANT TO INCLUDE: MOTHER, FATHER, MOTHER-IN-LAW, FATHER-IN-LAW, BROTHER, SISTER, WIFE, HUSBAND, CHILDREN, GRANDCHILDREN, BROTHER-IN-LAW, SISTER-IN-LAW, DAUGHTER-IN-LAW, SON-IN-LAW, AUNTS, UNCLES AND GRANDPARENTS.

IN THE EVENT AN EMPLOYEE CANNOT ATIEND THE FUNERAL BECAUSE OF DISTANCE, HE SHALL BE ALLOWED TWO (2) DAYS LEAVE WITH PAY FOR PERSONAL GRIEF OF EMPLOYEE'S PARENT OR CHILD'S DEATH AND ONE DAY LEAVE WITH PAY IN THE EVENT OF A DEATH OF OTHER.

ARTICLE 10 LEAVE OF ABSENCE

10.01

10.02

AN EMPLOYEE WILL BE ALLOWED UP TO THIRTY {30) DAYS LEAVE OF ABSENCE WITHOUT PAY FOR PERSONAL REASONS IF: (A) HE REQUESTS SUCH LEAVE FROM THE MANAGEMENT IN WRITING, AND LEAVE IS FOR REASONS

SATISFACTORY TO THE MANAGEMENT AND DOES NOT INTERFERE WITH THE OPERATIONS: EXCEPT IN EMERGENCY SITUATIONS WHERE LEAVE SHALL BE GRANTED REGARDLESS.

(B) THE EMPLOYEE SHALL BE PAID FOR ANY PAID PLANT HOLIDAY LISTED IN CLAUSE 20.01 WHICH FALLS WITHIN THE PERIOD OF AN APPROVED LEAVE OF ABSENCE.

LEAVE OF ABSENCE WILL BE EXTENDED FOR AN ADDITIONAL THIRTY (30) DAYS FOR REASONS SATISFACTORY TO MANAGEMENT. THE EMPLOYEE MUST REQUEST THE EXTENSION IN WRITING BEFORE HIS ORIGINAL THIRTY (30) DAY LEAVE IS UP.

10.03

10.04 THE UNION WILL BE NOTIFIED OF ALL LEAVES GRANTED UNDER THIS SECTION.

AN EMPLOYEE (BUT NO MORE THAN TWO (2) EMPLOYEES AT ANY ONE TIME) WHO HAS BEEN ELECTED OR APPOINTED BY THE UNION TO ATIEND UNION CONVENTIONS OR CONFERENCES OR SCHOOLS SHALL BE GRANTED LEAVE OF ABSENCE WITHOUT PAY FOR THIS PURPOSE. THE UNION WILL INFORM THE COMPANY AT LEAST ONE (1) WEEK IN ADVANCE OF THE NAMES OF THE DELEGATES.

THE COMPANY WILL ALLOW UP TO A TOTAL OF FIVE (5) DAYS WITH PAY EACH CONTRACT YEAR DISTRIBUTED OVER THE ENTIRE MEMBERSHIP FOR ATIENDANCE AT SCHOOLS MUTUALLY AGREED UPON FOR COURSES IN OCCUPATIONAL SAFETY AND HEALTH.

10.05 ANY LEAVE OF ABSENCE WILL BE IN WRITING AND NO SUCH LEAVE WILL AFFECT ANY EMPLOYEE'S SENIORITY RIGHTS WHEN USED FOR THE PURPOSE GRANTED PROVIDED HE RETURNS AT THE EXPIRATION OF HIS LEAVE. THE COMPANY WILL RESPOND IN WRITING.

13

ARTICLE 11 SAFETY AND HEALTH

11.01 THE COMPANY AND THE UNION AGREE THAT THEY MUTUALLY DESIRE TO MAINTAIN HIGH STANDARDS OF SAFETY AND HEALTH IN THE PLANT IN ORDER TO PREVENT INDUSTRIAL INJURY AND ILLNESS.

11.02 THE COMPANY SHALL MAKE PROVISION FOR THE SAFETY AND HEALTH OF EMPLOYEES DURING THE HOURS OF THEIR EMPLOYMENT. PROTECTIVE DEVICES AND OTHER EQUIPMENT DEEMED NECESSARY TO PROPERLY PROTECT EMPLOYEES FROM INJURY SHALL BE SUPPLIED BY THE COMPANY.

11.03 THE COMPANY, UPON THE REQUEST OF THE UNION, SHALL SUPPLY GENERAL INFORMATION REGARDING ANY INDUSTRIAL ACCIDENT TO ANY OF ITS EMPLOYEES TO THE UNION.

11.04 THE COMPANY AND THE UNION SHALL MAINTAIN A SAFETY AND HEALTH COMMITIEE CONSISTING OF TWO (2) MEMBERS FROM THE UNION AND TWO (2) MEMBERS FROM THE COMPANY. THEIR DUTIES SHALL CONSIST OF MONTHLY PLANT INSPECTIONS BY THE CERTIFIED MEMBERS AND PROMPT REVIEW OF ALL ACCIDENTS AND UNSAFE CONDITIONS. MINUTES OF THE MONTHLY SAFETY AND HEALTH MEETINGS SHALL BE POSTED ON THE BULLETIN BOARD.

11.05 THE COMPANY WILL PAY THE FULL COST FOR THE PURCHASE OF METATARSAL BOOTS. THE TYPES OF METATARSAL BOOTS SHALL BE SELECTED BY THE COMPANY. REPLACEMENT SHALL BE MADE ON THEBASIS OF WEAR.

11.06 GLOVES, SELECTED BY THE COMPANY, SHALL BE PROVIDED AT NO COST TO ALL EMPLOYEES. REPLACEMENT SHALL BE MADE ON THE BASIS OFWEAR.

11.07

11.08

11.09

THE COMPANY AGREES, DURING THE TERM OF THE AGREEMENT TO REPLACE AT NO COST TO THE EMPLOYEE, PRESCRIPTION LENSES WHICH HAVE BEEN ABNORMALLY PITIED AT WORK, UP TO A MAXIMUM OF ONE

PAIR EACH SIX-MONTH PERIOD. THE COMPANY SHALL BE THE JUDGE OF WHETHER OR NOT THE PITIING IS SUFFICIENTLY SERIOUS TO JUSTIFY REPLACEMENT; .. SUCH REPLACEMENT OF ABNORMALLY PITIED LENSES SHALL BE MADE BY AN OPTOMETRIST OR OPTICIAN DESIGNATED BY THE COMPANY.

BOTH PARTIES ALSO AGREE THAT ALL EMPLOYEES INJURED BY AN ACCIDENT ARISING OUT OF AND IN THE COURSE OF EMPLOYMENT SHALL REPORT SUCH INJURY, NO MATIER HOW MINOR, TO THE FOREMAN OR LEAD HAND AS QUICKLY THEREAFTER AS POSSIBLE.

IF ANY EMPLOYEE REQUIRES SPECIAL CLOTHES OR EQUIPMENT FOR SAFETY, HEALTH OR PROTECTION FROM DIRTY WORK, OR WEATHER, THE COMPANY WILL, WITHIN REASON, PROVIDE SAME AND IN A CLEAN CONDITION AT NO COST TO THE EMPLOYEE.

IF THE COMPANY IS UNABLE TO FURNISH AN EMPLOYEE WITH COVERALLS IN ACCORDANCE WITH THE PROVISIONS OF THIS PARAGRAPH, THE EMPLOYEE WILL NOT BE REQUIRED TO PERFORM THE WORK.

ARTICLE 12 PAY ON DAY OF INJURY

12.01 ANY EMPLOYEE WHO IS HURT IN AN INDUSTRIAL ACCIDENT, AND WHO IS SENT HOME BY THE MANAGEMENT OR ON MEDICAL ADVICE, SHALL BE PAID FOR TIME OFF ON THE DAY HE WAS INJURED AT HIS REGULAR HOURLY EARNINGS.

12.02 IT IS NOT THE INTENT OF THE ABOVE PROVISION TO MAKE THE COMPANY RESPONSIBLE FOR THE PAYMENT OF SUCH TIME AND TRANSPORTATION WHICH IS COMPENSATED BY THE WORKER'SCOMPENSATION BOARD.

ARTICLE 13 BULLETIN BOARD

14

13.01 THE COMPANY AGREES TO PROVIDE THE UNION WITH BULLETIN BOARDS IN THE PLANT FOR THE PURPOSE OF POSTING UNION NOTICES AND OFFICIAL PAPERS. ALL NOTICES MUST BE APPROVED BY THE PLANT SUPERINTENDENT OR HIS DESIGNATE. SUCH APPROVAL SHALL NOT BE UNREASONABLY WITHHELD. SUCH NOTICES SHALL BE POSTED WITHIN 24 HOURS.

ARTICLE 14 UNION REPRESENTATIVES

14.01

15.01

15.02

15.03

15.04

15.05

IF AN AUTHORIZED INTERNATIONAL UNION REPRESENTATIVE, WHO IS NOT EMPLOYED BY THE COMPANY WANTS TO SPEAK TO MEMBERS OF THE GRIEVANCE COMMITTEE IN THE PLANT ABOUT A GRIEVANCE OR OTHER UNION OFFICIAL BUSINESS, HE SHALL REQUEST PERMISSION FROM THE PLANT SUPERINTENDENT. IF THE REQUEST IS REASONABLE IT WILL BE GRANTED, AND THE PLANT SUPERINTENDENT SHALL THEN CALL THE LOCAL UNION COMMITTEE, OR ANY INDIVIDUAL MEMBER THEREOF, TO AN OFFICE WHERE THEY MAY CONFER PRIVATELY.

ARTICLE 15 COMMITTEEMEN

STEWARDS SHALL BE APPOINTED BY THE UNION ON THE BASIS OF ONE STEWARD FOR EACH FOREMAN APPOINTED BY THE COMPANY. GRIEVANCE COMMITTEEMEN (NOT MORE THAN THREE (3) EMPLOYEES, SHALL BE DESIGNATED IN WRITING BY THE UNION TO THE MANAGEMENT. FOR THE PURPOSE OF MEETING THE MANAGEMENT REPRESENTATIVE, THE GRIEVANCE COMMITTEE SHALL CONSIST OF THREE (3) EMPLOYEES PLUS THE INTERNATIONAL REPRESENTATIVE .. MEMBERS OF THE GRIEVANCE COMMITTEE SHALL NOT LOSE PAY FOR THE TIME SPENT DURING REGULAR SCHEDULED WORKING HOURS ATTENDING SCHEDULED GRIEVANCE MEETINGS WITH THE COMPANY REPRESENTATIVES. ALL MEMBERS OF THE GRIEVANCE COMMITTEE SHALL HAVE AT LEAST ONE (1) YEAR SERVICEWITH THE COMPANY.

WHEN THE LEGITIMATE BUSINESS OF A GRIEVANCE COMMITTEEMAN REQUIRES HIM TO LEAVE HIS JOB OR DEPARTMENT, HE SHALL FIRST RECEIVE PERMISSION FROM HIS FOREMAN, WHICH PERMISSION SHALL NOT BE UNREASONABLY WITHHELD AND HE SHALL SUFFER NO LOSS OF PAY FOR TIME SPENT IN THE PERFORMANCE OF THESE DUTIES DURING HIS REGULAR WORKING HOURS.

PURSUANT TO THIS UNDERSTANDING, HOWEVER, THE COMPANY HAS THE RIGHT TO WITHHOLD PAYMENT IF IT IS OF THE OPINION THAT AN UNREASONABLE AMOUNT OF TIME HAS BEEN SO SPENT.

A NEGOTIATION COMMITIEE CONSISTING OF NOT MORE THAN TWO (2) EMPLOYEES SHALL BE ALLOWED TIME OFF FROM WORK WITH PAY FOR THE FIRST THREE (3) MEETINGS FOR THE PURPOSE OF PREPARING AND NEGOTIATING AMENDMENTS TO THE AGREEMENT.

A C.W.S. COMMITIEE CONSISTING OF NOT MORE THAN THREE (3) EMPLOYEES SHALL BE ALLOWED TIME OFF FROM WORK WITH PAY FOR THE PURPOSE OF NEGOTIATING AMENDMENTS TO THE EXISTING C.W.S. PROGRAM EFFECTIVE JANUARY 1, 1977. ALL SUCH PAID LEAVE SHALL BE SCHEDULED BY THE COMPANY IN ADVANCE.

15

ARTICLE 16 HANDICAPPED EMPLOYEES

16.01 IN THE EVENT OF, EMPLOYEES SUSTAINING INJURIES AT WORK, OR BECOMING AFFECTED BY OCCUPATIONAL DISEASES DURING THE COURSE OF THEIR EMPLOYMENT AND BECOMING PHYSICALLY HANDICAPPED AS A RESULT THEREOF, THE COMPANY SHALL RETURN THE EMPLOYEE TO HIS REGULAR POSITION OR TO SUCH OTHER POSITION THAT HE IS CAPABLE OF

. PERFORMING. NOTWITHSTANDING THE FOREGOING, THE PROVISIONS OF ARTICLE 8 SHALL APPLY.

ARTICLE 17 PREFERENTIAL SENIORITY

17.01 IN THE EVENT OF A LAY-OFF, THREE (3) MEMBERS OF THE UNION EXECUTIVE WILL BE GIVEN PREFERENTIAL SENIORITY FOR THE PURPOSE OF CARRYING OUT THE UNION DUTIES, PROVIDED THEY ARE QUALIFIED TO PERFORM THE WORK AVAILABLE. THE UNION WILL ADVISE THE COMPANY OF THE OFFICERS AFFECTED BY THIS CLAUSE.

17.02

18.01

18.02

18.03

18.04

IN THE EVENT OF A LAYOFF, THREE (3) LEAD HANDS WILL BE GIVEN PREFERENTIAL SENIORITY FOR THE PURPOSE OF DIRECTING AND PERFORMING SOME OF THE WORK OF THE GROUP, PROVIDED THEY ARE QUALIFIED TO PERFORM THE WORK AVAILABLE. WHERE ONLY TWO (2) EMPLOYEES REMAIN IN A GIVEN JOB CLASS, THE SENIOR EMPLOYEE SHALL HAVE PREFERENCE.

ARTICLE 18 HOURS OF WORK AND OVERTIME

THIS ARTICLE IS INTENDED ONLY TO PROVIDE THE BASIS OF THE WORK DAY AND WORK WEEK AND THE CALCULATION OF OVERTIME, AND SHALL NOT BE CONSTRUED AS A GUARANTEE OF HOURS OF WORK PER DAY OR PER WEEK.

THE NORMAL WORK WEEK SHALL CONSIST OF FORTY (40) HOURS, MONDAY THROUGH FRIDAY, AT EFFECTIVE RATES OF PAY CONTAINED IN ARTICLE 22.

DAILY HOURS, STARTING AND QUITIING TIMES, AND TIME FOR LUNCH PERIOD WILL BE DETERMINED BY THE COMPANY IN ACCORDANCE WITH PRODUCTION REQUIREMENTS. THE COMPANY WILL NOTIFY EMPLOYEES TWO (2) WEEKS IN ADVANCE WHEN CHANGES ARE TO BE MADE IN THEIR HOURS AND SHIFT SCHEDULES-

NORMAL SHIFTS SHALL BE: DAY SHIFT: 7:00A.M. TO 3:30P.M. AFTERNOON SHIFT: 3:30P.M. TO 12:00 A.M.

OVERTIME WILL BE DIVIDED AS EQUALLY AS POSSIBLE AMONG EMPLOYEES WITHIN A JOB CLASSIFICATION:

(1) WHO NORMALLY PERFORM THE WORK TO BE DONE OR; (2). WHO HAVE THE SKILL, COMPETENCE AND EFFICIENCY TO PERFORM THE WORK TO BE DONE.THE

COMPANY WILL OFFER THE OVERTIME TO EMPLOYEES WITHIN THE CLASSIFICATION WITH THE LOWEST OVERTIME HOURS. A PLANT OVERTIME LIST WILL BE MAINTAINED AND UPDATED WEEKLY FOR THIS PURPOSE. THE LIST WILL BE MADE -AVAILABLE FOR REVIEW UPON REQUEST.REFUSED OVERTIME HOURS WILL BE CHARGED TO AN EMPLOYEE AS HOURS WORKED. THE OVERTIME LIST WILL BE RENEWED AT THE BEGINNING OF EACH CONTRACT YEAR.

16

18.05 A NORMAL WORK SCHEDULE WILL PERMIT EMPLOYEES A ONE-HALF HOUR LUNCH PERIOD WITHOUT PAY DURING EACH NORMAL SHIFT.

18.06 SHIFT EMPLOYEES WORKING REGULARLY SCHEDULED SHIFTS WILL RECEIVE AN OFF-SHIFT PREMIUM OF ONE DOLLAR AND TWENTY FIVE CENTS ($1.25) PER HOUR FOR BOTH AFTERNOON SHIFT AND NIGHT SHIFT.

18.07 EMPLOYEES WILL BE PAID OVERTIME AT THE RATE OF TIME AND ONE HALF OF THE REGULAR HOURLY RATE FOR ALL HOURS WORKED IN EXCESS OF THEIR SCHEDULED EIGHT (8) HOURS IN ANY ONE DAY, MONDAY THROUGH FRIDAY.

18.08

18.09

ALL HOURS WORKED ON SATURDAY OR SUNDAY SHALL BE PAID AT A MINIMUM OF ONE AND HALF TIMES THE EMPLOYEE'S REGULAR RATE OF PAY. IF AN EMPLOYEE HAS ACCUMULATED IN EXCESS OF TEN HOURS {10) HOURS OF OVERTIME DURING THE WEEK (SATURDAY, SUNDAY INCLUDED) THEN ALL HOURS IN EXCESS OF TEN (10) HOURS OF OVERTIME SHALL BE PAID AT THE RATE OF DOUBLE THE EMPLOYEE'S REGULAR RATE OF PAY.

EMPLOYEES WHO REPORT FOR WORK AT THE REGULAR STARTING TIME OF THEIR SHIFT AND WHEN THEY HAVE NOT BEEN NOTIFIED P.REVIOUSLY NOT TO DO SO, AND FOR WHOM WORK IS NOT AVAILABLE, SHALL BE PROVIDED WITH FOUR (4) HOURS OF WORK OR FOUR (4) HOURS OF PAY IN LIEU THEREOF AT THE REGULAR HOURLY RATE OF PAY. THIS PROVISION SHALL NOT APPLY IN THE EVENT OF WORK SUSPENSION FOR REASONS BEYOND THE REASONABLE CONTROL OF THE COMPANY.

18.10

18.11

18.12

18.13

19.01

19.02

19.03

19.04

AN EMPLOYEE WHO HAS ALREADY LEFT THE PREMISES OF THE COMPANY AFTER COMPLETION OF HIS REGULAR SHIFT AND WHO IS CALLED FOR EMERGENCY WORK WILL BE PAID HIS REGULAR RATE PLUS ANY APPLICABLE OVERTIME OR SHIFT PREMIUM FOR ALL HOURS ACTUALLY WORKED, BUT NOT LESS THAN FOUR (4) HOURS PAY AT THE REGULAR RATE.

EMPLOYEES SHALL BE PERMITIED TWO (2) TEN MINUTE REST PERIODS PER SHIFT. THESE REST PERIODS SHALL BE SCHEDULED BY THE COMPANY.

SHIFTS ARE TO BE ROTATED EQUALLY WHEREVER PRACTICABLE. THE PLANT CHAIRMAN OF THE LOCAL UNION SHALL BE ON A STEADY DAY SHIFT. EMPLOYEES WITH 20 YEARS OR MORE SERVICE SHALL BE GIVEN PREFERENCE TO STEADY DAY OR AFTERNOON SHIFT.

EMPLOYEES SHALL BE ALLOWED A FIVE (5) MINUTE PAID PERIOD AT THE END OF THEIR SHIFT TO ENABLE THEM TO WASH UP.

ARTICLE 19 VACATION PLAN

LENGTH OF CONTINUOUS SERVICE ON JUNE 30TH OF THE VACATION YEAR WILL BE THE BASIS OF QUALIFICATION FOR PAID VACATION AS FOLLOWS:

ALL EMPLOYEES SHALL RECEIVE VACATION PAY ALLOWANCE CALCULATED AT 4% OF GROSS PAY EARNED IN THE VACATION YEAR.

ALL EMPLOYEES WITH FIVE (5) YEARS OR MORE OF CONTINUOUS SERVICE ON JUNE 30TH OF THE VACATION YEAR SHALL BE GRANTED A VACATION OF 3 WEEKS AND WILL RECEIVE A VACATION PAY ALLOWANCE AT THE RATE OF 6% OF GROSS PAY EARNED IN THE VACATION YEAR.

ALL EMPLOYEES WITH TEN (10) YEARS OR MORE OF CONTINUOUS SERVICE ON JUNE 30TH OF THE VACATION YEAR SHALL BE GRANTED A VACATION OF 4 WEEKS, AND WILL RECEIVE A VACATION PAY ALLOWANCE AT THE RATE OF 8% OF GROSS PAY EARNED IN THE VACATION YEAR.

17

19.05 ALL EMPLOYEES WITH TWENTY (20) YEARS OR MORE OF CONTINUOUS SERVICE ON JUNE 30TH OF THE VACATION YEAR SHALL BE GRANTED A VACATION OF 5 WEEKS AND WILL RECEIVE A VACATION PAY ALLOWANCE AT THE RATE OF 10% OF GROSS PAY EARNED IN THE VACATION YEAR.

ALL EMPLOYEES HIRED AFTER SEPTEMBER 18, 2016, SHALL HAVE MAXIMUM VACATION PAY ALLOWANCE AT 8% OF GROSS PAY EARNED IN THE VACATION YEAR OR 4 WEEKS VACATION AS IN 19.04 ABOVE.

19.06 IN THE EVENT OF ILLNESS OR ACCIDENT DURING THE VACATION YEAR, AND UPON RETURN TO WORK FROM SUCH ILLNESS OR ACCIDENT, AN EMPLOYEE MAY DELAY HIS RETURN TO WORK BY THE AMOUNT OF VACATION CREDITS (DAYS) STILL OUTSTANDING. IN THE EVENT OF ILLNESS, AN EMPLOYEE MAY RE-SCHEDULE HIS VACATION PROVIDING SUCH NEW SCHEDULE DOES NOT INTERFERE WITH PRODUCTION.

19.07 THE COMPANY WILL MAKE EVERY EFFORT TO PAY FULL WEEK VACATION CREDITS ONE (1) WEEK PRIOR TO EMPLOYEES SCHEDULED VACATION.

19.08 AN EMPLOYEE IS OBLIGED TO TAKE TWO (2) WEEKS VACATION EACH YEAR. THIS VACATION PERIOD WOULD NORMALLY OCCUR DURING THE SUMMER PLANT SHUTDOWN UNLESS SPECIAL ARRANGEMENTS ARE MADE WITH MANAGEMANT. AN EMPLOYEE MAY ELECT TO WAIVE VACATION TIME BEYOND THE MANDATORY TWO (2) WEEKS AND RECEIVE PAY IN LIEU OF UNDER THE FOLLOWING CONDITIONS:

(1) SHOP WORK LOAD IS SUFFICIENT TO JUSTIFY THE EXTRA SHOP TIME (2) PAY IN LIEU OF VACATION IS PAID IN THE MONTH OF NOVEMEBER

19.09 ALL EMPLOYEES WITH THIRTY (30) YEARS OR MORE OF CONTINUOUS SERVICE ON JUNE 30TH OF THE VACATION YEAR SHALL BE GRANTED A VACATION SUPPLEMENT OF $20 FOR EACH YEAR OF CONTINUOUS SERVICE. THIS SUPPLEMENT WILL BE PAID OUT WITH THE VACATION PAYS AT THE TIME OF SUMMER SHUT DOWN.

ARTICLE 20 PLANT HOLIDAYS

20.01 THE COMPANY WILL OBSERVE THE FOLLOWING PLANT HOLIDAYS: - NEW YEAR'S DAY -FAMILY DAY -GOOD FRIDAY - VICTORIA DAY -CANADA DAY -CIVIC HOLIDAY -LABOUR DAY -THANKSGIVING DAY -CHRISTMAS EVE -CHRISTMAS DAY -BOXING DAY -ONE DAY PRIOR TO NEW YEAR'S DAY -ONE FLOATING DAY

20.02 EMPLOYEES WITH SENIORITY WILL BE ENTITLED TO PAY FOR SUCH HOLIDAYS CALCULATED ON THE BASIS OF THEIR STRAIGHT TIME HOURLY RATE MULTIPLIED BY EIGHT (8) HOURS.

20.03 TO BE ELIGIBLE FOR HOLIDAY PAY, AN EMPLOYEE MUST HAVE COMPLETED HIS PROBATIONARY PERIOD, AND MUST HAVE WORKED TWO (2) HOURS ON THE SHIFT IMMEDIATELY BEFORE THE HOLIDAY, EXCEPT THAT IF SUCH ATIENDANCE COULD NOT BE COMPLIED WITH DUE TO PERSONAL ILLNESS, VERIFIED BY A DOCTOR'S CERTIFICATE, OR LAYOFF PROVIDED SUCH

18

CIRCUMSTANCES OCCURRED WITHIN FIVE (5) WORKING DAYS PRECEDING THE HOLIDAY OR WITHIN FIVE (5) WORKING DAYS SUCCEEDING THE HOLIDAY.

20.04 A QUALIFIED EMPLOYEE REQUIRED TO WORK ON ANY OF THE ABOVE HOLIDAYS SHALL BE PAID AT THE RATE OF ONE AND A HALF TIMES BASED ON HIS REGULAR HOURLY RATE FOR ALL HOURS WORKED, IN ADDITION TO HIS HOLIDAY PAY.

20.05 WHERE ONE OF THE PLANT STATUTORY HOLIDAYS FALLS ON A TUESDAY OR THURSDAY, A SATURDAY MAY BE WORKED AT STRAIGHT TIME TO SUBSTITUTE FOR THE MONDAY PREVIOUS TO THE TUESDAY HOLIDAY, OR FOR THE FRIDAY AFTER THE THURSDAY HOLIDAY. THE SATURDAY WORKED IS TO BE AT LEAST TWO (2) WEEKS PRIOR TO THE HOLIDAY WEEKEND INVOLVED. IF LAID OFF AFTER WORKING THE SATURDAY, AND PRIOR TO THE HOLIDAY, THE EMPLOYEE SHALL AUTOMATICALLY BE PAID TIME AND ONE HALF OR DOUBLE TIME AS IN 18.08.

20.06 IF A STATUTORY HOLIDAY FALLS ON A SATURDAY OR SUNDAY, THE PREVIOUS FRIDAY OR THE FOLLOWING MONDAY SHALL BE THE DAYS OBSERVED.

ARTICLE 21 INSURED BENEFITS

21.01 THE COMPANY AGREES TO PAY 100% OF THE PREMIUM COSTS OF THE FOLLOWING WELFARE PLANS SET OUT IN THE MARITIME LIFE GROUP BENEFIT PLAN FOR CONREX STEEL LTD.- HOURLY EMPLOYEES FOR THE DURATION OF THIS AGREEMENT:

(A) THE AMOUNT OF LIFE INSURANCE AND A.D & D. WILL BE $70,000.

(B) THE LIFE INSURANCE SHALL INCLUDE 24 HOUR DOUBLE INDEMNITY COVERAGE.

(C) ONTARIO HOSPITALINSURANCE.

(D) SEMI-PRIVATE HOSPITAL COVERAGE.

(E) EXTENDED HEALTH PLAN FOR PRESCRIPTION WITH A $0.35 DEDUCTIABLE ON EACH TRANSACTION USING THE DRUG CARD ISSUED BY THE COMPANY.

(F) A BASIC DENTAL PLAN EQUIVALENT TO THE BLUE CROSS NO.7 WITH RIDER #1, FOR A ONE YEAR LAG IN THE O.D.A.AND ALLOW FOR 6 MONTH CLEANING.

(G) WEEKLY INDEMNITY SICKNESS AND ACCIDENT PLAN. THE CURRENT WEEKLY SICK PAY BENEFITS SHALL BE ADJUSTED TO 66 2/3% OF THE EMPLOYEES WEEKLY EARNINGS. THE SICK PAY BENEFIT SHALL BE PAID AS OF THE 3RD DAY OF ILLNESS OR AS OF THE 1ST DAY OF AN ACCIDENT OR HOSPITALIZATION FOR A MAXIMUM PERIOD OF 26 WEEKS. WEEKLY WAGE IS CONSIDERED TO BE THE EMPLOYEES RATE PER HOUR IN EFFECT AT THE TIME OF THE ACCIDENT OR SICKNESS, MULTIPLIED BY 40 HOURS.

(H) THE COMPANY WILL PAY $500, IN TOTAL, INCLUDING EYE TESTS, TOWARDS THE PURCHASE OF PRESCRIPTION EYEGLASSES FOR THE EMPLOYEES OR THEIR FAMILY'S USE ONCE EVERY TWO YEARS. PAYMENT WILL BE MADE AFTER PRESENTATION OF A BONIFIDE OPTOMETRIST'S RECEIPT.

21.02 THE ABOVE BENEFITS WILL BE CONTINUED DURING PERIODS OF DISABILITY EXCEPT WHERE OTHERWISE INDICATED. ON LAY­OFFS, COVERAGE WILL EXTEND TO THE BEGINNING OF THE MONTH FOLLOWING THE MONTH IN WHICH SUCH LAY-OFF

19

OCCURS. DURING AN AUTHORIZED LEAVE OF ABSENCE COVERAGE WILL EXTEND TO THE END OF THE MONTH FOLLOWING THE MONTH IN WHICH THE LEAVE OF ABSENCE COMMENCES.FURTHER, EMPLOYEES WILL HAVE THE OPTION OF CONTINUING COVERAGE BEYOND THIS PERIOD BY PAYING THEIR PREMIUM DIRECTLY TO THE COMPANY AS LONG AS THEY CAN SHOW PROOF ON REQUEST THAT THEY ARE NOT EMPLOYED ELSEWHERE- FOR A PERIOD OF SIX MONTHS.

ARTICLE 22 WAGES

22.01 THE CO-OPERATIVE WAGE STUDY {C.W.S.) MANUAL FOR A JOB DESCRIPTION, CLASSIFICATION AND WAGE ADMINISTRATION REVISED SEPTEMBER 1973, DATED JUNE 4TH, 1976 {HEREIN REFERRED TO AS THE "MANUAL"), IS INCORPORATED INTO THIS AGREEMENT AS APPENDIX "A" AND ITS PROVISIONS SHALL APPLY AS IF SET FORTH IN FULL HEREIN PROVIDED THAT REFERENCE IN THE MANUAL TO SUCH JOBS AS TRADE OR CRAFT: ASSIGNED MAINTENANCE, CLERICAL OR TECHNICAL GROUP LEADER, TESTING OR INSPECTION, LEARNER, APPRENTICE, INSTRUCTOR SHALL NOT OF ITSELF ESTABLISH EXISTENCE OF SUCH JOBS IN THE OPERATIONS OF THE COMPANY OR DETERMINE THAT SUCH JOBS ARE WITHIN OR A~E NOT WITHIN THE JURISDICTION OF THE BARGAINING UNIT.

22.02 EACH EMPLOYEE'S JOB SHALL BE DESCRIBED AND CLASSIFIED AND A RATE OF PAY APPLIED TO SUCH EMPLOYEE IN ACCORDANCE WITH THE PROVISIONS OF THIS AGREEMENT.

22.04 EACH STANDARD HOURLY RATE ESTABLISHED UNDER APPENDIX "B" SHALL BE: {A) THE ESTABLISHED RATE OF PAY FOR A~L HOURS PAID FOR ON A NON-INCENTIVE JOB: AND {B) THE ESTABLISHED HOURLY BASE RATE AND MINIMUM

22.05

GUARANTEED RATE OF PAY UNDER ANY INCENTIVE APPLIED TO THE JOB IN ACCORDANCE WITH THE PROVISIONS OF THIS ARTICLE.

EXCEPT AS OTHERWISE PROVIDED BY !HIS AGREEMENT, THE ESTABLISHED RATE OF PAY FOR EACH PRODUCTION OR MAINTENANCE JOB, OTHER THAN A TRADE OR CRAFT OR APPRENTICE JOB, SHALL APPLY TO ANY EMPLOYEE DURING SUCH TIME AS THE EMPLOYEE IS REQUIRED TO PERFORM SUCH JOB.

22.06 EXCEPT AS OTHERWISE PROVIDED BY THIS AGREEMENT, THE ESTABLISHED RATE OF PAY FOR A TRADE OR CRAFT OR APPRENTICE JOB SHALL APPLY TO ANY EMPLOYEE DURING THE TIME SUCH EMPLOYEE IS ASSIGNED TO THE RESPECTIVE RATE CLASSIFICATION IN ACCORDANCE WITH THE PROVISIONS OF THIS AGREEMENT.

22.07 TEMPORARY TRANSFERS AN EMPLOYEE WHO IS TEMPORARILY TRANSFERRED FROM HIS REGULAR JOB SHALL BE PAID THE STANDARD HOURLY RATE OF THE JOB TO WHICH HE HAS BEEN TRANSFERRED, PROVIDED SUCH RATE IS NOT LESS THAN THAT OF HIS REGULAR JOB. IF THE RATE OF THE JOB TO WHICH HE IS TEMPORARILY TRANSFERRED, BUT NOT AS A RESULT OF LAYOFF, IS LESS THAN THE RATE OF HIS REGULAR JOB HE SHALL BE PAID THE RATE OF HIS REGULAR JOB DURING THE PERIOD OF SUCH TEMPORARY TRANSFER. SUCH TRANSFER SHALL NOT EXCEED A PERIOD OF THIRTY {30) DAYS.

22.08 LEARNER RATES LEARNER JOBS REQUIRING "LEARNER" RATES, DUE TO LACK OF ADEQUATE TRAINING OPPORTUNITY PROVIDED BY THE PROMOTIONAL SEQUENCE OF RELATED JOBS, SHALL BE NEGOTIATED AND MADE PART OFTHIS AGREEMENT.

22.09 A SCHEDULE OF LEARNER RATES FOR THE RESPECTIVE LEARNING PERIOD OF 520 HOURS OF ACTUAL LEARNING EXPERIENCE WITH THE COMPANY ON JOBS FOR WHICH TRAINING OPPORTUNITY IS NOT PROVIDED BY THE PROMOTIONAL SEQUENCE OF RELATED JOBS, SHALL BE ESTABLISHED AT THE LEVEL OF THE STANDARD HOURLY WAGE SCALE RATES FOR THE RESPECTIVE JOB CLASSES. THIS DETERMINATION SHALL BE ON THE BASIS OF THE REQUIRED EMPLOYMENT TRAINING AND EXPERIENCE TIME SPECIFIED IN FACTOR 2 OF THE JOB CLASSIFICATION RECORD OF THE RESPECTIVE JOB AS FOLLOWS:

20

(A) CODE C: SEVEN TO TWELVE MONTHS ONE LEARNER PERIOD CLASSIFICATION AT A LEVEL TWO JOB CLASSES BELOW THE JOB CLASS OF THE JOB.

(B) CODED: THIRTEEN TO EIGHTEEN MONTHS.

(1)A FIRST LEARNER PERIOD CLASSIFICATION AT A LEVEL FOUR JOB CLASSES BELOW THE JOB CLASS OF THE JOB.

(2) A SECOND LEARNER PERIOD CLASSIFICATION ATA LEVEL TWO JOB CLASSES BELOW THE JOB CLASS OF THE JOB.

(c)· CODE E AND HIGHER: NINETEEN MONTHS AND ABOVE.

22.10

(1)A FIRST LEARNER PERIOD CLASSIFICATION AT A LEVEL SIX JOB. CLASSES BELOW THE JOB CLASS OF THE JOB, AND

(2)A SECOND LEARNER PERIOD CLASSIFICATION AT A LEVEL FOUR JOB CLASSES BELOW THE JOB CLASS OF THE JOB, AND

(3)A THIRD LEARNER PERIOD CLASSIFICATION AT A LEVEL TWO JOB CLASSES BELOW THE JOB CLASS OF THE JOB, AND

(4)EMPLOYEES WHO HAVE NO RELATED WORK EXPERIENCE IN RELATION TO THE RESPECTIVE JOB SHALL SERVE AN ADDITIONAL 520 HOURS OF WORK IN THE LEARNER PERIOD TWO JOB CLASSES BELOW THE JOB CLASS OF THE JOB.

THE LEARNER PERIODS AS PROVIDED IN SECTION 22.09 SHALL APPLY TO THOSE JOBS LISTED IN APPENDIX "C" OF THIS AGREEMENT, EXCEPT AS OTHERWISE MUTUALLY AGREED BETWEEN THE COMPANY AND THE UNION, AND SO INDICATED IN APPENDIX "C". LEARNER PERIODS SHALL APPLY ONLY TO JOBS IN JOB CLASS 8 AND UP, EXCEPT WHERE THE PROVISIONS OF SECTION 22.13 AND 22.14 APPLY.

22.11 . THE COMPANY AT ITS DISCRETION, MAY APPLY A LEARNER RATE TO A LEARNER ON ANY JOB WHERE ANOTHER EMPLOYEE

OTHER THAN THE LEARNER IS ON THE JOB, PROVIDED THE LEARNER RATE APPLIED IS:

(A) IN CASE OF AN EMPLOYEE TRANSFERRED FROM ANOTHER JOB IN THE PLANT, THE LOWER FIGURE OF:

(1) THE STANDARD HOURLY RATE OF THE JOB FROM WHICH TRANSFERRED.

(2) THE STANDARD HOURLY RATE OF THE JOB BEING LEARNED. 22.12

THE LEARNER PROVISIONS SET FORTH IN SECTION 22.09 SHALL APPLY:

(A) FOR A PERIOD OF TIME SUFFICIENT TO LEARN TO DO THE JOB, PROVIDED THAT SUCH PERIOD SHALL AT NO TIME EXCEED 520 HOURS.

(B) ONLY TO PROVIDE REPLACEMENTS FOR JOB VACANCIES, AND

(C) IN ACCORDANCE WITH THE PROVISIONS OF THIS AGREEMENT FOR FILLING VACANCIES. 22.13

THE COMPANY SHALL FURNISH THE UNION ON THE FORM SET FORTH AS EXHIBIT "C" OF THE MANUAL, A LIST OF JOBS AGREED TO BY THE COMPANY AND THE UNION AS APPROPRIATE FOR THE APPLICATION OF LEARNER RATES. SUCH LIST MAY BE ADDED TO OR DELETED FROM BY MUTUAL AGREEMENT OF THE COMPANY AND THE UNION. THE SCHEDULE FOR LEARNER RATES SET FORTH IN SECTION 22.09 SHALL APPLY ONLY TO JOBS IN THIS LIST.

21

22.14 EMPLOYEE'S TIME SPENT ON A JOB REQUIRING A LEARNER SCHEDULE SHALL BE CUMULATIVE. PERIODS OF LESS THAN 4 HOURS SHALL NOT BE COUNTED TOWARD COMPLETION OF A LEARNER SCHEDULE BUT SHALL BE PAID FOR AT THE STANDARD HOURLY RATE OF THE JOB.

22.15 ANY EMPLOYEE WHO HAS QUALIFIED FOR A JOB THROUGH A LEARNER SCHEDULE SHALL NOT BE REQUIRED TO REPEAT THAT LEARNER SCHEDULE.

'-~ 22.16

22.17

22.18

22.19

22.20

22.21

22.22

22.23

THE ESTABLISHED LEARNER RATE OF PAY FOR EACH LEARNER PERIOD CLASSIFICATION SHALL APPLY IN ACCORDANCE WITH THE LEARNER TRAINING PERIODS AS DEFINED IN SECTION 22.09. HOWEVER, AN EMPLOYEE WHOSE CURRENT RATE OF PAY IS HIGHER THAN THE MINIMUM RATE OF A LEARNER JOB TO WHICH HE HAS ACCEDED, SHALL MAINTAIN HIS CURRENT RATE, BUT NOT HIGHER THAN THE STANDARD HOURLY RATE OF THE JOB BEING LEARNED, UNTIL SUCH TIME AS THE RATE FOR THE APPLICABLE LEARNER PERIOD CLASSIFICATION IS EQUAL TO OR EXCEEDS HIS PRESENT RATE.

ANY EMPLOYEE, WHEN ASSIGNED TO A JOB ON WHICH A LEARNER RATE APPLIES, SHALL BE CREDITED IN THE LEARNER SCHEDULE WITH ALL TIME PREVIOUSLY WORKED ON SUCH JOB OR, IN THE CASE OF "GROUPED JOB" ON A JOB IN SUCH GROUP. IT IS AGREED THAT SUCH PAST TIME SHALL BE COMPUTED FROM REASONABLY RECENT RECORDS OF THE COMPANY.

INSTRUCTING ALLOWANCE A $0.50 PER HOUR PREMIUM SHALL BE PAID TO AN EMPLOYEE INSTRUCTING ANOTHER EMPLOYEE TO PERFORM A PARTICULAR OPERATION. THE FOREMAN SHALL STIPULATE THE PERIOD OF TIME TO BE ALLOTTED FOR THIS INSTRUCTION.

INCENTIVES THE COMPANY SHALL CONTINUE THE EMPLOYEE INCENTIVE PLAN WHICH WAS IMPLEMENTED IN JANUARY 1995.

GENERAL ANY MATHEMATICAL OR CLERICAL ERRORS MADE IN THE PREPARATION, ESTABLISHMENTOR APPLICATION OF JOB DESCRIPTIONS, CLASSIFICATION OR STANDARD HOURLY RATES SHALL BE CORRECTED TO CONFORM TO THE PROVISIONS OF THIS AGREEMENT.

EXCEPT AS OTHERWISE PROVIDED, NO BASIS SHALL EXIST FOR AN EMPLOYEE COVERED BY THIS AGREEMENT TO ALLEGE THAT A WAGE RATE INEQUITY EXISTS.

ARTICLE 6.02, SECTION (C) (2) OF THE MANUAL IS HEREBY UNDERSTOOD AND AGREED TO HAVE BEEN REWRITTEN TO INCLUDE SUCH SPECIFIC WORDING AS FOLLOWS: "6.02 (C) {2) THE UNION MAY WITHIN THIRTY (30) DAYS THEREAFTER, FILE A GRIEVANCE ALLEGING THE JOB IS IMPROPERLY CLASSIFIED UNDER THE PROVISIONS OF THE MANUAL."

SEVERANCE PAY SHOULD THE COMPANY DECIDE TO CLOSE A DEPARTMENT, DIVISION OR THE PLANT DURING THE TERM OF THE AGREEMENT AND THAT THIS CLOSURE RESULTS IN THE DIRECT AND PERMANENT REDUCTION OF EMPLOYEES, THE EMPLOYEES SO AFFECTED WITH 1 TO 5 YEARS SENORITY SHALL RECEIVE SEVERANCE PAY OF FORTY {40) HOURS AT HIS REGULAR HOURLY RATE FOR EACH COMPLETED YEAR OF SERVICE. THOSE EMPLOYEES WITH OVER 5 YEARS SENORITY SHALL RECEIVE SEVERANCE PAY OF EIGHTY {80) HOURS AT HIS REGULAR HOURLY RATE FOR EACH COMPLETED YEAR OF SEVICE UP TO A MAXIMUM OF ONE THOUSAND (1,500) HOURS.

ARTICLE 23 PAYMENT OF WAGES

23.01 IT IS THE COMPANY'S INTENTION OF THIS ARTICLE THAT ALL EMPLOYEES SHALL NORMALLY RECEIVE THEIR WEEKLY PAY CHEQUE ON WEDNESDAY. COMPANY TO INVESTIGATE THE FEASIBILITY OF DIRECT DEPOSIT AS LONG AS IT POSES NO NEGATIVE IMPACT TO THE "EMPLOYEE INCENTIVE PROGRAM"

22

ARTICLE 24 TOOL ALLOWANCE

24.01 THE COMPANY WILL PROVIDE PROPER MEASURING TAPES OR REFILLS TO EMPLOYEES AT NO COST PROVIDED THEIR REQUEST IS PROPERLY REQUIRED AND AUTHORIZED BY THE FOREMAN.

ARTICLE 25 JURY DUTY

25.01

25.02

25.03

26.01

27.01

THE COMPANY SHALL PAY AN EMPLOYEE WHO IS REQUIRED FOR JURY DUTY, FOR EACH DAY OF SERVICE, THE DIFFERENCE BETWEEN HIS NORMAL STRAIGHTTIMiii HOURLY RATE FOR THE NUMBER OF HOURS HE NORMALLY WORKS ON HIS REGULAR SHIFT, AND THE PAYMENT HE RECEIVED FOR JURY SERVICE. THE EMPLOYEE WILL PRESENT PROOF OF HIS SERVICE AND THE AMOUNT OF PAY RECEIVED.

PROVIDED THE EMPLOYEE PROVIDES SATISFACTORY EVIDENCE (A SUBPOENA BY EITHER THE CROWN OR THE DEFENSE), THE COMPANY SHALL PAY AN EMPLOYEE WHO IS REQUIRED FOR WITNESS DUTY, FOR EACH DAY OF SERVICE, THE DIFFERENCE BETWEEN HIS NORMAL STRAIGHT TIME HOURLY RATE FOR THE NUMBER OF HOURS HE NORMALLY WORKS ON HIS REGULAR SHIFT, AND THE PAYMENT HE RECEIVES FOR WITNESS DUTY, THE EMPLOYEE MUST ALSO PRESENT PROOF OF HIS WITNESS . DUTY AND THE AMOUNT OF PAY HE HAS RECEIVED FOR IT.

PAYMENT IN ACCORDANCE WITH 25.01 AND 25.02 WILL ONLY BE MADE TO THOSE EMPLOYEES WHO HAVE ACQUIRED SENIORITY RIGHTS HAVING SATISFIED THE REQUIREMENTS IN ARTICLE 8.01.

ARTICLE 26 PENSION PLAN

THE COMPANY SHALL CONTINUE THE MONEY PURCHASE PENSION PLAN WHICH WAS INTRODUCED EFFECTIVE JANUARY 1990, AND WILL CONTRIBUTE ONE DOLLAR AND-THIRTY-FIVE CENTS ($1.35) CENTS PER HOUR, ON THE BASIS OF FORTY (40) HOUR WEEK, IN THIS AGREEMENT. MEMBERS CONTRIBUTIONS SHALL BE A MINIMUM OF $32.00 PER WEEK WITH NO MAXIMUM IN THIS AGREEMENT.

ARTICLE 27 COST OF LIVING ALLOWANCE

IN ADDITION TO THE WAGE INCREASES SCHEDULED IN THIS AGREEMENT, THE COMPANY WILL PAY AN ADDITIONAL COST OF LIVING ALLOWANCE AS FOLLOWS:

(A) THE COST OF LIVING ALLOWANCE IS BASED ON THE CONSUMER PRICE INDEX (CPI) 1971 = 100.

(B) THE BASE PERIOD FOR ALL CALCULATIONS SHALL BE THE CPIINDEX FOR SEPTEMBER 1992.

(C) THE COMPANY AGREES TO PAY ONE (1) CENT FOR EACH FULL 0.4 POINT INCREASE IN THE CPI EXCEEDING 4% INCREASE PER YEAR. THE MAXIMUM PAYMENT PER YEAR WILL BE TEN (10) CENTS PER HOUR. THIS CALCULATION WILL BEGIN WITH THE SEPTEMBER 1992 CPIINDEX FOR THE FIRST YEAR AND THE SEPTEMBER 1993 CPI FOR THE SECOND YEAR. ANY YIELD IN EITHER YEAR WILL BE

23.

ARTICLE 28 STRIKE AND LOCKOUT

28.01

29.01

29.02

30.01

30.02

THERE SHALL BE NO STRIKES OR LOCKOUTS SO LONG AS THIS AGREEMENT CONTINUES TO OPERATE.

ARTICLE 29 HUMANITY FUND

THE COMPANY WILL CONTRIBUTE THIRTY {30) DOLLARS TO THE UNION HUMANITY FUND FOR EACH EMPLOYEE IN THE BARGAINING UNIT AND EACH EMPL_OYEE WILL CONTRIBUTE TWENTY {20) DOLLARS PER YEAR NOVEMBER 1, OF EACH YEAR OF THE AGREEMENT.

THE COMPANY AGREES TO CONTRIBUTE $75 PER FULL TIME EMPLOYEE TO THE STAC SERVICE FUNDS. SUCH PAYMENTS WILL BE MADE WITHIN 14DAYS WITHIN RATIFICATION AND UPON EACH ANIVERSARY DATE OF THE COLLECTIVE BARGAINING AGREEMENT.

ARTICLE 30 DURATION OF THIS AGREEMENT

THIS AGREEMENT SHALL BECOME EFFECTIVE AS OF THE 18TH DAY OF SEPTEMBER, 2016 AND SHALL REMAIN IN EFFECT UP TO THE 15TH DAY OF SEPTEMBER, 2018 AND SHALL AUTOMATICALLY RENEW ITSELF FROM YEAR TO YEAR THEREAFTER UNLESS WRITIEN NOTICE OF THE DESIRE TO TERMINATE THE AGREEMENT OR TO AMEND ANY PORTION OF ANY OF THE TERMS HEREOF IS GIVEN BY EITHER PARTY TO THE OTHER WITHIN NINETY {90} DAYS PRIOR TO THE EXPIRATION OR ANY SUCH ANNUAL PERIOD THEREAFTER. THE PARTIES AGREE TO BEGIN NEGOTIATIONS WITHIN TEN {10} WORKING DAYS AFTER SUCH NOTIFICATION.

COVERALLS THE COMPANY SHALL PROVIDE TO EACH EMPLOYEE WHO HAS FINISHED THEIR PROBATIONARY PERIOD, THREE {3) COVERALLS. THE COMPANY SHALL ALSO PROVIDE FOR THE LAUNDERING OF THE COVERALLS. REPLACEMENT SHALL BE MADE ON THE BASIS OF WEAR.

UNIFORMS THE COMPANY SHALL PROVIDE SHIRTS AND PANTS IN LIEU OF COVERALLS FOR FULL TIME TRUCK DRIVERS BEGINNING JANUARY 2002 AND WAREHOUSEMAN BEGINNING NOVEMBER 2013.

24

SIGNED BY THE PARTIES HERETO ON THE ?.ODAYOF De~ 2016

AT TORONTO ON BEHALF OF:

FOR THE COMPANY

T. LINAKSITA

J. BURROWS

FOR THE UNION

URRAVILLE

~-~ •

D. POWERS

25

APPENDIX "A" C.W.S. JOB DESCRIPTIONS AND CLASSIFICATIONS

CODE JOB

NO. CLASS

JOB DESCRIPTION TITLE 1 SHIPPER RECEIVER 51 10

2 FORKLIFT OPERATOR 52 9

3 MOBILE CRANE OPERATOR 53 10

4 STOREKEEPER 54 8

5 HELPER (SHIPPING) 55 6

6 CNC BURNER Pl 10

7 MACHINE BURNER P2 8

8 EDGE PREPARATION (NIBBLER) P3 5

9 MULTIPLE MACHINE OPERATOR PS 9

10 PRESS BRAKE OPERATOR P6 9

11 ROLL OPERATOR 1 P7 8

12 LAYEROUT/DEVELOPER/TEMPLATE MAKER P8 16

13 LAYEROUT/TEMPLATE MAKER P9 13

14 FITIER WELDER -SPECIALS Wl 16

15 FITIER WELDER W2 15

16 TIG WELDER X-RAY W3 15

17 WELDER PRODUCTION W4 12

18 GRIT BLAST OPERATOR ws 8

19 MATERIAL CHASER W6 8

20 GENERAL LABOURER W7 4

21 LEAD HAND/WELD SHOP W8 18

22 FITIER W9 14

23 WELDER- X-RAY WlO 14

24 FITIER WELDER (REPETITIVE NON-CODE) Wll 14

25 LEADHAND- HEAD SHOP Hi 15

26 PLASMA CUTIER H2 10

27 piSHER (SPECIAL) H3 13

28 DISHER (STANDARD) H4 11

29 1500 TON HOT PRESS OPERATOR HS 12

30 FLANGER- SPECIAL H6 12

31 FLANGER (STANDARD) H7 11

32 HELPER (GENERAL) H8 6

33 GENERAL LABOURER (JANITOR) H9 2

34 FITIER WELDER AI 11

35 AUTO' WELD OPERATOR (WELDER AUTO TANKS) A2 7

36 TESTER, AIR A4 7

26

37 SPRAY PAINTER AS 7

38 GENERAL LABOURER/LABOURER AUTOMOTIVE A6 4

39 MAINTENANCE MECHANIC Ml 15

40 ELECTRICIAN WIREMAN M2 18

41 INSPECTOR- 1 I-Ll 13

42 INSPECTOR- 2 I-L2 16

43 INSPECTOR- HEADS HP-1 10

44 HEAT TREAT OPERATOR HT-1 10

45 TRACTOR TRAILER DRIVER C-1 9

46 WAREHOUSEMAN G-1 6

47 TRUCK DRIVER G-2 6

48 WAREHOUSEMAN MAN B&W G-3 8

49 ROBOTIC TRIM H-10 12

I .• , . : J

27

APENDIX "B"

C.W.S. STANDARD HOURLY WAGE AND CLASSIFICATION SCALE

CLASS SEPT 18/2016 SEPT 17/2017

1 21.36 21.76

2 21.95 22.36

3 22.53 22.95

4 23.09 23.53

5 23.69 24.13

6 24.25 24.70

7 24.83 25.29

8 25.37 25.84

9 25.98 26.46

10 26.53 27.02

11 27.10 27.60

12 27.68 28.19

13 28.26 28.78

14 28.83 29.36

15 29.40 29.94

16 29.97 30.52

17 30.54 31.10

- 18 31.13 31.71

28

APPENDIX C LEARNER PERIOD CLASSIFICATION ANAlYSIS JOBS REQUIRED LEARNER RATES

#OF PLANT STANDARD MONTHS JOB LEARNER 520 HRS 520HRS 520 HRS. CODE TITLE FACTOR2 CLASS PERIOD 1ST PER. 2ND PER. 3RD. PER S1 82 S3 S4 Mi P2 P1 P5 P6 P7 Pa P9 W1 W2 W3 W4 W6 W9 W10 W11

H3 H4 H5 H6 H7 A1 G1

SHIPPER RECEIVER 7 .. 12 10 1 JC8 FORKLIFT OPERATOR 7-12 9 1 JC7 MOBILE CRANE OPER. 13-18 10 2 JC6 JC8 STOREKEEPER 13 .. 18 a 2 JC4 JC6 MAINT. MECHANIC 31-36 15 3 JC9 JC11 MACHINE BURNER 7-12 8 1 JC6 CNCBURNER 7-12 10 1 JC8 MUL T.MACH.OPER. 7-12 9 1 JC7 PRESSBRAKE OPER. 13-18 9 2 JC5 JC7 ROLL OPERATOR 7-12 8 1 JC6 UO OEVE.LOPER 37-48 16 3 JC10 JC12 LAYOUT 31-36 13 3 JC7 JC9 FIT. WELD. SPEC. 37-48 16 3 JC10 JC12 FITTER WELDER 3748 15 3 JC9 JC11 TIG x ... RAV WELDER 37-48 15 3 JC9 JC11 PROD. WELDER 25 ... 30 12 3 JC6 JC8 MATERIAL CHASER 7-12 8 1 JC6 FITTER 31 ... 35 14 3 . JC8 JC10 X-RAY WELDER 31-36 14

.. 3 JCB JC10

FIT. WElD (REPETITIVE 31-36 14 3 JC8 JC10 NQN .. CODE) DISHER SPECIAL 13-18 13 2 JC9 JC11 DISHER STANDARD 7-12 11 1 JC9 HOT PRESS OPERATOR 7-12 12 1 JC10 FLANGER SPECIAL 13*18 12 2 JCS JC10 FLANGER STANDARD 7 .. 12 11 1 JC9 FIT. WELD. TANKS 19-24 11 3 JC5 JC7 WAREHOUSEMAN 3-6 6 1 JC4*

EMPLOYEES WHO HAVE HAD NO RELATED WORK EXPERIENCE 1N RELATION TO THE RESPECTIVE JOB SHALL SERVE AN ADDITIONAL 520 HOURS IN THE LEARNER PERIOD TWO JOB CLASSES BElOW THE JOB CLASS OF THE JOB.

*THE COMPANY HAS ESTABLISED A LEARNERS RATE FOR WAREHOUSEMAN AT JC 4 FOR A PERfOD OF 160 HOURS

JC13

JC14 JC11 JC14 JC13 JC13 JC10

JC12 JC12 JC12

JC9